Name:

Malti Salonia (2008 -2010)

Title:
Training and Development Process of BHEL
Executive Summary

Training and development is one of the very important process in any organization, companies

are spending more and more into this segment, because through this they will get perfect

employees for their organization.

In this report I tried to give all the possible information about BHEL training and development,

how they related with each other? How they relate with the company, what are the possible

factory which affect the whole process of training and development.

This report also includes various kinds of training program which the company follows, and how
those programs will good for the organization or employees.
I also tried to include needs of training their objective and conceptual framework of training.

This report also includes some training programs which are held in BHEL of the development of

employees. By doing this project I am able to understand the satisfaction levels of employees

who are the part of the training. After studied this report I conclude some facts about the training

needs and make some suggestions¶ and recommendation for their training and development

program.
Objectives:
y

GROWTH:
To ensure a steady growth by enhancing the competitive edge of BHEL in existing
businesses, new areas and international operations.
y

PROFITABILITY:
To provide a reasonable & adequate return on capital employed, primarily through

improvement in operational efficiency, capacity utilization & productivity and generate

adequate internal resources to finance the company¶s growth.

CUSTOMER FOCUS:

To build a high degree of customer confidence by providing increased value for his

money through internationals standards of products quality, performance and superior

customer services.
y

PEOPLEORIENTATION :
To enable each employee to achieve his potential, improve his capabilities, perceive his role &

responsibilities and participate & contribute positively to the growth and success of theCompany. To invest

in human resources continuously and be alive to their needs

y

IMAGE:
To fulfill the expectations which stakeholders like government as owner, employees and
the country at large have from BHEL.
Recommendations & Suggestions:
Based on the data collected through the questionnaire and interactions with theOfficers and
Workers of BHEL the following recommendations are made for consideration:
y

The organization may utilize both subjective and objective approach for the training
programmes.
y

The organization may consider deputing each employee to attend at least one training
programmes each year.
y

The In-house training programmes will be beneficial to the organization as well as

employees since it will help employees to attend their official work while undergoing the

training.
y

The organization can also arrange part time training programmes in the office premises for short

durations, spanning over a few days, in order to avoid any interruption in the routine work.
y

The organization can arrange the training programmes department wise in order to give
focused attention towards the departmental requirements.

Limitations:
The following are the limitations of the study:
y

The sample size was small and hence the results can have a degree of variation.
y

The response of the employees in giving information was lukewarm.

y

Organization¶s resistance to share the internal information.

y

Questionnaire is subjected to errors.

onclusion:
The major findings of the project are enumerated as follows:
y

Training is considered as a positive step towards augmentation of the knowledge base by

the respondents.
y

The objectives of the training programmes were broadly known to the respondents prior
to attending them.
y

The training programmes were adequately designed to cater to the developmental needs
of the respondents.
y

Some of the respondents suggested that the time period of the training programmes were
less and thus need to be increased.
y
Some of the respondents also suggested that use of latest training methods will enhance
the effectiveness of the training programmes.
y

Some respondents believe that the training sessions could be made more exciting if the
sessions had been more interactive and in line with the current practices in the market.
y

The training aids used were helpful in improving the overall effectiveness of the training
programmes.
y

The training programmes were able to improve on-the-job efficiency. Some respondents
also recommended that the number of training programmes be increased.

Bhel:
Executive Summary
The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how

far this process confirm to the purposes underlying the operational aspects of the industry. How far

the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.

Human resource is a most valuable asset in the Organization. Profitability of the Organization

depends on its utilization. If their utilization is done properly Organization will make profit otherwise it

will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not

run the business. So right man should be procured at right place in right time, otherwise their proper

utilization may not be done. To procure right man at right place in right time, some information

regarding job and job doer is highly essential. These information are obtained through Job Analysis,

Job Descriptions, Job Specifications. BHEL procure manpower in a very scientific manner . It gets

information by use of these important documents like Job Analysis, Job Descriptions and Job

Specifications. Without these recruitment may be unsuccessful.

B.H.E.L – OVERVIEW
BHEL is largest engineering and manufacturing enterprise in India in the energy

related/infrastructure sector today. BHEL was established more than 40 years ago when its first

plant was set up in Bhopal ushering in the

indigenous heavy electrical equipment industry in India , a dream that has been more than realized

with well-recognized track record of performance. It has been earning profit continuously since 1971-

72 and achieved a sales turnover of Rs.7482.2 Corers with a profit before tax of Rs802.4 Corers in

2002-03.
BHEL caters to core sectors of the Indian Economy viz., Power
Generation
and
Transmission,
Industry,

Transportation,

Telecommunication, Renewable Energy, Defense etc. The wide network of BHEL'S 14

manufacturing divisions, four Power Sector regional centers, eight service centers and eighteen

regional offices and a large number of projects sites spread all over India and abroad and enables

the company to promptly serve its customers and provide then with suitable products, systems and

services-efficiently and at competitive prices. BHEL has already attained ISO 9000 and all the major

units/divisions of BHEL have been upgraded to the latest ISO-9001: 2000 version quality certification

for quality management. BHEL has secured ISO-14001 certification for environmental management

systems and OHSAS-18001 certification for occupational health and safety management system for

its major units/divisions.

