BHEL SIP

HUMAN RESOURCE MANAGEMENT PROCESS

Submitted By-ABHAY PRATAP TRIBHUVANB.Com (Hons.) 3rd YearA7004611107HUMAN RESOURCEUnder the guidance of-INDUSTRY GUIDE: FACULTY GUIDE:Mr. JANMAJAI SINGH Dr. ARUN SIRRajbhasha officer(HR) Assistant ProfessorBHEL, JAGDISHPUR ABS, LucknowSUMMER INTERNSHIP REPORT IN PARTIAL FULFILMENT OF THE AWARD OF FULL TIME BACHELORS OF COMMERCE (2011-2014)

AMITY BUSINESS SCHOOLAMITY UNIVERSITY UTTAR PRADESH

STUDENT CERTIFICATE

Certified that this report is prepared based on the summer internship project undertaken by me in BHEL, JAGDISHPUR from 16th MAY 2013 to 30th JUNE 2013, under the able guidance of Dr. ARUN BHADAURIA in partial fulfillment of the requirement for award of degree of Bachelor of Commerce ( B.com(Hons.) ) from Amity University, Uttar Pradesh.

Date:

Signature Signature SignatureABHAY PRATAP TRIBHUVAN Dr.Arun Bhadauria Prof. V.P. Shahi

Student Faculty Guide Director(ABS)

FACULTY CERTIFICATE

Forwarded here with a summer internship report on HUMAN RESOURCE MANAGEMENT PROCESS submitted by ABHAY PRATAP TRIBHUVAN Enrollment No. A7004611107 student of B.Com (Hons.) 3rd Yr. (2011-14)This project work is partial fulfillment of the requirement for the degree of B.com (H) from Amity University Lucknow Campus, Uttar Pradesh.

Dr. ARUN BHADAURIAAssistant Professor (ABS)

AMITY UNIVERSITYLUCKNOW CAMPUS

UTTAR PRADESH

ACKNOWLEDGEMENT

Any task that is under taken reaches successful completion not only by an Individual effort but also by the guidance and support of many others. Here I acknowledge my heartiest gratitude to a few of them who have helped me to carry out this project work successfully.

I express my deep thoughts and regards to Mr. JANMAJAI SINGH, RAJBHASHA OFFICER, BHEL, JAGDISHPUR, for giving me this opportunity to undertake this project in this prestigious organization and providing a good environment to my work.I would also like to thank to project Guide Dr. Arun Bhadauria and entire staff for the invaluable help and support they extended during the project work. Last but not the least my endless appreciation goes to my family who have always supported me whenever I was low and have always boosted my willpower.

TABLE OF CONTENTS

EXECUTIVE SUMMARY

As human resource management is concerned with the people dimension in organization, at first, we should know organization in detail. Organizations are human associations in which two or more people seek to achieve a common goal or set of goals. In other word, organizations are established by the people and for the people. It consists of people working together through interrelationships and interactions. Organizations are created to achieve different goals. To achieve goals it should run various activities. Therefore an organization must consist of a structure, which defines jobs and relationships. In organization, different levels and division of jobs are defined to achieve specialization through division of labours. Organization design and job descriptions are the part of organizational structure, which limit the behaviour of the members in organizations.Management is the process of efficiently getting work activities completed with and through other people. An organization consists of goals and limited resources. To achieve goals, different activities are to be done. As there are limited resources, to get activities completed, the resources should be allocated properly. As management is the act of allocating scare resources to achieve goals and getting required activities in BHEL also it should be seen that people are allotted jobs as per their potential and as per their qualifications so that the jobs are completed with and through other people and this report analyzes that the above foresaid policies are followed upon in BHEL organization or not. The management process includes the planning, organizing, leading and controlling activities that take place to accomplish objectives.The research methodology adopted for this study is mainly from secondary sources of data which includes annual reports of BHEL, and website of the company. The use of primary sources is limited to interviews with few employees in the finance department and also from the working process adopted in the company as interviewed from employees.

CHAPTER-1

INTRODUCTION

INTRODUCTION

Human resource management(HRM, or simplyHR) is themanagementof anorganization'sworkforce, orhuman resources. It is responsible for theattraction,selection,training,assessment, andrewardingof employees, while also overseeing organizationalleadershipandcultureand ensuring compliance withemployment and labor laws. In circumstances where employees desire and are legally authorized to hold acollective bargaining agreement, HR will also serve as the company's primary liaison with the employees' representatives (usually alabor union). HR is a product of thehuman relations movementof the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work, such aspayrollandbenefitsadministration, but due toglobalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives likemergers and acquisitions,talent management,succession planning,industrialandlabor relations, anddiversityandinclusion.Instartup companies, HR's duties may be performed by trained professionals. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across thebusiness. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications.

HRM PROCESS

HRM is a staff function. HRM managers advise line managers throughout the organization. Furthermore, the company may need more or fewer employees and managers from time to time. The HRM process is an ongoing procedure that tries to keep the organization supplied with the right people in the right positions, when they are needed. The HRM function is especially important given the current trend toward downsizing.The HRM process includes seven basic activities:

1. Human resource planning is designed to ensure that personnel needs will be constantly and appropriately met. It is accomplished through analysis of internal factors, such as current and expected skill needs, vacancies, and departmental exam.. The use of computers to build and maintain information about all employees has enabled organizations to be much more efficient in their planning of human resources.

2. Recruitmentis concerned with developing a pool of job candidates in line with the human resource plan. Candidates are usually located through newspaper and professional journal advertisements, employment agencies, word of mouth, and visits to college and university campuses.

3. Selectioninvolves using application forms, resumes, interviews, employment and skills tests, and reference checks to evaluate and screen job candidates for the managers who will ultimately select and hire a candidate.

