A

PROJECT REPORT
ON
“RECRUITMENT AND SELECTION PROCESS
OF
WARDHA POWER COMPANY LIMITED’’
Submitting Partial Fulfilment for the requirement for the degree of
Master of Business Administration. (MBA)
To
Rashtrasant Tukdoji Maharaj Nagpur University
Nagpur.
SUBMITTED BY :-
Mrs. Prachi Alleware

Under the Guidance of

Mr. HARSHIT BURSE

Ranibai Agnihotri Institute of Computer and Information

Technology Wardha, 442001
i|Page
 CERTIFICATE

This is to certify that the project report entitled “WORKING

CAPITAL OF HPCL OF NAGPUR ” Submitted by Mrs. Pravin
N. Watgule a partial fulfilment for the requirement Master of
Business Administration Examination of the Rashtrasant Tukdoji
Maharaj Nagpur University Nagpur for the academic session
2018-2019 is an original project carried out under the supervision
and guidance of Mrs.Harshit Bhurse and has undergone the
requisite duration as prescribe the Rashtrasant Tukdoji Maharaj
Nagpur University, Nagpur for the project work

PROJECT GUIDE

DIRECTOR

Mrs. Harshit Bhurse

Date :

Place :

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 DECLARATION

I hereby declare that the project work entitled “ Working

Capital Of HPCL At Nagpur ” Submitted to the RTM Nagpur

University, Nagpur , Is a record of an original work done by

me under the guidance Prof. Harshit Bhurse , Ranibai

Agrihotri Institute of Computer Science and Information

Technology, wardha. This Project work is submitted to the

RTM Nagpur University, Nagpur in the Partial fulfillment of

requirement of the degree of Master of Business

Administration. The results embodied in this project have not

been submitted by me to any other University or institute for

the award of any degree.

Date : Mrs. Pravin N. Watgule

Place :Wardha

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 ACKNOWLEDGEMENT

I would like to express my heart full thanks to my supervisor

Mrs. Harshit Bhurse for his guidance throughout my project

work.

I am very thankful to the entire team of HPCL company

their coopetition and specially my thanks to Mr. Amol sir without

whose coopetition this project world not have been possible

I express my gratitude to Prof. Amol Mashankar sir Head

Department of management studies at Ranibai Agrihotri Institute

of Computer Science and I T, wardha for providing me

opportunity to pursue MBA program.

I am also express sincere thanks to all the faculty members

who have directly or indirectly helped me in preparation of this

project report.

I thank this opportunity to take all those who have been of

help to me in the completion of this project. Finally I thank to my

friends for their continuous support and help in the completion of

my project

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 Mr. Pravin N Watgule

INDEX
SR. NO. PARTICULARS PAGE NO.

1 INTRODUCTION OF TOPIC

2 COMPANY PROFILE

3 OBJECTIVES

4 SCOPE OF THE STUDY

5 HYPOTHESIS

6 RESEARCH METHODOLOGY

7 DATA INTERPRETATION

8 LIMITATIONS

9 FINDING

10 CONCLUSION

11 RECOMMENDATIONS

12 SUGGESTION

13 BIBLIOGRAPHY

14 ANNEXURE

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INTRODUCTION

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 INTRODUCTION
RECRUITMENT

According to Fippo-
“It is process of searching for prospective employees &stimulating &
encouraging them to apply for job in an organization.” It is the activity
which links the employer and job seekers.

According to Yoder-
Recruitment is the process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate number to facilitate
effective selection of an efficient working force.”
It is often termed positive in that it stimulates people to apply for jobs to
increase hiring ratio i.e. the no. of applications for a job.
The process of generating a pool of qualified candidates for a particular
job is the first step in the hiring process.
The aim of recruitment is to attract qualified job candidates; the word
qualified is stressed because attracting applicants who are unqualified for
the job is a costly waste of time. Unqualified applicants need to be
processed and perhaps tested or interviewed before it can be determined
that they are not qualified, to avoid these costs the recruiting efforts
should be targeted solely applicants who have the basic qualification for

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the job.

Recruitment forms the first stage in the process which continues with
selection & ceases with placement of the candidates. Recruitment
&selection are critical elements of effective human managements.
With the human resource management paradigm they are not simply
mechanism for filling vacancies. Recruitment & Selection is a function of
major importance to the success of an enterprise.
Placing the individual by:
1. Merit basis.
2. Considering the persons interest, backgrounds & physical
capacities.
3. Examining the job available.
4. Matching the available job recruitments with individual capacities.

 “The art of choosing men is not nearly as difficult as the art of enabling
those one has chosen to attain their full worth”.

Recruitment is the process by which organizations locate and attract

individuals to fill job vacancies. Most organizations have a continuing
need to recruit new employees to replace those who leave or are
promoted in order to acquire new skills and promote organizational
growth.

Recruitment follows HR planning and goes hand in hand with selection

process by which organizations evaluate the suitability of candidates.

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With successful recruiting to create a sizeable pool of candidates, even
the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives

authorization to fill it. The next step is careful examination of the job and
enumeration of skills, abilities and experience needed to perform the job
successfully. Other steps follow:

 Creating an applicant pool using internal or external methods

 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer

Thus, we can say that:

 Recruitment is the activity that links employer and job seekers.

