A PROJECT REPORT

ON

SELECTION AND RECRUITMENT PROCESS OF BHEL

SUBMITTED IN THE PARTIAL FULFILLMENT OF

DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION -2009-12

UNDER THE GUIDANCE OF:

MANSI AHUJA

FACULTY, FIMT

SUBMITTED BY

PARVEEN NAYAK

ENROLMENT NO-0640909801

BATCH NO. (BBA (BI) 3RD SEM)

FAIRFIELD INSTITUTE OF MANAGEMENT AND TECHNOLOGY

AFFILIATED TO GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY, DELHI.

FIMT CAMPUS KAPASHERA, NEW DELHI- 110037

TABLE OF CONTENTS
 Student declaration…………………………………………………………………………… i

Certificate by the
guide………………………………………………………………………………………………………...ii

Acknowledgement……………………………………………………………………………………………………
…………..iii

Chapter Scheme…………………………………………………………………………………iv

CHAPTER-1 Page nos.

1.1 Research Objectives of the study…………………………………………………...

1.2 Research Methodology of the study………………………………………………..

1.2.1 Research Design……………………………………………………………..

1.2.2 Data Collection- Primary & Secondary data………………………………...

1.2.3 Sample Design ……………………………………………………………….

[Link] Population………………………………………………………….
[Link] Sample Size………………………………………………………
[Link] Sampling method…………………………………………………

1.2.4 Method of data collection………………………………….………………..

[Link] Instrument for data collection……………………………………….

[Link] Drafting of a questionnaire………………………………

1.2.5 Limitations……………………………………………………………………

CHAPTER -2

About Organization/Company

CHAPTER -3
About Topic ………………………………………………………………………………..

CHAPTER -4

Analysis…………………………………………………………………………………….

CHAPTER-5

Conclusion……………………………………………………………………………

CHAPTER-6

Findings........................................................................................................................

CHAPTER-7

Recommendations…………………………………………………………………………………

References

Annexures

Student Declaration
I hereby declare that the project entitled “RECRUITMAENT AND
SELECTION PROCESS OF BHEL” under the guidance of “Ms. Mansi
Ahuja” submitted to the Department of Management in the partial
fulfillment of the degree of Bachelor of Business Administration (Banking
& Insurance) from “Fairfield Institute of Management and Technology, New
Delhi”. This is my original work and this project work has not formed the
basis for the award of any Degree to the best of my belief and knowledge.

[PARVEEN NAYAK] [06490101809]

[SIGNATURE OF STUDENT]

Place: New Delhi

Date:

Certificate
This is to certify that the project entitled “RECRUITMAENT AND
SELECTION PROCESS OF BHEL” is a original work of PARVEEN
NAYAK of Bachelors of Business Administration (Banking & Insurance),
3rd Semester and has been duly completed under my guidance and
supervision.
This work has been done in partial fulfillment of the requirement for the
award of the degree of BBA from Fairfield Institute of Management &
Technology affiliated to Guru Gobind Singh Indraprastha University, Delhi
and has not been submitted anywhere in any other University for the award
of any degree to the best of my knowledge.

Signature of the Guide

(Ms. Mansi Ahuja)
Department of Management,
FIMT, Kapashera, New Delhi.

Acknowledgement
It is a pleasure to acknowledge many people who knowingly & unwittingly helped
me, to complete my project. First of all let me praise God for all the blessings,
which carried me through all those years.
I am particularly indebted to Dr.( Mrs.) Chanchal Vashishtha, Principal of college,
which inculcated in me utmost respect for human values and groomed me up in
the field of management to take on the challenges of the competitive world.
First and foremost, I would like to express my regards to Ms. Mansi Ahuja for her
constant encouragement and support.
I would also like to express my immense gratitude towards all the lecturers of our
college for providing the invaluable knowledge, guidance, encouragement
extended during the completion of this project.
I extend my sincere gratitude to all my teachers and guide who made unforgettable
contribution. Due to their sincere efforts I was able to excel in the work entrusted
upon me.
Last but not the least; I am grateful to my parents, my siblings, my friends and all
well wishers for their moral support and encouragement during the entire period of
time.

PRAVEEN NAYAK
 CHAPTER 1
INTRODUCTION

1.1 RESEARCH OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and provides a framework for
implementation of the recruitment programmed 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, part-time 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 his the staff personnel have adequate freedom
in respect of sources of manpower to be tapped and the procedure to be followed for this
purpose.

1.2 RESEARCH METHODOLGY OF THE STUDY

1.2.1 RESEARCH DESIGN
Research is exploratory when you use no earlier model as a basis of your study. The most
usual reason for using this approach is that you have no other choice. Normally you
would like to take an earlier theory as a support, but there perhaps is none, or all available
models come from wrong contexts.

Exploratory research means that hardly anything is known about the matter at the outset
of the project. You then have to begin with a rather vague impression of what you should
study, and it is also impossible to make a detailed work plan in advance.

