A

Summer Training Project Report on

“RECRUITMENT PROCESS"
SUBMITTED TO UTTARAKHAND TECHNICAL UNIVERSITY IN
THE PARTIAL FULFILMENT OF

“MASTER OF BUSINESS ADMINISTRATION”

(TWO YEAR’S REGULAR DEGREE PROGRAMME)

SESSION- 2018-2020

SUBMITTED BY UNDER THE SUPERVISION OF

RADHIKA THAKUR MRS. RITU TYAGI

M.B.A (3rd semester)

UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN

 ACKNOWLEDGEMENT

Preparing a project of this nature is an arduous task and I was fortunate enough to
get support from a large number of people to whom I shall always remain grateful.
I would like to record my gratitude to C&S electric Ltd.. for allowing me to undertake
this project.
I take this opportunity to thank Mr. Tarun Pratap (Sr. Executive HR) for providing us
an opportunity to work for C&S electric Pvt. Ltd.
I am also desirous of placing on record profound indebtedness to Mrs. Ritu Tyagi
(Asst. Prof.) of Phonics Group of Institution, for the valuable advice, guidance,
precious time and support that he offered.
I would be failing in my duty if I do not acknowledge the gratitude to Dr. Krishan
Kumar Gautam, Director of Phonics Group of Institution, who motivated us a lot in
carrying out this project.
Last but not least, I would also like to thank all the respondents for giving us their
precious time and relevant information and experience, as and when required
without which this project would not have been possible.

Radhika Thakur

Date:

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 EXECUTIVE SUMMARY

The assignment is prepared to explain the process of Recruitment Which involves

identifying and attracting the potential candidates from within and outside the
organization and evaluating them for future employment. Today’s tight labour in the
market is making it more difficult for organizations to find, recruit, and select talented
people. The competition for talent is intensifying, as there is a huge talent in the
market. This makes it more important for the organizations to effectively select and
retain quality candidates. Better recruitment and selection strategies result in
improved organizational outcomes. The more effectively organizations recruit and
select candidates, the more likely they are to hire and retain satisfied employees.
The study is based on the process of Recruitment & Selection of the candidates on
the basis of which they will be utilizing their skills for the growth and functions of the
organization.
Human Resources Management is concerned with humanbeings, who are the e
nergetic elements of management. The success ofany organization or an e
nterprise will depend upon the ability, strengthand motivation of person’s worki
ng in it. The Human Resources Management refers to the systematic approach to
the problems in any organization. It is concerned with recruitment, training
and
development p e r s o n n e l . H u m a n r e s o u r c e i s t h e m o s t important asset o
f an organization. It ensures sufficient supply, properquantity and as well as
effective utilization of human resources

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 OBJECTIVE OF THE STUDY

To assess the overall recruitment process in C&S electric, Haridwar. This

would include the following:

 Identify the flow of recruitment process.

 Measure the employee’s perception regarding recruitment process.

 Study the challenges faced during recruitment of the candidates.

 Study the recruiter’s behavior.

 To find out the solution for the challenges faced.

 Study the pros and cons of recruitment process.

 To recommend some answer to the challenges faced during the recruitment

process in the C&S electric, Haridwar.

Identify the level of malfunctioning of the recruitment process

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 CONTENTS

SR NO. PARTICULARS PAGE NO.

1. 4
OBJECTIVE OF THE STUDY
2. 6-16
INTRODUCTION TO THE COMPANY
3. 17-28
INTRODUCTION TO THE TOPIC
4. RESEARCH METHODOLOGY 29-30

5. ANALYSIS AND FINDINGS 31-41

6. RECOMMENDATIONS 42

7. CONCLUSION 43
8. LIMITATIONS AND SCOPE OF THE STUDY 44
9. BIBLIOGRAPHY 45
10 ANNEXURE 46-48

INTRODUCTION TO THE COMPANY

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 C&S Electric Ltd. is amongst the leading suppliers of electrical
equipment in India and is India’s largest exporter of industrial
switchgear. Its wide range of electrical and electronic products find
application in power generation, distribution, control, protection and
final consumption. C&S Electric is amongst the top 4 players in the LV
switchgear business & the market leader in the Power Busbar
Business. In addition the company also has product offerings for MV
switchgear, Energy Efficient Lighting solutions and Diesel Generating
Sets. C&S Electric along with Solar EPC business, also has an
electrical contracting business which performs turnkey solutions for
industrial and commercial electrification, substations and power plants.
C&S Electric was also the 2nd company in India to design and execute
a grid connected solar PV power plant in India.
The business operations of C&S Electric are divided in the following
strategic business units (SBUs).

 LV Switchgear SBU
 Power Busbar SBU
 Protection and Measurement
 Devices SBU
 Lighting & Wiring Accessories SBU
 MV Switchgear SBU
 Diesel Gensets
 Electrical EPC SBU
 Solar EPC SBU
C&S employs over 4000 people including 400 engineers, and has 17
state-of-the art manufacturing plants in India, Belgium & China. It has

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 23 sales/marketing offices across India and its products are exported to
83 countries. C&S Electric also has several joint venture companies.

OUR VISION
 C&S shall be the most trusted, respected and preferred brand, for
electrical and electronic equipment that finds application in power
generation, distribution, control and final consumption.
 In its major businesses C&S shall not only command a domestic
market share ranging from 12% to 50% or more, but be known widely
as the company “closest to its customers”
 C&S products shall be used to manage power in India’s biggest
industries, in its highest buildings, in its most critical infrastructure and
in millions of its homes.
 The C&S name shall be recognized widely as a benchmark, and shall
serve as a role model and an inspiration to other Indian engineering
products companies.
 C&S shall be cited as a company that played an important role in
making “Made in India” a label that is trusted and respected the world
over

OUR MISSION
 To create a unique alchemy of outstanding products, operational
excellence, path breaking customer service, and compelling marketing.
 To create and relish a vibrant workplace where employees are
empowered, cared for, developed, and most of all, provided unlimited
opportunity to discover their full potential.
 To continuously enhance our core technologies, and develop new
world class technologies and products to expand our offering to
customers.
 To consolidate and strengthen our position as India’s largest exporter
of Industrial power distribution and control equipment.
 To earn a healthy return on investment for the shareholders.

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 To everyday experience, the sheer joy of delighting our internal and
external customers, and to relish the thrill of participation in India’s
infrastructure boom.

