NHPC Limited (National Hydroelectric Power Corporation) is an

Indian government hydropower board under the ownership of

Ministry of Power, Government of India that was incorporated in
the year 1975 with an authorised capital of ₹2,000 million and
with an objective to plan, promote and organise an integrated and
efficient development of hydroelectric power in all aspects.
Recently it has expanded to include other sources of energy like
Solar, Geothermal, Tidal, Wind etc.

At present, NHPC is a Mini Ratna Category-I Enterprise of the

Govt. of India with an authorised share capital of ₹150,000
Million. With an investment base of over ₹387,180 Million
Approx., NHPC is among the top ten companies in the country in
terms of investment. Baira Suil Power station in [Salooni] Tehsil
of Chamba district was the first project undertaken by NHPC.

NHPC is listed on the National Stock Exchange and Bombay

Stock Exchange on 1 September 2009. The government of India
and State Governments have 74.51% share as a promoter of the
Company while remaining 25.49% is public shareholding. The
total number of shareholders are 191,337 and share capital is
₹12,300,742,773.
NHPC designed a vibrant and strategic HRM policy for
induction, maintenance and development of its employees. It
provides congenial working environment to its entire employees
and strives to ensure gender equality at all level. As a part of its
commitment to training and development, Company has set up
training centers at various power stations. The training
programmes are designed and conducted on existing and
upcoming technologies in the power sector. It has also developed
learning ventures with leading educational institutions in the
country for skill and knowledge enrichment of all sections of its
employees.

Recruitment by the National Hydroelectric Power

Corporation (NHPC):

 The company recruits employees through its official website

and other mediums such as newspapers and employment
portals.
 Job openings are advertised on the website and candidates
are required to apply online by submitting their personal and
educational details, resume, and other relevant documents.
 NHPC follows a transparent and fair recruitment process, and
all eligible candidates are given equal opportunities to apply
and be considered for a job.
 The company provides extensive training and career
development opportunities to its employees to help them
achieve their professional goals.
 NHPC also offers a competitive salary and benefits package,
along with job security and opportunities for growth within
the company.
Recruitment published by NHPC 2022:
Selection process at the National Hydroelectric Power
Corporation
(NHPC):
 The selection process at NHPC is designed to assess the
candidate's suitability for the job and to ensure that the
most qualified and capable individuals are hired.

 The first step in the selection process is typically a written

test (THROUGH: GATE, UGC NET (merged cycle),
CLAT (for PG) & CA/CMA Score), which is used to assess
the candidate's knowledge, skills, and aptitude in relevant
areas.

 Following the written test, shortlisted candidates are invited

for a personal interview. The interview is an opportunity for
the candidate to demonstrate their communication skills,
knowledge of the industry, and overall suitability for the
role.

 In some cases, additional tests or assessments may also be

conducted, such as technical tests, group discussions, or
psychometric tests.

 The final stage of the selection process is typically a medical

examination, which is used to ensure that the candidate is
physically fit and able to perform the duties of the job.

 The selection process at NHPC is conducted in a fair and

impartial manner, and all eligible candidates are given
equal opportunities to demonstrate their abilities.

 The final decision on the selection of a candidate is based on

a combination of factors, including the results of the written
test, personal interview, and any other assessments that may
have been conducted.
 METHOD AND PRINCIPLES OF RECRUITMENT

LEVELS OF RECRUITMENT

Recruitment shall generally be made to the lowest of the

grades in each cadre/group, as indicated below, but can also
be made in the higher grades, wherever considered necessary
by the Company

CATEGORY GRADE

a. Non-supervisory Group
i) Unskilled W-0*
ii) Skilled/Highly skilled W-4
b. Supervisory cadre
JE/IT/Research S -1
(Supervisor)/
Sr. accountant

c. Executive Cadre E-1, E-2, E-3*

 Direct Recruitment from outside

When a post is to be filled in by direct recruitment, including

recruitment from the sources indicated at items (b) to (e)
under Rule 4 above, the governing principle shall be to
secure the services of the candidates most suitable to the
post(s). To achieve this objective, the method of recruitment
shall be

i. To invite applications by open advertisement giving full

information regarding the nature and duties of the post,
qualifications, experience and age limits, prospects of promotion
and other relevant information.

Ordinarily for each post not less than three and not more than
five candidates shall be called for interview**.

(Amended vide O/O No.24/2001 dated 21.03.2001 w.e.f.

08.03.2001, vide O/O No. 20/2012 dated 09.04.2012
w.e.f.09.04.2012 & vide O/O No.67/2013, dated 12.09.2013).

(** Interviews relating to the posts of Supervisory cadre,

Skilled/Ministerial Posts in Non-Supervisory group and
Unskilled posts in non-Supervisory group has been
discontinued vide Part-I Office Order No. 78/2015, dated
09.12.2015).
ii. Where direct recruitment is resorted to, existing employees
of the Company (including its Projects/Units) may also apply for
the post(s) advertised in the press, provided they fulfil the
prescribed requirement relaxation in the qualifications /
experience of internal candidates may be considered by the
Appointing Authority.

iii. To prescribe where necessary, written competitive

examination, test and/or oral examination by means of
interview** of candidates by a Selection Committee to be
constituted by the Chairman / Group General Manager / General
Manager depending upon the status of the post
( In respect of recruitment through Graduate Aptitude Test in Engineering
(GATE) Score for Technical Discipline at Induction level, only GATE Score will
be used. (Amended vide O/O No.20/2012 dated 09.04.2012 w.e.f. 09.04.2012,
vide O/O No. 67/2013 dated 12.09.2013 )

iv. The Selection Committee will arrange the names of selected

candidates in order of their merit and the Appointing Authority
will make appointments in that order, unless for any special
reasons, to be recorded, it is found necessary to vary that order in
any particular case. Panel of selected candidates (kept in reserve),
which normally shall not exceed 50 per cent of the number of
advertised vacancies, will remain alive for a period of one year.

