training report on “recruitment & selection procedures” in (power grid corporation...

7/30/2019 TRAINING REPORT ON Recruitment & Selection Procedures in (Power Grid Corporation of India Limited, Gurgaon)

1/69

Recrui

(Power Grid

MAHARSHI

In partf

BACHELO

(I

JAGANNATH IN

(34,RING ROA

1

TRAINING REPORTON

tment & Selection Procedures in

orporation of India Limited, Gurgao

Submitted toAYANAND UNIVERSITY,ROHTA

ial fulfillment of the requirementsr the award of the degree of

OF BUSINESS ADMINISTRATION

DUSTRY INTEGRATED)

(IV SEMESTER)

SUBMITTED BY:

NAME : SANDEEP SH

REGN. NO. :1073900578ROLL NO. :1090110578

TITUTE OF MANAGEMENT SCIE

(ELC CODE: 331012066)

,LAJPAT NAGAR IV,NEW DELHI

)

ORAN

CES

24)


2/69

2

CERTIFICATE

This is to certify that SANDEEP SHEORAN, a student of the MaharshiDayanand

University, Rohtak, has prepared his training report entitled Recruitment & Selection

Procedures in (Power Grid Corporation of India Limited, Gurgaon), in thespecialization area HR at Jagannath institute of management sciences, under my

guidance. He has fulfilled all requirements leading to award of the degree of

BBA(Industry integrated). This report is the record of bonafide training undertaken by

him and no part of it has been submitted to any other University or EducationalInstitution for award of any other degree/diploma/fellowship or similar titles or prizes.

I wish him all success in life.

Signature of [chief Manager/(HRD)]

Mr. V.K. Singh

Power Grid Corporation of India LimitedGurgaon


3/69

3

STUDENTS DECLARATION

I hereby declare that the Training Report conducted at

POWER GRID CORPORATION OF INDIALTD,GURGAON,HARYANA

Under the guidance of(MRS. NISHI AGGARWAL)

Submitted in Partial fulfillment of the requirements for the

Degree ofBACHELOR OF BUSINESS ADMINISTRATION

(Industry Integrated)

To

MAHARSHI DAYANAND UNIVERSITY, ROHTAK

is my original work and the same has not been submitted for the award of

any other Degree/diploma/fellowship or other similar titles or prizes.

SANDEEP SHEORAN

REGN. NO. :1073900578PLACE: GURGAON ROLL NO. :1090110578

DATE: 14TH

JULY 2012


4/69

4

TRAINING LETTER


5/69

5

ACKNOWLEDGEMENT

I am grateful to Mr. V.K SINGH(CHIEF MANAGER,HRD) for being aconstant source of guidance during my training period. His support helped

me to accomplish the project.

I am very confident that this project will help me in my future.

SandeepSheoranBBA- B

JIMS, Lajpatnagar


6/69

6

CONTENTS

CHAPTER 1: INTRODUCTION1.1 General Introduction about the sector

1.2 Industry profile

a. Origin and development of the industryb. Growth and present status of the industry

c. Future of the industry

CHAPTER 2: PROFILE OF THE ORGANISATION

2.1 Origin of the organisation

2.2 Growth, Development & Present status of the Organization

2.3 Organization structure and organization chart

2.4 Product and service profile of the Organization2.5 Market profile of the Organization

CHAPTER 3: DISCUSSIONS ON TRAINING

3.1 Students work profile (Role and Responsibilities )

3.2 Key learning from training

CHAPTER 4: STUDY OF SELECTED RESEARCH PROBLEM

4.1 Statement of research problem

4.2 Statement of research objectives4.3 Research design and methodology

CHAPTER 5: ANALYSIS

5.1 Data analysis

5.2 Summary of Findings

CHAPTER 6: SUMMARY AND CONCLUSIONS

6.1 Summary of learning experience

6.2 Conclusions and Recommendations

APPENDICES

Copy of questionnaires,brouchers

BIBLIOGRAPHY AND REFRENCES


7/69

7

CHAPTER 1: INTRODUCTION


8/69

1.1 POWER

Introduction & Meaning

In physics, power is the rate

unit of power is the joule per

eighteenth-century develope

bulb transforms electrical en

wattage, the more power, or

Energy transfer can be used t

performed. The same amoun

whether the person carrying

running because the work is

electric motor is the productits output shaft. The power e

force of the wheels and the v

The integral of power over ti

the trajectory of the point of

is said to be "path dependent.

The dimension of power is ewhich is equal to one joule p(erg/s), horsepower (hp), me

and foot-pounds per minute.minute, or the power requireequivalent to about 746 wattwith 1 milliwatt as referencehour); Btu per hour (Btu/h);

AVERAGE POWER

As a simple example, burnin

detonating a kilogram of TN

more quickly, it delivers far

of work performed during athat period is given by the fo

It is the average amount

average power is often si

8

at which energy is transferred, used, or transfor

second (J/s), known as the watt (in honor of Ja

of the steam engine). For example, the rate at

rgy into heat and light is measured in wattst

quivalently the more electrical energy is used

o do work, so power is also the rate at which th

of work is done when carrying a load up a flig

t walks or runs, but more power is expended d

one in a shorter amount of time. The output po

of the torque the motor generates and the angulpended to move a vehicle is the product of the

elocity of the vehicle.

e defines the work done. Because this integral

pplication of the force and torque, this calculat

."

ergy divided by time. The SI unit of power is ter second. Other units of power include ergs peric horsepower (Pferdestrke (PS) or cheval va

One horsepower is equivalent to 33,000 foot-poto lift 550 pounds by one foot in one second, a

. Other units include dBm, a relative logarithmi(food) calories per hour (often referred to askilnd tons of refrigeration (12,000 Btu/h).

a kilogram of coal releases much more energy

,[3]but because the TNT reaction releases ener

ore power than the coal. If Wis the amount

eriod of timeof duration t, the average powemula

f work done or energy converted per unit of ti

mply called "power" when the context makes it

ed. The

es Watt, the

hich a light

e more

er unit time.

s work is

t of stairs

ring the

wer of an

r velocity oftraction

depends on

on of work

e watt (W),secondeur, CV),

unds pernd isc measureocalories per

than does

y much

Pavg over

e. The

clear.