 It is the process of finding and attracting capable applicants for
employment. It begins when their applications are submitted. The
result is the pool of application from which new employees are
selected.
 It is the process to discover the sources of manpower to meet the
requirements of staffing schedule.
 Recruitment of candidates is the function preceding the selection,
which helps to create a pool of prospective employees for the
organization so that the management can select the right candidate

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 for the right job from this pool. The main objective of recruit
process is to expedite the selection process.

ACTIVITY FLOW

The organization philosophy should be kept in mind while formulating

the recruitment procedure.

The HR department would set the recruitment norms for the organization.
However, the onus of effective implementation and compliance with the
process rests with the heads of the respective functions and departments
who are involved in the recruitment and selection process.

The process is aimed at defining the series of activities that needs to be

performed by different persons involved in the process of recruitment, the
checks and control measures to be adopted and information that has to be
captured.

Recruitment and Selection is conducted by:

 HR & Branch Manager

 Functional Head 

Factors affecting Recruitment:

 All organization whether large or small, does engage in recruiting
x|Page
 activity this depends upon:
 1. Size of the organization.
 2. The employment condition in the organization, the efforts of the
past recruitment efforts which show the organizations ability to
locate good performing people.
 3. Working conditions & salary benefit packages offered by the
organization which may influence & necessitate future
a) Recruiting
b) The rate of growth of organization
c) The level of seasonal operations & future expansion
&production programs.
d) Cultural, economic & legal factor etc.
Sources of Recruitment:
There are a great number of recruitment sources available the most
prominent of these sources are:
 Current Employees: Many companies have a policy of informing
current employees about job openings before trying to recruit them
from other sources, internal job postings give current employees
the opportunity to move into the forms more desirable jobs
however; an internal promotion automatically creates another job
opening that has to be filled.
 Referrals from current employees: Studies have shown that the
employees were hiring through referrals from current employees
tend to stay with the organization longer & display greater loyalty
&job satisfaction than employees tend to refer people who are
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 demographically similar to themselves which can create equal
employment opportunity problems.
 Former Employees: A firm may decide to recruit employees who
previously worked for the organization these are the people who
are laid off or who work seasonally because the employer already
has experience with these people, they tend to be safe hires.
 Print Advertisement: Advertisements can be used both for local
recruitment efforts (newspaper) & for targeted regional, national or
international searches for instance; clinical psychologists often find
jobs through listing in American psychological association’s
monthly newspaper.
 Internet Advertising: Employers are increasingly turning to the
web as recruitment to because on line ads are relatively cheap, are
more Employment.
 Agencies: Many organizations use external contractors to recruit &
screen applicants for position. Typically, the employment agencies
are paid free based on the salary offered to the new employees.
Agencies can be particularly effective when the firm is looking for
an employee with a specialized skill. Another advantage of
employment agencies is that they often seek out candidates who
are presently employed & not looking for a new job, which
indicates that their current employer is satisfied with their
performance.

Recruitment in India
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Recruitment in India is made through different channels. Recruitment
procedure is quite systematic & not wholly scientific.

Channels of Recruitment:

Recruitment through intermediaries

Recruitment through contractors
Direct Recruitment
Recruitment through employment exchange
Other Methods
Through Trade Union
Through Labour Office
Through referee
Recruitment through the web

This kind of recruitment is called e-recruitment; the company sends the

newsletter to the candidates, regular job updates to target the right
candidate. The company selects the candidate from the data base
available this helps the company to directly contact the candidate. Once a
firm has prepared a job description & person specification. It will be time
to advertise the vacancy. They can do this internally or externally.
Internal Recruitment:
Internal recruitment involves findings someone already employed by the
Organization to fill the vacancy.

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Advantages of Internal Recruitment:
1. Applicants will already know the company & its methods of
working & are therefore likely to settle into the job a great deal
easier than external candidates.
2. The cost of recruitment is reduced, there will be no need for
external
Advertisements & all administrative cost & time involved in
dealing with applications.
3. Internal Recruitment & promotions will increase motivation of
work force.
4. RECRUITMENT PROCEDURE
RECRUITMENT PROCESS
When there is any vacancy in any department or is going to arise the
concerned department informs the HR Department. If an internal transfer
or selection can be done then the application is asked from employees
who are interested in career shifts can be selected to
the vacant place. The vacancies are internally advertised on the notice
board.

Internal Sources:
Internal sources consist of employee referrals which enable quick
availability of CVs to the HR department earning better posts through
referrals benefits the employees & getting quickly eligible candidates &
high moral of the employees benefit the company. But these internal
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references are limited to filling up vacancies at the lower level.

The following guidelines are issued to streamline the internal recruitment

procedure.
An employee must have at least worked for 5 years in the position where
he is working to become eligible for internal Recruitment.
Employees in the contractual obligation should also be permitted to apply
against internal advertisement but it depends on his qualification &
efficiency work.
External Sources:

External Recruitment is conducted when there is no internal force to fill

up the vacancy & the company is looking out for new candidates. The
external sources are used for recruiting permanent employees or who are
higher up impositions.

External Sources Used are:

Placement Agencies or consultants: - The vacancy is communicated to

the placement agency along with the job description & other
specification. The CVs are sent in to the company where the HR Manager
& the concerned department head specify according to their recruitment.
Advertising: - Advertisements are given by- newspaper likes The Times
of India, Indian Express etc about the vacancy along with minimum
qualification requirement. Advertisement is used when qualified or
experienced personnel are not available from other sources.
Central Employment Exchange:-The HR Manager contacts the
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employment exchanges & gets the suitable candidate for the required job.

