A Critical Analysis of Recruitment & Selection Process at Ntpc Ltd_2011

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A CRITICAL ANALYSIS OF

RECRUITMENT & SELECTION

PROCESS AT NTPC LTD.Submitted for

Partial fulfillment of the requirement for the award of the degreeof

Master o Business AdministrationGuru Jambeshwar University, Hisar

Research Supervisor : Submitted By :

GARIMA BAKSHI NIWAS KUMARSr. Lecturer Roll No. : 07061220029

MBA 4th Sem.

Session : 2007-2009

STUDY CENTRE

SADIT INSTITUTE OF MANAGEMENT & TECHNOLOGY LTD.

C-28, ACHARAY NIKETAN,MAYOR VIHAR, PHASE – I, DELHI

SUBMITTED TO :DIRECTOR OF DISTANCE EDUCATION

GURU JAMBESHWAR UNIVERSITY,

HISAR, HARYANA (INDIA)



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ACKNOWLEDGEMENT

I take pleasure to thank all those who helped and supported me for completion of this

project. To mention of them, First of all I would like to thank GARIMA BAKSHI for the

encouragement and guidance that she gave me, under whose guidance I was ale tosuccessfully complete the project.

I am indebted to all the faculty members of our department for their valuable guidance,

untiring help and advice as every step. Their vast experience helped in setting the

direction of this project work.

I would also like to thank Mr. S.R. Sahoo, Deputy Manager (HR) for giving me valuable

time and guiding me in my project despite of being very busy. He gave me opportunity

to understand and gain experience related to HR Recruitment activities conducted in

NTPC and also appreciate co-operation provided by Mr. John Mithai.

My increased spectrum of knowledge in this field is the result of their constant

supervision and direction that has helped me to absorb relevant and high quality of

information.

Last but not the least, I feel indebted to those entire person in the organization who

have provided their held directly or indirectly in successful completion of this project.

NIWAS KUMAR

ROLL NO. : 07061220029

MBA (2007-2009)



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Table of Contents

Page

INTRODUCTION 4

Objectives

Scope and Limitations of the Study

Company Profile

LITERATURE METHOLOGHY 11

Recruitment and Selection Process

Recruitment Policy & Procedures Followed at NTPC

RESEARCH METHOLOGY 21

Research Design

Sample Design

Research Tool and Questionnaire

Data Analysis

RESEARCH ANAYLISIS 24

FINDINGS 39

CONCLUSIONS 42

RECOMMENDATIONS 43 SUGGESTIONS 44

BIBLIOGRAGHY 45

ANNEXURE 47



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EXECUTIVE SUMMARY

The Title of Research Project is “Study of Recruitment and Selection Procedures at

NTPC Ltd.” Conducted at the corporate Office of NTPC, SCOPE COMPLEX, LodhiRoad, New Delhi.

The project as the title suggests, subjected to Recruitment and Selection Procedures

carried in NTPC. The methodology used for the Research is based on the collection of

the collection of primary and secondary data and the sampling technique used for

methodology was stratified sampling. The samples collected from the different

departments such as Finance, IT, Commercial, HR. So this technique was helpful in

finding or rating the overall recruitment and Selection Process in NTPC. Pie charts were

used for the visual display of the result.

The main findings of the project are:

The employees working in NTPC are being with company for long period. Many

more employees are associated with company for above 20 years. Their

sustainability in NTPC showed the employee’s satisfaction and the effective

recruitment and selection procedure carried in NTPC.

The employees come to know about the vacancy in NTPC mostly through the

newspaper advertisements. The most effective external source of recruiting in

NTPC is newspaper advertisement.

NTPC preferred the external source of recruitment for Recruiting.

Suggestions:

NTPC is mostly using external source of recruitment for the vacancy of the post,

it should go for internal recruitment primarily so that it would decrease the cycle

time of recruitment.

For the fulfillment of the objectives of the recruitment, company should make

some awareness programmes; details of job profile should be mentioned clearly

the advertisement.



