Successfully reported this slideshow.

Bhel hr dept by paramesh


Published on

the HR department of Bharat heavy electricals ltd is explained along with its hr department structure and activities etc

Published in: Business, Technology
  • Dear Paramesh Hi!

    I am Sandeep Mantri from HR function of Tata Motors. I understand BHEL has a excellent Suggestion Scheme in Place. Can you share the scheme with me at
    Are you sure you want to  Yes  No
    Your message goes here
  • thanks 4 u great help!
    Are you sure you want to  Yes  No
    Your message goes here

Bhel hr dept by paramesh

  1. 1. BHEL EPDHRM Department Presented by P svssn Parameswarao MBA IIIrd Sem, Bharatiar
  2. 2. About Company• BHEL is the largest engineering and manufacturing enterprise in the field of heavy electricals in India• among the leading power plant equipment manufacturers in the world.• has a product presence in core sector like Power, Industry, Transportation, Oil & Gas,Telecommunication, Defence & Non- Conventional energy sources.• BHEL has 14 manufacturing plants 150 project sites countrywide and abroad. – Its products and systems have been exported to over 52 countries worldwide.
  3. 3. HR DEPT structure
  4. 4. HRM Mission“To continually evolve new bench marks, resources, practices for ensuring effective contribution of people towards achieving excellence.”
  5. 5. Broad Objectives• Attract, retain, develop, and remain effective and motivate human resource with the required skills and competencies to meet organizational needs in tune with changing business profiles and technological requirements.• Maintain good industrial relations with high level of employee for better participation, productivity and quality at work.• To propagate, support and implement the principles of “Global Compact”.• Moving towards the concept of ‘variable compensation’ it would be effective by developing and implementing new schemes for performance related pay, rewards and benefits in line with comparable organizations and employees aspiration.
  6. 6. Classifications of employees:• The employees shall generally be classified as under – Regular. – Temporary. – Casual. – Probationer, Apprentice/ Trainee under BHEL schemes.
  7. 7. Pay Structure:o Salaryo Dearness Allowances.(DA)o House Rent Allowances.(HRA)o City Compensation Allowances.(CCA)o Reimbursement of Medical Expenseso Traveling and Daily Allowances Rule.(TA)
  8. 8. • BHEL provide many awards and incentives like:- • Cash awards for acquiring higher/additional qualification Sponsorship for higher studies. • Family planning incentives.
  9. 9. Employee Benefits:• Leaves• Encashment Earned Leave. (EEL)• Leave Travel Concession. (LTC).• Group Saving Linked Insurance Scheme. – The BHEL Group Saving Linked Insurance Scheme with effect from April 1987 provides an insurance cover for all employees and promotes savings to provide financial assistance to the employee/beneficiaries at the time of retirement or insurance cover in the event of death while in service.
  10. 10. The other allowances include:• City compensatory allowances• Non practical allowances to medical• Late night snacks allowances for night shift employees• Messing allowances• Free uniforms accommodation• Free electricity• Kit allowances to employees deputed abroad• vehicle allowance• Welding allowance to high pressure welders• Transport subsidy, Traveling allowance• Convenience allowance to blind and physically handicapped employees, Washing allowance , Educational assistance,• Re-imbursement of tuition fees ,Subsidiary to apprentices or trainees , Daily allowance
  11. 11. 1. subject to the provision that the employee will have tobear the 10% of their pay towards their house rent.2. ratable values assessed by the municipal authority of thearea where the house is situated.
  12. 12. Transfers• Employee shall be liable to be transferred at the discretion of the management from one work or development section of station to another, provided that in doing so the management shall keep in view the suitability of the employees for the particular management work and also the pay grade and the seniority of the employees concerned is projected.
  13. 13. Working Hours• Every employee of the company shall be required to work for at least 48 hours a week which is the minimum requirement to work Over Time.
  14. 14. Over Time Policy:• The management reserves the right to require any employee to work overtime including work on weekly holidays in accordance with the instructions issued from time to time and the employee is also liable to be recalled for duty at anytime for such overtime.• For the work done, adequate compensation by way of compensatory overtime payment will be allowed at the discretion of the management.
  15. 15. PromotionBHEL identifies and promotes them to next level, so thisis done as a part of performance appraisal.The objectives of promotion is:• To provide all employees with broad Equality of opportunity in growth and career prospect.• To ensure fair, equitability, consistency and uniformity in the matters of promotion of employees in all the Units Division of the company.
