21249088 Recruitment Process at BHEL Project Report

Downloaded from a2zmba.blogspot.com

AProject Report

OnA Study Of

Recruitment Process

BHEL

Downloaded from hrmba.blogspot.comFor more Project reports, notes, PPT’s Visit - a2zmba.blogspot.com mbafin.blogspot.com

I would like to take this opportunity to express my sincere gratitude

to our respected mentor MRS. POONAM SABHARWAL, for her

valuable guidance.

I extend my sincere thanks to MRS. SARJUE PANDITA for her

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.

INDU RAWAT

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

SUGGESTION

LIMTATION

BIBLOGRAPHY

ANNEXURE

CONCLUSION

Executive Summary

The objective of the study is to analyze the actual recruitment process in

BHEL and to evaluate how far this process confirm to the purposes

underlying the operational aspects of the industry. How far the process is

accepted by it? The study on recruitment highlights the need of recruitment

in BHEL.

Human resource is a most valuable asset in the Organization. Profitability

of the Organization depends on its utilization. If their utilization is done

properly Organization will make profit otherwise it will make loss. If a

good dancer appointed as a Chief Executive Officer of a Company, he

may not run the business. So right man should be procured at right place

in right time, otherwise their proper utilization may not be done. To

procure right man at right place in right time, some information regarding

job and job doer is highly essential. These information are obtained

through Job Analysis, Job Descriptions, Job Specifications. BHEL procure

manpower in a very scientific manner . It gets information by use of

these important documents like Job Analysis, Job Descriptions and Job

Specifications. Without these recruitment may be unsuccessful.

B.H.E.L – OVERVIEW

BHEL is largest engineering and manufacturing enterprise in India in the

energy related/infrastructure sector today. 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 , a dream that has

been more than realized with well-recognized track record of performance.

It has been earning profit continuously since 1971-72 and achieved a sales

turnover of Rs.7482.2 Corers with a profit before tax of Rs802.4 Corers in

2002-03.

BHEL caters to core sectors of the Indian Economy viz., Power

Generation and Transmission, Industry, Transportation,

Telecommunication, Renewable Energy, Defense etc. The wide network

of BHEL'S 14 manufacturing divisions, four Power Sector regional

centers, eight service centers and eighteen regional offices and a large

number of projects sites spread all over India and abroad and enables

the company to promptly serve its customers and provide then with

suitable products, systems and services-efficiently and at competitive

prices. 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. 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.

POWER GENERATION

Power Generation Sector comprises of thermal , gas , hydro and nuclear

power plant business. As of 31.3.2003 , BHEL – supplied sets account for

nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216

MW in the country , as against Nil till 1969 – 70.

BHEL has proven turnkey capabilities for executing power projects from

concept to commissioning. It possesses the technology and capability to

produce thermal sets with super critical parameters up to 1000 MW unit

rating and gas turbine - generator sets of up two 250 MW unit rating. Co-

generation and combined cycle

plants have been introduced to achieve higher plant efficiencies. To make

the efficient use of the high- ash – content coal available in India , BHEL

also supplies circulating fluidized bed combustion boilers for thermal

plants.

The company manufactures 220 / 235 / 500 MW nuclear turbine -

generator sets.

Custom – made hydro sets of Francis ; Pelton and Kaplan types for

different head-discharge combinations are also engineered and manufactured

by BHEL.

In all , orders for approximately 800 utility sets of thermal , hydro , gas

and nuclear have been placed on the company as on date. The power plant

equipment manufactured by BHEL is based on contemporary technology

comparability with.

In all , orders for approximately 800 utility sets of thermal , hydro , gas

and nuclear have been placed on the company as on date. The power plant

equipment manufactured by BHEL is based on contemporary technology

comparable with the best in the world , and is also internationally

competitive.

The company has proven expertise in plant performance improvement

through renovation , modernization and up rating of variety of power plant

equipment , besides specialized know – how of residual life assessment ,

health diagnostics and life extension of plants.

TRANSMISSION & DISTRIBUTION (T&D)

BHEL offers wide – ranging products and systems for T & D applications.

Products manufactured include : power transformers , dry type transformers ,

series & shunt – reactors , capacitor banks , vacuum & SF6 circuit breakers

, gas - insulated switchgears , energy meters , SCADA systems and

insulators.

A strong engineering base enables the company to undertake turkey

delivery of substations up to 400 kV level , series compensation system

( for increasing power transfer capability of transmission lines and

improving system stability and voltage regulation ) , 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 - art controlled shunt reactor ( for reactive power

management on long transmission lines ). Presently , a 400 kV FACTS

( flexible AC Transmission system ) project is under execution. The

company undertakes comprehensive projects to reduce ATC losses in

distribution systems.

INDUSTRIES

BHEL is a major contributor of equipment and systems to industries :

cement , sugar , fertilizer , refineries , petrochemicals , papers , oil and gas ,

metallurgical and other process industries. The range of systems &

equipment supplied includes : captive powe r plants , co - generation plants ,

DG power plants , industrial steam turbines , heat exchangers and pressure

vessels , centrifugal compressors , electrical machines , pumps , valves ,

seamless steel tubes , electrostatic precipitators , fabric filters , reactors ,

fluidized bed combustion boilers , chemical recovery boilers , process

controls and material handling systems.

The company is a major producer of large – size thirstier devices. It also

supplies digital distributed control systems for process industries and control

& instrumentation systems for power plant and industrial applications.

BHEL is the only company in India with the capability to make simulators

for power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to

help augment the supply of drinking water to people.

TRANSPORTATION

BHEL involved in the development design , engineering , marketing ,

production , installation , and maintenance and after - sales service of

rolling stock and traction propulsion systems. In the area of rolling stock ,

BHEL manufactures electric locomotives up to 5000 HP , diesel electric

locomotives from 350 HP to 3100 HP both for mainline and shunting

duty application. BHEL is also producing rolling stock for special

application viz ., overhead equipment cars , special well wagons , Rail –

cum – road vehicle etc. Besides traction propulsion systems for in – house

use , BHEL manufactures traction propulsion systems for other rolling

stock producers of electric locomotives , diesel - electric locomotives ,

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 also undertakes retrofitting and

overhauling of rolling stock. In the area of urban transportation systems ,

BHEL is geared up to turkey execution of electric trolley bus systems ,

light rail systems , etc. BHEL is also diversifying in the area of port

handling equipment and pipelines transportation systems.

TELECOMMUNICATION

BHEL also caters to telecommunication sector by way of small , medium

and large switching systems.

RENEWABLE ENERGY

Technologies that can be offered by BHEL for exploiting non -

conventional and renewable resources of energy include ; wind electric

generators solar photovoltaic systems , stand - alone and grid – interactive

solar power plants , solar heating systems , solar lanterns and battery -

powered road vehicles. The company has taken up R & D efforts for

development of multi - junction amorphous silicon solar cells and fuel cells

based systems.