4. Socialization (orientation)is designed to help the selected individuals fit smoothly into the organization. Newcomers are introduced to their colleagues, acquainted with their responsibilities, and informed about the organization's culture, policies, and expectations regarding employee behavior.

5. Training and developmentboth aim to increase employees' abilities to contribute to organizational effectiveness. Training is designed to improve skills in the present job; development programs are designed to prepare employees for promotion.

6. Performance appraisalcompares an individual's job performance to standards or objectives developed for the individual's position. Low performance may prompt corrective action, such as additional training, a demotion, or separation, while high performance may merit a reward, such as raise, bonus, or promotion. Although an employee's immediate supervisor performs the appraisal, the HRM department is responsible for working with upper management to establish the policies that guide all performance.

7. Promotions, transfers, demotions, and separationsreflect an employee's value to the organization. High performers may be promoted or transferred to help them develop their skills, while low performers may be demoted, transferred to less important positions, or even separated. Any of these options will, in turn, affect human resource planning.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Staff is the most important resource of an organization. Human resource is the key ingredient to success. Human resource creates organizational accomplishments and innovations.

Recruitment and TrainingThis is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with the company is prepared. When needed, they also provide training to the employees according to the requirements of the organization. Thus, the staff members get the opportunity to sharpen their existing skills or develop specialized skills which in turn, will help them to take up some new roles.

Performance AppraisalsHRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts. Performance appraisals, when taken on a regular basis, motivate the employees.

Maintaining Work AtmosphereThis is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. A safe, clean and healthy environment can bring out the best in an employee. A friendly atmosphere gives the staff members job satisfaction as well.Managing DisputesIn an organization, there are several issues on which disputes may arise between the employees and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. They first hear the grievances of the employees. Then they come up with suitable solutions to sort them out. In other words, they take timely action and prevent things from going out of hands.

Developing Public RelationsThe responsibility of establishing good public relations lies with the HRM to a great extent. They organize business meetings, seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. Sometimes, the HR department plays an active role in preparing the business and marketing plans for the organization too.Any organization, without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a strong and effective HRM.

CHANGES IN HRM:Some of the significant changes that are likely to take place in the human resource management are as follows:

1. Increase in education levels: Due to technological progress and the spread of educational institutions workers will increasingly become aware of their higher level needs; managers will have to evolve appropriate policies and techniques to motivate the knowledge of workers. Better educated and organized workforce will demand greater discretion and autonomy at the work place.

2. Technological developments:This will require retraining and mid-career training of both workers and managers. Rise of the international corporation is proving new challenges for personnel function.

3. Changing composition of work force:In future, women and minority groups, SCs and STs would become an important source of man power in future on account of easy access to better educational and employment opportunities. Therefore manpower planning of every organization will have to take into consideration the potential availability of talent in these groups. Changing mix of the workforce will lead to new values in organizations.

4. Increasing government role:In India, personnel management has become very legalized. In future private organizations will have to co-ordinate their labour welfare programmes with those of the government private sector will be required increasingly to support government efforts for improving public health, education training and development and infrastructure.

5. occupational health and safety:Due to legislative presence and trade union movement, personnel management will have to be more healthy and safety conscious in future.

6. Organizational development:in future, change will have to be initiated and managed to improve organizational effectiveness. Top management will become more actively involved in the development of human resources.

7. New work ethic:greater forces will be on project and team forms of organization. As changing work ethic requires increasing emphasis on individual. Jobs will have to redesigned to provide challenge.

8. Development planning:personnel management will be involved increasingly in organizational planning, structure, composition etc. Greater cost-consciousness and profit-orientations will be required on the part of the personnel department.

9. Better appraisal and reward systems:organizations will be required to share gains of higher periodicity with workers more objective and result oriented systems ofperformance, appraisal and performance linked compensation will have to be developed.

10. New personnel policies:new and better polices will be required for the work force of the future. Traditional family management will give way to professional management with greater forces on human dignity.

NEW TRENDS IN HR

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today inbusinessis personnel . Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order.Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important.Some of the recent trends that are being observed are as follows:

The recent quality management standardsISO 9001andISO 9004of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training.

Charles Handy also advocated future organizational models likeShamrock,FederalandTriple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals.

To leapfrog ahead of competition in this world of uncertainty, organizations have introducedsix- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.

Human resource outsourcingis a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies.

With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating anenabling culture, organizations are also required to work out aretention strategyfor the existing skilled manpower.

Primary functions of human resource management1. Human resource planning:This is related to planning for both present and future demand and supplies. This is required to study the external market, and changes so that the planners can conduct a strategic plan in advance.2.Equal employment opportunity: This is concerned with both moral and legal responsibilities of the organizations through prevention of discriminatory policies, procedures and practices that are relevant to hiring, training, compensating, and appraising. 3.Staffing (recruitment and selection):It mainly deals with the identification of potential applicants for current and future openings and for assessing and evaluating in order to make a selection and placement decision.4.Compensation and benefits: This copes with an equitable internal wage structure, a competitive benefits package, as well as incentives tied to individual, teams or organizational performance.5.Employees (labor) relation: It is related to the communication system that employees can address their problems and grievances. This included unionized organizations and labor relations. 6.Health, Safety and Security:This annexes to promoting a safety and health work environment that includes safety training, employees assistance programs, and health and wellness programs. 7.Human resource development:It is intended to ensure that organizational members have the skills or competencies to meet current and future job demands.

Secondary functions of human resource management1.Organization and job design: It is the way of communication through inter-department, organization and job definition.2.Performance management and performance appraisal systems: It is related to maintaining accountability through the organization.3.Research and information systems: This includes human resource information systems that are necessary to make enlightened human resource decisions.

Objectives of Human Resource Management can be classified under four major categories.

