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31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
31376038 recruitment-and-selection-process-in-bsnl
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31376038 recruitment-and-selection-process-in-bsnl

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  • 1. EXECUTIVE SUMMARYIndia is growing one of the economies and growing at average growth rate about 8-8.5%different sectors of the economy have been a lot in this growth. Particular service sectorsand manufacturing sectors the growth rate registered service sectors between 2007-09was about 35- 45%.BSNL establish in year 2000 BSNL is world’s 7thlargest telecommunication company.Comprehensive range of telecomm service in india.this project attempt to understand theRecruitment and Selection procedure/practices of BSNL organizational efficiencydepends upon the kind of people working for the organization.recuitment means,according to FLIPPO,”Recruitment is the process of searching for prospective employeesand stimulating and encouraging them to apply for jobs in an organization”.Selection means it is a process choosing the most suitable person out of all the applicantsin this process, relevant information about applicants is collected through a series of stepsso as to evaluate their suitability for the job to be filled.In short,be can say that right people at right place and right time for right work isrequired.This project is an attempt to understand recruitment and selection process of BSNL forthe purpose of data collection; organizational, manual records were used.Personal interview of all concern responsible for recruitment and selection wasconducted. Primary data was used as well for the purpose of data collection and analysisof collected.On the basis of collected data conclusion was done at certain points have beenrecommended which is present in the conclusion and recommendation part isrespectively.As a part of the curriculum of our BBA Kind semester, I undergo our final project inBSNL.Our topic is concerned with the policy of recruitment in an organistion.This1
  • 2. project project work provides me an opportunity to understand the company’srecruitment policy and its necessary requirements etc.I analyze various detriments affecting recruitment process adopted by the companydiscover sources of manpower to meet the requirement of the staffing schedule and toemploy them attracting that manpower in adequate numbers facilities effective selectionfor right kind of jobs.Therefore .we have chosen this topic to evaluate whether recruitment is actuallynecessary for the organization and if so then to what extent.2
  • 3. OBJECTIVES OF STUDYThe main objective of our study is to insure the quality of company’s selection andrecruitment process. Along with we consider the following point as a object during ourstudies:1: To identify company’s sources of recruitment.2: To take feedback from employees on existing system3
  • 4. RESEARCH METHODOLOGY:-To conduct any research a scientific method must must be followed the universe of studyis very large in which is difficult to collect information from all the employess.so thesampling method has been followed study ,the analysis is based on primary as well assecondary data.1:-PRIMARY SOURCES:-Primary data was collected using an appropriate questionnaire and observing it2:-SECONDARY SOURSES:-The secondary data was collected from companies training policy documents, officialrecords.3:-QUESTIONNAIRE:-It is the set of question which is to be filled up by the respondents for their answers. Wehave also prepared during our study for the purpose of collection of primary data.Questionnaire designed were of multiple choice and of ended of nature.4:-METHOD OF ANALYSIS:-The tool of analysis adopted by us is the “column charts”and”pie charts” which we haveprepared on the basis of my questionnaire.Methodology can be defined as a systemic way of approaching a problem to identify thetruth and for this certain step should be taken in a systematic order and these steps arecalled methods.4
  • 5. “Research methodology is a process of planning, acquiring, analyzing and disseminatingrelevant data and information”.The use of right methodology is necessary because if the right methods are not adoptedand thoughts are not arrange in a logical order the exact truth might not be expressed.Thus the methodology means correct arrangement of thoughts and knowledge.WHY RESEARCH IS REQUIREDConceptually, the purpose of research is to discover the answers for the questions throughapplication of scientific procedures. The main aim of the research is to find out the truthwhich is hidden and which has not been discovered yet.Through each research study has its own specific purpose, but generally researchers aredone:To gain familiarities with a phenomenon or to achieve new insights into it.To determine the frequency with which something occurs or with which associated withsomething else.To test the hypothesis of casual relationship between variables.To take appropriate decisions.Research is a careful and systematic effort of gaining new knowledge. Research is anoriginal contribute on to the existing stock of knowledge making for its advancement; itis pursuit of true with the help of study, observation, comparison and experiment.In short the search of knowledge through objectives and systematic method of findingsolution to problem is research.RESEARCH DESIGN:The research design is the plan, structure and strategy of investigation conceived so as toobtain answer to research questions and to control variance.5
  • 6. The definition of three important terms – plan, structure and strategy.The plan is an outline of the research scheme on which the researcher is to work. Thestructure of the research is a more specific outline or the scheme and the strategy showshow the Research will be carried out, specifying the methods to be used in collection andanalysis of data.Research design is the specification of methods and the procedure fro acquiring theinformation needed. It is the operational pattern or framework of the projects thatstipulate what information is to be collected from which sources by the procedures. Theimportance of research design lies in the fact that it makes a statement of what is to bedone in order to achieve the research objectives and how it is to be done. It is anexpression of what of the research exercise in terms of results and the analytical inputneeded to convert data into research findings.A design may be quite suitable in one case but could not fit in some other researchproblem. One design cannot serve the purpose of all types of research problems. Alsomost of the research problems are complex in nature and cannot be solved by a specificresearch design. Hence a combination of research design is used to reach a solution.The research design when chosen correctly prevents deviation in the study. The presentstudy is the cross sectional descriptive type with fields study and partly casual in natureas it seeks to find out consumer behavior with respect to mobile and correlate them withincome, age, education, professions etc. and formulate marketing strategies based on thestudy.SAMPLING AND SAMPLE DESIGN:It is not possible to examine every item in the population hence interferences is drawnabout a large numbers of items possessing a particular attribute based on based analysisof fraction of such items. It is called a sample. For developing a sampler design followingpoints need to be discussed with regard to the present study –6