POWER GENERATION
Power Generation Sector comprises of thermal , gas , hydro and nuclear
power plant business. As of 31.3.2003 , BHEL – supplied sets account for
nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216
MW in the country , as against Nil till 1969 – 70.

BHEL has proven turnkey capabilities for executing power projects from concept to commissioning.

It possesses the technology and capability to produce thermal sets with super critical parameters up

to 1000 MW unit rating and gas turbine - generator sets of up two 250 MW unit rating. Co-

generation and combined cycle

plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the

high- ash – content coal available in India , BHEL also

supplies circulating fluidized bed combustion boilers for thermal
plants.
The company manufactures 220 / 235 / 500 MW nuclear turbine -
generator sets.

Custom – made hydro sets of Francis ; Pelton and Kaplan types for different head-discharge

combinations are also engineered and manufactured by BHEL.

In all , orders for approximately 800 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 contemporary technology

comparability with.

In all , orders for approximately 800 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

contemporary technology comparable with the best in the world , and is also internationally

competitive.

The company has proven expertise in plant performance improvement through renovation ,

modernization and up rating of variety of power plant equipment , besides specialized know – how of

residual life assessment , health diagnostics and life extension of plants.

TRANSMISSION & DISTRIBUTION (T&D)
BHEL offers wide – ranging products and systems for T & D applications. Products manufactured

include : power transformers , dry type transformers , series & shunt – reactors , capacitor banks ,

vacuum & SF6 circuit breakers , gas - insulated switchgears , energy meters , SCADA systems and

insulators.

A strong engineering base enables the company to undertake turkey delivery of substations up to

400 kV level , series compensation system ( for increasing power transfer capability of transmission

lines and improving system stability and voltage regulation ) , shunt compensation

systems ( for power factor and voltage improvement ) and HDVC system ( for economic transfer

of bulk power ) BHEL has indigenously developed the state – of – the - art controlled shunt reactor

( for reactive power management on long transmission lines ). Presently , a 400 kV FACTS ( flexible

AC Transmission system ) project is under execution. The company undertakes comprehensive

projects to reduce ATC losses in distribution systems.

INDUSTRIES

BHEL is a major contributor of equipment and systems to industries : cement , sugar , fertilizer ,

refineries , petrochemicals , papers , oil and gas , metallurgical and other process industries. The

range of systems & equipment supplied includes : captive powe r plants , co - generation plants , DG

power plants , industrial steam turbines , heat exchangers and pressure vessels , centrifugal

compressors , electrical machines , pumps , valves , seamless steel tubes , electrostatic

precipitators , fabric filters , reactors , fluidized bed combustion boilers , chemical recovery boilers ,

process controls and material handling systems.

The company is a major producer of large – size thirstier devices. It also supplies digital distributed

control systems for process industries and control & instrumentation systems for power plant and

industrial applications. 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 involved in the development design , engineering , marketing , production , installation , and

maintenance and after - sales service of rolling stock and traction propulsion systems. In the area of

rolling stock , BHEL manufactures electric locomotives up to 5000 HP , diesel electric locomotives

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. Besides traction propulsion systems for in – house use , BHEL manufactures

traction propulsion systems for other rolling stock producers of electric locomotives , diesel - electric

locomotives , electrical multiple units and metro cars. The electric and diesel traction equipment on

Indian railways are largely powered by electrical propulsion systems produced by BHEL. BHEL also

undertakes retrofitting and overhauling of rolling stock. In the area of urban transportation systems ,

BHEL is geared up to turkey execution of electric trolley bus systems , light rail systems , etc. BHEL

is also diversifying in the area of port handling equipment and pipelines transportation systems.

TELECOMMUNICATION
BHEL also caters to telecommunication sector by way of small , medium
and large switching systems.
RENEWABLE ENERGY
Technologies that can be offered by BHEL for exploiting non - conventional and renewable

resources of energy include ; wind electric generators solar photovoltaic systems , stand - alone and

grid – interactive solar power plants , solar heating systems , solar lanterns and battery - powered

road vehicles. The company has taken up R & D efforts for development of multi - junction

amorphous silicon solar cells and fuel cells based systems.

OIL & GAS

BHEL is a major contributor to the oil and gas sector industry in the country. BHEL'S product range

includes deep drilling oil rigs , mobile rigs , work over rigs, well heads and X – Mas trees ( of up to

10,000 psi ratings ) , choke and kill manifolds , full bore gate valves , mud valves , mud line

suspension system , casing support system , sub - sea well heads , block valves , seamless pipes ,

motors, compressors , heat exchangers , etc.