9/69

The instantaneous pow

interval tapproaches ze

In the case of consta

duration Tis given b

In the context of

symbol Erather

MECHANICAL POWER

Power in mechanical system

power is the product of a for

torque on a shaft and the sha

Mechanical power is also de

the work done by a force F o

integral:

where x defines the path

of the equation for work

In rotational systems

where measur

In fluid power s

wherep is pr

m3

/s in SI un

Mechanical

If a mechani

output powe

advantage of

9

r is then the limiting value of the average powe

ro.

t powerP, the amount of work performed duri

:

energy conversion it is more customary to use t

han W.

is the combination of forces and movement. In

e on an object and the object's velocity, or the

t's angular velocity.

cribed as the time derivative of work. In mecha

n an object that travels along a curve Cis given

Cand v is the velocity along this path. The tim

yields the instantaneous power,

, power is the product of the torque and angul

d in radians per second.

stems such as hydraulic actuators, power is giv

essure in pascals, or N/m2 and Q is volumetric

its.

dvantage

al system has no losses then the input power m

. This provides a simple formula for the mecha

the system.

r as the time

g a period of

e

particular,

roduct of a

nics,

by the line

derivative

r velocity ,

n by

low rate in

st equal the

ical


10/69

Let the input

with velocity

moves with

and the

A si

wher

and

If th

ELECTRIC POWER

The instantaneous electrical

where

P(t) is the instantane

V(t) is the potential di

in volts

I(t) is the current throIf the compo

then:

where

10

power to a device be a force FA acting on a poi

vA and the output power be a force FB acts on a

elocity vB. If there are no losses in the system, t

echanical advantage of the system is given by

ilar relationship is obtained for rotating syste

e TA and A are the torque and angular velocity

B and B are the torque and angular velocity of

re are no losses in the system, then

hich yields the mechanical advantage

These relations are important because they d

maximum performance of a device in terms

ratios determined by its physical dimensions

owerPdelivered to a component is given by

us power, measured in watts (joules per second

fference (or voltage drop) across the componen

ugh it, measured in amperesent is a resistor with time-invariant voltage to

t that moves

point that

hen

s,

of the input

the output.

efine the

f velocity

.

)

t, measured

urrent ratio,


11/69

is th

1.2 Industry Profile

a.) Origin and Developmen

b.) Growth and present sta

The electricity sector in Indi

May 2012, the world's fifth l

GW. Thermal power plants c

19% and rest being a combin

and nuclear. India generated

In terms of fuel, coal-fired pl

compared to South Africa's 9

renewal hydropower account

about 9%.

In December 2011, over 300

third of India's rural populati

those who did have access to

unreliable. In 2010, blackout

manufacturing across the co

The per capita average annua

kWh in rural areas and 288 k

contrast to the worldwide pe

European Union. India's tota

consumption estimate vary d

700 kWh in 20082009. As

consumption in India to be 7

India currently suffers from

though it is the world's fourt

Russia. The International En

$135 billion to provide unive

The International Energy Agof additional new power gen

equivalent to the 740 GW of

in 2005. The technologies an

generation capacity, may ma

environmental issues.

India's electricity sector is a

utilization, especially wind e

11

resistance, measured in ohms.

t of the Industry

us of the Industry

had an installed capacity of 202.98 Gigawatt (

rgest. Captive power plants generate an additio

onstitute 66% of the installed capacity, hydroel

ation of wind, small hydro, biomass, waste-to-e

855 BU electricity during 2011-12 fiscal.

ants account for 56% of India's installed electri

2%; China's 77%; and Australia's 76%. After c

s for 19%, renewable energy for 12% and natur

million Indian citizens had no access to electric

on lacked electricity, as did 6% of the urban po

electricity in India, the supply was intermittent

s and power shedding interrupted irrigation and

ntry.

l domestic electricity consumption in India in 2

Wh in urban areas for those with access to elect

capita annual average of 2600 kWh and 6200

domestic, agricultural and industrial per capita

epending on the source. Two sources place it be

f January 2012, one report found the per capita

8 kWh.

major shortage of electricity generation capaci

largest energy consumer after United States, C

rgy Agency estimates India needs an investme

rsal access of electricity to its population.

ency estimates India will add between 600 GWration capacity before 2050. This added new c

total power generation capacity of European U

d fuel sources India adopts, as it adds this electr

e significant impact to global resource usage a

ongst the world's most active players in renew

ergy. As of December 2011, India had an insta

W) as of

nal 31.5

ctric about

lectricity,

ity capacity,

al,

al gas for

ity. Over one

ulation. Of

and

009 was 96

ricity, in

Wh in the

energy

tween 400 to

total

y, even

hina and

t of at least

to 1200 GWpacity is

ion (EU-27)

icity

d

ble energy

lled capacity


12/69

12

of about 22.4 GW of renewal technologies-based electricity, exceeding the total installed

electricity capacity in Austria by all technologies.

India's network losses exceeded 32% in 2010 including non-technical losses, compared to

world average of less than 15%. Both technical and non-technical factors contribute tothese losses, but quantifying their proportions is difficult. Some experts estimate that

technical losses are about 15% to 20%, A high proportion of nontechnical losses are

caused by illegal tapping of lines, but faulty electric meters that underestimate actual

consumption also contribute to reduced payment collection. A case study in Kerala

estimated that replacing faulty meters could reduce distribution losses from 34% to 29%.

Key implementation challenges for India's electricity sector include new project

management and execution, ensuring availability of fuel quantities and qualities, lack of

initiative to develop large coal and natural gas resources present in India, land

acquisition, environmental clearances at state and central government level, and training

of skilled manpower to prevent talent shortages for operating latest technology plants.

REGULATION AND ADMINTRATION

The Ministry of Power is India's apex central government body regulating the electrical

energy sector in India. This ministry was created on 2 July 1992. It is responsible for

planning, policy formulation, processing of projects for investment decisions, monitoring

project implementation, training and manpower development, and the administration and

enactment of legislation in regard to thermal, hydro power generation, transmission and

distribution. It is also responsible for the administration of India's Electricity Act (2003),

the Energy Conservation Act (2001) and to undertake such amendments to these Acts, as

and when necessary, in conformity with the Indian government's policy objectives.

Effective 28 May 2010, the Union Minister of Power is Sushil Kumar Shinde.

Electricity is a concurrent subject at Entry 38 in List III of the seventh Schedule of the

Constitution of India. In India's federal governance structure this means that both the

central government and India's state governments are involved in establishing policy and

laws for its electricity sector. This principle motivates central government of India and

individual state governments to enter into memorandum of understanding to help

expedite projects and reform electricity sector in respective state.

Government owned power companies

India's Ministry of Power administers central government owned companies involved in

the generation of electricity in India. These include National Thermal Power

Corporation, Damodar Valley Corporation, National Hydroelectric Power

Corporation and Nuclear Power Corporation of India. The Power Grid Corporation of

India is also administered by the Ministry; it is responsible for the inter-state transmission

of electricity and the development of national grid.

The Ministry works with various state governments in matters related to state government

owned corporations in India's electricity sector. Examples of state corporations

include Andhra Pradesh Power Generation Corporation Limited,Assam Power


13/69

13

Generation Corporation Limited Tamil Nadu Electricity Board, Maharashtra State

Electricity Board, Kerala State Electricity Board, and Gujarat Urja Vikas Nigam Limited.

Funding of power infrastructure

India's Ministry of Power administers Rural Electrification CorporationLimited and Power Finance Corporation Limited. These central government owned

public sector enterprises provide loans and guarantees for public and private electricity

sector infrastructure projects in India.

c.) Future of the industryIndias rich natural resources, hospitable terrain, over 2,000 years of Indo-Geneticcivilization, and its tolerant and nonviolent traditions made it a fertile ground for foreign

invasions throughout history the last being the British, who left in 1947 after nearly two

centuries of domination. During these years, India was perceived more as a market thanas a factory, and lost out severely in technological development. Not until independencedid India establish sound foundations of scientific and technological learning and

research in the 1950s and 1960s.

