A

PROJECT REPORT
ON

“RECRUITMENT AND SELECTION

PROCEDURE”
OF
BHEL

SUBMITTED IN
PARTIAL FULFILLMENT FOR
MASTER OF BUSINESS ADMINISTRATION
PROGRAM OF

SUBMITTED TO : SUBMITTED BY :
MS. NIDHI SINGH MONIKA SAINI
Faculty of Management, MBA – IIIRD SEM
DBIT, DEHRADUN DBIT, DEHRADUN

DEV BHOOMI INSTITUTE & TECHNOLOGY,

DEHRADUN

1
 CERTIFICATE

This is to certify that MS. MONIKA SAINI of MBA IIIrd semester of Dev Bhoomi Institute &
Applied Sciences, Dehradun has completed his project report on the topic of “RECRUITMENT
& SELECTION PROCESS AT BHEL” under the supervision of MS. NIDHI SINGH, D.B.I.T.,
Dehradun.

To best of my knowledge the report is original and has not been copied or submitted
anywhere else. It is an independent work done by him

MS. NIDHI SINGH

DEV BHOOMI INSTITUTE OF TECHNOLOGY

DEHRADUN.

2
 ACKNOWEDGEMENT

I am thankful to MS. NIDHI SINGH Faculty of Management Deptt, DBIT,

Dehradun for her encouragement and providing other assistances whenever required.

I would like to thank all staff members of HR Department, especially in Personnel

Department who are working with me and who helped me a lot in understanding
all the related aspect of the topic.

3
 DECLARATION

I hereby declare that this project work entitled “Recruitment

Process in BHEL” is my work, carried out under the guidance of

my faculty guide MS. NIDHI SINGH. This report neither full nor

in part has ever been submitted for award of any other degree

of either this university or any other university.

:Place: DEHRADUN Signature

Date: MONIKA SAINI

4
 PREFACE

The conceptual knowledge acquired by management students is best

manifested in the projects and training they undergo. As a part of
curriculum of BBA, I have got a chance to undergo practical training in
BHEL, Haridwar. The present project gave a perfect vent to my
understanding of the Human Resource Management specially the most
modern concept of “Recruitment & Selection Procedure.
The Project Report entitled “RECRUITMENT & SELECTION
PROCEDURE IN BHEL” is based on the theme of BHEL Hardwar
performance on the basis of economic value addition made by the BHEL
in the last 5 years. The Project Report contains 7 Chapters.
Chapter-1 named ‘Introduction’ refers Introduction about myself,
Purpose of CSummer Training, Duration of training, Course
Requirements and Syllabus Requirements.
Chapter 2, I have given a overview of BHEL Corporate Profile.
Chapter 3, Deals SWOT analysis of BHEL. i.e. Strength,
Weakness, Opportunities and Threats.
Chapter 4, Project Topic. ( Recruitment & Selection Procedure in BHEL)
Chapter 5, Research design.
Chapter 6, Limitations.
Chapter 7, Findings.
Chapter 8,Conclusion.
Chapter 9,Bibliography.

I also hope that this report will be beneficial for my next batches and for
those who are related to this topic.

5
 CONTENTS

1. INTRODUCTION

Purpose of the Summer Training & Report.

2. BHEL, CORPORATE PROFILE

BHEL an Overview
Divisions of BHEL
Company’s Business Mission and Objectives
Activity Profile.
Major Competitors
Technical Collaborations

3. SWOT ANALYSIS
Strength
Weakness
Opportunities
Threats

4. RECRUITMENT AND SELECTION IN BHEL

Introduction to HRM
Nature of HRM
Objective of HRM
Recruitment and Selection
Procedural Details

5. RESEARCH DESIGN

6. LIMITATIONS

7. FINDINGS

8. CONCLUSION

9. BIBLIOGRAPHY

6
PART :1
Introduction

7
 PURPOSE OF THE SUMMER TRAINING &
REPORT

Summer training is the best way by which we can earn the practical knowledge of

what we have learnt theoretically. Basically when we join BBA, initially we are

not aware about professional qualities. But during B BA studies, we learn and

come on the track of professionalism.

The experience gained in the summer training is fruitful in future. Study

in any particular field in this BBA program we will get more knowledge and we

are ready to setup our self in this competitive corporate sector. The main

purpose of Summer Training is:-

Enhancing the knowledge.

Introducing for Business Environment

Developing personality.

Enhancing the skills of professionalism.

Tackling the problem.

Behaving in the organization

Interaction with other

To check the practicability of the theory

8
PURPOSE OF MAKING REPORT:

All the information’s are summarized in a proper format.

Learning the skills of Report Marking.
Getting thorough knowledge of the organization.
Getting the practical experience in the organization.
Getting the practical knowledge of the theoretical aspect.

DURATION OF SUMMER TRAINING :

JULY 6TH 2009 TO AUGUST 21ST 2009

9
 PA RT: 2

Corporate Profle
Of

BHEL

10
 CONTENTS

o BHEL an Overview
o Divisions of BHEL
o Company’s Vision, Mission and Values
o Activity Profile
o Major Competitors
o Technical Collaborations

11
 BHEL AN OVERVIEW

Established in the late 50’s BHARAT HEAVY ELECTRICALS LIMITED

(BHEL) is a name, which is recognized across the industrial world. It is one of the
largest engineering and manufacturing enterprises in INDIA and is one of the
leading international companies in the power field. The Registered Office of
BHEL is at BHEL House, Siri Fort, and New Delhi.
A dynamic 63000 strong team embodies the BHEL philosophy excellence through
continuous striving for state of the art technology. With corporate headquarters in
NEW DELHI, fourteen manufacturing units, a wide spread
regional services network and projects sites all over India and even abroad, BHEL
is India’s industrial ambassador to the world with export presence in more than 50
countries.
BHEL’s range of services extent from project feasibility studies to after sales
services, successfully meeting diverse needs through turnkey capability.
BHEL has had consistent track record of growth performance and profitability.
The world bank in its report on the Indian Public Sectors has described BHEL as
“one of the most efficient enterprises in the industrial sector, at par wit
international standards of efficiency”. BHEL has acquired ISO 9000 certificate
for most of its operations and has taken up Total Quality Management (TQM).

