COMMERCE PROJECT

ROUGH DRAFT
By Vansh Ruparelia
TOPIC: -
COMPARATIVE STUDY OF THE RECRUITEMENT AND
SELECTION POLICIES OF (B.H.E.L.) AND (B.S.N.L.)
 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
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.
 • 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:
• 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.
 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.

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.
 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.
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.
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.
 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.
 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.

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:

• 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:

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

• The HRD Department initiates activity on the recruitment once

the "Manpower Requirement" form is approved by MD.

• All "Manpower Requirement “Forms are maintained by the HRD

Department.

2. IDENTIFYING SOURCES OF RECRUITMENT:

On the basis of Manpower Requirement Form a recruitment

source is identified. The source of recruitment could be external
or internal.

INTERNAL SOURCE OF RECRUITMENT

• Internal Transfer/Promotion with necessary screening, training

and selection to meet the specified requirement. It would be
desirable to utilize the internal sources before going outside to
attract the candidates. The two categories of internal sources
including a review of the present employees and nomination
of the candidates by employees.
The COMPANY suggests that the effective utilization of internal
sources necessitates an understanding of their skills and
information regarding relationships of jobs. This will provide
possibilities for horizontal and vertical transfers within the
enterprise eliminating simultaneous attempts to lay off employees
in one department and recruitment of employees with similar
qualification for another department in the company. Promotions
and Transfers within the plant where an employee is best
suitable improves the morale along with solving recruitment
problems.

These measures can be taken effectively if we established job

families through job analysis programmes combining together
similar jobs demanding similar employee characteristics. Again,
employee can be requested to suggest promising candidates.
Sometimes in a company the employees are given prizes for
recommending a candidate who has been recruited. The
usefulness of this system in the form of loyalty and its wide
practice, it has been pointed that it gives rise to cliques posing
difficulty to management.

Therefore, in this company before utilizing the system attempts

should be made to determine through research whether or not
employees thus recruited are effective on particular jobs. Usually,
internal sources can be used effectively if the number of
vacancies are not very large, adequate, employee records are
maintained, jobs do not demand originality lacking in the internal
sources, and employees have prepared themselves for
promotion.

EXTERNAL 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 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.
Educational and technical institutes also forms an effective
source of manpower supply. There is an increasing emphasis
on recruiting students from different management institutes and
universities' commerce and management departments by
recruiters for positions in sales, accounting, finance, personnel
and production. These students are recruited as management
trainees and then placed in special company training
programmes. They are not recruited for particular positions but
for development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel

with leadership personalities. Vocational schools and industrial
training institutes provides specialized employees, apprentices,
and trainees for semiskilled and skilled jobs. Persons trained in
these schools and institutes can be placed on operative and
similar jobs with a minimum of in plant training. However,
recruitment of these candidates must be based on realistic and
differential standards established through research reducing
turnover and enhancing productivity.

The enterprise depends to some extent upon casual labour or

"applicant at the gate" and mail applicants. The candidates may
appear personally at the company's employment office or send
their applications for possible vacancies. According to company
the quality and quantity of such candidates depend on the image
of the company in community.
Prompt response to these applicants proves very useful for the
company. The company find that this source is uncertain, and
applicants reveal a wide range of abilities necessitating a careful
screening. Despite these limitations, it forms a highly
inexpensive source as the candidates themselves come to the
gate of the company. It also provides measures for a good public
relations and accordingly , the candidates visiting the company
must be received cordially.

Trade unions are playing an increasingly important role in labour

supply. In several trades, they supply skilled labour in sufficient
numbers. They also determine the order in which employees are
to be recruited in the organization. In industries where they do
not take active part in recruitment, they make it a point the
employees laid off are given preference in recruitment.

ADVERTISEMENT:

• All recruitment advertisements are placed centrally by the HRD

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

In addition to the above sources, several organizations develop

sources through voluntary organizations such as clubs, attracts
employees of competitors looking for a change or good
prospectus for employment, utilize women, older workers and
physically handicapped for specific positions where they are best
suitable, and use the "situation wanted" advertisement in
newspapers.

3. SELECTION:

A .SCREENING/SHORTLISING

Resumes received from consultants and/or from the

advertisements released in Newspaper/Magzine are screened by
HRD Department in consultation with the concerned department.
B.INTERVIEW CALL:

The shortlisted candidates are contacted for interview through

an interview call letter/telephone call/e-mai l or through the
consultants.

C.INTERVIEW SCHEDULE:

Interview schedule is prepared and sent to the concerned

Department's HOD, Interview panel and a copy is kept for HRD
Department records. The Interview Schedule includes the
following requirement.

RECRUITMENT PROCESS

Vaccant Position in the Orgn.

Resume Requisition Process No

Details Manpower requisition Requisition

Direct
Application Short-List
Applicant Recruitment
Data Blank Call for Evaluation

Evaluation Process

Offer Letter to selected

Rejection/Hold Candidates
The Applicant Databank is A Central storehouse of Applicant
related information.

The Recruitment Process has different options- Direct and Through

Requisition

Direct: 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.

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 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 Trainees

b) 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.

For these positions, generally recruitment is conducted leveraging

technology, which requires submission of applications ‘on-line’ only.
The broad job-specifications are as under:
 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.
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.
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
 ORGANIZATIONAL STRUCTURE OF BSNL

Distribution of Group-wise staff strength of DoT and BSNL

(numbers) as on 31st March 2008 is indicated below:
 RECRUITEMENT AND SELECTION

External environment

Internal environment

Human Resources
Planning

Alternatives to
Recruitment

Recruitment

Interval Sources External Sources

Internal Methods External Methods

 Recruited Individual

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.
• 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.
 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.

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