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INTRODUCTION

Business scenarios are changing from time to time. Earlier the situations were different, jobs were available but the people to work were few. The trend of forefathers working inthe same organization was common. The new age of economy has emerged with itsattendant paradigm shift in relation to the human capital, in terms of its acquisition,utilization, development and retention.

Today HR is expected to comprehend, conceptualize, innovate, implement and sustainrelevant strategies and contribute effectively towards giving the company its winningedge. Thus it is the need of the hour for strategizing and putting in place a robustmechanism for attracting top talents which becomes vital for the company’s survival andgrowth.

The project aims to study various aspects of the recruitment and selection process of the company and to suggest the strategy for attracting the talent with thought, feelingand behavior for growth and development of the company.

The well-being of an organization is linked to the well being of its employees.Employees determine whether the company flourishes or fails. If efforts andinvestments are made in the direction of employee’s professional welfare, it results in aWin-Win situation resulting in the happiness of the employees, the customers and thecompany.

Organization requires a number of things to be effective:

Physical resources including the manufacturing facilities and equipment, to produce aproduct or service.

Financial resources including equity, leverage and retained earnings.

Marketing capabilities to connect whatever products or services are created withcustomers.

Human resources, including the experience, skills, knowledge, judgment and creativitybelonging to the organization along with the means of the organization, structuring andrewarding these capabilities.

While all these are important to organizational effectiveness, the factor that is mostlikely to provide potential competitive advantage is human resources and itsmanagement. The production technology, financing and customer connections can allbe copied. The basics of managing people can also be copied, but the most effectiveorganizations find unique ways to attract retain and motivate employees-a strategy thatis hard to imitate.



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OBJECTIVE OF THE PROJECT

The main objective of the research is to critically analyze the Recruitment &

Selection Process in NTPC.

Keeping in view the above main objective, the study is carried with:

Optimum utilization of sources used for recruitment & selection process.

To evaluate the current recruitment & selection system used in NTPC.

To study the factors affecting recruitment & selection system

To gain knowledge regarding recruitment & selection policies used in NTPC.

To study the reservation policy followed by NTPC while recruiting & selecting

people.

To study the organizations statuary & social obligations while recruiting &

selecting people.

To know the different methods used for recruitment & selection process in NTPC.

To ascertain the factors that lead to proper recruitment & selection process in

NTPC.



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SCOPE OF THE STUDY

A detailed study of recruitment & selection policy is helped in its evalution and updating.

A good and well-defined recruitment policy is the need of every company.

Recruitment & Selection policy is necessary as:

It attract people with multi-dimentional skill and ecperience.

It induct outsiders with a new prospective to lead the company.

It infuses fresh blood at all levels of organization.

It search for talent globally and not within the company.

LIMITATIONS OF THE STUDY

The first and the most important limitation of the study were short and the limited

time period for which it was conducted. The short span of the study influenced all

major decisions like sample size.

The inforamtion provided by some candidate who filled the questionaire could be

biased or even wrong which could be another limitation of my study.



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Lastly, the study conducted by me was on the basis of my knowdge and

experience as a student, which might not be sufficient for an elaborate study

posing a limitiaon for my study.



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COMPANY PROFILE

NTPC Limited is the largest power generating company of India. A public sector

company, it was incorporated in the year 1975 to accelerate power devolopment in the

country as a wholly owned company of the Government of India.At presen, Government

of India holds 89.5% of the total equity shares of the company and FIIs, Domestic

Banks, Public and others hold the balance 10.5% within a span of 33s years NTPC has

emerged as a truly national power company, with power generating facilities in all the

major regions of the country.

SOME NTPC PLANT



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NTPC’s core business is engineering, construction and operation of power generating

plants. It also provides consultancy in the area of power palnt constractions and power

generation to companies in India and abroad. As on date the installed capacity of NTPC

is 29,144 MW through its 15 coal based (23,395 MW), 7gas based (3,955MW) and 4Joint Venture Projects (1,794MW).

NTPC ACQUIRED 50% equity of the SAIL Power Supply Corporation Ltd.(SPSCL).

This JV company operates the captive power plants of Durgapur (120 MW), Rourkela

(120 MW) and Bhilai (74 MW).

