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A

PROJECT REPORT
ON

"RECRUITMENT AND SELECTION PROCESS AT


BSNL"
In partial fulfillment of the requirement of

MASTER OF BUSINESS ADMINISTRATION


IN

RANI DURAGVATI VISHWAVIDYALAYA JABALPUR

Under the Guidance of


NIDHI JAIN
Asst. Prof.

Submitted By
SHIKHA VERMA
ENROLLMENT NO: BC/ 21318
Semester - Ill

SHRI RAM INSTITUTE OF MANAGEMENT


NEAR ITI MADHOTAL, JABALPUR (M.P.)
Batch 2014-2015
SHRI RAM INSTITUTE OF MANAGEMENT, JABALPUR (M.P.)

CERTIFICATE

This is to certify that Mr. HIMANSHU TRIPATHI student name MBA 3rd SEM
student of SHRI RAM INSTITUTE OF MANAGEMENT entitled the project of
"Recruitment and Selection Process at BSNL" which is being submitted
herewith for the practice of Partial fulfillment of Masters in
Business Administration RDVV Jabalpur for the year 2014-2015.

It has been duly completed as record of bonfire work in practice of


IT, SRIM Jabalpur, (MP.)

Date

DR. ATUL DUBEY


(Principal)
SRIM . Jabalpur
SHRI RAM INSTITUTE OF MANAGEMENT, JABALPUR (M.P.)

CERTIFICATE

This is to certify that the Project Report entitled "Recruitment and


Selection Process at BSNL" which is being submitted herewith for the
award of the degree of Masters in Business Administration; RDVV Jabalpur is
the result of the original research work completed by Miss Shikha Verma
(MBA 3rdSem) under my supervision and guidance.

Date:- Guide Name


Place: JABALPUR
Nidhi Jain
Associate Professor
SRIM. Jabalpur
DECLARATION

I Shikha Verma do hereby declare that the project entitled


"Recruitment and Selection Process at BSNL" is an original work carried
out by me under the guidance of Nidhi Jain in p a r t i a l f u l f i l l m e n t
of MASTER OF BUSINESS ADMINISTRATION during
academic year, All the data represented in this project is true and correct to
the best of my knowledge and belief This work has not been submitted for
any other degree exam elsewhere.

Place: JABALPUR Shikha Verma


Date:
ACKNOWLEDGEMENT

It gives me pleasure in expressing my heartfelt gratitude and in datedness for


the kind blessing showered upon student by honorable Chairman Mr. R.V.
Karsoliya Shriram Group of Institutions of Jabalpur (M.P.)

I would like to express my gratuity towards Principal Dr. Atul Dubey (SKIM),
Jabalpur for their kind cooperation and encouragement which help me
to completing the project.

I am highly indebted to guide name Nidhi Jian for his guidance and
constant supervision as well as for providing necessary information regarding
the project and also his/her support in completing the project.

I am thankful to all the faculty members of Shriram Institute of Management


also for their help and valuable suggestion.

Place: JABALPUR Shikha Verma


Date:
INDEX

1. Executive summary

2. Introduction

3. Objective of the study

4. Company profile

5. Conceptual Background

6. Research methodology

7. Data analysis and interpretation

8. Findings

9. Suggestions and recommendations

10. Limitations

11. Conclusions

12. Bibliography

13. Annexure
EXECUTIVE SUMMARY

India is growing one of the economies and growing at average


growth rate about 8-8.5% different sectors of the economy have been
a lot in this growth. Particular service sectors and manufacturing
sectors the growth rate registered service sectors between 2007-09
was about 35- 45%.

BSNL establish in year 2000 BSNL is worlds 7th largest


telecommunication company. Comprehensive range of telecomm
service in India. this project attempt to understand the Recruitment
and Selection procedure/practices of BSNL organizational efficiency
depends upon the kind of people working for the organization.
recruitment means, according to FLIPPO,Recruitment is the process
of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.

Selection means it is a process choosing the most suitable


person out of all the applicants in this process, relevant information
about applicants is collected through a series of steps so as to
evaluate their suitability for the job to be filled. In short,be can say
that right people at right place and right time for right work is required.

This project is an attempt to understand recruitment and


selection process of BSNL for the purpose of data collection;
organizational, manual records were used.Personal interview of all
concern responsible for recruitment and selection was conducted.
Primary data was used as well for the purpose of data collection and
analysis of collected.

On the basis of collected data conclusion was done at certain


points have been recommended which is present in the conclusion
and recommendation part is respectively.
As a part of the curriculum of our BBA Kind semester, I undergo our
final project in BSNL.Our topic is concerned with the policy of
recruitment in an organistion.This project project work provides me an
opportunity to understand the companys recruitment policy and its
necessary requirements etc. I analyze various detriments affecting
recruitment process adopted by the company discover sources of
manpower to meet the requirement of the staffing schedule and to
employ them attracting that manpower in adequate numbers facilities
effective selection for right kind of jobs.

Therefore .we have chosen this topic to evaluate whether


recruitment is actually necessary for the organization and if so then to
what extent.
INTRODUCTION

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's


7th largest Telecommunications Company providing comprehensive
range of telecom services in India: Wire line, CDMA mobile, GSM
Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT,
VoIP services, IN Services etc. Presently it is one of the largest &
leading public sector unit in India.

BSNL has installed Quality Telecom Network in the country and


now focusing on improving it, expanding the network, introducing new
telecom services with ICT applications in villages and winning
customer's confidence. Today, it has about 43.74 million line basic
telephone capacity, 8.83 million WLL capacity, 72.60 Million GSM
Capacity, more than 38302 fixed exchanges, 68162 GSM BTS,
12071 CDMA BTS, 197 Satellite Stations, 686644 Rkm of OFC
Cable, 50430 Rkm of Microwave Network connecting 623 Districts,
7330 cities/towns and 5.8 Lakhs villages.

BSNL is the only service provider, making focused efforts and


planned initiatives to bridge the Rural-Urban Digital Divide ICT sector.
In fact there is no telecom operator in the country to beat its reach
with its wide network giving services in every nook & corner of
country and operates across India except Delhi & Mumbai. Whether it
is inaccessible areas of Siachen glacier and North-eastern region of
the country. BSNL serves its customers with its wide bouquet of
telecom services. BSNL is number one operator of India in all
services in its license area. The company offers vide ranging & most
transparent tariff schemes designed to suite every customer. BSNL
cellular service, CellOne, has 90.09 million cellular customers and
5.06 million WLL customers as on 31.07.2011. In basic services,
BSNL is miles ahead of its rivals, with 24.58 million Basic Phone
subscribers i.e. 71.93 per cent share of the subscriber base.