OUR VALUES
STRETCH FOR YOUR CUSTOMER
 Fully understand and fulfill needs of internal and external customers
 Do not tolerate mediocrity. Stretch, Excel and Exceed
BE FRANK, BE HONEST
 Be frank, fair and non-political and expect the same treatment for
yourself
 Do not be afraid of conflict, when it is required and is just
BE OBSESSED WITH QUALITY
 Display attention to quality every single day, from the very top down,
and from the bottom up
 Remember and teach that small things lead to perfection, but
perfection is not a small thing
WORK HARD, SMART & SWIFT
 Nurture a culture of tenacity, perseverance and sheer hard work Be
innovative
 Opportunities to innovate are everywhere, everyday. Grab them
 Take responsibility for your own agenda and priorities
 Take some risks. If you are not making mistakes, you are not trying
hard enough
SUCCEED AS A TEAM AND AS AN INDIVIDUAL
 Strike a balance between people and task orientation
 Empower and delegate, but don't over delegate
DISCOVER YOUR STRENGTHS & THOSE OF OTHERS
 While we are bonded by shared values we must encourage and
respect rich diversity in skills, experiences, knowledge, talents and
personal styles

JOINT VENTURES

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 C&S Himoinsa (P) Ltd., a 50:50 joint venture company of C&S Electric
Ltd., India and Himoinsa, S.L. Murcia Spain, is the pioneer of Silent DG
sets in India.
C&S Electric is the India's leading electrical and electronic equipment
manufacturer & largest exporter of switchgear products. Himoinsa is a
renowned name worldwide in generating sets with more than 60%
production being exported across the globe, its installed annual
capacity is 60,000 DG sets of ratings 6~2500kVA.
C&S Himoinsa manufactures environment friendly generating sets from
10~2000kVA, suitable for small & medium Industries, Rice Mills, Cold
storages, Stone Crushers, Railways, Defence, Telecom, IT Segment,
Hospitals, Clinics, Schools, Colleges, Cinema Halls, Shopping Malls,
Residential Apartments etc.

DG Set Range:-
 Generating sets with Ashok Leyland powered engine series
10~500kVA
 Generating sets with Volvo Penta powered engine series 600~625kVA
 Generating sets with Perkins powered engine series 750~2000kVA

Salient Features:-

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  Silent DG sets
 Fuel efficient
 International design
 Environmental friendly
 Low maintenance cost
MEDIUM VOLTAGE SWITCHGEAR

 3.6kV to 36kV Air Insulated Switchgear

 12kV & 24kV SF6 Insulated Ring Main Units
Medium Voltage Switchgear products are manufactured in state-of-the-
art production facility set up at Greater Noida in National Capital
Region.
MV Switchgear products find use in growing market for Medium
Voltage Switchgear in India, both for primary and secondary distribution
segments. Primary distribution switchgear are used in power plants
and heavy industries likewise, secondary distribution switchgear are
used in light industries and distribution network of power utilities and
real estate projects.
It would be worthwhile to state that we are one of the leading suppliers of
11kV & 22kV Ring Main Units to various power utilities in India and are
contributing in big way to strengthen the power distribution network in various states
in India.

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 Unrivalled product range, Unmatched quality, Unbeatable services RS
Components & Controls (India) Ltd. formed in 1994 is an Indo-British
joint venture between RS Components of U.K. and the Controls &
Switchgear Group of India. RS Components is the reputed global
leader for distribution of the widest range of Industrial products to
Research & Development, Maintenance and Prototype development
engineers in all types of business around the world. RS is the single
source of over 2,00,000 products from 2000 leading supplier brands,
for 1.8 million customers worldwide.
It fulfills small volume needs for a wide range of electrical, electronic,
mechanical, test & measurement and automation products. Through
catalogues, e-commerce and CD-ROMs, RS offers high service
distribution for all small volume purchases of industrial and technical
products.

 Over 200,000 quality products

 2000 leading brand names
 Free door delivery within 48 hours (from Indian Stocks) & 7 days (from
International Warehouses)
 RS Branch network-18 Key locations across India

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 Free technical support
 30,000 technical datasheet
 12 Months warranty
 Free 2000 page coloured catalogue - the engineers’ encyclopedia
 Simple products selection by catalogue or online
 Fast ordering options - by Phone / Fax / E-mail / online
 No minimum order value

MARKET SERVED

Industry
 Power  Petrochemical  Metals
 Paper  F&B  Others

Buildings
 IT Parks  Hotels  Others
 Hospitals  Group Housing

Infrastructure
 Railway  Telecom  Others
 Water  Airports

OEMs
 Material  Compressors  Machine
Handling  Telecom Power Tools
 Lifts Supplies  Others

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13
PAST, PRESENT, FUTURE

1966 Control Panels for Cranes & Lifts,

Steel & Petrochemicals Industry,
Sugar Centrifuges and sophisticated
Machine Tools.
1967 Manufacture of Line up Terminal
Blocks, Push Buttons & Pilot Lamps;
1968 Manufacture of Automatic &
Synchronized Road Traffic Signals
and Systems;
1970 Manufacture of Shock hardened
Marine Switchgear Panels and
Components for the firstLeander
class warship manufactured in India
at MDL-Bombay;
1972 Manufacture of Motor & Power
Control Centres for thermal, nuclear
and hydro electric
power stations duly tested and
approved by CPRI;
1974 Manufacture of Fully Drawout Motor
& Power Control Centres for
thermal, nuclear and hydro power
stations duly tested and approved by
CPRI;
Telephone Relays for the entire
telephone network in addition to ITI-
Bangalore.

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1980 Manufacture of Medium Voltage
Isolated and Segregated busbars
and busducts for thermal, hydro &
nuclear power plants from 250 MW –
1000 MW. Today, C&S is the largest
manufacturer of such equipment in
India and 2nd largest in the world.
1982 Manufacture of full range of Air Circuit Breakers
from 630A – 6300A under technical collaboration
with Terasaki of Japan;
Introduction with first complete switchgear package
supplied, erected and commissioned by C&S to
NTPC’s Farrakha Super Thermal Power Project;
1983 Manufacture of full range of Modular Switches,
Switch Fuse Units and Load Break Switches and
Fuses under technical collaboration with Stromberg
of Finland;
1984 Manufacture of complete world class range of
Contactors, Motor Starters, Push Buttons, Pilot
Lamps in joint venture originally with
Telemecanique-France. Now on our own with
exports worldwide.
1990 Manufacture of full range of 500g Shock Hardened
Circuit Breakers and Switch Boards for the 1st
Nuclear Submarine of the Indian Navy under
technical collaboration with Whipp & Borne, U.K;
1991 Manufacture of full range of Protection Relays and
Relay Panels originally in joint venture with SEG-
Germany. Now on our own;
1993 Manufacture of full range of world class Terminal
Blocks and accessories with WAGO-Germany;
1994 Manufacture of full range of Brushless Alternators
– from 7.5 KVA to 5000 KVA in joint venture with

