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SUMMER INTERNSHIP

REPORT ONHUMAN RESOURCES RECRUITMENT

SUBMITTED TO: SUBMTTED BY:

MRS. ANAMIKA CHETRI UTKARSH DEVRANI

B.B.A. V SEMHR


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ACKNOWLEDGEMENT

It is not possible to prepare a project report without the assistance & encouragement of other

people. This one is certainly no exception. Every work accomplished is a pleasure- a sense of

satisfaction. However a number of people always motivate, criticize and appreciate a work with

their objective, ideas and opinions. On the very outset of this report, I would like to extend my

sincere & heartfelt obligation towards all the personages who have helped me in this endeavor.

Without their active guidance, help, cooperation & encouragement, I would not have madeheadway in the project. I am ineffably indebted to MR.NEGI for conscientious guidance and

encouragement to accomplish this assignment. I am extremely thankful and pay my gratitude to

my faculty MRS.ANAMIKA CHETRI for her valuable guidance and support on completion

of this project in its presently. I extend my gratitude to GRAPHIC ERA UNIVERSITY for giving me this opportunity. I also

acknowledge with a deep sense of reverence, my gratitude towards my parents and member of

my family, who has always supported me morally as well as economically. At last but not leastgratitude goes to all of my friends who directly or indirectly helped me to complete this project

report. Any omission in this brief acknowledgement does not mean lack of gratitude.

Thanking You

UTKARSH DEVRANI


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PREFACEB.B.A. is a stepping stone to the management carrier and to develop good manager it is

necessary that the theoretical must be supplemented with exposure to the real environment.

Theoretical knowledge just provides the base and it is not sufficient to produce a good manager.

Thats why practical knowledge is ne eded.

Therefore the summer internship is an essential requirement for the student of B.B.A. This

research project not only helps the student to utilize her skills properly learn field realities butalso provides a chance to the organization to find out talent in the budding managers in the very

beginning.

In accordance with the requirement of my B.B.A. course I have done my summer training project

on the topic HUMAN RESOURCES RECRUITMENT . The main objective of the research

was to understand the process of recruitment and to know the sources of recruitment at various

levels and various jobs.

The Human Resources are the most important assets of an organization. The success or failure of

an organization is largely dependent on the caliber of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper. In

order to achieve the goals or the activities of an organization, therefore, they need to recruit

people with requisite skills, qualifications and experience. While doing so, they have to keep the

present as well as the future requirements of the organization in mind.


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EXECUTIVE SUMMARYThe Human Resources are the most important assets of an organization. The success or failure of

an organization is largely dependent on the caliber of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper. In

order to achieve the goals or the activities of an organization, therefore, they need to recruit

people with requisite skills, qualifications and experience. While doing so, they have to keep the

present as well as the future requirements of the organization in mind.

Recruitment is defined as, a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.

In order to attract people for the jobs, the organization must communicate the position in such a

way that job seekers respond. To be cost effective, the recruitment process should attract

qualified applicants and provide enough information for unqualified persons to self-select

themselves out.

The term HR recruiter may sound redundant, as both human resources managers and recruiters

both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A

recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing

candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring

employers.


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DECLARATION BY STUDENTI, the undersigned, hereby declare that the project report entitled, HUMAN RESOURCES

RECRUITMENT submitted by me to GRAPHIC ERA UNIVERSITY , in partial fulfillment

of the requirement for the award of degree of BACHELORS OF BUSSINESS

ADMINISTRATION under the guidance of MRS.ANAMIKA CHETRI, is my original work

and the conclusions drawn therein are based on the data collected by myself.

The report submitted is my own work and has not been duplicated from any other source. I shall be responsible for any unpleasure moment / situation.

Place: DEHRADUN

Date:

UTKARSH DEVRANI


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INDUSTRY PROFILE


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Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough manner.

This covers the fields of staffing (hiring people), retention of people, pay and perks setting and

management, performance management, change management and taking care of exits from the

company to round off the activities. This is the traditional definition of HRM which leads some experts todefine it as a modern version of the Personnel Management function that was used earlier.

We have chosen the term art and science as HRM is both the art of managing people by

recourse to creative and innovative approaches; it is a science as well because of the precision and

rigorous application of theory that is required.


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Human Resource Development (HRD) means to develop available manpower through suitable

methods such as training, promotions, transfers and opportunities for career development. HRD

programs create a team of well-trained, efficient and capable managers and subordinates. Such team

constitutes an important asset of an enterprise. One organisation is different from another mainly

because of the people (employees) working there in. According to Peter F. Drucker, "The prosperity,

if not the survival of any business depends on the performance of its managers

of tomorrow." The human resource should be nurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

Human Resource Management (HRM) is the function within an organization that focuses on

recruitment of, management of, and providing direction for the people who work in the

organization. It can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to

people such as compensation, hiring, performance management, organization development,

safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace

culture and environment. Effective HRM enables employees to contribute effectively and

productively to the overall company direction and the accomplishment of the organization's

goals and objectives.

Human Resource Management is moving away from traditional personnel, administration, and

transactional roles, which are increasingly outsourced. HRM is now expected to add value to the

strategic utilization of employees and that employee programs impact the business in

measurable ways. The new role of HRM involves strategic direction and HRM metrics and

measurements to demonstrate value.

The Human Resource Management (HRM) function includes a variety of activities, and keyamong them is responsibility for human resources -- for deciding what staffing needs you have

and whether to use independent contractors or hire employees to fill these needs, recruiting

and training the best employees, ensuring they are high performers, dealing with performance

issues, and ensuring your personnel and management practices conform to various regulations.

Activities also include managing your approach to employee benefits and compensation,


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employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have

to carry out these activities themselves because they can't yet afford part- or full-time help.

However, they should always ensure that employees have -- and are aware of -- personnel

policies which conform to current regulations. These policies are often in the form of employee

manuals, which all employees have.

HRM is widening with every passing day. It covers but is not limited to HR planning, hiring

(recruitment and selection), training and development, payroll management, rewards and

recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we

can say that its about developing and managing harmonious relationships at workplace and

striking a balance between organizational goals and individual goals.

Advantages / Importance of HR:

Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for

the conduct of regular business activities. Imaginative HRP is needed in order to meet the

growing and changing human resource needs of an organisation.

Replacement of manpower: The existing manpower in an Organisation is affected due to various

reasons such as retirement and removal of employees and labour turnover. HRP is needed to

estimate the shortfall in the manpower requirement and also for making suitable arrangements

for the recruitment and appointment of new staff.

Meeting growing manpower needs: The expansion or modernisation programme may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet

additional manpower requirement due to expansion and growth needs through recruitment and

suitable training programs.

Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees need to be

retrained and new employees may be recruited.


