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Varun Jaiswal Project On BHEL India Ltd. Recruitment Process
Varun Jaiswal Project On BHEL India Ltd. Recruitment Process
Varun Jaiswal Project On BHEL India Ltd. Recruitment Process
2009-10
Submitted in partial fulfillment of the Requirement of
The Award of the degree of
Master of Business Administration AT
SIR HR Executive & MR.AMIT SIR Dy. manager HR BHEL for their
2. Bring confidence
3. Developing skills
4. Modify Attitudes
List of Table
List of Figures
1.1 Introduction.
1.5 Limitation.
Chapter 5Survey
5.1 Finding.
5.1 Observation.
Chapter 6Suggestion
6.1 Limitation
6.2 Conclusion
Bibliography
Annexure
Executive Summary
BHEL and to evaluate how far this process confirm to the purposes
underlying the operational aspects of the industry. How far the process is
BHEL.
may not be done. To procure right man at right place in right time,
R
•14 Manufacturing divisions
DEL
HI
RUDRAP
•4 Power Sector regional
UR
centres
JHAN
JAGDISHP CALCUT
SI
UR TA •8 service centres and 16
VARANASI
regional
BHOP
PATNA
AL
BARODA offices
NA
GP
UR
HYDERABA
D
BANGALOR
EE OHSAS 18001
TIRUCHIRAP
ALLY
1971-72
CORPORATE OFFICE
•Caters to Core Sectors viz.,
MANUFACTURING
Power, Industry,
Transportation,
Telecommunication,
Renewable Energy etc.
LOCATIONS
SERVICE CENTRES
B.H.E.L – OVERVIEW
BHEL is country’s premier engineering organization and one of
BHEL was established more than 40 years ago when its first plant was set
industry in India , a dream that has been more than realized with well-
continuously since 1971-72 and achieved the financial turnover during the
offices and 100 number of projects sites spread all over India and abroad
and enables the company to promptly serve its customers and provide then
prices. BHEL has already attained ISO 9000 and all the major
MW in the country , as against Nil till 1969 BHEL has proven turnkey
capabilities for executing power projects from concept to commissioning. It
possesses the technology and capability to produce thermal sets with
super critical parameters up to 1000 MW unit rating and gas turbine -
generator sets of up two 250 MW unit rating. Co- generation and combined
cycle
BHEL has proven turnkey capabilities for executing power projects from
rating and gas turbine - generator sets of up two 250 MW unit rating. Co-
generator sets.
Custom – made hydro sets of Francis ; Pelton and Kaplan types for
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
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
competitive.
series & shunt – reactors , capacitor banks , vacuum & SF6 circuit breakers
systems ( for power factor and voltage improvement ) and HDVC system
the state – of – the - art controlled shunt reactor ( for reactive power
distribution systems.
INDUSTRIES
supplies digital distributed control systems for process industries and control
BHEL is the only company in India with the capability to make simulators
TRANSPORTATION
special well wagons , Rail – cum – road vehicle etc. Besides traction
of electric trolley bus systems , light rail systems , etc. BHEL is also
transportation systems.
TELECOMMUNICATION
RENEWABLE ENERGY
solar power plants , solar heating systems , solar lanterns and battery -
powered road vehicles. The company has taken up R & D efforts for
development of multi - junction amorphous silicon solar cells and fuel cells
based systems.
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 ,
well heads , X – Mas tress and oil rigs to ONGC & OIL.
INTERNATIONAL OPERATIONS
BHEL has, over the years, established its references in 70 countries across all
inhabited continents of the world. These references encompass almost the
entire range of BHEL products and services, covering Thermal Hydro and Gas-
based turnkey power projects, substation projects, Rehabilitation projects,
besides a wide variety of products like Transformers, compressors, Valves, Oil
HARIDWAR:
The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the
major manufacturing plants of BHEL. The core business of HEEP includes
design and manufacture of large steam and gas turbines, turbo generators,
hydro turbines and generators, hydro turbines and generators, large AC/DC
motors and so on.