BSNL has been adjudged as the NUMBER ONE ISP in the


country. BSNL has set up a world-class multi-gigabit, multi-protocol
convergent IP infrastructure that provides convergent services like
voice, data and video through the same Backbone and Broadband
Access Network. At present there are 8.09 million broadband
customers.

The company has vast experience in Planning, Installation,


network integration and Maintenance of Switching & Transmission
Networks and also has a world class ISO 9000 certified Telecom
Training Institute. Scaling new heights of success, the present
turnover of BSNL is more than Rs. 29,700 Crores.

The infrastructure asset on telephone alone is worth about


Rs.630,000 million (US $ 14.37 billion).

The turnover, nationwide coverage, reach, comprehensive


range of telecom services and the desire to excel has made BSNL
the No. 1 Telecom Company of India.
OBJECTIVES OF STUDY

The main objective of our study is to insure the quality of companys


selection and recruitment process. Along with we consider the
following point as a object during our studies:

1) To study the different methods of recruitment & selection


depending on the requirements of the organization.
2) To find the relationship whether jobs offered based on
qualification to the employees in the organization.
3) To study the level of job satisfaction in the organization.
4) To study the changes of recruitment policy in recent times in
the organization.
5) To know how the company fulfills its manpower requirements.
COMPANY PROFILE

VISION

To become the largest telecom Service Provider in Asia

MISSION

To provide world class State-of-art technology telecom services


to its customers on demand at competitive prices.
To Provide world class telecom infrastructure in its area of
operation and to contribute to the growth of the country's
economy

Financial Position

Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking


of the Nation, is certainly on a financial ground that's sound.

The Company has a net worth of Rs. 88,128 crores (US$ 22.02
billion), authorized equity capital of Rs. 10,000 crores (US $ 2.50
billion), Paid up Equity Share Capital of Rs. 5,000 crores (US $ 1.25
billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in 2007-
08.HeadquartersDelhi Area, India
Industry Telecommunications

Type Public Company


Status Operating
Company Size 10,001 or more employees
Founded 200
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's
7th largest Telecommunications Company providing comprehensive
range of telecom services in India: Wire line, CDMA mobile, GSM
Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT,
VoIP services, IN Services etc. Presently it is one of the largest &
leading public sector unit in India.

BSNL has installed Quality Telecom Network in the country and


now focusing on improving it, expanding the network, introducing new
telecom services with ICT applications in villages and wining
customer's confidence. Today, it has about 46 million line basic
telephone capacity, 8 million WLL capacity, 52 Million GSM Capacity,
more than 38302 fixed exchanges, 46565 BTS, 3895 Node B ( 3G
BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm
of Microwave Network connecting 602 Districts, 7330 cities/towns
and 5.6 Lakhs villages.

BSNL is the only service provider, making focused efforts and


planned initiatives to bridge the Rural-Urban Digital Divide ICT sector.
In fact there is no telecom operator in the country to beat its reach
with its wide network giving services in every nook & corner of
country and operates across India except Delhi & Mumbai. Whether it
is inaccessible areas of Siachen glacier and North-eastern region of
the country. BSNL serves its customers with its wide bouquet of
telecom services.

BSNL is numereuno operator of India in all services in its


license area. The company offers vide ranging & most transparent
tariff schemes designed to suite every customer. BSNL cellular
service, CellOne, has 55,140,282 2G cellular customers and 88,493
3G customers as on 30.11.2009. In basic services, BSNL is miles
ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85
per cent share of the subscriber base and 92 percent share in
revenue terms.
BSNL has more than 2.5 million WLL subscribers and 2.5
million Internet Customers who access Internet through various
modes viz. Dial-up, Leased Line, DIAS, Account Less Internet (CLI).
BSNL has been adjudged as the NUMBER ONE ISP in the country.

BSNL has set up a world class multi-gigabit, multi-protocol


convergent IP infrastructure that provides convergent services like
voice, data and video through the same Backbone and Broadband
Access Network. At present there are 0.6 million Data One
broadband customers.

The company has vast experience in Planning, Installation,


network integration and Maintenance of Switching & Transmission
Networks and also has a world class ISO 9000 certified Telecom
Training Institute.

Scaling new heights of success, the present turnover of BSNL


is more than Rs.351, 820 million (US $ 8 billion) with net profit to the
tune of Rs.99, 390 million (US $ 2.26 billion) for last financial year.
The infrastructure asset on telephone alone is worth about Rs.630,
000 million (US $ 14.37 billion).

The turnover, nationwide coverage, reach, comprehensive


range of telecom services and the desire to excel has made BSNL
the No. 1 Telecom Company of India.

Particulars of organization
Incorporated on 15.9.2000, vide Registration No. 55-107739,dated
th
the 15 September, 2000 and became entitled to commence business
with effect from 19th September, 2000
.
Date of incorporation:
The Company (BSNL) took over the business of providing
telecom services and network management throughout the country
except the metro cities of Delhi and Mumbai of the erstwhile service
providing departments of the Govt. Of India service providing departments
of the Govt. of India i.e., the Departments of Telecom Services and
Telecom Operations i.e. 1.10.2000 pursuant to a Moue signed
between the BSNL and the Govt. Of India

Shareholding

pattern Government of India is holding 100% of the share


capital of the Company Listing with Stock Exchanges Not applicable,
as the BSNL is an unlisted company.

Share Capital

Authorized Capital Rs.17,500 crores, dividedinto


1,000,00,00,000 [One Thousand Crores] Equity Shares of Rs.10/-
each; and 750,00,00,000 [Seven Hundred and Fifty Crores]
Preference Shares of Rs. 100 each Paid Up Share Capital -
Rs.5,000/- crores of Equity Shares and Rs.7,500/- crores of
Preference Share Capital.