NTPC’s share on 31 March 2009 in the total insstalled capacity of the country was

19.1% and it contributed 28.50% of the total power generation of the country

during(2008-09).

NTPC contributes more than one-fourth of India’s total power generation with

less on fifth capacity.



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HR VISION STAEMENT

“Enabling the employees to be a family of commited world class professionals

making NTPC a learning Organization”.

NTPC believes in achieing organizational excellence through Human Resources and

follow “People First” approach to leverage the potentioal of its 23,500 employees to

fulfill its business plans. Human Resources Function has fomulated an integrated HR

strategy, which rests on these building blocks of HR viz. Competence Building,

Commitment Building and System Builing. All HR intiavtes are undertaken within this

broad framework to actulize the HR Vision of “enabling the employees to be a family

of committed world class professionls making NTPC a learning organization.”

To install talent and groom them into a dedicated cadre of power professionals

“Executive Trainee” Scheme was introduced in the year 1977 for recruitment in the

disciplines of Machnical, Electrical, Civil, Control and Instrumentation and now

encompasses into into its wide ambit Computer Science, Chemestry, HR and Finance

disciplanes also. Besides a comprehensive one-year training comprising theoritical

inputs as well as on-the-job training, the new recruits are also attached with senior

executives under a systematic and formal “Mentoring System” of the company to

integrate them into the work cultue of the company.

NTPC has been ranked fifth among the top ten “Best companies to work for in

India” by Mercer HR Consulting –Business Today Survey 2006. This is the third

consctive year that NTPC has appeared in this prestigious list. NTPC is also the only

PSU among the top ten companies. The survey was conducted on the basis of four attributes such as HR Matrics, HR Processes and policy, Internaly Employee Perception

& Stake holder Perception & Stake holder Perception on a weighted scale to arrive at a

total score for each company surveyed.



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LITERATURE REVIEW

In this information age, the importance of human capital and human assets cannot be

ignored; rather it is that line of business that could lead any organization to attain

hieghts. This is the factor that makes diffierence between one organization and another.

Getting the right person at the right place and retaining him is the main area of concern

in today’s corporate world. Hence, that the emphasis is being laid to device policies and

programmes in such a manner that it leads to retention of the desired manpower and

thus contributes towards organizational development.

Each organization is now thriving to attain the best person i.e. the knowledgeable

worker and leverage their wisdom towards the achievement of the organizational

objective. Certain great leaders who have made their mark in corporate world by their actions say that every organiztion can acquire the same machinery, the same

infrastructure etc. but what makes the difference in one organization to another is the

manpower it posses which cannot be copied down.

Considering the aspect of sourcing, no organization should ever think that once it has

acquired the best talent and created favourable conditions to retain them, they would

not require going in for sourcing activities. Hence this should be kept in mind that

sourcing is a continuous process, an outgoing one and will have its existance till the

organization functions.

The talent that we have acquired and retained its sourcing only. Unless and until a

person is sourced from outside, how will the organzation get the best. To have the best

it is essential to aquire it from outside. There has been tremendous change in the

technology and for the organization to survive in this changing scenario; it has become

very essential that it should keep up with the pace with the changes.

After having determined the number and kind identification of sources of recruitment

and finding suitable candidates for employment. Both internal and external sources of

manpower are used depending upon the types of personnel needed.

Every company has to rcruit sufficient number of employees in order to maintain its

manpower recruitments. The responsibility of appointing the staff lies with the Personnel

Manager or Recruiting Officer or Selection Committee.



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Recruitment & Selection is one of the basic functions of the Personnel Department.

Recruitment process involves the following steps: -

Human Resource Planning

Developing Sources Of Potential Employees

Deciding Source Of Recruitment

Selection And Placement

SOURCES OF RECRUITMENT

Before an organization activity begins of recruiting applicants, it should consider the

most likely source of the type of employee it needs. Some companies try to developnew sources they have. These sources, accordingly, may be termed as internal and

external.