The gradual process of accumulating intelligence about the object of study means also
that it will be impossible to start by defining the concepts of study. You have to start with
a preliminary notion of your object of study, and of its context. During the exploratory
research project, these provisional concepts then gradually gain precision.

We have collected our data by drafting a questionnaire and thereby interpreted or

analyzed or result by using the Microsoft excel.

1.2.2 DATA COLLECTION

The research is based on:-
Primary Data
Primary data is collected in the form of questionnaire. Primary data are those collected by
the investigator himself for the first time and thus they are original n character, they are
collected for a particular purpose. A well structured questionnaire was personally
administrated to the selected sample to collect the primary data.

Secondary Data
Secondary data are those, which have already been collected by some other persons for
their purpose and published. Secondary data is usually in the shape of finished products.
External data was generated from:-
Internet
Company Reports& Broachers
Magazines
Newspapers Articles &journals
Data is also gathered by talking to the respondents.

1.2.3 SAMPLE DESIGN

[Link] POPULATION: I have selected the Delhi region.

[Link] SAMPLE SIZE: 25 respondents

[Link] SAMPLE METHOD: A Stratified random sample is one where the population is
divided in to mutually exhaustive strata or sub-group and then a simple random is
selected within each of strata on age groups, occupation etc. It may be noted that
stratification does not means absence of randomness. I use a simple random sampling
method.

1.2.4 METHODS OF DATA COLLECTION

  Survey: This technique of data collection has already been discussed about above
in the report. It was conducted in person that is by meeting the person personally,
over telephone, and even my mail. The main disadvantage of conducting surveys
over telephone or mail is that the facial expression, body language of the
respondent can’t be observed. Moreover the level of reliability on the results of
such surveys is very less and is prone to incorrect results. So approximately 80%
of the surveys conducted were by meeting persons personally. The questionnaire
used for the survey is in the Annexure part of the report.
The field work was done by me at different places like homes, offices, shops,
dealerships, franchises, etc. The surveys were done in the office time, so that it is
possible to meet every one.

 Observation: Observation is a technique where the consumers’ behaviour is

recorded, usually without his/ her knowledge. So according to the definition it is
clear that in this technique of data collection we basically observed which brand the
customers are preferring more either they are more inclined towards BSNL or any
other like the main competitors of BSNL like the bharti Airtel , Vodafone, TATA,
RCOM, etc.

1.2.4.1Instruments used:
The instruments used for the survey are the questionnaires, the mail id, for the graphical
analysis I used the excel sheet, laptop for typing purpose.

[Link] DRAFTING OF A 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
Questionnaire consists 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?
1.2.5 LIMITATIONS

The following are the limitations of the study:

 The sample size was small and hence the results can have a degree of variation.
 The response of the employees in giving information was lukewarm.
 Organization is resistance to share the internal information.
 Questionnaire is subjected to errors.
 An underlying assumption for the entire project is that the details and feedback
received from the population is true.

 It was difficult to find respondents as they were busy in their schedules, and
collection of data was very difficult. Therefore, the study had to be carried out
base on the aviability of respondents.
 Some of the respondents were not ready to fill the questionnaire and some of them
were not ready to come out openly.
 CHAPTER 2
COMPANY INTRODUCTION
 BHEL
INTRODUCTION

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 –
[Link] 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.

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 power 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.
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 power 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 – Mass trees ( of up to 10,000 phi 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.

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.

CHAPTER 3
RECRUTIMENT AND SELECTION
PROCESS OF BHEL
The BHEL has the following way which it follows for recruiting the person

[Link] The purpose of the company is to define the procedure of Recruitment &
Selection in the company.

[Link] The scope of the company is to find the individuals seeking employment in the
company.

[Link] The Responsibility is on the Manager-HRD/Operations Director-

EAI Systems/Operation Director-TPB-India.

[Link] The Authority in the company is commenstrate with responsibility

[Link] 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 Department by the HRD

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 programmed 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 use advance purposes. Techniques of vocational guidance for effective
placement 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. Then
these in students special are recruited as management trainees and placed company
training programmer. 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.
[Link] CALL The shortlisted candidates are contacted for interview through an
interview call letter/telephone call/e-mai l or through the consultants.

[Link] 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.

CHAPTER 4
ANALYSIS AND INTERPRETATION
CANDIDATES WILLINGNESS TO JOIN THE COMPANY

INTERPRETATION: From the chart it can be understood that most of the employees
are inspired by the working environment of the company which resembles the personal
traits of the Indians. I can also see that matters much followed reputation of the company
and salary package which comprised 11% and 16% respectively. Job prospect plays a
minor role in the minds of a candidate who had already joined the company. Location of
the company (which comprised 5% of the sample size) where majority of the employees
are qualified with technical who in most of the cases dare to bother it.

