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A

Project Report

On

A Study Of

Recruitment Process &Selection

SUBMIT TED TO:-SUBMITTED TO:-

MR K.K Chauhan (manager)

Anjali Baliyan

HRM Department

BBA (4th SEM)

BHEL HARDWAR (U.K)


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I would like to take this opportunity to

express my sincere gratitude to our

respected mentor MR. K.K

CHAUHAN , for his valuable guidance.

I would like to thanks almost everybody

at the BHEL office for his/her

friendliness and helpful nature.


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With immense pleasure and deep sense of sincerity, I

have completed my Industrial training. It is an

essential requirement for each and every student to

have some practical exposure towards real world

situations. A systematized practical experience to

inculcate self confidence in a student so that they

can mentally prepare themselves for this competitive

environment.

The purpose of training are:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitudes


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EXECUTIVE SUMMARY

COMPANY PROFILE

RESEARCH METHODOLOGY

LITERARY REVIEW

PROJECT

QUESTIONNAIRE

FINDINGS

ANALYSIS

SUGGESTION

LIMITATION

BIBLIOGRAPHY

ANNEXURE

CONCLUSION


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ExecutiveSummary

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

BHEL and to evaluate how far this process confirm to the purposes

underlying the operational aspects of the industry. How far the process is

accepted by it? The study on recruitment highlights the need of recruitment in

BHEL.

Human resource is a most valuable asset in the Organization.

Profitability of the Organization depends on its utilization. If their

utilization is done properly Organization will make profit

otherwise it will make loss. If a good dancer appointed as a

Chief Executive Officer of a Company, he may not run the

business. So right man should be procured at right place in

right time, otherwise their proper utilization may not be

done. To procure right man at right place in right time,

some information regarding job and job doer is highly

essential. These information are obtained through Job

Analysis, Job Descriptions, Job Specifications. BHEL procure

manpower in a very scientific manner. It gets information by

use of these important documents like Job Analysis, Job


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Descriptions and Job Specifications. Without these recruitment

may be unsuccessful.

B.H.E.L OVERVIEW

BHEL is largest engineering and manufacturing enterprise in India

in the energy related/infrastructure sector today. BHEL was

established more than 40 years ago when its first plant was set

up in Bhopal ushering in the indigenous heavy electrical

equipment industry in India , a dream that has been more than

realized with well-recognized track record of performance. It has

been earning profit continuously since 1971-72 and achieved a

sales turnover of Rs.7482.2 Corers with a profit before tax of

Rs802.4 Corers in 2002-03.


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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, four Power

Sector regional centers, eight service centers and eighteen

regional offices and a large number of projects sites spread

all over India and abroad and enables the company to

promptly serve its customers and provide then with suitable

products, systems and services-efficiently and at competitive

prices. BHEL has already attained ISO 9000 and all the major

units/divisions of BHEL have been upgraded to the latest ISO-

9001: 2000 version quality certification for quality

management. BHEL has secured ISO-14001 certification for

environmental management systems and OHSAS-18001

certification for occupational health and safety management

system for its major units/divisions.

POWER GENERATION

Power Generation Sector comprises of thermal , gas , hydro and

nuclear power plant business. As of 31.3.2003 , BHEL supplied

sets account for nearly 68 , 854 MW or 65% of the total installed

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

70.

BHEL has proven turnkey capabilities for executing power projects

from concept to commissioning. It possesses the technology and


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capability to produce thermal sets with super critical parameters

up to 1000 MW unit rating and gas turbine - generator sets of up

two 250 MW unit rating. Co- generation and combined cycle

plants have been introduced to achieve higher plant efficiencies. To

make the efficient use of the high- ash content coal available in

India , BHEL also supplies circulating fluidized bed combustion

boilers for thermal plants. The company manufactures 220 / 235 /

500 MW nuclear turbine - generator sets.

Custom made hydro sets of Francis ; Pelton and Kaplan types

for different head-discharge combinations are also engineered and

manufactured by BHEL.

In all , orders for approximately 800 utility sets of thermal ,

hydro , gas and nuclear have been placed on the company as on

date. The power plant equipment manufactured by BHEL is based

on contemporary technology comparability with.

In all , orders for approximately 800 utility sets of thermal , hydro

, gas and nuclear have been placed on the company as on date.

The power plant equipment manufactured by BHEL is based on

contemporary technology comparable with the best in the world ,

and is also internationally competitive.The company has proven

expertise in plant performance improvement through renovation ,

modernization and up rating of variety of power plant equipment ,

besides specialized know how of residual life assessment , health

diagnostics and life extension of plants.


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TRANSMISSION & DISTRIBUTION (T&D)

BHEL offers wide ranging products and systems for T & D

applications. Products manufactured include : power transformers ,

dry type transformers , series & shunt reactors , capacitor banks ,

vacuum & SF6 circuit breakers , gas - insulated switchgears ,

energy meters , SCADA systems and insulators.

A strong engineering base enables the company to undertake

turkey delivery of substations up to 400 kV level , series

compensation system ( for increasing power transfer capability of

transmission lines and improving system stability and voltage

regulation ) , shunt compensation systems ( for power factor and

voltage improvement ) and HDVC system ( for economic transfer

of bulk power ) BHEL has indigenously developed the state of

the - art controlled shunt reactor ( for reactive power management

on long transmission lines ). Presently , a 400 kV FACTS ( flexible

AC Transmission system ) project is under execution. The company

undertakes comprehensive projects to reduce ATC losses in

distribution systems.

INDUSTRIES

BHEL is a major contributor of equipment and systems to

industries : cement, sugar, fertilizer, refineries, petrochemicals,

papers, oil and gas, metallurgical and other process industries.

The range of systems & equipment supplied includes : captive


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power plants, co - generation plants, DG power plants, industrial

steam turbines, heat exchangers and pressure vessels, centrifugal

compressors, electrical machines, pumps, valves, seamless steel

tubes, electrostatic precipitators, fabric filters, reactors, fluidized

bed combustion boilers, chemical recovery boilers, process controls

and material handling systems.

The company is a major producer of large size thirstier devices. It

also supplies digital distributed control systems for process

industries and control & instrumentation systems for power plant

and industrial applications. BHEL is the only company in India

with the capability to make simulators for power plants , defense

and other applications.

The company has commenced manufacture of large desalination

plants to help augment the supply of drinking water to people.

