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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)
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 .
BHEL procure manpower in a very scientific manner. Job Descriptions. some information regarding job and job doer is highly essential. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.Executive Summary The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. If a good dancer appointed as a Chief Executive Officer of a Company. he may not run the business. These information are obtained through Job Analysis. Job Specifications. Human resource is a most valuable asset in the Organization. otherwise their proper utilization may not be done. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make loss. To procure right man at right place in right time. So right man should be procured at right place in right time. It gets information by use of these important documents like Job .
Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful. .Analysis.
Industry..43636 (As on 1-407) Turnover . Power. ISO 14001 and OHSAS 18001 Continuous Profits since 197172 Caters to Core Sectors viz. Renewable Energy etc.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). Transportation. Telecommunication. • • • • • • • CORPORATE OFFICE MANUFACTURING LOCATIONS NEW DELHI JHANSI BHOPAL HARIDWAR RUDRAPUR JAGDISHPUR VARANASI BARODA NAGPUR PATNA CALCUTTA AAAA HYDERABAD BANGALOREE RANIPET TIRUCHIRAPALLY SERVICE CENTRES .• GOINDWAL Employees .
JAIPUR 10. JABALPUR 9. GUWAHATI 8. CALCUTTA (EASTERN REGION) 3. MUMBAI 5. BANGLORE 2. NEW DELHI (NORTHERN REGION) 2. CHANDIGARH 7. PATNA 14. LUCKNOW 11. CHENNAI (SOUTHERN REGION) BUSSINESS OFFICES 1. RANCHI . NAGPUR (WESTERN REGION) 4. NEW DELHI 13.REGIONAL OFFICES (POWER SECTORS) 1. CALCUTTA 6. BARODA 3. CHENNAI 12. BHUBANESHWAR 4.
SECUNDRABAD 6. HIGH PRESSURE BOILER PLANT. SERVICE CENTRES 1. HEAVY POWER EQUIPMENT PLANT. GOINDWAL 10. INDUSTRIAL VALVES PLANT. HARDWAR 3. BHOPAL 6. BANGALORE 8. ELECTRO-PORCELAINS DIVISION. BOILER AUXILIARIES PLANT. ELECTRONICS DIVISION. NOIDA 15. RANIPET 9. CHANDIGARH 5. SECUNDRABAD 2. BANGALORE 11. HYDERABAD 4. NEW DELHI 7. JHANSI 7. TRANSFORMER PLANT. NAGPUR 8. HEAVY ELECTRICALS PLANT. JAGDISHPUR . PATNA 9. BARODA 3. HARDWAR 2. INSULATOR PLANT. CALCUTTA 4. TRICHY 5. HEAVY ELECTRICAL EQUIPMENT PLANT. VARANASI MANUFACTURING UNIT 1. CENTRAL FOUNDRY FORGE PLANT.
VARANASI 14.401 Crores and Current Order Book is of around Rs.000 Crores.000 Crores Company . COMPONENT FABRICATION PLANT. 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.45. RUDRAPUR 13.L – OVERVIEW BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS).20. BHEL plans to be a Rs.21. It has been earning profit continuously since 1971-72 and achieved the financial turnover during the year 2007-08 was Rs.1.H. MUMBAI B. ELECTRICAL MACHINE REPAIR PLANT. HEAVY EQUIPMENT REPAIR PLANT.12. a dream that has been more than realized with well-recognized track record of performance.
90. 854 MW or 65% of the total installed capacity of 1. Industry.3. BHEL – supplied sets account for nearly 68 . gas .. hydro and nuclear power plant business.000 Crores Company by 2016-17. Power Generation and Transmission. Transportation. Renewable Energy. BHEL caters to core sectors of the Indian Economy viz. 4 Power Sector regional centers.by 2011-12 and a Rs. as against Nil till 1969 – 70.2003 . Telecommunication. 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. BHEL is the only PSU among the 12 Indian Companies to figure in “Forbes Asian Fabulous 50” list.216 MW in the country . . The wide network of BHEL'S 14 manufacturing divisions. 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. As of 31. POWER GENERATION Power Generation Sector comprises of thermal . Defense etc.06. 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. systems and services-efficiently and at competitive prices.
BHEL also plants. In all . Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL. Custom – made hydro sets of Francis . The power plant equipment manufactured by BHEL is based on contemporary technology . In all . Cogeneration and combined cycle plants have been introduced to achieve higher plant efficiencies. orders for approximately 800 utility sets of thermal . It possesses the technology and capability to produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine . gas and nuclear have been placed on the company as on date.ash – content coal available in India . hydro . orders for approximately 800 utility sets of thermal . hydro . The power plant equipment manufactured by BHEL is based on contemporary technology comparability with.generator sets of up two 250 MW unit rating. To make the efficient use of the high. gas and nuclear have been placed on the company as on date. supplies circulating fluidized bed combustion boilers for thermal The company manufactures 220 / 235 / 500 MW nuclear turbine .generator sets.BHEL has proven turnkey capabilities for executing power projects from concept to commissioning.
vacuum & SF6 circuit breakers gas . energy meters .art controlled shunt reactor ( for reactive power management on long transmission lines ). The company has proven expertise in plant performance improvement through renovation . series & shunt – reactors . 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 . health diagnostics and life extension of plants. capacitor banks . A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level . . TRANSMISSION & DISTRIBUTION (T&D) BHEL offers wide – ranging products and systems for T & D applications. and is also internationally competitive. dry type transformers . Products manufactured include : power transformers .comparable with the best in the world . SCADA systems and insulators. besides specialized know – how of residual life assessment . modernization and up rating of variety of power plant equipment . a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. series compensation system ( for increasing power transfer capability of transmission lines and improving system stability and voltage regulation ) . Presently . The company undertakes comprehensive projects to reduce ATC losses in distribution systems.insulated switchgears .
metallurgical and other process industries. BHEL is the only company in India with the capability to make simulators for power plants . sugar . fertilizer . papers . marketing . process controls and material handling systems.INDUSTRIES BHEL is a major contributor of equipment and systems to industries : cement . electrical machines . pumps . TRANSPORTATION BHEL involved in the development design . electrostatic precipitators .sales service of rolling . installation . The range of systems & equipment supplied includes : captive power plants . industrial steam turbines . It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. DG power plants . production . and maintenance and after . seamless steel tubes . centrifugal compressors . The company is a major producer of large – size thirstier devices. fabric filters . valves . refineries . chemical recovery boilers . co . engineering . oil and gas . fluidized bed combustion boilers . heat exchangers and pressure vessels .generation plants . defense and other applications. The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people. reactors . petrochemicals .
overhead equipment cars . Rail – cum – road vehicle etc.electric locomotives . BHEL manufactures electric locomotives up to 5000 HP . etc. BHEL also undertakes retrofitting and overhauling of rolling stock. In the area of urban transportation systems . Besides traction propulsion systems for in – house use . diesel . BHEL manufactures traction propulsion systems for other rolling stock producers of electric locomotives . TELECOMMUNICATION BHEL also caters to telecommunication sector by way of small . medium and large switching systems. RENEWABLE ENERGY . BHEL is also producing rolling stock for special application viz . BHEL is geared up to turkey execution of electric trolley bus systems .stock and traction propulsion systems. light rail systems . special well wagons . In the area of rolling stock . electrical multiple units and metro cars. The electric and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems produced by BHEL. BHEL is also diversifying in the area of port handling equipment and pipelines transportation systems. diesel electric locomotives from 350 HP to 3100 HP both for mainline and shunting duty application..
