PRESENTATION

ON
"To study the existing recruitment and selection
process in APDCL and
suggestive ways to make it better"
MEANING AND DEFINITION
OF
RECRUITMENT
 Recruitment is a 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 numbers to facilitate
effective selection of an efficient working force.
FACTORS AFFECTING
RECRUITMENT
 Internal Factors
1. Size of the Organization
2. Recruiting Policy
3. Image of Organisation
4. Image of Job

External Factors
1. Demographic Factors
2. Labour market
3. Unemployment Situation
4. Labour Laws
5. Legal Considerations
SOURCES OF RECRUITMENT
 Internal Sources
1. Present Employees
2. Former Employees
3. Employee Referrals
4. Previous Applicants

External Sources
1. Employment Exchanges
2. Employment Agencies
3. Advertisement
4. Professional Associations
5. Campus Recruitment
6. Deputation
7. Word-of-Mouth
RECRUITMENT PROCESS

1. Recruitment Planning.

2. Strategy Development.

3. Searching.

4. Screening.

5. Evaluation and Control.

RECRUITMENT PRACTICES
IN
INDIA
Recruiting in Public Sector:-
a) Employment exchanges.
b) Advertisements.
c) Internal sources (through promotion and transfer).
d) Casual employment seekers.
e) Displaced persons.
f) Employee's relatives and friends.

Recruitment in Private Sector:-

a) Advertisements.
b) Employment exchanges.
c) Relatives and friends of existing employees and recommendations.
d) Internal sources through promotion and transfers.
e) Casual callers.
METHODS OF RECRUITMENT

1. Direct Method.

2. Indirect Method.

3. Third Party Method.

 EFFECTIVENESS
OF
RECRUITMENT PROGRAMME
A Successful and Effective Recruitment Program must
have certain attributes such as:
1. A well- defined recruitment policy.

2. A proper organisational structure.

3. A well- laid down procedure for locating potential job seekers.

4. A suitable method and technique for tapping and utilizing these

candidates.
5. A continuous assessment of effectiveness of recruitment program
and incorporation of suitable modifications from time to time to
improve the effectiveness of the program.

6. An ethically sound and fool- proof practice telling an applicant all

about the job and its position, the firm to enable the candidate to
judiciously decide whether or not to apply and join the firm, if
selected.
MEANING AND DEFINITION
OF
SELECTION
Selection is the process by which
candidates for employment are divided into
class- those who will be offered employment and
those who will not. It is the process of choosing
from among the candidates from within the
organization or from the outside, the most
suitable person for the current or future position.
 DIFFERENCE BETWEEN
SELECTION & RECRUITMENT
1. Recruitment technically precedes selection.
But Selection follows recruitment.
2. Recruitment refers to the process of identifying and
encouraging potential candidates to apply for jobs in
the organisation.
While Selection involves choosing the best out of
those recruited.
3. Recruitment is positive as it aims at increasing the
number of job seekers(applications) for wider choice or
increasing the selection ratio.
Selection, on the other hand is said to be negative
in its application inasmuch applicants in order to identify
those who are suitable for the jobs.
4. In sum, Recruitment involves searching.
On the other hand Selection involves comparing
those already searched.
 SELECTION METHODS/
PROCESS
Following are the steps involved in a standard selection
1. Preliminary Interview.
2. Application Blank.
3. Selection Tests.
4. Selection Interview.
5. Reference Checks.
6. Physical Examination.
7. Final Tests.
TYPES OF TESTS
 All the tests so far developed for the selection of employees can be
broadly be divided into two categories:
1. Ability Tests and
2. Personality Tests.
1. Ability Tests
a) Aptitude Tests
b) Achieving Tests
c) Intelligence Tests
d) Judgement Tests
2. Personality Tests
a) Interest Test
b) Personality Tests
c) Projective Tests
d) Attitude Tests
3. Other Tests
a) Graphology Tests
b) Polygraph tests
c) Physiognomy Tests
4. Reference Checks
5. Physical Examination
6. Final Selection
 INTRODUCTION
OF
THE COMPANY
Assam Power Distribution Company Ltd
(APDCL)
COMPANYS PROFILE
Assam Power Distribution Company Limited
(APDCL) is a public limited company whole owned
by the Government of Assam.
It was incorporated on the 23rd day of
October2009 and has been registered under Indian
Companies Act1956.
The main purpose of forming the Company was
1) To take over, manage and operate the electricity
distribution system,
2) To undertake distribution, trading and supply
of electricity in the state of Assam or outside it in
accordance with provisions of Applicable Law.
COMPANYS VISION
The following 15 KEY TASK AREAS are highlighted to achieve
the Mission:
1) Advanced planning for procurement of electricity to cater to
the consumers according to demand;
2) Enhancing the capacity of the electrical sub-divisions and
distribution networks by investing in infrastructure;
3) Expanding the distribution network to supply power to all the
villages;
4) Increasing awareness among the consumers about economic
use of electricity;
5) Replacement of Electro-Mechanical Meters with Electronic
Meters;
6) To give emphasis on 100% Revenue collection, energy audit
and error-free billing;
Contd..
7) Engagement of Franchisee to improve the services to the
consumers;
8) To set up Vigilance Cell to detect unauthorized use of
electricity;
9) Training the employees for consumer-friendly behaviour;
10) To set up state-of-the-art customer care centre and carry out
consumer indexing;
11) Strong resolve for financial discipline;
12) To take proper steps to increase faith among consumers;
13) Proper planning for an effective HT/LT Ratio;
14) To reduce AT&C Losses by augmenting 1-Ph lines wherever
required; and
15) Installation of underground cable in lieu of overhead lines.
ADMINISTRATIVE HIERARCHY
POWER MAP OF ASSAM GRID NETWORK

