P Project Report

“Study on Recruitment Process”

In partial fulfillment of the requirement for
Masters of Business Administration {MBA}

Submitted To:
Submitted By:
Mrs. Smriti Sharma Shivani
Gupta
Dy. Manager {HR} 3rd Semester
MBA [HR]
BHEL, Bhopal
UNITED INSTITUTION OF MANAGEMENT
{UIM}
ALLAHABAD [UP]
Affiliated by Abdul Kalam Technical University
{AKTU}
 Whomsoever It May Concern

This is to certify that Shivani Gupta a student of MBA from the United Institute of
Management Allahabad has successfully completed Vocational Training as a part of
professional studies for the period of Six weeks i.e. from 11 June 2018 to 27 July 2018
on the topic “Recruitment Process in BHEL” from Bharat Heavy Electricals Limited
(Bhopal unit).
This project work has been carried out under the supervision and is of sufficiently high
standard to warrant its presentation for the examination leading to degree of MBA from
United Institute of Management Allahabad.

I wish her a successful professional career.

Mrs Smriti Sharma

Dy. Manager (HR)
BHEL, Bhopal
 CERTIFICATE

This is to certify that Shivani Gupta a student of MBA (HR) from the United
Institute of Management has completed her project report on “Recruitment Process
in BHEL” under my guidance.

It is further certified that during personal training period, the trainee student was regular
and punctual and she was exposed to H.R Division of our organization.

During the training period, her behaviour and conduct was satisfactory.

Mrs Smriti Sharma

Dy. Manager (HR)
BHEL, Bhopal
 ACKNOWLEDGEMENT

Preparing a project of this nature is an arduous task and I was fortunate enough to get
support from a large number of people to whom I shall always remain grateful.

A successful project is a fruitful culmination of the efforts of many people. I express

my gratitude to the personnel department of BHEL, Bhopal for giving me an
opportunity to carry out this project in their organization.

I would like to thank Mrs.Smriti Sharma, Dy.Manager(HR) for being the guiding
and encouraging figure all through the duration of this project. Without their cheering
and invaluable insight into this project, the project work would not have been
accomplished.

Last but not the least, I would also like to thank all the respondents for giving me their
precious time, relevant information and advice without which I would not to be able to
complete this project.

Shivani Gupta
 CONTENT

 EXECUTIVE SUMMARY
 OVERVIEWOF BHEL
 OVERVIEW OF BHEL, BHOPAL

 INTRODUCTION OF HRM

 FUNCTION OF HRM

 IMPORTANCE OF HRM

 SCOPE OF HRM

 DEPARTMENT OF HRM

 PARAMETERS OF HRM

 INTRODUCTION OF RECRUITMENT

 SOURCE OF RECRUITMENT

 RECRUITMENT PROCESS

 RECRUITMENT POLICY

 INTERPRETATION OF QUESTIONNAIR

 CONCLUSION

 SUGGESTION & RECOMMENDATION

 BIBLIOGRAPHY
Executive Summary
BHEL is one of the biggest Maharatna companies of India. Being one of
the biggest companies it has a pool of a considerable workforce.
Managing this workforce in such a huge organization poses to be a BIG
TASK. To simplify this task manpower management is needed. This
management can be achieved only with the help of proper planning

I learnt that in BHEL, Human Resource Planning / Management is the

process of systematically reviewing human resources requirement to
ensure that the required numbers of employees with the required skills
are available when and where they are needed. It helps to recruit and
retain human resources, to improve standard, skills and ability of existing
employees along with estimating the cost of human resources currently in
the organization .Manpower planning is a part of Organisation’s balance
score card which is an important strategy tool for the Organisation.

This report is based on study of these Manpower parameters and how

manpower planning is managed at BHEL, Bhopal. I have also made an
effort to analyse the process and suggest scope for improvement. In this
report, we have measured department wise Manpower analysis in BHEL,
Bhopal.

We also designed a questionnaire to study Job satisfaction among BHEL,

Bhopal employees .We designed separate questionnaire for Executives
Supervisors. With a sample size of 30, I was able to interpret important
parameters for strengthening motivation and satisfaction among
employees.
BHEL PROFILE

Bharat Heavy Electrical Limited (BHEL) was established in the late 50’s, today, a name to
reckon with in the industrial world. It is the largest engineering and manufacturing
enterprise of its kind in India, and one of the leading international companies in the power
field. BHEL offers over 180 products and provides systems and services to meet the
needs of core sectors like: Power, Transmission, Industry, Transportation, Non-
Conventional Energy Sources, and Oil & Gas Exploration & Telecommunication. With 17
Manufacturing Divisions, a wide spread Regional Services Network, and Project Sites all
over India & abroad and with an export presence in more than 80 countries, BHEL is truly
India’s Industrial ambassador to the world. All major Manufacturing, Erection and Service
units of BHEL have been awarded ISO 9000 certification. The company has been earning
profits continuously since 1971-72 and paying dividends since 1976-77. It is one of the
only 7 mega Public Sector Undertakings (PSUs) of India clubbed under the esteemed
"Maharatna" status.

Shareholding

BHEL'S equity shares are listed on Bombay stock exchange and National stock exchange of
INDIA.

Central government of India and state governments in INDIA hold majority of the shares of
BHEL.

Shareholders(as on 31-March-2018) Shareholding

Central Government of India and State governments 63.08%
Foreign Institutional Investors (FII) 13.04%
Insurance companies 10.35%
Banks, Financial Institutions and Mutual Funds 09.88%
Individual shareholders 02.33%
Others 1.34%
Total 100.00%

Turnover/Profit

In the financial year 2017- 2018 BHEL archived Turnover 27850 crore and the PBT Rs1585
crore increased profit by 157% with respect to last year.BHEL BHOPAL archived a turnover
of Rs 3594crore and PBT of Rs 537crore in the financial year BHEL has strong order book of
Rs 118000 crore.

Awards and recognitions

 It is the 7th largest power equipment manufacturer in the world.

