DECLARATION

I hereby certify that the work, which is being presented in the summer internship report,
entitled HR Process in BHEL, in partial fulfillment of the requirement for the award of
the Degree of Master of Business Administration and submitted to the institution is an
authentic record of my/our own work carried out during the period June 2010 to August 2010
under the supervision of Mr.AFTAB ALAM. I also cited the reference about the text
figures tables from where they have been taken. The matter presented in this report is not
been submitted elsewhere for the award of any other degree or diploma from any institution.




DATE:

RADHA
MBA 3
rd
Sem
Roll No. 0900170040













ACKNOWLEDEGMENT
I hereby offer my sincere and profound thanks to Mr.AFTAB ALAM who provide me
such a challenging task and also provide me a vast knowledge to complete this
challenging project and guided me throughout my project including implementation of
sales and marketing concepts and analysis. Without them I would not been able to
complete my project successfully.




RADHA
MBA 3
rd
Sem
Roll No. 0900170040







CONTENT
1 .Formalities
Acknowledgement
Preface
Objective of study
Research methodology
2. Profile of BHEL
Introduction about the company
Activity profile of BHEL
Board of directors
Manufacturing units
Business areas
Overseas business
Shareholding pattern
3. BHEL intro Jhansi
Introduction
About organization
Rotation report
Product profile
Departments
Transformer section
Bay 0,1,2
Bay 3
Bay 4
Bay 5
Bay 6
Bay 7
Bay 8
Bay 9
Locomotive section
Transformer commercial (TRC)
Transformer engineering (TRE)
Transformer planning department
4. Introduction
HR Process
1. Industrial Relation
2. Employee benefits
Employee establishment
Human Resources Department
Recruitment & S election
Legal Aspects
HR Training & Development
5. Analysis & Findings
6. Conclusion
7. Recommendations
8. Limitations and Constraints
9. Bibliography













PREFACE


I have great pleasure in doing my project on Human Resource Information
System in company.

Need of this project arises because summer training with project is a part of my
syllabus. Another reason is that one of the important aspect of an MBA
students career. It is basically to strengthen our knowledge with the latest
technologies and recent development.

My project title is Human Resource Information System in BHEL Jhansi
reason for choosing this particular topic is that India has also opened which
provide tremendous opportunities.

As an MBA student it is necessary to know deeply about international
marketing and its various aspects.

This project is an indispensable vide-mecum for the students who are in relation
with the international trade.

I have compiled this report with my best efforts and I hope this report will give
complete satisfaction regarding various aspects of international marketing


RADHA
MBA 3
rd
Sem
Roll No. 0900170040




Introduction about the Company

BHEL is the largest engineering and manufacturing enterprise in India in the
energy/infrastructure sector today. BHEL was established more than 40 years ago when its
first plant was set up in Bhopal ushering in the indigenous Heavy Electrical Equipment
industry in India, a dream that has been more than realized with a well-recognized track
record of performance. It has been earning profits continuously since 1971-72 and achieved a
sales turnover of Rs.7286.6 corer with a profit before tax of Rs. 662.8 corer in 2001-2002.
BHEL caters to core sectors of the Indian Economy viz., Power Generation & transmission,
Industry, Transportation, Telecommunication, Renewable Energy, Defense, etc. The wide
network of BHELs 14 manufacturing divisions, four Power Sector regional centers, over 100
project sites, eight service centers and 18 regional offices, enables the company to promptly
serve its customers and provide them with suitable products, systems and services-efficiently
and at competitive prices. BHEL has already attained ISO 9000 certification for quality
management and ISO 14001 certification for environment management.


















ACTIVITY PROFILE OF BHEL
1. POWER SECTOR PROJECTS
Thermal sets and Auxiliaries.
Steam generators and Auxiliaries.
Industrial fans.
Electrostatic precipitators.
Air pre heaters.
Nuclear power equipments.
Hydro sets and Auxiliaries.
Motors.
Transformers.
Rectifiers.
Pumps.
Heat Exchangers.
Capacitors.
Porcelain/Ceramics insulators.
Seamless steel tubes.
Casting and forging.
2. SYSTEMS/SERVICES
Turnkey power station.
Data acquisition Systems.
Power systems.
HVDC Commissioning systems.
Modernization and Rehabilitation.
3. TRASPORTATION SECTOR
Diesel Electric generators.
AC/DC locomotives.
DC locomotives and loco saunters.
Traction system for railways.
Electric trolley buses.
4. INDUSTRY SECTOR
Boilers.
Valves.
T.G. sets.
Power devices.
Solar Cells.
Photo Voltaic cells.
Gas Turbines.
Compressors.
Drive Turbines.
Oil rigs.
Blow out preventers.
Wind mills.
Control systems for electric devices.

POWER GENERATION
Power generation sector comprises thermal, gas, hydro, and nuclear power plant business. As
on 31.3.2002, BHEL supplied sets account for nearly 67,232 MW or 64 % of the total
installed capacity of 1,04,917 MW in the country, as against Nil till 1969-70.

TRANSMISSION AND DISTRIBUTION (T&D)
BHEL offers wide-ranging products and systems for T&D applications. Products
manufactured include: power transformers, instrument transformers, dry type transformers,
series &shunt reactors, capacitor banks, vacuum &SF6 circuit breakers, gas-insulated
switchgears and insulators.

INDUSTRIES
BHEL is a major contributor of equipment and systems to industries, cement, sugar, fertilizer,
refineries, petrochemicals, paper, oil and gas, metallurgical and other process industries. The
range of systems & equipment supplied includes: captive power plants, co-generation plants,
DG power plants, industrial steam turbines, industrial boilers and auxiliaries, waste heat
recovery boilers, gas turbines, heat exchangers and pressure vessels, centrifugal compressors,
electrical machines, pumps, valves, seamless steel tubes, electrostatic precipitators, fabric
filters, reactors, fluidized bed combustion boilers, chemical recovery boilers and process
controls.

TRANSPORTATION
BHEL is involved in the development, design, engineering, marketing, production,
installation, and maintenance and after-sales service of rolling stock and traction propulsions
systems. BHEL manufactures electric locomotives up to 5000 HP, diesel electric locomotives
from 350 HP to 3100 HP, both for mainline and shunting duty applications. It also produces
rolling stock for special applications viz. overhead equipment cars, special well wagons, and
Rail-cum road vehicle.
TELECOMMUNICATION
BHEL also caters to Telecommunication Sector by way of small, medium and large
switching systems.
RENEWABLE ENERGY
Technologies that can be offered by BHEL for exploiting non-conventional and renewable
sources of energy include: wind electric generators, solar photovoltaic systems, solar heating
systems, solar lanterns and battery-powered road vehicles.
OIL AND GAS
BHELs products range includes Deep Drilling Oil Rigs, Mobile Rigs, Work Over Rigs, Well
Heads and X-Mas Trees, Choke and Kill Manifolds, Full Bore Gate Valves, Mud line
Suspension System, Casing Support system Sub-Sea Well Heads, Block valves, Seamless
pipes, Motors, Compressor, Heat Exchangers etc.
INTERNATIONAL OPERATIONS
BHEL is one of the largest exporters of engineering products & services from India, ranking
among the major power plant equipment suppliers in the world.

VISION, MISSION AND VALUES OF BHEL

VISION
A World-Class Engineering Enterprise Committed to Enhancing Stakeholder Value.

MISSION
To be an Indian Multinational Engineering Enterprise providing Total Business Solutions
through Quality Products, Systems and Services in the fields of Energy, Industry,
Transportation, Infrastructure and other potential areas.

VALUES
Zeal to Excel and Zest for Change.
Integrity and Fairness in all Matters.
Respect for Dignity and Potential of Individuals.
Strict Adherence to Commitments.
Ensure Speed of Response.
Foster Learning, Creativity and Teamwork.
Loyalty and Pride in the Company















HEALTH, SAFETY AND ENVIRONMENT MANAGEMENT.
BHEL, as an integral part of business performance and in its endeavor to becoming a world
class organization and sharing the growth global concern on issues related to
Environment, Occupational Health and Safety, is committed to protecting Environment in
and around its own establishment, and providing safe and healthy working environment to all
its employees.
For fulfilling these obligations, Corporate Policies have been formulated as:

ENVIRONMENTAL POLICY
Compliance with applicable Environmental Legislation/Regulation;
Continual Improvement in Environment Management Systems to protect our natural
environment and control pollution;
Promotion of activities for conservation of resources by Environmental Management.
Enhancement of Environmental awareness amongst employees, customers and
suppliers.


OCCUPATIONAL HEALTH AND SAFETY POLICY
Compliance with applicable Legislation and Regulations.
Setting objectives and targets to eliminate/control/minimize risks due to Occupational
and Safety Hazards.
Appropriate structured training of employees on Occupational Health and Safety
(OH&S) aspects.
Formulation and maintenance of OH&S Management programmers for continual
improvement.
Periodic review of OH&S Management System to ensure its continuing suitability,
adequacy and effectiveness;
Communication of OH&S Policy to all employees and interested parties.





FIRST GENERATION UNITS
Bhopal : Heavy Electrical Plant.
Haridwar : Heavy Electrical Equipment Plant.
Hyderabad: Heavy Electrical Power Equipment Plant.

SECOND GENERATION UNITS
Tiruchy : High Pressure Boiler Plant.
Jhansi : Transformer and Locomotive Plant.
Haridwar : Central Foundry and Forge Plant.
Tiruchy : Seamless Steel Tube Plant.

UNITS THROUGH ACQUISTION & MERGER
Bangalore : Electronics Division
Electro Porcelain Division.

NEW MANUFACTURING UNITS
Ranipet : Boiler Auxiliaries Plant.
Jagdish : Insulator Plant.
Govindwal : Industrial Valve Plant.
Rudrapur : Component and Fabrication Plant.
Bangalore : Energy Systems Division
BHEL is growing concern to meet the changing needs of the nation has taken it beyond
power into the total gamut of energy, industry and transportation BHEL is able to offer a
service in each of this fields. Its manufacturing capability is supported by a corporate R&D
division at Hyderabad works closely with the research and development cells at various units
and Welding Research Institute at Tiruchinapalli.






