Bhel Project On Recruitment

A Project Report on Study of Recruitment Process in BHEL 2008-09 Submitted in partial fulfillment of the Requirement of The Award of the degree of Master of Business Administration AT

DAYALBAGH EDUCATIONAL INSTITUTE DAYALBAGH, AGRA (UP)

Submitted By:

Submitted To:

Mr. N K GUPTA (AGM HR) DEI, AGRA

I would like to take this opportunity to express my sincere gratitude to my respected

mentor MRS.MANJARI MATHUR, for her valuable

guidance.

I extend my sincere thanks to Mrs.DEEPIKA MADAM, MR.GIRISH SIR HR Executive & MR.AMIT SIR Dy. manager HR BHEL for their support and help in the completion of the project.

I would like to thanks almost everybody at the BHEL office for his/her friendliness and helpful nature.

With immense pleasure and deep sense of sincerity, I have completed my Industrial training. It is an essential requirement for each and every student to have some practical exposure towards real world situations.

A systematized practical

experience

to

inculcate

self

confidence in a student so that they can mentally prepare themselves for this competitive environment.

The purpose of training are:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitudes

 EXECUTIVE SUMMARY  COMPANY PROFILE  RESEARCH METHODOLOGY  LITERARY REVIEW  PROJECT  QUETTIONNAIRE  FINDINGS

&

ANNALYSIS

 RECOMMENDATION  BIBLIOGRAPHY

 ANNEXURE  CONCLUSION  CASE STUDY

Executive Summary The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.

Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job Analysis, Job Descriptions, Job Specifications. BHEL procure manpower in a very scientific manner . It gets information by use of these important

documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful.

•Employees - 43636 (As on 1-4-07) •Turnover - Rs 21401 Crores (2007-

GOINDWAL

08)

HARIDWAR

NEW DELHI

RUDRAPUR

JHANSI

JAGDISHPUR

VARANASI BHOPAL PATNA

BARODA NAGPUR

CALCUTTA AAAA

•14 Manufacturing divisions •4 Power Sector regional centres •8 service centres and 16 regional offices

•Major Units/Divisions are Certified

HYDERABAD

with ISO 9001(2000), ISO 14001 and OHSAS 18001

BANGALOREE RANIPET

•Continuous Profits since 1971-72 •Caters to Core Sectors viz., Power,

TIRUCHIRAPALLY

Industry, Transportation, Telecommunication, Renewable Energy etc. CORPORATE OFFICE MANUFACTURING LOCATIONS

SERVICE CENTRES

•Manufactures over 180 products under 30 major product groups

 REGIONAL OFFICES (POWER SECTORS) 1. NEW DELHI (NORTHERN REGION) 2. CALCUTTA (EASTERN REGION) 3. NAGPUR (WESTERN REGION) 4. CHENNAI (SOUTHERN REGION)

 BUSSINESS OFFICES

1. BANGLORE 2. BARODA 3. BHUBANESHWAR 4. MUMBAI 5. CALCUTTA 6. CHANDIGARH 7. GUWAHATI 8. JABALPUR 9. JAIPUR 10. LUCKNOW 11. CHENNAI 12. NEW DELHI 13. PATNA 14. RANCHI

 SERVICE CENTRES

1. NOIDA 15. SECUNDRABAD 2. BARODA 3. CALCUTTA 4. CHANDIGARH 5. SECUNDRABAD 6. NEW DELHI 7. NAGPUR 8. PATNA 9. VARANASI

 MANUFACTURING UNIT

1. HEAVY ELECTRICAL EQUIPMENT PLANT, HARDWAR 2. CENTRAL FOUNDRY FORGE PLANT, HARDWAR 3. HEAVY POWER EQUIPMENT PLANT, HYDERABAD 4. HIGH PRESSURE BOILER PLANT, TRICHY 5. HEAVY ELECTRICALS PLANT, BHOPAL 6. TRANSFORMER PLANT, JHANSI 7. ELECTRONICS DIVISION, BANGALORE 8. BOILER AUXILIARIES PLANT, RANIPET 9. INDUSTRIAL VALVES PLANT, GOINDWAL 10. ELECTRO-PORCELAINS DIVISION, BANGALORE 11. INSULATOR PLANT, JAGDISHPUR

12. COMPONENT FABRICATION PLANT, RUDRAPUR 13. HEAVY EQUIPMENT REPAIR PLANT, VARANASI 14. ELECTRICAL MACHINE REPAIR PLANT, MUMBAI

B.H.E.L – OVERVIEW

BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS).

BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in the indigenous heavy electrical equipment industry in India , a dream that has been more than realized with wellrecognized track record of performance. It has been earning profit continuously since 1971-72 and achieved the financial turnover during the year 2007-08 was Rs.21,401 Crores and Current Order Book is of around Rs.1,20,000 Crores. BHEL plans to be a Rs.45,000 Crores

Company by 2011-12 and a Rs.90,000 Crores Company by 2016-17. BHEL is the only PSU among the 12 Indian Companies to figure in “Forbes Asian Fabulous 50” list.

BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission, Industry, Transportation, Telecommunication, Renewable Energy, Defense etc. The wide network of BHEL'S 14 manufacturing divisions, 4 Power Sector regional centers, 15 regional offices and 100 number of projects sites spread all over India and abroad and enables the company to promptly serve its customers and provide then with suitable products, systems and services-efficiently and at competitive prices. BHEL has already attained ISO 9000 and all the major units/divisions of BHEL have been upgraded to the latest ISO-9001: 2000 version quality certification for quality management. BHEL has secured ISO-14001 certification for environmental management systems and OHSAS-18001 certification for occupational health and safety management system for its major units/divisions.

POWER GENERATION Power Generation Sector comprises of thermal , gas , hydro and nuclear power plant business. As of 31.3.2003 , BHEL – supplied sets account for nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216 MW in the country , as against Nil till 1969 – 70.

BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It possesses the technology and capability to produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine - generator sets of up two 250 MW unit rating. Cogeneration and combined cycle

plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the high- ash – content coal available in India , BHEL also

supplies circulating fluidized bed combustion boilers for thermal

plants.

The company manufactures 220 / 235 / 500 MW nuclear turbine generator sets. Custom – made hydro sets of Francis ; Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL. In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed on the company as on date. The power plant equipment manufactured by BHEL is based on contemporary technology comparability with. In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed on the company as on date. The power plant equipment manufactured by BHEL is based on contemporary technology

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

The company has proven expertise in plant performance improvement through renovation , modernization and up rating of variety of power plant equipment , besides specialized know – how of residual life assessment , health diagnostics and life extension of plants.