 BHEL was adjudged the Best Power Equipment Manufacturing Organisation by CBIP.
 The company bagged PSE Excellence Award 2014 for R&D & Technology
Development.
 BHEL received the National Intellectual Property Award 2014 and WIPO Award for
Innovative Enterprises.
 In 2014, BHEL won ICAI National Award for Excellence in Cost Management for the
ninth consecutive year.
 BHEL received two awards in CII-ITC Sustainability Awards 2012 from the President
of India.
 In the year 2011, it was ranked ninth most innovative company in the world by US
business magazine Forbes.
 The company won the prestigious ‘Golden Peacock Award for Occupational Health &
Safety 2011’ for significant achievements in the field of Occupational Health & Safety.
 It is also placed at 4th place in Forbes Asia's Fabulous 50 List of 2010.
 BHEL has won the EEPC India National Award for export excellence for the year
2016-2017 as star performer- Project Export (Large Enterprise).
 BHEL win ICAI national award for excellence in cost management in 2017.
 BHEL has been conferred the India pride award 2017-18 for excellence in heavy
Industries in the Maharatna category.
COMPANY OBJECTIVE OF BHEL
Business Mission:
To achieve and maintain a leading position as suppliers of quality equipment mission,
system and service to serve the national and international market in the field of energy.
the area of interest the conversion, transmission, utilization and transportation field to strive
for technological excellence and market leadership in these areas.

Growth:

To ensure a steady growth by enhancing the completive edge of BHEL in existing business,
new area and international operations.

Profitability:

To provide a responsible and adequate return on a capital employed primarily through

improvement in operational efficiency, capacity utilization and productivity and generate
international resources to finance the company’s growth.

Customer Focus:

To level a high degree of customer confidence by providing increased value for his money
through international stand of product quality, performance and superior customer service.

People Orientation:

To enable each employee to achieve his potential improve capabilities perceive his
responsibility and success of the company, to invest in human resources continuously and
the alive to their needs.

Technology:

To achieve technological excellence in operation by development of indigenous

technologies to suit business needs and priorities and provide a competitive advantage to
the company.

Image:

To fulfil the expectation which stake holders like government as owner, employee, customer
and country to large have for BHELs.
BHEL Bhopal

Bharat Heavy Electrical Plant, Bhopal is the mother plant of Bharat Heavy Electricals
Limited, the largest engineering and manufacturing enterprise in India in the energy-related
and infrastructure sector, today. With technical assistance from Associated Electricals (India)
Ltd., a UK based company; it came into existence on 29 th of August, 1956. Pt. Jawaharlal
Nehru, first Prime minister of India dedicated this plant to the nation on 6 th of November,
1960.

BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, ISO 27001(ISMS) is
moving towards excellence by adopting TQM as per EFQM/CII model of Business
Excellence. Heat Exchanger Division is accredited with ASME ‘U’ Stamp. The slogan of
“Kadam Kadam Milana Hai, Grahak Safal Banana Hai”, it is committed to the customers.

BHEL, Bhopal has its own Laboratories for material testing and instrument calibration which
are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High Voltage
laboratory and Centre for Electric Transportation are the only laboratory of it’s in this part of
the world.
BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical
equipment. Its product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat
Exchangers, Hydro & Turbo Generators, Transformers, and Switchgears, Control gears,
Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig
Equipment and Diesel Generating sets.

According to the product layouts divisions were divided, it covers around 115-120 different
departments under which various functions were performed. Every division consists of their
Blocks, Annexes and Shop floors were Administration work as well as Manufacturing process
takes place.

Human Resource Management building is named as “Prerna Bhawan”&“Administrative

Building” where all the administration work is accomplished with efficiency. Employees of
BHEL are the ASSETS of the organization and they are served effectively.
Product Range

PowerUtilization PowerGeneration PowerTransmission

AC Motors & Alternators HydroTurbines

Transformer
HydroGenerators
Switchgear
HeatExchangers
On-Load Tap Changer
Excitation Control Equipment
Large Current Rectifiers
SteamTurbines
Control & Relay Panels
Transportation
Renovation & Maintenance
 Miscellaneous

Thermal Power Stations

Transportation Equipment Oil-Rigs
Fabrication

The Product Range of BHEL as Follows:

Thermal Power Plants:

Steam Turbine and Generators of up to 500 MW capacity for utility and combined cycle
application, capacity to manufactures Steam Turbine with super critical steam cycle
parameter and matching Generator up to 1000 MV unit size. Steam Turbines for CPP
application, capacity to manufacture condensing, extraction, back pressure, injection or any
combination of theirs types.

Gas Based Power Plants:

Gas Turbines of up to 260 Mw (ISO) Rating. Gas Turbine based Co-Generation and
Combined Cycle System for Industry and utility application.
Hydro Power Plants:

Custom build conventional hydro turbines of Kaplan, Francis and Pelton types with
matching generators pump turbine with matching motor generators. Mini / micro hydro
sets. Spherical, butterfly and rotary valves and auxiliaries for hydro station dg power
plants HSD, IDO, FO, ISHS, natural gas/ biogas based diesel power plants, unit rating
up to 20 mw and voltage up to 11 KV for emerging peaking as well as base load
operations on turnkey basis.

Boilers:

Steam generators for utilities, ranging from 30 to 500 mw capacity, using coal, lignite,
oil natural gas or a combination of these fuels: capability to manufacture builders with
super critical parameters up to 1000 MV unit size.

Steam generators for industrial applications, ranging from 40 to 450 capacity using
Coal, Natural Gas, Industrial Gases, Biomass, Lignite Oil, or combination of fuels.

 Pulverized fuel fired boilers.

 Stoker boiler.
 Atmospheric fluidized bed combustion boilers.
 Circulating fluidized bed combustion boilers.
 Waste heat recovery boilers.
 Chemical recovery boilers for paper industry, ranging from capacity of 100
to 1000 / gay of dry solids.