BHARAT HEAVY ELECTRICALS LIMITED JHANSI
(UNIT)

A Brief Introduction
By the end of 5
th
five-year plan, it was envisaged by the planning commission
that the demand for power transformer would rise in the coming years. Anticipating the
countrys requirement BHEL decided to set up a new plant, which would manufacture power
and other types of transformers in addition to the capacity available in BHEL Bhopal. The
Bhopal plant was engaged in manufacturing transformers of large ratings and Jhansi unit
would concentrate on power transformer up to 50 MVA, 132 KV class and other transformers
like Instrument Transformer s, Traction transformers for railway etc.
This unit of Jhansi was established around 14 km from the city on the N.H. No 26 on Jhansi
Lalitpur road. It is called second-generation plant of BHEL set up in 1974 at an estimated
cost of Rs 16.22 corers inclusive of Rs 2.1 corers for township. Its foundation was laid by late
Mrs. Indira Gandhi the prime minister on 9
th
Jan. 1974. The commercial production of the
unit began in 1976-77 with an output of Rs 53 lacks since then there has been no looking
back for BHEL Jhansi.
The plant of BHEL is equipped with most modern manufacturing processing and testing
facilities for the manufacture of power, special transformer and instrument transformer,
Diesel shunting locomotives and AC/DC locomotives. The layout of the plant is well
streamlined to enable smooth material flow from the raw material stages to the finished
goods. All the feeder bays have been laid perpendicular to the main assembly bay and in each
feeder bay raw material smoothly gets converted to sub assemblies, which after inspection are
sent to main assembly bay.
The raw material that are produced for manufacture are used only after thorough material
testing in the testing lab and with strict quality checks at various stages of productions. This
unit of BHEL is basically engaged in the production and manufacturing of various types of
transformers and capacities with the growing competition in the transformer section, in 1985-
86 it under took the re-powering of DESL, but it took the complete year for the
manufacturing to begin. In 1987-88, BHEL has progressed a step further in under taking the
production of AC locomotives, and subsequently it manufacturing AC/DC locomotives also.
SECTIONS OF BHEL JHANSI UNIT
BHEL has many departments, while production and administrative departments are separate.
Broadly speaking BHEL has two-production categories
1. Transformer section.
2. Loco section.
THE PRODUCT PROFILE OF BHEL JHANSI UNIT
PRODUCTS RATINGS
1. Power transformer up to 220 KV class 250 MVA.
2. Special transformer up to 180 KA.
3. ESP transformer 95 KVp, 1400 mA.
4. Freight Loco transformer 3900 to 5400 KVA & 7475 .
KVA for 3 phases.
5. ACEMU transformer up to 1000 KVA (1-phase) . .
1385 KVA (3 phase).
6. Dry type transformer up to 6300 KVA 33 KV class
7. Instrument transformer VT & CT up to 220 KV class.
8. Diesel electric locomotives up to 2600 HP.
9. AC/DC locomotives 5000 HP.
10. Over Head Equipment cum Test Car
11. Well wagon 200 tone.
12. Rail cum road vehicle
13. Dynamic track stabilizer










GROWTH OF PRODUCTIONS AND MILESTONES

YEAR OUTPUT MILESTONES
Rs. (corors)

1976-77 0.53 Start of Instrument Transformer
1977-78 3.49 Start of traction transformer and power
transformer.
(Up to 132 KV).
1978-7 7.56 Start of HFTT type freight loco transformer.

1979-80 7.02 commissioning of 2,500 KV DG set (due to
power server cuts.)
1980-81 15.74 Start of ESP transformer.
1981-82 19.78 Start of 220 KV power
transformers.
1982-83 28.54 ACHIEVED BREAK EVEN.
1983-84 37.42 Start of Bus-Duct.
1984-85 38.61 Start of dry type transformer.
1985-86 43.67 Empowering of DESL loco started.
1986-87 51.87 Start of new DESL loco
manufacturing.
1987-88 65.29 manufacturing facilities of AC
loco.
1988-89 109.41 Crossed 100 crore target.
1990-91 128.10 Successful designs and
manufacturing 450 HP 3 axel
DESL CCL.
1991-92 155.82 Manufacturing of first 2600 HP DESL
for
NTPC.
1992-93 215.61 Successful Design and
development of 5000HP Thirstier
control locomotive.
1993-94 225.05
Unit has been awarded ISO
9001 certificate fir quality
Schemes

1994-95 215.0 240 MVA power transformer
Produced first time.
1995-96 238.0 AC/DC locomotive first time in
India.

1996-97 328.43 100
TH
loco manufactured.

1997-98 435.60 250MVA transformer produced first time.
.

1998-99 287.0 Developed over head equipment cum
test
Car. Exported one DESL loco
to Malaysia.
1999-00 218.96 Diesel hydraulic shunting.







Rotation Report
TRANSFORMER COMMERCIAL (TRC):

The objective of the department is interaction with the customers. It brings out tenders
and notices and also responds to them. It is this department that bags contracts of building
transformers. After delivery regarding faults, this department does failures and
maintenance. All such snags are reported to them and they forward the information to the
concerning department.
One of the major tasks of this department is to earn decent profits over all negotiations.
Transformer industry has become very competitive. The company offering the lowest
price gets the contract but this process may continue does the work on very low profits.
To avoid such a situation, a body by the name of India Electrical and Electronics
Manufactures Association (IEEMA) was set up. This association helps to maintain a
healthy competitive atmosphere in the manufacturing of electrical appliances.
The main work of the TRC is classified as: -
Tenders and notices.
Interaction with design department.
Place of the work.
Approximate cost of the work.
Earnest money.
The place and time where contract documents can be seen.
The place and time where tender documents can be obtained.
The time up to which the tender documents will be sold.
The amount if any to be paid for such documents.
The place and the date and the time when tenders are to be submitted and are to be
opened
.




TRANSFORMER ENGINEERING (TRE):
The transformer manufactured in BHEL Jhansi range from 10 MVA to 250 MVA and up
to 220 KV. The various transformers manufactured in this unit are:-
Power transformer
a) Generator transformer
b) System transformer.
c) Auto transformer.
Special transformer.
a) Freight loco transformer.
b) ESP transformer.
c) Instrument transformer.
d) Dry type transformer.
All above types are oil cooled except dry type, which are air-cooled.
The generated voltages at the power station are 6.9 KV, 11 KV and 13.8 KV but due to
certain advantages like economical generation 11 KV is the most widely used. For this
voltage needs to be stepped up. Transmission at high voltage is desirable because it results in
lesser losses, needs thinner wire and hence is economical. If the current is kept high the
copper losses become very high but iron losses are practically constant.
In certain cases the required voltage may be less than the output voltage, so in order to obtain
it we require a tapping circuit. The output voltage may have a certain percentage variation,
which may be tapped in 4 or 6 equal steps.
The type of tap changer depends on the application of the transformer. Where a continuous
power supply is not required an Off Circuit Tap Changer (OCTC) may be used. Where a
continuous power supply is a must e.g. at a sub station in cities etc. On Load Tap Changer
(OLTC) is used.







FABRICATION:
Fabrication is nothing but production. It comprises of 03 bays i.e., Bay0, Bay1 &Bay
2.
BAY-0:
It is the preparation shop while the other two bays form the assembly shop.
This section has the following machines:
Planner machine To reduce thickness
Shearing machine
CNC / ANC Flame Cutting machine To cut Complicated shaft items using Oxy-Acetylene
flame
Bending machine
Rolling machine
Flattening machine
Drilling machine
Nibbling machine
Pentagraph flame cutting machine
BAY-1:
It is an assembly shop where different parts of tank come from bay 0.Here welding
processes are used for assembly, after which a rough surface is obtained Grinder
operating at 1200 rpm is used to eliminate the roughness.
BAY-2:
It is an assembly shop dealing with making different objects mentioned below.
1-Tank assembly 5-cross feed assembly
2-Tank cover assembly 6-core clamp assembly
3-End Frame assembly 7-pin and pad assembly
4-foot assembly
Before assembly, short blasting (firing of small materials i.e., acid picketing) is
done on different parts of jobs to clean the surface before painting.
After assembly some tests are done known as NON DESTRUCTIVE TEST
1. Ultrasonic test: to detect the welding fault on the CRO at the fault place
high amplitude waves are obtained.
2. Die Penetration test: Red solution is put at the welding and then cleaned.
After some time white solution is put. Appearance of a red spot indicates a fault at
the welding.
3 Magnetic crack detection: Magnetic field is created and then iron powder
is
put at the welding. Sticking of the iron powder in the welding indicated a fault.
4 X-Ray Test: It is same as human testing and the fault is seen in X-ray film.

BAY-3:
Here are basically three sections in the bay:
1. Machine section
2. Copper section
3. Tooling section


MACHINE SECTION :
The operations to form small components of power and traction transformer are
done in this section. The shop consists of following machines:
CENTRAL LATHE: it consist one tailstock, headstock, lower part of tailstock is fixed
and tail stock spindle is moving. On this machine facing, turning and threading is
done
TURRET LATHE: its function is same as central lathe but it is used for mass
production. Here turret head is used in presence of tailstock because turret head
contains many tailstocks around six.
CAPSTAN LATHE: It is belt drive.
RADIAL ARM DRILLING MACHINE: It is used for drilling and boring.
HORIZONTAL BORING MACHINE: It is computerized and used for making bore,
facing etc.
MILLING MACHINE:
a) Horizontal milling machine: It is used for making gear and cutting
operations.
b) Vertical milling machine: By the machine facing cutting, and T-slot cutting
is done
COPPER SECTION:
All the processes related to copper are done here.
TUBE SLITTING MACHINE: This machine is developed here and is used for cutting
the tube along its length and across its diameter. Its blade thickness is 3mm.
SHEARING MACHINE: It is operated hydraulically and its blade has V-shape
and a thickness of 15mm
DIE AND PUNCHING MACHINE: It is also hydraulically operated and has a die and
punch for making holes.
HYDRAULIC BENDING MACHINE: It is used for bending the job up to 90.
SHEARING MACHINE: It is fully mechanical and is used to cut the job along its
width.
FLY PRESS MACHINE: It is used to press the job. It is operated mechanically by a
wheel, which is on the top of the machine.
BEND SAW MACHINE: This machine is used for cutting job having small thickness. It
has a circularly operated blade, around 5.1 mtr long.
WATER COOLED BRAZING MACHINE: It contains two carbon brushes. The sheet is
put along with a sulfas sheet and the carbon brushes are heated. A Lap Joint is
formed between the sheets as the sulfas sheet melts.
LINCING BELT MACHINE: It creates a smooth surface.
HYDRAULIC PRESS MACHINE: To press the job.
SOLDER POT MACHINE: It has a pot that contains solder. Solder has a composition
of 60% Zn and 40% Pb.
TOOLING SECTION:
In this section the servicing of tools is done.
BLADE SHARP MACHINE: It sharpens the blade using a circular diamond cutter.
Blade of CNC cropping line machine is sharpened here.
MINI SURFACE GRINDER MACHINE: It serves grinding purposes. It has a grinding
wheel made of Aluminium Oxide.
TOOL & SURFACE GRINDING MACHINE: This is specially used to grind the tools
used in Bay 7.
DRILL GRINDING MACHINE To grind the drills.