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Coping with change: HRP enables an enterprise to cope with changes in competitive forces,

markets, products, and technology and government regulations. Such changes generate changes

in job content, skill, number and type of personals.

Increasing investment in HR: An employee who picks up skills and abilities becomes a valuableresource because an organisation makes investments in its manpower either through direct

training or job assignments.

Adjusting manpower requirements: A situation may develop in; an organisation when there will

be surplus staff in one department and shortage of staff in some other department. Transfers

and promotions are made for meeting such situations.

Recruitment and selection of employees: HRP suggests the type of manpower required in an

organisation with necessary details. This facilitates recruitment and selection of suitable

personnel for jobs in the Organisation. Introduction of appropriate selection tests and

procedures is also possible as per the manpower requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in

different departments as per the qualifications and also as per the need of different

departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization

of available manpower.

Training of manpower: HRP is helpful in selection and training activities. It ensures that

adequate numbers of persons are trained to fill up the future vacancies in the Organisation.

HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle Levels of Companies

Technologies and Domineer

Portal Explanation

Explanation of Job Description and Analyzing of Requirement


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Sourcing of Profiles from Portals

Screening of profiles as per the requirement

Calling the Candidates

Formatting of profiles and Trackers Preparation

Maintenance of Database

Training and Development

Concept of Training and Development

Training Needs Identification Process

Designing Annual Training Plans

Training Execution

Designing Employee Development Initiatives Designing Supervisory Development Programs

Designing Management Development Programs

What is Training ROI and how to Calculate

Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

How to Design Induction Programs and Execution

How to Design on the Job Training Programs and Monitoring

How to evaluate effectiveness of Induction and on the Job Training Programs

Probation Confirmation and HR Role

Team Management Skills

Understanding What is a Team

Understanding Team Development Stages

What is your Team Membership Orientation

How to improve your effectiveness as Team Member

What is Team Leadership

Understanding my Orientation


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HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants

for the future human resources needs even though specific vacancies do not exist. Usually, the

recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an

anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to

employ effective measures for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient working force.


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Recruitment of candidates is the function preceding the selection, which helps create a pool of

prospective employees for the organisation so that the management can select the right candidate for

the right job from this pool. The main objective of the recruitment process is to expedite the selection

process.

Recruitment is almost central to any management process and failure in recruitment can create

difficulties for any company including an adverse effect on its profitability and inappropriate levels of

staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management

decision making and the recruitment process could itself be improved by following management

theories. The recruitment process could be improved in sophistication with Rodgers seven point plan,

Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations

for specific and differentiated selection systems for different professions and specializations have been

given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been

proposed within the UK health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations

Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death

and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of business activities of

an enterprise.

In addition, new vacancies are possible due to job respecification.

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:


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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 per sons 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

The HR Role in Recruitment changed and HRM:

Decides about the design of the recruitment processes and to decide about the split of roles and

responsibilities between Human Resources and Hiring Manager

Decides about the right profile of the candidate

Decides about the sources of candidates

Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was

responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the

performance of the whole recruitment process was minimal.

But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From

making the process working to the real management of HR Processes and the Recruitment Process was

the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on the development of

the recruitment process and to make the process very competitive on the market. As the job market


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gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly.

HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make

the recruitment process more attractive and competitive on the job market.

Scope of HR Recruitment:

HR jobs are one of most important tasks in any company or organization.

To structure the Recruitment policy of company for different categories of employees.

To analyses the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works appointments

all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior

Management cadres.

A recruitment agency provides you with career counseling which renders a crystal clear picture

of what are the possible career options out there for you and which job option suits you the

best.

Objective of HR

To obtain the number and quality of employees that can be selected in order to help the

organization to achieve its goals and objectives.

Recruitment helps to create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the

placement of right candidate at the right place at the right time.

Recruitment serves as the first step in fulfilling the needs of organizations for a competitive,

motivated and flexible human resource that can help achieve its objectives.

The recruitment process exists as the organization hire new people, who are aligned with the

expectations and they can fit into the organization quickly.


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Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps

the HR professionals of the organisations to concentrate on the strategic functions and processes of

human resource management rather than wasting their efforts, time and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide

economies of scale to the large sized organizations.

The major advantages of outsourcing performance management are:

Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well

as the consultancies that provide the service to the corporate. Apart from increasing their revenues,

outsourcing provides business opportunities to the service providers, enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby increasing their

expertise.

The advantages accruing to the corporate are:

Turning the management's focus to strategic level processes of HRM

Accessibility to the expertise of the service providers

Freedom from red tape and adhering to strict rules and regulations

Optimal resource utilisation

Structured and fair performance management.

A satisfied and, hence, highly productive employees

Value creation, operational flexibility and competitive advantage

Cost Reduction

ResultQualitative/Quantitative

Time saving ofCompany

Hiring of consultancy

Focus ManagementEffort


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Therefore outsourcing helps both the organisations and the consultancies to grow and perform better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their

services, both by the employers and the job seekers. With an already saturated job market, the

recruitment intermediaries have gained a vital position acting as a link between the job seekers and the

employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of e-

recruitment. With the changing demand, technologies and the penetration and increasing use of

internet, the recruitment consultancies or the intermediaries are facing tough competition. To retainand maintain their position in the recruitment market, the recruitment intermediaries or consultants (as

they are commonly known) are witnessing and incorporating various changes in terms of their role,

functions and the services.

According to a survey amongst top employers, most of them agree with the growing influence of

technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of

application portal on their companys official website. Apart from that, the emerging pop ularity of the

job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,

economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the

candidates, understanding of the requirements, and most importantly, the assess to the suitable and

talented candidates and the structured recruitment processes. The recruitment intermediaries save the

organisations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting

vacancies etc. give them an edge over the other sources of recruitment.

To retain their position as the service providers in the recruitment market, the recruitment

intermediaries are providing vale added services to the organisations. They are incorporating the use of

internet and job portals, making their services more efficient.

Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue

dominating the recruitment market in the anticipated future.


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Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment

processes of an organisation. It is one of the technological tools facilitated by the information

management systems to the HR of organisations. Just like performance management, payroll and other

systems, Recruitment management system helps to contour the recruitment processes and effectively

managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are 4explained

below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable processing

of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links like the

application system on the official website of the company, the unsolicited applications,

outsourcing recruitment, the final decision making to the main recruitment process.

Recruitment management system maintains an automated active database of the applicants

facilitating the talent management and increasing the efficiency of the recruitment processes.

Recruitment management system provides and a flexible, automated and interactive interface

between the online application system, the recruitment department of the company and the job

seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment

processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships with

the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which

helps to sane the time and costs of the recruiters and improving the recruitment processes.

