A Study of Recruitment and Selection Process

8/10/2019 A Study of Recruitment and Selection Process

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A STUDY OF RECRUITMENT AND SELECTION PROCESS

IN

BHARTI AIRTEL LIMITED

SUMMER TRAINING PROJECT REPORT

SUBMITTED TOWARDS PARTIAL FULFILLMENT

OF

BACHELOR OF BUSINESS ADMINISTRATION

(AFFILIATED TO CH. CHARAN SINGH UNIVERSITY, MEERUT)

ACADEMIC SESSION (2010-2013)


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PREFACE

People are a companys most important assets. They can make or break the fortunes of a

business. In todays highly competitive business environment placing the right people in the right

position is very critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for obtaining

the best possible person-to-job fit that will, contribute significantly towards the Company's

effectiveness. It is also becoming increasingly important, as the Company evolves and changes,

that new recruits show a willingness to learn, adaptability and ability to work as part of a team.

The Recruitment & Selection procedure ensures that these criteria are addressed

In this project I have studied Recruitment and Selection process of Bharti Airtel Limited and

attempted to provide some ways so as to make recruitment more effective and to reduce the cost

of hiring an employee.

I am privileged to be one of the students who got an opportunity to do my training with Bharti

Airtel Limited.My involvement in the project has been very challenging and has provided me a

platform to leverage my potential in the most constructive way.

Bharti Airtel Limited is one of India's leading Telecom Company offering complete

Telecommunication Solutions that encompass every sphere of life. In a short span of time,

AIRTEL has set an example by having a steady and confident journey to growth and success.

During the training period I have studied deeply the process of hiring in Bharti Airtel Limited

and did a SWOT analysis of Bharti Airtel Limited to find out the existing shortcomings and

potential threats and thereby recommended suggestion.


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ACKNOWLEDGEMENT

In the process of completing this, project Study of consumer behavior about Pureit of HUL. I

have received cooperation from many quarters.

I express my sincere gratitude and thanks to Ms. Swati Agarwal (Faculty), IMS Ghaziabad for

giving me an opportunity to enhance my skill in my project. I am thankful for her guidance,

patience and consummate support. I extend my heartiest thanks to her for enlightening my path.

Without her sincere advice, this project has been impossible.

Moreover, I would also like to thank the various people from AIRTEL, NOIDA who were

involved with this project and gave me invaluable guidance in this regard. They introduced me to

a multi-billion dollar company and made me understand a whole new way of delighting

customers Worldwide. Without their help, this project would not have been as comprehensive

and detailed as it is.

I also feel grateful and elated in expressing my indebtedness to all those who have directly or

indirectly helped me in accomplishing this research.

With Regards,


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TABLE OF CONTENT

S.NO CONTENT PAGE NO.

1 Preface 1

2 Acknowledgement 2

3 Executive Summary 4

4 Introduction to Topic 5-15

5 Company profile 16-28

6 Objectives of the study 29

7 Research & Selection Process at Airtel 30-51

8 Research Methodology 52-55

9 Data Analysis & Findings 56-72

10 Conclusion & Recommendations 73-74

11 Limitations 75

12 Appendices 76-80

13 Bibliography 81


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EXECUTIVE SUMMARY

In todays rapidly changing business environment, organizations have to respond quickly to

requirements for people. The Telecom market has been witnessing growth which is manifold for

last few years. Many private players have entered the economy thereby increasing the level of

competition. In the competitive scenario it has become a challenge for each company to adopt

practices that would help the organization stand out in the market. The competitiveness of a

company of an organization is measured through the quality of products and services offered to

customers that are unique from others. Thus the best services offered to the consumers are result

of the genius brains working behind them. Human Resource in this regard has become an

important function in any organization. All practices of marketing and finances can be easily

emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is

important to have a well-defined recruitment policy in place, which can be executed effectively

to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right

candidate could turn out to be costly mistakes for the organization. Therefore a recruitment

practice in an organization must be effective and efficient in attracting the best manpower.

CoverageThe extent and limitation

Like in the case of BPOs, Telecom sector too faces the problem of attrition. Thus, recruitment is

an ongoing process carried throughout the year. The project is based on the study of recruitment

process. The various recommendations suggested have been the result of the study. The idea is to

generate ways of dealing with high attrition and making hiring process manageable and efficient.

To pursue these, I would be going through the recruitment policies of the company. By active

participation in the recruitment process, the areas where improvement can be bought about can

be identified.


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INTRODUCTION

TO

TOPIC


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4. RECRUITMENT

According to Fippo-

It is process of searching for prospective employees &stimulating & encouraging them to apply

for job in an organization.It is the activity which links the employer and job seekers.

According to Yoder-

Recruitment is the process to discover the sources of manpower to meet the requirements of the

staffing schedule and to employ effective measures for attracting that manpower in adequate

number to facilitate effective selection of an efficient working force.

It is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e.

the no. of applications for a job.

The process of generating a pool of qualified candidates for a particular job is the first step in the

hiring process.

The aim of recruitment is to attract qualified job candidates; the word qualified is stressed

because attracting applicants who are unqualified for the job is a costly waste of time.Unqualified applicants need to be processed and perhaps tested or interviewed before it can be

determined that they are not qualified, to avoid these costs the recruiting efforts should be

targeted solely applicants who have the basic qualification for the job.

Recruitment forms the first stage in the process which continues with selection & ceases with

placement of the candidates. Recruitment &selection are critical elements of effective human

managements.

With the human resource management paradigm they are not simply mechanism for filling

vacancies. Recruitment & Selection is a function of major importance to the success of an

enterprise.

Placing the individual by:

1. Merit basis.


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2. Considering the persons interest, backgrounds & physical capacities.

3. Examining the job available.

4. Matching the available job recruitments with individual capacities.

The art of choosing men is not nearly as difficult as the art of enabling those one has chos en to

attain their full worth.

Recruitment is the process by which organizations locate and attract individuals to fill job

vacancies. Most organizations have a continuing need to recruit new employees to replace those

who leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment follows HR planning and goes hand in hand with selection process by which

organizations evaluate the suitability of candidates. With successful recruiting to create a

sizeable pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The

next step is careful examination of the job and enumeration of skills, abilities and experience

needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

Evaluate candidates via selection

Convince the candidate

And finally make an offer

Thus, we can say that:

Recruitment is the activity that links employer and job seekers.

It is the process of finding and attracting capable applicants for employment. It begins

when their applications are submitted. The result is the pool of application from which

new employees are selected.

It is the process to discover the sources of manpower to meet the requirements of staffing

schedule.


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Recruitment of candidates is the function preceding the selection, which helps to create a

pool of prospective employees for the organization so that the management can select the

right candidate for the right job from this pool. The main objective of recruit process is to

expedite the selection process.

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The organization philosophy should be kept in mind while formulating the recruitment

procedure.

The HR department would set the recruitment norms for the organization. However, the onus of

effective implementation and compliance with the process rests with the heads of the respective

functions and departments who are involved in the recruitment and selection process.

The process is aimed at defining the series of activities that needs to be performed by different

persons involved in the process of recruitment, the checks and control measures to be adopted

and information that has to be captured.

Recruitment and Selection is conducted by:

HR & Branch Manager

Functional Head

Factors affecting Recruitment:

All organization whether large or small, does engage in recruiting activity this depends upon:

1. Size of the organization.

2. The employment condition in the organization, the efforts of the past recruitment efforts which

show the organizations ability to locate good performing people.

3. Working conditions & salary benefit packages offered by the organization which may

influence & necessitate future

a) Recruiting


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b) The rate of growth of organization

c) The level of seasonal operations & future expansion &production programs.

d) Cultural, economic & legal factor etc.

