Recruitment and Selection

At

BHEL
Submitted By:

Nidhi Arya

MBA IV SEM

1424970030

In Partial fulfillment of the requirement for the award of degree

Of

MASTER OF BUSINESS ADMINISTRATION

(2015-2016)

SHRI RAM COLLEGE OF MANAGEMENT

MUZAFFARNAGAR
 PREFACE

No professional curriculum is considered complete without work experience. Each individual who undertakes

the management education has to pass the training phase before he/she sell fully qualified managers.

Entering the industry is like stepping in a new world at first, everything seems everything seems strange but

with the passage of time one starts understanding all that is happening around him/her. All the fundamental

concepts that are applicable in the organization leave the individual to work at its on application. It is just a

matter of applying the theory you know to give a practical solution to learn this there is no better place, than the

organization itself.

The detail study of the Recruitment and selection have benefited me a lot in terms of practicality

and understanding the concept of existence of marketing department in every organization.

I hope that the organization would find my study effective and utilize the results for their esteem

benefits.

Nidhi Arya

1424970030

2
 ACKNOWLEDGEMENT

I am sincerely thankful to all those people who have been giving me any kind of assistance in the making of this

project report.

I would like to extend my sincere thanks Dr. Poonam Sharma, for their significant help extended for the

successful completion of the project. I highly the help I got from them in providing me and lot of information

regarding the functioning of this organization.

I express my gratitude to DR. ASHFAQ ALI (HEAD OF DEPARTMENT), who guided me through his vast

experience and knowledge and made able for the successful completion of this project. I express my gratitude to,

SHRI RAM COLLEGE OF MANAGEMENT, MUZAFFARNAGAR.

I am also thankful to Mr. Vivek Tyagi and all the respected faculty of M.B.A department of Shri Ram College of

Management faculty for their boosting guidance.

Last but not the least I would like to thanks my parents for their constant guidance support and

encouragement.

3
 DECLARATION

I am Nidhi Arya student of MBA, hereby declare that the project report having the title Recruitment and

selection submitted in partial fulfillment of the requirement of MBA and its my original work and it is not

copied or meant for any other degree or diploma course. The project report embodies the result of original work

and studies carried out by me and the content of my project do not from the basis for the award of any other

degree to me or to anybody else.

Nidhi Arya

1424970030

4
 CONTENTS

PART 1:-

Company profile

Introduction

Historical profile

Overview

Vision & Mission & Values

Global compact

Product

Quality policy

Certificate from the organization

PART 2:-

Introduction of the topic

Objectives of the study

Scope and important of study

5
Theoretical concept

Company procedure of recruitment

Research Methodology

Data analysis and intrepretation

Finding

Conclusion

Suggestion and recomendation

Bibliography

questionnaires

BHEL Executive Summary

The objective of the study is to analyze the actual recruitment process in BHEL and to

evaluate how far this process confirm to the purposes underlying the operational aspects of the

industry. How far the process is accepted by it? The study on recruitment highlights the need of

recruitment in BHEL.

Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its

utilization. If their utilization is done properly Organization will make profit otherwise it will make loss.

If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business.

So right man should be procured at right place in right time, otherwise their proper utilization may not

be done. To procure right man at right place in right time, some information regarding job and job doer

is highly essential. These information are obtained through Job Analysis, Job Descriptions, Job

Specifications. BHEL procure manpower in a very scientific manner . It gets information by use of

6
these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these

recruitment may be unsuccessful.

INTRODUCTION

Employees - 43636 (As on 1-4-07)

Turnover - Rs 21401 Crores
(2007-08)
14 Manufacturing divisions
4 Power Sector regional centres
8 service centres and 16 regional
offices
Major Units/Divisions are
Certified with ISO 9001(2000),
ISO 14001 and OHSAS 18001
Continuous Profits since 1971-72
Caters to Core Sectors viz.,
Power, Industry, Transportation,
Telecommunication, Renewable
Energy etc.
Manufactures over 180 products
under 30 major product groups 7
 GOINDWAL

HARIDWAR

RUDRAPUR

JAGDISHPUR

CALCUTTAAAAA

BANGALOREE
RANIPET

TIRUCHIRAPALLY

CORPORATE OFFICE

MANUFACTURING
LOCATIONS

SERVICE CENTRES
REGIONAL OFFICES (POWER SECTORS)

NEW DELHI (NORTHERN REGION)

CALCUTTA (EASTERN REGION)
NAGPUR (WESTERN REGION)
CHENNAI (SOUTHERN REGION

BUSSINESS OFFICES

BANGLORE
BARODA
BHUBANESHWAR
MUMBAI
CALCUTTA
CHANDIGARH
8
 GUWAHATI
JABALPUR
JAIPUR
LUCKNOW
CHENNAI
NEW DELHI
PATNA
RANCHI
SECUNDRABAD

SERVICE CENTRES

1. NOIDA
2. BARODA
3. CALCUTTA
4. CHANDIGARH
5. SECUNDRABAD
6. NEW DELHI
7. NAGPUR
8. PATNA MANUFACTURING UNIT
9. VARANASI
HEAVY ELECTRICAL EQUIPMENT PLANT,