SELECTION PROCEDURE
The various steps in the selection of the desirable person in the
employment procedure starts only after the applications from the
prospective employees are receive by the concern .These applications are
scrutinized considering the standard set out by the organization,. The
application are screened outat each step and those who are found borne
job
are selected finally .The following are the necessary steps generally
involved in the selection process;-
1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5) Reference check
6) Medical examination
7) Final selection

STEPS IN SELECTION PROCEDURE:-

1. Preliminary interview:
It is the first step after receipt& scrutiny of the applications forms
in the Selection process. The purpose of this type of interview is to
eliminate the unqualified or unsuitable candidates .It should be
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 quite brief just to have an idea of general
education,experience, training, appurtenance, personality etc. of
the candidate & to obtain his salary requirements.
2. Application Blank:
A blank application or application blank is the next important
weeding out device in the selection procedure. The successful
candidates in preliminary interview supplied with the application
blank to get a written record of the following information. Identify
information such as family background date & place of birth, age,
sex, height, citizenship, marital status etc. Information recording
education: It include information about his academic career
,subject taken at various levels ,school certificate & degree level,
grade, division or place awarded in school & college, technical
qualification etc. Expected salary, allowance & other fringe
benefits.

Employment test
Psychological& other test are becoming increasingly popular even
in India as a part of the selection process. However their utility is
controversial .The personnel department can guide & help in the
selection of type of tests appropriate for a particular position.

3. Employment Interview:
Perhaps this is the most complex & difficult part of the selection
process. The purpose of interview is to determine the suitability of
xvii | P a g e
 the applicant for the applicant for the job & job for the applicant.
Interview must be conducted in a friendly atmosphere & the
candidate must be asked the Basis of job specification. Unwanted
questions should be avoided

4. Reference Check:
Employers generally provide a column in the application blank for
Reference. If the applicant crosses all the above hurdles an
investigation May be made on the reference supplied by the
applicants regarding his Past employment, education, character,
personal reputation etc. Reference maybe called upon on
telephones or may be contracted through mail or personal visit.
Additional information can also be recorded by asking the
questions from references.
Medical Examination:
In almost all the companies even in India medical examination is a
part of the selection process for all suitable applicants. It is
conducted of the final decision has been made to select the
candidate. This is very important because a person of poor health
may generally be absent from work & the training given to him
may go waste. A person suffering from any disease nay spread it
amongst others & all this effects the working of the concern.

5. Final Selection:
If a candidate successfully overcomes all the obstacles or tests
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 given above he would be declared selected. An appointment letter
will be given to him mentioning the terms of appointment, pay
scales, and post on which Selected, when he joins the organization
etc. It is the primary duty of the HR manager to introduce him to
the company & his job.

In the selection of the candidate whatever may be the procedure the

personnel department plays an important role. It should be kept in the
mind
that the decision to recruit the personnel is not taken by the personnel
Department. It however assists the top executives in selecting the
candidate
by devising the application from preparing the job description & setting
the
job specification.

xix | P a g e
COMPANY PROFILE

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xxi | P a g e
Sai Wardha Power Plant is a coal-based thermal power plant located
near Warora city in Chandrapur district in the Indian state
of Maharashtra. The power plant is operated by the KSK Energy
Ventures.
The coal for the plant is sourced from Western Coalfields Limited
(WCL). The Engineering, procurement and construction contract (EPCC)
is given to Sichuan Electric Design Company

The power plant is one of the coal based power plants of MAHAGENCO.
The coal for the power plant is sourced from Durgapur and Padmapur
Collieries of Western Coalfields Limited.[1] The plant was officially
inaugurated by the then Prime Minister Indira Gandhi on 8 October 1984.
With the total capacity of 3340MW,  the plant is the largest power plant
in the Maharashtra. It accounts for more than 25% of Maharashtra's total
needs. The plant gets water supply from Erai Dam when in normal
conditions. In the summer of 2010 due to less water in Erai, the plant also
got water supply from Chargaon Dam.

A power station, also referred to as a power plant and

sometimes generating station or generating plant, is an industrial facility
for the generation of electric power. Power stations are generally
connected to an electrical grid.
Many power stations contain one or more generators, a rotating machine
that converts mechanical power into three-phase electric power. The
relative motion between a magnetic field and a conductor creates
an electric current.
The energy source harnessed to turn the generator varies widely. Most
power stations in the world burn fossil fuels such as coal, oil, and natural
gas to generate electricity. Clean energy sources include nuclear power,
and an increasing use of renewables such
as solar, wind, wave, geothermal, and hydroelectric.

