PROJECT REPORT SUMMER TRAINING ON IMPLEMENTA IMPLEMENTATION TION OF OF RECRUITM RECRUITMENT ENT AND SELECTIO SELECTION N IN
(NUCLEAR POWER CORPORATION OF INDIA LIMITED) FOR THE PARTIAL FULFILLMENT OF THE REQUIRMENT FOR THE AWARD OF
MASTER OF BUSINESS ADMINISTRATION ADMINISTRATION
UNDER THE SUPERVISION OF Dr. Rinku Raghuvanshi
UNDER THE SUPERVISION OF Mr.Rajesh Kumar
SUBMITTED BY PRIYANKA CHANDRA MBA MBA (2015) (2015) Enrolment No 20140837
INSTITUTE OF BUSINESS MANAGEMENT, MANGALAYATAN UNIVERSITY, rd 33 KM STONE, ALIGARH-MATHURA ALIGARH-MATHURA HIGHWAY, BESWAN, ALIGARH Page Page | 1
CERTIFICATE CERTIF ICATE OF THE SUPERVISIOR SUPERVISIOR
This is to certify that the work entitled “ Implementation of Recruitment and Selection in NAPS” .is .is
a piece of research work done by Miss Priyanka Chandra under my guidance &
Supervision. Supervi sion. for the degree degree of MBA from Mangal Mangalayatan ayatan Universit Universityy Aligarh. Aligarh. I Certified that the candidate has put 45 days in industry industry training at NARORA ATOMIC POWER STATION (NAPS), NARORA To the best of knowledge and belief the report: 1. Embodies the work of the candidate herself. 2. Has duly been completed. 3. Fulfils the requirement of the Ordinance relating to the MBA degree of the University and 4. Up to the standard both in respect of contents and language for being referred to the examiner
Signature of the supervisor Date………………
Page Page | 2
CERTIFICATE CERTIF ICATE OF THE SUPERVISIOR SUPERVISIOR
This is to certify that the work entitled “ Implementation of Recruitment and Selection in NAPS” .is .is
a piece of research work done by Miss Priyanka Chandra under my guidance &
Supervision. Supervi sion. for the degree degree of MBA from Mangal Mangalayatan ayatan Universit Universityy Aligarh. Aligarh. I Certified that the candidate has put 45 days in industry industry training at NARORA ATOMIC POWER STATION (NAPS), NARORA To the best of knowledge and belief the report: 1. Embodies the work of the candidate herself. 2. Has duly been completed. 3. Fulfils the requirement of the Ordinance relating to the MBA degree of the University and 4. Up to the standard both in respect of contents and language for being referred to the examiner
Signature of the supervisor Date………………
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AKNOWLEDGEMENT
For the compulsory vocational training training for for my course i.e. MBA MBA I have
selected NAPS
[NARORA [NARORA ATOMIC ATOMIC POWER STATIO STATION]. N]. It It is a repudiated repudiated public sector sector unit unit under under the DEPARTMENT OF ATOMIC ENERGY engaged in generation of electricity through Atomic energy. During my training I have been associated with the the different sections
of
human resource department of NAPS and learned how these departments works.
Firstly, I would like to thanks station director & training superintendent NAPS, who permitted me to complete my training project at prestigious organization of India i.e. NAPS.
I would like like to extend my thanks thanks to MR Rajesh Rajesh Kumar Kumar Sr. Manager Manager HRM for his valuable valuable time & guidance.
I am very thankful to NAPS station management for extending me a chance to do the project work on human resource management areas of NAPS at their plant site.
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PREFACE
This report has in accordance with the Mangalayatan University, Beswan, Aligarh Aligarh for the the M.B. M.B.A. A. For the training I have selected Narora Atomic Power Station (NAPS) a unit of Nuclear Power Corporation of India Limited (NPCIL). It is a reputed electricity generating company. Though in power sector sector India has achieved achieved a remarkable remarkable improvement, improvement, even even then we are producing producing only 25% - 30% of electric electricity ity of our require requirement. ment. In In this situati situation on the role role of nuclear power station becomes important as far as availability of raw material is concerned in comparison to other sources of generation of electricity. The reputed status, latest technology, bright future, good working environment etc. are some important factors which has forced me to select a nuclear power station for getting on the job training.
During my training I have been associated with different areas of human resource department of Narora atomic power station (NAPS) and learned about how to bridge gap between theoretical knowledge and practical working. Mainly I have experienced the working of different HR sections. I would like to extend my thanks to the station authority and human resource officers.
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INDEX S. No.
Research papers
Pages
1. NPCIL, an introduction…………………………………… ...…………………..9 -18 2. NAPS, an introduction …………………………………………………………19-20
Objective of NAPS…………………………………………………………………………... 21 Staff of NPCIL with category……………………………………………….......................22
s…………………………………………………………………... ....................23 Achievement Policy……………………………………………………………………………………….24-28 3. Identification of the organization………………………………………………….29 4. Objective of the study …………………………………………………………..….30 5. Hypothesis…………………………………………………………………………... 30 6. Research methodology……………………………………………………………..31
Research design………………………………………………………..…………………….32 Sampling design……………………………………………………………………...………32
Source of data …………………………………………………………………………...…...32 Data collection tools/instruments…………………………………………………………..32 Method of data collection …………………………………………………………………..32 Tools and techniques ………………………………………………………………………..33 Analyses of data …………………………………………………………..…………33 7. Introduction of human resource ………………………………………………34-37 8. Department in NPCIL………………………………………………………..……38 Establishment section………………………………………………………………………..39 General administration……………………………………………………………..……….40 Public section……………………………………………………………………..………41-42 Estate management section………………………………………………………………….43 Legal section…………………………………………………………………………………..44 Human resource management section……………………………………………………..45 9. Recruitment procedure in NPCIL……………………………………………..46-61 10. Selection procedure in NPCIL………………………………………………….62-64
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11. Employee survey……………………………………………………...…………65-75 12. Findings……………………………………………………………………………..76 13. Conclusion…………………………………………………………………………..77 14. Implication of the study ………………………………………………..………78-79 15. Suggestions /recommendations………………………………………………….…80 16. Limitations ……………………………………………….…………………………81 17. Overall experience………………………………………………………………….82 18. Bibliography…………………………………………………………..……………. 83 19. Appendix/annexure…………………………………………………………..…84-85
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EXECUTIVE SUMMARY
For every organization it is important to have a right person on a right job. Recruitment, selection and career growth plays a vital role in this situation. Shortage of skill and the use of new technology are putting considerable pressure on how employees go about recruitment and selecting staff it is recommended to carry out a strategic analysis of recruitment, selection and career growth. This project is being prepared to put the light on employee satisfaction regarding of NAPS, and to find the need of revised methodology for recruitment, selection, career growth by helping eye on employees point of view.
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INTRODUCTION TO NUCLEAR POWER CORPORATION OF INDIA LIMITED (NPCIL)
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ABOUT THE ORGANISATION NPCIL Organisation History:
The Atomic Energy Act was enacted in the year 1948 with the objective of providing for the development, control and use of atomic energy for the welfare of the people of India and for other peaceful purpose. In pursuance of the Act, the Atomic Energy Commission was set-up in August 1948. The Atomic Energy Commission was entrusted with the responsibility of policy making in the matter of atomic energy. It was a latter decided that a separate Department, with full powers of a Ministry of the Government of India, should be set up entrusting it with the responsibility of development of atomic energy for peaceful purpose. Thus the Department of Atomic Energy (DAE) came in to existence in August 1954 under the direct charge of the Prime Minister.