Switchgears:

Switchgears of the Various Types for Indoor and Outdoor Applications and Voltage
Rating Up To 400 KV

 Minimum Oil Circuit Breakers (66k – 132 KV)

 Sf6 Circuit Breakers (132 KV- 400 KV)
 Vacuum Circuit Breakers.
 Gas Insulated Switchgears (36 K )
Transformers:

Power Transformers for voltage up to 40 kvhdvc Transformers and Reactors up to 500

KV Rating.

Capacitors:

 Medium Voltage and High Rating Up To 400 KV Systems.

 Non PCB Applications.
 Coupling Capacitors.
 Electrical Machine.

Valves:
 High and medium pressure valves of cast and forged steel material slide, globe,
non- return (swing check and piston lift check) type valves for steam, water, oil,
gas and other application. Valves up to 210 kg/cm2 pressure and 540 c
temperatures.

 High pressure, high capacity safety valves, automatic electrically operated

pressure, relief valves for set pressure up to 210 kg/cm2 and temperature up to
600 c.

 Safety relief valves – with wide constructional and material variations for
application in power, process and other industries.

 High pressure and low pressure steam by system valves for utilities with
connected/ hydraulic – electronic control equipment.
HUMAN RESOURCE is an increasingly broadening term that refers To
managing “ human capital ” ,the people of an organization ; The field has moved
from a traditionally administrative function to a strategic one that recognizes
the “Personal Department “ mostly To manage the paperwork around hiring and
paying people more Recently, organization role in staffing , training and helping
to manage people so that people and the organization are performing at
maximum capability in highly fulfilling manner .

Definitions of Human Resource Management

Human resources management (HRM) is a management function
concerned with hiring, motivating and maintaining people in an
organization. It focuses on people in organizations. Human
Resource Management is designing management systems to
ensure that human talent is used effectively and efficiently to
accomplish organizational goal.
HRM polestar statement –

“To ensure availability of competent ,motivated and effectively contributing

human resource and to facilitate achievement of full potential of employees at
all times to realize organization mission”
Department OF HRM
PARAMETER OF MANPOWER PLANNING
it is the responsibility of HR department do work load
analysis and then provide manpower according to
WORK LOAD work load
ANALYSIS

IF any department develop long term plan,and they

DEVELOP don't have sufficient manpower . it is responsibility of
LONG TERM HR department to provide manpower .
PLAN

IF any department forecasting demand and supply it is

DEMAND
responsibility of HR department to provide manpower.
SUPPLY
FORECASTING

If any department gain profit every year but they don't

have sufficient manpower, then it is responsibility of
PROFIT HR department to provide manpower.

IF any department provide good result every year but

they don't have sufficient manpower , then it is
RESULT responsibility of HR department to provide manpower .

it is responsbility of HR department to provide man

RETIREMENT power in the case of vacancy
INTRODUCTION OF RECRUITMENT

RECRUITMENT Organization require people with requisite skills,

qualification , Experience and right mental make -up that is in sync with
corporate culture. Recruiting is a really demanding job and require
Series attention from top management . Simply spending million on
Recruitment through newspaper ads and hiring employment agencies is not
enough. The company should get talent at any Cost to stay ahead of
competition poor hiring decisions may prove to be very costly in the long
run.
The process of finding and hiring the best-qualified candidate (from within
or outside of an organization) for a job opening, in a timely
and cost effective manner. The recruitment process includes analysing
the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the
organization

Meaning of Recruitment
The process of identification of different source of personnel is known as
recruitment. According to B. FLIPPO, recruitment is the process of searching
the candidates for Employment and stimulating them to apply for jobs in
the Organization. It is a linking activity that brings together those offering
jobs and those seeking jobs.

Recruitment is a positive process of searching for prospective employees

and stimulating them to apply for the jobs in the organisation. When more
persons apply for jobs then there will be a scope for recruiting better
person.
 Kempner writes, “Recruitment forms the first stage in the process
which continues with selection and ceases with the placement of the
candidates.”

Recruitment is concerned with reaching out, attracting, and ensuring

a supply of qualified personnel and making out selection of requisite
manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with
placement. 
 SOURCE
OF
RECRUITMENT

INTERNAL EXTERNAL
INTERNAL SOURCE
N SFER
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E TIER
R D R O
P T IO
M N
EM P E E
Y
LO

JO B
STan D
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IN G
IN
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 EXTERNAL SOURCE

ADVERTISMENT

UNSOLICITED EMPLOYMENT
EXCHANGE

EDUCATIONAL LABOUR
INSTITUTE CONTRACTOR
INTERNAL SOURCE

Internal source include personnel already on the pay roll of an Organization

its present working forces. Whenever any vacancy occurs, somebody from
within the organization is upgraded, Transferred or promoted. This source
also includes personnel who were once on the pay roll of the company but
who plan? To return or whom the company would like to rehire such as
those on leave of absence.

ADVANTAGE

Organization has a better knowledge of the internal candidate’s skill and

abilities. The turnover of valuable employees is reduced through internal
placement. Here, star employees within the company can be reassigned to
an area within the organization where the need is greater. This increases
employee retention and morale by encouraging employees to seek out
career growth and development opportunities within a firm.

DISADVANTAGE

1 The creative problem solving hinders by the lake of new talent.

2. It discourages entry of talented people, available outside an organization.

Existing employees may fail to behave in innovative ways and inject

necessary dynamism to enterprise activities.

 TRANSFER:

Move from one place to another transfer is a change in job assignment.

It may involve a promotion or demotion or no change in assignment in
which an employee moves from one job to another in the same level.
  PROMOTION:

Activity that support or encourages a cause, venture, or aim. The

advancement of an employee’s position within the organization.
Promotion refers to upward movement of an employee from current
job to another that is high pay.

 JOB POSTING:

Job posting is another way of hiring people from within in this method,
the organization publicizes job opening on Bulletin boarder, electronic
media and similar outlets. Most software firms typically rely on
intranet for informing employees that job opening exist.