Today, India has had tremendous successes in atomic energy and space technology,having developed one of the most advanced nuclear reactors and put a vehicle on the

moon. Nevertheless, 40 percent of the population, particularly in rural areas, lacks

electricity and other kinds of commercial energy like modern cooking fuels. Rising levelsof literacy, now close to 70 percent, as well as access to electronic media, rapid

democratic empowerment, and political awareness warrant the widespread availability

of affordable energy as soon as possible. This is the greatest challenge in the energy

sector. Availability of and accesses to energy are the catalysts for growth and theeradication of poverty.

India ranked as the worlds seventh-largest energy producer and the fifth-largest energy

consumer in 2004 and could soon move to the third position. Its per capita energyconsumption, at 455 kilograms of oil equivalent (kgoe), was low compared to the global

average of 1,750 in that year. India needs to sustain a 9 percent economic growth rate

over the next 20 years, to eradicate poverty. It must increase primary energy supply

by 3 to 4 times, and its electricity generation and supply capacity by 5 to 6 times over200304 levels to meet the basic energy needs of its citizens.

The current domestic production of crude oil is about 42 million tones. Coal India Ltd,which is a monopoly coal producer, expects to produce 460 million tonnes this year.

Private operationsHave grown rapidly in recent years. An independent electricity regulatory apparatus was

set up in 1998, and a very liberal Electricity Act enacted in 2003, opening generation and

transmission


14/69

14

to private players. The grid-connected power generation capacity is now 160,000 MW,and nearly 50,000 MW are proposed to be added by 2012. There is an inadequate

petroleum regulator, while a coal regulator is expected soon.

The production and control of coal, oil, and natural gas is within the constitutional

jurisdiction of the central government. Electric power is administered jointly by thecentral and the state Governments. Water and water power are state regulated. This raises

coordination issues, particularly in hydropower and the transmission of power. The coalsector needs more private enterprise for more efficient operation, as well as an

independent regulator. The oil and gas sector was long controlled by foreign

corporations, but was nationalized in the mid-1970s. After liberalization in 1997, the

private sector became in volved in exploration and production. This hasled to the commercialization of a huge offshore gas find in the Bay of Bengal. The

marketing and distribution of petroleum products remains in the hands of the three major

public-sector companies. Administered retail prices, which havekept private companies away in the past, are now showing signs of being market driven.

Demand for petroleum has risen steeply due to phenomenal growth of road transport andhigher incomes among Indias population. The share of cargo transported by roadincreased from 14 percent in 195051 to 61 percent in 200405, and passenger road

transport rose from 15 to

Over 80 percent. In 2004, India had 73 million registered automobiles. The automobile

industry expects to continue to grow between 10 and 15 percent in the coming years.

Coal and Nuclear: Mainstays of the Power Sector One good development in recent years

has been the public listing and increasing private ownership of almost all major public-sector energy companies, making them more transparent and efficient. Interestingly, all

government-controlled

Energy companies are earning handsome profits and offer sound investmentopportunities. Government control over these companies, accompanied by parliamentary

scrutiny, has made them serve the larger public good through balanced regional

development and restricted profits.However, the efficiency, boldness, and speed of decision making and project execution

that thrive better in a competitive private sector are often constrained by an overcautious

or complacent approach. Competition, efficiency, and large-scale private investment are

urgently needed in Indias energy sector. Through most of the second half of the lastMillennium, the energy sector was largely state owned and subject to centralized

planning. Though the government was resolved to providing a sound public

infrastructure, private initiative and investment were lacking. The time has

Now come to reintroduce private investment through effective regulation andcompetition. This will also help depoliticize the price of energy for consumers, who

will have to pay the retail price of power, including appropriate subsidies for the poor.While public-sector monopolies are bad, those in the private sector can be worse.

Coal is Indias primary domestic energy source. At current consumption levels, reserves

will last 80 more years. The projected 56 percent increase in production would deplete

them in


15/69

15

40 years. Oil reserves will probably last about 20 years, and gas a little over 30 years. Thehydroelectric potential is about 84,000 MW at 60 percent plant load factor (PLF), and

about 40 percent have already been harnessed. A 50,000-MW hydroelectric initiative was

launched in 2003.

These projects are making slow progress due to stringent environmental rules and

difficult access and working conditions in remote areas. They offer good businessopportunities for tunneling and civil construction. Water will have

To be stored in the coming years. India is expected to require nearly 800,000 MW

By 203132, the bulk of which will have to come from domestic and imported coal.

Nearly 64 percent of the new capacity coming up for commissioning by 2012 and 2017will be coal based, for lack of other fuel options. Private investment in

generation in recent years has been remarkable. In order to add capacity faster, the

government initiated Ultra Mega Power Projects (UMPP) with assured inputs like land,advance power procurement, environment clearances, transmission connectivity, and

dedicated coal mines forpithead locations. Projects are allocated through a highly competitive, transparent, tariff-based bidding process for a 4,000-MW supercritical thermal plant. Four of the 14

identified projects are already under way. The emphasis for coal-based projects will be

on supercritical. India is now becoming a hub for the manufacture of supercritical

generating equipment like boilers and turbines and is looking at ultra-supercritical andIGCC thermal

Technologies for maximizing efficiency gains and controlling emissions.

In the field of nuclear power, India was one of the pioneers. Owing to limited domesticsources of natural uranium and abundant thorium resources, a three-stage nuclear power

program was envisaged about 50 years ago. The first stage involved pressurized heavy-

water andlight-water reactors (about 10,00020,000 MW); the second stage, plutonium or fast-

breeder reactors; and the third stage, thorium-based breeder reactors. This program

would have provided the highest energy security to India. Restrictions on nuclear fuelslowed down the first

stage. The decks are now being cleared quickly, and an indigenous 500-MW fast-breeder

reactor for the second stage is also nearing completion. This technology demonstrator is a

shot in thearm for Indian science and engineering. With an additional 150,000 MW coming up by

2017, a robust and reliable high-voltage transmission system has already evolved through

a national grid, although open access through some states is causing problems. The

interregional transfer capacity will soon touch 33,000 MW. The entry of the privatesector in high-voltage transmission has been slow. It should catch up fast. In the power

sector, thestate entities, particularly at the distribution end, need vast improvement and an injection

of funds. Power exchanges have come up, and power is moving across the country on

HVDC, 765-kV,

440-kV, and 220-kV lines. In the distribution segment, a performance based, IT-controlled 15 billion dollar reform program was introduced in 2008 to bring aggregate


16/69

16

transmission and commercial losses down to 15 percent from the presently unacceptable30 percent. The viability of the Indian power program could hinge on success or failure in

this sphere. The state-owned distribution segments of the power business in the states

have been

running huge losses owing to unremunerated tariffs, outmoded systems, and power theft.Fortunately, with Indias strong IT sector, distribution reform in many states and smart

grid initiatives in some pockets are in a reasonably mature state for takeoff under therestructured distribution reform program. The Government of India has launched a 9

billion dollar, 90 percent funded program for connecting the 125,000 unconnected

villages and 23 million poor households. This is a stupendous challenge in terms

of execution and maintenance. Though the preference is for grid supply, it is obvious thatnearly 25,000 villages will have to receive power from

decentralized sources. For the program to be sustainable, the distribution entities or

franchisees will need to recover the cost of power supply.