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

A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level , series compensation system ( for

increasing

power transfer

capability

of transmission

lines

and

improving system stability and voltage regulation ) , shunt compensation systems ( for power factor and voltage improvement ) and HDVC system ( for economic transfer of bulk power ) BHEL has indigenously developed the state – of – the - art controlled shunt reactor ( for reactive power management on long transmission lines ). Presently , a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. The

company undertakes comprehensive projects to reduce ATC losses in distribution systems.

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

The company is a major producer of large – size thirstier devices. It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. BHEL is the only company in India with the capability to make simulators for power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people.

TRANSPORTATION

BHEL involved in the development design , engineering , marketing , production , installation , and maintenance and after - sales service of rolling stock and traction propulsion systems. In the area of rolling stock , BHEL manufactures electric locomotives up to 5000 HP , diesel electric locomotives from 350 HP to 3100 HP both for mainline and shunting duty application.

BHEL is

also producing rolling stock

for

special

application viz ., overhead equipment cars , special well wagons , Rail – cum – road vehicle etc. Besides traction propulsion systems for in – house use , BHEL manufactures traction propulsion systems for other rolling stock producers of electric locomotives , diesel - electric locomotives , electrical multiple units and metro cars. The electric and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems

produced

by

BHEL.

BHEL also undertakes

retrofitting

and

overhauling of rolling stock. In the area of urban transportation systems , BHEL is geared up to turkey execution of electric trolley bus systems , light rail systems , etc. BHEL is also diversifying in the area of port handling equipment and pipelines transportation systems.

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

RENEWABLE ENERGY Technologies

that

can

be

offered

by

BHEL

for

exploiting

non -

conventional and renewable resources of energy include ; wind electric generators solar photovoltaic systems , stand - alone and grid – interactive solar power plants , solar heating systems , solar lanterns and battery powered road vehicles. The company has taken up R & D efforts for development of multi - junction amorphous silicon solar cells and fuel cells based systems.

OIL & GAS BHEL is a major contributor to the oil and gas sector industry in the country. BHEL'S product range includes deep drilling oil rigs , mobile rigs , work over rigs, well heads and X – Mas trees ( of up to 10,000 psi ratings ) , choke and kill manifolds , full bore gate valves , mud valves , mud line suspension system , casing support system , sub - sea well heads , block valves , seamless pipes , motors, compressors , heat exchangers , etc. BHEL

is

the

single

largest

supplier

of

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

INTERNATIONAL OPERATIONS BHEL has, over the years, established its references in 70 countries across all inhabited continents of the world. These references encompass almost the entire range of BHEL products and services, covering Thermal Hydro and Gasbased turnkey power projects, substation projects, Rehabilitation projects, besides a wide variety of products like Transformers, compressors, Valves, Oil

field equipment, Electrostatic Precipitators, Photovoltaic equipments, insulators, heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major successes achieved by BHEL have been in Gas-based power projects in Oman, Libya, Malaysia, Saudi Arabia, Iraq, Bangladesh, Sri Lanka, China, Kazakhstan; Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia, Thailand, Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan, Bhutan, Nepal, Taiwan and Substation projects & equipment in various countries. Execution of these overseas projects has also provided BHEL the experience of working

with

world-renowned

Consulting

Organizations

and

Inspection

Agencies. The Company has been successful in meeting demanding requirements International markets, in terms of complexity of the works as well as technological, quality and other requirements viz. HSE requirement, financing package, associated O&M services to name a few. BHEL has proved its capability to undertake projects on fast-track basis. BHEL has also established its versatility to successfully meet the other varying needs of various sectors, be it captive power, utility power generation or for the oil flexibility to exhibited adaptability by manufacturing and supplying intermediate products.

TECHNOLOGY UPGRADATION, RESEARCH & DEVELOPMEMT To remain competitive and to meet customer's expectations , BHEL lays great emphasis on the continuous up gradation of the products and related technologies , and development of new products. The company has upgraded its products to contemporary levels through continuous in – house

efforts as well as through acquisition of new technologies from leading engineering organization of the world.

BHEL'S investment in R & D is amongst the largest in the corporate sector in India. Products developed in - house during the last five years contributed over 7% to the revenues in 2004 - 05.

BHEL has introduced , in the recent past , several state - of – the – art products ; low - NOx oil / gas burners , large capacity atmospheric fluidized bed combustion boilers , high - efficiency pelton hydro turbines , petroleum deport automation systems , 36 KV gas - insulated sub – station , controlled shunt

reactors

( CSR )

and performance

analysis ,

diagnostics

and

optimization ( PADO ) package for power plants , etc. The company has also transferred a few technologies developed in - house to other Indian company

for

commercialization.

The company is also engaged in research in futuristic areas , such as applications of industry , and

super

conducting materials

in power

generation

and

fuel cells distributed , environment – friendly power

generation.

HUMAN RESOURCE DEVELOPMENT INSTITUTE BHEL has envisioned becoming "A World Class Engineering Enterprise committed to enhancing stakeholder value". Force behind realization of this vision and the source of our competitive advantage is the energy and ideas of our 44,000 strong highly skilled and motivated people. The Human Resource Development Institute situated in NOIDA, a corner-stone of BHEL learning infrastructure, along with Advanced Technical Education Center (ATEC) in Hyderabad and the Human Resource Development Center at the manufacturing

Units, through various organizational developmental efforts ensure that the prime resource of the organization – the Human Capital is “Always in a state of Readiness”, to meet the dynamic challenges posed by a fast changing environment. It is their constant endeavor to take the HRD activities to the strategic level of becoming active partner to the (organizational) pursuits of achieving the organizational goals.

HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP) HARIDWAR: The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the major manufacturing plants of BHEL. The core business of HEEP includes design and manufacture of large steam and gas turbines, turbo generators, hydro turbines and generators, hydro turbines and generators, large AC/DC motors and so on.

Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with 7467 strong highly skilled technicians, engineers, specialists and professional experts is the symbol of Indo Soviet and Indo German Collaboration. It is one of the four major manufacturing units of the BHEL. With turnover of 164059 lacks and PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06. HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW, Hydro Sets up to HT Runner dia 6300mm, associated Apparatus Control gears, AC& DC Electrical machines and large size Gas Turbine of 60200 MW. HEEP Hardwar contributes about 44% of India’s total installed capacity for power generation with total capacity of Thermal, Nuclear & Hydro Sets of over 45000MW currently working at a Plant Load Factor of 76% and Operational Availability of 86%. In spite of acute recession in economy, BHEL Haridwar received

recent

orders

for

Mejia-5&6,

Sipat,

Bhatinda,

Chandrapura,

Bakreshwar, Santaldih, Bhilai, Dholpur.