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2005 AVK-Germany;
2003 Manufacture of full range of Packaged Sound Proof
Diesel Gensets from 7.5 KVA – 2500 KVA in joint
venture with Himoinsa of Spain;
2004 Manufacture of Comprehensive range of world
class Lighting Accessories, Modular Switches,
Plugs& Sockets etc. originally in joint venture with
GEWISS-Italy. Now on our own.
2007 Manufacture of full range of Medium Voltage
Switchgear, Circuit Breakers, RMUs& Switchboards
in joint venture with EFACEC of Portugal.
2011 Entry into Solar power by successfully installing
and synchronizing our own 1 MW PV Solar Power
Plant in the State of Haryana thereby providing
C&S an excellent base to tap the Solar Power
plants EPC Business portfolio in the domain of
clean energy in the future. In this year, C&S
acquired Netherland based Etacom, with this
acquisition C&S Electric offers the widest range of
Power Busbars amongst any manufacturer in the
world.
2014 Acquires 50% shareholding of Efacec in Medium
Voltage joint venture and merged the business into
the main C&S Electric Limited entity.

INTRODUCTION TO THE TOPIC

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Recruitment refers to the process of finding possible candidates for a job or
function. It may be undertaken by an employment agency or a member of staff at the
business or organization looking for recruits. Either way it may involve advertising,
commonly in the recruitment section of a newspaper or in a newspaper dedicated to
job adverts. Job portals, employment agencies, head counting, internal references,
vendors, job fairs are used to attract candidates.

The war for talent. Yes that’s what is next on the menu?

 Latest research predicts a shortage of 1 million skilled people by 2020.

 By the year-end, for every 2 employees leaving the workforce, only 1 will enter.

 2.6 new jobs are expected to be created for every person entering the workforce.

This is the situation seems that we are standing in the battlefield.

The most important corporate resource over the next 20 years will be talented,
smart, sophisticated business-people who are technologically literate, globally
astute, and operationally agile.

The war for talent is fierce, no body is taking prisoners; and is likely to
become more so with the massive number of employees retiring in the next five
years. Top organizations no longer want the tag of “employer of choice” they are
adopting to more rigorous strategy of attracting and retaining the right employees
through branding Traditional workforce planning is being replaced by talent
strategies and skills gap analysis. Once they determine the gap, it becomes clear
what talent they need to hire, to layoff, or to develop or transfer internally.
Now is the time that one has to shake up the whole organization; filter it and
separate the “go getters” from the “flatters”. Traditional marketing policies have to be
adapted to make your company attractive to the right kind of people.

The battle-field is ready; the swords are drown the fight is on. So be prepared
remember that the fight is not meant to be easy. “Resources are scarce” so we have
to work accordingly. Prepare for the battle and fight for tomorrow as if there is no
tomorrow.

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My project deals with the employee’s perception regarding recruitment process. The
purpose of my survey is to study the flow of recruitment process in C&S electric,
Noida. From my observation I came to a conclusion that the recruitment process is
the base of any organization. Every step in the recruitment is taken carefully so that
the wrong man is not hired. From the initial stage till the offer is made, all possible
things are done to attract the candidate with respect to the salary package offered,
policies provided, post or designation offered.

I believe that the survey conducted by me on recruiters in C&S electric, Noida gave
me an idea that it is a very tuff task to convince any person while recruiting. My
survey point out the untouched facts in recruitment. Answer like:
 How to promote company?
 Most effective way of getting profiles.
 Non-availability of interview panels.
 Problems like updating candidate’s tracking system, training of the recruiters
or interview panels.
 Well define waiting place for candidate.
 Advisements are not clear to the candidates.
 Use of technology or software will actually help recruiter’s job easy and more
efficient.
Maintaining brand image of the company

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Recruitment & Selection Process at C&S electric - An Insight

Recruiting is the process by which organizations locate and attract individuals to fill
job vacancies. Except in times of economic retrenchment most organizations have a
continuing need to recruit new employees to replace those who leave or are
promoted, and to permit organizational growth. recruitment is the biggest single
challenge facing personnel managers in the 1990s. A survey carried out by
Personnel Management Association showed that very few employers, apart from
those in specialized areas, report significant problems. The general level of
employment is falling steadily and recruitment will always be a major feature of the
personnel function.

Recruitment follows HR planning and goes hand in hand with the selection process
by which organizations evaluate the suitability of candidates for various jobs. without
accurate planning, organizations may recruit the wrong number or type of
employees.

Recruitment: Recruitment is the process of attracting a number of suitable

applicants.

Selection: choosing the best candidate for the vacancy

Main Purpose: is to secure the number and quality of employees at minimum cost
required by the organization to fulfill its human resource needs.

Three Stages of Recruitment & Selection Process

Defining requirements-preparing job descriptions and specifications, deciding

terms and conditions of employment
 Attracting candidates- reviewing and evaluating alternative sources of
applicants, inside and outside the company, advertising, using agencies and
consultants.
 Selecting candidates- sifting applications, interviewing, testing, assessing
candidates, assessment centers, offering employment, obtaining references,
preparing contracts of employment.

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DEFINING RECRUITMENT

The number and categories of people required should be specified in the recruitment
program, which is derived from the human resource plan (Demand and supply
forecast). In addition, there will be demand for replacements or for new jobs to be
filled, and these demands should be checked to ensure that they are justified. It may
be particularly necessary to check on the need for a replacement or the level or type
of employee this is specified.

a) Job Analysis & Competence Analysis

Job Analysis: produces information about a job which include

 overall purpose of the job
 Job content
 accountabilities
 Performance criteria
 Responsibilities
 Motivational factors.
 Organizational factors (reporting, relationship)
 development factors ( promotion and career factors)
 Environmental factors (working condition)

This information content to the job analysis provides the basis of recruitment and
selection.

Competence Analysis: competence analysis is concerned with functional analysis

to determine work based competencies and behavioral analysis to establish the
behavioral dimensions that affect job performance. Such as, personal drive,
analytical power, strategic thinking, commercial judgment, ability to communicate,
interpersonal skills, ability to innovate, team management and leadership.