BAY 4:
It is the winding section.
TYPES OF WINDING: 1.Reverse section winding.
2. Helical winding
3. Spiral winding
4. Interleaved winding
5. Half sectional winding
There are four TYPES OF COIL fixed in a transformer, they are :
1. Low voltage coil (LV)
2. High voltage coil (HV)
3. Tertiary coil
4. Tap coil

The type of winding depends upon job requirement. Also, the width and thickness
of the conductors are designed particulars and are decided by design department.
Conductors used for winding is in the form of very long strips wound on a spool, the
conductor is covered by cellulose paper for insulation.
For winding first the mould of diameter equal to inner diameter of required coil is
made .The specification of coil are given in drawing. The diameter of mould is
adjustable as its body is made up of wooden sections that interlock with each other.
This interlocking can be increased
or decreased to adjust the inner diameter of coil
. The moulds are of following types:-
1. Belly types
2. Link types
3. Cone type
BAY-5:
It is core and punch section. The lamination used in power, dry, ESP transformer etc
for making core is cut in this section.
CRGO (cold rolled grain oriented) silicon steel is used for lamination, which is
imported in India from Japan, U.K. Germany. It is available in 0.27 and 0.28 mm
thick sheets, 1mt wide and measured in Kg.The sheet s are coated with very thin
layer of insulating material called carlites.
For the purpose of cutting and punching the core three machines are installed
in shop:-
1. SLITTING MACHINE: It is used to cut CRGO sheets in different width. It has a
circular cutter whose position can be changed as per the requirement.
2. CNC CROPPING LINE PNEUMATIC: It contains only one blade, which can rotate
90 about the sheet .It is operated pneumatically.
3. CNC CROPPING LINE HYDRAULIC: It is also used to cut the CRGO sheet. It
contains two blades, one is fixed and the other rotates 90 above the sheet. It is
operated hydraulically .M4 quality sheet 0.23-0.33 mm thickness is used.
BAY-6:
Single-phase traction transformer for AC locomotives is assembled in this section.
This Freight locomotive transformers are used where there is frequent change in
speed. In this bay core winding and all the assembly and testing of traction
transformer is done.
Three-phase transformers for ACEMU are also manufactured in this section. The
Supply lines for this transformer is of 25 KV and power of the transformer is6500
KVA.
The tap changer of rectifier transformer is also assembled in this bay. Rectified
transformer is used in big furnace like the thermal power stations / plants ( TPP).
BAY-7:
This is the insulation shop. Various types of insulations are
1-AWWW: All Wood Water Washed press paper.
The paper is 0.2-0.5mm thick cellulose paper and is wound on the
conductors for insulation.
2-PRE-COMPRESSED BOARD: This is widely used for general insulation &
separation of conductors in the forms of blocks.
3-PRESS BOARD: This is used for separation of coils e.g. L.V.from H.V.It is up to38
mm thick.
4-UDEL: Indemnified Electrical Laminated wood or Perm wood.
This is special type of plywood made for insulation purposes.
5-FIBRE GLASS: This is a resin material and is used in fire prone areas.
6-BAKELLITE
7-GASKET-It is used for protection against leakage.
8-SILICON RUBBER SHEET-It is used for dry type transformer.
The machines used for shaping the insulation material are:-
1-Cylindrical machines
2-Circle cutting machine
3 Scarping machines
4-Punching press machine
5-Drilling machine
6-Guilletin machines
7-Bench saw (spl for OD)
8-Jig saw (spl for ID)
9-Circular saw
10-Linesin machines
BAY 8:
It is the instrument transformer and ESP transformer manufacturing section.
INSTRUMENT TRANSFORMER -
These are used for measurement. Actual measurement is done by measuring
instruments but these transformers serve the purpose of stepping down the voltage
to protect the measuring instrument. They are used in AC system for measurement
of current voltage and energy and can also be used for measuring power factor,
frequency and for indication of synchronism. They find application in protection of
power system and for the operation of over voltage, over current, earth fault and
various other types of relays.
They are of two types.
1-Current transformer (CT)
2-Voltage transformer (VT)
CURRENT TRANSFORMER-
It is a step down transformer. High current is not directly measured by the CT but is
stepped down to lower measurable voltages.
BODY:
The main body is a bushing, which houses the winding and also acts as an
insulator.
The CT has a bottom and top chamber.
The top chamber is a cylindrical tank of mild steel. It has terminals for connection
of HV coils. It also has a glass window to indicate the oil level.
Below the top chamber is the bushing made of porcelain. It has several folds or
rain sheds to provide a specific electric field distribution and long leakage path.
Some bushings are cylindrical while modern ones are conical as amount of oil
porcelain used is reduced without any undesirable defect.
Bottom chamber houses the secondary winding. There is also connection box to
which the connection of the low voltage (LV) coil is made.

WINDINGS:
The primary winding consist of hollow copper/aluminum pipe bent in form of a U
aluminum is used for low rating. For higher rating a set of wires is passed through the
pipe. For still higher ratings, a copper pipe is used and for highest rating copper pipe
with copper wires passing through it is used. This arrangement depends on the current
carrying capacity. The bent portion of primary as in the bottom chamber where as the
free end is the top chamber. The straight portion lies inside the bushing.
The primary is wound with crepe paper insulation. The thickness of the insulation
goes in increasing as we go downwards in the bottom chamber. The free ends are
provided with ferrules, which are, small hollow cylinders through which wires can
pass connection to the primary are made through these ferrules.
The secondary is divided in a number of coils for different set of tapings. Connections
are different tapings are made in connection box. Each coil has an annular core of
CRGO (silicon steel). The wire use is insulated copper wire. The winding may be
done both manually and by machine. After winding the coils are covered with paper
tape insulation. The coils are then slipped into both the legs of the primary winding
and connections are made in connection box for different tapping.

VOLTAGE TRANSFORMERS:
This is also a stepped down transformer. The outer construction is same as that of the
CT that is this also has a top chamber, bushing and a bottom chamber. The difference
is only in the winding.
WINDINGS:
The primary winding is of the thick wire having a few turns. The winding is heavily
insulated with paper insulation. It has a hollow cylinder passing centrally through it,
which houses the
winding. The clean and painted with either enamel or epoxy paint. The customer gives
the choice of paint. Epoxy paint is generally used in chemical plants and seashore
installation. Terminals are then mark and ratings and diagram plate is fixed.
The job is then sent to the shipping department, which takes care of its dispatch by
packing it in the wooden boxes.

ESP TRANSFORMER:
The Electrostatic Precipitator transformer is used for environmental application. It is
used to filter in a suspended charge particle in the waste gases of an industry. They
are of particular use in thermal power stations and cement industry.
The ESP is a single-phase transformer. It has a primary and secondary. The core is
laminated and is made up of CRGOS. It is a step up transformer. An AC reactor is
connected in series with primary coil. The output of the transformer must be DC is the
obtained by rectifying AC using a bridge rectifier (bridge rectifier is a combination of
several hundred diodes). A radio frequency choke (RF choke) is connected in series
with the DC output for the protection of the secondary circuit and filter circuit. The
output is chosen negative because the particles are positively charged. The DC output
from the secondary is given to a set of plates arrange one after the others. Impurity
particles being positively charged stick to these plates, which can be jerked off. For
this a network of plates has to be setup all across the plant. This is very costly process
in comparison with the transformer cost. A relive vent is also provided to prevent the
transformer from bursting it higher pressure develops, inside it. It is the weakest point
in the transformer body. An oil temperature indicator and the secondary supply spark
detector are also provided. One side of the transformer output is taken and other side
has an marshalling box which is the control box of the transformer.







BAY-9:
In this bay power transformer are assembled. After taking different input from
different bays 0-9 assembly is done
Power transformer is used to step and step down voltages at generating and sub-
stations. There are various ratings 11KV, 22KV, manufactured, they are
a) Generator transformer.
b) System &
c) Auto transformer.
A transformer in a process of assemblage is called a job. The design of the
transformer is done by the design deptt. & is unique of each job; depends on the
requirement of customer. The design department provides drawing to the assembly
shop, which assembles it accordingly.
The steps involved in assembly are:
1. Core building
2. Core Lifting.
3. Unlacing.
4. Delacing and end-frame mounting.
5. High voltage terminal gear and low volt terminal gear mounting.
6. Vapour phasing and oil soaking
7. Final servicing and tanking.
8. Case fitting.
Core Building:
It is made of cold rolled grain oriented steel CRGO. The punched core is
sent to this shop from core punching shop. Here it is assembled with the help of
drawing a set of 4 laminations is called a packet. The vertical portion of the core is
called a leg the horizontal one is called as yoke. Packets of both are interlinked. It
is undesirable to keep the X section of core circular to provide low reluctance part
with out air space. A perfect circle can not be made so the core is stepped to achieve a
near circle. Whatever spaces left are filled with thin wooden rod. After core building
the end frames are bolted. The bolts are insulated from the core.
Core Lifting:
The core is lifted by a crane and is placed vertical. The rest of assembly is done on
the core in this position.
Unlacing & Core Coil Assembly:
The yoke of the core is removed using crane. Bottom insulation in form of 50MM
thick UDEL sheets is placed PCB and press board are also used for filling the gap and
to provide a good base for the coil to rest. The coil are then lowered primary,
secondary, tertiary and tap in that sequences.

Replacing & End-frame Mounting:
After lowering a coil the top insulation similar to the bottom one is provided. The
removed yoke is placed end-frame bolted back into its position.
The connections are then made as per drawings. All the conductors are insulated using
crepe paper. Brazing copper makes the connections. For brazing silphos is used.
The following tests are done during re lacing:
1. Merger Test.
2. Ratio test.
3. Meg current / High Volt test.
Testing at this stage is called pre testing. This is essential because if false are seen at a
later stage, whole of the transformer will have to be dissembled.

H.V.T.G & L.V.T.G.:
Terminals gears are accessories provided at high voltage and low voltage terminals.
Main device used is tap changer. Tap changer can be on load or offload. In offload
type the supply has to be tripped, then the tapings changes but in on load type the
tapings can be changed while the supply is on. On load tap changer (OLTC) are used
where the supply is desired to be continuous. The upper portion of the OLTC contains
mechanism by which tapping is changed. There is switch which changes tap in very
small type (Micro-seconds). But there is a possibility of sparking. To get rid of it,
OLTC IS filled with oil. The bottom part houses the terminals and the mechanism,
which makes automatic connections.
The terminals are made of thick aluminum strips.