The Atomic Energy Commission was reconstituted in 1958 with full executive and financial powers. The major functions and activities of the DAE are Nuclear Power Programme, Research and Development, Industrial and Mineral Sector Development, Regulation and Safety and the management of the public Sector Undertakings set up under DAE. The responsibility for implementation of the Nuclear Power Programme was entrusted to the erstwhile Power Projects Engineering Division (PPED) which was later converted into the Nuclear Power Board (NPB) and now the Nuclear Power Corporation of India Limited (NPCIL). NPCIL was incorporated as a public limited company wholly owned by the Government of India under the Companies Act 1956 and commenced its business with effect from September 17, 1987. The board of director manages the company. In forming the company in1987, all the asset (with the exception of RAPS -1) of NPB were transferred to NPCIL with 50 percent of the assets being treated as equity and the remaining as loan in perpetuity from the Government. Page | 9
RAPS-1, being the first pressurised heavy water, reactor, was retained by NPCIL on behalf of DAE.The composition of the NPCIL Board of Directors is broad based .it includes
Representative from BARC, Central Electricity Authority. Planning Commission, Ministry of Environment and Forests etc.for effective interfacing with the Power Sector as a whole in the country and also R&D sector of DAE. The Registered Office of the Company is at 16 Floor, Center 1, World Trade Centers, Cuffer Parade Mumbai 400005 and its Corporate Office is at Nabhikiya Urja Bhavan and Vikaram Sarabhai Bhavan, Anushaktinagar, Mumbai 400094. The authorized Share capital of the company is Rs.10145 corers as on 31.3.2007. Total asset of the Company are in the order of Rs 33000 Crores After formation of the Company a massive programme of setting up Nuclear Power Reactor was launched. A focussed approach was adopted to have all-round improvement in operation and maintenance, safety, finance, etc. which will also generated internal surplus besides establishing the viability of nuclear power as a long term strategy. NPCIL has gained significant experience in setting up PHWRs and operation them. This technology has achieved a state of maturity.
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SITE APPROVED IN-PRINCIPLE BY THE GOVT. (6800 MWe)
This figures illustrates capacities, numbers and approximate locations of nuclear power plants. In Operation - 21 Units - 5,780 MW under Commissioning & Construction - 6 Units - 4,300 MW Proposed Projects
Rawatbhata (Rajasthan) Kalpakkam (Tamil Nadu) Gorakhpur (Haryana) Jaitapur (Maharashtra) Mahi Banswara (Rajasthan) Chhaya Mithi Virdi (Gujarat) Kudankulam (Tamil Nadu) Kovvada (Andhra Pradesh) Bhimpur (Madhya Pradesh) Chutka (Madhya Pradesh) Haripur (West Bengal) Narora (Uttar Pradesh) Kakrapar (Gujarat) Tarapur (Maharashtra)
1x100 MW* 1x200 MW 4x220 MW 2x700 MW 2x220 MW 1x500 MW** 4x700 MW 6x1650 MW* Kaiga (Karnataka) 4x220 MW 2x700 MW 4x700 MW 6x1100 1x1000 MW 1x1000 MW 4x1000 MW 6x1500 MW 4x700 MW 2x700 MW 6x1000 MW 2x220 MW 2x220 MW 2x700 MW 2x540 MW 2x160 MW
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NPCIL STRUCTURE
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Principle of nuclear power plants Nuclear power plants generate electricity. The principle used is same as that in a thermal power plant, with the difference that a nuclear plant uses uranium to produce heat whereas a thermal power plant burns coal.
Principle
Nuclear power generation utilizes the heat energy from the atomic fission of natural uranium U-235 to produce steam. This steam in turn drives the turbo generator to produce electricity.
Objectives of nuclear power plants
To maximize generation (2891 Mus or More) and capacity utilization (75% or more) in a safe manner.
To minimize the number of forced outages to as low as responsible achievable.
To minimize outage period for planned maintenance and at the same time achieving the maintenance objectives.
Planned implementation of conditions monitoring in service inspection, modification and upgrading program in an optimal manner during planned maintenance outages.
To minimize radioactivity release to as low as reasonably achievable.
To minimize radiation exposures to as low as reasonably achievable.
To minimize heavy water losses to as low as reasonably achievable.
To progressively optimise inventory levels.
To progressively achieving energy conservation in an efficient manner.
To improve quality in all activities by ensuring adherence to procedures pre-jobs briefings and training/re-training of personnel.
To treasure human resources by continuous exposure to training.
To ensure human resources development quantitatively and qualitatively and in a sound and cordial industrial relations environment.
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Working of Nuclear Power Plants FISSION REACTION: U235
92
+O
N1
= 38
Sr90
+ 54
Xe144
+ 20N1 + gamma ray
Thermal neutrons continue the chain reaction by splitting other uranium atoms releasing radioactivity, fission fragments, fast neutrons and heat energy.The energy generated by the fission is transmitted from the fuel bundle with the help of high-pressure heavy water called PHT (primary heat transport). The PHT system takes away the heat from the fuel bundles to the mineralised water into the steam generator. Here steam is generated at a pressure of 40-48 kg/cm sq. this steam is then transported through pipes to turbine hall where the turbine and generator are installed. The steam enters the turbine and runs it at a speed of 300 RPM. The generator and the turbine run at the same speed as they are coupled together. The electricity generated is sent to the station switchyard for transmission to the Northern grid.
Petroleum prices are escalating. The amount of coal required for 400Mwe power generation 6 kgs
is of the order of 5x10
per day. Whereas a nuclear power station of the same capacity
needs only 200 kg of atomic fuel per day. Transportation of coal of such magnitude over long distances is not economical.
Several years ago, the DAE has selected heavy water moderated natural uranium reactors as the type with the greatest promise under Indian conditions. Reactors of this type use fuel available within the country & do not require large capital and operating outlays for fuel enrichment. With collaboration of Atomic Energy of Canada Limited (AECL), who had considerable experience in the design and operation of such reactors at the time, a research reactor CIRCUS was built which provided the required operating experience for the personnel and confidence for the management .Nuclear power plants are considerably more expensive to build than alternative thermal plants. To be economic they must therefore operate at high capacity factor throughout their lifetime. But to command high utilization, any plant must have low operating costs. In this connection, the low fuelling cost of heavy water natural uranium reactors are of major economic importance, and are expected to result
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in lower operating costs that can be achieved either in conventional thermal plants or other types.
The strategy adopted for Indian nuclear power program is that heavy water power reactors using natural uranium would produce power and plutonium in the first stage.
The plutonium produced from these reactors would be used to set up high breeding ratio fast reactors to produce additional power and plutonium in the second stage.
In the third stage thorium would be utilized in both the fast and the thermal reactors, which would give unlimited source of power. Consequently it was decided to build twin “PHWR” (pressurized heavy water reactor) type of power reactors.
The site is selected by a high-powered committee, based on the need of electrical power, the potential for industrial expansion, availability of large qu antities of water and less population.
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One of the chief aim of depa tment of atomic energy (DAE) is develop ent of nuclear energy for economic power generation as an alternative source of electric power when in due c ourse the conventional sources [hydro and thermal] will be exhausted in the cou try.
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VISION Achieve installe capacity of 20,000 Mw by the year 020.
MISSION "To develop nucle r power technology and to produce uclear power as a safe, environmentally benign and economi cally viable source o electrical energy to meet the increa ing ele tricity needs of the country."
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INTRODUCTION TO
NAPS
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Narora Atomic Power Station
ABOUT THE ORGANISATION NAPS Narora is a small religious town in Bulandshahr District of Uttar pradesh situated on the banks of the Ganges- the most sacred river of Hindu mythology and is approximately 150 km from the national capital, Delhi. The nearest population center is Aligarh, which is 60 km awa y from the plant site. The station is connected to high voltage network through five 220 kV lines, one to Moradabad, one to Harduaganj, to simboli & two to khurja. It is designed for base load operation as a commercial station. th
NAPS is the 4 nuclear power station in the country and the first indigenous nuclear power plant in India. The station has two pressurized heavy water reactors with an installed capacity of 220 Mwe each using natural uranium as fuel. The Indian engineers and scientists have done the execution of the project, including design, engineering, erection, commissioning and operation. The generated electricity is being supplied to the nine (9) neighbouring feeders in which up is the main state, through northern regional electricity grid. Another important milestone in the Indian nuclear program achieved in NAPS is standardization of PHWR units, which is a stepping-stone to the future 500 Mwe units. The reactor use natural uranium available in India as a fuel & heavy water produced in the country as moderator and a coolant. Narora atomic power station is an ISO 140001 and IS 18001 certified company. The total manpower strength at NAPS is about 1165 employees.