BHEL offers a wide spectrum of products and services for core sectors like

12
POWER GENERATION

Power Generation sector comprises thermal, gas, hydra and nuclear power plant

business. As on 31.03.2002, BHEL supplied sets account for nearly 67,232 MW or

64 percent of the total installed capacity of 1,04,917 MW in the country, as against

Nil till 1969-70.

BHEL has proven turnkey capabilities for power executing power project from

concept to commissioning. It possesses the technology and capability to produce

thermal sets with super critical parameter up to 1000 MW unit rating and gas

turbine-generator sets up to 250 MW unit rating.

The company manufactures 220/235/500 MW nuclear turbine-generator sets.

In all, orders for more than 700 utility sets of thermal, hydro, gas and nuclear have

been placed on the Company as on date. The power plant equipment manufactured

by BHEL is based on the contemporary technology comparable to the best in the

world, and is also internationally competitive.

TRANSMISSION & DISTRIBUTION

BHEL offers wide-ranging products and systems for T&D applications. Products

manufactured included: power transformers, instrument transformers, dry tape

transformers, series & shunt-reactors, capacitor banks, vacuum & SF6 circuit

breakers, gas-insulated switchgear and insulators.

13
INDUSTRIES
BHEL is a major contributor of equipment and systems to industries: cement,

sugar, fertilizer, refineries, petrochemicals, paper, oil & gas, metallurgical and

other process industries. The range of system and equipment supplied includes:

captive power plants, co-generation plant, DG power plants, industrial steam

turbine, waste heat recovery boilers, gas turbines, heat exchangers and pressure

valve, centrifugal compressor, pumps, valves, seamless steel tubes, reactors,

chemical recovery boilers and process controls.

BHEL is the only company in India with the capability to make simulators for

power plants, defense and other applications.

The Company has commenced manufacture of large desalination plants to help

augment the supply of drinking water to people.

TRANSPORTATION
BHEL manufactures electric locomotive up to 5000 HP, diesel electric locomotive

from 350 HP to 3100 HP, both for mainline and shunting duty application. BHEL

is also producing rolling stock for special application viz., overhead equipment

cars, Special well wagons, Rail-cum-road vehicle etc. in the area of urban

transportation systems, BHEL is geared up to turnkey execution of electric trolley

bus systems, light rail system, etc.

BHEL is also diversifying in the area of port handling equipment and pipeline

transportation systems.

14
OIL & GAS

BHEL is a major contributor to the oil & gas sector industry in the country.

BHEL’s product range includes Deep Drilling Oil Rigs, Mobile Rigs, Work Over

Rigs, Choke and Kill Manifolds, Full Bore Gate Valves, Mud Valves, Mud line

suspension system, Casing support system, Sub-sea Well Head, Block Valves,

Motors, Compressors, Heat Exchangers, etc. BHEL is the only single largest

supplier of Well Head < X-Mas Trees and Oil Rigs to ONGC and OIL.

INTERNATIONAL OPERTATION
BHEL is one of the largest exporters of engineering products & services from

India, ranking among the major power plant equipment suppliers in the world.

Over the years, BHEL has established its references in around 60 countries of the

world, ranging from the United States in the West to New Zealand in the Far East.

These references encompass almost the entire product range of BHEL, covering

turnkey power projects of thermal, hydro and gas-based types, substation projects,

and rehabilitation projects, besides a wide variety of products like:

 Transformers.
 Insulators.
 Switchgears.
 Heat Exchangers.
 Casting and forgings.
 Valves.
 Well-head Equipment.
 Centrifugal.
15
  Compressor.

The company has been successful in meeting demanding customers’ requirements

in terms of complexity of the works as well as technological, quality and other

requirements viz., associated O&M, financing packages, extended warranties etc.

HUMAN RESOURCE DEVELOPMENT

BHEL has envisioned to becoming “A world class innovative, competitive and

profitable engineering enterprise, providing total business solutions.” For realizing

this vision, continuous development and growth of the 48000 strong highly skilled

and motivated people making the Organization, is the only ‘ MANTRA’.

ENVIROMENTAL POLICY

• Compliance with applicable Environmental Legislation / Regulation;

• Continual improvement in Environment Management Systems to protect

our natural environment and control Pollution;

• Promotion of activities for conservation of resources by Environmental

Management.

16
 HEAVY ELECTRICAL EQUIPMENT PLANT,

HARDWAR:

Heavy Electrical Equipment Plant, Hardwar of this Multi-unit corporation with its

7467 strong highly skilled technicians, engineers, specialists and professional

experts is the symbol of Indo Soviet and Indo German Collaboration. It is one of

the four major manufacturing units of the BHEL. With turnover of 1013 crores and

PBT of Rs.117 crores, HEEP added 3076 MW of power to the National grid

during 2002-03. HEEP is engaged in the manufacture of Thermal and Nuclear Sets

up to 1000 MW, Hydro Sets up to HT Runner dia 6300mm, associated Apparatus

Control gears, AC& DC Electrical machines and large size Gas Turbine of 60-200

MW. HEEP Hardwar contributes about 44% of India’s total installed capacity for

power generation with total capacity of Thermal, Nuclear & Hydro Sets of over

45000MW currently working at a Plant Load Factor of 76% and Operational

Availability of 86%. In spite of acute recession in economy, BHEL Hardwar

bagged recent orders worth 1500 Crores including repeat orders for Suratgarh-5,

Kota-6, Raichur-7, Rihand-3&4 and Ramagundam-7 Unit. Additionally, Mejia-4,

Panipat-7&8, Maithon and Bhatinda are in pipeline.

17
 HISTORICAL PROFILE:

The construction of heavy electrical equipment Plant commenced in

Oct.”1963”after indo-soviet technical co-operation agreement in Sept.”1959”The

first product to roll out from the plant was an electric motor in January 1967.This

was followed by first 100 MW Steam Turbine in Dec.1969and first 100MW Turbo

Generator in August 1971.The plant’s “break even” was achieved in March

1974.BHEL went in for technical collaboration with M/s Siemens, Germany to

undertake design and manufacture to large size thermal sets upto a unit rating of

1000 MW in the year 1976.First 200 MWTG set was commissioned at Obra in

1977.The continum of technological advancement subsequently saw the

commissioning of 500 MW TG Set in 1984 .The technical cooperation of Gas

Turbine manufacture was also signed with M/s Siemens Germany.First 150 MW

ISO rating gas Turbine was exported to Germany in Feb”1995”.Our 250 MW

thermal set up at Dahanu Plant of BSES made a history by continuous operation

for over 150 days and notching up a record plant load factor greater than 100%.

