In India, PSUs are government-owned corporations also known as Public Sector Undertakings. The central government, state government, or both can grant PSU status to a company if they hold at least 51% of its paid-up share capital. These organisations play a vital role in the country's economy and governance.

What is PSU through GATE?

Every year, lots of Public Sector Undertakings recruit/shortlist candidates for the post of Management Trainee (MT)/Graduate Engineer Trainee (GET) on the basis of GATE score. Some PSUs consider the GATE score as the sole criterion for selection, while some shortlist candidates for further stages like group discussion and interview on the basis of the GATE score.

PSU jobs are highly in demand because the sector offers stability, good salaries, and many benefits. This is why, every year, PSU recruitment drives attract thousands of candidates, especially in the technical and management fields. Many of these opportunities are available through exams like GATE (Graduate Aptitude Test in Engineering).

List of PSUs Recruiting Through GATE

Every year lots of PSUs recruit candidates on the basis of GATE scores. Some of the PSUs that recruit candidates every year through the GATE exam are given below:

As we know, public sector undertakings are classified in three categories. These categories are Maharatna PSUs, Miniratna PSUs, and Navratna PSUs. Miniratna PSUs are further classified as Miniratna I and Miniratna II. Let us look at some of the PSUs that recruit through GATE scores.

Other than the above-mentioned PSUs, various research establishments like BARC, DRDO, etc., also shortlist candidates for the post of scientist on the basis of GATE scores. Several state governments also recruit candidates for the post of JE/AE on the basis of GATE scores.

PSUs Without GATE – Recruitment Process

Till now we have seen PSUs recruiting through GATE. However, there are various PSUs that recruit candidates without a GATE score. These PSU conduct their own exam for the recruitment of candidates. One of the biggest benefits of such recruitment is that candidates who didn’t appear in GATE or didn’t score good marks in GATE are also eligible for such PSU recruitment. Let us look at the recruitment process of PSUs without a GATE score.

Some PSUs that don’t recruit through GATE scores are:

Other than the above-mentioned PSU, research organizations like BARC and ISRO also conduct their separate exams. State engineering bodies like state electricity departments like UPPCL, MPPGCL, etc., and state engineering services like MPPSC and UPPSC also conduct their own exams for the recruitment of candidates.

Jobs in PSU

Let us explain further: what exactly are jobs in the Public Sector Undertaking (PSU)? These jobs generally involve working in sectors such as energy, infrastructure, defence, and finance, serving national interests while building a strong career. At the same time, there are specific criteria to apply in PSU, the most important of which is the PSU age limit. As per the official information, the age limit for PSU through GATE is between 21 and 28 years, although it may vary depending on the organisation and role. Also, it is important to check the GATE age limit for PSU recruitment updates for the most accurate information.

Let us now know the different types of PSUs in India and their classification, while each type plays a unique role in the development and economy of the country.

Classification of PSUs

• Maharatna PSUs
• Navratna PSUs
• Miniratna Category- I
• Miniratna Category- II

 

Maharatna PSUs:

Maharatna is a status awarded to leading public sector enterprises, granting them the authority to make foreign investments of up to Rs 5,000 crores without requiring government approval. To qualify as Maharatna, a company must achieve an annual net profit of over Rs 5,000 crores, a net worth of Rs 15,000 crores, and a turnover of Rs 25,000 crores over the past three consecutive years. Currently, the CPSEs with Maharatna status include: BHEL, BPCL, CIL, GAIL, HPCL, IOCL, NTPC, ONGC, PFC, RECL, OIL INDIA LIMITED, PGCIL, SAIL, and HAL.

Navratna PSUs:

Navratna status is awarded to companies by the Department of Public Enterprises, Government of India. To qualify as a Navratna, a company must score at least 60 out of 100. The score is based on six parameters, including net profit to net worth, total manpower cost to total production or service cost, PBDIT (Profit before depreciation, interest, and taxes) to capital employed, PBDIT to turnover, EPS (Earnings per Share), and inter-sectoral performance. Additionally, a company must first be a Miniratna and have four independent directors on its board before it can be designated as a Navratna. The Navratna status grants privileges to enhance financial and operational autonomy and allow companies to invest up to Rs 1000 crores or 15% of its net worth in a single project without seeking government approval. Annually, these companies can spend up to 30% of their net worth, not exceeding Rs 1000 crores. They also have the freedom to enter joint ventures, form alliances, and establish subsidiaries abroad.

Miniratna PSUs:

Talking about Miniratna, the Government of India started giving "Miniratna" status to some public sector companies in 1997. Its purpose was to give more financial power to those companies that were earning good profits. Miniratna companies are divided into two categories - Category I and Category II. Let's understand these two categories:

As we discussed earlier, India’s Public Sector Undertakings (PSUs) are classified into different categories based on their financial performance, operational efficiency, and strategic importance. These classifications help in identifying their autonomy and influence in the economy. As of now, there are 14 Maharatna, 25 Navratna, 51 Miniratna Category-I, and 11 Miniratna Category-II companies. These companies are playing a unique role in driving the growth and development of the country. All these are shown through the table below:

PSUs Salary Structure

Let's move further and explore the most exciting part, the salary in PSUs? So far, you have known what a PSU is and how many PSUs there are across the country, as well as how to get entry into this sector. Now let's know what is the salary of a PSU job? Known for its stability and attractive perks, PSU jobs offer competitive salary packages as well as job security, as well as benefits like perks and pension, making them a great career choice for many ambitious professionals across the country.

PSUs Age Criteria

An important feature of PSU recruitment through GATE is the varying age limits and eligibility criteria set by different PSUs.

Age limit: Different PSUs set different upper age limits for selection/shortlisting of candidates on the basis of GATE score.

