Beruflich Dokumente
Kultur Dokumente
At
BHEL
Submitted By:
Nidhi Arya
MBA IV SEM
1424970030
Of
(2015-2016)
MUZAFFARNAGAR
PREFACE
No professional curriculum is considered complete without work experience. Each individual who undertakes
the management education has to pass the training phase before he/she sell fully qualified managers.
Entering the industry is like stepping in a new world at first, everything seems everything seems strange but
with the passage of time one starts understanding all that is happening around him/her. All the fundamental
concepts that are applicable in the organization leave the individual to work at its on application. It is just a
matter of applying the theory you know to give a practical solution to learn this there is no better place, than the
organization itself.
The detail study of the Recruitment and selection have benefited me a lot in terms of practicality
I hope that the organization would find my study effective and utilize the results for their esteem
benefits.
Nidhi Arya
1424970030
2
ACKNOWLEDGEMENT
I am sincerely thankful to all those people who have been giving me any kind of assistance in the making of this
project report.
I would like to extend my sincere thanks Dr. Poonam Sharma, for their significant help extended for the
successful completion of the project. I highly the help I got from them in providing me and lot of information
I express my gratitude to DR. ASHFAQ ALI (HEAD OF DEPARTMENT), who guided me through his vast
experience and knowledge and made able for the successful completion of this project. I express my gratitude to,
I am also thankful to Mr. Vivek Tyagi and all the respected faculty of M.B.A department of Shri Ram College of
Last but not the least I would like to thanks my parents for their constant guidance support and
encouragement.
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DECLARATION
I am Nidhi Arya student of MBA, hereby declare that the project report having the title Recruitment and
selection submitted in partial fulfillment of the requirement of MBA and its my original work and it is not
copied or meant for any other degree or diploma course. The project report embodies the result of original work
and studies carried out by me and the content of my project do not from the basis for the award of any other
Nidhi Arya
1424970030
4
CONTENTS
PART 1:-
Company profile
Introduction
Historical profile
Overview
Global compact
Product
Quality policy
PART 2:-
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Theoretical concept
Research Methodology
Finding
Conclusion
Bibliography
questionnaires
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
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these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these
INTRODUCTION
HARIDWAR
RUDRAPUR
JAGDISHPUR
CALCUTTAAAAA
BANGALOREE
RANIPET
TIRUCHIRAPALLY
CORPORATE OFFICE
MANUFACTURING
LOCATIONS
SERVICE CENTRES
REGIONAL OFFICES (POWER SECTORS)
BUSSINESS OFFICES
BANGLORE
BARODA
BHUBANESHWAR
MUMBAI
CALCUTTA
CHANDIGARH
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GUWAHATI
JABALPUR
JAIPUR
LUCKNOW
CHENNAI
NEW DELHI
PATNA
RANCHI
SECUNDRABAD
SERVICE CENTRES
1. NOIDA
2. BARODA
3. CALCUTTA
4. CHANDIGARH
5. SECUNDRABAD
6. NEW DELHI
7. NAGPUR
8. PATNA MANUFACTURING UNIT
9. VARANASI
HEAVY ELECTRICAL EQUIPMENT PLANT,
HARDWAR
CENTRAL FOUNDRY FORGE PLANT,
HARDWAR
HEAVY POWER EQUIPMENT PLANT,
HYDERABAD
HIGH PRESSURE BOILER PLANT, TRICHY
HEAVY ELECTRICALS PLANT, BHOPAL
TRANSFORMER PLANT, JHANSI
ELECTRONICS DIVISION, BANGALORE
BOILER AUXILIARIES PLANT, RANIPET
INDUSTRIAL VALVES PLANT, GOINDWAL
ELECTRO-PORCELAINS DIVISION, BANGALORE
INSULATOR PLANT, JAGDISHPUR
COMPONENT FABRICATION PLANT, RUDRAPUR
HEAVY EQUIPMENT REPAIR PLANT, VARANASI
ELECTRICAL MACHINE REPAIR PLANT, MUMBAI
B.H.E.L OVERVIEW
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BHEL is countrys premier engineering organization and one of the NAVARATNA PSUs(PUBLIC
SECTOR UNDETAKINGS).
BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in
the indigenous heavy electrical equipment industry in India , a dream that has been more than realized
with well-recognized track record of performance. It has been earning profit continuously since 1971-72
and achieved the financialturnover during the year 2007-08 was Rs.21,401 Cores and Current Order Book is of
around Rs.1,20,000 Cores. BHEL plans to be a Rs.45,000 Cores Company by 2011-12 and a Rs.90,000 Cores
Company by 2016-17. BHEL is the only PSU among the 12 Indian Companies to figure in Forbes Asian
Fabulous 50 list.
BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission, Industry,
Transportation, Telecommunication, Renewable Energy, Defense etc. The wide network of BHEL'S 14
manufacturing divisions, 4 Power Sector regional centers, 15 regional offices and 100 number of projects
sites spread all over India and abroad and enables the company to promptly serve its customers and
provide then with suitable products, systems and services-efficiently and at competitive prices. BHEL has
already attained ISO 9000 and all the major units/divisions of BHEL have been upgraded to the latest
ISO-9001: 2000 version quality certification for quality management. BHEL has secured ISO-14001
certification for environmental management systems and OHSAS-18001 certification for occupational
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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
BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It
possesses the technology and capability to produce thermal sets with super critical parameters up to
1000 MW unit rating and gas turbine - generator sets of up two 250 MW unit rating. Co- generation and
combined cycle
plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the high-
ash content coal available in India , BHEL also supplies circulating fluidized bed combustion boilers
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
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
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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
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.
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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
The company has commenced manufacture of large desalination plants to help augment the supply of
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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
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
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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
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,
well heads , X Mas tress and oil rigs to ONGC & OIL.
INTERNATIONAL OPERATIONS
BHEL has, over the years, established its references in 70 countries across all inhabited continents of the world.
These references encompass almost the entire range of BHEL products and services, covering Thermal Hydro
and Gas-based turnkey power projects, substation projects, Rehabilitation projects, besides a wide variety of
products like Transformers, compressors, Valves, Oil field equipment, Electrostatic Precipitators, Photovoltaic
equipments, insulators, heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major successes
achieved by BHEL have been in Gas-based power projects in Oman, Libya, Malaysia, Saudi Arabia, Iraq,
Bangladesh, Sri Lanka, China, Kazakhstan; Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia,
Thailand, Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan, Bhutan, Nepal, Taiwan and
Substation projects & equipment in various countries. Execution of these overseas projects has also provided
BHEL the experience of working with world-renowned Consulting Organizations and Inspection Agencies. The
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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
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
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HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP) HARIDWAR:
The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the major manufacturing plants of
BHEL. The core business of HEEP includes design and manufacture of large steam and gas turbines, turbo
generators, hydro turbines and generators, hydro turbines and generators, large AC/DC motors and so on.
Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with 7467 strong highly skilled
technicians, engineers, specialists and professional experts is the symbol of Indo Soviet and Indo German
Collaboration. It is one of the four major manufacturing units of the BHEL. With turnover of 164059 lacks and
PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06.
HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW, Hydro Sets up to HT
Runner dia 6300mm, associated Apparatus Control gears, AC& DC Electrical machines and large size
Gas Turbine of 60-200 MW. HEEP Hardwar contributes about 44% of Indias total installed capacity
for power generation with total capacity of Thermal, Nuclear & Hydro Sets of over 45000MW
currently working at a Plant Load Factor of 76% and Operational Availability of 86%. In spite of acute
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recession in economy, BHEL Haridwar received recent orders for Mejia-5&6, Sipat, Bhatinda,
HISTORICAL PROFILE:
The construction of heavy electrical equipment Plant commenced in Oct.1963after indo- soviet
technical co-operation agreement in Sept.1959The first product to roll out from the plant was an
electric motor in January 1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and
first 100MW Turbo Generator in August 1971.The plants break even was achieved in March
1974.BHEL went in for technical collaboration with M/s Siemens, Germany to undertake design and
manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976.First 200
subsequently saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of Gas
Turbine manufacture was also signed with M/s Siemens Germany. First 150 MW ISO rating gas
Turbine was exported to Germany in Feb1995.Our 250 MW thermal set up at Dahanu Plant of BSES
made a history by continuous operation for over 150 days and notching up a record plant load factor
HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate /
strategic Plan . As first PSU to adopt Corporate Planning as a process . Board meetings for long range
development , BHEL has always guided other PSUs in their Corporate planning process .Board
meeting , monthly Management Committee meetings, Annual Revenue Budget exercise , Mid term
reviews , Apex TQ council reviews, Personnel Heads Meet, Quality Heads Meet , Technology Meets ,
Product committees meetings, Inter-Unit Quality Circle Meets etc. Are the some of crore strengths of
BHEL , 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
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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;
Periodic review of OH&S management system to ensure its continuing suitability , adequacy and
effectiveness.
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.
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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.