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OBJECTIVES OF NAPS
1. To maximize the power generation and profitability from nuclear power stations in operation with a motto of achieving the excellence in "safety first and production next". 2. To increase nuclear power generation capacity in the country consistent with available resources in a safe, economical and rapid manner in keeping with the growth of energy demand in the country. 3. To continue and strengthen QA activities relating to nuclear power program within the organisation and those associated with it. 4. To develop personnel at all levels through an appropriate Human Resources Development (HRD) program in the organisation with a view to further improving their skills and performance consistent with the high technology operations. 5. To continue and strengthen the environmental protection measures relating to nuclear power generation. 6. To continue and strengthen the public awareness programmes for enhancing and improving the public perception for Nuclear Power in the country. 7. To share appropriate technological skills and expertise at national and international levels. 8. To bring about modernization and technological innovation in its activities. 9. To explore and promote participation of Indian Industry, SEB's and PSUs in the nuclear power capacity addition programme by forming Joint Venture Projects. 10. To coordinate and endeavour to keep the sustained association
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STAFF OF NPCIL WITH CATEGORY Employee Grading: 1. Administrative Staff (a) Accounts (b) HR SOURCES (c) C&MM
(i) DGM/Sr.Manager (ii) Manager (iii) Deputy Manager (iv) Asstt. Manager (v)SRA-2,SRA-1(Sr. Asstt) (vi)AG-3, AG-2, AG-1 (Assistant Grade) (vii) Stenographer.
2. Technical Staff -
(i) Scientific Officer (Engineer Category) Grades- SO/B, SO/C, SO/D, SO/E, SO/F, SO/G, SO/H. (ii) Scientific Assistant (supervisory category) Grades-SA/A, SA/B, SA/C, SA/D, SA/E (iii)Technicians (working category)Grades- T/A, T/B, T/C, T/D, T/E, T/F, T/G, T/H.
3. Auxiliary Staff -
(i) Hospital staff (ii) Fire (iii) Canteen staff (iv) Transport staff Page | 21
Power minister awarded the “Merit Certificate for Good Performance” for the year 2000-2001 and 2003-2004.
Station was awarded “AERB industrial safety award” for the year 2001, 2002 and 2004 by atomic energy regulatory board of India.
Safety Innovation Award 2005- instituted by safety and quality forum, the institution of engineers (India).
Green tech safety gold award by “Green tech foundation of India”
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SAFETY POLICY Narora Atomic Power Station ( APS), a unit of Nuclear Power Corporation of India Limited (NPCIL), engaged in generation of electricity from Nuclear Energy at
arora, is
committed to perform all its Station operations with high degree of technical co petence and poised fail safe systems to nsure paramount safety at par with Internation l Safety Standards. SAFETY OBJECTIVES:
To maximize safety at all levels and at all stages in day-to-day Station activitie . To adhere to commitments m de in International Conventions on Nuclear Safety. To maintain effective commu ication, supervision and control for enhancing. Safety
NPCIL is committed to:
Comply with applicable safet regulations & legislations Regular identification and ass ssment of Station Safety requirements. Extensive orientation and a propriate training to employees and others i volved in operations. Appropriate safety awareness to surrounding community. Ensuring adequate use of suit ble personal protective equipment during work a NAPS. Supervision & Monitoring for compliance of safe practices.
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QUALITY POLICY
NAPS, a unit of Nuclear Power Corporation of India Limited (NPCIL), engaged in generation of electricity from nuclear en ergy at Narora, is committed to perform all its station operation with high degree of technical competence and poised fail safe systems to ensure paramount safety at par with international safety standards. Quality objectives:
To maximize customer satisfaction at all levels.
To attain and maintain high technical competence and professional standards.
To provide continuous, efficient and effective services.
NAPS is committed to:
Implement the policy and achieve quality objectives.
Practice and maintain a documented quality system.
Constantly endeavor to upgrade the knowledge and skills of employees.
Provide a participative work environment to foster excellence and teamwork.
Regular evaluation and improvement of quality in station operations and services.
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ENVIRONMENTAL POLICY
NAPS, a unit of NPCIL, engaged in generation of electricity from nuclear energy, is committed to operate the plant while striving for old class environmental performance and safety standards.
It is committed to be friendly with environment and to pursue principles of “sustainable
development”
through
environmental
protection
and
green
belt
development pro-actively.
It manages its operations in an environmentally responsible manner and aim at “prevention
of
pollution”
through
continual
improvement
in
environmental
performance by setting, achieving and reviewing environmental objectives and targets regularly.
It complies with applicable laws, regulations and other requirements.
It reinforces employees interest, trust, belief and commitment by training to achieve continual improvement in environmental performance in all operations, activities and services.
It is committed to a cleaner environment.
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RADIOLOGICAL POLICY NAPS is engaged to put continual efforts in reduction of collective radiological doses to occupational radiation workers and the public.
OBJECTIVE:
To minimize the external and internal radiological doses of occupational radiation workers, to as low as reasonably achievable (ALARA). NAPS is committed to:
Any job in radioactive area shall be carried out only if there is a net positive benefit.
All jobs in radioactive areas shall be planned before hand.
Individual doses shall be reviewed daily and suitable actions, if required, shall be initiated for further reduction of dose.
All individuals shall observe the prevailing instructions on radiological safety.
Routinely carry out training and re-training of occupational radiation workers.
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MAINTENANCE POLICY The GOAL of maintenance i.e. SAFE, RELIABLE and EFFICIENT operation of equipment is only possible when maintenance policy is understood and effectively Implemented by all maintenance personnel in consistent manner. This policy is to assure the quality of maintenance work and required reliability of performance of the equipment. It covers the maintenance activities and forms the basis of adequate maintenance programme. Maintenance Objectives:
Have effective maintenance organization and administration.
Have better work control.
Conduct of maintenance in effective and efficient manner.
Up to date maintenance facility and equipment.
Have effective material management.
Energy conservation.
Have effective control of modification work process.
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IDENTIFICATION OF PROBLEM This is study focouses on the stoudy of Recruitment and Selection in NAPS which involve the process ,and effectivness of recruitment and selection in NAPS
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OBJECTIVES OF STUDY
To know the working of the human resource department of NAPS.
To study the recruitment procedure in NAPS.
To study the Selection process in NAPS.
To explore the effectiveness of the present day facilities provided by NAPS.
To suggest areas in which improvement is required in Recruitment and selection.
HYPOTHESIS Null hypothesis (Ho): Recruitment and Selection process is no significance.
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The methodology employed for the study of the project “Implementation of Recruitment & Selection in NAPS” is through the collection of primary and secondary data.
Primary data is obtained through the observation, interviews and discussion with the
officers of the NAPS.
Secondary data is derived from the published and unpublished sources, like company
publications such as annual reports, annual plan, magazines and publications from Department of Atomic Energy and Nuclear Power Corporation of India Limited.
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RESEARCH DESIGN.
Descriptive research design is a scientific method which involves observing and describing the behaviour of a subject without influencing it in any way. Descriptive research is used to obtain information concerning the current status of the phenomena to describe “what exists” with respect to variables or conditions in a situation. The methods involved range from the survey which describes the status quo, the correlation study which investigates the relationship between variables, to developmental studies which seek to determine changes over time. Main advantage of choosing this design in our project is that the subject is being observed in a completely natural and unchanged natural environment. To understand the recruitment and selection process and what the employees really feels about the recruitment and selection process they have undergone and further what kind of recruitment process they look for .
SAMPLING DESIGN.
Simple random sampling
SOURCE OF DATA.
Source of data is both primary and secondary collected here. DATA COLLECTION TOOLS/INSTRUMENTS.
Data was collected by survey method and by reviewing the published literature that includes official documents of the NAPS and questionnaires were also distributed to the employees to get the data. And help by Pie chart METHOD OF DATA COLLECTION.
PRIMARY DATA
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The Questionnaire
Keeping in view the objective of the study, questionnaire was designed and tested on few employees. After getting the proper response and sanction from the concerned department the questionnaire was finalized. Personal Interview
We have gathered information through personal interview from the person of HR department of the company. Many questions regarding the performance management in the company was asked.
SECONDARY DATA
The secondary data was gathered from the books related to H.R NPCIL HR BOOK, NPCIL website, Annual plan, Magazines & publication from DAE & NPCIL/NAPS. RESEARCH INSTRUMENTS.
Close ended questionnaires are used to collect the data.
SAMPLE SIZE
To study the above aspect I have covered almost about 25 people 5 HR Department Employee and other department employee from almost the department.
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INT ODUCTION OF HUMAN RES URCE MANAGEMENT IN NAPS
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INTRODUCTION Management today has become the most significant part of an organization and it is the basic function for the application of technology and utilization of human and material resources in industry. Employee development in public sector undertakings is very important growth. In view of the huge investments in PSEs by the Gover nment the performance in Public Sectors will have a telling effect on the socio economic growth of the Nation. Organisational set up of Public Sector Undertakings should be planned and streamlined keeping in view the following national objectives of he Public Sector.
