PREFACE

With immense pleasure and deep sense of sincerity, I have completed my Industrial training. It is an essential requirement for each and every student to have some practical exposure towards real world situations. A systematized practical experience to inculcate self confidence in a student so that they can mentally prepare themselves for this competitive environment .

The purpose of training are : 1. Developing intellectual ability of student. 2. Bring confidence 3. Developing skills 4. Modify Attitude

CONTENTS
EXECUTIVE SUMMARY COMPANY PROFILE RESEARCH METHODOLOGY LITERATURE REVIEW PROJECT QUESTONNAIRE FINDINGS ANALYSIS CONCLUSION BIBLOIGRAPHY ANNEXURE SUGGESTIONS LIMITATION

EXECUTIVE SUMMARY

The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how for this process confirm to the purpose underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.

Human resource is a most valuable asset in the Organization. Profitability of the organization depends on its utilization. If their utilization is done properly organization will make profit otherwise it will make loss. If a good dancer appointed as a chief Executive Officer of a company, he may not run the business. So right man should be procured at right place in right time, otherwise proper utilization may not be done. To procure right man at right place in right time, some information are regarding job and job doer is highly essential. These information are obtained through job Analysis, Job Descriptions, Job Specifications. BHEL procure manpower in a very scientific manner. It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
OBJECTIVE OF THE STUDY
In BHEL the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may be embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, parttime employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or an industrial relations department as employees or recruitment office. This specialization of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped the procedure to be followed for this purpose.

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE
1. To structure the recruitment policy of BHEL for different categories of employees. 2. 3. To analyze the recruitment policy of the organization. To compare the recruitment policy with general policy.

4. To provide a systematic recruitment process. 5. It extends to the whole Organization. It covers corporate office, sites and works appointment all over India. 6. It covers workers, Clericals Staff, Officers, Jr. Management. Middle Management and Senior Management cardres.

IMPORTANCE
Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens can lead a richers and fuller life. Every organization, therefore, strikes for greater productivity, elimination wastes, lower costs and higher wages, so the industry needs a stable and energetic labors force that can boast of production by increased productivity. To achieve these objectives a good recruitment & selection process is essential. By which industry strikes right number of persons and right kind of persons at right time and at right number of persons and right

kind of persons at time and at right places through and the planning period without hampering productivity.

DATA COLLECTION
A sample size of 100 employees is studies for this purpose. Employees of different unit where randomly administrated the questionnaire.

DATA ANALYSIS
The analysis of data on the basis of unit, age and number of years of experience and factors. Analysis was done using the simple average method so that, finding of the survey was easily comprehensive by all.

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In primary sources of data collection the interview schedule and questionnaire and opinion survey were used and in magazines were used. Thus the sources of data collection were as follows:

PRIMARY
1. Interview schedule 2. Questionnaire 3. Opinion Survey

SECONDARY
1. Diary 2. Books 3. Magazines

I have used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interviews schedules were used for workers clerical, category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perception, thoughts and reactions of the executives, employees/workers and trade union members of the organization. I have used the secondary sources like dairy, books , magazines and other relevant record for the collection of data to know about the industry as well as the respondent.

DATA TYPE
Primary as well as secondary data was collected.

RESEARCH APPROACH
Conducting a field survey did a subjective assessment of the qualitative data. The research method used was that of queatinnaire & interview for primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of primary data which contained open-end questions to

chance response. In addition the personal interview method was employed to draw out answers to subjective questions, which could not be adequately answered through the use of questionnaire.

PREPARING THE QUESTIONNAIRE

The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire where framed. The question where grouped under five categories: 1. Company related 2. Environment related

3. Supervision related 4. Job related

The questionnaire are also ask the employees for the demographic details regarding: 5. Age 6. Number of years of experience 7. Unit 8. Department 9. Grade

Questionnaire consist or 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.

INTERVIEW
Interviews lead to a better insight to subjective & open questions almost all interviewees respondsed.

SAMPLE UNIT
The sample unit consisted of all the departments of BHEL.

SAMPLE FRAME
Consisted of a comprehensive list of all the employees of BHEL.

SAMPLE SIZE
Sample size = 20 out of universe of 500.

10

SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex & work experience of respondents thus enabling better representations of the heterogeneous population. However, the sample design was that of convience sampling only. The time consideration & size of population were major factors in determining choice of sample design.

11

THEORITICAL CONCEPT

12

THEORITICAL CONCEPT
An excellent student affairs staffing program begins with Hiring the right people and placing them in positions with Responsibilities that allow them to maximize their skills. Knowledge and talents in the pursuit of student affairs Purposes. The first commandment for student affairs Administrators, therefore, is to hire the right people. The Second commandment is to do it the right way.

DEFINITION
Recruitment is the process is seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job. Recruitment is an intermediate activity whose primary function is to serves as a link between human resources planning on the one hand and selection on the other. TO RECRUIT MEANS TO ENLIST, REPLENISH OR REINFORCE Recruitment begins by specifying the human resources requirements, initiating activities and actions to identifying the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirements to the respond to the initialization by for the jobs.