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
BHEL has joined the " Global Compact " of United Nation has committed to support it and the set of
Human Rights
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Business should support and respect the protection of internationally proclaimed human rights; and
Labor Standards
Business should uphold the freedom of association and the effective recognition of the to collective
bargaining;
Eliminate discrimination.
Environment
By joining the " Global Compact " , BHEL would get a unique opportunity of networking with corporate
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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
BUSINESS OBJECTIVES
GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL defence, telecommunication and
electronics in existing business, new areas and international operations so as to fulfill national expectations from
BHEL.
PROFITABILITY:
Toprovide a reasonable and adequate return on capital employed, primarily through improvements in operational
efficiency, capacity utilization, productivity and generate adequate internal resources to finance the company's
growth.
CUSTOMER FOCUS:
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To build a high degree of customer confidence by providing increased value for his money through international
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
TECHNOLOGY:
absorption and adaptations of imported technologies to suit business need and priorities and provide the
IMAGE:
To fulfill the expectations which stakeholders like government as owner, employees, customers and the country
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RESEARCH METHOLOGY
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
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
In a company BHEL, there usually a staff unit attached with personnel or an industrial relations
staff personnel to become highly skilled in recruitment techniques and their evaluation.
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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
SCOPE
It extends to the whole Organization. It covers corporate office, sites and works appointments all over
India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior
Management cadres.
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IMPORTANCE
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
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.
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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
PRIMARY SECONDARY
2. Questionnaire 2. Books
4. Other records
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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
I have used the secondary source like diary, books, magazines and other relevant records for
DATA TYPE
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
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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
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.
Company related
Environment related
Supervision related
Growth related
Job related
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The questionnaire are also ask the employees for the demographic details regarding:
Age
Unit
Department
Grade
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
Which consisted of open-ended question, inviting views & suggestions from the
respondents.
INTERVIEW
Interviews lead to a better insight to subjective & open questions almost all interviewees
responded.
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SAMPLE UNIT
SAMPLE FRAME
SAMPLE SIZE
Sample size=20
SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex & work
sampling only.The time consideration & size of population were major factors in
THEORITICAL CONCEPT
DEFINATION
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Recruitment is the process seeking out and attempting to attract individuals in external labor markets, who are
Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human
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
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.
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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
Features Of Recruitment:
2 A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective
employees).
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
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Merits.
1. Increase in Morale
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
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.
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.
When the internal source of recruitment is used the employees remains satisfied which leads to the establishment
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Demerits
The internal source of recruitment of employees suffer from the following demerits:
The defect of the internal source of recruitment is that the young people fully equipped with the modern
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
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EXTERNAL SOURCES OF RECRUITMENT
An external source of Recruitment is considered from the combination of consultant and Advertisement
Merits.
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.
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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:
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
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
4.Increase in Labour-turnover.
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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
Making use of the external source of recruitment affects the present employees and there is an increase in the
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
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.
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OBJECTIVES OF RECRUITMENT
To attract people with multidimensional skills and experiences that suit the present and future organizational
strategies.
To search or head hunt/head pouch people whose skills fit the companys Values.
To search for talent globally and not just within the company.
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To design entry pay that competes on quality but not on quantum.
To anticipate & find people for positions that do not exist yet.
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
Locating and developing the sources of required number and type of employees.
Communicating the information about the organization, the job and the terms and conditions of service.
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Human resource Management classically pertains to planning; recruitment, selection, placement,
organisation to enable the organization to meet its objective while also enabling the human resources to
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
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.
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:
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1.DIRECT METHOD
2. INDIRECT METHOD
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Following includes in the procedure
Interview Schedule
Job Title
. Date Location ..
Department Analyst.
Code No
46
Wage or salary range
Job summary:
Work performed:
Major duties :.
Other tasks :
Equipment/Machines used:.
Working Condition
Skill Requirements:
Training :
Length of experience
(b) Technical
Special
Surroundings
Hazards
Resource fulness
1. EDUCATION : Ability to read and understand production orders and to make simple
2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions
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
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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
India.
D.AUTHORITY
E.PROCEDURE STEPS
As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group
50
The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is
approved by MD.
On the basis of Manpower Requirement Form a recruitment source is identified. The source of
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
The COMPANY suggests that the effective utilization of internal sources necessitates an understanding
of their skills and information regarding relationships of jobs. This will provide possibilities for
horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off
employees in one department and recruitment of employees with similar qualification for another
51
department in the company. Promotions and Transfers within the plant where an employee is best
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
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
52
Usually this company facilitate recruitment of technical and professional personnel. Because of their
specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized
personnel. They do not merely bring an employer and an employee together but computerize lists of
available talents, utilizing testing to classify and used advance techniques of vocational guidance for
Educational and technical institutes also forms an effective source of manpower supply. There is an
increasing emphasis on recruiting students from different management institutes and universities'
commerce and management departments by recruiters for positions in sales, accounting, finance, personnel
and production. These students are recruited as management trainees and then placed in special company
training programmes. They are not recruited for particular positions but for development as future
ADVERTISEMENT
The advertisement is drafted by HRD Department in consultation with the concerned Department.
