Comparison Of Recruitment Across IT Industry

Recruitment plays a significant role in overall People Learning resource Planning of an organization and is critical to its success and sustainability. Within this paper, we make an effort to draw out the major dissimilarities between your recruitment policies of two organizations, viz. CGI and BHEL and find out that how two companies working in two different sectors with one in the IT sector and the other in the developing sector change in their approach when it comes to recruiting.

Our first hypothesis was to draw out the distinctions in the recruitment plans of a service sector organization and a production firm, but finally when we conducted our research and acquired the info we saw that the dissimilarities were attributable not and then difference in the overall environment of service and creation sector but also were attributable to dissimilarities in the ownership of the firms as well concerning them owned by two different countries. CGI is a Canada founded MNC and BHEL can be an Indian PSU which is one of the 9 Navaratna companies of the united states.

In this newspaper, we have focused mainly at the recruitment at the entry level but also have talked about mid-level recruitment insurance policies that are practiced in both companies.

The methodology that people followed for our research newspaper included looking at of mission, eyesight and prices of the companies, survey questionnaire filled by the HR director of the individual companies, telephonic interview of the current employee at BHEL, feedback from the ex-employees, looking for useful information in the individual companies' websites and then mapping these results with the training out of this course.

2. Need for Human resource planning and recruitment

2. 1 Definition of recruitment

The practice or activity continued by the company with the primary purpose of identifying and bringing in potential employees.

According to William F Glueck -"Recruitment operates group of activities and organization uses to entice job candidates having appropriate characteristics to help the business reach its objectives"

Recruitment is the heart and soul of Human reference management because it is the starting point of the managing human being resource and impact on various aspects. recruitment process affects various aspects personal policies, recruitment options and quality and behavior of recruiter.

2. 2 Need for Human Tool planning

It avoids the sudden disruption in creation due to change in proper demand that can be designed properly with the suitable Human Tool planning.

It makes employees to modify with change in technology and environment in the organisation as well as industry

It helps give requirement of workforce necessary for the development and what type of skills will be required

Helps to recognize surplus or lack of manpower at the many functions

2. 3 Importance of recruitment

Recruitment policy is very important for an company. An excellent recruitment policy can give competitive benefits while a recruitment plan which does not fit to company can adversely impact the company at various levels and function.

Recruitment is central to any company and it make a difference efficiency, success and capacity of a person employee.

An improper recruitment plan can increase turnover rate and a suitable policy for company can increase retention rate of the labor force.

It is the process which link staff and workplace and help better understand emotional contract between both the parties

It is better to truly have a suitable employee instead of ten incompetent worker and recruitment Help to identify a suitable person for a specific job and raise the organisational and specific effectiveness

It helps to identify and organizing potential job applicant through effective measures

Recruitment coverage is important to catch the attention of a sizable pool of job people which in ways help identify best on the list of large pool.

A appropriate recruitment policy of the organisation take in concern of legal and sociable obligations of the company and help to fulfil those like maintain gender proportion, child labour legislation etc.

Recruitment policy is important to reduce the recruitment cost by choosing a highly effective and less costly approach to recruitment which can draw in large pool of job seekers.

Recruitment also helps to make a image about the organization in the mind of potential job seekers. Applicants relate recruitment with organizational culture and work.

It helps to develop job satisfaction one of the employee because they're identified based on their skills which can be suited to particular job.

It is important for forecasting the workforce need aligning with home based business strategy.

3. CGI Information Systems & Management Consultants

CGI was founded in 1976 by Serge Godin in Quebec City of Canada. Later, he was became a member of by Andre Imbeau plus they together built the company which was based on the shared imagine "To create an environment in which we enjoy working along and, as owners, contribute to creating a company we can be pleased with. "

CGI, the name is a French acronym for "Conseillers en gestion et informatique", which when literally translated to English becomes information system and management specialist.

Today, with an increase of than 30 years of experience CGI is rolling out itself into a leading IT and business process services provider to major companies across the globe. Headquartered at Montreal, Canada, CGI employs more than 27000 employees in over 107 offices worldwide with 15 delivery centers across 5 countries. CGI is authorized ISO 9001-2004 and has CMMI Levels 3 and 5-compliant global delivery centers.

3. 1 Eyesight, Quest and Values

The ideas that resulted in the creation of CGI and its further development is named the CGI Aspiration to which all the employees of the CGI are attached and guided by in their day to day behavior. This wish has its root in the very idea that encouraged Serge Godin and Andre Imbeau to produce this company

"To build an environment in which we enjoy working alongside one another and, as owners, contribute to building a company we can be pleased with. "

The mission of CGI as taken from its website says

"The objective of CGI is to assist private and open public sector organizations with professional services of fantastic quality, competence, performance and objectivity, delivering the best answers to fully satisfy customer objectives in information technology, telecommunications and management. In every we do, we foster a culture of relationship, intrapreneurship and integrity, building a world-class end-to-end it company. "

With this objective statement, CGI depicts not only the company's goal but also its target & principles.