18
 MAJOR MILE STONES

1975 Job Redesign concept launched for FIRST time in India.

1978 Well documented Suggestion Scheme launched.

1982 Launched Productivity Movement & Quality Circle. Concept

1993 Accreditation of ISO 9001 quality System.

1995 Adopted EFQM model of TQM for achieving Business

Excellence.

1997 BHEL one of the 9 PSE’s declared “Navratna” by Govt. of

India .

1997 National Productivity Award for HEEP by the President of

India .

1998 Certificate of Merit by National Productivity Council for

nd
Outstanding performance for 2 consecutive year.

1999 Accreditation of U stamp.

2000 Accreditation of R Stamp from National Board of Boiler and

Pressure Vessel Inspector, USA .

1999 AD-Merkblatt HPO Recertification by RWTUV for Gas

Turbine Combustion Chambers

19
 th
1999 INSAAN Award for Excellence in Suggestion for 9

consecutive year

2001 Launching of 5s concept

1999 PCRI recognized as Environmental Lab by Haryana State

Board for Prevention and Control of Pollution.

1999 Accreditation of ISO 14001-Enviornment management system

2000 CII Site Visit for CII-EXIM Business Excellence Award-2000

2001 Top Management TQM Workshop at Rishikesh and HRDC

th
2001 INSAAN Award for excellence in Suggestion for 11

consecutive year

2001 Launching of QTM & RCA at HEEP Hardwar by CMD

2002 Launching of delivery Index , Turnover Index and

Manufacturing Index

2002 Accreditation of ISO 9000-2k JBE Workshop of Apex TQM

Group at Tehri to evolve Business policy and CSF.

20
 DIVISION OF BHEL

REGIONAL OFFICES (POWER SECTORS)

1. NEW DELHI (NORTHERN REGION)

2. CALCUTTA (EASTERN REGION)

3. NAGPUR (WESTERN REGION)

4. CHENNAI (SOUTHERN REGION)

BUSINESS OFFICES

1. BANGALORE

2. BARODA

3. BHUBANESHWAR

4. MUMBAI

5. CALCUTTA

6. CHANDIGARH

7. GUWAHATI

8. JABALPUR

21
9. JAIPUR

10. LUCKNOW

11. CHENNAI

12. NEW DELHI

13. PATNA

14. RANCHI

15. SECUNDERABAD

22
 MANUFACTURING UNITS
1. Heavy Electrical Equipment Plant, Hardwar

2. Central Foundry Forge Plant, Hardwar

3. Heavy Equipment Repair Plant, Varanasi

4. Heavy Power Equipment Plant, Hyderabad

5. Research & Development, Hyderabad

6. High Pressure Boiler Plant, Seamless Steel Tube Plant, Tiruchy

7. Boiler Auxiliaries Plant, Ranipet

8. Piping Centre, Chennai

9. Industrial Valves Plant Goindwal

10. Heavy Electrical Plant, Bhopal

11. Transformer Plant, Jhanshi

12. Electrical Machine Repair Plant, Mumbai

13. Electronics Division, Bangalore

14. Electronics Systems Division, Bangalore

15. Component Fabrication Plant, Rudrapur

23
 SERVICE CENTRES

1. BANGALORE

2. BARODA

3. CALCUTTA

4. CHANDIGARH

5. SECUNDERABAD

6. NEW DELHI

7. NAGPUR

8. PATNA

9. VARANASI

24
 COMPANY’S VISION, MISSION AND
VALUES

A world –Class Engineering Enterprise Committed to

VISION Enhancing Stakeholder Valve.

To be an Indian Multinational Engineering Enterprise

MISSION providing Total Business Solution through Quality
Products, Systems and Services in the field of Energy,
Industry, Transportation, Infrastructure and other
potential areas.

‰ Zeal to Excel and Zest for Change.

VALUES ‰ Integrity and Fairness in all Matters.
‰ Respect for Dignity and Potential of Individual.
‰ Strict Adherence to Commitments.
‰ Ensure Speed of Response.
‰ Foster Learning, Creativity and Teamwork.
‰ Loyalty and Pride in the Company.

25
 ACTIVITY PROFILE

Power Generation & Transmission

 Steam Turbine –Generator Sets & Auxiliaries.
 Boiler & Boiler Auxiliaries.
 Nuclear Power Generation Equipment.
 Hydro Turbine –Generator Sets & Auxiliaries.
 Auxiliaries.
 Mini / Micro Hydro Generator Set.
 Gas Turbine-Generator Sets.
 Waste Heat Recovery Sets.
 Heat Exchanger.
 Condensers.
 Valves.
 Pumps.
 Piping Systems.
 Transformers.
 Reactors.
 Switchgear.
 Control gear.

 Power, Distribution & Instrument.

 Rectifiers.

26
 Industries/Transportation/Oil &
Gas/Telecommunication / Renewable
Energy
 Steam Turbine – Generator Sets.
 Gas Turbine – Generator Sets.
 Diesel Engine – Based Generator.
 Industrial Steam Generator.
 Drive Turbine.
 Marine Turbine.
 Centrifugal Compressor.
 Reactors.
 Pressure Valves.
 Industrial Fans.
 Fabric Filters.
 AC/DC Motors.
 Wind Electric Generator.
 Solar Powered Water Pumps.
 Solar Water Heating Systems.

 Defense Equipments.
 Power Devices.
 Electric Control Gear & Automatic Equipment.
 Simulators.

27
System & Services
 Turnkey Utility Power Stations / EPC Contracts.
 Captive Power Plant.
 Co-generation Systems.
 Combined – Cycle Power Plants.
 Oil Sector R&M.
 Switchyards and Substations.
 HVDC Transmission Systems.
 Power System Analysis.
 Erection, Commissioning, Operation & Maintenance.
 Consultancy Services.
 Construction Services.