Objectives of the Company

As set out in the objects clause of the Company Memorandum of


Association

PROFILE OF THE COMPANYS BUSINESS

A. GLIMPSES OF MAIN SERVICES OFFERED

1. BASIC AND LIMITED MOBILE TELEPHONE SERVICES


BSNL is the leading service provider in the country in the Basic
Telephone Services. As of now more than 35 million Direct Exchange
Lines & more than 2.2.Million telephones in the Limited Mobile
telephone Services are existing. BSNL has provides a number of
attractive tariff packages & Plans which shall further strengthen its
subscriber base.
2 CELLULAR MOBILE TELEPHONE SERVICES

BSNLs GSM Technology based Cellular Network reached a long


way, covering 20,836 cities/towns with a subscriber base of over 4.67
Crores as on 31st March 2009 out of which crores cellular telephone
are in pre-paid segment

3. INTERNET SERVICES

BSNL offers Dialup Internet services to the customers by Post-


paid service with the brand name Net one, and pre-paid service with
the brand name Sancharnet. The post-paid service is a CLI based
access service, currently operational in 100 cities. Sancharnet is
available on local call basis throughout India to ISDN and PSTN
subscribers. The Internet Dhaba scheme of the Company aims to
further promote Internet usage in rural and semi urban areas To keep
pace with the latest and varied value added services to its customers,
BSNL uses IP/MPLS based core to offer world class IP VPN services.
MPLS based VPNs is a very useful service for Corporate, as it
reduces the cost involved as well as

4. Intelligent Network

Intelligent Network Services is a service that incorporates


several value added facilities, thoroughly designed to save time and
money, and enhance productivity. At present, your company offers
Free Phone (FPH), Premium Rate Service (PRM), India Telephone
Card (ITC), Account Card Calling (ACC), Virtual Private Network
(VPN), Universal Access Number (UAN) and Tele voting In-services.
With the commissioning of five provided throughout the country. had
increased the sale of ITC Cards taking the figure to Rs.265 crores
in2004-05 alone.
BROADBAND SERVICES

BSNL has launched its broadband services under brand name


BSNL BROADBAND on 14-01-05. This offers High Speed Internet
Access with speed ranging from 256 Kbps to 8 Mbps. Ever since its
inception BSNL is Continuously expanding its broadband network in
response to ever Growing demand of broadband service throughout
India Present customer base is 3.56 million, in ore with equipped
capacity of 6.1 million. BSNL Broadband service is available in more
than 3800 cities &83000 villages. The services provided are High
Speed Internet Connectivity (up to 8 Mbps) Band width on

Demand (planned)

Virtual Private Network (VPN) service over broadband Dial VPN


services to MPLS VPN customers IPTV services (at present available
in 66 cities Games on Demand Service Video tutoring service VOIP
Video Surveillance service Entertainment portal.

CUSTOMER CARE

BSNL, with its Endeavour for high customer satisfaction, has been
paying great attention in this area, by means of opening of more and
more

Employees Welfare Activities

Commitment towards the principles of corporate social


esponsibilities is Inbuilt within the corporate philosophy of BSNL.
A very wide range of welfare programmers, with a focus on the
employees welfare is continuously implemented by the Staff Welfare
Board of the Company.
Assistance during natural calamities

BSNL always remains awake of its responsibility as a corporate


citizen. When the destructive Tsunami waves struck the Indian
shores, BSNL Company swung into action immediately for providing
relief to those Affected in the coastal areas. Communication networks
at the Coastal areas of Tamil Nadu, Kerala and the Andaman and
Nicobar Islands worst hit in the Tsunami - were promptly restored
within the shortest Possible time. BSNL along with the employees
contributed an amount of Rs. 2,207 lakhs to the Prime Ministers
Relief Fund. Telephone Services were restored in record time in the
flood- hit areas of Gujarat and Maharashtra.
CONCEPTUAL BACKGROUND

The scope of my on recruitment and selection procedure of BSNLis


to provide a framework which will assist manager to ensure that the
company attracts, selects and retains the most suitable candidates by
by using the most appropriate efficient, fair, open and effective
methods. Our study committed to achieving equal opportunities
isclearly defined throughout the recruitment and selection procedure.

THEORETICAL BACKGROUND:-

Introduction
Recruitment is defined as a process of searching for
prospective employees and stimulating them to apply for jobs in the
organization. Recruitment is defined as, a 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 numbers to facilitate effective selection of an
efficient workforce.

Objectives of Recruitment

1) To attract people with multi dimensional skills and experiences that


suits the present and future organizational strategies.
2) To induct outsiders with a new perspective to lead the company.
3) To infuse fresh blood at all levels the organization.
4) To develop an organizational culture that attracts competent people
to the company.
5) To search or head hunt/head pouch people whose skills fit the
companies values. To devise methodologies for assessing
psychological traits.
6) To seek out non conventional development grounds of talents.
7) To search for talent globally and not just within the company.
8) To design entry pays that competes on quality but not on quantum
9) To anticipate and find people for positions that does not exit yet.
SUB-SYSTEMS OF RECRUITMENT:-

The recruitment process consists of the following four sub-functions:-

Finding out and developing the sources where the required number
and kind of employees will be available. Developing suitable techniques
to attract the desirable candidates. Employing the techniques to attract
candidates. Stimulating as many candidates as possible and asking
them to apply for jobs irrespective of the number of candidates require.
Management has to attract more candidates in order to increase the
selection ratio so that the most suitable candidate can be selected out of
the total candidates available. Recruitment is positive as it aims at
increasing the number of applicants and selection is somewhat negative
as it selects the suitable candidates in which process; the unsuitable
candidates are automatically eliminated. Though, the function of
recruitment seems to be easy, a number of factors make performance of
recruitment a complex one.

FACTORS AFFECTING RECRUITMENT:-

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS:-

Recruiting policy Temporary and part-time employees Recruitment


of local citizens Engagement of the company in HRP Companys size
Cost of recruitment Companys growth and expansion

2) EXTERNAL FACTORS:-

Supply and Demand factors Unemployment Rate Labor-market


conditions Political and legal considerations Social factors Economic
factors Technological factors
RECRUITMENT POLICY:-

Recruitment policy of any organization is derived from the personnel


policy of the same organization. In other words the former is a part of the
latter. However, recruitment policy by itself should take into
consideration the governments reservation policy, policy regarding sons
of soil, etc., personnel policies of other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections,
women, etc. Recruitment policy should commit itself to the
organizations personnel policy like enriching the organizations human
resources or servicing the community by absorbing the retrenched or
laid-off employees or casual/temporary employees or dependents of
present/former employees, etc. The following factors should be taken
into consideration in formulating recruitment policy. They are:-
Government policies Personnel policies of other competing
organizations Organizations personnel policies Recruitment sources
Recruitment needs Recruitment cost
Selection criteria and preference

IMPACT OF PERSONNEL POLICIES ON RECRUITMENT

POLICIES:-
Recruitment policies are mostly drawn from personnel policies of
the organization. According to Dale Yoder and Paul D. Standohar,
general personnel policies provide a wide variety of guidelines to be
spelt out in recruitment policy. After formulation of the recruitment
policies, the Management has to decide whether to centralize or
decentralize the recruitment function.

