Professional Documents
Culture Documents
PROJECT REPORT
ON
SUBMITTED BY :
MONIKA SAINI
MBA IIIRD SEM
DBIT, DEHRADUN
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
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.
DECLARATION
this project
work entitled
Place: DEHRADUN
:Signature
Date:
SAINI
MONIKA
PREFACE
The conceptual knowledge acquired by management students is best
manifested in the projects and training they undergo.
As a part of
of
CSummer
Training,
Introduction
Duration
of
about
myself,
training,
Course
I also hope that this report will be beneficial for my next batches and for
those who are related to this topic.
CONTENTS
1. INTRODUCTION
Purpose of the Summer Training & Report.
2. BHEL, CORPORATE PROFILE
BHEL an Overview
Divisions of BHEL
Companys 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
PART :1
Introduction
PA RT: 2
Corporate Profle
Of
BHEL
10
CONTENTS
o BHEL an Overview
o Divisions of BHEL
o Companys Vision, Mission and Values
o Activity Profile
o Major Competitors
o Technical Collaborations
11
BHEL AN OVERVIEW
Established in the late 50s 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
leading international companies in the power field.
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.
circuit
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
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.
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 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 Indias 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
Plant
commenced
in
18
1975
1978
1982
1993
1995
1997
1997
1998
Accreditation of U stamp.
2000
1999
19
1999
th
consecutive year
2001
Launching of 5s concept
1999
1999
2000
2001
2001
th
consecutive year
2001
2002
2002
20
DIVISION OF BHEL
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.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
23
SERVICE CENTRES
1.
BANGALORE
2.
BARODA
3.
CALCUTTA
4.
CHANDIGARH
5.
SECUNDERABAD
6.
NEW DELHI
7.
NAGPUR
8.
PATNA
9.
VARANASI
24
VISION
MISSION
VALUES
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
28
MAJOR COMPETITORS
1. Ansaldo
Italy
Switzerland
3. Beehtel
USA
USA
5. CNMI & EC
China
6. Costain
UK
7. Electrim
Poland
8. Energostio
Russia
9. Electro Consult
Italy
France
11. Fuji
Japan
UK
USA
14. Hitachi
Japan
15. LMZ
Russia
16. Mitsubishi
Japan
17. Mitsui
Japan
29
18. NEI
UK
19. Raytheon
USA
Germany
China
22. Siemens AG
Germany
23. Skoda
Czech Republic
24. Technopromoshexport
Russia
25. Toshiba
Japan
30
TECHNICAL COLLABORATIONS
PRODUCT
COLLABORATIONS
Prommashexport
RUSSIA
Siemens AG
GERMANY
General Electric
CANADA
Baloke Duen
GERMANY
Siemens AG
GERMANY
Siemens AG
GERMANY
HDVC
ABB, SWEDEN
Programmable Controls
ABB, SWITZERLAND
Tube Mills
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
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 suppliers 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 Indias 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
36
PART :4
Recruitment &
Selection In
BHEL
37
(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 employees work. Effective
human resource management requires constant monitoring of the fit
between person and job.
39
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)
40
(iv)
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 recruitments.
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
43
METHODS OF RECRUITMENT
RECRUITME
NT
INTERNA
L
SOURCES
EXTERNAL
SOURCES
a. Internal Sources
b. External Sources
1)
2)
a)
Scouting
Campus recruitment
b)
c)
Indirect Method
Advertisement
Professional association
46
47
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
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.
51
PREFERENCE IN RECRUITMENT
(i)
(ii)
52
53
PROCEDURAL DETAILS
2.
3.
4.
5.
6.
In-depth analysis of data vis--vis present skill set and identifying the
gap and manpower requirement.
2.
Preparation of final proposal for approval of unit head and sending the
same to Corporate Office
3.
2.
Discussion with all DROS along with their requirement to distribute the
total vacancies trade wise
54
3.
2.
3.
55
2.
3.
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.
Lining up the arrangements with post office for daily collection of DAK
from post offices.
2.
3.
4.
Co-ordination with the ITX for system development for on line data entry
5.
6.
Taking print out of entered data and matching the entered data with
applications
56
7.
Scrutiny of application
1.
2.
3.
4.
2.
3.
4.
Freezing the list of eligible and not eligible list category wise/ trade
wise for written test.
2.
3.
4.
Taking receipt from the finance section of the DDs sent to them.
57
2.
3.
Discussion with various test centers Supdt (generally school teachers &
their principles) regarding seating capacity in each room and seating
arrangements in details.
4.
5.
6.
7.
2.
3.
58
6. Packing of question paper and OMR Answer sheets room wise / center
Wise /trade wise.
2.
2.
Deciding on the cut of for each trade & category according to the
number of vacancies and taking approval from the unit head.
3.
Conductance of interview.
1.
2.
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 Companys 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
61
2.
3.
BASIS
Meaning
Nature
Aim
RECRUITMENT
It is the process of
searching candidates
for vacant jobs &
making them apply
for the same.
It is a positive
process.
Its aim is to attract
more & more
candidates for vacant
jobs.
4.
Procedure
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 todays 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 PSUs 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.
64
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.
2.
3.
kept small.
66
PART :5
DATA
ANALYSIS
67
Q.1
Important
Very Important
Useless
20
30
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
Some what affects
Does not affect at all
Cant say
30
10
8
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
YES
NO
70
71
Q.5
YES
NO
72
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
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
76
77
78
Q.12 Do you think that recruitment and selection procedure in B.H.E.L. is free
from biasness?
YES
45
NO
5
79
Q.13 Which type of interview methods does your company usually follow?
Direct
Computeri
zed
Group
Panel
Stress
15
10
5
10
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
Psychome
tric
FIRO_B
Other
10
15
15
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
MOTIVATED
TALENT.
82
PART :7
Findings
83
FINDINGS
FINDINGS FROM BHEL:
PMS was a weak link at BHEL thats 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.
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
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 candidates file including maintenance
of database to ensure comprehensive data collection of candidates?
(a) Yes
(b) No
Q.4
Q.5
Q.6.
Q.7
Does your company disclose the job satisfactions at the time of selection of a
candidate ?
(a) Yes
(b) No
Q.8
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.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