OIL & GAS

BHEL is a major contributor to the oil and gas sector industry in the

country. BHEL'S product range includes deep drilling oil rigs , mobile

rigs , work over rigs, well heads and X – Mas trees ( of up to 10,000 psi

ratings ) , choke and kill manifolds , full bore gate valves , mud valves ,

mud line suspension system , casing support system , sub - sea well heads ,

block valves , seamless pipes , motors, compressors , heat exchangers , etc.

BHEL is the single largest supplier of

well heads , X – Mas tress and oil rigs to ONGC & OIL.

INTERNATIONAL OPERATIONS

BHEL is one of the largest exporters of engineering products and services

from India , raking among the major power plant equipment suppliers in

the world.

Over the years , BHEL has established its references in about 60 countries

around the world , from the US in the west to New Zealand in the Far

East. These references encompass almost the entire product range of

BHEL , covering turnkey power projects of thermal , hydro and gas - based

types , substation projects , rehabilitation projects , besides a wide variety of

products – like , transformers , valves , well – head equipment insulators ,

switchgears , heat exchangers , casting and forgings , centrifugal compressors

, photovoltaic cells and panels , etc. Apart from over 1100 MW of boiler

capacity contributed in Malaysia and execution of five prestigious power

projects in Oman , some of the major successes achieved by the company

have been in China , Saudi Arabia , Libya , Greece , Cyprus , Malta , Egypt ,

Bangladesh , Sri Lanka , Iraq , Indonesia , Taiwan , Kazakhstan etc.

TECHNOLOGY UPGRADATION, RESEARCH &

DEVELOPMEMT

To remain competitive and to meet customer's expectations , BHEL lays

great emphasis on the continuous up gradation of the products and related

technologies , and development of new products. 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.

BHEL'S investment in R & D is amongst the largest in the corporate

sector in India. Products developed in - house during the last five years

contributed over 7% to the revenues in 2004 - 05.

BHEL has introduced , in the recent past , several state - of – the – art

products ; low - NOx oil / gas burners , large capacity atmospheric fluidized

bed combustion boilers , high - efficiency pelton hydro turbines , petroleum

deport automation systems , 36 KV gas - insulated sub – station , controlled

shunt reactors ( CSR ) and performance analysis , diagnostics and

optimization ( PADO ) package for power plants , etc. The company has

also transferred a few technologies developed in - house to other Indian

companies for commercialization.

The company is also engaged in research in futuristic areas , such as

applications of super conducting materials in power generation and

industry , and fuel cells distributed , environment – friendly power

generation.

HUMAN RESOURCE DEVELOPMENT INSTITUTE

BHEL has envisioned to becoming " A world – class innovative ,

competitive and profitable engineering enterprise , providing total business

solutions ". For realizing this vision , continuous development and growth

of the 47000 strong highly skilled and motivated people making the

organization , is the only 'mantra'.

Human Resource Development Institute ( HRDI ) , the corporate training

institute of the company , in association with the advanced technical

education center ( ATEC ) in Hyderabad and Human Resource

Development Center at the units , is responsible for the total human

resource development of the company. Further , competency development /

assessment center for senior executive is taken up by HRDI.

HEALTH , SAFETY & ENVIRONMENT

MANAGEMENT

BHEL , 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 , 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.

For fulfilling this obligation , corporate policies have been formulated as

Environmental Policy

Compliance with applicable environmental legislation / regulation;

Continual improvement in environment management systems to

protect our natural environment and control pollution;

Promotion of activities for conservation of resources by

environmental management;

Enhancement of environmental awareness amongst employees ,

customers and suppliers.

BHEL will also assist and co-operate with the concerned government agencies

and regulatory bodies engaged in environmental activities, offering the

company's capabilities in this field.

Occupational Health and Safety Policy

Compliance with applicable legislation and regulations;

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;

Formulation and maintenance of OH&S management programs for

continual improvement;

Periodic review of OH&S management system to ensure its

continuing suitability , adequacy and effectiveness.

Communication of OH&S policy to all employees and interested

parties.

The major units of BHEL have already earned international recognition by

implementation of ISO 14001 Environmental Management System and

OHSAS 18001 occupational health and safety management system.

In pursuit of these policy requirements , BHEL will continuously strive to

improve work practices in the light of advances made in technology and

new understanding in occupational health , safety and environmental

science.

PARTICIPATION IN THE " GLOBAL COMPACT

" OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation , the

business community , international labor and NGOs. It provides a forum to

for them to work together and improved corporate practices through co-

operation rather than confrontation.

BHEL has joined the " Global Compact " of United Nation has committed

to support it and the set of core values enshrined in its nine principles:

Principles of the " Global Compact "

• Human Rights

1. Business should support and respect the protection of

internationally proclaimed human rights; and

2. Make sure they are not complicit in human rights abuses.

• Labor Standards

3. Business should uphold the freedom of association and the

effective recognition of the to collective bargaining;

4. The elimination of all forms of forces and compulsory labor;

5. The effective abolition of child labor; and

6. Eliminate discrimination.

• Environment

7. Businesses should support a precautionary approach to

environmental challenges;

8. Undertake initiatives to promote greater environmental

responsibilities; and

9. Encourage the development and diffusion of environment -

friendly technologies.

By joining the " Global Compact " , BHEL would get a unique opportunity

of networking with corporate and sharing experience relating to social

responsibility on global basis.

SUMMARY OF BHEL’S CONTRIBUTION TO

VARIOUS SECTORS

Power Transmission and Distribution Sector

In the T&D sector BHEL is both a leading equipment - manufacturer and

a system - integrator. BHEL - manufactured T&D products have a proven

track record in India and abroad.

In the area of T&D system , BHEL provide turnkey solutions to utilities.

Substation and shunt compensation installation set up by BHEL are in

operation all over the country. EHV level series compensation schemes

have been installed in KSEB , MSEB , and MPSEB & POWER GRID

networks. Complete HVDC systems can be delivered by BHEL the

technology for state – of – the - art flexible AC transmission systems

(FACTS) is been developed.

Industry Sector

Since its inception in 1982 , the industry sector business has grown at an

impressive rate and , today , contributes significantly to BHEL'S turnover.

BHEL , today , supplies all major equipment for the industry: AC/DC

machines , alternators , centrifugal compressors , special reactors , heat

exchangers , pressure

vessels , gas turbine based captive , co – generation and combined – cycle

power plants , DG power plants , steam turbines and turbo – generators ,

complete range of steam generators for process industries , diesel engine -

based power plants , solar water heating systems , photovoltaic systems ,

electrostatic precipitators , fabric filters etc.

The industries , which BHEL serves , include: steel , aluminum , fertilizer ,

refinery , petrochemicals , chemicals , automobiles , cement , sugar , paper ,

mining , textiles etc.

Transportation Sector

In the transportation field BHEL product range covers: AC locomotives ,

AC/DC dual – voltage locomotives , diesel – electric shunting locomotives ,

traction motor and transformers , traction electrics and control for AC , DC

and dual voltage EMUs , diesel - electric multiple units , diesel power car

and diesel - electric locomotives , battery – powered vehicle.

A high percentage of the trains operated by Indian Railways are equipped

with traction equipment and controls manufactured and supplied by BHEL.

OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and provides a

framework for implementation of the recruitment programme in the form

of procedures. The company involves a commitment to broad principles

such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the

extent of promotion from within, attitudes of enterprise in recruiting old,

handicapped and minor individuals, minority group members, parttime

employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or

an industrial relations department designated as employment or recruitment

office. This specialization Of recruitment enables staff personnel to

become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the

personnel requisition forms are originated by the personnel, who has the

final words in the acceptance or rejection of a particular applicant. Despite

this the staff personnel have adequate freedom in respect of sources of

manpower to be tapped and the procedure to be followed for this purpose

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE

1. To structure the Recruitment policy of BHEL for different categories of

employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and

works appointments all over India.

6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle

Management and Senior Management cadres.

IMPORTANCE

Without focusing the pattern of management, organization philosophy

highlights on achieving a surely where all citizens (employees) can lead a

richer and fuller life. Every organisation, therefore, strikes for greater

productivity, elimination of wastes, lower costs and higher wages, so the

industry needs a stable and energetic labours force that can boast of

production by increased productivity. To achieve these objectives a good

recruitment & selection process is essential. 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.

DATA COLLECTION

A sample size of 20 employees are studied for this purpose. Employees of

different unit where randomly administrated the questionnaire.

DATA ANNAYSIS

The analysis of data was done on the basis of unit, age and number of

years of experience and factors.

Analysis was done using the simple average method so that, finding of the

survey was easily comprehensible by all.

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of

data. 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, books, diary and magazines were used.

Thus the source of data collection were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Magazines

4. Other records

I have used structural interview schedule, questionnaire and opinion survey

for collection of data from primary source. Interview schedules were used

for workers clerical , category and questionnaires were used for supervisory

and executive cadre and opinion survey was used to know the technology,

perceptions, thoughts and reactions of the executives, employees/workers

and trade union members of the organization.

I have used the secondary source like diary, books, magazines and other

relevant records for collection of data to know about the industry as well

as the respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the qualitative

data. The research method used was that of questionnaire & interview for

primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the collection of

primary data which contained open-ended questions to chance response. In

addition the personal interview method was employed to draw out answers

to subjective questions, which could not be adequately answered through

the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the

candidates in BHEL was to prepare questionnaire. For this purpose a

number of questionnaire we studied and finally a questionnaire where

framed.

The questions where grouped under five categories:

1. Company related

2. Environment related

3. Supervision related

4. Growth related

5. Job related

The questionnaire are also ask the employees for the demographic details

regarding:

6. Age

7. Number of years of experience

8. Unit

9. Department

10. Grade

Questionnair

e consist of the following things:

• Which focused on the employee awareness levels regarding benefits

provided which & outside the organization & assessing his overall

satisfaction level. This prepared ground for further enquiry &

enabled better analysis of the questions, which followed.

• Which focused on specific policies & judged them from different

aspects making the questionnaire in–depth & specific.

• Which consisted of open-ended question, inviting views &

suggestions from the respondents.

I

NTERVIEW

Interviews lead to a better insight to subjective & open questions almost

all interviewees responded.

SAMPLE UNIT

The sample unit consisted of all the departments of BHEL.

SAMPLE FRAME

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

SAMPLE SIZE

Sample size=20 out of universe of 500.

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex

& work experience of respondents thus enabling better representations of

the heterogeneous population. However, the sample design was that of

“convenience sampling” or “haphazard sampling” only. The time

consideration & size of population were major factors in determining

choice of sample design.

Questionnaire

1.Candidate willingness to join the company

o Reputation of the companyo Salary Packageo Working Environmento Job Prospecto Location of the Companyo Career growth opportunity

2.Most reliable type of interview

o Behavioral o Situationalo Stress

3.Best way to recruit people

o Advertisemento Walk-inso Search firms

4.Response given by the staff about their query

Agree/Disagree

5.How candidates are recruited in the company

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

6.Job specification of the response of the employee

Yes/No

7.Attitude of H.R Manager

o Goodo Very goodo Excellent

8.The primary source of information for recruiting people should be

o Managerialo Testingo Recruiters themselveso Job analysis

9.Opinion about BHEL Company’s Application on Blank

o Goodo Very goodo Excellent

"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, knowledge, and talents in the pursuit of student

affairs purposes . . . The first commandment for student affairs administrators, therefore, is to hire the right

people. The second commandment is to do it the right way."

DEFINATION

Recruitment is the process is seeking out and attempting to attract individuals in

external labor markets, who are capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whoseprimary function is to

serve as a link between human resource planning on the one hand and selection

on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating

activities and actions to identify the possible sources from where they can be

met, communicating the information about the jobs, term and conditions, and

prospectus they offer, and enthusiast people who meet the requirement to

respond to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job

specification along with precise staffing standards from the basis for determinig

manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:

1 Planned, anticipated and unexpected planned need arise from changes, in

organization and retirement policy.

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

needs.

3 Anticipated needs refer to those movements in personnel which an

organization can predict by studying trends in the internal and external

requirements.

Features Of Recruitment:

1 Process or series of activities rather than a single act or event.

2 A linking activity as it brings together those with the jobs(employer) and

those seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection

to meet the specified requirement. It would be desirable to utilize the

internal sources before going outside to attract the candidates. The two

categories of internal sources including a review of the present employees

and nomination of the candidates by employees.

Merits and Demerits of Internal Recruitment.

Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that

they can be promoted to a higher post, their morale will be boosted and their

work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management and for

selection higher post does not carry any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in

locating the source of recruitment and no time is wasted in the long process of

selection. More over, these employees do not need extensive training because

they already know about all the works of the enterprise.

4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do

not leave the enterprise. As a result of this policy labour turnover is reduced and

the status of the company increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied

which leads to the establishment of better labour-management relationship.

Demerits

The internal source of recruitment of employees suffer from the following

demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully

equipped with the modern technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with

the old ideas and experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The

reduction in the area of choice means less number of applicants. The choice is to

be made out of people working in the enterprise.

3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually select

their favorites. Sometimes even a less capable person is selected which harms the

enterprise. In this system , generally the personal impression of the managers

about the employee is given preference for selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of

consultant and Advertisement

Merits and Demerits of External Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas

which can be profitable for the organization.

2.Wide choice.

The use of external source of recruitment increases the number of candidates and

widen the choice. The managers judge the capabilities of the applicants and

select the best ones for appointment.

3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers

and this exclude the possibility of favouratism.

Demerits.

In spite of many merits, the system of recruitment from external sources is not

free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the

present employees come to an end. Since there is no hope of any promotion the

morale of the employee decreases and they do not perform their work with

dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in

case of external recruitment. If the wrong selection will upset the working

condition of the organization.

3.Costly Source.

The external source of recruitment involves expensive advertisement, long

selection process and training after selection which increases organizational

expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts in the

enterprise, they leave the organization at the first available opportunity, and as a

result an increase in the labour-turnover which lowers the prestige or the

reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present employees

and there is an increase in the incidents of strikes and lock-out.

LEGAL & POLITICAL

CONSIDERATIONS

The constitution provides for the following as the fundamental rights of a citizen:

“ Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent,

place of birth, residence or any of them, be negligible for an discriminated

against in respect of any employment or office under the state.”