TRANSPORTATION

BHEL involved in the development design , engineering , marketing

, production , installation , and maintenance and after - sales

service of rolling stock and traction propulsion systems. In the

area of rolling stock, BHEL manufactures electric locomotives up to

5000 HP, diesel electric locomotives from 350 HP to 3100 HP

both for mainline and shunting duty application. BHEL is also

producing rolling stock for special application viz ., overhead


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equipment cars , special well wagons , Rail cum road vehicle etc.

Besides traction propulsion systems for in house use , BHEL

manufactures traction propulsion systems for other rolling stock

producers of electric locomotives , diesel - electric locomotives ,

electrical multiple units and metro cars. The electric and diesel

traction equipment on Indian railways are largely powered by

electrical propulsion systems produced by BHEL. BHEL also

undertakes retrofitting and overhauling of rolling stock. In the area

of urban transportation systems , BHEL is geared up to turkey

execution of electric trolley bus systems , light rail systems , etc.

BHEL is also diversifying in the area of port handling equipment

and pipelines transportation systems.

TELECOMMUNICATION

BHEL also caters to telecommunication sector by way of small ,

medium and large switching systems.

RENEWABLE ENERGY

Technologies that can be offered by BHEL for exploiting non -

conventional and renewable resources of energy include ; wind

electric generators solar photovoltaic systems , stand - alone and

grid interactive solar power plants , solar heating systems , solar

lanterns and battery - powered road vehicles. The company has


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taken up R & D efforts for development of multi - junction

amorphous silicon solar cells and fuel cells based systems.

OIL & GAS

BHEL is a major contributor to the oil and gas sector industry in

the country. BHEL'S product range includes deep drilling oil rigs ,

mobile rigs , work over rigs, well heads and X Mas trees ( of up

to 10,000 psi ratings ) , choke and kill manifolds , full bore gate

valves , mud valves , mud line suspension system , casing support

system , sub - sea well heads , block valves , seamless pipes ,

motors, compressors , heat exchangers , etc. BHEL is the single

largest supplier of well

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

INT

ERNATIONAL OPERATIONS

BHEL is one of the largest exporters of engineering products and

services from India , raking among the major power plant

equipment suppliers in the world.

Over the years , BHEL has established its references in about 60

countries around the world , from the US in the west to New

Zealand in the Far East. These references encompass almost the

entire product range of BHEL , covering turnkey power projects of


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thermal , hydro and gas - based types , substation projects ,

rehabilitation projects , besides a wide variety of products like ,

transformers , valves , well head equipment insulators ,

switchgears , heat exchangers , casting and forgings , centrifugal

compressors , photovoltaic cells and panels , etc. Apart from over

1100 MW of boiler capacity contributed in Malaysia and execution

of five prestigious power projects in Oman , some of the major

successes achieved by the company have been in China , Saudi

Arabia , Libya , Greece , Cyprus , Malta , Egypt , Bangladesh , Sri

Lanka , Iraq , Indonesia , Taiwan , Kazakhstan etc.

TECHNOLOGY UPGRADATION, RESEARCH

& DEVELOPMEMT

To remain competitive and to meet customer's expectations ,

BHEL lays great emphasis on the continuous up gradation of the

products and related technologies , and development of new

products. The company has upgraded its products to contemporary

levels through continuous in house efforts as well as through

acquisition of new technologies from leading engineering

organization of the world.

BHEL'S investment in R & D is amongst the largest in the

corporate sector in India. Products developed in - house during the

last five years contributed over 7% to the revenues in 2004 - 05.


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BHEL has introduced , in the recent past , several state - of the

art products ; low - NOx oil / gas burners , large capacity

atmospheric fluidized bed combustion boilers , high - efficiency

pelton hydro turbines , petroleum deport automation systems , 36

KV gas - insulated sub station , controlled shunt reactors ( CSR )

and performance analysis , diagnostics and optimization ( PADO )

package for power plants , etc. The company has also transferred

a few technologies developed in - house to other Indian companies

for commercialization.

The company is also engaged in research in futuristic areas ,

such as applications of super conducting materials in power

generation and industry , and fuel cells distributed , environment

friendly power generation.

HUMAN RESOURCE DEVELOPMENT

INSTITUTE

BHEL has envisioned to becoming " A world class innovative ,

competitive and profitable engineering enterprise , providing total

business solutions ". For realizing this vision , continuous

development and growth of the 47000 strong highly skilled and

motivated people making the organization , is the only

'mantra'.Human Resource Development Institute ( HRDI ) , the

corporate training institute of the company , in association with

the advanced technical education center ( ATEC ) in Hyderabad

and Human Resource Development Center at the units , is


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responsible for the total human resource development of the

company. Further , competency development / assessment center

for senior executive is taken up by HRDI.

HEALTH, SAFETY & ENVIRONMENT

MANAGEMENT

BHEL , as an integral part of business performance and in its

endeavor of becoming a world - class organization and sharing the

growing global concern on issues related to environment ,

occupational health and safety is committed to protecting

environment in and around its own establishment and to

providing safe and healthy working environment to all its

employees.

For fulfilling this obligation, corporate policies have been formulated as

Environmental Policy

Compliance with applicable environmental legislation /

regulation;

Continual improvement in environment management systems

to protect our natural environment and control pollution;


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Promotion of activities for conservation of resources by

environmental management;

Enhancement of environmental awareness amongst employees,

customers and suppliers.

BHEL will also assist and co-operate with the concerned government

agencies and regulatory bodies engaged in environmental activities,

offering the company's capabilities in this field.

Occupational Health and Safety Policy

Compliance with applicable legislation and regulations;

Setting objectives and targets to eliminate / control /

minimize risks due to occupational and safety hazards;

Appropriate structured training of employees on occupational

health and safety (OH&S) aspects;

Formulation and maintenance of OH&S management

programs for continual improvement;


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Periodic review of OH&S management system to ensure its

continuing suitability , adequacy and effectiveness.

Communication of OH&S policy to all employees and

interested parties.

The major units of BHEL have already earned international

recognition by implementation of ISO 14001 Environmental

Management System and OHSAS 18001 occupational health and

safety management system.

In pursuit of these policy requirements , BHEL will continuously

strive to improve work practices in the light of advances made in

technology and new understanding in occupational health , safety

and environmental science.

PARTICIPATION IN THE " GLOBAL COMPACT

" OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation ,

the business community , international labor and NGOs. It provides

a forum to for them to work together and improved corporate

practices through co-operation rather than confrontation.