xxii | P a g e
History

In the early 1871s Belgian inventor Zénobe Gramme invented a generator

powerful enough to produce power on a commercial scale for industry.[1]
In 1878, a hydroelectric power station was designed and built by William,
Lord Armstrong at Cragside, England. It used water from lakes on his
estate to power Siemens dynamos. The electricity supplied power to
lights, heating, produced hot water, ran an elevator as well as labor-
saving devices and farm buildings.[2]
In the autumn of 1881, a central station providing public power was built
in Godalming, England. It was proposed after the town failed to reach an
agreement on the rate charged by the gas company, so the town council
decided to use electricity. It used hydroelectric power for street lighting
and household lighting. The system was not a commercial success and
the town reverted to gas.[3]
In 1882 the world's first coal-fired public power station, the Edison
Electric Light Station, was built in London, a project of Thomas
Edison organized by Edward Johnson. A Babcock & Wilcox boiler
powered a 93 kW (125 horsepower) steam engine that drove a 27 tonnes
(27 long tons) generator. This supplied electricity to premises in the area
that could be reached through the culverts of the viaduct without digging
up the road, which was the monopoly of the gas companies. The
customers included the City Temple and the Old Bailey. Another
important customer was the Telegraph Office of the General Post Office,
but this could not be reached through the culverts. Johnson arranged for
the supply cable to be run overhead, via Holborn Tavern and Newgate.[4]
In September 1882 in New York, the Pearl Street Station was established
by Edison to provide electric lighting in the lower Manhattan Island area.
The station ran until destroyed by fire in 1890. The station used
reciprocating steam engines to turn direct-current generators. Because of
the DC distribution, the service area was small, limited by voltage drop in
the feeders. In 1886 George Westinghouse began building an alternating
current system that used a transformer to step up voltage for long-
distance transmission and then stepped it back down for indoor lighting, a
more efficient and less expensive system which is similar to modern
systems. The war of the currents eventually resolved in favor of AC
xxiii | P a g e
distribution and utilization, although some DC systems persisted to the
end of the 20th century. DC systems with a service radius of a mile
(kilometer) or so were necessarily smaller, less efficient of fuel
consumption, and more labor-intensive to operate than much larger
central AC generating stations.

AC systems used a wide range of frequencies depending on the type of

load; lighting load using higher frequencies, and traction systems and
heavy motor load systems preferring lower frequencies. The economics
of central station generation improved greatly when unified light and
power systems, operating at a common frequency, were developed. The
same generating plant that fed large industrial loads during the day, could
feed commuter railway systems during rush hour and then serve lighting
load in the evening, thus improving the system load factor and reducing
the cost of electrical energy overall. Many exceptions existed, generating
stations were dedicated to power or light by the choice of frequency, and
rotating frequency changers and rotating converters were particularly
common to feed electric railway systems from the general lighting and
power network.
Throughout the first few decades of the 20th century central stations
became larger, using higher steam pressures to provide greater efficiency,
and relying on interconnections of multiple generating stations to
improve reliability and cost. High-voltage AC transmission
allowed hydroelectric power to be conveniently moved from distant
waterfalls to city markets. The advent of the steam turbine in central
station service, around 1906, allowed great expansion of generating
capacity. Generators were no longer limited by the power transmission of
belts or the relatively slow speed of reciprocating engines, and could
grow to enormous sizes. For example, Sebastian Ziani de
Ferranti planned what would have been the largest reciprocating steam
engine ever built for a proposed new central station, but scrapped the
plans when turbines became available in the necessary size. Building
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power systems out of central stations required combinations of
engineering skill and financial acumen in equal measure. Pioneers of
central station generation include George Westinghouse and Samuel
Insull in the United States, Ferranti and Charles Hesterman Merz in UK,
and many others.

In thermal power stations, mechanical power is produced by a heat

engine that transforms thermal energy, often from combustion of a fuel,
into rotational energy. Most thermal power stations produce steam, so
they are sometimes called steam power stations. Not all thermal energy
can be transformed into mechanical power, according to the second law
of thermodynamics; therefore, there is always heat lost to the
environment. If this loss is employed as useful heat, for industrial
processes or district heating, the power plant is referred to as
a cogeneration power plant or CHP (combined heat-and-power) plant. In
countries where district heating is common, there are dedicated heat
plants called heat-only boiler stations. An important class of power
stations in the Middle East uses by-product heat for the desalination of
water.
The efficiency of a thermal power cycle is limited by the maximum
working fluid temperature produced. The efficiency is not directly a
function of the fuel used. For the same steam conditions, coal-, nuclear-
and gas power plants all have the same theoretical efficiency. Overall, if a
system is on constantly (base load) it will be more efficient than one that
is used intermittently (peak load). Steam turbines generally operate at
higher efficiency when operated at full capacity.
Besides use of reject heat for process or district heating, one way to
improve overall efficiency of a power plant is to combine two different
thermodynamic cycles in a combined cycle plant. Most
commonly, exhaust gases from a gas turbine are used to generate steam
for a boiler and a steam turbine. The combination of a "top" cycle and a
"bottom" cycle produces higher overall efficiency than either cycle can
attain alone.

xxv | P a g e
In thermal power stations, mechanical power is produced by a heat
engine that transforms thermal energy, often from combustion of a fuel,
into rotational energy. Most thermal power stations produce steam, so
they are sometimes called steam power stations. Not all thermal energy
can be transformed into mechanical power, according to the second law
of thermodynamics; therefore, there is always heat lost to the
environment. If this loss is employed as useful heat, for industrial
processes or district heating, the power plant is referred to as
a cogeneration power plant or CHP (combined heat-and-power) plant. In
countries where district heating is common, there are dedicated heat
plants called heat-only boiler stations. An important class of power
stations in the Middle East uses by-product heat for the desalination of
water.
The efficiency of a thermal power cycle is limited by the maximum
working fluid temperature produced. The efficiency is not directly a
function of the fuel used. For the same steam conditions, coal-, nuclear-
and gas power plants all have the same theoretical efficiency. Overall, if a
system is on constantly (base load) it will be more efficient than one that
is used intermittently (peak load). Steam turbines generally operate at
higher efficiency when operated at full capacity.
Besides use of reject heat for process or district heating, one way to
improve overall efficiency of a power plant is to combine two different
thermodynamic cycles in a combined cycle plant. Most
commonly, exhaust gases from a gas turbine are used to generate steam
for a boiler and a steam turbine. The combination of a "top" cycle and a
"bottom" cycle produces higher overall efficiency than either cycle can
attain alone.