To promote economic development and growth.
To promote self-reliance in strategic sectors and d iversify the economy.
To reduce regional and social imbalances.
To generate surplus for reinvestment.
These objectives can be achieved only when each of the public Sector Units are converted into profit centres, which is the primary goal of the industry.
The attainment of the goal is only possible through HRD, which in other words means achieving perfection in all areas of operation.
In a dynamic and fast changing world, organisations also have to be dynamic. Organisations would like to grow in various ways and possess ability
to respond to
its environment and may even like to have considerable impact on them. To be able to do these, they should be able to induce dynamism through developing human capabilities by applying HRM (Human Resources Management) strategies to personnel Development strategies to personnel practices. HRM system aims at developing and enabling capabilities of people in the organization.
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ABOUT THE HRM “HUMAN RESOURSE MANAGMENT”
WHAT IS HRM?
Human Resource Management is a process not merely a set of mechanism and techniques. It is needed by any organization / industry that want to be dynamic and growth oriented in fast changing environment and technological advancement. Organisations can become dynamic and grow only through the efforts and competencies of their human resources.
WHY HRM?
The existing systems of the personal management functions in the PEs have been reviewed with a view to improve the effectiveness of the system by emphasizing HRM approach to these systems.
Development of Human Resources.
The organizational health and self-renovating capabilities (i.e. “attitudes, knowledge, skill values) and industrial climate.
Better utilization of manpower.
To improve quality work life.
To improve the feeling of commitment and involvement i.e. Total employees involvement.
To improve productivity.
HRM MECHANISMS
To achieve the HRM objectives in the PSUs have included following mechanisms:
Performance Appraisal.
Potential Appraisal and development.
Career Planning and Manpower Planning.
Succession Planning, job rotation.
Incentive Schemes, Suggestion schemes, Employee welfare.
Quality of work life, Training. Page | 35
Grievance Mechanisms, Quality Circle.
Participation in Management.
Rewards, Feedback.
House Keeping and Safety Programmes.
SCOPE
HRM involves long-term perspective, which visualizes change through involvement and ownership of such changes by the participants. The HRM takes a positive view of the people and their potential and tries to foster a climate conductive to growth and development. Hence its scope is vivid to different fields and it fast changing up management principles.
HRM BENEFITS
Following will be the advantages after implementing the HRM system:
Improvement in productivity.
Improvement in capabilities of the employees.
Motivation factor will be high.
Performance and potential appraisal system will improve.
Creation of opportunities for advancement.
Improvement in performance related reward systems.
CONCLUSION
Human Resource Management (HRM) itself becomes very broad based as stated by enthemkuzhy wherein it is process undertaken to promote, the intellectual, more
psychological cultural social and economic development of the individual so as to help him to achieve hi9s highest human potential as resources for the country. It means a total all round development of the person so that he can contribute his best to the community and the nation. HRM is undoubtedly a universal panacea.
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WAY TO WORK IN HR DEPARTMENT IN NAPS The HR Management is divided into six sections.
These are as follows:
ESTABLISHMENT SECTION
SEVICES SECTION
PUBLIC RELATIONS
ESTATE MENAGEMENT SECTION
LEGAL CELL
RECRUITMENT AND PROMOTION SECTION
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ESTABLISHMENT SECTION The employee in this section maintains the record of around each and every employee. They maintain the record of the employee personnel information plus whatever, benefits he has acquired out of the organization in terms of schemes published by the NPCIL. These records are maintained in two books i.e. SERVICE BOOK: The service book contains the permanent entries about the employee
career progression details, the increment details, LTC availed by an employee, insurance details and all important events taking place during the service period. PERSONAL BOOK/FILE : This file contains the particulars of an employee i.e. their bio-
data, permanent and temporary addresses and all the papers an employee has submitted to the organization for fulfilling various terms and conditions an d availing facilities. The establishment section also administers the different schemes of NAPS for its employees such as Leave Security Manpower plant PF Property Administration audit or HR audit Accommodation Training Disciplinary
LTC service Book pay fixation Lone stationary miscellaneous Attendance Transport
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GENERAL ADMINISTRATION This section provides general facilities to the employees. The most important being medical facilities. DAE provides medical facilities to all its employees under the CHSS (contributory health services scheme) rule. The main functions of the general section are as follows
Allotment of government quarters to employees.
Maintaining discipline.
Issuing dress, shoes etc. to the employees.
Taking disciplinary actions if the employees are found doing misconducts.
Issuing medical card to employees.
The general administration the different schemes of NAPS for its employees such as
Entitlement Imprests Contribution Medicines Medical facilities under Chss rule (naps) Chss scheme
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PUBLIC RELATIONS Public relations and welfare activity are embedded part of the personnel
management.
Public relation covers the area related with personals engaged with organization as well as outside of the organization, which involves liaison work and co-ordination etc. welfare activities are being provided in this organization.
The NPCIL is involved in part stated as under: INDUSTRIAL RELATIONS
Unions / associations
Grievance handling
Dispute settlement
Contract labors
Strike related matters
Workmans compensation
Monitoring activities
WELFARE ACTIVITIES
Housing
Education
Health and family welfare
Recreation, sports and cultural activities
Transport facility
Canteen and hostel
Marketing, banking, postal facilities etc.
Amenities co-operative
PROTECTIVE SERVICES
Security organization and planning
Standing order Page | 40
Day – to- day problem and laps
Needs and procurements
Accident and safety
Vigilance
Civil defense
Services of AERB- with regard to safety matters.
EXTERNAL RELATIONS
Liaison activities – local administration, nagar palika, civil defense, CISF and others.
Public awareness
Goodwill activities
Environment protection
Court cases/legal matters
Law and orders
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ESTATE MANAGEMENT Estate Management is an important section in an organization. Every organization has an aim to get maximum out of its employees. For this purpose it gives many facilities to them so that, they can live happily and work happily. One of the important facilities is to provide accommodation. Estate management does the job of providing accommodation to its employees. Accommodation Criteria:
For providing accommodation there are two factors, which are considered. One is type of accommodation & another is eligibility of employees. When we talk of the type of accommodation, area and facilities in a type of accommodation are considered. In the other hand to consider the eligibility of employees their pay, date of joining, date of becoming eligible for certain type of accommodation, date of birth and the important factors that are considered. While considering accommodation for an employee his eligibility and type of accommodation are correlated DIARY AND DISPATCH
Diary means to receive the dak of different place, make entry about it in a register, get it sorted out and distributed among recipient. On the other hand in the work of dispatch, the dak is entered in to a register, after that posted stamps are pasted on the dak which send to the out of station places. It is send through post office, private courier. the dak meant for different section of the organization are delivered by hand & it does not need and postage stamp. At NAPS entries about received dak & the dak meant for dispatch are made in computer, instead of paper & register besides posting of postage stamps on the dak to be dispatch is done through with a machine called Franking machine. LEVRIES
Liveries are the general facilities given to the employee besides the salary. Such as dresses, safety shoes, soaps, socks etc.
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LEGAL CELL IN HR SECTION According to government policy its mandatory to have legal section in every central government enterprise and PSUs therefore NPCIL also have legal section Role of law officer in NAPS
To carry out the work related to legal matters in NPCIL
To initiate proactive action to prevent litigation by advising various functionaries in the corporation at the initial stages of decision-making process.
To defend the litigation against the corporation by submission of appropriate pleadings in consultation with the concerned functionaries
To render the advise/opinion on various issues, as may be referred to the legal group/law officers by different functionaries.
To interact with corporate office regularly for advice and keep the corporate office posted of the important legal cases and implement the decision of the corporation involving legal issues at station level.
To render professional assistance to the administrator/office-in-charge of the legal cases in the station and to defend in the best possible manner the interest of the corporation in all legal proceedings.
To co-0rdinte with counsel solicitors, advocates at the local level.
To render legal advice to the head of the deportment& administrator in their day-today requirement on routine legal matter.
To defend the legal cases arising in the corporation in the best interest of the corporation.