28
 MAJOR COMPETITORS

1. Ansaldo Italy

2. Asea Brown Boueri Switzerland

3. Beehtel USA

4. Block & Neatch USA

5. CNMI & EC China

6. Costain UK

7. Electrim Poland

8. Energostio Russia

9. Electro Consult Italy

10. France Tost France

11. Fuji Japan

12. GEC Alsthom UK

13. General Electric USA

14. Hitachi Japan

15. LMZ Russia

16. Mitsubishi Japan

17. Mitsui Japan

29
18. NEI UK

19. Raytheon USA

20. Rolls Royee Germany

21. Sanghai Electric Co. China

22. Siemens AG Germany

23. Skoda Czech Republic

24. Technopromoshexport Russia

25. Toshiba Japan

30
 TECHNICAL COLLABORATIONS

PRODUCT COLLABORATIONS
Thermal Sets, Hydro Sets, Motors Prommashexport
& Control Gears RUSSIA

Bypass & Pressure Reducing Systems Sulzer Brother Ltd.

SWITZERLAND
Electronic Automation System for Siemens AG
Steam Turbine & Generators GERMANY

Francis Type Hydro Turbines General Electric

CANADA

Moisture Separator Reheaters Baloke Duen

GERMANY

Christmas Trees & Conventional Well National Oil Well

Head Assemblies. USA

Steam Turbines, Gas Turbine, Generators Siemens AG

and Axial Condensers GERMANY

Cam Shaft Controllers and Tractions Siemens AG

Current Control Units GERMANY

HDVC ABB, SWEDEN

Programmable Controls ABB, SWITZERLAND

Tube Mills Stien Industries, FRANCE

Dry Type Transformers May & Christe, GERMANY

31
PA RT: 3
Swot Analysis
Of

BHEL

32
 SWOT ANALYSIS

STRENGTH (S): -

• Low cost producer of quality equipment due to cheap labour and fully

depreciated plants.

• Entry barrier due to high replacement cost of its manufacturing facilities.

• Comprehensive turnkey experience from product design to commissioning.

• Committed and skilled work force.

• Relatively stable industrial relationship.

• Access to contemporary technologies with back up support from renowned

collaborators.

• Capabilities to manufacture 4500 MW of thermal TG sets. 4000 MW of

boilers, 1345 MW of Hydro sets and 1000 - 2000 MW of Gas Turbines

annually.

• Ability to set up power plants on turnkey basis, complete know-how for

manufacture of entire equipment is available with the company.

• Ability to manufacture or procure to supply spares.

• Fully equipped to take capital maintenance and servicing of power plants.

33
• Largest share of domestic business leading to; major presence and influence in

the market.

• ISO 9001 international companies.

• Ability to successfully overhaul and renovate power station equipment of

different international companies.

• Regional centers for services for easy accesses to customers.

WEAKNESSES (W) :-
• High working capital requirement due to its exposure to cash starved SEBs

(State electricity boards).

 Inability to provide project financing.

• Difficulty in keep up commitments on products delivery and desired sequences

of supplies.

• Longer delivery cycle in comparison with International suppliers of similar

equipment.

• Inability to provide supplier’s credit, soft loans for financing of power project.

• Lack of effective marketing infrastructures.

• Inadequate banking infrastructure.

34
OPPORTUNITIES (O) :-
• High expected growth in power sector (7000 MW/ p.a. needs to be added).

• High growth forecast in India’s index of industrial production would increase

demand for industrial equipment such as motors and compressors.

• Demand for power and hence power plant equipment market is expected to

grow.

• Private sector power plant to offer expanded market as utilities suffer resource

crunch.

• Aging of power plants would give rise to more spares and service business.

• Life extension programs for old power stations.

• Export opportunities.

• Easy processing of ventures/collaboration/ imports/ acquisition of new

technology.

THREATS (T):-
• Technical suppliers are becoming competitors with the opening up of the

Indian economy.

• Fall in global power equipment prices can effect profitability.

• Reduced allocation for power sector.

• Increased competition both national and international.

35
• Multilateral agencies reluctant to lend to power sector because of poor financial

management by SEB’s.(State Electricity Boards)

• Inadequacy of availability of gas would reduce gas turbines business prospects.

• Level playing ground not available. Foreign Co. Spending much more on

business promotion tactics.

• Private sector power companies may not follow so transparent evaluation

procedure for bids.

36
 PART :4
Recruitment &
Selection In
BHEL

37
 RECRUITMENT & SELECTION
The human resource are the most important asset of an organisation

The success or failure of an organisation is largely dependent on the caliber

of the people working therein.

In order to achieve the goals or the activities of an organisation therefore we

need to recruit people with requisite skills qualification and experience
while doing so, we have to keep the present as well as the future
requirement of the organisation in mind.

For this Man Power Planning, helps to determine the number and type of
people an organisation needs, their job analysis and job design Specify the
tasks and duties of job and the qualification expected from prospective job
holders. So the next logical step is to hire the right candidate for Right job.
Again hiring involves two broad groups of activities.

(i) Recruitment
(ii) Selection

38
 Meaning: -

In Lehman terms, recruitment is the process of searching for and obtaining

applications (candidates) for jobs, theoretically, recruitment process is said
to end with receipt of applications in practice, activities extends to the
screening of applications, so as to eliminate those who are not qualify.

RECRUITMNET is a linking function joining together those with jobs to

fill and those seeking jobs. It is a ‘joining’ process in that it tries to bring
together job seekers and employers with a view to encourages the farmer to
apply for a job with the latter.

Purpose of recruitment is to develop a group of potentially qualified people.

To this end, the organisation must communicate the position in such a way
that job seekers respond.

SELECTION is basically a matching process. How an employee is matched

to a job affects the amount and quality of the employee’s work. Effective
human resource management requires constant monitoring of the ‘fit’
between person and job.

39
 Purpose’s & Importance

1. The general purpose’s of Recruitment is to provide a pool of potentially

qualified job applicants.

2. Determine the present & future requirements of the organization.

3. Evaluate the effectiveness of various recruiting technique & source’s for all
type of job applicants.

4. Increase organizational and individual effectiveness in the short term and

long term.

Objective of Recruitment

(i) To plan the manpower recruitment & budget the human resource with
necessary qualification skill, aptitude merit & suitable in according
with the organization.

(ii) To ensure that the company attract & retain the best of personnel in
each of the areas of functioning as it is cumulative results of
satisfying company needs for personnel both in quantitative &
qualitative measure that influence the future of the organisation &
predetermines the future health of the enterprise.
(iii) To focus on the placement of employee in jobs to which they are best
fitted physically mentally & temperamentally & where they have
strong exception of being will adjust to their work & to the working
environment.