  • 7. POPULATION:In statistical usage the terms population is applied to any finite collection of individuals.It has displaced the orders terms universe. It is aggregate of all elements possessingcertain specified characteristics which need to studied and defined prior to sample.Population can be finite if units can be counted or infinite. Since the present study is donein Bareilly, The population is finite. Population can be defined in terms of elements,sampling units, extent and time.In this study, the specifications will be as follows:1. Element : People2. Sampling Units : BSNL officeELEMENT:An Element is the unit about which information is collected. It provides the basis foranalysis. It identifiable physically. In the present study the element is dealer having agood knowledge about the service. (Regarding Brand)SAMPLING UNIT:The sampling unit is the basic unit containing the element of the target population. Thesampling may be different from the element. It can be either geographical unit (state,district etc.) or social unit (Household, family, club etc.) or a construction unit (enclave,house, flat etc.) or it may be an individual. In the present stuffy, a sample of distributor isselected in the three stages. First of all a sample of cities is selected, than a sample ofcolonies is selected from each selected colony after the entire distributor in it.SAMPLE FRAME:A sample frame could be a telephone directory, a list of block and localities of a city, amap or any other list consisting of all the sampling units, each stage of sampling processrequires its own sampling frame. Since the present study undergoes two stages sampling7
  • 8. process, we would need two sampling frames. First a list of localities, Second a list ofdistributors within the selected localities.SAMPLING DESIGN: Representation of entire universe is only possible through thesampling technique. Considerable care has been taken in selecting the sample so that isConvenient in terms of size and enough to represent the entire universeSUMMARY OF RESEARCH DESIGNData source: Primary and secondaryResearch approach: Survey methodResearch instrument: QuestionnaireSampling plan: Sample unit (office)Sample size: 50 employeeSample area: Bareilly cityContact method: Personal contact8
  • 9. COMPANY PROFILEVISIONTo become the largest telecom Service Provider in AsiaMISSION*To provide world class State-of-art technology telecom services to its customers ondemand at competitive prices.*To Provide world class telecom infrastructure in its area of operation and to contributeto the growth of the countrys economyFinancial PositionBharat Sanchar Nigam Limited, the largest Public Sector Undertaking of the Nation, iscertainly on a financial ground thats sound.The Company has a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equitycapital of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs.5,000 crores (US $ 1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in2007-08.HeadquartersDelhi Area, IndiaIndustry TelecommunicationsType Public CompanyStatus OperatingCompany Size 10,001 or more employeesFounded 200Top Locations9
  • 10. Chandīgarh Area, India (35)Delhi Area, India (75)Bangalore Area, India (34)10
  • 11. Bharat Sanchar Nigam Ltd. formed in October, 2000, is Worlds 7th largestTelecommunications Company providing comprehensive range of telecom services inIndia: Wire line, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service,MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest &leading public sector unit in India.BSNL has installed Quality Telecom Network in the country and now focusing onimproving it, expanding the network, introducing new telecom services with ICTapplications in villages and wining customers confidence. Today, it has about 46 millionline basic telephone capacity, 8 million WLL capacity, 52 Million GSM Capacity, morethan 38302 fixed exchanges, 46565 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations,614755 Rkm of OFC Cable, 50430 Rkm of Microwave Network connecting 602Districts, 7330 cities/towns and 5.6 Lakhs villages.BSNL is the only service provider, making focused efforts and planned initiatives tobridge the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator inthe country to beat its reach with its wide network giving services in every nook & cornerof country and operates across India except Delhi & Mumbai. Whether it is inaccessibleareas of Siachen glacier and North-eastern region of the country. BSNL serves itscustomers with its wide bouquet of telecom services.BSNL is numereuno operator of India in all services in its license area. The companyoffers vide ranging & most transparent tariff schemes designed to suite every customer.BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493 3Gcustomers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92percent share in revenue terms.BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customerswho access Internet through various modes viz. Dial-up, Leased Line, DIAS, AccountLess Internet (CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.11
  • 12. BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructurethat provides convergent services like voice, data and video through the same Backboneand Broadband Access Network. At present there are 0.6 million DataOne broadbandcustomers.The company has vast experience in Planning, Installation, network integration andMaintenance of Switching & Transmission Networks and also has a world class ISO9000 certified Telecom Training Institute.Scaling new heights of success, the present turnover of BSNL is more than Rs.351, 820million (US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $ 2.26billion) for last financial year. The infrastructure asset on telephone alone is worth aboutRs.630, 000 million (US $ 14.37 billion).The turnover, nationwide coverage, reach, comprehensive range of telecom services andthe desire to excel has made BSNL the No. 1 Telecom Company of India.Particulars of organizationIncorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15thSeptember, 2000and became entitled to commence business with effect from 19th September, 2000.Date of incorporation:The Company (BSNL) took over the business of providing telecom services and networkmanagement throughout the country except the metro cities of Delhi and Mumbai of theerstwhile service providing departments of the Govt. Of India service providing departmentsof the Govt. of India i.e., the Departments of Telecom Services and Telecom Operations i.e.1.10.2000 pursuant to a Moue signed between the BSNL and the Govt. Of IndiaType of Company Government Company under Section 617 of the CompaniesAct, 1956Administrative Ministry Govt. of India, ministry of communication andInformation technology, department of telecommunications12
  • 13. .Details of disinvestment The entire share capital of the Company is held by theGovernment of India.Shareholdingpattern Government of India is holding 100% of the share capital of the CompanyListing with Stock Exchanges Not applicable, as the BSNL is an unlisted company.Share CapitalAuthorized Capital – Rs.17,500 crores, divided into1,000,00,00,000[One Thousand Crores]Equity Shares of Rs.10/- each; and 750,00,00,000 [Seven Hundred and Fifty Crores]Preference Shares of Rs. 100 each Paid Up Share Capital - Rs.5,000/- crores of EquityShares and Rs.7,500/- crores of Preference Share Capital.Objectives of the CompanyAs set out in the objects clause of the Company’ Memorandum of AssociationPROFILE OF THE COMPANY’S BUSINESSA. GLIMPSES OF MAIN SERVICES OFFERED1. BASIC AND LIMITED MOBILE TELEPHONE SERVICESBSNL is the leading service provider in the country in the Basic Telephone Services. Asof now more than 35 million Direct Exchange Lines & more than 2.2.Million telephonesin the Limited Mobile telephone Services are existing. BSNL has provides a number ofattractive tariff packages & Plans which shall further strengthen its subscriber base.2. CELLULAR MOBILE TELEPHONE SERVICESBSNL’s GSM Technology based Cellular Network reached a long way, covering 20,836cities/towns with a subscriber base of over 4.67 Crores as on 31stMarch 2009 out of which4.31 crores cellular telephone are in pre-paid segment3. INTERNET SERVICESBSNL offers Dialup Internet services to the customers by Post-paid service with the brand133.