HARDWAR
CENTRAL FOUNDRY FORGE PLANT,

HARDWAR
HEAVY POWER EQUIPMENT PLANT,

HYDERABAD
HIGH PRESSURE BOILER PLANT, TRICHY
HEAVY ELECTRICALS PLANT, BHOPAL
TRANSFORMER PLANT, JHANSI
ELECTRONICS DIVISION, BANGALORE
BOILER AUXILIARIES PLANT, RANIPET
INDUSTRIAL VALVES PLANT, GOINDWAL
ELECTRO-PORCELAINS DIVISION, BANGALORE
INSULATOR PLANT, JAGDISHPUR
COMPONENT FABRICATION PLANT, RUDRAPUR
HEAVY EQUIPMENT REPAIR PLANT, VARANASI
ELECTRICAL MACHINE REPAIR PLANT, MUMBAI
B.H.E.L OVERVIEW

9
BHEL is countrys premier engineering organization and one of the NAVARATNA PSUs(PUBLIC

SECTOR UNDETAKINGS).

BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in

the indigenous heavy electrical equipment industry in India , a dream that has been more than realized

with well-recognized track record of performance. It has been earning profit continuously since 1971-72

and achieved the financialturnover during the year 2007-08 was Rs.21,401 Cores and Current Order Book is of

around Rs.1,20,000 Cores. BHEL plans to be a Rs.45,000 Cores Company by 2011-12 and a Rs.90,000 Cores

Company by 2016-17. BHEL is the only PSU among the 12 Indian Companies to figure in Forbes Asian

Fabulous 50 list.

BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission, Industry,

Transportation, Telecommunication, Renewable Energy, Defense etc. The wide network of BHEL'S 14

manufacturing divisions, 4 Power Sector regional centers, 15 regional offices and 100 number of projects

sites spread all over India and abroad and enables the company to promptly serve its customers and

provide then with suitable products, systems and services-efficiently and at competitive prices. BHEL has

already attained ISO 9000 and all the major units/divisions of BHEL have been upgraded to the latest

ISO-9001: 2000 version quality certification for quality management. BHEL has secured ISO-14001

certification for environmental management systems and OHSAS-18001 certification for occupational

health and safety management system for its major units/divisions.

10
POWER GENERATION

Power Generation Sector comprises of thermal , gas , hydro and nuclear power plant business. As of

31.3.2003 , BHEL supplied sets account for nearly 68 , 854 MW or 65% of the total installed capacity

of 1,06,216 MW in the country , as against Nil till 1969 70.

BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It

possesses the technology and capability to produce thermal sets with super critical parameters up to

1000 MW unit rating and gas turbine - generator sets of up two 250 MW unit rating. Co- generation and

combined cycle

plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the high-

ash content coal available in India , BHEL also supplies circulating fluidized bed combustion boilers

for thermal plants.

The company manufactures 220 / 235 / 500 MW nuclear turbine - generator sets.

Custom made hydro sets of Francis ; Pelton and Kaplan types for different head-discharge

combinations are also engineered and manufactured by BHEL.

In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been

placed on the company as on date. The power plant equipment manufactured by BHEL is based

on contemporary technology comparability with.

11
In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed

on the company as on date. The power plant equipment manufactured by BHEL is based on

contemporary technology comparable with the best in the world , and is also internationally competitive.

The company has proven expertise in plant performance improvement through renovation , modernization

and up rating of variety of power plant equipment , besides specialized know how of residual life

assessment , health diagnostics and life extension of plants.

TRANSMISSION & DISTRIBUTION (T&D)

BHEL offers wide ranging products and systems for T & D applications. Products manufactured include :

power transformers , dry type transformers , series & shunt reactors , capacitor banks , vacuum & SF6

circuit breakers gas - insulated switchgears , energy meters , SCADA systems and insulators.

A strong engineering base enables the company to undertake turkey delivery of substations up to 400

kV level , series compensation system ( for increasing power transfer capability of transmission lines and

improving system stability and voltage regulation ) , shunt compensation systems ( for power factor and

voltage improvement ) and HDVC system ( for economic transfer of bulk power ) BHEL has

indigenously developed the state of the - art controlled shunt reactor ( for reactive power management

on long transmission lines ). Presently , a 400 kV FACTS ( flexible AC Transmission system ) project is

under execution. The company undertakes comprehensive projects to reduce ATC losses in distribution

systems.
12
INDUSTRIES

BHEL is a major contributor of equipment and systems to industries : cement , sugar , fertilizer ,

refineries , petrochemicals , papers , oil and gas , metallurgical and other process industries. The range of

systems & equipment supplied includes : captive power plants , co - generation plants , DG power plants ,

industrial steam turbines , heat exchangers and pressure vessels , centrifugal compressors , electrical

machines , pumps , valves , seamless steel tubes , electrostatic precipitators , fabric filters , reactors ,

fluidized bed combustion boilers , chemical recovery boilers , process controls and material handling

systems.

The company is a major producer of large size thirstier devices. It also supplies digital distributed

control systems for process industries and control & instrumentation systems for power plant and

industrial applications. BHEL is the only company in India with the capability to make simulators for

power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to help augment the supply of

drinking water to people.