HISTORICAL PROFILE:
Germany to undertake design and manufacture to large size thermal sets upto a
unit rating of 1000 MW in the year 1976.First 200 MWTG set was commissioned
at Obra in 1977.The continuum of technological advancement subsequently
saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of
Gas Turbine manufacture was also signed with M/s Siemens Germany. First 150
MW ISO rating gas Turbine was exported to Germany in Feb”1995”.Our 250
MW thermal set up at Dahanu Plant of BSES made a history by continuous
operation for over 150 days and notching up a record plant load factor greater
than 100%.
CORPORATE CITIZEN:
HEEP Haridwar Strategic plans and its policy & strategy are commensurate
with BHEL Corporate / strategic Plan . As first PSU to adopt Corporate Planning
as a process . Board meetings for long –range development , BHEL has always
guided other PSU’s in their Corporate planning process .Board meeting ,
monthly Management Committee meetings, Annual Revenue Budget exercise ,
Mid term reviews , Apex TQ council reviews, Personnel Heads Meet, Quality
Heads Meet , Technology Meets , Product committees meetings, Inter-Unit
Quality Circle Meets etc. Are the some of crore strengths of BHEL Corporation’s
vast network.
.
Power Sector has to grow over 10% annually to reach the 7% GDP level. Thus,
the demand for thermal sets will remain high. Central Electricity Authority (CEA)
is the guiding authority for Power Sector strategies in our country. BHEL
representatives, along with representatives from various domestic customers,
are an integral part of various committees formed by CEA. This enables us to
guide and understand the market requirements and future challenges. To meet
the 11th Five Year Plan target of adding 61,000MW, CEA has planned addition
of 23 nos. Standardized 500MW sets for faster project execution and cost
reduction. BHEL, including HEEP, is a part of this process. CEA has
standardized for the next capacity of 800MW sets and has asked BHEL to
prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL
has tied up with Siemens for upgradation of technology. Further CEA’s stress on
R&M of ageing Power Plants is also providing business opportunity to unit.
COMPANY'S BUSINESS MISSION AND
OBJECTIVES
¬ BUSINESS MISSION
To maintain a leading position as suppliers of quality equipment, systems
and services in the field of conversion of energy, for application in the
areas of electric power transportation, oil and gas exploration and
industries. Utilize company's capabilities and resources to expand
business into allied areas and other priority sectors of the economy like
defence, telecommunications and electronics.
¬ BUSINESS OBJECTIVES
GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL
defence, telecommunication and electronics in existing business, new
areas and international operations so as to fulfill national expectations
from BHEL.
PROFITABILITY:
To provide a reasonable and adequate return on capital employed,
primarily through improvements in operational efficiency, capacity
utilization, productivity and generate adequate internal resources to
finance the company's growth.
CUSTOMER FOCUS:
To build a high degree of customer confidence by providing increased
value for his money through international standards of product quality,
performance and superior services.
PEOPLE- ORIENTATION:
To enable each employee to achieve his potential, improve his
capabilities, perceive his role and responsibilities and participate and
contribute positively to the growth and success of the company and to
invest in human resources continuously and be alive to their needs.
TECHNOLOGY:
Achieve technological excellence in operations by development of
indigenous technologies and efficient absorption and adaptations of
imported technologies to suit business need and priorities and provide
the competitive advantage to the company.
IMAGE:
To fulfill the expectations which stakeholders like government as owner,
employees, customers and the country at large have from BHEL.