“ Article 16 (3): Nothing in this article shall prevent parliament from making any

law persuading, in regard to a class or classes of employment on appointment to

an office (under the govt. of or any local or other authority within a state or

union territory), any requirement as to residence within that State or Union

Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain

safeguards for scheduled castes, scheduled tribes & other weaker sections.

Except in cases which are covered by Article 46 of the constitution, there can be

no discrimination in the matter of employment anywhere in the country for any

citizen.

OBJECTIVES OF RECRUITMENT

• To attract people with multidimensional skills and experiences that suit

the present and future organizational strategies.

• To induct outsiders with a new perspective to lead the company.

• To infuse fresh blood at all levels of the organization.

• To develop an organizational culture that attracts competent people to the

company.

• To search or head hunt/head pouch people whose skills fit the company’s

Values.

• To devise methodologies for assessing psychological traits.

• To seek out Non Conventional development grounds of talent.

• To search for talent globally and not just within the company.

• To design entry pay that competes on quality but not on quantum.

• To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

• Generally begins when the personnel department receives requisitions for

recruitment from any department of the company the personnel

requisitions contains detail about the positions to be filled. number of

persons to be recruited, required from the candidate, terms and conditions

of employment and at the time by which the persons should be available

appointment etc.

• Locating and developing the sources of required number and type of

employees.

• Identifying the prospective employees with required characteristics.

• Communicating the information about the organization, the job and the

terms and conditions of service.

• Encouraging the identified candidates to apply for jobs in the

organization.

• Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment,

selection, placement, induction, compensation, maintenance, development,

welfare etc. of Human Resources of any organisation to enable the organization

to meet its objective while also enabling the human resources to attain their

individual goals.

As is evident from the definition of the concept the entire theme revolves

centrally around human resource and its role in enabling simultaneous

satisfaction of individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the

organisation are the individuals. The process of bringing employees into the

folds of organisation is termed as recruitment and can be unambiguously treated

as the central pillar for foundation stone of the entire concept of human resource

management.

It is easy to see why recruitment has accorded such a high position out of the

various facets of human resource management. The reason is simply that unless

one has human resource in the organisation whom will the human resource

managers manage or whose energy will they channalise productively and

usefully.

Keeping this idea into mind this Projects is an attempt to study various options

that are available both theoretically as well as practically for an organisation to

launch itself into the task of recruitment.

METHODS AND TECHNIQUES OF

RECRUITMENT

In a company recruitment sources indicates where human resources may be

procured, the recruitment methods and techniques deal with how these resources

should be tapped. As soon as the manpower manager has determined the

personal qualities required on the part of an individual to fill an vacant position

and visualized the possible sources of candidates with these qualities, his next

step relates to making contact with such candidates. There are commonly three

methods of recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

Following includes in the procedure

Job Annalysis Form

Job Specification Form

Interview Schedule

Application Form for Employment

Interview Assesment Form

JOB ANALYSIS FORM

Job Title………………………………….…… Date…… Location ………………………..Department…………………………………… Analyst………………………….……………………………Code No……………………………Reason for the job …………………………… Supervised.. ……………………Wage or salary range…………………………………………………

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

Job summary:Work performed:………………………………………………………Major duties :……………………………………………………….Other tasks :…………………………………………………………Equipment/Machines used:…………………………………………….Working Condition……………………………………………………

Skill Requirements:Education: (Grade or Year)Training :Job experience : (a)Type of experience……………………..

(b) Length of experience……………………Supervision : (a) Positions supervised…………………….

(b) Extent of supervision…………………..Job knowledge : (a) General ……………………………

(b) Technical………………………………(c) Special………………………………………

…Responsibility : (a) For product and material …………………….

(b) For equipment and machinery………………

(c) For work of others………………………….

(d) For safety of others……Physical Demands : Physical efforts

SurroundingsHazards Resource fulness

JOB SPECIFICATIONS FORM

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

Job Code …………………… Date……………………………..

REQUIREMENTS

1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate.

2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency.

3. PHYCIAL EFFORT: No special physical effort is required.

4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating.

5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions.

6. Responsible for own work only. Only routine responsibility for safety of others.

The BHEL has the following way which it

follows for recruiting the person

A.PURPOSE

The purpose of the company is to define the procedure of Recruitment &

Selection in the company.

B.SCOPE

The scope of the company is to find the individuals seeking employment

in the company.

C.RESPONSIBILITY

The Responsibility is on the Manager-HRD/Operations Director-EAI

Systems/Operation Director-TPB-India.

D.AUTHORITY

The Authority in the company is commenstrate with responsibility

E.PROCEDURE STEPS

1.MAN POWER RECRUITMENT

• As and when the need arises , the Manpower Requirement Form is

dually filled by the HOD/Group Manager of the concerned department

and forwarded to the HRD Department.

• The HRD Department initiates activity on the recruitment once the

"Manpower Requirement" form is approved by MD.

• All "Manpower Requirement "Forms are maintained by the HRD

Department.

2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment source is

identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT

• Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable to

utilize the internal sources before going outside to attract the candidates.

The two categories of internal sources including a review of the

present employees and nomination of the candidates by employees.

The COMPANY suggests that the effective utilization of internal sources

necessitates an understanding of their skills and information regarding

relationships of jobs. This will provide possibilities for horizontal and

vertical transfers within the enterprise eliminating simultaneous attempts to

lay off employees in one department and recruitment of employees with

similar qualification for another department in the company. Promotions

and Transfers within the plant where an employee is best suitable

improves the morale along with solving recruitment problems.

These measures can be taken effectively if we established job families

through job analysis programmes combining together similar jobs

demanding similar employee characteristics. Again, employee can be

requested to suggest promising candidates. Sometimes in a company the

employees are given prizes for recommending a candidate who has been

recruited. The usefulness of this system in the form of loyalty and its

wide practice, 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. Usually, internal sources can be

used effectively if the number of vacancies are not very large, adequate,

employee records are maintained, jobs do not demand originality lacking in the

internal sources, 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

Consultant are given the requirement specifying qualifications, experience

and all other necessary details. In consultant we considers the employment

agencies, educational and technical institute, casual, labor and mail

applicants, trade unions and other sources. Our company have developed

markedly in large cities in the form of consultancy services.

Usually this company facilitate recruitment of technical and professional

personnel. Because of their specialization, they effectively assess the needs

of their clients and aptitude and skills of the specialized personnel. They

do not merely bring an employer and an employee together but

computerize lists of available talents, utilizing testing to classify and used

advance techniques of vocational guidance for effective placement

purposes.

Educational and technical institutes also forms an effective source of

manpower supply. There is an increasing emphasis on recruiting students

from different management institutes and universities' commerce and

management departments by recruiters for positions in sales, accounting,

finance, personnel and production. These students are recruited as

management trainees and then placed in special company training

programmes. They are not recruited for particular positions but for

development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with

leadership personalities. Vocational schools and industrial training institutes

provides specialized employees, apprentices, 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.