13
TRANSPORTATION

BHEL involved in the development design , engineering , marketing , production , installation , and

maintenance and after - sales service of rolling stock and traction propulsion systems. In the area of

rolling stock , BHEL manufactures electric locomotives up to 5000 HP , diesel electric locomotives from

350 HP to 3100 HP both for mainline and shunting duty application. BHEL is also producing rolling

stock for special application viz ., overhead equipment cars , special well wagons , Rail cum road

vehicle etc. Besides traction propulsion systems for in house use , BHEL manufactures traction

propulsion systems for other rolling stock producers of electric locomotives , diesel - electric locomotives ,

electrical multiple units and metro cars. The electric and diesel traction equipment on Indian railways are

largely powered by electrical propulsion systems produced by BHEL. BHEL also undertakes retrofitting

and overhauling of rolling stock. In the area of urban transportation systems , BHEL is geared up to

turkey execution of electric trolley bus systems , light rail systems , etc. BHEL is also diversifying in the

area of port handling equipment and pipelines transportation systems.

TELECOMMUNICATION

BHEL also caters to telecommunication sector by way of small , medium and large switching systems.

RENEWABLE ENERGY

Technologies that can be offered by BHEL for exploiting non - conventional and renewable resources of

energy include ; wind electric generators solar photovoltaic systems , stand - alone and grid interactive

14
solar power plants , solar heating systems , solar lanterns and battery - powered road vehicles. The

company has taken up R & D efforts for development of multi - junction amorphous silicon solar cells

and fuel cells based systems.

OIL & GAS

BHEL is a major contributor to the oil and gas sector industry in the country. BHEL'S product range

includes deep drilling oil rigs , mobile rigs , work over rigs, well heads and X Mas trees ( of up to

10,000 psi ratings ) , choke and kill manifolds , full bore gate valves , mud valves , mud line suspension

system , casing support system , sub - sea well heads , block valves , seamless pipes , motors,

compressors , heat exchangers , etc. BHEL is the single largest supplier of

well heads , X Mas tress and oil rigs to ONGC & OIL.

INTERNATIONAL OPERATIONS

BHEL has, over the years, established its references in 70 countries across all inhabited continents of the world.

These references encompass almost the entire range of BHEL products and services, covering Thermal Hydro

and Gas-based turnkey power projects, substation projects, Rehabilitation projects, besides a wide variety of

products like Transformers, compressors, Valves, Oil field equipment, Electrostatic Precipitators, Photovoltaic

equipments, insulators, heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major successes

achieved by BHEL have been in Gas-based power projects in Oman, Libya, Malaysia, Saudi Arabia, Iraq,

Bangladesh, Sri Lanka, China, Kazakhstan; Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia,

Thailand, Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan, Bhutan, Nepal, Taiwan and

Substation projects & equipment in various countries. Execution of these overseas projects has also provided

BHEL the experience of working with world-renowned Consulting Organizations and Inspection Agencies. The

15
Company has been successful in meeting demanding requirements International markets, in terms of complexity

of the works as well as technological, quality and other requirements viz. HSE requirement, financing package,

associated O&M services to name a few. BHEL has proved its capability to undertake projects on fast-track

basis. BHEL has also established its versatility to successfully meet the other varying needs of various sectors,

be it captive power, utility power generation or for the oil flexibility to exhibited adaptability by manufacturing

and supplying intermediate products.

HUMAN RESOURCE DEVELOPMENT INSTITUTE

BHEL has envisioned becoming "A World Class Engineering Enterprise committed to enhancing stakeholder

value". Force behind realization of this vision and the source of our competitive advantage is the energy and

ideas of our 44,000 strong highly skilled and motivated people. The Human Resource Development Institute

situated in NOIDA, a corner-stone of BHEL learning infrastructure, along with Advanced Technical Education

Center (ATEC) in Hyderabad and the Human Resource Development Center at the manufacturing Units, through

various organizational developmental efforts ensure that the prime resource of the organization the Human

Capital is Always in a state of Readiness, to meet the dynamic challenges posed by a fast changing

environment. It is their constant endeavor to take the HRD activities to the strategic level of becoming active

partner to the (organizational) pursuits of achieving the organizational goals.

16
HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP) HARIDWAR:

The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the major manufacturing plants of

BHEL. The core business of HEEP includes design and manufacture of large steam and gas turbines, turbo

generators, hydro turbines and generators, hydro turbines and generators, large AC/DC motors and so on.

Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with 7467 strong highly skilled

technicians, engineers, specialists and professional experts is the symbol of Indo Soviet and Indo German

Collaboration. It is one of the four major manufacturing units of the BHEL. With turnover of 164059 lacks and

PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06.

HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW, Hydro Sets up to HT

Runner dia 6300mm, associated Apparatus Control gears, AC& DC Electrical machines and large size

Gas Turbine of 60-200 MW. HEEP Hardwar contributes about 44% of Indias total installed capacity

for power generation with total capacity of Thermal, Nuclear & Hydro Sets of over 45000MW

currently working at a Plant Load Factor of 76% and Operational Availability of 86%. In spite of acute

17
recession in economy, BHEL Haridwar received recent orders for Mejia-5&6, Sipat, Bhatinda,

Chandrapura, Bakreshwar, Santaldih, Bhilai, Dholpur.

HISTORICAL PROFILE:

The construction of heavy electrical equipment Plant commenced in Oct.1963after indo- soviet

technical co-operation agreement in Sept.1959The first product to roll out from the plant was an

electric motor in January 1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and

first 100MW Turbo Generator in August 1971.The plants break even was achieved in March

1974.BHEL went in for technical collaboration with M/s Siemens, Germany to undertake design and

manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976.First 200

MWTG set was commissioned at Obra in 1977.The continuum of technological advancement

subsequently saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of Gas

Turbine manufacture was also signed with M/s Siemens Germany. First 150 MW ISO rating gas

Turbine was exported to Germany in Feb1995.Our 250 MW thermal set up at Dahanu Plant of BSES

made a history by continuous operation for over 150 days and notching up a record plant load factor

greater than 100%.

