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INTRODUCTION TO NTPC
NTPC Limited is the largest thermal power generating company of India. A public sector company wholly owned by Government of India, it was incorporated in the year 1975 to accelerate power development in the country. Within a span of 30 years, NTPC has emerged as a truly national power company, with power generating facilities in all the major regions of the country. In the Forbes list of World's 2000 largest companies, 2008, NTPC occupies 317th place. With a current generating capacity of 30,144 MW, NTPC has embarked on plans to become a 75,000 MW company by 2017. Presently, Government of India holds 89.5% equity in the company and the balance 10.5% is held by FIIs, Domestic Banks, Public and others.

 RECRUITMENT and SELECTION are very meticulous processes and require expertise to perform them. Nowadays organizations especially PSUs who are receiving hefty competition from private sector have to tap upon the best possible work force available in the market in least cost possible and to perform this task they practice a detailed recruitment and selection process.

 It is seen that organization prefers big selection boards being cautious enough that the right and the most appropriate candidate is selected for the vacant post with valuable and experienced opinion of various field experts. The board definitely consists of Personnel Heads and CMDs. It is also seen that firms keep specially appointed members for selection of SC/ST reserved seats.

The pre-requisite of selection procedure is planning of budgets according to which various other aspects are decided. The other common feature in all the three PSUs is that all use Advertisements, campus recruitment and personnel consultants/agencies for recruitment. In addition IOC also consider website as a source of recruitment. In internal sources firms uses Promotion, Transfer and Deputed employees for recruitment, it should be noticed that none of the three firm uses Employee referrals as a source so that selection can be kept as unbiased as possible. In IOC Fresh blood are invited for the lowest grade only i.e. grade A and for higher posts personnel are placed internally. To know the real caliber of the candidate the organizations follow the practice of taking tests and specially WRITTEN TESTS. This shows the increasing trend of testing not only the knowledge of the candidate but his/her ability to express and spontaneity of the applicant. Induction training is becoming an integral part of the selection procedure with organization paying adequate or large time of selection process on induction. To make it more effective NTPC has divided its executive recruits into two groups i.e. E1 and E2 through which selected candidates can be familiarized to their work groups more efficiently. Whereas BHEL and IOC provide the recruits with common induction, with BHEL training its members as long as one year proving that what a vital role induction plays in the success of whole process.

 All the three organization should consider more sources of recruitment as it will broaden their choice group and facilitate selection for e.g. Field trips, unsolicited applicants. Unlike BHEL both IOC and NTPC do not consider deputed employees as a source of recruitment which can prove a very important source as cost over induction can be curbed in such an case As done by NTPC both BHEL and IOC should also categorize their executives into different groups so that more appropriate and concerning training could be imparted to the candidates. Like NTPC the other two organizations can also employee Experts in the selection committee for selection purpose.