Recruitment process

Developing sources of potentioal employees

Internal sources External Sources

Promotion Recruitment at factory gate

Transfer Media advertisement

Recommendations Employment agencies

Educational institutes

Contractors

E-Recruitment

Unsolicited applications



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RECRUITMENT POLICIES & PROCEDURES IN NTPC

MANPOWER PLANNING AND BUDGETING

In all Divisions and Projects of the company, before the end of August everyyear, each Department will review the adequacy or otherwise of the available

manpower with the reference to its needs which depends largely on the skills,

abilities and commitment of the employees who constitute the most to the tasks

and targets and determine the additional requirements of manpower in qualitative

and quantitative terms for the immediately following financing year.

Based on the recruitments of additional manpower of the individual departments;

the detailed manpower plan for the financial year will be prepared jointly by the

planning and the personnel Departments for the Division as a whole givingspecific details of each new posts and justification therefore and this manpower

than containing details of expenditure involved will form a part of the overall

Manpower Budget of the Division.

The requirements of casual and other contingent staff will not form a part of the

Manpower Budget as the same will be shown only in terms of estimate of

expenditure to be incurred in respect thereof as a part of the Works Budget.

Annual manpower plans including the additional manpower requirements along

with all relevant details and estimated cost involved for all the divisions/projects

will be consolidated into an integrated company manpower plan which will form a

part of the annual budget to be submitted for approval of the board of directors.

JOB TITAL, JOB SPECIFICATIONS, ROLE OUTLINE AND PAY SCALES

Job specifications indicating the eligibility requirements in terms of minimum

educations, length, nature of quality of experience, upper age limit etc. and a

general outline of the role and the responsibilities will be laid down in respect of

each job title along with the pay scale or consolidated daily / monthly wage ratein which the posts in the category will be operated.

To ensure uniformity and consistency, job titles, job specifications and role

outlines together with the pay scale applicable in respect of all categories of

posts will be issued by the corporate center from time with the approval of the

Chairman and Managing Director.



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PREFERANCE FOR CANDIDATES BELONGING TO SCHDULED

CASTE/SCHDUED TRIBE /OTHER BACKWARD CLASSES AND EX-

SERVICEMEN, DISPLACED PERSONS ETC.

CONCESSIONS TO CANDITES BELONGING TO THE SCHEDULED CASTES/

TRIBES:

RESERVATION OF POSTS FOR EX-SERVIVCEMEN AND DEPENDENTS OF

THOSE KILLED IN ACTION

CONCESSION TO PERSONS DISPLACED FROM THE AREAS ACQUIRED

FOR THE PROJECT:

REQUISITION OF MANPOWER

The respective department will forward their manpower requirements in

prescribed requisition forms to the HR department through the respective

Appointing Authority which is competent to sanction creation of posts indicating

therein the last dates by which placement of personnel is desired for different

posts keeping in view the normal lead ti9me for recruitment.

Presently recruitment is banned except in those areas where vacancies are

approved by the Director (HR) after the approval is put up justifying the

recruitments.

The recruitment will be examined with reference to the sanctioned manpower in

the budget by the HR department who, before proceeding with verify whether the

post/posts can be filled:

1. Out of acceptable transfer requests pending

2. Recommended inter-functional adjustments of posts.



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3. Record of surplus staff (internal) suitable for deployment.

4. Executive trainees, diploma trainees and other trainees/apprentices whose

completion of training coincides with the requirements.



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SELECTION PROCESS

Various selection methods like trade tests, written tests, group discussion etc.

may be employed depending on the requirements of job for which selection is

being made and for this purpose; the HR department in association with

concerned department whenever necessary will evolve and prescribe uniform

methods of selection in all units for similar jobs.

All direct appointments to every post in the company, whether regular,

temporary, trainee or casual, except appointments on deputation from

government organizations and public sector undertaking, will be made only, on

recommendation of a duly constituted Selection board/Committee.

ALL appointments to the executive and managerial cadres of the Company

including Executive Trainees will be made on the recommendations of the NTPC

Central Selection Board.