TECHNICAL COLLABORATIONS, DIVISIONS,
COMPETITORS AND VARIOUS PRODUCT OF BHEL
¬ TECHNICAL COLLABORATION
PRODUCT COLLABORATIONS
# HDVC ABB
SWEDEN
¬ DIVISIONS OF BHEL:
There are 20 Divisions of BHEL, they are as follows:
HEEP, Hardwar
HPEP, Hyderabad
HPBP, Tiruchy
SSTP & MHD, Tiruchy
CFFP, Hardwar
BHEL, Jhansi
BHEL, Bhopal
EPD, Bangalore
SG, Bangalore
ED, Bangalore
BAP, Ranipet
IP, Jagdishpur IOD, New
Delhi COTT, Hyderabad IS,
New Delhi
CFP, Rudrapur
HERP, Varanasi
Regional Operations Division ARP, New Delhi
TPG, Bhopal
¬ PRODUCTS OF
BHEL
P
l
a
n
t
30. Systems and Services
OBJECTIVE OF THE STUDY
employees.
richer and fuller life. Every organisation, therefore, strikes for greater
industry needs a stable and energetic labours force that can boast of
number of persons and right kind of persons at the right time and at
productivity.
DATA COLLECTION
The analysis of data was done on the basis of unit, age and number of
Analysis was done using the simple average method so that, finding of the
The primary as well as the secondary sources was used for collection of
data collection relevant records, books, diary and magazines were used.
PRIMARY SECONDARY
1. Interview schedule
2. Questionnaire 1. Books
3. 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,
relevant records for collection of data to know about the industry as well
as the respondent.
DATA TYPE
RESEARCH APPROACH
data. The research method used was that of questionnaire & interview for
RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of
addition the personal interview method was employed to draw out answers
SAMPLE UNIT
SAMPLE FRAME
SAMPLE SIZE
Sample size=20
SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex
external labor markets, who are capable of and interested in filling available job
serve as a link between human resource planning on the one hand and selection
on the other.
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
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
needs.
requirements.
Features Of Recruitment:
internal sources before going outside to attract the candidates. The two
Merits.
1. Increase in Morale
increases the morale of the employee. Every body in the organization know that
they can be promoted to a higher post, their morale will be boosted and their
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
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
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
When the internal source of recruitment is used the employees remains satisfied
demerits:
The defect of the internal source of recruitment is that the young people fully
from the entry in enterprise. As a result, the old people run the enterprise with the
2.Limited choice.
The internal recruitment of the employees reduces the area of choice. The
reduction in the area of choice means less number of applicants. The choice is to
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
Merits.
Recruitment through external source brings in new persons with modern ideas
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
All the candidates, under this system of recruitment, are new for the managers
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.
case of external recruitment. If the wrong selection will upset the working
3.Costly Source.
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
Making use of the external source of recruitment affects the present employees
company.
To search or head hunt/head pouch people whose skills fit the company’s
Values.
To search for talent globally and not just within the company.
To anticipate & find people for positions that do not exist yet.
Steps on Recruitment Process
appointment etc.
employees.
Communicating the information about the organization, the job and the
organization.
RECRUITMENT PROCESS
to meet its objective while also enabling the human resources to attain their
individual goals.
As is evident from the definition of the concept the entire theme revolves
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
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
usefully.
Keeping this idea into mind this Projects is an attempt to study various options
RECRUITMENT
procured, the recruitment methods and techniques deal with how these resources
and visualized the possible sources of candidates with these qualities, his next
step relates to making contact with such candidates. There are commonly three
1.DIRECT METHOD
2. INDIRECT METHOD
Interview Schedule
17%
23%
5%
28%
11%
1
6
%
From the chart it can be understood that most of the employees are
the personal traits of the Indians. I can also see that matters much
comprised 11% and 16% respectively. Job prospect plays a minor role
7%
36%
36%
21%
I tried to find out the most reliable type of interview according the employee.
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.
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
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.
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
that the particulars furnished by them are correct in all respects. In case it
is detected at any stage of recruitment process that the candidate does not
fulfill the eligibility criteria and/or does not comply with other requirements of
this advertisement and/ or he/she has furnished any incorrect/ false information
15%
40%
20%
25%
(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,
Good advertising highlights the assets of the position and appeals to the career
6%
Yes
No
94%
My survey clearly concludes that response of the company to any query made by the
employees was absolutely good since 94% of my survey favors to this. 6% ratio of
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
6%
6%
9%
85%
3%
Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others
From the chart it is quiet clear that the company adopts various processes for recruiting
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
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
3%
Yes
No
97%
Almost all the candidates got the specified jobs offered to them. This implies that the
company has the organized manpower planning and well organized recruitment policy as
From the chart above it crystal clear that the candidates get exactly the same job as
specified. So from the company’s perspective it is a good sign for the overall growth &
development. Still some employees who comprised only 2.33% of my sample study.