BHEL
is
the
single
largest
supplier
of
well heads , X – Mas tress and oil rigs to ONGC & OIL.
INTERNATIONAL OPERATIONS

BHEL is one of the largest exporters of engineering products and services from India , raking among

the major power plant equipment suppliers in the world.

Over the years , BHEL has established its references in about 60 countries around the world , from

the US 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 , rehabilitation projects , besides a wide variety of products – like , transformers ,
valves , well – head equipment insulators , switchgears , heat exchangers , casting and forgings ,

centrifugal compressors , photovoltaic cells and panels , etc. Apart from over 1100 MW of boiler

capacity contributed in Malaysia and execution of five prestigious power projects in Oman , some of

the major successes achieved by the company have been in China , Saudi Arabia , Libya , Greece ,

Cyprus , Malta , Egypt , Bangladesh , Sri Lanka , Iraq , Indonesia , Taiwan , Kazakhstan etc.
TECHNOLOGY UPGRADATION, RESEARCH &
DEVELOPMEMT

To remain competitive and to meet customer's expectations , BHEL lays great emphasis on the

continuous up gradation of the products and related technologies , and development of new

products. The company has upgraded its products to contemporary levels through continuous in –

house efforts as well as through acquisition of new technologies from leading engineering

organization of the world.

BHEL'S investment in R & D is amongst the largest in the corporate sector in India. Products

developed in - house during the last five years contributed over 7% to the revenues in 2004 - 05.

BHEL has introduced , in the recent past , several state - of – the – art products ; low - NOx oil / gas

burners , large capacity atmospheric fluidized bed combustion boilers , high - efficiency pelton hydro

turbines , petroleum deport automation systems , 36 KV gas - insulated sub – station , controlled

shunt reactors ( CSR ) and performance analysis , diagnostics and optimization ( PADO ) package

for power plants , etc. The company has also transferred a few technologies developed in - house to

other Indian companies for commercialization.

The company is also engaged in research in futuristic areas , such as applications of super

conducting materials in power generation and industry , and

fuel cells distributed , environment – friendly power
generation.

HUMAN RESOURCE DEVELOPMENT INSTITUTE

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 47000 strong highly skilled and motivated people making the

organization , is the only 'mantra'.

Human Resource Development Institute ( HRDI ) , the corporate training institute of the company , in

association with the advanced technical education center

( ATEC ) in Hyderabad and Human Resource Development

Center at the units , is responsible for the total human resource development of the company.

Further , competency development / assessment center for senior executive is taken up by HRDI.
HEALTH , SAFETY & ENVIRONMENT
MANAGEMENT

BHEL , as an integral part of business performance and in its endeavor of becoming a world - class

organization and sharing the growing global concern on issues related to environment , occupational

health and safety is committed to protecting environment in and around its own establishment

and to providing safe and healthy working environment

to all its
employees.
For fulfilling this obligation , corporate policies have been formulated as
Environmental 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;
 Enhancement of environmental awareness amongst employees ,
customers and suppliers.

BHEL will also assist and co-operate with the concerned government agencies and regulatory

bodies engaged in environmental activities, offering the company's capabilities in this field.
Occupational Health and Safety Policy
 Compliance with applicable legislation and regulations;

Setting objectives and targets to eliminate / control / minimize risks

due to occupational and safety hazards;
 Appropriate structured training of employees on occupational health
and safety (OH&S) aspects;
 Formulation and maintenance of OH&S management programs for
continual improvement;
 Periodic review of OH&S management system to ensure its
continuing suitability , adequacy and effectiveness.
 Communication of OH&S policy to all employees and interested
parties.

The major units of BHEL have already earned international recognition by implementation of ISO

14001 Environmental Management System and OHSAS 18001 occupational health and safety

management system.

In pursuit of these policy requirements , BHEL will continuously strive to improve work practices in

the light of advances made in technology and new understanding in occupational health , safety and

environmental science.

PARTICIPATION IN THE " GLOBAL COMPACT

" OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation , the business community ,

international labor and NGOs. It provides a forum to for them to work together and improved

corporate practices through co- operation rather than confrontation.

BHEL has joined the " Global Compact " of United Nation has committed
to support it and the set of core values enshrined in its nine principles:
Principles of the " Global Compact "
• Human Rights
1. Business should support and respect the protection of
internationally proclaimed human rights; and
Make sure they are not complicit in human rights abuses.
• Labor Standards
3. Business should uphold the freedom of association and the

effective recognition of the to collective bargaining;

4. The elimination of all forms of forces and compulsory labor;

5. The effective abolition of child labor; and

6. Eliminate discrimination.
• Environment
7. Businesses should support a precautionary approach to
environmental challenges;
8. Undertake
initiatives
to
promote
greater
environmental
responsibilities; and
9. Encourage the development and diffusion of environment -
friendly technologies.