E- recruitment:

Managers now use emails & the web to bypass campus career centers an email, news letter to the

student to get them interested in the firm the manager can take the complete responsibility for all

the recruiting. Doing their own recruiting also put them in better touch with the market &

their needs.

Sources of Recruitment:

There are a great number of recruitment sources available the most prominent of these sources

are:

Current Employees: Many companies have a policy of informing current employees

about job openings before trying to recruit them from other sources, internal job postings

give current employees the opportunity to move into the forms more desirable jobs

however; an internal promotion automatically creates another job opening that has to be

filled.

Referrals from current employees:Studies have shown that the employees were

hiring through referrals from current employees tend to stay with the organization longer

& display greater loyalty &job satisfaction than employees tend to refer people who are

demographically similar to themselves which can create equal employment opportunity

problems.

Former Employees: A firm may decide to recruit employees who previously worked

for the organization these are the people who are laid off or who work seasonally because

the employer already has experience with these people, they tend to be safe hires.

Print Advertisement: Advertisements can be used both for local recruitment efforts

(newspaper) & for targeted regional, national or international searches for instance;

clinical psychologists often find jobs through listing in American psychological

associations monthly newspaper.


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Internet Advertising: Employers are increasingly turning to the web as recruitment to

because on line ads are relatively cheap, are more Employment.

Agencies:Many organizations use external contractors to recruit & screen applicants

for position. Typically, the employment agencies are paid free based on the salary offeredto the new employees. Agencies can be particularly effective when the firm is looking for

an employee with a specialized skill. Another advantage of employment agencies is that

they often seek out candidates who are presently employed & not looking for a new job,

which indicates that their current employer is satisfied with their performance.

Recruitment in India

Recruitment in India is made through different channels. Recruitment procedure is quitesystematic & not wholly scientific.

Channels of Recruitment:

Recruitment through intermediaries

Recruitment through contractors

Direct Recruitment

Recruitment through employment exchange

Other Methods

Through Trade Union

Through Labour Office

Through referee

Recruitment through the web

This kind of recruitment is called e-recruitment; the company sends the newsletter to the

candidates, regular job updates to target the right candidate. The company selects the candidate

from the data base available this helps the company to directly contact the candidate. Once a

firm has prepared a job description & person specification. It will be time to advertise the

vacancy. They can do this internally or externally.


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Internal Recruitment:

Internal recruitment involves findings someone already employed by the Organization to fill the

vacancy.

Advantages of Internal Recruitment:

1. Applicants will already know the company & its methods of working & are therefore

likely to settle into the job a great deal easier than external candidates.

2. The cost of recruitment is reduced, there will be no need for external

Advertisements & all administrative cost & time involved in dealing with applications.

3. Internal Recruitment & promotions will increase motivation of work force.

External Recruitment:

External Recruitment means looking outside the company for candidates for vacancy.

Advantages of External Recruitment:

1)Introduces new people with new ideas, can allow leaps forward in thinking and helps

avoid getting stuck.

2)

Wider range of candidates giving more choice.3)Takes advantage of training provided by other companies, reduces costs & increase

skills.

There are a wide variety of methods firm can use to find suitable candidates the actual method or

methods used will depend upon the type of vacancy & number of vacancies available.

For skilled & professional workers it may be appropriate to use to find suitable candidates. The

actual method or methods used will depend upon the type of vacancy & the number of

vacancies. Headhunters can be used when senior management positions become vacant. Head

hunters will use their knowledge of employment market to find suitable candidates.

For semi skilled workers advertisements in local & nation newspaperman are appropriate. The

job center can be used for clerical administrative& unskilled workers.


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RECRUITMENT PROCEDURE

RECRUITMENT PROCESS

When there is any vacancy in any department or is going to arise the concerned department

informs the HR Department. If an internal transfer or selection can be done then the application

is asked from employees who are interested in career shifts can be selected to

the vacant place. The vacancies are internally advertised on the notice board.

Internal Sources:

Internal sources consist of employee referrals which enable quick availability of CVs to the HR

department earning better posts through referrals benefits the employees & getting quickly

eligible candidates & high moral of the employees benefit the company. But these internal

references are limited to filling up vacancies at the lower level.

The following guidelines are issued to streamline the internal recruitment procedure.

An employee must have at least worked for 5 years in the position where he is working to

become eligible for internal Recruitment.

Employees in the contractual obligation should also be permitted to apply against internal

advertisement but it depends on his qualification & efficiency work.

External Sources:

External Recruitment is conducted when there is no internal force to fill up the vacancy & the

company is looking out for new candidates. The external sources are used for recruiting

permanent employees or who are higher up impositions.

External Sources Used are:

1. Placement Agencies or consultants: - The vacancy is communicated to the placement

agency along with the job description & other specification. The CVs are sent in to the


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company where the HR Manager & the concerned department head specify according to

their recruitment.

2. Advertising: -Advertisements are given by- newspaper likes The Times of India, Indian

Express etc about the vacancy along with minimum qualification requirement.

Advertisement is used when qualified or experienced personnel are not available from

other sources.

3. Central Employment Exchange:-The HR Manager contacts the employment exchanges

& gets the suitable candidate for the required job.

SELECTION PROCEDURE

The various steps in the selection of the desirable person in the employment procedure starts

only after the applications from the prospective employees are receive by the concern .These

applications are scrutinized considering the standard set out by the organization,. The application

are screened out at each step and those who are found borne job

are selected finally .The following are the necessary steps generally involved in the selection

process;-

1) Preliminary interview

2) Application blank

3) Employment Test

4) Employment interview

5) Reference check

6) Medical examination

7) Final selection

STEPS IN SELECTION PROCEDURE:-

1. Preliminary interview:

It is the first step after receipt& scrutiny of the applications forms in the Selection

process. The purpose of this type of interview is to eliminate

the unqualified or unsuitable candidates .It should be quite brief just to have


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an idea of general education,experience, training, appurtenance, personality etc.

of the candidate & to obtain his salary requirements.

2. Application Blank:

A blank application or application blank is the next important weeding out device in the

selection procedure. The successful candidates in preliminary interview supplied with

the application blank to get a written record of the following information. Identify

information such as family background date & place of birth, age, sex, height,

citizenship, marital status etc. Information recording education: It include information

about his academic career ,subject taken at various levels ,school certificate & degree

level, grade, division or place awarded in school & college, technical qualification etc.

Expected salary, allowance & other fringe benefits.

3. Employment test

Psychological& other test are becoming increasingly popular even in India as a part of

the selection process. However their utility is controversial .The personnel department

can guide & help in the selection of type of tests appropriate for a particular position.

4.

Employment Interview:Perhaps this is the most complex & difficult part of the selection process. The purpose of

interview is to determine the suitability of the applicant for the applicant for the job & job

for the applicant. Interview must be conducted in a friendly atmosphere & the candidate

must be asked the Basis of job specification. Unwanted questions should be avoided

5. Reference Check:

Employers generally provide a column in the application blank for Reference. If the

applicant crosses all the above hurdles an investigation May be made on the reference

supplied by the applicants regarding his Past employment, education, character, personal

reputation etc. Reference maybe called upon on telephones or may be contracted through

mail or personal visit. Additional information can also be recorded by asking the

questions from references.


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6. Medical Examination:

In almost all the companies even in India medical examination is a part of the selection

process for all suitable applicants. It is conducted of the final decision has been made to

select the candidate. This is very important because a person of poor health may

generally be absent from work & the training given to him may go waste. A person

suffering from any disease nay spread it amongst others & all this effects the working of

the concern.