All appointments to posts in various non-executive categories including Diploma

Trainees/Apprentices will be made on the basis of recommendations of Selection

Boards/ Committees constituted for the purpose which must includerepresentatives from the following sources at the appropriate executive level

depending on the posts.

Concerned Department/ Function.

HR Department.

District/ Local Administration at appropriate level but not below but not below the

rank of Deputy Collector/ Sub-Divisional officer / Magistrate.

It should be ensured while constituting selection committee that the members of

the selection committee are not related (close or distant) to the candidates

appearing in the interview.



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INTERVIEWS

All candidates called from places beyond a distance of 32 kms will be reimbursed actual

expenses incurred on travel to and from the place of interview on the production of the

money receipt, or any other supporting documentary evidence in respect of the owned journey.

I class/ ACC I class return rail fair by the shortest route – For all executive posts

in the salary of grade of Rs 19500-25600 and above.

I class AC sleeper return rail fare by the shortest route – For all executive posts

in the salary of grade of Rs 12000-17500 and above.

Second class return rail by the shortest route – For executive posts in the salarygrade of Rs. 10750-16750 including diploma.

HR department will make available to the members of the selection Board the

following documents and particulars regarding the candidates called for

interview:

A copy of the advertisement / notification together with the specific requirements

and the duties and responsibilities of the posts.

Bio-data of each candidate.

Applications in original.

Appraisal reports and comments of forwarding authority in the case of internal

candidates.

Annual appraisal reports whenever available in the case of candidates from

government and public sector organizations whose applications have been

forwarded through proper channel.

Result of tests/ group discussions held prior to interview.

Special information, if any relevant to selection regarding any candidate.



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OFFERS OF APPOINTMENT

HR Department will issue the offer of appointment in the prescribed form in duplicate

and the contract of appointment will be completed on receipt of the letter of acceptance

along with the copy of offer duly signed by the candidate.

Based on the length of notice period, for release from the present employment as

indicated in the application form or during interview and depending on the urgency of

filling the vacant post, the offer of appointment will state the last date has been deemed

to have been withdrawn unless an extension of the last date has been granted by the

appointing authority prior to the expiry of the joining time as indicated in the offer

appointment.

JOINING FORMALITIES

Employees on the first appointment to the Company’s service will furnish to the HR

Department copies of documents and other details and particulars.

In case of recruitment to executive and supervisory posts, prescribed application blanks

will include a column for the candidates to give names of two references to whom, in the

event of selection of candidate, reference will be made in the prescribed form for

eliciting their view and opinions on the suitability of the candidate for employment in the

company.

On appointment of a person in the company, the District authority concerned will berequested to verify and report on the antecedents of the person in the prescribed

attestation form, in term of directives issued by the government from time to time in this

regard.

Provided, however, that such verification of antecedents may not be insisted upon in the

case of persons employed in the government /Semi- Govt. Organizations and public

Sector undertakings, immediately prior to the appointment in NTPC, Subject to the

condition that in the case of persons coming from Semi-Government Organizations and

Public Sector Undertakings, satisfactory evidence is made available in support of the

fact that due verification of antecedents was made at he time of their appointment to theSemi – Government Organization or Public Sector Undertaking.



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RECUITMENT CYCLE AT NTPC

STEP 1- Release of advertisement

The recruitment cycle at NTPC begins with the release of advertisement in various

newspapers and n the Internet at NTPC, recruitment takes place both internally and

externally.

STEP 2- Inviting candidates

Internal recruitment takes place when selection is done amongst the employees of the

Organization. At NTPC, ex-employees i.e. people who have resigned can also apply.

The company also goes for campus and further (Executive Trainee) recruitment.

STEPS 3- Receiving applications from candidates

Once the advertisement has been released, the next step is the released; the next step

is the receipt of application from prospective candidates.

STEP 4 -Screening of applications by HR department

Screening of application form vis vis eligibility by HR Department follows this At this

stage, the documents, along with other details of the candidates are verified.

Candidates who do not fall within the eligibility criteria are disqualified.

STEP5-Screening of applications by respective department

Once the HR Department has done the screening of application forms the application

forms the applications are sent to the concerned department for further scrutiny.