AIM
The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determining manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Type ;

13

1. Planned, anticipated and unexpected planned need arises changes, in organization and retirement policy. 2. Resignation, death and accidents and illness give rise to unexpected needs. 3. Anticipated needs refers to those movements in personnel which an organizational can predict by trends in the internal and external requirements.

INTERNAL SOURCE OF RECRUITMENT:In 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 nominations of the candidates by employees.

MERITS AND DEMERITS OF INTERNAL RECRUITMENT

Merits:Followings are the merits of the internal source of recruitment;

1. Increase in morale Recruitment through the internal sources, particularly promotion, increases the morale of the employee. 2. Better selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known. 3. Economical internal

14

Internal source is highly economical because no expenditure is involved in locating the source of recruitment and no time is wasted in the long process of selection. 4. Labor- turnover is reduced When the employees know that can be promoted to higher posts, they do not leave the enterprise. As the result this policy labor turnover is reduced and the status of company increase. 5. Better Labor- management Relation When the internal source of recruitment is used the employees remains satisfied which leads to the establishment of better labor- management relationship.

Demerits:-

The internal source of recruitment of employees suffer from the demerits:

following

1. Check on young blood The defect of an internal source of recruitment is that the young people fully equipped with the modern technical knowledge remain excluded from the entry in enterprise. 2. Limited choice The internal recruitment of the employees reduces he area of choices the reduction in the area of choice means less number of applicants. 3. Encourages favoritism Internal source encourages favoritism in this system, the superiors usually select their favorites.

15

EXTERNAL SOURCES OF RECRUITMENT

An external source of recruitment is considered from the combination of consultant and Advertisement

MERITS AND DEMERITS OF EXTERNAL RECRUITMENT Merits:1. Entry of young blood Recruitment through external sources brings in new persons with modern ideas which can be profitable for the organization. 2. Wide choice The use of external sources of recruitment increase the number of candidates and widen the choices. 3. Less chances of favoritism All the candidates, under this system of recruitment, are new for the managers and this excludes the possibility of favoritism.

Demerits:1. Decrease in morale of existing employees By adopting the system of external recruitment the chances of promotion of the present employees come to an end. 2. Chances of wrong selection There are chances of wrong selection due to non-availability of information in case of external recruitment. 3. Costly sources The external sources of recruitment involves expensive advertisement, long selection process and training after selection which increases organizational expenditure. 4. Increases in labor turnover When the employees know that they cannot be appointed on high posts in the enterprises, they leave the organization at the first available

16

opportunity, and as a result an increase in the labor turnover which lowers the prestige or the reputation of the enterprises.

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

LEGAL & POLITICAL CONSIDERATIONS

The constitution provides for the following as the fundamental rights of a citizens: Article 16(1): No citizen shall, on ground of religion, race, caste, sex, descent, place of birth, resident or any of them, be negligible for an discriminated against in respect of any employment or appointment.

17

The constitution ensures, in the directive principles of state policy, certain safeguards for scheduled castes, schedule tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution , there can be no description in the matter of employment anywhere in the country for any citizen.

STEPS ON RECRUITMENT PROCESS

The recruitment process consist of the following steps: Generally begins when the personnel department receives requisitions for recruitment from any department of the company the personnel requisition contains detail about the positions to be filled. Locating and developing the sources of required number and type of employees. Identifying the prospective employees with required characteristics. Communicating the information about the organization. The job and the terms and conditions of services. Encouraging the identified candidates to apply for jobs in the organization. Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAMEWORK OF RECRUITMENT PROCESS

Human resource management classically pertains to planning, recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of human resources of any organization to enable the organization to meet its objective while also enabling the human resources to attain their individual goals.

18

As is evident from the definition of the concept the entire them revolves centrally around human resources and its role in enabling simultaneous satisfaction of individual and organization goals. The immediate conclusion that follows fro this is that the prime movers of the organization are the individuals. The process of bringing employees into the folds of organization is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resources management. The reason is simply that unless one has human resources in the organization whom will the human resource managers manage or whose energy will they channelize productively and usefully. Keeping this idea into mind this projects is an attempt to study various option that are available both theoretically as well as practically for an organization to launch itself into the task of recruitment.

METHODS AND TECHNIQUES OF RECRUITMENT

In a company recruitment sources indicates where human resources may be procured, the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower has determined the personal qualities required on the part of an individual to fill an vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates. There are commonly three methods of recruitment which company follows:

1. DIRECT METHOD 2. INDIRECT METOD

3. THIRD PARTY METHOD

19

COMPANY PROCEDURE
Following includes in the procedure

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

20

JOB ANALYSIS FORM ..Date..

Location. Analyst. Code No. Reason for the job. Supervised. Wage or salary range Relation to other jobs: Promotion from.. Promotion to. JOB SUMMARY Work performed: .. Major duties: .. Other tasks: Equipment/ Machinery used Working Condition: SKILLS REQUIREMENT Education: (Grade or Year) Training: Job experience: (a) Type of experience.. (b) length of experience. Supervision: (a) Position supervised (b) Extent of supervision..

21

Job knowlegde:

(a) General (b) Technical (c) Special

22