  • 14. name ‘Net one’, and pre-paid service with the brand name ‘Sancharnet’. The post-paidservice is a CLI based access service, currently operational in 100 cities. Sancharnet isavailable on local call basis throughout India to ISDN and PSTN subscribers. TheInternet Dhaba scheme of the Company aims to further promote Internet usage in rural and semiurban areas To keep pace with the latest and varied value added services to itscustomers, BSNL uses IP/MPLS based core to offer world class IP VPN services. MPLSbased VPNs is a very useful service for Corporate, as it reduces the cost involved as well asthe complexity in setting up VPNs for customers networking. As on 31.03.2005, yourCompany’s total Internet customer base was 17,98,089 and total Internet Dhabi were 4143.A total of 708594 dial up Internet connections have been given during 2004-2005, againsta target of 7 lakhs. BSNL plans to give 1215980 more dial up connections during theyear 2005-06. As on 31.1.2006, there were 2367404 internet subscribers working in BSNL network4. Intelligent NetworkIntelligent Network Services is a service that incorporates several value added facilities,thoroughly designed to save time and money, and enhance productivity. At present, yourcompany offers Free Phone (FPH),Premium Rate Service (PRM), India Telephone Card(ITC), Account Card Calling (ACC), Virtual Private Network (VPN), Universal AccessNumber(UAN) and Tele voting In-services. With the commissioning of fiveProvided throughout the country. Activation of these new In platformshad increased the sale of ITC Cards taking the figure to Rs.265 crores in2004-05 alone.4. BROADBAND SERVICESBSNL has launched its broadband services under brand name “BSNLBROADBAND on 14-01-05. This offers High Speed Internet Access with speed rangingfrom 256 Kbps to 8 Mbps. Ever since its inception BSNL is Continuously expanding itsbroadband network in response to ever Growing demand of broadband service throughoutIndia Present customer base is 3.56 million, with equipped capacity of 6.1 million.BSNL Broadband service is available in more than 3800 cities &83000 villages.The services provided are High Speed Internet Connectivity (up to 8 Mbps) Band width on14
  • 15. Demand (planned)Virtual Private Network (VPN) service over broadband Dial VPN services to MPLS VPNcustomers IPTV services (at present available in 66 cities Games on Demand Service Videotutoring service VOIP Video Surveillance service Entertainment portal.CUSTOMER CAREBSNL, with its Endeavour for high customer satisfaction, has been paying great attention in thisarea, by means of opening of more and moreEmployee’s Welfare ActivitiesCommitment towards the principles of corporate social responsibilities isInbuilt within the corporate philosophy of BSNL. A very wide range of welfareprogrammers’, with a focus on the employees’ welfare is continuously implemented bythe Staff Welfare Board of the Company.Assistance during natural calamitiesBSNL always remains awake of its responsibility as a corporate citizen. When thedestructive Tsunami waves struck the Indian shores, BSNL Company swung into actionimmediately for providing relief to those Affected in the coastal areas. Communication networksat the Coastal areas of Tamil Nadu, Kerala and the Andaman and Nicobar Islands –worst hit in the Tsunami - were promptly restored within the shortest Possible time. BSNLalong with the employees contributed an amount of Rs. 2,207 lakhs to the Prime Minister’sRelief Fund. Telephone Services were restored in record time in the flood- hit areas ofGujarat and Maharashtra.15
  • 16. LITERATURE REVIEWThe scope of my on “recruitment and selection procedure of BSNL”is to provide aframework which will assist manager to ensure that the company attracts, selects andretains the most suitable candidates by by using the most appropriate efficient, fair, openand effective methods. Our study committed to achieving equal opportunities isclearlydefined throughout the recruitment and selection procedure.THEORETICAL BACKGROUND:-IntroductionRecruitment is defined as a process of searching for prospective employees andstimulating them to apply for jobs in the organization.Recruitment is defined as, “a process to discover the sources of manpower to meet therequirements of the staffing schedule and to employ effective measures for attracting thatmanpower in adequate numbers to facilitate effective selection of an efficient workforce.”Objectives Of Recruitment1. To attract people with multi dimensional skills and experiences that suits the presentand future organizational strategies.2. To induct outsiders with a new perspective to lead the company.3. To infuse fresh blood at all levels the organization.4. To develop an organizational culture that attracts competent people to the company.5. To search or head hunt/head pouch people whose skills fit the companies values. Todevise methodologies for assessing psychological traits.6. To seek out non conventional development grounds of talents.7. To search for talent globally and not just within the company.8. To design entry pays that competes on quality but not on quantum9. To anticipate and find people for positions that does not exit yet.16
  • 17. SUB-SYSTEMS OF RECRUITMENT:-The recruitment process consists of the following four sub-functions:- Finding out and developing the sources where the required numberand kind of employees will be available. Developing suitable techniques to attract the desirable candidates. Employing the techniques to attract candidates. Stimulating as many candidates as possible and asking them to applyfor jobs irrespective of the number of candidates require.Management has to attract more candidates in order to increase the selection ratio so thatthe most suitable candidate can be selected out of the total candidates available.Recruitment is positive as it aims at increasing the number of applicants and selection issomewhat negative as it selects the suitable candidates in which process; the unsuitablecandidates are automatically eliminated. Though, the function of recruitment seems to beeasy, a number of factors make performance of recruitment a complex one.FACTORS AFFECTING RECRUITMENT:-The following are the 2 important factors affecting Recruitment:-1) INTERNAL FACTORS:- Recruiting policy Temporary and part-time employees Recruitment of local citizens Engagement of the company in HRP Company’s size Cost of recruitment Company’s growth and expansion17
