:: MAHADISCOM - Maharashtra State Electricity Distribution Co. Ltd ::
 
>ABOUT MSEDCL
>CONSUMER SERVICES
>DISTRIBUTION LOSSES
>RIGHT TO INFORMATION ACT
>PROJECTS
>EMPLOYEE PORTAL
>INFORMATION FOR RETIRED EMPLOYEES
>PHOTO GALLERY
>THEFT OF ELECTRICITY
>PRESS RELEASES
>MAHAVITARAN VIDYUT
WARTA
>REGULATORY INFO
>LOAD MANAGEMENT
>HR DEPARTMENT
>Dept. Exam.,T&S,
Eklahare
>EMPLOYMENT & OPPORTUNITIES   
>SUPPLIER SERVICES
>IMPORTANT LINKS
>MISCELLANEOUS
>MSEDCL ARCHIVES

 

 

 




Joint recruitment of Mahadiscom and Mahatransco sets an example

 When the recruitment process of public sector units and government departments is mired in controversy, where money bags decided eligibility of the candidates aspiring to get the job, it seems out of the world that a large scale recruitment by some public sector unit which is also politically very sensitive, could remain clean and select the candidates on the basis of merit only.

Though it seems a strange phenomenon these days, it is a fact, which should be told to everybody that the Maharashtra State Electricity Distribution Company and the Maharashtra State Electricity Transmission Company have selected 1119 candidates for 19 categories recently through joint recruitment process. No money, no power could influence the recruitment process, as these companies choose the path of excellence and decided to select the job aspirants on the basis of merit only.

In the month of November 2006, the then managing director of the transmission company Mr Jayant Kawale and the present managing director of the distribution company Mr Sanjay Bhatia thought it better to handle the sensitive issue of recruitment through an agency which would remain neutral to any influence and would maintain secrecy in the recruitment process. They were allowed to choose the right path by the minister for power Mr Dilip Walse Patil.

The aim of the company to recruit a large number of candidates was to enthuse and invigorate the company with young blood who would decide its future in the brave new world, which believes in quality and efficiency.

After reviewing the vacancies in both the companies, Mr Kawale and Mr Bhatia awarded recruitment process to the Institute of Banking Personnel Selection. As the IBPS is known for its recruitment expertise, it decided to select the candidates through objective tests and personal interviews

As per the recruitment plans made by the IBPS, the Mahadiscom and the Mahatransco flashed recruitment advertisement on November 16, 2006 for 1482 posts. The last date for receipt of the application was December 17, 2006.

Total 13599 candidates sent applications of which 155 applications were rejected. The objective tests were conducted at Pune, Mumbai, Nagpur, Aurangabad and Nashik on February 12, 2006, March 3, 2006 and March 12, 2006. Total 13444 candidates appeared for the tests.

The list of the candidates allowed appearing for the written tests was displayed on the official websites of Mahadiscom and Mahatransco. But those could not get call letters were issued duplicate call letters. The companies took utmost care to prevent any kind of manipulation.

As per the standards decided by the company, the objective tests were conducted. The tests included two parts. Part I carried 150 marks based on professional knowledge and Part II carried 50 marks based on general aptitude. The answer sheets were checked by OMR machine.

The candidates were called for interview as per the minimum qualifying marks decided by the panel. The interview carried 50 marks. As per the norms, the 150 marks carried by the objective tests were converted into 90 marks and 50 marks of the interview were converted into 10 marks.

It is worth mentioning here that the whole recruitment process was transparent and everything related to the recruitment could be seen on the website of the Mahadiscom and Mahatransco. The results were also published through newspapers and electronic media. The postings of the selected candidates were also published on the website and the candidates were informed about it. The whole recruitment process was completed in five months only, maintaining utmost accuracy and transparency.

The entire joint recruitment process was monitored and coordinated by one each senior officers from the Mahadiscom and from the Mahatransco. These officers took utmost care and took lot of efforts in completion of the process. Due to their impeccable character and honesty, they could successfully deal with the sensitive issue of recruitment. Recognising their role, the companies have richly awarded them.

BOX

The joint recruitment drive conducted by the Mahadiscom and Mahatransco has set an ideal example for the people of Maharashtra. However it could happen only due to the impeccable character of the minister for power Mr Dilip Walse Patil.

Mr Walse Patil gave freedom to the companies to conduct the recruitment process as per their requirements and made it immune from any kind of outside interference of power and money.

It is to be mentioned here that recruitment has become a major source of income for the politicians through which they could make big fortunes. People offered more than one lakh rupees for the appointment of a class four employee.

But Mr Walse Patil, who is known for his upright behaviour, showed the way that being in power, the power could not corrupt him as it said that power corrupts the person who holds it.

It is expected that under his guidance and leadership, the power sector in the state would make strides and would solve the ongoing power crisis in the state.

 

 

 
 
 
 
 
Last Modified: Monday, 08-Oct-2007 17:08:51 IST
Copyright © 2004-2013 MSEDCL All rights reserved.