40
 (iv) To adapt and to fulfill the Socio-economic commitments of the Govt.
to the minority section of the society as part of the company’s social
objective & there by help realize the dream of a productive nation.

Definition:-

 Competent Authority means the Chairman & Managing Direct or any other
authority delighted with power in this behalf.

 Accepting Authority in relation specific past means the authority declared

as such in the delegation of power.

 Employee means any person appointed by Company in regular or temporary

capacity and includes trainees/apprentices other than this recruitment under the
apprentice Act 1961, unless the context requires otherwise, the term dose not
include person on deputation or in casual employment.

Recruitment plans:-

In recruitment, primary emphasis is open advance planning for manpower

recruitment rolling pans are generally made on 3 years basics by the units for
their recruitment’s.

41
Induction level:-

(i) Job of specification for induction level of executive and non

executive are given in Annexure respectively.

(ii) Recruitment to various posts is normally made at the induction

level indicated here in after. The recruitment of post, at other
then induction level, is normally from amount the company
employees. In exceptional circumstances however if candidate
with suitable skill and experience are not available internally,
recruitment to, posts level may be restored to, with the prior
approval of the Corporate Office.

In the executive/Supervisor cadre, induction normally at grade

E1A/S1 by absorption of executive/Engineer/Supervisor Trainee
on their satisfactory completion of training in accordance with the
relevant training of the company.

42
RECRUITMENT PROCESS FLOWCHART INTERNAL)

43
METHODS OF RECRUITMENT
Method of recruitment depends on the source of recruitment most important of
them are:-
 Cost
 Effectiveness

The method adopted must be such that, it is capable of attracting maximum

number of potential candidates. In addition it must involve optimum cost.
Methods of recruitment may be:-

RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES

a. Internal Sources

b. External Sources

1) Internal Source Search:-

 Posted on Bulletin/notice Boards of the organization.
 Through memos circulated among the shop supervisor.
 Advertisement in the in house employee magazine/bulletins/
handouts.

44
  Others methods like “word-of-mouth” and / or “who-you-know”
system.
 Perusal of records/ P>C data bank.
2) External Source Search

The external source search consists of a number of methods

a) Direct Method - It consists of following

 Scouting

 Campus recruitment

 Casual callers/unsolicited applicants

b) Indirect Method

 Advertisement

 Employees trade association/clubs

 Professional association

 Reputed other firm

c) Third party method

Following are the important third party methods in recruitment

 Public employment agencies

 Private employment agencies
 Placement cells in schools and colleges
 Temporary help service
 Management consultant
 Professional bodies/ association
45
 Computer data bank
 Voluntary organization

46
Complexity of the function of recruitment

Performing the function of recruitment, i.e. the selection ratio is not as easy as it
seems to be. This is because of hurdles created by the internal factor and external
factors, which influence an organization. The first activity of recruitment i.e.
searching for prospective is affected by many factors like.

 Organizational policy regarding filling up of certain percentage of vacancies

by internal candidate.
 Local candidates
.
 Influence of trade union.

 Influence of recommendations and nepotism etc.

47
STEPS IN SELECTION PROCESS

 Resumes/CVs Review

 Initial Screening Interview

 Analysis the application Blank

 Conducting Tests and Evaluating Performance

 Preliminary Interview

 Core and Departmental Interviews

 Reference Checks

 Job Offer

 Medical Examination

 Placement

48
49
Factors influencing effectives selection

One of the factors that influence the effectiveness of selection process is the
number of recruits per job or per opening or what is called “the selection ratio” the
greater the number of recruits per opening in the pool, the greater will be scope
for choosing right and potential persons.

Another factor that influences the process of selection is the character and ethical
standards of the selector. If his ethical standards are high i.e., if he is not prone to
corruption, favoritism or nepotism, then new employees are like to be selected
properly and on merit. But if he is lured by these considerations, then it would fail
the selection process.

The selection process is also affected by the limits and constraints imposed by the
organization or its employment specialist such as the budget sanctioned
reservation policy or any other affirmative program etc.

50
TRAINEES/APPRENTICES

Trainees /Apprentices are recruitment under the prevision of the Apprentices

Act 1961 and as contemplated in the approved yearly manpower budget and
Recruitment plans.

The type of trainees to be reunited as of the following Categorizes.

(i) Engineers/Executive Trainees.

(ii) Supervisory Trainees.

(iii) Artisans

(iv) Commercial Apprentices.

The Recruitment of Engineering /Executive/Supervisor Trainee is done

centrally and Coordinate by Corporate Personnel Department on the
requirement of units/ Division (Ultimate) from the approved manpower
Budgets and recruitment plans.

The recruitment of Artisans and commercial Apprentices is done by the

Units Division in according with the provision of the Apprentices Act.

51
 PREFERENCE IN RECRUITMENT

(i) It is the endeavor of the company to help the Govt. in achieving its
objective in respect of enlistment of the scale in order that this
objective is realized, the company dose not spare the any effort to
adhere to and follow the directive of Vaccines and concessions
allowed to candidates belonging to schedule castes/ physically
handicapped/minority communities etc.

(ii) All units/divisions are required to ensure fulfillment of the

requirement in this regard and send periodical returns to the corporate
office as required. In addition to above concession as given below are
allowed to the candidate belonging to the schedule castes/Tribes: The
upper age limit is enhanced by five year in case of all cadres/groups.
Though the age relaxation is for experienced candidates.

(iii) Dependent:-

Dependents of deceased employs is eligible before special

consideration for appointment in the company against a suitable
vacancy in preference to their consideration is admissible even If his
name is not sponsored by the employment exchange or if he has not
applied against any advertisement eligible.

52
 It is however, obligation to notify such vacancies to the employment
exchange concerned indicate in the requisition that the vacancy/
vacancies in questions are prepared to be filled in by the dependent of
deceased are not non existence of on earning member in the family of
the deceased employee is such cases.

(iv) Physically Handicapped:-

Physically handicapped is a social obligation of the company to

provide as much employment opportunities as possible to the
unfortunate section of the society physically handicapped can be
gainfully employed as and when there is a chance to more recruitment
to such jobs 10 years relaxation is to be given to the physically
challenged persons for employment.