IEEE 30 BUS
POWER MAP OF ASSAM GRID NETWORK

IEEE 30 BUS
 GEOGRAPHICAL MAP SHOWING
ELECTRICAL CIRCLES UNDER APDCL
POWER POSITION AS ON 19.04.2017
OF APDCL
 PROJECTS UNDERTAKEN
BY APDCL
1. Rural Electrification
1. RGGVY (Rajiv Gandhi Grameen Vidyutikaran Yojana)
2. DDUGJY (Deendayal Upadhyaya Gram Jyoti Yojana)

2. Integrated Power Development Scheme

1. Strengthening of Sub-transmission and Distribution
network in urban areas including provisioning of solar
panels on Govt. buildings including Net metering.
2. Metering of feeders/distribution transformers/ consumers
in urban areas.
3. IT enablement of distribution sector and strengthening of
distribution network
Contd..
3. RAPDRP (Restructured Accelerated
Power Development & Reforms Program)
1. SCADA in Guwahati City
2. Strengthening and up-gradation works so as to reduce AT&C
loss below 15%, consists of following Projects.
i) Renovation, modernization and strengthening of
11 kV level Substations, Transformers;
ii) Re-conductoring of lines at 11kv level and below.
iii) Load Bifurcation, Load Balancing.
iv) Installation of capacitor banks and mobile service
Centres etc.
v) Aerial Bunched Conductors in populated areas.
vi) Replacement of electromagnetic energy meters with
tamper proof electronic meters and prepaid meters.
Contd..
4. ADB Funded Projects
1. Construction of 29 nos. new 33/11 kV Substations,
2. Augmentation of 14 nos. 33/11 kV Substations,
3. Renovation of 4 nos. 33/11 kV Substations,
4. Construction of 634.3km 33 kV lines,
5. 307 km of 11 kV lines, 10 km of 11 kV ABC lines, 93 km of
LT ABC lines (HVDS) and 410 nos. DTRs (HVDS) in
various districts in Assam.
6. Construction of new 33/11 KV SS ,const. of 33 KV & 11
KV lines,33 KV terminal equipment & 33 KV and 11 KV
crossing for railways and river,
7. Augmentation and R&M of 33/11 KV SS, const of 33KV
and11KV lines and const of 11KV ABC line in various
Electrical Circles of the State,
Contd..
4. ADB Funded Projects

8. Supply of Mobile Testing Vehicle, Maintenance Vehicles,

9. Supply of Mobile Tailor mounted 33/11 KV Substation
for emergency restoration of Distribution System.
10. Construction of new 33/11 KV SS, Construction of 33KV &
11KV lines, 33 KV Terminal Bay and crossing for railway &
river in Guwahati, Barpeta and Sibsagar Circles,
11. Reconductoring/refurbishing of 33 KV and 11 KV lines and
LT line ,33 KV Terminal Bay, Replacement of HT & LT
overhead lines by UG Cable system,
12. Setting up of independent Meter Testing laboratory in
Assam Engineering College, Jalukbari at Guwahati.
13. IT module for Centralised Uniform Revenue Billing System
Contd..
5. Renewable Energy

1. Installation of standalone Individual Home Lighting

System, Solar Street Lighting System under MNRE
Programme,
2. DDG (Decentralised Distributed Generation) projects under
DDUGJY (Deendayal Upadhyaya Gram Jyoti Yojana)
scheme for unelectrified village through Solar Power Plants
and Standalone Systems,
3. Initiated 24x7 Power for All, Assam, and APDCL has
planned to set-up RE projects with proposed capacities
totaling over113.23MW over the next five years including
grid connected solar PV plant, solar rooftops, solar street
lightning system, solar wind hybrid, off grid solar
application for rural electrification.
Contd..
6. ERP Project Implementation

