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“A ANALYSIS OF RECRUITMENT AND SELECTION PROCESS”

IN

“BHARTI AIRTEL LIMITED”


ACKNOWLEDGEMENT
I am thankful to University’s for giving me an opportunity to pursue MASTER OF BUSINESS
ADMINISTRATION (MBA) HUMAN RESOURCE

I would also like to thank my guide and my perpetual source of inspiration for her valuable mentoring
and inputs. Her constant support and invaluable advice has always guided me towards the right
direction. She helped me to know various phenomenon related to the research practices which further
gave an impetus to channelize my study in an appropriate way. I sincerely thank her for her treasured
guidance without which this dissertation would have never been possible.

Lastly, I express my deep sense of gratitude to the almighty, my family, friends & colleagues who have
directly and indirectly helped me in this dissertation.

--------------------------

Signature of Student
Anuradha

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EXECUTIVE SUMMARY

Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very
sensitive as many managers have a need to hire a new employee and this process is always under a strict
monitoring from their side. Recruitment and selection are two most important functions of personnel
management. Recruitment process can be done in many ways like internal or external, and it involves
with many steps of recruitment policies like job advert, job application process, Evaluations, job
description and, legislations and training. The primary purpose of recruitment and selection is to achieve
one's desire end, appointing the right person to the right job. Recruitment refers to the process of
attracting, screening, and selecting qualified people for a job at an organization or firm. Selection refers
to Selection is the process of choosing the most suitable candidates from those who apply for the job. It
is a process of offering jobs to desired candidates.

Objective Of Study-

1. to ensure all recruitment and selection procedures comply with the Equal Opportunity Policy.
2. to ensure that all appointments are made on merit.
3. to attract sufficient applications from potential candidates for appointment with the skills,
qualities, abilities, experience and competencies deemed as being necessary to the job.
4. to develop and maintain procedures which will assist in ensuring the appointment of the most
suitable candidate.
5. to ensure that recruitment procedures are clear, valid and consistently applied by those involved
in recruitment and that they provide for fair and equitable treatment for those who apply for
employment.
6. to base selection decisions and criteria directly on the demands and requirements of the job and
the competencies identified as necessary for satisfactory performance.

Problems In Recruitment And Selection-

If a company does not follow the process of recruitment and selection, the company cannot survive.
Without recruitment and selection process a company will have to face a lack of skilled employees.
Another important thing is that a firm should recruit only when the need arises so that it does not have

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unutilized staff to avoid unnecessary costs to the company. Thus, if a firm will not follow the recruitment
and selection as per the set procedures, it will have to face several problems such as-

 Development Of Unhealthy Competitiveness: If the number of working employees will exceed


than that needed actually i.e. if the actual workforce required for a particular post will be more
than the employees would develop a feeling of competitiveness among themselves which will
negatively impact the organization.

 Additional Costs to The Company: Additional training of employees additional costs to the
company which could be otherwise saved if the recruitment policy was good.

 Higher Rates Of Turnover: Additional training will result in additional annual turnover as it is
direct relation to the company’s annual costs.

 Reduced Performance of Employees: If the employees would feel competitive among


themselves, it will automatically reduce their performance of work .

 Lack Of Engaged Employees: If the company will have excess employees but shortage of
engaged employees but shortage of engaged employees i.e. employees who are totally
motivated towards their job, it will be a problem.

 Improper Evaluation Of Human Resources: In the absence of a proper recruitment program the
proper evaluation of the existing human resources cannot be done , company will face
hindrance in its overall growth.

 Lack Of Motivation Among Employees: Due to the lack of proper evaluation of employees they
will not get proper appraisals and thus will not feel motivated.
But, if care is taken by keeping all such factors in mind , and a firm takes all the necessary
steps for the organizational growth such as effective and timely recruitment then definitely
recruitment process can be improved.

Research And Methodology :

Research Methodology refers to the procedures used in making systematic observations or otherwise
obtaining data, evidence, or information as part of a research project or study. Research helps in
decision making, especially in business. Effective decisions lead to managerial success, and this requires
reducing the element of risk and uncertainty. After established the ‘what’ of the study i.e., the research
problem, the next step is the ‘how’ of the study, which specifies the method of achieving the research
objectives. In other words, this is research design.

