Comparative Study of Recruitment & Selection Policy of BSNL and BHEL

Bharti Vidyapeeth University Amplify - DITM

COMPARATIVE STUDY OF THE RECRUITEMENT AND

SELECTION POLICIES OF (B.H.E.L.) AND (B.S.N.L.)

By

SHIKHA RATHI

Submitted to BHARTI VIDYAPEETH UNIVERSITY

In Partial Fulfillment of the Requirements for the Award of the POST GRADUATE DIPLOMA

in

TELECOM MANAGEMENT

Bharti Vidyapeeth University – Amplify DITM,[APRIL-2009]

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ACKNOWLEDGEMENT

I have a great pleasure in presenting this project report on the data collected by me on Comparative Study of the Recruitment and Selection Policies of (B.H.E.L.) and (B.S.N.L).

I am very great full to our Director Mr. Jamshed Khursigara & HOD Mr. V.J. Gomes for giving timely advice and valuable suggestion.

I take this opportunity to express my heartful gratitude to my guide, Mr. MANOJ BUDHIRAJA who inspire of her busy schedule was always ready to share with me pearls of wisdom from his vast experience.

Finally, my special thanks to all those who have helped me to complete this project work.

SHIKHA RATHI PGDTM –IVth SEM

(BHARTI VIDYAPEETH, KATRAJ, PUNE)

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TABLE OF CONTENTS

CHAPTER-I INTRODUCTION.

CHAPTER-II ORGANIZATIONAL PROFILE.

CHAPTER-III OBJECTIVES OF THE STUDY.

CHAPTER-IV RESEARCH METHODOLOGY.

CHAPTER-V DATA ANALYSIS AND INTERPRETATION.

CHAPTER-VI OBSERVATIONS AND FINDING.

CHAPTER-VII CONCLUSIONS AND SUGGESTIONS.

BIBLOGRAPHY, ANNEXURE

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BONAFIDE CERTIFICATE

This is to certified that this project report titled COMPARATIVE STUDY OF RECRUITEMENT AND SELECTION POLICIES OF (B.H.E.L.) AND (B.S.N.L.) is the bonafide work of Ms. Shikha Rathi who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Prepaired by Project GuideShikha Rathi Jamshed KhursigaraPGDTM-059

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EXECUTIVE SUMMARY

I have done my project on comparative study of recruitment and selection policies of (B.H.E.L.) and (B.S.N.L.). My main objective of this study was to know the recruitment and selection policies of (B.H.E.L.) and (B.S.N.L.) how much the employee of the company are satisfied with these policies, what are the differences between the policies of both the company and also the procedure of recruitment and selection of both the company and comparison between them.

Research methodology and method for the data collection is used was through questionnaire and interviews, through discussion with the management members, through interacting with different employee of the company, by referring manuals and magazines.

There was some limitation during the study like the sample chosen doesn’t represent the total population, some of them needed help in answering the questionnaire since they found difficulty in understanding the literal meaning of the questions, time boundation was there .On the bases of the observation and data collected we come to the following observation that:

Preference should be given to the most eligible candidate, irrespective of their sex.

It should be suggested that the Company should pay the travel expenses to the candidate.

With changing times and changing needs the policies should be flexible.

The Preference should be given to the most eligible candidate, irrespective of whether candidate is internal or external.

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INTRODUCTION

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INTRODUCTION

Recruitment is an important part of a business' human resource planning. In all businesses, people are a vital resource - and they need to be managed as such. The overall aim of the recruitment and selection process is to obtain the number and quality of employees that are required in order for the business to achieve its objectives.

The Recruitment and Selection process promotes successful hiring decisions that can truly impact the success of a department or faculty.The selection of a candidate with the right combination of education, work experience, attitude, and creativity will not only increase the quality and stability of the workforce, it will also play a large role in bringing management strategies and planning to fruition.

There are three main stages in recruitment:(1) Identify and define the requirements. This involves the preparation of job descriptions, job specifications and person specifications(2) Attract potential employees - there are various methods for doing this - which are described in a separate revision note(3) Select and employ the appropriate people from the job applicants

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It is important to appreciate that recruitment is a continuous process - because of:

Staff departures (e.g. retirements, sackings, resignations) Changes in business requirements (e.g. new products,

markets, expanded operations) Changes in business location (a relocation often triggers

the need for substantial recruitment) Promotions

PURPOSE & IMPORTANCE OF RECRUITMENT

Recruitment Home » Purpose & Importance Of Recruitment Attract and encourage more and more candidates to apply

in the organisation. Create a talent pool of candidates to enable the selection of

best candidates for the organisation. Determine present and future requirements of the

organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by

decreasing number of visibly under qualified or overqualified job applicants.