18
CORPORATE CITIZEN:

HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate /

strategic Plan . As first PSU to adopt Corporate Planning as a process . Board meetings for long range

development , BHEL has always guided other PSUs in their Corporate planning process .Board

meeting , monthly Management Committee meetings, Annual Revenue Budget exercise , Mid term

reviews , Apex TQ council reviews, Personnel Heads Meet, Quality Heads Meet , Technology Meets ,

Product committees meetings, Inter-Unit Quality Circle Meets etc. Are the some of crore strengths of

BHEL Corporations vast network.

HEALTH , SAFETY & ENVIRONMENT MANAGEMENT

BHEL , as an integral part of business performance and in its endeavor of becoming a world - class

organization and sharing the growing global concern on issues related to environment , occupational

health and safety is committed to protecting environment in and around its own establishment and to

providing safe and healthy working environment to all its employees.

For fulfilling this obligation , corporate policies have been formulated as

Occupational Health and Safety Policy

19
Compliance with applicable legislation and regulations;

Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety

hazards;

Appropriate structured training of employees on occupational health and safety (OH&S) aspects;

Formulation and maintenance of OH&S management programs for continual improvement;

Periodic review of OH&S management system to ensure its continuing suitability , adequacy and

effectiveness.

Communication of OH&S policy to all employees and interested parties.

The major units of BHEL have already earned international recognition by implementation of ISO 14001

Environmental Management System and OHSAS 18001 occupational health and safety management

system.

20
In pursuit of these policy requirements , BHEL will continuously strive to improve work practices in the

light of advances made in technology and new understanding in occupational health , safety and

environmental science.

PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation , the business community , international

labor and NGOs. It provides a forum to for them to work together and improved corporate practices

through co-operation rather than confrontation.

BHEL has joined the " Global Compact " of United Nation has committed to support it and the set of

core values enshrined in its nine principles:

Principles of the Global Compact

Human Rights

21
Business should support and respect the protection of internationally proclaimed human rights; and

Make sure they are not complicit in human rights abuses.

Labor Standards

Business should uphold the freedom of association and the effective recognition of the to collective

bargaining;

The elimination of all forms of forces and compulsory labor;

The effective abolition of child labor; and

Eliminate discrimination.

Environment

Businesses should support a precautionary approach to environmental challenges;

Undertake initiatives to promote greater environmental responsibilities; and

Encourage the development and diffusion of environment - friendly technologies.

By joining the " Global Compact " , BHEL would get a unique opportunity of networking with corporate

and sharing experience relating to social responsibility on global basis.

22
23
24
COMPANY'S BUSINESS MISSION AND OBJECTIVES

BUSINESS MISSION

To maintain a leading position as suppliers of quality equipment, systems and services in the field of

conversion of energy, for application in the areas of electric power transportation, oil and gas exploration and

industries. Utilize company's capabilities and resources to expand business into allied areas and other priority

sectors of the economy like defence, telecommunications and electronics.

BUSINESS OBJECTIVES

GROWTH:

To ensure a steady growth by enhancing the competitive edge of BHEL defence, telecommunication and

electronics in existing business, new areas and international operations so as to fulfill national expectations from

BHEL.

PROFITABILITY:

Toprovide a reasonable and adequate return on capital employed, primarily through improvements in operational

efficiency, capacity utilization, productivity and generate adequate internal resources to finance the company's

growth.

CUSTOMER FOCUS:

25
To build a high degree of customer confidence by providing increased value for his money through international

standards of product quality, performance and superior services.

PEOPLE- ORIENTATION:

To enable each employee to achieve his potential, improve his capabilities, perceive his role and responsibilities

and participate and contribute positively to the growth and success of the company and to invest in human

resources continuously and be alive to their needs.

TECHNOLOGY:

Achieve technological excellence in operations by development of indigenous technologies and efficient

absorption and adaptations of imported technologies to suit business need and priorities and provide the

competitive advantage to the company.

IMAGE:

To fulfill the expectations which stakeholders like government as owner, employees, customers and the country

at large have from BHEL.

26
RESEARCH METHOLOGY

OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and provides a framework for implementation

of the recruitment programme in the form of procedures. The company involves a commitment to

broad principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the extent of promotion from

within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group

members, parttime employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or an industrial relations

department designated as employment or recruitment office. This specialization Of recruitment enables

staff personnel to become highly skilled in recruitment techniques and their evaluation.

27
However, recruitment remains the line responsibility as far as the personnel requisition forms are

originated by the personnel, who has the final words in the acceptance or rejection of a particular

applicant. Despite this the staff personnel have adequate freedom in respect of sources of manpower to

be tapped and the procedure to be followed for this purpose.

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE

To structure the Recruitment policy of BHEL for different categories of employees.

To analyse the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works appointments all over

India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior

Management cadres.

28
IMPORTANCE

Without focusing the pattern of management, organization philosophy highlights on achieving a

surely where all citizens (employees) can lead a richer and fuller life. Every organisation,

therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages,

so the industry needs a stable and energetic labours force that can boast of production by

increased productivity. To achieve these objectives a good recruitment & selection process is

essential. By which industry strikes right number of persons and right kind of persons at the

right time and at right places through and the planning period without hampering productivity.