Research Design: - A traditional research design is a blue print or detailed plan for how a research study
is to be completed-operationalizing variables so they can measure, selecting a sample of interest to
study, collecting data to be used as a basis for testing hypothesis and analyzing the results.
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I have used Descriptive Research Design for my study. The reason for using this design is that the
objective of descriptive research studies is to provide a comprehensive and detailed explanation of the
phenomena under study. The three main purposes of research are to describe, explain, and validate
findings. There are two types of descriptive research design are as follows:

1. Cross-Sectional Studies: - Cross-sectional studies involve a slice of the population.

2. Longitudinal Studies: - A single sample of the identified population that is studied over a longer
period of time is termed as a longitudinal study design.

Sample Size- 100

Target Respondents- Employees Of Airtel

Sampling Techniques- Simple Random Sampling.

Methods Of Data Collection: - There are two methods of data collection.

1. Primary Data: - Primary data, as the name suggests, is original, problem- or project-specific and
collected for the specific objectives and needs spelt out by the researcher. The accuracy and relevance is
reasonably high.There are some methods for primary data collection:

1. Observation Method
2. Focus Group Discussion
3. Personal Interview Method
4. Questionnaire Method

2. Secondary Data: - Secondary data as the name implies is that information which is not topical or
research-specific and has been collected and compiled by some other researcher or investigative body.
This type of data is recorded and published in a structured format, and thus, is quicker to access and
manage. There are some sources of secondary data:

1. Internal sources of data


2. External sources of data
3. Books and periodicals
4. Guides
5. Directories and indices
6. Standard non-government statistical data
7. Internet.

Data Analysis Technique- Qualitative i.e- Interviews and questionnaire.


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Research Instrument- Questionnaire and group discussions.

DATA SOURCES AND REFERENCES


PRIMARY - THROUGH QUESTIONNAIRES.
Secondary - Through Internet, Journals,Newspapers And Books.

Data Collection Procedure - Telephonic Survey.

Research Design - Cross-Sectional Studies .

Longitudinal Studies.

Sample Unit - Executives Of HR Department.

Sample Procedure - Random Sampling.

I have selected this topic after reading my course books and I belive that this topic is the need of current
scenario which should be covered for research.

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PREFACE

People are a company’s most important assets. They can make or break the fortunes of a business. In
today’s 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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TABLE OF CONTENT

S.NO CONTENT PAGE NO.

1 1
PREFACE

2 2
ACKNOWLEDGEMENT

3 4
EXECUTIVE SUMMARY

4 Introduction to Topic 5-15

5 16-28
COMPANY PROFILE

6 29
OBJECTIVES OF THE STUDY
7
RESEARCH & SELECTION PROCESS AT 30-51
AIRTEL
8
RESEARCH METHODOLOGY 52-55
9
DATA ANALYSIS & FINDINGS 56-72
10 73-74
CONCLUSION & RECOMMENDATIONS
11 75
LIMITATIONS

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12 76-80
APPENDICES
13 81
BIBLIOGRAPHY

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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.

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Placing the individual by:

1. Merit basis.
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 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.

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.

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

ACTIVITY FLOW

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.

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

a) Recruiting

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.

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 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 association’s monthly
newspaper.

 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 offered to 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 quite systematic & 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

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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.

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.

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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.

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.

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 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 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

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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
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.

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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.
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

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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 by Sunil Bharti Mittal.

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

Countries.

 India’s 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).

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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 of 24.7% 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 country’s population. Its network operating centres, which monitor the
health of its mobile network, is located in Gurgaon, near Delhi, and Chennai.

 Telemedia Services –It 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.

 Carriers – Carrier 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 Calling card services in

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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 India’s 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 Services – Bharti 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.

HISTORY
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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

 STET International Netherlands NV, or STET, a company promoted by Teleco Italia,


Italy acquired a 20% equity interest in Bharti Tele-Ventures.
1996
 Bharti Telnet launched cellular services in Himachal Pradesh.

 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.
1997

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 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
1998
of DoT (now BSNL)

 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),
1999
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.

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


Mobinet (formerly Sky cell Communications), the cellular services provider in
2000
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.

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 Bharti Telnet entered into license agreements to provide fixed-line 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.