CENTRALISED V/s DECENTRALISED RECRUITMENT:-


Recruitment practices vary from one organization to another. Some
organizations like commercial banks resort to centralized recruitment
while some organizations like the Indian Railway resort to decentralized
recruitment practices. Personnel department at the central office
performs all the functions of recruitment in case of centralized
recruitment and personnel departments at unit level/zonal level perform
all the functions of recruitment concerning to the jobs of the respective
unit or zone.
MERITS OF CENTRALISED RECRUITMENT:-

Average cost of recruitment per candidate/unit should be relatively less


due to economies of scale.
It would have more expertise available to it.
It can ensure broad uniformity among human resources of various
units/zones in respect of education, skill, knowledge, talent, etc.
It would generally be above malpractices, abuse of powers, favoritism,
bias, etc.
It would facilitate interchangeability of staff among various units/zones.
It enables the line managers of various units and zones to concentrate
on their operational activities by relieving them from the recruiting
functions.
It enables the organization to have centralized selection procedure,
promotional and transfer procedure, etc.
It ensures the most effective and suitable placement to candidates.
It enables centralized training programmes which further brings
uniformity and minimizes average cost of staff.

MERITS OF DECENTRALISED RECRUITMENT:-


The unit concerned concentrates only on those sources/places wherein
normally gets the suitable candidates. As such the cost of recruitment
would be relatively less.
The unit gets most suitable candidates as it is well aware of the
requirements of the job regarding culture, traditional, family background
aspects, local factors, social factors, etc.
Units can recruit candidates as and when they are required without any
delay.
The units would enjoy freedom in finding out, developing the sources, in
selecting and employing the techniques to stimulate the candidates.
The unit would relatively enjoy advantage about the availability of
information, control and feedback and various functions/processes of
recruitment.
The unit would enjoy better familiarity and control over the employees it
recruits rather than on employees selected by the central recruitment
agency.
SOURCES OF RECRUITMENT:-

The sources of recruitment may be broadly divided into two categories:
internal sources and external sources. Both have their own merits and
demerits. Lets examine these.

Internal Sources:-

Persons who are already working in an organization constitute the
internal sources. Retrenched employees, retired employees,
dependents of deceased employees may also constitute the internal
sources. Whenever any vacancy arises, someone from within the
organization is upgraded, transferred, promoted or even demoted.

External Sources:-

External sources lie outside an organization. Here the organization can


have the services of :
(a) Employees working in other organizations;
(b) Jobs aspirants registered with employment exchanges;
(c) Students from reputed educational institutions;
(d) Candidates referred by unions, friends, relatives and existing
employees;
(e) Candidates forwarded by search firms and contractors;
(f) Candidates responding to the advertisements, issued by the
organization; and
(g) Unsolicited applications/ walk-ins.

Merits and Demerits of Recruiting people from Within:-

Merits :-

1) Economical:
The cost of recruiting internal candidates is minimal. No expenses are
incurred on advertising.
2) Suitable:
The organization can pick the right candidates having the requisite
skills. The candidate can choose a right vacancy where their talents
can be fully utilized.

Demerits:-

1) Limited Choice:
The organization is forced to select candidates from a limited pool. It
may have to sacrifice quality and settle down for less qualified
candidates.

2) Inbreeding:
It discourages entry for talented people, available outside an
organization. Existing employees may fail to behave in the knowledge
about suitability of a candidate for a position. Known devils are better
than unknown angels!

3) Inefficiency:
Promotions based on length of service rather than merit, may prove to
be a blessing for inefficient candidate. They do not work hard and prove
their worth.

4) Bone of contention:
Recruitment from within may lead to infighting among employees
aspiring for limited, higher level positions in an organization. As years
roll by, the race for premium positions may end up in a bitter race.

Merits and Demerits of External sources of Recruitment:-Merits Demerits

1.Wide Choice:
The organization has the freedom to select candidates from a large
pool. Persons with requisite qualifications could be picked up.

2. Infection of fresh blood:


People with special skills and knowledge could be hired to stir up the
existing
3. Expenses:
Hiring costs could go up substantially. Tapping multifarious sources of
recruitment is not an easy task either.

4. Time consuming:
It takes time to advertise, screen, to test and test and to select suitable
employees. Where employees and pave the way for innovative ways of
working.

5. Motivational force:
It helps in motivating internal employees to work hard and compete with
external candidates while seeking career growth. Such a competitive
atmosphere would help an employee to work to the best of his abilities.

6. Long term benefits:


Talented people could join the ranks, new ideas could find meaningful
expression, a competitive atmosphere would compel people to give out
their best and earn rewards, etc. suitable ones are not available, the
process has to be repeated.

7. De-motivating:
Existing employees who have put in considerable service may resist the
process of filling up vacancies from outside. The feeling that their
services have not been recognized by the organization, forces then to
work with less enthusiasm and motivation.

8.Uncertainty:
There is no guarantee that the organization, ultimately will be able to
hire the services of Suitable candidates. It may end up hiring someone
who does not fit and who may not be able to adjust in the new setup.

METHODS OF RECRUITMENT:-

The following are the most commonly used methods of recruiting


people.
INTERNAL METHODS:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and


Promotions.

A transfer is a lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working
conditions, etc., but not necessarily salary. Promotion, on the other
hand, involves movement of employee from a lower level position to a
higher level position accompanied by (usually) changes in duties,
responsibilities, status and value. Organizations generally prepare badly
lists or a central pool of persons from which vacancies can be filled for
manual jobs. Such persons are usually passed on to various
departments, depending on internal requirements. If a person remains
on such rolls for 240 days or more, he gets the status of a permanent
employee as per the Industrial Disputes Act and is therefore entitled to
all relevant benefits, including provident fund, gratuity, retrenchment
compensation

2. Job Posting:-

Job posting is another way of hiring people from within. In this method,
the organization publicizes job opening on bulletin boards, electronic
method and similar outlets. One of the important advantages of this
method is that it offers a chance to highly qualified applicants working
within the company to look for growth opportunities within the company
to look for growth opportunities within the company without looking for
greener pastures outside.