HR Recruitment Process


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1. Client need assessment

Define objectives and specifications

Understand client's business and culture

Understand the job/position specifications

Understand roles and responsibilities of the prospective candidate

Develop a search plan and review with the client

2. Candidate Identification

Identify target sources

Extensive organization mapping, research & database search of the profile

Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

Screen and evaluate candidates

Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural

fit

Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

Facilitate interviews with the client

Obtain feedback

Participate in decision making process

Provide inputs on candidate's desired compensation

5. Closure & Follow up

Negotiate offer acceptance

Execute Reference check, Compensation & Job Level Discussions

Coordinate Joining Formalities and on boarding as per predefined date

Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

Tell me about yourself? Tell me about your job profile? How much current CTC, youre getting in current organization? How much youre expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job?

HR Challenges in Recruitment


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Recruitment is a function that requires business perspective, expertise, ability to find and match the

best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the

candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR

professionals handling the recruitment function of the organisation- are constantly facing new

challenges. The biggest challenge for such professionals is to source or recruit the best people or

potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of

technologies, sources of recruitment, competition in the market etc. In an already saturated job market,

where the practices like poaching and raiding are gaining momentum, HR professionals are constantly

facing new challenges in one of their most important function- recruitment. They have to face and

conquer various challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

Adaptability to globalization The HR professionals are expected and required to keep in tune

with the changing times, i.e. the changes taking place across the globe. HR should maintain the

timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the organisation is

achieving results, HR department or professionals are not thanked for recruiting the right

employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main concerns

of the HR in recruitment. The process should be flexible, adaptive and responsive to the

immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a

challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks

to meet the changes in the market has become a challenge for the recruitment professionals.

HYDROELECTRIC POWER -- WHAT IS IT?

It is a form of energy a renewable resource. Hydropower provides about 96 percent of therenewable energy in the United States. Other renewable resources include geothermal, wave

power, tidal power, wind power, and solar power. Hydroelectric power plants do not use up


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resources to create electricity nor do they pollute the air, land, or water, as other power plantsmay. Hydroelectric power has played an important part in the development of this Nation'selectric power industry. Both small and large hydroelectric power developments wereinstrumental in the early expansion of the electric power industry.Hydroelectric power comes from flowing water winter and spring runoff from mountain

streams and clear lakes. Water, when it is falling by the force of gravity, can be used to turnturbines and generators that produce electricity.Hydroelectric power is important to our Nation. Growing populations and modern technologiesrequire vast amounts of electricity for creating, building, and expanding. In the 1920's,hydroelectric plants supplied as much as 40 percent of the electric energy produced. Althoughthe amount of energy produced by this means has steadily increased, the amount produced byother types of powerplants has increased at a faster rate and hydroelectric power presentlysupplies about 10 percent of the electrical generating capacity of the United States.Hydropower is an essential contributor in the national power grid because of its ability torespond quickly to rapidly varying loads or system disturbances, which base load plants withsteam systems powered by combustion or nuclear processes cannot accommodate.

Reclamation=s 58 powerplants throughout the Western United States produce an average of 42 billion kWh (kilowatt-hours) per year, enough to meet the residential needs of more than 14million people. This is the electrical energy equivalent of about 72 million barrels of oil.Hydroelectric powerplants are the most efficient means of producing electric energy. Theefficiency of today's hydroelectric plant is about 90 percent. Hydroelectric plants do not createair pollution, the fuel--falling water--is not consumed, projects have long lives relative to otherforms of energy generation, and hydroelectric generators respond quickly to changing systemconditions. These favorable characteristics continue to make hydroelectric projects attractivesources of electric power.HOW HYDROPOWER WORKSHydroelectric power comes from water at work, water in motion. It can be seen as a form ofsolar energy, as the sun powers the hydrologic cycle which gives the earth its water. In thehydrologic cycle, atmospheric water reaches the earth=s surface as precipitation. Some of thiswater evaporates, but much of it either percolates into the soil or becomes surface runoff. Waterfrom rain and melting snow eventually reaches ponds, lakes, reservoirs, or oceans whereevaporation is constantly occurring.

Moisture percolating into the soil may become ground water (subsurface water), some of whichalso enters water bodies through springs or underground streams. Ground water may moveupward through soil during dry periods and may return to the atmosphere by evaporation.Water vapor passes into the atmosphere by evaporation then circulates, condenses into clouds,and some returns to earth as precipitation. Thus, the water cycle is complete. Nature ensures thatwater is a renewable resource.Generating PowerIn nature, energy cannot be created or destroyed, but its form can change. In generatingelectricity, no new energy is created. Actually one form of energy is converted to another form.To generate electricity, water must be in motion. This is kinetic (moving) energy. When flowingwater turns blades in a turbine, the form is changed to mechanical (machine) energy. The turbineturns the generator rotor which then converts this mechanical energy into another energy form --


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electricity. Since water is the initial source of energy, we call this hydroelectric power orhydropower for short.At facilities called hydroelectric powerplants, hydropower is generated. Some powerplants arelocated on rivers, streams, and canals, but for a reliable water supply, dams are needed. Damsstore water for later release for such purposes as irrigation, domestic and industrial use, and

power generation. The reservoir acts much like a battery, storing water to be released as neededto generate power.

The dam creates a Ahead@ or height from which water flows. A pipe (penstock) carries thewater from the reservoir to the turbine. The fast-moving water pushes the turbine blades,something like a pinwheel in the wind. The waters force on the turbine blades turns the rotor, themoving part of the electric generator. When coils of wire on the rotor sweep past the generator=sstationary coil (stator), electricity is produced.This concept was discovered by Michael Faraday in 1831 when he found that electricity could begenerated by rotating magnets within copper coils.When the water has completed its task, it flows on unchanged to serve other needs.

Transmitting PowerOnce the electricity is produced, it must be delivered to where it is needed -- our homes, schools,offices, factories, etc. Dams are often in remote locations and power must be transmitted oversome distance to its users.

Vast networks of transmission lines and facilities are used to bring electricity to us in a form wecan use. All the electricity made at a powerplant comes first through transformers which raise thevoltage so it can travel long distances through powerlines. (Voltage is the pressure that forces anelectric current through a wire.) At local substations, transformers reduce the voltage soelectricity can be divided up and directed throughout an area.Transformers on poles (or buried underground, in some neighborhoods) further reduce theelectric power to the right voltage for appliances and use in the home. When electricity gets toour homes, we buy it by the kilowatt-hour, and a meter measures how much we use.While hydroelectric powerplants are one source of electricity, other sources include powerplantsthat burn fossil fuels or split atoms to create steam which in turn is used to generate power. Gas-turbine, solar, geothermal, and wind-powered systems are other sources. All these powerplantsmay use the same system of transmission lines and stations in an area to bring power to you. Byuse of this Apower grid, ele ctricity can be interchanged among several utility systems to meetvarying demands. So the electricity lighting your reading lamp now may be from a hydroelectric

powerplant, a wind generator, a nuclear facility, or a coal, gas, or oil- fired powerplant or acombination of these.

