Project NPCIL

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PROJECT REPORT

SUMMER TRAININGON

IMPLEMENTATION OF RECRUITMENT AND SELECTION IN(NUCLEAR POWER CORPORATION OF INDIA LIMITED)

FOR THE PARTIAL FULFILLMENT OF THE REQUIRMENTFOR THE AWARD OF

MASTER OF BUSINESS ADMINISTRATION

UNDER THE SUPERVISION OF UNDER THE SUPERVISION OFDr. Rinku Raghuvanshi Mr.Rajesh Kumar

SUBMITTED BYPRIYANKA CHANDRA

MBA (2015)Enrolment No 20140837

INSTITUTE OF BUSINESS MANAGEMENT,MANGALAYATAN UNIVERSITY,

33rd KM STONE, ALIGARH-MATHURA HIGHWAY,BESWAN, ALIGARH

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CERTIFICATE OF THE SUPERVISIOR

This is to certify that the work entitled “Implementation of Recruitment and Selection in

NAPS” .is a piece of research work done by Miss Priyanka Chandra under my guidance &

Supervision. for the degree of MBA from Mangalayatan University Aligarh. I

Certified that the candidate has put 45 days in 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 theUniversity and

4. Up to the standard both in respect of contents and language for being referred tothe examiner

Signature of the supervisor

Date………………

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AKNOWLEDGEMENT

For the compulsory vocational training for my course i.e. MBA I have selected NAPS

[NARORA ATOMIC POWER STATION]. It is a repudiated public sector unit under the

DEPARTMENT OF ATOMIC ENERGY engaged in generation of electricity through

Atomic energy. During my training I have been associated with 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 to extend my thanks to MR Rajesh Kumar Sr. Manager HRM for his 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 forthe M.B.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 India has achieved a remarkable improvement, even then we are

producing only 25% - 30% of electricity of our requirement. In this situation the 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

Achievements………………………………………………………………….......................23

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. Shortageof skill and the use of new technology are putting considerable pressure on howemployees go about recruitment and selecting staff it is recommended to carry out astrategic analysis of recruitment, selection and career growth.

This project is being prepared to put the light on employee satisfaction regarding ofNAPS, and to find the need of revised methodology for recruitment, selection, careergrowth by helping eye on employee’s point of view.

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INTRODUCTIONTO

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.

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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 powerplants.

In Operation - 21 Units - 5,780 MW under Commissioning & Construction - 6 Units - 4,300MW Proposed Projects

Rawatbhata (Rajasthan) 1x100 MW* 1x200 MW 4x220 MW 2x700 MW Kalpakkam (Tamil Nadu) 2x220 MW 1x500 MW** Gorakhpur (Haryana) 4x700 MW Jaitapur (Maharashtra) 6x1650 MW* Kaiga (Karnataka) 4x220 MW

2x700 MW Mahi Banswara (Rajasthan) 4x700 MW Chhaya Mithi Virdi (Gujarat) 6x1100 Kudankulam (Tamil Nadu) 1x1000 MW 1x1000 MW 4x1000 MW Kovvada (Andhra Pradesh) 6x1500 MW Bhimpur (Madhya Pradesh) 4x700 MW Chutka (Madhya Pradesh) 2x700 MW Haripur (West Bengal) 6x1000 MW Narora (Uttar Pradesh) 2x220 MW Kakrapar (Gujarat) 2x220 MW 2x700 MW Tarapur (Maharashtra) 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 thermalpower plant, with the difference that a nuclear plant uses uranium to produce heat whereas athermal power plant burns coal.

Principle

Nuclear power generation utilizes the heat energy from the atomic fission of natural uraniumU-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:

92U235 + ON1 = 38Sr90 + 54Xe144+ 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

is of the order of 5x106 kgs 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 quantities of water and less population.

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One of the chief aim of department of atomic energy (DAE) is development of

nuclear energy for economic power generation as an alternative source of

electric power when in due course the conventional sources [hydro and thermal]

will be exhausted in the country.

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VISION

Achieve installed capacity of 20,000 Mw by the year 2020.

MISSION

"To develop nuclear power technology and to produce nuclear

power as a safe, environmentally benign and economically

viable source of electrical energy to meet the increasing

electricity needs of the country."