3. Employee Referrals:-

Employee referral means using personal contacts to locate job opportunities.


It is a recommendation from a current employee regarding a job applicant.
The logic behind employee referral is that it takes one to know one.
Employees working in the organization, in this case, are encouraged to
recommend the names of their friends, working in other organizations for a
possible vacancy in the near future. In fact, this has become a popular way of
recruiting people in the highly competitive Information Technology industry
nowadays. Companies offer rich rewards also to employees whose
recommendations are accepted after the routine screening and examining
process is over and job offers extended to the suggested candidates. As a
goodwill gestures, companies also consider the names recommended by
unions from time to time.

External (direct) Methods:-1.Campus Recruitment

It is a method of recruiting by visiting and participating in college


campuses and their placement centres. Here the recruiters visit reputed
educational institutions such as IITs, IIMs, colleges and universities with
a view to pick up job aspirants having requisite technical or professional
skills. Job seekers are provided information about the jobs and the
recruiters, in turn, get a snapshot of job seekers through constant
interchange of information with respective institutions.

A preliminary screening is done within the campus and the short


listed students are then subjected to the remainder of the selection
process. In view of the growing demand for young managers, most
reputed organizations (such as Hindustan Lever Ltd., Proctor & Cable,
Citibank,State Bank of India, Tata and Birla group companies) visit IIMs
and IITs regularly and even sponsor certain popular campus activities
with a view to earn goodwill in the job market. Advantages of this
method include: the placement centre helps locate applicants and
provides resumes to organizations; applicants can be prescreened;
applicants will not have to be lured away from a current job and lower
salary expectations. On the negative front, campus recruiting means
hiring people with little or no work experience The organizations will
have to offer some kind of training to the applicants, almost immediately
after hiring. It demands careful advance planning, looking into the
placement weeks of various institutions in different parts of the country.
Further, campus recruiting can be costly for organizations situated in
another city (airfare, boarding and lodging expenses of recruiters, site
visit of applicants if allowed, etc.).
If campus recruitment is used, steps should be taken by human
resource department to ensure that recruiters are knowledgeable
concerning the jobs that are to be filled and the organizations and
understand and employ effective interviewing skills.

Guidelines for campus recruiting:

companies using college campuses as recruitment source should


consider the following guidelines: Identify the potential candidates early:
The earlier that candidate with top potential can be identified, the more
likely the organization will be in a position to attract them. Employ
various means to attract candidates: These may include providing
research grants; consulting opportunities to faculty members, funding
university infrastructural requirements, internships to students, etc. in
the long run these will enhance the prestige of the company in the eyes
of potential job seekers.

Use effective recruitment material: Attractive brochures, films,


computer diskettes, followed by enthusiastic and effective presentations
by company officials, correspondence with placement offices in
respective campus in a friendly way will help in booting the company
image in the eyes of the applicants. The company must provide detailed
information about the characteristics of entry level positions, especially
those that have had a major positive impact on prior applicants
decisions to join the company.

Offer training to campus interviews: Its better to devote more time


and resources to train on campus interviewers to answer specific job
related questions of applicants.

Come out with a competitive offer: Keep the key job attributes that
influence the decisions of applicants such as promotional avenues,
challenging assignments, long term income potential, etc., while talking
to candidates.
Indirect methods:-

1.Advertisements:-

These include advertisements in newspapers; trade, professional and


technical journals; radio and television; etc. in recent times, this medium
has become just as colorful, lively and imaginative as consumer
advertising. The ads generally give a brief outline of the job
responsibilities, compensation package, prospects in organizations, etc.
this method is appropriate when (a) the organization intends to reach a
large target group and (b) the organizations wants a fairly good number
of talented people who are geographically spread out. To apply for
advertised vacancies lets briefly examine the wide variety of alternatives
available to a company as far as ads are concerned:

Newspaper Ads: Here it is easy to place job ads without much of a lead
time. It has flexibility in terms of information and can conveniently target
a specific geographic location. On the negative side, newspaper ads
tend to attract only those who are actively seeking employment at that
point of time, while some of the best candidates who are well paid and
challenged by their current jobs may not be aware of such openings. As
a result, the company may be bombarded with applications from a large
number of candidates who are marginally qualified for the job - adding to
its administrative burden. To maintain secrecy for various reasons
(avoiding the rush, sending signals to competitors, cutting down
expenses involved in responding to any individual who applies, etc.),
large companies with a national reputation may also go in for blind-box
ads in newspapers,

Especially for filling lower level positions. In a blind-box ad there is no


identification of the advertising organization. Job aspirants are asked to
respond to a post office box number or to
An employment firm that is acting as an agent between the job seekers
and the organization.
Television and radio ads: These ads are more likely to each individual
who are not actively seeking employment; they are more likely to
stand out distinctly, they help the organization to target the audience
more selectively and they offer considerable scope for designing ads
creatively. However, these ads are expensive. Also, because the
television or radio is simply seen or heard, potential candidates may
have a tough time remembering the details, making application
difficult.

2.Third Party Methods:-

Private Employment Search Firms:-

As search firm is a private employment agency that maintains


computerized lists of qualified applicants and supplies these to
employers willing to hire people from the list for a fee. Firms like
Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria,
KPMG; Ferguson Associates offers specialized employment-related
services to corporate houses for a fee, especially for top and middle
level executive vacancies. AT the lower end, a number of search
firms operate providing multifarious services to both recruiters and
the recruitees.

Employment Exchanges:-
AS a statutory requirement, companies are also expected to
notify(wherever the Employment Exchanges Act, 1959, applies) their
vacancies through the respective Employment Exchanges, created all
over India for helping unemployed youth, displaced persons, ex-
military personnel, physically handicapped, etc. AS per the Act all
employers are supposed to notify the vacancies arising in their
establishments form time to time with certain exemptions to the
prescribed employment exchanges before they are filled. The Act
covers all establishments in public sector and nonagricultural
establishments employing 25 or more workers in the private sector.
However, in view of the practical difficulties involved in implementing
the provisions of the Act
(such as filing a quarterly return inrespect of their staff strength,
vacancies and shortages, returns showing occupational distribution of
their employees, etc.) many organizations have successfully fought
court battles when they were asked to pick up candidates from
among those sponsored by the employment exchanges.

