TRAINING REPORT ON Recruitment & Selection Procedures in (Power Grid Corporation of India Limited, Gurgaon)

Submitted to MAHARSHI DAYANAND UNIVERSITY,ROHTAK In partial fulfillment of the requirements for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION (INDUSTRY INTEGRATED) (IV SEMESTER)

SUBMITTED BY: NAME : SANDEEP SHEORAN REGN. NO. :1073900578 ROLL NO. :1090110578

JAGANNATH INSTITUTE OF MANAGEMENT SCIENCES (ELC CODE: 331012066) (34,RING ROAD,LAJPAT NAGAR IV,NEW DELHI-24) DELHI1

CERTIFICATE This is to certify that SANDEEP SHEORAN, a student of the MaharshiDayanand University, Rohtak, has prepared his training report entitled Recruitment & Selection Procedures in (Power Grid Corporation of India Limited, Gurgaon), in the specialization area HR at Jagannath institute of management sciences, under my guidance. He has fulfilled all requirements leading to award of the degree of BBA(Industry integrated). This report is the record of bonafide training undertaken by him and no part of it has been submitted to any other University or Educational Institution for award of any other degree/diploma/fellowship or similar titles or prizes. I wish him all success in life.

Signature of [chief Manager/(HRD)] Mr. V.K. Singh Power Grid Corporation of India Limited Gurgaon

STUDENTS DECLARATION I hereby declare that the Training Report conducted at POWER GRID CORPORATION OF INDIA LTD,GURGAON,HARYANA Under the guidance of (MRS. NISHI AGGARWAL) Submitted in Partial fulfillment of the requirements for the Degree of BACHELOR OF BUSINESS ADMINISTRATION (Industry Integrated) To MAHARSHI DAYANAND UNIVERSITY, ROHTAK is my original work and the same has not been submitted for the award of any other Degree/diploma/fellowship or other similar titles or prizes. SANDEEP SHEORAN REGN. NO. :1073900578 ROLL NO. :1090110578

PLACE: GURGAON DATE: 14TH JULY 2012

TRAINING LETTER

ACKNOWLEDGEMENT I am grateful to Mr. V.K SINGH(CHIEF MANAGER,HRD) for being a constant source of guidance during my training period. His support helped me to accomplish the project. I am very confident that this project will help me in my future.

SandeepSheoran BBA- B JIMS, Lajpatnagar

CONTENTS
CHAPTER 1: INTRODUCTION 1.1 General Introduction about the sector 1.2 Industry profile a. Origin and development of the industry b. Growth and present status of the industry c. Future of the industry CHAPTER 2: PROFILE OF THE ORGANISATION 2.1 Origin of the organisation 2.2 Growth, Development & Present status of the Organization 2.3 Organization structure and organization chart 2.4 Product and service profile of the Organization 2.5 Market profile of the Organization CHAPTER 3: DISCUSSIONS ON TRAINING 3.1 Students work profile (Role and Responsibilities ) 3.2 Key learning from training CHAPTER 4: STUDY OF SELECTED RESEARCH PROBLEM 4.1 Statement of research problem 4.2 Statement of research objectives 4.3 Research design and methodology CHAPTER 5: ANALYSIS 5.1 Data analysis 5.2 Summary of Findings CHAPTER 6: SUMMARY AND CONCLUSIONS 6.1 Summary of learning experience 6.2 Conclusions and Recommendations APPENDICES Copy of questionnaires,brouchers BIBLIOGRAPHY AND REFRENCES

CHAPTER 1: INTRODUCTION

1.1 POWER Introduction & Meaning In physics, power is the rate at which energy is transferred, used, or transformed. The unit of power is the joule per second (J/s), known as the watt (in honor of James Watt, the Watt eighteenth-century developer of the steam engine). For example, the rate at which a light ). bulb transforms electrical energy into heat and light is measured in watts the more wattsthe wattage, the more power, or equivalently the more electrical energy is used per unit time. e Energy transfer can be used to do work, so power is also the rate at which this work is , performed. The same amount of work is done when carrying a load up a flight of stairs whether the person carrying it walks or runs, but more power is expended during the running because the work is done in a shorter amount of time. The output power of an electric motor is the product of the torque the motor generates and the angular velocity of s its output shaft. The power expended to move a vehicle is the product of the traction force of the wheels and the velo velocity of the vehicle. The integral of power over time defines the work done. Because this integral depends on the trajectory of the point of application of the force and torque, this calculation of work this is said to be "path dependent." The dimension of power is energy divided by time. The SI unit of power is the watt (W), which is equal to one joule per second. Other units of power include ergs per second (erg/s), horsepower (hp), metric horsepower ( (Pferdestrke (PS) or cheval vapeur, CV), vapeur and foot-pounds per minute. One horsepower is equivalent to 33,000 foot pounds per foot-pounds minute, or the power required to lift 550 pounds by one foot in one second, and is equivalent to about 746 watts. Other units include dBm, a relative logarithmic measure , with 1 milliwatt as reference; (food) calories per hour (often referred to askilocalori per kilocalories hour); Btu per hour (Btu/h); and tons of refrigeration (12,000 Btu/h). AVERAGE POWER As a simple example, burning a kilogram of coal releases much more energy than does rning detonating a kilogram of TNT [3] but because the TNT reaction releases energy much TNT, more quickly, it delivers far more power than the coal. If is the amount W of work performed during a period of timeof duration t, the average power Pavg over that period is given by the formula

It is the average amount of work done or energy converted per unit of time. The average power is often simply called "power" when the context makes it clear.

The instantaneous power is then the limiting value of the average power as the time interval t approaches zero.

In the case of constant power P, the amount of work performed during a period of , duration T is given by: In the context of energy conversion it is more customary to use the symbol E rather than W. MECHANICAL POWER Power in mechanical systems is the combination of forces and movement. In particular, movement. power is the product of a force on an object and the object's velocity, or the product of a torque on a shaft and the shaft's angular velocity. Mechanical power is also described as the time derivative of work. In mechanics, mechanics the work done by a force F on an object that travels along a curve C is given by the line integral:

where x defines the path C and v is the velocity along this path. The time derivative of the equation for work yields the instantaneous power, In rotational systems, power is the product of the torque and angular velocity , s, where measured in radians per second. In fluid power systems such as hydraulic actuators, power is given by where p is pressure in pascals, or N/m2 and Q is volumetric flow rate in m3/s in SI units. Mechanical advantage If a mechanical system has no losses then the input power must equal the output power. This provi provides a simple formula for the mechanical advantage of the system.