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BHEL has joined the " Global Compact " of United Nation has

committed to support it and the set of core values enshrined in

its nine principles:

Principles of the "Global Compact"

Human Rights

1. Business should support and respect the protection of

internationally proclaimed human rights; and

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

Labor Standards

3. Business should uphold the freedom of association and

the effective recognition of the to collective bargaining;

4. The elimination of all forms of forces and compulsory

labor;

5. The effective abolition of child labor; and

6. Eliminate discrimination.

Environment

7. Businesses should support a precautionary approach to

environmental challenges;


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8. Undertake initiatives to promote greater environmental

responsibilities; and

9. Encourage the development and diffusion of environment -

friendly technologies.

By joining the " Global Compact " , BHEL would get a unique

opportunity of networking with corporate and sharing experience

relating to social responsibility on global basis.

SUMMARY OF BHELS

CONTRIBUTION TO

VARIOUS SECTORS

Power Transmission and Distribution Sector

In the T&D sector BHEL is both a leading equipment -

manufacturer and a system - integrator. BHEL - manufactured T&D

products have a proven track record in India and abroad.

In the area of T&D system , BHEL provide turnkey solutions to utilities.

Substation and shunt compensation installation set up by BHEL are in

operation all over the country. EHV level series compensation schemes have

been installed in KSEB , MSEB , and MPSEB & POWER GRID networks.


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Complete HVDC systems can be delivered by BHEL the technology for

state of the - art flexible AC transmission systems (FACTS) is been

developed.

Industry Sector

Since its inception in 1982 , the industry sector business has

grown at an impressive rate and , today , contributes significantly

to BHEL'S turnover.

BHEL , today , supplies all major equipment for the industry:

AC/DC machines , alternators , centrifugal compressors , special

reactors , heat exchangers , pressure vessels , gas turbine based

captive , co generation and combined cycle power plants , DG

power plants , steam turbines and turbo generators , complete

range of steam generators for process industries , diesel engine -

based power plants , solar water heating systems , photovoltaic

systems , electrostatic precipitators , fabric filters etc.

The industries , which BHEL serves , include: steel , aluminum ,

fertilizer , refinery , petrochemicals , chemicals , automobiles ,

cement , sugar , paper , mining , textiles etc.

Transportation Sector


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In the transportation field BHEL product range covers: AC

locomotives , AC/DC dual voltage locomotives , diesel electric

shunting locomotives , traction motor and transformers , traction

electrics and control for AC , DC and dual voltage EMUs , diesel -

electric multiple units , diesel power car and diesel electric


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OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and

provides a framework for implementation of the recruitment

program in the form of procedures. The company involves a

commitment to broad principles such as filling vacancies with best

qualified individuals.

The recruitment policy in a company may embrace spell issue

such as the extent of promotion from within, attitudes of

enterprise in recruiting old, handicapped and minor individuals,

minority group members, part time employees and relatives of

present employees.


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In a company BHEL, there usually a staff unit attached with

personnel or an industrial relations department designated as

employment or recruitment office. This specialization Of

recruitment enables staff personnel to become highly skilled in

recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the

personnel requisition forms are originated by the personnel, who

has the final words in the acceptance or rejection of a particular

applicant. Despite this the staff personnel have adequate freedom

in respect of sources of manpower to be tapped and the

procedure to be followed for this purpose

SCOPE AND IMPORTANCE OF THE

STUDY

SCOPE

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

employees.

2. To analysis the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.


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4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and

works appointments all over India.

IMPORTANCE

Without focusing the pattern of management, organization philosophy

highlights on achieving a surely where all citizens (employees) can lead a

richer and fuller life. Every organization, therefore, strikes for greater

productivity, elimination of wastes, lower costs and higher wages, so the

industry needs a stable and energetic labour force that can boast of

production by increased productivity. To achieve these objectives a good

recruitment & selection process is essential. By which industry strikes right

number of persons and right kind of persons at the right time and at right

places through and the planning period without hampering productivity.

DATA COLLECTION

A sample size of 20 employees are studied for this purpose.

Employees of different unit where randomly administrated the

questionnaire.


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DATA ANAlYSIS

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

number of years of experience and factors.

Analysis was done using the simple average method so that,

finding of the survey was easily comprehensible by all.

SOURCES OF DATA COLLECTION:

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

data. In primary source of data collection the interview schedule and

questionnaire and opinion survey were used and in secondary source of data

collection relevant records, books, diary and magazines were used. Thus the

source of data collection were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Magazines

4. Other records

I have used structural interview schedule, questionnaire and opinion survey

for collection of data from primary source. Interview schedules were used for

workers clerical , category and questionnaires were used for supervisory and

executive cadre and opinion survey was used to know the technology,


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

trade union members of the organization.

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

relevant records for collection of data to know about the industry as well as

the respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the qualitative

data. The research method used was that of questionnaire & interview for

primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT

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

primary data which contained open-ended questions to chance response. In

addition the personal interview method was employed to draw out answers

to subjective questions, which could not be adequately answered through the

use of questionnaire.


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Preparing the

questionnaire

The first task in the process of measuring the level of

recruitment of the candidates in BHEL was to prepare

questionnaire. For this purpose a number of questionnaire we

studied and finally a questionnaire where framed.

The questions where grouped under five categories:

1. Company related

2. Environment related

3. Supervision related

4. Growth related

5. Job related

The questionnaire are also ask the employees for the

demographic details regarding:

6. Age


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7. Number of years of experience

8. Unit

9. Department

10.Grade

Questionnaire consist of the following things:

Which focused on the employee awareness levels regarding benefits

provided which & outside the organization & assessing his overall

satisfaction level. This prepared ground for further enquiry &

enabled better analysis of the questions, which followed.

Which focused on specific policies & judged them from different

aspects making the questionnaire indepth & specific.

Which consisted of open-ended question, inviting views &

suggestions from the respondents.

INTERVIEW

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

interviewees responded.


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SAMPLE UNIT

The sample unit consisted of all the departments of BHEL.

SAMPLE FRAME

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

SAMPLE SIZE

Sample size=20 out of universe of 500.

SAMPLE DESIGN

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

& work experience of respondents thus enabling better representations of the

heterogeneous population. However, the sample design was that of

convenience sampling or haphazard sampling only. The time

consideration & size of population were major factors in determining choice

of sample design.