 Competence analysis identifies: Inputs: what the job holder need to know and
able to do. This identifies job based competence.
 Process: How the job holder applies knowledge and skill to do the job. this
identifies they behavioral requirements.
 Outputs: job holders are expected to achieve as a basis for objective setting.

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b) Job Description & Persons Specifications

Job Descriptions: typical contents of a job description:

 Title of job
 Salary/Grade
 Purpose of job
 Principal task and responsibilities
 Performance targets and methods of performance assessments.
 Location of job
 Special conditions relating to job

Job description of the job is clearly necessary for recruitment and selection but they
are also useful after appointment. They provide and help to form a fair basis for
permanent and merit awards and to identify where training is required.

Persons Specification: it includes:

 Qualifications
 Experiences
 Competence required by the job holder and any other necessary information that
are demanded by the job.
It also refers to terms and conditions of employment. Such as, pay, employee
benefits etc.

Attracting Candidates
Attracting candidates is primarily a matter of identifying, evaluating and using the
most appropriate sources of applicants. Sources include
 Advertising, Advertising agency
 Recruitment consultants.
 Executive search
 Educational and training establishments
 Internal ad using in house magazines, notice boards and meeting.

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Selecting Candidates
If done properly the recruitment process, should attract a number of possible
candidates. It is now necessary to select the most suitable candidates. Selection
process involves:
a) Compare the applications with the key criteria in the job person’s specifications.
Now sorting the applications in three categories:
1. Possible
2. Marginal
3. Unsuitable
b) Scrutinizing the possible again to draw up a short list for interview.
c) Draw up an interviewing program.
Invite the candidates to interview
Review the remaining possible and marginal and decides if any are to be hold in
reserve.

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Internal Flow of Recruitment Process at C&S electric.
Before the recruitment process is started the human resource planning is done in the
company. It is on a quarterly basis. In every 3 months the HR dept analyze the
requirement of human resources by discussing it with every department’s head. If
any department has the need of employees then they have to fill the requisition form.
After analyzing the cost and time involved in the process and determining the
number, levels and criticality of vacancies the HR department starts the process of
recruitment.
Then to start with the recruitment process, recruitment is done in the company by
two ways:
Internal recruitment

1. External recruitment

Internal recruitment – Like many of the organization C&S also have a policy of
recruiting employees from within the organization. C&S when goes on into internal
search announce the vacancy through the displays on notice boards, circulars sent
to different departments and via e-mails. Candidates from within the organization
respond to this job posting by sending in their applications. It is the responsibility of
the HR department to ensure that the information about the vacancy reaches all the
prospective candidates in the organization. The management then evaluates all the
applicants and makes the final selection.

External Recruitment – C&S has a much greater choice in human resources when
it goes for external recruitment. There are various methods by which C&S does
external recruitment. It gives a pool of fresh talent from outside. Some of the popular
methods which are used by C&S are:
1. Advertisements

2. Private Agencies

3. Employee referrals

Advertisements – Advertisements have the widest reach and are quite effective in
the search of external talent. Depending on the cost, need and the reach desired

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different media are used for advertising. The nature of job, its level and criticality in
the organization, all together determine the mode and medium of advertisement.
C&S widely uses internet as the medium of advertisement for its external
recruitment. C&S gives its requirement to the job portals which are monsterindia
.com and naukri .com, jobsindia.com. C&S gives the detail of the job requirement
i.e. what are the basic qualification and experience required for the particular job.
The interested candidates then send their resume to the company e-mail id or
contact the company. This makes the recruitment process faster and easier.
The important information that is furnished in the advertisement is:
 The nature of the job

 Location or place of work

 Requirements of the job in terms of qualification, knowledge, skills and

experience

 Last date to respond

 Ways to respond – by e-mail, or telephone

Private Agencies- Private agencies or management consultants are one of the

major sources of recruitment in C&S . These agencies provide a meeting ground for
both the company and the candidate and simplify the whole process of recruitment.
They invite application from interested candidates, scan them for the first round of
short listing, take the telephonic interview and then shortlist the candidate and line
them up to the organization. Then the final rounds of interview are taken in the
company for final selection. C&S gives 8.5% flat of the pay package offered to the
selected candidates as the fees of their service. The major consultancies which offer
the service to C&S are, Q-plus learning, Asmita placement, Job Resources, Unison
etc. they are also used as the ‘Head Hunters’ who cater mostly to top management
level recruitment needs.

Employee Referrals - It is a good source of recruitment, especially for lower and

middle level management. Employees working in the organization recommend their
friends or acquaintances for vacant positions in the organization. The reputation and
credibility of the employee is at stake when he or she recommends or refers a
candidate. Hence, the employee takes care to recommend good candidates. A direct

24
advantage of referrals is in terms of time and cost savings for the organization. The
employees are paid money if their referred candidate is selected. This is less costly
than hiring a private consultancy and at the same time more rewarding for the
employees.

Recruitment process at C&S electric passes through the following key points:

 Getting Requirement from delivery

This is the very first stage in the recruitment process, which includes
requirement from various deliveries i.e. from different departments viz
technical, legal, admin, marketing, accounts & finance etc.

 Manpower Requisition

In this stage after getting the appropriate requirement from the delivery, the
delivery people or the project managers fill in a Manpower Requisition Form.

 Preparation of JD (Job Description)

This stage involves getting of the job description from the various deliver
heads. It can be of any area like Business Development Executive, HR
Generalist, Administration Executive, Secretary to Vice President, Business
Development Manager, and Management Information System – Manager etc.

Sourcing of Candidates

At this level candidates are sourced through various factors. Also sourcing of
candidates includes Internal & External Sourcing.

 Internal Sourcing

This type of sourcing is done from Manpower Allocation Planning

System.

 External Sourcing

It is done through various parameters like job portals like naukri.com,

monsterindia.com, jobhead.com etc, vendor, internal reference for

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 which C&S electric, Noida. is having DOST policy, networking,
database, ex-employees etc.

 Screening

Prior to the first interview, screening is done through telephone i.e. Telephonic
Screening for which C&S electric, Noida has a form which is filled by the
person doing the respective screening. This form includes various details of
the respective candidate like his/her Educational Background, Family
Background, Previous Organization Details etc.

In screening there is a major thing that is to be taken care of i.e. checking that
the requirement is of technical or non – technical candidate.

