Professional Documents
Culture Documents
Bhel
Bhel
Bhel
Training and development is one of the very important process in any organization, companies
are spending more and more into this segment, because through this they will get perfect
In this report I tried to give all the possible information about BHEL training and development,
how they related with each other? How they relate with the company, what are the possible
This report also includes some training programs which are held in BHEL of the development of
employees. By doing this project I am able to understand the satisfaction levels of employees
who are the part of the training. After studied this report I conclude some facts about the training
needs and make some suggestions¶ and recommendation for their training and development
program.
Objectives:
y
GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL in existing
businesses, new areas and international operations.
y
PROFITABILITY:
To provide a reasonable & adequate return on capital employed, primarily through
CUSTOMER FOCUS:
To build a high degree of customer confidence by providing increased value for his
customer services.
y
PEOPLEORIENTATION :
To enable each employee to achieve his potential, improve his capabilities, perceive his role &
responsibilities and participate & contribute positively to the growth and success of theCompany. To invest
IMAGE:
To fulfill the expectations which stakeholders like government as owner, employees and
the country at large have from BHEL.
Recommendations & Suggestions:
Based on the data collected through the questionnaire and interactions with theOfficers and
Workers of BHEL the following recommendations are made for consideration:
y
The organization may utilize both subjective and objective approach for the training
programmes.
y
The organization may consider deputing each employee to attend at least one training
programmes each year.
y
employees since it will help employees to attend their official work while undergoing the
training.
y
The organization can also arrange part time training programmes in the office premises for short
durations, spanning over a few days, in order to avoid any interruption in the routine work.
y
The organization can arrange the training programmes department wise in order to give
focused attention towards the departmental requirements.
Limitations:
The following are the limitations of the study:
y
The sample size was small and hence the results can have a degree of variation.
y
The objectives of the training programmes were broadly known to the respondents prior
to attending them.
y
The training programmes were adequately designed to cater to the developmental needs
of the respondents.
y
Some of the respondents suggested that the time period of the training programmes were
less and thus need to be increased.
y
Some of the respondents also suggested that use of latest training methods will enhance
the effectiveness of the training programmes.
y
Some respondents believe that the training sessions could be made more exciting if the
sessions had been more interactive and in line with the current practices in the market.
y
The training aids used were helpful in improving the overall effectiveness of the training
programmes.
y
The training programmes were able to improve on-the-job efficiency. Some respondents
also recommended that the number of training programmes be increased.
Bhel:
Executive Summary
The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how
far this process confirm to the purposes underlying the operational aspects of the industry. How far
the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.
Human resource is a most valuable asset in the Organization. Profitability of the Organization
depends on its utilization. If their utilization is done properly Organization will make profit otherwise it
will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not
run the business. So right man should be procured at right place in right time, otherwise their proper
utilization may not be done. To procure right man at right place in right time, some information
regarding job and job doer is highly essential. These information are obtained through Job Analysis,
Job Descriptions, Job Specifications. BHEL procure manpower in a very scientific manner . It gets
information by use of these important documents like Job Analysis, Job Descriptions and Job
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
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.
BHEL caters to core sectors of the Indian Economy viz., Power
Generation
and
Transmission,
Industry,
Transportation,
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
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-
plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the
Custom – made hydro sets of Francis ; Pelton and Kaplan types for different head-discharge
In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed
on the company as on date. The power plant equipment manufactured by BHEL is based 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
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
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 powe r plants , co - generation plants , DG
power plants , industrial steam turbines , heat exchangers and pressure vessels , centrifugal
precipitators , fabric filters , reactors , fluidized bed combustion boilers , chemical recovery boilers ,
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
BHEL involved in the development design , engineering , marketing , production , installation , and
maintenance and after - sales service of rolling stock and traction propulsion systems. In the area of
rolling stock , BHEL manufactures electric locomotives up to 5000 HP , diesel electric locomotives
from 350 HP to 3100 HP both for mainline and shunting duty application. BHEL is also producing
rolling stock for special application viz ., overhead equipment cars , special well wagons , Rail – cum
– road vehicle etc. Besides traction propulsion systems for in – house use , BHEL manufactures
traction propulsion systems for other rolling stock producers of electric locomotives , diesel - electric
locomotives , electrical multiple units and metro cars. The electric and diesel traction equipment on
Indian railways are largely powered by electrical propulsion systems produced by BHEL. BHEL also
undertakes retrofitting and overhauling of rolling stock. In the area of urban transportation systems ,
BHEL is geared up to turkey execution of electric trolley bus systems , light rail systems , etc. BHEL
is also diversifying in the area of port handling equipment and pipelines transportation systems.