  • 18. 2) EXTERNAL FACTORS:- Supply and Demand factors Unemployment Rate Labor-market conditions Political and legal considerations Social factors Economic factors Technological factorsRECRUITMENT POLICY:-Recruitment policy of any organization is derived from the personnel policy of the sameorganization. In other words the former is a part of the latter. However, recruitmentpolicy by itself should take into consideration the government’s reservation policy, policyregarding sons of soil, etc., personnel policies of other organizations regarding merit,internal sources, social responsibility in absorbing minority sections, women, etc.Recruitment policy should commit itself to the organization’s personnel policy likeenriching the organization’s human resources or servicing the community by absorbingthe retrenched or laid-off employees or casual/temporary employees or dependents ofpresent/former employees, etc. The following factors should be taken into considerationin formulating recruitment policy. They are:- Government policies Personnel policies of other competing organizations Organization’s personnel policies Recruitment sources Recruitment needs Recruitment cost Selection criteria and preference18
  • 19. 19
  • 20. IMPACT OF PERSONNEL POLICIES ON RECRUITMENTPOLICIES:-Recruitment policies are mostly drawn from personnel policies of the organization.According to Dale Yoder and Paul D. Standohar, general personnel policies provide awide variety of guidelines to be spelt out in recruitment policy. After formulation of therecruitment policies, theManagement has to decide whether to centralize or decentralize the recruitment function.CENTRALISED V/s DECENTRALISED RECRUITMENT:-Recruitment practices vary from one organization to another. Some organizations likecommercial banks resort to centralized recruitment while some organizations like theIndian Railway resort to decentralized recruitment practices. Personnel department at thecentral office performs all the functions of recruitment in case of centralized recruitmentand personnel departments at unit level/zonal level perform all the functions ofrecruitment concerning to the jobs of the respective unit or zone.MERITS OF CENTRALISED RECRUITMENT:-• Average cost of recruitment per candidate/unit should be relatively less due to economiesof scale.• It would have more expertise available to it.• It can ensure broad uniformity among human resources of various units/zones in respectof education, skill, knowledge, talent, etc.• It would generally be above malpractices, abuse of powers, favoritism, bias, etc.• It would facilitate interchangeability of staff among various units/zones.• It enables the line managers of various units and zones to concentrate on their operationalactivities by relieving them from the recruiting functions.• It enables the organization to have centralized selection procedure, promotional andtransfer procedure, etc.• It ensures the most effective and suitable placement to candidates.20
  • 21. • It enables centralized training programmes which further brings uniformity andminimizes average cost of staff.MERITS OF DECENTRALISED RECRUITMENT:-• The unit concerned concentrates only on those sources/places wherein normally gets thesuitable candidates. As such the cost of recruitment would be relatively less.• The unit gets most suitable candidates as it is well aware of the requirements of the jobregarding culture, traditional, family background aspects, local factors, social factors, etc.• Units can recruit candidates as and when they are required without any delay.• The units would enjoy freedom in finding out, developing the sources, in selecting andemploying the techniques to stimulate the candidates.• The unit would relatively enjoy advantage about the availability of information, controland feedback and various functions/processes of recruitment.• The unit would enjoy better familiarity and control over the employees it recruits ratherthan on employees selected by the central recruitment agency.SOURCES OF RECRUITMENT:-The sources of recruitment may be broadly divided into two categories: internal sourcesand external sources. Both have their own merits and demerits. Let’s examine these.Internal Sources:-Persons who are already working in an organization constitute the ‘internal sources’.Retrenched employees, retired employees, dependents of deceased employees may alsoconstitute the internal sources. Whenever any vacancy arises, someone from within theorganization is upgraded, transferred, promoted or even demoted.External Sources:-External sources lie outside an organization. Here the organization can have the servicesof :(a) Employees working in other organizations;(b) Jobs aspirants registered with employment exchanges;21
  • 22. (c) Students from reputed educational institutions;(d) Candidates referred by unions, friends, relatives and existing employees;(e) Candidates forwarded by search firmsand contractors;(f) Candidates responding to the advertisements, issued by the organization; and(g) Unsolicited applications/ walk-ins.Merits and Demerits of ‘Recruiting people from ‘Within’:-Merits :-1) Economical:The cost of recruiting internal candidates is minimal. No expenses are incurred onadvertising.2) Suitable:The organization can pick the right candidates having the requisite skills. The candidatecan choose a right vacancy where their talents can be fully utilized.Demerits:-1) Limited Choice:The organization is forced to select candidates from a limited pool. It may have tosacrifice quality and settle down for less qualified candidates.2) Inbreeding:It discourages entry for talented people, available outside an organization. Existingemployees may fail to behave in the knowledge about suitability of a candidate for aposition.’ Known devils are better than unknown angels!’3) Inefficiency:Promotions based on length of service rather than merit, may prove to be a blessing forinefficient candidate. They do not work hard and prove their worth.22
  • 23. 4) Bone of contention:Recruitment from within may lead to infighting among employees aspiring for limited,higher level positions in an organization. As years roll by, the race for premium positionsmay end up in a bitter race.Merits and Demerits of External sources of Recruitment:-Merits Demerits1.Wide Choice:The organization has the freedom to select candidates from a large pool. Persons withrequisite qualifications could be picked up.2. Infection of fresh blood:People with special skills and knowledge could be hired to stir up the existing3. Expenses:Hiring costs could go up substantially. Tapping multifarious sources of recruitment is notan easy task either.4. Time consuming:It takes time to advertise, screen, to test and test and to select suitable employees. Whereemployees and pave the way for innovative ways of working.5. Motivational force:It helps in motivating internal employees to work hard and compete with externalcandidates while seeking career growth. Such a competitive atmosphere would help anemployee to work to the best of his abilities.23
