A Project Report on Study of Recruitment Process in BHEL 2008 -09 Submitted in partial fulfillment of the Requirement of The Award of the degree of Master of Business Administration AT DAYALBAGH EDUCATIONAL INSTITUTE DAYALBAGH, AGRA (UP) Submitted By : Submitted To :
BHEL Project on Recruitment
Nov 15, 2014
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A Project Report on Study of
Recruitment Process in BHEL
2008-09 Submitted in partial fulfillment of the Requirement of The Award of the degree of Master of Business Administration AT
DAYALBAGH EDUCATIONAL INSTITUTE
DAYALBAGH, AGRA (UP)
Submitted By: Submitted To:
Mr. N K GUPTA (AGM HR)
DEI, AGRA
I would like to take this opportunity to express my sincere gratitude
to my respected mentor MRS.MANJARI MATHUR, for her valuable
guidance.
I extend my sincere thanks to Mrs.DEEPIKA MADAM, MR.GIRISH SIR
HR Executive & MR.AMIT SIR Dy. manager HR BHEL for their support
and help in the completion of the project.
I would like to thanks almost everybody at the BHEL office for
his/her friendliness and helpful nature.
With immense pleasure and deep sense of sincerity, I have completed
my Industrial training. It is an essential requirement for each and
every student to have some practical exposure towards real world
situations. A systematized practical experience to inculcate self
confidence in a student so that they can mentally prepare themselves
for this competitive environment.
The purpose of training are:
1. Developing intellectual ability of student
2. Bring confidence
3. Developing skills
4. Modify Attitudes
EXECUTIVE SUMMARY
COMPANY PROFILE
RESEARCH METHODOLOGY
LITERARY REVIEW
PROJECT
QUETTIONNAIRE
FINDINGS & ANNALYSIS
RECOMMENDATION
BIBLIOGRAPHY
ANNEXURE
CONCLUSION
CASE STUDY
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.
• Employees - 43636 (As on 1-4-07)
• Turnover - Rs 21401 Crores (2007-08)
• 14 Manufacturing divisions
• 4 Power Sector regional centres
• 8 service centres and 16 regional offices
• Major Units/Divisions are Certified with ISO 9001(2000), ISO 14001 and OHSAS 18001
• Continuous Profits since 1971-72
• Caters to Core Sectors viz., Power, Industry, Transportation, CORPORATE OFFICE
MANUFACTURING
LOCATIONS
SERVICE CENTRES
NEW DELHI
BARODANAGPUR
PATNA
CALCUTTAAAAA
VARANASI
GOINDWAL
HARIDWAR
RUDRAPUR
JAGDISHPURJHANSI
BHOPAL
HYDERABAD
BANGALOREE
RANIPET
TIRUCHIRAPALLY
REGIONAL OFFICES (POWER SECTORS)
1. NEW DELHI (NORTHERN REGION)
2. CALCUTTA (EASTERN REGION)
3. NAGPUR (WESTERN REGION)
4. CHENNAI (SOUTHERN REGION)
BUSSINESS OFFICES
1. BANGLORE
2. BARODA
3. BHUBANESHWAR
4. MUMBAI
5. CALCUTTA
6. CHANDIGARH
7. GUWAHATI
8. JABALPUR
9. JAIPUR
10. LUCKNOW
11. CHENNAI
12. NEW DELHI
13. PATNA
14. RANCHI
15. SECUNDRABAD
MANUFACTURING UNIT
1. HEAVY ELECTRICAL EQUIPMENT PLANT,
HARDWAR
2. CENTRAL FOUNDRY FORGE PLANT,
HARDWAR
3. HEAVY POWER EQUIPMENT PLANT,
HYDERABAD
4. HIGH PRESSURE BOILER PLANT, TRICHY
5. HEAVY ELECTRICALS PLANT, BHOPAL
6. TRANSFORMER PLANT, JHANSI
7. ELECTRONICS DIVISION, BANGALORE
8. BOILER AUXILIARIES PLANT, RANIPET
9. INDUSTRIAL VALVES PLANT, GOINDWAL
10. ELECTRO-PORCELAINS DIVISION, BANGALORE
11. INSULATOR PLANT, JAGDISHPUR
12. COMPONENT FABRICATION PLANT, RUDRAPUR
13. HEAVY EQUIPMENT REPAIR PLANT, VARANASI
14. ELECTRICAL MACHINE REPAIR PLANT, MUMBAI
SERVICE CENTRES
1. NOIDA
2. BARODA
3. CALCUTTA
4. CHANDIGARH
5. SECUNDRABAD
6. NEW DELHI
7. NAGPUR
8. PATNA
9. VARANASI
B.H.E.L – OVERVIEW BHEL is country’s premier engineering organization and one
of the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS).
