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Final project tata indicom Final project tata indicom Document Transcript

  • CHAPTER-1INTRODUCTION AND BACKGROUND 1
  • EXECUTIVE SUMMARYThe corporate arena is witnessing rapid changes in workplace styles ofmanagement and leadership, work processes and everything else relatedto work. The degree of changes in the variable may vary from oneindustry to industry or a corporate house to another but the managementis putting its efforts to understand, equip and act to emerge a winner outof the situation. At the core of their efforts is the realisation that theemployee is their most valuable asset.This project emphasizes to understand the recruitment process in thetelecom sector and to find a comparison with effectiveness in theorganisation. In this process, the numbers of variables which are directlyor indirectly affecting the recruitment process of a company wereidentified out, followed by systematic collection of primary data from allthe levels of the employees working in the organisation.The data was collected from all theThe HR and Employees of all telecom companies in Punjab circleThe variables identified to understand the effectiveness of recruitmentand selection process and measuring the effectiveness of the process andhow well it is implementedThe questionnaire was standardised using:-GraphsHectographsPictographs 2
  • INTRODUCTIONRecruitment refers to the process of sourcing, screening, and selectingpeople for a job or vacancy within an organization. Though individualscan undertake individual components of the recruitment process, mid-and large-size organizations generally retain professional recruitersPurposes • Determine present and future requirements of the firm in conjunction of personnel-planning and job analysis activities. • Increase the pool of job candidates at minimum cost. • Increase success rate of the selection process by reducing the no. of visibly under qualified or overqualified • Reduce probabilility that job applicants, once recruited and selected , will leave • Meet organization’s legal and social obligation regarding composition of its work force • Begin identifying and preparing potential applicants who will be eligible candidates. • Increase organizational and individual effectiveness. • Evaluate effectiveness of various sources and measures of recruitment. Traditional recruitment agencyAlso known as employment agencies, recruitment agencies havehistorically had a physical location. A candidate visits a local branch for ashort interview and an assessment before being taken onto the agency’sbooks. Recruitment Consultants then endeavor to match their pool ofcandidates to their clients open positions. Suitable candidates are withpotential employers.Remuneration for the agencys services usually takes one of two forms: • A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% of the candidate’s starting salary), which usually has 3
  • some form of guarantee, should the candidate fail to perform and is terminated within a set period of time. • An advance payment that serves as a retainer, also paid by the company. • In some states it may still be legal for an employment agency to charge the candidate instead of the company, but in most states that practice is now illegal, due to past unfair and deceptive practices. Online recruitment websitesSuch sites have two main features: job boards and a curriculum vitaedatabase. Job boards allow member companies to post job vacancies.Alternatively, candidates can upload a résumé to be included in searchesby member companies. Fees are charged for job postings and access tosearch resumes.In recent times the recruitment website has evolved to encompass end toend recruitment. Websites capture candidate details and then pool them inclient accessed candidate management interfaces (also online). Keyplayers in this sector provide e-recruitment software and services toorganisations of all sizes and within numerous industry sectors, who wantto e-enable entirely or partly their recruitment process in order to improvebusiness performance. The online software provided by those whospecialise in online recruitment helps organisations attract, test, recruit,employ and retain quality staff with a minimal amount of administration.Online recruitment websites can be very helpful to find candidates thatare very actively looking for work and post their resumes online, but theywill not attract the "passive" candidates who might respond favorably toan opportunity that is presented to them through other means. Also, somecandidates who are actively looking to change jobs are hesitant to puttheir resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes. 4
  • IMPORTANCE OF STUDYI got the opportunity to undergo my summer training in a renownedorganization TATA TELESERVICES, Mohali (Punjab) to enhancemy skills in my respective area that is Human Resources.The research study has increased my knowledge and skills in myarea of specialization. The survey has focused on Recruitment andSelection process being followed in Telecom sector in the Punjabcircle.The project has helped me increased my level of knowledge abouthow the recruitment and selection process is being followed in thetelecom sector.Therefore I got chance to interact with employees and HR of othercompany and discussed the recruitment procedures and got thequestionnaire filled up from employees also and got idea and theirviews regarding that.So better ideas I came to know that which sources should be usedand what is the process of recruitment and selection they are using. 5