000 psi ratings ) . block valves . heat Exchangers. covering Thermal Hydro and Gasbased turnkey power projects. sub . OIL & GAS BHEL is a major contributor to the oil and gas sector industry in the country. etc. Rehabilitation projects. Some of the major successes achieved by BHEL have been in Gas-based power projects in . substation projects.alone and grid – interactive solar power plants . X – Mas tress and oil rigs to ONGC & OIL.Technologies that can be offered by BHEL for exploiting non . work over rigs.powered road vehicles. compressors .junction amorphous silicon solar cells and fuel cells based systems. besides a wide variety of products like Transformers. seamless pipes . The company has taken up R & D efforts for development of multi .conventional and renewable resources of energy include . established its references in 70 countries across all inhabited continents of the world.sea well heads . casing support system . Castings and Forgings etc. well heads and X – Mas trees ( of up to 10. wind electric generators solar photovoltaic systems . stand . solar heating systems . BHEL'S product range includes deep drilling oil rigs . over the years. choke and kill manifolds . solar lanterns and battery . Photovoltaic equipments. heat exchangers . These references encompass almost the entire range of BHEL products and services. mobile rigs . mud line suspension system . Switchgears. motors. BHEL is the single largest supplier of heads . full bore gate valves . Electrostatic Precipitators. mud valves . Oil field equipment. well INTERNATIONAL OPERATIONS BHEL has. compressors. insulators. Valves.
Iraq. Execution of these overseas projects has also provided BHEL the experience of working with world-renowned Consulting Organizations and Inspection Agencies. Libya. utility power generation or for the oil flexibility to exhibited adaptability by manufacturing and supplying intermediate products. Thailand. Nepal. Hydro power plants in New Zealand. Malaysia. be it captive power. Malaysia. BHEL has proved its capability to undertake projects on fast-track basis. Taiwan and Substation projects & equipment in various countries. Sri Lanka. associated O&M services to name a few. Bangladesh. quality and other requirements viz. Kazakhstan. HSE requirement. Azerbaijan. and development of new products. RESEARCH & DEVELOPMEMT To remain competitive and to meet customer's expectations . Thermal Power Projects in Cyprus. in terms of complexity of the works as well as technological. BHEL has also established its versatility to successfully meet the other varying needs of various sectors. Bhutan. Egypt. The Company has been successful in meeting demanding requirements International markets.Oman. China. . TECHNOLOGY UPGRADATION. Saudi Arabia. Malta. BHEL lays great emphasis on the continuous up gradation of the products and related technologies . Malaysia. Libya. financing package. Indonesia. 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.
environment – friendly generation.of – the – art products . in the recent past . The company has also transferred a few technologies developed in . also engaged in research in futuristic areas .efficiency pelton hydro turbines . 36 KV gas .house to other Indian company for The company is applications of industry . low .000 strong highly skilled and motivated people. along with Advanced Technical Education Center (ATEC) in Hyderabad and the Human Resource Development Center at the manufacturing Units. etc. several state .house during the last five years contributed over 7% to the revenues in 2004 . petroleum deport automation systems . controlled shunt reactors ( CSR ) and performance analysis . to meet the dynamic challenges posed by a fast changing environment. diagnostics and optimization ( PADO ) package for power plants . high .NOx oil / gas burners . BHEL has introduced . a corner-stone of BHEL learning infrastructure.BHEL'S investment in R & D is amongst the largest in the corporate sector in India.05. large capacity atmospheric fluidized bed combustion boilers . Products developed in .insulated sub – station . such super fuel conducting cells materials in power generation as and power distributed . HUMAN RESOURCE DEVELOPMENT INSTITUTE BHEL has envisioned becoming "A World Class Engineering Enterprise committed to enhancing stakeholder value". Force behind realization of this vision and the source of our competitive advantage is the energy and ideas of our 44. through various organizational developmental efforts ensure that the prime resource of the organization – the Human Capital is “Always in a state of Readiness”. The Human Resource Development Institute situated in NOIDA. and commercialization. It is their constant endeavor to take the HRD activities to the .
It is one of the four major manufacturing units of the BHEL. turbo generators. HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP) HARIDWAR: The Heavy Electrical Equipment Plant (HEEP) located in Haridwar. Haridwar of this Multi-unit corporation with 7467 strong highly skilled technicians. With turnover of 164059 lacks . hydro turbines and generators. is one of the major manufacturing plants of BHEL. Heavy Electrical Equipment Plant.strategic level of becoming active partner to the (organizational) pursuits of achieving the organizational goals. large AC/DC motors and so on. engineers. specialists and professional experts is the symbol of Indo Soviet and Indo German Collaboration. hydro turbines and generators. The core business of HEEP includes design and manufacture of large steam and gas turbines.
and PBT of Rs. Bhilai. HISTORICAL PROFILE: The construction of heavy electrical equipment Plant commenced in Oct.The continuum of technological advancement subsequently saw the commissioning of 500 MW TG Set in 1984 .”1959”The first product to roll out from the plant was an electric motor in January 1967. Santaldih. associated Apparatus Control gears. AC& DC Electrical machines and large size Gas Turbine of 60200 MW. Bhatinda.1969 and first 100MW Turbo Generator in August 1971. HEEP Hardwar contributes about 44% of India’s total installed capacity for power generation with total capacity of Thermal. HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW. BHEL Haridwar received recent orders for Mejia-5&6.First 200 MWTG set was commissioned at Obra in 1977. Hydro Sets up to HT Runner dia 6300mm. Dholpur. Sipat. Nuclear & Hydro Sets of over 45000MW currently working at a Plant Load Factor of 76% and Operational Availability of 86%.soviet technical co-operation agreement in Sept.The plant’s “break even” was achieved in March 1974.This was followed by first 100 MW Steam Turbine in Dec. Chandrapura.BHEL went in for technical collaboration with M/s Siemens. Germany to undertake design and manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976. Bakreshwar. In spite of acute recession in economy.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06.The technical cooperation .”1963”after indo.
monthly Management Committee meetings.000MW.Board meeting . BHEL has always guided other PSU’s in their Corporate planning process . Are the some of crore strengths of BHEL Corporation’s vast network. Standardized 500MW sets for faster project execution and cost reduction. Personnel Heads Meet. To meet the 11th Five Year Plan target of adding 61. the demand for thermal sets will remain high. Inter-Unit Quality Circle Meets etc. This enables us to guide and understand the market requirements and future challenges. FAVOURABLE BUSINESS ENVIRONMENT: Power Sector has to grow over 10% annually to reach the 7% GDP level. including HEEP. Mid term reviews . Annual Revenue Budget exercise . Product committees meetings. along with representatives from various domestic customers. First 150 MW ISO rating gas Turbine was exported to Germany in Feb”1995”. BHEL. Central Electricity Authority (CEA) is the guiding authority for Power Sector strategies in our country. is a part of this process. are an integral part of various committees formed by CEA.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%. CEA has planned addition of 23 nos. Board meetings for long –range development . As first PSU to adopt Corporate Planning as a process . BHEL representatives. Technology Meets . Apex TQ council reviews. Quality Heads Meet . CORPORATE CITIZEN: HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate / strategic Plan .of Gas Turbine manufacture was also signed with M/s Siemens Germany. . Thus. CEA has standardized for the next capacity of 800MW sets and has asked BHEL to prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL .
corporate policies have been formulated as . Further CEA’s stress on R&M of ageing Power Plants is also providing business opportunity to unit. SAFETY & ENVIRONMENT MANAGEMENT BHEL . HEALTH . For fulfilling this obligation . 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.has tied up with Siemens for upgradation of technology. 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 .
customers and suppliers. Continual improvement in environment management systems to protect our natural environment and control pollution. offering the company's capabilities in this field. Promotion of activities for conservation of resources by environmental management. . Occupational Health and Safety Policy Compliance with applicable legislation and regulations. BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities. Enhancement of environmental awareness amongst employees .Environmental Policy Compliance with applicable environmental legislation / regulation. Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety hazards.