If there is technical requirement then the candidate should have atleast 2+

years of experience. If he does not possess that then he has to undergo an
aptitude test or developer level test.

 In case of technical candidate i.e. language learnt (eg: J2EE, C+, etc.), the
candidate has to undergo various levels of test before the interview

The tests are conducted to check various grounds of the candidate like
English for communication, Mental Aptitude for analytical and logical thinking
and Judge mental Competency.

 Scheduling Interview

After the screening process the respective interviews are scheduled with
appropriate panel.

In case of technical candidates generally there are 3 rounds of interview 1 st

level HR interview, Technical Interview and finally with customer or HOD. In
case of non – technical candidates there are 2 rounds of HR Interview.

During the time of interview we have an interview feedback form which

contains the candidate details and the assessment details of the candidate by
the interviewer.

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  Reference Check: Reference check is mandatory for managerial level.
 Salary Fitment: After conducting reference check the salary of the candidate
is decided on the basis of the salary structure as declared by the company’s
policies. This salary structure depends on various factors like academic
background of the candidate, experience in the previous organizations etc.

 Offer: Before the final offer to the candidate everything is approved from the
authority i.e. Department Head and Resource Head. After approval, Offer
letter of the candidate is prepared with various documents like salary structure
etc.

 Joining:In case the candidate accepts the offer letter then he has to complete
all the joining formalities.

During joining process the joining report is prepared. Till now I’ve prepared joining
reports of the new joining. The content of the joining reports are
1. Joining reports checklist
2. Joining report
3. Requisition form for appointment letter
4. PF form no.2/11 or ESI form
5. Application form for employment
6. ESIC Declaration Form
7. Offer letter
8. Curriculum vitae
9. Test answer sheet
10. Medical certificates
11. Qualification certificates
12. Relieving letter from the previous company

The forms have to be filled by the new joiner. And then the whole information and
report are to be prepared in this format and sequence.
The new joiner has to Sign a bond of 6 months.

27
Then the new joiners are given temporary identity card. The identity card is prepared
within15 days from the date of joining.
After joining the company then the induction is conducted. In the induction program
there is a during the process of induction the joiners are told about the following
things:
1. Company History – The joiners are made aware of the company history. Its
success story till now and the different attributes of the company.

2. Company Profile – Then the company profile is discussed with the new joiners
about the major business functions that the company does.
3. Top Management – Then the joiners are told about the top management’s
hierarchy.
4. Noida Management – then the Noida management hierarchy is told to them.
5. HR Rules and regulations – In HR rules and policy’s the part of attendance,
leave, holidays etc are discussed.

Project Plan

Requesters communicate the resource need through

Manpower Requisition Form (MRF) to RM and RPP

Internally available Internally non-available

Checking Training Gap

External resourcing is
NO Yes
done, once the RM signs
off the MRF.

HR initiates movement order

for the concerned person Training provided
where applicable.

Resource is deployed
from the effective date.

Delivery Head/ project

Manager ensures MAPS are RPP- Resource Pool Person
updated with the relevant RM- Resourcing Manager
resource details.
28
 RESEARCH METHODOLOGY

Research methodology means different methods undertaken by a researcher for

conducting a study. The mode of collecting data for this project has been both
primary & secondary.

This project adopted the survey method, which is very popular form of qualitative
analysis and involves a careful and complete observation of an institutional unit,
community etc. The survey method lays more emphasis on the full analysis of a
limited number of events or conditions and their internships.

Research design

A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy
in procedure. Decisions regarding what, where, when, how much, by what means
concerning an inquiry or a research study constitutes research design.

The research was conducted to know the flow of recruitment process in C&S electric

 Primary Data: Sampling design

Sample area: Haridwar
Sample size: 30
Sample unit: 1
Sampling Technique: Random Sampling

DATA COLLECTION METHOD

In this survey data was collected through primary data as well as secondary data
which include paper questionnaire, interview and through observation (primary data)
and magazine, internet, journals etc. (secondary data).

29
The researcher followed a rigid procedure and seeks answers to set of pre-designed
questions through questionnaire. In this method output depends upon skills of the
researcher to frame the questions and employees honesty and state of mind. To
collect honest answers writing names on the questionnaire was not required.
Through interview method, the researcher asks certain direct questions based on
fact and figures to the person to be interviewed and draw conclusion on the basis of
that.

Observation method is
- focusing of attention on some entity
- eliciting of information from and about that entity
(Source: http://www.problemistics.org/courseware/toolbook/observation.html)

Confidentiality

Organization should maintain ethical standard of confidentiality. Because survey

results are analyzed and reported as organizations as a whole, respondents need
not and should not be identified by name. The perceived confidentiality of the
employee responses to the questionnaire is critical to the success of the measure.

30
 ANALYSIS AND FINDINGS

1) What in your opinion is the best way to promote organization’s name?

Around 9 out 27 of the recruiters think that the best way to promote organization’s
name is through print media. Many recruiters say that it is the cheapest way to
promote company’s name and is in reach of every person.
7 of the recruiters think that the media can also be consider as a part of promotion,
people spend most of the time listening to radio, watching television, during fairs,
seminars in colleges or different organizations or putting ads on billboards. Media
has been the most attracting way to catch attention. All these can actually help the
company to attract job seekers at various places.
4 of the recruiters agreed with the idea of promoting company’s name through job
portals as people forget to check advertisements on daily basis.
3 of the recruiters think that promotion can be done through internal publications. But
the result has shown that this medium of promotion is not very successful.
Only 1 of the recruiters think that the promotion of company’s name through job fairs
where maximum number of job seeker comes, but most of the other recruiters think
that the quality of candidate that they get is not good.

31
 2) From where do you source the maximum number of profiles?

The maximum no. of profiles sourced

Job portals

2 0 2 From placements
1 agencies (vendors)
Employee referrals

Response from the print

19 advertisements
Personal networking

The maximum number of recruiters at C&S electric, Noida source profiles from job
portals. 19 recruiters search the profiles from job portals. Job portals have different
kind of filtering tools, which actually help the recruiters to screen profiles easily and
effectively.
These tools help the recruiters to search relevant profiles only.
Only one of the recruiter’s gets maximum number of profiles from placements
agencies and through employee referrals.
The use of placements agencies is less as compared to other resources

3) Which is the most effective way to get profiles?