DATA COLLECTION

A sample size of 20 employees are studied for this purpose. Employees of different unit where randomly

administrated the questionnaire.

DATA ANNAYSIS

The analysis of data was done on the basis of unit, age and number of years of experience and

factors.

Analysis was done using the simple average method so that, finding of the survey was easily

comprehensible by all.

29
SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In primary

source of data collection the interview schedule and questionnaire and opinion survey were used

and in secondary source of data collection relevant records, books, diary and magazines were

used. Thus the source of data collection were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Magazines

4. Other records
30
I have used structural interview schedule, questionnaire and opinion survey for collection of data

from primary source. Interview schedules were used for workers clerical , category and

questionnaires were used for supervisory and executive cadre and opinion survey was used to

know the technology, perceptions, thoughts and reactions of the executives, employees/workers

and trade union members of the organization.

I have used the secondary source like diary, books, magazines and other relevant records for

collection of data to know about the industry as well as the respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the qualitative data. The research

method used was that of questionnaire & interview for primary data & an extensive

literature survey for secondary data.

31
 RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the collection of primary data

which contained open-ended questions to chance response. In addition the personal interview

method was employed to draw out answers to subjective questions, which could not be

adequately answered through the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the candidates in BHEL was to

prepare questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire

where framed.

The questions where grouped under five categories:

Company related

Environment related

Supervision related

Growth related

Job related

32
The questionnaire are also ask the employees for the demographic details regarding:

Age

Number of years of experience

Unit

Department

Grade

Questionnaire consist of the following things:

Which focused on the employee awareness levels regarding benefits provided which &

outside the organization & assessing his overall satisfaction level. This prepared ground for

further enquiry & enabled better analysis of the questions, which followed.

Which focused on specific policies & judged them from different aspects making the

questionnaire indepth & specific.

Which consisted of open-ended question, inviting views & suggestions from the

respondents.

INTERVIEW

Interviews lead to a better insight to subjective & open questions almost all interviewees

responded.

33
 SAMPLE UNIT

The sample unit consisted of all the departments of BHEL.

SAMPLE FRAME

Consisted of a comprehensive list of all the employees of BHEL.

SAMPLE SIZE

Sample size=20

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex & work

experience of respondents thus enabling better representations of the heterogeneous

population.However, the sample design was that of convenience sampling or haphazard

sampling only.The time consideration & size of population were major factors in

determining choice of sample design.

THEORITICAL CONCEPT

DEFINATION

34
Recruitment is the process seeking out and attempting to attract individuals in external labor markets, who are

capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human

resource planning on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify

the possible sources from where they can be met, communicating the information about the jobs, term and

conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the

initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job specification along with precise

staffing standards from the basis for determinig manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:

35
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.

36
Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that they can be promoted to a

higher post, their morale will be boosted and their work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management and for selection higher post does not carry

any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in locating the source of recruitment

and no time is wasted in the long process of selection. More over, these employees do not need extensive

training because they already know about all the works of the enterprise.

4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do not leave the enterprise. As a

result of this policy labour turnover is reduced and the status of the company increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied which leads to the establishment

of better labour-management relationship.

37
Demerits

The internal source of recruitment of employees suffer from the following demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully equipped with the modern

technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The reduction in the area of choice means

less number of applicants. The choice is to be made out of people working in the enterprise.

3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually select their favorites. Sometimes even

a less capable person is selected which harms the enterprise. In this system , generally the personal impression of

the managers about the employee is given preference for selection.

38
EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of consultant and Advertisement

Merits and Demerits of External Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas which can be profitable for the

organization.

2.Wide choice.

The use of external source of recruitment increases the number of candidates and widen the choice. The

managers judge the capabilities of the applicants and select the best ones for appointment.

39
3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of

favouratism.

Demerits.

In spite of many merits, the system of recruitment from external sources is not free from defects. Its chief

demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the present employees come to an

end. Since there is no hope of any promotion the morale of the employee decreases and they do not perform their

work with dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in case of external recruitment. If

the wrong selection will upset the working condition of the organization.

3.Costly Source.

The external source of recruitment involves expensive advertisement, long selection process and training after

selection which increases organizational expenditure.

4.Increase in Labour-turnover.

40
When the employees know that they cannot be appointed on high posts in the enterprise, they leave the

organization at the first available opportunity, and as a result an increase in the labour-turnover which lowers the

prestige or the reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present employees and there is an increase in the

incidents of strikes and lock-out.

LEGAL & POLITICAL CONSIDERATIONS

The constitution provides for the following as the fundamental rights of a citizen:

Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent, place of birth, residence or any

of them, be negligible for an discriminated against in respect of any employment or office under the state.

Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading, in regard to a

class or classes of employment on appointment to an office (under the govt. of or any local or other authority

within a state or union territory), any requirement as to residence within that State or Union Territory prior to

such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain safeguards for scheduled castes,

scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution,

there can be no discrimination in the matter of employment anywhere in the country for any citizen.

41
OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suit the present and future organizational

strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to the company.

To search or head hunt/head pouch people whose skills fit the 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.