7. Final Selection:

If a candidate successfully overcomes all the obstacles or tests given above he would be

declared selected. An appointment letter will be given to him mentioning the terms of

appointment, pay scales, and post on which Selected, when he joins the organization etc.

It is the primary duty of the HR manager to introduce him to the company & his job.

In the selection of the candidate whatever may be the procedure the

personnel department plays an important role. It should be kept in the mind

that the decision to recruit the personnel is not taken by the personnel

Department. It however assists the top executives in selecting the candidate

by devising the application from preparing the job description & setting the

job specification.


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5. COMPANY PROFILE - AIRTEL

Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises.

Bharti Airtel, formerly known as Bharti Tele-Ventures Limited (BTVL). India's

largest and world's third largest cellular service provider.

More than 100 million subscribers as on 31 May 2010.

Airtel brand is headed bySunil Bharti Mittal.

Airtel provides mobile & fixed wireless services using GSM technology across 23

Countries.

Indias First Telecom Company that provides telecom services in all the circles.

The company also has a submarine cable landing station at Chennai.

Company shares are listed on The Stock Exchange, Mumbai (BSE) and The Per

Share price of Airtel in BSE is Rs 840.40 (17 may 2009).
http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Sunil_Mittalhttp://en.wikipedia.org/wiki/Sunil_Mittalhttp://en.wikipedia.org/wiki/Sunil_Mittalhttp://en.wikipedia.org/wiki/Sunil_Mittalhttp://en.wikipedia.org/wiki/Sunil_Mittalhttp://en.wikipedia.org/wiki/India


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CORE BUSINESS AREA

Mobile Services - We offer mobile services using GSM technology on 900MHz and

1800MHz bands, and are the largest wireless service provider in the country, based on the

number of customers. Its 85,650,733 mobile customers accounted for a market share of24.7% of wireless market, as on December 31, 2008. It offer post-paid, pre-paid, roaming

and value added services through our extensive sales and distribution channel covering

1,069,706 outlets. Its network is present in 5,057 census towns and 401,882 non-census

towns and villages in India, thus covering approximately 79% of the countrys

population. Its network operating centres, which monitor the health of its mobile

network, is located in Gurgaon, near Delhi, and Chennai.

Telemedia ServicesIt provide broadband (DSL) and telephone services (fixed line) in

95 cities with growing focus on new media and entertainment solutions such as DTH and

IPTV. They had 2,619,461 customers as on December 31, 2008 of which 37.9% were

subscribing to broadband/internet services. Its product offerings in this segment include

supply and installation of fixed-line telephones providing local, national and international

long distance voice connectivity and broadband Internet access through DSL. They also

remain strongly committed to our focus on Small and Medium Business enterprises. They

provide a range of customised Telecom/ IT solutions and aim to achieve revenue

leadership in this rapidly growing segment of the ICT market. The strategy of their

Telemedia business is to focus on cities with high revenue potential, except for DTH

which is an all- India offering. Airtel digital TV is available to customers through 23,200

retail points in 120 cities across the country.

Enterprise Services - Enterprise Services provides a broad portfolio of services to large

Enterprise and Carrier customers. This division comprises the Carrier and Corporate

business units. Enterprise Services is regarded as the trusted communications partner to

India's leading organizations, helping them to meet the challenges of growth.

CarriersCarrier business unit provides long distance wholesale voice and data services

to carrier customers as well as to other business units of Airtel. It also offers virtual


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Calling card services in the overseas markets. The business unit owns a state of the art

national and international long distance network infrastructure enabling it to provide

connectivity services both within India and connecting India to the world. The national

long distance infrastructure comprises of 90,205 kms of optical fibre, over 1,500 MPLS

and SDH POPs and over 1,250 POIs with the local exchanges, providing a pan India

reach.

Corporate This business unit delivers end to end telecom solutions to Indias large

corporate. It serves as the single point of contact for all telecommunication needs for

corporate customers in India by providing full suite of communication services across

data, voice and managed services. It specializes in providing customized solutions to

address unique requirements of different industry verticals; BFSI, IT, ITeS,

Manufacturing and distribution, media, education, telecom, Government and PSUs and

retail among others. Backed by the alliances with leading technology companies

worldwide and state of the art infrastructure, it offers complete range of telecom

solutions. These solutions enable corporate to network their offices within India and

across the globe, provide them infrastructure to run business critical applications and

provide them means to connect with their customers, vendors and employees.

Passive Infrastructure ServicesBharti Infratel provides passive infrastructure services

on a non-discriminatory basis to all telecom operators in India. Bharti Infratel deploys,

owns and manages passive infrastructure on an all India basis. The company had approx

61,355 towers as on December 31, 2008, out of which 35,066 towers would be

transferred to Indus Towers Ltd (a Joint Venture between Bharti Infratel, Vodafone &

Idea Cellular). An Indus tower has built 10,433 towers during April 2008 to December

2008.


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HISTORY

Bharti Tele-Ventures was incorporated on July 7, 1995 as a company with limited liability under

the Companies Act, for promoting telecommunications services. Bharti Tele-Ventures received

certificate for commencement of business on January 18, 1996. The Company was initially

formed as a wholly-owned subsidiary of Bharti Telecom ltd.

The chronology of events since Bharti Tele-Ventures was incorporated in 1995 is as follows:

Calendar year & Events

Year Events

1995 Bharti Cellular launched cellular services'AirTel'in Delhi

1996

STET International Netherlands NV, or STET, a company promoted by

Teleco Italia, Italy acquired a 20% equity interest in Bharti Tele-Ventures.

Bharti Telnet launched cellular services in Himachal Pradesh.

1997

Bharti Telnet obtained a license for providing fixed-line services in

Madhya Pradesh circle.

Bharti Telecom and British Telecom formed a 51%: 49% joint venture,

Bharti BT, for providing VSAT services.


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1998

First Indian private fixed-line services launched in Indore in the Madhya

Pradesh circle on June 4, 1998 by Bharti Telnet thereby ending fixed-line

services monopoly of DoT (now BSNL)

1999

Bharti Tele-Ventures (by acquiring a 63.45% equity interest in SC Cellular

Holdings) acquired an effective 32.36% equity interest in Bharti Mobile

(formerly JT Mobiles), the cellular services provider in Karnataka and

Andhra Pradesh circles

New York Life Insurance Fund, or NYLIF, acquired a 3% equity interest in

Bharti Cellular.

2000

Bharti Tele-Ventures acquired an effective equity interest of 40.5% in

Bharti Mobinet (formerly Sky cell Communications), the cellular services

provider in Chennai.

Bharti Tele-Ventures acquired a 30.2% equity interest of Telecom Italia in

Bharti Telnet and 18.8% from Bharti Telecom thereby making Bharti

Telnet a 100% Subsidiary of Bharti Tele-Ventures

SingTel (through its investment company Pastel Limited) acquired STET's

15.3% equity interest in Bharti Tele-Ventures

2003 Bharti Telescopic entered into a joint venture, Bharti Aqua net, with

SingTel for establishing a submarine cable landing station at Chennai.

Bharti Cellular acquired a 100% equity interest in Bharti Mobitel (formerly

Spice Cell), the cellular services provider in Kolkata.

Bharti Tele-Ventures acquired 85% and 15% in Bharti Telespatial from

Bharti Telecom and Intel, respectively.

Bharti Tele-Ventures acquired a 44% equity interest in Bharti Cellular

from British Telecom, thereby making Bharti Cellular its 100% subsidiary.

Bharti Telnet entered into license agreements to provide fixed-line


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services in the Haryana, Delhi, Tamil Nadu and Karnataka circles

Bharti Telesonic entered into a license agreement with the DoT to provide

national long distance services across India.