HISTORICAL PROFILE: The construction of heavy electrical equipment Plant commenced in Oct.”1963”after indo- soviet technical co-operation agreement in Sept.”1959”The first product to roll out from the

plant was an electric motor in January

1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and first 100MW Turbo Generator in August 1971.The plant’s “break even” was achieved in March 1974.BHEL went in for technical collaboration with M/s Siemens,

Germany to undertake design and manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976.First 200 MWTG set was commissioned at Obra in 1977.The continuum of technological advancement subsequently saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of Gas Turbine manufacture was also signed with M/s Siemens Germany. First 150 MW ISO rating gas Turbine was exported to Germany in Feb”1995”.Our 250 MW thermal set up at Dahanu Plant of BSES made a history by continuous operation for over 150 days and notching up a record plant load factor greater than 100%.

CORPORATE CITIZEN: HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate / strategic Plan . As first PSU to adopt Corporate Planning as a process . Board meetings for long –range development , BHEL has always guided other PSU’s in their Corporate planning

process .Board meeting ,

monthly Management Committee meetings, Annual Revenue Budget exercise , Mid term reviews , Apex TQ council reviews, Personnel Heads Meet, Quality Heads Meet , Technology Meets , Product committees meetings, Inter-Unit Quality Circle Meets etc. Are the some of crore strengths of BHEL Corporation’s vast network. .

FAVOURABLE BUSINESS ENVIRONMENT:

Power Sector has to grow over 10% annually to reach the 7% GDP level. Thus, the demand for thermal sets will remain high. Central Electricity Authority (CEA) is the guiding authority for Power Sector strategies in our country. BHEL representatives, along with representatives from various domestic customers, are an integral part of various committees formed by CEA. This enables us to guide and understand the market requirements and future challenges. To meet the 11th Five Year Plan target of adding 61,000MW, CEA has planned addition

of 23 nos. Standardized 500MW sets for faster project execution and cost reduction. BHEL, including HEEP, is a part of this process. CEA has standardized for the next capacity of 800MW sets and has asked BHEL to prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL has tied up with Siemens for upgradation of technology. Further CEA’s stress on R&M of ageing Power Plants is also providing business opportunity to unit.

HEALTH , SAFETY & ENVIRONMENT MANAGEMENT BHEL , as an integral part of business performance and in its endeavor of becoming a world - class organization and sharing the growing global concern on issues related to environment , occupational health and safety is committed to protecting environment in and around its own establishment

and to providing safe and healthy working environment

to all its

employees. For fulfilling this obligation , corporate policies have been formulated as

Environmental Policy



Compliance with applicable environmental legislation / regulation;



Continual improvement in environment management systems to protect our natural environment and control pollution;



Promotion

of

activities

for

conservation

of

resources

by

environmental management;



Enhancement of

environmental awareness

amongst employees ,

customers and suppliers.

BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities, offering the company's capabilities in this field.

Occupational Health and Safety Policy



Compliance with applicable legislation and regulations;



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



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



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



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



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

The major units of BHEL have already earned international recognition by implementation of ISO 14001 Environmental Management System and OHSAS 18001 occupational health and safety management system.

In pursuit of these policy requirements , BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health , safety and environmental science.

PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation , the business community , international labor and NGOs. It provides a forum to for them to work together and improved corporate practices through cooperation rather than confrontation.

BHEL has joined the " Global Compact " of United Nation has committed to support it and the set of core values enshrined in its nine principles:

Principles of the “Global Compact”

 Human Rights

1. Business

should

support

and

respect

the

protection

of

internationally proclaimed human rights; and

2. Make sure they are not complicit in human rights abuses.

 Labor Standards

3. Business should uphold the freedom of association and the effective recognition of the to collective bargaining; 4. The elimination of all forms of forces and compulsory labor; 5. The effective abolition of child labor; and 6. Eliminate discrimination.

 Environment

7. Businesses

should

support

a

precautionary

approach

to

environmental challenges; 8. Undertake

initiatives

to

promote

greater

environmental

responsibilities; and 9. Encourage the development and diffusion of environment friendly technologies.

By joining the " Global Compact " , BHEL would get a unique opportunity of networking with corporate and sharing experience relating to social responsibility on global basis.

COMPANY'S BUSINESS MISSION AND OBJECTIVES  BUSINESS MISSION To maintain a leading position as suppliers of quality equipment, systems and

services in the field of conversion of energy, for application in the

areas of electric power transportation, oil and gas exploration and industries. Utilize company's capabilities and resources to expand business into allied areas and other priority sectors of the economy like defence, telecommunications and electronics.

 BUSINESS OBJECTIVES •

GROWTH: To ensure a steady growth by enhancing the competitive edge of BHEL defence, telecommunication and electronics in existing business, new areas and international operations so as to fulfill national expectations from BHEL.

• PROFITABILITY: To provide a reasonable and adequate return on capital employed, primarily through improvements in operational efficiency, capacity utilization, productivity and generate adequate internal resources to finance the company's growth.

• CUSTOMER FOCUS: To build a high degree of customer confidence by providing increased value for his money through international standards of product quality, performance and superior services.

• PEOPLE- ORIENTATION: To enable each employee to achieve his potential, improve his capabilities, perceive his role and responsibilities and participate and contribute positively to the growth and success of the company and to invest in human resources continuously and be alive to their needs.

• TECHNOLOGY: Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptations of imported technologies to suit business need and priorities and provide the competitive advantage to the company.

• IMAGE: To fulfill the expectations which stakeholders like government as owner, employees, customers and the country at large have from BHEL.

SUMMARY OF BHEL’S CONTRIBUTION TO VARIOUS CORE SECTORS:-

 BUSINESS SECTORS BHEL's operations are organized around three business sectors, mainly power, industry and international operations. This enables BHEL to have a strong customer’s orientation, to be sensitive to his needs and respond quickly to the changes in the market.

 POWER SECTORS Power is the core sector of BHEL and comprises of thermal, nuclear gas, diesel and hydro business. Today BHEL supplied sets, accounts for nearly 66 % of the total installed capacity in the country as against nil till 1969-70. BHEL manufactures boilers auxiliaries, TG sets and associate controls, piping and station C & I up to 500 MW rating with technology and capability to go up to 1000 MW range. BHEL has contracted so far around 240 thermal sets of various ratings, which includes 14 power plants set up on turnkey basis. Nearly 85 % of World Bank tenders for thermal sets floated in India have been won by the company against international competition. It has the capability to manufacture gas turbines up to 200 MW rating and custom built combined cycle power plants. Nuclear steams generators, turbine generators, sets and related equipment of 235 MW rating have been supplied to most of the nuclear power plants in India Production of 500 MW nuclear sets, for which orders have been received. BHEL has developed expertise in renovation and maintenance of power plant equipment besides specialized know how of residual life assessment, health diagnostic and life extensions of plants. The four power sectors regional centers at New Delhi, Chennai, Kolkata and Nagpur will play a major role in giving a thrust to this business and focus BHEL's efforts in this area.