By joining the " Global Compact " , BHEL would get a unique opportunity of networking with

corporate and sharing experience relating to social responsibility on global basis.

SUMMARY OF BHEL’S CONTRIBUTION TO
VARIOUS SECTORS
Power Transmission and Distribution Sector

In the T&D sector BHEL is both a leading equipment - manufacturer and a system - integrator. BHEL

- manufactured T&D products have a proven track record in India and abroad.

In the area of T&D system , BHEL provide turnkey solutions to utilities.

Substation and shunt compensation installation set up by BHEL are in

operation all over the country. EHV level series compensation schemes

have been installed in KSEB , MSEB , and MPSEB & POWER GRID

networks. Complete HVDC systems can be delivered by BHEL the

technology for state – of – the - art flexible AC transmission systems
(FACTS) is been developed

Industry Sector
Since its inception in 1982 , the industry sector business has grown at an
impressive rate and , today , contributes significantly to BHEL'S turnover.

BHEL , today , supplies all major equipment for the industry: AC/DC machines , alternators ,

centrifugal compressors , special reactors , heat exchangers , pressure

vessels , gas turbine based captive , co – generation and combined – cycle power plants , DG power

plants , steam turbines and turbo – generators , complete range of steam generators for process

industries , diesel engine - based power plants , solar water heating systems , photovoltaic systems ,

electrostatic precipitators , fabric filters etc.

The industries , which BHEL serves , include: steel , aluminum , fertilizer , refinery , petrochemicals ,

chemicals , automobiles , cement , sugar , paper , mining , textiles etc.

Transportation Sector

In the transportation field BHEL product range covers: AC locomotives , AC/DC dual – voltage

locomotives , diesel – electric shunting locomotives , traction motor and transformers , traction

electrics and control for AC , DC and dual voltage EMUs , diesel - electric multiple units , diesel

power car and diesel - electric locomotives , battery – powered vehicle.

A high percentage of the trains operated by Indian Railways are equipped
with traction equipment and controls manufactured and supplied by BHEL.
OBJECTIVE OF THE STUDY
In BHEL the recruitment policy spells out the objective and provides a framework for implementation

of the recruitment programme in the form of procedures. The company involves a commitment to

broad principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the extent of promotion from

within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group

members, parttime employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or an industrial relations

department designated as employment or recruitment office. This specialization Of recruitment

enables staff personnel to become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the personnel requisition forms are

originated by the personnel, who has the final words in the acceptance or rejection of a particular

applicant. Despite

this the staff personnel have adequate freedom in respect of sources of

manpower to be tapped and the procedure to be followed for this purpose
SCOPE AND IMPORTANCE OF THE
STUDY
SCOPE
1. To structure the Recruitment policy of BHEL for different categories of
 employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and
works appointments all over India.
6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle
Management and Senior Management cadres.

IMPORTANCE

Without focusing the pattern of management, organization philosophy highlights on achieving a

surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore,

strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry

needs a stable and energetic labours force that can boast of production by increased productivity. To

achieve these

objectives a good recruitment & selection process is essential. By which industry strikes right

number of persons and right kind of persons at the right time and at right places through and the

planning period without hampering productivity.

DATA COLLECTION
A sample size of 20 employees are studied for this purpose. Employees of
different unit where randomly administrated the questionnaire.
DATA ANNAYSIS
The analysis of data was done on the basis of unit, age and number of
years of experience and factors.

Analysis was done using the simple average method so that, finding of the
survey was easily comprehensible by all.
SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In primary source of

data collection the interview schedule and questionnaire and opinion survey were used and in

secondary source of data collection relevant records, books, diary and magazines were used. Thus

the source of data collection were as follows:

PRIMARY
SECONDARY
1. Interview schedule
1. Diary
2. Questionnaire
2. Books
3. Opinion Survey
3. Magazines
4. Other records

I have used structural interview schedule, questionnaire and opinion survey for collection of data

from primary source. Interview schedules were used for workers clerical , category and

questionnaires were used for supervisory and executive cadre and opinion survey was used to know

the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade

union members of the organization.

I have used the secondary source like diary, books, magazines and other relevant records for

collection of data to know about the industry as well as the respondent.

DATA TYPE
Primary as well as secondary data was collected.
RESEARCH APPROACH
Conducting a field survey did a subjective assessment of the qualitative data. The research method

used was that of questionnaire & interview for primary data & an extensive literature survey for

secondary data.
RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the collection of primary data which

contained open-ended questions to chance response. In addition the personal interview method was

employed to draw out answers to subjective questions, which could not be adequately answered

through the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the candidates in BHEL was

to prepare questionnaire. For this purpose a number of questionnaire we studied and finally a

questionnaire where framed.