TELECOMMUNICATION
BHEL also caters to telecommunication sector by way of small , medium
and large switching systems.
RENEWABLE ENERGY
Technologies that can be offered by BHEL for exploiting non - conventional and renewable
resources of energy include ; wind electric generators solar photovoltaic systems , stand - alone and
grid – interactive solar power plants , solar heating systems , solar lanterns and battery - powered
road vehicles. The company has taken up R & D efforts for development of multi - junction
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 ,
BHEL
is
the
single
largest
supplier
of
well heads , X – Mas tress and oil rigs to ONGC & OIL.
INTERNATIONAL OPERATIONS
BHEL is one of the largest exporters of engineering products and services from India , raking among
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 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
BHEL'S investment in R & D is amongst the largest in the corporate sector in India. Products
developed in - house during the last five years contributed over 7% to the revenues in 2004 - 05.
BHEL has introduced , in the recent past , several state - of – the – art products ; low - NOx oil / gas
burners , large capacity atmospheric fluidized bed combustion boilers , high - efficiency pelton hydro
turbines , petroleum deport automation systems , 36 KV gas - insulated sub – station , controlled
shunt reactors ( CSR ) and performance analysis , diagnostics and optimization ( PADO ) package
for power plants , etc. The company has also transferred a few technologies developed in - house to
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
Human Resource Development Institute ( HRDI ) , the corporate training institute of the company , in
Center at the units , is 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
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;
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.
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
By joining the " Global Compact " , BHEL would get a unique opportunity of networking with
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.
have been installed in KSEB , MSEB , and MPSEB & POWER GRID
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 ,
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 ,
The industries , which BHEL serves , include: steel , aluminum , fertilizer , refinery , petrochemicals ,
Transportation Sector
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
of the recruitment programme in the form of procedures. The company involves a commitment to
The recruitment policy in a company may embrace spell issue such as the extent of promotion from
within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group
In a company BHEL, there usually a staff unit attached with personnel or an industrial relations
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
IMPORTANCE
surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore,
strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry
needs a stable and energetic labours force that can boast of production by increased productivity. To
achieve these
objectives a good recruitment & selection process is essential. By which industry strikes right
number of persons and right kind of persons at the right time and at right places through and the
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
I have used structural interview schedule, questionnaire and opinion survey for collection of data
from primary source. Interview schedules were used for workers clerical , category and
questionnaires were used for supervisory and executive cadre and opinion survey was used to know
the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade
I have used the secondary source like diary, books, magazines and other relevant records for
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
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
1. Company related
2. Environment related
3. Supervision related
4. Growth related
5. Job related
The questionnaire are also ask the employees for the demographic details
regarding:
6. Age
7. Number of years of experience
8. Unit
9. Department
10. Grade
Questionnair
e consist of the following things:
•
Which focused on the employee awareness levels regarding benefits provided which & outside the
organization & assessing his overall satisfaction level. This prepared ground for further enquiry &
•
Which focused on specific policies & judged them from different
aspects making the questionnaire in–depth & specific.
•
Which consisted of open-ended question, inviting views &
suggestions from the respondents.
I
NTERVIEW
Interviews lead to a better insight to subjective & open questions almost
all interviewees responded.
SAMPLE UNIT
The sample unit consisted of all the departments of BHEL.
SAMPLE FRAME
Consisted of a comprehensive list of all the employees of BHEL.