  • OBJECTIVE OF STUDY The project report aims at comprehending the recruitment and selection procedures being followed in various companies in the Telecom sector in Punjab circle.• To gain more clarity on recruitment and selection procedure/process followed in telecom sector.• To understand the various policies of recruitment and selection.• To find out the ways of optimizing the recruitment cost.• It also aims at finding ways to reduce the time involved in the recruitment process.• To increase the effectiveness of the recruitment process. 6
  • LIMITATIONS OF THE STUDYThe following limitations were faced during the study taken were :-1. Respondents perceived the survey with suspicion, cynicism (doubt)and indifference. They were discontented, as there were many suchsurveys conducted in the past. Also they felt such process to be timeconsuming and ineffective.2. In such kind of a survey it is very difficult to get 100% correct opinionand degree of bias may exist in the employee responses.3. The other major limitation was of time and non availability of theconcerned persons at times.4. The respondents would not have divulged all the information neededbecause of some of its company policies.5. Lastly, some amount of error exists in the data filling process becauseof the following reasons: - Influence of others - Misunderstanding of the concept - Hurried filling of the questionnaire 7
  • ABOUT TELECOM INDUSTRYTelecom industry is more than 165 years old, beginning with thecommissioning of the first telegraph line between Kolkata and DiamondHarbour in 1839. In 1948, India had 0.1 million telephone connectionswith a telephone density of about 0.202 telephones per hundredpopulations. As of June 2007, there were 225.21 million telephone(including cellular mobile) connections in the country with a telephonedensity of 19.86 telephones per hundred population. Out of total 225.21million telephone connections, 185.13 million (nearly 82percent)connections pertained to wireless and mobile phones.The process of economic liberalization set into motion since 1991 has ledto an improved economic performance for the country as a whole with theusual caveats on the distribution across regions and size classes. Thisoverall good performance is reflected in many sub sectors of the economyand the telecommunications sector is no exception. The provision oftelecom and the internet infrastructure is an area where major success hasbeen achieved. In today’s most competitive world it has becomenecessary to contact and provide right kind of information when andwhere it is needed. To provide this information to each and every placewhere it is required there are many sources which plays the key role as amedium. These are the e-mail, telephone, internet etc. among themteleservices are the most suitable and faster source of exchange ofinformation from one place to other place. There are many companieswhich are dealing in telservices segment like: - Airtel, BSNL, TATAindicom, spice, idea, connect etc. To provide better service at the mostsuitable rates these companies are trying to bring a change in theirpolicies and plans according to consumer market through many ways.Industry wide, India has seen a compounded annual growth rate of about30% over the past eight years. The increase has come mainly from mobilecommunications, where the corresponding compound average annualgrowth rate is 106% per annum. With around 136 million subscribers atpresent, it is adding about six million a month.The telecom sector has been performing brilliantly with growth ratessurpassing those in China, making India the fastest growing telecommarket in the world. India is today adding over seven million subscribersevery month with the current subscriber base of over 250 million 8
  • Expected to cross the half billion mark by 2010.For a more inclusive economic growth, it is critical to take telecomservices to the masses and more importantly to the rural areas. Thereduction in network roll out costs and even lower tariff is necessary for afaster roll out of these services in rural areas. The sector continues to beplagued by multifarious taxes, charges, fees and levies such as licensefee, spectrum charges, service tax, entry tax, octroi, stamp duty besidesthe regular corporate income tax. This is stifling the growth and spread oftelecom services. It is estimated that taxes and levies account for morethan 40 percent of telecom revenues. The sector therefore continues to beone of the highest taxed despite the fact that it offers the cheapest tariffsin the world. It is important that the present structure of multiple levies isrationalized to make the fiscal environment more conducive. The industryis hence expecting rationalization /simplification of the tax provisions asthey apply to telecom services.Evolution of telecom industry -Important MilestonesHistory of Indian TelecommunicationsYear • 1851 First operational land lines were laid by the government near Calcutta (seat of British power) • 1881 Telephone service introduced in India • 1883 Merger with the postal system • 1923 Formation of Indian Radio Telegraph Company (IRT) • 1932 Merger of ETC and IRT into the Indian Radio and Cable Communication Company (IRCC) • 1947 Nationalization of all foreign telecommunication companies to form the Posts, Telephone and Telegraph (PTT), a monopoly run by the Government’s Ministry of Communications • 1985 Department of Telecommunications (DOT) established, an exclusive provider of domestic and long-distance service that would be its own regulator (separate from the postal system) 9