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VISION


MISSION





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VISION


MISSION





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INTRODUCTIONTO

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 onthe banks of the Ganges- the most sacred river of Hindu mythology and isapproximately 150 km from the national capital, Delhi. The nearest population centeris Aligarh, which is 60 km away from the plant site.

The station is connected to high voltage network through five 220 kV lines, one toMoradabad, one to Harduaganj, to simboli & two to khurja. It is designed for baseload operation as a commercial station.

NAPS is the 4th nuclear power station in the country and the first indigenous nuclearpower plant in India. The station has two pressurized heavy water reactors with aninstalled capacity of 220 Mwe each using natural uranium as fuel. The Indianengineers 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 inwhich up is the main state, through northern regional electricity grid. Anotherimportant milestone in the Indian nuclear program achieved in NAPS isstandardization of PHWR units, which is a stepping-stone to the future 500 Mweunits. The reactor use natural uranium available in India as a fuel & heavy waterproduced in the country as moderator and a coolant.

Narora atomic power station is an ISO 140001 and IS 18001 certified company. Thetotal 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 inoperation with a motto of achieving the excellence in "safety first and productionnext".

2. To increase nuclear power generation capacity in the country consistent with availableresources in a safe, economical and rapid manner in keeping with the growth of energydemand in the country.

3. To continue and strengthen QA activities relating to nuclear power program within theorganisation and those associated with it.

4. To develop personnel at all levels through an appropriate Human ResourcesDevelopment (HRD) program in the organisation with a view to further improving theirskills and performance consistent with the high technology operations.

5. To continue and strengthen the environmental protection measures relating to nuclearpower generation.

6. To continue and strengthen the public awareness programmes for enhancing andimproving the public perception for Nuclear Power in the country.

7. To share appropriate technological skills and expertise at national and internationallevels.

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

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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 (NAPS), a unit of Nuclear Power Corporation of India

Limited (NPCIL), engaged in generation of electricity from Nuclear Energy at Narora, is

committed to perform all its Station operations with high degree of technical competence

and poised fail safe systems to ensure paramount safety at par with International Safety

Standards.

SAFETY OBJECTIVES:

To maximize safety at all levels and at all stages in day-to-day Station activities. To adhere to commitments made in International Conventions on Nuclear Safety. To maintain effective communication, supervision and control for enhancing. Safety

NPCIL is committed to:

Comply with applicable safety regulations & legislations Regular identification and assessment of Station Safety requirements. Extensive orientation and appropriate training to employees and others involved in

operations. Appropriate safety awareness to surrounding community. Ensuring adequate use of suitable personal protective equipment during work at NAPS. Supervision & Monitoring for compliance of safe practices.

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SAFETY POLICY





Standards.

SAFETY OBJECTIVES:





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SAFETY POLICY





Standards.

SAFETY OBJECTIVES:





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QUALITY POLICY

NAPS, a unit of Nuclear Power Corporation of India Limited (NPCIL), engaged in

generation of electricity from nuclear energy 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 employee’s 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 radiationworkers, 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 describingthe behaviour of a subject without influencing it in any way. Descriptive research is used toobtain 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 correlationstudy which investigates the relationship between variables, to developmental studies whichseek to determine changes over time.

Main advantage of choosing this design in our project is that the subject is being observed ina completely natural and unchanged natural environment.

To understand the recruitment and selection process and what the employees really feelsabout the recruitment and selection process they have undergone and further what kind ofrecruitment 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 includesofficial documents of the NAPS and questionnaires were also distributed to the employees toget 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 fewemployees. After getting the proper response and sanction from the concerned departmentthe questionnaire was finalized.

Personal Interview

We have gathered information through personal interview from the person of HR departmentof the company. Many questions regarding the performance management in the companywas asked.

SECONDARY DATA

The secondary data was gathered from the books related to H.R NPCIL HR BOOK, NPCILwebsite, 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 DepartmentEmployee and other department employee from almost the department.