All related documents of Advertisements released are maintained in the "Advertisement" file.
In addition to the above sources, several organizations develop sources through voluntary organizations
such as clubs, attracts employees of competitors looking for a change or good prospectus for
employment, utilize women, older workers and physically handicapped for specific positions where they
are best suitable, and use the "situation wanted" advertisement in newspapers.
53
3.SELECTION
A .SCREENING/SHORTLISING
Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are
B.INTERVIEW CALL
The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-
C.INTERVIEW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a
copy is kept for HRD Department records. The Interview Schedule include the following
requirement.
54
INTERVIEW SCHEDULE
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal Data Format
given below filled up by the candidate with the help of technical person along with the Dept.
Date:
Venue:
Position:
55
INTERVIEW CALL LETTER
Date ----------------
Dear Sir,
___________________________________________________
This has reference to your application for the above mentioned position in our organisation.
We are pleased to invite you for a meeting with the undersigned on.at
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.
56
You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.
We take this opportunity to thank for the interest you have shown in joining our organisation.
Yours sincerely,
For BHEL
CONFIDENTIAL
PERSONAL DETAILS:
57
(First Name) (Middle Name) (Last Name)
Present Address:
Permanent Address
Female of age
College/ Correspondence
Study
58
Diploma/ University Passing Electives/ Grade/
& % of
Subjects
marks
Academic Achievements:
PROJECT WORK/PUBLICATION/THESIS
59
WORK EXPERIENCE:
Nature of Business
Position held
No. of employees in the Dept. you work No. of Executive No.of -Non- Executive
60
No. of Direct report: No. of Executives No. of Non-Executive
1. 1.
2. 2.
3. 3.
Please draw a brief organization chart of your dept./ Division and outline your responsibilities (Attach
61
Declaration
I declare that the information given by me in this application is true and complete to the best of
any knowledge and belief. I am not aware of any circumstances which might affect my fitness for
employment. If any time, later, it is found that I have not disclosed any material information or
have given incorrect or false information, the company will be liberty to terminate my appointment
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
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
1. 2. 3.
Appearance
Technical Knowledge
General Knowledge
Experience
Communications Skills
Growth Potential
Decision Making
Leadership Skills
Maturity
Interest/Cultural background
Written Test/Remarks
Remuneration Expected
Suitable for any other
Deptt./job
Comments, if any
G.SALARY FIXATION
"Staff comparison statement" and " salary proposal" formats are used for this purpose.
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
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
___________________
___________________
LETTER OF APPOINTMENT
Dear Mr. __________________________
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
2) Appointment letter language for asst. Manager to manager is given in the following
format.
APPOINTMENT LETTER
pleased to appoint you in our organisation on the following terms and conditions:-
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
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
4) Salary Details:
(Rupees only)
(Rupees only)
You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of
You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus
5)Place of Posting
However, you would be liable to be transferred/posted at any of the existing or proposed
locations of the company or its sister/associates companies at the sole discretion of the
management.
The company normally does not permit employees to engage in any other business or work, either
directly on their own account or indirectly and you will be expected not to do so without prior
You will be governed by the rules and regulations of the company as applicable in force, amended
You will automatically retire from the services of the Company on attaining the age of 58 years.
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.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and agree to abide by
NAME SIGNATURE
DATE
5.DEPARTMENT INTERFACE
HRD Department sends a Status Report updating on the recruitment process to the Department which has
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
MANPOWER REQUIREMENT
JOINING REPORT
These Formats, when filled up, are available in the individual personal files along with other personal
G.RECORDS
17%
23%
5%
28%
Location of the Company Career Growth Opportunity
11%
16%
From the chart it can be understood that most of the employees are inspired by the working environment of
the company which resembles the personal traits of the Indians. I can also see that matters much followed
reputation of the company and salary package which comprised 11% and 16% respectively. Job prospect
plays a minor role in the minds of a candidate who had already joined the company. Location of the
company (which comprised 5% of the sample size) where majority of the employees are qualified with
7%
36%
21%
I tried to find out the most reliable type of interview according the employee. They expressed
I found that behavioral interview is most reliable and this view was supported by 36% of the
sample employees. Similar support was begged by the situational interview, while 26% structured
interview and only 7% favoured stress interview. Corresponding to this data I have drawn a pie
chart above: -
In BHEL all the applications received in each branch/function (HR or Finance) will be separately arranged in
descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course
and only the required number (according to the ratios mentioned) starting from the top will be called for written test in
each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-
off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi &
English. Based on merit and requirement, the short-listed candidates will have to appear for Psychometric Test and/or
Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or
Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test
performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for interview.
