NAME : SONALI DATTATRAY VADDA

ROLL NO : 173547

CLASS : T.Y B.M.S

TOPIC NAME : ROLE OF HR MANAGER AT

BHARTI AIRTEL COMPANY

GUIDE NAME : PROF. SHILPA SABLE

 INTRODUCTION

Airtel Comes to you from Bharti Airtel Limited, Indias largest

integrated and the first private telecom services provider with a footprint in
all the 23 telecom circles, Bharti Airtel since its inception has been at the
forefront of technology and has steered the course of the telecom sector
in the country with its world class products and services.

Bharti Airtel has been leveraging .the Gallup Great Work place
awards were created to recognize the efforts of Gallup clients in using the
engagement framework to drive their business.
 Objective:
The primary objective of HRM is to ensure the availability of right people for
right job so as the organizational goals are achieved effectively.

This primary objectives can furture be divided into the following sub-

Objectives;
To help the organization to attain its goals effectively and efficiently by providing Competent and
motivated employees.
To utilize the available human resources effectively.
To increase to the fullest the employees job satisfaction and self-actualization.
To developed and maintain the quality of work life (QWL) which makes employment in the organization a
desirable personal and social situation.
To help maintain ethical policies and behaviour inside and outside the organization.
To established and maintain cordial relation between employee and management.
To reconcile individual/group goals with organizational goals
 FUNCTIONS:

For the convenience of study, the function performed by the resources management
can broadly be classified into two categories, viz.
1. Managerial function
2. operative function.

These are discussed in turn.

Managerial Function
Planning:
It is the process of setting standards for performance, checking to see how actual performance
compares with these set standards, and taking corrective action as needed.

Operative Functions:

The operative also called, services function are those which are relevant to specific
department. These function very from department depending on the nature of the department
viewed from this standpoint, the operative functions of HRM relate to ensuring right people
for the right job at right times. These function include procurement, development, compensation
, and maintenance function of HRM.
.

Brand Logo

1995-2002 2002-2010 2010- present

1995-2002 : The First logo of Airtel Brand was written in capital letters in black colour
during which it was positioned as an aspirational brand, target market was business
executives.

2002-2010 : A new logo of was introduced which incorporates two solid, red
rectangular forms whose counter-form creates an open doorway.
the tittle case lettering with its capital A reinforces leadership position.
The red dot cues in our focus on innovation.The red colour was used to refresh
the brand. The new logo was strong, contempory,
2010- present : New logo was introduced as Airtel expanded to Africa, so give a new
identity of expanding beyond boundaries. The logo is a modern representation of
he letters on a bright red back ground. The curved shape and the gentle highlight
on the red colour make it warm and inviting, almost as if it were a living object.
The logo represents a dynamic force of unparalleled energy that brings it and
customer colour. The unboxed having been freed of its rigid boundaries.
The colour Red is part of heritage. . It is the colour of energy and passion that
expresses the dynamisum that has made Airtel the success it is today , In India,
and now on the global stage.
 HUMAN RESOURCES RECRUITMENT & SELECTIONS

In this services, Techno management will do the recruitment and selection process.
This can be as an integrated joint service or a completely outsourced one.

This service involves the following tasks;

1. Identify the staffing management system for the organization. The staffing management system
will perform the following functionality:

A. Tracking application information

B. Scanning resumes

C. Making the information immediately accessible to Line manager to search online for internal
and external and external talents.

2. Provide as much realiable and valid information as possible about applicants so that their qualificati
can carefully matched with job specification.

3. Perform the screening process to short list candidates

Employee Benefits

Techno Management well work the customer to develop the most

appropriate benefit plans.

These plans include, but not limited to the following .

Pension
Variable
Worker s compensation
Health benefits
Time- off programs
Human Resources Training Programs
Techno Management provides the followings human resources programs:

Fundamental of human resources

strategic human resources planning

performance management appraisal

Recruitment , selection & training

Fundamentals of compensation

Job Analysis

Developing effective training

EMPLOYEE TRAINING
Human resources managers strategic role with respect to employee training
and development prepares the workforce for future position within the company.
Succession planning, promotion-from-within policies and performance evaluation factor
into the human resources managers role. Training & development motivate employees,
and in some cases, improve employee retention.

RECRUITMENT AND SELECTION

Employee recruitment and selection is as much a part of employee relation

as it is separates discipline into it self therefore ,a human resources managers strategic
role is to combine element of employee relation into the employers recruitments and
selection strategy. Integrating employee recognition program into promotion-
form- within policies is an effectives forms of employee motivation that combines
the employee relation and recruitment and selection areas of human resources.
EMPLOYEES RELATION :

Some human resources managers believe that strengthening the employers

employee relationship rests solely in the employee relation areas of the HR
department. This isnt true. Nevertheless, employees relation is such a large part
of every discipline including salaries, benefits, safety, training and employees
development that sustaining an employees relation program is an important
element of human resources strategy.

SELECTION AND STAFFING

When goals are set, its people who work to fulfill those goals. Having the right
people in the right places is, vital, and if new hiring is to occur ,finding the usually on top of
the employees market, and decisions will be more effective if HR know Firsthand the clear
direction direction of the company. They can immediately speak to any potential conflicts
between what a company wants and what is truly realistic in HR terms, thus helping ensure
the plans are workable right from the start.
EMPLOYEES RELATION :

Some human resources managers believe that strengthening the employers

employee relationship rests solely in the employee relation areas of the HR department.
This isnt true. Nevertheless, employees relation is such a large part of every discipline
including salaries, benefits, safety, training and employees development that sustaining
an employees relation program is an important element of human resources strategy.
 Conclusion

Airtel is telecom service providing company where retailers satisfaction is both

goal and marketing tool. Todays retailers and customer in telecom industry, where lots of
offer are avilable, are herder to satisfy. They are smarter, more commothins consious
more demanding, less forgiving and they are approched by many more companies with
equal or better offers. The challenges is not only to produce satisfy customer also to
produce loyal delight retailers. This is competative and customer driven market.
Hence it has become inevitable for the airtel to expand the network coverage soon for
sustiantable future. Also ,Airtel should restructure commission process to win the
competition in the battle feiled.