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INTRODUCTION

OF

HUMAN RESOURCE MANAGEMENT

IN

NAPS

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INTRODUCTION

OF


IN

NAPS

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INTRODUCTION

OF


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 PSE’s by the Government 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 diversify 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 PE’s 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 PSU’s 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.

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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 and availing facilities.

The establishment section also administers the different schemes of NAPS for its employees

such as

Leave LTCSecurity service BookManpower plant pay fixationPF LoneProperty stationaryAdministration audit or HR audit miscellaneousAccommodation AttendanceTraining TransportDisciplinary

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GENERAL ADMINISTRATION

This section provides general facilities to the employees. The most important being medicalfacilities. DAE provides medical facilities to all its employees under the CHSS (contributoryhealth 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 employeessuch as

Entitlement Imprests Contribution Medicines Medical facilities under Chss rule (naps) Chss scheme

Page | 40

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

Workman’s 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 | 41

Day –today 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

Page | 42

ESTATE MANAGEMENT

Estate Management is an important section in an organization. Every organization has an aimto get maximum out of its employees. For this purpose it gives many facilities to them sothat, they can live happily and work happily. One of the important facilities is to provideaccommodation. Estate management does the job of providing accommodation to itsemployees.

Accommodation Criteria:

For providing accommodation there are two factors, which are considered. One is type ofaccommodation & another is eligibility of employees. When we talk of the type ofaccommodation, area and facilities in a type of accommodation are considered. In the otherhand to consider the eligibility of employees their pay, date of joining, date of becomingeligible for certain type of accommodation, date of birth and the important factors that areconsidered. While considering accommodation for an employee his eligibility and type ofaccommodation are correlated

DIARY AND DISPATCH

Diary means to receive the dak of different place, make entry about it in a register, get itsorted out and distributed among recipient. On the other hand in the work of dispatch, the dakis entered in to a register, after that posted stamps are pasted on the dak which send to the outof station places. It is send through post office, private courier. the dak meant for differentsection 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 isdone 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.

Page | 43

LEGAL CELL IN HR SECTION

According to government policy it’s mandatory to have legal section in every centralgovernment enterprise and PSU’s 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 thecorporation at the initial stages of decision-making process.

To defend the litigation against the corporation by submission of appropriate pleadings inconsultation with the concerned functionaries

To render the advise/opinion on various issues, as may be referred to the legal group/lawofficers by different functionaries.

To interact with corporate office regularly for advice and keep the corporate office postedof the important legal cases and implement the decision of the corporation involving legalissues at station level.

To render professional assistance to the administrator/office-in-charge of the legal casesin the station and to defend in the best possible manner the interest of the corporation inall 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-todayrequirement on routine legal matter.

To defend the legal cases arising in the corporation in the best interest of the corporation.

Page | 44

MY REASEARCH PROJECT TOPIC

NUCLEAR POWER CORPORATION OF INDIA LIMITED(A Government of India enterprise)

RECRUITMENT PROCCESS

IN

Narora Atomic Power Station

Page | 45

RECRUITMENT

CONCEPT OF RECRUITMENT

Recruitment is one of the most critical and important functions of HR in any organizationbecause unless the right types of people are hired, even the best plans of the organization willnot 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 theplacement of the candidate.

In NAPS the recruitment section carries out the procedures for the promotion of the of theemployees, pay fixation, issue of confidential reports, reservation matters etc. Recruitmentprocedure starts from HRP i.e. Human Resource Planning.

Human resource planning is the process of getting the right number of qualified people intoright job at the right time.

Planning is a process of preparing a set of decisions for action in the future. Human resourceplanning may then be interpreted as a process of preparing a set of decisions on humanresources development for action by human resources in future.

Micro level Human Resource planning is made at the enterprise or company level. At thislevel the forecasts are needed for planning recruitment, promotion and training. Forecastswill have to be in greater details as well as precise. A well-defined manpower informationsystem built up on the basis of personal history record of each individual employee is a pre-requisite 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 incumbentwithin allotted time in the overall context of the function to which it belongs. Furthermore it

Page | 46

contributes to the objectives of the Organisation in which the function or discipline has arole.