 EMPLOYEE REFERRAL:

Employee referral means using personal contracts to locate job

opportunities. It is a recommendation from a current employee
regarding a job applicant. The logic behind employee referral is that “it
takes one to know one”. Employees working in the organization, in this
case, are encouraged to recommend the name of their friends working
in their organization for a possible vacancy I the near future.

Retirement in BHEL
FINANCIAL YEAR EXECUTIVE SUPERVISIOR OTHER TOTAL

2014-2015 49 65 192 306

2015-2016 33 61 200 294

2016-2017 38 65 160 263

2017-2018 38 43 154 235

TOTAL 158 234 706 1098

EXTERNAL SOURCE

• ADVERTISEMENT:
Recruitment advertisements may be the first impression of a
company for many people, advertisement is external process for
recruitment advertisement is first process of external recruitment.
In order to attract new talent to a company's workforce, it is
necessary to make these potential candidates aware of the
opportunities available to them within your organization. Aside from
head-hunting, the best way to attract potential workers is through
the use of advertising.

• EDUCATIONAL INSTITUTE :
Campus placement or campus interview is the program conducted
within educational institutes or in a common place to provide jobs
to students pursuing or in the stage of completing the programme.
In this programme, industries visit the colleges to select students
depending on their ability to work, capability, focus and Aim.

• EMPLOYMENT EXCHANGE:
As a statutory requirement, BHEL also expected to notify their
vacancies through the respective employment exchange, all
employers are supposed to notify the vacancies arising in their
establishments from time to time.
 RECRUITMENT PROCESS IN BHEL BHOPAL:

ADVERETISMENT SHORT LISTING INTERVIEW

APPLICATION LOGIN WRITTEN TEST FINAL SELECTION

SUBMIT APPLICATION SCRUTINY JOINING

APPLICATION LOGIN:
After advertisement BHEL, Bhopal has the process or application login
through portal and then the candidate can submit document form.

SUBMIT DOCUMENT:
In this process applicant fills the online application and then submits
document.

SCRUTINY
Scrutiny of records can be done very conveniently using the filters on the
fields that form the part of eligibility criteria. However the application form
is designed such that there is no irrelevant application that does not suit
the eligibility criteria,

WRITTEN TEST:
1. Arrangement of venue for conducting of written examination

2. Finalization of date of written examination and interview and publication

of the same.

3 . Preparation question through two different units.

4. Publication of list candidate eligible for written examination.

5. uploading of admit card of eligible candidates on the employee portal

6. Arranging of OMR sheet, master list of candidate, attendance sheet.

7. Different formats etc. required for the written examination.

8. Finalize the list of candidate from BHEL who will organize the
examination.
Short listing:
• A reduced list of candidates for some situation that has been cut
down from a larger list.

• When interviewing qualified candidates for an important position,

its personnel department will often engage in short listing to obtain a
selected group of the most qualified candidates for the approval of
higher management.

Interview:
1. Finalize number of committee to be constituted, preferably trade wise
committee to be constituted.

2. Separate committee to be constituted for interview the ward of

deceased employee.

3. Arranging trade expert for all committee from other units.

4. Committee to consist representation from SC/ST/OBC /Minority.

5. Declare time, date, and venue of interview in the employment

Portal for the interview in the employment portal.
6. Organize briefing of the committee member regarding the interview
process the guideline to appear for the interview.

7. Organize selection interview.

8. Prepare proceeding of the committee and the obtain signature of all

committee
FINAL SELECTION:
1 The mark obtained in the interview to be incorporated in the
Database
2 Draw the merit list based on the composite marks both written test
And interview
3 Finalize the merit list based on trade wise and category wise
Number of post and based on the composite marks.
4 Obtain approval of the final list of selected candidates.

5 Dearer the list of selected candidate on the employment portal .

JOINING:
Normally a person to whom an offer of appointment has been issued is
expected to join the service of the company within 30 days from the date of
issue of Offer of Appointment .However extension in this period may be
granted by the competent authority depending upon exigencies of work,
urgency with which the post is to be filled up etc. . If the candidate does not
report for duty within the stipulated period, the Offer of Appointment shall
be deemed to have been withdrawn.
 AFTER SELECTION PROCESS

APPOINTM An offer of appointment is issued to the prescribed

ENT format . This is signed by the appointing authority or
the officer to whom the power is delegated in this
OFFERS behalf nominated this purpose

Every candidate appoint to a post in the

company is required to undergo a medical
examination by the company ‘s medical officer
Medical at the limit of appointment and is required to
satisfy the medical fitness standard prescribe
Fitness for The post .
The medical examination and the fitness or
otherwise is government by the medical
examination rule of the company

Reference
Checks and Joining formalities
antecedent Probation and confirmation
verification
Percentage of Reservation in Recruitment of
technical staff (Workmen) in Group C Cadre
25

20

15

10
(50%)
5

0
SC ST OBC

Direct Recruitment GROUP A

sc ST OBC
AGE RELAXATION MAY BE ALLOWED AS UNDER
• In the case of SC & ST Age relaxation up to maximum of 5 year from
general age

• In the case of OBC age relaxation up to maximum 3 year from

general age

• In the case of fiscally handicap age relaxation up to 10 year from

general age

• In the case of experience holder age relaxation up to 7 year from

general age

• In the case of Ex-servicemen age relaxation as per Govt. guidelines.

DOCUMENTS VERIFICATION FOR RECRUITMENT

• 10th mark sheet

• 12th mark sheet

• Qualification mark sheet

• Qualification certificate

• Caste verification

• Experience certificate

• Police verification

• Medical fitness
 Bharat Heavy Electricals Ltd, Bhopal
Human Resources Management Department
Recruitment Section, 5th Floor, Administrative Building, Piplani
BHEL Bhopal (M.P.), PIN-462022, Phone: 0755-2503439
Ref: BP/HRM/Caste/ET/Staff No. Dated:

To,
THE DISTRICT MAGISTRATE
DISTT:
STATE:
PIN :

Sub:- Verification of Caste Certificate- Name of candidate son/daughter of

Shri Fathers name , Resident of - Address.