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 the financial turnover during the
year 2007-08 was Rs.21,401 Crores and Current Order Book is of
around Rs.1,20,000 Crores. BHEL plans to be a Rs.45,000 Crores
Company by 2011-12 and a Rs.90,000 Crores Company by 2016-17.
BHEL is the only PSU among the 12 Indian Companies to figure in
“Forbes Asian Fabulous 50” list.
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, 4 Power Sector regional centers, 15 regional
offices and 100 number of projects sites spread all over India and abroad
and enables the company to promptly serve its customers and provide then
with suitable products, 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 power 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 has, over the years, established its references in 70 countries across all
inhabited continents of the world. These references encompass almost the
entire range of BHEL products and services, covering Thermal Hydro and Gas-
based turnkey power projects, substation projects, Rehabilitation projects,
besides a wide variety of products like Transformers, compressors, Valves, Oil
field equipment, Electrostatic Precipitators, Photovoltaic equipments, insulators,
heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major
successes achieved by BHEL have been in Gas-based power projects in
Oman, Libya, Malaysia, Saudi Arabia, Iraq, Bangladesh, Sri Lanka, China,
Kazakhstan; Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia,
Thailand, Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan,
Bhutan, Nepal, Taiwan and Substation projects & equipment in various
countries. Execution of these overseas projects has also provided BHEL the
experience of working with world-renowned Consulting Organizations and
Inspection Agencies. The Company has been successful in meeting demanding
requirements International markets, in terms of complexity of the works as well
as technological, quality and other requirements viz. HSE requirement, financing
package, associated O&M services to name a few. BHEL has proved its
capability to undertake projects on fast-track basis. BHEL has also established
its versatility to successfully meet the other varying needs of various sectors, be
it captive power, utility power generation or for the oil flexibility to exhibited
adaptability by manufacturing and supplying intermediate products.
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
company 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 becoming "A World Class Engineering Enterprise
committed to enhancing stakeholder value". Force behind realization of this
vision and the source of our competitive advantage is the energy and ideas of
our 44,000 strong highly skilled and motivated people. The Human Resource
Development Institute situated in NOIDA, a corner-stone of BHEL learning
infrastructure, along with Advanced Technical Education Center (ATEC) in
Hyderabad and the Human Resource Development Center at the manufacturing
Units, through various organizational developmental efforts ensure that the
prime resource of the organization – the Human Capital is “Always in a state of
Readiness”, to meet the dynamic challenges posed by a fast changing
environment. It is their constant endeavor to take the HRD activities to the
strategic level of becoming active partner to the (organizational) pursuits of
achieving the organizational goals.
HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP)
HARIDWAR:
The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the
major manufacturing plants of BHEL. The core business of HEEP includes
design and manufacture of large steam and gas turbines, turbo generators,
hydro turbines and generators, hydro turbines and generators, large AC/DC
motors and so on.
Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with
7467 strong highly skilled technicians, engineers, specialists and professional
experts is the symbol of Indo Soviet and Indo German Collaboration. It is one of
the four major manufacturing units of the BHEL. With turnover of 164059 lacks
and PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid
during 2005-06.
HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to
1000MW, Hydro Sets up to HT Runner dia 6300mm, associated Apparatus
Control gears, AC& DC Electrical machines and large size Gas Turbine of 60-
200 MW. HEEP Hardwar contributes about 44% of India’s total installed
capacity for power generation with total capacity of Thermal, Nuclear & Hydro
Sets of over 45000MW currently working at a Plant Load Factor of 76% and
Operational Availability of 86%. In spite of acute recession in economy, BHEL
Haridwar received recent orders for Mejia-5&6, Sipat, Bhatinda, Chandrapura,
Bakreshwar, Santaldih, Bhilai, Dholpur.