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:-

S N Classification Pay Scale/ PayBand covered (R)

Grade Pay(R)

1. Group A

80000

Nil

75500-80000

67000-79000

37400-67000 10000,8900,8700

15600-39100 7600, 6600, 54002. Group B 9300-34800 5400 4800, 4600,

4200

3. Group C 5200-20200 2800,2400, 2000,1900, 1800

Number of Posts:

Creation of adequate number of posts, in both quality and quantity is the pre-requisite forquality, safety, reliability and economy in the Corporation. But over-manning wouldadversely 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

lead-time for recruitment, training and work schedules.

GOVERNING PRINCIPLES FOR CREATION OF POSTS

Job Description and Job Specification:

The posts are created to match identified job descriptions with the skills and qualificationsneeded 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 toupward reporting structures, career planning or a chain down series of posts. Cost ofrecruitment or redeployment or transfer and training required for filling at the lowest level isto be compared with costs and advantages of creation and filling with the appropriate personsat the higher levels.

Career Planning:

The proposal for creation of posts should be scrutinised for its impact on the career plans ofthe proposed incumbent, his future growth prospects as well as those of superior, peer andsubordinate levels. The intention is to see if the new function has wide enough range forfuture growth and if not whether the job envisaged could be clubbed with an existingfunction or discipline for common career growth. The decision to create posts includes anexamination of whether the post would result in maximum long-term benefits to theOrganisation 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.

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Control, Utilisation and Economy:

Creation of a new or additional post is subject to strict scrutiny to keep control on costsof the work force and to avoid overstaffing in the long run. The Annual HR plan isderived from the overall standard sanction of posts and acts as a control mechanism forthis purpose. Suitable and timely feedbacks are given to the unit for economising onmanpower.

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 andexecutive director.

Conditions of Delegation

No posts shall be created unless there already exists a post of similar character on a scaleof pay approved by Central Government.

No post shall be created retrospectively but this condition does not apply to creation of

scientific and technical posts to cover promotions made under the merit 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 OF POST AND FILLING OF VACANT POTS

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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, OBJECTIVES AND RULES

Vacancies in various categories of posts may arise either due to additional sanction or due toresignations, retirement etc., of existing staff. Whenever, new projects are started inductionof large number of persons are necessary. Once the vacancies have been identified action hasto be taken for filling the positions either by way of transfer, promotion or induction. Beforecommencement of recruitment the following steps must be gone through.

Checking the job specification in terms of qualification and experience needs norms.

Job description in terms of the work content.

Normally vacancies in A & B Groups are filled through open advertisements and C & D

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 Ex-

serviceman 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 SC’s/ST’s, 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.

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Recruiting authority.

SOURCES OF RECRUITMENT

RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:

All vacancies meant for recruitment of personnel to posts in-group C & D (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 isnecessary to advertise in Employment News for recruitment of all groups of employees.Steps to be followed while recruitment is done through open advertisement are givenbelow.

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.

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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 specifiedperiod 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 theneither extension of service or reemployment is given to those employees as the case may be.Criteria for extension/ reemployment are given below.

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Proposals for extension/ reemployment of service beyond the age of superannuating shouldnot be ordinarily considered.Extension/ reemployment of service can be justified only in very rare and exceptionalcircumstances. 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 clearlyin 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 Swamy’s

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 aScheduled 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 theBuddhist Religion. A person of the Scheduled Tribe may profess any religion. A personnot belonging to SC/ST by birth will not be deemed to be a member of SC/ST by virtueof marriage with a person belonging to SC/ST. Similarly; a person belonging to SC/STby birth will continue to belong to that category even after marriage with a person notbelonging to SC/ST. If an SC person gets converted to a religion other than Hinduism orSikhism or Buddhism and then reconverts himself back to these religions, he will bedeemed to have reverted to his original SC status, if the members of that particular casteas one among them accept him.

Certificate to be produced:

A person claiming to belong to SC/ST should produce a certificate in the prescribed formsigned by any District Magistrate/ Additional District Magistrate/ Collector/ DeputyCommissioner/ Additional Deputy

Commissioner / Deputy Collector/ I Class Stipendiary Magistrate/ Sub-Divisional Magistrate(not below the rank of I Class Stipendiary Magistrate)/ Taluka Magistrate/ExecutiveMagistrate/Extra-Assistant Commissioner.

