BHEL is India's largest engineering and manufacturing enterprise in heavy electricals, with extensive product presence in various sectors and operations in 52 countries. The HR department focuses on attracting and retaining skilled employees, maintaining good industrial relations, and implementing variable compensation schemes, offering numerous benefits and allowances. Employee training, recruitment, performance appraisal, and promotion policies are structured to ensure career growth and compliance with legal standards, while a trade union facilitates communication between management and workers.

1. BHEL EPD
HRM Department
Presented by
P svssn Parameswarao
MBA IIIrd Sem, Bharatiar

3. 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.

5. HR DEPT structure

6. HRM Mission
“To continually evolve new bench marks, resources,
practices for ensuring effective contribution of
people towards achieving excellence.”

7. 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.

8. Classifications of employees:
• The employees shall generally be classified as
under
– Regular.
– Temporary.
– Casual.
– Probationer, Apprentice/ Trainee under BHEL
schemes.

9. Pay Structure:
o Salary
o Dearness Allowances.(DA)
o House Rent Allowances.(HRA)
o City Compensation Allowances.(CCA)
o Reimbursement of Medical Expenses
o Traveling and Daily Allowances Rule.(TA)

10. • BHEL provide many awards and incentives
like:-
• Cash awards for acquiring higher/additional
qualification Sponsorship for higher studies.
• Family planning incentives.

11. 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.

12. 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

13. 1. subject to the provision that the employee will have to
bear the 10% of their pay towards their house rent.
2. ratable values assessed by the municipal authority of the
area where the house is situated.

14. 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.

15. 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.

16. 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.

17. Promotion
BHEL identifies and promotes them to next level, so this
is 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.

18. 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.

19. Discharge or Terminating from Service
The 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.

20. 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

21. Recruitment & Selection:

22. 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.

23. Procedure for Recruitment:
BHEL has developed a standard form of procedure:
1. Requisition form to employment exchange
2. Call letter for selection
3. Call letter for trade/ technician Apprentices
4. Offer of training for trade/ technical apprentices Offer for
temporary employment
5. Offer of appointment
6. Offer of appointment for supervisors
7. Acceptance form
8. Joining Report
9. Confirmation order for completion of probation

24. 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

25. 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.

26. Human Resource Development
Centre

27. 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.

28. Training
Scope:
• 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.

29. 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

30. 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.

31. 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.

32. 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
.

33. 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.

34. 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..
.

35. Thank you