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MY REASEARCH PROJECT TOPIC
(A Government of India enterprise)
RECRUITMENT PROCCESS
IN
Narora Atomic Power Station
Page | 44
RECRUITMENT CONCEPT OF RECRUITMENT
Recruitment is one of the most critical and important functions of HR in any organization because unless the right types of people are hired, even the best plans of the organization will not succeed. It is a ‘linking activity bringing together those with jobs and those seeking jobs. It is the first stage in the process, which continues with selection and ceases with the placement of the candidate. In NAPS the recruitment section carries out the procedures for the promotion of the of the employees, pay fixation, issue of confidential reports, reservation matters etc. Recruitment procedure starts from HRP i.e. Human Resource Planning. Human resource planning is the process of getting the right number of qualified people into right job at the right time. Planning is a process of preparing a set of decisions for action in the future. Human resource planning may then be interpreted as a process of preparing a set of decisions on human resources development for action by human resources in future. Micro level Human Resource planning is made at the enterprise or company level. At this level the forecasts are needed for planning recruitment, promotion and training. Forecasts will have to be in greater details as well as precise. A well-defined manpower information system built up on the basis of personal history record of each individual employee is a prerequisite for making detailed and precise forecasts at the company level.
The working of an recruitment section can be summarized in the following steps: PROCEDURE OF RECRUITMENT ADOPTED BY NAPS CREATION OF POST
GENERAL PRINCIPLES
Meaning of a Post:
A post represents a quantum of work of specified quality to be performed by an incumbent within allotted time in the overall context of the function to which it belongs. Furthermore it Page | 45
contributes to the objectives of the Organisation in which the function or discipline has a role. Level of a Post:
The post is created at the optimum level so that it gives the job just the required representation for maximum effectiveness towards achieving function and Organisation goals in an effective manner.
Classification of posts
Posts in the Company have been classified into three Groups, as below:SN
Classification
Pay Scale/ Pay Grade Pay Band cove red (R) (R) 80000 75500-80000
1.
Group A
67000-79000 37400-67000
2.
Group B
15600-39100 9300-34800
3.
Group C
5200-20200
Nil
10000,8900,8700 7600, 6600, 5400 5400 4800, 4600, 4200
2800,2400, 2000, 1900, 1800
Number of Posts:
Creation of adequate number of posts, in both quality and quantity is the pre-requisite for quality, safety, reliability and economy in the Corporation. But over-manning would adversely affect all the above objectives. Time of Creation:
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The posts are created for approved work programs and operated at the time considering the the lead-time for recruitment, training and work sched ules. GOVERNING PRINCIPLES FOR CREATION OF POSTS
Job Description and Job Specification:
The posts are created created to match identified job descriptions descriptions with the skills and qualifications needed by the person who is to perform it as part of an assigned work programme.
Long Term Implication of Creation of Post:
The creation of a post is to be seen in the context of long-term implication in regard to upward reporting structures, career planning or a chain down series of posts. Cost of recruitment or redeployment or transfer and training required for filling at the lowest level is to be compared with costs and advantages of creation and filling with the appropriate persons at the higher levels.
Career Planning:
The proposal for creation of posts should be scrutinised for its impact on the career plans of the proposed incumbent, his future growth prospects as well as those of superior, peer and subordinate subordinate levels. levels. The intention intention is to see if the new function has wide wide enough range for future growth and if not whether the job envisaged could be clubbed with an existing function or discipline for common career growth. The decision to create posts includes an examination examination of whether whether the post would result result in maximum maximum long-term long-term benefits benefits to the Organisation as well as to the job incumbent.
Role of the Corporate Directorate/Group:
The corporate directorates or groups have their own yardstick to decide the utility of a post for the corresponding group at the unit. The Annual plan proposal for creation of posts is thus
referred to a nodal agency, i.e. The HRD group which has an expert cell processes the proposal for a decision for approval or otherwise of the competent authority.
Page Page | 47
Control, Utilisation and Economy:
Creation of a new or additional post is subject to strict scrutiny to keep control on costs of the work force and to avoid overstaffing in the long run. The Annual HR plan is derived from the overall standard sanction of posts and acts as a control mechanism for this purpose. Suitable and timely feedbacks are given to the unit for economising on manpower.
Administrative Controls:
Administrative audit and corrective action at periodic interval will ensure compliance with the prescribed procedures. The purpose of the manpower control measures can be nullified if a close watch is not maintained on overtime worked and the casual labour employed. Such data are made available to the HRD group for correlation with proposals for creation of posts and for consideration by the respective corporate directorates/groups.
DELEGATION OF POWERS FOR CREATION OF POSTS
Objective of creating posts is to meet the needs for additional manpower as approved and to ensure that the Organisation is run with optimum manpower. Need for additional manpower may arise because of expansion plans/new job requirements. Powers for creation of posts are delegated to board of directors, managing director and executive director. Conditions of Delegation
No posts shall be created unless there already exists a post of similar character on a scale of pay approved by Central Government.
No post shall be created retrospectively but this condition does not apply to creation of scientific scientific and technical technical posts to cover promotion promotionss made under the merit merit promotion promotion scheme.
The authority to authorise actual operation of the post created with due approval may be vested in the unit head in respect of posts in Groups B, C, D and Group A with CMD.
BANS ON CREATION CREATION OF POST AND FILLING FILLING OF VACANT VACANT POTS
Page Page | 48
Government guidelines and directives should be strictly followed as and when they are issued. Approval of MD/CMD is required for filling up vacant posts in all groups where there is a ban.
RECRUITMENT POLICY, POLICY, OBJECTIVES AND RULES
Vacancies in various categories of posts may arise either due to additional sanction or due to resignations, retirement etc., of existing staff. Whenever, new projects are started induction of large number of persons are necessary. Once the vacancies have been identified action has to be taken for filling the positions either by way of transfer, promotion or induction. Before commencement of recruitment the following steps must be gone through.
Checking Checking the job specifi specification cation in terms terms of qualificatio qualification n and experien experience ce
Job description in terms of the work content. cont ent.
Normally vacancies in A & B Groups are filled through open advertisements and C & D
needs norms. norms.
Groups are filled through employment exchanges. In case of C & D Groups recruitment notice needs to be published in the Employment news also. Other channels of employment are detailed in the following sections. Suitable reservation, relaxation of age and concessions have to be given for SC/ST, OBC, Physically Handicapped and Exserviceman as per the provisions contained in the reservation orders issued by the Government of India from time to time.
RECRUITMENT RULES: Recruitment rules will cover the following aspects.
Designation and classification of posts, duration, scale of pay and mode of filling up of the posts such as by direct recruitment, promotion, deputation and absorption.
Qualification, age, experience, length of service etc.
Reservation for specified categories, such as SCs/STs, OBCs handicapped personnel, etc., and exemption from reservation.
General conditions imposed by the constitution of India such a domicile, bigamous marriage.
Promotional avenues.
Appointing authority.
Page Page | 49
Recruiting authority.
SOURCES OF RECRUITMENT
RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:
All vacancies vacancies meant for recruitment recruitment of personnel personnel to posts posts in-group in-group C & D (Technical, (Technical, Administrative & Auxiliary) should be notified to the respective Employment Exchange. In addition, the recruitment notice may also be published in the Employment news published by the publication division of the Ministry of Information and Broadcasting, Government of India and then consider the cases of all the candidates who have applied along with those sponsored by the Employment Exchange. Such recruitment notices should also be displayed on the office notice boards for wider publicity. Such notices shall have to be sent to Central Employment Exchange (only if the vacancy is in the scale of pay of Rs.1400-2600 (pre-revised) and other recognized SC/ST Associations and ex-serviceman and Physically Handicapped Associations as notified by Government of India from time to time.
RECRUITMENT THROUGH OPEN ADVERTISEMENTS
All vacant posts in-group A&B should be filled through open advertisement. It is necessary to advertise in Employment News for for recruitment of all groups of employees. Steps to be followed while recruitment is done through open advertisement are given below.
Identify the prominent empanelled advertisement agencies in the region. All identified vacancies may be notified to the press through the empanelled advertisement agency.
While notifying the vacancies the numbers of vacancies reserved for various categories like SC/ ST/ OBC/ Ex-servicemen/ PH etc., and unreserved vacancies should be clearly indicated.
Seek applications from candidates within one month of notification in the paper.
Send the applications received to the Screening Committee identified.
Page Page | 50
Forwards the Screening Committee Report to Appointing Authority and have the Minutes of the Committee approved.
Identify appropriate Selection Committee and take further action.
Conduct the selection and prepare panel.
Selection Committee Minutes to be approved by Appointing Authority and clearance for release of offers of appointment to be obtained.