  • 24. 6. Long term benefits:Talented people could join the ranks, new ideas could find meaningful expression, acompetitive atmosphere would compel people to give out their best and earn rewards, etc.suitable ones are not available, the process has to be repeated.7. De-motivating:Existing employees who have put in considerable service may resist the process of fillingupvacancies from outside. The feeling that their services have not been recognized by theorganization, forces then to work with less enthusiasm and motivation.8.Uncertainty:There is no guarantee that the organization, ultimately will be able to hire the services ofSuitable candidates. It may end up hiring someone who does not fit and who may not beable to adjust in the new setup.METHODS OF RECRUITMENT:-The following are the most commonly used methods of recruiting people.INTERNAL METHODS:1. Promotions and TransfersThis is a method of filling vacancies from within through transfers andPromotions.A transfer is a lateral movement within the same grade, from one job to another. It maylead to changes in duties and responsibilities, working conditions, etc., but not necessarilysalary. Promotion, on the other hand, involves movement of employee from a lower levelposition to a higher level position accompanied by (usually) changes in duties,responsibilities, status and value. Organizations generally prepare badly lists or a centralpool of persons from which vacancies can be filled for manual jobs. Such persons are24
  • 25. usually passed on to various departments, depending on internal requirements. If a personremains on such rolls for 240 days or more, he gets the status of a permanent employee asper the Industrial Disputes Act and is therefore entitled to all relevant benefits, includingprovident fund, gratuity, retrenchment compensation2. Job Posting:-Job posting is another way of hiring people from within. In this method, the organizationpublicizes job opening on bulletin boards, electronic method and similar outlets. One ofthe important advantages of this method is that it offers a chance to highly qualifiedapplicants working within the company to look for growth opportunities within thecompany to look for growth opportunities within the company without looking forgreener pastures outside.3. Employee Referrals:-Employee referral means using personal contacts to locate job opportunities. It is arecommendation from a current employee regarding a job applicant. The logic behindemployee referral is that “it takes one to know one”. Employees working in theorganization, in this case, are encouraged to recommend the names of their friends,working in other organizations for a possible vacancy in the near future. In fact, this hasbecome a popular way of recruiting people in the highly competitive InformationTechnology industry nowadays. Companies offer rich rewards also to employees whoserecommendations are accepted – after the routine screening and examining process isover – and job offers extended to the suggested candidates. As a goodwill gestures,companies also consider the names recommended by unions from time to time.External (direct) Methods:-1.Campus RecruitmentIt is a method of recruiting by visiting and participating in college campuses and theirplacement centres. Here the recruiters visit reputed educational institutions such as IITs,IIMs, colleges and universities with a view to pick up job aspirants having requisite25
  • 26. technical or professional skills. Job seekers are provided information about the jobs andthe recruiters, in turn, get a snapshot of job seekers through constant interchange ofinformation with respective institutions.A preliminary screening is done within the campus and the short listed students are thensubjected to the remainder of the selection process. In view of the growing demand foryoung managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor &Cable, Citibank,State Bank of India, Tata and Birla group companies) visit IIMs and IITs regularly andeven sponsor certain popular campus activities with a view to earn goodwill in the jobmarket. Advantages of this method include: the placement centre helps locate applicantsand provides resumes to organizations; applicants can be prescreened; applicants will nothave to be lured away from a current job and lower salary expectations. On the negativefront, campus recruiting means hiring people with little or no work experience Theorganizations will have to offer some kind of training to the applicants, almostimmediately after hiring. It demands careful advanceplanning, looking into the placement weeks of various institutions in different parts of thecountry. Further, campus recruiting can be costly for organizations situated in anothercity (airfare, boarding and lodging expenses of recruiters, site visit of applicants ifallowed, etc.).If campus recruitment is used, steps should be taken by human resource department toensure that recruiters are knowledgeable concerning the jobs that are to be filled and theorganizations and understand and employ effective interviewing skills.Guidelines for campus recruiting:companies using college campuses as recruitment source should consider the followingguidelines: Identify the potential candidates early: The earlier that candidate with top potential can beidentified, the more likely the organization will be in a position to attract them. Employ various means to attract candidates: These may include providing researchgrants; consulting opportunities to faculty members, funding university infrastructural26
  • 27. requirements, internships to students, etc. in the long run these will enhance the prestigeof the company in the eyes of potential job seekers. Use effective recruitment material: Attractive brochures, films, computer diskettes,followed by enthusiastic and effective presentations by company officials,correspondence with placement offices in respective campus in a friendly way – will helpin booting the company image in the eyes of the applicants. The company must providedetailed information about the characteristics of entry – level positions, especially thosethat have had a major positive impact on prior applicants’ decisions to join the company. Offer training to campus interviews: Its better to devote more time and resources to trainon campus interviewers to answer specific job related questions of applicants. Come out with a competitive offer: Keep the key job attributes that influence thedecisions of applicants such as promotional avenues, challenging assignments, long termincome potential, etc., while talking to candidates.Indirect methods:-1.Advertisements:-These include advertisements in newspapers; trade, professional and technical journals;radio and television; etc. in recent times, this medium has become just as colorful, livelyand imaginative as consumer advertising. The ads generally give a brief outline of the jobresponsibilities, compensation package, prospects in organizations, etc. this method isappropriate when (a) the organization intends to reach a large target group and (b) theorganizations wants a fairly good number of talented people – who are geographicallyspread out. To apply for advertised vacancies let’s briefly examine the wide variety ofalternatives available to a company - asfar as ads are concerned: Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has flexibilityin terms of information and can conveniently target a specific geographic location. On thenegative side, newspaper ads tend to attract only those who are actively seeking employmentat that point of time, while some of the best candidates who are well paid and challenged by27