Let the input power to a device be a force FA acting on a point that moves with velocity vA and the output power be a force FB acts on a point that moves with velocity vB. If there are no losses in the system, then and the mechanical advantage of the system is given by

A similar relationship is obtained for rotating systems, where TA and A are the torque and angular velocity of the input and TB and B are the torque and angular velocity of the output. If there are no losses in the system, then which yields the mechanical advantage

These relations are important because they define the maximum performance of a device in terms of velocity ratios determined by its physical dimensions.

ELECTRIC POWER

The instantaneous electrical power P delivered to a component is given by where P(t) is the instantaneous power, measured in watts (joules per second) ) second V(t) is the potential difference (or voltage drop) across the component, measured in volts I(t) is the current through it, measured in amperes If the component is a resistor with time-invariant voltage to current ratio, then:

where

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is the resistance, measured in ohms. 1.2 Industry Profile a.) Origin and Development of the Industry b.) Growth and present status of the Industry The electricity sector in India had an installed capacity of 202.98 Gigawatt (GW) as of May 2012, the world's fifth largest. Captive power plants generate an additional 31.5 n GW. Thermal power plants constitute 66% of the installed capacity, hydroelectric about 19% and rest being a combination of wind, small hydro, biomass, waste-to-electricity, electricity, and nuclear. India generated 855 BU electricity during 2011 nd 2011-12 fiscal. In terms of fuel, coal-fired plants account for 56% of India's installed electricity capacity, fired compared to South Africa's 92%; China's 77%; and Australia's 76%. After coal, renewal hydropower accounts for 19%, renewable energy for 12% and natural gas for about 9%. In December 2011, over 300 million Indian citizens had no access to electricity. Over one million third of India's rural population lacked electricity, as did 6% of the urban population. Of those who did have access to electricity in India, the supply was intermittent and unreliable. In 2010, blackouts and power shedding interrupted irrigation and lackouts manufacturing across the country. The per capita average annual domestic electricity consumption in India in 2009 was 96 kWh in rural areas and 288 kWh in urban areas for those with access to electric electricity, in contrast to the worldwide per capita annual average of 2600 kWh and 6200 kWh in the European Union. India's total domestic, agricultural and industrial per capita energy consumption estimate vary depending on the source. Two sources place it betwee 400 to between 700 kWh in 20082009. As of January 2012, one report found the per capita total 2009. consumption in India to be 778 kWh. India currently suffers from a major shortage of electricity generation capacity, even capacity, though it is the world's fourth largest energy consumer after United States, China and Russia. The International Energy Agency estimates India needs an investment of at least $135 billion to provide universal access of electricity to its popul population. The International Energy Agency estimates India will add between 600 GW to 1200 GW of additional new power generation capacity before 2050. This added new capacity is equivalent to the 740 GW of total power generation capacity of European Union (EU (EU-27) in 2005. The technologies and fuel sources India adopts, as it adds this electricity generation capacity, may make significant impact to global resource usage and resource environmental issues. India's electricity sector is amongst the world's most active players in renewable energy utilization, especially wind energy As of December 2011, India had an installed capacity energy. 11

of about 22.4 GW of renewal technologies-based electricity, exceeding the total installed electricity capacity in Austria by all technologies. India's network losses exceeded 32% in 2010 including non-technical losses, compared to world average of less than 15%. Both technical and non-technical factors contribute to these losses, but quantifying their proportions is difficult. Some experts estimate that technical losses are about 15% to 20%, A high proportion of nontechnical losses are caused by illegal tapping of lines, but faulty electric meters that underestimate actual consumption also contribute to reduced payment collection. A case study in Kerala estimated that replacing faulty meters could reduce distribution losses from 34% to 29%. Key implementation challenges for India's electricity sector include new project management and execution, ensuring availability of fuel quantities and qualities, lack of initiative to develop large coal and natural gas resources present in India, land acquisition, environmental clearances at state and central government level, and training of skilled manpower to prevent talent shortages for operating latest technology plants. REGULATION AND ADMINTRATION The Ministry of Power is India's apex central government body regulating the electrical energy sector in India. This ministry was created on 2 July 1992. It is responsible for planning, policy formulation, processing of projects for investment decisions, monitoring project implementation, training and manpower development, and the administration and enactment of legislation in regard to thermal, hydro power generation, transmission and distribution. It is also responsible for the administration of India's Electricity Act (2003), the Energy Conservation Act (2001) and to undertake such amendments to these Acts, as and when necessary, in conformity with the Indian government's policy objectives. Effective 28 May 2010, the Union Minister of Power is Sushil Kumar Shinde. Electricity is a concurrent subject at Entry 38 in List III of the seventh Schedule of the Constitution of India. In India's federal governance structure this means that both the central government and India's state governments are involved in establishing policy and laws for its electricity sector. This principle motivates central government of India and individual state governments to enter into memorandum of understanding to help expedite projects and reform electricity sector in respective state. Government owned power companies India's Ministry of Power administers central government owned companies involved in the generation of electricity in India. These include National Thermal Power Corporation, Damodar Valley Corporation, National Hydroelectric Power Corporation and Nuclear Power Corporation of India. The Power Grid Corporation of India is also administered by the Ministry; it is responsible for the inter-state transmission of electricity and the development of national grid. The Ministry works with various state governments in matters related to state government owned corporations in India's electricity sector. Examples of state corporations include Andhra Pradesh Power Generation Corporation Limited,Assam Power 12

Generation Corporation Limited Tamil Nadu Electricity Board, Maharashtra State Electricity Board, Kerala State Electricity Board, and Gujarat Urja Vikas Nigam Limited. Funding of power infrastructure India's Ministry of Power administers Rural Electrification Corporation Limited and Power Finance Corporation Limited. These central government owned public sector enterprises provide loans and guarantees for public and private electricity sector infrastructure projects in India.