However, recruitment of these candidates must be based on realistic and

differential standards established through research reducing turnover and

enhancing productivity.

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. According to company the quality and quantity of such

candidates depend on the image of the company in community. Prompt

response to these applicants proves very useful for the company. The

company find that this source is uncertain, and applicants reveal a wide

range of abilities necessitating a careful screening. Despite these

limitations, it forms a highly inexpensive source as the candidates

themselves come to the gate of the company. It also provides measures for

a good public relations and accordingly , the candidates visiting the

company must be received cordially.

Trade unions are playing an increasingly important role in labour supply.

In several trades, they supply skilled labour in sufficient numbers. They

also determine the order in which employees are to be recruited in the

organization. In industries where they do not take active part in

recruitment, they make it a point the employees laid off are given

preference in recruitment.

ADVERTISEMENT

• All recruitment advertisements are placed centrally by the HRD

Department.

• The advertisement is drafted by HRD Department in consultation with

the concerned Department.

• All related documents of Advertisements released are maintained in the

"Advertisement" file.

In addition to the above sources, several organizations develop sources

through voluntary organizations such as clubs, attracts employees of

competitors looking for a change or good prospectus for employment,

utilize women, older workers and physically handicapped for specific

positions where they are best suitable, and use the "situation wanted"

advertisement in newspapers.

3.SELECTION

A .SCREENING/SHORTLISING

Resumes received from consultants and/or from the advertisements released

in Newspaper/Magzine are screened by HRD Department in consultation

with the concerned department.

B.INTERVIEW CALL

The shortlisted candidates are contacted for interview through an interview

call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned Department's

HOD, Interview panel and a copy is kept for HRD Department records.

The Interview Schedule include the following requirement.

INTERVIEW SCHEDULE

Authorized SignatoryPreliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Date:Venue:Position:

NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW CALL LETTER

Date ----------------Dear Sir,

“___________________________________________________”

This has reference to your application for the above mentioned position in our organisation.

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

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

No TA/DA shall be admissible for attending this interview.You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

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

Yours sincerely,For BHEL

D.PERSONAL DATA FORMAny candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form"

APPLICATION FORM FOR EMPLOYMENT

CONFIDENTIAL

Refrence (including advt. ref. if any)

Position Applied for

Time for Joining

PERSONAL DETAILS:Name: ( in Block letters as registered in school certificate) (First Name) (Middle Name) (Last Name)

Present Address:

Permanent Address Tel. Res. Mob.

Tel. Off. E-mail (Personal)

Date of Birth Age Place of Birth State

Martial Status: Married/ Single Children: Male of age

Female of age

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

Exam/Degree/ Diploma/ Certificate

School/ College/University

Year ofPassing

Branch ofStudy Electives/SpecializationSubjects

Class/Grade/Division & % ofmarks

Regular/Part Time/ Correspondence

State reasons for gaps in studies, if any:Academic Achievements:PROJECT WORK/PUBLICATION/THESIS Organization Details From To

BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS, IF ANY

WORK EXPERIENCE:Present/ Last Job

Organization Period of Employment

Address From: To:

Nature of Business

Telephone Current Position/ Position held

Sales Turnover of the organization No. of employees in the orgn.

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

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

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

List your 3 core competencies List 3 Key Achievements in your career1. 1.2. 2.3. 3.

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

Organisation Chart: Current Responsibilities

Previous Employment Details: (Start from recent employment)Name of the organization

PeriodFrom To

Position Joined

Position Last Held

Brief description of responsibilities

Last drawn Gross salary Per month

Present Remuneration Drawn:

A. Monthly:Basic DA HRA/Lease Conveyance Any other

(mention details)

Total p.m.

Total p.a.

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

C. Other Terminal Benefit p.a. Pf Superannuation Gratuity Total

p.a.

D. Gross p.a.(Total of A, B & C)

E. Other perk not included in Gross

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

GENERALLanguage Known

Language Read Write Speak

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

If yes please give details : Name Relationship

Designation Unit / Department

2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No

3. Is your spouse e employed? Yes/No

4. Have you any locational constraints? Yes/No

If yes, please give details/ reasons

5. Can you undertake frequent t travels: Yes/No

6. Extra Curricular Activities:

7. Interests/Hobbies:

8. References: Please give names, addresses & Telephone Nos., of two Persons other than relatives to whom we may refer about you.

1. 2.

Any other information you would like to add:

DeclarationI declare that the information given by me in this application is true and complete to the best of any knowledge and belief. I am not aware of any circumstances which might affect my fitness for employment. If any time, later, it is found that I have not disclosed any material information or have given incorrect or false information, the company will be liberty to terminate my appointment without any notice or compensation.

Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence.

E.CONDUCTING INTERVIEWS Interviews are conducted by an panel, which includes a staff member from the concerned department and may include an had representative.

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

INTRVIEW ASSESSMENT FORMInterviewee’s Name Date 2006Post Applied For Venue 1. 2. 3.ASSESSMENT FACTORS RATING REMARKSAppearanceTechnical KnowledgeGeneral KnowledgeExperienceCommunications SkillsInnovative Thinking& LogicGrowth PotentialDecision MakingLeadership SkillsMaturityInterest/Cultural backgroundA=Very Good B=Good C=Average D=Below Average

Overall strong points

Overall weak points

Written Test/Remarks

Reason for leaving

Remuneration Expected Suitable for any otherDeptt./jobComments, if any

G.SALARY FIXATION"Staff comparison statement" and " salary proposal" formats are used for this purpose.

H.OFFER AND APPOINTMENT LETTERA candidate selected for appointment is issued an offer letter mentioning the expected date of joining.

• Extension of time to join duties is granted to the candidate purely at Management discretion.

• A Detailed Appointment letter is issued after the individuals joins and fills the joining report.

• The offer and appointment letters are signed to all new joiners.

4.JOINING FORMALITIES

All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their personal files.Induction Training is organized for the new joinees. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure.

On the joining detailed appointment letters are issued as per below mentioned levels:-

Selected Not- Keep Pending Call for final

1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format

‘BELOW ASSTT. MANAGER LEVEL’

___________________ Dated : _________________________________________________________

LETTER OF APPOINTMENT

Dear Mr. __________________________

With reference to the offer letter no.______________________dated __________ we are

pleased to appoint you as ____________________ on the following terms and

conditions:

Ordinarily your period of probation will be Six months which could be further extended

for a period not exceeding three months and during probationary period/extended

probationary period your services are liable to be terminated without any notice or

without assigning any reason or compensation in lieu thereof.

EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Travelling Expenses : Rs. __________ p.m.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per rules of the company.

B) Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management.

Your place of posting will be at our _________________situated at _______________-_____. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management.

1. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management.

2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions.

3. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you.

4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1):

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

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

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

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

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

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

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

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

Yours sincerely,For BHELAUTHORISED SIGNATORY

ACCEPTANCE

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

NAME SIGNATURE DATE

2) Appointment letter language for asst. Manager to manager is given in the following format.

FOR ASSISTANAT MANAGER TO MANAGER

Dear Mr……………………….Date…………………..