1. Societal2. Organizational3. Functional4. Personal

SOCIETAL

HRM may contribute ethically and socially regarding the needs and challenges emerging in the society. If an organization fails to use its resources for society benefits in ethical ways it may lead to restriction by society. For example, society may limit the HR decisions through laws in hiring, it may limit laws that address discrimination, laws regarding safety or other areas of concern.

ORGANIZATIONAL

The main objective of HRM is to achieve organizational goals by bringing organizations effectiveness. HRM is not an end but it is a means to assist the organization in order to attain its objectives

FUNCTIONAL

Functional objective of HRM deals with contributions of each department regarding their need and effectiveness in order to attain organization goal. All the resource or skill set get wasted if HRM is not able to fulfill up with the organizational demand.

PERSONAL

HRM also deals with personal objectives of the individuals so that personal and organizational objectives can be met or order to achieve maximum production and attain competitive advantage. These personal objectives are important in order to maintain, retain and to motivate employees. If this not done employees dissatisfaction and poor performance will result in attrition or low productivity.

Merits and Demerits of Internal Sources of Recruitment in Human Resource Management:

Merits of Internal Sources of Recruitment:1. Internal sources of recruitment have the advantage of absorbing people already acquainted with the company culture.2. The employees are tried and tested people and the company can depend on them.3. It is a useful signal to employees and assures them that their services are recognised and this helps in maintaining their motivation and morale.4. It reduces labour turnover as it gives employees a sense of job security and opportunity for advancement.5. The employees are fully acquainted with the organization hence, job training can be reduced.6. Internal sources of recruitment are less costly than the other sources of recruitment.Demerits of Internal Sources of Recruitment:Internal sources of recruitment suffer from certain demerits which are:1. It limits the choice to a few employees only.2. The likes and dislikes of the superiors play an important role in the selection of an employee.3. It creates frustration among those employees who are not selected.

MERITS AND DEMERITS OF HR OUTSUORCING:

In a BLR webinar entitled "HR Outsourcing and Off shoring: How to Manage the Legal, Operational and Ethical Issues of Third-Party HR," Robin M. Throckmorton, MA, SHPR, president at Strategic Human Resources, Inc. in Cincinnati, Ohio described some of the advantages offered by Human Resources (HR) outsourcing, which is a growing trend in the industry.

Advantages to outsourcing HR include: Reduces costs Allows HR to be more focused and strategic More expertise and services Less burden on leaner staff Streamlines HR functions Limits risks borne by HR Offers flexibility for HR

But outsourcing HR also presents some potential risks: Unexpected cost impact Organizational resistance Reduced service levels The Human Resources Outsourcing (HRO) vendor's failure to deliver Changes in the HRO vendor's business Other vendor management issues Organizational worries

The question then becomes, when should you pursue outsourcing HR functions? Below are some potential considerations. Dilemma of costs vs. service Technology becomes too costly Need to focus on HR strategy Opportunity to access outside expertise Business case becomes apparent You have special needs

CHAPTER:2

COMPANY PROFILE

COMPANY PROFILE

1956- Company was set up at Bhopal in the name of M/s Heavy electrical (India) Ltd. in collaboration with AEI, UK. Subsequently, three more plants were set up at Hyderabad, Hardwar and Trichy. The Bhopal Unit was controlled by the company, the other three were under the control of Bharat Heavy Electricals Ltd.- The Company's object is to manufacture of heavy electrical equipments. 1972- In July the Operations of all the four plants were integrated. 1974- In January Heavy electrical (India)Ltd was merged with BHEL.- For the manufacture of a wide variety of products, the company has developed technological infrastructure, skills and quality to meet the stringent requirements of the power plants, transportation, petro chemicals, oil etc.- BHEL; has entered into collaboration which are technical in nature. Under these agreements, the collaborators have transferred, furnished the information, documentation, including know how relating to design, engineering, manufacturing assembly etc. 1982- BHEL also entered into power equipments, to reduce its dependence on the power sector. BHEL Insulator Plant (IP), Jagdishpur set up in 1984.

CERTIFCATES:BHEL has already attained ISO 9000 and all the major units/ division of BHEL have been upgraded to the latest ISO 9000:2000 version of quality standard certification for quality management. BHEL has secured ISO14001 certification for environmental management systems and OHSAS18001 certification for occupational for safety management systems for its major units /divisions. The companys inherent potential coupled with its strong performance over the years ,has resulted in it being chosen as one of the MAHANAVRATNA public sector enterprises (PSEs), which are to be supported by the Government of India in their endeavor to become future global players .

BHEL has:-1. Installed equipment for over 1,00,000 MW of power generation for utilities captive and industrial users worldwide.2. Supplied over 225000 MW a transformer capacity and other equipment operating in transmission and distribution network up to 400kv (Ac & Dc).3. Supplied over 25000 motors with drive control system to power projects, petrochemicals, refineries, steel, aluminum, fertilizers, cement plants etc.4.Supplied traction electrics and AC/DC locos to power over 12000 kms railway network.5.Supplied over one million valves to power plants and other industries.