HISTORICAL PROFILE:
The construction of heavy electrical equipment Plant commenced in
Oct.”1963”after indo- soviet technical co-operation agreement in Sept.”1959”The
first product to roll out from the plant was an electric motor in January
1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and first
100MW Turbo Generator in August 1971.The plant’s “break even” was achieved
in March 1974.BHEL went in for technical collaboration with M/s Siemens,
Germany to undertake design and manufacture to large size thermal sets upto a
unit rating of 1000 MW in the year 1976.First 200 MWTG set was commissioned
at Obra in 1977.The continuum of technological advancement subsequently
saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation
of Gas Turbine manufacture was also signed with M/s Siemens Germany. First
150 MW ISO rating gas Turbine was exported to Germany in Feb”1995”.Our
250 MW thermal set up at Dahanu Plant of BSES made a history by continuous
operation for over 150 days and notching up a record plant load factor greater
than 100%.
CORPORATE CITIZEN:
HEEP Haridwar Strategic plans and its policy & strategy are commensurate
with BHEL Corporate / strategic Plan . As first PSU to adopt Corporate Planning
as a process . Board meetings for long –range development , BHEL has always
guided other PSU’s in their Corporate planning process .Board meeting ,
monthly Management Committee meetings, Annual Revenue Budget exercise ,
Mid term reviews , Apex TQ council reviews, Personnel Heads Meet, Quality
Heads Meet , Technology Meets , Product committees meetings, Inter-Unit
Quality Circle Meets etc. Are the some of crore strengths of BHEL Corporation’s
vast network.
.
FAVOURABLE BUSINESS ENVIRONMENT:
Power Sector has to grow over 10% annually to reach the 7% GDP level. Thus,
the demand for thermal sets will remain high. Central Electricity Authority (CEA)
is the guiding authority for Power Sector strategies in our country. BHEL
representatives, along with representatives from various domestic customers,
are an integral part of various committees formed by CEA. This enables us to
guide and understand the market requirements and future challenges. To meet
the 11th Five Year Plan target of adding 61,000MW, CEA has planned addition
of 23 nos. Standardized 500MW sets for faster project execution and cost
reduction. BHEL, including HEEP, is a part of this process. CEA has
standardized for the next capacity of 800MW sets and has asked BHEL to
prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL
has tied up with Siemens for upgradation of technology. Further CEA’s stress on
R&M of ageing Power Plants is also providing business opportunity to unit.
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.
COMPANY'S BUSINESS MISSION AND OBJECTIVES
BUSINESS MISSION
To maintain a leading position as suppliers of quality equipment, systems
and services in the field of conversion of energy, for application in the
areas of electric power transportation, oil and gas exploration and
industries. Utilize company's capabilities and resources to expand
business into allied areas and other priority sectors of the economy like
defence, telecommunications and electronics.
BUSINESS OBJECTIVES
GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL
defence, telecommunication and electronics in existing business, new
areas and international operations so as to fulfill national expectations
from BHEL.
PROFITABILITY:
To provide a reasonable and adequate return on capital employed,
primarily through improvements in operational efficiency, capacity
utilization, productivity and generate adequate internal resources to
finance the company's growth.
CUSTOMER FOCUS:
To build a high degree of customer confidence by providing increased
value for his money through international standards of product quality,
performance and superior services.
PEOPLE- ORIENTATION:
To enable each employee to achieve his potential, improve his
capabilities, perceive his role and responsibilities and participate and
contribute positively to the growth and success of the company and to
invest in human resources continuously and be alive to their needs.
TECHNOLOGY:
Achieve technological excellence in operations by development of
indigenous technologies and efficient absorption and adaptations of
imported technologies to suit business need and priorities and provide
the competitive advantage to the company.
IMAGE:
To fulfill the expectations which stakeholders like government as owner,
employees, customers and the country at large have from BHEL.
SUMMARY OF BHEL’S CONTRIBUTION TO
VARIOUS CORE SECTORS:-
BUSINESS SECTORS
BHEL's operations are organized around three business sectors, mainly power,
industry and international operations. This enables BHEL to have a strong
customer’s orientation, to be sensitive to his needs and respond quickly to the
changes in the market.
POWER SECTORS
Power is the core sector of BHEL and comprises of thermal, nuclear gas, diesel
and hydro business. Today BHEL supplied sets, accounts for nearly 66 % of the
total installed capacity in the country as against nil till 1969-70. BHEL
manufactures boilers auxiliaries, TG sets and associate controls, piping and
station C & I up to 500 MW rating with technology and capability to go up to
1000 MW range.
BHEL has contracted so far around 240 thermal sets of various ratings, which
includes 14 power plants set up on turnkey basis. Nearly 85 % of World Bank
tenders for thermal sets floated in India have been won by the company against
international competition.