APPOINTMENT LETTER

With reference to the offer letter no._________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be …………………………

2) Date of Joining: Your date of joining the services in the organisationis ………………………………

3) Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side.

4) Salary Details:

Your Basic Salary will be Rs. ………………./- p.m.(Rupees ……………………………………………… only)In addition you will be entitled to House Rent Allowance of Rs. ………………/- p.m.(Rupees ………………………………………………only)You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………/- p.m. (Rupees ……………………………………. only)You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company.

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

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

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

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

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

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

With best wishes,

Yours sincerely,For BHEL

AUTHORISED SIGNATORY

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

NAME SIGNATUREDATE

3) Appointment letter language for sr. manager and above is given in the following format.

FOR SR. MANAGER AND ABOVE

Dear Mr. …………………………. Date……………

APPOINTMENT LETTER

With reference to the offer letter no.____________________ dated ______________, we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be ……………………

2) Date of Joining: Your date of joining the services in the organisation is …………………………..

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

You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 month’s service with the Company.

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

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

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

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

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

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

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

With best wishes.

Yours sincerely,For BHEL

AUTHORISED SIGNATORY

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

NAME SIGNATURE DATE

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

BHEL DATE: HRD DEPARTMENTNOIDA 110011JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be

intimated to you.

NAME :

SIGNATURE:

DATE:

DOCUMENTATION

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

procedure.

5.DEPARTMENT INTERFACE

HRD Department sends a Status Report updating on the recruitment process to the Department which has raised the manpower requirement.

6.STATISTICAL ANNALYSIS

An Annalysis of the manpower requirements is prepared periodically based on the following factor:

• Source of recruitment

• Resumes received and short-listed• Interviews conducted• Candidates selected• Candidates joined

F.FORMATSThe Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT

STAFF COMPARISION SHEET SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files along with other personal details of the individual, which are confedential in nature.

G.RECORDSThe company includes the following records

Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join the Company

17%

28%

16%

11%

5%

23%

Reputation of the Company Working Environment Salary Package

Job Prospect Location of the Company Career Growth Opportunity

From the chart it can be understood that most of the employees are inspired by the

working environment of the company which resembles the personal traits of the Indians. I

can also see that matters much followed reputation of the company and salary package

which comprised 11% and 16% respectively. Job prospect plays a minor role in the

minds of a candidate who had already joined the company. Location of the company

(which comprised 5% of the sample size) where majority of the employees are qualified

with technical who in most of the cases dare to bother it.

MOST RELIABLE TYPE OF INTERVIEW IS

Chart Showing the Reliable Type of Interview is

36%

21%

36%

7%

Behavioral Situational Structured Stress

I tried to find out the most reliable type of interview according the employee.

They expressed different view. According to the sample employees. I found that

behavioral interview is most reliable and this view was supported by 36% of the

sample employees. Similar support was begged by the situational interview, while

26% structured interview and only 7% favoured stress interview. Corresponding to

this data I have drawn a pie chart above: -

In BHEL all the applications received in each branch/function (HR or Finance) will be

separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semesters of

professional course and only the required number (according to the

ratios mentioned) starting from the top will be called for written test in

each discipline of Engineering/Function (HR or Finance). In case of a tie

at cut-off marks, all the candidates scoring cut-off marks will be called

for written test. The Written Test papers will be objective type in

nature and will be in Hindi & English. Based on merit and requirement,

the short-listed candidates will have to appear for Psychometric Test

and/or Behavioral Assessment Interview followed by Personal Interview.

Candidates will be invited for Psychometric Test and/or Behavioral

Assessment Interview followed by personal interview, in order of merit

on the basis of Written Test performance. In case of a tie at cut-off

marks, all the candidates scoring cut-off marks will be called for

interview.

The candidates are advised to ensure while applying that they fulfill the eligibility

criteria and other requirements mentioned in this advertisement and that the

particulars furnished by them are correct in all respects. In case it is detected at

any stage of recruitment process that the candidate does not fulfill the eligibility

criteria and/or does not comply with other requirements of this advertisement and/ or

he/she has furnished any incorrect/ false information or has suppressed any material

fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings

is/are detected, even after appointment, his/her services are liable to be terminated

without any no

BEST WAY TO RECRUIT PEOPLE

Chart Showing the Best way to Recruit People is

40%

25%

20%

15%

Advertisement Walk-ins Variable Search Firms

The employees at BHEL expressed their varied views about the best way,

according to them, to recruit people. The employees in BHEL bear an opinion

(about 40% of the sample) that advertisement is the best way to recruit people.

While to 25% of the sample employees feel that walk-ins is best way while 20%

feel that variable ways are the best. Others feel that recruiting people from search

firms in a best way. Corresponding to this data I have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists and to

persuade them to apply for the position. Advertising helps to define exactly the

need of the company, and what separates it from its competitors. Often the people

you want to attract are not openly looking for a new job, so you need to think of

ways to sell the attributes of the company, e.g. what makes It unique, its culture,

values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career

needs and concerns of the desired applicants. It is worth making your

advertisement effective and attractive, as there is a high correlation between

advertisements with accurate and complete information and recruitment suc

RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY

Chart Showing Employees Satisfied with the Response given by the Staff about Query

94%

6%

Yes

No

My survey clearly concludes that response of the company to any query made by the

employees was absolutely good since 94% of my survey favors to this. 6% ratio of

unsatisfied can also be further reduced if communication system is further improved.

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, even than the answer must be given at a later stage after

getting full information from the source available and the answer should not be kept in

abeyance.

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

85%

6%

6%

3%

9%

Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others

From the chart it is quiet clear that the company adopts various processes for recruiting

the right candidate. Actual recruitment procedure followed by the company is by

conducting written examination followed by interview which comprised 85% of my

sample survey of 36 employees. But still some candidates are also chosen through written

exam, GD& interview comprising only 6% and others comprising only 3%. These

‘others’ include the reference of the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test at their own

expense. In Other words all the applications received in each branch/function (HR

or Finance) will be separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semesters of professional course

and only the required number (according to the ratios mentioned) starting from the

top will be called for written test in each discipline of Engineering/Function (HR or

Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks

will be called for written test. The Written Test papers will be objective type in

nature and will be in Hindi & English.

WRITTEN TEST CENTRES

The Written Test will be conducted at following eight centers:

1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar 8.

Varanasi Candidates have to choose one of these cities as Test Centre and no

change will be allowed subsequently .BHEL reserves the right to change or delete

any of the above mentioned test centers at its discretion.

JOB SPECIFICATION OF THE EMPLOYEES

Chart Showing Job Specification of the Response of the Employees

97%

3%

Yes

No

Almost all the candidates got the specified jobs offered to them. This implies that the

company has the organized manpower planning and well organized recruitment policy as

shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job as

specified. So from the company’s perspective it is a good sign for the overall growth &

development. Still some employees who comprised only 2.33% of my sample study.

THE ATTITUDE OF H.R. MANAGER

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

13%

30%57%

Good

Very Good

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

40%

20%

15%

25%

Managerial Testing Recruiters Themselves Job Analysis

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE

SHOULD BE

According to the sample employee the primary source of recruiting people is Managerial.