c.) Future of the industry

Indias rich natural resources, hospitable terrain, over 2,000 years of Indo-Genetic civilization, and its tolerant and nonviolent traditions made it a fertile ground for foreign invasions throughout history the last being the British, who left in 1947 after nearly two centuries of domination. During these years, India was perceived more as a market than as a factory, and lost out severely in technological development. Not until independence did India establish sound foundations of scientific and technological learning and research in the 1950s and 1960s. Today, India has had tremendous successes in atomic energy and space technology, having developed one of the most advanced nuclear reactors and put a vehicle on the moon. Nevertheless, 40 percent of the population, particularly in rural areas, lacks electricity and other kinds of commercial energy like modern cooking fuels. Rising levels of literacy, now close to 70 percent, as well as access to electronic media, rapid democratic empowerment, and political awareness warrant the widespread availability of affordable energy as soon as possible. This is the greatest challenge in the energy sector. Availability of and accesses to energy are the catalysts for growth and the eradication of poverty. India ranked as the worlds seventh-largest energy producer and the fifth-largest energy consumer in 2004 and could soon move to the third position. Its per capita energy consumption, at 455 kilograms of oil equivalent (kgoe), was low compared to the global average of 1,750 in that year. India needs to sustain a 9 percent economic growth rate over the next 20 years, to eradicate poverty. It must increase primary energy supply by 3 to 4 times, and its electricity generation and supply capacity by 5 to 6 times over 200304 levels to meet the basic energy needs of its citizens. The current domestic production of crude oil is about 42 million tones. Coal India Ltd, which is a monopoly coal producer, expects to produce 460 million tonnes this year. Private operations Have grown rapidly in recent years. An independent electricity regulatory apparatus was set up in 1998, and a very liberal Electricity Act enacted in 2003, opening generation and transmission

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to private players. The grid-connected power generation capacity is now 160,000 MW, and nearly 50,000 MW are proposed to be added by 2012. There is an inadequate petroleum regulator, while a coal regulator is expected soon. The production and control of coal, oil, and natural gas is within the constitutional jurisdiction of the central government. Electric power is administered jointly by the central and the state Governments. Water and water power are state regulated. This raises coordination issues, particularly in hydropower and the transmission of power. The coal sector needs more private enterprise for more efficient operation, as well as an independent regulator. The oil and gas sector was long controlled by foreign corporations, but was nationalized in the mid-1970s. After liberalization in 1997, the private sector became in volved in exploration and production. This has led to the commercialization of a huge offshore gas find in the Bay of Bengal. The marketing and distribution of petroleum products remains in the hands of the three major public-sector companies. Administered retail prices, which have kept private companies away in the past, are now showing signs of being market driven. Demand for petroleum has risen steeply due to phenomenal growth of road transport and higher incomes among Indias population. The share of cargo transported by road increased from 14 percent in 195051 to 61 percent in 200405, and passenger road transport rose from 15 to Over 80 percent. In 2004, India had 73 million registered automobiles. The automobile industry expects to continue to grow between 10 and 15 percent in the coming years. Coal and Nuclear: Mainstays of the Power Sector One good development in recent years has been the public listing and increasing private ownership of almost all major publicsector energy companies, making them more transparent and efficient. Interestingly, all government-controlled Energy companies are earning handsome profits and offer sound investment opportunities. Government control over these companies, accompanied by parliamentary scrutiny, has made them serve the larger public good through balanced regional development and restricted profits. However, the efficiency, boldness, and speed of decision making and project execution that thrive better in a competitive private sector are often constrained by an overcautious or complacent approach. Competition, efficiency, and large-scale private investment are urgently needed in Indias energy sector. Through most of the second half of the last Millennium, the energy sector was largely state owned and subject to centralized planning. Though the government was resolved to providing a sound public infrastructure, private initiative and investment were lacking. The time has Now come to reintroduce private investment through effective regulation and competition. This will also help depoliticize the price of energy for consumers, who will have to pay the retail price of power, including appropriate subsidies for the poor. While public-sector monopolies are bad, those in the private sector can be worse. Coal is Indias primary domestic energy source. At current consumption levels, reserves will last 80 more years. The projected 56 percent increase in production would deplete them in

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40 years. Oil reserves will probably last about 20 years, and gas a little over 30 years. The hydroelectric potential is about 84,000 MW at 60 percent plant load factor (PLF), and about 40 percent have already been harnessed. A 50,000-MW hydroelectric initiative was launched in 2003. These projects are making slow progress due to stringent environmental rules and difficult access and working conditions in remote areas. They offer good business opportunities for tunneling and civil construction. Water will have To be stored in the coming years. India is expected to require nearly 800,000 MW By 203132, the bulk of which will have to come from domestic and imported coal. Nearly 64 percent of the new capacity coming up for commissioning by 2012 and 2017 will be coal based, for lack of other fuel options. Private investment in generation in recent years has been remarkable. In order to add capacity faster, the government initiated Ultra Mega Power Projects (UMPP) with assured inputs like land, advance power procurement, environment clearances, transmission connectivity, and dedicated coal mines for pithead locations. Projects are allocated through a highly competitive, transparent, tariffbased bidding process for a 4,000-MW supercritical thermal plant. Four of the 14 identified projects are already under way. The emphasis for coal-based projects will be on supercritical. India is now becoming a hub for the manufacture of supercritical generating equipment like boilers and turbines and is looking at ultra-supercritical and IGCC thermal Technologies for maximizing efficiency gains and controlling emissions. In the field of nuclear power, India was one of the pioneers. Owing to limited domestic sources of natural uranium and abundant thorium resources, a three-stage nuclear power program was envisaged about 50 years ago. The first stage involved pressurized heavywater and light-water reactors (about 10,00020,000 MW); the second stage, plutonium or fastbreeder reactors; and the third stage, thorium-based breeder reactors. This program would have provided the highest energy security to India. Restrictions on nuclear fuel slowed down the first stage. The decks are now being cleared quickly, and an indigenous 500-MW fast-breeder reactor for the second stage is also nearing completion. This technology demonstrator is a shot in the arm for Indian science and engineering. With an additional 150,000 MW coming up by 2017, a robust and reliable high-voltage transmission system has already evolved through a national grid, although open access through some states is causing problems. The interregional transfer capacity will soon touch 33,000 MW. The entry of the private sector in high-voltage transmission has been slow. It should catch up fast. In the power sector, the state entities, particularly at the distribution end, need vast improvement and an injection of funds. Power exchanges have come up, and power is moving across the country on HVDC, 765-kV, 440-kV, and 220-kV lines. In the distribution segment, a performance based, ITcontrolled 15 billion dollar reform program was introduced in 2008 to bring aggregate 15

transmission and commercial losses down to 15 percent from the presently unacceptable 30 percent. The viability of the Indian power program could hinge on success or failure in this sphere. The state-owned distribution segments of the power business in the states have been running huge losses owing to unremunerated tariffs, outmoded systems, and power theft. Fortunately, with Indias strong IT sector, distribution reform in many states and smart grid initiatives in some pockets are in a reasonably mature state for takeoff under the restructured distribution reform program. The Government of India has launched a 9 billion dollar, 90 percent funded program for connecting the 125,000 unconnected villages and 23 million poor households. This is a stupendous challenge in terms of execution and maintenance. Though the preference is for grid supply, it is obvious that nearly 25,000 villages will have to receive power from decentralized sources. For the program to be sustainable, the distribution entities or franchisees will need to recover the cost of power supply. HUMAN RESOURCE DEVELOPMENT Rapid growth of electricity sector in India demands that talent and trained personnel become available as India's new installed capacity adds new jobs. India has initiated the process to rapidly expand energy education in the country, to enable the existing educational institutions to introduce courses related to energy capacity addition, production, operations and maintenance, in their regular curriculum. This initiative includes conventional and renewal energy. A Ministry of Renewal and New Energy announcement claims State Renewable Energy Agencies are being supported to organize short-term training programmes for installation, operation and maintenance and repair of renewable energy systems in such places where intensive RE programme are being implemented. Renewable Energy Chairs have been established in IIT Roorkee and IIT Kharagpur. Education and availability of skilled workers is expected to be a key challenge in India's effort to rapidly expand its electricity sector.