42
To design entry pay that competes on quality but not on quantum.

To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions for recruitment from any department of

the company the personnel requisitions contains detail about the positions to be filled. number of persons to be

recruited, required from the candidate, terms and conditions of employment and at the time by which the persons

should be available appointment etc.

Locating and developing the sources of required number and type of employees.

Identifying the prospective employees with required characteristics.

Communicating the information about the organization, the job and the terms and conditions of service.

Encouraging the identified candidates to apply for jobs in the organization.

Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS

43
Human resource Management classically pertains to planning; recruitment, selection, placement,

induction, compensation, maintenance, development, welfare etc. of Human Resources of any

organisation to enable the organization to meet its objective while also enabling the human resources to

attain their individual goals.

As is evident from the definition of the concept the entire theme revolves centrally around human

resource and its role in enabling simultaneous satisfaction of individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the organisation are the

individuals. The process of bringing employees into the folds of organisation is termed as recruitment

and can be unambiguously treated as the central pillar for foundation stone of the entire concept of

human resource management.

It is easy to see why recruitment has accorded such a high position out of the various facets of human

resource management. The reason is simply that unless one has human resource in the organisation

whom will the human resource managers manage or whose energy will they channalise productively

and usefully.

Keeping this idea into mind this Projects is an attempt to study various options that are available both

theoretically as well as practically for an organisation to launch itself into the task of recruitment.

METHODS AND TECHNIQUES OF RECRUITMENT

In a company recruitment sources indicates where human resources may be procured, the recruitment methods

and techniques deal with how these resources should be tapped. As soon as the manpower manager has

determined the personal qualities required on the part of an individual to fill an vacant position and visualized

the possible sources of candidates with these qualities, his next step relates to making contact with such

candidates. There are commonly three methods of recruitment which company follows:

44
1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

45
Following includes in the procedure

Job Analysis Form

Job Specification Form

Interview Schedule

Application Form for Employment

Interview Assesment Form

JOB ANALYSIS FORM

Job Title

. Date Location ..

Department Analyst.

Code No

Reason for the job Supervised..

46
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..

Length of experience

Supervision : (a) Positions supervised.

47
(b) Extent of supervision..

Job knowledge : (a) General

(b) Technical

Special

Responsibility : (a) For product and material .

For equipment and machinery

For work of others.

For safety of others

Physical Demands : Physical efforts

Surroundings

Hazards

Resource fulness

JOB SPECIFICATIONS FORM

Job Title : Drill Operator Department

Job Code Date..

48
REQUIREMENTS

1. EDUCATION : Ability to read and understand production orders and to make simple

calculations. Preferably High School Certificate.

2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience

to learn job duties and to attain acceptable degree of proficiency.

3. PHYCIAL EFFORT: No special physical effort is required.

4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions

orders. Must be able to concentrate when operating.

5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed

instructions.

6. Responsible for own work only. Only routine responsibility for safety of others.

The BHEL has the following way which it follows for recruiting the person

49
A.PURPOSE

The purpose of the company is to define the procedure of Recruitment & Selection in the company.

B.SCOPE

The scope of the company is to find the individuals seeking employment in the company.

C.RESPONSIBILITY

The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-

India.

D.AUTHORITY

The Authority in the company is commenstrate with responsibility

E.PROCEDURE STEPS

1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group

Manager of the concerned department and forwarded to the HRD Department.

50
The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is

approved by MD.

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

2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment source is identified. The source of

recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified

requirement. It would be desirable to utilize the internal sources before going outside to attract the

candidates. The two categories of internal sources including a review of the present employees and

nomination of the candidates by employees.

The COMPANY suggests that the effective utilization of internal sources necessitates an understanding

of their skills and information regarding relationships of jobs. This will provide possibilities for

horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off

employees in one department and recruitment of employees with similar qualification for another

51
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.

52
Usually this company facilitate recruitment of technical and professional personnel. Because of their

specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized

personnel. They do not merely bring an employer and an employee together but computerize lists of

available talents, utilizing testing to classify and used advance techniques of vocational guidance for

effective placement purposes.

Educational and technical institutes also forms an effective source of manpower supply. There is an

increasing emphasis on recruiting students from different management institutes and universities'

commerce and management departments by recruiters for positions in sales, accounting, finance, personnel

and production. These students are recruited as management trainees and then placed in special company

training programmes. They are not recruited for particular positions but for development as future

supervisors and executive.

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.

53
3.SELECTION

A .SCREENING/SHORTLISING

Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are

screened by HRD Department in consultation with the concerned department.

B.INTERVIEW CALL

The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-

mail or through the consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a

copy is kept for HRD Department records. The Interview Schedule include the following

requirement.

54
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

55
INTERVIEW CALL LETTER

Date ----------------

Dear Sir,

___________________________________________________

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

We are pleased to invite you for a meeting with the undersigned on.at

a.m./p.m. please confirm this appointment.

We have enclosed a blank personal Data Form. Please fill this in and bring with you along with

your educational and experience certificates / testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.