However, Testing & Recruiters Themselves source are the second most favored source of

Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial

source of Recruiting people should be heavily considered

Advertisement in publications and recruitment booklets and information sheets for

applicants were found to be the most frequently and the least frequently used method of

managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while

advertisement in the technical and professional journals was the least preferred technique

for managerial recruitment in BHEL.

OPINION ABOUT BHEL COMPANY ‘S APPLICATION BLANk

Chart Showing Opinion about BHEL Company's Applicatioon Blank

10%

35%55%

Good Very Good Excellent

The above chart depicts that the Application Blank of the company was up to the marks

as everyone has praised & liked it. All the information and present status of the candidate

is very thoroughly covered and it also acts as a ready reckner for the company. All the

information is gathered and define each and every thing very clearly about candidate who

are applying for the job .

FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

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

5. Salary comparison is not justifies. Old employees are demoralized by getting less

surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are demanding

high amount of fees, where as HRD Department is not fully utilised to recruit

manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes manpower

surplus which makes loss in the industry.

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

RECOMMENDATION

1.Fresh requisition requires approval and not replacement.

1. The Data Banks should be computerised.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category of

employees.

4. Salary comparison should be seriously done to retain the old employees.

5. Proper salary structure to be structured to attract people and make it tax effective.

6. Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

7. Recruitment process should be fully computerised.

8. External source should be given equal importance with internal source. By which new

brain will be inducted in the company with skill, talent, efficiency etc.

9. Manpower planning should be followed before recruiting.

10. Proper inquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.

BIBLIOGRAPHY

Principles and practice of Management –by C.B. Gupta.

Human Resource Development – by U.B. Singh

Management of human Resource.

Dynamic of personnel administration by M.N. Rudrabasavaraj.

www.BHEL.com

BHEL manual

OPINION SURVEY:

Certain schemes yield more fruitful results in certain conditions and with some specific

objectives. Needless to say that management practices differ from organisation to

organisation. But the fact is that success does not follow automatically, the people who

implement the system that matters just as the authority without acceptance have no

meaning. Recruitment process without trust of employees and organisation has no value

how hobble 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 20 executives and 50

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

executives

Yes No No R esponse

1. Are you in support of recruitment policy?

2. Whether the existing recruitment policy is linked

to productivity?

3. Do you feel that manpower recruitment has been

rationalised by way of automation?

4. Whether the existing recruitment policy is getting

40%

40%

10%

70%

50%

50%

80%

20%

10%

10%

10%

10%

will supports for the top management?

5. What are the benefits you are deriving from the

existing recruitment policy?

a) Reduction on labor cost?

b) Effective utilisation of human resources?

c) Maintaining timing in recruitment and staffing

schedule?

6. Do you feel that job evaluation and job analysis

helps in manpower recruitment in your

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?

9. Are you satisfied with the existing recruitment

system of the organisation?

10. Do you feel that performance appraisal helps in

recruitment process?

11. Do you feel that training will effect to recruitment

process?

60%

25%

60%

85%

10%

30%

35%

65%

30%

65%

30%

5%

80%

60%

55%

25%

10%

10%

10%

10%

10%

10%

10%

10%

12. Do you think job rotation will affect the

recruitment policy?

13. 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

65%

50%

90%

90%

Nil

25%

40%

Nil

Nil

90%

10%

10%

10%

10%

10%

From the response indicated above it appears that the prevailing recruitment policy has

definite impact on the organisation. Most of the executives showed positive response to

different questionnaires by virtue of manpower planning they used proposed deletion of

manpower planning they used proposed deletion or addition of man in the organisation

for a planning period. The excess or shortage are being adjusted and hence misutilisation

is mere chance. The executives did not respond to the lay off and retrenchment for

reduction in available human resources. Form the questionnaires it appears that the

managerial staff are only interested for filling of the vacancies of higher post from out of

the internal sources. This attitude will seize the professional approach of the organisation

and may not able to induct fresh brain. From the answers of most of the managers it is

observed that they want entry of new managers should be avoided and fresh recruitment

shall be limited up to only staff cadre and not above that. From the answers of most of the

executives it appears that cost benefit analysis is not properly followed by the

organization and job rotation also not followed properly in the organization which make

an employee all rounder in all respects. By which, in the absence of an employee the

work will not discontinue.

AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG

EMPOLYEES/ WORKMEN: Yes No. No.

Response

1. Are you satisfied with the existing recruitment policy

in your organisation?

2. Do you feel work load in your department?

3. Do you feel of your optimum utilisation?

4. Do you satisfied with your job?

5. Do you feel that motivation is main factor for

optimum utilisation of existing manpower?

6. Do you feel that recruitment of lower level staff from

external source is desirable than internal source?

7. Do you feel that training imported by your

organisation helps in improving your performance?

25%

20%

25%

25%

75%

50%

60%

65%

70%

65%

65%

15%

40%

30%

10%

10%

10%

10%

10%

10%

10%

From the response to the above questionnaires it is clearly indicated that most of the

workmen are dissatisfied about the existing recruitment policy. They are not given

chance for their development. Their skill efficincies are not recognized by the company

CONCLUSION

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

opinion survey and date analysis the researcher came to a conclusion that BHEL is a

growing Company. It has a separate personnel department which is entrusted with the

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

scientific manner. In the saturation point of business it need not waste the time to

diversify into the another business. Management understands the business game very

well. At the time of difficulty it takes necessary action to solve the problem. Now the

personnel department of BHEL is in infancy stage. It always try to modernize the

department. It strongly believes in manpower position of the organization because it

knows in the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods

and motivation are failure. It always tries to develop the human resources. In the

absence of right man, material, money, machines all things will not be properly utilized.

So it always recruits manpower in a scientific manner.

CASE STUDY

BHEL is largest engineering and manufacturing enterprise in India in the energy

related/infrastructure sector today. 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 , a dream that has been more than realized

with well-recognized track record of performance. It has been earning profit

continuously since 1971-72 and achieved a sales turnover of Rs.7482.2 Corers with

a profit before tax of Rs802.4 Corers in 2002-03.

BHEL caters to core sectors of the Indian Economy viz., Power Generation and

Transmission, Industry, Transportation, Telecommunication, Renewable Energy,

Defense etc. The wide network of BHEL'S 14 manufacturing divisions, four

Power Sector regional centers, eight service centers and eighteen regional

offices and a large number of projects sites spread all over India and abroad

and enables the company to promptly serve its customers and provide then

with suitable products, systems and services-efficiently and at competitive

prices. 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. 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.

BHEL has envisioned to becoming " A world – class innovative , competitive and

profitable engineering enterprise , providing total business solutions ". For realizing

this vision , continuous development and growth of the 47000 strong highly skilled

and motivated people making the organization , is the only 'mantra'.

Human Resource Development Institute ( HRDI ) , the corporate training institute

of the company , in association with the advanced technical education center

( ATEC ) in Hyderabad and Human Resource Development Center at the units , is

responsible for the total human resource development of the company. Further ,

competency development / assessment center for senior executive is taken up by

HRDI.