Vapour Phasing & Oil Soaking:
It is well known fact that water (impure) is conductor electricity. Therefore, moisture
presence in transformer will effect insulation, the process of moisture removal from
transformer is called vapour phasing.
The job is put in dummy type and place in a vacuum vessel. It is an airtight chamber
with heating facilities. A solvent vessel is released is the chamber which enters all
transformer parts and insulations. It absorbs water rapidly. The job is heated in
vacuum. All the solvent vapours are sucked out with moisture. Metals contain no
moisture but a lot of insulations is provided which contains this moisture and if not
taken care of, may burst the job
After moisture removal tank is filled with transformer oil and soaked for at least three
hours, so that every gets wet with oil. The job remains in vessel for three days during
phasing. It is then taken out of the vessel and also out of the dummy time.

Final Servicing & Tanking:
After taking the job out of dummy time all the parts retightened any other defects are
rectified and job is retimed in mild steel tank. After tanking oil is filled.
Case Fitting:
The accessories are fixed and final touches given to job. The accessories include tank
cover, fixing bushing, fixing valves etc. The terminals are marked and R and D.
(Rating and Diagram) plate is fixed. Bolting and not riveting because it may require
maintenance and hence opening close the tank.
Bushings are hollow to provide a passage for conductor; oil is filled inside the
hollow spaces for better insulation. Bushing is built on a mild steel base, which is
bolted to bottom chamber with a cork gasket in vacuum.
The bottom chamber is mild steel tank with a steel frame attached to its base for
earthling. This chamber houses the secondary winding.
STORE:
There are three sections in store:
Control Receiving Section
Custody Section
Scrap Disposal Section
FUNCTIONS:
list of material coming in stores is prepared and Quality Control people are called
for inspection. If material is found as per standard, SRV (Store Receipt Voucher) is
issued for each material. A total of 08 SRVs are prepared. Some materials such as
Silicon oil, Transformer oil, insulating material etc are directly stored in the Bays.
LOCOMOTIVE PRODUCTION(LMP):
There are two products
Alternating Current Locomotive (ac Loco)
WAG-5H
AC. /D.C. Loco
WCAM-2P
WCAM-3
W-broad gauge A-running in AC mode
C-running in DC mode G-hauling goods train
P-hauling passenger train M-hauling passenger& goods train
Diesel Electric Locomotive Shunting (DESL)
350 HP
700 HP
o Single Power Pack (SPP): One 700 HP m/c is made as a single unit. It is a
meter gauge locomotive.
o Twin Power Pack (TPP): 2 350HP m/cs are combined in 1 engine & can be
operated individually or in combination depending on the load.
450 HP
1400 HP
1150 HP
1350 HP
2600 HP
1150 HP and 1350 HP DESL s are non-standard locomotives and are modified
versions of 1400 HP DESL based on requirement of customer.

Under mention are the new non-conventional products designed and developed for
Indian Railways based on their requirement.
OHE (Overhead electric) recording and testing cars
UTV(Utility vehicle )
RRV(Rail cum road vehicle)
DETV( Diesel electric tower car)
BPRV(Battery power road vehicle)
BCM(Blast cleaning machine)
200 T Well wagon for BHEL Haridwar
Metro Rake-Kolkata Metro Railways

LOCOMOTIVE MANUFACTURING (LMM):
This section deals with manufacturing of locomotives.
The main parts of the locomotive are
Under frame: The frame on which a locomotive is built
Super structure: The body of locomotive is called superstructure or Shell
and is made of sheet of Mild steel
DC motor
Alternator
Compressor
Flower
Static Rectifier-MSR
Static Converter-SC
Exchanger
Bogie-The wheel arrangement of a loco is called a bogie. A bogie essentially
contains
1-wheel axle arrangement
2-Suspension
3-Brake rigging
Traction transformer: It is fixed on under frame and gets supply from an
overhead line by equipment called pantographs. The type of pantographs depends
on supply. This transformer steps down voltage and is fitted with a tap changer.
Different taps are taken from it for operating different equipment. One tap is taken
and is rectified into DC using MSR and is fed to the DC motor.
Railways has two types of power supplies 25 KV, 1 Phase, 50 Hz AC
-1500 V DC
An AC/DC loco is able to work on both of these supplies. For e.g. WCAM-3.
WORK ENGINEERING & SERVICES (WE&S)
This department looks after the commissioning and maintenance of all the
machinery used in the factory. It also has 3 two-stage air compressors for supplying
compressed air to the various bays.
The department has 03 different divisions:
Electrical Engineering.
Electronics Engineering.
Mechanical Engineering.
ELECTRICAL ENGINEERING: This division looks after all the electrical
machinery and power distribution of the factory. Snags detected in the system are
immediately reported to this dept by the concerning dept.WE&S takes prompt
action to rectify it.
The factory has a feeder of 11KV .The total load sanctioned for the factory is
2500MVA
But the maximum demand reaches the range of 1700-2000 MVA.
Here are various sub-stations (SS) inside the factory, for distribution of power to
different sections.
SS -1 Supplies Bay-6 to Bay 9
SS -3 Supplies Bay 1to Bay-4
SS -4 Supplies Boiler and loco plant
SS -5 Supplies Bay -5
SS -6 Supplies Administrative building

TECHNOLOGY:
This department analyses the changes taking place in the world. And suggest
changes accordingly. This is very important because the products must not get
obsolete in the market otherwise they will be rejected by the customer.
FUNCTIONS:
Technology functions can be classified as:
Processing Sequence: The sequence of process of manufacturing is decided
for timely and economic completion of the job.
Operation time estimate : It includes incentive scheme management
Allowed operation time: It includes incentive amount
Facilities identification: It includes looking for new equipment or plant or
tools to increase productivity
Special process certification: Special processes are the ones requiring
expertise for example identifying errors, cracks, air bubbles in welding
Special tools requirement: Special tools are allotted, if possible, when
required else the design has to be reconsider.
Productivity projects compilation: It includes the initial analysis of the
problem and their appropriate solution to enhance productivity.
The principle of working is that

I F YOU DO NOT MAKE THE CHANGES I N YOUR COMPANY, THE CUSTOMER WI LL
CHANGE YOU.

BUS DUCT:
Bus ducts are used as connections between generators and transformers. They are
used in power connections over 150 MV. The question now arises why are bus duct preferred
over ordinary conductors, in such connections? In high power applications, insulation is the
major problem and frequent insulation breakdown occurs. If this does happen then there is a
possibility of shorting of conductors and hence serious damage may occur t both the
transformer and generator.
Bus ducts are hollow pipes made of aluminum. The cross-section of these ducts depends on
the requirement of the customer and is done by the design department. The cross-section may
have different shapes circular, square, hexagonal, octagonal etc. the casing is also made of
aluminum sheets. Although aluminum is not as good a conductor as copper still is preferred
over it because it is lighter than copper. Moreover it is cheaper than copper.
Bus ducts are of two types: - (if) Segregated bus ducts.
(ii) Isolated bus duct
In segregated bus ducts one casing is divided into three separate chambers for three phases. In
the isolated bus duct each phase is provided with a separate casing. The conductor i.e. the
duct is separated from the casing by porcelain or peroxide (chemical) insulators.
The bus duct assembly contains three cubicles: -
P.T and S.P cubicle.
N.G cubicle.
L.A.V.T cubicle.
These cubicles have the circuits and the controls of the bus duct assembly. The
connections may be star or delta. The line enters from the top of the top of the top chamber.
The top chamber has the neutral side and the line side. On each side there are three terminals
of aluminum to provide connections. The bottom chamber lies below the top chamber. These
chambers are provided just below the generator.

CENTRAL QUALITY SERVICE:
First we get acquainted with a few terms concerning this department.
QUALITY
It is the extent to which products and services satisfy the customer needs.
QUALITY ASSURANCE
All those plants and systematic action necessary to provide adequate confidence that a
product or service will satisfy the given requirement is called quality assurance.
QUALITY CONTROL
The operational technique and activities that are used to fulfill requirement for quality are
quality control.
QUALITY INSPECTION
Activities such as measuring, testing, gauging one or more characteristics of a product or
service and comparing these with specified requirement to determine conformity is termed
quality inspection


















MANPOWER PLANNING IN BHEL
1.). POLICY: - To determine manpower requirement in" Core activities of BHEL
business corresponding to the short term & long term needs with continuous effort
for high level of automation and standardization of the process,
2). MANPOWER PLANNING: - Towards effective manpower planning, following
actions are to be understood.
Gap- analysis, Establishment of manpower planning task force.
Classification of activities.
Development of norms.
Manpower hierarchy, Sanction of vacancies.
Manpower.
Audit.
Establishment of manpower planning task force: - Each unit / division should
constitute the manpower planning task force in order to objectively and scientifically
examine the manpower requirement. One executive each from unit HR. HRDC, R&D.

One executive of concerned department may be opt whatever evaluating needs one
Executive from Industrial Engineering Background of the manpower department


OBJECTIVE OF THE TASK FORCE: - Task force will regularly meet to evaluate
manpower requirement in relation to enshrined
,
objective of the manpower planning.
Ensuring manpower inventory. Development of manpower norms. Bringing uniformity in
approach across units in manpower requirement evaluation & establishments of norms
manpower planning group at corporate office shall co-ordinate & facilitate. Identification of
common area across under establishments of norms for such area. Advising units with regard
to formulation of man power planning Core activates
Non Core activities
1. Strategic in nature. 1. considered suitable for
outsourcing.
2. Required to be carried out Within BHEL 2. Even if presently source/ even
though opportunity of outsourcing vendors for outsourcing do
might exist. not exist.
HR
Quality Planning Guest house Canteen Garage Engineering Technology All shop
floor activity is Core activities, whenever possible item/ activity have already been
outsourced. Vigilance Information technology. Medical (BHEL have full fledged
hospital & associated doctors staff)
Development of Norms: - To identify for both core & non core activities shall
be developed by units (Manpower Task Force). (Function/ Areas / Products)
Corporate Manpower planning group shall co-ordinate related to identify work
area common to difficult unit and development of common norms for such area
for all the concerned units.
Norms once establish shall be periodically

reviewed with account of business

environment Automation & Standardization of processes.
Manpower Inventory: - A comprehensive inventory of existing manpower is
essential for evaluating manpower requirement. Manpower inventory we are
facilitate inter-unit deployment against requirements.
All units have comprehensive data-bank about all the existing manpower.
Comprehensive data of all existing employee nay be comprehensive for user
friendl
y
access.
Employee data should be centrally available on comprehensive analysis of
various manpower MIRs (Manpower inventory requirement) corporate manpower
group to develop common format and software for capture inventory data.
Forecasting of Manpower: - forecast should be based on taking three shifts
load in manufacturing units.
Following points should be taken In view while forecasting manpower.
Forecast for regular manpower should be only for base load (as per establishment
norms) during considering short term as well as long term business projection.
Forecasting of manpower should be done for both for Core and Non core act.
There should be continuous effort to outsourcing Non-Core activity.
The requirement, it any, for peak load should be considered for outsourcing out
sourcing/ meeting through fixed tenure appointments. For evaluating the
manpower forecast, certain important Macro level norms may also be related.