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CHAPTER 2 : PROFILE OF THE ORGANISATION

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2.1 Origin of the organization

The Power Grid Corporation of India Limited(PGCIL) is a Public sector undertaking of the Govt. of India Enterprise which is engaged in construction, operation and maintenance of high voltage transmission lines in India. Power Grid Corporation of India Ltd. is the Central Transmission utility of India which possesses one of the largest transmission networks in the world. About one third of the total generating capacity in India is transmitted through POWERGRID system. POWRGRID takes pride in maintaining high transmission system availability and is ranked amongst top six transmission utilities in the world. It has achieved a system availability of over 98%. POWERGRID is also Operating all the five RLDCs for real time monitoring and efficient grid management. POWERGRID is accredited with ISO 9001 Quality Systems Certificate. In electricity Laws Amendment Act 1998. Transmission became separate activity and POWERGRID was recognized as CTU to undertake transmission of energy through inter-state transmission. Exercise supervision & control for inter-state through inter-state transmission system & operate RLDCs. POWER TO ALL BY 2012

To reach this objective Powergrid Corporation of Indias prospective plans focuses on the development of an integrated national grip and diversification into synergetic areas. The plan is to add 60000 circuit Kms of transcription network by 2012.

2.2 Growth, Development & present status of the organization

POWERGRID, the Central Transmission Utility (CTU) of the country, is responsible for providing matching transmission network for generation capacity programme under Central Sector, implementation of various system strengthening schemes, load dispatch & communication schemes and inter-regional links. During X five year Plan, POWERGRID made an investment of about Rs. 18,920 Crore against the approved outlay of Rs. 21,370 Crore. The key financial parameters have witnessed a quantum jump during the X five year Plan period as indicated below:

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On the physical performance front, POWERGRID added about 19,170 Ckt. Kms of Extra High Voltage transmission lines, 36 no. of EHV sub-stations and Power transformation capacity of about 25,130 MVA during X Plan, thereby enhancing its overall transmission network to 59,461 Ckt. Kms, 104 sub-stations and 59,417 MVA of transformation capacity by end of X Plan.

Turnover Growth

The companys financial performance during FY 2010-11 has been spectacular, achieving a turnover of Rs. 9,100 Crore and a Net Profit of Rs. 2,697 Crore as compared to Rs. 7,504 Crore and Rs. 2,041 Crore respectively during FY 2009-10.

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With the addition of huge transmission network, the gross asset base of the Company has been enhanced to Rs. 50,352 Crore in FY 2010-11 from Rs. 43,202 Crore in FY 2009-10. At the end of FY 2010-11, the company has a Net Worth of Rs 21,351 Crore and Capital Employed of Rs 34,429 Crore. The company could excel in its financial performance due to prudent financial management, with key indicators registering impressive growth at the end of FY 201011 since 1992-93:

Turnover at Rs 9,100 Crore ,up by 14.35 times from Rs 634 Crore Profit at Rs 2,697 Crore , up by 11.38 times from Rs 237 Crore Gross Block at Rs 50,352 Crore , up by 14.30 times from Rs 3,521 Crore

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2.3 Organization structure and organization chart

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2.4 Product and Service profile of the Organization

POWERGRID has been notified a Central Transmission Utility by the Central Government in the year 1998. The Corporation has set following objectives in line with its Mission and its status as Central Transmission Utility: 1. 2. 3. 4. 5. 6. 7. 8. 9. Undertake transmission of energy through Inter-State Transmission System. Discharge all functions of planning and coordination relating to Inter-State transmission system with :State Transmission Utilities, Central Government, State Governments, Generating companies, Regional Electricity Boards, Authority,] Licensees, Transmission licensees, Any other person notified by the Central Government in this behalf. Exercise supervision and control over the Inter-State transmission system.

Efficient Operation and Maintenance of Transmission systems.

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CHAPTER 3 : DISCUSSIONS ON TRAINING

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3.1 Students work profile (Role and Responsibilities) I Joined Powergrid corporation of India ltd. as a HR Management Trainee.The main responsibility of the HR Trainee is to develop, implement and manage the HR policies and procedures in the company. It is a great opportunity to gain work experience in a young and dynamic company working in a fast growing industry. The trainee will be able to work independently on projects, which offers a great opportunity for learning and selfdevelopment. Roles and Responsibility Performing the pre recruitment processes for recruiting the employees. Taking the requirements of manpower from departments. Taking approval from Management for recruitment. Recruitment Consulting the consultants, colleges and training institutes for the candidates Screening the resumes and shortlist profile Joining Formalities Call and confirming the dates of joining of candidates Arrangements for the systems from Admin Collection of required documents while joining from employees

3.2 Key learnings: Experienced the behavior in office administration Analyzed different consumer and clients perspectives The way of talking to clients Faced problems in automation and pressures from superiors Behavior with other workers and with colleagues The Selling Process as a fresher to the market Preparation of daily report on the job performed Experienced leadership quality in an organization

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Talking to the anxious and angry customers. As an industry integrated programmer handling of both studies and job. Issue Identification and Assessment of the clients. Growth and Change of mine and my company. Getting clients to pay attention to what I am saying How to work with team as a team member

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CHAPTER 4 : STUDY OF SELECTED RESEARCH PROBLEM

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RESEARCH METHODOLOGY
The data collection for the project on Recruitment & Selection Policy & Procedures in Power Grid Corporation of India Ltd. Is both from primary sources as well as the secondary sources. The Methodology of Research Project Study shall be consisting of four parts : 1) Primary Data 2) Secondary Data (3) Findings & Results of Research (4) Preparation of evaluation, analysis and suggestions of Research study.

Type of Research Project Study

1) Primary Data :

Descriptive

Preparation and Distribution of Questionnaire among

Executive Trainees of XIV Batch at the time of joining at Corporate Centre.