SAMPLE SIZE
Sample size=20 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
Salary Package
o
Working Environment
o
Job Prospect
o
Behavioral
o
Situational
o
Stress
3.Best way to recruit people
o
Advertisement
o
Walk-ins
o
Search firms
4.Response given by the staff about their query
Agree/Disagree
5.How candidates are recruited in the company
o
Written exam
o
Good
o
Very good
o
Excellent
8.The primary source of information for recruiting people should be
o
Managerial
o
Testing
o
Recruiters themselves
o
Job analysis
9.Opinion about BHEL Company’s Application on Blank
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 Vacancies .Recruitment is an
intermediate activity whoseprimary function is to serve as a link between human resource planning
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
with precise staffing standards from the basis for determinig manpower requirement to attain the
organizational objective.
Anticipated needs refer to those movements in personnel which an organization can predict by
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
increases the morale of the employee. Every body in the organization know that they can be
promoted to a higher post, their morale will be boosted and their work efficiency will increase.
2. Better Selection
The people working in the enterprise are known by the management and for
selection higher post does not carry any risk as the employees are known.
3. Economical Internal
Internal sources is highly economical because no expenditure is involved in locating the source of
recruitment and no time is wasted in the long process of selection. More over, these employees do
not need extensive training because they already know about all the works of the enterprise.
4. Labor- turnover is Reduced
When the employees know that they can be promoted to higher posts, they do not leave the
enterprise. As a result of this policy labour turnover is reduced and the status of the company
increases.
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.
The use of external source of recruitment increases the number of candidates and widen the choice.
The managers judge the capabilities of the applicants and select the best ones for appointment.
3.Less Chances of Favouritism.
All the candidates, under this system of recruitment, are new for the managers
and this exclude the possibility of favouratism.
Demerits.
In spite of many merits, the system of recruitment from external sources is not
free from defects. Its chief demerits are:
1.Decrease in Morale of Existing Employees.
By adopting the system of external recruitment the chances of promotion of the present employees
come to an end. Since there is no hope of any promotion the morale of the employee decreases and
There are chances of wrong selection due to non-availability of information in case of external
recruitment. If the wrong selection will upset the working condition of the organization.
3.Costly Source.
The external source of recruitment involves expensive advertisement, long selection process and
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
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
OBJECTIVES OF RECRUITMENT
for any citizen.
•
To attract people with multidimensional skills and experiences that suit
the present and future organizational strategies.
•
To induct outsiders with a new perspective to lead the company.
•
To infuse fresh blood at all levels of the organization.
•
To develop an organizational culture that attracts competent people to the
company.
•
To search or head hunt/head pouch people whose skills fit the company’s
Values.
•
To devise methodologies for assessing psychological traits.
•
To seek out Non Conventional development grounds of talent.
•
To search for talent globally and not just within the company.
•
To design entry pay that competes on quality but not on quantum.
•
To anticipate & find people for positions that do not exist yet.
Generally begins when the personnel department receives requisitions for recruitment from any
department of the company the personnel requisitions contains detail about the positions to be filled.
number of persons to be recruited, required from the candidate, terms and conditions of employment
and at the time by which the persons should be available appointment etc.
•
Locating and developing the sources of required number and type of
employees.
•
Identifying the prospective employees with required characteristics.
•
Communicating the information about the organization, the job and the
terms and conditions of service.
•
Encouraging the identified candidates to apply for jobs in the
organization.
•
Evaluating the effectiveness of recruitment process.
organisation to enable the organization to meet its objective while also enabling the human
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
one has human resource in the organisation whom will the human resource managers manage or
Keeping this idea into mind this Projects is an attempt to study various options that are available
both theoretically as well as practically for an organisation to launch itself into the task of recruitment.