Value added per related.
Value added per rupee of personnel payment.
Personnel payment to turnover ratio etc.
Manpower analysis - TO analysis manpower gap following step should be
taker forecasting of manpower should be made for both 'Core' and Noncore
e

activities to meet short-term and long term business protection. Manpower
forecasting for at least next three year should be made to provide enough
opportunity for manpower deployment at the appropriate time accordingly.
Forecast of manpower may be mapped with the available manpower.
Manpower gaps in 'Core' activities for base level workload may be first explored for
being met through redeployment, multi skilling of the employees at the unit level
from both 'Core and Nor. core Areas'. Manpower gaps In the Core activities may be
1': attempted to be bridged by redeploying Manpower available from Non-Core
activities after providing require. .
In this regard unit may provide training modules (Special) to the person of Non-core
activities to gainfully redeploy to the Core activities.
In case of manpower gap cannot bridged within the unit, possibly of inter-unit transfer of
manpower may be examined.
M Sanction for induction of fresh manpower for the unskilled gaps. All the policies
Concerning to above proposals may be obtained from corporate office with justification
& containing the following.
Business projection in term of base load & peak load.
Identification Core & No core activate.
Man power projection for next three year separately for core & Noncore
Analysis of Manpower Planning Task Force.
Redeployment plan o existing manpower especially from Non Core activities Inter unit
transfer.
The requirement identified to be met through Fixed Tenure Appointment. (FTAs) deed
also be sent to corporate office for examination & sanction, Proposal of FTAs may follow
guidelines related to fixed tenure appointment.
Sanction of vacancies :- All the Manpower forecasts sent to corporate office for sanction
shall be examined in the basis of macro & micro level norms, past and future manpower
trend business projection & inter unit comparison
After examination proposals shall be put up & once approved, concerned unit shall be
inform the sanction. On receipt of sanction of vacancies, concerned agencies shall initiate
action for filling up these vacancies keeping in mind the job specification, for the
position, reservation requirements notification / publication of vacancies to Employment
Exchanges i in Newspaper / Employment News. In this regard, guidelines issued by
corporate office should be adhered to.
Manpower Audit:- Manpower audit Is required for critical & unbiased evaluation of
existing manpower resources. To evaluate utility of existing manpower, manpower audit
should be carried out periodically.
Objective:- To establish what manpower resources capability and capacity available at
both strategic and operational levels within the enterprises and available at the lower
levels that show potential for the future. Corporate manpower planning group would
develop procedure / system for such audit




















HR PROCESS IN BHEL
Definition of HR Processes
From the mess to the operational excellence in Human Resources Management. The HR
Processes must clearly set and the HRM must be constantly working on the development of
the new HR Processes and constant improvement of the current HR Processes.

The HR Processes are needed to be clearly defined as the organizations become more and
more complex. The HR Process Definitions and HR Process Descriptions helps the
employees inside HRM to work smoothly and to conduct all the activities the same way.

The following section is about HR Processes, which can help to define your own set of HR
Processes in your own organization.
Objective: To define the People Processes aligned to Business Processes, Define
Strategic Job Families, Competencies, Performance and Talent Management System, aligned
to Business Goals and Objectives. To design the supporting Basic HRIS, Administrative
HRMS (For Insourced and outsourced needs) leading to Human Capital Alignment Solutions

Industrial Relation
Relations between the management of an industrial enterprise and its
employees.
BHEL, interaction between employers, employees, and the government; and
the institutions and associations through which such interactions are
mediated. Government has a direct involvement in industrial relations,
through its role as an employer; one that is particularly prominent in states
where there are high levels of nationalization. Indirectly, government has a
major role through the regulation of the economy and the relationship
between employers and trade unions


Employee benefits
Employee benefits and (especially in BHEL) benefits in kind (also called fringe
benefits, perquisites, perks) are various non-wage compensations provided to
employees in addition to their normal wages or salaries. Where an employee exchanges
(cash) wages for some other form of benefit, this is generally referred to as a 'salary
sacrifice' arrangement. In most countries, most kinds of employee benefits are taxable to
at least some degree.
Some of these benefits are: housing (employer-provided or employer-paid), group insurance
(health, dental, life etc.), disability income protection, retirement benefits, daycare, tuition
reimbursement, sick leave, vacation (paid and non-paid), social security, profit sharing,
funding of education, and other specialized benefits.
The purpose of the benefits is to increase the economic security of employees.
The term perks is often used colloquially to refer to those benefits of a more discretionary
nature. Often, perks are given to employees who are doing notably well and/or have seniority.
Common perks are take-home vehicles, hotel stays, free refreshments, leisure activities on
work time (golf, etc.), stationery, allowances for lunch, andwhen multiple choices exist
first choice of such things as job assignments and vacation scheduling. They may also be
given first chance at job promotions when vacancies exist.








Human Resources Department

Definition: The department or support systems responsible for personnel sourcing and
hiring, applicant tracking, skills development and tracking, benefits administration and
compliance with associated government regulations
A human resources department is a critical component of employee well-being in any
business, no matter how small. HR responsibilities include payroll, benefits, hiring, firing,
and keeping up to date with state and federal tax laws.
Any mix-up concerning these issues can cause major legal problems for your business, as
well as major employee dissatisfaction. But small businesses often don't have the staff or
the budget to properly handle the nitty-gritty details of HR. Because of this, more and more
small businesses are beginning to outsource their HR needs.
RECRUITMENT
DEFINATION
Recruitment is the process seeking out and attempting to attract individuals in external labor
markets, who are capable of and interested in filling available job Vacancies .Recruitment is
an intermediate activity whose primary function is to serve as a link between human resource
planning on the one hand and selection on the other.
To Recruit Means To Enlist, Replenish Or Reinforce. Recruitment begins by specifying
the human resource requirements, initiating activities and actions to identify the possible
sources from where they can be met, communicating the information about the jobs, term and
conditions, and prospectus they offer, and enthusiast people who meet the requirement to
respond to the initiation by applying for the jobs.
AIM: aim of recruitment is the information obtained from job description and job
specification along with precise staffing standards from the basis for determining manpower
requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:
1 Planned, anticipated and unexpected planned need arise from changes, in organization
and retirement policy.
2 Resignations, deaths and accidents and illness give rise to unexpected needs.
3 Anticipated needs refer to those movements in personnel which an organization can
predict by studying trends in the internal and external requirements.


Features of Recruitment:
1 Process or series of activities rather than a single act or event.
2 A linking activity as it brings together those with the jobs (employer) and those
seeking jobs (prospective employees).

INTERNAL SOURCE OF RECRUITMENT
Internal Transfer/Promotion with necessary screening, training and selection to meet the
specified requirement. It would be desirable to utilize the internal sources before going
outside to attract the candidates. The two categories of internal sources including a
review of the present employees and nomination of the candidates by employees.

Merits and Demerits of Internal Recruitment.
Merits.
Following are the merits of the internal source of recruitment;
1. Increase in Morale
Recruitment through the internal sources, particularly promotion, increases the morale of the
employee. Every body in the organization knows that they can be promoted to a higher post,
their morale will be boosted and their work efficiency will increase.
2. Better Selection
The people working in the enterprise are known by the management and for selection higher
post does not carry any risk as the employees are known.
3. Economical Internal
Internal sources are highly economical because no expenditure is involved in locating the
source of recruitment and no time is wasted in the long process of selection. More over, these
employees do not need extensive training because they already know about all the works of
the enterprise.
4. Labor- turnover is reduced
When the employees know that they can be promoted to higher posts, they do not leave the
enterprise. As a result of this policy labour turnover is reduced and the status of the company
increases.
5. Better Labour-Management Relation
When the internal source of recruitment is used the employees remains satisfied which leads
to the establishment of better labour-management relationship.
Demerits
The internal sources of recruitment of employees suffer from the following demerits:
1. Check on Young Blood
The defect of the internal source of recruitment is that the young people fully equipped with
the modern technical knowledge remain excluded from the entry in enterprise. As a result, the
old people run the enterprise with the old ideas and experience.
2. Limited choice.
The internal recruitment of the employees reduces the area of choice. The reduction in the
area of choice means less number of applicants. The choice is to be made out of people
working in the enterprise.

3. Encourages Favoritism.
Internal source encourages favoritism in this system, the superiors usually select their
favorites. Sometimes even a less capable person is selected which harms the enterprise. In
this system, generally the personal impression of the managers about the employee is given
preference for selection.

EXTERNAL SOURCES OF RECRUITMENT
An external source of Recruitment is considered from the combination of consultant
and Advertisement
Merits and Demerits of External Recruitment
Merits.
The external recruitment has the following merits:
1. Entry of young blood.
Recruitment through external source brings in new persons with modern ideas which can be
profitable for the organization.
2. Wide choice.
The uses of external source of recruitment increases the number of candidates and widen the
choice. The managers judge the capabilities of the applicants and select the best ones for
appointment.
3. Less Chances of Favoritisms.
All the candidates, under this system of recruitment, are new for the managers and this
exclude the possibility of favoritism.

Demerits.
In spite of many merits, the system of recruitment from external sources is not free from
defects. Its chief demerits are:
1. Decrease in Morale of Existing Employees.
By adopting the system of external recruitment the chances of promotion of the present
employees come to an end. Since there is no hope of any promotion the morale of the
employee decreases and they do not perform their work with dedication.
2. Chances of Wrong Selection.
There are chances of wrong selection due to non-availability of information in case of
external recruitment. The wrong selection will upset the working condition of the
organization.
3. Costly Source.
The external source of recruitment involves expensive advertisement, long selection process
and training after selection which increases organizational expenditure.
4. Increase in Labour-turnover.
When the employees know that they cannot be appointed on high posts in the enterprise, they
leave the
organization at the first available opportunity, and as a result an increase in the labour-
turnover which lowers the prestige or the reputation of the enterprise.
5. Deterioration in Labour-Management Relationship.
Making use of the external source of recruitment affects the present employees and there is
an increase in the incidents of strikes and lock-out.