Sharing the same ideals allows the management and employees to take pleasure from appreciable autonomy and swiftness of action without compromising their cohesiveness. It is with these ideals, that they are able to mobilize teams more rapidly and bring together the most experienced individuals from across the company who are able to quickly come up with a solution for any given obstacle. The principles are depicted in the diagram below

3. 2 Environment Overview

The following schematic diagram shows the environment overview of CGI.

The market environment where CGI manages is highly competitive because of many such firms providing the same services and scarcity of very skilled employees as each one of these companies try to attract them with better remunerations and benefits. Also, each one of these service provider companies compete and bet for just about any major task which any customer comes up with.

CGI, since its inception in June 1976 has preserved a high expansion trajectory and in only 33 years of its existence its revenue has reached to $3. 8 billion as shown below in the table






Revenue: $25 million

Revenue:$0. 12 billion

Revenue: $3. 8 billion

Also, being truly a technology powered company CGI has always given focus on the skill-sets of the employees and the selection of the people are done mainly on the basis of area knowledge as well as their inter-personal skills.

We also discover that the composition which CGI uses is highly flexible unlike BHEL (in which a rigid bureaucratic system is implemented). Using its flexible framework, the employees of CGI can interact directly with any mature member of the organization. Also, the timings at CGI are very flexible meaning depending on demand of the job an employee may have to work on holidays nevertheless they can avail comp-off facility wherein they can take a leave on any morning in lieu of the excess day that that they had worked before.

3. 3 Forecasting- Demand Side

CGI has its offices (divisions) in many countries and demand forecasting because of its employees are done on the division-to-division basis, i. e. each office is responsible for recruitment and recruitment insurance plan is led by the organization office. Generally, it's the responsibility of the Tech Manager / Task Manager / Technical Director to forecast the demand of the employees with respect to the number of assignments the company seeks to get and then this need is passed on to the "Resource Management Group", RMG, which then verifies all information regarding the requirement of the employees. RMG upon verifying everything moves on the requirement information with the details of the skill-sets necessary to the recruitment team. The complete process can be shown with the diagram below

As in other service agency firms, CGI retains a bench of employees to meet unexpected demand of the employees and also to show their Human Resource Strength in order to get the prospective clients easily. Also, the bench power helps the business bid for any project in a more effective way.

3. 4 Employees Policies

3. 4. 1 Repayment Strategies

CGI uses the "Lead-the-Market Pay Strategies" to truly have a distinct gain in recruiting. Also, as many of the customers of CGI are USA based companies, so some of the employees have to work in midnight shift to align their time with the USA timing and for this CGI pays night-shift allowance to their employees in addition to their regular pay.

CGI differentiates the fresher who sign up for the business at the entry-level based on their educational backdrop and the college or university/institute/university that they have graduated. Also, CGI has different training and development course for different employees and various pay-scales depending after the job-profile that they were offered. For example, the company gets the training program of 3 to 6 months for recently recruited graduates from IITs/NITs and they are paid in the level of 4 to 5 lakh per annum depending on their role. For others, the training program generally previous for 12 months and they're paid an total annual compensation deal of 3 lakh.

3. 4. 2 Work termination Policies

In regard of the work termination guidelines, CGI practices the "Employment-at-Will" coverage where either get together in the work relationship can terminate that relationship at any time irrespective of cause. Generally, when the termination is from the staff side then the employee has to provide a notice of minimum 2 weeks to the company so when it is from the business side then your company either supply the employees 2 calendar months of salary or they provide them 2 a few months of grace period so that the staff can look for another job for the reason that period. Also, as the recruitment and attrition rate is high in service sector, CGI doesn't follow the "As a consequence Process Insurance policy" to be able to lessen the needless bureaucratic cost.

3. 4. 3 Work Force Variety & Relocation Program

To control the workforce diversity, CGI being truly a Canada based company has a policy of retaining a certain percentage of female workforces in the business. Also, it attempts to recruit folks from all faith, region, caste and race and don't discriminate job seekers on the above issues. CGI also has the coverage of celebrating all the major festivals throughout the year and provides appropriate leaves on these days.

3. 4. 4 Finding & Keeping the Best Employees

As the environment where CGI performs is highly active where attrition rate is very high it provides bare minimum relocation package. The relocation offer mainly includes reimbursement of travel charges and a stay of 1 1 one month in company's guest house.

For "Finding and Keeping the very best Employees", CGI has the "Job Retention Amount coverage" for market skills. Also, they provide their employees yearly reward and appraisal hikes mainly on the project basis.

3. 5 Recruitment Sources

The schematic diagram shown below shows quite sources of recruitment both at the entry level as well as the mid-level position.

