NPCIL Deputy Manager (HR) Recruitment 2025 – Notification Details
The Nuclear Power Corporation of India Limited (NPCIL) has released a notification for the recruitment of Deputy Manager (Human Resources). The online application process will start from 3rd November 2025, and the last date to apply is 27th November 2025.
About NPCIL
The Nuclear Power Corporation of India Limited (NPCIL) is a leading Public Sector Undertaking (PSU) under the Department of Atomic Energy, Government of India. It is responsible for designing, constructing, commissioning, and operating nuclear power plants in India. NPCIL plays a vital role in ensuring the country’s clean and sustainable energy development.
Number of Vacancies
There are 31 vacancies for the post of Deputy Manager (Human Resources).
Out of these, 12 vacancies are for Unreserved (UR) category, 2 for Economically Weaker Section (EWS), 4 for Scheduled Caste (SC), 2 for Scheduled Tribe (ST), and 11 for Other Backward Classes (OBC–NCL) candidates.
Age Limit
The upper age limit for the post is 30 years as on 27th November 2025.
Age relaxation is applicable as per Government of India norms — 5 years for SC/ST, 3 years for OBC–NCL, 10 years for PwD, and 5 years for Ex-servicemen.
Pay Scale
The basic pay for Deputy Manager (HR) is ₹56,100 per month, which corresponds to Level–10 of the 7th Central Pay Commission (CPC).
Including allowances and benefits, the approximate monthly salary will be around ₹80,000.
2025 Detailed notification of NPCIL Download
NPCIL Deputy Manager (HR) – Selection Process
The recruitment for Deputy Manager (HR) in NPCIL will be conducted in two stages:
Stage I – Online Written Examination
Stage II – Personality Interview
Both stages are explained below.
Stage I – Written / Online Test
Duration: 120 Minutes
Total Questions: 120
The written test will be divided into two parts:
Part I – Management Aptitude (50 Questions)
Part II – Professional Discipline (70 Questions)
Part I – Management Aptitude Syllabus
Includes questions from:
Quantitative Aptitude
Reasoning
Ethics in Public Service
Right to Information (RTI) Act
English Language
Data Interpretation
General Awareness
Part II – Professional Discipline Syllabus
Covers subject areas such as:
Human Resource Management (HRM)
Organisational Behaviour (OB)
Labour Laws
Industrial Relations (IR)
Labour Welfare
(The detailed syllabus for Part II is provided below on this page.)
Marking Scheme
1 mark will be awarded for every correct answer.
0.25 mark will be deducted for every incorrect answer (one-fourth negative marking).
Thus, the total marks for the written exam are 120.
Cut-off Marks (Written Test)
Unreserved (UR) Candidates: 40%
Reserved Category Candidates: 30%
Stage II – Personality Interview
Candidates shortlisted from the written exam will be called for a Personal Interview in a 1:4 ratio.
For 48 vacancies, approximately 192 candidates will be shortlisted.
Interview Marks: 100
Cut-off Marks:
Unreserved (UR): 60%
Reserved Categories: 50%
Final Selection and Weightage
The final merit list will be prepared based on the combined performance in both stages.
The weightage for the two stages is:
Written Exam: 50%
Interview: 50%
The NPCIL Deputy Manager (HR) examination consists of two parts:
Part I – Management Aptitude (50 Questions)
Part II – Professional Discipline (70 Questions)
In total, there will be 120 questions.
Part I – Management Aptitude Syllabus
Quantitative Aptitude
Reasoning
Ethics in Public Service
Right to Information (RTI) Act
English Language
Data Interpretation
General Awareness
Part II – Professional Discipline Syllabus
Personnel Management – Functions, Job Analysis, Job Description, Job Evaluation, Organisation Structure, Manpower Planning, Recruitment & Selection, Placement and Induction
Principles and Practices of Management
Human Resource Management (HRM) – Concepts and Functions, Performance Appraisal, Career Planning, Succession Planning
Job Specification and Competency Development, Communication
Training and Development, Management Development
Compensation Management
Organisational Behaviour (OB) – Concepts, Importance, Evolution, Group Dynamics, Motivation, Morale, Leadership, Job Satisfaction, Organisational Change, Development, and Climate
Industrial Relations (IR) – Concept, Scope, IR Systems, Industrial Disputes, Machinery for Settlement of Disputes, Workers’ Participation in Management, Code of Discipline, ILO, Grievance Handling, and Disciplinary Action
Trade Unions – Meaning, Objectives, Functions, Theories, Trade Union Movement in India, Leadership, Inter and Intra-Union Rivalry, Role of Different Parties, Bipartism and Tripartism
Labour Legislation – Principles, Implementation Machinery, Labour Legislation and Indian Constitution
Important Acts to be Covered:
Factories Act, 1948
Industrial Disputes Act, 1947
Trade Union Act, 1926
Payment of Gratuity Act, 1972
Contract Labour (Regulation & Abolition) Act
Workmen’s Compensation Act, 1923
Payment of Wages Act, 1936
Minimum Wages Act, 1948
Industrial Employment (Standing Orders) Act
Maternity Benefit Act, 1961
Employees’ Provident Fund & Miscellaneous Provisions Act
Employees’ State Insurance Act
Right to Information (RTI) Act, 2005
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
The Rights of Persons with Disabilities Act, 2016