2006  Bharti unveils new card for Mecca pilgrims


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

Page | 26
 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

 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.
2008

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.

Page | 27
 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

2010 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.
 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.
2011
 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 world’s first USSD-based Facebook access service
in India – Facebook 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 world’s 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 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.

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 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 India’s 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
 On 2 February 2012, Airtel launched Vh1 Radio GAGA powered by Hungama on Airtel
Mobile
 On 3 February 2012, India’s 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.

Page | 29
 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.

Page | 30
Organisational Structure- Bharti Airtel

MD & CEO

Board of Directors

General Manager

Marketing Manager HR Manager Finance Manager

Project Manager

(M, F, HR)

Team Leader

Project Trainee

PRODUCTS

Products

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DTH Broadband Voice

IPTV Data

Voice Mobile services

Page | 32
MARKET SHARE:

Market Share

21%
36% Bharti Airtel

14% Idea
Vodafone
12% 17%
Bsnl
Others

Figure: 1.1
A Service Provider Market Share As on 31st January, 2013
Source: Telecom Regulatory Authority of India

Page | 33
NATIONALCOVERAGE:

Page | 34
6. OBJECTIVE OF THE STUDY

7. to ensure all recruitment and selection procedures comply with the Equal Opportunity Policy.
8. to ensure that all appointments are made on merit.
9. to attract sufficient applications from potential candidates for appointment with the skills,
qualities, abilities, experience and competencies deemed as being necessary to the job.
10. to develop and maintain procedures which will assist in ensuring the appointment of the most
suitable candidate.
11. to ensure that recruitment procedures are clear, valid and consistently applied by those involved
in recruitment and that they provide for fair and equitable treatment for those who apply for
employment.

to base selection decisions and criteria directly on the demands and requirements of the job and the

competencies identified as necessary for satisfactory performance

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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”.

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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

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 company’s 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 HR’s 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 manpower budgets.

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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 MD’s 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/company’s 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.

a) ADVERTISEMENTS

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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 company’s 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 mainline
depending 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 specific special 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 is selected
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 (VP’s in case of HO) for functional assessment and suitability into the role.

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
Page | 41
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 interviewer’s recommendations and Reference check form should be forwarded
by the recruitment managers to recruitment head. Fitment of 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

Page | 42
managers. In the case of interviews taking place at the branch/regional levels, similar noting
should be recorded on the individual candidate’s 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
candidate’s current cash salary. Any fitment beyond these norms will need the approval of Head-
HR. HR will forward a worksheet to support the BM’s 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 MD’s 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 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 candidate’s
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.
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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.

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.

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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 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 month’s 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

The vacancy is informed

GENERAL
MANAGER

Page | 45

MANAGING DIRECTOR
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 the recruitment of
the company internally, that is the existing employee will be given priority first.

Sources of Recruitment

RECRUITMENT

INTERNAL EXTERNAL SOURCES


SOURCES

RETIRED CONSULTANTS
EMPLOYEES

INTERNET
PRESENT EMPLOYEES
JOB CENTERS

NEWS PAPERS

Page | 46
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 employee’s 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.

Page | 48
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.
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 Recruitment cost and financial implications.

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

Page | 50
recruitment, even informal attempts at the time of recruiting like notice board display 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.
Criteria’s that are followed for internal selection in Bharti Airtel:
 The revenues the existing employee made.
 His efficiency.
 The employee’s technical ability.
 Work experience of the employee.
 Doing the selection internally is cost effective.
 Time is not wasted.

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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

TECHNICAL INTERVIEW

PANEL INTERVIEW

DIRECT INTERVIEW

MEDICAL EXAM

REJECTED

Page | 52
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 the candidate’s 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 employee’s health at the time
of selection. This record will help in settling company’s 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:

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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.

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.

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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.
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

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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, Lucknow 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, LUCKNOW. I
was directly involved with the recruitment for candidates for the sales profile. I was particularly involved
with the sourcing of candidates for the Lucknow 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).
6) Then the candidate INTERVIEW 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.

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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- 100
SAMPLE UNIT- EXECUTIVES OF HR DEPARTMENT.
SAMPLE AREA- WORK DONE IN LUCKNOW OFFICE.
SAMPLE PROCEDURE- RANDOM SAMPLING.