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Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

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Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number

and type of employees (Advertising etc). Short-listing and identifying the prospective employee with

required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making The recruitment process is immediately followed by the

selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

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SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

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INTERNAL SOURCES OF RECRUITMENT

TRANSFERS: The employees are transferred from one department to another according to their efficiency and experience.

PROMOTIONS: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

Others are Upgrading and Demotion of present employees according to their performance.

Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures.

The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

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EXTERNAL SOURCES OF RECRUITMENT 1. PRESS ADVERTISEMENTS:Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES:Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES:Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGES:Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

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5. LABOUR CONTRACTORS:Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS:Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS:Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

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8. RECRUITMENT AT FACTORY GATE:Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

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INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the organisation are:

1. RECRUITMENT POLICY:The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY: Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING:

Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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3. SIZE OF THE FIRM:The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COST:Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION:Organization will employ or think of employing more personnel if it is expanding its operations.

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RECRUITMENT POLICY In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

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COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organisation should be such

that: It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated

equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full

potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit

organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each

selection. Abides by relevant public policy and legislation on hiring

and employment relationship. Integrates employee needs with the organisational needs.

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FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

RECENT TRENDS IN RECRUITMENT The following trends are being seen in recruitment:

OUTSOURCING:In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.

Advantages of outsourcing are:

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Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage turning the management's focus to strategic level processes of HRM

Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

Company can save a lot of its resources and time

POACHING/RAIDING:“Buying talent” (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

E-RECRUITMENT:

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Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of E-Recruitment are: Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

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RECRUITMENT VS SELECTION

Recruitment Home » Recruitment Vs Selection Both recruitment and selection are the two phases of the employment process. The differences between the two are:

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

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ORGANIZATIONAL

PROFILE

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COMPANY PROFILE

B.H.E.L. is the biggest and the oldest manufacturing division of public sector corporation. Bharat heavy electicals limited is countries pioneering engineering organization the first of its kind in Asia. Heavy electrical India limited Bhopal was registered on 29th august 1956 with a view to reach self sufficiency in industrial products and power equipment vital for industrialization of country. Foundation stone was laid on 15th November 1958 and its production started on 1st July 1960. B.H.E.L. Was inaugurated formally in November 1960 by late Prime Minister Shri Jawahar Lal Nehru.

To meet the total demand of heavy electrical equipment BHEL came in to being as there was need for an integrated approach to the development of power equipment manufacture in India and also to optimally utilize the resources. It is the largest engineering and manufacturing enterprise of its kind in India, and one of the leading international companies in the power field. BHEL offers over 180 products and provides systems and services to meet the needs of core sectors like: Power, Transmission, Industry, Transportation, Non-Conventional Energy Sources, and Oil & Gas Exploration & Telecommunication. With 14 Manufacturing Divisions, a wide spread Regional Services Network, and Project Sites all over India & abroad and with an export presence in more than 50 countries, BHEL is truly India’s Industrial ambassador to the

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world. All major Manufacturing, Erection and Service units of BHEL have been awarded ISO 9000 certification.

BHEL’s Bhopal plant is the company’s oldest unit with updated & state-of-the-art manufacturing facilities. The product range at Bhopal includes Hydro, Steam, Marine & Nuclear Turbines, Hydro & Turbo Generators, Transformers, Switchgears, Control gears, Transportation, Equipments, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig, Equipments, Battery Powered Vehicles and Diesel Generating sets. This unit have been recommended for ISO-14001 certificate for its Environmental Management System.

BHEL Bhopal's strength is existed in its employees. Company invests in Human Resource continuously and is alive to their needs. The plant's well established township is spread over an area of around 20 sq kms. and provides good Health facilities, Sports & Recreational Parks.

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BHEL VISION, MISSION, VALUES

BHEL VISION:A world class Engineering Enterprise committed to enhancing stakeholders value.

MISSION:To be an Indian multinational; engineering enterprise providing total business solution through quality products, system and service in the fields of energy, industry, transportation, infrastructure and other potential areas.