2) Secondary Data : Recruitment & Selection Data will be collected from Corporate Recruitment Group for the last three years 2006-077, 2007-08 & 2008-09. The data collected by the secondary source also helped me to get deep knowledge and helped me to add valuable information my project writing . The date collected was from Internet(Power Grid site) Powergrid Corporate movie Powergrid News.

3) Findings & Results of Research Study : Based on opinions from the candidates on distribution of Questionnaire and secondary data from Corporate Recruitment Group, the Findings & Results of Research study will be prepared 4) Evaluation, Analysis & Suggestions : Preparation of evaluation, analysis of study on Recruitment & Selection in Power Grid Corporation of India Ltd., & suggestions to the Organization

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CHAPTER 5 : ANALYSIS

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5.1 Data analysis & 5.2 Summary of Findings RECRUITMENT PROCESS AT POWERGRID CORPORATION OF INDIA LTD.

The recruitment at Powergrid is basically of three types as:

CAMPUS RECRUITMENT The campus recruitment is basically the future leadership training programme so it is a long term planning. The campus recruitment is basically conducted region wise. The organization fixes the venue and informs the respective colleges that they have to report it to the concern place with their total requirements. If Powergrid has to take the candidate from a particular college then it directly move to the college and conduct a test, group discussion , and interview and the selected candidates are been called up to join the organization. The campus recruitment rounds are as follows:

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First the written test is done to check the knowledge of the candidate Then the selected candidate is called up for the group discussion and for the interview.

The qualified candidates name are then send it to their respective college and then they are asked to come and join the organization with the terms and condition signed. It is done for the best talented candidate from the entire region. It is one of the prestigious recruitment done at Powergrid Corporation.

LATERAL RECRUITMENT The lateral recruitment in the organization is done only for the near future. It is done for the high level post in the organization. This post is only for the experts and experienced person so that they will be taking the right decision for the organization after they are join the company. Over here only their experience and the last post in which they were working are counted. They dont have to give the certificates for the verification and no verification of the certificate. All they have to do is just to apply for the post and get ready with their experience certificates and other important documents.

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EXECUTIVE TRAINNEE

Recruitment process of POWER GRID CORPORAION OF INDIA for Executive Trainee Post Advertisements Filling up the forms Collecting of the Admit Cards Written test Results Call letters Hospitality Group discussion Verification of the testimonials Interviews Results Medical check-up Offer of appointment

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a)

ADVERTISEMENTS The advertisements are given is such a way that it can touch each and every one if

any corner of India.

i) NEWSPAPER First the advertisement are published in the newspaper so that it can reach each and every corner of the country and candidate those who are interested as well as eligible can apply for the post and can have their own income. In this advertisement the criteria for applying is clearly mentioned that how much percentage of marks should the candidate must have secured in his/her BE degree, if he/she is SC/ST/PH the candidate has to submit the following at the time when he/she is coming to the office, the date and time of the written test and what all criteria for filling up the form. The advertisement will be published in the newspaper only for 15 20 days.

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ii) ONLINE After the advertisement is stopped publishing in the newspaper it will be online to the entire interested and eligible candidate. This advertisement is there only in the Powergrid site. This advertisement is there in the site for the whole year but it is valid till 20 days from the date of the publishing of the advertisement. The interested candidate will come to know about the Powergrid Corporation and about its recruitment .Once the candidate misses the chance to fill up the application form within 15 days then the candidate will not be eligible to fill up the application form after this.

b)

FILLING OF APPLICATIONS FORM The candidates have to fill up the application form online only. Once they fill up

the application form they will get a registration number and that no: will act as a password for them when they log on the second time they just have to type their name for their ID and their registration number for their password. They can get their total details about their results and dates from there itself. They dont have to go to the site and search for their total process. While filling up the application form the candidate has to mention the category does he/she belong to? According to that only his/her relaxations will be made. Once the candidate has filled up the application according to that only the candidate has to bring all the certificates for the verifications in this the main thing is his/her discipline. The application form is made in such a way that he just have to fill it up. Every thing is mentioned over there itself. While the candidate is submitting the application he has to attach a DD in favors of powergrid corporation of India ltd.. . This is done just to check the interest of the candidate whether the candidate is really interested or not. In this maximum application are rejected and the candidates those who are interested to join the organization they only send the DD. If the DD is not attached in the application form the application form is canceled.

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c)

COLLECTING THE ADMIT CARDS Once the candidate has filled up the application forms the candidate will be

getting his/her admit cards. The admit cards will be coming online and the candidates have to take out the print out of that for the written test. The role of admit card is over the moment the candidate has appeared the written exams.

d)

WRITTEN TESTS For the written exams the candidate has to select his/her near exams center

according to his/her convenient. These exams are held mostly in the colleges whose sitting capacity is more where the mass of 500 to 600 candidates can accommodate. For example in Delhi center mostly Kendra Vidyalyas are taken due to their large sitting capacity. In these type of exams mostly the school investigators be the investigator and there will be one external investigator who used to be there for the security purpose. For every 4 rooms there is one external investigator. The investigator is responsible for the exam papers. He is the person who will be having the question papers with him and he will be handing over to the room investigator. The exams are conducted for 2 hours. In two hours the candidate has to answer 180 questions. In these exams there are negative marking. So the candidates have to answer according to that only. A single mistake the candidate is going miss one right answer mark. So the candidate has to answer the questions accordingly so that he/she will qualify the written exam.

e)

RESULTS OF THE QUALIFYING CANDIDATES After the candidate had appeared the written exam then the evaluation is done. In

this the candidates those who have secured more than 60% of marks he/she will be

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selected and they are been informed through the mails and they are send a call letters so that they can have it and come to the further rounds of recruitment.

f)

CALL LETTERS After the candidates are qualified by appearing there written exams they are then

send the call letters from the Powergrid through their mails only. The candidate has to take out the print out of that and when he will be coming for the interview and for the Group discussion and for the verification of the testimonials part he/she has to submit it. In that they are been informed regarding their date of reporting to the office for their Group discussion and the time of reporting the office. This is informed to the candidates so that they can book their tickets according to that.

g)

HOSPITALITY After the candidates are here for their Group discussion and for their interviews as

per to the schedule dates and timing they are asked to sit in the auditorium. The moment they on their seats they are asked to sign their attendance sheet for the present day or for their group discussion and interviews. After the candidates have signed their attendance they are showed the corporate movie so that they would have a brief idea on Powergrid that: How it works, where it works, its mission and goals and every thing about it. The corporate movie is about 6 min. and within that period they are served with the coffee and snacks. The moment the candidates are over with their snacks they are asked to submit their TA claim forms to the concern officer sitting over there. After all the formalities are over they are divided into groups for their group discussion and then they are called for their group discussion batch wise. Per day there are total 30 candidates for the group discussion and they are divided into three groups each group containing 10 candidates.