HUMAN RESOURCE DEVELOPMENT

Rapid growth of electricity sector in India demands that talent and trained personnel

become available as India's new installed capacity adds new jobs. India has initiated the

process to rapidly expand energy education in the country, to enable the existing

educational institutions to introduce courses related to energy capacity addition,

production, operations and maintenance, in their regular curriculum. This initiative

includes conventional and renewal energy.

A Ministry of Renewal and New Energy announcement claims State Renewable Energy

Agencies are being supported to organize short-term training programmes for installation,

operation and maintenance and repair of renewable energy systems in such places whereintensive RE programme are being implemented. Renewable Energy Chairs have been

established in IIT Roorkee and IIT Kharagpur.

Education and availability of skilled workers is expected to be a key challenge in India's

effort to rapidly expand its electricity sector.


17/69

17

CHAPTER 2 : PROFILE OF THE

ORGANISATION


18/69

18

2.1 Origin of the organizationThe Power Grid Corporation of India Limited(PGCIL) is a Public sector undertaking of the

Govt. of India Enterprise which is engaged in construction, operation and maintenance of high

voltage transmission lines in India. Power Grid Corporation of India Ltd. is the Central

Transmission utility of India which possesses one of the largest transmission networks in the

world. About one third of the total generating capacity in India is transmitted through

POWERGRID system. POWRGRID takes pride in maintaining high transmission system

availability and is ranked amongst top six transmission utilities in the world. It has achieved a

system availability of over 98%. POWERGRID is also Operating all the five RLDCs for real

time monitoring and efficient grid management. POWERGRID is accredited with ISO 9001

Quality Systems Certificate. In electricity Laws Amendment Act 1998. Transmission became

separate activity and POWERGRID was recognized as CTU to undertake transmission of energy

through inter-state transmission. Exercise supervision & control for inter-state through inter-state

transmission system & operate RLDCs.

POWER TO ALL BY 2012

To reach this objective Powergrid Corporation of Indias prospective plans focuses on the

development of an integrated national grip and diversification into synergetic areas. The

plan is to add 60000 circuit Kms of transcription network by 2012.

2.2 Growth, Development & present status of the organization

POWERGRID, the Central Transmission Utility (CTU) of the country, is responsible forproviding matching transmission network for generation capacity programme under

Central Sector, implementation of various system strengthening schemes, load dispatch &communication schemes and inter-regional links. During X five year Plan, POWERGRIDmade an investment of about Rs. 18,920 Crore against the approved outlay of Rs. 21,370

Crore.

The key financial parameters have witnessed a quantum jump during the X five year Plan

period as indicated below:


19/69

19

On the physical performance

front, POWERGRID added

about 19,170 Ckt. Kms ofExtra High Voltage

transmission lines, 36 no. ofEHV sub-stations and Power

transformation capacity of

about 25,130 MVA during

X Plan, thereby enhancingits overall transmission

network to 59,461 Ckt.

Kms, 104 sub-stations and59,417 MVA of

transformation capacity byend of X Plan.

Turnover Growth

The companys financial performance during FY 2010-11 has been spectacular,

achieving a turnover of Rs. 9,100 Crore and a Net Profit of Rs. 2,697 Crore as

compared to Rs. 7,504 Crore and Rs. 2,041 Crore respectively during FY 2009-10.


20/69

20

With the addition of huge transmission network, the gross asset base of the Company

has been enhanced to Rs. 50,352 Crore in FY 2010-11 from Rs. 43,202 Crore in FY2009-10. At the end of FY 2010-11, the company has a Net Worth of Rs 21,351 Crore

and Capital Employed of Rs 34,429 Crore.

The company could excel in its financial performance due to prudent financial

management, with key indicators registering impressive growth at the end of FY 2010-

11 since 1992-93:

Turnover at Rs 9,100 Crore ,up by 14.35 times from Rs 634 Crore Profit at Rs 2,697 Crore , up by 11.38 times from Rs 237 Crore

Gross Block at Rs 50,352 Crore , up by 14.30 times from Rs 3,521 Crore


21/69

21

2.3 Organization structure and organization chart


22/69

22

2.4 Product and Service profile of the Organization

POWERGRID has been notified a Central Transmission Utility by the Central

Government in the year 1998. The Corporation has set following objectives in line with

its Mission and its status as Central Transmission Utility:

Undertake transmission of energy through Inter-State Transmission System.

Discharge all functions of planning and coordination relating to Inter-State

transmission system with :-

1. State Transmission Utilities,

2. Central Government,3. State Governments,

4. Generating companies,

5. Regional Electricity Boards,

6. Authority,]

7. Licensees,

8. Transmission licensees,

9. Any other person notified by the Central Government in this behalf.

Exercise supervision and control over the Inter-State transmission system.

Efficient Operation and Maintenance of Transmission systems.


23/69

23

CHAPTER 3 : DISCUSSIONS ON

TRAINING


24/69

24

3.1 Students work profile (Role and Responsibilities)

I Joined Powergrid corporation of India ltd. as a HR Management Trainee.The main

responsibility of the HR Trainee is to develop, implement and manage the HR policies

and procedures in the company. It is a great opportunity to gain work experience in ayoung and dynamic company working in a fast growing industry. The trainee will be able

to work independently on projects, which offers a great opportunity for learning and self-development.

Roles and Responsibility

Performing the pre recruitment processes for recruiting the employees.

Taking the requirements of manpower from departments.

Taking approval from Management for recruitment.

Recruitment

Consulting the consultants, colleges and training institutes for the candidates

Screening the resumes and shortlist profile

Joining Formalities

Call and confirming the dates of joining of candidates

Arrangements for the systems from Admin

Collection of required documents while joining from employees

3.2 Key learnings:

Experienced the behavior in office administration

Analyzed different consumer and clients perspectives

The way of talking to clients

Faced problems in automation and pressures from superiors

Behavior with other workers and with colleagues

The Selling Process as a fresher to the market

Preparation of daily report on the job performed

Experienced leadership quality in an organization


25/69

25

Talking to the anxious and angry customers.

As an industry integrated programmer handling of both studies and job.

Issue Identification and Assessment of the clients.

Growth and Change of mine and my company.