VALUES:

The values of BHEL are:• Zeal to excel and zest for change.• Integrity and fairness in all matters.• Respect for dignity & potentials of individuals.• Strict adherence to commitments.• Ensure speed of response• Faster learning, creativity & team work.• Loyalty and pride in the company.

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PRODUCT PROFILE OF BHEL

Power Utilization: - Industrial Machines

Power Generation: - Hydro Turbines Hydro Generators Heat Exchangers Excitation Control Equipment Steam Turbine Control & Relay Panel

Power Transmission: - Transformer Switchgear On- Load Tap Changers Large Current Rectifier

Transportation: - Transportation Equipment

Renovation & Maintenance: Hydro Power Stations Thermal Power Stations Worker Engg. & Services

Miscellaneous: - Fabrication Coil & Insulation Casting

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BHEL UNIT WISE DESCRIPTION

Name of the Unit

Name of the City

Year Established

Year of Production / Merger

HEP BHOPAL 1956 1965HPEP HYDERABAD 1963 1965HPBP TRICHY 1963 1965HEEP HARIDWAR 1963 1965CFFP HARIDWAR 1974 1976TP JHANSI 1976SSTP TRICHY 1976 1979BAP RANIPET 1976 1980ISG BANGALORE 1932 1980EDN BANGALORE 1963 1980EDP BANGALORE 1932 1980IVP GOINDWAL 1983 1984IP JAGDISHPUR 1984HERP VARANASI 1984

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BHEL BHOPAL PROFILE

Established in the late 50’s, Bharat Heavy Electrical Ltd. (BHEL) is, today, a name to reckon with in the industrial world. It is the largest engineering and manufacturing enterprise of its kind in India, and of the leading International Companies in the power field. BHEL offers over 180 products and provided systems and services to meet the needs of core sectors like: Power Generation and Transmission, Industry, Transportation, Telecommunication, Non- Conventional Energy Sources, Oil & Gas. With 14 Manufacturing Divisions, a wide spread Regional Services Network, and Project Sites all over India & Abroad and with an export presence in more than 50 countries, BHEL is truly India’s Industrial Ambassador to the world. All major Manufacturing, Erection and Services units of BHEL have been awarded ISO 9000 Certification.

BHEL’s BHOPAL plan is the company’s oldest unit with updated & state of the art manufacturing facilities. The product rang at Bhopal including Hydro, Steam, Marine & Nuclear Turbines, Hydro & Turbo Generators, Transformers, Switchgears, Control-Gears, Transportation Equipments, Capacitors, Bushing, Electrical Motors, Rectifiers, Oil Drilling Rig Equipments, Battery Powered Vehicles, and Diesel Generating sets. This unit has been recommended for ISO-14001 certificate for its Environmental Management System.

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BHEL BHOPAL’S STRENGTH: The greatest strength of BHEL Bhopal is its highly skilled and committed 7716 Employees. Every employee is given an equal opportunity to develop himself and improve his position. Continuous training and retraining, career planning, a positive work culture and participative style of management have engendered development of a committed and motivated work force leading to enhanced productivity and higher levels of quality.

UNIT’S POLE STAR STATEMENT: To be a leading and creditable supplier of product and services ensuring adequate return for growth inline with company’s vision and mission.

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ORGANIZATION CHART OF BHEL

CHAIRMAN & MANAGING DIRECTOR

DIRECTORS

EXECUTIVE DIRECTORS

GENERAL MANAGERS

ADDITIONAL GENERAL MANAGERS

DEPUTY GENERAL MANAGERS

SENIOR MANAGERS

MANAGERS

SENIOR EXECUTIVES

EXECUTIVES

SUPERVISORS

CLERKS

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CLASSIFICATION OF EMPLOYEES OF BHEL

EXECUTIVES: EDN GM AGM DGM DGM Sr. Manager Manager Dy. Manager Sr. Engineer/ Sr. Personnel Officer/Sr. ADM Officer Sr. Stores Officers/ Sr. Account officer Engineer/ Personnel Officer / ADM Officer Store Officer / Account Officer

SUPERVISORS: Sr. Executive Foreman Executive Foreman General Foreman / Chief Foreman Foreman / Store Holder Grade – I / Sr. Accountant Grade /

Sr. Officer Superintendent. Asst. foreman/ Store Holder Grade II / Accountant Grade II /

Officer Super Superintendent Charge Man/ Store Holder Grade III / Accountant Grade III /

Asst. Officer Superintendent.

