The main aim of the research is to compare the recruitment and selection procedures of the public sector organisations in India and draw out similarities and differences based on the outcome.

1. Name: Gitesh Singh (2008 – 2010)<br />Title: Recruitment and Selection Procedure in PSUs<br />Summary<br />Objective:<br />The main aim of the research is to compare the recruitment and selection procedures of the public sector organisations in India and draw out similarities and differences based on the outcome. While doing so we will get an in-depth knowledge about the criteria and the policies PSUs follow while recruiting the best among the vast and competent human resource available. <br />The research is based on the recruitment and selection policies and procedures adopted in three of the best PSUs in India i.e. BHEL, NTPC and IOC.<br />The objective of the research on The recruitment and selection procedures in the PSUs of India will be seeked by knowing how these public sector organisations recruit and select the best talent available. <br />The research also throws light on some of the important debates in the field of HR like “should we recruit from internal sources or the external one?”, “should there be induction programme and if yes how should it be conducted and for how long?”. The research seeks to answer these debates which come up while an organisation has to recruit the best from an internal source of 106 billion creative minds.<br />The research will also help us in drawing some facts on the common practices in the industry while recruiting and selecting employees.<br />Conclusion:<br />Recruitments and selection as seen are carried out in all three organizations and is a very vital part of their human resource (HR) activities. All the three organizations have their selection procedures, policies and norms which come into play every time when selections are conducted. <br />It is seen that organization prefers big selection boards being cautious enough that the right and the most appropriate candidate is selected for the vacant post with valuable and experienced opinion of various field experts. The board definitely consists of Personnel Heads and CMDs. It is also seen that firms keep specially appointed members for selection of SC/ST reserved seats.<br />The pre-requisite of selection procedure is planning of budgets according to which various other aspects are decided.<br />The other common feature in all the three PSUs is that all use Advertisements, campus recruitment and personnel consultants/agencies for recruitment. In addition IOC also consider website as a source of recruitment.<br />In internal sources firms uses Promotion, Transfer and Deputed employees for recruitment, it should be noticed that none of the three firm uses Employee referrals as a source so that selection can be kept as unbiased as possible. In IOC Fresh blood are invited for the lowest grade only i.e. grade A and for higher posts personnel are placed internally.<br />To know the real caliber of the candidate the organizations follow the practice of taking tests and specially WRITTEN TESTS. This shows the increasing trend of testing not only the knowledge of the candidate but his/her ability to express and spontaneity of the applicant.<br />Induction training is becoming an integral part of the selection procedure with organization paying adequate or large time of selection process on induction. To make it more effective NTPC has divided its executive recruits into two groups i.e. E1 and E2 through which selected candidates can be familiarized to their work groups more efficiently.<br />Whereas BHEL and IOC provide the recruits with common induction, with BHEL training its members as long as one year proving that what a vital role induction plays in the success of whole process.<br />In all it can be analyzed that RECRUITMENT and SELECTION are very meticulous processes and require expertise to perform them. Nowadays organizations especially PSUs who are receiving hefty competition from private sector have to tap upon the best possible work force available in the market in least cost possible and to perform this task they practice a detailed recruitment and selection process. <br />Suggestions:<br />All the three organization should consider more sources of recruitment as it will broaden their choice group and facilitate selection for e.g. Field trips, unsolicited applicants.<br />Unlike BHEL both IOC and NTPC do not consider deputed employees as a source of recruitment which can prove a very important source as cost over induction can be curbed in such an case<br />As done by NTPC both BHEL and IOC should also categorize their executives into different groups so that more appropriate and concerning training could be imparted to the candidates.<br />Like NTPC the other two organizations can also employee Experts in the selection committee for selection purpose.<br />