Gate Hiring and Contractors:-


Gate hiring (where job seekers, generally blue collar employees,
present themselves at the factory gate and offer their services on a
daily basis), hiring through contractors, recruiting through word-of-
mouth publicity are still in use despite the many possibilities for their
misuse in the small scale sector in India.

Unsolicited Applicants / Walk-ins:-


Companies generally receive unsolicited applications from job
seekers at various points of time; the number of such applications
depends on economic conditions, the image of the company and the
job seekers perception of the types of jobs that might be available
etc. Such applications are generally kept in a data bank and
whenever a suitable vacancy arises, the company would intimate the
candidates to apply through a formal channel. One important problem
with this method is that job seekers generally apply to number of
organizations and when they are actually required by the
organizations, either they are already employed in other
organizations or are not simply interested in the position.

Alternatives to Recruitment:-
Since recruitment and selection costs are high (search process,
interviewing agency fee, etc.) firms these days are trying to look at
alternatives to recruitment especially when market demand for firms
products and services is sluggish. Moreover, once employees are
placed on the payroll, it may be extremely difficult to remove them if
their performance is marginal. Some of the options in this regard may
be listed thus


Evaluation of Alternative Sources:-
Companies have to evaluate the sources of recruiting carefully
looking at cost, time, flexibility, quality and other criteria before
earmarking funds for the recruitment process. They cannot
afford to fill all their vacancies through a particular source. To
facilitate the decision making process in this regard, companies rely
on the following:

Time lapse data:
They show the time lag between the dates of requisition for
manpower supply from a department to the actual date of filling the
vacancies in that department. For example, a companys past
experience may indicate that the average number of days from
application to interview is 10, from interview to offer is 7,from offer to
acceptance is 10 and from acceptance to report for work is 15.
Therefore, if the company starts the recruitment and selection
process now it would require 42 days before the new employee joins
its ranks. Armed with this information, the length of the time needed
for alternative sources of recruitment can be ascertained before
pinning hopes on a particular source that meets the recruitment
objectives of the company.

Yield ratios:
These ratios indicate the number of leads / contacts needed to
generate a given number of hires at a point at time. For example, if a
company needs 10 management trainees in the next six months, it
has to monitor past yield ratios in order to find out the number of
candidates to be contacted for this purpose. On the basis of past
experience, to continue the same example, the company finds that to
hire 10 trainees, it has to extend 20 offers. If the interview-to offer is
3:2, then 30 interviews must be conducted. If the invites to
interview ratios are 4:3 then, as many as 40 candidates must be
invited. Lastly, if contacts or leads needed to identify suitable
Trainees to invite are in 5:1 ratio, and then 200 contacts are made.
Surveys and studies:

Surveys may also be conducted to find out the suitability of a


particular source for certain positions. For example, as pointed out
previously, employee referral has emerged as popular Way of hiring
people in the Information Technology industry in recent times in India.
Correlation studies could also be carried out to find out the
relationship between different organizational positions. Before finally
identifying the sources of recruitment, the human resource managers
must also look into the cost or hiring a candidate. The cost per hire
can be found out by dividing the recruitment cost by the number of
candidates hired.
SELECTION:-

Introduction

Selection is the process of picking individuals who have relevant


qualifications to fill jobs in an organisation.The basic purpose is to choose
the individual who can most successfully perform the job from the pool of
qualified candidates.

Purpose:-

The purpose of selection is to pick up the most suitable candidate who


would meet the requirements of the job in an organization best, to find out
which job applicant will be successful, if hired. To meet this goal, the
company obtains and assesses information about the applicants in terms of
age, qualifications, skills, experience, etc. the needs of the job are matched
with the profile of candidates. The most suitable person is then picked up
after eliminating the unsuitable applicants through successive stages of
selection process. How well an employee is matched to a job is very
important because it is directly affects the amount and quality of
employees work. Any mismatched in this regard can cost an organization a
great deal of money, time and trouble, especially, in terms of training and
operating costs. In course of time, the employee may find the job distasteful
and leave in frustration. He may even circulate hot news and juicy bits of
negative information about the company, causing incalculable harm to the
company in the long run. Effective election, therefore, demands constant
monitoring of the fit between people the job.

The Process:-

Selection is usually a series of hurdles or steps. Each one must be


successfully cleared before the applicant proceeds to the next one. The
time and emphasis place on each step will definitely vary from one
organization to another and indeed, from job to job within the same
organization. The sequence of steps may also vary from job to job and
organization to organization. For example some organizations may give
more importance to testing while others give more emphasis to interviews
and reference checks. Similarly a single brief selection interview
might be enough for applicants for lower level positions, while applicants
for managerial jobs might be interviewed by a number of people.

Steps in Selecting Process

Reception

A company is known by the people it employs. In order to attract people


with talents, skills and experience a company has to create a favorable
impression on the applicants right from the stage of reception. Whoever
meets the applicant initially should be tactful and able to extend help in a
friendly and courteous way. Employment possibilities must be presented
honestly and clearly. If no jobs are available at that point of time, the
applicant may be asked to call back the personnel department after some
time.

Screening Interview

A preliminary interview is generally planned by large organizations to cut


the cost of selection by allowing only eligible candidates to go through the
further stages in selection. A junior executive from the Personnel
Department may elicit responses from the applicants on important items
determining the suitability of an applicant for a job such as age, education,
experience, pay expectations, aptitude, location, choice etc. this courtesy
interview as it is often called helps the Department screen out obvious
misfits. If the department finds the candidate suitable, a prescribed
application form is given to the applicants to fill and submit.

Application Blank

Application blank or form is one of the most common methods used to


collect information on the various aspects of the applicants academic,
social, demographic, work related background and references. It is a
brief history sheet of employees background, usually containing the
following
Things:
Personal data (address, sex, telephone number) Marital data
Educational data Employment Experience Extra-curricular activities
References and Recommendations

Selection Testing
In this section let examine the selection test or the employment test that
attempts to asses intelligence, abilities, personality trait, performance
simulation tests including work sampling and the tests administered at
assessment centers- followed by a discussion about the polygraph test,
Graphology and integrity test .A test is a standardized, objective measure
of a persons behavior, Performance or attitude. It is standardized because
the way the tests is carried out, the environment in which the test is
administered and the way the individual scores are calculated- are
uniformly applied. It is objective in that it tries to measure individual
differences in a scientific way giving very little room for individual bias and
interpretation. Over the years employment tests have not only gained
importance but also a certain amount of inevitability in employment
decisions. Since they try to objectively determine how well an applicant
meets the job requirement, most companies do not hesitate to invest their
time and money in selection testing in a big way.