STEP 6 -Interview Stage

If the ratio of post and suitable candidate is less than 1:5, then the candidates directly

enter the interview stage, but if the ratio is greater than 1:5, then the candidates appear

for a written test prior to interviews. This helps in further short – listing the candidates,the results of the written test are declared in 2-3weeks and depending on the number of

candidates, the interviews last between 1-3 days.



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STEP 7-Selection Panel

Once the interview stage is over, the selection panel is made where in candidates who

have been finally selected are ranked according to the mark scored by them in the

interview, candidates are judged on various parameters on a scale on 10 points , the

candidates who scores the maximum is ranked the highest.

STEP 8- Sending the offer

Once the selection panel has been made, the offer letters are dispatched to the

candidates. They are given about a week’s time to send in their acceptance or rejection

of the offer to the company. If the candidate fails to do so, a reminder is sent to himasking him to submit the same falling, which the offer would be passed on to the next

candidate in the panel.

STEP 9 – Post offer queries and negotiations

Once the candidate has accepts the offer, the next stage deals with handling the

queries of the candidates and negotiating with him about the place of posting, grade,

pay scale etc.

STEP 10 –Medical Examination

After the queries have been dealt with and the candidate has finally decided to join the

organization, he/she undergoes a medical examination, which is compulsory for all the

candidates who join the organization. If the medical examination is found to be OK, and

the candidate joins the Organization, then he/she is sent for induction program then

sent either for training or direct on job. In case the medical examination shows the

candidate not OK then offer is made to the next candidate in the selection panel.



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RESEARCH METHODOLOGY

Research Design

A series of advanced decisions that when taken together, comprise a master plan or

model for the conduct of investigations. A blueprint that is followed in completing the

study:

Formulation objective of the study.

Designing the method of the date collection.

Selection the sample size.

Collection of date.

Analysis of findings

Conclusion and interpretations.

Suggestions and recommendations.

Primary Data:

The recruitment policies and procedures of NTPC are studied.

Various stages of recruitment cycle are studied.

Interaction with managers and employees of recruitment department are done.

Personal interviews with the employees are held.

Data is collected through questionnaire.

Secondary Data:

It was taken from:

Company’s Manual



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NTPC website

Various HR sites

Search engines like www.google.com etc

http://www.google.com/






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Sample Design

Sampling is the process of selecting a sufficient number of elements from the population

so that a study of the sample and the understanding of its properties or characteristicswould make it possible for us to generalize such properties or characteristics to the

population element. In a sample survey, only part of the total population is approached

for data.

Characteristic for selection of the sample group

Employees from each department such as HR, FINACE, COMMERCIAL, IT,

CORPRATE PLANNING etc were selected for the survey.

Sample size

Samples were randomly selected and each of them responded. Sample consisted of

employees who are presently working in the company and associated with the company

for long period.

Research Tool and Questionnaire

The questionnaire used is a structured for the purpose of collecting primary data

in a survey. It is a series of written or verbal questions that are related to the

study of the objective for which the respondent provides answers.

Most of the questions asked were close ended, as they are quick to answer; the

respondents were employees who have very little time to spare from.

Most of the questions asked by the employees were at 4- point scale or

Dichotomous in nature.

It is said that a good questionnaire ends with a comment section that allows the

respondent to record any other issues not covered in the questionnaire. This is

one way of avoiding any frustration on the part of the repondent, as well as

allowing them to express any thoughts, questions or concerns they might have.

And so the questionnaire consisted of two opened questions.

The confidentiality was mantained at all levels as the employees details were not

asked.



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RESEARCH ANALYSIS

When the quest ion was asked to the employees how they came to know about

the vacancies in NTPC, it was observed:

80% said they came to know about the vacancies through newspapers.

9% said they came to know through internet.

7% said they came to know about the vacancies through employees.

4% said they came to know from other sources.



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When asked through which paper they came to know about the vacancies, it was

observed that:

50% candidates said that they came to know about the vacancies through

Employment News.

33% said that through Hindustan Times they came to know about the vacancies.

15% said Times of India while 2% said that they got information through other

newspapers.