xxvi | P a g e
Once-through cooling systems[edit]
Electric companies often prefer to use cooling water from the ocean, a
lake, or a river, or a cooling pond, instead of a cooling tower. This single
pass or once-through cooling system can save the cost of a cooling tower
and may have lower energy costs for pumping cooling water through the
plant's heat exchangers. However, the waste heat can cause thermal
pollution as the water is discharged. Power plants using natural bodies of
water for cooling are designed with mechanisms such as fish screens, to
limit intake of organisms into the cooling machinery. These screens are
only partially effective and as a result billions of fish and other aquatic
organisms are killed by power plants each year.[10][11] For example, the
cooling system at the Indian Point Energy Center in New York kills over
a billion fish eggs and larvae annually.[12]
A further environmental impact is that aquatic organisms which adapt to
the warmer discharge water may be injured if the plant shuts down in
cold weather.
Water consumption by power stations is a developing issue.[13]
In recent years, recycled wastewater, or grey water, has been used in
cooling towers. The Calpine Riverside and the Calpine Fox power
stations in Wisconsin as well as the Calpine Mankato power station
in Minnesota are among these facilities.
xxvii | P a g e
Power from renewable energy[edit]
Power stations can generate electrical energy from renewable
energy sources.
Hydroelectric power station[edit]
Main article: Hydroelectricity

Three Gorges Dam, Hubei, China

In a hydroelectric power station water flows through turbines
using hydropower to generate hydroelectricity. Power is captured from
the gravitational force of water falling through penstocks to water
turbines connected to generators. The amount of power available is a
combination of height and flow. A wide range of Dams may be built to
raise the water level, and create a lake for storing water. Hydropower is
produced in 150 countries, with the Asia-Pacific region generating 32
percent of global hydropower in 2010. China is the largest
hydroelectricity producer, with 721 terawatt-hours of production in 2010,
representing around 17 percent of domestic electricity use.
Solar[edit]
Main article: Solar power

Nellis Solar Power Plant in Nevada, United States

xxviii | P a g e
Solar energy can be turned into electricity either directly in solar cells, or
in a concentrating solar power plant by focusing the light to run a heat
engine. [14]
A solar photovoltaic power plant converts sunlight into direct current
electricity using the photoelectric effect. Inverters change the direct
current into alternating current for connection to the electrical grid. This
type of plant does not use rotating machines for energy conversion. [15]
Solar thermal power plants use either parabolic troughs or heliostats to
direct sunlight onto a pipe containing a heat transfer fluid, such as oil.
The heated oil is then used to boil water into steam, which turns a turbine
that drives an electrical generator. The central tower type of solar thermal
power plant uses hundreds or thousands of mirrors, depending on size, to
direct sunlight onto a receiver on top of a tower. The heat is used to
produce steam to turn turbines that drive electrical generators.
Wind[edit]
Main article: Wind power

Wind turbines in Texas, United States

Wind turbines can be used to generate electricity in areas with strong,
steady winds, sometimes offshore. Many different designs have been
used in the past, but almost all modern turbines being produced today use
a three-bladed, upwind design.[16] Grid-connected wind turbines now
being built are much larger than the units installed during the 1970s. They
thus produce power more cheaply and reliably than earlier
models. [17] With larger turbines (on the order of one megawatt), the
blades move more slowly than older, smaller, units, which makes them
less visually distracting and safer for birds. [18]

xxix | P a g e
 ORGANISATIONL STRUCTURE

HEAD OFFICE

REGIONAL OFFICE LEARNING OFFICE

DIVISIONAL OFFICE

BRANCH OFFICE MICRO OFFICE

xxx | P a g e
Providing cost effective, reliable & value added O&M services in Power
and allied Businesses

GMR Tenaga Operations and Maintenance Pvt Ltd. (GTOM) is a Joint

venture company registered in India on 9th April 2018, with 50:50
partnerships of GMR Energy Limited (GEL) and TNB Repair and
Maintenance Sdn. Bhd. (TNB REMACO) based in New Delhi, India

GTOM envisions to be a Trusted Asset Management Partner

Globally with a mission "To delight customer by providing Cost
Effective Reliable, Value added O&M Services in Power and allied
Businesses"

Through this partnership, GTOM brings together experience and

expertise of TNB REMACO a world class power developer and operator
in Indian market.

GMR Energy is a part of the GMR Group, which is one of the largest
diversified Infrastructure Conglomerates in India. With an operating
capacity of over 4400 MW, it has a balanced fuel mix of coal, gas, hydro
as well as renewable sources of wind and solar energy. Apart from this,
plants of over 2300 MW generation capacity are under various stages of
development in India and Nepal. GMR Group has been a major player in
the Indian power sector for over two decades.