METHODS AND TECHNIQUES OF
RECRUITMENT
In a company recruitment sources indicates where human resources may be procured, the
recruitment methods and techniques deal with how these resources should be tapped. As soon as
the manpower manager has determined the personal qualities required on the part of an individual to
fill an vacant position and visualized the possible sources of candidates with these qualities, his next
step relates to making contact with such candidates. There are commonly three methods of
1.DIRECT METHOD
2. INDIRECT METHOD
Company procedure:
E.PROCEDURE STEPS
1.MAN POWER RECRUITMENT
•
As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group
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
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,
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
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
Consultant are given the requirement specifying qualifications, experience and all other necessary
details. In consultant we considers the employment agencies, educational and technical institute,
casual, labor and mail applicants, trade unions and other sources. Our company have developed
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
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
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
company the quality and quantity of such candidates depend on the image of the company in
community. Prompt response to these applicants proves very useful for the company. The company
find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a
careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates
themselves come to the gate of the company. It also provides measures for a good public relations
and accordingly , the candidates visiting the company must be received cordially.
Trade unions are playing an increasingly important role in labour supply.
In several trades, they supply skilled labour in sufficient numbers. They also determine the order in
which employees are to be recruited in the organization. In industries where they do not take active
part in recruitment, they make it a point the employees laid off are given preference in recruitment.
ADVERTISEMENT
•
All recruitment advertisements are placed centrally by the HRD
Department.
•
The advertisement is drafted by HRD Department in consultation with
the concerned Department.
•
All related documents of Advertisements released are maintained in the
"Advertisement" file.
In addition to the above sources, several organizations develop sources through voluntary
organizations such as clubs, attracts employees of competitors looking for a change or good
prospectus for employment, utilize women, older workers and physically handicapped for specific
positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.
3.SELECTION
A .SCREENING/SHORTLISING
Resumes received from consultants and/or from the advertisements released in
department.
B.INTERVIEW CALL
The shortlisted candidates are contacted for interview through an interview
call letter/telephone call/e-mai l or through the consultants.
C.INTERVIEW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and
a copy is kept for HRD Department records. The Interview Schedule include the following
requirement.
INTERVIEW SCHEDULE
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based
on Personal Data Format given below filled up by the candidate with
the help of technical person along with the Dept.
Date:
Venue:
Position:
E.CONDUCTING INTERVIEWS
Interviews are conducted by an panel, which includes a staff member from the
concerned department and may include an had representative.
F.INTERVIEW ASSESSMENT
Interview assessment Format is filled up by the interview panel immediately after the interview and
all the relevant papers are forwarded to the HRD Department at the earliest. The Interview
Assessment include the following form which considers the following information:
G.SALARY FIXATION
"Staff comparison statement" and " salary proposal" formats are used for this
purpose.
H.OFFER AND APPOINTMENT LETTER
A candidate selected for appointment is issued an offer letter mentioning the
expected date of joining.
•
Extension of time to join duties is granted to the candidate purely at
Management discretion.
•
A Detailed Appointment letter is issued after the individuals joins and fills the
joining report.
•
The offer and appointment letters are signed to all new joiners.
4.JOINING FORMALITIES
All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance
and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their
personal files.
Induction Training is organized for the new joinees. Induction is organized internally by HRD
Department depending on the number of joinees in a month. Training needs o f the new joinees are
identified as per the procedure.
On the joining detailed appointment letters are issued as per below mentioned
levels:-
1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format
‘BELOW ASSTT. MANAGER LEVEL’
___________________
Dated :___________________
___________________
___________________
LETTER OF APPOINTMENT
Dear Mr.__________________________
With reference to the offer letter no.______________________dated__________ we are
pleased to appoint you as____________________ on the following terms and
conditions:
Ordinarily your period of probation will be Six months which could be further extended
for a period not exceeding three months and during probationary period/extended
probationary period your services are liable to be terminated without any notice or
5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any
salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will
be entitled to full salary as if you were on duty. In the event you are found guilty of the charges
levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the
period of suspension.
6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not
either modified or they will also be subject to such other and further rules and regulations which may
be notified by us by putting a notice in writing on the notice board put inside the premises.
7. Your
date
of
joining
the
services
in
the
organization
is
_________________________________
8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated
above are acceptable to you, please sign the duplicate copy of this letter in token of your having
read, understood and accepted the terms and conditions mentioned above.
9. Please note that the court of jurisdiction shall be at New Delhi.
We welcome you to our organization and wish you a successful career with us.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.
NAME
SIGNATURE
DATE