Some of the commonly used employment tests

are: Intelligence tests

Aptitude tests
Personality tests
Achievement tests

Miscellaneous tests such as graphology, polygraphs and honesty tests.


Selection Interview:

Interview is the oral examination of candidates for employment. This is the


most essential step in the selection process. In this step the interviewer
matches the information obtained about the candidates through various
means to the job requirements and to the information obtained through his
own observations during the interview. Interview gives the recruiter an
Opportunity

To size up the candidate personally;



To ask question that are not covered in the tests;

To make judgments on candidates enthusiasm and intelligence;

To assess subjective aspects of the candidate facial
expressions, Appearance, nervousness and so forth;

To give facts to the candidates regarding the company,
its policies, etc. and promote goodwill towards the
company.
EVALUATION:-

Evaluation is done on basis of answers and justification given by the


applicant in the interview.

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the
candidate is required to undergo a physical fitness test. A job offer is often
contingent upon the candidate being declared fit after the physical
examination.

Medical examination:-

Certain jobs require physical qualities like clear vision, perfect hearing,
unusual stamina, tolerance of hard working conditions, clear tone, etc.
Medical examination reveals whether or not a candidate possesses these
qualities.

Reference Checks:-
Once the interview and medical examination of the candidate is over, the
personnel department will engage in checking references. Candidates are
required to give the names of 2 or 3 references in their application forms.
These references may be from the individuals who are familiar with the
candidates academic achievements or from the applicants previous
employer, who is well versed with the applicants job performance and
sometimes from the co-workers. In case the reference check is from the
previous employer, information in the following areas may be obtained.
They are job title, job description, period of employment, pay and
allowances, gross emoluments, benefits provided, rate of absence,
willingness of previous employer to employ the candidate again,
etc.Further, information regarding candidates regularity at work, character,
progress, etc. can be obtained. Often a telephone call is much quicker. The
method of mail query provides detailed information about the candidates
performance, character and behavior. However, a personal visit is superior
to the mail or telephone methods and is used where it is highly essential to
get a detailed, first hand information which can also be secured by
observation. Reference checks are taken as a matter of routine and treated
casually or omitted entirely in many organizations. But a good reference
check, when used sincerely, will fetch useful and reliable information to the
organization.

Hiring decision:-
The line manager has to make the final decision now whether to select or
reject a candidate after soliciting the required information through different
techniques discussed earlier. The line manager has to take adequate care
in taking the final decision because of economic, behavioral
and social implications of the selection decisions. A careless decision of
rejecting a candidate would impair the morale of the people and they
suspect the selection procedure and the very basis of selection in a
particular organization. A true understanding between line managers and
personnel managers should be established so as to facilitate good
selection decisions. After
taking the final decision, the organization has to intimate this decision to the
successful as well as unsuccessful candidates. The organization sends the
appointment order to the successful candidates either immediately or after
sometime depending upon its time schedule.
RESEARCH METHODOLOGY:-

To conduct any research a scientific method must must be followed


the universe of study is very large in which is difficult to collect
information from all the employess.so the sampling method has been
followed study ,the analysis is based on primary as well as secondary
data.

1:-PRIMARY SOURCES:-

Primary data was collected using an appropriate questionnaire and


observing it

2:-SECONDARY SOURSES:-

The secondary data was collected from companies training policy


documents, official records.

3:-QUESTIONNAIRE:-

It is the set of question which is to be filled up by the respondents for


their answers. We have also prepared during our study for the
purpose of collection of primary data. Questionnaire designed were of
multiple choice and of ended of nature.

4:-METHOD OF ANALYSIS:-

The tool of analysis adopted by us is the column chartsandpie


charts which we have prepared on the basis of my questionnaire.
Methodology can be defined as a systemic way of approaching a
problem to identify the truth and for this certain step should be taken
in a systematic order and these steps are called methods. Research
methodology is a process of planning, acquiring, analyzing and
disseminating relevant data and information.
The use of right methodology is necessary because if the right
methods are not adopted and thoughts are not arrange in a logical
order the exact truth might not be expressed. Thus the methodology
means correct arrangement of thoughts and knowledge.

WHY RESEARCH IS REQUIRED

Conceptually, the purpose of research is to discover the answers for


the questions through application of scientific procedures. The main
aim of the research is to find out the truth which is hidden and which
has not been discovered yet.

Through each research study has its own specific purpose, but
generally researchers are done:

To gain familiarities with a phenomenon or to achieve new insights


into it.

To determine the frequency with which something occurs or with


which associated with something else.

To test the hypothesis of casual relationship between variables.

To take appropriate decisions.

Research is a careful and systematic effort of gaining new


knowledge. Research is an original contribute on to the existing stock
of knowledge making for its advancement; it is pursuit of true with the
help of study, observation, comparison and experiment.

In short the search of knowledge through objectives and systematic


method of finding solution to problem is research.
RESEARCH DESIGN:

The research design is the plan, structure and strategy of


investigation conceived so as to obtain answer to research questions
and to control variance.The definition of three important terms plan,
structure and strategy.

The plan is an outline of the research scheme on which the


researcher is to work. The structure of the research is a more specific
outline or the scheme and the strategy shows how the Research will
be carried out, specifying the methods to be used in collection and
analysis of data.

Research design is the specification of methods and the procedure


fro acquiring the information needed. It is the operational pattern or
framework of the projects that stipulate what information is to be
collected from which sources by the procedures. The importance of
research design lies in the fact that it makes a statement of what is to
be done in order to achieve the research objectives and how it is to
be done. It is an expression of what of the research exercise in terms
of results and the analytical input needed to convert data into
research findings.

A design may be quite suitable in one case but could not fit in some
other research problem. One design cannot serve the purpose of all
types of research problems. Also most of the research problems are
complex in nature and cannot be solved by a specific research
design. Hence a combination of research design is used to reach a
solution.