It has the capability to manufacture gas turbines up to 200 MW rating and
custom built combined cycle power plants. Nuclear steams generators, turbine
generators, sets and related equipment of 235 MW rating have been supplied to
most of the nuclear power plants in India Production of 500 MW nuclear sets, for
which orders have been received.
BHEL has developed expertise in renovation and maintenance of power plant
equipment besides specialized know how of residual life assessment, health
diagnostic and life extensions of plants. The four power sectors regional centers
at New Delhi, Chennai, Kolkata and Nagpur will play a major role in giving a
thrust to this business and focus BHEL's efforts in this area.
INDUSTRY SECTORS
BHEL is a major producer of large size thyristor devices. The products include
centrifugal compressors, high speed industrial drive turbines, industrial boilers
and auxiliaries, waste heat recovery boilers, gas turbines, electric motors,
drives, and control equipments, high voltage transformers, switch gears and
heavy castings and forgings.
TRANSMISSION
A wide range of transmission products and systems are produced by BHEL to
meet the needs of power transmission and distribution sector. These include:
Dry Type Transformers
SF6 Switch Gears
400 KW Transmission Equipment
High Voltage Direct Current System
Series and Shunt Compensation Systems
In anticipation of the need for improved substations, a 33 KV gas insulated sub-
station with micro processors base control and protection system has been
done.
TRANSPORTATION
65 % of trains in Indian Railways are equipped with BHEL's traction and traction
control equipment. These include:
Broad Gauge 3900 HP AC / DC locomotives
Diesel Shunting Locomotives up to 2600 HP
5000 HP AC Loco with thyristor control
Battery Powered Road Vehicles and Locomotives
RESEARCH AND DEVELOPMENT
BHEL has a corporate R & D center supported by R & D groups at each of the
manufacturing divisions. The dedicated effort of BHEL's R & D engineers have
produced several new products like automated storage retrieval system
automated guide vehicles for material transportation etc. Establishment of Asia's
largest fuel evaluation test facility at Tiruchy was high light of the year. This
facility will enable evaluation of combustion, heat transfer and pollution
parameters in boilers.
Major R & D achievement include:
Design manufacture and supply of countries first 17.2 MW industrial steam
turbines.
Development of 4700 HP AC / DC loco for Indian Railways.
Development of largest capacitor voltage transformers of 8800 PF 400 KV
rating.
Development and application low cost ROBOTS for job loading/unloading.
According to ex- CMD MR. R.K.D. SHAH, "BHEL is spending Rs. 60 Crores
on Research and Development. Earning from product which has been
commercialized has gone up 26 % to Rs. 760 Crores."
TECHNICAL COLLABORATIONS, DIVISIONS, COMPETITORS AND VARIOUS PRODUCT OF BHEL
TECHNICAL COLLABORATION
PRODUCT COLLABORATIONS
# Thermal Sets, Hydro Sets, Motors &
PROMMASHEXPORT
Control Gears. RUSSIA
# Bypass & Pressure Reducing Systems SULZER
BROTHER LTD.
SWITZERLAND
# Electronic Automation System for SIEMENS AG.
Steam Turbine & Generators GERMANY
# Francis Type Hydro Turbines GENERAL
ELECTRIC
CANADA
# Moisture Separator Reheaters BALOKE DUERR
GERMANY
# Christmas Trees & Conventional Well NATIONAL OIL
WELL
Head Assemblies USA
# Steam Turbines, Generators and Axial SIEMENS AG.
Condensers GERMANY
# Cam Shaft Controllers and Tractions SIEMENS AG.
Current Control Units GERMANY
# HDVC ABB
SWEDEN
# Programmable Controls ABB
SWITZERLAND
# Gas Turbines GENERAL
ELECTRIC CO.
USA
# Tube Mills STIEN
INDUSTRIES
FRANCE
DIVISIONS OF BHEL:
There are 20 Divisions of BHEL, they are as follows: HEEP, Hardwar
HPEP, Hyderabad
HPBP, Tiruchy
SSTP & MHD, Tiruchy
CFFP, Hardwar
BHEL, Jhansi
BHEL, Bhopal
EPD, Bangalore
SG, Bangalore
ED, Bangalore
BAP, Ranipet
IP, Jagdishpur
IOD, New Delhi
COTT, Hyderabad
IS, New Delhi
CFP, Rudrapur
HERP, Varanasi
Regional Operations Division ARP, New Delhi
TPG, Bhopal
Power Group (Four Regions and PEM)
MAJOR COMPETITORS OF BHEL
Ansaldo Italy
Asea Brown Boueri Switzerland
Beehtel USA
Block & Neatch USA
CNMI & EC China
Costain U.K.