BHEL caters to core sectors of the Indian economy viz; power generation & transmission, industry, transportation, telecommunication, renewable energy, defense etc. the wide network of BHEL's 14 manufacturing divisions, four power sector regional centers, over 100 project sites, eight service centers and 14 regional offices enables the company to be closer to its customers and provide them with suitable products, systems and services efficiently and at competitive prices. Having attained ISO 9000 certification, BHEL is now well on its journey towards total quality management (TQM), On the environmental management front, the major units of bhel have 4 already acquired the ISO14001 certification,

Power sectorPower generation sector comprises thermal, gas, hydro and nuclear power plant business. As of 31-3-2008, BHEL supplied sets account of nearly 85, 786 MW or 64% of the total installed capacity of 1,34,6976 MW in the country, Significantly, there sets generated an all time high 454.59 Billion Units of electricity contributing 73% of the total power generated in the country. BHEL has proven turnkey capabilities for executing power project s from concepts to commissioning. The company has introduced new rating thermal set of 270 MW,525 MW, 600 MV in sub critical range and possesses the technology & capabilities to produce large capacity thermal set with super critical parameters and gas turbine-generator sets. Co-Generation and combined-cycle plants have been introduced to achieve higher plant efficiencies. To make efficient use of the high ash content coal available in India, BHEL supplies circulating fluidized bed combustion boilers to both thermal and combined-cycle power plants. The company manufactures 220/235/500/540 MW, nuclear turbine generator sets, Custom-made hydro sets of Francis, Pelton and Kaplan types for different head discharge combination sare also engineered and manufactured by BHEL. In all, orders for more than 700 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 to the best in the world, and is also internationally competitive. The company has proven expertise plant performance improvement through renovation, modernization and upgrading of variety of power plant equipment, besides specialized know how of residual life assessment, health diagnostics and life extension of plants.

TransmissionBHEL also supplies a wide range of transmission products and systems of up to 400 KV class. These include high voltage power & instrument transformers, dry type transformers, shunt & series reactors switch gear, 33 KW gas insulated sub-station capacitors, insulators etc. for economic transmission of bulk power over long distances, and High Voltage Direct Current (HVDC) systems are supplied. Series and shunt compensation systems, to minimize transmission loses, have also been supplied.

Industry sector Industries BHEL is a major contributor of equipment and systems to industries: cement, sugar, fertilizer, refineries, petrochemicals, steel, paper etc. the range of systems and equipment supplied includes: captive power plants, dg power plants, high speed industrial drive turbines, industrial boilers and axillaries, waste heat recovery boilers, gas turbines, heat exchangers and pressure vessels, centrifugal compressors, electrical machines, pumps, valves, seamless steel tubes and process controls, control systems for process industries, and control and instrumentation systems for power plants, defense and other applications. The company has connected manufacture of large scale desalination plants to help augment the supply of drinking water to people

TransportationMostly of the trains operated by the railways, including the metro in Calcutta, are equipped with BHEL'S traction electrics and traction control equipment. The company supplies electric locomotives to Indian Railways and diesel shunting locomotives to various industries. 5000/4600 hp ac/dc locomotives developed and manufactured by BHEL have been supplied to Indian railways. Battery powered road vehicles are also manufactured by the company. BHEL also supplies traction electrics and traction control equipment for electric locos, diesel electric locos, and EMUs/DEMUs to the railways.

Telecommunication BHEL also caters to telecommunication sector by way of small, medium, and large switching systems.Renewable energyTechnologies that can be offered by BHEL for exploiting non-conventional and renewable resources of energy includes: wind electric generators, solar power based water pumps, lighting and heating systems. The company manufactures wind electric generators of unit size up to 250 KW for wind farms, to meet the growing demand for harnessing wind energy.

International operations BHEL has, over the years established its references in over 50 countries of the world, ranging from the United States in the west to new-Zealand in the far east. These references encompass almost the entire product range of BHEL, covering turnkey power projects of thermal, hydro and gas based type sub-station projects, rehabilitation projects, besides a wide variety of products, like switch gear, transformer heat exchangers, insulators, castings and forgings. Apart from over 1100 MW of boiler capacity contributed in Malaysia, some of the other major successes achieved by the company have been in Oman, Saudi a Arabia, Libya, Greece, Cyprus, Malta, Egypt, Bangladesh, Azerbajan, Srilanka, Iraq etc. execution of overseas projects has also provided BHEL the experience of working with world renowned consulting organizational and inspection agencies.

BHELs Manufacturing Unit

1. BANGALORE A. ELECTRIC DIVISION B. Industrial system Group C. Electro Porcelains Division

2. BHOPAL Heavy Electrical Pant 3. GOVINDWAL Heavy Values Point

4. HARADWA Heavy electrical equipment Plant 5. HYDERABAD Heavy power equipment plant 6. JAGDISHPUR. Insulator division 7. JAHNSI Transformer plant

8. RUDRAPUR: Component fabrication plant

9. RANIPAT: Boiler Auxiliaries plant

10. TIRUCHIRAPALLY: A. High pressure plant B. SSTP & Magneto - Hydrodynamics

11. VARANSI : Heavy equipment repair Plant

NATIONAL AWARDS:

PM 's Sharma Awards National Productivity Councils productivity performance awards Vishwakarma rahtriya puruskars National safety awards Golden peacock national quality awards Engineering export promotion councils (EEPC) Award Inssan awards Value engineering awards Energy conservation awards Ecological awards Best executive awards Samman patra Best physically for physically handicapped Best physically handicapped employee award Information technology professional award Seven employee of tiruchirapalli unit won the govt. of Tamilnadu award for outstanding workers, tamilaga Arasin Uyarntha Uzhaipalar Viruthu , for the year 1997.

ACHIEVEMENTS

BHEL has put in place a number of initiatives, as follows1.Strengthening company's core businesses of Power Generation, Transmission & Distribution, Transportation and Industrial Systems & Products, through accelerated project6 completion and consequent benefits to customers, alongwith new initiatives in marketing, technology, facility up-gradation and modernization, enhancing operational effectiveness etc. i.2.Business Development efforts in related and allied areas utilizing the organizational strengths and forming customer focused specialized business groups e.g. formation of Oil Sector R & M Business Group to address business in Renovation and Modernization of off-shore and on-shore oil platforms, downstream petroleum refining areas and Power Plant Operational Services Group to provide Operations and Maintenance (O&M), Services for Power Plants.3.After Market Services being the areas for future growth, spares and R & M services business have been integrated into one focused group, R& M for hydro sets is an area having major growth opportunity which BHEL is poised to tap.a.4.Exploring Business opportunities in areas like Energy Conservation, Water Management, Pollution Control and Waste Management, Ports, LNG terminls etc.5.Positioning for Information technology Business leveraging the domain knowledge in Power Sector & Engineering field to provide IT enabled services for Power Sector and software services for Engineering Industry. Sustain and Enhance Exports for products and services through multi-pronged approaches like entering new territories, focus on product sales, entry into IPP segment, offering O&M and LTSA, EPC, becoming a service center for international Original Equipment Manufacturers (OEMs) and setting up to manufacturing assembly and repair centers in the regions of demand etc. BHEL is also taking steps to reposition itself to meet the demands of the new market economy through suitable strategies keeping in view the ultimate objective of enhancing value for its stakeholders.