56
 You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

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

Yours sincerely,

For BHEL

APPLICATION FORM FOR EMPLOYMENT

CONFIDENTIAL

Refrence (including Position Time for

advt. ref. if any)

Applied for Joining

PERSONAL DETAILS:

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

57
 (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/ School/ Year of Branch of Class/ Regular/Part Time/

College/ Correspondence
Study
58
Diploma/ University Passing Electives/ Grade/

Certificate Specialization Division

& % of
Subjects

marks

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

59
WORK EXPERIENCE:

Present/ Last Job

Organization Period of Employment

Address From: To:

Nature of Business

Telephone Current Position/

Position held

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

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

No. of employees in the Dept. you work No. of Executive No.of -Non- Executive
60
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)

Organisation Chart: Current Responsibilities

61
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.CONDUCTING INTERVIEWS

Interviews are conducted by an panel, which includes a staff member from the concerned

department and may include an had representative.

F.INTERVIEW 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

Comments, if any

Selected Not- Selected Keep Pending Call for final Interview

G.SALARY FIXATION

"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 joinees are required to fill-up the relevant papers such as Nominations under

Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in

their personal files.Induction Training is organized for the new joinees. Induction is organized
internally by HRD Department depending on the number of joinees in a month. Training needs o f

the new joinees are identified as per the procedure.

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

1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following

format

BELOW ASSTT &MANAGER LEVEL

___________________ Dated : ___________________

___________________

___________________

LETTER OF APPOINTMENT
Dear Mr. __________________________

With reference to the offer letter no.______________________dated __________ we are pleased

to appoint you as ____________________ on the following terms and conditions:

Ordinarily your period of probation will be Six months which could be further extended

for a period not exceeding three months and during probationary period/extended

probationary period your services are liable to be terminated without any notice or

without assigning any reason or compensation in lieu thereof.

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

format.

FOR ASSISTANT MANAGER TO MANAGER

Dear Mr. Date..

APPOINTMENT LETTER

With reference to the offer letter no._________________ dated________________, we are

pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be

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

3) Probation Period: Ordinarily your period of probation will be Six months from the

date of joining. Management may extends the probation period depending upon your

performance. On successful completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminated without assigning

any specific reason, whatsoever without giving any notice. After confirmation the notice period

will be one month or one 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 entitled to reimbursement of Local Travelling Expenses upto a maximum limit of

Rs. /- p.m. (Rupees . only)

You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus

Exgratia, Gratuity & PF as per rules of the company.

5)Place of Posting
 However, you would be liable to be transferred/posted at any of the existing or proposed

locations of the company or its sister/associates companies at the sole discretion of the

management.

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.

You will be governed by the rules and regulations of the company as applicable in force, amended

or altered from time to time during the course of your employment.

You will automatically retire from the services of the Company on attaining the age of 58 years.

You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

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

With best wishes,

Yours sincerely,

For BHEL

AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and agree to abide by

all the rules and regulations of the company.

NAME SIGNATURE

DATE

5.DEPARTMENT INTERFACE

HRD Department sends a Status Report updating on the recruitment process to the Department which has

raised the manpower requirement.

6.STATISTICAL ANNALYSIS

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

Source of recruitment
Resumes received and short-listed

Interviews conducted

Candidates selected

Candidates joined

F.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 confedential in nature.

G.RECORDS

The company includes the following records

Manpower Requirement Forms

Correspondence for release advertisements

Correspondence with consultant

FINDIANNG AND ANALYSIS

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

 Chart Showing Employees Willingness to Join
the Company

Reputation of the Company Working Environment Salary Package Job Prospect

17%
23%

5%

28%
Location of the Company Career Growth Opportunity
11%

16%

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

 Chart Showing the Reliable Type of Interview is

7%

36%

Behavioral Situational Structured Stress

36%

21%

I tried to find out the most reliable type of interview according the employee. They expressed

different view. According to the sample employees.

I found that behavioral interview is most reliable and this view was supported by 36% of the

sample employees. Similar support was begged by the situational interview, while 26% structured

interview and only 7% favoured stress interview. Corresponding to this data I have drawn a pie

chart above: -

In BHEL all the applications received in each branch/function (HR or Finance) will be separately arranged in

descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course

and only the required number (according to the ratios mentioned) starting from the top will be called for written test in
each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-

off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi &

English. Based on merit and requirement, the short-listed candidates will have to appear for Psychometric Test and/or

Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or

Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test

performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for interview.

The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements

mentioned in this advertisement and that the particulars furnished by them are correct in all respects. In case it is

detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not

comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has

suppressed any material fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings is/are

detected, even after appointment, his/her services are liable to be terminated without any no.

BEST WAY TO RECRUIT PEOPLE

 Chart Showing the Best way to Recruit People is

15%

40%
Advertisement Walk-ins Variable Search Firms
20%

25%

The employees at BHEL expressed their varied views about the best way, according to them, to

recruit people. The employees in BHEL bear an opinion (about 40% of the sample) that

advertisement is the best way to recruit people. While to 25% of the sample employees feel that

walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting
people from search firms in a best way. Corresponding to this data I have drawn a pie chart

above:

The aim of advertising is to make people aware that a vacancy exists and to persuade them to

apply for the position. Advertising helps to define exactly the need of the company, and what

separates it from its competitors. Often the people you want to attract are not openly looking for a

new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It

unique, its culture, values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career needs and concerns

of the desired applicants. It is worth making your advertisement effective and attractive, as there is

a high correlation between advertisements with accurate and complete information and recruitment

success.

RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY

 Chart Showing Employees Satisfied with the
Response given by the Staff about Query

6%

Yes No

94%

My survey clearly concludes that response of the company to any query made by the employees was

absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced

if communication system is further improved. Corresponding to this data I have drawn a pie chart
I hereby submit my suggestion that every query by any employee should be seriously considered and it

should be dealt in depth and if at any particular time of query if proper reply/material is not available, even

than the answer must be given at a later stage after getting full information from the source available .