53
 PROCEDURAL DETAILS

 Man power Analysis

1. Designing of format for data collection (Based on core/none core areas)
2. Sending these formats to all DRO’s
3. Preparation of manpower summary –skill inventory
4. Receiving of data from DRO’s
5. Feeding of data from is computer
6. In-depth analysis of data vis-à-vis present skill set and identifying the
gap and manpower requirement.

Proposal to corporate office with

justification
1. Preparation of draft proposal and discussion with up to HR head
2. Preparation of final proposal for approval of unit head and sending the
same to Corporate Office
3. Reply to various queries of corporate office, on the proposal

 Receiving of the sanction of

vacancies from corporate office
1. Preparation of presentation covering the requirement sent DROs and the
analysis done by HR
2. Discussion with all DROS along with their requirement to distribute the
total vacancies trade wise

54
3. Distribution of total sanctioned vacancies trade wise and getting the
same approved by unit head for open selection as well as for dependents
of deceased employees.

Study the Roster point for the cadre

strength/required V/s actual number –
updating of roster
1. All additions /deletions to be incorporated in the roster
2. Getting the roster signed by liaison officer of unit as well as corporate
office.
3. Deciding the number of vacancies to be reserved for various categories.

Draft advertisement preparation and

sending to Corporate Office, Delhi for
approval.
1. Preparation of draft advertisement in line with model advertisement
provided by corporate office.
2. Discussion on draft advertisement up to HR head level.
3. Approval of draft advertisement by unit head and sending the same to
corporate office for final approval.
4. Responding to queries received from Corporate Office regarding the Advt
/circular.

55
 Release of advertisement and circular
for dependents of DEW
1. Sharing of criteria with representatives of unions /associations.
2. Taking final approval from unit head for release of advertisement in
select newspaper.
3. Sending the approval along with advertisement to C&PR for release of
the same.
4. Approving the proof of the advertisement from the press before final
release.
5. Release of circular for DEW also and ensuring wide publicity of the
same by putting the advt / circular on the net and e-mailing both to all
DROs.

Receiving of applications and creating

their data base
1. Lining up the arrangements with post office for daily collection of DAK
from post offices.
2. Creations of Recruitment cell exclusively for receiving, opening and
segregating of applications
3. Opening of envelops and putting unique registration number on each
application according to the category.
4. Co-ordination with the ITX for system development for on line data entry
5. Sending the applications in bundles of 100 for punching in computer.
6. Taking print out of entered data and matching the entered data with
applications

56
7. Making corrections in the computer data based on the checking done
manually.

Scrutiny of application
1. Formation of a committee for scrutiny of applications.
2. Briefing of criteria to committee members for scrutiny of applications
3. Scrutiny of applications by the committee members in line with laid
down criteria.
4. Finalization of list of eligible candidates to be called for written list.

Finalization of list of candidates for

written test.
1. Based on data base finalizations of list of eligible & not-eligible
candidates.
2. Rechecking of all the these applications
3. Making corrections in the data base accordingly if any.
4. Freezing the list of eligible and not eligible list –category wise/ trade
wise for written test.

Applications fees submission

1. Taking out demand draft from the applications submitted by the
candidates.
2. Preparation of list of DDs (Bank wise) from the data base.
3. Making envelopes of the DDs and sending them in bundle of 25 to the
finance cash section for submission in the bank.
4. Taking receipt from the finance section of the DDs sent to them.

57
 Call letter to candidates for written
test.
1. Finalization of the date /test centers of written test.
2. Finalization of call letter to be issued to candidates for written test
3. Discussion with various test centers Supdt (generally school teachers &
their principles) regarding seating capacity in each room and seating
arrangements in details.
4. Generation of Roll No (Trade wise) for the candidates.
5. Arrangements with Post –office for dispatch of call letter to candidates.
6. Briefing to representation of unions /association.
7. Dispatch /issue of call letter for written test to eligible candidates.

Deciding on the party for OMR

checking
1. Asking for tender and inviting bids for OMR checking of the answer sheet
2. Opening of the tender by the committee members.
3. Deciding on the party based on tender and placing orders.

Preparations for written test.

1. Arrangement at different examination centers
2. Discussion with examination centers invigilators.
3. Note approval for payment of honorariums to staff of examinations

58
 Centers involved in conducting the exams.
4. Approval from competent authority for question paper setter for each
Trade.
5. Setting of question paper for each trade by question setter and
Subsequent printing of the same (bilingual)
6. Packing of question paper and OMR Answer sheets room wise / center
Wise /trade wise.

Conductance of written exam

1. Conductance of written exam at different centers and collecting admit
cards /OMR Answer Sheets question papers from the candidates.
2. OMR checking of the answer sheet.

Declaration of result of written exam

1. Preparation of merit of candidates according to category & trade.
2. Deciding on the cut of for each trade & category according to the
number of vacancies and taking approval from the unit head.
3. Decelerate on of result according to roll number of written exam
Along with the Interview schedule.

Conductance of interview.
1. Preparation of synopsis for all candidates for all members.
2. Formation of interview according to trade & category at the appointed
time /date/venue.

59
 Appointment

Appointment Offers:-

An offer of appointment is issued to the selected candidate in the prescribed

format. This is singed by the Appointment Authority/ or the officer to
whom the power is delegated in this behalf.

Joining Time:-

Normally a person to whom an offer appointment has been made is

expected to join the services of the company with in 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 dose not report for duty within stipulated period, the
offer of appointment shall be deemed to have been drawn.

Medical Fitness:-

Every candidate appointed to a post in the company is required to undergo a

medical examination by the Company’s Medical Officer at time of
appointment and is required to satisfy the medical fitness standard prescribed
for the post. This dose 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

60
Appointment Authority decides otherwise.

Reference checks and antecedents verification:-

In order to ensure that character and antecedents and previous work

background of the candidate proposed to be appointment are such as
not to render him unsuitable for appointment in the company,

Joining Formalities:-

Appointment to regular scales of pay, on joining the company to

take up appointment, are required to report to the head of the
Personnel Department 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, he is
liable for termination from the service of the company.