Appropriate structured training of employees on occupational health and safety (OH&S) aspects. In pursuit of these policy requirements . adequacy and effectiveness. 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. BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health . Periodic review of OH&S management system to ensure its continuing suitability . Communication of OH&S policy to all employees and interested parties. . safety and environmental science.
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” . It provides a forum to for them to work together and improved corporate practices through cooperation rather than confrontation. the business community .PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS The " Global Compact " is a partnership between United Nation . international labor and NGOs.
and 6. Business should support and respect the protection of internationally proclaimed human rights. and 2. Make sure they are not complicit in human rights abuses. 4. Environment 7. Eliminate discrimination. Business should uphold the freedom of association and the effective recognition of the to collective bargaining. Human Rights 1. The effective abolition of child labor. Undertake initiatives to promote greater environmental responsibilities. and . Labor Standards 3. 8. 5. Businesses should support a precautionary approach to environmental challenges. The elimination of all forms of forces and compulsory labor.
9. . 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. Encourage the development and diffusion of environment .friendly technologies.
telecommunications and electronics.COMPANY'S BUSINESS MISSION AND OBJECTIVES BUSINESS MISSION To maintain a leading position as suppliers of quality equipment. improve his capabilities. performance and superior services. productivity and generate adequate internal resources to finance the company's growth. capacity utilization. oil and gas exploration and industries. • PROFITABILITY: To provide a reasonable and adequate return on capital employed. telecommunication and electronics in existing business. primarily through improvements in operational efficiency. 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. for application in the areas of electric power transportation. systems and services in the field of conversion of energy. BUSINESS OBJECTIVES • GROWTH: To ensure a steady growth by enhancing the competitive edge of BHEL defence. . • PEOPLE.ORIENTATION: To enable each employee to achieve his potential. Utilize company's capabilities and resources to expand business into allied areas and other priority sectors of the economy like defence. new areas and international operations so as to fulfill national expectations from BHEL. • CUSTOMER FOCUS: To build a high degree of customer confidence by providing increased value for his money through international standards of product quality.
employees.• TECHNOLOGY: Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptations of imported technologies to suit business need and priorities and provide the competitive advantage to the company. • IMAGE: To fulfill the expectations which stakeholders like government as owner. customers and the country at large have from BHEL. .
Nearly 85 % of World Bank tenders for thermal sets floated in India have been won by the company against international competition. Nuclear steams generators. Today BHEL supplied sets. TG sets and associate controls. piping and station C & I up to 500 MW rating with technology and capability to go up to 1000 MW range. It has the capability to manufacture gas turbines up to 200 MW rating and custom built combined cycle power plants. turbine generators. BHEL has contracted so far around 240 thermal sets of various ratings.SUMMARY OF BHEL’S CONTRIBUTION TO VARIOUS CORE SECTORS:- BUSINESS SECTORS BHEL's operations are organized around three business sectors. . health diagnostic and life extensions of plants. 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. to be sensitive to his needs and respond quickly to the changes in the market. accounts for nearly 66 % of the total installed capacity in the country as against nil till 1969-70. This enables BHEL to have a strong customer’s orientation. which includes 14 power plants set up on turnkey basis. Kolkata and Nagpur will play a major role in giving a thrust to this business and focus BHEL's efforts in this area. POWER SECTORS Power is the core sector of BHEL and comprises of thermal. Chennai. diesel and hydro business. for which orders have been received. BHEL manufactures boilers auxiliaries. nuclear gas. BHEL has developed expertise in renovation and maintenance of power plant equipment besides specialized know how of residual life assessment. industry and international operations. mainly power. The four power sectors regional centers at New Delhi.
high speed industrial drive turbines. switch gears and heavy castings and forgings. INDUSTRY SECTORS BHEL is a major producer of large size thyristor devices. electric motors. gas turbines. high voltage transformers. 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 . TRANSMISSION A wide range of transmission products and systems are produced by BHEL to meet the needs of power transmission and distribution sector. and control equipments. a 33 KV gas insulated substation with micro processors base control and protection system has been done. industrial boilers and auxiliaries. drives. TRANSPORTATION 65 % of trains in Indian Railways are equipped with BHEL's traction and traction control equipment. waste heat recovery boilers. The products include centrifugal compressors. 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.
Earning from product which has been commercialized has gone up 26 % to Rs. R. 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. Development of 4700 HP AC / DC loco for Indian Railways. 760 Crores. Development of largest capacitor voltage transformers of 8800 PF 400 KV rating. "BHEL is spending Rs. 60 Crores on Research and Development. This facility will enable evaluation of combustion." . RESEARCH AND DEVELOPMENT BHEL has a corporate R & D center supported by R & D groups at each of the manufacturing divisions.CMD MR. heat transfer and pollution parameters in boilers. Establishment of Asia's largest fuel evaluation test facility at Tiruchy was high light of the year. According to ex. Major R & D achievement include: • • • • Design manufacture and supply of countries first 17.2 MW industrial steam turbines.K.D. SHAH. Development and application low cost ROBOTS for job loading/unloading.
DIVISIONS. Generators and Axial Condensers # Cam Shaft Controllers and Tractions BALOKE DUERR GERMANY NATIONAL OIL WELL USA SIEMENS AG. Motors & PROMMASHEXPORT Control Gears. COLLABORATIONS RUSSIA SULZER SWITZERLAND # Electronic Automation System for Steam Turbine & Generators # Francis Type Hydro Turbines ELECTRIC SIEMENS AG. Hydro Sets. # Bypass & Pressure Reducing Systems BROTHER LTD. COMPETITORS AND VARIOUS PRODUCT OF BHEL TECHNICAL COLLABORATION PRODUCT # Thermal Sets.TECHNICAL COLLABORATIONS. . GERMANY SIEMENS AG. GERMANY GENERAL CANADA # Moisture Separator Reheaters # Christmas Trees & Conventional Well Head Assemblies # Steam Turbines.