  • • 1986 Conversion of DOT into two wholly government-owned companies: the Videsh Sanchar Nigam Limited (VSNL) for international telecommunications and Mahanagar Telephone Nigam Limited (MTNL) for service in metropolitan areas.• 1997 TELECOM Regulatory Authority of India created.• 1999 Cellular Services are launched in India. New National TELECOM Policy is adopted.• 2000 DoT becomes a corporation, BSNL 10
  • TATA GROUP Achievements of the Company (Various Milestones Achieved by the company year wise) Milestones Year Wise 1902 1865 The Indian Hotels Company isJamsetji Nusserwanji Tata starts a incorporated to set up the Tajprivate trading firm, laying the Mahal Palace and Tower, India’sfoundation of the Tata Group. first luxury hotel. 11
  • 1912 1907 Tata Steel introduces eight-hourThe Tata Iron and Steel Company working days, well before such a(now Tata Steel) is established to set system was implemented by law inup India’s first iron and steel plant in much of the West.Jamshedpur. The plant startedproduction in 1912. 1917 1932The Tatas enter the consumer goods Tata Airlines, a division of Tataindustry, with the Tata Oil Mills sons, is established, opening up theCompany being established to make aviation sector in India.soaps, detergent and cooking oils. 12
  • 1945 1954Tata Engineering and Locomotive India’s major marketing,Company (renamed Tata Motors in engineering and manufacturing2003) is established to manufacture organization, Voltas, is established.locomotive and engineering products. 1968 1962 Tata Consultancy Services (TCS),Tata Finlay (now Tata Tea), one of India’s first software servicesthe largest tea producers, is company, is established as a divisionestablished. of Tata Sons. 13
  • 1984 1970Tata McGraw-Hills Publishing Titan Industries- a joint ventureCompany is created to publish between the Tata Group and theeducational and technical books. Tamil Nadu Industrial Development Corporation (TIDCO) - is set up to manufacture watches. 2001 2000 Tata AIG – a joint venture betweenTata Tea acquires the Tetley Group, the Tata Group and AmericanU.K. This is the first major International Group Inc (AIG) –acquisition of an international brand marks the Tata.by an Indian business group. 14
  • 2004 2002The Tata Group acquires a Tata Motors launches City Rover-controlling stake in VSNL, India’s Indicas fashioned for the Europeanleading international market. The first rolled out from thetelecommunications service provider. Tata Motors stable in Pune on September 16, 2003. 2004 2005Tata Motors acquires the heavy Tata Steel acquires Singapore basedvehicles unit of Daewoo Motors, steel company Nat Steel bySouth Korea. subscribing to 100 percent equity of its subsidiary, Nat Steel Asia. 2006 2007Tata Credit Launched foundation Declare to launch low price car it’s astone for the Tata Medical Centre dream project. It will this year 2008.unveiled in Kolkata. 15
  • CHAPTER- 2COMPANY PROFILE 16
  • A Saga of Vision, Commitment and FortitudeThe Tata Group is unique in more ways than one. Established by JamsetjiTata in the second half of the 19th century, the Group has grown into oneof the biggest and most respected business organisations, thinks in nosmall part to its entrepreneurial vision, its commitment to ideals that putpeople before profits and its fortitude in the face of adversity. TATA is abrand name and it is playing a key role in the growth of the industry. Inthe beginning it was only in the vehicle segment like: - TATA Trucks,TATA motors etc. But as the time changed it also came into teleserviceswith the name of TATA Indicom especially in mobile segment. TATAcame into the teleservices segment in 1995. It was the first to launchCDMA mobile service in India with the Andhra Pradesh circle. Startingwith the major acquisition of Hughes tele.com (India) Limited [nowrenamed Tata Teleservices (Maharashtra) Limited] in December 2002 thecompany swung into an expansion mode. With the total investment of Rs19,924 Crore, Tata Teleservices has created a Pan India presence spreadacross 20 circles that includes Andhra Pradesh, Chennai, Gujarat,Karnataka, Delhi, Maharastra, Mumbai, Tamil Naidu, Orissa, Bihar,Rajasthan, Punjab, Haryana, Himachal Pradesh, Uttar Pradesh (E), UttarPradesh (W), Kerela, Kolkata, Madhya Pradesh and West Bengal. Havingpioneered the CDMA 3G1x technology platform in India, TataTeleservices has established a robust and reliable 3G ready telecominfrastructure that ensures quality in its services. It has partenered withMotorola, Ericsson, Lucent and ECI Telecom for the deployment of areliable, technologically advanced network. The company which heraldedconvergence technologies in the Indian telecom sector is today the marketleader in the fixed wireless telephony market with a total customer baseof over 3.8 million. Tata Teleservices’ bouquet of telephony servicesincludes Mobile services, Wireless Desktop Phones, Public BoothTelephony and Wire line services. Other services include value addedservices like voice portal, roaming post-paid Internet services, 3-wayconferencing, group calling, Wi-Fi Internet, USB Modem, data cards,calling card services and enterprise services.Some of the other products launched by the company include prepaidwireless desktop phones, public phone booths, new mobile handsets andnew voice & data services such as BREW games, Voice Portal, picturemessaging, polyphonic ring tones, interactive applications like news, 17