MOST RELIABLE TYPE OF INTERVIEW IS

INTERPRETATION: I tried to find out the most reliable type of interview

according the employee. They expressed different view. According to the sample
employees. I found that behavioral interview is most reliable and this view was
supported by 36% of the sample employees. Similar support was begged by the
situational interview, while 26% structured interview and only 7% favoured stress
interview. Corresponding to this data I have drawn a pie chart above: -

In BHEL all the applications received in each branch/function (HR or Finance) will
be separately arranged in descending order of merit i.e. based on a percentage of
aggregate marks of all the years/ semesters of professional course and only the
required number (according to the ratios mentioned) starting from the top will be
called for written test in each discipline of Engineering/Function (HR or Finance). In
case of a tie at cut-off marks, all the candidates scoring cut-off marks will be
called for written test. The Written Test papers will be objective type in nature and
will be in Hindi & English. Based on merit and requirement, the short-listed
candidates will have to appear for Psychometric Test and/or Behavioral Assessment
Interview followed by Personal Interview. Candidates will be invited for
Psychometric Test and/or Behavioral Assessment Interview followed by personal
interview, in order of merit on the basis of Written Test performance. In case of a
tie at cut-off marks, all the candidates scoring cut-off marks will be called for
interview.

The candidates are advised to ensure while applying that they fulfill the eligibility
criteria and other requirements mentioned in this advertisement and that the
particulars furnished by them are correct in all respects. In case it is detected at
any stage of recruitment process that the candidate does not fulfill the eligibility
criteria and/or does not comply with other requirements of this advertisement and/
or he/she has furnished any incorrect/ false information or has suppressed any
material fact(s), his/her candidature is liable to be rejected. If any of the above
shortcomings is/are detected, even after appointment, his/her services are liable to
be terminated without any no.
BEST WAY TO RECRUIT PEOPLE

INTERPRETATION: The employees at BHEL expressed their varied views about

the best way, according to them, to recruit people. The employees in BHEL bear
an opinion (about 40% of the sample) that advertisement is the best way to recruit
people. While to 25% of the sample employees feel that walk-ins is best way
while 20% feel that variable ways are the best. Others feel that recruiting people
from search firms in a best way. Corresponding to this data I have drawn a pie
chart above:
The aim of advertising is to make people aware that a vacancy exists and to
persuade them to apply for the position. Advertising helps to define exactly the
need of the company, and what separates it from its competitors. Often the people
you want to attract are not openly looking for a new job, so you need to think of
ways to sell the attributes of the company, e.g. what makes It unique, its culture,
values, philosophy and so on.
Good advertising highlights the assets of the position and appeals to the career
needs and concerns of the desired applicants. It is worth making your
advertisement effective and attractive, as there is a high correlation between
advertisements with accurate and complete information and recruitment success.

THE ATTITUDE OF H.R. MANAGER

INTERPRETATION: The chart above depicts that most of the employees are doing
service as per my survey of 20 employees. Most of the employees are satisfied with the
attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and 45% says
the attitude of H.R. Manager is excellent.
Corresponding to this data I have drawn a pie chart
From the chart it is crystal clear that the attitude & working of H.R. Manager is whole
heartedly accepted to all the employees of the company. This will definitely boost the
morale of the employees, which ultimately will increase efficiency, & working of the
employees resulting in better growth of the company. Thus by every means company is
profitable. Moreover such behavior of H.R. Manager can become the ideal of their
colleagues & subordinates.

CHAPTER 5
FINDINGS
 FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the replacement

does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting less
surely then new employee.

6. Salary fixation has a halo effect.

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are demanding
high amount of fees, where as HRD Department is not fully utilized to recruit
man power by advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes manpower
surplus which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiency does not recognize.

CHAPTER 6
SUGGESTION
 SUGGESTION

1. Fresh requisition requires approval and not replacement.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category of
employees.

4. Salary comparison should be seriously done to retain the old employees.

5. Proper salary structure to be structured to attract people and make it tax effective.

6. Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

7. External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.

8. Manpower planning should be followed before recruiting.

9. Proper enquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.

CHAPTER-7
CONCLUSION
 CONCLUSION

The major findings of the project are enumerated as follows:

 Training is considered as a positive step towards augmentation of the knowledge
base by the respondents.
 The objectives of the training programmes were broadly known to the
respondents prior to attending them.
 The training programmes were adequately designed to cater to the developmental
needs of the respondents.
 Some of the respondents suggested that the time period of the training
programmes were less and thus need to be increased.
 Some of the respondents also suggested that use of latest training methods will
enhance the effectiveness of the training programmes.
 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.
 The training aids used were helpful in improving the overall effectiveness of the
training programmers.
 The training programmed was able to improve on-the-job efficiency. Some
respondents also recommended that the number of training programmed be
increased.
 BIBLIOGRAPHY

BOOKS

Principles and practice of Management –by C.B. Gupta

Human Resource Management– by Gary Dessler

RESEARCH PAPERS ,MAGZINES ,NEWSPAPERS

TIMES OF INDIA
INDIA TODAY
BHEL manual

WORLD WIDE WEB (WEBILIOGRAPHY)

[Link],[Link]
 ANNEXURE
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

o Agree o Disagree

5. How candidates are recruited in the company

o Written exam o Written exam & Interview

o Written exam, o G.D Interview

6. Job specification of the response of the employee

o Yes o NO

7. Attitude of H.R Manager o Good

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