RISKS AND CONCERNS1.Since most of the projects in industry are being contemplated on BOO/BOOT basis, various issues viz, business model of the Project, revenue collection, operation and maintenance etc. would need to be suitably addressed to gain entry in the business.

2.Railways have indicated 3% growth in 10th plan as against 6% growth during the 9th plan, which would result in scanty order flow for Electric locos and dip in demand for electrics for Locos.

3.Collaborators increasingly restricting export territories under license agreements in order to protect their market share in territories outside India particularly where BHEL has built up references and strengths.

RECENT ACHIEVEMENTS OF BHEL

1. BHEL got Shram Bhushan Award2. BHEL's Finance got ICWAI Award for Excellence in Cost Management3. BHEL's R&D contributed Rs. 50,270 crore turnover in 2007-084. BHEL manufactured 800 MW thermal sets5. BHEL net profit up 60 pc.

AN INRODUCTION TO BHEL IP JAGDISHPUR

The prime minister of India Late Indra Gandhi inaugurated BHEL Insulators plant on 3rd march,1984.It is saturated at Jagdishpur, which is Sultanpur district of Uttar Pardesh, and at a distance of 80 km. from Lucknow. The work force of this plant is about 550 Jagdishpur unit of BHEL is the leading manufacturer of high tension porcelain insulator and distribution insulator like bobbin, shackle, Guy/stay/Strain, pin cap and pint type post insulator in the country. The plant is equipped with highly sophisticated plant and machinery. This division also offers wear resistant high aluminium ceramic lining material for power, steel cement mining industries as well as wide range of industrial ceramics. The product portfolio can be divided into three categories:-a) L.T.(Low Tension) type insulators b) Disc type insulatorsc) Ceralin Liners

a) L.T. TYPE INSULATORSThese types insulators are further divided into for categories they are:(1) pin type 5/10 KN with creep age distance of 230/280/320mm) (2) Guy/stay/strain type (53/89/110KN with a creep age distance of 42/52/65/72mm)(3) Shackle/Hollow Busy type (11.5/15/16 KN with a creep age distance of 63/70/75mm)(4) Post type

b) DISC TYPE INSULATORS According to the code they are further subdivide as follows:-

Code STRENGTH(in KN) (a) 1 160(CD-280mmb)(b) 2 70/90/120(c) 3 45(d) 6 120(CD-280mm)(e) 8 210 (f) 11 120(g) 13 120(h) 14 70/90/120(i) 15 70/90/120/160(j) 17 70/90/120

c) CERALIN Under the ceramic line product or ceramics it manufactures bends cone, Ventury, vane O Collars ,multiple discharge valves , multiport outlets, fuel inlet elbows and others application . fly-ash tiles are also produce as per customers requirements. Bulletproof jackets and catalytic converters are produced under development.

MANUFACTURING PROCESSES

The various manufacturing unit at BHEL IP Jagdishpur are as follows:

(a)For manufacturing of insulators (1)Store(2)Slip house(3)Jiggering unit (40Finishing unit(5)Glazing unit(6)Firing unit (7)Assembly unit (8)Testing unit (9)Dispatch unit

STORAGE:

The different raw material for manufacture of insulators are placed in the identified below. The different raw materials are: Calcite Chaibassa clay Dolomite Manganese dioxide Iron oxide Chrome ore Calcite Talc Ellur clay Than clay Quartz for brown glass Quartz Feldspar Bikaner clay Felcite Sericite Japan ball clay

SLIP HOUSEIn slip house the raw material are loaded as per composition.Ball Mill composition is as follow: Quartz :1053 Kg Feldspar :603 Kg Pyrophyllite :653 Kg Felcite :201 Kg Pebbles :157 Kg(due to the prescience of the previously charged in the ball mill)

In ball mill river pebble are put as grinding media. When ball mill is operated the grinding media and raw material produce the fine paste called slip. This slip is the input for the filter-presses to produce the cake. This slip is the output of the slip house and serves as input for the manufacturing unit.

JIGGERING UNITThe input to the Jiggering unit is the cake produced by the slip house. The cake are fed into pug mill, which is cut automatically in required length (as per the product ) called pugs. These pugs are fed into Jiggering machines, which as first go, impart initial shape of the insulator shell, then the secondary or the final shape shell. These green stage shells are dried in CD (chain dryer). After drying these shells are taken out of moulds and send for finishing.

FINISHING UNITFirst the tools smoothing plates are checked. Before finishing, the article should be checked and the defective ones should be discharged. Then the article are rotated on the rotating wheels and the adequate layer of the mass from the C portion of the insulator using portion. Finally smoothening plate is used over entire finished portion to achieve smooth surface finish. The rotating wheel should be at rest when placing and lifting article. Special water sprayers maintain ambient humidity in the finishing area in order to control specified finishing hardness of the article. Then the article are placed on the tunnel drier cars and then led into the temperature drying chambers. The steam pressure /waste heat is regulated and temperature of each zone of drier is maintained as per the process specification no.0202 R-1. The racks are pushed into the drier at one end and released at the other end. Necessary corrective action is taken in case the moisture content exceed the specified limit.

