HR PRACTICES IN INDIAN TELECOM SECTOR

BY AMRITA SIL

TELECOM SECTOR IN INDIA

One of the largest and

fastest growing telecom markets in the world

Major public players:-

MTNL, BSNL, VSNL

Major private players:-

Airtel, Vodafone, Idea, Tata, Reliance

SOME GENERAL HR FACTS IN INDIAN TELECOM INDUSTRY

EMPLOYMENT:Large employing opportunity Huge demand for trained and qualified employees

COMPENSATION:Offers best packages at the entry level Also provides incentives

ATTRITION:20%-25%

HR PRACTICES IN BSNL
No proper HR practice PRO(Public relationship Officer) Looks after public matters and various award

functions
PROs do not look after any HR functions like

recruitment, selection, compensation, T&D etc.

SOME MAJOR HR FACTS ABOUT BSNL

RECRUITMENT: Totally based on examination Different Examinations for different level of employees are conducted all over the country

TRAINING & DEVELOPMENT: Mandatory for every employee to go through a training process within 2 years of their promotion Management training, technical training, accounts training etc. Special trainings

PROMOTION: Based on seniority and performance Up gradation of employees

PERFORMANCE APPRAISAL: Confidential report(CR) Clerical level Higher officials From JTO Personal CR Adverse CR No Promotion

COMPENSATION: Proper pay scale No incentives Special allowances Retirement benefits

The best performer in each and every level is given the Sancharsree award .

HR PRACTICES IN AIRTEL
At Bharti Airtel, the Mantra for

employee delight focuses on 5 Ps People, Pride, Passion, Processes and Performance Believe in Open door policy Key aspect of the business focus building a best-in-class leadership team that nurtures talent at every level
Bhartis Code of Conduct is a policy

which aims to provide an independent forum by means of the Office of the Ombudsperson

Resource management in airtel

TALENT ACQUISITION: Building supply chain of talented workforce In-sourcing large number of employees with Airtels channel partners and associates Establishing and implementing objective recruitment EMPLOYEE ENGAGEMENT AND DEVELOPMENT : Offering Study while Work programmes Setting benchmarks in employee reward and recognition Implementing employee friendly HR policies Interacting with employees through open houses Developing role competency matrix Managing employees lifecycle

ATTRITION MANAGEMENT:Developing a strong Bharti Airtel Services community Defining a clear growth path for all employees Creating a uniform frontline Sales/ Service Management structure Creating and implementing effective processes to enhance productivity EMPLOYEE SERVICE ASSURANCE:Educating employees on organization's HR policies and processes Complying with statutory regulations and company policies Standardizing hygiene factors across various role holders

RECRUITMENT PROCESS:In-sourcing large number of employees with Airtels channel partners and associates Outsourcing Establishing and implementing objective recruitment tools such as conducting on-line tests based on psychometric profile, aptitude and skills assessment

PROMOTION: Knowledge and performance based

COMPENSATION
Flexible compensation structure

Performance Linked Incentive (PLI) schemes This component is linked to both the individual performance against set KRAs and the overall performance. The ESOP Compensation Committee of the Board is constituted in accordance with SEBI (Employee Stock Option Scheme and Employee Stock Purchase Scheme) Guidelines, 1999. The Committee comprises of following six members of whom four are independent and all are non-executive.

Employee friendly hr practices

A family-day at office Half day leave for birthdays Gifts for anniversaries Compulsory 10 days off no official meetings on weekends five day weeks aerobics sessions, yoga classes to ensure that every

employee keeps a check on his/her fitness Tie-ups with leading health service organizations at discounted rates. The company provides Flexible Group Mediclaim insurance to all employees

INNOVATIVE HR PRACTICES IN AIRTEL

Company with the Most Innovative HR Practices in the Asia Pacific Region' at the Asia Pacific HRD conclave held in Mumbai. People enjoyed their roles Invite criticism from the employees A state-of-the-art learning centre. The entire organization is measured on five performance parameters: profitability, market share, brand saliency, customer satisfaction, and employee satisfaction. PACE (Progressive Assessment of Culture and Environment)