The questions where grouped under five categories:

1. Company related

2. Environment related

3. Supervision related

4. Growth related

5. Job related
The questionnaire are also ask the employees for the demographic details
regarding:
6. Age
7. Number of years of experience
8. Unit
9. Department
10. Grade
Questionnair
e consist of the following things:
•
Which focused on the employee awareness levels regarding benefits provided which & outside the

organization & assessing his overall satisfaction level. This prepared ground for further enquiry &

enabled better analysis of the questions, which followed.

•
Which focused on specific policies & judged them from different
aspects making the questionnaire in–depth & specific.
•
Which consisted of open-ended question, inviting views &
suggestions from the respondents.
I
NTERVIEW
Interviews lead to a better insight to subjective & open questions almost
all interviewees responded.
SAMPLE UNIT
The sample unit consisted of all the departments of BHEL.
SAMPLE FRAME
Consisted of a comprehensive list of all the employees of BHEL.
SAMPLE SIZE
Sample size=20 out of universe of 500.
SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex
& work experience of respondents thus enabling better representations of

the heterogeneous population. However, the sample design was that of “convenience sampling” or

“haphazard sampling” only. The time consideration & size of population were major factors in

determining choice of sample design.

Questionnaire
1.Candidate willingness to join the company
o

Reputation of the company

o

Salary Package
o

Working Environment
o

Job Prospect
o

Location of the Company

o

Career growth opportunity

2.Most reliable type of interview
o

Behavioral
o
Situational
o

Stress
3.Best way to recruit people
o

Advertisement
o

Walk-ins
o

Search firms
4.Response given by the staff about their query
Agree/Disagree
5.How candidates are recruited in the company
o

Written exam
o

Written exam & Interview

o

Written exam, G.D Interview

6.Job specification of the response of the employee
Yes/No

7.Attitude of H.R Manager

o

Good
o

Very good
o

Excellent
8.The primary source of information for recruiting people should be
o

Managerial
o

Testing
o

Recruiters themselves
o

Job analysis
9.Opinion about BHEL Company’s Application on Blank
o

Good
o

Very good
o

Excellent

DEFINATION
Recruitment is the process is seeking out and attempting to attract individuals in external labor

markets, who are capable of and interested in filling available job Vacancies .Recruitment is an

intermediate activity whoseprimary function is to serve as a link between human resource planning

on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.
Recruitment begins by specifying the human resource requirements, initiating activities and actions

to identify the possible sources from where they can be met, communicating the information about

the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the

requirement to respond to the initiation by applying for the jobs.

AIM
The aim of recruitment is the information obtained from job description and job specification along

with precise staffing standards from the basis for determinig manpower requirement to attain the

organizational objective.

Recruitment Needs Are Of Three Types:

1
Planned, anticipated and unexpected planned need arise from changes, in
organization and retirement policy.
2
Resignations, deaths and accidents and illness give rise to unexpected
needs.
3

Anticipated needs refer to those movements in personnel which an organization can predict by

studying trends in the internal and external requirements.

Features Of Recruitment:
1
Process or series of activities rather than a single act or event.
2
A linking activity as it brings together those with the jobs(employer) and
those seeking jobs(prospective employees).
INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified

requirement. It would be desirable to utilize the internal sources before going outside to attract the

candidates. The two categories of internal sources including a review of the present employees and

nomination of the candidates by employees.

Merits and Demerits of Internal Recruitment.
Merits.
Following are the merits of the internal source of recruitment;
1. Increase in Morale
Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that they can be

promoted to a higher post, their morale will be boosted and their work efficiency will increase.
2. Better Selection
The people working in the enterprise are known by the management and for
selection higher post does not carry any risk as the employees are known.
3. Economical Internal

Internal sources is highly economical because no expenditure is involved in locating the source of

recruitment and no time is wasted in the long process of selection. More over, these employees do

not need extensive training because they already know about all the works of the enterprise.
4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do not leave the

enterprise. As a result of this policy labour turnover is reduced and the status of the company

increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied
which leads to the establishment of better labour-management relationship.
Demerits
The internal source of recruitment of employees suffer from the following
demerits:
1. Check on Young Blood
The defect of the internal source of recruitment is that the young people fully
equipped with the modern technical knowledge remain excluded
from the entry in enterprise. As a result, the old people run the enterprise with
the old ideas and experience.
2.Limited choice.
The internal recruitment of the employees reduces the area of choice. The reduction in the area of

choice means less number of applicants. The choice is to be made out of people working in the

enterprise.
3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually select their favorites.

Sometimes even a less capable person is selected which harms the enterprise. In this system ,

generally the personal impression of the managers about the employee is given preference for

selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of
consultant and Advertisement
Merits and Demerits of External Recruitment
Merits.
The external recruitment has the following merits:
1.Entry of young blood.
Recruitment through external source brings in new persons with modern ideas
which can be profitable for the organization.
2.Wide choice.

The use of external source of recruitment increases the number of candidates and widen the choice.

