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Name: Gitesh Singh (2008 2010)

Title: Recruitment and Selection Procedure in PSUs

Summary

Objective:

The main aim of the research is to compare the recruitment and selection procedures of

the public sector organisations in India and draw out similarities and differences based

on the outcome. While doing so we will get an in-depth knowledge about the criteria and

the policies PSUs follow while recruiting the best among the vast and competent human

resource available.

The research is based on the recruitment and selection policies and procedures

adopted in three of the best PSUs in India i.e. BHEL, NTPC and IOC.

The objective of the research on The recruitment and selection procedures in the PSUs

of India will be seeked by knowing how these public sector organisations recruit and

select the best talent available.

The research also throws light on some of the important debates in the field of HR like

should we recruit from internal sources or the external one?, should there be

induction programme and if yes how should it be conducted and for how long?. The

research seeks to answer these debates which come up while an organisation has to

recruit the best from an internal source of 106 billion creative minds.

The research will also help us in drawing some facts on the common practices in the

industry while recruiting and selecting employees.

Conclusion:

Recruitments and selection as seen are carried out in all three organizations and is a

very vital part of their human resource (HR) activities. All the three organizations have

their selection procedures, policies and norms which come into play every time when

selections are conducted.

It is seen that organization prefers big selection boards being cautious enough that

the right and the most appropriate candidate is selected for the vacant post with

valuable and experienced opinion of various field experts. The board definitely consists

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ofPersonnel Heads and CMDs. It is also seen that firms keep specially appointed

members for selection of SC/ST reserved seats.

The pre-requisite of selection procedure is planning of budgets according to which

various other aspects are decided.

The other common feature in all the three PSUs is that all use Advertisements,

campus recruitment and personnel consultants/agencies for recruitment. In

addition IOC also consider website as a source of recruitment.

In internal sources firms uses Promotion, Transfer and Deputed employees for

recruitment, it should be noticed that none of the three firm uses Employee referrals

as a source so that selection can be kept as unbiased as possible. In IOC Fresh blood

are invited for the lowest grade only i.e. grade A and for higher posts personnel

are placed internally.

To know the real caliber of the candidate the organizations follow the practice of taking

tests and specially WRITTEN TESTS. This shows the increasing trend of testing not

only the knowledge of the candidate but his/her ability to express and

spontaneity of the applicant.

Induction training is becoming an integral part of the selection procedure with

organization paying adequate or large time of selection process on induction. To make it

more effective NTPC has divided its executive recruits into two groups i.e. E1 and E2

through which selected candidates can be familiarized to their work groups more

efficiently.

Whereas BHEL and IOC provide the recruits with common induction, with BHEL training

its members as long as one year proving that what a vital role induction plays in the

success of whole process.

In all it can be analyzed that RECRUITMENT and SELECTION are very meticulous

processes and require expertise to perform them. Nowadays organizations

especially PSUs who are receiving hefty competition from private sector have to

tap upon the best possible work force available in the market in least cost

possible and to perform this task they practice a detailed recruitment and

selection process.

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Suggestions:

All the three organization should consider more sources of recruitment as it will broaden

their choice group and facilitate selection for e.g. Field trips, unsolicited applicants.

Unlike BHEL both IOC and NTPC do not consider deputed employees as a source of

recruitment which can prove a very important source as cost over induction can be

curbed in such an case

As done by NTPC both BHEL and IOC should also categorize their executives into

different groups so that more appropriate and concerning training could be imparted to

the candidates.

Like NTPC the other two organizations can also employee Experts in the selection

committee for selection purpose.