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TECHNICIANS: Chief Technician General Technician Master Technician Sr. Technician Technician

ARTISANS: Electrical Grade I, II, III, IV Draftman Grade I, II, III, IV Fitters Grade I, II, III, IV Machinist Grade I, II, III, IV Turner Grade I, II, III, IV Welder Grade I, II, III, IV Winder Grade I, II, III, IV Rigger Grade I, II, III, IV Crane Operator Grade I, II, III, IV Lab Assistant Grade I, II, III, IV Black Smith Grade I, II, III, IV Patternmaker Grade I, II, III, IV

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CLERICAL STAFF (NON SUPERVISORS) Librarian Compounder Pharmacists Nurses Dresser Telex / Telephone Operator Drivers

UNSKILLED / SEMI SKILLED WORKERS Peons Mails Sweepers Workers on Daily Wages Etc.

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THE BHEL HAS TO FOLLOW THESE WAYS FOR RECRUITING THE EMPLOYEE

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 commensurate 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

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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.

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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,

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adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion.

EXTERNAL SOURCE S OF RECRUITMENTAn 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 facilitates 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.

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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

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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.

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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.

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3. SELECTION:

A .SCREENING/SHORTLISINGResumes 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 includes the following requirement.

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Vaccant Position in the Orgn.

Application Short-List

Call for Evaluation

Evaluation Process

Offer Letter to selected Candidates

DirectRecruitment

Requisition ProcessManpower requisitionRequisition approval

ResumeDetails

ApplicantData Blank

Rejection/Hold

No Requisition

RECRUITMENT PROCESS

The Applicant Databank is A Central storehouse of Applicant related information.The Recruitment Process has different options- Direct and Through RequisitionDirect: The Candidate required for a vacant position in the organization is searched from the applicant Data Bank and given offer.Through Requisitions: The Requisition Process (an official written demand) comprise of Manpower Requisitions from the organization.

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After Approval of the Requisitions the Applicants are short listed from the Applicant Data Bank based on the position, Experience, skill set, Qualification as required from the Requisition.

The Short Listed Applicants are then called for an evaluation process that is based on pre-defined steps for the respective positions.

After clearing the evaluation process an offer letter is given to the selected applicants.

If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These case lets

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discuss the importance of having an effective recruitment and selection policy.

They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.

NORMS OF BHEL RECRUITMENT

BHEL mainly recruits Engineer Trainees, Supervisor Trainees and Artisans, whenever vacancies for these positions are sanctioned. Once vacancies are sanctioned, the recruitment for these position is conducted according to the process which will be described in detail in open advertisement issued. You may look out for such advertisements in the “Employment News”, and also at this website, where it will also be hosted when issued. However, some broad features are given below:

1. For the positions of-a) Engineer Traineesb) Supervisors Trainees

Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement, containing no. of vacancies, job-specifications, selection process etc., is published in National Dailies.

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For these positions, generally recruitment is conducted leveraging technology, which requires submission of applications ‘on-line’ only. The broad job-specifications are as under:

JOB SPECIFICATIONS:

a) For Engineer Trainees

Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters.

b) For Supervisor Trainees

Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute.

Upper Age LimitEngineer Trainee- 27 years for Graduates

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29 years for Post-GraduateSupervisor Trainee-27 years

The selection process involves on All India based written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

2. For the position of Artisans The recruitment for these positions is conducted by concerned unit only, whenever vacancies are sanctioned to them. The detailed advertisement, containing no. of vacancies, job -specifications, selection process etc., is published in Employment News and hosted on BHEL website. Window advertisement is, however, published in Local Dailies.

JOB SPECIFICATION:

Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC.

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Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt. Directives on reservations.

The selection process involves written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

Note:1. The above mentioned job-specifications are broad in

nature. As such, it is advised to refer to the details of concerned recruitment, whenever conducted.

2. Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed.

3. Occasionally BHEL recruits persons at levels other than described above. Any advertisements issued in this regard will also be hosted at the site.

4. Unsolicited applications will neither be entertained nor responded.

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COMPANY PROFILE

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Within a span of five years it has become one of the largest public sector unit in India.