Getting clients to pay attention to what I am saying

How to work with team as a team member


26/69

26

CHAPTER 4 : STUDY OF

SELECTED RESEARCH PROBLEM


27/69


28/69

28

CHAPTER 5 : ANALYSIS


29/69

29

5.1 Data analysis

&

5.2 Summary of Findings

RECRUITMENT PROCESS

AT

POWERGRID CORPORATION OF INDIA LTD.

The recruitment at Powergrid is basically of three types as:

CAMPUS RECRUITMENT

The campus recruitment is basically the future leadership training programme so

it is a long term planning. The campus recruitment is basically conducted region wise.

The organization fixes the venue and informs the respective colleges that they have to

report it to the concern place with their total requirements. If Powergrid has to take the

candidate from a particular college then it directly move to the college and conduct a test,

group discussion , and interview and the selected candidates are been called up to join

the organization. The campus recruitment rounds are as follows:


30/69

30

First the written test is done to check the knowledge of the candidate

Then the selected candidate is called up for the group discussion and for the

interview.

The qualified candidates name are then send it to their respective college and then

they are asked to come and join the organization with the terms and condition signed. It is

done for the best talented candidate from the entire region. It is one of the prestigious

recruitment done at Powergrid Corporation.

LATERAL RECRUITMENT

The lateral recruitment in the organization is done only for the near future. It is

done for the high level post in the organization. This post is only for the experts and

experienced person so that they will be taking the right decision for the organization afterthey are join the company. Over here only their experience and the last post in which they

were working are counted. They dont have to give the certificates for the verification

and no verification of the certificate. All they have to do is just to apply for the post and

get ready with their experience certificates and other important documents.


31/69

31

EXECUTIVE TRAINNEE

Recruitment process of POWER GRID CORPORAION OF INDIA for Executive

Trainee Post

Advertisements

Filling up the forms

Collecting of the Admit Cards

Written test

Results

Call letters

Hospitality

Group discussion

Verification of the testimonials

Interviews

Results

Medical check-up

Offer of appointment


32/69

32

a) ADVERTISEMENTS

The advertisements are given is such a way that it can touch each and every one if

any corner of India.

i) NEWSPAPER

First the advertisement are published in the newspaper so that it can reach

each and every corner of the country and candidate those who are interested as

well as eligible can apply for the post and can have their own income. In this

advertisement the criteria for applying is clearly mentioned that how much

percentage of marks should the candidate must have secured in his/her BE degree,

if he/she is SC/ST/PH the candidate has to submit the following at the time when

he/she is coming to the office, the date and time of the written test and what all

criteria for filling up the form. The advertisement will be published in the

newspaper only for 15 20 days.


33/69

33

ii) ONLINE

After the advertisement is stopped publishing in the newspaper it will be online to

the entire interested and eligible candidate. This advertisement is there only in the

Powergrid site. This advertisement is there in the site for the whole year but it is valid till

20 days from the date of the publishing of the advertisement. The interested candidate

will come to know about the Powergrid Corporation and about its recruitment .Once the

candidate misses the chance to fill up the application form within 15 days then the

candidate will not be eligible to fill up the application form after this.

b) FILLING OF APPLICATIONS FORM

The candidates have to fill up the application form online only. Once they fill up

the application form they will get a registration number and that no: will act as a

password for them when they log on the second time they just have to type their name for

their ID and their registration number for their password. They can get their total details

about their results and dates from there itself. They dont have to go to the site and search

for their total process. While filling up the application form the candidate has to mentionthe category does he/she belong to? According to that only his/her relaxations will be

made. Once the candidate has filled up the application according to that only the

candidate has to bring all the certificates for the verifications in this the main thing is

his/her discipline. The application form is made in such a way that he just have to fill it

up. Every thing is mentioned over there itself. While the candidate is submitting the

application he has to attach a DD in favors of powergrid corporation of India ltd.. . This is

done just to check the interest of the candidate whether the candidate is really interested

or not. In this maximum application are rejected and the candidates those who are

interested to join the organization they only send the DD. If the DD is not attached in the

application form the application form is canceled.


34/69

34

c) COLLECTING THE ADMIT CARDS

Once the candidate has filled up the application forms the candidate will be

getting his/her admit cards. The admit cards will be coming online and the candidates

have to take out the print out of that for the written test. The role of admit card is over the

moment the candidate has appeared the written exams.

d) WRITTEN TESTS

For the written exams the candidate has to select his/her near exams center

according to his/her convenient. These exams are held mostly in the colleges whose

sitting capacity is more where the mass of 500 to 600 candidates can accommodate. For

example in Delhi center mostly Kendra Vidyalyas are taken due to their large sitting

capacity. In these type of exams mostly the school investigators be the investigator and

there will be one external investigator who used to be there for the security purpose. For

every 4 rooms there is one external investigator. The investigator is responsible for the

exam papers. He is the person who will be having the question papers with him and he

will be handing over to the room investigator.

The exams are conducted for 2 hours. In two hours the candidate has to answer

180 questions. In these exams there are negative marking. So the candidates have to

answer according to that only. A single mistake the candidate is going miss one right

answer mark. So the candidate has to answer the questions accordingly so that he/she will

qualify the written exam.

e) RESULTS OF THE QUALIFYING CANDIDATES

After the candidate had appeared the written exam then the evaluation is done. In

this the candidates those who have secured more than 60% of marks he/she will be


35/69

35

selected and they are been informed through the mails and they are send a call letters so

that they can have it and come to the further rounds of recruitment.

f) CALL LETTERS

After the candidates are qualified by appearing there written exams they are then

send the call letters from the Powergrid through their mails only. The candidate has to

take out the print out of that and when he will be coming for the interview and for the

Group discussion and for the verification of the testimonials part he/she has to submit it.

In that they are been informed regarding their date of reporting to the office for their

Group discussion and the time of reporting the office. This is informed to the candidates

so that they can book their tickets according to that.

g) HOSPITALITY

After the candidates are here for their Group discussion and for their interviews as

per to the schedule dates and timing they are asked to sit in the auditorium. The momentthey on their seats they are asked to sign their attendance sheet for the present day or for

their group discussion and interviews. After the candidates have signed their attendance

they are showed the corporate movie so that they would have a brief idea on Powergrid

that: How it works, where it works, its mission and goals and every thing about it. The

corporate movie is about 6 min. and within that period they are served with the coffee

and snacks. The moment the candidates are over with their snacks they are asked to

submit their TA claim forms to the concern officer sitting over there. After all the

formalities are over they are divided into groups for their group discussion and then they

are called for their group discussion batch wise. Per day there are total 30 candidates for

the group discussion and they are divided into three groups each group containing 10

candidates.


36/69

36

The moment their group discussions are over the second group moves for the

group discussion, the first group comes back to the auditorium where the checking of the

testimonial is done. In this the candidate has to come with all his certificates. If some one

is a SC, ST, PH then he/she has to submit the caste certificate and PH certificate to the

verification officers. The candidate does have to set their testimonial in the decreasing

order of their qualification. The candidate once they are over withier group discussion

and verification of testimonial they are allowed to move to the cafeteria for their lunch

and once they are over withier checking of testimonial and group discussion and lunch no

ore formalities are left from the organization side. The candidates are allowed to back

home and the candidate whos checking of testimonial are not over they are then asked to

come back to the auditorium and wait for their turn to come.