Recruitment by deputation

The recruitment by deputation will be regulated as per DPE

Guidelines issued/amended time to time.

Appointment by promotion
Rules relating to promotion of employees will be laid down
separately by the Company.

Extent of recruitment - Recruitment shall be in adherence to

the overall manpower budget for the year.

Pay fixation

The Selection Committee may recommend higher start

normally not exceeding five increments in the scale
applicable to the post and other terms of service depending
upon the experience, qualifications, etc. of the candidate at
the time of interview.

Age

Age of a person at the time of appointment to the services of

the Company shall not be less than 18 years.

Reservation of posts and relaxation in age limits

The directives of Central Government regarding reservation

and age relaxation for Scheduled Castes, Scheduled Tribes,
OBCs, Ex-servicemen, EWS, PwBD and other categories, if
any, issued from time to time, shall be followed

Bigamous marriage

No candidate who has more than one spouse living or who,

having a spouse living, contracts another marriage which is
void by reason of it taking place during the life-time of such
spouse, shall be eligible for appointment to any of the posts
in the Company, except where this may be permitted under
the Central Government rules for its employees.

Medical fitness

No person shall be appointed in the service of the Company

unless such person has been certified by a duly qualified and
registered medical practitioner or medical board approved by
the Company to be medically fit to discharge his duties,
except that in case of persons appointed from the
Government or Public Enterprises such a certification, at the
option of the Company will not be necessary, if he had been
earlier medically examined for the previous employment.
The employees may be subject to periodical medical
examination for determining their suitability for further
continuance in service as may be decided by the Chairman
and Managing Director or an officer nominated by him from
time to time. (As amended vide correction slip No.24 dated
28.12.88)

Verification of character and antecedents

 Appointment of any person in the service of the

Company or his continuance in service, shall be subject
to his character and antecedents being verified and
found satisfactory, in the prescribed manner.
 In case of a person appointed from the Government or
other Pubic Enterprises, the Company may accept the
 verification of character and antecedents done by his
previous employer.

Probation

 All initial appointments, except transfers / deputation

from the Government or Public Enterprises shall be on
probation for a minimum period of twelve months.
 During the period of probation, an employee shall be
liable to be discharged from the service of the Company
without notice, or without assigning any reason, at the
sole discretion of the Company.
 The period of probation may be extended or curtailed in
individual cases by the Appointing Authority, on the
merits of each case depending upon probationer’s
performance.
 On satisfactory completion of the period of probation,
the employee shall be regularized in the post, but shall
not be regarded as having been automatically
regularized, unless an order to this effect is issued to
him in writing.

Seniority

Seniority in essence means length of service in a particular

post or grade. Thus, the seniority shall be determined with
reference to the date of appointment to a particular post or
grade.

If an appointment order contains names of more than one

person the seniority shall be according to the merit list drawn
after the selection and the person whose name figures first in
the merit list will be senior to the one whose name appears
next to him and so on.

Liability for service

A person recruited to a post under the Company shall be

liable to be posted / transferred within the Company or in its
Subsidiary Companies in India or abroad. (Amended vide
O/O No.09/2003 dated 31.01.2003)
spouse living, contracts another marriage which is void by reason of its taking place during the life-time of such spouse, shall be
eligible for appointment to any of the posts in the Company, except where this may be permitted under the Central Government
rules for its employees.

Selection process as per advertisement published by NHPC 2022:

Man Power Planning at the National Hydroelectric Power Corporation

(NHPC):
 Manpower planning is the process of anticipating and determining the future workforce
needs of an organization, and developing strategies to meet those needs. typically done
through a combination of methods, including workforce analysis, forecasting, and
budgeting. This process involves estimating future staffing needs, considering factors
such as retirement, attrition, and planned expansions or reductions.
 Once the workforce requirements are estimated, the HR department creates a recruitment
plan to hire new employees or to train and develop existing employees to fill the
identified skills gaps. This may include internal promotions, hiring from outside the
organization, or training and development programs.
 Finally, the budget for staffing is approved by the senior management, considering the
estimated costs of salaries, benefits, and other personnel expenses.

 In the case of NHPC (National Hydroelectric Power Corporation), it involves

1. Identifying the skills and competencies required for the company's future
operations.
2. forecasting future workforce demand

3. Skill gap analysis: This involves comparing the current manpower strength with the
forecasted requirements to identify any skill gaps.

4. forecasting future workforce demand

5. developing recruitment and retention strategies to ensure a sufficient and suitable

workforce

6. Workforce supply analysis: This involves evaluating the current manpower strength
and identifying any skill gaps.

7. Skill gap analysis: This involves comparing the current manpower strength with the
forecasted requirements to identify any skill gaps.

CADRE/ GROUP POST GRADE CODE

3.1 Management Cadre Executive Director E-9
GGM/General Manager E-8
DGM E-7
3.2 Executive Cadre Sr.Manager E-6
Manager E-5

Dy. Manager E-4

Asstt. Manager E-3

Trainee Engineer / Trainee E-2

Officer/Engineer/Officer
Asstt.Engg. / Astt.Officer E-1

Junior Officer E-0

NAME PRN
Mehul Patil 22020841118
Gourav Mohite 22020841120
Bibyan Khalkho 22020841103
Sahith shetty 22020841132
Tanmay Shrivastava 22020841137