SC candidate to intimate change of religion:

Every SC member should immediately inform the appointing authority in the event of anychange of his/her religion.

Page | 54

Reservations in Direct Recruitment:

Reservations in Direct Recruitment for SC/ST’s are as follows.

S.N.

Method of recruitment % of reservation Roster

1. Direct Recruitment on All Indiabasis by Open Competition.

15% for SC; 7 ½%for ST

200-point post-based roster

2. Direct Recruitment on All Indiabasis otherwise than by OpenCompetition

16 2/3% for SC; 7½% for ST

120 point post-based roster

3. Direct Recruitment to Groups‘C’ & ‘D’ posts normallyattracting candidates from alocality or a region

Percentagesapplicable to therespective States

100-point rosterpost-based roster

4. Units spreading into more thanone State/UT (The roster will bedrawn up with the help of Dept.Of Per. & Trg., taking intoaccount population of SC/ST insuch areas).

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, separateinterviews will be held for SC/ST candidates so that they are not adjudged along withgeneral 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 NPCILfor the purpose. The objective of the scheme is to help the family of an employee of theCorporation, who dies in harness or who sought voluntary cessation of service on medicalgrounds, 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 inharness including death by suicide.

In exceptional circumstances, to a son/ adopted son/ daughter/ adopted daughter/ spouseof an employee, who sought voluntary cessation of service on account of any bodily ormental infirmity which permanently incapacitates him for service on the basis of amedical certificate of incapacity issued by a medical board constituted by theCorporation.

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

Page | 59

Entry Pay in the revised pay structure for direct Recruits appointed

PB-1 (Rs 5200-20200)

Grade pay Pay in the Pay Band Total1800 5200 70001900 5830 77302000 6460 84602400 7510 99102800 8560 11360

PB-2 (Rs 9300-34800)

Grade pay Pay in the Pay Band Total4200 9300 135004600 12540 171404800 13350 18150

PB-3 (Rs 15600-39100)

Grade pay Pay in the Pay Band Total5400 15600 210006600 18750 253507600 21900 29500

PB-4(Rs 37400-67000)

Grade pay Pay in the Pay Band Total8700 37400 461008900 40200 4910010000 43000 5300012000 47100 59100

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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 fitnesstest 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), except for those not exceeding three

Months.

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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 | 64

Page | 65

1. Are attempt made to fill jobs from within their department prior tocommunicating their availability to other employees?

Interpretation;

Yes 73.33No 6.66Can't say 20

13%

13%

Page | 65


Interpretation;


74%

Yes

No

Can't say

Page | 65


Interpretation;


Yes

No

Can't say

Page | 66

2. Does the human resources department have published policy regarding when tofill jobs internally and externally?

Interpretation;

Yes 73.33No 13.33Can't say 13.33

13%

Page | 66


Interpretation;

Yes 73.33No 13.33Can't say 13.33

74%

13%

Page | 66


Interpretation;

Yes 73.33No 13.33Can't say 13.33

Yes

No

Can't say

Page | 67

3. Have all people who interview candidates been trained in proper InterviewingTechniques?

Interpretation;

Yes 66.66No 20Can't say 13.33

20%

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Interpretation;


67%

13%

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Interpretation;


Yes

No

Can't say

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4. According to you, the medium of advertisement by NAPS according iseffective?

Interpretation;


13%

20%

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Interpretation;


67%

20%

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Interpretation;


Yes

No

Can't say

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5. Are employees procedures and activities regularly reviewed to ensurecompliance with applicable legislation and regularly?

Interpretation;


27%

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Interpretation;


73%

0%

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Interpretation;


Yes

No

Can't say

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6. Have all employees involved in the employment process been made aware ofappropriate legislation and regulation?

Interpretation;Yes 60No 20Can't say 20

20%

20%

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60%

20%

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Yes

No

Can't say

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7. Are required employment notices posted on a bulletin board in the hiring areaand ,

If applicable, on the organizations web site?

Interpretation;Yes 86.66No 0Can't say 13.33

0% 13%

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87%

Yes

No

Can'tsay

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Yes

No

Can'tsay

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8. You feel branding of the Organization contributes to the effective Recruitmentand Selection process because of :

Employee’s 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 Fresher’s 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 . it’s 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?