Respected Sir/Madam,
This has reference to the Govt. of India, Department of Personnel &
Training, IOM No. 36011/16/80-Estt.(SCT) dated 27/02/1981 and IOM No.
36011/3/2005-Estt.(Res) dated 09/09/2005 emphasizing the need for
verification of Caste Certificates of all those who have secured
employments in Govt. of India and its agencies at the time of initial
appointment.
In view of the above, we are enclosing the copy of the Caste Certificate SL
No. issued by concerned District Authority, to the abovementioned
candidate, who has been appointed in Bharat Heavy Electricals Limited,
Bhopal, under the reserved quota of vacancies for verifying the authenticity
of the certificate.
You are therefore requested to kindly verify the enclosed certificate and
arrange to send us the Caste verification report at the earliest.
Thanking you,
Yours Faithfully
Encl: Copy of caste certificates for & on behalf of BHEL.

Bharat Heavy Electricals Ltd, Bhopal

Human Resource Management Department
Recruitment Section, Administrative Building, 5th Floor
Piplani, BHEL Bhopal-462 022 (M.P.),
Telephone: 0755-2503439

Ref No.: BP/HR/PVR/GDMO/Staff No./2018 Date :

To,
COLLECTOR & DISTRICT MAGISTRATE
DISTT: DISTT
STATE: STATE
PIN - PIN

Subject: Verification of Character and Antecedents –Detailed Police

Verification
Dear Sir,
NAME, Daughter of Shri FATHERS NAME, Resident of- ADDRESS, Police
Area: THANA has been provisionally appointed as GRADE in the service of
BHEL. Her Bio Data/Attestation form is enclosed. Keeping Security aspects
in view, you are requested to carry out detailed Police verification.
For assessing the suitability of candidates before absorbing in regular
service in Government of India Undertaking BHEL, It is requested you to
furnish details/information as to whether there exists some
information/facts which disqualifies him/her for Government Service.
In view of the facts available with you, if you found Him/her to be
disqualified for Government Service, kindly furnish brief report/documents
along with the Verification report to us.
The same kind of verification is being sought from the authorities of other
Districts also where the candidate has given his/her permanent or
temporary residential addresses and period of stay is more than one year.

Yours Sincerely
Enclosure: Attestation Form For and on Behalf of BHEL
 Questionnaire of Recruitment

1. Candidate willingness to join the company.

 Reputation of the company

 Salary Package
 Working Environment
 Job Prospect
 Location of the Company
 Career growth opportunity

8%
6%
10%

Reputation of the company

50% Salary Package
Working Enviorment
Job prospect
9% Location of the Company
Career growth opportunity

16%
2. Most reliable type of interview.

 Behavioural
 Situational
 Formal
 Group

10%
16%

Behavioural
Situational
50% Formal
Group

23%

3. Best way to recruit people.

 Advertisement
 Walk-ins
 Search firms
 Campus

Sales
32%

Advertisement
Walk-ins
52% Search Firms
Campus

10% 6%
4. Response given by the staff about their query.

 Agree
 Disagree
 Neither Agree nor Disagree
 Strongly Agree

Sales

12%

16%
Agree
Disagree
Neither Agree nor Disagree
Strongly Agree

62%
10%

5. How candidates are recruited in the company.

 Written exam
 Written exam & Interview
 Written exam, G.D Interview
 Direct interview

Sales
15% 7%

Written exam
45%
Written exam &interview
Written exam ,G.D. interview
Direct interview

33%
6. Job specification of the response of the employee.

 StronglyAgree
 Agree
 Neitheragree nor disagree
 Disagree

Sales

10% 8%

40% Strongly agree

Agree
Neither agree nor disagree
Disagree

32%

7. Attitude of H.R Manager.

 Good
 Verygood
 Excellent
 Very bad

8%
6% 33%

Good
Very good
Excellent
Very bad

53%
8. The primary source of information for recruiting people should be.

 Managerial
 Testing
 Recruiters themselves
 Job analysis

7% 15%
23%

Managerial
Testing
Recruiters
Job analaysis

55%

9. Opinion about BHEL Company’s Application on Blank.

 Good
 Verygood
 Excellent
 Very bad

5%
8% 9%

Good
Very good
Excellent
Very bad

78%
10. What attracts towards the work.

 Promotion
 Salary increment
 Alternative Work Schedule
 Work Environment

4% 8%

12%

Promotion
Salary increment
Alternative work schedule
Work enviorment

76%

 
 RECRUITMENT POLICY

1.0 OBJECTIVES

(i) To meet the requirement of staff in the Company, both in terms of numbers and requisite
knowledge, skills and attitude.

(ii) To lay down the standards for recruiting employees from outside to ensure transparency and
adherence to uniform standards.

2.0 DEFINITIONS

Unless repugnant in the text or context, the following are the definitions of words used herein:

(i) ‘Competent Authority' means the Chairman and Managing Director or any other authority
delegated with powers in this behalf.

(ii) ‘Appointing Authority' in relation to a specific post means the authority declared as such in the
delegation of powers.

(iii) ‘Employee’ means any person appointed by the Company as regular or temporary employee
other than on deputation or casual employment.  The term also includes Company’s own
trainees.
(iv)
‘Deceased employee’ means an employee who dies while in company service.
(v)
‘Dependent of the deceased employee’ means only son, daughter or spouse of the employee.

3.0 APPOINTING AUTHORITY

(a) The Chairman and Managing Director is the appointing authority for appointments to posts at
E5 and above levels except that to which appointments are made by the Government.

(b) For appointments to posts uptoE4 levels, the appointing authority is the authority delegated with
the powers in this regard.

4.0 INDUCTION LEVELS

4.1 Job specifications for Induction Levels of Executives and Non-Executives are given in Annexure
I and Annexure II respectively.