The area where you live and its energy resources are prime factors in determining what kind of power you use. For example, in Washington State hydroelectric powerplants providedapproximately 80 percent of the electrical power during 2002. In contrast, in Ohio during thesame year, almost 87 percent of the electrical power came from coal-fired powerplants due to thearea=s ample supply of coal.Electrical utilities range from large systems serving broad regional areas to small powercompanies serving individual communities. Most electric utilities are investor-owned (private)

power companies. Others are owned by towns, cities, and rural electric associations. Surplus


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power produced at facilities owned by the Federal Government is marketed to preference powercustomers (A customer given preference by law in the purchase of federally generated electricalenergy which is generally an entity which is nonprofit and publicly financed.) by the Departmentof Energy through its power marketing administrations.

How Power is ComputedBefore a hydroelectric power site is developed, engineers compute how much power can be produced when the facility is complete. The actual output of energy at a dam is determined bythe volume of water released (discharge) and the vertical distance the water falls (head). So, agiven amount of water falling a given distance will produce a certain amount of energy. Thehead and the discharge at the power site and the desired rotational speed of the generatordetermine the type of turbine to be used.The head produces a pressure (water pressure), and the greater the head, the greater the pressureto drive turbines. This pressure is measured in pounds of force (pounds per square inch). Morehead or faster flowing water means more power.

To find the theoretical horsepower (the measure of mechanical energy) from a specific site, thisformula is used:THP = (Q x H)/8.8where: THP = theoretical horsepower

Q = flow rate in cubic feet per second (cfs)H = head in feet8.8 = a constantA more complicated formula is used to refine the calculations of this available power. Theformula takes into account losses in the amount of head due to friction in the penstock and othervariations due to the efficiency levels of mechanical devices used to harness the power.To find how much electrical power we can expect, we must convert the mechanical measure(horsepower) into electrical terms (watts). One horsepower is equal to 746 watts (U.S. measure).TurbinesWhile there are only two basic types of turbines (impulse and reaction), there are manyvariations. The specific type of turbine to be used in a powerplant is not selected until alloperational studies and cost estimates are complete. The turbine selected depends largely on thesite conditions.A reaction turbine is a horizontal or vertical wheel that operates with the wheel completelysubmerged, a feature which reduces turbulence. In theory, the reaction turbine works like arotating lawn sprinkler where water at a central point is under pressure and escapes from the endsof the blades, causing rotation. Reaction turbines are the type most widely used.

An impulse turbine is a horizontal or vertical wheel that uses the kinetic energy of water strikingits buckets or blades to cause rotation. The wheel is covered by a housing and the buckets or

blades are shaped so they turn the flow of water about 170 degrees inside the housing. Afterturning the blades or buckets, the water falls to the bottom of the wheel housing and flows out.Modern Concepts and Future RoleHydropower does not discharge pollutants into the environment; however, it is not free fromadverse environmental effects. Considerable efforts have been made to reduce environmental

problems associated with hydropower operations, such as providing safe fish passage and


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improved water quality in the past decade at both Federal facilities and non-Federal facilitieslicensed by the Federal Energy Regulatory Commission.Efforts to ensure the safety of dams and the use of newly available computer technologies tooptimize operations have provided additional opportunities to improve the environment. Yet,many unanswered questions remain about how best to maintain the economic viability of

hydropower in the face of increased demands to protect fish and other environmental resources.Reclamation actively pursues research and development (R&D) programs to improve theoperating efficiency and the environmental performance of hydropower facilities.

Hydropower research and development today is primarily being conducted in the followingareas:Fish Passage, Behavior, and ResponseTurbine-Related ProjectsMonitoring Tool DevelopmentHydrologyWater Quality

Dam SafetyOperations & MaintenanceWater Resources ManagementReclamation continues to work to improve the reliability and efficiency of generatinghydropower. Today, engineers want to make the most of new and existing facilities to increase

production and efficiency. Existing hydropower concepts and approaches include:-- Uprating existing powerplants-- Developing small plants (low-head hydropower)-- Peaking with hydropower-- Pumped storage-- Tying hydropower to other forms of energyUpratingThe uprating of existing hydroelectric generator and turbine units at powerplants is one of themost immediate, cost-effective, and environmentally acceptable means of developing additionalelectric power. Since 1978, Reclamation has pursued an aggressive uprating program which hasadded more than 1,600,000 kW to Reclamation's capacity at an average cost of $69 per kilowatt.This compares to an average cost for providing new peaking capacity through oil-firedgenerators of more than $400 per kilowatt. Reclamation's uprating program has essentially

provided the equivalent of another major hydroelectric facility of the approximate magnitude ofHoover Dam and Powerplant at a fraction of the cost and impact on the environment whencompared to any other means of providing new generation capacity.

Low-head HydropowerA low-head dam is one with a water drop of less than 65 feet and a generating capacity less than15,000 kW. Large, high-head dams can produce more power at lower costs than low-head dams,

but construction of large dams may be limited by lack of suitable sites, by environmentalconsiderations, or by economic conditions. In contrast, there are many existing small dams anddrops in elevation along canals where small generating plants could be installed. New low-headdams could be built to increase output as well. The key to the usefulness of such units is theirability to generate power near where it is needed, reducing the power inevitably lost duringtransmission.


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Peaking with Hydropower

Demands for power vary greatly during the day and night. These demands vary considerablyfrom season to season, as well. For example, the highest peaks are usually found during summerdaylight hours when air conditioners are running.

Nuclear and fossil fuel plants are not efficient for producing power for the short periods ofincreased demand during peak periods. Their operational requirements and their long startuptimes make them more efficient for meeting baseload needs.Since hydroelectric generators can be started or stopped almost instantly, hydropower is moreresponsive than most other energy sources for meeting peak demands. Water can be storedovernight in a reservoir until needed during the day, and then released through turbines togenerate power to help supply the peakload demand. This mixing of power sources offers autility company the flexibility to operate steam plants most efficiently as base plants whilemeeting peak needs with the help of hydropower. This technique can help ensure reliablesupplies and may help eliminate brownouts and blackouts caused by partial or total powerfailures.

Today, many of Reclamation=s 58 powerplants are used to meet peak electrical energy demands,rather than operating around the clock to meet the total daily demand. Increasing use of otherenergy-producing powerplants in the future will not make hydroelectric powerplants obsolete orunnecessary. On the contrary, hydropower can be even more important. While nuclear or fossil-fuel powerplants can provide baseloads, hydroelectric powerplants can deal more economicallywith varying peakload demands. This is a job they are well suited for.