TNB REMACO is a premier specialist in power plant repair and

maintenance services, with a proven track record of more than 30 years. It
is a subsidiary of TENAGA NASIONAL BERHAD, the largest power
utility player in Malaysia having an integrated presence across value
chain of power generation, transmission & distribution with total installed
capacity of ~12,000 MW and ~ 52% market share of Malaysian grid’s
generation capacity

As owners and operators of power plants ourselves, we have deep

understanding of asset management of all sizes of power plants-
supercritical and subcritical –IPPs and CPPs

xxxi | P a g e
Our strengths lie in providing Asset Management Solutions for Power
and allied businesses through collaborative Experience, Expertise and
Excellence of both the Strategic Partners. Our Core competencies include
Consultancy, Spare Parts Management, Testing and Diagnostics,
Digitalization, Projects and Workshop Services of Thermal (Coal and
Gas), Renewable and Hydro Power Plants in a safe, reliable and efficient
manner focusing on customer satisfaction through innovation and
excellence.

GTOM shall emerge as a one stop Asset Management Solution provider

endeavoring high quality, safe, reliable and efficient services in a holistic
and sustainable manner through the use of effective management and
quality principles

SERVICES OFFERED

The Environmental friendly 220 MW Gas based power plant located in

Kakinada, Andhra Pradesh is India’s first and the world’s largest
combined cycle power plant on a single barge. Built on US technology
for aero-derivative gas turbines from General Electric (GE), the plant has
been operational since November 2001 and redeployed at Kakinada since
April 2010. The company is exploring various commercial options for
this plant.

 Proud winner of the 5 S Excellence Award in the year 2006

 Baggest the National Water Management System in the year 2007
for excellent water efficient unit
 ISO 9001, ISO 14001 and OHSAS 18001 certifications from Det
Norske Veritas (DNV)

xxxii | P a g e
Capacity
It is a 540 MW (4×135 MW) project.

Unit No. Generating Capacity Commissioned on Status

1 135 MW 2010 June Running

2 135 MW 2010 October Running

3 135 MW 2011 January Running

4 135 MW 2011 April Running

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 OBJECTIVES OF THE STUDY
 The objective of the study is to analyze and evaluate selection
process for wardha power company

 To know the perception of employees regarding recruitment

and selection process.

 The main objective is to select right candidates to the right

jobs to reduce the cost of the employment and losses occurred
due to error made by the employees which are not appropriate
to the corresponding job.

 The objective of this study is to find out the most efficient

employee for the organization i.e. wardha power company

 To suggest ways to improve Recruitment and Selection in

wardha power company

 To know whether employees are working according to their

predetermined duties and responsibilities or not.

 To Study the implication of HR Manager in finding out what

are various ways and means to improve working capacity of
the employees that have been adopted by the Company.
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Recruitment & Selection in wardha power company

Steps involved in Recruitment in wardha power company

Step 1:
Whenever there is a vacancy in the company first it will be
known by the project manager. The project manager inform
about the vacancy to the general manager.

Step 2:
Once the general manager comes to know about the vacancy
in the company he will inform it to the chairmen to get the
approval for the recruitment.

Step 3:
After getting the approval the process will be carried by the
HR manager. Moreover the recruitment of the company
internally, that is the existing employee will be given priority
first.

Sources of Recruitment

RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES

RETIRED CONSULTANT
EMPLOYEES S
INTERNET
PRESENT
EMPLOYEES JOB CENTERS
xxxv | P a g e
 NEWS PAPERS
Internal Sources:

I. Present permanent employees:

The company considers the candidates from their sources for
telecom industry because of
a. Availability of most suitable candidates.
b. The policy of organization to motivate the present
employees.

II. Retired Employees:

Generally the organization takes the candidates for the
employment from the retired employees due to obligation.
Sometimes the company re-employs the retired employee’s as a
token of their loyalty to the organization.

External Sources:
III. Job Centers:
IV. This is the network covering most cities acting as agent for
potential employers. They are private employee exchange; job
centers help the candidates in knowing more about the country
across the country.
V.
VI. Outplacement Consultants:
VII. There are the consultants just like the employment exchange. In
this job consultants can register their name and when there is a
xxxvi | P a g e
 sent for interview actively seeking to place and may provide
training required. Available when recruitment needed.
VIII.
IX. News Papers:
X. Whenever there is recruitment in the company it will be
advertised in the newspaper. Since the newspaper is the only
source of reaching the information to the people.

XI. Internet is the modern mode of recruitment. If a company wants

to place or fill a vacancy within a short period of time through
the external source then internet is the best source.

xxxvii | P a g e
XII. Reasons for selecting the sources:
1. Referrals:
 Referrals are the existing employees in the organization.
Bharti Airtel selects the referrals as their source because
it is an economical way of recruiting.
 It is the fastest means of recruitment.
 In case of emergency to place an employee at particular
position could be done easily because referrals bring
candidates for the job from the outside.

2. News Papers:
 Newspaper is the media through which information could
be spread over throughout the country.
 Job seekers are able to get information about the
vacancies through newspapers.
 Newspapers are cost effective and their coverage is high.