4.2 Recruitment to various posts is normally made at the induction levels indicated in the
Annexures. The requirement of posts at other than induction levels, is normally met from
amongst the Company employees.  In exceptional circumstances, however, recruitment to
posts at other than induction levels may be resorted to, with the prior approval of the Corporate
Office, if candidates, with suitable skill and experience are not available internally in required
numbers.
4.3 In the Executive Cadre, induction is normally at grade E1 by absorption of Executive/ Engineer
Trainees on their satisfactory completion of training in accordance with the relevant training
schemes of the Company.  Direct recruitment to this Cadre is made only in cases where such
training is not envisaged, such as in Law and Medical functions.  All posts in grades higher than
E1A including the Sr. Executive Cadre are normally filled from amongst internal candidates
unless otherwise decided by the Competent Authority.

4.4 Induction levels for various categories are as under:

 Category Grade
Unskilled Group AI*
Skilled Group AIII*
Supervisory  Group S0**
Engineer / Executive ET***

* Appointment to induction level posts for AI and AIII grades is as Temporary employees for a
period of one year on consolidated wages basis before regularization in the relevant regular
grade on successful completion of Temporary period.

 ** Induction to S0 grade in the Technical/Non-Technical group is normally for the post of
Supervisor Trainees, who will undergo training for a period of one year and will get
absorbed as Assistant Engineer II (SAI)/ Assistant Officer II (SBI) grade, on successful
completion of training.

*** Induction to Engineer/ Executive cadre is normally through the post of Engineer/ Executive
Trainees, who will undergo training for a period of one year and will get absorbed as
Engineer / Executive/ Officer in the E1 grade, on successful completion of training.

On regularization/ successful completion of training, the employee will be on probation for a

period of one year.

4.5 In the 'B' group of salary grades (Non-Technical) direct recruitment when made is at grades BI,
BIII, BIV (for Stenographers and Receptionists), BV (for Staff Nurses), and S0 grade unless
specifically decided otherwise by the Competent Authority.

4.6 Any departure from the above shall require prior approval of Corporate Office in each case.
5.0 SOURCES OF RECRUITMENT
Recruitment to induction levels and other levels, where approved by the Competent Authority,
is normally made from the sources mentioned below:

5.1 Open Market

Posts Source

(i) Post in the Executive Cadre including

Executive / Engineer  Trainees From open market through
(ii)  Posts in Non-Executive Cadre advertisement on All India Basis in
the Press (National and/or
including Supervisor Trainees
Regional Dailies, Employment
(iii) Posts in Non-Executive Cadre News) & Careers Website).
(Artisans)

In addition, vacancies to be notified to –

-       Employment Exchanges as per the provisions of the Employment Exchanges

(Compulsory Notification of Vacancies) Act, 1959.

-       The vacancies of Group ‘C’ and ‘D’ to be notified to the Regional or Local employment
exchanges of the State in which the Units are located. Recruitment notices should be
displayed on the Office notice boards also for wider publicity. Notification to Central
Employment Exchanges /Local Press need be undertaken if it is felt that sufficient
number of reserved category candidates may not be available in the State, where the
Units are located.
 -       DOPT Recognized Associations/Organizations of Scheduled Castes/ Scheduled Tribes,
Ex-Servicemen and other similar special categories. The vacancies shall be notified  
with an advice that candidates may be advised to follow the procedure of applying as
prescribed.

-       All the vacancies earmarked for Ex-Servicemen in Group ‘C’ and ‘D’ should be notified to
Zilla / Rajya Sainik Board/ Directorate General Resettlement for sponsoring/ nominating
Ex-Servicemen.
-       Vacancy Notifications/Advertisements for filling vacancies reserved for the Physically
Challenged persons are to be sent to the Special Employment Exchanges, Vocational
Rehabilitation Centers and All India Federation of Blind, for Physically Handicapped
persons functioning in the States, in addition to Local/ Regional Employment
Exchanges.  Where there are no Special Employment Exchanges, the vacancy
Notification may be sent to the nearest Local Employment Exchange.  A list of posts with
identified disabilities specific to BHEL is enclosed as Annexure III.  The List of Special
Employment Exchanges for Physically Challenged can be found at
http://www.ncpedp.org/employ/sch-exch.htm

5.2 Campus Recruitment:

From reputed Engineering/ Management Institutes through Campus interviews subject to legal
position on this source of recruitment.

5.3 Internal Candidates:

Internal candidates possessing the requisite qualifications and experience etc. as prescribed for
them are eligible to apply and be considered on equal merits along with others for all posts
advertised and sought to be filled up.  There will be no upper age limit for departmental
candidates
5.4 Deputation:
By immediate absorption of deputationists from the Central/State Governments and other
Public Sector Undertakings.  Exemption from this should be on account of non-availability of
suitable persons for particular posts and after all attempts have been made to fill up the post on
a regular basis. However, Government of India guidelines issued on this subject  from time to
time shall apply.
5.5 Recruitment of Specialists working abroad with experience in cutting edge technologies of
relevance to BHEL. This source of recruitment shall be invoked in exceptional circumstances
with the approval of Board of Directors.

5.6 Ex-BHEL Personnel:

While prior employment with BHEL does not give any preferential right, the Company may
consider re-employing ex-BHEL employees whose training/ experience gained in BHEL is of a
specialized nature. Such re-employment shall be through open advertisement and will be
subject to their meeting the criteria prescribed.

6.0 PREFERENCE IN RECRUITMENT

6.1 It is the policy of the Company to help the Government in achieving its objectives in respect of
the socio-economic status of those belonging to weaker sections of the society. In order that
this objective is realized, the Company does not spare any efforts to adhere to and follow the
Presidential/ Govt. Directives/ Act concerning reservation of vacancies and concessions
allowed to candidates belonging to Scheduled Caste/ Scheduled Tribes/ Ex-Servicemen/
Physically Challenged/ Minority Communities etc. All Units/ Divisions must ensure fulfillment of
the requirements in this regard and send periodical returns to the Corporate Office as required.