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When asked whether they faced difficulty in downloading and filling the form. It is

observed that:

32% said that it was very for them while 27% said that it was convenient.

30% said that it was OK whereas 9% said that it was a bit difficult.

2% didn’t give any response.



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When the question was asked whether the time gap between the release of

advertisement & submission of application & receipt of interview letter adequate,

it was observes that:

53% said that time period was adequate...

31% said it was less.

16% said it was very less.



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When the question was asked that which references helped you to know NTPC

better, it was observed that:

47% said that it was through internet.

23% said that through the job page of NTPC they gathered information.

16% said that through the annual report they came to know about NTPC while

7% said that they are used other sources for gathering information.

5% didn’t respond.



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When asked why you want to join NTPC, it was observed that:

25% want to join NTPC, because of better job profile while 19% said that it is

because of work culture.

17% said that it is because of pay while 18% said because of job security they

want to join NTPC.

4% gave other reasons for joining the company.



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When asked whether the interview was scheduled & confirmed on time, it wasobserved that:

80% agreed that interview was scheduled on time whereas 14% disagreed.

Rest didn’t respond.



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When asked whether the interview venue was easy to locate or not it was

observed that:

80% agreed that it was easy to locate the interview venue.

12% employees said that they faced difficulty in locating the venue.

8% did not respond.



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When it was asked whether the time gap between the submission of application

and interview was too long, it was observed that:

65% of the employees agree to this.

28% said they don’t think so.

7% gave no respond



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When the question was asked to the employees about their views on various

methods used in selection process, it was observed that:

64% said that the methods used in selection process were good.

33% said that the new methods of selection can be used.

3% said that the methods used for selection should be simple.



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When asked whether the Job description and pay scale was clearly explained to

them, it was observed that:

89% agreed that their job description was clearly explained

9% disagreed and 2% did not respond



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When asked NTPC’s recruitment & selection process compare favorably to that of

other companies, it was observed that:

61% agreed that the recruitment & selection procedure in NTPC good.

36% employees disagreed and said it can be improved.

3% did not answer



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When asked if they are satisfied with their present postings:

76% employees are satisfied

21% are not satisfied

3% did not respond



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When asked for their suggestions:

Around 66% did not have any opinion and suggested that the things were in their

current best while other suggested that:

Road maps must be given to outstation candidates to enable them to find the

venues on time.

Nature of work should be made clearer.

The advertisement given on net should be in a bigger font to make it legible.

While some also said that transparency must be maintained with regard to job

postings.



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RESEARCH FINDINGS

Based on questionnaire

Most of the candidates got information about the vacancies through newspapers.

Around 50% of them referred to Employment News and 33% referred to The

Hindustan Times.

Most of the candidates found that downloading and filling up the forms was an

easy task, through some of them did face some problems and suggested that the

submission of form should be an online procedure.

Around 70% of the candidates said that the time gap between the release of

advertisement and submission of application form was adequate.

Newspapers and magazine were the topmost resources the provided informationto the candidate regarding the company while few of them surfed the internet for

the same.

Work profile stood out as the top most reason as to why people wanted to shift

over to NTPC, the offer being job security and growth prospects.

The general inference that can be drawn about pre interview arrangements is

that overall most of the candidates were quite satisfied, only some faced some

problems.



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On a general basis, the candidates seemed quite satisfied with NTPC’s

recruitment procedure even on a comparison with other companies, but some of

them were not satisfied with the fact that the interviews were not conducted on

time and that they faced problems with respect to locating the venue.

Based on interviews & other sources

The time gap between the release of advertisement and the call for the interview

is very long.

The mode of recruitment currently employed fulfills the manpower needs of the

organization. Manpower planning is efficiently working in identifying the vacant

positions.

Most of the employees currently working in NTPC are satisfied with their present

position / post. It showed the evaluation of currently recruitment process.

The objectives of the recruitment and selection are not completely fulfilled but

mostly fulfilled by the current recruitment policy followed at NTPC.

The recruitment procedure at NTPC differs from other due to transparency and

uniformity. It is unbiased on merit.