  • Cricket, astrology, etc. Tata Indicom redefined the existing prepaidmobile market in India by unveiling their offering – Tata Indicom ‘NonStop Mobile’ which allows customers to receive free incoming calls. TataTeleservices today has India’s largest branded telecom retail chain and isthe first service provider in the country to offer an online channelhttp://www.i-choose.in to offer post paid mobile connections in thecountry. Tata Teleservices has a strong workforce of 6000. In addition,TTSL has created more than 20,000 jobs, which will include 10,000indirect jobs through outsourcing of its manpower needs.Today, Tata Teleservices (Maharashtra) Limited serves over 15.9 millioncustomers (with 75% increase in FY 2007 over March 06-sub base)covering over 3200 towns. With an ambitious rollout plan both withinexisting circles and across new circles,Tata Teleservices is targeting to achieve 100 million subscribers by 2011offering world-class technology and user-friendly services in 20 circles.Today it is dealing in various segments of teleservices like in mobile,landline, Internet, Data card and other internet and intranet facility. It isgrowing at a rapid speed in telecom sector and giving a healthycompetition to other companies which are in the same segment. It is morepopular in this sector because of its attractive schemes, plans and betterfacility at a most suitable and competitive price. Its market share isgrowing rapidly in telecom sector and it is dealing in tele sector verysmartly. Tata Teleservices Limited (TTSL) represents Tata Group’stelecom foray in India operates and offers telecom services under thebrand name of “Tata Indicom”. Tata Indicom emulates the same“leadership with trust” phenomenon on behalf of the whole Tata Group. 18
  • o India’s Largest diversified business group best known and most respected business houseo 93 operating companies in 7 business sectors: Information systems and communications, engineering, materials, services, energy, consumer product and chemical.o 32 publicly listed enterprises – among them standout names such as Tata Steel, Tata Consultancy Services, Tata Motors, Titan and Tata Teao Companies in 8 business sectors. ( Broadcasting is latest entry consumer durable brand “Croma” launched in October 2006)o Market Cap of USD 41.8bno Revenues for FY 05 – USD 17.8bn - equivalent to 2.8% of India’s GDP.o Largest employer in the private sector with 220,000 employeeso Operations in over 47 countrieso Products and Services exported to 140 countries one fourth of the group revenues earned from outside India including six continentso 5 core values – Integrity, Understanding, Excellence, Unity and Responsibility 19
  • Explosive growth in the telecom sector o Subscriber base as in September 2007 is 377.43 million. o Desktop PC sales expected to grow at 30%. Notebooks growing 60% o Only 50% Indian population is reached by existing mobile service networks o Telecom revenues expected to doubleVSNL:- The first telecom service provider in the world to get theprestigious TL-9000 certification, is India’s leading provider ofinternational telecommunications and internet services, has a strongnational long-distance presence, and is also the leader in the corporatedata market. VSNL has well established relations with over 80 carriersacross the globe and an infrastructure base that include multiplegateways, earth stations submarine systems.The company is rapidly growing its retail and corporate presence underthe Tata Indicom brand, through products such as high-speed broadbandand calling cards. VSNL offers a host of other valued-added services,including television and video up linking, program transmission, framerelay and inmarsat.VSNL is spearheading the international telecom foray of the Tata Groupand has established its presence in key international geographies such asthe US, the UK, Singapore and Hong Kong. The company has fullyowned subsidiary, VSNL Lanka that operates in Sri Lanka and it is a jointventure partner in United Telecom, a wireless access provider in Nepal. 20
  • Additionally, VSNL has acquired Tyco Global Network’s submarinecable systems, which cover three continents with over 60,000 km ofadvanced optic fibre. SIGNIFICANT INVESTMENTS- US $ 9.5 TTSL VSNL 21
  • BRAND AMBASSADORMrs. Kajol Devgan ONE OF THE BIGGEST BOLLYWOOD STARVISION“Trusted service to 100 million happy customers by 2011”.MISSION“To empower every Indian to connect with the world affordably”.VALUES - Fairness through meritocracy 22