Carry out the verification of C&A and SSQ.
Issue of offer and conduct Medical Examination.
Complete joining formalities.
Determine the postings.
Issue orders.
RECRUITMENT THROUGH DEPUTATION FROM OTHER ORGANISATION
In recruitment through deputation an official from outside NPCIL is appointed for a specified period by the end of which he/she may have to revert to his parent cadre. Steps to be followed for appointment by deputation:
Accurate assessment of the vacancies to be filled by deputation should be made once in a year.
Circulation of vacancies should be done to different probable sources of eligible candidates.
The minimum time allowed for receipt of nomination should be two months.
The period of deputation shall be subject to minimum of two years extendable up to a maximum of five years in all cases except for those posts where a longer period of tenure is prescribed in the recruitment rules.
Minimum age limit for appointment by deputation/absorption should not exceed 56 years on the closing date of application.
EXTENSION OF SERVICE OF SUPERANNUATED EMPLOYEE IN NPCIL/ REEMPLOYMENT
If the services of a NPCIL employee are required beyond the age of his superannuating then either extension of service or reemployment is given to those employees as the case may be. Criteria for extension/ reemployment are given below. Page | 51
Proposals for extension/ reemployment of service beyond the age of superannuating should not be ordinarily considered. Extension/ reemployment of service can be justified only in very rare and exceptional circumstances. Even in such cases, 62 years of age should be the deadline. The overriding
Consideration for the grant of extension / reemployment of service is that it must be clearly in public interest and in addition satisfy one of the following two conditions:
Those other officers are not ripe enough to take over the job. That the retiring officer is of outstanding merit.
INDUCTION THROUGH BARC TRAINING SCHOOL
Bhabha Atomic Research Centre (BARC) conducts following training programmes/ Courses at their Training School.
Graduate Engineering Training
Orientation Course for Engineering Post Graduates (OCEP)
Scientific Assistant Training in Health Physics.
After the training these trainees are absorbed to various Department of Atomic Energy (DAE) organizations, including NPCIL. INDUCTION THROUGH NPCIL STIPENDIARY TRAINING SCHEME
The Corporation has the following three stipendiary training programmes/courses for induction of operation and maintenance personnel who need adequate technical training prior to actual positioning on jobs. Engineer Trainee
Category I trainees (Diploma Holders)
Category II Trainees (Operator Trainees)
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PREFERENCE IN RECRUITMENT
RESERVATION POLICY IN SERVICES
Reservations in services are given to Scheduled Castes (SC), Scheduled Tribes (ST) & Other Backward Categories (OBC) as per Government of India Rules. For details refer Swamys Compilation on Reservations and Concessions for SC/ST and OBC.
Reservation for SC/STs:
Definition of SC/ST:
A person should belong to a Caste or a Tribe notified by the Central Government to be a Scheduled Caste or a Scheduled Tribe for the area of which he/she is a resident.
Further, a person claiming to be SC should profess either the Hindu or the Sikh or the Buddhist Religion. A person of the Scheduled Tribe may profess any religion. A person not belonging to SC/ST by birth will not be deemed to be a member of SC/ST by virtue of marriage with a person belonging to SC/ST. Similarly; a person belonging to SC/ST by birth will continue to belong to that category even after marriage with a person not belonging to SC/ST. If an SC person gets converted to a religion other than Hinduism or Sikhism or Buddhism and then reconverts himself back to these religions, he will be deemed to have reverted to his original SC status, if the members of that particular caste as one among them accept him.
Certificate to be produced:
A person claiming to belong to SC/ST should produce a certificate in the prescribed form signed by any District Magistrate/ Additional District Magistrate/ Collector/ Deputy Commissioner/ Additional Deputy Commissioner / Deputy Collector/ I Class Stipendiary Magistrate/ Sub-Divisional Magistrate (not below the rank of I Class Stipendiary Magistrate)/ Taluka Magistrate/Executive Magistrate/Extra-Assistant Commissioner. SC candidate to intimate change of religion:
Every SC member should immediately inform the appointing authority in the event of any change of his/her religion.
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Reservations in Direct Recruitment:
Reservations in Direct Recruitment for SC/STs are as follows. S. N. 1. 2.
3.
4.
Method of recruitment
% of reservation
Roster
Direct Recruitment on All India basis by Open Competition. Direct Recruitment on All India basis otherwise than by Open Competition Direct Recruitment to Groups ‘C & ‘D posts normally attracting candidates from a locality or a region Units spreading into more than one State/UT (The roster will be drawn up with the help of Dept. Of Per. & Trg., taking into account population of SC/ST in such areas).
15% for SC; 7 ½% 200-point postfor ST based roster 16 2/3% for SC; 7 120 point post½% for ST based roster
Percentages 100-point roster applicable to the post-based roster respective States
Relaxation/Concessions admissible to SC/ST in direct recruitment:
Age. – Maximum age-limit up to five years, for all posts.
Minimum standard in Examination/Interview . – If adequate number of SC/ST
candidates satisfying the minimum standard is not available, short-fall will be adjusted by relaxing the minimum standard, provided they are not considered unsuitable. There will be no relaxation in qualification and/or minimum number of marks/grade.
Less than minimum standard. – In the case of non-technical Groups ’C and ‘D posts
filled by direct recruitment instead of through written examination, if SC/ST candidates are not available even under relaxed standards, shortfall will be adjusted by appointment of the best among the remaining SC/ST candidates with minimum educational qualifications.
Exemption from fee. – Candidates are fully exempted from fees for admission to any
examination for recruitment/selection.
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Separate interviews. – For direct recruitment against reserved vacancies, separate interviews will be held for SC/ST candidates so that they are not adjudged along with general candidates.
Reservations for Socially and Educationally Backward Classes (OBCs)
Definition.
OBCs for purposes of reservation would comprise of the castes and communities, which are commonly mentioned in both the lists in the Mandal Commission Report and the State Governments lists.
Certificate.
Any candidates claiming to belong to the OBC should obtain a certificate in the prescribed form signed by any of the specified authorities. No other certificate will be accepted. The authority should also certify that the candidate does not belong to any one of the Creamy Layers.
Reservations only in direct recruitment.
27% in civil posts/services are reserved for OBCs.
Relaxation and Concessions. –
Age-limit for direct recruitment. – Three years, for all posts.
Meritorious candidates not to be adjusted against reservations. – OBC candidates
recruited on the basis of merit on the same standards as for general candidates will not be adjusted against 27% reservation.
Minimum standard in examination/interview. – In respect of written examination/
interview for direct recruitment, relaxation of standards will be allowed for OBC candidates as in the case of SC/ST.
LAND AFFECTED
Land affected persons are also known as Project Affected Persons (PAPs). PAPs are those whose lands/houses/other immovable properties are acquired by the Project/Department for establishing the Power Station, exclusion zone and associated facilities.
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Towards the rehabilitation of PAPs no assurance shall be given that the one person of each family of project affected persons would be engaged. The titleholder of the land/house, his spouse and dependants form a family. But preference in employment will be given for PAPs for Group C & D posts. Group A & B posts shall be filled on all India basis through open advertisements. It may be noted that relaxation in recruitment norms should not be granted to candidates from PAPs and it is irregular to consider more than one member per family in the preferred category of a PAP.
A PAP should not be permitted to
transfer/nominate his/her claim to preferential employment to another person. COMPASSIONATE APPOINTMENTS
Compassionate appointments are made in accordance with the Scheme formulated in NPCIL for the purpose. The objective of the scheme is to help the family of an employee of the Corporation, who dies in harness or who sought voluntary cessation of service on medical grounds, by way of compassionate appointment in the Corporation. The scheme shall be applicable to
A son/ adopted son/ daughter/ adopted daughter/ spouse of an employee who dies in harness including death by suicide. In exceptional circumstances, to a son/ adopted son/ daughter/ adopted daughter/ spouse of an employee, who sought voluntary cessation of service on account of any bodily or mental infirmity which permanently incapacitates him for service on the basis of a medical certificate of incapacity issued by a medical board constituted by the Corporation.
RESERVATIONS FOR PHYSICALLY HANDICAPPED PERSONS Categories:
Blindness or low vision;
Hearing impairment;
Locomotors disability or cerebral palsy. [Includes all cases of orthopedically handicapped persons.]
Each category is divided into four groups: -
1.
Mild
...
less than 40%
2.