 INDUSTRY SECTORS BHEL is a major producer of large size thyristor devices. The products include centrifugal compressors, high speed industrial drive turbines, industrial boilers and auxiliaries, waste heat recovery boilers, gas turbines, electric motors, drives, and control equipments, high voltage transformers, switch gears and heavy castings and forgings.

 TRANSMISSION A wide range of transmission products and systems are produced by BHEL to meet the needs of power transmission and distribution sector. These include: •

Dry Type Transformers

•

SF6 Switch Gears

•

400 KW Transmission Equipment

•

High Voltage Direct Current System

•

Series and Shunt Compensation Systems

In anticipation of the need for improved substations, a 33 KV gas insulated substation with micro processors base control and protection system has been done.

 TRANSPORTATION 65 % of trains in Indian Railways are equipped with BHEL's traction and traction control equipment. These include: •

Broad Gauge 3900 HP AC / DC locomotives

•

Diesel Shunting Locomotives up to 2600 HP

•

5000 HP AC Loco with thyristor control

•

Battery Powered Road Vehicles and Locomotives

 RESEARCH AND DEVELOPMENT BHEL has a corporate R & D center supported by R & D groups at each of the manufacturing divisions. The dedicated effort of BHEL's R & D engineers have produced several new products like automated storage retrieval system automated guide vehicles for material transportation etc. Establishment of Asia's largest fuel evaluation test facility at Tiruchy was high light of the year. This facility will enable evaluation of combustion, heat transfer and pollution parameters in boilers. Major R & D achievement include: •

Design manufacture and supply of countries first 17.2 MW industrial steam turbines.

•

Development of 4700 HP AC / DC loco for Indian Railways.

•

Development of largest capacitor voltage transformers of 8800 PF 400 KV rating.

•

Development and application low cost ROBOTS for job loading/unloading.

According to ex- CMD MR. R.K.D. SHAH, "BHEL is spending Rs. 60 Crores on Research and Development. Earning from product which has been commercialized has gone up 26 % to Rs. 760 Crores."

TECHNICAL COLLABORATIONS, DIVISIONS, COMPETITORS AND VARIOUS PRODUCT OF BHEL  TECHNICAL COLLABORATION

PRODUCT

COLLABORATIONS

# Thermal Sets, Hydro Sets, Motors & PROMMASHEXPORT Control Gears. # Bypass & Pressure Reducing Systems

RUSSIA SULZER

BROTHER LTD. SWITZERLAND # Electronic Automation System for

SIEMENS AG.

Steam Turbine & Generators

GERMANY

# Francis Type Hydro Turbines

GENERAL

ELECTRIC CANADA # Moisture Separator Reheaters

BALOKE DUERR GERMANY

# Christmas Trees & Conventional Well Head Assemblies # Steam Turbines, Generators and Axial Condensers

NATIONAL OIL WELL USA SIEMENS AG. GERMANY

# Cam Shaft Controllers and Tractions Current Control Units

# HDVC

SIEMENS AG. GERMANY

ABB SWEDEN

# Programmable Controls

ABB SWITZERLAND

# Gas Turbines

GENERAL

ELECTRIC CO. USA # Tube Mills

STIEN

INDUSTRIES FRANCE

 DIVISIONS OF BHEL: There are 20 Divisions of BHEL, they are as follows: • HEEP, Hardwar • HPEP, Hyderabad • HPBP, Tiruchy • SSTP & MHD, Tiruchy • CFFP, Hardwar • BHEL, Jhansi • BHEL, Bhopal • EPD, Bangalore • SG, Bangalore • ED, Bangalore • BAP, Ranipet

• IP, Jagdishpur • IOD, New Delhi • COTT, Hyderabad • IS, New Delhi • CFP, Rudrapur • HERP, Varanasi • Regional Operations Division ARP, New Delhi • TPG, Bhopal •

Power Group (Four Regions and PEM)

 MAJOR COMPETITORS OF BHEL •

Ansaldo

Italy

•

Asea Brown Boueri

Switzerland

•

Beehtel

USA

•

Block & Neatch

USA

•

CNMI & EC

China

•

Costain

U.K.

•

Elect rim

Poland

•

Energostio

Russia

•

Electro Consult

Italy

•

Franco Tosi

France

•

Fuji

Japan

•

GEC Alsthom

U.K.

•

General Electric

USA

•

Hitachi

Japan

•

LMZ

Russia

•

Mitsubishi

Japan

•

Mitsui

Japan

•

NEI

U.K.

•

Raytheon

USA

•

Rolls Royce

Germany

•

Shanghai Electric Co.

China

 PRODUCTS OF BHEL

1. Thermal power plants

16. Industrial and special ceramics

2. Nuclear power plants

17. Capacitors

3. Gas Based power plants

18. Energy Meters

4. Hydro power plants

19. Electrical Machines

5. Dg power plants

20. Compressors

6. Industrial sets

21. Control Gear

7. Boilers

22. Silicon Rectifiers

8. Boiler Auxiliaries

23. Thyristor GTO/ IGBT equipments

9. Piping System

24. Power Devices

10.Heat exchangers and pressure

25. Transportation equipments

Vessels Pumps

26. Oil Field equipments 27. Castings and Forgings

11. Power station Control equipment

28. Steams Steel Tubes

12.Switchgear

29. Distributed power Generation and Small

13.Bus Ducts 14.Transformer

Hydro Plant 30. Systems and Services

OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, parttime employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office.

This specialization Of recruitment enables staff personnel to

become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose.

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE 1. To structure the Recruitment policy of BHEL for different categories of employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

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

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

IMPORTANCE Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment & selection process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places

through

and

the

planning

period

without

hampering

productivity.

DATA COLLECTION A sample size of 20 employees are studied for this purpose. Employees of different unit where randomly administrated the questionnaire.

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

Analysis was done using the simple average method so that, finding of the survey was easily comprehensible by all.

SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data.

In primary source of data collection the interview schedule and

questionnaire and opinion survey were used and in secondary source of data collection relevant records, books, diary and magazines were used. Thus the source of data collection were as follows:

PRIMARY

SECONDARY

1. Interview schedule

1. Diary

2. Questionnaire

2. Books

3. Opinion Survey

3. Magazines 4. Other records

I have used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedules were used for workers clerical , category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade union members of the organization.