The managers judge the capabilities of the applicants and select the best ones for appointment.
3.Less Chances of Favouritism.
All the candidates, under this system of recruitment, are new for the managers
and this exclude the possibility of favouratism.

Demerits.
In spite of many merits, the system of recruitment from external sources is not
free from defects. Its chief demerits are:
1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the present employees

come to an end. Since there is no hope of any promotion the morale of the employee decreases and

they do not perform their work with dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in case of external

recruitment. If the wrong selection will upset the working condition of the organization.
3.Costly Source.

The external source of recruitment involves expensive advertisement, long selection process and

training after selection which increases organizational expenditure.

4.Increase in Labour-turnover.
When the employees know that they cannot be appointed on high posts in the
enterprise, they leave the organization at the first available opportunity, and as a

result an increase in the labour-turnover which lowers the prestige or the

reputation of the enterprise.
5.Detorioration in Labour-Management Relationship.
Making use of the external source of recruitment affects the present employees
and there is an increase in the incidents of strikes and lock-out.
LEGAL & POLITICAL
CONSIDERATIONS
The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No

citizen shall, on ground of religion, race, caste, sex, descent, place of birth, residence or any of

them, be negligible for an discriminated against in respect of any employment or office under the

state.”

“ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading, in

regard to a class or classes of employment on appointment to an office (under the govt. of or any

local or other authority within a state or union territory), any requirement as to residence within that

State or Union Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain safeguards for scheduled

castes, scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of
the constitution, there can be no discrimination in the matter of employment anywhere in the country

OBJECTIVES OF RECRUITMENT
for any citizen.
•
To attract people with multidimensional skills and experiences that suit
the present and future organizational strategies.
•
To induct outsiders with a new perspective to lead the company.
•
To infuse fresh blood at all levels of the organization.
•
To develop an organizational culture that attracts competent people to the
company.
•
To search or head hunt/head pouch people whose skills fit the company’s
Values.
•
To devise methodologies for assessing psychological traits.
•
To seek out Non Conventional development grounds of talent.
•
To search for talent globally and not just within the company.
•
To design entry pay that competes on quality but not on quantum.
•
To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:
•

Generally begins when the personnel department receives requisitions for recruitment from any

department of the company the personnel requisitions contains detail about the positions to be filled.

number of persons to be recruited, required from the candidate, terms and conditions of employment

and at the time by which the persons should be available appointment etc.
•
Locating and developing the sources of required number and type of
employees.
•
Identifying the prospective employees with required characteristics.
•
Communicating the information about the organization, the job and the
terms and conditions of service.
•
Encouraging the identified candidates to apply for jobs in the
organization.
•
Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS
Human resource Management classically pertains to planning; recruitment, selection, placement,

induction, compensation, maintenance, development, welfare etc. of Human Resources of any

organisation to enable the organization to meet its objective while also enabling the human

resources to attain their individual goals.

As is evident from the definition of the concept the entire theme revolves centrally around human

resource and its role in enabling simultaneous satisfaction of individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the organisation are the

individuals. The process of bringing employees into the folds of organisation is termed as

recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire

concept of human resource management.

It is easy to see why recruitment has accorded such a high position out of the
various facets of human resource management. The reason is simply that unless

one has human resource in the organisation whom will the human resource managers manage or

whose energy will they channalise productively and usefully.

Keeping this idea into mind this Projects is an attempt to study various options that are available

both theoretically as well as practically for an organisation to launch itself into the task of recruitment.
METHODS AND TECHNIQUES OF
RECRUITMENT

In a company recruitment sources indicates where human resources may be procured, the

recruitment methods and techniques deal with how these resources should be tapped. As soon as
the manpower manager has determined the personal qualities required on the part of an individual to

fill an vacant position and visualized the possible sources of candidates with these qualities, his next

step relates to making contact with such candidates. There are commonly three methods of

recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

Company procedure:

Following includes in the procedure

Job Annalysis Form
Job Specification Form
Interview Schedule
Application Form for
Employment
Interview Assesment Form

JOB ANALYSIS FORM

Job Title……………………
…………….…… Date……
Location………………………..
Department……………………………………
Analyst………………………….……………………………
Code No……………………………
Reason for the job……………………………
Supervised..
……………………
Wage or salary range…………………………………………………
Relation
to
other
jobs:
Promotion
from………..
Promotion
to…………………..
Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….
Other tasks :…………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience :
(a)Type of experience……………………..
(b)Length of experience……………………
Supervision :
(a) Positions supervised…………………….
(b) Extent of supervision…………………..
Job knowledge :
(a) General……………………………
(b) Technical………………………………
(c) Special………………………………………
…
Responsibility :
(a)
For
product
and
material
…………………….
(b)For
equipment
and
machinery………………
(c)For
work
of
others………………………….
(d)For safety of others……
Physical Demands :
Physical efforts
Surroundings
Hazards
Resource fulness

JOB SPECIFICATIONS FORM

Job Title : Drill Operator
Department………………………
Job Code……………………
Date……………………………..
REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders
and to make simple calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn
job duties and to attain acceptable degree of proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders.
Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required.
Specific but no detailed instructions.
6. Responsible for own work only. Only routine responsibility for
safety of others.