LEGAL Aspects
The constitution provides for the following as the fundamental rights of a citizen:
Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent, place of
birth, residence or any of them, be negligible for an discriminated against in respect of any
employment or office under the state.
Article 16 (3): Nothing in this article shall prevent parliament from making any law
persuading, in regard to a class or classes of employment on appointment to an office (under
the govt. of or any local or other authority within a state or union territory), any requirement
as to residence within that State or Union Territory prior to such employment or appointment.
The constituent ensures, in the directive principles of state policy, certain safeguards for
scheduled castes, scheduled tribes & other weaker sections. Except in cases which are
covered by Article 46 of the constitution, there can be no discrimination in the matter of
employment anywhere in the country for any citizen.

OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suits the present
and future organizational strategies.
To induct outsiders with a new perspective to lead the company.
To infuse fresh blood at all levels of the organization.
To develop an organizational culture that attracts competent people to the company.
To search or head hunt/head pouch people whose skills fit the companys Values.
To devise methodologies for assessing psychological traits.
To seek out Non Conventional development grounds of talent.
To search for talent globally and not just within the company.
To design entry pay that competes on quality but not on quantum.
To anticipate & find people for positions that does not exist yet.

Steps on Recruitment Process
The recruitment process consists of the following steps:

Generally begins when the personnel department receives requisitions for recruitment
from any department of the company the personnel requisitions contains detail about
the positions to be filled. Number of persons to be recruited, required from the
candidate, terms and conditions of employment and at the time by which the persons
should be available appointment etc.
Locating and developing the sources of required number and type of employees.
Identifying the prospective employees with required characteristics.
Communicating the information about the organization, the job and the terms and
conditions of service.
Encouraging the identified candidates to apply for jobs in the organization.
Evaluating the effectiveness of recruitment process.
CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
Human resource Management classically pertains to planning; recruitment, selection,
placement, induction, compensation, maintenance, development, welfare etc. of Human
Resources of any organization to enable the organization to meet its objective while also
enabling the human resources to attain their individual goals.
As is evident from the definition of the concept the entire theme revolves centrally around
human resource and its role in enabling simultaneous satisfaction of individual and
organizational goals.
The immediate conclusion that follows from this is that the prime movers of the organization
are the individuals. The process of bringing employees into the folds of organization is
termed as recruitment and can be unambiguously treated as the central pillar for foundation
stone of the entire concept of human resource management.
It is easy to see why recruitment has accorded such a high position out of the various facets of
human resource management. The reason is simply that unless one has human resource in the
o energy will they canalized productively and usefully.
Keeping this idea into mind this Project organization whom will the human resource
managers manage or whose acts is an attempt to study various options that are available both
theoretically as well as practically for an organization to launch itself into the task of
recruitment.
METHODS AND TECHNIQUES OF RECRUITMENT
In a company recruitment sources indicates where human resources may be procured,
the recruitment methods and techniques deal with how these resources should be tapped. As
soon as the manpower manager has determined the personal qualities required on the part of
an individual to fill an vacant position and visualized the possible sources of candidates with
these qualities, his next step relates to making contact with such candidates. There are
commonly three methods of recruitment which company follows:
1. DIRECT METHOD
2. INDIRECT METHOD
3. THIRD PARTY METHOD
JOB ANALYSIS FORM

Job Title
. Date Location ..
Department
Analyst.
Code No
Reason for the job Supervised..
Wage or salary range
Relation to other jobs: Promotion from.. Promotion to..
Job summary:
Work performed
Major duties :.
Other tasks :
Equipment/Machines used:.
Working Condition
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience: (a) TYPE OF experience..
(b) Length of experience
Supervision: (a) Positions supervised.
(b) Extent of supervision..
Job knowledge: (a) General
(b) Technical
(c) Special
Responsibility: (a) for product and material .
(b) For equipment and machinery
(c) For work of others.
(d) For safety of others
Physical DEMAND: Physical efforts
Surroundings
Hazards
JOB SPECIFICATIONS FORM

Job Title: Drill Operator Department

Job Code Date..



REQUIREMENTS



1. EDUCATION : Ability to read and understand production orders and to make
simple calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required. Requires one
month experience to learn job duties and to attain acceptable degree of
proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and
production orders. Must be able to concentrate when operating.
5. SUPERVISION: Routine checking and no close supervision required. Specific but no
detailed instructions.
6. Responsible for own work only. Only routine responsibility for safety of others
The BHEL has the following way which it follows for recruiting the person

A.PURPOSE
The purpose of the company is to define the procedure of Recruitment & Selection in
the company.
B.SCOPE
The scope of the company is to find the individuals seeking employment in the
company.


C.RESPONSIBILITY
The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation
Director-TPB-India.
D.AUTHORITY
The Authority in the company is commensurate with responsibility
E.PROCEDURE STEPS
1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is dually filled by
the HOD/Group Manager of the concerned department and forwarded to the HRD
Department.

The HRD Department initiates activity on the recruitment once the "Manpower
Requirement" form is approved by MD.

All "Manpower Requirement Forms are maintained by the HRD Department.

2. IDENTIFYING SOURCES OF RECRUITMENT
On the basis of Manpower Requirement Form a recruitment source is identified. The
recruitment could be external or internal.
INTERNAL SOURCE OF RECRUITMENT
Internal Transfer/Promotion with necessary screening, training and selection to meet
the specified requirement. It would be desirable to utilize the internal sources before
going outside to attract the candidates. The two categories of internal sources
including a review of the present employees and nomination of the candidates by
employees.
The COMPANY suggests that the effective utilization of internal sources necessitates
an understanding of their skills and information regarding relationships of jobs. This
will provide possibilities for horizontal and vertical transfers within the enterprise
eliminating simultaneous attempts to lay off employees in one department and
recruitment of employees with similar qualification for another department in the
company. Promotions and Transfers within the plant where an employee is best
suitable improves the morale along with solving recruitment problems.
These measures can be taken effectively if we established job families through job
analysis programmes combining together similar jobs demanding similar employee
characteristics. Again, employee can be requested to suggest promising candidates.
Sometimes in a company the employees are given prizes for recommending a
candidate who has been recruited. The usefulness of this system in the form of
loyalty and its wide practice, it has been pointed that it gives rise to cliques posing
difficulty to management.
Therefore, in this company before utilizing the system attempts should be made to
determine through research whether or not employees thus recruited are effective on
particular jobs. Usually, internal sources can be used effectively if the number of
vacancies are not very large, adequate, employee records are maintained, jobs do not
demand originality lacking in the internal sources, and employees have prepared
themselves for promotion.

EXTERNA L SOURCE S OF RECRUITMENT
An external source of Recruitment is considered from the combination of the following
options:
CONSULTANT
Consultant are given the requirement specifying qualifications, experience and all other
necessary details. In consultant we considers the employment agencies, educational and
technical institute, casual, labor and mail applicants, trade unions and other sources.
Our company have developed markedly in large cities in the form of consultancy
services.
Usually this company facilitates recruitment of technical and professional personnel. Because
of their specialization, they effectively assess the needs of their clients and aptitude and
skills of the specialized personnel. They do not merely bring an employer and an
employee together but computerize lists of available talents, utilizing testing to classify
and used advance techniques of vocational guidance for effective placement purposes.
Educational and technical institutes also forms an effective source of manpower supply.
There is an increasing emphasis on recruiting students from different management
institutes and universities' commerce and management departments by recruiters for
positions in sales, accounting, finance, personnel and production. These students are
recruited as management trainees and then placed in special company training
programmers. They are not recruited for particular positions but for development as
future supervisors and executive.
Indeed , this source provides a constant flow of new personnel with leadership
personalities. Vocational schools and industrial training institutes provides specialized
employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained
in these schools and institutes can be placed on operative and similar jobs with a
minimum of in plant training. However, recruitment of these candidates must be based
on realistic and differential standards established through research reducing turnover
and enhancing productivity.
The enterprise depends to some extent upon casual labour or "applicant at the gate"
and mail applicants. The candidates may appear personally at the company's
employment office or send their applications for possible vacancies. According to
company the quality and quantity of such candidates depend on the image of the
company in community.
Prompt response to these applicants proves very useful for the company. The company find
that this source is uncertain, and applicants reveal a wide range of abilities necessitating a
careful screening. Despite these limitations, it forms a highly inexpensive source as the
candidates themselves come to the gate of the company. It also provides measures for
a good public relations and accordingly , the candidates visiting the company must be
received cordially.
Trade unions are playing an increasingly important role in labour supply. In several
trades, they supply skilled labour in sufficient numbers. They also determine the order in
which employees are to be recruited in the organization. In industries where they do
not take active part in recruitment, they make it a point the employees laid off are
given preference in recruitment.

ADVERTISEMENT
All recruitment advertisements are placed centrally by the HRD Department.
The advertisement is drafted by HRD Department in consultation with the concerned
Department.
All related documents of Advertisements released are maintained in the
"Advertisement" file.
In addition to the above sources, several organizations develop sources through
voluntary organizations such as clubs, attracts employees of competitors looking for a
change or good prospectus for employment, utilize women, older workers and
physically handicapped for specific positions where they are best suitable, and use the
"situation wanted" advertisement in newspapers.

3. SELECTION
A .SCREENI NG/SHORTLI SI NG
Resumes received from consultants and/or from the advertisements released in
Newspaper/Magzine are screened by HRD Department in consultation with the
concerned department.
B.I NTERVI EW CALL
The short listed candidates are contacted for interview through an interview call
letter/telephone call/e-mail l or through the consultants.
C.I NTERVI EW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's HOD,
Interview panel and a copy is kept for HRD Department records. The Interview Schedule
includes the following requirement.


INTERVIEW SCHEDULE

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

NAME OF THE CANDIDATE TIME REMARKS




INTERVIEW CALL LETTER


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


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

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

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

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

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

Yours sincerely,
For BHEL





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


APPLICATION FORM FOR EMPLOYMENT


CONFIDENTIAL

Reference
(including advt. ref. if any)
Position
Applied for
Time for
Joining



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

(First Name) (Middle Name) (Last Name)

Present Address:

Permanent Address

Tel. Res. Mob.

Tel. Off. E-mail (Personal)

Date of Birth Age Place of Birth State

Martial Status: Married/ Single Children: Male of age

Female of age


EDUCATION: Details of all examination passed from matriculation or equivalent
onwards
Exam/Degree/
Diploma/
Certificate
School/
College/
University
Year
of
Passing
Branch of
Study
Electives/
Specialization
Subjects
Class/
Grade/
Division
& % of
marks
Regular/Part
Time/
Correspondence





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



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




WORK EXPERIENCE:
Present/ Last Job

Organization Period of Employment

Address From: To:

Nature of Business


Telephone Current Position/
Position held


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

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

No. Of employees in the Dept. You work No. of Executive No. of -Non-
Executive

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

List your 3 core competencies List 3 Key Achievements in your career
1. 1.
2. 2.
3. 3.