I have used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondent.

DATA TYPE Primary as well as secondary data was collected.

RESEARCH APPROACH Conducting a field survey did a subjective assessment of the qualitative data. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. In addition the personal interview method was employed to draw out answers to subjective questions, which could not be adequately answered through the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire where framed.

The questions where grouped under five categories: 1. Company related 2. Environment related 3. Supervision related 4. Growth related 5. Job related

The questionnaire are also ask the employees for the demographic details regarding: 6. Age 7. Number of years of experience 8. Unit 9. Department 10. Grade

Questionnair e consist of the following things: •

Which focused on the employee awareness levels regarding benefits provided which & outside the organization & assessing his overall satisfaction level. This prepared ground for further enquiry & enabled better analysis of the questions, which followed.

•

Which focused on specific policies & judged them from different aspects making the questionnaire in–depth & specific.

•

Which

consisted

of

open-ended

question,

inviting

views

&

suggestions from the respondents.

I NTERVIEW Interviews lead to a better insight to subjective & open questions almost all interviewees responded.

SAMPLE UNIT The sample unit consisted of all the departments of BHEL.

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

SAMPLE SIZE Sample size=20

SAMPLE DESIGN Care was taken to choose the sample based on considerations like age, sex & work experience of respondents thus enabling better representations of the heterogeneous population. However, the sample design was that of

“convenience

sampling”

or

“haphazard sampling”

only.

The

time

consideration & size of population were major factors in determining choice of sample design.

Questionnaire 1. Candidate willingness to join the company o o o o o o

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

Managerial Testing Recruiters themselves Job analysis

9. Opinion about BHEL Company’s Application on Blank o Good o Very good o Excellent

"An excellent student affairs staffing program begins with hiring the right people and placing them in positions with responsibilities that allow them to maximize their skills, knowledge, and talents in the pursuit of student affairs purposes . . . The first commandment for student affairs administrators, therefore, is to hire the right people. The second commandment is to do it the right way."

DEFINATION

Recruitment is the process seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human resource planning on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce. Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.

AIM The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:

1

Planned, anticipated and unexpected planned need arise from changes, in organization and retirement policy.

2

Resignations, deaths and accidents and illness give rise to unexpected needs.

3

Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements.

Features Of Recruitment: 1

Process or series of activities rather than a single act or event.

2

A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees).

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

Merits and Demerits of Internal Recruitment.

Merits. Following are the merits of the internal source of recruitment; 1. Increase in Morale Recruitment through the internal sources, particularly promotion, increases the morale of the employee. Every body in the organization know that they can be promoted to a higher post, their morale will be boosted and their work efficiency will increase. 2. Better Selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known. 3. Economical Internal Internal sources is highly economical because no expenditure is involved in locating the source of recruitment and no time is wasted in the long process of selection. More over, these employees do not need extensive training because they already know about all the works of the enterprise. 4. Labor- turnover is Reduced When the employees know that they can be promoted to higher posts, they do not leave the enterprise. As a result of this policy labour turnover is reduced and the status of the company increases. 5. Better Labour-Management Relation When the internal source of recruitment is used the employees remains satisfied which leads to the establishment of better labour-management relationship.

Demerits The internal source of recruitment of employees suffer from the following demerits: 1. Check on Young Blood The defect of the internal source of recruitment is that the young people fully equipped with the modern technical knowledge remain excluded from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and experience. 2.Limited choice. The internal recruitment of the employees reduces the area of choice. The reduction in the area of choice means less number of applicants. The choice is to be made out of people working in the enterprise. 3.Encourages Favoritism. Internal source encourages favoritism in this system, the superiors usually select their favorites. Sometimes even a less capable person is selected which harms the enterprise. In this system , generally the personal impression of the managers about the employee is given preference for selection.

EXTERNAL SOURCES OF RECRUITMENT An external source of Recruitment is considered from the combination of consultant and Advertisement

Merits and Demerits of External Recruitment

Merits. The external recruitment has the following merits: 1.Entry of young blood. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 2.Wide choice. The use of external source of recruitment increases the number of candidates and widen the choice. The managers judge the capabilities of the applicants and select the best ones for appointment. 3.Less Chances of Favouritism. All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of favouratism.

Demerits.

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

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

LEGAL & POLITICAL CONSIDERATIONS The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent, place of birth, residence or any of them, be negligible for an discriminated against in respect of any employment or office under the state.” “ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading, in regard to a class or classes of employment on appointment to an office (under the govt. of or any local or other authority within a state or union territory), any requirement as to residence within that State or Union Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain safeguards for scheduled castes, scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution, there can be no discrimination in the matter of employment anywhere in the country for any citizen.

OBJECTIVES OF RECRUITMENT

•

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

•

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

•

To infuse fresh blood at all levels of the organization.

•

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

•

To search or head hunt/head pouch people whose skills fit the company’s Values.

•

To devise methodologies for assessing psychological traits.

•

To seek out Non Conventional development grounds of talent.

•

To search for talent globally and not just within the company.

•

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

•

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

Steps on Recruitment Process

The recruitment process consist of the following steps:

•

Generally begins when the personnel department receives requisitions for recruitment from any department of the company the personnel requisitions contains detail about the positions to be filled. number of persons to be recruited, required from the candidate, terms and conditions of employment and at the time by which the persons should be available appointment etc.

•

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

•

Identifying the prospective employees with required characteristics.

•

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

•

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

•

Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment.

METHODS AND TECHNIQUES OF RECRUITMENT

In a company recruitment sources indicates where human resources may be procured, the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower manager has determined the personal qualities required on the part of an individual to fill an vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates. There are commonly three methods of recruitment which company follows:

1.DIRECT METHOD 2. INDIRECT METHOD 3.THIRD PARTY METHOD

Following includes in the procedure

Job Analysis Form Job Specification Form

Interview Schedule Application Form for Employment Interview Assesment Form

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

JOB SPECIFICATIONS FORM Job Title : Drill Operator

Department………………………

Job Code ……………………

Date……………………………..

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

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

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

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

C.RESPONSIBILITY The

Responsibility

is

on

the

Manager-HRD/Operations

Director-EAI

Systems/Operation Director-TPB-India.

D.AUTHORITY The Authority in the company is commenstrate with responsibility

E.PROCEDURE STEPS

1.MAN POWER RECRUITMENT

•

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

•

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

•

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

2.IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT •

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates.

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

The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. These measures can be taken effectively if we established job families through

job

analysis

programmes

combining

together

similar

jobs

demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management. Therefore, in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal sources can be used effectively if the number of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion.

EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options:

CONSULTANT Consultant are given the requirement specifying qualifications, experience and all other necessary details. In consultant we considers the employment agencies, educational and technical institute, casual, labor and mail applicants, trade unions and other sources. Our company have developed markedly in large cities in the form of consultancy services. Usually this company facilitate recruitment of technical and professional personnel. Because of their specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. They do not merely bring an employer and an employee together but computerize lists of available talents, utilizing testing to classify and used advance

techniques

of

vocational

guidance

for

effective

placement

purposes. Educational and technical institutes also forms an effective source of manpower supply. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales, accounting, finance,

personnel

management

and

trainees

production.

and

then

These

placed

students

in

special

are

recruited

company

as

training

programmes. They are not recruited for particular positions but for development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community. Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially. Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in

recruitment, they make it a point the employees laid off are given preference in recruitment.

ADVERTISEMENT •

All recruitment advertisements are placed centrally by the HRD Department.

•

The advertisement is drafted by HRD Department in consultation with the concerned Department.

•

All related documents of Advertisements released are maintained in the "Advertisement" file.

In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.

3.SELECTION

A .SCREENING/SHORTLISING Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are screened by HRD Department in consultation with the concerned department.

B.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a copy is kept for HRD Department records. The Interview Schedule include the following

requirement.

INTERVIEW

SCHEDULE

Authorized 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 organisation. We are pleased to invite you for a meeting with the undersigned on… ………………….at………a.m./p.m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For BHEL

D.PERSONAL DATA 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 EMPLOYMENT

FORM

FOR

CONFIDENTIAL Refrence (including advt. ref. if any)

Position Applied for

Time for Joining

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

(Middle Name)

(Last Name)

Present Address: Permanent Address Tel. Res. Tel. Off. Date of Birth

Mob.

E-mail (Personal) Age

Martial Status: Married/ Single

Place of Birth Children: Male Female

EDUCATION: Details of all equivalent onwards Exam/Degree/ School/ Diploma/ College/ Certificate University

State of age of age

examination passed from matriculation or 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 Sales Turnover of your unit

No. of employees in the orgn. No. of employees in your unit

No. of employees in the Dept. you work No.of -Non- Executive No. of Direct report:

No. of Executives

List your 3 core competencies 1. 2. 3.

No. of Executive No. of Non-Executive

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

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

Previous Employment Details: (Start from recent employment) Name of Period Position Position Brief description Last drawn the From To Joined Last of responsibilities Gross salary organizati Held Per month on

Present Remuneration Drawn: A. Monthly: Basic DA

B. Annual: LTA

HRA/Lease

Conveyance

Variable pay/Bonus

Medical

Any other (mention details)

Any other

Total p.m.

Total p.a.

C. Other Terminal Benefit p.a. Pf

Superannuation Gratuity

Total p.a.

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

1. Have you any relative working in BHEL?

Speak

Yes/No

If yes please give details : Name

Relationship

Designation

/ Department

Unit

2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. Is your spouse e employed?

Yes/No

4. Have you any locational constraints?

Yes/No

If yes, please give details/ reasons 5.

Can you undertake frequent t travels:

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.

Yes/No

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.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 Interviewee’s Name Date Post Applied For Venue 1. 2. 3. ASSESSMENT FACTORS RATING 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 Average

2006 REMARKS

D=Below

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-

Keep Pending

Call for final

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.

EMOLUMENTS: A)

you will be paid following emoluments: Basic Salary

:

Rs. __________ p.m.

House Rent Allowance

:

Rs. __________ p.m.

Local Travelling Expenses

:

Rs. __________ p.m.

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

Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found

subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. Your place of posting will be at our _________________situated at ____________________. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 1. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 3. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you. 4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. 5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either modified or they will also be subject to such other and further

rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 7. Your date of joining the services _________________________________

in

the

organization

is

8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accepted the terms and conditions mentioned above. 9. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organization and wish you a successful career with us. Yours sincerely, For 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 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 month’s basic salary on either side.

4)

Salary Details: Your Basic Salary will be Rs. ………………./- p.m. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. ………… ……/- p.m. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………/- p.m. (Rupees …………………… ………………. only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company.

5)Place of Posting……………………… However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. 6)

The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing.

7)

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

8)

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

Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For BHEL AUTHORISED SIGNATORY

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

SIGNATURE

3) Appointment letter language for sr. manager and above is given

in the following format. FOR SR. MANAGER AND ABOVE Dear Mr. ………………………….

Date……………

APPOINTMENT LETTER With reference to the offer letter no.____________________ dated ______________, we are pleased to appoint you in our organisation on the following terms and conditions:1)

Designation

: Your position in the company will be ……………………

2)

Date of Joining: Your date of joining the services in the organisation is …………………………..

3)

Salary Details : Your Basic Salary will be Rs. ………………/- p.m. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs………………../p.m. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………../- p.m. (Rupees …………………………………… ….. only) You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company. You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 month’s service with the Company.

4) Place of Posting: …………………………. However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management. Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one month’s basic salary or one month’s notice. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company. The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. You will automatically retire from the services of the Company on attaining the age of 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

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 organisation as On

in

Department. My present address is Telephone No. And my Date of Birth is

. Any change in my address will be

intimated to you. NAME : SIGNATURE: DATE:

VI) 1. 2. 3. 4. 5.

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

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

6.STATISTICAL ANNALYSIS An Annalysis of the manpower requirements is prepared periodically based on the following factor: •

Source of recruitment

• • • •

Resumes received and short-listed Interviews conducted Candidates selected Candidates joined

F.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

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join the Company

17%

23%

5% 28% 11%

16% Reputation of the Company Job Prospect

Working Environment Location of the Company

Salary Package Career Growth Opportunity

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%

36%

21%

Behavioral

Situational

Structured

Stress

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

percentage course

of aggregate

and

starting

arranged in

from

only the

marks

descending of

the required top

will be

all

order

the

number

of

merit

i.e.

years/ semesters

based

of

on a

professional

(according to the ratios mentioned)

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

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

after

BEST WAY TO RECRUIT PEOPLE

Chart Showing the Best way to Recruit People is

15%

40%

20%

25%

Advertisement

Walk-ins

Variable

Search Firms

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% 6% 9% 85% 3%

Written Exam.

Written Exam & Interview

Written Exam, G.D. & Interview

Others

From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 36 employees. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These ‘others’ include the reference of the existing employees within the organization itself. Eligible candidates

will be invited for objective type written test at their own

expense. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.

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

JOB SPECIFICATION OF THE EMPLOYEES

Chart Showing Job Specification of the Response of the Employees

3%

Yes No

97%

Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job as specified. So from the company’s perspective it is a good sign for the overall growth & development. Still some employees who comprised only 2.33% of my sample study.