SPECIFICATIONS PPS: 0202 R-1PARAMETERSLEVEL

Charging frequency1/2Hour

Tunnel drier temperature

ZONETEMPERATURE(in deg. C)

1st Zone407

2nd Zone557

3rd ZoneMin. 65

4th Zone9211

5th ZoneMin. 65

GLAZING UNITOperations carried out in this unit are:1. CMC solution preparations2. Sanding glaze preparation3. Brown glaze preparation4. Glazing operation5. Sanding operation6. Stamping operation

CMC solution preparationRequired quantity of water ids taken in the bucket and then weighed quantity of CMC powder is added slowly to water without continuous stirring. The concentration of the CMC solution should be as per the process specification no. PPS: 0203 R-0. The solution should be free from nodules.

Sanding glaze preparationMeasured quantity of sanding glaze is mixed with the CMC solution and the mix is agitated for Hour.

Brown glaze preparationBrown glaze from slip house is mixed with the CMC solution as per the process specification no. PPS: 0203 R-0 specified concentration. The glaze is agitated for about hour before use.

Glazing operation The visually inspected articles are loaded on the conveyer belt. The article is again inspected for chipping, sharp edges etc. Such defects are removed by rubbing with sharp tools and steel wool. Sufficient compressed air applied to the article with the help of brush of specified thickness. Then the articles are loaded on the glazing machine spindle.The water-spraying nozzle is adjusted for proper spraying .The glaze nozzle are also adjusted in such a way that glaze is poured on the entire surface of the article for the specified glaze thickness. The glazed article is removed from the machine spindle and is auxiliary turntable. Glaze from A portion of article is removed with the help of sponging machine.

Sanding operationSanding glaze is applied on f portion of the article are brush of suitable width and then sanding grog id poured. The article are turned upside down and then placed on the wooden planks with sponge bedding. Then the article are placed on the other hand wheels. Sanding glaze is now applied on the B portion of the article along with sanding grog. Then the article are placed on the conveyer hanger.

Stamping operation Stamping solution is prepared by mixing stamping powder with glycerin as per ratio given in the process specification no. PPS: 0203 R-0.The solution is stirred till no nodules are left. A clean stamp as per rating is used to stamp the glazed article. The articles are placed on the conveyer racks after stamping. At this point the job of glazing unit is complete.

Firing unitThere is single kiln of its kind in India, since it works on oxidation-reduction process. The glazed article are loaded into refractory wagons and put into firing through OTK (Oil Tunnel Kiln). The gap between the loading of the two wagons is 50to 60 min depending upon the product composition. The fired and loaded shells are inspected for the defects and on the basis of their merits accepted/rejected.

Assembly sectionThe various operation performed during assembly are; Application of bituminous plantBituminous paint and thinner are mixed in specified ratio as per specification no. PPS: 0400R-0 for applying coating on cap, pin and shell surface that comes in contact with cement mortar. This paint is applied on pin by dip method and is allowed to dry before assembly. Paint are also applied on inside and outside grog portion of the shell and the inside portion of the cap by using a spray gun. The coated shells and caps are allowed to dry before assembly. Preparation of cement mortarCement and the quartz are mixed in the cement mixer for the five minutes. Then required quantity of water is added. Then the flow of cement mortar is checked. If it is slightly less than, as specified in PPS: 0400R-O, water ids again added and mixed for 3-5 min. to bring it to required standards. Assembly of insulatorsCement mortar is poured inside the cap portion as well as the shell portion. A suitable cork is placed to insert the ball pin. The pin is placed manually. The shell is assembled in the cap and pressed manually. The shell is twisted while pressing to eliminate entrapped air. The assembly quartz is sprinkled around the pin. The insulator is lifted and placed on the pre-curing chamber without disturbing the alignment of the component.

Curing of insulatorsSpecified temperature and humidity of curing chamber is ensured during initial curing. This is called temperature curing. Blowing steam into the chamber from the boiler house attains the temperature. Then the insulators are water cured for 24-36 hours in underground water tunnel at specified temperature. Finally the insulators are cured for 24 hours.

Dispatch section The tested insulators are packed in seasonal mango wood creates with weatherproof nature. They are them dispatched to the customer according to the work order.

FUTURE PROSPECTS OF BHEL

The stock price of BHEL has been consistently on the rise since last 8 months. After having gained 74%, the question in ones mind is whether the rally is for real. We have analyzed BHELs business profile and future growth prospects.BHEL's operations are organized around three business sectors, namely power, other industries (includes transmission, transportation, telecommunication and renewable energy) and international operations. In FY03, contribution to revenues from the power and industrial segment was 67% and 33% respectively (in FY02, the same stood at 69% and 31%).Coming to the core strengths of the company, BHEL is Indias largest engineering company and the leading supplier for power generation equipments in India. Till date, BHEL has supplied 65% of total power generation capacity in India i.e. around 69,092 MW and 79% of thermal power generation of the country till date. It is also well placed in industrial operations like manufacturing equipments for transmission, transportation, telecommunication and renewable energy and has a market share of more than 60%. The companys international operations have been growing at an impressive rate. It received single largest export order of Rs 11.3 bn, the highest value overseas order for any capital goods manufacturing company in India. Exports actually declined in FY03 due to delay in contracts in the light of war situation. However, this was an aberration. BHEL has supplied steam generators to Malaysia in the past (accounts for about 40% of the thermal capacity in Malaysia till date).The investment climate is likely to improve in the power sector with the passing of the Electricity Bill recently. This not only paves the way for opening up of the transmission and distribution aspect of the power sector, but also for restructuring of State Electricity Board (SEBs). Going forward, investments in power generation are likely to improve considering the ever-widening gap between demand and supply. Consequently, BHEL as a major player in setting up of power plants is likely to benefit.