Most effective way to get profile

0 3 Job portals
1
Employee references
Recruiter’s database
5 Campus placements
15
Networking

32
About 15 of the recruiters were satisfied with the kind of profiles they get from the job
portals. It has been observed that the tools embedded in the job portals help the
recruiters in their search.
5 of the recruiters think that the profiles got through employee references are the
most effective way, as it has added bonus attached to it. Employee gets extra
benefits (money) through providing references as it acts as the extra earning.
Only 3 of the recruiters which are very less were in favour of the idea of getting
profiles through networking.

4) How many relevant profiles do you get from the placement agencies in a
week

Relevant profiles from placement

agencies
0
0
1 0
5--10
10--15
15-20
20-30
More than 30
23

Most of the recruiters get 5-10 profiles a week from placement agencies. Very less
percentage of recruiters get profiles from rage 10-15 from the vendors.
Profiles screened through vendors are very less in numbers. It has also been
observed that recruiters get the same profiles they have already searched. At times
irrelevant profiles are send all these problems are also seen.
There are recruiters, which have no interaction with the vendors. They search
profiles through other mediums.

33
 5) What is the major challenge faced by you as a recruiter?

The major challenges faced by

recruiters Sourcing qualified
candidates

Notice period.

2 1 Convincing the
10 candidate about the
company.
7 Availability of the
interviewing panel
4
Monetary issues

Maximum number of recruiters has the faced problem in the monetary issues while
screening of the candidate. To meet with the candidate requirements is a very
difficult task, as they have no authority to do alteration.
About 7 of the recruiters think that it is very difficult to convince the candidate about
the company. Recruiters have to tell all about the company’s policies and other
benefits that will be provided to the employees by C&S electric, Noida.
4 of the recruiters find it difficult to get the availability of the interview panel, as they
are busy in some assignments.
Very few recruiters find difficulties to find out qualified candidates and notice period-
related thing.

6) Number of job portals used by you is sufficient or not ?

Job portals used

1
4
9 naukri
monster
both
other
10
34
All the recruiters are satisfied with the number of job portals used by the company for
sourcing of candidates.
Monster India is the more preferred job portal used by the recruiters. The search
engine used in it helps in screening of most relevant and accurate profiles. It
maintains the efficiency.
9 of the recruiters use naukri job portal for their search.
Around 4 of the recruiters use both the job portals for their search and are satisfied
with these portals.
Only one recruiter suggest that there should b be some other portals used as they
have different kind of job filtering tools embedded in them which are not currently
used in any other job portal.

7) While recruiting, what are the most important criteria in determining

your approach?

Criteria for screening

Criticality of the
position
0 1 Quality of the
5 6 candidates
Clear job-description

Budget
12
Qualification

Almost 12 of the recruiters see only one criterion that is quality of the candidate.
They measure the candidate on different scale like his seriousness of candidate,
communication skills as per the job, area of expertise or interest.
6 of the recruiters see only the criticality of the position. They have to keep in their
mind that the position required needs proper attention.
Around 5 of the recruiters gave priority to the clear job description provided to them.

35
Only one of the recruiter sees qualification as the most important as others. If the
candidate is not well qualified enough he or she won’t be fulfilling job’s requirement

36
 8) What should be the service agreement for experienced professionals?

Service agreement for experienced

professionals

0 2 1
6 months
0 1 year
2 years
More than 2 years
21 Not required

Most of the recruiters feel that there should no service agreement for the
experienced professionals. As they are professional and there should not be any
terms and conditions for them.
Only 2 of recruiters think that there should be only one-year service agreement for
professional.
The service period can be made for more than two years. Only one of recruiters
agree with this idea.

9) What should the bond period for freshers?

Bond period for freshers

0 2 1 year
9 1 ½ years
2 years
10
More than 2 years
3 Not required

37
10 of the recruiters believe that there should be bond period atleast for two years for
freshers as possibilities are that they may leave in between for better offers.
Around 9 of the recruiters think that the bond period should be around one year,
which will reduce the turn over rate.
Only 3 of the recruiters think that the bond period is not at all required for the
freshers.

10) What are your views about training imparted to the recruiters in C&S
Ltd?

Traning imparted to the recruiters

4 1
5
Very frequent
On demand
Rarely
Never
14

14 of the recruiters say that there is hardly training provided to them. They learn
through their experience. No special training is provided to them.
5 of the recruiters say that if you demand for training they will provide it to you.
Only 4 recruiters say there is no training given to them.
Providing training to the recruiters can actually help the company and help them to
perform there job more effectively and efficiently

11) Which one is the most preferred employee’s referrals policy in your
opinion?

Employee's referral policy

Monetary
2 0
2
Bonus rewards

Holiday package

20 Publication in DL
Buzz

38
Most of the recruiters supported the monetary reward as their part of referral policies
as this will help in their other investments.
Only few were in favour of taking bonus or holiday package as the reward.

12) Which of the major reasons for back outs in your opinion?

Major reasons for backouts

Salary

1 2
Unprofessional attitude
4
Brand name/ image of
the company
1 16 Grade and designation
offered
All of the above

Through survey it has been observed that the reason of maximum number of
backouts is salary offered. It has also been seen that after offer has been made and
the candidate has left because of better offers from the other companies.
The other reason observed was the brand name. There have been cases where the
candidate has left the company because of the brand.
Only 2 of the recruiters think that all the options given like salary, unprofessional
attitude, brand image, grade and designation offered are the reasons for backouts.

13) How do you perceive recruitment as a career?

39
Around 13 of the recruiters take recruitment as a challenge. They think it is an art of
convincing people. Not everyone has this talent. Every day is a new learning.
Patience level is also checked.
6 recruiters feel that it is a good learning experience. One gets to know attitude of
different kind of people.
Around 4 think it is a stepping-stone to Human Resource. You get involve in different
kind of activity.

14) Interview panels should be:

Interview panels
Are well trained

5 6 Need to be trained more

Need to be outsourced
3

10
Should be
professional in his
attitude

Around 19 of the recruiters think that the interview panels should be more trained to
get right people at right places. Wrong decision can lead to fall of company’s name in
the market.
6 of the recruiters think that the interviewer are well aware of the requirements and
are well trained so no such training is required for them.
5 of the recruiters think that the interview panels are professional in their attitude.

40
 15) Why does the closure take time?

Why does the closure take time?

Unavailability of panels

Due to delay in final decision by

the panel
6
11 Unclear job description
(requirements keep on changing
from time to time)
Low budget compared to the
industry standards
6
1 0
Back out of the candidates before
joining

11 of the recruiters have said that the candidates back out before joining the
company. They have observed that the candidate gets better opportunity and offers.
The recruiters have to start the entire cycle from the beginning. This is the major
issue while closing an offer.
Around 6 of the recruiters believe that there is an unavailability of panels at times as
they are busy in some other assignments. Some also believe that the decisions
made by the interview panels are delayed which takes time for closer.