THE ATTITUDE OF H.R. MANAGER

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

13%

Good Very Good 57%

30%

Excellent

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%

15%

20%

Managerial

Testing

Recruiters Themselves

Job Analysis

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :According to the sample ,the primary source of recruiting people is Managerial. However, Testing & Recruiters Themselves source are the second most favored source of Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people should be heavily considered.

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

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

OPINION ABOUT BHEL COMPANY ‘S APPLICATION BLANk

Chart Showing Opinion about BHEL Company's Application Blank

10%

55%

35%

Good

Very Good

Excellent

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

FINDINGS 1. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval, unless it is in place of termination. 2. The data banks are not properly maintained. 3. The dead bio-data are never being destroyed. 4. Proper induction is not given to all the employees. It reserves to only a few levels. 5. Salary comparison is not justifies. Old employees are demoralized by getting less surely then new employee. 6. Salary fixation has a halo effect . 7. Recruitment procedure is not fully computerized. 8. Manpower’s are recruited from private placement consultancy, who are demanding high amount of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement. 9. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which makes loss in the industry. 10. Manpower is recruited from reliable source however efficiency does not recognise.

RECOMMENDATION 1.Fresh requisition requires approval and not replacement. 2.The dead CVs should be destroyed. 3.Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. 4.Salary comparison should be seriously done to retain the old employees. 5.Proper salary structure to be structured to attract people and make it tax effective. 6.Cost benefit analysis should be alone before creating a position or recruitment of manpower. 7.External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc. 8.Manpower planning should be followed before recruiting. 9.Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.

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

OPINION SURVEY: Certain schemes yield more fruitful results in certain conditions and with some specific objectives.

Needless to say that management practices differ from organisation to

organisation. But the fact is that success does not follow automatically, the people who implement the system that matters just as the authority without acceptance have no meaning. Recruitment process without trust of employees and organisation has no value however the objective may be ,so an attempt is made to study the attitude of those who are participating in recruitment process before giving any suggesting and concluding remarks. For this purpose research has taken opinion of 15 executives and 12 worker/employee of different departments/sections of the organisation. The questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.

An example of a Questionnaire circulated among Yes

No

No Response

executives 1. Are you in support of recruitment policy?

40%

50%

10%

2. Whether the existing recruitment policy is linked 40%

50%

10%

80%

10%

70%

20%

10%

60%

30%

10%

25%

65%

10%

60%

30%

10%

5%

10%

80%

10%

to productivity? 3. Do you feel that manpower recruitment has been 10% rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the existing recruitment policy? a) Reduction on labor cost? b) Effective utilisation of human resources? c) Maintaining timing in recruitment and staffing schedule? 6. Do you feel that job evaluation and job analysis helps

in

manpower

recruitment

in

your 85%

organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done before

10%

recruitment?

30%

60%

10%

35%

55%

10%

65%

25%

10%

65%

25%

10%

50%

40%

10%

b) By employing extra hours

90%

Nil

10%

c) By lay off / retrenchment

90%

Nil

10%

Nil

90%

10%

9. Are you satisfied with the existing recruitment system of the organisation? 10. Do you feel that performance appraisal helps in recruitment process? 11. Do you feel that training will effect to recruitment process? 12. Do you think job rotation will affect the recruitment policy?

13. How are you controlling the shortage and excess of manpower? A) By employing casual worker

From the response indicated above it appears that the prevailing recruitment policy has definite impact on the organisation. Most of the executives showed positive response to different questionnaires by virtue of manpower planning they used proposed deletion of manpower planning they used proposed deletion or addition of man in the organisation

for a planning period. The excess or shortage are being adjusted and hence misutilisation is mere chance. The executives did not respond to the lay off and retrenchment for reduction in available human resources. Form the questionnaires it appears that the managerial staff are only interested for filling of the vacancies of higher post from out of the internal sources. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. From the answers of most of the managers it is observed that they want entry of new managers should be avoided and fresh recruitment shall be limited up to only staff cadre and not above that. From the answers of most of the executives it appears that cost benefit analysis is not properly followed by the organization and job rotation also not followed properly in the organization which make an employee all rounder in all respects. By which, in the absence of an employee the work will not discontinue.

AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG EMPOLYEES/ WORKMEN:

Yes

No.

No. Response

1. Are you satisfied with the existing recruitment policy 25%

65%

10%

in your organisation? 2. Do you feel work load in your department?

20% 70%

10%

3. Do you feel of your optimum utilisation?

25%

65%

10%

4. Do you satisfied with your job?

25%

65%

10%

5. Do you feel that motivation is main factor for 75%

15%

10%

40%

10%

30%

10%

optimum utilisation of existing manpower? 6. Do you feel that recruitment of lower level staff from 50% external source is desirable than internal source? 7. Do you feel that training imported by your 60% organisation helps in improving your performance? From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy. They are not given chance for their development. Their skill efficincies are not recognized by the company

CONCLUSION Studying the recruitment procedures of BHEL., analysing the respondents answers, opinion survey and data analysis it came to conclusion that BHEL is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. The business of BHEL is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the another business.

Management understands the business game very well.

At the time of

difficulty it takes necessary action to solve the problem. Now the personnel department of BHEL is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.

RECRUITMENT PROCESS

Vaccant Position in the Orgn. Resume Details

Requisition Process Manpower requisition Requisition approval

Applicant Data Blank

No Requisition

Application Short-List Call for Evaluation Evaluation Process

Rejection/Hold

Offer Letter to selected Candidates

Direct Recruitment

The Applicant Databank is A Central Repository of Applicant related information.

The Recruitment Process has different options- Direct and Through Requisition Direct

: The Candidate required for a vacant position in the organization is Searched from the applicant Data Bank and given offer.

Through Requisitions : The Requisition Process(an official written demand) comprises of Manpower Requisitions from the organization.

After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position, Experience, skill set, Qualification as required from the Requisition.

The Short Listed Applicants are then called for an evaluation process that is based on predefined steps for the respective positions.

After clearing the evaluation process an offer letter is given to the selected applicants. If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant

positions. Selecting the wrong candidate or rejecting the right

candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These case lets discuss the importance of having an effective recruitment and selection policy.

They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.

Norms of bhel recruitment

BHEL mainly recruits Engineer Trainees, Supervisor Trainees and Artisans, whenever vacancies for these positions are sanctioned. Once vacancies are sanctioned, the recruitment for these position is conducted according to the process which will be described in detail in open advertisement issued. You may look out for such advertisements in the “Employment News”, and also at this website, where it will also be hosted when issued. However, some broad features are given below:

1.For the positions ofa)Engineer Trainees b)Supervisors Trainees

Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement, containing no. of vacancies, job-specifications, selection process etc., is published in National Dailies.