Bharti Telnet launched fixed line services in Haryana under the brand name

of TouchTel.

2004 Issue price fixed at Rs 45 per share, floor price fixed by the company.

Raises Rs 834crore

On 19 October 2004, Airtel announced the launch of a BlackBerry

Wireless Solution in India. The launch is a result of a tie-up between Bharti

Tele-Ventures Limited and Research In Motion (RIM)

Shares listed on BSE and NSE opens at 11% premium to its issue price of

Rs 45.

Enters into a 5-year agreement with Escotel and ETL of the Escorts group

to contract leased line connectivity for its cellular operations.

ICICI Bank ties up with Bharti for pre-paid mobile cards via ATMs.

Sunil Mittal, Chairman & Managing Director of the company, bags

Businessman of the year award by Business India.

2005 Airtel breaks interconnectivity with Tata Teleservices in Andhra Pradesh

Circle.

Air Tel launches Local direct dialling facility in Chennai circle.

Mobilises 5 m long term foreign currency borrowings for expansion of

cellular operations

Bharati Cellular unveils CareTouch service.

Punjab, Haryana get free incoming calls from Airtel.

Airtel provides SMS facilities to hearing impaired in Chennai

Goa, Maharashtra gets 'voice portal' services by Bharti Cellular.

Airtel mobile service in Chennai today launched its GPRS (General Packet

Radio service) network and an MMS (multi-media messaging) on the GPRS

platform.

Airtel surpasses 4 lakh subscriber base in Karnataka.


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2006 Bharti unveils new card for Mecca pilgrims

Airtel enrolls 50,000 customers in its mobile service in 60 days

Launches WAP enabled portal Service in Kerala

Bharti Cellular's Airtel has extended its mobile connectivity to Karaikkal,

Nagpur, Mannargudi and Kovilpalayam in Tamil Nadu circle.

Samsung India Electronics Limited has tied up with cellular operator

Bharti for bundling its mobile handsets with a connection.

Airtel launched two-way international roaming and GPRS for prepaid

customers in the Maharashtra and Goa circles.

2007 Airtel launches video services for its GPRS customers on February 22,

2005

Airtel unveils new TV ad featuring Sachin, Sharukh

Bharti Tele-Ventures launches telecom network in Andaman & Nicobar

BTVL unveil fixed line, broadband services

Bharti inks 5-m deal with Nokia for rural network expansion

Bharti Tele Ventures - Airtel introduces BlackBerry Connect in India.

Bharti Tele Ventures announces agreement with Vodafone

2008

Airtel unveils Re 1 STD plans

Airtel sets up customer centre

Sunil Mittal bags CEO of the Year award.

Cellebrum join hands with Airtel.

Airtel Mega unveiled in Coimbatore

Airtel joins hand with Microsoft.

2009 Bharti Airtel, telecom major, has come out with a slew of initiatives

including buying out SingTel's 50 per cent stake in joint venture undersea

cable company Network i2i.

Bharti Airtel Ltd has announced the following changes in the operational

leadership Structure and roles in the Company effective April 01, 2007.

Airtel signs agreement with HTC for touch screen mobile.


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2010

On 18 May 2010, Airtel won 3G spectrum in 13 circles: Delhi, Mumbai,

Andhra Pradesh, Karnataka, Tamil Nadu, Uttar Pradesh (West), Rajasthan, West

Bengal, Himachal Pradesh, Bihar, Assam,North East, Jammu & Kashmir

for 122.95 billion.

Bharti Airtel wins broadband spectrum in four circles: Maharashtra,

Karnataka, Punjab and Kolkata for 33.14 billion.

On 18 November 2010, Bharti Airtel announced a re-branding campaign

wherein, they would be referred as Airtel, with a new logo.

On 20 December 2010, Airtel launched its new identity for Bangladesh

subscribers.

On 23 December 2010, Airtel opened its first underground terrestrial fiber

optic cable built in alliance with China Telecom.

2011

On 24 January 2011, Airtel announced the launch of its 3G services in India.

On 31 January 2011, Airtel launched wallet service - Airtel Money in the

millennium city of Gurgaon.

On 18 February 2011, Airtel Digital TV brings cricket world cup in High

Definition.

On 14 March 2011, Bharti Airtel announced the launch of Airtel Broadband

TV.

On 11 April 2011, Bharti Airtel and Apple bring the iPhone 4 to India.

On 18 April 2011, Bharti Airtel enters into a partnership with photo service

Zoomin.com.

On 17 May 2011, Airtel launches the worlds first USSD-based Facebook

access service in IndiaFacebook by Fonetwish.

On 2 June 2011, Bharti Airtel offers on-demand online movie viewing

services - launches Airtel Movies

On 16 June 2011, Airtel digital TV launches iKisaan the worlds first

interactive service in Hindi.

On 27 June 2011, Airtel 3G launches international video calling services.

On 7 July 2011, Bharti Airtel announces new organization structure for its


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India and South Asia operations.

On 18 July 2011, Airtel digital TV adds 41 new channels.

On 25 July 2011, Bharti Airtel Launches Facebook for Every Phone.

On 16 August 2011, Wide availability of Airtel Service Centers in Rajasthan

creates easy touch points for customer service.

On 19 September 2011, Bharti Airtel announces GO! GO! GOAL Contest

2011.

On 22 September 2011, Airtel digital TV brings the TV series "Johnny Test"

to India.

On 26 September 2011, Airtel Youth Star kicks off Friends Dance Carnival

in Andhra Pradesh.

On 28 October 2011, 2011 Formula 1 Airtel Grand Prix of India Winner's

Trophy Revealed.

On 1 November 2011, Airtel digital TV now has 11 True HD channels,

Expands total channel count to 262.

On 11 November 2011, Bharti Airtel named amongst the top 25 companies

for leaders globally.

On 25 November 2011, Mr. Sharlin Thayil, CEO Bharti Airtel, AP

launches iPhone 4S in Hyderabad.

On 1 December 2011, Airtel introduces Indias first free mobile access to

Twitter.

On 12 December 2011, Bharti Airtel recognized for the delivery of best

network services with customer focus at Telecom Centre of Excellence Awards.

On 21 December 2011, Airtel launches exciting recharge offers for mobile

customers in Rajasthan.

2012

On 11 January 2012, Airtel launched Comedy FM on Airtel Mobile.

On 12 January 2012, Airtel launches all new "BBM Plan" for its postpaid

mobile customers on Blackberry On 23 January 2012, Airtel prepaid mobile

recharge made easier with net banking at www.airtel.in

On 30 January 2012, Airtel digital TV launches iKidsworld


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On 2 February 2012, Airtel launched Vh1 Radio GAGA powered by

Hungama on Airtel Mobile

On 3 February 2012, Indias largest collection of Hello Tunes is now

available online for Airtel mobile customers.

On 4 February 2012, Bharti Airtel announces consolidated IFRS results for

the third quarter and nine months ended 31 December 2011. On 10 February

2012, Bharti Airtel launched 3 Pack Education Portal for its mobile customers

across India. On 27 February 2012, Bharti Airtel selects Infosys as its

technology partner for Airtel money.

On 29 February 2012, Bharti Airtel appoints Nokia Siemens Networks to

supply, manage 4G network in Maharashtra.

On 27 May 2012, Bharti Airtel announced its strategic foray into the mobile

advertising (m-Advertising) segment, in India. In 2012, Bharti Airtel signed a

pact with Opera Software, to provide its customers with Opera Mini browsers

On 24 October 2012, Bharti Airtel's mobile user base in Africa crosses 60

million.

2013 On 4 February 2013, Bharti Airtel launches its emergency alert service in

eastern region.