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The moment their group discussions are over the second group moves for the group discussion, the first group comes back to the auditorium where the checking of the testimonial is done. In this the candidate has to come with all his certificates. If some one is a SC, ST, PH then he/she has to submit the caste certificate and PH certificate to the verification officers. The candidate does have to set their testimonial in the decreasing order of their qualification. The candidate once they are over withier group discussion and verification of testimonial they are allowed to move to the cafeteria for their lunch and once they are over withier checking of testimonial and group discussion and lunch no ore formalities are left from the organization side. The candidates are allowed to back home and the candidate whos checking of testimonial are not over they are then asked to come back to the auditorium and wait for their turn to come. The candidates those who are having there interview they are called in a group of five and asked to sit in front the interview chamber and then they are called one by one inside it. The moment the candidates are over with their interviews they are send to the cafeteria for their lunch. The candidates those who have finished with their lunch they are then produced with their TA and then they are allowed to go back home. The candidates those who have not finished their interview they are allowed to wait in the auditorium and after their interviews are over they are allowed to go back home.

h)

GROUP DISCUSSION

They are coordinated by one of the staff of recruitment section and they are taken to the group discussion room for their curriculum. The moment the candidates are in the room they are awarded with a serial no: and by which they will be ranked. Over there the names of the candidates is not required the candidate is recognized by its no:. The investigator of the group discussion gives them a topic and they are given 3 min to think on that topic and to choke down the points. Just after three min they are allowed to start the group discussion and that will continue for another 15 min and within that 15 min

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they are supposed to conclude the group discussion. The group discussion ranking is done in 4 ways and on the basis they are awarded the marks are: Initiative Team ability Coordination Contents Each point is divided into marks and they are awarded according to that. The maximum mark awarded is 20.

i)

VERIFICATION OF THE TESTIMONIAL The candidates those who have their group discussion the very same day

they have their verification of the testimonial and the next day the candidates have their interviews. The verification is done for the clarification that whether the candidate has submitted its the right information to us at the time of the submitting of the application form. If a candidate is found by any wrong information submitted then his/her application is rejected. The testimonial which is being verified is: Call letter 10th certificate and mark sheet Date of Birth certificate 12th certificate and mark sheet B.E. certificate and mark sheet M.Tech certificate and mark sheet (If done) Caste certificate (SC/ST)

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 Physically handicapped certificate according to the powergrid format Declaration of SC/ST Experience certificate Photocopies of all the documents The moment these all verification are over all these photocopies are attached to the back of the application form and then at the last page the remark is given whether all the certificate id being verified or not, if some thing is missing then it is mentioned at the back and the candidate is asked the next day when he/she comes for the interview. If the candidate is eligible for the relaxation then that is also mentioned over there. A candidate is only eligible for the % relaxation or age relaxation only and if the candidate is SC/ST/PH.

j)

INTERVIEW

The interview of the candidate is done just the next day of their group discussion and the moment the candidates for there interview they are called in a group of five and asked to sit in front the interview chamber and then they are called one by one inside it. The moment the candidates are over with their interviews they are send to the cafeteria for their lunch. The candidates those who have finished with their lunch they are then produced with their TA and then they are allowed to go back home. The candidates those who have not finished their interview they are allowed to wait in the auditorium and after their interviews are over they are allowed to go back home.

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k)

RESULTS The results of the candidates are announced within 20 days from the date when

the interviews arte over. The candidates are first informed by the mails that they are been selected and then the appointment letters are send through the post and the joining date and place where they have to come report.

l)

MEDICAL

After the final selection, the candidates are called for medical check up. The Medical examination ensure that candidates will be able to give satisfactory service to the company. Another reason of medical examination is to find out that the new candidate is not suffering from any of the contiguous disease which may cause threat to the health of other employees of the company.

m)

OFFER OF APPOINTMENT It normally includes details of salary and various allowances payable, period of probation, confirmation conditions, rules and regulations of the company regarding disciplinary action and termination of service, fringe benefits etc. This offer of appointment is subject to candidate being found medically fit.

n)

JOINIGN OF DUTY After the receipt of satisfactory medical report and subject to completion of the documents, the new employee is given induction programme which facilitates, the new environment of the company and gives him a fair idea the companys policies, system and procedure, various benefits to which he is entitled to and introduction with his colleagues and bosses. After the induction programme, the candidate is allowed to resume his duty in the department for which selection was undertaken.

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CHAPTER 6 : SUMMARY AND CONCLUSIONS

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6.1 Summary of Learning Experience

Power point presentation in front of the employees and management. Formulation of different HR policies and Manuals and Training Materials. Concerning with clients. Had successfully attended all Training program conducted by the company Giving good services to the candidates Scheduled interviews to the candidate Actively participated in different programs conducted by my organization Had good follow up with the clients Reporting my daily details to the Senior HR. Call the candidate at particular time and explain the candidate how they can benefit from our consultancy. It was a great experience to work as a HR Trainee Powergrid. It was a complete learning experience because through that I came in contact with highly professional managers & employees My internship at powergrid provided me a clear view of what organizations are all about, how they form their strategies, how they achieve their goals and specifically how HR Department contributes towards the achievement of goals of the company.

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As a BBA student I have learnt that, without practical knowledge the course is incomplete. From this innovations industry training program one can obtain industry experience. For me, on job training provides the exposure of present corporate world scenario. One get aware of strategies that are involved in the smooth functioning of the industry. If I have practical knowledge, then we will get some extra value when we complete our BBA course. So, practical knowledge is very important as well as theoretical knowledge. From this job I got to learn a lot: I came to know how to interact with people. My communication skills got strengthen. I learned how management theory is different from practice. I gained knowledge about the varies MNCs I developed the leadership skills i.e., Talk to the people, convince the people, is important for HR Developed the presentation skills

6.2 Conclusions and Recommendations: The over all process of recruitment at Power grid is Excellent. The step by step information given to the candidates for filling up the application form, collection of admit cards through the internet is a very rare process which is hardly done by any other organization. The best thing which I liked in the organization is that the employees are

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very mixing in nature and they really like to help each other in their work without any hesitation. Even though the employees have their work they used to work in a team. The assistance and cooperation in this organization can never be seen ever in any of the PSU. The candidates over here are not treated as the interview candidates rather they are treated as an employee over here. They are given all types of privileges what an employee is given inside the organization. The process adopted by Powergrid Corporation is the best process through which a candidate can be judged and can be selected. By this process of Powergrid Corporation an efficient candidate will be getting the right job in his/her dreamed organization.