  • 28. their current jobs may not be aware of such openings. As a result, the company may bebombarded with applications from a large number of candidates who are marginally qualifiedfor the job - adding to its administrative burden. To maintain secrecy for various reasons(avoiding the rush, sending signals to competitors, cutting down expenses involved inresponding to any individual who applies, etc.), large companies with a national reputationmay also go in for blind-box ads in newspapers,Especially for filling lower level positions. In a blind-box ad there is no identificationof the advertising organization. Job aspirants are asked to respond to a post office boxnumber or toAn employment firm that is acting as an agent between the job seekers and theorganization. Television and radio ads: These ads are more likely to each individual who are not activelyseeking employment; they are more likely to stand out distinctly, they help the organizationto target the audience more selectively and they offer considerable scope for designing adscreatively. However, these ads are expensive. Also, because the television or radio is simplyseen or heard, potential candidates may have a tough time remembering the details, makingapplication difficult.2.Third Party Methods:- Private Employment Search Firms:-As search firm is a private employment agency that maintains computerized lists ofqualified applicants and supplies these to employers willing to hire people from the listfor a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SBBillimoria, KPMG; FergusonAssociates offers specialized employment-related services to corporate houses for a fee,especially for top and middle level executive vacancies. AT the lower end, a number ofsearch firms operate – providing multifarious services to both recruiters and therecruitees. Employment Exchanges:-28
  • 29. AS a statutory requirement, companies are also expected to notify(wherever theEmployment Exchanges Act, 1959, applies) their vacancies through the respectiveEmployment Exchanges, created all over India for helping unemployed youth, displacedpersons, ex-military personnel,physically handicapped, etc. AS per the Act all employers are supposed to notify thevacancies arising in their establishments form time to time – with certain exemptions – tothe prescribed employment exchanges before they are filled. The Act covers allestablishments in public sector and nonagricultural establishments employing 25 or moreworkers in the private sector. However, in view of the practical difficulties involved inimplementing the provisions of the Act(such as filing a quarterly return inrespect of their staff strength, vacancies and shortages,returns showing occupational distribution of their employees, etc.) many organizationshave successfully fought court battles when they were asked to pick up candidates fromamong those sponsored by the employment exchanges. Gate Hiring and Contractors:-Gate hiring (where job seekers, generally blue collar employees, present themselves atthe factory gate and offer their services on a daily basis), hiring through contractors,recruiting through word-of-mouth publicity are still in use – despite the manypossibilities for their misuse –in the small scale sector in India.• Unsolicited Applicants / Walk-ins:-Companies generally receive unsolicited applications from job seekers at various pointsof time; the number of such applications depends on economic conditions, the image ofthe company and the job seeker’s perception of the types of jobs that might be availableetc. Such applications are generally kept in a data bank and whenever a suitable vacancyarises, the company would intimate the candidates to apply through a formal channel.One important problem with this method is that job seekers generally apply to number oforganizations and when they are actually required by the organizations, either they arealready employed in other organizations or are not simply interested in the position.29
  • 30. • Alternatives to Recruitment:-Since recruitment and selection costs are high (search process, interviewing agency fee,etc.) firms these days are trying to look at alternatives to recruitment especially whenmarket demand for firm’s products and services is sluggish. Moreover, once employeesare placed on the payroll, it may be extremely difficult to remove them if theirperformance is marginal. Some of the options in this regard may be listed thus• Evaluation of Alternative Sources:-Companies have to evaluate the sources of recruiting carefully – looking at cost, time,flexibility, quality and other criteria – before earmarking funds for the recruitmentprocess. They cannotafford to fill all their vacancies through a particular source. To facilitate the decisionmaking process in this regard, companies rely on the following:Time lapse data:They show the time lag between the dates of requisition for manpower supply from adepartment to the actual date of filling the vacancies in that department. For example, acompany’s past experience may indicate that the average number of days fromapplication to interview is 10, from interview to offer is 7,from offer to acceptance is 10and from acceptance to report for work is 15. Therefore, if the company starts therecruitment and selection process now it would require 42 days before the new employeejoins its ranks. Armed with this information, the length ofthe time needed for alternative sources of recruitment can be ascertained – before pinninghopes on a particular source that meets the recruitment objectives of the company.Yield ratios:These ratios indicate the number of leads / contacts needed to generate a given number ofhires at a point at time. For example, if a company needs 10 management trainees in thenext six months, it has to monitor past yield ratios in order to find out the number ofcandidates to be contacted for this purpose. On the basis of past experience, to continuethe same example, the company finds that to hire 10 trainees, it has to extend 20 offers. Ifthe interview-to offer is 3:2, then 30 interviews must be conducted. If the invites to30
  • 31. interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly, if contactsor leads needed to identify suitableTrainees to invite are in 5:1 ratio, and then 200 contacts are made.Surveys and studies:Surveys may also be conducted to find out the suitability of a particular source forcertain positions. For example, as pointed out previously, employee referral has emergedas popularWay of hiring people in the Information Technology industry in recent times in India.Correlation studies could also be carried out to find out the relationship between differentorganizationalpositions. Before finally identifying the sources of recruitment, the human resourcemanagers must also look into the cost or hiring a candidate. The cost per hire can befound out by dividing the recruitment cost by the number of candidates hired.31