7.0 PROCEDURAL DETAILS/ AGE LIMITS

7.1 A candidate is considered for appointment only if his age, according to Matriculation/ SSLC/
Higher Secondary certificate or the birth certificate issued by the concerned authorities is above
18 years and below the upper age limits laid down in the job specifications, provided that the
upper age limit may be relaxed as per rules in respect of different categories as prescribed in
Presidential/ Govt. Directives/ Act.

7.2 No person can be appointed if his age is 60 years or above.

9.0 RESERVATION & CONCESSIONS FOR PHYSICALLY CHALLENGED CANDIDATES

9.1 3% posts are reserved for persons with physical disabilities (Physically Challenged) of which
1% each for persons with following disabilities: -

i)         Blindness or Low Vision (Visually Handicapped).

ii)        Hearing Impairment (Hearing Handicapped).
iii)        Locomotors Disability or Cerebral Palsy (Orthopedically Handicapped).

              If a post is identified suitable only for one category of disability, reservation in that post
shall be given to persons with that disability only.  Reservation of 3% shall not be
reduced in such cases and total reservation in the post will be given to persons
suffering from the disability for which it has been identified.  Likewise, in case the post
is identified suitable for two categories of disabilities, reservation shall be distributed
between persons with those categories of disabilities equally, as far as possible.  It
shall, however, be ensured that reservation in different posts is distributed in such a
way that the persons of three categories of disabilities, as far as possible, get equal
representation.
Fee Physically Challenged candidates are exempt from payment of fees for admission to any
examination for recruitment/selection.
9.2 The Physically challenged persons appointed will be placed in the SC/ST/OBC Reservation
Roster in the appropriate category, i.e., SC/ST/OBC or General depending upon the category
to which they belong. This 3% reservation will be within the prescribed percentage of
reservation for SC/ST/OBC and will not result in increase in overall reservation for SC/ST/OBC.

9.3 Upper  age  limit  for  persons  with   disabilities  shall  be  relaxable  by  (a) 10 years (15 years
for SCs/STs and 13 years for OBCs) in case of direct recruitment to Group C and Group D
posts; (b) 5 years (10 years for SCs/STs and 8 years for OBCs) in case of direct recruitment to
Group A and Group B posts where recruitment is made otherwise than through open
competitive examination; and (c) 10 years (15 years for SCs/STs and 13 years for OBCs) in
case of direct recruitment  to Group A and Group B posts through open competitive
examination.

10. RESERVATION TO EX-SERVICEMEN

0
10. Reservation for posts, to be filled by direct recruitment of Ex-Servicemen, to the following extent
1 have been prescribed: -
                                                Group C Posts            –          14.5%
                                                Group D Posts            _          24.5%

10. As in the case of Physically Handicapped, the percentage of reservation for Ex- Servicemen is
2 within the overall percentage of reservation for SC/ST/OBC and will be shown against relevant
categories, viz., SC/ST/OBC or General
10. Ex-Servicemen who have put in not less than six month’s continuous service in armed forces
3 shall be allowed to deduct the period of such service from their actual age and if the resultant
age does not exceed the prescribed maximum age by more than three years, they shall be
deemed to satisfy the condition regarding age limit.
11. MODE OF RECRUITMENT
0
11. Unskilled, Semi-skilled, Skilled and Supervisory Groups:
1 All posts in this group required to be filled by outside recruitment shall be notified to the
appropriate Employment Exchange in the manner as provided in the Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959 and Rules. In addition, a notification is to be
issued in the "Employment News" published by the Publication Division of the Ministry of
Information and Broadcasting, Government of India and in other National/ Regional Dailies. In
addition, the Recruitment notice is to be displayed on the Notice Board of the Units. All the
eligible candidates, who have submitted their applications in response to the above
notifications, shall be considered.
11. Executive and Sr. Executive Cadre:
2 An advertisement is required to be issued in leading daily newspapers on an All-India basis to
tap fully the potential available in the open market. However, where job is of a special nature
which can be performed only by certain types of specialized personnel, the Competent
Authority may decide to fill-up the posts by persons on deputation from the Central/ State
Governments and other Public Sector Undertakings. Where recruitment from open market is
resorted to, other sources available, as mentioned at 5.2, 5.5 and 5.6 may also be drawn upon
where considered necessary by the Competent Authority.
11. Safety, Welfare and Hindi Officer:
3 Separate Policy for recruitment is annexed as Annexure IV, V & VI.

12. SELECTION PROCESS

0

12. Constitution of Selection Boards:

1
Selection Boards are constituted by the appointing authority/ Personnel Heads to conduct tests/
interviews and to select candidates for appointment to any posts in the company from among
those called for such tests/ interviews.  Selections to posts in the Senior Executive Cadre and
other common Executive Cadre are conducted by the Central Selection Board constituted for
the purpose by the Corporate Office.  For selection to posts falling within the purview of the Unit
Management, Selection Boards are constituted as required or as prescribed by Corporate
Office, provided that in the case of recruitment to Executive posts, a member of the Central
Selection Board is associated.
12. An officer belonging to different categories / communities is to be co-opted on the Selection
2 Boards in terms of Presidential / Govt. Directives on the reservation/ safeguarding the interests
for different categories/ communities including minorities.

For making recruitment to 10 or more vacancies in any level of posts or services, it shall be
mandatory to have one Member belonging to SC/ST, one member belonging to OBC category
and one member belonging to Minority Community in such Committees/Boards. Further, one of
the members of the Selection Committee/Board, whether from the general category or from the
minority community or from the SC/ST/OBC community should be a lady failing which a lady
member should be co-opted on the Committee/Board. Where the number of vacancies against
which selection is to be made is less than ten, no effort should be spared in finding the SC/ST,
OBC Officer and the Minority Community Officer and a lady officer, for inclusion in such
Committees/Boards.

13. EMPLOYMENT TO DEPENDENTS OF DECEASED EMPLOYEES

0 General guidelines to be followed for direct employment on compassionate grounds are as
under :

13. Employee dying due to accident “during the course of” and “arising out of employment”
1 –
In such eventualities, existing practice of consideration on case to case basis for sanction of
vacancy (USW/ SSW/ Artisan or Clerk) will continue keeping in view that none of the children or
 the spouse of such employees is already employed in Govt./ Semi Govt./ Autonomous Body/
PSU/ Organizations listed on Stock Exchange.  Such appointment will, however, be subject to
assessment of suitability.