Moderate
...
40% and above
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3.
Severe
...
75% and above
4.
Profound/total
…
100%
Reservation admissible only to those falling under the groups (b), (c) and (d) above. The minimum degree of disability for any concession is 40%. Reservations.
Applicable to all grades/services, for direct recruitment and in promotions where the element of direct recruitment does not exceed 75%. Percentage of reservation.
Three percent @ 1% for each of the three categories. Inter se exchange.
If a candidate of a particular category is not available or if the nature of vacancy is such that a given category cannot be employed, the vacancy may be exchanged for a vacancy against another, among the 3 categories. Carry forward of reservation.
Unfilled reserved vacancies will be carried forward to the next block in the same year first. Unfilled vacancies at the end of the year will be carried forward to the three subsequent years. Relaxations and Concessions.
Age. – For Groups C&D posts/services 10year for recruitment through Employment
Exchange For Groups A&B posts/services 10 year for recruitment through Open Competitive examinations and 5 years in other cases. In respect of SC/ST/OBC candidates, this is over and above the admissible relaxation.
Fee. -Candidates are exempted from examination fee/application fee for competitive
examination and selection.
Standards in direct recruitment/promotion. - Same as for SC/ST, i.e., those not in the
merit list can also be considered if they are not found unfit.
But no relaxation in
promotion.
Transport allowance. Admissible in lieu of conveyance allowance.
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Posting near native place. - Handicapped candidates recruited to Groups ‘C & ‘D
posts on regional basis may be given posting, near their native places as far as possible, subject to administrative constraints. Requests for transfer to or near their native places may
also be given preference.
PROCEDURE FOR RECRUITMENT ADVERTISEMENT
All posts in Group A & B should be filled through open advertisement. In case of Group C&D the recruitment notice may also be published in the Employment news published by the publication division of the Ministry of 1&B, GOI. Prominent advertisement agencies in the region should be identified and empanelled based on their ability to serve the client. All identified vacancies may be notified to the press through the empanelled advertisement agency. APPLICATION FORM
Applications are invited from applicants with following details:
Post applied for
Name (in Block letters)
Date of birth (in Christian era)
Sex
Nationality
Religion
Category (GEN/SC/ST/OBC)
Present and permanent address (in Block letters)
Educational qualification (examination passed, name of the institution/ University, whether full time/part time course, year of passing, subjects and percentage of marks.)
Previous experience [name of the employer with address, period of service with dates, position held, nature of duties and salary drawn (basic + DA)]
Relatives in NPCIL/ DAE
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Entry Pay in the revised pay structure for direct Recruits appointed PB-1 (Rs 5200-20200)
Grade pay 1800 1900 2000 2400 2800
Pay in the Pay Band 5200 5830 6460 7510 8560
Total 7000 7730 8460 9910 11360
Pay in the Pay Band 9300 12540 13350
Total 13500 17140 18150
Pay in the Pay Band 15600 18750 21900
Total 21000 25350 29500
Pay in the Pay Band 37400 40200 43000 47100
Total 46100 49100 53000 59100
PB-2 (Rs 9300-34800)
Grade pay 4200 4600 4800 PB-3 (Rs 15600-39100)
Grade pay 5400 6600 7600 PB-4(Rs 37400-67000)
Grade pay 8700 8900 10000 12000
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ELIGIBILITY FOR INTERNAL CANDIDATES Internal candidates can apply for the advertised posts if they fulfil the norms. APPOINTING AUTHORITY
Appointing authority for different levels of post are given below:
All group A posts – DIRECTOR/CMD
All group B posts – DIRECTOR (PERSONNEL)
All group C posts – DGM (P&IR)
All group D posts – MANAGER (P&IR)
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SELECTION The Candidates who Cracks the rounds of the Test and there fitness is positive in the fitness test round. Then they are selected for the job in the organization. There are 2 types of committee in the NPCIL after selection they are continue
Screening Committee.
Selection Committee.
SCREENING COMMITTEE
Screening Committees for different groups of employees shall be constituted by
CMD for Group A posts.
Concerned Directors for Group B non-technical posts.
Head of units for group C&D posts. But the Corporate Office gives broad guidelines.
Size of the Screening Committee shall be generally 5 members. Objective of the Screening Committee is the check the applications for determining the applicant who fulfil the advertised norms.
SELECTION COMMITTEE
Constituting authority of Selection Committee for different groups of employees are the same as that of Screening Committee. Selection Committee is responsible for the recruitment of right candidate for the organisation. Size of the Selection Committee shall be generally 5 members.
One or two outside experts are also called from outside organisations. It is
mandatory to have one member belonging to SC/ST community and one member from minority community.
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FORMATION OF SELECT PANEL
Once the selection formalities are completed select panel should be prepared after considering the reservation position. The number of candidates in the select panel should be equal to the number of vacancies. More candidates can be listed under the title ‘waiting list to take care of rejections of appointment, if any, by regular panellists.
APPOINTMENT
APPROVAL OF THE APPOINTING AUTHORITY
Approval of the Appointing Authority is required before making offer of appointment.
OFFER OF APPOINTMENT
An offer of appointment will be issued in all cases of direct recruitment incorporating the standard terms and conditions after the verification of character and antecedents. The letter of offer of appointment will contain the important terms and conditions, e.g., designation, scale of pay of the post, (probation) provision for termination with notice during the period of service. The letter of offer of appointment should be sent by Registered Post Acknowledgement Due giving a reasonable time, say, a fortnight, for acceptance and reporting for duty.
In
exceptional cases, permission for extension of time for joining may be given at the request of the candidate.
BOND
Engineer trainees are required to execute a bond as prescribed binding themselves for service of three years after absorption. Category I trainees (Diploma holders) and category II trainees (Operator trainees) are required to execute a bond as prescribed binding themselves for service of 5 years after absorption.
MEDICAL FITNESS
Production of Medical Certificate is necessary in the following cases. In all cases of initial appointment (including part-time), excep t for those not exceeding three Months.
Page | 62
For persons initially appointed for three months or less but continued beyond in the same office or at another office.
For persons re-employed after resignation (other than technical resignation), or after forfeiture of past service.
Appropriate medical authority for conducting the medical examination for all posts is the DAE/NPCL hospital authorities.
JOINING TIME- Usually one month joining time is given at the time of offer of
appointment. Extension of joining time is granted in deserving cases.
JOINING FORMALITIES
Following forms has to be filled by the new recruited employees at the time of joining.
Acceptance to the offer of appointment
Employee Information
Joining Report
Other Form
Hometown Declaration
Declaration form for movable/ immovable property.
CHSS Forms
PF Forms
HRA Form
Residential Address Form
Identity Card Form
Transport Pass Form
DAE-FRS (family relief scheme)
Group insurance
Application form for allotment of residential
Nomination Forms for-Gratuity, Provident fund, Insurance
Page | 63
Page | 64
1. Are attempt made to fill jobs from within their department prior to communicating their av ilability to other employees?
13%
13% Ye No 74%
Ca 't say
Interpretation; Yes No Can't say
73.33 6.66 20
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2. Does the human resourc s department have published policy regardin when to fill jobs internally and e ternally?
13%
13% Yes No 74%
Can't say
Interpretation; Yes No Can't say
73.33 13.33 13.33
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3. Have all people who interview candidates been trained in proper Inter iewing Techniques?
13%
20% Yes 67%
No Can't say
Interpretation;
Yes No Can't say
66.66 20 13.33
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4. According to you, the m dium of advertisement by NAPS according is effective?
20
13%
Yes 67%
No Can't say
Interpretation; Yes No Can't say
66.66 13.33 20
Page | 68
5. Are employees procedur s and activities regularly reviewed to ensure compliance with applica le legislation and regularly?
0% 27%
Yes No 73%
Can't say
Interpretation; Yes No Can't say
73.33 26.66 0
Page | 69
6. Have all employees involved in the employment process been made aw re of appropriate legislation a d regulation?
20
Yes 20%
60%
No Can't say
Interpretation; Yes 60 No 20 Can't say 20
Page | 70
7. Are required employme t notices posted on a bulletin board in the hiri g area and , If applicable, on the org nizations web site?
0%
13%
Yes N Can'tsay 87%
Interpretation; Yes 86.66 No 0 Can't say 13.33
Page | 71
8. You feel branding of the Organization contributes to the effective Recruitment and Selection process because of :
Employees feedback regarding the question is following …..