Bangalore ED. Hyderabad . Hyderabad HPBP. Jhansi BHEL. Bangalore SG. Hardwar BHEL.Current Control Units GERMANY # HDVC ABB SWEDEN # Programmable Controls ABB SWITZERLAND # Gas Turbines ELECTRIC CO. they are as follows: • HEEP. Ranipet IP. Hardwar • • • • • • • • • • • • • HPEP. Tiruchy SSTP & MHD. Jagdishpur IOD. New Delhi COTT. Bangalore BAP. GENERAL USA # Tube Mills STIEN INDUSTRIES FRANCE DIVISIONS OF BHEL: There are 20 Divisions of BHEL. Tiruchy CFFP. Bhopal EPD.
K. USA Germany China . Poland Russia Italy France Japan U. USA Japan Russia Japan Japan U.• • • • • • IS.K. Rudrapur HERP. New Delhi TPG. Italy Switzerland USA USA China U. 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.K. Varanasi Regional Operations Division ARP. New Delhi CFP.
3. 5. Power Devices 25. 7. Steams Steel Tubes 29. Oil Field equipments 27. Energy Meters 19. PRODUCTS OF BHEL 1. Thyristor GTO/ IGBT equipments 24. Castings and Forgings 28. 2. 6. Compressors 21. Capacitors 18. 9. Power station Control equipment Switchgear Bus Ducts Transformer . 4. Systems and Services 11. 13. 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. Transportation equipments 26. 14. Silicon Rectifiers 23. 12. Industrial and special ceramics 17. Electrical Machines 20. 10. 8. Control Gear 22. Distributed power Generation and Small Hydro Plant 30.
handicapped and minor individuals. However. attitudes of enterprise in recruiting old. 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. 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. minority group members. In a company BHEL. parttime employees and relatives of present employees.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. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. who has the final words in the acceptance or rejection of a particular applicant. . recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office.
To compare the Recruitment policy with general policy. It covers corporate office. 3. Jr. Clerical Staff. 6.SCOPE AND IMPORTANCE OF THE STUDY SCOPE 1. To provide a systematic recruitment process. sites and works appointments all over India. Officers. It covers workers. . To analyse the recruitment policy of the organization. 4. 5. To structure the Recruitment policy of BHEL for different categories of employees. Management. Middle Management and Senior Management cadres. 2. It extends to the whole Organization.
. therefore.IMPORTANCE Without focusing the pattern of management. DATA ANNAYSIS The analysis of data was done on the basis of unit. Employees of different unit where randomly administrated the questionnaire. DATA COLLECTION A sample size of 20 employees are studied for this purpose. elimination of wastes. organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. strikes for greater productivity. lower costs and higher wages. 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. Every organisation. finding of the survey was easily comprehensible by all. To achieve these objectives a good recruitment & selection process is essential. so the industry needs a stable and energetic labours force that can boast of production by increased productivity. age and number of years of experience and factors. Analysis was done using the simple average method so that.
SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. Interview schedule 2. diary and magazines were used. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. magazines and other relevant records for collection of data to know about the industry as well as the respondent. Books 3. Diary 2. Opinion Survey SECONDARY 1. perceptions. books. . books. 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. employees/workers and trade union members of the organization. Interview schedules were used for workers clerical . Thus the source of data collection were as follows: PRIMARY 1. Other records I have used structural interview schedule. I have used the secondary source like diary. Magazines 4. questionnaire and opinion survey for collection of data from primary source. Questionnaire 3. thoughts and reactions of the executives.
The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data. For this purpose a number of questionnaire we studied and finally a questionnaire where framed. . RESEARCH APPROACH Conducting a field survey did a subjective assessment of the qualitative data. In addition the personal interview method was employed to draw out answers to subjective questions.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. which could not be adequately answered through the use of questionnaire.
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.
Interviews lead to a better insight to subjective & open questions almost all interviewees responded.
The sample unit consisted of all the departments of BHEL.
Consisted of a comprehensive list of all the employees of BHEL.
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
consideration & size of population were major factors in determining choice of sample design.
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
The primary source of information for recruiting people should be o o o o Managerial Testing Recruiters themselves Job analysis 9.8. Opinion about BHEL Company’s Application on Blank o Good o Very good o Excellent .
. and talents in the pursuit of student affairs purposes . is to hire the right people. therefore. knowledge. The second commandment is to do it the right way. The first commandment for student affairs administrators." DEFINATION ."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. .
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. Replenish Or Reinforce. who are capable of and interested in filling available job Vacancies . communicating the information about the jobs. term and conditions. To Recruit Means To Enlist. Recruitment Needs Are Of Three Types: . initiating activities and actions to identify the possible sources from where they can be met.Recruitment is the process seeking out and attempting to attract individuals in external labor markets. and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs. 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.
. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. 2 Resignations. 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. Merits and Demerits of Internal Recruitment.1 Planned. INTERNAL SOURCE OF RECRUITMENT Internal Transfer/Promotion with necessary screening. Features Of Recruitment: 1 2 Process or series of activities rather than a single act or event. anticipated and unexpected planned need arise from changes. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees). training and selection to meet the specified requirement. in organization and retirement policy. deaths and accidents and illness give rise to unexpected needs. Merits.
Increase in Morale Recruitment through the internal sources. Labor. Every body in the organization know that they can be promoted to a higher post. Demerits The internal source of recruitment of employees suffer from the following demerits: . these employees do not need extensive training because they already know about all the works of the enterprise. particularly promotion. their morale will be boosted and their work efficiency will increase. increases the morale of the employee. 5. 4.Following are the merits of the internal source of recruitment. 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. they do not leave the enterprise. As a result of this policy labour turnover is reduced and the status of the company increases. 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. 1. 2. Better Selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known.turnover is Reduced When the employees know that they can be promoted to higher posts. More over. 3.
3. 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 superiors usually select their favorites. In this system . 2.1. Internal source encourages favoritism in this system. EXTERNAL SOURCES OF RECRUITMENT An external source of Recruitment is considered from the combination of consultant and Advertisement . As a result. generally the personal impression of the managers about the employee is given preference for selection. The reduction in the area of choice means less number of applicants. The choice is to be made out of people working in the enterprise. The internal recruitment of the employees reduces the area of choice.Limited choice.Encourages Favoritism. Sometimes even a less capable person is selected which harms the enterprise. the old people run the enterprise with the old ideas and experience.
Less Chances of Favouritism.Merits and Demerits of External Recruitment Merits. Demerits.Wide choice. The external recruitment has the following merits: 1. 3. are new for the managers and this exclude the possibility of favouratism. The managers judge the capabilities of the applicants and select the best ones for appointment. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. Its chief demerits are: . the system of recruitment from external sources is not free from defects. The use of external source of recruitment increases the number of candidates and widen the choice.Entry of young blood. 2. In spite of many merits. All the candidates. under this system of recruitment.