Seniority:-

Seniority on appointment is strictly as per the merit list drawn up by

the Selection Committee. After a candidate is inducted into the
organisation, he is given a seniority status vis-a vis his exiting
colleagues in the company after due consideration of his experience,

61
 length of service in the similar grade if already working in an
equivalent grade in another government Organisation or a Public
sector Undertaking etc.
DIFFERENCE BETWEEN RECRUITMENT & SELECTION
S.NO BASIS RECRUITMENT
1. It is the process of
Meaning searching candidates for
vacant jobs & making them
apply for the same.
2. Nature It is a positive process.
3. Its aim is to attract more &
Aim more candidates for vacant
jobs.
4. Procedure The firm notifies the
vacancies through various
sources & distributes
application forms to
candidates.
5. Contact of service No contractual relation is
created. Recruitment
implies communication of
vacancies only.
SELECTION
It is the process of selection
of right types of candidates
& offering them jobs.
It is a negative process.
Its aim is to reject
unsuitable candidates &
Pick up the most suitable
people for the vacant jobs.
The firm asks the
candidates to pass through
a number of stages such as
filling of form, employment
tests, interview, medical
exam, etc.
Selection follows
recruitment & it leads to a
contract of service between
the employer & the
employee.
62
PART :5

Research
Methodology

63
 RESEARCH METHODOLOGY
RESEARCH PROBLEM

The research part of the project involves following steps .

The organization need to be the fittest in today’s scenario. There is a need to have a

fittest workforce B.H.E.L. is spending a considerable amount of money in recruitment

and selection to upgrade skills of their employees. It has been observed sometimes

that PSU’s go for rigorous recruitment and selection but results on investments are

very low. Thus a need was felt to evaluate the effectiveness of recruitment and

selection in BHEL.

PROBLEM FORMULATION
The research to be conducted can be formulated as :

RESEARCH OBJECTIVES

 To know the procedure of recruitment & selection at BHEL.

 To know about the HR policies being followed in this organization.
 To know the sources of Recruitment & Selection.
 To know about the methods of selection being undertaken at the time of selection of
candidates.
 To know the requirement of the process.
 To know the outcome of the whole procedure.

Hypothesis

I have taken the hypothesis as – that the recruitment & selection procedure at
B.H.E.L. is effective and time bound.

RESEARCH OBJECTIVES

 To see the effectiveness.

 To study the training and development programme as per employees perception.
 To see the effectiveness of the training and development programme to suggest

measure to improve the training and development programme

METHODS OF DATA COLLECTION

64
The executives of HR were put through a questionnaire & personal discussion for data
collection. Both primary & secondary data are used.

PRIMARY SOURCE OF DATA COLLECTION –

 QUESTIONNAIRE

 INTERVIEWS

 OBSERVATIONS

SECONDARY SOURCE OF DATA COLLECTION –

 Profile of Sahara

 Magazines

 Manuals

 Brochures
The questionnaire was designed after a review of the existing recruitment system. The
questions were arranged in a sequence to avoid confusion & misunderstanding.
Other features considered were –

 To make questions as concise as possible.

 To use words that are simple & familiar.

In order to ascertain the correctness of the information given by the employees some
counter check questions were given in the questionnaire & they were also personally
interviewed.

65
RESEARCH DESIGN
Descriptive Research Design, It is concern with describing the characteristics of a

particular individual of a group.

SAMPLING DESIGN

SAMPLING TECHNIQUE : The sampling method has been followed for the study is RANDOM

SAMPLING.

SAMPLE SIZE: - 50.

SAMPLE UNIT: - WORKERS, MANAGEMENT, PERSONNEL & SUPERVISORS.

SAMPLE AREA: - HARIDWAR

LIMITATION OF THE STUDY :

1. The organization is so big that it is not possible to collect information or
data from each department.
2. Employees are not ready to disclose the information.
3. Due to the restriction of time the sample size had to be kept small.

66
PART :5
DATA
ANALYSIS

67
Q.1 How Do You Rate The Importance Of Recruitment And Selection
Procedure In Your Organisation .

Important 20
Very Important 30
Useless 0

Most of the respondents importance of recruitment and selection procedure very

important 30%, important 20% and useless 0% .

68
Q.2 How far do you think does the productivity of the employees get
hampered due to his / her marital ?

To a Large Extent 30
Some what affects 10
Does not affect at all 8
Cant say 2

Most of the respondents productivity of the employees get hampered due to his /
her material to a large extent 30% and 8% does not affect al all.

69
Q.3 Does your company maintains and manage candidate’s file including
maintenance of database to ensure comprehensive data collection of
candidates?

YES 47
NO 3

Most of the respondents maintains and manage candidates file including

maintenance of database to ensure comprehensive data collection of
candidates. 47% says yes and 3% says no.

70
Q.4 Does B.H.E.L. follow any recruitment and selection procedure ?
YES 50
NO 0

All respondents says recruitment and selection procedure.

71
Q.5 Does the company recruit employees internally ?

YES 45
NO 5

Most of the respondents recruit employees internally.

72
Q.6. Is the recruitment procedure followed by the company appropriate ?
T.A. 25
S.A. 10
S.D. 5
T.D. 10

Most of the respondents procedure followed by the company appropriate

T.A. 25%, S.A. 10%, S.D. 5%, T.D.10%.

73
Q.7 Does your company disclose the job satisfactions at the time of selection of a
candidate ?
YES 48
NO 2

Most of the respondents disclose the job satisfaction at the time of selection of a
candidate..

74
Q.8 Does your company ask for references a the time of selection ?
YES 40
NO 10

Most of the respondents ask for references the time of selection.

75
Q.9 What percent of the selection procedure does the written test contribute?
Below 10% 6
10-20% 9
20-30% 10
30-40% 5
40-50% 10
50% and
above 10

Most of the respondents procedure does the written test contribute .

76
Q.10 The recruitment and selection policy is transparent enough?
YES 45
NO 5

Most of the respondents selection policy is transparent enough.

77
Q.11 Which source according to you is the best source of recruitment?
Newspaper 25
Advertising 5
Employment
Exchange 15
College Campus 2
Others 3

Most of the respondents generally preferred by the organization in the

requirement process news paper 25%, advertising 5%, employment exchange
15, college campus 2% and others 3%.

78
Q.12 Do you think that recruitment and selection procedure in B.H.E.L. is free from
biasness?
YES 45
NO 5

Most of the respondents recruitment selection procedure in BHEL is free from

biasness.