Pumped StorageLike peaking, pumped storage is a method of keeping water in reserve for peak period powerdemands. Pumped storage is water pumped to a storage pool above the powerplant at a timewhen customer demand for energy is low, such as during the middle of the night. The water isthen allowed to flow back through the turbine-generators at times when demand is high and aheavy load is place on the system.The reservoir acts much like a battery, storing power in the form of water when demands are lowand producing maximum power during daily and seasonal peak periods. An advantage of

pumped storage is that hydroelectric generating units are able to start up quickly and make rapidadjustments in output. They operate efficiently when used for one hour or several hours.Because pumped storage reservoirs are relatively small, construction costs are generally lowcompared with conventional hydropower facilities.

Tying Hydropower to Other Energy FormsWhen we hear the term Asolar energy, we usually think of heat from the sun=s rays which can

be put to work. But there are other forms of solar energy. Just as hydropower is a form of solarenergy, so too is windpower. In effect, the sun causes the wind to blow by heating air masses thatrise, cool, and sink to earth again. Solar energy in some form is always at work -- in rays ofsunlight, in air currents, and in the water cycle.Solar energy, in its various forms, has the potential of adding significant amounts of power forour use. The solar energy that reaches our planet in a single week is greater than that contained inall of the earth=s remaining coal, oil, and gas resources. However, the best sites for collectingsolar energy in various forms are often far removed from people, their homes, and work places.


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Building thousands of miles of new transmission lines would make development of the powertoo costly.Because of the seasonal, daily, and even hourly changes in the weather, energy flow from thewind and sun is neither constant nor reliable. Peak production times do not always coincide withhigh power demand times. To depend on the variable wind and sun as main power sources would

not be acceptable to most American lifestyles. Imagine having to wait for the wind to blow tocook a meal or for the sun to come out from behind a cloud to watch television!As intermittent energy sources, solar power and wind power must be tied to major hydroelectric

power systems to be both economical and feasible. Hydropower can serve as an instant backupand to meet peak demands.Linking windpower and hydropower can add to the Nation=s supply of electrical energy. Largewind machines can be tied to existing hydroelectric powerplants. Wind power can be used, whenthe wind is blowing, to reduce demands on hydropower. That would allow dams to save theirwater for later release to generate power in peak periods.The benefits of solar power and wind power are many. The most valuable feature of all is thereplenishing supply of these types of energy. As long as the sun shines and the wind blows, these

resources are truly renewable.Future PotentialWhat is the full potential of hydropower to help meet the Nation=s energy needs? Thehydropower resource assessment by the Department of Energy=s Hydropower Program hasidentified 5,677 sites in the United States with acceptable undeveloped hydropower potential.These sites have a modeled undeveloped capacity of about 30,000 MW. This represents about 40

percent of the existing conventional hydropower capacity.

A variety of restraints exist on this development, some natural and some imposed by our society.The natural restraints include such things as occasional unfavorable terrain for dams. Otherrestraints include disagreements about who should develop a resource or the resulting changes inenvironmental conditions. Often, other developments already exist where a hydroelectric powerfacility would require a dam and reservoir to be built.Finding solutions to the problems imposed by natural restraints demands extensive engineeringefforts. Sometimes a solution is impossible, or so expensive that the entire project becomesimpractical. Solution to the societal issues is frequently much more difficult and the costs are fargreater than those imposed by nature. Developing the full potential of hydropower will requireconsideration and coordination of many varied needs.

Hydropower, the Environment, and SocietyIt is important to remember that people, and all their actions, are part of the natural world. Thematerials used for building, energy, clothing, food, and all the familiar parts of our day-to-dayworld come from natural resources.Our surroundings are composed largely of the Abuilt environment@ -- structures and facilities

built by humans for comfort, security, and well-being. As our built environment grows, we growmore reliant on its offerings.

To meet our needs and support our built environment, we need electricity which can begenerated by using the resources of natural fuels. Most resources are not renewable; there is alimited supply. In obtaining resources, it is often necessary to drill oil wells, tap natural gas


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supplies, or mine coal and uranium. To put water to work on a large scale, storage dams areneeded.We know that any innovation introduced by people has an impact on the natural environment.That impact may be desirable to some, and at the same time, unacceptable to others. Using anysource of energy has some environmental cost. It is the degree of impact on the environment that

is crucial.Some human activities have more profound and lasting impacts than others. Techniques to mineresources from below the earth may leave long-lasting scars on the landscape. Oil wells maydetract from the beauty of open, grassy fields. Reservoirs behind dams may cover picturesquevalleys. Once available, use of energy sources can further impact the air, land, and water invarying degrees.People want clean air and water and a pleasing environment. We also want energy to heat andlight our homes and run our machines. What is the solution?

The situation seems straightforward: The demand for electrical power must be curbed or more power must be produced in environmentally acceptable ways. The solution, however, is not so

simple.Conservation can save electricity, but at the same time our population is growing steadily.Growth is inevitable, and with it the increased demand for electric power.Since natural resources will continue to be used, the wisest solution is a careful, plannedapproach to their future use. All alternatives must be examined, and the most efficient,acceptable methods must be pursued.Hydroelectric facilities have many characteristics that favor developing new projects andupgrading existing powerplants:-- Hydroelectric powerplants do not use up limited nonrenewable resources to make electricity.-- They do not cause pollution of air, land, or water.-- They have low failure rates, low operating costs, and are reliable.--They can provide startup power in the event of a system wide power failure.As an added benefit, reservoirs have scenic and recreation value for campers, fishermen, andwater sports enthusiasts. The water is a home for fish and wildlife as well. Dams add to domesticwater supplies, control water quality, provide irrigation for agriculture, and avert flooding. Damscan actually improve downstream conditions by allowing mud and other debris to settle out.Existing powerplants can be uprated or new powerplants added at current dam sites without asignificant effect on the environment. New facilities can be constructed with consideration of theenvironment. For instance, dams can be built at remote locations, powerplants can be placedunderground, and selective withdrawal systems can be used to control the water temperaturereleased from the dam. Facilities can incorporate features that aid fish and wildlife, such assalmon runs or resting places for migratory birds.In reconciling our natural and our built environments there will be tradeoffs and compromises.As we learn to live in harmony as part of the environment, we must seek the best alternativesamong all ecologic, economic, technological, and social perspectives.The value of water must be considered by all energy planners. Some water is now dammed andcan be put to work to make hydroelectric power. Other water is presently going to waste. Thefuel burned to replace this wasted energy is gone forever and, so, is a loss to our Nation.The longer we delay the balanced development of our potential for hydropower, the more weunnecessarily use up other vital resources.