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

Organization Chart: Current Responsibilities
Previous Employment Details: (Start from recent employment)
Name of
the
organizati
on
Period
From To

Position
Joined
Position
Last
Held
Brief description
of responsibilities
Last drawn
Gross salary
Per month




Present Remuneration Drawn:

A. Monthly:
Basic DA HRA/Lease Conveyance Any other
(mention
details)
Total
p.m.
Total
p.a.


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


C. Other Terminal Benefit p.a.

Pf Superannuation Gratuity Total
p.a.


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



E. Other perk not included in Gross




Due date of next increment: Any other information relating to the above
GENERAL
Language Known
Language Read Write Speak




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

If yes please give details: Name Relationship

Designation Unit / Department

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

3. Is your spouse e employed? Yes/No

4. Have you any location constraints? Yes/No

If yes, please give details/ reasons

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

6. Extra Curricular Activities:

7. Interests/Hobbies:

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

1. 2.

Any other information you would like to add:

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

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

E.CONDUCTI NG I NTERVI EWS
Interviews are conducted by an panel, which includes a staff member from the concerned
department and may include an had representative.

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



INTRVIEW ASSESSMENT FORM
Interviewees Name Date 2006
Post Applied For Venue
1. 2. 3.
ASSESSMENT FACTORS RATING REMARKS
Appearance
Technical Knowledge
General Knowledge
Experience
Communications Skills
Innovative Thinking& Logic
Growth Potential
Decision Making
Leadership Skills
Maturity
Interest/Cultural background
A=Very Good B=Good C=Average D=Below
Average

Overall strong points

Overall weak points

Written Test/Remarks

Reason for leaving
Remuneration Expected

Suitable for any other
Deptt./job



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

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

Extension of time to join duties is granted to the candidate purely at Management
discretion.
A Detailed Appointment letter is issued after the individuals joins and fills the joining
report.
The offer and appointment letters are signed to all new joiners.

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

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








Selected Not-
Selected
Keep Pending Call for final
Interview
1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format

BELOW ASSTT &MANAGER LEVEL


___________________ Dated: ___________________
___________________
___________________

LETTER OF APPOINTMENT
Dear Mr. __________________________

With reference to the offer letter no.________ dated __________ we are pleased to appoint you
as _____ on the following terms and conditions:
Ordinarily your period of probation will be Six months which could be further extended
for a period not exceeding three months and during probationary period/extended
probationary period your services are liable to be terminated without any notice or
without assigning any reason or compensation in lieu thereof.

EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Traveling Expenses : Rs. __________ p.m.

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

B) Further increment will be based on efficient, satisfactory and loyal discharge of duties
and may be withheld in case the standard of work and conduct is found subnormal of may
be accelerated in case the same is adjudged to be commercial at the discretion of the
management.
Your place of posting will be at our _________________situated at _______________-
_____. However, you are liable to be transferred to any of our sites/factory/office at the
discretion of the management.

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

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

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

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

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

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

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

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

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

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

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


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


Yours sincerely,
For BHEL
AUTHORISED SIGNATORY

ACCEPTANCE

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

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





FOR ASSISTANT MANAGER TO MANAGER

Dear Mr..
Date..

APPOINTMENT LETTER

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

1) Designation : Your position in the company will be


2) Date of Joining: Your date of joining the services in the organization is


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

During the probation period, your services are liable to be terminated without
assigning any specific reason, whatsoever without giving any notice. After
confirmation the notice period will be one month or one months basic salary on
either side.
4) Salary Details:
Your Basic Salary will be Rs. . /- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs. /-
p.m.
(Rupees only)
You will entitle to reimbursement of Local Traveling Expenses up to a maximum
limit of Rs. /- p.m. (Rupees .
only)
You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC,
Bonus Exgratia, and Gratuity & PF as per rules of the company.
5) Place of Posting
However, you would be liable to be transferred/posted at any of the existing or
proposed locations of the company or its sister/associates companies at the sole
discretion of the management.
The company normally does not permit employees to engage in
any other business or work, either directly on their own account or indirectly and
you will be expected not to do so without prior consent of the management in
writing.

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

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

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.
We welcome you to our organization and wish you a successful career with us.

With best wishes,

Yours sincerely,
For BHEL

AUTHORISED SIGNATORY

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

NAME SIGNATURE
DATE

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


FOR HR. MANAGER AND ABOVE

Dear Mr. . Date


APPOINTMENT LETTER


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

1) Designation : Your position in the company will be

2) Date of Joining: Your date of joining the services in the organization
Is ..

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

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

You will be entitled to reimbursement of Medical Expenses for yourself and family, the
total cost of which shall be a maximum of one month's basic salary in a year. You will
be entitled to reimbursement of LTC equivalent to one months basic salary per
completed year of service. Your first entitlement for LTC will be on completion of 12
months service with the Company
4) Place of Posting: . However, you would be liable to be
transferred/posted at any of the existing or proposed locations of the company or its
sister/associate companies at the sole discretion of the management.
I agree to accept employment on the terms and conditions mentioned above and agree to
abide by all the rules and regulations of the company.
NAME SIGNATURE DATE

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

BHEL
DATE:
HRD DEPARTMENT
NOIDA 110011
JOINING REPORT

This is to inform you that I have joined the organization as
On in
Department. My present address is
Telephone No.
And my Date of Birth is . Any change in my address will be intimated to
you.

NAME:

SIGNATURE:

DATE:

VI) DOCUMENTATION

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

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




6. STATISTICAL ANNALYSIS

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

Source of recruitment
Resumes received and short-listed
Interviews conducted
Candidates selected
Candidates joined

F.FORMATS
The Formats of the company includes the following:
MANPOWER REQUIREMENT
PERSONAL DATA FORM
INTERVIEW ASSESSMENT FORM
JOINING REPORT
STAFF COMPARISION SHEET
SALARY PROPOSAL SHEET

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

G.RECORDS
The company includes the following records

Manpower Requirement Forms
Correspondence for release advertisements
correspondence with consultant




FINDING AND ANALYSIS
CANDIDATES WILLINGNESS TO JOIN THE COMPANY

From the chart it can be understood that most of the employees are inspired by the working
environment of the company which resembles the personal traits of the Indians. I can also see
that matters much followed reputation of the company and salary package which comprised 11%
and 16% respectively. Job prospect plays a minor role in the minds of a candidate who had
already joined the company. Location of the company (which comprised 5% of the sample size)
where majority of the employees are qualified with technical who in most of the cases dare to
bother it.
MOST RELIABLE TYPE OF INTERVIEW IS
I tried to find out the most reliable type of interview according the employee. They
expressed different view. According to the sample employees.
I found that behavioral interview is most reliable and this view was supported by 36%
of the sample employees. Similar support was begged by the situational interview, while
26% structured interview and only 7% favored stress interview. Corresponding to this
data I have drawn a pie chart above: -
In BHEL all the applications received in each branch/function (HR or Finance) will be

36%
21%
36%
7%
Chart Showing the Reliable Type of Interview is
Behavioral Situational Structured Stress
separately arranged in descending order of merit i.e. based on a percentage of aggregate
marks of all the years/ semesters of professional course and only the required number
(according to the ratios mentioned) starting from the top will be called for written test in
each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks,
all the candidates scoring cut-off marks will be called for written test. The Written Test
papers will be objective type in nature and will be in Hindi & English. Based on merit
and requirement, the short-listed candidates will have to appear for Psychometric Test
and/or Behavioral Assessment Interview followed by Personal Interview. Candidates will
be invited for Psychometric Test and/or Behavioral Assessment Interview followed by
personal interview, in order of merit on the basis of Written Test performance. In case of
a tie at cut-off marks, all the candidates scoring cut-off marks will be called for
interview.
Even after the candidates are advised to ensure while applying that they fulfill the
eligibility criteria and other requirements mentioned in this advertisement and that the
particulars furnished by them are correct in all respects. In case it is detected at any
stage of recruitment process that the candidate does not fulfill the eligibility criteria
and/or does not comply with other requirements of this advertisement and/ or he/she has
furnished any incorrect/ false information or has suppressed any material fact(s), his/her
candidature is liable to be rejected. If any of the above shortcomings is/are detected,
appointment, his/her services are liable to be terminated without any no.



































BY WHI CH WAY TO RECRUI T PEOPLE BY HR DEPARTMENT

The employees at BHEL expressed their varied views about the best way, according to
them, to recruit people. The employees in BHEL bear an opinion (about 40% of the
sample) that advertisement is the best way to recruit people. While to 25% of the sample
employees feel that walk-ins is best way while 20% feel that variable ways are the best.
Others feel that recruiting people from search firms in a best way. Corresponding to this
data I have drawn a pie chart above:
The aim of advertising is to make people aware that a vacancy exists and to persuade
them to apply for the position. Advertising helps to define exactly the need of the
company, and what separates it from its competitors. Often the people you want to attract
are not openly looking for a new job, so you need to think of ways to sell the attributes
of the company, e.g. what makes It unique, its culture, values, philosophy and so on.
Good advertising highlights the assets of the position and appeals to the career needs and
concerns of the desired applicants. It is worth making your advertisement effective and
attractive, as there is a high correlation between advertisements with accurate and
complete information and recruitment success.





40%
25%
20%
15%
Chart Showing the Best way to Recruit People is
Advertisement Walk-ins Variable Search Firms
RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY



My survey clearly concludes that response of the company to any query made by the employees
was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be
further reduced if communication system is further improved. Corresponding to this data I have
drawn a pie chart.
I hereby submit my suggestion that every query by any employee should be seriously considered
and it should be dealt in depth and if at any particular time of query if proper reply/material is
not available, even than the answer must be given at a later stage after getting full information
from the source available.

HOW CANDIDATES ARE RECRUITED IN THE COMPANY BY HR DEPARTMENT OF
BHEL?
There are various ways of recruiting candidates in the company as depicted in the chart below: -
From the chart it is quiet clear that the company adopts various processes for recruiting the right
candidate. Actual recruitment procedure followed by the company is by conducting written
examination followed by interview which comprised 85% of my sample survey of 36 employees.
But still some candidates are also chosen through written exam, GD& interview comprising only
6% and others comprising only 3%. These others include the reference of the existing
employees within the organization itself.


94%
6%
Chart Showing Employees Satisfied with the
Response given by the Staff about Query
Yes No
Eligible candidates will be invited for objective type written test at their own expense.
In Other words all the applications received in each branch/function (HR or Finance) will
be separately arranged in descending order of merit i.e. based on a percentage of
aggregate marks of all the years/ semesters of professional course and only the required
number (according to the ratios mentioned) starting from the top will be called for written
test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off
marks, all the candidates scoring cut-off marks will be called for written test. The Written
Test papers will be objective type in nature and will be in Hindi & English.