The BHEL has the following way which it

follows for recruiting the person
A.PURPOSE
The purpose of the company is to define the procedure of Recruitment &
Selection in the company.
B.SCOPE
The scope of the company is to find the individuals seeking employment
in the company.
C.RESPONSIBILITY
The Responsibility is on the Manager-HRD/Operations Director-EAI
Systems/Operation Director-TPB-India.
D.AUTHORITY
The Authority in the company is commenstrate with responsibility

E.PROCEDURE STEPS
1.MAN POWER RECRUITMENT
•

As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group

Manager of the concerned department and forwarded to the HRD Department.

•
The HRD Department initiates activity on the recruitment once the
"Manpower Requirement" form is approved by MD.
•
All "Manpower Requirement "Forms are maintained by the HRD
Department.
2.IDENTIFYING SOURCES OF RECRUITMENT
On the basis of Manpower Requirement Form a recruitment source is
identified. The source of recruitment could be external or internal.
INTERNAL SOURCE OF RECRUITMENT
•

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified

requirement. It would be desirable to utilize the internal sources before going outside to attract the

candidates

The two categories of internal sources including a review of the

present employees and nomination of the candidates by employees.
The COMPANY suggests that the effective utilization of internal sources necessitates an

understanding of their skills and information regarding relationships of jobs. This will provide

possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous

attempts to lay off employees in one department and recruitment of employees with similar

qualification for another department in the company. Promotions and Transfers within the plant

where an employee is best suitable improves the morale along with solving recruitment problems.

These measures can be taken effectively if we established job families through job analysis

programmes combining together similar jobs demanding similar employee characteristics. Again,

employee can be requested to suggest promising candidates. Sometimes in a company the

employees are given prizes for recommending a candidate who has been recruited. The usefulness

of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to

cliques posing difficulty to management.

Therefore, in this company before utilizing the system attempts should be made to determine

through research whether or not employees thus recruited are effective on particular jobs. Usually,

internal sources can be used effectively if the number of vacancies are not very large, adequate,

employee records are maintained, jobs do not demand originality lacking in the internal sources, and

employees have prepared themselves for promotion.

EXTERNA L SOURCE S OF RECRUITMENT
An external source of Recruitment is considered from the combination of
the following options:
CONSULTANT

Consultant are given the requirement specifying qualifications, experience and all other necessary

details. In consultant we considers the employment agencies, educational and technical institute,
casual, labor and mail applicants, trade unions and other sources. Our company have developed

markedly in large cities in the form of consultancy services.

Usually this company facilitate recruitment of technical and professional personnel. Because of their

specialization, they effectively assess the needs of their clients and aptitude and skills of the

specialized personnel. They do not merely bring an employer and an employee together but

computerize lists of available talents, utilizing testing to classify and used

advance techniques of vocational guidance for effective placement

purposes.

Educational and technical institutes also forms an effective source of manpower supply. There is an

increasing emphasis on recruiting students from different management institutes and universities'

commerce and management departments by recruiters for positions in sales, accounting, finance,

personnel and production. These students are recruited as management trainees and then placed in

special company training programmes. They are not recruited for particular positions but for

development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with leadership personalities.

Vocational schools and industrial training institutes provides specialized employees, apprentices,

and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be

placed on operative and similar jobs with a minimum of in plant training. However, recruitment of

these candidates must be based on realistic and differential standards established through research

reducing turnover and enhancing productivity.

The enterprise depends to some extent upon casual labour or"applicant at

the gate" and mail applicants. The candidates may appear personally at
the company's employment office or send their applications for possible vacancies. According to

company the quality and quantity of such candidates depend on the image of the company in

community. Prompt response to these applicants proves very useful for the company. The company

find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a

careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates

themselves come to the gate of the company. It also provides measures for a good public relations

and accordingly , the candidates visiting the company must be received cordially.
Trade unions are playing an increasingly important role in labour supply.

In several trades, they supply skilled labour in sufficient numbers. They also determine the order in

which employees are to be recruited in the organization. In industries where they do not take active

part in recruitment, they make it a point the employees laid off are given preference in recruitment.

ADVERTISEMENT
•
All recruitment advertisements are placed centrally by the HRD
Department.
•
The advertisement is drafted by HRD Department in consultation with
the concerned Department.
•
All related documents of Advertisements released are maintained in the
"Advertisement" file.