Elect rim Poland
Energostio Russia
Electro Consult Italy
Franco Tosi France
Fuji Japan
GEC Alsthom U.K.
General Electric USA
Hitachi Japan
LMZ Russia
Mitsubishi Japan
Mitsui Japan
NEI U.K.
Raytheon USA
Rolls Royce Germany
Shanghai Electric Co. China
PRODUCTS OF BHEL
1. Thermal power plants
2. Nuclear power plants
3. Gas Based power plants
4. Hydro power plants
5. Dg power plants
6. Industrial sets
7. Boilers
8. Boiler Auxiliaries
9. Piping System
10. Heat exchangers and pressure
Vessels
Pumps
11. Power station Control
equipment
12. Switchgear
13. Bus Ducts
14. Transformer
16. Industrial and special ceramics
17. Capacitors
18. Energy Meters
19. Electrical Machines
20. Compressors
21. Control Gear
22. Silicon Rectifiers
23. Thyristor GTO/ IGBT equipments
24. Power Devices
25. Transportation equipments
26. Oil Field equipments
27. Castings and Forgings
28. Steams Steel Tubes
29. Distributed power Generation and Small
Hydro Plant
30. Systems and Services
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
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 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 whose primary 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 Analysis 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 KnownLanguage 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 leavingRemuneration Expected Suitable for any otherDeptt./jobComments, if any
Selected Not- Keep Pending Call for final
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:-
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 ASSISTANT 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:
VI) 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
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
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
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 success.
RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY
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 .
HOW CANDIDATES ARE RECRUITED IN THE COMPANY?
There are various ways of recruiting candidates in the company as depicted in the chart below: -
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 12 centers:
1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar
8. Varanasi 9.Bangalore 10.Tiruchy 11.Haridwar12.Nagpur Candidates have to
choose one of these cities as Test Centre and no change will be allowed
subsequently .BHEL reserves the right to change or delete any of the above
mentioned test centers at its discretion.
JOB SPECIFICATION OF THE EMPLOYEES
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
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: -
THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE
SHOULD BE :-
According to the sample ,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
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.
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.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.
8.Manpower planning should be followed before recruiting.
9.Proper enquiry 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 Management– by Gary Dessler
www.bhel.com,www.bhel.co.in
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
however the objective may be ,so an attempt is made to study the attitude of those who
are participating in recruitment process before giving any suggesting and concluding
remarks. For this purpose research has taken opinion of 15 executives and 12
worker/employee of different departments/sections of the organisation. The questionnaire
prepared and circulated may them is reproduced below indicating their responses to each
question.
An example of a Questionnaire circulated among Yes No No R esponse
executives
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
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
40%
40%
10%
70%
60%
25%
60%
85%
10%
50%
50%
80%
20%
30%
65%
30%
5%
80%
10%
10%
10%
10%
10%
10%
10%
10%
10%
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?
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
30%
35%
65%
65%
50%
90%
90%
Nil
60%
55%
25%
25%
40%
Nil
Nil
90%
10%
10%
10%
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 data analysis it came to conclusion that BHEL is a growing
Company. It has a separate personnel department which is entrusted with the task of
carrying out its various roles 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.
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 offer.
Through Requisitions : The Requisition Process(an official written demand) comprises
of Manpower 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 case lets 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.
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.
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 the site.
4. Unsolicited applications will neither be entertained nor responded.
SAMPLE OF HOW ONLINE RECRUITMENT TAKES PLACE(of ET &
ST-2008):-
JOB : Recruitment of Engineer Trainees and Supervisor
Trainees in BHEL
Name and Address of Company:
Bharat Heavy Electronics Limited BHEL
Room No. 35, Main Admn. Bldg,
HEEP -Bharat Heavy Electrical Ltd.(BHEL) Ranipur, Haridwar – 249 403.