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Questionnaire

1.Candidate willingness to join the company

o Reputation of the company

o Salary Package

o Working Environment

o Job Prospect

o Location of the Company

o Career growth opportunity

2.Most reliable type of interview

o Behavioral

o Situational

o Stress

3.Best way to recruit people


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o Advertisement

o Walk-ins

o Search firms

4.Response given by the staff about their query

Agree/Disagree

5.How candidates are recruited in the company

o

Written examo Written exam & Interview

o Written exam, G.D Interview

6.Job specification of the response of the employee

Yes/No

7.Attitude of H.R Manager

o Good

o Very good

o Excellent

8.The primary source of information for recruiting peopleshould be

o Managerial

o Testing

o Recruiters themselves

o Job analysis

9.Opinion about BHEL Companys Application on Blank


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o Good

o Very good

o Excellent

DEFINATION

Recruitment is the process is seeking out and attempting to attract

individuals in external labor markets, who are capable of and interested

in filling available job

"An excellent student affairs staffing program begins with

hiring the right people and placing them in positions with

responsibilities that allow them to maximize their skills,

knowledge, and talents in the pursuit of student affairs

purposes . . . The first commandment for student affairs

administrators, therefore, is to hire the right people. The

second commandment is to do it the right way."


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Vacancies .Recruitment is an intermediate activity whose primary

function is to serve as a link between human resource planning on the

one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or

Reinforce.

Recruitment begins by specifying the human resource requirements,

initiating activities and actions to identify the possible sources from

where they can be met, communicating the information about the jobs,

term and conditions, and prospectus they offer, and enthusiast people

who meet the requirement to respond to the initiation by applying for

the jobs.

AIM

The aim of recruitment is the information obtained from job description

and job specification along with precise staffing standards from the

basis for determinig manpower requirement to attain the organizational

objective.

Recruitment Needs Are Of Three Types:

1 Planned, anticipated and unexpected planned need arise from

changes, in organization and retirement policy.


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2 Resignations, deaths and accidents and illness give rise to

unexpected needs.

3 Anticipated needs refer to those movements in personnel which

an organization can predict by studying trends in the internal

and external requirements.

Features Of Recruitment:

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

2 A linking activity as it brings together those with the

jobs(employer) and those seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable

to utilize the internal sources before going outside to attract the

candidates. The two categories of internal sources including a

review of the present employees and nomination of the candidates

by employees.

Merits and Demerits of Internal Recruitment.


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Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization

know that they can be promoted to a higher post, their morale will be

boosted and their work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management

and for selection higher post does not carry any risk as the employees

are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is

involved in locating the source of recruitment and no time is wasted in

the long process of selection. More over, these employees do not need

extensive training because they already know about all the works of the

enterprise.

4. Labor- turnover is Reduced


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When the employees know that they can be promoted to higher posts,

they do not leave the enterprise. As a result of this policy labour

turnover is reduced and the status of the company increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains

satisfied which leads to the establishment of better labour-

management relationship.

Demerits

The internal source of recruitment of employees suffer from the

following demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young

people fully equipped with the modern technical knowledge remain

excluded

from the entry in enterprise. As a result, the old people run the

enterprise with the old ideas and experience.

2.Limited choice.


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The internal recruitment of the employees reduces the area of choice.

The reduction in the area of choice means less number of applicants.

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

3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors

usually select their favorites. Sometimes even a less capable person is

selected which harms the enterprise. In this system , generally the

personal impression of the managers about the employee is given

preference for selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination

of consultant and Advertisement

Merits and Demerits of External Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with

modern ideas which can be profitable for the organization.


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2.Wide choice.

The use of external source of recruitment increases the number of

candidates and widen the choice. The managers judge the capabilities

of the applicants and select the best ones for appointment.

3.Less Chances of Favouratism.

All the candidates, under this system of recruitment, are new for the

managers and this exclude the possibility of favouratism.

Demerits.

In spite of many merits, the system of recruitment from external

sources is not free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of

promotion of the present employees come to an end. Since there is no

hope of any promotion the morale of the employee decreases and they

do not perform their work with dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of

information in case of external recruitment. If the wrong selection will

upset the working condition of the organization.


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3.Costly Source.

The external source of recruitment involves expensive advertisement,

long selection process and training after selection which increases

organizational expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts

in the enterprise, they leave the organization at the first available

opportunity, and as a result an increase in the labour-turnover which

lowers the prestige or the reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present

employees and there is an increase in the incidents of strikes and lock-

out.

LEGAL & POLITICAL CONSIDERATIONS

The constitution provides for the following as the fundamental rights of

a citizen:


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Article 16 (1): No citizen shall, on ground of religion, race, caste, sex,

descent, place of birth, residence or any of them, be negligible for an

discriminated against in respect of any employment or office under the

state.

Article 16 (3): Nothing in this article shall prevent parliament from

making any law persuading, in regard to a class or classes of

employment on appointment to an office (under the govt. of or any

local or other authority within a state or union territory), any

requirement as to residence within that State or Union Territory prior to

such employment or appointment.

The constituent ensures, in the directive principles of state policy,

certain safeguards for scheduled castes, scheduled tribes & other

weaker sections. Except in cases which are covered by Article 46 of the

constitution, there can be no discrimination in the matter of

employment anywhere in the country for any citizen.

OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences

that suit the present and future organizational strategies.

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


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To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent

people to the company.

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

companys Values.

To devise methodologies for assessing psychological traits.

To seek out Non Conventional development grounds of talent.

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

To design entry pay that competes on quality but not on

quantum.

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

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives

requisitions for recruitment from any department of the company

the personnel requisitions contains detail about the positions to

be filled. number of persons to be recruited, required from the

candidate, terms and conditions of employment and at the time

by which the persons should be available appointment etc.


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Locating and developing the sources of required number and

type of employees.

Identifying the prospective employees with required

characteristics.

Communicating the information about the organization, the job

and the terms and conditions of service.

Encouraging the identified candidates to apply for jobs in the

organization.

Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment,

selection, placement, induction, compensation, maintenance, development, welfare

etc. of Human Resources of any organisation to enable the organization to meet its

objective while also enabling the human resources to attain their individual goals.


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

around human resource and its role in enabling simultaneous satisfaction of

individual and organizational goals.

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

organisation are the individuals. The process of bringing employees into the folds

of organisation is termed as recruitment and can be unambiguously treated as the

central pillar for foundation stone of the entire concept of human resource

management.

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

various facets of human resource management. The reason is simply that unless

one has human resource in the organisation whom will the human resource

managers manage or whose energy will they channalise productively and usefully.

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

are available both theoretically as well as practically for an organisation to launch

itself into the task of recruitment.