13. In other cases of death

2
 i)In other cases, whenever Units are sanctioned vacancies of USW/ SSW/ Artisans and
Clerk, up to 25% vacancies may be earmarked for being filled-up from dependents of
deceased employees (spouse/ son/ unmarried daughter) subject to their meeting the job-
specifications and consideration for suitability.  If number of vacancies sanctioned are so
low that it is difficult to adopt above criteria for reserving vacancies, decision in this regard
may be taken by the Unit In charge. In addition, this consideration is available provided
none of the children or the spouse of such employees is already employed in Govt./ Semi-
Govt./ Autonomous Body/ PSU/ Organizations listed on Stock Exchange.

(ii)Age relaxation may be allowed as under:

a)  Employees dying due to accident “during the course of” and “arising out of Employment” –
on merit of each case.

(b)In other cases – Age relaxation up to a maximum of 5 years.

iii)   The reservation for various categories like SC/ST/ OBC etc. may be worked-out for the
total number of vacancies sanctioned and accordingly filled-up.  However, it should be an
endeavor to fill-up vacancies kept reserved for dependents of deceased employees, to the
extent possible, from such candidates on pro-rata basis.

iv)  A separate written test may be conducted for dependents of deceased employees in case
written examination is being conducted for remaining vacancies also.

v)   A separate panel may be prepared for dependents of deceased employees.

13. Notification of vacancies to Employment Exchange
3 It is obligatory to notify such vacancies to Employment Exchange concerned indicating in the
requisition that the vacancy (ices) in question are proposed to be filled by the dependents of the
deceased employees and that the submissions by the Employment Exchange are not required.

13. General
4 In case, some of the vacancies kept reserved for dependents of deceased employees remain
unfilled due to non-availability of suitable candidates, Units are vested with the powers to fill-up
these vacancies from other candidates.
Note: For purpose of this concession 'dependent' means only son, daughter or spouse of the
employee. 'Deceased employee' means an employee who dies while in company service.

14. APPOINTMENTS
0
14. Appointment Offers:
1 An offer of appointment is issued to the selected candidate in the prescribed format.  This is
signed by the Appointing Authority or the officer to whom the power is delegated in this behalf/
nominated for this purpose.
14. Joining Time:
2 Normally a person to who an offer of appointment has been made is expected to join the
services of the Company within 30 days from the date of issue of appointment offer.  However,
extension in this period may be granted by the Competent Authority depending upon exigencies
of work, urgency with which the post is to be filled up etc.  If the candidate does not report for
duty within the stipulated period, the offer of appointment shall be deemed to have been
withdrawn.
14. Medical Fitness:
3 Every candidate appointed to a post in the Company is required to undergo a medical
examination by the Company's Medical Officer at the time of appointment and is required to
satisfy the medical fitness standards prescribed for the post.  This does not, however, apply to
an internal candidate of the Company who has already been medically examined and declared
fit at the time of his initial appointment and such other candidates who come from Central/ State
Government unless the Appointing Authority decides otherwise. The Medical Examination and
the fitness or otherwise is governed by the Medical Examination Rules of the Company.
14. Reference checks and antecedent’s verification:
4 The character and antecedents of all the selected candidates shall be verified in the manner
prescribed by the Management. However, employees recruited under the Ex-servicemen quota
are exempted from verification of character and antecedents if the period intervening their date
of discharge from Armed forces & their date of joining the Company is less than one year.

14. Joining Formalities:

5 Appointees to regular scales of pay, on joining the Company to take up appointment, are
required to report to the HR Head of the Unit concerned and furnish such documents as are
required by them.
If on verification at the time of appointment or at a later date, it is found that an appointee has
furnished wrong information, having bearing on his eligibility and/or suitability for selection to
the post, he is liable for termination from the services of the Company
14. Seniority:
6 Seniority on appointment is strictly as per the merit list drawn up by the Selection Committee. 
After a candidate is inducted into the Organization, he is given a seniority status vis-à-vis his
existing colleagues in the Company, based upon his date of entry into that particular grade and
taking into account weightage, if any, granted for his earlier service.  Weightage for past service
has to be approved in each individual case by Corporate Office.
14. Probation and Confirmation:
7 All appointees in the Company are governed by the rules relating to probation and confirmation
as notified from time to time.

15. INTERPRETATION AND CHANGES

0 The Chairman and Managing Director shall be the final authority in the interpretation of these
rules.

CONCLUSION
It was a golden opportunity to study this organization through the
project work on recruitment function in BHEL. It was observed that
the role of recruitment section in the industry is always very
important.
The main motto of recruitment shall be the selection of the best
suited person for the organization keeping in view the business of
the company job specification for which he /she is recruited in the
organization.
BHEL has a separate department which is entrusted with the task
of carrying out its various roles efficiently.
BHEL is successful in acquiring the required man power through
various sources like trade apprentices, Ex-trade apprentices,
regular appointment, fixed term appointment, labor supply on
daily wages workers on contract basis and retired BHEL employee.
SUGGESTIONS /RECOMMENDATIONS

1.Good working environment should be provided to

reduce boredoms.

2. During recruitment, equality, secularism should be

maintained in order to provide same platform to every
candidate.

3. Caste verification & Police verification to be completed

before issue of offer of appointment to the candidates.

4. Salary should be based on performance in BHEL.

5. Eligibility criteria e.g. Educational qualifications etc.

should be reviewed at certain intervals e.g. C.A./CMA/
MBA(Fin).
 BIBLIOGRAPHY

BOOKS:
 HUMAN RESOURCE MANAGEMENT
BY V S P O RAO

REFERENCES
 BHEL PERSONNEL MANUAL
 BHEL INTRANET
 INTERNET
www.google.com