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Organisational Structure- Bharti Airtel

PRODUCTS

Products

DTHIPTV

Broadband

Voice

VoiceDataMobile services

MD & CEO

Board of Directors

General Manager

Finance Manager

Team Leader

Marketin Mana er

Project Trainee

Project Manager

M, F, HR

HR Manager


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MARKET SHARE:

Figure: 1.1A Service Provider Market Share As on 31stJanuary, 2013

Source: Telecom Regulatory Authority of India


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NATIONALCOVERAGE:


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6. OBJECTIVE OF THE STUDY

1. The objective of the study is to analyze and evaluate selection process for BHARTI

AIRTEL.

2. To know the perception of employees regarding recruitment and selection process.

3. The main objective is to select right candidates to the right jobs to reduce the cost of the

employment and losses occurred due to error made by the employees which are not

appropriate to the corresponding job.

4. The objective of this study is to find out the most efficient employee for the organization

i.e. Bharti Airtel Limited.

5. To suggest ways to improve Recruitment and Selection in Bharti Airtel Limited.

6. To know whether employees are working according to their predetermined duties and

responsibilities or not.

7. To Study the implication of HR Manager in finding out what are various ways and means

to improve working capacity of the employees that have been adopted by the Company.


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7. RESEARCH & SELECTION PROCESS AT AIRTEL

Introduction:

The project discusses HR Practices in Airtel. HR helps the Organization to manage its human

assets more strategically so that it can attain higher levels of performance and greater

profitability. The HR manager assists employees in finding ways to increase productivity and to

reinforce the organization's core competencies by teaching skills that contribute to organizational

growth. Additionally, HR works to develop an environment that encourages affiliation,

responsibility and commitment.

Human Resource management functions:

Analyses jobs and skills needed in the organization.

Assesses, develops and implements policies, procedures and systems.

Recruits and selects workers

Appraises performance.

Rewards workers through the implementation of compensation systems.

Designs and delivers training, development and educational programs for

employees to provide the organization with the skilled resources it needs.

RECRUITMENT AND SELECTION

The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to

attain their full worth.

Recruitment is the process by which organizations locate and attract individuals to fill job

vacancies. Most organizations have a continuing need to recruit new employees to replace those

who leave or are promoted in order to acquire new skills and promote organizational growth.


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Recruitment follows HR planning and goes hand in hand with selection process by which

organizations evaluate the suitability of candidates. With successful recruiting to create a

sizeable pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The

next step is careful examination of the job and enumeration of skills, abilities and experience

needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

Evaluate candidates via selection

Convince the candidate

And finally make an offer

Scope: To define the process and flow of activities while recruiting, selecting and appointing

personnel on the permanent rolls of an organization.

Authorization:

S.NO. Authorized Signatory

1 Head- Human resource

2 Managing director

Amendments and deviations:

Any amendments to and deviations from this policy can only be authorized by the Head-human

Resources and the Managing Director.

Exclusions:

The policy does not cover the detailed formalities involved after the candidate joins the

organization.


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RECRUITMENT PLANNING

Recruitment planning on the basis of budget

1)

The manpower planning process for the year would commence with the companys

budgeting activity. The respective Functional heads would submit the manpower

requirements of their respective functions/ departments to the board of Directors as part

of the annual business plan after detailed discussion with the head of human Resource

Function along with detailed notes in support of the projected numbers assumptions

regarding the direct and indirect salary costs for each position.

2) A copy of the duly approved manpower plan would be forwarded by the HR department

for their further actions during the course of the year. The annual budget would specify

the manpower requirement of the entire organization, at different levels, in various

functions/departments, at different geographical locations and the timing of the individual

requirements. It would also specify the requirement budget, which is the cost allotted

towards the recruitment of the budgeted staff and the replacement of the existing

employees. The manpower plan would also clearly indicate the exact time at which the

incumbent should be on board in such a way that the Regional HR has adequate notice

for the time lapses involved in sourcing any other activities.

3)

The Regional HRs would undertake the planning activity and necessary preparations in

advance of the anticipated requirements, as monthly and quarterly activities on the basis

of the approved budget, estimated separations and replacements therefore.

4) The vacancies sought to be filled or being filled shall always be within the approved

annual manpower budget and no recruitment process shall be initiated without the formal

concurrence of the Head of the Regional HR under any circumstance. Head of the

Regional HR shall also have the responsibility to monitor the appointments being

considered at any point of time with specific respect to the duly approved manpowerbudgets.


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Review of Manpower Plans and Additional Manpower

Review of manpower budgets shall take place on a quarterly basis. In the event of any new

position or any deviations to the original plans, details of the positions maybe forwarded to the

VP-HR along with the adequate supporting information. The recommendations would normally

require a formal approval of the Managing Director. Alternately, VP-HR may record the

summary of his discussion with the Managing Director and the MDs approval on the

recommendations, to signify the final decision taken regarding the recommendations.

SOURCING OF SUITABLE CANDIDATES

Selection of Sources

Regional HR would tap various sources/channels for getting the right candidate. Depending on

the nature of the position/grade, volumes of recruitment and any other relevant factors, the

Regional HR would use any one multiple sources such as:

a. Existing database (active application data bank);

b. Employee referral as per any company scheme that may be approved from time to time;

c. Advertisement in the internet/newspapers/magazines/companys sites/job sites or any

other media;

d. Placement Agencies (particularly for positions of Managers and above);

e. Headhunting firms particularly for senior positions, specialist positions and critical

positions;

f. Direct recruitment from campuses/academic institutes;

g. Job websites and any other appropriate sources.

The norms for using any of the sources are not water tight. Number of positions, criticality of

positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost

considerations would play a role in the choice of the appropriate sourcing mechanism.


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a) ADVERTISEMENTS

1) All recruitment advertisements (in any form and any medium) shall always conform to

the KLI compliance norms and would not be released by any department or branch

without the approval of the VP-HR. depending on the specifics of each position for which

recruitment advertisements are to be released, Regional HR may obtain assistance from

the companys marketing department and/or any external advertising agencies for the

preparation of the contents. Key features of the positions as notified by the Functional

Heads would normally form a part of the advertisement text.

2) The media for releasing advertisement would depend on the level of the position being

considered and the urgency of the requirements.

3)

The advertisement mode that could be broadly specified as newspapers (local or mainlinedepending on requirements), internet sites and business magazines.

b)Placement Agencies/Headhunting Agencies

Depending upon the vacancies, fresher fitting different description listed above may be

recruited from time to time, from academic institutes of appropriate

standards/reputation/grade, in the requisite numbers and at the compensation/stipend

amounts to be formally approved of the VP-HR. Plans for such recruitment need specificspecial approval of VP-HR. norms regarding the identification of the appropriate

institutes, constitution of the selection panels, timings of the recruitment, number of

candidates to be recruited into different positions, choice of the appropriate selection

process and the tools thereof shall be decided by the Head of the Regional HR in

consultation with the VP-HR, depending on the specific features of the position.


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c)Screening the candidates

I. First level screening

The Candidates would be screened by the HR Manager/Branch Manager for the respective

locations. Screening would be on the basis of the profile of the candidate and the departmental

requirements. This assessment will be with respect to:

The general profile of the candidate,

a) Personality fit of the candidate into the profile,

b) Aptitude/attitude of the candidate,

c)

Motives of the person to join the company and whether focus is in the short term or is a

long term player,

d) Basic skill level on our set of requirements, say numerically ability, networking ability,

etc

e) Establish the annual guaranteed cash compensation of the individual and check whether

the person would fit into the system.

f) Explain the role of Sales manager to the applicant and check the acceptance of the

candidate for the same.

In case of need, the Regional HR may take a Tele interview of the candidate for further

assessment process.