PROJECT SCHEDULE:-

First 1 week- Training program from the company.

Second week- Collecting the primary and secondary data.

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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.

Page | 60
SWOT Analysis of BHARTI AIRTEL LIMITED

(Recruitment Process)

Strengths Weaknesses

 Brand equity of BHARTI.  Pre assessment tests are costly.


 Rigorous Pre-Hiring assessment tests to  Conversion of footfalls is low.
understand aptitude and personality of  Lengthy pre-offer formalities.
candidates.  Huge employee turnover.
 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.

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Threats
OPPORTUNITIES
 Increasing number of private players in
telecom sector creates ample choices,
 Campus recruitments have huge
frequent and easy mobility for
potential for fulfilling manpower
employees.
requirements cost effectively.
 Same channel partners are handling all
 Tie up with recruitment agencies on
telecom companies. This leads to same
supplying fixed number of footfalls
pool of candidates being circulated to all
week on week.
partners.
 Develop exclusive contract with channel
 Increasing spill over as a candidate has
partners to meet the manpower
more than one offer at the time of
requirements.
making a job shift.
 Make blue form brief and to the point.
 As the telecom industry is large, senior
 Reduce turnaround time of making an
level candidates hesitate to meet HR of
offer.
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 covering’s 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 100 people and sample has been taken from Lucknow office.

Page | 63
Findings
1. Which of these sources of recruitment are used in Bharti Airtel?
a) Internal
b) External
c) Both.

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100

10%

35% Internal
55%
External
Both

Figure:2.1

Interpretation:

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It was found that about 55% of the recruitment and selection is done both by internal and external
sources, while as external sources are used more than the internal sources.

2. Which form of recruitment is used in Bharti Airtel?


a) Centralized
b) Decentralized

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100

10%

Centralized
90% De-centralized

Figure: 2.2

Interpretation:

It was found that recruitment is decentralized. However, for higher positions of employment the
recruitment is centralized.

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3. Does external recruitment brings out the desirable employees in to the organization?
a) Yes
b) No

Options Yes No Total

Responses 18 2 20

Percentage 80 20 100

Yes No

20%

80%

Figure: 2.3

Interpretation:

It was found that 80% of the employees think that external sources of recruitment brings desirable
employees into the organization while, other 20% are of the opinion that sometimes internal sources
provide best employees for a particular position.

4. Which of the following external sources of recruitment are used in Bharti Airtel?

Page | 67
a) Advertisement.
b) Internet.
c) Campus drives.
d) Consultancies.
e) All of the above.

Options Advertisement Internet Campus Consultancies All of Total


drive Above

Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100

Advertisement Internet
Campus Drive consultancies
All of the above

10% 25%

40% 15%
10%

Figure: 2.4

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and 20% of the
employees are selected by the advertisement followed by internet with 15% and campus selections with
10%.

Page | 68
5. Does your company follow different recruitment process for different grades of employees?
a) Yes
b) No.

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100

Yes
100% No

Figure:2.5

Interpretation:

It was found that from that different recruitment process is adopted for different grades of employment.

6. Are you satisfied with the recruitment process?

Page | 69
a) Yes
b) No.

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100

20%

Yes
80% No

Figure: 2.6

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by Bharti Airtel.
However, some of the respondents thought there should be some changes in the existing recruitment
process of the organization.

7. Which form of selection is used in Bharti Airtel?

Page | 70
a) Centralized
b) Decentralized

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100

10%

Centarilized
90% De-centalized

Figure: 2.7

Interpretation:

It was found that the selection process is decentralized. However, in some cases it is centralized because
for top management selection is done at Head Office

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8. Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

Options Written or Group Personal GD & PI All of Total


aptitude test Discussion interview above

Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100

Written or
10% 5%
Aptitude Test
15% Group discussion

40% 30% Personal


Interview
Gd & PI

Figure: 2.8 All of above

Interpretation:

It was found that 40% of selection is done by Group Discussion & Personal Interview. However, Personal
Interview is mostly used method of selection followed by group discussion.
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9. Do you think innovative techniques like stress test, psychometric test and personality test should
be used for selection?
a) Yes
b) No

Options Yes No Total

Responses 4 16 20

Percentage 20 80 100

20%

Yes
80%
No

Figure: 2.9

Interpretation:

It was found that 20% of the respondents were of the opinion that stress test, psychometric test and
personality tests should be used for the selection, while the others were satisfied with the existing
recruitment and selection process.

