Recruitment and Selection – BHEL:

In the case of job recruitment, selection is the screening process of potential working persons
for a company or organization. BHEL Recruitment process requires a screening stage in
which decisions are taken on the viability of a particular candidate submitting a job
application. It directly affects an organisation's overall profitability. A good selection will
improve the overall productivity of an company and an incorrect one may result in material
and financial loss.

The selection committees, consisting of the appointing authority, pick the appropriate
employees and personnel. The selection board consists of a group of representatives who are
BHEL's high official, and experts from various departments. Officers belonging to the
different SC / ST / OBC groups or communities are also members of the board of selection to
protect the rights of these communities. Since the board of selection consists of a broad
number, the issue also occurs with the consensus on nominating candidates.
BHEL has two recruitment outlets as:

 Internal Sources (recruitment from among the enterprise).

 External Sources (recruitment from outside).

RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

 Transfer.  Recruitment at
 Promotion. Factory head.
 Advertisement
 Educational
institutions.
 Labour
Contractors,
etc.
Each company should develop a selection process that fits its needs. The key measures may
however be integrated into the selection process are:

 Preliminary interview.
 Employment interview.
 Screening of applications.
 Checking references.
 Employment test.
 Receiving applications.
 Physical examination.
 Final selection.

The above method is adopted by BHEL. Before getting selected for the job, each applicant
for a job must clear a number of hurdles. If he is not found suitable at any stage, he is not
considered for further stages.
TRAINING AND DEVELOPMENT:

Training and development is one of the most important processes of any company, businesses
are investing more and more on this part, as they can get perfect employees through this
organization.
Highlights of Training in BHEL:
New Training Paradigm:
 Training for Performance evaluation and
 Training to follow the goals and approaches of the corporate sector better.
Training Philosophy:
 Education centered on the identification of requirements which meet individual and
organizational needs.

New programmes introduced in BHEL:

 Excellence in Customer Care.

 Thrust on Blue Collar working training.
 Women sent for external training programmes.
 For the first time Finance offered classes on non-financing.

Blue Collar Worker Training:

 By going enormous efficiency and coverage growth, the focus on the blue collar
worker employment was further increased.
 Personal development programmes introduced.

Innovative:

 Computer training CBT-Aviation and LPG.

 Training needs assessment.
 A library order-Employee as a customer.
 Video/Audio facility in library exercised.
Training for defence Personnel:

Restructured APTM course, and arranged Aviation refuelling course for JCOs, NCOs,
officers of the Army.

External Training in BHEL:

 For advanced training a handful of officers are sent overseas.

 Star Colleague is chosen by consensus based on exceptional results, rather than a
month's regular work.

Nevertheless, in unique recruitment policies for managers and senior staff, BHEL attaches
greater importance to skills, experience, experience, and technical knowledge. Thus great
progress has been achieved with the BHEL preparation and development programmes. The
workforce grew significantly, and the jobs were plentiful. More than 95 per cent of the 73
respondents were pleased with the training program for the company. The respondents were
more pleased with the work and more driven to succeed. The impact of the training
programmes has been very positive and rewarding in BHEL as is reflected in its turnover,
profits and Maharatna status.