FINDINGS

 Updating the candidate’s tracking system (presently working) is a difficult task.

41
 Duplication of profiles, many a time’s two people (vender, recruiter) at the
same time are searching from the same job portals.
 Recruiter faces attitude problem like seriousness of the candidate, boasting
about the other offers he have in hand.
 Knowledge level and attitude of the candidate matters a lot at the time of
recruitment.
 Academic background, stability, communication and CTC (current and
expected) do not meet with the recruiter’s expectation.
 Interviewers at time are not enough capable of taking decision or judging a
candidate.
 Matching the date of the candidates with the interviewer is at times very
difficult.
 During technical interviews, the most of the interviewer are at different places.
This creates lot problem for coordination, lot of time spends on traveling when
the interviews are conducted at different units, as they have to accompany the
candidate.
 Relevant work experience and relevant industry experience are not found.
 Candidates are put on hold due to which good candidates are loosed.
 Candidates not fit into the specified budget.
 Candidate at times do not fit into the role as well as designation.
 Retaining candidate till he joins is very difficult; it may leave in between for a
better offer.
 In many cases because of the notice period of around 1 months the candidate
gets the time to evaluate other companies and offers which decrease the
success ratio.
 At times recruiters don’t take interest in posting ads with relevant details in the
job portals. Due to which they get irrelevant profiles.
 Prospects do not want to join because of the bond criterion for a longer
period.

RECOMMENDATIONS

42
C&S electric Ltd. should take part in all the job fairs regularly. It can also print their
ads in local news paper as they are the cheapest way of attracting candidates as
well most of the people prefer newspapers more than any other medium. Company
can print their ads on regularly basis to attract talented people.

 Different challenges faced by recruiters like getting or sourcing relevant

profiles, co-coordinating with the interviewing panel, convincing the
candidate about the company, monetary issues etc.

 All the mentioned challenges faced by the recruiters can be easily avoided if
proper searching methods are taught to the recruiters. Like use of proper
software and how to use proper searching engines all these things should be
taught to the recruiters by imparting proper training when required.

 Proper scheduling should be done with the interviewer and the candidates. It
has been observed that at time the interviewing panel is not aware of the
interviews that they have to take.

 Convincing candidates about the company is one of the major challenges

faced by the recruiters. Company has to maintain its brand image by
publishing its ads in various mediums as well as sponsoring themselves in
certain events etc. all these have to be kept in mind.

 Most of the backouts that has been observed during the study was because
of the monetary issues. It has been see that mostly people were not satisfied
with the salary and the designation they were providing. Company can avoid
all this by doing job benchmarking which will include study of various
companies regarding their salary, designation, working environment, polices
regarding retaining of the candidates, etc.

 Concept of the bond period should either be removed or should be for small
period only for fresher.

43
 CONCLUSION

 The source of recruitment in the organization is totally based on both

the factors i.e, internal and external.

 The recruitment of the prospective candidate for a particular post is based on

experience, age, qualification and by reference.

 The selection process is totally based on skills, communication and technical

qualities.

 The formal interview is conducted by HRD

 After selection the employees are inducted for 1-5 days or more than 15 days.

44
 LIMITATION AND SCOPE OF THE STUDY

LIMITATION OF THE SUDY

 Due to lack of time the entire employees could not be covered for the
research study as they are placed in different cities.
 The picture, which emerged from the sample size, may differ from the actual
facts.
 Sample size picture may differ from the actual fact.

SCOPE OF THE STUDY

In today's fast-paced business world, HR managers of business organizations need

to adopt a more strategic approach towards recruitment in order to be effective. This
implies adopting a broad-based approach in contrast to a narrow approach of just
filling up a position as soon as it becomes vacant. A vacancy affords an opportunity
for recruiters to analyze the real need of that position in the backdrop of the changes
that the organization undergoes.

The purpose of my study is to study the flow of recruitment process in C&S electric,
Noida. The Project is all about to understand the different HR functions like
recruitment, selection, joining, induction, statutory compliances, Training and
development, Performance Management and separation in C&S electric Limited.
Analyze the different policies and function in HR of C&S . During the project I have to
coordinate with the HR team in their process From my observation I came to a
conclusion that the recruitment process is the base of any organization. Every step in
the recruitment is taken carefully so that the wrong man is not hired. From the initial
stage till the offer is made, all possible things are done to attract the candidate with
respect to the salary package offered, policies provided, post or designation offered.

Such an analysis would reveal whether a position needs to be filled at all, or people
with different attributes and skills can be recruited. This exercise will broaden the
recruiter's horizon and enhance their decision-making ability to suit the organization's
needs and not just the needs of a particular position.

45
 BIBLIOGRAPHY

 www.google.com

 www.hr.com

 www.C&S.com

 www.dlnet.com

 www.wikipedia.com

 www.mbadepot.com

 www.aboutarticle.com

 www.findarticles.com

 www.edenrecruitment.com

46
 ANNEXURE

QUESTIONNAIRE

1. What in your opinion is the best way to promote organization’s name?

a) Internal publication
b) Print advertisements
c) Job portals advertisements
d) Media coverage
e) Through job fairs

2. From where do you source the maximum number of profiles?

a) Job portals
b) From placements agencies (vendors)
c) Employee referrals
d) Response from the print advertisements
e) Personal networking

3. Which is the most effective way to get profiles?

a) Job portals
b) Employee references
c) Recruiter’s database
d) Campus placements
e) Networking

4. How many relevant profiles do you get from the placement agencies in a
week?
a) 5-10
b) 10-15
c) 15-20
d) 20-30
e) More than 30

47
5. What is the major challenge faced by you as a recruiter?
a) Sourcing qualified candidates
b) Notice period.
c) Convincing the candidate about the company.
d) Availability of the interviewing pane
e) Monetary issues

6. Number of job portals used by you are sufficient or not ?

a) Yes
b) No
If yes which is the best________________________________________
Any other (please suggest)_____________________________________

7. While recruiting, what are the most important criteria in determining

your approach?
a) Criticality of the position
b) Quality of the candidates
c) Clear job-description
d) Budget
e) Qualification

8. What should be the service agreement for experienced professionals?

a) 6 months
b) 1 year
c) 2 years
d) More than 2 years
e) Not required

9. What should the bond period for freshers?

a) 1 year
b) 1 ½ years
c) 2 years
d) More than 2 years
e) Not required

48
10. What are your views about training imparted to the recruiters in C&S
Ltd?
a) Very frequent
b) On demand
c) Rarely
d) Never

11. Is the job description provided to you is

a) Sufficient
b) Not sufficient
c) Ambiguous
d) Not provided

12. Which one is the most preferred employee’s referrals policy in your
opinion?
a) Monetary
b) Bonus rewards
c) Holiday package
d) Publication in DL Buzz

13. Which of the major reasons for back outs in your opinion?
a) Salary
b) Unprofessional attitude
c) Brand name/ image of the company
d) Grade and designation offered
e) All of the above

49
 ANALYSIS AND FINDINGS

Q1. Do you feel that employees in BHEL are satisfied in the job assigned to
them?