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10. What is the basis for selection?
a) Merit
b) Experience
c) Both.

Options Merit Experience Both Total

Responses 2 6 12 20

Percentage 10 30 60 100

10%

30% Merit
60% Experience
Both

Figure: 2.10

Interpretation:

It was found that both experience and merit is considered during the selection process. However,
experienced people are given more consideration rather than meritorious fresher’s.

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11. Are you satisfied with the selection process?
a) Yes
b) No.

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100

20%

Yes
80% no

Figure: 2.11

Interpretation:

It was found that about 80 % of the employees are satisfied with the selection process. However, the
remaining is of the opinion that there should be some change in the recruitment and selection process of
the organization.

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12. Your organization is considered as :
a) People - Oriented
b) Task – Oriented
c) Combination Of Both

Options People- Task-Oriented Combination Total


Oriented of Both

Responses 6 5 9 20

Percentage 30 25 45 100

30% People- oriented


45%

Task-oriented
25%

Combination of
both

Figure: 2.12

Interpretation:

From the 20 employees surveyed, 45% employees were found in favor of organization (both people
oriented and task oriented).But according to the 25% employees the organization is task oriented

Page | 76
13. Do you feel comfortable while your work is look after by HR Manager?
a) Yes
b) No

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100

20%

Yes
80%
No

Figure: 2.13

Interpretation:

According to our survey 78% of the employees are comfortable while working under the supervision of

the H.R manager.

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14. Your daily schedule is
a) Excellent
b) Good
c) Average
d) Poor

Options Excellent good Average poor Total

Responses 4 2 12 2 20

Percentage 20 10 60 4 100

4%
21%

11% Excellent

64% Good
Average
poor

Figure: 2.14

Interpretation:

In Bharti Airtel 66% of the employees are very much satisfied with their daily schedule while 20 and 10 %
of employee fall in the category of Excellent and good respectively. Only 4% of the surveyed employees
are dissatisfied with their daily working schedule.

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15. How long will you like to continue with the organization?
a) 5 -10 years
b) 10-15 Years
c) 15-20 Years
d) Till Retirement.

Options 5-10 years 10-15 years 15-20 years Till Total


Retirement

Responses 8 7 2 3 20

Percentage 40 35 10 15 100

15%
10% 40%
5-10 years
10-15 years
35%
15-20 years
Till Retirement

Figure: 2.15

Interpretation:

From the above data 15% of the employees are loyal to work with the same organization (Bharti Airtel)
till Retirement.

Page | 79
Findings
After the data analysis and interpretation the findings are:

 Both internal as well as external sources of recruitment used.

 Consultancies (40%) and advertisement (25%) are the two main external sources of recruitment.

 The recruitment and selection process is decentralized.

 About 80% of the employees are satisfied with recruitment and selection process.

Page | 80
10. CONCLUSION
“Well beginning is half done”

I am able to meet out my set objective laid down prior to the study that is conducted at Airtel.

In First Phase I had studied there prevailing system. In order to access its effectiveness I adopted three
different techniques via: observation, interview, & questionnaire. My survey recruitment & selection
process is quite effective on various dimensions via quality of work life, recruitment policy, organizational
commitment/ image, and job nature dimension. Apart from that I learned to work on job portals screening
of candidates, scheduling interviews working on hiring etc.

“The communication industry faces two fundamental challenges today. Embracing the relentless
innovation required to complete effectively in the “user experience” era, while concurrently managing a
complex global ecosystem of technologies, skills, customers, partners and suppliers ,said Higgins. “Airtel
is the one company today offering deep domain expertise in both of these critical areas, and as the results
has become a strategic supplier to many of the world’s leading organization in the communication
industry. Airtel is the extremely well positioned today, and I value the opportunity to help the company
achieve new levels of success.