The candidates those who are having there interview they are called in a group of

five and asked to sit in front the interview chamber and then they are called one by one

inside it. The moment the candidates are over with their interviews they are send to the

cafeteria for their lunch. The candidates those who have finished with their lunch they are

then produced with their TA and then they are allowed to go back home. The candidates

those who have not finished their interview they are allowed to wait in the auditoriumand after their interviews are over they are allowed to go back home.

h) GROUP DISCUSSION

They are coordinated by one of the staff of recruitment section and they are taken to the

group discussion room for their curriculum. The moment the candidates are in the room

they are awarded with a serial no: and by which they will be ranked. Over there the

names of the candidates is not required the candidate is recognized by its no:. The

investigator of the group discussion gives them a topic and they are given 3 min to think

on that topic and to choke down the points. Just after three min they are allowed to start

the group discussion and that will continue for another 15 min and within that 15 min


37/69

37

they are supposed to conclude the group discussion. The group discussion ranking is done

in 4 ways and on the basis they are awarded the marks are:

Initiative

Team ability

Coordination

Contents

Each point is divided into marks and they are awarded according to that. The maximum

mark awarded is 20.

i) VERIFICATION OF THE TESTIMONIAL

The candidates those who have their group discussion the very same day

they have their verification of the testimonial and the next day the candidates have their

interviews. The verification is done for the clarification that whether the candidate has

submitted its the right information to us at thetime of the submitting of the application form. If a candidate is found by any wrong

information submitted then his/her application is rejected. The testimonial which is being

verified is:

Call letter

10th

certificate and mark sheet

Date of Birth certificate

12th

certificate and mark sheet

B.E. certificate and mark sheet

M.Tech certificate and mark sheet (If done)

Caste certificate (SC/ST)


38/69

38

Physically handicapped certificate according to the powergrid

format

Declaration of SC/ST

Experience certificate

Photocopies of all the documents

The moment these all verification are over all these photocopies are attached to the back

of the application form and then at the last page the remark is given whether all the

certificate id being verified or not, if some thing is missing then it is mentioned at the

back and the candidate is asked the next day when he/she comes for the interview. If the

candidate is eligible for the relaxation then that is also mentioned over there.

A candidate is only eligible for the % relaxation or age relaxation only and if the

candidate is SC/ST/PH.

j) INTERVIEW

The interview of the candidate is done just the next day of their group discussion and themoment the candidates for there interview they are called in a group of five and asked to

sit in front the interview chamber and then they are called one by one inside it. The

moment the candidates are over with their interviews they are send to the cafeteria for

their lunch. The candidates those who have

finished with their lunch they are then produced with their TA and then they are

allowed to go back home. The candidates those who have not finished their interview

they are allowed to wait in the auditorium and after their interviews are over they are

allowed to go back home.


39/69

39

k) RESULTS

The results of the candidates are announced within 20 days from the date when

the interviews arte over. The candidates are first informed by the mails that they are been

selected and then the appointment letters are send through the post and the joining date

and place where they have to come report.

l) MEDICAL

After the final selection, the candidates are called for medical check up. The Medical

examination ensure that candidates will be able to give satisfactory service to the

company. Another reason of medical examination is to find out that the new candidate is

not suffering from any of the contiguous disease which may cause threat to the health of

other employees of the company.

m) OFFER OF APPOINTMENT

It normally includes details of salary and various allowances payable, period

of probation, confirmation conditions, rules and regulations of the companyregarding disciplinary action and termination of service, fringe benefits etc. This

offer of appointment is subject to candidate being found medically fit.

n) JOINIGN OF DUTY

After the receipt of satisfactory medical report and subject to completion of the

documents, the new employee is given induction programme which facilitates, the

new environment of the company and gives him a fair idea the companys

policies, system and procedure, various benefits to which he is entitled to and

introduction with his colleagues and bosses. After the induction programme, the

candidate is allowed to resume his duty in the department for which selection was

undertaken.


40/69

40

CHAPTER 6 : SUMMARY AND

CONCLUSIONS


41/69

41

6.1 Summary of Learning Experience

Power point presentation in front of the employees and management.

Formulation of different HR policies and Manuals and Training Materials.

Concerning with clients. Had successfully attended all Training

program conducted by the company

Giving good services to the candidates

Scheduled interviews to the candidate

Actively participated in different programs conducted by my

organization

Had good follow up with the clients

Reporting my daily details to the Senior HR.

Call the candidate at particular time and explain the candidate how

they can benefit from our consultancy.

It was a great experience to work as a HR Trainee Powergrid. It was a complete

learning experience because through that I came in contact with highly

professional managers & employees

My internship at powergrid provided me a clear view of what organizations are

all about, how they form their strategies, how they achieve their goals and

specifically how HR Department contributes towards the achievement of goals of

the company.


42/69

42

As a BBA student I have learnt that, without practical knowledge the course is

incomplete. From this innovations industry training program one can obtain industry

experience. For me, on job training provides the exposure of present corporate world

scenario. One get aware of strategies that are involved in the smooth functioning of the

industry. If I have practical knowledge, then we will get some extra value when we

complete our BBA course. So, practical knowledge is very important as well as

theoretical knowledge.

From this job I got to learn a lot:

I came to know how to interact with people.

My communication skills got strengthen.

I learned how management theory is different from practice.

I gained knowledge about the varies MNCs

I developed the leadership skills i.e., Talk to the people, convince the people, is

important for HR

Developed the presentation skills

6.2 Conclusions and Recommendations:

The over all process of recruitment at Power grid is Excellent. The step by step

information given to the candidates for filling up the application form, collection of admit

cards through the internet is a very rare process which is hardly done by any other

organization. The best thing which I liked in the organization is that the employees are


43/69

43

very mixing in nature and they really like to help each other in their work without any

hesitation. Even though the employees have their work they used to work in a team. The

assistance and cooperation in this organization can never be seen ever in any of the PSU.

The candidates over here are not treated as the interview candidates rather they are

treated as an employee over here. They are given all types of privileges what an

employee is given inside the organization.

The process adopted by Powergrid Corporation is the best process through which

a candidate can be judged and can be selected. By this process of Powergrid Corporation

an efficient candidate will be getting the right job in his/her dreamed organization.


44/69

44

QUESTIONNAIRE (ELECTRICAL)

1) The information given in the advertisementin newspaper and internet was:

No: of Response.

Elaborate 61

Sufficient 346

inadequate 11

Irrelevant 0

418

As only 15% has ranked it elaborate and 82% has ranked it sufficient so we still have

to improve our advertisement part so that all the candidate would get the informationexactly what we want.

2) Step by step information given in the site for filling up the online form while applying forthe post of ET was:

No: of Response.