BSNL has installed Quality Telecom Network in the country and now focusing on improving it, expanding the network, introducing new telecom services with ICT applications in villages and wining customer's confidence. Today, it has about 47.3 million line basic telephone capacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382 fixed exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages.

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BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom services.

BSNL is numero uno operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer.

BSNL cellular service, Cell One, has more than 17.8 million cellular customers, garnering 24 percent of all mobile users as its subscribers. That means that almost every fourth mobile user in the country has a BSNL connection. In basic services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue terms.

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS, and Account Less Internet (CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.

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BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that provides convergent services like voice, data and video through the same Backbone and Broadband Access Network. At present there are 0.6 million DataOne broadband customers.

The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute.

Scaling new heights of success, the present turnover of BSNL is more than Rs.351,820 million (US $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26 billion) for last financial year. The infrastructure asset on telephone alone is worth about Rs.630,000 million (US $ 14.37 billion).

BSNL plans to expand its customer base from present 47 millions lines to 125 million lines by December 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$ 16.67 million) in the next three years.

The turnover, nationwide coverage, reach, comprehensive range of telecom services and the desire to excel has made BSNL the No. 1 Telecom Company of India.

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VISION, MISSION & OBJECTIVES

VISION :

To become the largest telecom Service Provider in Asia.

MISSION:

i. To provide world class State-of-art technology telecom services to its customers on demand at competitive prices.

ii. To Provide world class telecom infrastructure in its area of operation and to contribute to the growth of the country's economy.

OBJECTIVES:

To be a Lead Telecom Services Provider.

To provide quality and reliable fixed telecom service to our customer and there by increase customer's confidence.

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To provide mobile telephone service of high quality and become no. 1 GSM operator in its area of operation.

To provide point of interconnection to other service provider as per their requirement promptly.

To facilitate R & D activity in the country.

Contribute towards:

i. National Plan Target of 500 million subscriber base for the country by December 2010.

ii. Broadband customers base of 20 million in India by 2010 as per Broadband Policy 2004.

iii. Providing telephone connection in villages as per government proposition.

iv. Implementation of Triple play as a regular commercial proposition.

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ORGANIZATIONAL STRUCTURE OF BSNL

Distribution of Group-wise staff strength of DoT and BSNL (numbers) as on 31st March 2008 is indicated below:

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RECRUITEMENT AND SELECTION

External environment

Internal environment

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Human Resources Planning

Alternatives to Recruitment

Recruitment

Interval Sources External Sources

Internal Methods External Methods

Recruited Individual

OBJECTIVES OF THE

STUDY

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OBJECTIVE OF THE STUDY

Primary Objectives: To compare the recruitment policy of BHEL and BSNL. To study the effectiveness of Recruitment & Selection

policy of these organizations.

Secondary Objectives: To study how the recruitment policy can be made better. To know what are the techniques organizations are using

for recruitment.

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RESEARCH

METHODOLOGY

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RESEARCH METHODOLOGY

The Research is Exploratory Research. The data is collected through 40 employees i.e. 20 employees from each organization.

SAMPLE DESIGN:The method used for sample technique is convenient sampling method.

SAMPLE SIZE:40 employees i.e. 20 employees from each organization.

TOOLS OF ANALYSIS:I have used Questionnaire Method. Some of the software’s used for making this project will be Ms Word and Ms Excel. The Data collected is shown through Graphs and Pie Charts.

DATA COLLECTION:Source of Data for this project primary as well as secondary.

LIMITATIONS: The respondents were limited and cannot be treated as the

whole population. The respondents may be biased. Time was the major constraint. The accuracy of indications given by the respondents may

not be consider adequate

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DATA ANALYSIS

&

INTERPRETATION

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DATA ANALYSIS & INTERPRETATION

Q1. Are you in support of recruitment policy of the Company?

Options BHEL (%) BSNL (%)Yes 90 88No 10 12

Interpretation:90% of the executives say that they are in support of recruitment policy of BHEL. Most of the executives of BSNL say that they were in support of the recruitment policy of their organization. This shows that recruitment policy of BHEL is better than BSNL. BHEL is taking candidates who have scored more than 75% marks in Graduation. All India level exam & Interview is conducted by BHEL and BSNL for recruitment of employees.

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Q2. Whether the existing recruitment policy is linked to productivity?