Recruitment as being one of the major topics is required by most of the organization. Hence the study
helped in understanding the various aspects of recruitment and selection process. In the BHARTI AIRTEL
the sources of recruitment is effective, the internal selection of the organization also in an economical
means which also reduce costs, only after looking the efficiency of the existing employee towards the
company and his sincerity that employee will be selected, in BHARTI AIRTEL the effective selection process
is adopted in the last 5 years. It can be retained as such. Also the employees of Bharti Airtel are satisfied
with the recruitment and selection process. Also they are well aware about the various sources and
methods of recruitment and selection.

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10.1 RECOMMENDATIONS

1. The recruitment and selection procedures should have been taken place in such a way, so that
the personal levels of satisfaction of the employees have been checked.

2. The biasness attached with the responses should be removed

3. Everything should have been properly planned so as to reduce errors in future.

4. To check time to time activities performed under recruitment and selection procedure.

5. Always try to make the recruitment and selection procedure as efficient as possible.

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11. LIMITATIONS
No project is without limitations and it becomes essential to figure out the various constraints that
we underwent during the study. The following points in this direction would add to our total
deliberations:-

1. During the study, on many occasions the respondent groups gave us a cold shoulder.

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

3. Personal biasness of various employees may have supplied wrong data.

4. Time and money was also an important constraint. Lack of time is the basic limitation in the
project.

5. Lack of proper information and experience due to short period of time.

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APPENDICES

Page | 84
12. APPENDICES

QUESTIONNAIRE

Comparative assessment of recruitment and selection process in Bharti Airtel,

Lucknow.

This questionnaire survey is purely for academic purpose. Any information collected through this survey
is confidential and would not be shared with anyone other than the people involved in this.

1) Name: -.........................................................................................
2) Designation: .................................................................................
3) Qualification: ................................................................................
4) Department: .................................................................................
5) Age: .............................................................................................
6) Educational Qualifications - …………………………………....
7) No. of Promotion (Till Date) –….………………………………
8) Monthly income-
a. Less Than 10,000
b. 10,000 - 20,000
c. 20,000 - 50,000
d. Above 50,000

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Answer the following questions: (kindly give your unbiased response).

1. Which of these sources of recruitment are used in Bharti Airtel?


d) Internal
e) External
f) Both.

2. Which form of recruitment is used in Bharti Airtel?


c) Centralized
d) Decentralized

3. Does external recruitment brings out the desirable employees in to the organization?
c) Yes
d) No

4. Which of the following external sources of recruitment are used in Bharti Airtel?
f) Advertisement.
g) Internet.
h) Campus drives.
i) Consultancies.
j) All of the above.

5. Does your company follow different recruitment process for different grades of employees?
c) Yes
d) No.

6. Are you satisfied with the recruitment process?


c) Yes
d) No.
Page | 86
7. Which form of selection is used in Bharti Airtel?
c) Centralized
d) Decentralized

8. Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

9. Do you think innovative techniques like stress test, psychometric test and personality test should
be used for selection?
a) Yes
b) No

10. What is the basis for selection?


a) Merit
b) Experience
c) Both.

11. Are you satisfied with the selection process?


a) Yes
b) No.

12. Your organization is considered as :


d) People - Oriented
e) Task – Oriented
f) Combination Of Both

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13. Do you feel comfortable while your work is look after by HR Manager?
c) Yes
d) No

14. Your daily schedule is


e) Excellent
f) Good
g) Average
h) Poor

15. How long will you like to continue with the organization?
e) 5 -10 years
f) 10-15 Years
g) 15-20 Years
h) Till Retirement.

16. Your suggestions for improvement of Recruitment and Selection Process of Company?

…………………………………………………………………

Page | 88
BIBLIOGRAPHY

Books Referred

 Robins, D (1998): Human Resource Management, Publisher-Prentice Hall, New York.

 Abraham, Jose P, 1998, "To Grapple With Attrition" , Publisher- Human Capital

 Rao, J.M., 1998, "Scouting for Talent ", Publisher- Human Capital

 Ashwathapa, K, (1997) Human Resource and personnel Management, Tata McGraw Hill 131-176.

 Gupta, C.B. (1996) Human Resource Management, Sultan Chand & Sons.

 Kothari, C.R, (2008) Research Methodology, Publishers- New Age International

Websites

 www.airtel.in

 www.bhartiaritel.com

 www.trai.gov.in

Other

 Review of HRM manual given by HR Department at Bharti Airtel.

Page | 89

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