3 Internet:
 Internet is the modern source used for recruiting.
 The time consuming in giving the information and making
it to reach the people is less.
 It is the fastest means of source and its coverage is also
high.

xxxviii | P a g e
 Consultants:
 Consultants are the means of source through which large
number of candidates could be recruited and selected.
 Consultants help the organization at the time when there is
an emergency. Since it will have the people all the time
which will help during emergency period.
 It is cost effective and consumes less time.

xxxix | P a g e
 RESEARCH
METHODOLOGY

xl | P a g e
 RESEARCH METHODOLOGY
INTRODUCTION

Research Methodology is way to systematically solve the

research problem. In it we study the various steps that are
generally adopted by a researcher in studying his research
problem along with logic behind them .We also need to
understand the assumption underlying various techniques and
procedures will be applicable to certain problems and other
will not. So it is necessary for us to design methodology for
the problem as it differs from problem. So research
methodology is not only method research but also logic
behind the methods we use in context of our research study
and explain why we are using a particular method or
technique and why we are not using others so that research
results are capable of being evaluated.
 Marketing research is the systematic design, collection,
analysis and reporting of data
and findings relevant to specific marketing situation
facing the company.
 An effective marketing research involves following
five objectives.
xli | P a g e
  Developing research plan. Steps in a sequential manner.
 Defining the research.
 Collecting the information.
 Analyze the information.
 Present the findings

SAMPLING AREA: - Wardha City
SAMPLE SIZE: - The sample size of the study is limited to 30.
DATA COLLECTION: -
Primary data: The primary data will be collected by a structured
questionnaire and Google forms.
Secondary Data: Secondary Data is collected by using research
papers, journals, books and websites.
DATA COLLECTIONO METHOD: - Questionnaire Method
and Interview Method.

xlii | P a g e
 DATA
INTERPRETATION

xliii | P a g e
Findings
1. Which of these sources of recruitment are used in wardha power?

a) Internal
b) External
c) Both.
Options Internal External Both Total
Responses 2 7 11 20
Percentage 10 35 55 100

10%

55% 35% Interna

l

xliv | P a g e
Interpretation:

It was found that about 55% of the recruitment and

selection is done both by internal and external sources,
while as external sources are used more than the internal
sources.
2. Which form of recruitment is used in wardha power
company?
a) Centralized
b) Decentralized
Options Centralized Decentralized Total
Responses 2 18 20
Percentage 10 90 100

10%

Centralized
De-centralized

90%

xlv | P a g e
Interpretation:
It was found that recruitment is decentralized. However, for
higher positions of employment the recruitment is centralized.

3. Does external recruitment brings out the desirable

employees in to the organization?
a) Yes
b) No
Options Yes No Total
Responses 18 2 20
Yes
Percentage 80 No 20 100

20%

xlvi | P a g e

80%
Interpretation:
It was found that 80% of the employees think that external sources of
recruitment brings desirable employees into the organization while,
other 20% are of the opinion that sometimes internal sources provide
best employees for a particular position.

4. Which of the following external sources of recruitment are used

in
Wardha power company?
 Advertisement.
 Internet.
 Campus drives.
 Consultancies.
 All of the above.
Options Advertisement Internet Campus Consultancies All of Total
drive Above

Responses 5 3 2 8 2 20

xlvii | P a g e
 Percentage 25 15 10 40 10 100

Advertisement Internet Campus Drive consultancies

All of the above

10% 25%

40%
15%

10%

Interpretation:
It was found that 40% of the employees are recruited through the consultancies
and 20% of the employees are selected by the advertisement followed by internet
with 15% and campus selections with 10%.

xlviii | P a g e
 5. Does your company follow different recruitment process for different grades of
employees?
a) Yes
b) No.
Options Yes No Total

Responses 20 0 20

Percentage 100 0 100

Y
es
100%

Interpretation:

It was found that from that different recruitment process is adopted for different
grades of employment.

6. Are you satisfied with the recruitment process?

xlix | P a g e
 a) Yes
b) No.

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100

20%

Yes
No

80%

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process
adopted by Bharti Airtel. However, some of the respondents thought there should
be some changes in the existing recruitment process of the organization.

7. Which form of selection is used in Bharti Airtel?

l|Page
 a) Centralized
b) Decentralized

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100

10%
Centarilized
De-centalized

90%

Interpretation:

It was found that the selection process is decentralized. However, in some cases it
is centralized because for top management selection is done at Head Office

Which of the following methods does your company uses during selection
li | P a g e
process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

Options Written or Group Personal GD & All of Total

aptitude Discussion interview PI above
test
Responses 1 3 6 8 2 20
Percentage 5 15 30 40 10 100

10% 5% Written or
15% Aptitude Test
Group
discussion
40%
30% Personal
Interview
Gd & PI
All of above

Interpretation: It was found that 40% of selection is done by Group Discussion

& Personal Interview. However, Personal Interview is mostly used method of
selection followed by group discussion .

1. Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
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 a) Yes
b) No

Options Yes No Total

Responses 4 16 20

Percentage 20 80 100

20%

Yes
No
80%

Interpretation:

It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while the
others were satisfied with the existing recruitment and selection process.

liii | P a g e
8. Your organization is considered as :
a) People - Oriented
b) Task – Oriented
c) Combination Of Both

Options People- Task- Combination Total

Oriented Oriented of Both

Responses 6 5 9 20

Percentage 30 25 45 100

30% People-
45% oriented
Task-oriented
25%
Combination
of both

Interpretation:
From the 20 employees surveyed, 45% employees were found
in favor of organization (both people oriented and task
oriented).But according to the 25% employees the organization
is task oriented

liv | P a g e
 LIMITATIONS
No project is without limitations and it becomes essential to figure
out the various constraints that we underwent during the study. The
following points in this direction would add to our total
deliberations:-

1. During the study, on many occasions the respondent groups

gave us a cold shoulder.