II. Second Level Screening

Aptitude Test

If the first assessment is positive, the candidates will give the aptitude test, once such test isselected approved by the company. The scoring, interpretation and the generation of interview

probes from that test will also be done at this time. People who qualify the minimum criteria on

this test will be put up on to the Functional Head (VPs in case of HO) for functional assessment

and suitability into the role.


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General Norms regarding interview Process:

1)Interviews should consider the entire data provided by the candidate either through the

formal CV or otherwise before coming to a conclusion about the candidate. They may

insist on seeing the proof of the claims made by the candidate regarding qualifications,

experience and other achievements. They may, at their discretion, decide to meet the

candidate on more than one occasion or to refer the candidate to another panel.

2)Ratings on various attributes of the candidates shall be recorded in the interview

evaluation sheet, soon after the interview is over. Along with these numerical ratings,

qualitative observations about the candidate and overall decision regarding selection or

otherwise (including a decision to defer the induction, referral to another panel,

considering for another position) shall be forwarded to the associated Recruitment

Manager/ Head of Regional HR. Individual panel members have the option of

appending their additional remarks/observations. No selection will be treated as final

unless the IES form is filled comprehensively. Suitably appropriate IES formats may be

created for specific positions.

3)Any discrepancies noticed by the panel members regarding the authenticity of the data

provided by the candidate should be specifically and formally recorded on the IES form

and suitably high lightened.

4)Specific points to be probed during the reference check process, if any, must also be

clearly recorded and high lightened on the IES forms.

Administrative Actions Regarding Interviews

1)Scheduling and the venue of the interviews would be handled by the recruitment team in

consultation with the short listed candidate and the selection panel members, after taking

mutual convenience into account. For field positions, respective branch/regional heads

would undertake this co-ordination.

2)After the final round, if the candidate is selected, the complete set of papers Personal

Data Form, CV, job requisition no., Interview evaluation sheet, reference check details,

educational details, along with the interviewers recommendations and Reference check

form should be forwarded by the recruitment managers to recruitment head. Fitment of


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the candidate into a grade and compensation fitment shall be on the assumption of

authenticity of the information provided in the CV/application form.

3)An appropriate formal communication shall be sent to the candidate whose candidature is

not being taken forward, or details of the verbal/telephonic communications provided to

the candidate shall be recorded on the candidates papers, by the recruitment

team/associated line managers. In the case of interviews taking place at the

branch/regional levels, similar noting should be recorded on the individual candidates

papers.

Negotiations of the terms and conditions and other pre-appointment

formalities

1) In the case of sales-Tied Agency functions, the branch managers will be allowed to fix

the salary and grade of the incoming sales manager provided the compensation does not

exceed 20% of the candidates current cash salary. Anyfitment beyond these norms will

need the approval of Head-HR. HR will forward a worksheet to support the BMs to

evaluate the appropriate cash CTC of the incumbent. For all other functions, the

compensation and grade would be fixed post a discussion between the Head of the

Regional HR and the associated AVP/VP. Any candidate being offered a CTC of more

than 4lacs will need the sign off from HEAD-HR. In appropriate cases, at the discretion

of the VP-HR, a deviation may be referred to the Managing Director, for the MDs

formal approval.

2) Responsibility for negotiations and finalization of the terms shall rest with the best

Branch Manager/Associated Manager. They may seek the assistance of the recruitment

managers, whenever required. Reference checks process should not normally be initiated

unless the candidate has indicated his firm acceptance of the offer being made by us.

Reference Checks

1)Normal, reference checks should be undertaken with at least one reference. A second

reference check will be done if considered necessary. Responsible officials from the

former employers, academic institutes and/or any other eminent personalities can be


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considered as appropriate references. Close relatives and friends cannot be considered as

references. Wherever feasible and considered appropriate, a reference should be made

with a senior official of the candidates current employer. In case the candidate is

currently un-employed, reference should be made with the latest employer.

2)The format of reference check is to be used as a framework for conducting the process

Where the minimum two reference checks are not possible (particularly with the current

employer) or where there is a mixed response from different sources, the matter may be

to the VP-HR for a final decision. Depending on the seniority and any other

considerations about the positions, VP-HR would normally consult the functional head

concerned, before coming to conclusions. Any candidate whose credentials are doubtful

shall not be recruited.

3)

In case of recruitment of Management trainees, fresher and life advisors as sales

Managers no reference checks will be required.

Employment offer letter

1)When a recruitment Manager is fully satisfied about the selection of the right candidate

and about completion of all the formalities connected with the appointment of candidate

including requisite documentation, satisfactory reference check reports and medical

fitness, he/she would forward the relevant papers listed below to the head of recruitment.

Personal Data form

Employee requisition form duly filled by the regional Head/Branch Manager

Interview evaluation sheet filled by the regional head/Branch manager/interviewer

with his/her comments.

Latest and updated resume of the candidate

Photocopy of the appointment letter of the last employer or latest salary slip.

Employment details.

Two Professional references.

Language Proficiency.


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2)Document check list for every grade is as follows:

Authorization Release Form.

Background checks Form.

Highest Education certificate.

Highest Education mark sheet.

1 Month Salary Slip of Current Employer.

1 Month Salary Slip of Last Employer.

Relieving Letter of last Employment.

Proof of Residence.

2 Passport Size Photograph.

3)Regional HR manager will take the signature of Head-HR on the employee requisition

form and forward the papers to the employee service team for issuance of the offer

letter.

4)Employee services team will issue offer letter, to be signed by the National Recruitment

Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/

HR Manager.

5)It would be the responsibility of the Branch Manager/HR Manager to ensure that the

accepted copy of the offer letter is forwarded to the employee service team within a

week of receipt of the offer letter. Till this letter is issued, the offer has not taken place

in formal sense. A copy of the offer letter shall be duly signed and returned to the

candidate. Candidate would be expected to fulfill various joining formalities, which are

also formally communicated to him/her in the form of a checklist that is attached to the

letter of offer. The Regional HR head shall have the overall responsibility and

accountability to maintain the templates of the offer letters and also for drafting of

suitable non-standard terms to any specific candidate.

6)The employee service team will follow up Branch Manager/Regional HR Manager for

the joining of the candidate and will collect all relevant documents from the candidate

including the joining report, before issuing the appointment letter. The employee service

team may enlist the help of the Branch Manager to ensure that all necessary documents


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within ten days o the person joining.After all of the necessary documents, the employee

service team will send the appointment letter to the new joiner.

7)Once the documentation is complete for the new joiner (including the accepted

appointment letter), people who may have joined before 20th

of the month but have not

been included in the payroll for the month because of delay in receipt of papers will be

given ad-hoc salary advance (up to maximum of 65% of the prorated salary). This

advance will be adjusted once the person gets included in the subsequent months

payroll.

8)If the person does not submit the relieving letter from the previous organization, where

required to be submitted as per the table given above, within three months of joining, the

employee service manager can put their salary on hold till such time as the said

documents are received.

Procedures followed when a vacancy arises:

PROJECT

MANAGER

GENERALMANAGER

MANAGING DIRECTOR

HR MANAGER

RECRUITMENT

Starts the Recruitment

The vacancy is informed

MD gives permissionfor recruitment


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Recruitment & Selection in Bharti Airtel

Steps involved in Recruitment in Bharti Airtel:

Step 1:

Whenever there is a vacancy in the company first it will be known by the project manager. The

project manager inform about the vacancy to the general manager.

Step 2:

Once the general manager comes to know about the vacancy in the company he will inform it to

the chairmen to get the approval for the recruitment.

Step 3:

After getting the approval the process will be carried by the HR manager. Moreover therecruitment of the company internally, that is the existing employee will be given priority first.