Interpretation:Most of the respondents of BHEL say that recruitment policy is linked to productivity as compared to BSNL.

2

Q3. Do you feel that manpower recruitment has been rationalized by way of

automation?


Interpretation:Manpower recruitment has been rationalized by way of automation as said by most of the respondents at BHEL as compared to BSNL.

2

Q4. Whether the existing recruitment policy is getting will supports of the top management?


Interpretation:Support of Top Management in Recruitment Policy is more in BHEL as compared to BSNL.

2

Q5. Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process?


Interpretation:Executives of BHEL and BSNL say that positions are clearly defined in the recruitment process.

2

Q6. Is the organization doing timeliness recruitment and Selection process?


Interpretation:BHEL is doing timeliness recruitment as compared to BSNL.

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Q7. Does HR provide an adequate pool of quality applicants?


Interpretation:HR of BHEL and BSNL is able to maintain adequate pool of quality applicants because they are hiring best candidates.

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Q8. Rate the effectiveness of the interviewing process and other selection instruments,

such as testing?

Options BHEL (%) BSNL (%)Excellent 90 88Good 10 10Poor 0 2

Interpretation:

BHEL interviewing process and other selection instruments are more effective as compared to BSNL.

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Q9. Does the HR team act as a consultant to enhance the quality of the applicant pre-

screening process?


Interpretation:Most of the executives of BHEL say that HR team acts as a consultant to enhance the quality of the applicant pre-screening process.

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Q10. Does HR hiring employees to make the best hiring decisions?


Interpretation:

BHEL is hiring employees to make the best hiring decision as compared to BSNL.

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Q11. Rate how well HR finds good candidates from non-traditional sources when Necessary?


Interpretation:

BHEL is able to find good candidates from non traditional sources when necessary as compared to BSNL.

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Q12. How would you rate the HR department's performance in recruitment and

selection?

Options BHEL (%) BSNL (%)Good 90 88Poor 10 12

Interpretation:Performance of HR Department in Recruitment and selection process in BHEL is better than BSNL.

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Q13. Do you feel that job evaluation and job analysis helps in manpower recruitment in

your organisation?


Interpretation:Most of the respondents of BHEL, BSNL say that job evaluation and job analysis helps in manpower recruitment in an organization.

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Q14. Do you think that the personal recruited from external sources is more desirable

than the internal sources?


Interpretation:Most of the respondents at BHEL say that personal recruitment from external sources are not desirable than internal sources.

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Q15. Whether cost benefit analysis is done before recruitment?


Interpretation:Most of the executives at BHEL say that HR Department is doing cost benefit analysis before recruitment.

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Q16.Do you feel that training will affect to recruitment process?


Interpretation:90% of the employees at BHEL say that recruitment process is affected by training policy of the company. While in BSNL the case is not like that.

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Q17. Do you think job rotation will affect the recruitment policy?


Interpretation:Most of the respondents at BHEL and BSNL feel that Job rotation will affect the recruitment policy.

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Q18. How the company is controlling the shortage of manpower?

Options BHEL (%) BSNL (%)By employing extra hours

98 96

By Recruiting 2 4

Interpretation:All of the organizations are controlling the shortage of manpower by employing extra hours but if they really don’t have more manpower they recruit.

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Q19. Are you satisfied with the existing recruitment system of the organisation?


Interpretation:Most of the respondents at BHEL and BSNL are satisfied with the recruitment system.

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OBSERVATIONS

&

FINDINGS

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OBSERVATIONS & FINDINGS

90% of the executives say that they are in support of recruitment policy of BHEL. Most of the executives of BSNL say that they were in support of the recruitment policy of their organization.BHEL is taking candidates who have scored more than 75% marks in Graduation. All India level exam & Interview is conducted by BHEL and BSNL for recruitment of employees.

Most of the respondents of BHEL say that recruitment policy is linked to productivity as compared to BSNL.

Manpower recruitment has been rationalized by way of automation as said by most of the respondents at BHEL as compared to BSNL.

Support of Top Management in Recruitment Policy is more in BHEL as compared to BSNL.

Executives of BHEL and BSNL say that positions are clearly defined in the recruitment process.

BHEL is doing timeliness recruitment as compared to BSNL.

HR of BHEL and BSNL is able to maintain adequate pool of quality applicants because they are hiring best candidates.

BHEL interviewing process and other selection instruments are more effective as compared to BSNL.