Elaborate 106

Sufficient 307

Inadequate 5

Irrelevant 0

418


45/69

45

74% has ranked the step by step information provided to them was sufficient that means theywere able to get through the total information provided to them and only 33% ranked it as

elaborate.

3) Overall satisfaction while submittingthe application online?

No: of Response

Very Good 215

Good 188

Average 15

Poor 0

418

The overall satisfaction of the candidates was not so good while filling up the application onlineas they have ranked it only 51% foe very good and for good 45% so the company needs to

improve.

4) System of giving information about receipt of application, eligibility, and admit card online?

No: of Response

Very

Good

240

Good 164

Average 14

Poor 0

418

The candidates have truly gained a lot as it can be seen from there ranking as they have ranked56% for very good but still there are more expectation and system can be further improved to the

satisfaction of candidates.


46/69

46

5) Quality and standard of question paper in your discipline?

No: of ResponseVery

Good 234

Good 162

Average 22

Poor 0

418

The quality and standard for the electrical discipline Question paper was fairly good which canbe seen from the response as 56% candidate has ranked it very good and only 39% have ranked

it good but overall question pattern was fairly good.

6) Official assistance and behavior at the test centers?

No: of Response

VeryGood 160

Good 235

Average 22

Poor 1

418

The official assistance at the test Centers needs a bit of improvement as amplified in the

candidates response.


47/69

47

7) The system of downloading

the results and interview call

letters?

No:of Response

Very Good 206

Good 195

Average 16

Poor 1

418

The system of downloading of results and call letters was truly appreciated by the candidates

which can be seen for the ranking of the candidates as 49% for very good, 47% for good, 16%

for average and only 1 candidate from 418 has ranked it poor.

8) Corporate Movie

No: of Response

Very Good 179

Good 210

Average 28

Poor 1

418

The Corporate movie was a new initiative which has been like by the candidates as only 29%have given average and poor rating put together.


48/69

48

Assistance/ cooperation of the employees during the GD, Interview and checking

of testimonial?

No: of Response

Very Good 221

Good 176

Average 20

Poor 1

418

The assistance and cooperation of the employees during the Group Discussion, Interview and

checking of the testimonials was really appreciated by the candidates as they have ranked 53%for very good, 42% for good and only 5% for average so the overall cooperation was good but

still to improve.

9) How was the group discussion coordination?

No: of Response

Very Good 165

Good 221

Average 30

Poor 2

418

The group discussion coordination was appreciated by the candidates so they have ranked 54%

for the good and 39% for the very good.


49/69

49

10) How was the interview coordination?

No: of Response

Very Good 228

Good 167

Average 23

Poor 0

418

The coordination in the Interview held at Powergrid was 54% Very good, 40% good and only

6% average ion the whole process.

11) In your opinion how would you rate

the overall recruitment process

No: of Response

Very Good 228

Good 168

Average 22

Poor 0

418

The candidate liked the total recruitment process at powergrid so they have ranked 55% for very

well and 40% good and only few 5% ranked for the average.


50/69

50

MECHANICAL

1) The information given in the advertisement in newspaper and internet was:

No: of Response

Elaborate 11

sufficient 46

inadequate 1

irrelevant 0

58

The information published in the newspaper and in the internet was not so much catchy so the

candidates they have ranked 79% for sufficient and only 19% candidate they have ranked itElaborate so we do have to improve in this field.

2) Step by step information given in the site for filling the online form while applying for ET

No: of Response

Elaborate 21

Sufficient 37

Inadequate 0

irrelevant 0

58


51/69

51

The step by step information given in the site for the filling up of the forms for applying for thepost of ET was not so much accepted by the candidates as they have ranked 64% for sufficient

and only 36% ranked for the elaborate.

3) Overall satisfaction while submitting the application online?

No: of

Response

Very Good 40

Good 18

Average 0

Poor 0

58

The candidates were overall satisfied by the online process of submitting the application as they

have ranked 69% for the very good and only few of 31% they have ranked good so over all

process was very good.

4)

System of giving the information about the receipt of application, eligibility, and admit card

online?

No: of Response

Very Good 32

Good 25

Average 1

Poor 0

58


52/69

52

Candidates have truly appreciated the system and they have ranked 55% for very good and veryfew have ranked 43% for the good so we can draw the conclusion that the overall process was

good.

5) Quality and standard of question paper in your discipline?

No: of Response

Very Good 43

Good 15

Average 0

Poor 0

58

The quality and standards of question paper was excellent in the mechanical discipline as the

candidates have ranked 74% for the very good and only 26% has ranked it good.


No: of Response

Very Good 34

Good 23

Average 1

Poor 0

58

The office assistance and behavior was good as the candidates have ranked them 58% and very

few have ranked them 40% so we can draw the conclusion that the overall assistance was good.


53/69

53

7) The system of downloading the results and interview call letters?

No: of Response

Very Good 28

Good 27

Average 3

Poor 0

58

The candidates have not ranked so good for it as the ranking is same 48% for very good and 47%

for good

8) Corporate Movie?

No: of Response

Very Good 33

Good 24

Average 1

Poor 0

58

The corporate movie shown to the candidates was gained by the candidates as they have ranked

57% for the very good and few as 41% ranked as good.


54/69

54

9) Assistance of the employee during the GD, Interview and checking of testimonial

No: of Response

Very Good 39

Good 19

Average 0

Poor 0

58

To assistance and cooperation of the employees during the Group Discussion, Interview and

checking of the testimonials was very convinced by the candidate as they have ranked 67% for

very good, 33% for good so the overall cooperation was very good.


No: of Response

Very Good 41

Good 16

Average 1

Poor 0

58

The candidates were well coordinated so they have ranked the coordination of group discussion

as 70% very good.


55/69

55


No: of Response

Very Good 45

Good 13

Average 0

Poor 0

58

As 78% has ranked the interview coordination very good so it seems that they were happy by the

total process.

12) In your opinion how would you rate the overall recruitment process at Powergrid?

No: of Response

Very Good 31

Good 26

Average 1

Poor 0

58


56/69

56

The candidates were not so much impressed by the overall recruitment process so theranking is in the middle situation as they have ranked 53% for the very good and 45% for

the good so we do have to improve our recruitment process for the development.

CIVIL


No: of Response

1) Elaborate 16

2) sufficient 75

3) inadequate 2

4) irrelevant 0

93

The candidates have gained the information sufficiently as 81% has ranked it sufficient and few

of them has gained it elaborately as they have ranked it 17%.

2)

Step by step information given in the site for filling the online form while applying for

the post of ET was:

No: of Response

1) Elaborate 20

2) sufficient 73

3) inadequate 0

4) irrelevant 0

93


57/69

57

73% of candidate had ranked sufficient for the step by step of filling up the form and 22% got it

elaborately.


No: ofResponse.

1) Very Good 48

2) Good 40

3) Average 5

4) Poor 0

93

The candidate were not so much satisfied by the submitting the application online as only 58%ranked it very good and 43% ranked it good.