WRITTEN TEST CENTRES
The Written Test will be conducted at following 12 centers:
1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar
8. Varanasi 9.Bangalore 10.Tiruchy 11.Haridwar12.Nagpur Candidates have to choose
one of these cities as Test Centre and no change will be allowed subsequently .BHEL
reserves the right to change or delete any of the above mentioned test centers at its discretion.




















JOB SPECIFICATION OF THE EMPLOYEES BY HR DEAPRTMENT






Almost all the candidates got the specified jobs offered to them. This implies that the company
has the organized manpower planning and well organized recruitment policy as shown in the
following chart: -
From the chart above it crystal clear that the candidates get exactly the same job as specified. So
from the companys perspective it is a good sign for the overall growth & development. Still
some employees who comprised only 2.33% of my sample study.







97%
3%
Chart Showing Job Specification of the
Response of the Employees
Yes No
THE ATTITUDE OF H.R. DEPARTMENT


The chart below depicts that most of the employees are doing service as per my survey of 20
employees. Most of the employees are satisfied with the attitude of H.R. Manager. 13% says
Good attitude, 30% says Very Good and 45% says the attitude of H.R. Manager is excellent.
Corresponding to this data I have drawn a pie chart from the chart it is crystal clear that the
attitude & working of H.R. Manager is whole heartedly accepted to all the employees of the
company. This will definitely boost the morale of the employees, which ultimately will increase
efficiency, & working of the employees resulting in better growth of the company. Thus by
every means company is profitable. Moreover such behavior of H.R. Manager can become the
ideal of their colleagues & subordinates.










13%
30%
57%
Chart Showing what employees feel about the Attitude of H.R. Manager
Good
Very Good
Excellent
Corresponding to this data I have drawn a pie chart below: -



HR Process for primary source of information for recruiting people should be
According to the sample, the primary source of recruiting people is Managerial. However,
Testing & Recruiters Themselves source are the second most favored source of recruiting people.
Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting
people should be heavily considered.

Advertisements in publications and recruitment booklets and information sheets for applicants
were found to be the most frequently and the least frequently used method of managerial
recruitment.

Newspaper advertisement was found to be the most preferred technique, while advertisement in
the technical and professional journals was the least preferred technique for managerial
recruitment in BHEL.




40%
20%
15%
25%
Chart Showing the Primary Source of Information for Recruiting People
Managerial Testing Recruiters Themselves Job Analysis
OPINION ABOUT BHEL COMPANY S APPLICATION BLANK




The above chart depicts that the Application Blank of the company was up to the marks as
everyone has praised & liked it. All the information and present status of the candidate is very
thoroughly covered and it also acts as a ready reckoned for the company. All the information is
gathered and define each and every thing very clearly about candidate who are applying for the
job










10%
35%
55%
Chart Showing Opinion about BHEL Company's Application Blank
Good Very Good Excellent

Training & Development Process Of HR Department Of BHEL
Concept:
Training is the process of increasing the knowledge and skills for doing a particular job. I t is
an organized procedure by which people learn and gain knowledge and skills for a define
purpose. Training is aimed at empowering the behavior and performance.
The same concept of Training is followed in BHEL At BHEL under the summer training, which
is mainly organizational study I saw that BHEL Jhansi adopt some methods for providing
training to employees. The main emphasis of management is to maximize the production and
employees welfare so management arranges well designed Training Programs time to time.
Types of Training provided At BHEL
On The Job Training
Class Room Training
Demonstration Training
Induction Program
Individual Motivation Program
General Training
In-Basket Training
MBO Program (Only for Executive Management)
Methods of Providing Training:
BHEL has some specific rules for providing training, which are as follows:
1. For General Training, only attendance will be taken.
2. For On- the Job Training, individual records will be main records.
3. Notice and attendance are required only for organized Class Room Training.
4. Management has set Management By Objective (MBO) for the self motivation.
5. Induction Program is must for every new employee or worker or labor so that the
organization could save the loss of slow production and operation.
6. In demonstration Training, new labors and workers are given the demonstration of
machines and instruments and demonstration of any new technology or instrument is
must for all relevant workers and employees.
Training from outside Agencies;-
HRD coordinated with the respective HODs to decide the name of trainer, which
will be appropriate / suitable for the desired training.
Depending upon the various factors like funds, time, cost effectiveness etc. HRD
arranges the training under the guidance of C.G.M./ G.M.
As and when outside agencies organize the training/ seminars HRD arrange to
send the selected persons for training after taking approval from C.G.M./ G.M.
Record Keeping:
HR department maintains outside training records and continuous training records. These records
are maintained when Training is imparted outside the organization campus.
Evaluation of Effectiveness of Training :-
The evaluation of effectiveness of training inputs is done in case of On The Job Training as
follows;-
After giving the training inputs to HR department and respective HODs, effectiveness of
training is analyzed.
If incase the training is not fulfilling its object and training of individual is not up to the
mark of satisfaction, the respective HOD may recommend his name for further
additional training in the particular position of working.
Regarding general training , which is imparted through seminars/classes, only
participation evidences is kept in report.
BHEL has fixed a target to impart the training every year to 5 % of total
employees.




SUMMARY
BHEL is the largest engineering and manufacturing enterprise in India in the
energy/infrastructure sector today. BHEL was established more than 40 years ago when its first
plant was set up in Bhopal ushering in the indigenous Heavy Electrical Equipment industry in
India, a dream that has been more than realized with a well-recognized track record of
performance. It has been earning profits continuously since 1971-72 and achieved a sales
turnover of Rs.7286.6 corer with a profit before tax of Rs. 662.8 corer in 2001-2002.
BHEL caters to core sectors of the Indian Economy viz., Power Generation & transmission,
Industry, Transportation, Telecommunication, Renewable Energy, Defense, etc. The wide
network of BHELs 14 manufacturing divisions, four Power Sector regional centers, over 100
project sites, eight service centers and 18 regional offices, enables the company to promptly
serve its customers and provide them with suitable products, systems and services-efficiently and
at competitive prices. BHEL has already attained ISO 9000 certification for quality management
and ISO 14001 certification for environment management.

HR Department of BHEL is the most prestigious position in Indian companies. HR processing
of the company up to international parameter. Employees performance and their skill strictly
watch by the HR department.










FINDINGS
o Under recruitment Procedures Requisition System is incorrect because the replacement
does not require fresh approval, unless it is in place of termination.
o The data banks are not properly maintained.
o The dead bio-data are never being destroyed.
o Proper induction is not given to all the employees. It reserves to only a few levels.
o Salary comparison is not justifies. Old employees are demoralized by getting less surely
then new employee.
o Salary fixation has a halo effect.
o Recruitment procedure is not fully computerized.
o Manpowers are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilized to recruit manpower by
advertisement.
o Before recruitment cost benefit analysis is not done properly. It causes manpower surplus
which makes loss in the industry.
o Manpower is recruited from reliable source however efficiency does not recognize.














RECOMMENDATION

o Fresh requisition requires approval and not replacement.
o . The dead CVs should be destroyed.
o Each level of employee should be formally inducted and introduced to the Departmental
Head. If not all levels, at least Asst. Manager and above category of employees.
o Salary comparison should be seriously done to retain the old employees.
o . Proper salary structure to be structured to attract people and make it tax effective.
o Cost benefit analysis should be alone before creating a position or recruitment of
manpower.
o . External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
o . Manpower planning should be followed before recruiting.
o . Proper enquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.















RESEARCH METHODOLOGY
Research is considered as movement, a movement from known to the unknown. It is actually
a voyage of Discovery. It is termed as A careful investigation or inquiry especially through
search f new facts in any branch of knowledge. The purpose of this research report (Report
on Manpower planning & Recruitment) is to portray actual characteristics of the
phenomenon (Performance Appraisal) and to gain new insights into it.
The Research in BHEL had the following criteria:
Logical.
Empirical.
Replicable.
Systematic.
The analysis of the data should be sufficiently adequate to reveal its significance and
method of analyzing used should be appropriate.
In research report, conclusion should be confined to those justified by the data of
research
Research Process


















Review Literature

Formulate Research
Design


Collection of Data


Define Research Problem


Execution of the Project











Research Problem
It is the basis (Topic- Performance Appraisal) on which the training is done. It is only the
subject matter on which the researcher has gathered information.

Review Literature
At this juncture of the report, the review of the literature is done as by going through the
pamphlets, information from the commercial office and the annual report of the previous
year.










Interpretation and
Preparation of the report

Analysis of Data
Research Design
1. Type Descriptive Research
2 Scaling Rating on 2 points
1-NO 2-YES
3 Sampling design Systematic Sampling
4 Tools for Data Collection Questionnaire Method
5 Tools for Data Percentage Basis

Data Collection Method
Data is the known facts used for inference or in reckoning and the collection of the
required data is known as Data collection. The mode of collection of the data depends on
the type of the data and in the project report two types of data has been used:-
1) PRIMARY DATA
2) SECONDARY DATA

1) PRIMARY DATA- The primary data is the one which is raw in its form and the data of
such form is collected through questionnaire. Questionnaire is specifically formulated
which consist of set of all question which the respondents had answered. (Respondents in
this case are the employee of the BHEL).
2) SECONDARY DATA- secondary data is collected from the register books and he
journals of BHEL. This information has also been taken from the revenue department
along from some of the websites of BHEL.

The sample Size
The sample size in the project was 100 as-
a) 50 employees working at top-level management
b) 25 employees working at middle-level management
c) 25 employees working at lower-level management
The systematic sampling procedure was preferred.



Data Representation
The data has been represented through:-
i. Pie-chart
ii. Tabulation method
iii. Diagram

Questionnaire
1. Candidate willingness to join the company

o Reputation of the company
o Salary Package
o Working Environment
o Job Prospect
o Location of the Company
o Career growth opportunity

2. Most reliable type of interview

o Behavioral
o Situational
o Stress

3. Best way to recruit people

o Advertisement
o Walk-ins
o Search firms

4. Response given by the staff about their query

Agree/Disagree

5. How candidates are recruited in the company

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


6. Job specification of the response of the employee

Yes/No

7. Attitude of H.R Manager

o Good
o Very good
o Excellent

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

o Managerial
o Testing
o Recruiters themselves
o Job analysis

9. Opinion about BHEL Companys Application on Blank

o Good
o Very good
o Excellent








BIBLIOGRAPHY

Principles and practice of Management by C.B. Gupta.
Human Resource Management by Gary Dessler
BHEL manual.www.bhel.com, www.bhel.co.in