In addition to the above sources, several organizations develop sources through voluntary

organizations such as clubs, attracts employees of competitors looking for a change or good

prospectus for employment, utilize women, older workers and physically handicapped for specific

positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.
3.SELECTION
A .SCREENING/SHORTLISING
Resumes received from consultants and/or from the advertisements released in

Newspaper/Magzine are screened by HRD Department in consultation with the concerned

department.
B.INTERVIEW CALL
The shortlisted candidates are contacted for interview through an interview
call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and

a copy is kept for HRD Department records. The Interview Schedule include the following

requirement.

INTERVIEW SCHEDULE
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based
on Personal Data Format given below filled up by the candidate with
the help of technical person along with the Dept.
Date:
Venue:
Position:

INTERVIEW CALL LETTER

Date----------------
Dear Sir,
“___________________________________________________”
This has reference to your application for the above mentioned
position in our organisation.
We are pleased to invite you for a meeting with the undersigned
on…………………….at………a.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and
bring with you along with your educational and experience certificates /
testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.

You will be reimbursed to and for train fare by 1st / 2nd class for attending
this interview.
We take this opportunity to thank for the interest you have shown in
joining our organisation.
Yours sincerely,
For BHEL
D.PERSONAL DATA FORM
Any candidate appearing for an interview in the company is required to
fill in his/her particulars in the prescribed "Personal Data Form"

E.CONDUCTING INTERVIEWS
Interviews are conducted by an panel, which includes a staff member from the
concerned department and may include an had representative.

F.INTERVIEW ASSESSMENT
Interview assessment Format is filled up by the interview panel immediately after the interview and
all the relevant papers are forwarded to the HRD Department at the earliest. The Interview
Assessment include the following form which considers the following information:

G.SALARY FIXATION
"Staff comparison statement" and " salary proposal" formats are used for this
purpose.
H.OFFER AND APPOINTMENT LETTER
A candidate selected for appointment is issued an offer letter mentioning the
expected date of joining.
•
Extension of time to join duties is granted to the candidate purely at
Management discretion.
•
A Detailed Appointment letter is issued after the individuals joins and fills the
joining report.
•
The offer and appointment letters are signed to all new joiners.
4.JOINING FORMALITIES
All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance
and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their
personal files.
Induction Training is organized for the new joinees. Induction is organized internally by HRD
Department depending on the number of joinees in a month. Training needs o f the new joinees are
identified as per the procedure.
On the joining detailed appointment letters are issued as per below mentioned
levels:-

1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format
‘BELOW ASSTT. MANAGER LEVEL’
___________________
Dated :___________________
___________________
___________________
LETTER OF APPOINTMENT
Dear Mr.__________________________
With reference to the offer letter no.______________________dated__________ we are
pleased to appoint you as____________________ on the following terms and
 conditions:

Ordinarily your period of probation will be Six months which could be further extended

for a period not exceeding three months and during probationary period/extended

probationary period your services are liable to be terminated without any notice or

without assigning any reason or compensation in lieu thereof.

EMOLUMENTS:
A)
you will be paid following emoluments:
Basic Salary
:
Rs.__________ p.m.
House Rent Allowance

Local Travelling Expenses :

Rs.__________ p.m.
You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per
rules of the company.
B)
Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be
withheld in case the standard of work and conduct is found subnormal of may be accelerated in case
the same is adjudged to be commercial at the discretion of the management.
Your place of posting will be at our_________________situated at_______________-
_____. However, you are liable to be transferred to any of our sites/factory/office
at the discretion of the management.
1. During the period of your employment, you shall not secure or try to secure any other post and
undertake any course of study or work on part time basis without the pronouncement or the
Management in writing. You will also not hold any office of profit outside the company or engage
yourself in any other trade or business either part time, or full time, whether for profit or gain, or on
honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the
prior written permission of the management.
2. Your hours of attendance shall be regulated to suit the duties entrusted to you from
time to time, subject to the statutory provisions.
3. You shall be governed by the rules and regulations of the company in force from time
to time, that may be applicable to you.
4. In the event of your confirmation in writing, in addition to the terms and conditions
mentioned in this letter, except para (1):
a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit.
The organization shall have the right to have you medically examined as and when considered
necessary by a registered medical practitioner or by the Company’s medical officer.
b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu
thereof. However, no notice would be necessary to be given by the organisation if in their opinion
you are found guilty of any gross misconduct as generally understood in employment, particularly
disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of
 duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-
slow etc.

5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any
salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will
be entitled to full salary as if you were on duty. In the event you are found guilty of the charges
levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the
period of suspension.
6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not
either modified or they will also be subject to such other and further rules and regulations which may
be notified by us by putting a notice in writing on the notice board put inside the premises.
7. Your
date
of
joining
the
services
in
the
organization
is
_________________________________
8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated
above are acceptable to you, please sign the duplicate copy of this letter in token of your having
read, understood and accepted the terms and conditions mentioned above.
9. Please note that the court of jurisdiction shall be at New Delhi.
We welcome you to our organization and wish you a successful career with us.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.
NAME
SIGNATURE
DATE