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QUESTIONNAIRE (ELECTRICAL)
1) The information given in the advertisement in newspaper and internet was: No: of Response. Elaborate Sufficient inadequate Irrelevant 61 346 11 0 418

As only 15% has ranked it elaborate and 82% has ranked it sufficient so we still have to improve our advertisement part so that all the candidate would get the information exactly what we want. 2) Step by step information given in the site for filling up the online form while applying for the post of ET was:

No: of Response. Elaborate Sufficient Inadequate Irrelevant 106 307 5 0 418

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74% has ranked the step by step information provided to them was sufficient that means they were able to get through the total information provided to them and only 33% ranked it as elaborate. 3) Overall satisfaction while submitting the application online? No: of Response Very Good Good Average Poor 215 188 15 0 418 The overall satisfaction of the candidates was not so good while filling up the application online as they have ranked it only 51% foe very good and for good 45% so the company needs to improve.

4)

System of giving information about receipt of application, eligibility, and admit card online? Very Good Good Average Poor No: of Response 240 164 14 0 418

The candidates have truly gained a lot as it can be seen from there ranking as they have ranked 56% for very good but still there are more expectation and system can be further improved to the satisfaction of candidates.

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5)

Quality and standard of question paper in your discipline? No: of Response Very Good Good Average Poor 234 162 22 0 418

The quality and standard for the electrical discipline Question paper was fairly good which can be seen from the response as 56% candidate has ranked it very good and only 39% have ranked it good but overall question pattern was fairly good.

6)

Official assistance and behavior at the test centers? No: of Response Very Good Good Average Poor 160 235 22 1 418 The official assistance at the test Centers needs a bit of improvement as amplified in the candidates response.

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7) The system of downloading the results and interview call letters? No:of Response Very Good Good Average Poor 206 195 16 1 418 The system of downloading of results and call letters was truly appreciated by the candidates which can be seen for the ranking of the candidates as 49% for very good, 47% for good, 16% for average and only 1 candidate from 418 has ranked it poor.

8)

Corporate Movie No: of Response Very Good Good Average Poor 179 210 28 1 418

The Corporate movie was a new initiative which has been like by the candidates as only 29% have given average and poor rating put together.

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Assistance/ cooperation of the employees during the GD, Interview and checking of testimonial? No: of Response Very Good Good Average Poor 221 176 20 1 418 The assistance and cooperation of the employees during the Group Discussion, Interview and checking of the testimonials was really appreciated by the candidates as they have ranked 53% for very good, 42% for good and only 5% for average so the overall cooperation was good but still to improve.

9)

How was the group discussion coordination? No: of Response Very Good Good Average Poor 165 221 30 2 418

The group discussion coordination was appreciated by the candidates so they have ranked 54% for the good and 39% for the very good.

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10)

How was the interview coordination? No: of Response Very Good Good Average Poor 228 167 23 0 418

The coordination in the Interview held at Powergrid was 54% Very good, 40% good and only 6% average ion the whole process.

11) In your opinion how would you rate the overall recruitment process No: of Response Very Good Good Average Poor 228 168 22 0 418 The candidate liked the total recruitment process at powergrid so they have ranked 55% for very well and 40% good and only few 5% ranked for the average.

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MECHANICAL
1) The information given in the advertisement in newspaper and internet was: No: of Response Elaborate sufficient inadequate irrelevant 11 46 1 0 58 The information published in the newspaper and in the internet was not so much catchy so the candidates they have ranked 79% for sufficient and only 19% candidate they have ranked it Elaborate so we do have to improve in this field.

2)

Step by step information given in the site for filling the online form while applying for ET No: of Response Elaborate Sufficient Inadequate irrelevant 21 37 0 0 58

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The step by step information given in the site for the filling up of the forms for applying for the post of ET was not so much accepted by the candidates as they have ranked 64% for sufficient and only 36% ranked for the elaborate.

3)

Overall satisfaction while submitting the application online? No: of Response Very Good 40 Good Average Poor 18 0 0 58

The candidates were overall satisfied by the online process of submitting the application as they have ranked 69% for the very good and only few of 31% they have ranked good so over all process was very good.

4)

System of giving the information about the receipt of application, eligibility, and admit card online? No: of Response Very Good 32 Good Average Poor 25 1 0 58

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Candidates have truly appreciated the system and they have ranked 55% for very good and very few have ranked 43% for the good so we can draw the conclusion that the overall process was good.

5)

Quality and standard of question paper in your discipline? No: of Response Very Good 43 Good Average Poor 15 0 0 58

The quality and standards of question paper was excellent in the mechanical discipline as the candidates have ranked 74% for the very good and only 26% has ranked it good. 6) Official assistance and behavior at the test centers? No: of Response Very Good 34 Good Average Poor 23 1 0 58 The office assistance and behavior was good as the candidates have ranked them 58% and very few have ranked them 40% so we can draw the conclusion that the overall assistance was good. 52

7)

The system of downloading the results and interview call letters? No: of Response Very Good 28 Good Average Poor 27 3 0 58

The candidates have not ranked so good for it as the ranking is same 48% for very good and 47% for good

8)

Corporate Movie? No: of Response Very Good 33 Good Average Poor 24 1 0 58 The corporate movie shown to the candidates was gained by the candidates as they have ranked 57% for the very good and few as 41% ranked as good.

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9) Assistance of the employee during the GD, Interview and checking of testimonial No: of Response Very Good Good Average Poor 39 19 0 0 58 To assistance and cooperation of the employees during the Group Discussion, Interview and checking of the testimonials was very convinced by the candidate as they have ranked 67% for very good, 33% for good so the overall cooperation was very good.

10) How was the group discussion coordination? No: of Response Very Good 41 Good Average Poor 16 1 0 58 The candidates were well coordinated so they have ranked the coordination of group discussion as 70% very good.

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11) How was the interview coordination? No: of Response Very Good 45 Good Average Poor 13 0 0 58 As 78% has ranked the interview coordination very good so it seems that they were happy by the total process.

12) In your opinion how would you rate the overall recruitment process at Powergrid? No: of Response Very Good 31 Good Average Poor 26 1 0 58

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The candidates were not so much impressed by the overall recruitment process so the ranking is in the middle situation as they have ranked 53% for the very good and 45% for the good so we do have to improve our recruitment process for the development.