For these positions, generally recruitment is conducted leveraging technology, which requires submission of applications ‘on-line’ only. The broad job-specifications are as under:

JOB SPECIFICATIONS

a) For Engineer Trainees

Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters.

b)For Supervisor Trainees

Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute.

Upper Age Limit Engineer Trainee- 27 years for Graduates 29 years for Post-Graduate Supervisor Trainee-27 years

The selection process involves on All India based written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

2.For the position of Artisans The recruitment for these positions is conducted by concerned unit only, whenever vacancies are sanctioned to them. The detailed advertisement, containing no. of vacancies, job -specifications, selection process etc., is published in Employment News and hosted on BHEL website. Window advertisement is, however, published in Local Dailies.

JOB SPECIFICATION

Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC.

Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt. Directives on reservations. The selection process involves written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

Note: 1. The above mentioned job-specifications are broad in nature. As such, it is advised to refer to the details of concerned recruitment, whenever conducted. 2. Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed. 3. Occasionally BHEL recruits persons at levels other than described above. Any advertisements issued in this regard will also be hosted at the site. 4. Unsolicited applications will neither be entertained nor responded.

SAMPLE OF HOW ONLINE RECRUITMENT TAKES PLACE(of ET & ST-2008):-

JOB : Recruitment of Engineer Trainees and Supervisor Trainees in BHEL Name and Address of Company:

Bharat Heavy Electronics Limited BHEL Room No. 35, Main Admn. Bldg, HEEP -Bharat Heavy Electrical Ltd.(BHEL) Ranipur, Haridwar – 249 403. About Company: Bharat Heavy Electronics Limited BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs and caters to core sectors of Indian economy viz Power Generation and Transmission, Industry, Transportation, Oil & Gas, Renewable Energy, having 14 Manufacturing Divisions, 08 Service Divisions, 15 Regional Offices, 04 Power Sector Regional Centers and over 100 Project Sites spread all over the Country. BHEL invites applications for the posts of Engineer Trainees and Supervisor Trainees Name of the Post: Engineer Trainees No. of Vacancy: 750posts (Mechanical –400, Electrical-200, Electronics –50, Civil – 100) Scale of Pay: Rs.10750-430-16750/Qualification: Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/ Institute in the disciplines of MECHANICAL/ ELECTRICAL/ ELECTRONICS/ CIVIL with minimum 60% marks in the aggregate of all years/ semesters Name of the Post: Supervisor Trainees No. of Vacancy: 750 posts (Mechanical – 400, Electrical-200, Electronics – 50, Civil – 100) Scale of Pay: Rs.10750-430-16750/Qualification: Full time regular Diploma in Engineering from a recognized Indian University/ Institute in the disciplines of Mechanical/ Electrical/ Electronics/ Civil with minimum 60% marks in the aggregate of all years / semesters Or equivalent qualifications. How to apply for above post: Obtain a Crossed Account Payee Demand Draft for Rs.100/- (Rs. One hundred only) in favour of: M/s. Bharat Heavy Electricals Limited, Haridwar, drawn on any Scheduled bank and payable at

Haridwar (preferably, State Bank of India, BHEL, Ranipur, Haridwar- Branch Code - 0586) Candidates may fill in the ONLINE application form and submit the same. (1) After submitting the application ONLINE, a unique Acknowledgement Number will be allotted to the candidate. The candidates are advised to download two print-outs of the Acknowledgement Slip and send one of the print – outs, duly signed, after pasting his/her recent photograph at appropriate place, along with Demand Draft as applicable, to the following address so as to reach by the specified date ( 15th July, 2008 ) : Sr. Manager (HR) Room No. 39, Main Admn. Bldg, HEEP -Bharat Heavy Electricals Ltd.(BHEL) Ranipur, Haridwar – 249 403. Note:The candidates are advised to retain a copy of acknowledgement slip for their future reference.

Fees: Rs.100/Last Date of Application Submission:

15th July, 2008 Application Form /Advertisement Source Credits:

•

http://www.bheletr.co.in/etrlive/jsp/index.jsp

•

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APPLICATION RECEIVED ONLINE FOR ABOVE POSITIONS AT BHEL HARIDWAR

CIVIL (FEMALE) ----------------- 478 (MALE) ----------------- 1745 ELECTRICAL (FEMALE) --------- 2067 (MALE) ---------- 9129 ELECTRONICS (FEMALE) ------- 3568 (MALE) ------- 8486 MECHANICAL (FEMALE) ----- --- 691 (MALE) ----------13021

TOTAL APPLICATIONS RECEIVED --39185

CUTOFF MARKS FOR WRITTEN EXAM ARE-

FOR ET(ENGINEER TRAINEE)-

DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL

GEN 72.33 76.35 82.62 71.20

OBC 65.70 71.11 78.95 60.02

SC 64.90 67.91 75.60 62.12

ST 60.00 60.00 70.00 60.00

FOR ST(SUPERVISOR TRAINEE)-

DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL

GEN 72.79 75.60 80.58 72.85

OBC 66.57 70.56 77.42 68.54

SC 65.27 68.38 74.58 66.31

ST 55.03 59.53 68.55 55.52

CLASSIFICATION OF EMPLOYEE Different sources can be used for the recruitment of various categories of employees according to their classification. In the following table different level of job and the sources available for recruitment to these post have been shown:

Level of Jobs

Types of Job

Sources of Recruitment

1. Top Level Personnel

General Manager is the top level personnel.

a. Promotion b. competitive concerns c. Re-employment

2.Middle Level

Production Manager, Financial Manager,

a. Promotion

Personnel

Sales Manager, Purchase Manager,

b. Transfer

Research Manager, Budget Controller,

c. Competitive

Factory Controller.

Concerns d. Advertisement e. Educational institution f. Employment

Agencies

3.Technical Experts

Industrial Engineer, Quality Controller,

a. Educational

Production Development Manager.

institution b. Competitive Concerns c. Advertisement d. Re-employment e. Employment Agencies

4.Lower level Personnel

Supervisor ,Accountants, Foreman

a .Promotion b. Advertisement c. Casual applications. d. Public

5.Office Personnel

Clerk, Steno, Typist, Asssitant, Peon.

a. Advertisement

.

b. Casual applications c Recommendation of presnt employees

a. Labour Unions 6.Labourers

It includes the labourers and artisians

b. Labour Contractors

working in the organization.

c. Friends and relatives of present employees d. Recruitment at factory gate.