THE ATTITUDE OF H.R. MANAGER
13%
Good
Very
Good
5 Excell
7 ent
%
The chart below depicts that most of the employees are doing service as per my survey of
20 employees. Most of the employees are satisfied with the attitude of H.R. Manager.
13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R. Manager
is excellent.
From the chart it is crystal clear that the attitude & working of H.R. Manager is whole
heartedly accepted to all the employees of the company. This will definitely boost the
morale of the employees, which ultimately will increase efficiency, & working of the
employees resulting in better growth of the company. Thus by every means company is
profitable. Moreover such behavior of H.R. Manager can become the ideal of their
25%
40%
15%
20%
SHOULD BE :-
However, Testing & Recruiters Themselves source are the second most favored source of
applicants were found to be the most frequently and the least frequently used method of
managerial recruitment.
advertisement in the technical and professional journals was the least preferred technique
10%
55% 35%
as everyone has praised & liked it. All the information and
Observations
1. Under recruitment Procedures Requisition System is incorrect because the
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
8. Manpower’s are recruited from private placement consultancy, who are demanding
high amount of fees, where as HRD Department is not fully utilised to recruit
manpower by advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes manpower
10. Manpower is recruited from reliable source however efficiency does not recognise.
RECOMMENDATION
Departmental Head. If not all levels, at least Asst. Manager and above category of
employees.
5.Proper salary structure to be structured to attract people and make it tax effective.
manpower.
7.External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
Himalaya
C.R Kothari Research Methodology Second Edition
Publication
National
Principles and practice of 23rd Revised
C.B. Gupta Publishing
Management Eedtion House / Mayoor
Human Resource
Management:International Prentice Hall of
Gary Dessler 11 Edition
Edition India
Personnel selection
Mark Cook adding value through 4th Edition John Wiley & Sons
people
Columbia University
The Columbia
Columbia University Sixth Edition ed Press. 2005. Retrieved
Encyclopedia 2007
Websites
http://www.strategic-dimensions.co.u...g%2004_337.pdf
http://www.auditnet.org/docs/Recruitment%20process.pdf
http://www.staffing-and-recruiting-essentials.com/Hiring-Checklist.html
http://www.bheletr.co.in/etrlive/jsp/index.jsp
INTERVIEW SCHED ULE
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:
Date ----------------
Dear Sir,
“ ”
We are pleased to invite you for a meeting with the undersigned on…
………………….at………a.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and
bring with you along with your educational and experience certificates /
testimonials in original for the meeting.
We take this opportunity to thank for the interest you have shown in
joining our organisation.
Yours sincerely,
For BHEL
D.PERSONAL DATA FORM
Any candidate appearing for an interview in the company is required to
fill in his/her particulars in the prescribed "Personal Data Form"
CONFIDENTIAL
PERSONAL DETAILS:
Name: ( in Block letters as registered in school certificate)
Present Address:
Permanent Address
Female of age
WORK EXPERIENCE:
Present/ Last Job
Nature of Business
Please draw a brief organization chart of your dept./ Division and outline
your responsibilities (Attach sheets giving details if required)
Organisation Chart: Current Responsibilities
Previous Employment Details: (Start from recent employment)
Name of Period Position Position Brief description Last drawn
the From To Joined Last of responsibilities Gross salary
organizati Held Per month
on
A. Monthly:
Basic DA HRA/Lease Conveyance Any other Total Total
(mention p.m. p.a.
details)
B. Annual:
LTA Variable pay/Bonus Medical Any other Total p.a.
D. Gross p.a.
(Total of A, B & C)
Due date of next increment: Any other information relating to the above
GENERAL
Language Known
Language Read Write Speak
2. Have you earlier applied for any position in any of our factories/
Offices? Yes/No
7. Interests/Hobbies:
1. 2.