  • 32. SELECTION:-IntroductionSelection is the process of picking individuals who have relevant qualifications to filljobs in an organisation.The basic purpose is to choose the individual who can mostsuccessfully perform the job from the pool of qualified candidates.Purpose:-The purpose of selection is to pick up the most suitable candidate who would meet therequirements of the job in an organization best, to find out which job applicant will besuccessful, if hired. To meet this goal, the company obtains and assesses informationabout the applicants in terms of age, qualifications, skills, experience, etc. the needs ofthe job are matched with the profile of candidates. The most suitable person is thenpicked up after eliminating the unsuitable applicants through successive stages ofselection process. How well an employee is matched to a job is very important because itis directly affects the amount and quality of employee’s work. Any mismatched in thisregard can cost an organization a great deal of money, time and trouble, especially, interms of training and operating costs. In course of time, the employee may find the jobdistasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits ofnegative information about the company, causing incalculable harm to the company inthe long run. Effective election, therefore, demands constant monitoring of the ‘fit’between people the job.The Process:-Selection is usually a series of hurdles or steps. Each one must be successfully clearedbefore the applicant proceeds to the next one. The time and emphasis place on each stepwill definitely vary from one organization to another and indeed, from job to job withinthe same organization. Thesequence of steps may also vary from job to job and organization to organization. Forexample some organizations may give more importance to testing while others give moreemphasis to interviews and reference checks. Similarly a single brief selection interview32
  • 33. might be enough for applicants for lower level positions, while applicants for managerialjobs might be interviewed by a number of people.Steps in Selecting Process ReceptionA company is known by the people it employs. In order to attract people with talents,skills and experience a company has to create a favorable impression on the applicants’right from the stage of reception. Whoever meets the applicant initially should be tactfuland able to extend help in a friendly and courteous way. Employment possibilities mustbe presented honestly and clearly. If no jobs are available at that point of time, theapplicant may be asked to call back the personnel department after some time. Screening InterviewA preliminary interview is generally planned by large organizations to cut the cost ofselection by allowing only eligible candidates to go through the further stages inselection. A junior executive from the Personnel Department may elicit responses fromthe applicants on important items determining the suitability of an applicant for a jobsuch as age, education, experience, pay expectations, aptitude, location, choice etc. this‘courtesy interview’ as it is often called helps theDepartment screen out obvious misfits. If the department finds the candidate suitable, aprescribed application form is given to the applicants to fill and submit. Application BlankApplication blank or form is one of the most common methods used to collectinformation on the various aspects of the applicants’ academic, social, demographic,work related background and references. It is a brief history sheet of employee’sbackground, usually containing the followingThings:Personal data (address, sex, telephone number)Marital data33
  • 34. Educational dataEmployment ExperienceExtra-curricular activitiesReferences and Recommendations Selection TestingIn this section let’ examine the selection test or the employment test that attempts to assesintelligence, abilities, personality trait, performance simulation tests including worksampling and the tests administered at assessment centers- followed by a discussion aboutthe polygraph test,Graphology and integrity test .A test is a standardized, objective measure of a person’sbehavior,Performance or attitude. It is standardized because the way the tests is carried out, theenvironment in which the test is administered and the way the individual scores arecalculated- are uniformly applied. It is objective in that it tries to measure individualdifferences in a scientific way giving very little room for individual bias andinterpretation. Over the years employment tests have not only gained importance but alsoa certain amount of inevitability in employment decisions. Since they try to objectivelydetermine how well an applicant meets the job requirement, most companies do nothesitate to invest their time and money in selection testing in a big way.Some of the commonly used employment tests are:Intelligence testsAptitude testsPersonality testsAchievement testsMiscellaneous tests such as graphology, polygraphs and honesty tests.. Selection Interview:Interview is the oral examination of candidates for employment. This is the most essentialstep in the selection process. In this step the interviewer matches the information obtainedabout the candidates through various means to the job requirements and to the34
  • 35. information obtained through his own observations during the interview. Interview givesthe recruiter anOpportunity –• To size up the candidate personally;• To ask question that are not covered in the tests;• To make judgments on candidates enthusiasm and intelligence;• To assess subjective aspects of the candidate – facial expressions,Appearance, nervousness and so forth;• To give facts to the candidates regarding the company, its policies,etc. and promote goodwill towards the company. EVALUATION:-Evaluation is done on basis of answers and justification given by the applicant in theinterview. PHYSICAL EXAMINATION:After the selection decision and before the job offer is made, the candidate is required toundergo a physical fitness test. A job offer is often contingent upon the candidate beingdeclared fit after the physical examination. Medical examination:-Certain jobs require physical qualities like clear vision, perfect hearing, unusualstamina, tolerance of hard working conditions, clear tone, etc. Medical examinationreveals whether or not a candidate possesses these qualities. Reference Checks:-Once the interview and medical examination of the candidate is over, the personneldepartment will engage in checking references. Candidates are required to give the namesof 2 or 3 references in their application forms. These references may be from theindividuals who are familiar with the candidate’s academic achievements or from theapplicant’s previous employer, who is well versed with the applicant’s job performance35