Employees Response

Fully Satisfied Partially dissatisfied

Satisfied Satisfied

Graph 1

Response: The above graph shows out of 60 people 28 people are fully satisfied,

22 people are satisfied and again 17 people are partially satisfied while 3 persons

was dissatisfied with

the job.

Q2. What actually you have understood by employee motivation?

Graph 2

50
Response: The above graph shows that out of the 60 employees 32 measures

employee motivation as salary,15 as working condition, for 7 it means knowledge, 4

were not able 2 define and 2 were not willing to reply for the above question asked

But actually employee motivation means that the amount of pleasure or

contentment associated with a job. If you like your job intensely you will experience

high employee motivation. If you dislike your job intensely, you will experience job

dissatisfaction.

Q3. How well you like your job?

Employees Response

Fully satisfied partially dissatisfied

Satisfied satisfied
Graph 3

Response: The above graph shows that out of the 60 employees, 45 employees

are fully satisfied, 8 are satisfied, 7 are partially satisfied and none of the employee

is dissatisfied with their job.

So, it is clear from the graph that most of the employee’s are satisfied with their job.

51
Due to fulfillment of there needs and is consistent with his expectations and values,

the job will be satisfying.

The feeling would be positive or negative depending upon the need is satisfied or

not.

Thus, employee motivation is an employee’s general attitude towards the job.

Q4. Are you satisfied with the medical facility in BHEL?

Employees Response

Fully Satisfied Partially Dissatisfied

Satisfied Satisfied

Graph 4

Employees Response: The above graph shows that out of the 60 employees, 39

people are fully satisfied, 11 people are satisfied and 7 people are partially satisfied

while 3 people are dissatisfied with the medical facility given by BHEL.

According to me, the medical facility of BHEL is very good.

BHEL is providing comprehensive health care services to it’s employee’s; it provides

preventive and promotion health services to its entire employee’s of both (HEEP &

CFFP) plants. It has 9 sector dispensaries; main gate dispensaries one in HEEP and

one is in CFFP.

52
Q5. Are you satisfied with the housing facility at BHEL?
Employees Response

Fully Satisfied Partially Dissatisfied

Satisfied Satisfied
Graph 5

Employees Response: The above graph shows that out of the 60 employees, 49

employees are fully satisfied, 10 are satisfied and 1employee is partially satisfied

while no employee is dissatisfied with the housing facility given by BHEL to their

employees.

So, most of the people are receding in company’s quarters.

BHEL has full-fledged township with in the campus devised in sectors.

Q6. Do you agree with the promotion policy in BHEL?

Employees Response

53
 Agree Disagree Strongly
disagree
Graph 6

Employees Response: The above graph shows that out of the 60 employees,14

are agree, 39 are disagree and 5 employees are strongly disagree, with the

promotion policy adopted by BHEL for their employees.

BHEL employee’s in general they are not aware of the promotion policy. They

have mentioned a different opinion that is partially not correct.

Q7. Are you satisfied with the working conditions particularly at your

workplace?

Employees Response

Fully Satisfied Partially Dissatisfied

satisfied satisfied
Graph 7

54
Employees Response: The above graph shows that out of the 60 employees, 25

are fully satisfied, 22 are satisfied ,7 are partially satisfied while 6 employees are

dissatisfied with the job working conditions.

According to me, BHEL working conditions are very good. With reference to

factory act (1948).

In my view the working conditions in any organization are follows, and BHEL is

fully met with:

 Proper lightening.

 Noise.

Ventilation and temperature.


 Mental environment.

 Social environment.

Q8. To what extent you are motivated by your job?

The graph have been shown in 5-point scale.

Employees Response

1 Point 2 Point 3 Point 4 Point 5 Point

55
Graph 8

Employees Response:The above graph shows that out of 60 employees ,1 is

satisfied in 2-point scale, 15 are satisfied in 3-point scale, 37 in 4-point scale, and 7

employees rated their job in terms of motivation in 5-point scale.

So, from the above graph it is clear that employees with more than 3-point

scale are satisfied with the job while less than 3-point scale are not satisfied with the

job assigned to them.

Q9. How is your relationship with other people in the organization?

Employees Response

Fully Satisfied Partially Dissatisfied

Satisfied Satisfied
Graph 9

Employees Response: The above graph shows that out of the 60 employees, 52

are fully satisfied,7 are satisfied and 1employee is partially satisfied while no

employee were dissatisfied with the relation with other people.

So, we can say that most of the employees have good relations among

themselves. For better productivity of organisation they should maintain good

relations.

56
Q10. The amount of participation, which you feel with other management

people in decision-making?

Employees Response

Fully Satisfied Partially Dissatisfied

Satisfied Satisfied

Graph 10

Employees Response: The above graph shows that out of the 60 employees, 18

are fully satisfied, 25 people are satisfied and 12people are partially satisfied while 5

employees are dissatisfied.

BHEL is the pioneer in participative management in India. Most of the

people not understood the question and replied in different manner, which I believe

people have not understood in the right perspective. However, they replied decision-

making as the participative management

Q11. What are the career opportunities given to you by your job?

Employees Response

57
 Promotion Transfer Higher Increment
Pay

Graph 11

Executives Response: The above graph shows that out of the 60 employees, 10

view career opportunity in BHEL as a promotion, 7 view as a transfer ,12 as higher

pay while 31 employees view it as increment .

According to me they are not much aware of the career opportunities.

Q12. Are you satisfied with the educational facilities provided by BHEL for

employee’s children?

Employees Response

Fully Satisfied Partially Dissatisfied

Satisfied Satisfied
Graph 12

58
59