Declaration
I declare that the information given by me in this application is true and complete
to the best of any knowledge and belief. I am not aware of any circumstances
which might affect my fitness for employment. If any time, later, it is found that I
have not disclosed any material information or have given incorrect or false
information, the company will be liberty to terminate my appointment without any
notice or compensation.
F.INTERVIEW ASSESSMENT
Interview assessment Format is filled up by the interview panel immediately after
the interview and all the relevant papers are forwarded to the HRD Department at
the earliest. The Interview Assessment include the following form which considers
the following information:
Written Test/Remarks
4.JOINING FORMALITIES
All the new joinees are required to fill-up the relevant papers such as
Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and
all these records are maintained in their personal files.
Induction Training is organized for the new joinees. Induction is organized
internally by HRD Department depending on the number of joinees in a month.
Training needs o f the new joinees are identified as per the procedure.
On the joining detailed appointment letters are issued as per below mentioned
levels:-
1) APPOINTMENT LETTER Language for below Asst. Manager level
is given in the following format
Dated :
LETTER OF APPOINTMENT
Dear Mr.
EMOLUMENTS:
Basic Salary :
Rs.
Rs.
:
Rs.
p.m.
1. During the period of your employment, you shall not secure or try to secure any other
post and undertake any course of study or work on part time basis without the
pronouncement or the Management in writing. You will also not hold any office of
profit outside the company or engage yourself in any other trade or business either
part time, or full time, whether for profit or gain, or on honorary basis or otherwise,
engage in an insurance agency or commission agency etc. without the prior written
permission of the management.
2. Your hours of attendance shall be regulated to suit the duties entrusted to you from
time to time, subject to the statutory provisions.
3. You shall be governed by the rules and regulations of the company in force from time
to time, that may be applicable to you.
4. In the event of your confirmation in writing, in addition to the terms and conditions
mentioned in this letter, except para (1):
a) You will be liable to be retired on your reaching the age of 58 years or earlier if
found medically unfit. The organization shall have the right to have you medically
examined as and when considered necessary by a registered medical practitioner
or by the Company’s medical officer.
5. In case any misconduct is alleged against you, you are liable to be suspended
forthwith without any salary or allowance, pending such inquiry, if in an inquiry you
are exonerated of the charges, you will be entitled to full salary as if you were on
duty. In the event you are found guilty of the charges levelled, irrespective of the
punishment imposed, you shall not be entitled to any payment for the period of
suspension.
6. The above mentioned “terms and conditions of services” shall prevail so long as the
same are not either modified or they will also be subject to such other and further
rules and regulations which may be notified by us by putting a notice in writing on
the notice board put inside the premises.
8. This letter is being offered to you in duplicate. In case the terms and conditions
expressly enumerated above are acceptable to you, please sign the duplicate copy of
this letter in token of your having read, understood and accepted the terms and
conditions mentioned above.
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.
APPOINTMENT LETTER
4) Salary Details:
6) The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and
you will be expected not to do so without prior consent of the management
in writing.
Please sign the duplicate copy of this letter signifying your acceptance and return
it to us.
We welcome you to our organisation and wish you a successful career with us.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and
agree to abide by 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.
APPOINTMENT LETTER
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.
Your services are liable to be terminated without assigning any specific reason,
whatsoever by giving you one month’s basic salary or one month’s notice. Likewise you
would be free to leave the services of thew company by giving one month’s notice or
basic salary to the company.
The company normally does not permit employees to engage in any other business or
work, either directly on their own account or indirectly and you will be expected not to
do so without prior consent of the company in writing.
You will be governed by the rules and regulations of the company as applicable in force,
amended or altered from time to time during the course of your employment.
You will automatically retire from the services of the Company on attaining the age of 58
years. You may be retired earlier if found medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and return it to us.
We welcome you to our organisation and wish you a successful career with us.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and agree to
abide by all the rules and regulations of the company.