METHODS AND TECHNIQUES OF

RECRUITMENT


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In a company recruitment sources indicates where human resources

may be procured, the recruitment methods and techniques deal with

how these resources should be tapped. As soon as the manpower

manager has determined the personal qualities required on the part of

an individual to fill an vacant position and visualized the possible

sources of candidates with these qualities, his next step relates to

making contact with such candidates. There are commonly three

methods of recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

Following includes in the procedure


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JOB ANALYSIS FORM

Job Title

. Date Location ..

Department

Analyst.

Code No

Job Annalysis Form

Job Specification Form

Interview Schedule

Application Form for

Employment

Interview Assesment Form


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Reason for the job Supervised..

Wage or salary range

Relation to other jobs: Promotion from.. Promotion

to..

Job summary:

Work performed:

Major duties :.

Other tasks :

Equipment/Machines used:

.

Working Condition

Skill Requirements:

Education: (Grade or Year)

Training :

Job experience : (a)Type of experience..

(b)Length of experienceSupervision : (a) Positions

supervised.

(b) Extent of supervision..

Job knowledge : (a) General

(b) Technical

(c) SpecialResponsibility : (a) For product and material

.

(b) For equipment andmachinery

(c) For work of others.

(d) For safety of othersPhysical Demands : Physical efforts


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Surroundings

Hazards

Resource fulness

JOB SPECIFICATIONS FORM


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Job Title : Drill Operator

Department

Job Code Date..

REQUIREMENTS

1. EDUCATION : Ability to read and understand production

orders and to make simple calculations. Preferably High

School Certificate.

2. TRAINING AND EXPERIENCE: No special training

required . Requires one month experience to learn job

duties and to attain acceptable degree of proficiency.

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

4. MENTAL SKILL: Requires reasoning to interpret

instructions and drawings and productions orders. Must be

able to concentrate when operating.

5. SUPERVISION : Routine checking and no close supervision

required. Specific but no detailed instructions.

6. Responsible for own work only. Only routine

responsibility for safety of others.


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The BHEL has the following way

which it follows for recruiting the

person

A.PURPOSE

The purpose of the company is to define the procedure of

Recruitment & Selection in the company.

B.SCOPE

The scope of the company is to find the individuals seeking

employment in the company.

C.RESPONSIBILITY

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

Systems/Operation Director-TPB-India.

D.AUTHORITY

The Authority in the company is commenstrate with responsibility


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E.PROCEDURE STEPS

1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement

Form is dually filled by the HOD/Group Manager of the

concerned department and forwarded to the HRD Department.

The HRD Department initiates activity on the recruitment once

the "Manpower Requirement" form is approved by MD.

All "Manpower Requirement "Forms are maintained by the HRD

Department.

2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment

source is identified. The source of recruitment could be external or

internal.


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INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training

and selection to meet the specified requirement. It would be

desirable to utilize the internal sources before going outside to

attract the candidates. The two categories of internal sources

including a review of the present employees and nomination of

the candidates by employees.

The COMPANY suggests that the effective utilization of internal

sources necessitates an understanding of their skills and

information regarding relationships of jobs. This will provide

possibilities for horizontal and vertical transfers within the

enterprise eliminating simultaneous attempts to lay off employees

in one department and recruitment of employees with similar

qualification for another department in the company. Promotions

and Transfers within the plant where an employee is best

suitable improves the morale along with solving recruitment

problems.

These measures can be taken effectively if we established job

families through job analysis programmes combining together

similar jobs demanding similar employee characteristics. Again,

employee can be requested to suggest promising candidates.


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Sometimes in a company the employees are given prizes for

recommending a candidate who has been recruited. The usefulness

of this system in the form of loyalty and its wide practice, it has

been pointed that it gives rise to cliques posing difficulty to

management.

Therefore, in this company before utilizing the system attempts

should be made to determine through research whether or not

employees thus recruited are effective on particular jobs. Usually,

internal sources can be used effectively if the number of

vacancies are not very large, adequate, employee records are

maintained, jobs do not demand originality lacking in the internal

sources, and employees have prepared themselves for promotion.

EXTERNA L SOURCE S OF RECRUITMENT

An external source of Recruitment is considered from the

combination of the following options:

CONSULTANT

Consultant are given the requirement specifying qualifications,

experience and all other necessary details. In consultant we


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considers the employment agencies, educational and technical

institute, casual, labor and mail applicants, trade unions and other

sources. Our company have developed markedly in large cities in

the form of consultancy services.

Usually this company facilitate recruitment of technical and

professional personnel. Because of their specialization, they

effectively assess the needs of their clients and aptitude and

skills of the specialized personnel. They do not merely bring an

employer and an employee together but computerize lists of

available talents, utilizing testing to classify and used advance

techniques of vocational guidance for effective placement

purposes.

Educational and technical institutes also forms an effective source

of manpower supply. There is an increasing emphasis on recruiting

students from different management institutes and universities'

commerce and management departments by recruiters for

positions in sales, accounting, finance, personnel and production.

These students are recruited as management trainees and then

placed in special company training programmes. They are not

recruited for particular positions but for development as future

supervisors and executive.


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Indeed , this source provides a constant flow of new personnel

with leadership personalities. Vocational schools and industrial

training institutes provides specialized employees, apprentices, and

trainees for semiskilled and skilled jobs. Persons trained in these

schools and institutes can be placed on operative and similar jobs

with a minimum of in plant training. However, recruitment of

these candidates must be based on realistic and differential

standards established through research reducing turnover and

enhancing productivity.

The enterprise depends to some extent upon casual labour or

"applicantat the gate" and mail applicants. The candidates mayappear personally at the company's employment office or send

their applications for possible vacancies. According to company the

quality and quantity of such candidates depend on the image of

the company in community. Prompt response to these applicants

proves very useful for the company. The company find that this

source is uncertain, and applicants reveal a wide range of abilities

necessitating a careful screening. Despite these limitations, it

forms a highly inexpensive source as the candidates themselves

come to the gate of the company. It also provides measures for a

good public relations and accordingly , the candidates visiting the

company must be received cordially.


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Trade unions are playing an increasingly important role in

labour supply. In several trades, they supply skilled labour in

sufficient numbers. They also determine the order in which

employees are to be recruited in the organization. In industries

where they do not take active part in recruitment, they make it a

point the employees laid off are given preference in recruitment.

ADVERTISEMENT

All recruitment advertisements are placed centrally by the HRD

Department.

The advertisement is drafted by HRD Department in

consultation with the concerned Department.

All related documents of Advertisements released are

maintained in the "Advertisement" file.