4) System of giving the information about the receipt of application, eligibility, and admit cards online?

No: of Response

1) Very Good 51

2) Good 36

3) Average 6

4) Poor 0

93


58/69

58

The information receiving the application, eligibility and the admit cards online as good for the

candidate as they have ranked 55% for very well.

5) Quality and standard of question papers in your discipline?

No: of Response

1) Very Good 38

2) Good 43

3) Average 12

4) Poor 0

93

As the number of candidate faced a bit difficulties in solving the paper so only 41% has ranked it

very good, 46% ranked it as good and even 13% ranked it as average.


No: of Response

1) Very Good 42

2) Good 45

3) Average 6

4) Poor 0

93


59/69

59

The official assistance and behavior of the test centers was quite appreciated as 49% has ranked

it good and it has to be improved because only 45% has ranked it very good.

7) The system of downloading the results and the interview call letters?

No: of Response

1) Very Good 42

2) Good 47

3) Average 4

4) Poor 0

93

As many candidates faced a problem of down loading the call letters so maximum of them has

ranked 51% for good.

8) Corporate Movie?

No: of

Response

1) Very Good 38

2) Good 45

3) Average 10

4) Poor 0

93


60/69

60

Only 48% ranked good for the corporate movie may be they might have failed to get through itbut 41% ranked it very so overall it can be concluded that the corporate movie was good.

9.) Assistance/ cooperation of the employees during the GD, Interview and checking of testimonial?

No: of Response

Very Good 51

Good 41

Average 1

Poor 0

93

The candidates have really felt the cooperation of the employees was inside the organization was

very good so they have ranked 55% for very good.


No: of Response

1) Very Good 30

2) Good 48

3) Average 13

4) Poor 2

93


61/69

61

Due to some problem in the coordination in the group discussion 52%candidate has ranked itgood and only few have ranked it 32% for very good.


No: of Response

1) Very Good 66

2) Good 24

3) Average 3

4) Poor 0

93

As the candidates have enjoyed the coordination for the interview so they have ranked 71% for

the very good and only 26% ranked for the good.

12) In your opinion how would you rate the overall recruitment process of Powergrid?

No: of Response

1) Very Good 38

2) Good 50

3) Average 5

4) Poor 0

93


62/69

62

There is some thing to be change in the total recruitment process of Powegrid somaximum of the candidate has ranked 50% for the good and only 41% has ranked for the

very good.

E&T


No: of Response

1) Elaborate 8

2) sufficient 39

3) inadequate 2

4) irrelevant 0

49

The information provided in the net and newspaper was 39% sufficient for the candidates and

only few of them 16% have ranked it elaborate.

2)

Step by step information given in the site for filling the online form while applying for

the post of ET was:

No: of Response

1) Elaborate 16

2) sufficient 33

3) inadequate 0

4) irrelevant 0

49


63/69

63

67% has ranked the step by step information provided to them was sufficient that means they

were enable to get through the total information provided to them and only 33% ranked it as

elaborate.


No: of Response

1) Very Good 25

2) Good 22

3) Average 2

4) Poor 0

49

The candidates had the overall satisfaction while they were filling up the application form online

because 51% candidates have ranked it as very good but still we do have the majority as 45% to

be good so we still have to improve in it.

4)

System of giving the information about the receipt of application, eligibility, and

admit cards online?

No: of Response

1) Very Good 29

2) Good 18

3) Average 2

4) Poor 0

49


64/69

64

The facility of receiving the application form, eligibility and admit cards online was trulyaccepted by the candidates as it can be seen from the response of the candidates as they have

ranked 59% for very good.

5) Quality and standard of question papers in your discipline?

No: of Response

1) Very Good 23

2) Good 24

3) Average 2

4) Poor 0

49

The quality and standards of question paper was not so much appreciated by the candidates asthey have ranked 49% for the good as comparison to 47% for the very good..


No: ofResponse

1) Very Good 24

2) Good 22

3) Average 3

4) Poor 0

49


65/69

65

Candidates must had have a good experience at the test centers so they have ranked 49% for thevery good and 45% for the good so from here we can draw the conclusion that the official

assistance was good at the test centers.

7) The system of downloading the results and the interview call letters?

No: of Response

1) Very Good 26

2) Good 21

3) Average 2

4) Poor 0

49

As many candidates have easily downloaded the interview call letters so the ranking is almost all

same 53% for very good and 43% for the good.

8) Corporate Movie?

No: of Response

1) Very Good 26

2) Good 19

3) Average 4

4) Poor 0

49


66/69

66

The corporate movie shown to the candidates to make them aware of Powergrid was relevant to

the candidates and the ranking for it is 53% for very good, 39% for good, 8% average.

9) Assistance/ cooperation of the employees

during the GD, Interview and checking oftestimonial?

No: of Response

Very Good 34

Good 14

Average 1

Poor 0

49

The assistance and cooperation of the employees during the Group Discussion, Interview and

checking of the testimonials was really appreciated by the candidates as they have ranked 69%

for very good, 29% for good but the overall cooperation was good.


No: of Response

1) Very Good 22

2) Good 24

3) Average 3

4) Poor 0

49

Many of the candidates were enable to get the topic so they have ranked the coordination as 49%

good and 45% as very good.


67/69

67


No: of Response

1) Very Good 29

2) Good 18

3) Average 2

4) Poor 0

49

The candidates have felt the coordination of the employees as very good so they have ranked itas 59% and 37% for the whole process.

12) In your opinion how would you rate the overall recruitment process of Powergrid?

No: of Response

1) Very Good 25

2) Good 24

3) Average 0

4) Poor 0

49

The candidates are not so satisfied by the recruitment process of Powergrid so they have ranked

only 51% for the total recruitment process.


68/69

68

Some more suggestion are

1. The Powergrid should form a panel for interesting candidates who are willing

to work with Powergrid. This panel could be placed in the career column on

Powergrids web site. The willing candidates can submit their applications on

line with their detailed resume and experience. The company can keep the

record of these type applications and whenever they have requirements, they

can call the candidates for written test or personal interview. This will save the

precious time and money of the company.

2. When Powergrid release its advertisement for different post, they should

mention the place of posting in advance in its advertisement so that the

candidates can apply accordingly.

3. At the time of appointment there should be a complete medical examination

including the stress level examination of the candidates especially for the

candidates who apply for the higher post and above the age of 40.


69/69

BIBLIOGRAPHY

books which have really enhanced my knowledge and helped to complete this project are:

Books

- Fundamentals of HRMAuthor - Stephen R.Robbins

- Human Resource Management

Author - V.S.P. Rao- Personnel Managment

Author C. B. Mamorta- Powergrid News

- Powergrid Darshan

- Powergrid HR Police and Procedures Manual

Websites

- www.Powergridindia.com

-www.projectparadise.com

- www.managementparadise.com-www.managementheaven.com- www. human resources.about.com

- www.strategy-business.com

training report on “recruitment & selection procedures” in (power grid corporation...

Documents