2. The employees were busy with their daily schedule

and it was very much difficult for them to give time.

3. Personal biasness of various employees may have supplied

wrong data.

4. Time and money was also an important constraint. Lack of

time is the basic limitation in the project.

5. Lack of proper information and experience due to short

period of time.

lv | P a g e
 Findings
Findings
After the data analysis and interpretation the findings are:

 Both internal as well as external sources of recruitment

used.

 Consultancies (40%) and advertisement (25%) are the

two main external sources of recruitment.

 The recruitment and selection process is decentralized.

 About 80% of the employees are satisfied with

recruitment and selection process.

lvi | P a g e
 CONCLUSION
“ Well beginning is half done”

I am able to meet out my set objective laid down prior to the

study that is conducted at wardha power.In First Phase I had
studied there prevailing system. In order to access its
effectiveness I adopted three different techniques via:
observation, interview, & questionnaire. My survey
recruitment & selection process is quite effective on various
dimensions via quality of work life, recruitment policy,
organizational commitment/ image, and job nature dimension.
Apart from that I learned to work on job portals screening of
candidates, scheduling interviews working on hiring etc.

“The communication industry faces two fundamental

challenges today. Embracing the relentless innovation
required to complete effectively in the “user experience” era,
while concurrently managing a complex global ecosystem of
technologies, skills, customers, partners and suppliers ,said
Higgins. “wardha power is the one company today offering
deep domain expertise in both of these critical areas, and as
lvii | P a g e
the results has become a

Recruitment as being one of the major topics is required by

most of the organization. Hence the study helped in
understanding the various aspects of recruitment and selection
process. In the wardha power company the sources of
recruitment is effective, the internal selection of the
organization also in an economical means which also reduce
costs, only after looking the efficiency of the existing
employee towards the company and his sincerity that
employee will be selected, in wardha power company the
effective selection process is adopted in the last 5 years. It can
be retained as such. Also the employees of Bharti Airtel are
satisfied with the recruitment and selection process. Also they
are well aware about the various sources and methods of
recruitment and selection.

lviii | P a g e
QUESTIONNAIRE

Comparative assessment of recruitment and selection process in Wardha Power

Company

This questionnaire survey is purely for academic purpose. Any information

collected through this survey is confidential and would not be shared with anyone
other than the people involved in this.

1) Name: -.........................................................................................
2) Designation: .................................................................................
3) Qualification: ................................................................................
4) Department: .................................................................................
5) Age: .............................................................................................
6) Educational Qualifications - …………………………………....
7) No. of Promotion (Till Date) –….………………………………
8) Monthly income-
a. Less Than 10,000
b. 10,000 - 20,000
c. 20,000 - 50,000
d. Above 50,000

lix | P a g e
Answer the following questions: (kindly give your unbiased response).

Which of these sources of recruitment are used in Wardha Power Company?

d) Internal
e) External
f) Both.

Which form of recruitment is used in Wardha Power Company?

c) Centralized
d) Decentralized

1. Does external recruitment brings out the desirable employees in to the

organization?
c) Yes
d) No

Which of the following external sources of recruitment are used in Wardha Power
Company
2. ?
a) Advertisement.
b) Internet.
c) Campus drives.
d) Consultancies.
e) All of the above.

3. Does your company follow different recruitment process for different

grades of employees?
c) Yes
d) No.

lx | P a g e
 4. Are you satisfied with the recruitment process?
c) Yes
d) No.

Which form of selection is used in Wardha Power Company?

c) Centralized
d) Decentralized

5. Which of the following methods does your company uses during selection
process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

6. Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
a) Yes
b) No

7. What is the basis for selection?

a) Merit
b) Experience
c) Both.

8. Are you satisfied with the selection process?

a) Yes

lxi | P a g e
 b) No.

9. Your organization is considered as :

d) People - Oriented
e) Task – Oriented
f) Combination Of Both

10. Do you feel comfortable while your work is look after by HR Manager?
a) Yes
b) No

11. Your daily schedule is

a) Excellent
b) Good
c) Average
d) Poor

12. How long will you like to continue with the organization?
a) 5 -10 years
b) 10-15 Years
c) 15-20 Years
d) Till Retirement.

9. Your suggestions for improvement of Recruitment and Selection Process of

Company?

…………………………………………………………………

lxii | P a g e
BIBLIOGRAPHY

Books Referred

 Robins, D (1998): Human Resource Management, Publisher-Prentice Hall,

New York.

 Abraham, Jose P, 1998, "To Grapple With Attrition" , Publisher- Human

Capital

 Rao, J.M., 1998, "Scouting for Talent ", Publisher- Human Capital

 Ashwathapa, K, (1997) Human Resource and personnel Management, Tata

McGraw Hill 131-176.

 Gupta, C.B. (1996) Human Resource Management, Sultan Chand & Sons.

 Kothari, C.R, (2008) Research Methodology, Publishers- New Age

International

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