Detorioration in Labour-Management Relationship. 3. When the employees know that they cannot be appointed on high posts in the enterprise. they leave the organization at the first available opportunity.1.Chances of Wrong Selection. long selection process and training after selection which increases organizational expenditure. By adopting the system of external recruitment the chances of promotion of the present employees come to an end.Decrease in Morale of Existing Employees.Increase in Labour-turnover. 2. 5. and as a result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. The external source of recruitment involves expensive advertisement.Costly Source. 4. If the wrong selection will upset the working condition of the organization. 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. There are chances of wrong selection due to non-availability of information in case of external recruitment. LEGAL & POLITICAL CONSIDERATIONS . Since there is no hope of any promotion the morale of the employee decreases and they do not perform their work with dedication.
race. OBJECTIVES OF RECRUITMENT . in regard to a class or classes of employment on appointment to an office (under the govt. be negligible for an discriminated against in respect of any employment or office under the state. on ground of religion.The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No citizen shall. there can be no discrimination in the matter of employment anywhere in the country for any citizen. in the directive principles of state policy. Except in cases which are covered by Article 46 of the constitution. place of birth. caste.” “ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading. descent. sex. certain safeguards for scheduled castes. scheduled tribes & other weaker sections. any requirement as to residence within that State or Union Territory prior to such employment or appointment. The constituent ensures. of or any local or other authority within a state or union territory). residence or any of them.
To design entry pay that competes on quality but not on quantum. • • • • • To devise methodologies for assessing psychological traits. • To search or head hunt/head pouch people whose skills fit the company’s Values. To seek out Non Conventional development grounds of talent. Steps on Recruitment Process . To develop an organizational culture that attracts competent people to the company.• To attract people with multidimensional skills and experiences that suit the present and future organizational strategies. To search for talent globally and not just within the company. To anticipate & find people for positions that do not exist yet. To infuse fresh blood at all levels of the organization. • • • To induct outsiders with a new perspective to lead the company.
the job and the terms and conditions of service. number of persons to be recruited. • • Identifying the prospective employees with required characteristics. required from the candidate. • • Encouraging the identified candidates to apply for jobs in the organization. • Locating and developing the sources of required number and type of employees. terms and conditions of employment and at the time by which the persons should be available appointment etc. Evaluating the effectiveness of recruitment process.The 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. Communicating the information about the organization. CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS .
Human resource Management classically pertains to planning. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. compensation. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The 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. welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. 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. METHODS AND TECHNIQUES OF RECRUITMENT . selection. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. development. induction. recruitment. maintenance. 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.
INDIRECT METHOD 3. the recruitment methods and techniques deal with how these resources should be tapped. his next step relates to making contact with such candidates. There are commonly three methods of recruitment which company follows: 1.THIRD PARTY METHOD .DIRECT METHOD 2. 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.In a company recruitment sources indicates where human resources may be procured.
Following includes in the procedure .
.…… Date…… Location ………………………..Job Analysis Form Job Specification Form Interview Schedule Application Form for Employment Interview Assesment Form JOB ANALYSIS FORM Job Title…………………… …………….
…………………… Wage or salary range………………………………………………… Relation to other to…………………. Other tasks :………………………………………………………… Equipment/Machines used:……………………………………………. (b) Extent of supervision………………….. Job knowledge : (a) General …………………………… (b) Technical……………………………… (c) Special……………………………………… … Responsibility : (a) For product and material ……………………. (b) Length of experience…………………… Supervision : (a) Positions supervised…………………….Department…………………………………… Analyst…………………………. Promotion Job summary: Work performed:……………………………………………………… Major duties :……………………………………………………….. Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience…………………….…………………………… Code No…………………………… Reason for the job …………………………… Supervised. (b) For equipment and machinery……………… (c) For work of others………………………….. jobs: Promotion from………... (d) For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resource fulness .
Responsible for own work only. 6. REQUIREMENTS 1. 4. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. EDUCATION : Ability to read and understand production orders and to make simple calculations. 2. Must be able to concentrate when operating. SUPERVISION : Routine checking and no close supervision required. TRAINING AND EXPERIENCE: No special training required . PHYCIAL EFFORT: No special physical effort is required. Preferably High School Certificate. Only routine responsibility for safety of others. 5.. The BHEL has the following way which it follows for recruiting the person . MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Specific but no detailed instructions.JOB SPECIFICATIONS FORM Job Title : Drill Operator Job Code …………………… Department……………………… Date…………………………….
SCOPE The scope of the company is to find the individuals seeking employment in the company.RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India. B. C.A. D.PROCEDURE STEPS 1.PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company.MAN POWER RECRUITMENT .AUTHORITY The Authority in the company is commenstrate with responsibility E.
• All "Manpower Requirement Department. It would be desirable to utilize the internal sources before going outside to attract the candidates.• As and when the need arises . training and selection to meet the specified requirement.IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding . • The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. INTERNAL SOURCE OF RECRUITMENT • Internal Transfer/Promotion with necessary screening. The source of recruitment could be external or internal. "Forms are maintained by the HRD 2.
adequate.relationships of jobs. internal sources can be used effectively if the number of vacancies are not very large. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. The usefulness of this system in the form of loyalty and its wide practice. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. employee records are maintained. jobs do not demand originality lacking in the internal sources. 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. Usually. it has been pointed that it gives rise to cliques posing difficulty to management. Therefore. in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Again. employee can be requested to suggest promising candidates. and employees have prepared themselves for promotion. EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options: CONSULTANT .
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 are not recruited for particular positions but for development as future supervisors and executive. casual. apprentices.Consultant are given the requirement specifying qualifications. they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. personnel and production. and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. trade unions and other sources. experience and all other necessary details. Indeed . educational and technical institute. utilizing testing to classify and used advance techniques of vocational guidance for effective placement purposes. then These in students special are recruited as management trainees and placed company training programmes. However. Educational and technical institutes also forms an effective source of manpower supply. Because of their specialization. In consultant we considers the employment agencies. Our company have developed markedly in large cities in the form of consultancy services. Vocational schools and industrial training institutes provides specialized employees. Usually this company facilitate recruitment of technical and professional personnel. recruitment of these candidates must be based on realistic and differential . labor and mail applicants. accounting. finance. They do not merely bring an employer and an employee together but computerize lists of available talents.
It also provides measures for a good public relations and accordingly . they make it a point the employees laid off are given preference in recruitment. Despite these limitations. are placed centrally by the HRD .standards established through research reducing turnover and enhancing productivity. The company find that this source is uncertain. Trade unions are playing an increasingly important role in labour supply. According to company the quality and quantity of such candidates depend on the image of the company in community. the candidates visiting the company must be received cordially. they supply skilled labour in sufficient numbers. and applicants reveal a wide range of abilities necessitating a careful screening. 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. In industries where they do not take active part in recruitment. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their applications for possible vacancies. Prompt response to these applicants proves very useful for the company. ADVERTISEMENT • All recruitment advertisements Department. In several trades.
SELECTION A . several organizations develop sources through voluntary organizations such as clubs. In addition to the above sources. 3.• The advertisement is drafted by HRD Department in consultation with the concerned Department.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. attracts employees of competitors looking for a change or good prospectus for employment. . • All related documents of Advertisements released are maintained in the "Advertisement" file. and use the "situation wanted" advertisement in newspapers. utilize women. older workers and physically handicapped for specific positions where they are best suitable.
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 CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants. Interview panel and a copy is kept for HRD Department records. The Interview Schedule include the following requirement.B. C.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD.
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 .m. We take this opportunity to thank for the interest you have shown in joining our organisation. We are pleased to invite you for a meeting with the undersigned on……………………. Yours sincerely. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. No TA/DA shall be admissible for attending this interview. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting./p. “___________________________________________________” This has reference to your application for the above mentioned position in our organisation.m. please confirm this appointment.NAME OF THE CANDIDATE TIME REMARKS INTERVIEW CALL LETTER Date ---------------Dear Sir. For BHEL D.at………a.
ref. Off. Res. 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. Tel.Refrence advt. IF ANY . if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details From To BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS. Date of Birth Age E-mail (Personal) Place of Birth State of age of age Mob. (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.