Many Employees NO comments during the Feedback. Few Employees YES
Other employee comments are following. Less awareness of the Organization Because branding of Organization effectively attract to Freshers for application for requirement Branding is an attractive, effective and practical change sample of the organization. All techniques of requirement and selection are to be followed properly in this organization. Yes , brandings have a very important role to play . its the branding which attracts a large pool of applicants making the pools highly effective
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9. What methods used in recruitment in NPCIL?
Employees feedback regarding the question is following ……….
Many Employees NO comments regarding the Feedback.
Other employee comments are following. As per HQ instruction Merit promotion scheme and Up gradation scheme Qualifying criteria, written test and interview. Many employees same comments Open advertisements issued in local news paper as well as employment news. External method; THOUGH employments exchange and special employment exchanges Open advertisements. NPCIL calls Applications through open advertising and select the suitable applicants as per job requirements ; after conducting ,written test ,trade test and interviews
Page | 73
10. What are your recruitment and suggestions regarding the current recruitment procedure?
Employees feedback regarding the question is following ……….
Many Employees NO comments regarding the Feedback. Other employee comments are following.
Requirements procedure OK Present procedure OK This process kindly import cal lance OK Define process should be encouraged keeping in view the time constrain.
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FINDING Here I have found that there are good hormonal relationship between management and employee. They are concerned for their human assets .It provides a participative work environment to foster excellence and teamwork .It focuses on the regular evaluation and improvement of quality in the station operation & services. As it is a sensitive plant it is following safety norms under AERB (Atomic Ene rgy of Regularity Board)
After the studying the performance Appraisal in NAPS. I have found that it is non bias & if any employees CR is average or fair then he or she is inform with reason & they get chance to improve it. Here Carrier progression is totally based on Confidential Report.
Good thing in confidential Report that task is defined for next year & employee can improve his or her performance by completing task because they have full knowledge about his/her duties.
As the slogan goes safety first and production next, so obviously safety measures are taken with utmost care on account of this naps won many safety awards for strictly adopting the safety rules/norms. NPCIL is concerned for its social responsibility .it gives chance to poor children in Narora for better education career progression .it organizes time to time health camps.
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CONCLUSION As according to study it is clear that all the employees are satisfied with their pay structure, promotion opportunities are available.. Their senior encourage them for good work, boss accepts their suggestions, if suggestion is beneficial to the organization. Every section has good teamwork & properly planned work system. Employees have good relationship with their colleagues as well as with management. Employees are quality conscious, they always look for better ways of doing the work & they keep on putting new ideas of doing their job, which motivate them to do more work or better work. Employees are satisfied with the prevailing working conditions. According to majority of employees existing motivational factors are enough to improve the performance level but NAPS must bring some changes in their motivational process like in training programmed, promotion policy & job rotation process & must conduct quality circle process regularly to discuss the problem. In overall employees at NAPS are enjoying good quality of work life, they are enjoying their work, satisfied with all the benefits & working con dition prevailing at NAPS. An organization that fulfills mostly all the physiological, social, safety & self-esteemed needs of their employees.
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IMPLICATIONS OF THE STUDY Training in NPCIL/NAPS has laid a great implication on our study. Our classes were held in different sections of NAPS throughout the 6 weeks time period which helped us to learn different fields of HR and to enrich our skills in this particular field. We got certain sort of time period for particular section of HR in NAPS which is described as followsHUMAN RESOURCE MANAGEMENT (HRM)
In this section our training was held during 10/06/2015- 12/06/2015. Here I learned different key issues of HRM which are very important to run any organization learned how recruitment and selection in NPCIL/NAPS is done. I learned different ways which are very important for any HRM HUMAN RESOURCE EMPLOYEE RELEATION (ER)
When my training got started ER was the Second section in which I was put on training. Training in this section was from In this section we came to know about the functioning of ER which are described as two types External Internal HUMAN RESOURCE EMPLOYEE MANAGMENT
In this section our training was held during 17/06/2015- 23/06/2015. Here I learned different key issues of EM HUMAN RESOURCE LEGAL
In this section our training was held during 24/06/2015- 27/06/2015. Here I learned different issues of Legal HUMAN RESOURCE OL
In this section our training was held during 29/06/2015- 03/07/2015. Here I learned different issues of Operating Language this establishment 14 September 1949 by Raj Bashan . HUMAN RESOURCE MANAGEMENT (HRM)
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Then again in this section was held during 01/07/2015-03/07/2015. Because this important part for us.
HR ESTABLISHMENT
After the completion of training programme in HRS my training got started in establishment section and its time period was from 04/07/2015 - 09/07/2015. Here I came to know about works which are described as follows Leave travel concession(LTC) In LTC employees get facility to travel and to visit different visit different places. LeaveWe came to know about different kinds of leave of NPCIL /NAPS. There were different kinds of leave like Commuted leave, half earned leave, casual leave, special casual leave, extraordinary leave, paternity leave, maternity leave, retirement.
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SUGGESTIONS/RECOMMENDATIONS
Communication system may be improved, so that all employees may be acquainted with various rules and regulations of the organization and know the benefits available to them.
. There may be better set-up, more space and better furniture for the employees so that they may be able to perform more efficiently.
. NAPS may bring some changes in their motivational processes like on the job training, promotion policy, job rotation and must conduct quality circle process regularly in order to retain employees and lower the recruitment cost.
NPCIL may go for campus interviews and job fair and advertisement should also be posted on various job sites to get more suitable employees
.
. It may also go for internal recruitment process. There may help the company to reduce cost of recruitment, retain talent and experience in the company.6. NPCIL may explore campus selection also
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LIMITATION
The sample size was small and hence the results can have a degree of variation.
Due to pre-occupations concerned officials could not be available at the time of survey
Time and other factors which are beyond the human limitations have also a bearing on the study
The response of the employees in giving information may not be correct.
It was time consuming in getting the questionnaire filled.
The most difficult part was getting the questionnaire filled from the employees of NAPS/NPCIL
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OVERALL EXPERIENCE As a management student, if I consider overall experience at NPCIL/NAPS it was fantastic. I learned and came to know many different and new things which were apart from the bookish knowledge. I saw the strict culture and rules of NPCIL/NAPS as it is a sensitive organization related to atomic power and main things which I learned in this strict culture was that how that culture was maintained by the employees and their loyal adoption towards work in such a working environment. My all training guides of different sections were very cooperative and helpful their method of teaching and discussing about different works was very good. Though mostly in fact a large proportion of employees of this organization were very senior persons with very high experience but they never let us feel their attitude as per with the designation they we beholding. If I talk about the example of my guide Mr. Rajesh Kumar who took my classes of HRS. He was HR manager but his way of talking, teaching was outstanding. He always uses to ask me many times that I have understood about the particular topic or section clearly or not. I am totally satisfied with my training programme at NPCIL/NAPS and I really enjoyed my summer internship in this organization as I got the satisfactory knowledge about HR section which would be helpful to me in future while doing job. Here I faced real working climate of corporate and management cultures.
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BIBLIOGRAPHY
NPCIL hr Handbook NPCIL magazines Swamis book for central staff by “ Muthuswamy and Brinda ” Human resource management by “sun India publication” NPCIL websiteswww.npcil.co.in www.baarc.co.in
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APPENDIX / ANNEXURE Questionnaire
Employee Name: Shri/Smt.…………………………… Designation: ………………………………. .Employee No: ……………………………... Instruction: A () Please respond to all the questions. It will be highly appreciable if you filled honestly. (B) Please tick [ ] the appropriate option for your choice. 1. Are attempt made to fill jobs from within their department prior to communicating their availability to other employees? yes
No
Can’t say
2. Does the human resources department have published policy regarding when to fill jobs internally and externally? yes
No
Can’t say
3. Have all people who interview candidates been trained in proper Interviewing Techniques? yes
No
Can’t say
4. According to you, The medium of advertisement by NAPS according is effective? yes
No
Can’t say
5. Are employees procedures and activities regularly reviewed to ensure compliance with applicable legislation and regularly? yes
No
Can’t say
6. Have all employees involved in the employment process been made aware of appropriate legislation and regulation? yes
No
Can’t say
7. Are required employment notices posted on a bulletin board in the hiring area and , If applicable, on the organizations web site? yes No
Can’t say
8. You feel branding of the Organization contributes to the effective Recruitment and Selection process because of :
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