In addition to the above sources, several organizations develop

sources through voluntary organizations such as clubs, attracts

employees of competitors looking for a change or good prospectus

for employment, utilize women, older workers and physically


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handicapped for specific positions where they are best suitable,

and use the "situation wanted" advertisement in newspapers.

3.SELECTION

A .SCREENING/SHORTLISING

Resumes received from consultants and/or from the

advertisements released in Newspaper/Magzine are screened by

HRD Department in consultation with the concerned department.

B.INTERVIEW CALL

The shortlisted candidates are contacted for interview through an

interview call letter/telephone call/e-mai l or through the

consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned

Department's HOD, Interview panel and a copy is kept for HRD

Department records. The Interview Schedule include the

following requirement.


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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:


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NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW CALL LETTER

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

Dear Sir,

___________________________________________________

This has reference to your application for the above

mentioned position in our organisation.

We are pleased to invite you for a meeting with theundersigned on.ata.m./p.m. please

confirm this appointment.

We have enclosed a blank personal Data Form. Please fill

this in and bring with you along with your educational and

experience certificates / testimonials in original for the

meeting.

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

You will be reimbursed to and for train fare by 1st / 2nd class for

attending this interview.

We take this opportunity to thank for the interest you

have shown in joining our organisation.


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Yours sincerely,

For BHEL

D.PERSONAL DATA FORM

Any candidate appearing for an interview in the company is required to fill

in his/her particulars in the prescribed "Personal Data Form"

APPLICATION FORM FOR

EMPLOYMENT

CONFIDENTIAL

Refrence

(including advt. ref. if any)

Position

Applied for

Time for

Joining


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PERSONAL DETAILS:

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

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

Present Address:

Permanent Address

Tel. Res. Mob.

Tel. Off. E-mail (Personal)

Date of Birth Age Place of BirthState

Martial Status: Married/ Single Children: Male of

age

Female

of age

EDUCATION: Details of all examination passed from

matriculation or equivalent onwards

Exam/Degree/

Diploma/

Certificate

School/

College/

University

Year

of

Passing

Branch of

Study

Electives/

Specialization

Class/

Grade/

Division

& % of

Regular/Part

Time/

Correspondence


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Subjects marks

State reasons for gaps in studies, if any:

Academic Achievements:

PROJECT WORK/PUBLICATION/THESIS

Organization Details From To

BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/

THESIS, IF ANY

WORK EXPERIENCE:

Present/ Last Job

Organization Period of Employment

Address From:

To:

Nature of Business


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Telephone Current Position/

Position held

Sales Turnover of the organization No. of employees in

the orgn.

Sales Turnover of your unit No. of employees in

your unit

No. of employees in the Dept. you work No. of Executive

No.of -Non- Executive

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

Executive

List your 3 core competencies List 3 Key Achievements in

your career

1. 1.

2. 2.

3. 3.

Please draw a brief organization chart of your dept./ Division and

outline your responsibilities (Attach sheets giving details if

required).


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Previous Employment Details: (Start from recent employment)

Name of

the

organiza

tion

Period

From To

Positio

n

Joined

Positio

n Last

Held

Brief

description of

responsibilities

Last drawn

Gross salary

Per month

Present Remuneration Drawn:

A. Monthly:

Basic DA HRA/Lease Conveyance Any other

(mention

details)

Total

p.m.

Total

p.a.

B. Annual:

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

C. Other Terminal Benefit p.a.

Pf Superannuatio

n

Gratuity Tota

l

p.a.

D. Gross p.a.


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(Total of A, B & C)

E. Other perk not included in Gross

Due date of next increment: Any other information relating to the

above

GENERAL

Language Known

Language Read Write Speak

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

If yes please give details : Name Relationship

Designation Unit / Department

2. Have you earlier applied for any position in any of our factories/


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Offices? Yes/No

3. Is your spouse e employed? Yes/No

4. Have you any locational constraints? Yes/No

If yes, please give details/ reasons

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

6. Extra Curricular Activities:

7. Interests/Hobbies:

8. References: Please give names, addresses & Telephone Nos., of two

Persons other than relatives to whom we may refer about you.

1. 2.

Any other information you would like to add:

Declaration

I declare that the information given by me in this application is true and

complete to the best of any knowledge and belief. I am not aware of

any circumstances which might affect my fitness for employment. If any


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time, later, it is found that I have not disclosed any material information

or have given incorrect or false information, the company will be liberty

to terminate my appointment without any notice or compensation.

Date: Place: Signature of Applicant

We thank you for information and assure you that this will be kept in

strict Confidence.

E.CONDUCTING INTERVIEWS

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

from the concerned department and may include an had representative.

F.INTERVIEW ASSESSMENT


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Interview assessment Format is filled up by the interview panel

immediately after the interview and all the relevant papers are forwarded

to the HRD Department at the earliest. The Interview Assessment include

the following form which considers the following information:

INTRVIEW ASSESSMENT FORM

Interviewees Name Date 2006

Post Applied For Venue

1. 2. 3.

ASSESSMENT FACTORS RATING REMARKS

Appearance

Technical Knowledge

General Knowledge

Experience

Communications Skills

Innovative Thinking& Logic

Growth Potential

Decision Making

Leadership Skills

Maturity

Interest/Cultural background

A=Very Good B=Good C=Average

D=Below Average

Overall strong points

Overall weak points

Written Test/Remarks


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Reason for leaving

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.

H.OFFER AND APPOINTMENT LETTER

A candidate selected for appointment is issued an offer letter mentioning

the expected date of joining.

Extension of time to join duties is granted to the candidate purely at

Management discretion. A Detailed Appointment letter is issued after the individuals joins and

fills the joining report.

The offer and appointment letters are signed to all new joiners.

4.JOINING FORMALITIES

Selected Not- Kee Call for final


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All the new joinees are required to fill-up the relevant papers such as

Nominations under Insurance and Gratuity schemes, PF Declaration Forms

etc. and all these records are maintained in their personal files.

Induction Training is organized for the new joinees. Induction is

organized internally by HRD Department depending on the number of

joinees in a month. Training needs o f the new joinees are identified as

per the procedure.

On the joining detailed appointment letters are issued as per below

mentioned levels:-

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

the following format

BELOW ASSTT. MANAGER LEVEL

___________________ Dated :______________________________________

___________________

LETTER OF APPOINTMENT

Dear Mr. __________________________

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

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

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

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

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

without assigning any reason or compensation in lieu thereof.

EMOLUMENTS:


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A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Travelling Expenses : Rs. __________ p.m.

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

rules of the company.