2. of Direct report: No. No. of Non-Executive List your 3 core competencies 1.WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No. of Executive No. of Executives No. of employees in your unit No. you work -Non. Please draw a brief organization chart of your dept. of employees in the Dept. List 3 Key Achievements in your career 1./ Division and outline your responsibilities (Attach sheets giving details if required) Organisation Chart: Current Responsibilities .of To: Sales Turnover of the organization Sales Turnover of your unit No. of employees in the orgn. 3. 2.Executive No. 3.
Other Terminal Benefit p.a. B & C) E. Annual: LTA Variable pay/Bonus Medical Any other Total p.m.a. Total p. Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p.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 of A. Other perk not included in Gross Due date of next increment: Any other information relating to the above . C. D. Gross p.a. B.a. Pf Superannuation Gratuity Total p.a.
of two Persons other than relatives to whom we may refer about you.GENERAL Language Known Language Read Write Speak 1. If any time. please give details/ reasons 5. addresses & Telephone Nos. Is your spouse e employed? 4. Extra Curricular Activities: 7. 2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. I am not aware of any circumstances which might affect my fitness for employment. References: Please give names. Have you any relative working in BHEL? If yes please give details : Name Designation Unit Yes/No Relationship / Department 2.. later. it is found that I have not disclosed any material information or have given incorrect or false information. . 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. Have you any locational constraints? If yes. Can you undertake frequent t travels: 6. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence. the company will be liberty to terminate my appointment without any notice or compensation. Interests/Hobbies: 8. 1.
if any 2006 REMARKS D=Below Average Selected Not- Keep Pending Call for final ./job Comments. 2.CONDUCTING INTERVIEWS Interviews are conducted by an panel. The Interview Assessment include the following form which considers the following information: INTRVIEW ASSESSMENT FORM Interviewee’s Name Date Post Applied For Venue 1. F.INTERVIEW ASSESSMENT Interview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest. 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. which includes a staff member from the concerned department and may include an had representative.E. 3.
PF Declaration Forms etc. Training needs o f the new joinees are identified as per the procedure. Induction is organized internally by HRD Department depending on the number of joinees in a month. H. The offer and appointment letters are signed to all new joiners. Induction Training is organized for the new joinees.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes. A Detailed Appointment letter is issued after the individuals joins and fills the joining report.SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose. • • • Extension of time to join duties is granted to the candidate purely at Management discretion. and all these records are maintained in their personal files. 4.G.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is issued an offer letter mentioning the expected date of joining. On the joining detailed appointment letters are issued as per below mentioned levels:- .
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.1) APPOINTMENT LETTER Language for below Asst.m. Manager level is given in the following format ‘BELOW ASSTT &MANAGER LEVEL’ ___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr.______________________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. __________ p. ESI & L.C as per rules of the company.m. __________ p. Gratuity. Rs. Dated : ___________________ EMOLUMENTS: A) you will be paid following emoluments: Basic Salary House Rent Allowance Local Travelling Expenses : : : Rs. __________________________ With reference to the offer letter no. __________ p. PF.T. .m. B) Further increment will be based on efficient. Rs.
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. 5. During the period of your employment. without the prior written permission of the management. dishonesty or embezzlement. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. or full time. habitual negligence of duties. whether for profit or gain. . 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. in addition to the terms and conditions mentioned in this letter. 2. subject to the statutory provisions. illegal strike. 1. 3. particularly disobedience. you will be entitled to full salary as if you were on duty. You shall be governed by the rules and regulations of the company in force from time to time. 4. However. distrust. goslow etc. irrespective of the punishment imposed. In the event of your confirmation in writing. pending such inquiry. In case any misconduct is alleged against you. you are liable to be suspended forthwith without any salary or allowance. insolence and acts subversive of discipline. absence. 6. habitual late attendance. that may be applicable to you. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. engage in an insurance agency or commission agency etc. In the event you are found guilty of the charges levelled. 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. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. insubordination. you shall not be entitled to any payment for the period of suspension. or on honorary basis or otherwise. However. if in an inquiry you are exonerated of the charges. you are liable to be transferred to any of our sites/factory/office at the discretion of the management.Your place of posting will be at our _________________situated at ____________________. 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.
Your date of joining the services _________________________________ in the organization is 8. 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. We welcome you to our organization and wish you a successful career with us. 9.7. understood and accepted the terms and conditions mentioned above. NAME SIGNATURE DATE . please sign the duplicate copy of this letter in token of your having read. Please note that the court of jurisdiction shall be at New Delhi. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you. Yours sincerely.
………………. On successful completion of probation. Management may extends the probation period depending upon your performance. APPOINTMENT LETTER With reference to the offer letter no. ………………/p.m./. you will be issued a confirmation letter. . Manager to manager is given in the following format. 4) Salary Details: Your Basic Salary will be Rs. only) You shall also be entitled to benefits like ESI/Medical Reimbursement.p.._________________ dated________________. LTC. ………………/. Date…………………. whatsoever without giving any notice. FOR ASSISTANT MANAGER TO MANAGER Dear Mr……………………….m.m. Bonus Exgratia. 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. After confirmation the notice period will be one month or one month’s basic salary on either side. Gratuity & PF as per rules of the company.2) Appointment letter language for asst. During the probation period. (Rupees …………………………………….p. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. your services are liable to be terminated without assigning any specific reason.
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 . 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. 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.5)Place of Posting……………………… However. Yours sincerely. You may be retired earlier if found medically unfit. You will automatically retire from the services of the Company on attaining the age of 58 years. With best wishes. 7) 8) Please sign the duplicate copy of this letter signifying your acceptance and return it to us. amended or altered from time to time during the course of your employment. You will be governed by the rules and regulations of the company as applicable in force. We welcome you to our organisation and wish you a successful career with us.
./. You will be entitled to reimbursement of Medical Expenses for yourself and family. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. the total cost of which shall be a maximum of one month's basic salary in a year.p. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs……………….. MANAGER AND ABOVE Dear Mr.p. ……………….m. APPOINTMENT LETTER With reference to the offer letter no./p. (Rupees ………………………………………. ………………/. .m. as per rules of the company..____________________ dated ______________.3) Appointment letter language for sr.. Salary Details : Your Basic Salary will be Rs. PF etc. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. manager and above is given in the following format. Gratuity.m. Your first entitlement for LTC will be on completion of 12 month’s service with the Company. only) You shall also be entitled to benefits like Exgratia. 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 …………………………. …………………………. FOR SR.
Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company. You may be retired earlier if found medically unfit. 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. Salary Certificate and Educational Certificate etc. With best wishes. However. . amended or altered from time to time during the course of your employment. Yours sincerely. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. 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. You will automatically retire from the services of the Company on attaining the age of 58 years. 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. Your services are liable to be terminated without assigning any specific reason. Relieving letter. whatsoever by giving you one month’s basic salary or one month’s notice.4) Place of Posting: …………………………. Date of Birth Certificate. 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. to be submitted to personnel Department.