Sources of Recruitment

RECRUITMENT

INTERNAL

SOURCES

EXTERNAL

SOURCES

RETIREDEMPLOYEES

PRESENTEMPLOYEES

CONSULTANTS

INTERNET

JOB CENTERS

NEWS PAPERS


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Internal Sources:

I. Present permanent employees:

The company considers the candidates from their sources for telecom industry because of

a.

Availability of most suitable candidates.

b. The policy of organization to motivate the present employees.

II. Retired Employees:

Generally the organization takes the candidates for the employment from the retired

employees due to obligation. Sometimes the company re-employs the retired employees

as a token of their loyalty to the organization.

External Sources:

1. Job Centers:

This is the network covering most cities acting as agent for potential employers. They are

private employee exchange; job centers help the candidates in knowing more about the

country across the country.

2. Outplacement Consultants:

There are the consultants just like the employment exchange. In this job consultants can

register their name and when there is a sent for interview actively seeking to place and

may provide training required. Available when recruitment needed.

3. News Papers:

Whenever there is recruitment in the company it will be advertised in the newspaper.

Since the newspaper is the only source of reaching the information to the people.

4. Internet:

Internet is the modern mode of recruitment. If a company wants to place or fill a vacancy

within a short period of time through the external source then internet is the best source.


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Reasons for selecting the sources:

1. Referrals:

Referrals are the existing employees in the organization. Bharti Airtel selects the

referrals as their source because it is an economical way of recruiting.

It is the fastest means of recruitment.

In case of emergency to place an employee at particular position could be done

easily because referrals bring candidates for the job from the outside.

2. News Papers:

Newspaper is the media through which information could be spread over

throughout the country.

Job seekers are able to get information about the vacancies through newspapers.

Newspapers are cost effective and their coverage is high.

3. Internet:

Internet is the modern source used for recruiting.

The time consuming in giving the information and making it to reach the people is

less.

It is the fastest means of source and its coverage is also high.

4. Consultants:

Consultants are the means of source through which large number of candidates

could be recruited and selected.

Consultants help the organization at the time when there is an emergency. Since it

will have the people all the time which will help during emergency period.

It is cost effective and consumes less time.


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Factors that are considered in Bharti Airtel during Recruitment:

Determining the characteristics which differentiate people that are very important to

performance.

Measuring those characteristics.

Deciding who should make the selection process.

Time effective and economical.

Factors affecting Recruitment:

Internal Factors External Factors

Recruitment Policy Supply and Demand

HR Planning Lab our Market

Size of the Firm Socio, Political and Legal Factor

Growth & Expansion Competitors

Internal Factors:

1. Recruitment Policy:

The recruitment policy of the company specifies the objectives of the recruitment and

provides a framework for the implementation of recruitment strategies. It may involve

organizational system to be developed for implementing recruitment strategies and

procedures by filling up vacancies with best qualified people. The recruitment policy of

an organization is affected by the following factors:

Organizational objectives.

Personnel policies of the organization.

Government policies on reservation.

Preferred source of recruitment.

Need of the organization.

Recruitment cost and financial implications.


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2. Human Resource Planning:

Effective human resource planning helps in determining the gaps present in the

presenting in the existing man power of the organization. It also helps in determining the

number of employees to be recruited and what qualification they will posses.

3. Size of the Firm:

The size of the firm is an important factor in recruitment process. If the organization is

planning to increase its operations and expand its business, it will think of hiring more

personnel which will handle its operations.

4. Cost:

Recruitment incurs cost for the employer, therefore, organization try to employ that

source of recruitment which will bear a less cost of recruitment to the organization for

each candidate.

5. Growth and Expansion:

Organization will employ or think of employing more personnel if it expanding its

operations.

External Factors:

1. Supply and Demand:

The availability of the manpower both within and outside the organization is an important

determinant in the recruitment process. If the company has a demand for more

professionals and there is limited supply in the market for professionals demanded by the

company, then the company will have to depend upon internal sources by providing them

special training and development programmes.

2.

Labour Market:

Employment condition in the community where the organization is located will influence

the recruiting efforts of the organization. If there is surplus of the manpower at the time

of recruitment, even informal attempts at the time of recruiting like notice board display


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of the requisition or announcements in the meeting etc will attract more than enough

applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment have

direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation

in employment for scheduled castes, scheduled tribes, physically handicapped etc. it

becomes an obligation for the employer. Also trade unions play an important role in

recruitment. This restricts management freedom to select those individuals who it

believes would be best performers.

4. Competitors:

The recruitment policies of the competitors also affect the recruitment function of the

organization. To face the competition, many a times the organization has to change their

recruitment policies according to the policies being followed by the competitors.

Selection process:

General criteria that are followed during the process of selection in Bharti

Airtel:

1. Internal selection:

The candidates who are being selected internally need not undergo the selection process.

Since the company already knows the employees ability.

Only if the existing employee is good technical ability he will be selected and the

selection will be done to fill the vacancy. Moreover if there is a vacancy in the company

first they will try to fill it internally. The team leaders who works under the project

managers will be given priority, since he know what t he works is, how to deal the

clients, etc.

Criterias that are followed for internal selection in Bharti Airtel:

The revenues the existing employee made.

His efficiency.

The employees technical ability.


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Work experience of the employee.

Doing the selection internally is cost effective.

Time is not wasted.

2. External selection process:

The selection process in company refers to the person come through external source of

recruitment has to undergo the below selection process; this selection process has a series

of hurdles which the applicants has to go through.

TECHNICAL TEST

TECHNICALINTERVIEW

PANEL

INTERVIEW

DIRECT

INTERVIEW

MEDICAL EXAM

REJECTED


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Tests:

1. Technical test and Interview:

The test refers here is technical test. Bharti Airtel conduct test for the qualified candidates

after they are screened on the basis of the application blanks so as measure thecandidates ability in technical side.

Also the short listed candidates are supposed to go through the technical interview in

which the technical knowledge of the candidate is checked. The candidates who crack

this interview have to go through the panel interview.

2. Panel interview:

This is an interview where the panel members will interview the candidate, here the real

capacity of the applicant will be revealed. A series of questions will be asked as quickly

as possible and the applicant has to satisfy the panel members through his answers.

3. Direct interview:

This is the final round of the entire selection process. In this round the personal details of

the candidates, his expectation towards the company will be known and according to the

applicants attitude towards the job the applicant will be selected.

Objective of the interview:

To know the information about the candidates.

To provide the candidates with the facts of the job and the organization.

To judge the suitability of candidates to the job.

To see the inner self and feelings of the candidates.

4.

Medical:After the final interview the applicants who have crossed the above stages are sent to

physical examination either to the company physician or to a medical officer approved

for the purpose. Such examination serves the following purposes:

It determines whether the candidate is physically fit to perform the job. Those

who are unfit are rejected.


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It reveals existing disabilities and provides a record of the employees health at

the time of selection. This record will help in settling companys liability under

the Workmen Compensation Act for claim for an injury.

It prevents the employment of people suffering from contagious disease.

It identifies candidates who are otherwise suitable but require specific jobs due to

physical handicaps and allergies.

Types of interviews that are adopted during selection process in Bharti Airtel:

Members involved in external selection process:

Selection process Members

Test Technical Engineers

Technical Interview HR Manager and senior Technical Persons

Panel Interview HR Manager, HR persons, Project Manager

Direct Interview Project Manager

For the test, and technical interview the questions will be designed of Bharti Airtel.

The selection process will be done externally by the company only when there are no suitable

candidates in the company, for example, when the team leaders lack in technical ability,

experience, performance or the company looks for external selection.