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HYDROPOWER -- FROM PAST TO PRESENTBy using water for power generation, people have worked with nature to achieve a betterlifestyle. The mechanical power of falling water is an age-old tool. As early as the 1700's,Americans recognized the advantages of mechanical hydropower and used it extensively for

milling and pumping. By the early 1900's, hydroelectric power accounted for more than 40 percent of the Nation=s supply of electricity. In the West and Pacific Northwest, hydropower provided about 75 percent of all the electricity consumed in the 1940's. With the increase indevelopment of other forms of electric power generation, hydropower=s percentage has slowlydeclined to about 10 percent. However, many activities today still depend on hydropower.

Niagra Falls was the first of the American hydroelectric power sites developed for majorgeneration and is still a source of electric power today. Power from such early plants was usedinitially for lighting, and when the electric motor came into being the demand for new electricalenergy started its upward spiral.The Federal Government became involved in hydropower production because of its commitmentto water resource management in the arid West. The waterfalls of the Reclamation dams make

them significant producers of electricity. Hydroelectric power generation has long been anintegral part of Reclamation=s operations while it is actually a byproduct of water development.In the early days, newly created projects lacked many of the modern conveniences, one of these

being electrical power. This made it desirable to take advantage of the potential power source inwater.Powerplants were installed at the dam sites to carry on construction camp activities. Hydropowerwas put to work lifting, moving and processing materials to build the dams and dig canals.Powerplants ran sawmills, concrete plants, cableways, giant shovels, and draglines. Nightoperations were possible because of the lights fed by hydroelectric power. When constructionwas complete, hydropower drove pumps that provided drainage or conveyed water to lands athigher elevations than could be served by gravity-flow canals.

Surplus power was sold to existing power distribution systems in the area. Local industries,towns, and farm consumers benefited from the low-cost electricity. Much of the construction andoperating costs of dams and related facilities were paid for by this sale of surplus power, ratherthan by the water users alone. This proved to be a great savings to irrigators struggling to survivein the West.Reclamation=s first hydroelectric powerplant was built to aid construction of the TheodoreRoosevelt Dam on the Salt River about 75 miles northeast of Phoenix, Arizona. Smallhydroelectric generators, installed prior to construction, provided energy for construction and forequipment to lift stone blocks into place. Surplus power was sold to the community, and citizenswere quick to support expansion of the dam=s hydroelectric capacity. A 4,500-kW powerplantwas constructed and, in 1909, five generators were in operation, providing power to pump

irrigation water and furnishing electricity to the Phoenix area.Power development, a byproduct of water development, had a tremendous impact on the area=seconomy and living conditions. Power was sold to farms, cities, and industries. Wells pumped byelectricity meant more irrigated land for agriculture, and pumping also lowered water tables inthose areas with waterlogging and alkaline soil problems. By 1916, nine pumping plants were inoperation irrigating more than 10,000 acres. In addition, Reclamation supplied all of theresidential and commercial power needs of Phoenix. Cheap hydropower, in abundant supply,


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While power output of Reclamation projects energized the war industry, it was also used to process food, light military posts, and meet needs of the civilian population in many areas.With the end of the war, powerplants were put to use in rapidly developing peacetime industries.Hydropower has been vital for the West=s industries which use mineral resources or farm

products as raw materials. Many industries have depended wholly on Federal hydropower. In

fact, periodic low flows on the Columbia River have disrupted manufacturing in that region.Farming was tremendously important to America during the war and continues to be today.Hydropower directly benefits rural areas in three ways:-- It produces revenue which contributes toward repayment of irrigation facilities, easing thewater users= financial burden.-- It makes irrigation of lands at higher elevations possible through pumping facilities.-- It makes power available for use on the farm for domestic purposes.Reclamation delivers 10 trillion gallons of water to more than 31 million people each year. Thisincludes providing one out of five Western farmers (140,000) with irrigation water for 10 millionfarmland acres that produce 60% of the nation's vegetables and 25% of its fruits and nuts.

Some of the major hydroelectric powerplants built by Reclamation are located at:-- Grand Coulee Dam on the Columbia River in Washington (the largest single electricalgenerating complex in the United States)

-- Hoover Dam on the Colorado River in Arizona-Nevada-- Glen Canyon Dam on the Colorado River in Arizona-- Shasta Dam on the Sacramento River in California-- Yellowtail Dam on the Bighorn River in MontanaGrand Coulee has a capacity of more than 6.8 million kW of power. Hydropower generated atGrand Coulee furnishes a large share of the power requirements in the Pacific Northwest.Reclamation is one of the largest operators of Federal power-generating stations. The agencyuses some of the power it produces to run its facilities, such as pumping plants. ExcessReclamation hydropower is marketed by either the Bonneville Power Administration or theWestern Area Power Administration and is sold first to preferred customers, such as ruralelectric power co-cooperatives, public utility districts, municipalities, and state and Federalagencies. Any remaining power may be sold to private electric utilities. Reclamation generatesenough hydropower to meet the needs of millions of people and power revenues exceed $900million a year. Power revenues are returned to the Federal Treasury to repay the cost ofconstructing, operating, and maintaining projects.


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COMPANY PROFILE

Uttarakhand is renowned for its scenic beauty and rivers. India'stwo major rivers viz. Ganga and Yamuna start their journey fromhere. Besides these two rivers, Uttarakhand has a large networkof rivers and canal which provides an immense scope forhydropower energy. One of the first hydro-power station in Indiawas commissioned at Galogi in 1907. More power stations weresubsequently developed over a period of time.

12th February, 2001 - A new dawn in the Power Sector ofUttarakhand when UJVNL came into existence, with some

promises to keep with the home state,to emerge as a Power Major and tomake the state, so called "Urja Pradesh".

Uttarakhand has a very high potential which is yet to bedeveloped and to give impetus to power sector, UttarakhandJal Vidyut Nigam Limited (UJVNL) was formed. UJVNL is awholly owned Corporation of the Government of Uttarakhandset up for managing hydro power generation at existing powerstations and development, promotions of new hydro projectswith the purpose of harnessing, the known, and yet to beknown, hydro power resources of the State.

Today, UJVNL operates hydropower plants ranging in capacity from 0.2 MW to376 MW, totaling up to 1306 MW. Though the State is more or less sufficient in itsenergy generation to meet its own requirements, it is committed to develop its hugehydro power resources in an early and efficient manner for economic well-being andgrowth of the State and its people.

Genesis


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Vision

To be an excellent & efficient organization onStrength of its Human Resources.

To be a significant player in the NationalPower Sector.

To induce adjacent infrastructure business thatprovide opportunities for growth.

To be the best corporate in UttarakhandTo care for all.

Mission

Contribution to improvement in the quality of life in Uttarakhand.

Values

Creation of value for all stakeholder. Result oriented with professional work culture. Earn trust through fair business practices with all. Growth balanced with environmental protection & enrichment.