CGI considers "walk-in" as the best source of recruiting because of its basic level positions as this is the most effective and cheapest setting of recruiting. Internal recruiting is performed mainly for the mid-level positions and proportion of inner to exterior recruitment throughout the business is approx. 50:50.

In order to provide additional advantages to its employees, the company provides "Employee-Referral Program" to them. Between the Direct Candidates and Referrals, we see below in the chart that almost 70% is performed through referral program. Though, the business has the insurance plan of not allowing most of its employees to take pleasure from the benefits of "Employee Referral Program", especially those from the Individuals Resource Department, to be able to make the recruitment and selection process neutral.

The company to meet its unexpected demand of employees relies heavily on job sites and job agencies. The key job sites and employment agencies through which CGI recruits are: Timesjobs. com, Naukari. com, Monster. com and DynPro Inida, Volantis Systems, Adecco India, People 360D Consulting.

CGI also recruits through campus placements and trips major colleges/institutes for the recruitment at entry-level position.

3. 6 Recruiter's Characteristics and Behaviours

For recruitment, selecting the recruiter is done mainly on the basis of their area knowledge, experience on the market and communication skills.

The recruitment -panel comprise mainly of HR Specialists and Domains Experts.


BHEL is the largest engineering and production company in India. It is established 40 years back. The first seed is set up in Bhopal, ushering in the indigenous Heavy Electrical Equipment industry in India. BHEL has more than noticed this aspiration with a well recognized history of performance. It's been earning profits since 1971-72 and paying dividends since 1976-79. It makes over 180 products under 30 major product categories catering to areas like power era and transmitting, industry, transportation and telecommunication, green energy etc which sorts the central of the Indian overall economy. BHEL has wide network of 14 manufacturing divisions, 4 local electric power sector centers, over 100 project sites, 8 service centres and 18 local offices.

4. 1 Perspective, Quest & Values


"A world class engineering business committed to improving stakeholder value. "


"For being an Indian multinational enterprise, providing total business alternatives through quality products, system and services in the field of industry, energy, transport etc. "


Zeal to Excel and Zest for change

Integrity and Fairness in every Matters

Respect for Dignity and Probable of individuals

Strict Adherence to Commitments

Ensure Speed of Response

Foster Learning, Creativeness and Team-work

Loyalty and Pleasure in the Company

BHEL focuses to become world's one of the best manufacturing organization with systems routines and technology as top notch. The emphasis is given on staff welfare. To enhance the quality of processes it spends heavily on the R & D steps to meet its goal. The recruitment process is stored in-line to enhance the operations and quality and remember the interest of all stakeholders like the society at large. The company strives to become more transparent and in charge of its actions and their implications towards environment.

4. 2 Environment Overview

BHEL being truly a PSU has steady working environment where people feel anchored about their long-term work. The demand for the workforce is also rather secure in BHEL with regards to the services industry. It's among the best executing Navaratna of the united states. The total income is just about Rs. 2, 000 crore. The heavy electro-mechanical equipment industry has been a less competitive one for BHEL. The reason high entrance cost hurdle for the industry. As is the situation of many manufacturing firms, it offers rigid operating-system. Although it has the highest R & D costs in commercial India the systems and procedures are generally routine. The operating-system is relatively rigid and major changes are released based on the R & D division with slow benefits of changes. It offers strong employee durability of 47000 comprising of both skilled and semi skilled employees. To give impetus to continuous development and progress, Human Learning resource Development Institute (HRDI) in association with Advanced Techie Education Centre (ATEC) manages the total individuals source of information development of the business. It also serves as assessment centre for mature executives.

4. 3 Forecasting- Demand Side

Demand for recruitment is generated from two options.

1. Planned needs are made because of home based business development

2. Various other anticipated needs because of retirement of more aged employees, special offers and lateral exchanges are also there.

Attrition rates are low and are mainly at lower levels (E1 graduate trainee), so these needs are almost negligible.

Corporate HR office decides the necessity of varied divisions for the next calendar year for different products. That is done predicated on the existing man vitality as well as future business plan which will require additional man power.

Accordingly the advertisements in national papers in various languages are directed. Also various nationwide executive and other institutes are chosen from which the recruitment will be achieved.

Requirement is passed on to various divisions from which local HR heads and technical persons will take interview of the picked employees. In case of campus recruitment a team of HR as well as complex specialists will be chosen based on physical closeness and other feasibility factors that will conduct short listing and interviews of prospects.

One important thing is not a bench is maintained. That is recruitment is performed as per plan not for unpredicted and uncertain future requirements.

4. 4 Personnel Policies

Under this section, we are evaluating the many personnel regulations of the BHEL. BHEL has many attractive procedures to task it as an option for life time career to its possible employees.