The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements
mentioned in this advertisement and that the particulars furnished by them are correct in all respects. In case it is
detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not
comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has
suppressed any material fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings is/are
detected, even after appointment, his/her services are liable to be terminated without any no.
15%
40%
Advertisement Walk-ins Variable Search Firms
20%
25%
The employees at BHEL expressed their varied views about the best way, according to them, to
recruit people. The employees in BHEL bear an opinion (about 40% of the sample) that
advertisement is the best way to recruit people. While to 25% of the sample employees feel that
walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting
people from search firms in a best way. Corresponding to this data I have drawn a pie chart
above:
The aim of advertising is to make people aware that a vacancy exists and to persuade them to
apply for the position. Advertising helps to define exactly the need of the company, and what
separates it from its competitors. Often the people you want to attract are not openly looking for a
new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It
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.
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 .
There are various ways of recruiting candidates in the company as depicted in the chart below: -
Chart Showing Employees Recruitment Process
6% 3%
6%
Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others
85%
From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate.
Actual recruitment procedure followed by the company is by conducting written examination followed by
interview which comprised 85% of my sample survey of 36 employees. But still some candidates are also
chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These
others include the reference of the existing employees within the organization itself.
Eligible candidates will be invited for objective type written test at their own expense. In Other words all the
applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit
i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required
number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of
Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be
called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.
8. Varanasi9.Bangalore 10.Tiruchy 11.Haridwar12.Nagpur Candidates have to choose one of these cities as Test Centre
and no change will be allowed subsequently .BHEL reserves the right to change or delete any of the above mentioned
3%
Yes No
97%
13%
57% 30%
The chart below depicts that most of the employees are doing service as per my survey of 20 employees.
Most of the employees are satisfied with the attitude of H.R. Manager. 13% says Good attitude, 30% says
Very Good and 45% says the attitude of H.R. Manager is excellent.
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
25%
40%
Managerial Testing Recruiters Themselves Job Analysis
15%
20%
THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLESHOULD
BE :-
According to the sample ,the primary source of recruiting people is Managerial. However, Testing
& Recruiters Themselves source are the second most favored source of Recruiting people.
Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people
Advertisement in publications and recruitment booklets and information sheets for applicants
were found to be the most frequently and the least frequently used method of managerial
recruitment.
Newspaper advertisement was found to be the most preferred technique, while advertisement in
the technical and professional journals was the least preferred technique for managerial
recruitment in BHEL.
FINDINGS
Under recruitment Procedures Requisition System is incorrect because the replacement does not
Proper induction is not given to all the employees. It reserves to only a few levels.
Salary comparison is not justifies. Old employees are demoralized by getting less surely then new
employee.
Manpowers are recruited from private placement consultancy, who are demanding high amount
of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement.
Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which
Manpower is recruited from reliable source however efficiency does not recognise.
CONCLUSION
Studying the recruitment procedures of BHEL., analysing the respondents answers, opinion survey and
data analysis it came to conclusion that BHEL is a growing Company. It has a separate personnel
department which is entrusted with the task of carrying out its various roles efficiently. The business of
BHEL is carried on in a very scientific manner. In the saturation point of business it need not waste the
time to diversify into the another business. Management understands the business game very well. At the
time of difficulty it takes necessary action to solve the problem. Now the personnel department of BHEL is
in infancy stage. It always try to modernize the department. It strongly believes in manpower position of
the organization because it knows in the absence of M for man all Ms like money, material, machines,
methods and motivation are failure. It always tries to develop the human resources. In the absence of right
man, material, money, machines all things will not be properly utilized. So it always recruits manpower in
a scientific manner.
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.
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
BIBLIOGRAPHY
Principles and practice of Management by C.B. Gupta.
www.bhel.com,www.bhel.co.in
BHEL manual
Questionnaire
1. Candidate willingness to join the company
Salary Package
Working Environment
Job Prospect
Behavioral
Situational
Stress
Advertisement
Walk-ins
Search firms
Agree/Disagree
Written exam
Yes/No
Good
Very good
Excellent
Managerial
Testing
Recruiters themselves
Job analysis
Good
Very good
Excellent