Board Of Directors

1. Shri Subhash Kumar 6. Shri S. Ramaswamy Chairman-UJVNL & Chief Secretary, GoU Principal Secretary (Planning),GoU2. Shri J.L.Bajaj 7. Dr. Uma Kant Panwar

Independent Director Secretary Energy,GoU 3. Shri C.M. Vasudev 8. Shri M.C. Joshi

Independent Director Additional Secretary ,GoU 4. Shri S.C. Sen 9. Shri G.P.Patel

Independent Director Managing Director,UJVNL 5. Shri Rakesh Sharma 10. Shri Sandeep Singhal

Additional Chief Secretary (Finance and Ind.Dev.),GoU Director (Projects), UJVNLShri Arun Sabharwal

Company Secretary, UJVNL

Top Management


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Key Managerial Personnel

1 . Shri G.P. Patel Managing Director, UJVNL

3. Shri C.P. Madan Chief Finance Officer

2 . Shri Arun SabharwalCompany Secretary

4. Shri Sandeep SinghalDirector (Projects)

Directors

1. Shri Subhash Kumar Chairman, UJVNL

4. Shri Purushottam SinghDirector(I/c) (Operations)

2. Shri G.P. Patel Managing Director, UJVNL

5. Shri C.P. Madan Director(I/c)(Finance)

3. Shri Sandeep Singhal Director (Projects)

6. Shri S.K. Chopra Director(I/c) (HR)

Executive Directors

1. Shri Purushottam SinghExecutive Director(E&M)

3. Shri S.K. Chopra Executive Director (HR)

2. Shri C.P. Madan Executive Director (Finance)

4. Shri Arvind Kumar Executive Director(I/c) (Civil)

General Managers

1. Shri Arvind Kumar General Manager(SHP)

9. Shri Rajiv AggarwalGeneral Manager(LVP)

2. Shri V. K. Saxena General Manager(RM&U)

10. Shri Sanjaya MittalGeneral Manager (P&M)

3. Shri T.M. Bhardwaj General Manager (E&M Design)

11. Smt. S.K. JaiswalGeneral Manager(Commercial)

4. Shri Surinder KumarGeneral Manager (Ganga Valley)

12. Shri S.C. BaluniGeneral Manager(CD&H & New

Projects) 5. Shri Irshad Ali

General Manager (Bhagirathi Valley) 13. Shri Mohd. Nasir

General Manager(Manpower Planning)

6. Shri Pankaj KumarGeneral Manager(MDO)

14. Shri Amitabh MaitraGeneral Manager(F&A)


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7. Shri Ajay PatelGeneral Manager(Civil-Maneri)

15. Smt. Rama Sharma BahugunaGeneral Manager(P&IR)

8. Shri Himanshu AwasthiGeneral Manager (Yamuna Valley)

Company Secretary

Shri Arun Sabharwal

Credentials

Largest pre-1910 plant located at Galogi, Uttarakhand (Dehradun-MussoorieRoad).

North India's first underground power house at Chibro.

India's first tandem operation of Chibro-Khodri Power Station.

India's first 220 KV two tier switchyard at Chibro Power station.

Trifurcation of H.R.T. (Partly) of Khodri Power Station due to Inter-Thrust Zone.

Replacement of runner chamber by N.S. Grout & Epoxy filling at Chilla PowerStation for the first time in India.

2000 engineer-years of hydropower O & M experience.

International level Design & Research facilities at Irrigation Design Organization& Irrigation Research Institute at Roorkee.

Maneri Bhali-II (Dharasu, Chinyalisaur) - Power Station of 4 units of 76 MW withFrancis turbines along with a 220 kV switchyard. Annual generation of 1566GWh.

Generation Targets For The Year 2011-12 as Fixed By CEA

Generation (MU) Since Formation of UJVNL

Generation (MU) - LHPs (2010-11)

Generation (MU) - SHPs (2010-11)
http://www.uttarakhandjalvidyut.com/chinyalichallenge.phphttp://www.uttarakhandjalvidyut.com/chinyalichallenge.phphttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/target.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/target.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/GEN_MU.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/GEN_MU.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen2010-11.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen2010-11.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen-SHP.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen-SHP.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen-SHP.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/Gen2010-11.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/GEN_MU.pdfhttp://www.uttarakhandjalvidyut.com/cms_ujvnl/documents/target.pdfhttp://www.uttarakhandjalvidyut.com/chinyalichallenge.php


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OBJECTIVES OF STUDY

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more effective

v. To know the managerial satisfaction level as well as to know the yield ratio

vi. To search or headhunt people whose, skill fits into the companys values


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RESEARCH METHODOLOGY

RESEARCHis a careful investigation or inquiry especially through search for new facts in any branch of

knowledge.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis,

collected facts of data, analyzed facts and proposed conclusions in form of recommendations.

The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:

Primary Data: Primary data was collected through survey method by distributing questionnaires to employees.

The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data: Data was collected from web sites, going through the records of the organisation, etc. It is the data

which has been collected by individual or someone else for the purpose of other than those of our

particular research study. Or in other words we can say that secondary data is the data used

previously for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH

The research done by

EXPLORATORY RESEARCH

This kind of research has the primary objective of development of insights into the problem. It studies

the main area where the problem lies and also tries to evaluate some appropriate courses of action.

Sample Design:

A complete interaction and enumeration of all the employees was not possible so a sample was chosen

that consisted of 25 employees. The research was taken by necessary steps to avoid any biased while

collecting the data.


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Tools of Analysis:

The data collected from both the sources is analyzed and interpreted in the systematic manner with the

help of statistical tool like percentages.

RESEARCH DESIGN:

A research design is the arrangement of the condition for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure.

A research design is the specification of methods and procedure for acquiring the information needed to

structure or to solve problems. It is the overall operation pattern or framework of the project that

stipulates what information is to be collected from which source and be what procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience and also

provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at consultant.

ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures


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DATA ANALYSIS AND INTERPRETATION

The analysis of the data is done as per the survey finding. The data is represented

graphically in percentage. The percentage of the people opinion were analyzed

and expressed in the form of charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only

20% goes for video conferencing and rest 10% adopt some other means of interviews.

Question 2: What source you adopt to source candidates?


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Source: Compiled from questionnaire data

Interpretation:

This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10% responded for

Candidate referral and 5% responded for Advertising.

Question 3: How many stages are involved in selecting the candidate? / How many Question you are

asking during the Telephonic interview round?

CandidateReferral

10% Advertising5%

Job Portal

85%

Candidate Referral

Advertising

Job Portal


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Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews where

as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

Question 4: How do you track the source of candidate?

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software to source

a candidate.

Question 5: Does the organization clearly define the position objectives, requirements and candidate

specifications in the recruitment process?