There is very friendly interaction & flexibility if genuine problems occurred.

The test procedure was tough so that it could select best out of the pool.



46

CONCLUSIONS

The purpose of this research is to understand the Recruitment & Selection Process at NTPC. In the

study iit was found that external mode of recruitment is effective for the organization as it brings out

more efficient employees.

Turnovers are less. Employees also spend more than 20 to 25 years in NTPC, their longevity shows

employees satisfaction level.

It was found in the study that the employees rated overall Recruitment as “good”, the employees are

satisfied with their posting in NTPC.



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48

SUGGESTIONS

Suggestions come from the survey for the improvement of the Recruitment &

Selection Process.

The company should upload the job vacancies on its website and invite online

applications.

Software should be used for screening of applications of prospective candidates.

The written test should be conducted in the form of MCQ’S and preferably OMR

sheets must be used.

The written test stage of the recruitment process can be outsourced.

Time gap between call for interview and conduct of actual interview should be

increased so that outstation candidates can make necessary arrangements.

Interviews can be conducted at various centers so that when candidates turn up

in large numbers, the process becomes more systemized, takes lesser time and

the cost of travelling and accommodation gets minimized.



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50

BIBLIOGRAPHY

BOOKS AND AUTHORS:

Human Resource Management by Cynthia Fisher

Human Resource Management by V. S. P Rao.

Handbook of recruitment policy and procedures of NTPC.

NTPC’s Journals

WEBSITES:

www.ntpcindiacom

www.time4education.com

www.ilearn.Senecac.on.ca/careers/interviews/types.htm

www.bc.edu/schools/cas/premed/interview/purpose

www.jobskilla.info/resume_edge/type_of_interview.htm

www.google.com

http://www.ntpcindiacom/


http://www.time4education.com/


http://www.ilearn.senecac.on.ca/careers/interviews/types.htm


http://www.bc.edu/schools/cas/premed/interview/purpose


http://www.jobskilla.info/resume_edge/type_of_interview.htm












51

ANNEXURE

Questionnaire

The purpose of this questionnaire is to understand recruitment & selection

procedure followed in NTPC. You are requested to be open in your comments

and suggestions your suggestions and feedback will be review by us so as to

identify and implement ways to improve the recruitment process in the company.

Please note that this questionnaire is used only to assess the procedures

followed and does not concern you personally. Your replies are treated in

confidence and any feedback given is used in knowing the recruitment

procedures in the company.

Q-1) How did you come to know about the current vacancy in NTPC?

Newspaper

Internet

Employees

Others

Q-2). Which newspaper provided the information about the vacancies?

Employment Newspaper

The Hindustan Times

Times of India

Others



52

Q-3) Rate the level of difficulty faced by you in downloading & filling up

form?

Difficult

O.K

Easy

No comments

QUESTION-4) Was the time gap between the release of advertisements and

submission of application and receipt of interview letter adequate?

Adequate

Less

Very less

Q-5) Which reference helped you to know NTPC better, as part of your

preparation for interview?

Job Page

Annual Report

Friends

Internet

Others

No comments

Q-6) What were your reasons for choosing NTPC as your employer?

Work culture

Profile

Pay



53

Advancement

Job security

Others

Q-7) Was the interview was scheduled and confirm on time?

Agree

Disagree

No comments

Q-8) Whether the interview venue was easy to locate or not?

Disagree

Neutral

Agree

QUESTION- 9) - whether the gap between the submission of application

and call for interview was too long?

Disagree

Neutral

Agree

QUESTION- 10)-Does the selection methods were:

Simple

Good

Difficult



QUESTION- 11) - Was the job description was explained clearly?

Disagree

Neutral

Agree

QUESTION- 12)-Do you think that NTPC’S recruitment and selection

process compares favorably with other companies?

Disagree

Neutral

No response

QUESTION- 13)-Are you satisfied with your present posting?

Satisfied

No satisfied

No comments

QUESTION- 14)-any other suggestions you would like to make?

Yes

No

A Critical Analysis of Recruitment & Selection Process at Ntpc Ltd_2011

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