My present address is Telephone No. Position wise Data Banks are maintained for future reference. NAME : SIGNATURE: DATE: DOCUMENTATION 1. Individual personal files are maintained. . 3. After separation also the personal files are maintained of ex-employees. 4. 5. The following formats shall be generated as a result of implementation on this procedure. 2.BHEL DATE: HRD DEPARTMENT NOIDA 110011 JOINING REPORT This is to inform you that I have joined the organisation as On Department.DEPARTMENT INTERFACE HRD Department sends a Status Report updating on the recruitment process to the Department which has raised the manpower requirement. And my Date of Birth is to you. . Computerised Personal details are maintained. Any change in my address will be intimated in 5.
which are confedential in nature.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. G.FORMATS The Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT STAFF COMPARISION SHEET SALARY PROPOSAL SHEET These Formats. when filled up.RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant . are available in the individual personal files along with other personal details of the individual.6.
Job prospect plays a minor role in the minds of a candidate who had already joined the company. Location of the company (which comprised 5% of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother it. .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 can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively.
I found that behavioral interview is most reliable and this view was supported by 36% of the sample employees. They expressed different view. According to the sample employees.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. Similar support was begged by the situational .
The Written Test papers will be objective type in nature and will be in Hindi & English. all performance. 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. 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. cut-off candidates scoring cut-off marks will be called for interview.interview. all the candidates scoring cut-off marks will be called for written test. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks. Based on merit and requirement. while 26% structured interview and only 7% favoured stress interview. The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects.e. the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment will be Interview invited followed by Personal Test Interview. of Written marks. 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 .
his/her candidature is liable to be rejected. BEST WAY TO RECRUIT PEOPLE Chart Showing the Best way to Recruit People is 15% 40% 20% 25% Advertisement Walk-ins Variable Search Firms . If any of the above shortcomings is/are detected. even after appointment. his/her services are liable to be terminated without any no.or has suppressed any material fact(s).
Often the people you want to attract are not openly looking for a new job. Others feel that recruiting people from search firms in a best way. Advertising helps to define exactly the need of the company. 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. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people.g. so you need to think of ways to sell the attributes of the company. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. what makes It unique. values. to recruit people. It is worth making your advertisement . according to them.The employees at BHEL expressed their varied views about the best way. e. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. philosophy and so on. its culture. and what separates it from its competitors.
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.
.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. 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. 6% ratio of unsatisfied can also be further reduced if communication system is further improved.
G. & Interview Others . Written Exam & Interview Written Exam.D.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.
Mumbai 7. Kolkata 6. all the candidates scoring cut-off marks will be called for written test. GD& interview comprising only 6% and others comprising only 3%. 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). Hyderabad 5.Tiruchy 11. But still some candidates are also chosen through written exam. WRITTEN TEST CENTRES The Written Test will be conducted at following 12 centers: 1. In case of a tie at cut-off marks.Haridwar12. . Delhi 4.Bangalore 10. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. These ‘others’ include the reference of the existing employees within the organization itself. Varanasi 9. Silchar 8.e.BHEL reserves the right to change or delete any of the above mentioned test centers at its discretion. 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. Bhopal 2.From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. The Written Test papers will be objective type in nature and will be in Hindi & English.Nagpur Candidates have to choose one of these cities as Test Centre and no change will be allowed subsequently . Eligible candidates will be invited for objective type written test at their own expense. Chennai 3.
JOB SPECIFICATION OF THE EMPLOYEES Chart Showing Job Specification of the Response of the Employees 3% Yes No 97% .
Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: - From the chart above it crystal clear that the candidates get exactly the same job as specified.33% of my sample study. 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
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
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.the primary source of recruiting people is Managerial. . Whenever the process of Recruitment is to be carried out. 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.THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :According to the sample . Newspaper advertisement was found to be the most preferred technique. However. Testing & Recruiters Themselves source are the second most favored source of Recruiting people.
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 is gathered and define each and every thing very clearly about candidate who are applying for the job . . All the information and present status of the candidate is very thoroughly covered and it also acts as a ready reckner for the company.
Proper induction is not given to all the employees. Salary fixation has a halo effect . Old employees are demoralized by getting less surely then new employee. 6. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. who are demanding high amount of fees. The dead bio-data are never being destroyed. 3. Manpower’s are recruited from private placement consultancy. 2. 8. Before recruitment cost benefit analysis is not done properly. where as HRD Department is not fully utilised to recruit manpower by advertisement. 10. The data banks are not properly maintained. 4. It causes manpower surplus which makes loss in the industry. 5. It reserves to only a few levels. unless it is in place of termination. Recruitment procedure is not fully computerized. Manpower is recruited from reliable source however efficiency does not recognise. Salary comparison is not justifies. 9. . 7.FINDINGS 1.
Cost benefit analysis should be alone before creating a position or recruitment of manpower.External source should be given equal importance with internal source. 4. 7. efficiency etc. 5. By which new brain will be inducted in the company with skill. 2.Each level of employee should be formally inducted and introduced to the Departmental Head.RECOMMENDATION 1.Fresh requisition requires approval and not replacement. If not all levels. 9. 6. Manager and above category of employees. 8.The dead CVs should be destroyed. BIBLIOGRAPHY .Salary comparison should be seriously done to retain the old employees. talent.Proper salary structure to be structured to attract people and make it tax effective.Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.Manpower planning should be followed before recruiting. at least Asst. 3.
Gupta.in BHEL manual . Human Resource Management– by Gary Dessler www.www. Principles and practice of Management –by C.bhel.B.bhel.co.com.
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
1. Are you in support of recruitment policy?
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%
30% 65% 30%
10% 10% 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%
9. 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 . Do you think job rotation will affect the recruitment policy? 65% 60% 10% 55% 10% 65% 25% 10% 25% 10% 13. Are you satisfied with the existing recruitment 30% system of the organisation? 10. 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. Do you feel that training will effect to recruitment process? 12. Do you feel that performance appraisal helps in 35% recruitment process? 11.
The excess or shortage are being adjusted and hence misutilisation is mere chance.a planning period. 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. The executives did not respond to the lay off and retrenchment for reduction in available human resources. . This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. in the absence of an employee the work will not discontinue. By which. 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.
Do you satisfied with your job? 20% 70% 25% 25% 65% 65% 15% 10% 10% 10% 10% 65% 10% 5.AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG EMPOLYEES/ WORKMEN: Yes No. 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. Do you feel that recruitment of lower level staff from 50% external source is desirable than internal source? 7. 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. They are not given chance for their development. Response 1. Their skill efficincies are not recognized by the company . Are you satisfied with the existing recruitment policy 25% in your organisation? 2. Do you feel work load in your department? 3.
The business of BHEL is carried on in a very scientific manner. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. Now the personnel department of BHEL is in infancy stage. opinion survey and data analysis it came to conclusion that BHEL is a growing Company. At the time of difficulty it takes necessary action to solve the problem. So it always recruits manpower in a scientific manner. It always try to modernize the department. Management understands the business game very well.. methods and motivation are failure.CONCLUSION Studying the recruitment procedures of BHEL. money. 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. machines. . It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. It always tries to develop the human resources. In the absence of right man. material. analysing the respondents answers. material.