To put things in perspective, NTPC is planning to add another 20,000 MW in the next decade. Historically, BHEL has bagged 85% of contracts from NTPC and the trend is expected to continue. This is not only because both are public sector undertakings but also because none other than BHEL has experience and ability to make coal boilers. It costs around Rs 25 m to set up 1 MW capacity. Assuming that only 50% of the contract is won by BHEL, revenues from NTPC alone will be Rs 250 bn by 2012 (turnover of BHEL in FY03 was Rs 69.8 bn). Recently BHEL has joined hands with NTPC for undertaking maintenance jobs of power plants as well, which will increase services income in the future.BHEL was able to bag the highest-ever order of Rs 112 bn in a single year, despite intense competition from national and global players. BHEL's order book stood at Rs 158 bn as of March 2003 (2.3x FY03 turnover). BHEL also has strong presence in the industrial market segment. The graph below highlights the market share in various industrial segments.

BHEL is taking strong steps to improve overall efficiency and productivity. The company's VRS has so far seen BHEL prune its workforce by 25% to 47,000 in the last four years. The value-add per employee has gone up significantly to Rs 0.7 m in FY03. It has also helped company to improve its bottom line significantly. We expect the trend to continue in the medium-term.

Currently stock trades at Rs 262 with a P/E multiple of 12.5x with price to book value at 1.4x. As compared to ABB, the stock seems to be undervalued.ParametersABBBHEL

Sales (Rs m)11,72469,782

PAT (Rs m)97468

EPS (Rs)23.521.1

P/E (x)16.212.5

P/B (x)3.21.4

Order book (Rs m)9,694158,000

Order book/Sales (x)0.82.3

Market Cap/Sales (x)1.31.0

Dividend Yield(%)1.6%1.5%

SWOT ANALYSIS

STRENGTH :- The unit has a well-defined marketing strategy and all the aspects of the marketing of Bharat Heavy Electricals Limited: Jagdishpur falls in its boundaries. The enterprise uses tender mode in order to maintain a leading position as a position as a supplier of a quality product to national/ international standards and to meet the requirement of the customer. The cost of control shall be increased or decreased by reason of making, passing and progumalation of any law after any date of tender in India or else where or any regulation or by law having the forces of law. There are several modes of test available as per relevant standard specifications. The test include a) Routine testb) Type testc) Acceptance test. The organization has also privilege in satisfying needs of customers of foreign origin, also passes inspection and test by many foreign agencies of repute.

WEAKNESSESS :- The enterprise is not considering over product diversification. The main product of Bharat Heavy Electricals Limited, Jagdishpur are insulators, and even they are manufactured according to the purchasers order. The enterprise is not conducting any type of sales promotion in order to boost its sales. The enterprise is not conducting any type of consumer awareness programme. The enterprise takes 100% payment in advance from all the customers except government departments and boards. This is highly discouraging private buyers. The sources of raw material are quite a few distances away from the production unit and therefore it is making the cost of production high. The Bharat Heavy Electricals Limited, Jagdishpur has suffering from loss over some past years and therefore not enough funds are invested over marketing activities.

OPPORTUNITIES :- Unit can be produced several other products as a product line to insulators. The unit can call upon a seminar or a consumer meet regularly in order to hear the needs and wants of the customers and aware them about the products. The enterprise should also consider about the complexity in preparation of the tender document, since there are several complex issues. The enterprise should also make up its mind in terms of the sales promotion of the products since there are no provisions for that.

THREATS :- Serious threats are there from loosing private customers since they may be unprovoked by the payment policy of BHARAT HEAVY ELECTRICALS LIMITED. The enterprise made contracts with government on its condition and can bear losses sometimes. The enterprise is establishing an image of service enterprise instead of a pure business enterprise. The unit is not considering over product diversification, the main products are still insulators.

CHAPTER :3

OBJECTIVES & RESEARCH METHODOLOGY

OBJECTIVE OF THE STUDY

To know the various recruitment and selection policies adopted by Bharat Heavy Electricals Limited (BHEL).

To know the various training and development programs adopted by the company for enhancing the skills of its employees.

To know the policies adopted by the company for maintaining an efficient and effective workforce.

At last to give suggestions if any Research MethodologyPlace of Research: BHEL, JAGDISHPURPeriod: 46 DAYSResearch Design: DescriptiveSample: Approx 39 labours and 9 Employers Data Collection: Through QuestionnaireQUESTIONNAIRE:-Aquestionnaireis aresearchinstrument consisting of a series ofquestionsand other prompts for the purpose of gathering information from respondents. Although they are often designed forstatisticalanalysis of the responses, this is not always the case. Questionnaires have advantages over some other types ofsurveysin that they are cheap, do not require as much effort from the questioner as verbal or telephone surveys, and often have standardized answers that make it simple to compile data. However, such standardized answers may frustrate users. Questionnaires are also Sharply limited by the fact that respondents must be able to read the questions and respond to them. It is formalized set of question, with are logically and systematically arranged collect the information useful for the proposed study.The questionnaire in this study is structured containing a limited number of questions which are easy to understand.

ADVANTAGES: Quick and easy to administer. Can get a large amount of information in a short time. Allows for employee participation. Does not require trained interviewer. Relatively less expensive

SOURCES OF DATA COLLECTION :-

This study is based on the Primary as well as Secondary data. The research adopted major techniques of data collection for eliciting data i.e., questionnaire, and schedule.

(A) PRIMARY DATAPrimary data regarding this study was collected through the direct and indirect methods ofdata collection.

(B) SECONDARY DATAThese are data that already exist in records, secondary data was collected from various, journals, books and magazines.

DATA DESIGN :-The respondents those who are involved in the study -Professionals, Businessmen and Corporate.