79
Q.13 Which type of interview methods does your company usually follow?

Direct 15
Computerized 10
Group 5
Panel 10
Stress 10

Most of the respondents interviews in the company usually follow 15%, Direct,
10%, Computrized, 10% panel, Stress 10% and group 5%

80
Q.14 Does your company follow any of the following personality test for the
purpose of recruitment and selection?

MBTI 10
Psychometric 15
FIRO_B 15
Other 10

Most of the respondents following personality test for the purpose of recruitment
and selection Psychometric 15%, FIRO_B 15%, MBIT 10% & Other 10%.

81
SUGGESTIONS & RECOMMENDATION

 The existing & proposed policies at ONGC should be strictly

followed without any kind of deviations so as to maintain
standard. Thus motivation & talent can act as key clement &
when they combine they create something special & create
MOTIVATED TALENT.
 Recruitment process is a critical issue in such a giant
organization, with its 'wide its wide spread across the country.
Thus there has to be a proper performance management of all
the core areas of operation so that the employees are motivated
and can perform to give their best of their capabilities,
 Removal/dilution of certain posts is required where the work can
be done through outsourcing but in phased manner.
 Succession Planning encourages employees to grow from within
the organization Thus, in changing environment the Succession
Planning has become very essential in the organization . It helps
the organization to know in advance (he names of the employees
that are promoted when a vacancies occur. So, ONGC should
preferably go for Succession Planning.

82
PART :7
Findings

83
 FINDINGS
FINDINGS FROM BHEL:

 PMS was a weak link at BHEL that’s why changes were made in PMS.
 Grievance against the PMS was very high in BHEL.
 Now employees are fully satisfied with PMS.
 Current system is transparent and unbiased.
 Performance will be reviewed mid year and annually.
 Balanced scorecard will be used to clarify the vision and strategy of
organization and translate them into action.
 Performance management system is all about Performance Planning
 Performance Planning is all about goal setting.
 Balanced Scorecard would be applicable to employees above section In
charge level only.
 KRAs are defined for employees.
 KRA is key result area.
 First goals are set at organizational level then it is cascaded to the individual
level.
 This approach is called Hoshin Kanri approach.
 The goals of the organization would be set in the month of May every year.
 For any person joining the organization in the months of June- December, his/
her goals would be set within 45 days of his joining the organization.
 Goals are set by the HOD.
 Modifications can also be made in the KRAs.
 KRAs can be dropped and also added.
 KRAs are modified by HOD.

84
PART :8
Conclusion

85
 CONCLUSION

1. All the basic criteria of Recruitment are designed by the Corporate

Office, New Delhi

2. Satisfaction level is around 40 – 60% for all the factors, which is

considered above average. This is irrespective of experience, number of

dependents and intention to leave job or not.

3. Executives are in general satisfied with salary and welfare but have high

expectation for perks.

4. Supervisor Trainees are not satisfied with new scale introduced for them

because now 5 more years are added in promotion.

5. Executive as well as Non-Executives are not very much satisfied with the

policies of the company and appraisal systems.

6. There is average level of job satisfaction, recognition and freedom of

workers. However there is a feeling that there should be improvement in

communication & work culture.

7. Although satisfaction level is 40-60% for all the factors, 50% are quit

hopeful of bright future where as 50% think that future may not be very

rosy. .

86
PART :9
Bibliography

87
 BIBLIOGRAPHY

NAME OF BOOKS REFERS

 Human Resource Management- K. Aswathappa
 Human Resource Development-C.B.Gupta
 Stephen P Robbins – Organizational behavior
 V.P.Micheal -Human Resource Management and Human
Relations
 CS Vevkata Ratnam & BK Srivastava – Personnel
management and Human Relations
 PK Gosh & MB Ghorpade – Industrial Psychology
 Organization theory & behavior – BP Singh and TN
Chabbra.
 Dynamics of industrial relations – CB Mamoria
 www. Google .com
 www.hrmguide.net
 www.amazon.com
 www.managementscience.org
 www.bhel.com
 www.bhelhwr.co.in
 www.bhelmap.co.in
 www.performance-appraisal.com

88
PART :9
ANNEXURE

89
 QUESTIONNAIRE ON RECRUITMENT AND SELECTION FOR THE
EMPLOYEES
Name :___________
Designation:___________
Organization :___________
Age:___________
Date:___________

Q.1 How Do You Rate The Importance Of Recruitment And Selection Procedure In
Your Organisation .
(a) Yes (b) No

Q.2 How far do you think does the productivity of the employees get hampered due to
his / her marital ?
(a) To a large extent (b) Somewhat affects
(c) Does not affect at all (d) Cant Say.

Q.3 Does your company maintains and manage candidate’s file including maintenance
of database to ensure comprehensive data collection of candidates?
(a) Yes (b) No

Q.4 Does B.H.E.L. follow any recruitment and selection procedure ?

(a) Yes (b) No

Q.5 Does the company recruit employees internally ?

(a) Yes (b) No
Q.6. Is the recruitment procedure followed by the company appropriate ?
T.A. S.A.
S.D. T.D.
If not, then suggest the appropriate changes required in the recruitment procedure
followed by the company.
_________________________________________________________

Q.7 Does your company disclose the job satisfactions at the time of selection of a
candidate ?
(a) Yes (b) No

Q.8 Does your company ask for references a the time of selection ?
(a) Yes (b) No

Q.9 What percent of the selection procedure does the written test contribute?
(a) Below 10% (b)10-20% (c) 20-30%
(d) 30-40% (e)40-50% (f) 50% and above

Q.10 The recruitment and selection policy is transparent enough?

(a) Yes (b) No

Q.11 Which source according to you is the best source of recruitment?

(a) Newspaper (b) Advertising (c) Employment exchange
(d) College campus (e) Others
90
Q.12 Do you think that recruitment and selection procedure in B.H.E.L. is free from
biasness?
(a) Yes (b) No

Q.13 Which type of interview methods does your company usually follow?
(a) Direct (b) Computerized
(c) Group (d) Panel
(e) Stress

Any Other …………………………………………………………………………

Q.14 Does your company follow any of the following personality test for the purpose of
recruitment and selection?
(a) MBTI (b) Psychometric
(c) FIRO_B (d) Other.

91