One5%

Two45%

Three40%

Four10%

OneTwo

Three

Four

Software5%

Online80%

Data15%

Software

Online

Data


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This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 6: What is the average time spent by executives during recruitment (each candidate)?

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%

responded for 5 to 10 mins, whereas 10% responded for 10 15 mins and rest 10% responded for more

than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

Yes95%

No5%

Yes

No

1 - 5 minutes60%

5 - 10 mins20%

10 - 15 mins10%

more than 15mins10%

1 - 5 minutes

5 - 10 mins

10 - 15 mins

more than 15 mins


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This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 8: What are the basic questions you ask to the candidate?

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic questions.

Question 9: Do you have any system to calculate cost per recruitment?

Yes95%

No5%

Yes

No

Experience (Total/ Relevent)

0%

Current /Expected CTC

0%

Current JobProfile

0%

Notice Period0%

All of the Above100%

Experience (Total / Relevent)

Current / Expected CTC

Current Job Profile

Notice Period

All of the Above


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This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded for

Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

This analysis indicates that most of the respondent i.e. 55% responded for No and 45% responded for

Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

Yes30%

No70%

Yes

No

Yes45%

No55%

Yes

No


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This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30% responded for

No.

THEORITICAL FRAMEWORK:

THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom to

recruit and whom not;

As per Behling et al, there are three ways in which a prospective employee makes a decision to join an

organization.

Accordingly, the following three theories of recruitment have been evolved:

Objective factor theory

Subjective factor theory

Critical contact theory

These theories can be explained as follows:

No30%

Yes70%

No

Yes


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Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a potential

employee depends on objective assessment of tangible factors such as;

Pay package, Location, Opportunity per career growth, Nature of work and Educational opportunities.

The employer according to this theory considers certain factors among others; educational qualification,

years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job, reputation

of the organization and other similar factors plays an important role.

According to this theory, compatibility of individual personality with the image of organization is

decisive factor in choosing an organization by individual candidate seeking for employment. These

subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a vital

role in decision making. Recruiter being in touch with the candidate, promptness of response and similar

factors are important. This theory is more valid with the experienced professionals.

There are instances when a candidate is unable to choose an organization out of alternative based on

Objective and Subjective factor(s) listed above. This is due to many reasons such as limited contact and

insufficient data with regards to the organization or its own inability to analyze and come to ant

conclusion. In such cases, certain critical factors observed by the manager during interview and contact

with personnel of the organization will have profound influence in his decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly influenced by the

working condition which existed in developed countries like The United States of America and European

countries. In these countries, vacancies are many and there is scarcity of suitable hands unlike in

developing countries like Cameroon where vacancies are less and hands are more resulting to large

scarce unemployment. The theoretical base given above cannot be applied in developing countries

except in hid paid jobs where higher skills and better knowledge are the prerequisites. In such cases,


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candidates have variety of choices and he is the master of his choice. In production, servicing and

clerical jobs, unemployment is where the number of job seekers far exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever organization call him or her for

employment. In such a case, the potential organization is in a better place to choose the candidates

from the many available.

Hence, the recruitment process should be that of filtering and re-distributing potential candidates not

only, for actual or anticipated organization vacancies but also searching for prospective employee.

From Behling s review, it could be assessed that workers output will increase due to certain objectives of

motivating them through regular payment. This will help to influence their working conditions thereby

making them to be effective at work.

Problems arise when unemployment rate is high and the number of those seeking for jobs far exceeds

the vacancies that exist. In this case, candidates have little choice to be offered the job in the institution.Though they possess the knowledge, education, the process should be to filter and re-discover their

potentials.

When this happens, right (qualified) employees should be placed in the right positions and as a result, it

will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to

determine whether his output will increase or decrease but it should be assessed from the critical factor

observed during interview and the contact with the personnel of the organization that will influence his

productivity and his decision making.

Personality Job Fit Theory

The personality job fit theory postulates that a person's personality traits will reveal insight as to

adaptability within an organization. The degree of confluence between a person and the organization is

expressed as their Person-Organization (P-O) fit. This also referred to as a person environment fit. A

common measure of the P-O fit is workplace efficacy; the rate at which workers are able to complete

tasks. These tasks are mitigated by workplace environs- for example, a worker who works more

efficiently as an individual than in a team will have a higher P-O fit for a workplace that stresses

individual tasks (such as accountancy). By matching the right personality with the right company

workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction.

Employees are more likely to stay committed to organisations if the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational competencies. The Individual

is assessed on these competencies, which reveals efficacy, motivation, influence, and co-worker respect.


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Competencies can be assessed using various tools like psychological tests, competency based interview,

situational analysis, etc.

If the Individual displays a high P-O fit, we can say that the Individual would most likely be able to adjust

to the company environment and work culture, and would be able to perform at an optimum level.


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RECOMMENDATIONS AND SUGGESTIONS

According to the Survey, Recruitment differs from company to company for each category.

According to the Survey, the company do utilize internet sites for the recruitment process and

for finding the talent candidate

According to survey it is observed that the company are utilizing the job description in order to

make screening process more efficient


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SUGGESTIONS

Time management is very essential and it should not be ignored at any level of the process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which

needs to be reduced.

Communication, personal and technical skills need to be tested for employees


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CONCLUSIONS

Polices adopted by EMC are transparent, legal and scientific.

Recruitment is fair.

The recruitment should not be lengthy.

To some extent a clear picture of the required candidate should be made in order to search for

appropriate candidates.

Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a fresh

blood, new idea enters in the company.


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Limitation of the study:

The study is subjected to the following limitations

The study is based on the data provided by the company statements so, the limitations of the

companys employees remaining are equally applicable.

In some cases data is collected from the companies past records.


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BIBLIOGRAPHY

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya

Publication.

Essentials of HRM and IR - P.Subba Rao.

Personal Management - C.B.Memoria.

Research Methodology -C.R.Kothari.

Personnel and Human Resource Management P. Subba Rao, Himalaya Publication

http://recruitment.naukrihub.com/meaning-of-recruitment.html

http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Ite

mid=34

http://en.wikipedia.org/wiki/Recruitment

https://www.google.co.in/

http://www.emc.com/
http://recruitment.naukrihub.com/meaning-of-recruitment.htmlhttp://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://en.wikipedia.org/wiki/Recruitmenthttps://www.google.co.in/http://www.emc.com/http://www.emc.com/https://www.google.co.in/http://en.wikipedia.org/wiki/Recruitmenthttp://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34http://recruitment.naukrihub.com/meaning-of-recruitment.html


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QUESTIONNAIRE ON RECRUITMENT PROCESS

Name

Companys name

Designation

Date-

Note Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many Question you are

asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and candidate

specifications in the recruitment process? ( )

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each candidate) ?

( )

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More


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Question 7: Do you follow different recruitment process for different grades of employees?

( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any syste

ichigo sip

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