Bhel HR Internship

Bharat Heavy Electricals Limited
Introduction
● Bharat Heavy Electricals Limited (BHEL) (BSE: 500103, NSE: BHEL) is one of
the oldest and largest state-owned engineering and manufacturing enterprise in
India in the energy-related and infrastructure sector which includes Power,
Railways, Transmission and Distribution, Oil and Gas sectors and many more.

● It is the 12th largest power equipment manufacturer in the world. BHEL was
established more than 50 years ago, ushering in the indigenous Heavy Electrical
Equipment industry in India. The company has been earning profits continuously
since 1971-72 and paying dividends since 1976-77. 74% of the total power
generated in India is produced by equipment manufactured by BHEL.

● It is one of India's nine largest Public Sector Undertakings or PSUs, known as
the Navratnas or 'the nine jewels.

28 October 2011 Ankit Michael Samuel, HR Trainee (MANIT Bhopal)

Profile of the Organization


Human Resource
Introduction

● Human resource is a term used to describe the individuals who make up
the workforce of an organization, although it is also applied in labor
economics to, for example, business sectors or even whole nations. Human
resources is also the name of the function within an organization charged
with the overall responsibility for implementing strategies and policies
relating to the management of individuals (i.e. the human resources). This
function title is often abbreviated to the initials "HR".


Organizational Hierarchy


A Project Report on the following projects:
● Analysis of Social Security & Labor Welfare Project in BHEL.
● Analysis of Performance Appraisal System in BHEL
● Employee Satisfaction Survey of BHEL.
● New Suggested HR Policy for BHEL.


Analysis of Social Security & Labor Welfare Project in BHEL

Introduction:

● Social Security is one of the fundamental needs of the day. Freedom and
security against economic risk is the minimum that must be secured in under
developed economies as early as possible.

● In the view of International labor organizations, “Social Security is that
security which a society furnishes through appropriate organization
against certain risk to which its members are exposed”.



Some important schemes for the “Social Security” of the workers are as
follows:-
● Group Saving Linked Insurance Scheme (GSLIS)
● Death Relief Fund (DRF)
● Employee Deposit Linked insurance (EDLI)
● Group Insurance Scheme (GIS)
● The payment of Gratuity
● The employee’s family pension scheme
● Provident Fund



Objectives of the Study
The main objectives of the study are as follows:-
a) To know about the Social security schemes and policies
followed by the company.
b) To know about the Welfare Schemes of the company.
c) To gather the information about the structure of the schemes
in BHEL.
d) To gather the information about the process of
implementation of the schemes in BHEL.
e) To know about the rules and regulations followed by the
company for various policies and schemes.
f) To know about the effectiveness of the schemes for both the
employees and the organization.


Findings of the Study
● BHEL follows the Social Security & Labour Welfare Schemes very
effectively & efficiently. The Timeframe provided by the BHEL to give
the compensation to their employees at the time of Accidents &
Death cases is very less.

● BHEL Personnel procedures and information regarding internal
circulars etc. were communicated to the workers at the right time and
it is be easily available. The relation between the management and
employees was found quiet cooperative and constructive in nature.
BHEL employees were very satisfied with the current Schemes.


Analysis of Performance Appraisal System in BHEL
Introduction

● A performance appraisal, employee appraisal, performance review, or (career)
development discussion is a method by which the job performance of an
employee is evaluated (generally in terms of quality, quantity, cost, and time)
typically by the corresponding manager or supervisor.
● A performance appraisal is a part of guiding and managing career development.
It is the process of obtaining, analyzing, and recording information about the
relative worth of an employee to the organization.
● Performance appraisal is an analysis of an employee's recent successes and
failures, personal strengths and weaknesses, and suitability for promotion or
further training. It is also the judgement of an employee's performance in a job
based on considerations other than productivity alone.
● People differ in their abilities and their aptitudes.



Objectives of Performance Appraisal
● The Employee’s ability, potential and performance are judged in the
appraisal process. It is being tested that whether employee meets the
declared objectives and how far the decided parameters are justified.

● The factors like Quality of work, Cost Effectiveness, Process Orientation,
Contribution to the Group and Objective being met are analyzed in the
process.

● The Objective of Appraisal system is to analysis the effectiveness of the
employee in performing his/her job successfully or in an effective way.

● The Performance Appraisal Process gives a clear picture of the efforts
placed by an employee in performing his/her job and the way he/she meets
the deadlines of the project. This acts as an input to the promotion system of
the organization.



Purpose of Appraisal System
● Give employees feedback on performance
● Identify employee training needs
● Document criteria used to allocate organizational rewards
● Form a basis for personnel decisions: salary increases, promotions,
disciplinary actions, bonuses, etc.
● Provide the opportunity for organizational diagnosis and development
● Facilitate communication between employee and employer
● Validate selection techniques and human resource policies to meet federal
Equal Employment Opportunity requirements.
● To improve performance through counseling, coaching and development.



KRA (Key Result Areas)
● In the performance appraisal process an employee has to select some KRA
per department to a net sum of 100. Some KRAs are optional functional
while some are core functions.
● The KRA’s that ends with 00 are termed as Mother Care KRA’s . It includes
all sub child KRA’s under it. While if an employee wishes to choose just
some child care KRA’s he/she can do that also!
Example:
Mother Care KRA: HRX02200 (Ends with 00)
Child Care KRAs: HRX002201, HRX002202, HRX002203, HRX002204,
HRX002205, HRX002206, HRX002207


Employee Satisfaction Survey of BHEL

● In BHEL after every two years a survey is conducted on employee
satisfaction as per the orders given by BHEL DELHI CORPORATE OFFICE
to know the satisfaction level of the employees.
● Under which it covers a Questionnaires containing 94 Question’s on 20
broader parameters where employees can show their satisfaction level on
the marking scale of “0-10”
● Survey is conducted for every employee of BHEL but the sample size of the
survey consists of 30% of the employees. It is because of the huge number
of employees in BHEL.
● No personal information was mentioned in that survey form rather than
department code. So that they can give their opinion openly on the
satisfaction level without any pressure or fear.


New Suggested HR Policy for BHEL
Introduction

● This is the scheme for the benefit of all the employees working in BHEL.
This scheme comes under the Social Security which is influenced by the
performance of the employees. It is provided after the retirement of the
employees.


Thank You


Bhel HR Internship

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