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

subnormal of may be accelerated in case the same is adjudged to be commercial at

the discretion of the management.

Your place of posting will be at our _________________situated at _______________-_____. However, you are liable to be transferred to any of our sites/factory/office at

the discretion of the management.

1. During the period of your employment, you shall not secure or try to secure any otherpost and undertake any course of study or work on part time basis without the

pronouncement or the Management in writing. You will also not hold any office of

profit outside the company or engage yourself in any other trade or business either parttime, or full time, whether for profit or gain, or on honorary basis or otherwise, engage

in an insurance agency or commission agency etc. without the prior written permission

of the management.

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

to time, subject to the statutory provisions.

3. You shall be governed by the rules and regulations of the company in force from time

to time, that may be applicable to you.

4. In the event of your confirmation in writing, in addition to the terms and conditions

mentioned in this letter, except para (1):

a) You will be liable to be retired on your reaching the age of 58 years or earlier if

found medically unfit. The organization shall have the right to have you medicallyexamined as and when considered necessary by a registered medical practitioner or

by the Companys medical officer.

b) The employment will be liable to be terminated on either by giving one monthsbasic salary in lieu thereof. However, no notice would be necessary to be given by

the organisation if in their opinion you are found guilty of any gross misconduct as


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generally understood in employment, particularly disobedience, insubordination,

insolence and acts subversive of discipline, habitual negligence of duties, distrust,

dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc.

5. In case any misconduct is alleged against you, you are liable to be suspended forthwithwithout any salary or allowance, pending such inquiry, if in an inquiry you are

exonerated of the charges, you will be entitled to full salary as if you were on duty. In

the event you are found guilty of the charges levelled, irrespective of the punishmentimposed, you shall not be entitled to any payment for the period of suspension.

6. The above mentioned terms and conditions of services shall prevail so long as the

same are not either modified or they will also be subject to such other and further rulesand regulations which may be notified by us by putting a notice in writing on the notice

board put inside the premises.

7. Your date of joining the services in the organization is_________________________________

8. This letter is being offered to you in duplicate. In case the terms and conditions

expressly enumerated above are acceptable to you, please sign the duplicate copy of

this letter in token of your having read, understood and accepted the terms andconditions mentioned above.

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

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

Yours sincerely,

For BHEL

AUTHORISED SIGNATORY

ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of appointment

and I hereby accept the same.

NAME SIGNATURE DATE


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

following format.

FOR ASSISTANAT MANAGER TO MANAGER

Dear Mr.Date..

APPOINTMENT LETTER

With reference to the offer letter no._________________ dated________________,

we are pleased to appoint you in our organisation on the following terms and

conditions:-

1) Designation : Your position in the company will be

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

is

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

months from the date of joining. Management may extends the probationperiod depending upon your performance. On successful completion of

probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminatedwithout assigning any specific reason, whatsoever without giving any

notice. After confirmation the notice period will be one month or one

months basic salary on either side.

4) Salary Details:

Your Basic Salary will be Rs. ./- p.m.

(Rupees only)

In addition you will be entitled to House Rent Allowance of Rs.

/- p.m.(Rupees only)

You will entitled to reimbursement of Local Travelling Expenses upto a

maximum limit of Rs. /- p.m. (Rupees. only)

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

LTC, Bonus Exgratia, Gratuity & PF as per rules of the company.5) Place of Posting:

However, you would be liable to be transferred/posted at any of the existing

or proposed locations of the company or its sister/associates companies at

the sole discretion of the management.


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6) The company normally does not permit employees to engage in any other

business or work, either directly on their own account or indirectly and youwill be expected not to do so without prior consent of the management in

writing.

7) You will be governed by the rules and regulations of the company as

applicable in force, amended or altered from time to time during the course

of your employment.

8) You will automatically retire from the services of the Company on attaining

the age of 58 years. You may be retired earlier if found medically unfit.

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

to us.

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

With best wishes,

Yours sincerely,

For BHEL


I agree to accept employment on the terms and conditions mentioned above and

agree to abide by all the rules and regulations of the company.

NAME SIGNATURE

DATE

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

following format.

FOR SR. MANAGER AND ABOVE

Dear Mr. . Date

APPOINTMENT LETTER


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With reference to the offer letter no.____________________ dated ______________, we

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

1) Designation : Your position in the company will be

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

is ..

3) Salary Details :

Your Basic Salary will be Rs. /- p.m.

(Rupees only)

In addition you will be entitled to House Rent Allowance of Rs../-p.m.

(Rupees only)

You will entitled to reimbursement of Local Travelling Expenses upto a maximum

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

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

the company.

You will be entitled to reimbursement of Medical Expenses for yourself and family,

the total cost of which shall be a maximum of one month's basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one months basicsalary per completed year of service. Your first entitlement for LTC will be on

completion of 12 months service with the Company.


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4) Place of Posting: . However, you would be liable to be

transferred/posted at any of the existing or proposed locations of the company or its

sister/associate companies at the sole discretion of the management.

Your services are liable to be terminated without assigning any specific reason, whatsoeverby giving you one months basic salary or one months notice. Likewise you would be free

to leave the services of thew company by giving one months notice or basic salary to the

company.

The company normally does not permit employees to engage in any other business or

work, either directly on their own account or indirectly and you will be expected not to

do so without prior consent of the company in writing.

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

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

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

years. You may be retired earlier if found medically unfit.

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

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

With best wishes.

Yours sincerely,

For BHEL


I agree to accept employment on the terms and conditions mentioned above and agree to

abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

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

etc. to be submitted to personnel Department.


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BHEL

DATE:

HRD DEPARTMENT

NOIDA 110011

JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be

intimated to you.

NAME :

SIGNATURE:

DATE:

DOCUMENTATION

1. Individual personal files are maintained.

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

this procedure.


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5.DEPARTMENT INTERFACE

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

the Department which has raised the manpower requirement.

6.STATISTICAL ANNALYSIS

An Annalysis of the manpower requirements is prepared periodically based on

the following factor:

Source of recruitment

Resumes received and short-listed

Interviews conducted

Candidates selected

Candidates joined

F.FORMATS

The Formats of the company includes the following:

MANPOWER REQUIREMENT

PERSONAL DATA FORM

INTERVIEW ASSESSMENT FORM

JOINING REPORT

STAFF COMPARISION SHEET

SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files

along with other personal details of the individual, which are confedential in

nature.