  • 36. and sometimes from the co-workers. In case the reference check is from the previousemployer, information in the following areas may be obtained. They are job title, jobdescription, period of employment, pay and allowances, gross emoluments, benefitsprovided, rate of absence, willingness of previous employer to employ the candidateagain, etc.Further, information regarding candidate’s regularity at work, character,progress, etc. can be obtained. Often a telephone call is much quicker. The method ofmail query provides detailed information about the candidate’s performance, characterand behavior. However, a personal visit is superior to the mail or telephone methods andis used where it is highly essential to get a detailed, first hand information which can alsobe secured by observation. Reference checks are taken as a matter of routine and treatedcasually or omitted entirely in many organizations. But a good reference check, whenused sincerely, will fetch useful and reliable information to the organization. Hiring decision:-The line manager has to make the final decision now – whether to select or reject acandidate after soliciting the required information through different techniques discussedearlier. The line manager has to take adequate care in taking the final decision because ofeconomic, behavioraland social implications of the selection decisions. A careless decision of rejecting acandidate would impair the morale of the people and they suspect the selection procedureand the very basis of selection in a particular organization. A true understanding betweenline managers and personnel managers should be established so as to facilitate goodselection decisions. Aftertaking the final decision, the organization has to intimate this decision to the successful aswell as unsuccessful candidates. The organization sends the appointment order to thesuccessful candidates either immediately or after sometime depending upon its timeschedule.DATA ANALYSIS AND INTERPRETATION36
  • 37. Employees in Bharat Sanchar Nigam Limited as onCompany payroll 90%Contract 10%Both 0%INTERPRETATIONMost of the employee are as on company payroll.37
  • 38. How you recruit employee?Through internalrecruitment20%Through externalrecruitment80%Both 0%INTERPRETATIONMost of the employee, recruit by external recruitment policy.38
  • 39. If internal,what was the procedure?Transfer 60%Promotion 30%ReCall 10%INTERPRETATIONThey prefer transfer policy to recruit external employee.39
  • 40. Are you satisfied with company’s current recruitment policy ?Yes 90%No 10%INTERPRETATIONMost of the employee are satisfied with recruitmnet policy.40
  • 41. What was the time duration between interview regarding selection incompany and getting offer letter ?One week 0%One month 0%Six month 40%More than six month 60%INTERPRETATIONMore than six month is required to final touch.41
  • 42. Do you think that presently number of employees is enough?Yes 10%No 90%INTERPRETATIONIn current position number of employee are less.42
  • 43. Does company ask you for any recommendation to recruit ?Yes 15%No 85%INTERPRETATIONCompany don’t requred any recommendation to recruit.43
  • 44. Are you satisfy with BSNL selection and recruitment policy?yes 76%no 24%INTERPRETATIONMost of the people are satisfy with BSNL.44
  • 45. CONCLUSIONThe telecomm companies aims to ensure that the best candidate is selected for the jobregardless of age,color,origin,relegion,gender etc.to achive this objective companyensures that all those who are concerned with the recruitment and selection process havea clear understanding of the job to be filled.The purpose of this policy is to ensure that the company will attract and retail the mosthighly qualified workforce available to them.All the workers of the studied organization felt that this program is beneficial inimproving performance, skills, attitude and knowledge effectively and efficiently ofdoing work.45
  • 46. SIMILARITIES:1: BSNL follow both external and internal recruitment as other two companies.2: Selection procedure is same as in other two companies.3: Satisfaction level regarding recruitment policy is same in all the three companies i.e.highly satisfied.46
  • 47. FINDINGS• After the survey we found the satisfaction level of BSNL employee is very high.• Most of the consumers go for the BSNL services.• Youth feel very comfortable with it.• BSNL has been covering the entire segment.• BSNL technology is very innovative.• A very high segment of youth goes for the name and goodwill of the BSNL.47
  • 48. RECOMMENDATION• The company should increase their service stations.• More financing option should be available.• The company should provide more customer value.• Follow up should be increased.• Effort should be done for developing the concept of good relationship with consumers.• Special offer should be provided by the BSNL.48
  • 49. AnnexureBharat Sanchar Nigam LimitedQuestionnaire(For academic purpose only)Department:Designation:Age:Name:Q.Emploees in Bharat sanchar limited as on Company payroll Contract BothQ.2 How you recruit employee? Through internal recruitment Through external recruitment BothQ.3If internal, what was the procedure? Transfer Promotion Recall49
  • 50. Q.4 If external, how?Through Ad. ThroughConsultancy/empExchangeThrough LabourContractorManagementLevelSupervisorLevelWorkersQ.5Are you satisfied with company’s current recruitment policy? Yes NoQ.6 Employee can get the opportunity in BSNL? After qualifying written and interview Interview only Written only None of themQ.7What was the time duration between interview regarding selection in company andgetting offer letter? One week One month Six month50
  • 51.  More than six monthQ.8 what qualification is required at the time of selection?Degree level Diploma /HSC level SSClevel Below SSCManagementSupervisorWorkerQ.9Do you ask for any work experience at the time of selection?More than 10 yrs More than 5 yrs More than 1 yrs FreshersManagementSupervisorWorkerQ.10 Do you think that presently number of employees are enough?Yes NoManagementSupervisorWorkersQ.11 What is the criteria to fill up the post?Through promotion Through transfer ThroughRe CallThrough sources51
  • 52. ManagementSupervisorWorkerQ.12 Does company ask you for any recommendation to recruit? YesNoQ.13. Did you contact the informal contact names in the advertisement?Yes NoIf Yes, was this helpful? Yes NoIf No, Why not?BIBLIOGRAPHYHttp: www.bsnlindia.com http:http: www.wikipedia.orgPhilip Kotler, Marketing Management,52
  • 53. I have used the following source for finding the dataA. Research methodology - C.R. KothariLiterature from the web sitewww.bsnl.org.document.info.practicescordinal.orgwww.bsnl.in.office.document.class.infoexe.ogrhttp://www.bsnlindia.com53

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