The modules covered under this project are:

1. Material Management(MM),
2. Human Capital Management(HCM),
3. Finance and Controlling(FICO),
4. Project System(PS),
5. Plant Maintenance(PM)
NEED, OBJECTIVES, SCOPES
AND
LIMITATIONS
1. NEED OF THE STUDY
The study undertaken to know the Recruitment and Selection
Process in APDCL and employees working in APDCL and to find out
better process of recruitment.
2. OBJECTIVES OF THE STUDY
i) To study the existing recruitment and selection process in
APDCL and suggestive ways to make it better.
ii) To understand the direct recruitment process in organization.
iii) To study the various sources of recruitment followed in APDCL.
iv) To know about the importance of recruitment and selectionprocess.
v) To learn what is the process of recruitment and selection that
should be followed.
3. SCOPE OF THE STUDY
The study helps to analyze the recruitment and selection process of
the company.
4. LIMITATIONS OF THE STUDY
i) Organisation did not disclose full information.
ii) Data collective in this field are not sufficient.
iii) Some employees give less interest in responding the answer in the
questionnaire.
 RESEARCH
METHODOLOGY
A Research is a systematic process
which an organization can use to get
information relating to some problem and
with the help of this can take corrective
actions to overcome the problem.
Research methodologies can be
quantitative or qualitative.
1. RESEARCH DESIGN
The research done is the exploratory research. This is a type of research which is
related to problem which is not clearly defined.
2. RESEARCH INSTRUMENT
The instrument use in this project is the questionnaire. Questionnaire is prepared
and the data is collected and analyzed as per the respond by the responded in the
questionnaire.
3. SOURCES OF DATA COLLECTION
1. Primary Data: The primary data was collected through survey method by
distributing questionnaires among the employees.
2. Secondary Data: The secondary data was collected from books, websites of
the company, going through the records of the company etc. It is the data which
has been collected by the individual for the purpose of particular research study.
3. Sample Plan: Since it is not possible to study whole world, it become necessary
to take sample from the world to know about its characteristics.
4. Target Segment: Employees of APDCL.
5. Sample Size: 50
6. Sampling Units: Employees of APDCL.
7. Sample Technique: Random Sampling.
8. Research Instrument : Structured Questionnaire.
9. Contact Method: Personal Interaction.
DATA ANALYSIS
AND
FINDINGS
What source you adopt in your company in selection process?
How many stages are involved in the recruitment process of
APDCL?
Have you appeared any of the following tests during the
process of recruitment?
Apart from the HR personnel, who all from the other
departments are required to get involved in
interviewing process?
Does your organization follow different recruitment process
for different grades of employees?
Does your organisation follow any technological support for
the process of recruiting?
Does your organisation verify the details of the candidate
before recruitment process?
What kind of verifications they do?
Does your company have a legal advisor for HR department?
Since how many years have you been working with this
organisation?
Does HR provides an adequate pool of quality applicants?
Does the HR team act as a consultant to enhance the
quality of the applicants prescreening process?
How would you rate the HR department's performance in
recruitment and selection?
Is the HR Department efficient in selection policy of
employees?
 FINDINGS
AND
RECOMMENDATION
 FINDINGS
1. APDCL adopt advertising method in selection process. Advertising is
the important source of recruitment process.
2. APDCL recruits the candidates by written test and personal interview.
3. Organisation follows different recruitment process for different grade of
employees.
4. Organisation verifies all the details of candidate viz., educational
qualifications, age, and legal background.

RECOMMENDATION
1. Overall the selection and recruitment process under this company is
good, it would be better by adopting video conferencing technology.
2. Since the organization is a state owned PSU, Govt. norms are followed
while recruiting. However, some tests can be taken to judge the inter-
personal skills and confidence level of the candidates. Group discussion
is highly recommended for recruiting class I Officers.
3. Once any post is vacant, recruitment should be done on priority basis at
the earliest.
 CONCLUSION
In APDCL advertising method is very important in recruitment and
selection process. Organization involves many stages in recruitment
process. The effective systems are in place to manage the feedback
function and this information is communicated to candidates at the
outset of the process.
The study is to suggest that when recruitment and selection
process is properly established and implemented then organization
will must grow because all the employees will according to the
requirements. Recruitment and selection process affects a lot on
organizational activities.
Because right people in right number is very important for
the growth of an organization. All the study has prove the fact there is
a directly and indirectly relationship is present between these
variables affect on the recruitment and selection process.
THANK
YOU