Power Transmission and Distribution Sector

In the T&D sector BHEL is both a leading equipment - manufacturer and a system

- integrator. BHEL - manufactured T&D products have a proven track record in

India and abroad.

In the area of T&D system , BHEL provide turnkey solutions to utilities.

Substation and shunt compensation installation set up by BHEL are in operation

all over the country. EHV level series compensation schemes have been installed in

KSEB , MSEB , and MPSEB & POWER GRID networks. Complete HVDC

systems can be delivered by BHEL the technology for state – of – the - art flexible

AC transmission systems (FACTS) is been developed.

Industry Sector

Since its inception in 1982 , the industry sector business has grown at an

impressive rate and , today , contributes significantly to BHEL'S turnover.

BHEL , today , supplies all major equipment for the industry: AC/DC machines ,

alternators , centrifugal compressors , special reactors , heat exchangers , pressure

vessels , gas turbine based captive , co – generation and combined – cycle power

plants , DG power plants , steam turbines and turbo – generators , complete range

of steam generators for process industries , diesel engine - based power plants ,

solar water heating systems , photovoltaic systems , electrostatic precipitators ,

fabric filters etc.

The industries , which BHEL serves , include: steel , aluminum , fertilizer ,

refinery , petrochemicals , chemicals , automobiles , cement , sugar , paper , mining ,

textiles etc.

Transportation Sector

In the transportation field BHEL product range covers: AC locomotives , AC/DC

dual – voltage locomotives , diesel – electric shunting locomotives , traction motor

and transformers , traction electrics and control for AC , DC and dual voltage

EMUs , diesel - electric multiple units , diesel power car and diesel - electric

locomotives , battery – powered vehicle.

A high percentage of the trains operated by Indian Railways are equipped with

traction equipment and controls manufactured and supplied by BHEL.

Vaccant Position in the Orgn.

Application Short-List

Call for Evaluation

Evaluation Process

Offer Letter to selected Candidates

DirectRecruitment

Requisition ProcessManpower requisitionRequisition approval

ResumeDetails

ApplicantData Blank

Rejection/Hold

No Requisition

RECRUITMENT PROCESS

The Applicant Databank is A Central Repository of Applicant related information.

The Recruitment Process has different options- Direct and Through Requisition

Direct : The Candidate required for a vacant position in the organization is

Searched from the applicant Data Bank and given in offer.

Through : The Requisition Process comprises of Manpower Requisitions

Requisitions from the organization.

After Approval of the Requisitions the Applicants are short listed from the Applicant

Data Blank based on the position, Experience, skill set, Qualification as required from the

Requisition.

The Short Listed Applicants are then called for an evaluation process that is based on pre-

defined steps for the respective positions.

After clearing the evaluation process an offer letter is given to the selected applicants.

If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes

back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond

quickly to requirements for people. Hence, it is important to have a well-defined

recruitment policy in place, which can be executed effectively to get the best fits

for the vacant positions. Selecting the wrong candidate or rejecting the right

candidate could turn out to be costly mistakes for the organization. Selection is

one area where the interference of external factors is minimal. Hence the HR

department can use its discretion in framing its selection policy and using various

selection tools for the best results. These caselets discuss the importance of having

an effective recruitment and selection policy.

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

Norms of bhel recruitment

BHEL mainly recruits Engineer Trainees, Supervisor Trainees and Artisans, whenever

vacancies for these positions are sanctioned. Once vacancies are sanctioned, the

recruitment for these position is conducted according to the process which will be

described in detail in open advertisement issued. You may look out for such

advertisements in the “Employment News”, and also at this website, where it will also be

hosted when issued. However, some broad features are given below:

1.For the positions of-

a)Engineer Trainees

b)Supervisors Trainees

Normally above two recruitments are centrally conducted for various units of BHEL and

detailed advertisement, containing no. of vacancies, job-specifications, selection process

etc., is published in National Dailies.

For these positions, generally recruitment is conducted leveraging technology, which

requires submission of applications ‘on-line’ only. The broad job-specifications are as

under:

JOB SPECIFICATIONS

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.

Upper Age Limit

Engineer Trainee- 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.

The process by which the candidates, who apply, are shortlisted for inviting for

written test and interview, is described in detail in the advertisements issued.

However, for your general guidance, a copy of the advertisement issued on the last

occasion in 2007 is attached(hyperlink).

2.For the position of Artisans

The recruitment for these positions is conducted by concerned unit only, whenever

vacancies are sanctioned to them. The detailed advertisement, containing no. of

vacancies,job-specifications, selection process etc., is published in Employment News

and hosted on BHEL website. Window advertisement is, however, published in Local

Dailies.

JOB SPECIFICATION

Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National

Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC

candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC.

Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for

various categories in all the above positions is as per Presidential/ Govt. Directives on

reservations.

The selection process involves written test followed by interview. The process by which

the candidates, who apply, are shortlisted for inviting for written test and interview, is

described in detail in the advertisements issued.However, for your general guidance, a

copy of the advertisement issued on the last occasion in 2008 is attached.

Note:

1. The above mentioned job-specifications are broad in nature. As such, it is

advised to refer to the details of concerned recruitment, whenever

conducted.

2. Applications for jobs are to be submitted against specific recruitment

advertisement only and as prescribed.

3. Occasionally BHEL recruits persons at levels other than described above.

Any advertisements issued in this regard will also be hosted at this site.

4. Unsolicited applications will neither be entertained nor responded.

CLASSIFICATION OF EMPLOYEE

Different sources can be used for the recruitment of various categories of employees

according to their classification. 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. Top Level Personnel General Manager is the top level personnel. a.Promotion

b.competitive

concerns

c.Re-employment

2.Middle Level

Personnel

3.Technical Experts

4.Lower level Personnel

Production Manager, Financial Manager,

Sales Manager, Purchase Manager,

Research Manager, Budget Controller,

Factory Controller.

Industrial Engineer, Quality Controller,

Production Development Manager.

Supervisor,Accountants,Foreman

a.Promotion

b.Transfer

c.Competitive

Concerns

d.Advertisement

e.Educational

institution

f.Employment

Agencies

a.Educational

institution

b.Competitive

Concerns

c.Advertisement

d.Re-employment

e.Employment

Agencies

a.Promotion

5.Office Personnel

6.Labourers

Clerk, Steno, Typist, Asssitant,Peon.

.

It includes the labourers and artisians

working in the organization.

b.Advertisement

c.Casual applications.

d.Public

a.Advertisement

b.Casual applications

c.Recommendation of

presnt employees

a.Labour Unions

b.Labour Contractors

c.Friends and

relatives of present

employees

d.Recruitment at

factory gate.

SYNOPSIS

The survey is conducted to analyze the RECRUITMENT PROCESS of BHEL.The

objective of the project is to analyze the satisfaction level of employees with

respect to the policy of BHEL regarding Recruitment. At the same time studying

the processes adopted in BHEL and to evaluate how far this process confirm to the

purposes underlying the operational aspects of the industry. How far the process is

accepted by it ? and to find out the causes which act as drivers in determining

employee satisfaction level.