Budget allocated for recruitment and selection process in Bharti Airtel:

The budget for the recruitment and selection process for company will be allotted every year.

Around 25% of the profit is been allotted for the recruitment and selection process as a whole in

a year for the company (Bharti Tele ventures Pvt. Ltd.,) including Bharti Airtel. Since candidates

will be recruited every year for other designations also.


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Joining Formalities:

On the day of joining, all the necessary documents are verified against the application blank

filled by the candidates earlier.

Documents verified are:

Education Qualification & certificates.

Experience Certificates

Clearance or no objection certificate from the previous employer

Resume

Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report:

Fill the CV in the company format

Fill the induction feedback form

Fill the PF form

Fill the investment declaration form

A perfect placement can lead to low labour turnover, higher productivity, high morale, low rate

of absenteeism & excellent work culture.

Key tasks of Regional HR Head

Regional HR Head will have the authority and responsibility to administer/implement the

recruitment and selection process as outlined. An illustrative list of the key deliverables of these

incumbents is listed below.

1) Ensuring inductions as per quality, numbers, time and cost consideration of the company

in accordance with the approved manpower budget.

2) Creation of appropriate sourcing mechanism along with tracking the performance of

these mechanisms.


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3) Creation of quarterly and monthly recruitment plans

4) Effective coordination with external parties such as candidates, placement agencies,

consultants, academic/professional institutes and any other including the custody of the

formal agreements, tracking timely payments and adjusted there.

5) Creation of comprehensive and appropriate tools, linkages, documents, templates and any

other mechanisms to ensure smooth execution of the process requirement, along with

timely improvements thereto

6) Assistance to user department and line managers including in interviewing/selection

support, scheduling etc.

7) Effective internal communication with user departments and line managers including

making the standard recruitment formats and other templates easily available to such

users and notifying the modifications to such formats and templates.

8) Creation and maintenance of qualitative information base regarding candidates,

placement agencies, campuses, institutes, and any other employment-market information.

9) Creation and maintenance of appropriate and high-quality MIS for current and future

needs of the organization, including publication/circulation of appropriate reports there

from to the relevant users within the company.

10)Monitoring recruitment cost.

11)Complete documentation for the entire recruitment and selection process for easy and

quick retrieval in a readily auditable format

12)Timely and effective communication with all internal and external parties including the

candidates

13)Tracking the progress of the selected candidates including resignation, extensions of

probation periods/training period, etc for the purpose of improvement to recruitment and

selection process.

14)Effective coordination with the post recruitment arm of the Human Resource function

Documentation and creating MIS regarding waiver, deviation, etc and identifying

the key areas for improvement in the formal recruitment and selection process

document.


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8. RESEARCH METHODOLOGY

The telecom sector is marked with a high level of attrition and therefore recruitment process

becomes a crucial function of the organization. At BHARTI AIRTEL LIMITED, Noida,

recruitment is all time high during May-June and Oct-Nov. The attrition is high among the sales

managers, unit mangers mostly in the sales profile. The recruitment is high during these months

due to the fact that March and September are half year closing and business is high during Jan-

Mar. Thus it is only after March that people move out of the companies.

Since my summer training was in the months of July-August, it gave me the opportunity of

involving myself directly with the recruitment process and analyzing the process so that suitable

recommendations can be given. This project is centered on identifying best hiring practices in the

insurance industries. It therefore requires great amount of research work. The methodology

adopted was planned in advance so as to collect data in the most organized way.

My area of focus was the recruitment and selection particularly at BHARTI AIRTEL LIMITED,

NOIDA. I was directly involved with the recruitment for candidates for the sales profile. I was

particularly involved with the sourcing of candidates for the Noida region.

Before any task was undertaken, we were asked to go through the HR policies of BHARTI

AIRTEL LIMITED, so that we get a better understanding of the process followed by them.

1) The first task was to understand the various job profiles for which recruitment was to be

done.

2) The next step was to explore the various job portals to search for suitable candidates for

the job profile.

3) Once the search criteria were put, candidates went through a telephonic interview to

validate the information mentioned in their resume.

4) A candidate matching the desired profile was then lined for the first round of Face to

Face interview in their respective cities.

5) Firstly the candidate had filled up the personal data form (pdf).


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6) Then the candidateINTERVIEW EVALUATION SHEET which is provided by interviewer

was crosschecked by the HR team. If they think that the candidate was good to hire or

not.

7) When a candidate cleared his first round, he is then made to take an online aptitude test.

We created the online aptitude test. It the HR department, which has the exclusive rights

to assign test, codes to the candidates. Each code was unique and could be used only once

by a candidate.

8) I was involved in assigning codes and administering the test.

9) Once the candidate completed his first assessment, his scores were checked. If he cleared

his cut-off he was given another test.

10)I had the responsibility to make sure that candidates complete all formalities and had to

regularly follow up with them.

11)Since we received many resumes, it was essential that a database be maintained to keep a

track. It was convenient method than to stock up piles of papers.

12)The external guide maintained a regular updating of the database.

13)Understanding what kinds of database are maintained and how they help in keeping a

record.

14)I was also involved in maintaining a track of test codes given, the database for employee

referrals, Database for the resumes received through mails and response of advertisement.

DATA SOURCES

Primary- Through Questionnaires

Secondary- Through Internet, Journals, News papers and Misc.

Data Collection Procedure - Telephonic Survey

Research Instrument- Structured Questionnaire.

Sample Size- 20Sample Unit- Executives of HR department.

Sample Area- Work done in NOIDA Office.

Sample procedure- Random sampling.


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PROJECT SCHEDULE:-

First 1 week- Training program from the company.

Second week- Collecting the primary and secondary data.

Third-Fourth week - Study Recruitment & Selection Process

Fifth week- Designing the questionnaire.

Sixth week- Conducting the survey in RO.

Seventh week- Analysis of Data Collection.

Eighth week- Final Report preparation and presentation.

METHODS OF PRESENTATION OF DATA

I have used Univariate, bivariate and graphs for presentation of data.


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SWOT Analysis of BHARTI AIRTEL LIMITED

(Recruitment Process)

Strengths

Brand equity of BHARTI.

Rigorous Pre-Hiring assessment tests

to understand aptitude and

personality of candidates.

Proper reference checks to ensure

that only bonafide candidates are

appointed.

Adequate number of channel partners

to generate footfalls for each

location.

Footfall MIS being maintained at

each branch locally by Admin.

Weaknesses

Pre assessment tests are costly.

Conversion of footfalls is low.

Lengthy pre-offer formalities.

Huge employee turnover.

Opportunities

Campus recruitments have huge

potential for fulfilling manpowerrequirements cost effectively.

Tie up with recruitment agencies on

supplying fixed number of footfalls

week on week.

Develop exclusive contract with

channel partners to meet the

manpower requirements.

Make blue form brief and to the

point. Reduce turnaround time of making

an offer.

Threats

Increasing number of private players

in telecom sector creates amplechoices, frequent and easy mobility

for employees.

Same channel partners are handling

all telecom companies. This leads to

same pool of candidates being

circulated to all partners.

Increasing spill over as a candidate

has more than one offer at the time

of making a job shift.

As the telecom industry is large,

senior level candidates hesitate to

meet HR of other companies for the

fear of grapevine.


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9. DATA ANALYSIS & FINDINGS

Data become useful only affect they are properly analyzed. Data analysis involves coverings as

series of recorded observation i.e. data into descriptive statement and inference about

relationship. This task is helpful in identified the areas where the company each improve further

collected data was analysis by the use of simple statistic tools like percentage and result have

been represented by using bar chart columns and pie chart.

Survey done on sample size of 20 people and sample has been taken