CIVIL

1)

The information given in the advertisement in newspaper and internet was: No: of Response 1) 2) 3) 4) Elaborate sufficient inadequate irrelevant 16 75 2 0 93

The candidates have gained the information sufficiently as 81% has ranked it sufficient and few of them has gained it elaborately as they have ranked it 17%.

2)

Step by step information given in the site for filling the online form while applying for the post of ET was: No: of Response 1) 2) 3) 4) Elaborate sufficient inadequate irrelevant 20 73 0 0 93

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73% of candidate had ranked sufficient for the step by step of filling up the form and 22% got it elaborately.

3)

Overall satisfaction while submitting the application online? No: of Response. 1) 2) 3) 4) Very Good Good Average Poor 48 40 5 0 93

The candidate were not so much satisfied by the submitting the application online as only 58% ranked it very good and 43% ranked it good.

4)

System of giving the information about the receipt of application, eligibility, and admit cards online? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 51 36 6 0 93

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The information receiving the application, eligibility and the admit cards online as good for the candidate as they have ranked 55% for very well.

5)

Quality and standard of question papers in your discipline? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 38 43 12 0 93

As the number of candidate faced a bit difficulties in solving the paper so only 41% has ranked it very good, 46% ranked it as good and even 13% ranked it as average.

6)

Official assistance and behavior at the test centers? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 42 45 6 0 93

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The official assistance and behavior of the test centers was quite appreciated as 49% has ranked it good and it has to be improved because only 45% has ranked it very good.

7)

The system of downloading the results and the interview call letters? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 42 47 4 0 93

As many candidates faced a problem of down loading the call letters so maximum of them has ranked 51% for good.

8)

Corporate Movie? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 38 45 10 0 93

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Only 48% ranked good for the corporate movie may be they might have failed to get through it but 41% ranked it very so overall it can be concluded that the corporate movie was good.

9.) Assistance/ cooperation of the employees during the GD, Interview and checking of testimonial? No: of Response Very Good Good Average Poor 51 41 1 0 93

The candidates have really felt the cooperation of the employees was inside the organization was very good so they have ranked 55% for very good.

10)

How was the group discussion coordination? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 30 48 13 2 93

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Due to some problem in the coordination in the group discussion 52%candidate has ranked it good and only few have ranked it 32% for very good.

11)

How was the interview coordination? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 66 24 3 0 93

As the candidates have enjoyed the coordination for the interview so they have ranked 71% for the very good and only 26% ranked for the good.

12)

In your opinion how would you rate the overall recruitment process of Powergrid? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 38 50 5 0 93

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There is some thing to be change in the total recruitment process of Powegrid so maximum of the candidate has ranked 50% for the good and only 41% has ranked for the very good.

E&T
1) The information given in the advertisement in newspaper and internet was: No: of Response 1) 2) 3) 4) Elaborate sufficient inadequate irrelevant 8 39 2 0 49

The information provided in the net and newspaper was 39% sufficient for the candidates and only few of them 16% have ranked it elaborate.

2)

Step by step information given in the site for filling the online form while applying for the post of ET was: No: of Response 1) 2) 3) 4) Elaborate sufficient inadequate irrelevant 16 33 0 0 49

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67% has ranked the step by step information provided to them was sufficient that means they were enable to get through the total information provided to them and only 33% ranked it as elaborate.

3)

Overall satisfaction while submitting the application online? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 25 22 2 0 49 The candidates had the overall satisfaction while they were filling up the application form online because 51% candidates have ranked it as very good but still we do have the majority as 45% to be good so we still have to improve in it.

4)

System of giving the information about the receipt of application, eligibility, and admit cards online? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 29 18 2 0 49

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The facility of receiving the application form, eligibility and admit cards online was truly accepted by the candidates as it can be seen from the response of the candidates as they have ranked 59% for very good. 5) Quality and standard of question papers in your discipline? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 23 24 2 0 49

The quality and standards of question paper was not so much appreciated by the candidates as they have ranked 49% for the good as comparison to 47% for the very good..

6)

Official assistance and behavior at the test centers? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 24 22 3 0 49

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Candidates must had have a good experience at the test centers so they have ranked 49% for the very good and 45% for the good so from here we can draw the conclusion that the official assistance was good at the test centers.

7)

The system of downloading the results and the interview call letters? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 26 21 2 0 49

As many candidates have easily downloaded the interview call letters so the ranking is almost all same 53% for very good and 43% for the good.

8)

Corporate Movie? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 26 19 4 0 49

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The corporate movie shown to the candidates to make them aware of Powergrid was relevant to the candidates and the ranking for it is 53% for very good, 39% for good, 8% average. 9) Assistance/ cooperation of the employees during the GD, Interview and checking of testimonial? No: of Response Very Good Good Average Poor 34 14 1 0 49

The assistance and cooperation of the employees during the Group Discussion, Interview and checking of the testimonials was really appreciated by the candidates as they have ranked 69% for very good, 29% for good but the overall cooperation was good.

10)

How was the group discussion coordination? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 22 24 3 0 49

Many of the candidates were enable to get the topic so they have ranked the coordination as 49% good and 45% as very good. 66

11)

How was the interview coordination? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 29 18 2 0 49

The candidates have felt the coordination of the employees as very good so they have ranked it as 59% and 37% for the whole process.

12)

In your opinion how would you rate the overall recruitment process of Powergrid? No: of Response 1) 2) 3) 4) Very Good Good Average Poor 25 24 0 0 49

The candidates are not so satisfied by the recruitment process of Powergrid so they have ranked only 51% for the total recruitment process.

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Some more suggestion are

1. The Powergrid should form a panel for interesting candidates who are willing to work with Powergrid. This panel could be placed in the career column on Powergrids web site. The willing candidates can submit their applications on line with their detailed resume and experience. The company can keep the record of these type applications and whenever they have requirements, they can call the candidates for written test or personal interview. This will save the precious time and money of the company. 2. When Powergrid release its advertisement for different post, they should mention the place of posting in advance in its advertisement so that the candidates can apply accordingly. 3. At the time of appointment there should be a complete medical examination including the stress level examination of the candidates especially for the candidates who apply for the higher post and above the age of 40.

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BIBLIOGRAPHY
books which have really enhanced my knowledge and helped to complete this project are:

Books

Fundamentals of HRM Author - Stephen R.Robbins - Human Resource Management Author - V.S.P. Rao - Personnel Managment Author C. B. Mamorta Powergrid News Powergrid Darshan Powergrid HR Police and Procedures Manual

Websites - www.Powergridindia.com -www.projectparadise.com - www.managementparadise.com -www.managementheaven.com - www. human resources.about.com - www.strategy-business.com

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