4. 4. 1 Payment Strategies

BHEL does not follow the "Lead-the-Market Pay Strategies" as it offers lot of additional benefits other than the salary element. They have same pay size for all those employees at the same level and there is fixed increment of 3% on basic pay each year. With various components like DA, HRA and other allowances, real salary increases to at least one 1. 96 times the essential pay. There are other benefits like subsidised good quality foods, medical benefits and facilities of guest residences at major holiday spots. BHEL provides the long-term career stability and the incentives to keep the employees happy and satisfied.

4. 4. 2 Job termination Policies

BHEL comes after the "Due Process plans" for termination. Being a PSU with a divisional composition follows this insurance policy as it grooms its employee for senior positions. The process is highly bureaucratic and before termination a thorough enquiry is performed of the employees past track record and the seriousness of offence. In case there is accidental death, there's a provision to provide job to 1 of the relative and settlement of the life span time salary.

4. 4. 3 Work Force Diversity & Relocation Program

To fulfil its legal and sociable obligations, BHEL handles the work-force variety keeping in line with the central government plan of providing caste based reservation to socially backward castes and communities. It also provides the option to employees to work as close as you possibly can to its home area. If that doesn't happen there's a heavy relocation program by providing allowances for transfer and the changes in benefits based on the living expenses of the transferred city. It offers accommodation to all or any its employees, car center for office and site appointments predicated on their designation.

4. 4. 4 Finding & Keeping the Best employees

BHEL supplies the incentives not limited to the employee also for the whole family. For special occasions like New 12 months, annual award functions etc the members of the family are also asked to the ceremonies. There is a fixed component of bonus offer which is given double a year. Benefit amount is generally a month salary of the employees. It awards employees who are excellent performers through performance related bonuses based on their eMap results and the response of reporting manger.

4. 5 Recruitment sources

4. 5. 1 Print media

Traditionally BHEL has relied on nationwide magazine dailies and periodicals. For their extensive reach to public.

4. 5. 1 E-cruitment

With the advent of IT BHEL has changed towards E-recruitment through its Profession. bhel. in where vacancies are placed regularly. Nonetheless it doesn't use other websites for recruitment purposes, though this style is at its BHEL doesn't use external consultant or recruitment organizations with the purposes. It usually relies on its own HR dept. with the purpose.

For campus recruitment it would go to India's best colleges including IITs and NITs.

Apart from exterior sources Internal sources are used for advertising purposes of labour resource.

It conducts an all INDIA written exam from which it selects students. These are needed interview process. Interviews are typically technical. That shows BHEL heavily relies on the technical skills rather than interpersonal and communication skills.

4. 5. 2 Internal recruitment

One of the primary reasons for having internal labour is to give chance to hard working people to remain stimulated. Those whose appraisal form reflects their performance gets quickly promoted.

It is necessary to involve some experience at complex levels to get people who know how to focus on machines and other technicalities of the process.

However this and referral process can cause favouritism if proper investigations are not looked after for the reasons of eliminating nepotisms and keeping fairness.

4. 5. 3 External recruitment

External new and young people always bring knowledge and new methods of working with them. From which even older people can learn.

Other reason is the fact it implies that organization offers everyone with equal opportunity to get selected. With the wide open test.

Also it offers with a wider ability pool to select new people.

Hence external is obviously preferred over interior and that is why the proportion in external and inside recruitment is 25/75.

4. 5. 4 Summer months Internship

Summer internship program is not considered as a source for last recruitment. Among the reason we can think of is the fact the summer program is just for the intended purpose of satisfying the guidelines laid down by the Govt. regarding required training programs which being PSU it need to check out.

4. 6 Recruitment Process

BHEL being a sizable player in a stable environment doesn't face too much attrition. It is convinced in long term romantic relationship. Hence it uses a lengthy process of paperwork where all documents (High school, Inter, Graduation) are verified. Also a physical test is used. These all procedures involved are there to maintain fairness.

4. 7 Recruiters Trait

Selection of recruiters is performed internally. Mostly older managers usually go for the interview process. Among the reason for which may be there experience in the technological field will come handy while selection of the applicant. There informativeness and complex knowledge are considered to be one of the important qualities others are superiority in terms of position.

Following steps are taken while planning the diagnosis form of recruits.

5. Conclusion

The main conclusion that people have drawn from this project are the following

There is a significant difference in the recruitment regulations of processing and service sectors

Both the sectors are moving towards electric recruitment to lessen the price of recruitment

Criteria for selection also vary like manufacturing evaluate complex skill of the applicant and service have other variables also like communication

High turnover rate in service sector compare to manufacturing

Manufacturing sector does not follow lead-the-market pay but service sector follow this because service sector has high growth

Direct recruitment is the primary process in developing while referral has major ratio in services

Both the sector follow inner and exterior recruitment polices

In making more recruitments are done at basic level compared to mature level

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