Employee’s 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

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10. What are your recruitment and suggestions regarding the current recruitmentprocedure?

Employee’s 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 Energy 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, bossaccepts their suggestions, if suggestion is beneficial to the organization.

Every section has good teamwork & properly planned work system. Employees have goodrelationship with their colleagues as well as with management. Employees are qualityconscious, they always look for better ways of doing the work & they keep on putting newideas of doing their job, which motivate them to do more work or better work. Employees aresatisfied with the prevailing working conditions.

According to majority of employees existing motivational factors are enough to improve theperformance level but NAPS must bring some changes in their motivational process like intraining programmed, promotion policy & job rotation process & must conduct quality circleprocess regularly to discuss the problem.

In overall employees at NAPS are enjoying good quality of work life, they are enjoying theirwork, satisfied with all the benefits & working condition prevailing at NAPS.An organization that fulfills mostly all the physiological, social, safety & self-esteemed needsof 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 indifferent sections of NAPS throughout the 6 weeks time period which helped us to learndifferent 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 describedas follows-

HUMAN RESOURCE MANAGEMENT (HRM)

In this section our training was held during 10/06/2015- 12/06/2015. Here I learned differentkey issues of HRM which are very important to run any organization learned howrecruitment and selection in NPCIL/NAPS is done. I learned different ways which are veryimportant 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 twotypes - External Internal

HUMAN RESOURCE EMPLOYEE MANAGMENT

In this section our training was held during 17/06/2015- 23/06/2015. Here I learned differentkey issues of EM

HUMAN RESOURCE LEGAL

In this section our training was held during 24/06/2015- 27/06/2015. Here I learned differentissues of Legal

HUMAN RESOURCE OL

In this section our training was held during 29/06/2015- 03/07/2015. Here I learned differentissues 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 importantpart for us.

HR ESTABLISHMENT

After the completion of training programme in HRS my training got started in establishmentsection 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. Leave-We came to know about different kinds of leave of NPCIL /NAPS. There were differentkinds 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 withvarious 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 thatthey 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 orderto retain employees and lower the recruitment cost.

NPCIL may go for campus interviews and job fair and advertisement should also beposted 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 explorecampus 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 onthe 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 ofNAPS/NPCIL

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OVERALL EXPERIENCE

As a management student, if I consider overall experience at NPCIL/NAPS it was fantastic. Ilearned and came to know many different and new things which were apart from the bookishknowledge. I saw the strict culture and rules of NPCIL/NAPS as it is a sensitive organizationrelated to atomic power and main things which I learned in this strict culture was that howthat culture was maintained by the employees and their loyal adoption towards work in sucha working environment.

My all training guides of different sections were very cooperative and helpful theirmethod of teaching and discussing about different works was very good. Though mostly infact a large proportion of employees of this organization were very senior persons with veryhigh experience but they never let us feel their attitude as per with the designation they webeholding. If I talk about the example of my guide Mr. Rajesh Kumar who took my classesof HRS. He was HR manager but his way of talking, teaching was outstanding. He alwaysuses to ask me many times that I have understood about the particular topic or section clearlyor not.

I am totally satisfied with my training programme at NPCIL/NAPS and I reallyenjoyed my summer internship in this organization as I got the satisfactory knowledge aboutHR section which would be helpful to me in future while doing job. Here I faced realworking climate of corporate and management cultures.

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BIBLIOGRAPHY

NPCIL hr Handbook NPCIL magazines Swami’s book for central staff by “Muthuswamy and Brinda ” Human resource management by “sun India publication” NPCIL websites- www.npcil.co.in www.baarc.co.in

www.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 communicatingtheir availability to other employees?

yes No Can’t say

2. Does the human resources department have published policy regarding when to filljobs internally and externally?

yes No Can’t say


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 compliancewith applicable legislation and regularly?

yes No Can’t say


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 andSelection process because of :

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………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

9. What methods used in recruitment in NPCIL?

………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

10. What are your recommendation and suggestions regarding the current recruitmentprocedure?

………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

Project NPCIL

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