HOW CANDIDATES ARE RECRUITED IN THE COMPANY

There are various ways of recruiting candidates in the company as depicted in the chart below: -
 Chart Showing Employees Recruitment Process

6% 3%
6%

Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others

85%

From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate.

Actual recruitment procedure followed by the company is by conducting written examination followed by

interview which comprised 85% of my sample survey of 36 employees. But still some candidates are also

chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These

others include the reference of the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test at their own expense. In Other words all the

applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit

i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required

number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of
Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be

called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.

WRITTEN TEST CENTRES

The Written Test will be conducted at following 12 centers:

1. Bhopal 2.Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar

8. Varanasi9.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

 Chart Showing Job Specification of the
Response of the Employees

3%

Yes No

97%

THE ATTITUDE OF H.R. MANAGER

 Chart Showing what employees feel about the Attitude of H.R. Manager

13%

Good Very Good Excellent

57% 30%

The chart below depicts that most of the employees are doing service as per my survey of 20 employees.

Most of the employees are satisfied with the attitude of H.R. Manager. 13% says Good attitude, 30% says

Very Good and 45% says the attitude of H.R. Manager is excellent.

Corresponding to this data I have drawn a pie chart

From the chart it is crystal clear that the attitude & working of H.R. Manager is whole heartedly accepted

to all the employees of the company. This will definitely boost the morale of the employees, which

ultimately will increase efficiency, & working of the employees resulting in better growth of the company.

Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the

ideal of their colleagues & subordinates.

Corresponding to this data I have drawn a pie chart below: -

Chart Showing the Primary Source of Information for Recruiting People

25%

40%
Managerial Testing Recruiters Themselves Job Analysis

15%

20%
THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLESHOULD

BE :-

According to the sample ,the primary source of recruiting people is Managerial. However, Testing

& Recruiters Themselves source are the second most favored source of Recruiting people.

Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people

should be heavily considered.

Advertisement in publications and recruitment booklets and information sheets for applicants

were found to be the most frequently and the least frequently used method of managerial

recruitment.

Newspaper advertisement was found to be the most preferred technique, while advertisement in

the technical and professional journals was the least preferred technique for managerial

recruitment in BHEL.

FINDINGS
Under recruitment Procedures Requisition System is incorrect because the replacement does not

require fresh approval, unless it is in place of termination.

The data banks are not properly maintained.

The dead bio-data are never being destroyed.

Proper induction is not given to all the employees. It reserves to only a few levels.

Salary comparison is not justifies. Old employees are demoralized by getting less surely then new

employee.

Salary fixation has a halo effect .

Recruitment procedure is not fully computerized.

Manpowers are recruited from private placement consultancy, who are demanding high amount

of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement.

Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which

makes loss in the industry.

Manpower is recruited from reliable source however efficiency does not recognise.

CONCLUSION
Studying the recruitment procedures of BHEL., analysing the respondents answers, opinion survey and

data analysis it came to conclusion that BHEL is a growing Company. It has a separate personnel

department which is entrusted with the task of carrying out its various roles efficiently. The business of

BHEL is carried on in a very scientific manner. In the saturation point of business it need not waste the

time to diversify into the another business. Management understands the business game very well. At the

time of difficulty it takes necessary action to solve the problem. Now the personnel department of BHEL is

in infancy stage. It always try to modernize the department. It strongly believes in manpower position of

the organization because it knows in the absence of M for man all Ms like money, material, machines,

methods and motivation are failure. It always tries to develop the human resources. In the absence of right

man, material, money, machines all things will not be properly utilized. So it always recruits manpower in

a scientific manner.

SUGGESTION & RECOMMENDATION

1.Fresh requisition requires approval and not replacement.

2.The dead CVs should be destroyed.

3.Each level of employee should be formally inducted and introduced to the Departmental Head.

If not all levels, at least Asst. Manager and above category of employees.

4.Salary comparison should be seriously done to retain the old employees.

5.Proper salary structure to be structured to attract people and make it tax effective.

6.Cost benefit analysis should be alone before creating a position or recruitment of manpower.

7.External source should be given equal importance with internal source. By which new brain will

be inducted in the company with skill, talent, efficiency etc.

8.Manpower planning should be followed before recruiting.

9.Proper enquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.

BIBLIOGRAPHY
Principles and practice of Management by C.B. Gupta.

Human Resource Management by Gary Dessler

www.bhel.com,www.bhel.co.in

BHEL manual

Questionnaire
1. Candidate willingness to join the company

Reputation of the company

Salary Package

Working Environment

Job Prospect

Location of the Company

Career growth opportunity

2. Most reliable type of interview

Behavioral

Situational

Stress

3. Best way to recruit people

Advertisement

Walk-ins

Search firms

4. Response given by the staff about their query

Agree/Disagree

5. How candidates are recruited in the company

Written exam

Written exam & Interview

Written exam, G.D Interview

6. Job specification of the response of the employee

Yes/No

7. Attitude of H.R Manager

Good

Very good

Excellent

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

Managerial

Testing

Recruiters themselves

Job analysis

9. Opinion about BHEL Companys Application on Blank

Good

Very good

Excellent