Most of the executives of BHEL say that HR team acts as a consultant to enhance the quality of the applicant pre-screening process.

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BHEL is hiring employees to make the best hiring decision as compared to BSNL.

BHEL is able to find good candidates from non traditional sources when necessary as compared to BSNL.

Performance of HR Department in Recruitment and selection process in BHEL is better than BSNL.

Most of the respondents of BHEL and BSNL say that job evaluation and job analysis helps in manpower recruitment in an organization.

Most of the respondents at BHEL say that personal recruitment from external sources are not desirable than internal sources.

Most of the executives at BHEL say that HR Department is doing cost benefit analysis before recruitment.

90% of the employees at BHEL say that recruitment process is affected by training policy of the company. While in BSNL the case is not like that.

Most of the respondents at BHEL and BSNL feel that Job rotation will affect the recruitment policy.

All of the organizations are controlling the shortage of manpower by employing extra hours but if they really don’t have more manpower they recruit.

Most of the respondents at BHEL and BSNL are satisfied with the recruitment system.

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CONCLUSION

&

SUGGESTIONS

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RECOMMENDATIONS

Preference should be given to the most eligible candidate, irrespective of whether candidate is internal or external.

Preference should be given to the most eligible candidate, irrespective of their sex.

It should be suggested that the Company should pay the travel expenses to the candidate.

But with changing times and changing needs the policies should be flexible.

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BIBLIOGRAPHY

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BIBLIOGRAPHY

Books:1. Mamoria, C.B.(1999): ‘Personal Management’ Himalaya

Publication, New Delhi.2. Diwedi, R.S. (1997): ‘Managing Human Resource’ Galgotia

Publishing Ltd, New Delhi.3. Kothari, C.R. (2000): ‘Research Methodology’ Vishwa

Prakashan, New Delhi.4. Casio, Wayne F. (1995) Managing Human Resources , 3rd

Edition, Tata Mcgraw Hill, New Delhi.5. Sainy H.C. and Kumar Sharad, Human Resources

Management and Development, Quality Publishing Company.

6. Robbins Stephen P. (1987) the Management of Human Resource, 4th Tata Mcgraw Hill, New Delhi.

7. Aswathapa K. (1997) Human Resource and Personnel Management, Tata Mcgraw Hill, New Delhi.

Websites: www.bhel.com www.bsnl.co.in

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ANNEXURE

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QUESTIONNAIRENAME : _______________________DESIGNATION : _______________________DEPARTMENT : _______________________ORGANIZATION : BHEL [ ] BSNL [ ]

Q1. Are you in support of recruitment policy of the Company? a. Yes b. NoQ2. Whether the existing recruitment policy is linked to productivity?a. Yes b. NoQ3. Do you feel that manpower recruitment has been

rationalized by way of automation?a. Yes b. NoQ4. Whether the existing recruitment policy is getting will

supports for the top management?a. Yes b. NoQ5. Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process?a. Yes b. No

Q6. Is the organization doing timeliness recruitment and Selection process?

a. Yes b. NoQ7. Does HR provide an adequate pool of quality applicants?a. Yes b. No

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Q8. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?

a. Excellent b. Good c. PoorQ9. How well the HR teams act as a consultant to enhance the quality of the applicant pre-screening process?a. Excellent b. Good c. PoorQ10. Does HR hiring employees to make the best hiring decisions?a. Yes b. NoQ11. Rate how well HR finds good candidates from non-traditional sources when Necessary?a. Excellent b. Good c. PoorQ12. How would you rate the HR department's performance in

recruitment and selection?a. Good b. PoorQ13. Do you feel that job evaluation and job analysis helps in

manpower recruitment in your organisation?a. Yes b. NoQ14. Do you think that the personal recruited from external sources is more desirable than the internal sources?a. Yes b. NoQ15. Whether cost benefit analysis is done before recruitment?a. Yes b. NoQ16. Do you feel that training will effect to recruitment process?a. Yes b. No

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Q17. Do you think job rotation will affect the recruitment policy?a. Yes b. NoQ18. How the company is controlling the shortage of manpower?a. By employing extra hour’s b.By RecruitingQ19. Are you satisfied with the existing recruitment system of the organisation?a. Yes b. No

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Documents

Comparative Study of Recruitment & Selection Policy of BSNL and BHEL