  16. 16. Superannuation:-• Every employee shall be required to retire from service on attaining the age of 60 years.• The management may however on review retire any employee after he attains the age of 55years on giving one and a half months notice or by paying one and half month’s pay and allowance, thereof subject to necessary clearance including vigilance clearance.
  17. 17. Discharge or Terminating from ServiceThe services of an employee may also be terminated by the company on the following grounds: – On abolition of the post. – On being declared unfit for further service on medical ground. – Conviction by a court of law for criminal offence amounting to moral turpitude. – Employee engaging himself in other employment without the written permission of the management or if he is found to have been working elsewhere during the period of leave or off duty. – Absence by an employee on grounds of sickness for a continuous period of more than 18 months /suffering from any other disorder on the basis of the opinion of the medical board.
  18. 18. Discharge and Termination Notices period;• Regular employees – 3months for both sides/ Others 1 month• Temporary employees - On expiry of stipulated period of appointment or else 1 month• Probationers - one month notice on either side has to be served/ only 14 days notice on either side for other categories• Apprentices/Trainees -As per the provisional of the bond
  19. 19. Recruitment & Selection:
  20. 20. Recruitment Policy:• Recruitment is based on the order issued by the government of India.• Reservation is made available for physically challenged, ex-servicemen, schedule caste/tribes and other minorities.
  21. 21. Procedure for Recruitment:BHEL has developed a standard form of procedure:1. Requisition form to employment exchange2. Call letter for selection3. Call letter for trade/ technician Apprentices4. Offer of training for trade/ technical apprentices Offer for temporary employment5. Offer of appointment6. Offer of appointment for supervisors7. Acceptance form8. Joining Report9. Confirmation order for completion of probation
  22. 22. Source of Recruitment:• From employment exchange• From open market through advertisement in the press• By considering departmental candidates possessing the specified require• From reputed engineering/ management through college campus interview
  23. 23. Selection:• In BHEL, selection of applicants is done through the central recruitment committee.• The committee constitutes of corporate personnel departments in consultation with the respective division.
  24. 24. Human Resource Development Centre
  25. 25. Main functions of the HRD:• Identify the needs of employees.• Based on the need, training and development program is undertaken.• Training budget is approved by the HOD.• The required employees will undergo training.
  26. 26. TrainingScope:• This is essentially limited to the product quality (that is general management, behavioral management, technical and skill oriented programs).• Training for safety related aspects are given by the safely department and for quality related by the quality department.
  27. 27. Training:Responsibility:• The responsibility of identifying the training needs of all individuals lies with the concerned controlling officers/HOD and group heads.• The responsibility of consolidating and listing, in the order of priority, the program’s to be conducted, in order to impart the necessary training lies the head of HRDC
  28. 28. Development Programmes:• Developmental programs are conducted for all categories of employees i.e., Executive, Supervisors and Artisans.• The company for this purpose invites faculty from outside.
  29. 29. Counseling Programmes:• Counseling programs are undertaken for employees who are – irregular to work, – uninterested in the work, etc.• for this purpose, the company encourages suggestions, group work etc., and hence motivate the employees.
  30. 30. Performance Appraisal:• Performance evaluation and thereby performance appraisal at BHEL is done internally by the immediate concerned officer. The employees are given points based on the performance.• The employees are evaluated on the basis of points. – 10 points – poor performance – 20 points – excellent performance * Evaluation done based on many factors such as punctuality, discipline, creativeness, leadership, communication, etc. based on which appraisal is done .
  31. 31. Trade Union• the trade union in BHEL includes many educated workers so that the issues are settled within the factory.• Top management and trade union leaders come together and try to settle problem within the factory premises.• The organization motivates the employees by means of involving them while decision-making that is BHEL as adopted the method of Management by Objective.
  32. 32. Canteen• Food which is basic necessity of human being is served in the company over the years at a subsidized rates say about Rs 3 per day and it also serves nutritious and hygienic food. provides Tea/Coffee at least twice a day• a special feature is that each and every employee has to wipe His/her I.D. card in a magnetic machine so that it is a way to identify the time of entry and exit to the concern...
  33. 33. Thank you