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G.RECORDS

The company includes the following records

Manpower Requirement Forms Correspondence for release advertisements

Correspondence with consultant


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CANDIDATES WILLINGNESS TO JOINTHE COMPANY

17%

28%

16%

11%

5%

23%

Chart Showing Employees Willingness to Jointhe Company

Reputation of the Company Working Environment Salary Package

Job Prospect Location of the Company Career Growth Opportun

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.


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MOST RELIABLE TYPE OF INTERVIEW IS


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I tried to find out the most reliable type of interview according the

employee. They expressed different view. According to the sample

employees. I found that behavioral interview is most reliable and this

view was supported by 36% of the sample employees. Similar support

was begged by the situational interview, while 26% structured interview

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

drawn a pie chart above: -

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

separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semesters of

professional course and only the required number (according to the ratios

mentioned) starting from the top will be called for written test in each

discipline of Engineering/Function (HR or Finance). In case of a tie at

cut-off marks, all the candidates scoring cut-off marks will be called for

written test. The Written Test papers will be objective type in nature and

will be in Hindi & English. Based on merit and requirement, the short-

listed candidates will have to appear for Psychometric Test and/or

Behavioral Assessment Interview followed by Personal Interview.

Candidates will be invited for Psychometric Test and/or Behavioral

Assessment Interview followed by personal interview, in order of merit on

the basis of Written Test performance. In case of a tie at cut-off

marks, all the candidates scoring cut-off marks will be called for

interview.

The candidates are advised to ensure while applying that they fulfill the eligibility

criteria and other requirements mentioned in this advertisement and that the particulars

furnished by them are correct in all respects. In case it is detected at any stage of

recruitment process that the candidate does not fulfill the eligibility criteria and/or does


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not comply with other requirements of this advertisement and/ or he/she has furnished

any incorrect/ false information or has suppressed any material fact(s), his/her

candidature is liable to be rejected. If any of the above shortcomings is/are detected,

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

BEST WAY TO RECRUIT PEOPLE


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The employees at BHEL expressed their varied views about the best

way, according to them, to recruit people. The employees in BHEL bear

an opinion (about 40% of the sample) that advertisement is the best way

to recruit people. While to 25% of the sample employees feel that walk-

ins is best way while 20% feel that variable ways are the best. Others

feel that recruiting people from search firms in a best way.

Corresponding to this data I have drawn a pie chart above:

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

and to persuade them to apply for the position. Advertising helps to

define exactly the need of the company, and what separates it from its

competitors. Often the people you want to attract are not openly looking

for a new job, so you need to think of ways to sell the attributes of the

company, e.g. what makes It unique, its culture, values, philosophy and

so on.

Good advertising highlights the assets of the position and appeals to

the career needs and concerns of the desired applicants. It is worth

making your advertisement effective and attractive, as there is a high

correlation between advertisements with accurate and complete

information and recruitment suc


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RESPONSE GIVEN BY THE STAFF ABOUT THEIRQUERY

94%

6%

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

Ye

No

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


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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 and the answer should not be kept in abeyance.


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HOW CANDIDATES ARE RECRUITED IN THE

COMPANY?

There are various ways of recruiting candidates in the company as depicted inthe chart below: -

From the chart it is quiet clear that the company adopts various processes for

recruiting the right candidate. Actual recruitment procedure followed by the


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company is by conducting written examination followed by interview which

comprised 85% of my sample survey of 36 employees. But still some

candidates are also chosen through written exam, GD& interview comprising

only 6% and others comprising only 3%. These others include the reference of

the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test

at their own expense. In Other words all the applications received

in each branch/function (HR or Finance) will be separately arranged

in descending order of merit i.e. based on a percentage of

aggregate marks of all the years/ semesters of professional course

and only the required number (according to the ratios mentioned)

starting from the top will be called for written test in each

discipline of Engineering/Function (HR or Finance). In case of a tie

at cut-off marks, all the candidates scoring cut-off marks will be

called for written test. The Written Test papers will be objective

type in nature and will be in Hindi & English.

WRITTEN TEST CENTRES

The Written Test will be conducted at following eight centers:

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

Silchar 8. Varanasi Candidates have to choose one of these cities

as Test Centre and no change will be allowed subsequently .BHEL


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reserves the right to change or delete any of the above mentioned

test centers at its discretion.

JOB SPECIFICATION OF THE EMPLOYEES


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Almost all the candidates got the specified jobs offered to them. This implies

that the company has the organized manpower planning and well organized

recruitment policy as shown in the following chart: -


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From the chart above it crystal clear that the candidates get exactly the same

job as specified. So from the companys perspective it is a good sign for the

overall growth & development. Still some employees who comprised only

2.33% of my sample study.

THE ATTITUDE OF H.R. MANAGER


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The chart below depicts that most of the employees are doing service as per

my survey of 20employees. Most of the employees are satisfied with the

attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and

45% says the attitude of H.R. Manager is excellent. Corresponding to this data I

have drawn a pie chart

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

whole heartedly accepted to all the employees of the company. This will


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definitely boost the morale of the employees, which ultimately will increase

efficiency, & working of the employees resulting in better growth of the

company. Thus by every means company is profitable. Moreover such behavior

of H.R. Manager can become the ideal of their colleagues & subordinates.

Corresponding to this data I have

drawn a pie chart below: -


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THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE

SHOULD BE

According to the sample employee the primary source of recruiting people is Managerial.

However, Testing & Recruiters Themselves source are the second most favored source of


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

source of Recruiting people should be heavily considered

Advertisement in publications and recruitment booklets and information sheets for

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

managerial recruitment.

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

advertisement in the technical and professional journals was the least preferred technique

for managerial recruitment in BHEL.

OPINION ABOUT BHEL COMPANY SAPPLICATION BLANK


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10%

35%55%

Chart Showing Opinion about BHEL Company's Applicatioon

Blank

Good Very Good Excellent

The above chart depicts that the Application Blank of the company was up to

the marks as everyone has praised & liked it. All the information and present

status of the candidate is very thoroughly covered and it also acts as a ready

reckner for the company. All the information is gathered and define each and

every thing very clearly about candidate who are applying for the job .

FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the replacement

does not require fresh approval, unless it is in place of termination.


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2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

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

5. Salary comparison is not justifies. Old employees are demoralized by getting less

surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. 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.

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

surplus which makes loss in the industry.

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

RECOMMENDATION

1.Fresh requisition requires approval and not replacement.

1. The Data Banks should be computerised.


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2. The dead CVs should be destroyed.

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

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

employees.

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

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

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

manpower.

Rectt n Selection

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Transcript of Rectt n Selection