Joining report to be filled by the new join in format given below and experience
certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and Educational
Certificate etc. to be submitted to personnel Department.
BHEL
DATE:
HRDDEPARTMENT
NOIDA 110011
JOINING REPORT
NAME :
SIGNATURE:
DATE:
VI) DOCUMENTATION
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
Source of recruitment
F.FO RMATS
The Formats of the company includes the following:
♣ MANPOWER REQUIREMENT
♣ PERSONAL DATA FORM
♣ INTERVIEW ASSESSMENT FORM
♣ JOINING REPORT
These Formats, when filled up, are available in the individual personal files along with
other personal details of the individual, which are confedential in nature.
G.RECORDS
The company includes the following records
Certain schemes yield more fruitful results in certain conditions and with some specific
organisation. But the fact is that success does not follow automatically, the people who
implement the system that matters just as the authority without acceptance have no
meaning. Recruitment process without trust of employees and organisation has no value
however the objective may be ,so an attempt is made to study the attitude of those who
are participating in recruitment process before giving any suggesting and concluding
remarks. For this purpose research has taken opinion of 15 executives and 12
prepared and circulated may them is reproduced below indicating their responses to each
question.
An example of a Questionnaire circulated among
to productivity?
70% 20% 10%
3. Do you feel that manpower recruitment has been
5. What are the benefits you are deriving from the 60% 30% 10%
existing recruitment policy?
25% 65% 10%
a) Reduction on labor cost?
60% 30% 10%
b) Effective utilisation of human resources?
sources?
organisation? 10
3 5 %
5 5
10. Do you feel that performance % %
5 4
13. How are you controlling the 0 0
% %
shortage and excess of manpower?
A) By
worker b) By
90% Nil 10%
employing extra
Nil 90% 10%
hours
is mere chance. The executives did not respond to the lay off and retrenchment for
reduction in available human resources. Form the questionnaires it appears that the
managerial staff are only interested for filling of the vacancies of higher post from out of
the internal sources. This attitude will seize the professional approach of the organisation
and may not able to induct fresh brain. From the answers of most of the managers it is
observed that they want entry of new managers should be avoided and fresh recruitment
shall be limited up to only staff cadre and not above that. From the answers of most of the
executives it appears that cost benefit analysis is not properly followed by the
organization and job rotation also not followed properly in the organization which make
an employee all rounder in all respects. By which, in the absence of an employee the
Response
organisation? 10%
20 70
2. Do you feel work load in your % % 10%
department?
25 65 10%
3. Do you feel of your optimum % %
utilisation? 10%
25 65
4. Do you satisfied with your job? % %
by the company
CONCLUSION
opinion survey and data analysis it came to conclusion that BHEL is a growing Company.
It has a separate personnel department which is entrusted with the task of carrying out its
various roles efficiently. The business of BHEL is carried on in a very scientific manner.
In the saturation point of business it need not waste the time to diversify into the another
business. Management understands the business game very well. At the time of
difficulty it takes necessary action to solve the problem. Now the personnel department of
BHEL is in infancy stage. It always try to modernize the department. It strongly believes
in manpower position of the organization because it knows in the absence of ‘M’ for man
all ‘Ms’ like money, material, machines, methods and motivation are failure. It always
tries to develop the human resources. In the absence of right man, material, money,
machines all things will not be properly utilized. So it always recruits manpower in a
scientific manner.
RECRUITMENT PROCESS
Re Requisition No
su Process Requisition
m Manpower
e requisition Direct
D Requisition
et approval
ai
ls
Application Recruitment
Ap Short-List
plic
ant Call for
Dat Evaluation
a
Bla
nk
E
v
a
l
u
a
t
i
o
n
P
r
o
c
e
s
s
Offer
Rejecti Letter
on/Hol to
d select
ed
C
a
n
d
i
d
a
t
e
s
The Applicant Databank is A Central Repository of Applicant related information.
The Recruitment Process has different options- Direct and Through Requisition
After Approval of the Requisitions the Applicants are short listed from the Applicant Data
Blank based on the position, Experience, skill set, Qualification as required from the
Requisition.
