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A Report on Recruitment & Selection process of Bhutan Power Corporation Limited.

Limited

Abstract
Employees of an organization are essential and active factor of production. In addition to their major contributes to all the affairs of the business, they activate other factors. Without employees, the enterprise would have been a collector material and equipments. Efficient material employees are an asset of the enterprise, inefficient will prove to be a

liability. Therefore, very organization should recruit the most suitable and competent persons on the basis of the needs and nature of the job. In other words, right men should be recruited taking into consideration the long-term needs of the organization and they should be placed on jobs for which they are the most suitable. After the manpower requirements are determined in terms of numbers through manpower planning and quality of employees through job analysis the process of recruitment begins. In this way recruitment is an activity of establishing contact between employer and applicant. Recruitment ordinarily means obtaining fresh supplies, but in the context of personnel management it is an activity of discovering job seekers for the present and future needs of the organization. In the words of Filippo, "Recruitment is the process of searching for prospective employers and stimulating them to apply for jobs in the organization." The efficient operation of the enterprise and its future depends upon recruitment policy. Recruitment is concerned with identifying and establishing an adequate candidate pool that hopefully includes as many qualified applicants as possible. Selection assesses each candidate's particular experience and competencies (KSAOs: knowledge, skills, abilities, and other attributes) against a predetermined list of key competencies established through a against job analysis for the position being filled. Selection can begin when unqualified applicants are eliminated from the applicant pool by screening out rsums that show the candidates lack key competencies. About Bhutan Power Corporation Limited Bhutan Power Corporation Limited was launched as a public utility on the 1st of July 2002 with the mandate of distributing electricity throughout the Country and also providing transmission access for generating stations for domestic supply as well as export. One of BPCs basic mandate was to not only ensure that electricity is available to all our citizens but to also make sure that it is reliable, adequate and above all within the means of all consumers. The erstwhile Department of Power under the Ministry of Trade and Industry was bifurcated into three separate entities namely Bhutan Power Corporation Limited a public utility, Department of Energy A government department responsible for policy, planning and coordination activities for the energy sector and Bhutan Electricity Authority Regulatory body under the Department of Energy.The reason why BPC was corporatised is many but the basic premise was to remove conflict of interest and reconcile commercial, social and policy objectives, and also to accept worldwide trend of restructuring that was happening in the power sector and accept the best practices. Running of electric utility is a

business activity and by corporatization BPC has been able to bring this focus into its operations. Corporatisation also gives the public a clearer idea of the cost of supply and subsidy, it is in line with future plans for privatization and leaves the government free to concentrate on policy and proper planning for the sector.BPC started with 1193 employees with 967 employees joining from DoP and 226 employees from CHPC. BPC is the largest corporation in the Kingdom of Bhutan with a human resource size equal to almost 9% of the total Civil Services strength. It is the sole provider of electricity in the Kingdom with operations spread in 19 Dzongkhags. For economic growth to take place sufficient supply of electricity is an important prerequisite and our mandate provides a direct link to achieving the national goal of Gross National Happiness.At BPC we take pride in committing ourselves to producing the highest quality of work in a cost effective way, managing the organization in the most efficient manner, ensuring our people are developed to the fullest extent of their capabilities and overall function responsibly & effectively in the best services of the Tsa Wa Sum. Objective: To attain efficient utilization of human resource. To analyze the recruitment & training policy used by the organizati on. To improve the method of recruitment & training for fresher in the organization. Research Methodology Primary Sources Personal Interview Questionnaire (survey) Secondary Sources Books Magazines Internet

LIMITATIONS
The project is limited to the data provided by Bhutan Power Corporation Limited as not all the data are available or exposable, hence lack in data unavailability may occur sometimes but with logical deductions and

concepts, i have tried to overcome those barriers. It is also done under lim ited cost, time & sample size.

SCHEDULE

ACTIVITIES 1. DATA COLLECTION 2. RESEARCH 3. PREPARATION OF REPORT 4. SUBMISSION OF FINAL REPORT 5. PRESENTATION

DATE 30th May 12th June 14th June 20th June 21st June 8th July 12th July 20th July 21st July 27th July