.RECRUITMENT PROCESS Vaccant Position in the Orgn. 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.
If the Applicant is rejected or on Hold during Evaluation process. . skill set. Through Requisitions : The Requisition Process(an official written demand) comprises of Manpower Requisitions from the organization. the Applicant goes back to the Applicant Data Bank with appropriate status. Experience. After clearing the evaluation process an offer letter is given to the selected applicants.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.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. After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position. Qualification as required from the Requisition.
which can be executed effectively to get the best fits for the vacant positions. 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. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. organizations have to respond quickly to requirements for people. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. it is important to have a well-defined recruitment policy in place.In today's rapidly changing business environment. Selection is one area where the interference of external factors is minimal. These case lets discuss the importance of having an effective recruitment and selection policy. Norms of bhel recruitment . Hence.
of vacancies. Once vacancies are sanctioned. which requires submission of applications ‘on-line’ only. containing no. For these positions. where it will also be hosted when issued. Supervisor Trainees and Artisans. whenever vacancies for these positions are sanctioned. and also at this website. is published in National Dailies.For the positions ofa)Engineer Trainees b)Supervisors Trainees Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement. the recruitment for these position is conducted according to the process which will be described in detail in open advertisement issued.. The broad job-specifications are as under: JOB SPECIFICATIONS . job-specifications. You may look out for such advertisements in the “Employment News”. However.BHEL mainly recruits Engineer Trainees. selection process etc. some broad features are given below: 1. generally recruitment is conducted leveraging technology.
are shortlisted for inviting for written test and interview.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. . 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. who apply. Upper Age Limit Engineer Trainee. is described in detail in the advertisements issued. 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.
For the position of Artisans The recruitment for these positions is conducted by concerned unit only.2.. The process by which the candidates. containing no. are shortlisted for inviting for written test and interview. however. Upper Age Limit. of vacancies. Window advertisement is.27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt. The selection process involves written test followed by interview. job -specifications. whenever vacancies are sanctioned to them. is described in detail in the advertisements issued. published in Local Dailies. Note: . The detailed advertisement. who apply. Directives on reservations. 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. selection process etc. is published in Employment News and hosted on BHEL website.
Any advertisements issued in this regard will also be hosted at the site. it is advised to refer to the details of concerned recruitment. As such. 2. The above mentioned job-specifications are broad in nature. 3. SAMPLE OF HOW ONLINE RECRUITMENT TAKES PLACE(of ET & ST-2008):- . Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed.1. 4. Unsolicited applications will neither be entertained nor responded. whenever conducted. Occasionally BHEL recruits persons at levels other than described above.
(1) After submitting the application ONLINE. 04 Power Sector Regional Centers and over 100 Project Sites spread all over the Country. Civil â€“ 100) Scale of Pay: Rs. Haridwar. Main Admn.10750-430-16750/Qualification: Full time regular Bachelorâ€™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.100/. Haridwar â€“ 249 403. State Bank of India. Electrical-200. 08 Service Divisions. Electrical-200. 35.10750-430-16750/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. Bldg. Haridwar. having 14 Manufacturing Divisions. of Vacancy: 750posts (Mechanical â€“400. a unique Acknowledgement Number will be allotted . Civil â€“ 100) Scale of Pay: Rs. Oil & Gas.(Rs. drawn on any Scheduled bank and payable at Haridwar (preferably.(BHEL) Ranipur. Transportation. of Vacancy: 750 posts (Mechanical â€“ 400. BHEL. Ranipur.JOB : Recruitment of Engineer Trainees and Supervisor Trainees in BHEL Name and Address of Company: Bharat Heavy Electronics Limited BHEL Room No. HEEP -Bharat Heavy Electrical Ltd. BHEL invites applications for the posts of Engineer Trainees and Supervisor Trainees Name of the Post: Engineer Trainees No. Electronics â€“ 50. Electronics â€“50. 15 Regional Offices. Bharat Heavy Electricals Limited. About Company: Bharat Heavy Electronics Limited BHEL is countryâ€™s premier engineering organization and one of the NAVARATNA PSUs and caters to core sectors of Indian economy viz Power Generation and Transmission. Industry. How to apply for above post: Obtain a Crossed Account Payee Demand Draft for Rs. Renewable Energy.0586) Candidates may fill in the ONLINE application form and submit the same. One hundred only) in favour of: M/s.Branch Code .
Fees: Rs.jsp • Login or register to post comments APPLICATION RECEIVED ONLINE FOR ABOVE POSITIONS AT BHEL HARIDWAR .(BHEL) Ranipur. HEEP -Bharat Heavy Electricals Ltd. Note:The candidates are advised to retain a copy of acknowledgement slip for their future reference. 39. duly signed.in/etrlive/jsp/index. Bldg. Haridwar â€“ 249 403.co. The candidates are advised to download two print-outs of the Acknowledgement Slip and send one of the print â€“ outs.to the candidate. 2008 Application Form /Advertisement Source Credits: • http://www. along with Demand Draft as applicable. 2008 ) : Sr. Main Admn. after pasting his/her recent photograph at appropriate place.100/Last Date of Application Submission: 15th July. to the following address so as to reach by the specified date ( 15th July.bheletr. Manager (HR) Room No.
2067 (MALE) ---------.9129 ELECTRONICS (FEMALE) ------.8486 MECHANICAL (FEMALE) ----.CIVIL (FEMALE) ----------------.3568 (MALE) ------.478 (MALE) ----------------.1745 ELECTRICAL (FEMALE) --------.691 (MALE) ----------13021 TOTAL APPLICATIONS RECEIVED --39185 CUTOFF MARKS FOR WRITTEN EXAM ARE- .--.
00 FOR ST(SUPERVISOR TRAINEE)- DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL GEN 72.11 78.54 SC 65.42 68.38 74.62 71.00 60.85 OBC 66.60 80.52 CLASSIFICATION OF EMPLOYEE .31 ST 55.27 68.53 68.02 SC 64.00 70.57 70.58 66.56 77.55 55.90 67.20 OBC 65.12 ST 60.33 76.FOR ET(ENGINEER TRAINEE)- DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL GEN 72.58 72.03 59.70 71.35 82.00 60.95 60.79 75.60 62.91 75.
competitive concerns c. Transfer c. Budget Controller. Top Level Personnel General Manager is the top level personnel. Promotion b. a. Competitive Concerns d. a. Advertisement e. Financial Manager. 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. Sales Manager.Middle Level Personnel Production Manager. Promotion b. Purchase Manager. Employment Agencies .Different sources can be used for the recruitment of various categories of employees according to their classification. Re-employment 2. Factory Controller. Research Manager. Educational institution f.
d. Typist. Peon. Foreman a . Public a. Advertisement 5.Promotion b.Lower level Personnel Supervisor . b. Production Development Manager. a. Advertisement d. Asssitant. Quality Controller. Educational institution b. Re-employment e. Casual applications. Competitive Concerns c.Office Personnel Clerk.3. Employment Agencies 4. . Advertisement c. Casual applications c Recommendation of presnt employees .Technical Experts Industrial Engineer.Accountants. Steno.
Labourers It includes the labourers and artisians working in the organization. . Recruitment at factory gate. Friends and relatives of present employees d.a. c. Labour Contractors 6. Labour Unions b.
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