The Short Listed Applicants are then called for an evaluation process that is based on pre-
After clearing the evaluation process an offer letter is given to the selected applicants.
If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes
recruitment policy in place, which can be executed effectively to get the best fits
for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization. Selection is
one area where the interference of external factors is minimal. Hence the HR
department can use its discretion in framing its selection policy and using various
selection tools for the best results. These case lets discuss the importance of having
They discuss the importance of a good recruitment and selection process that
starts with gathering complete information about the applicant from his application
form and ends with inducting the candidate into the organization.
NORMS OF BHEL RECRUITMENT
BHEL mainly recruits Engineer Trainees, Supervisor Trainees and Artisans, whenever
vacancies for these positions are sanctioned. Once vacancies are sanctioned, the
recruitment for these position is conducted according to the process which will be
described in detail in open advertisement issued. You may look out for such
advertisements in the “Employment News”, and also at this website, where it will also be
hosted when issued. However, some broad features are given below:
a)Engineer Trainees
b)Supervisors Trainees
Normally above two recruitments are centrally conducted for various units of BHEL and
under:
JOB SPECIFICATIONS
Indian University/Institute in the relevant discipline with minimum 60% marks in the
Full time regular Diploma in engineering in the relevant discipline with minimum
60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for
The selection process involves on All India based written test followed by interview.
The process by which the candidates, who apply, are shortlisted for inviting for
The recruitment for these positions is conducted by concerned unit only, whenever
and hosted on BHEL website. Window advertisement is, however, published in Local
Dailies.
JOB SPECIFICATION
Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National
Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC
candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC.
Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for
various categories in all the above positions is as per Presidential/ Govt. Directives on
reservations.
The selection process involves written test followed by interview. The process by which
the candidates, who apply, are shortlisted for inviting for written test and interview, is
conducted.
Any advertisements issued in this regard will also be hosted at the site.
About Company:
Bharat Heavy Electronics Limited BHEL is country’s premier engineering organization and
one of the NAVARATNA PSUs and caters to core sectors of Indian economy viz Power
Generation and Transmission, Industry, Transportation, Oil & Gas, Renewable Energy, having
14
Manufacturing Divisions, 08 Service Divisions, 15 Regional Offices, 04 Power Sector Regional
Centers and over 100 Project Sites spread all over the Country.
BHEL inv ites applications for the posts of Engineer Trainees and Supervisor Trainees
Note:The candidates are adv ised to retain a copy of acknowledgement slip for their future reference.
Fees:
Rs.100/-
http://www.bheletr.co.in/etrlive/jsp/index.jsp
Different sources can be used for the recruitment of various categories of employees
according to their classification. In the following table different level of job and the
Recruitment
1. Top Level Personnel General Manager is the top level personnel. a. Promotion
b. competitive
concerns
c. Re-employment
d. Advertisement
e. Educational
institution
f. Employment
Agencies
institutio
b.
Competitive
Con
cern
s
c.
Advertisemen
4.Lower level t
Personnel Supervisor ,Accountants,
Foreman d. Re-
employment
e.
Employment
Age
ncie
s
a .Promotion
b.
Advertisem
5.Office
Personnel Clerk, Steno, Typist, ent c.
Asssitant, Peon.
Casual
applications.
d. Public
a. Advertisement
. b. Casual applications
c Recommendation of
presnt employees
a. Labour Unions
relatives of
present
employees
d.
Recruitme
nt at
factory
gate.
Questionnaire
1. Candidate willingness to join the company
o Salary Package
o Working Environment
o Job Prospect
o Behavioral
o Situational
o Stress
o Advertisement
o Walk-ins
O Search firms
o Agree
o Disagree
o Written exam
o Written exam & Interview
o Written exam, G.D Interview
6. Job specification of the response of the employee
Yes
o Good
o Very goo
o Managerial
o Testing
o Recruiters themselves
o Job analysis
o Good
o Very good
o Exellent