ACTIVITY: HEALTH AND SAFETY AT WORK POLICY

Department of Health and Safety, Healthy and Safety Policy:

As required by legislation, the organization has issued a Health and Safety Policy. It is available in all departments, from Health and Safety coordinators and may be viewed in the Personal Department. Additionally, all staff are issued with an abridged version on appointment.

The Policy is in three parts: the health and safety statement the organization for health and safety arrangements for carrying out the Policy.

The health and safety statement, which is signed by the CEO, is set out below.

The Board of Directors has ultimate responsibility for health and safety in the organization. Its duties are discharged through the personal Director, taking all reasonable and practicable steps to ensure the health and safety of all those that makes use of the organizations facilities.

Success in health and safety management is dependent upon the integration of health and safety into all management function with in the organization.

The personnel Director is responsible for the formulation, implementation and ongoing policy development in the field of health and safety.

The promotion, enhancement and maintenance of a positive and safety culture with in the organization is achieved by:

all staff displaying attitude to health and safety all staff taking care of their own health and safety and the health and safety of those who may be affected by their acts or omissions management at all levels accepting that they responsible for the staff they supervise and are accountable to those to whom they report for health and safety management ensuring that all are adequately resourced both financially and physically.

The organization will maintain proper arrangements with employees recognize trade union representative for joint consultation on, and participation in, measures for promoting health and safety at work.

Compliance with the Health and Safety at work Act 1974 and the relevant statutory provisions is to be regarded by all staff as base from which to work.

Health and Safety responsibility of all staff-

The organization is committed to creating a working environment which is safe and healthy. All staff have an essential role in the creation of an active and positive health and safety culture.

The organization requires all staff to take reasonable care of their own safety and of the safety of others.

These responsibilities included:

using equipment, machinery, substance and safety equipment as instructed and respecting the use of safety equipment

Co-operating with the organization and informing organizational staff with responsibilities for health and safety of any risk or threat to health and safety

Informing the organization of any areas where health and safety arrangements, including training, may be considered inadequate.

Questions that were asked to the HR manager: -

Q 1. Before doing every job does your organization take up job analysis?

Q2. What are the various recruitment procedure observed by the organization?

Q3. What are the steps taken after selection procedure?

Q4. According to you which is the most important function of your HR department?

Q5. How is personnel management different for HRM?.

Q6. How your labours selected to work on machines?

Q7. On which basis you choose labours & what are the requirements?

Questions that were asked to Labours:-

Q1. Are you satisfy with your job?

Q2. What are the facilities given to you?

Q3. How much is your monthly income?

Q4. How many members are in your family?

Q5. Machines are working properly or not when you work on it?

Q6. Is there any medical facility also given to you?

DATA ANALYSIS.

1. Candidates willing to join the company.

(Source- Employees point of view.)Interpretation- From the above analysis we found that 17% will join because of the reputation of the company, 16% for salary package, 28% for working environment, 11% for job prospect, 5% for location of the company and 23% for career growth.

2. Most reliable type of interview.

(Source- The HR department of the organisation.)

Interpretation- From the above chart we analyze that 36% of employees think that Behavioral is the most reliable type of interview, 21% think that situational is most reliable, 7% think that stress type is most reliable and again 36% think that structured type is the most reliable type of interview.

3. Best way to recruit people.

(Source- the HR employees of the organisation.)

Interpretation- 40% think that Advertisement is the best way to recruit people, 25% think walk-ins is the best way, 15% think search firms and 20% think variable.

4. Response given by staff about their query.

(Source- The working staff of the organisation.)Interpretation- 94% of employees think that good response is given about their query whereas 6% of employees disagree that proper response is not given about their query.

5. How candidates are recruited in the company

(The permanent HR employees of the organisation.)Interpretation- 85% think written exam, 9% think written exam with interview and 6% think written exam, interview and G.D.

6. Job specifications of the response of the employees.

(Source- The HR manual of the organisation.)Interpretation- 97% of employees have a positive response for job specifications, whereas 3% have a negative response for job specifications.

7. Attitude of the HR manager.

(Source- The employees working in the organisation.)Interpretation- 13% of the employees say that attitude of Hr manager is good, 30% of them say very good attitude and rest 57% say that the HR manager has an excellent attitude.

8. Primary source of information for recruiting people.

(Source- The HR manual of the organisation.)Interpretation- 40% of people think that managerial is the primary source, 20% testing source, 15% recruiters themselves, 25% job analysis as the primary source of information.

\

9. Facilities to employees by HR department,

(Source- The working staff of the organization.)Interpretation- 5% of employees say that facilities given by HR department is good, 25% say very good, 70% say that facilities given are excellent.

CHAPTER :4

FINDINGS, CONCLUSIONS AND SUGGESTIONS

FINDINGS AND CONCLUSIONS.

Under recruitment procedures requisition system is incorrect because the replacement does not require fresh approval unless it is in place of termination. Proper induction is not given to all the employees. It is reserved to only few levels. Salary comparison is not justified. Old employees get demoralized by getting less salary than new employees. Recruitment procedures is not fully computerized. The attendance system is not strict and systematic in the general HR working of the company. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which causes loss to industry.

RECOMMENDATIONS

The old CVs should be destroyed. Each level of employee should be formally inducted and introduced to the departmental head at least Assistant Manager and above category of employees. Salary comparison should be seriously done before creating a position or recruitment of manpower. The backward castes should not be given undue advantage if they already have been provided with benefit in the past. The recruitment procedures should be computerized. Proper salary package to be structured to attract people and makeit tax effective.

BIBLIOGRAPHY

www.Intranet.bhel.com

www.Wikipedia.com

www.managementparadise.com

Blogs & Web Pages on HRMWeb page with many links to presentations on HRMhttp://www.andrews.edu/~schwab/bs670.html

Industry guide ( JANMAJAI SINGH)Page | 1