About Company:
Bharat Heavy Electronics Limited BHEL is country’s premier engineering
organization and one of the NAVARATNA PSUs and caters to core sectors of Indian
economy viz Power Generation and Transmission, Industry, Transportation, Oil & Gas,
Renewable Energy, having 14 Manufacturing Divisions, 08 Service Divisions, 15
Regional Offices, 04 Power Sector Regional Centers and over 100 Project Sites spread
all over the Country.
BHEL invites applications for the posts of Engineer Trainees and Supervisor
Trainees
Name of the Post: Engineer Trainees
No. of Vacancy: 750posts (Mechanical –400, Electrical-200, Electronics –50,
Civil – 100)
Scale of Pay: Rs.10750-430-16750/-
Qualification: Full time regular Bachelor’s Degree in Engineering or Technology
from a recognized Indian University/ Institute in the disciplines of MECHANICAL/
ELECTRICAL/ ELECTRONICS/ CIVIL with minimum 60% marks in the aggregate of all
years/ semesters
Name of the Post: Supervisor Trainees
No. of Vacancy: 750 posts (Mechanical – 400, Electrical-200, Electronics – 50,
Civil – 100)
Scale of Pay: Rs.10750-430-16750/-
Qualification: Full time regular Diploma in Engineering from a recognized Indian
University/ Institute in the disciplines of Mechanical/ Electrical/ Electronics/ Civil with
minimum 60% marks in the aggregate of all years / semesters Or equivalent
qualifications.
How to apply for above post:
Obtain a Crossed Account Payee Demand Draft for Rs.100/- (Rs. One hundred only) in
favour of: M/s. Bharat Heavy Electricals Limited, Haridwar, drawn on any Scheduled
bank and payable at Haridwar (preferably, State Bank of India, BHEL, Ranipur,
Haridwar- Branch Code - 0586)
Candidates may fill in the ONLINE application form and submit the same.
(1) After submitting the application ONLINE, a unique Acknowledgement Number will
be allotted to the candidate.
The candidates are advised to download two print-outs of the Acknowledgement Slip
and send one of the print – outs, duly signed, after pasting his/her recent
photograph at appropriate place, along with Demand Draft as applicable, to the
following address so as to reach by the specified date ( 15th July, 2008 ) :
Sr. Manager (HR)
Room No. 39, Main Admn. Bldg,
HEEP -Bharat Heavy Electricals Ltd.(BHEL)
Ranipur, Haridwar – 249 403.
Note:The candidates are advised to retain a copy of acknowledgement slip for their
future reference.
Fees:
Rs.100/-
Last Date of Application Submission:
15th July, 2008
Application Form /Advertisement Source Credits:
http://www.bheletr.co.in/etrlive/jsp/index.jsp
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APPLICATION RECEIVED ONLINE FOR ABOVE POSITIONS AT BHEL HARIDWAR
CIVIL (FEMALE) ----------------- 478 (MALE) ----------------- 1745
ELECTRICAL (FEMALE) --------- 2067 (MALE) ---------- 9129
ELECTRONICS (FEMALE) ------- 3568 (MALE) ------- 8486
MECHANICAL (FEMALE) ----- --- 691 (MALE) ----------13021
TOTAL APPLICATIONS RECEIVED --39185
CUTOFF MARKS FOR WRITTEN EXAM ARE-
FOR ET(ENGINEER TRAINEE)-
DISCIPLINE GEN OBC SC STMECHANICAL 72.33 65.70 64.90 60.00ELECTRICAL 76.35 71.11 67.91 60.00ELECTRONICS 82.62 78.95 75.60 70.00CIVIL 71.20 60.02 62.12 60.00
FOR ST(SUPERVISOR TRAINEE)-
DISCIPLINE GEN OBC SC STMECHANICAL 72.79 66.57 65.27 55.03ELECTRICAL 75.60 70.56 68.38 59.53ELECTRONICS 80.58 77.42 74.58 68.55CIVIL 72.85 68.54 66.31 55.52
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
2.Middle Level
Personnel
3.Technical Experts
Production Manager, Financial Manager,
Sales Manager, Purchase Manager,
Research Manager, Budget Controller,
Factory Controller.
Industrial Engineer, Quality Controller,
Production Development Manager.
c. Re-employment
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
4.Lower level Personnel
5.Office Personnel
6.Labourers
Supervisor ,Accountants, Foreman
Clerk, Steno, Typist, Asssitant, Peon.
.
It includes the labourers and artisians
working in the organization.
a .Promotion
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.
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