When it comes to applying for jobs in public sector undertakings (PSUs), age criteria play a vital role. Each PSU prescribes specific age limits based on the position, category of the candidate, and level of responsibility. Understanding these age requirements is important to plan your career path and ensure you meet the eligibility criteria before applying. Let us understand the age limits in the PSU sector:

Eligibility: Every PSU has different eligibility for selecting/shortlisting candidates on the basis of GATE score. In some PSUs, candidates must have secured 70% aggregate marks in their B.Tech program, while some PSUs keep the percentage criteria a bit lower. In some PSUs, only candidates from particular branches are eligible to apply, whereas in some PSUs, candidates from any engineering branch are eligible to apply. Candidates should check the eligibility criteria before applying.

PSUs Percentage Criteria

When applying for a job in a PSU, several criteria must be met, with your academic performance being a key factor. Most PSUs require a minimum percentage in qualifying exams like B.E./B.Tech or equivalent degree. This ensures that candidates meet a certain academic standard. While cut-off percentages vary across organisations and categories, meeting the percentage criteria is a must for eligibility and shortlisting.

PSUs Path with MADE EASY

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Application Process

The application process for every PSU is separate. Candidates who want to work in any particular PSU should apply in that PSU once the job notification is released. Candidates can also follow the MADE EASY job box and the MADE EASY YouTube channel to stay updated on the recent openings in PSUs.

Step-by-Step PSU Recruitment Process

As mentioned above, different PSUs have different methods of recruitment. Some consider the GATE score as the sole criterion for selection, while some PSUs use the GATE score for shortlisting of candidates. Let us have a look at what a general recruitment process of any PSU is.

If the recruitment is done on the basis of the GATE score.

In short, the recruitment process of PSU on the basis of GATE score is:

If the organization is conducting its own exam for recruitment.

• Every year job notification is released by the PSU. The eligibility criteria, including age limit, aggregate percentage, etc., are also mentioned in the notification.
• Interested candidates apply within the given time period.
• After online application, the organization conducts examination/CBT at different locations.
• After the successful completion of the examination, the answer key is released by the PSU/organization. Candidates can check their responses, and if there is any mistake in the answer key, they can raise an objection within the given time frame.
• After the objection window is closed, the final result/scorecard/merit list of selected candidates is published.
• Some PSUs conduct interviews after publishing the written result.
• After result declaration and interview, candidates are called for document verification and medical examination. Those candidates who are medically fit and have all the relevant documents are finally selected.

In short, the recruitment process of PSU without GATE score is:

 

Benefits of Working in PSUs (Job Security, Salary, Perks)

In India, working for a public sector undertaking (PSU) is considered a highly secure employment option. For engineering graduates, working in a PSU provides the highest status and prestige in society; this is because of the numerous benefits that a PSU provides to employees and their families. The most critical and widely known benefits of being an employee of a PSU are job security, salary structure, additional benefits, work-life balance, and long-term career growth.

1. Job Security:

• PSU provides very high job security in comparison to private sector organizations. This is because the employment provided by a PSU is controlled by the government, and, therefore, they are less affected by market fluctuations in comparison to private sectors where layoffs are based on those fluctuations.
• Generally, PSU employees are not terminated from employment unless there is an extreme case of misconduct.

2. Salary Structure:

• As PSUs are controlled by the government, they follow government-decided pay commissions (currently 7th); as a result, generally PSUs offer higher salaries to fresher engineering graduates in comparison to the private sector.
• Other than a handsome salary, PSUs offer an annual increment in salary.

3. Perks and allowances:

• PSU offers a wide range of perks and allowances, which significantly increase the CTC. Some of the perks and allowances offered by PSUs are HRA, TA, DA, night duty allowance, national holiday allowance, mobile/internet allowance, uniform allowance, newspaper allowance, etc.

4. Work-life balance:

• PSU offers great work-life balance; generally there are fixed working hours in PSUs. However, in some cases, if employees have to work extra, they get overtime allowances.
• Generally, weekends are off in most PSUs.

5. Long-term career growth:

• PSUs offer long-term career growth with time-bounded increments. This ensures long-term career growth along with a stable life.

PSU Bond Period, Work Culture in PSUs & Service Agreement Information

Generally, all the PSUs have bond and service agreements. PSUs spent lots of resources in order to hire talented individuals, and therefore some PSUs have a certain bond amount so that the new employees don’t resign or leave the organization immediately after training. The bond amount varies in each PSU. Candidates need to serve a particular period in a PSU before resigning in order to avoid the bond amount. This period can range from 1 to 5 years.

Lots of candidates have a misconception that the bond amount is an earning method of PSU. The PSUs are government-controlled organizations that use government funds, taxpayers' money, and resources; therefore, it becomes necessary to ensure that taxpayers' money is not wasted.

Bond ≠ PSU earning method
Bond = A method to ensure taxpayers money is not wasted

PSUs generally have a great work culture. Although there are deadlines, targets, and urgencies in PSUs, they are not as rigid as in the private sector. The work environment is driven by government policies, and the culture is maintained in such a way that it offers long-term growth, work-life balance, and job security.

PSU vs Private Sector

Parameter	PSU	Private Organization
Job Security	High	Not very high, generally performance based
Work Pressure	Moderate, employees can have stable work life balance	High
Work life balance	Better work life balance	Varies
Perks and Benefits	Better perks and benefits	Very less perks and benefits
Salary (initial stages)	Handsome salary for fresher	Not all organization provide high salaries to fresher candidates.
Transfer	Very common	Rare
Career growth	Time bounded and slow	Generally fast; also depends upon management and performance
Retirement benefits	Great retirement benefits	Very limited