The research design when chosen correctly prevents deviation in the


study. The present study is the cross sectional descriptive type with
fields study and partly casual in nature as it seeks to find out
consumer behavior with respect to mobile and correlate them with
income, age, education, professions etc. and formulate marketing
strategies based on the study.
SAMPLING AND SAMPLE DESIGN:
It is not possible to examine every item in the population hence
interferences is drawn about a large numbers of items possessing a
particular attribute based on based analysis of fraction of such items.
It is called a sample. For developing a sampler design following
points need to be discussed with regard to the present study

POPULATION:
In statistical usage the terms population is applied to any finite
collection of individuals. It has displaced the orders terms universe. It
is aggregate of all elements possessing certain specified
characteristics which need to studied and defined prior to sample.
Population can be finite if units can be counted or infinite. Since the
present study is done in Bareilly, The population is finite. Population
can be defined in terms of elements, sampling units, extent and time.

In this study, the specifications will be as follows:


1. Element : People

2. Sampling Units : BSNL office


ELEMENT:
An Element is the unit about which information is collected. It
provides the basis for analysis. It identifiable physically. In the present
study the element is dealer having a good knowledge about the
service. (Regarding Brand)

SAMPLING UNIT:
The sampling unit is the basic unit containing the element of the
target population. The sampling may be different from the element. It
can be either geographical unit (state, district etc.) or social unit
(Household, family, club etc.) or a construction unit (enclave, house,
flat etc.) or it may be an individual. In the present stuffy, a sample of
distributor is selected in the three stages. First of all a sample of cities
is selected, than a sample of colonies is selected from each selected
colony after the entire distributor in it.
SAMPLE FRAME:

A sample frame could be a telephone directory, a list of block and


localities of a city, a map or any other list consisting of all the
sampling units, each stage of sampling process requires its own
sampling frame. Since the present study undergoes two stages
sampling process, we would need two sampling frames. First a list of
localities, Second a list of distributors within the selected localities.

SAMPLING DESIGN: Representation of entire universe is only


possible through the sampling technique. Considerable care has
been taken in selecting the sample so that is Convenient in terms of
size and enough to represent the entire universe

SUMMARY OF RESEARCH DESIGN

Data source: Primary and secondary

Research approach: Survey method

Research instrument: Questionnaire

Sampling plan: Sample unit (office)

Sample size: 50 employee

Sample area: Bareilly city

Contact method: Personal contact


DATA ANALYSIS AND INTERPRETATION

Employees in Bharat Sanchar Nigam Limited as on

Company payroll 90%

Contract 10%

Both 0%

INTERPRETATION

Most of the employee are as on company payroll.


How you recruit employee?

Through internal 20%


recruitment

Through external 80%


recruitment

Both 0%

INTERPRETATION

Most of the employee, recruit by external recruitment


policy.
If internal,what was the procedure?

Transfer 60%

Promotion 30%
ReCall 10%

INTERPRETATION

They prefer transfer policy to recruit


external employee.
Are you satisfied with companys current recruitment
policy ?

Yes 90%

No 10%

INTERPRETATION

Most of the employee are satisfied with recruitmnet policy.


What was the time duration between interview regarding
selection in company and getting offer letter ?

One week 0%
One month 0%
Six month 40%
More than six month 60%

INTERPRETATION

More than six month is required to final touch.


Do you think that presently number of employees is
enough?

Yes 10%
No 90%

INTERPRETATION

In current position number of employee are less.


Does company ask you for any recommendation to
recruit ?

Yes 15%
No 85%

INTERPRETATION

Company dont requred any recommendation to


recruit.
Are you satisfy with BSNL selection and recruitment
policy?

yes 76%

no 24%

INTERPRETATION

Most of the people are satisfy with BSNL.


FINDINGS

After the survey we found the satisfaction level of BSNL


employee is very high.

Most of the consumers go for the BSNL services.

Youth feel very comfortable with it.

BSNL has been covering the entire segment.

BSNL technology is very innovative.

A very high segment of youth goes for the name and goodwill
of the BSNL.
SUGGESTIONS RECOMMENDATION

The company should increase their service stations.

More financing option should be available.

The company should provide more customer value.

Follow up should be increased.

Effort should be done for developing the concept of good


relationship with consumers.

Special offer should be provided by the BSNL.


LIMITATIONS

The employees were busy with their daily schedule and it very much
difficult for them to give time

Personal biasness of various employees may have supplied wrong


data.

Time and money was also an important constraint


CONCLUSION

The telecomm companies aims to ensure that the best candidate is


selected for the job regardless of age,color,origin,relegion,gender
etc.to achive this objective company ensures that all those who are
concerned with the recruitment and selection process have a clear
understanding of the job to be filled.

The purpose of this policy is to ensure that the company will attract
and retail the most highly qualified workforce available to them.

All the workers of the studied organization felt that this program is
beneficial in improving performance, skills, attitude and knowledge
effectively and efficiently of doing work.
BIBLIOGRAPHY

Http: www.bsnlindia.com http:

http: www.wikipedia.org

Philip Kotler, Marketing Management,

I have used the following source for finding the data

A. Research methodology - C.R. Kothari

Literature from the web site

www.bsnl.org.document.info.practicescordinal.org
www.bsnl.in.office.document.class.infoexe.ogr

http://www.bsnlindia.com
Annexure

Bharat Sanchar Nigam Limited

Questionnaire

(For academic purpose only)

Department:

Designation:

Age:

Name:

Q.Emploees in Bharat sanchar limited as on

Company payroll Contract

Both

Q.2 How you recruit employee?

Through internal recruitment through


external recruitment both

Q.3If internal, what was the procedure? Transfer

Promotion Recall
Q.4 If external, how?

Through Ad. Through Through Labour


Consultancy/emp Contractor

Exchange

Management
Level

Supervisor
Level

Workers

Q.5 Are you satisfied with companys current recruitment policy?

Yes No

Q.6 Employee can get the opportunity in BSNL? After qualifying


written and interview

Interview only written only none of them

Q.7What was the time duration between interview regarding


selection in company and getting offer letter?

One week One month Six month


More than six month

Q.8 what qualification is required at the time of selection?

Degree Diploma /HSC SSClevel Below


level level SSC

Management

Supervisor

Worker

Q.9Do you ask for any work experience at the time of selection?

More than 10 More than 5 More than 1 Fresher


yrs yrs yrs s

Management

Supervisor

Worker

Q.10 Do you think that presently number of employees are enough?

Yes No

Management

Supervisor

Workers
Q.11 What is the criteria to fill up the post?

Through Through Through


promotion transfer Through sources

Re Call

Management
Supervisor
Worker

Q.12 Does Company asks you for any recommendation to recruit?

Yes
No

Q.13.Did you contact the informal contact names in the advertisement?

Yes No

If yes, was this helpful? Yes No

If No, Why not?