  • - Trust based on accountability - Tenacity for results - Pioneering spirit - Excellence in execution - Leadership with humilityIntroduction to TATA Indicom Products:- TATA Indicom Walky:- • TATA Indicom fixed wireless phone: Tata Indicom is a pioneer in telephony through fixed wireless phones, which are sold under the “Walky”, brand, and is the market leader in the fixed wireless phone category in the Maharashtra circle. The company is positioning Walky as a ‘quick connection’ and targeting areas with low fixed line penetration. They have started offering PCO’s connectivity through the phones and planes to approach small and medium enterprises through its fixed wireless terminals. The company plans to offer a wide range of value added services on its CDMA network: 23
  • 1. High-speed data connectivity 2. Content-based SMS services(astrology, news updates, etc) 3. Ring tones 4. Fundoo Dialling (voice portal) 5. Voice mail services 6. Call management services (call forward, call wait, call hold and call conferencing) 7. Web-based internet services. A range of enterprise solutions (sales force automation, road warrior / VPN, etc) • Tata Indicom Mobile:The company has installed a state-of-the-art wireless communicationsinfrastructure in the state of Maharashtra by deploying the latest CDMA3G 1X technology on its wireless network.the company plans to provide3-wall coverage in Mumbai and Pune to ensure high-quality service withextensive in-building penetration.Starting with 5 circles in 2000, today Tata Indicom Pay TelephonyBusiness has a presence in 20 circles and more than 200 towns. 24
  • CUSTOMER CARE SALES MARKETIN- G SUPPLY TATA CHAIN TELE MANAGEM- SERVICES NETWORK ENT Ltd. HUMAN I.T RESOURCE PROJECT MANAGEM- ENTVarious Departments in TTSL:-TATA Teleservices:• Human Resources• Project Management 25
  • • I.T• Customer Care• Marketing• Finance• Network• Supply Chain Management• Sales CHAPTER-3 RECRUITMENT AND SELECTION (INTRODUCTION) 26
  • Theoretically speaking, Recruitment and Selection are 2 separatefunctions. Recruitment deals with the forming a pool of applicants for aparticular job, whereas Selection deals with finding the best one of thelot.MEANING AND DEFINITIONIn simple terms, recruitment is understood as the process of searching forand obtaining applicants for jobs, from among whom the right people canbe selected. A formal definition of recruitment is: “It is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” -Flippo Selection is the process of picking individuals (out of the pool ofjob applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of selection is “It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.”What are the Sources of Recruitment.The sources of recruitment can be broadly categorized into internal andexternal sources- 27
  • (I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include: a. Promotions and Transfers – Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. a. Employee referrals- Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. c. Former Employees- These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. d. Dependents of deceased employees- Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.(II) External Recruitment – External recruitment seeks applicantsfor positions from sources outside the company. They have outnumberedthe internal methods. The various external sources include: 28
  • a. Professional or Trade Associations – Many associations provide placement service to its members.It consists of compiling job seeker’s lists and providing access tomembers during regional or national conventions.b. Advertisements - It is a popular method of seeking recruits, as many recruitersprefer advertisements because of their wide reach.c. Employment Exchanges- Employment Exchanges have been set up all over thecountry in deference to the provision of the Employment Exchanges(Compulsory Notification of Vacancies) Act, 1959.d. Campus Recruitments- Colleges, universities, research laboratories, sports fieldsand institutes are fertile ground for recruiters, particularly theinstitutes.e. Walk-ins, Write-ins and Talk-ins- The most common and least expensive approach forcandidates is direct applications, in which job seekers submitunsolicited application letters or resumes. Direct applications can alsoprovide a pool of potential employees to meet future needs.f. Contractors- They are used to recruit casual workers. The names of theworkers are not entered in the company records and, to this extent;difficulties experienced in maintaining permanent workers areavoided. g. Consultants- 29
  • They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.h. Head Hunters- They are useful in specialized and skilled candidate workingin a particular company. An agent is sent to represent the recruitingcompany and offer is made to the candidate. This is a useful sourceWhen both the companies involved are in the same field, and theemployee is reluctant to take the offer since he fears, that his companyis testing his loyalty.h. Radio, Television and Internet- Radio and television are used to reach certain types of jobapplicants such as skilled workers. Section wherein aspirants cansubmit their resumes and applications. This provides a wider reach.i. Competitors- This method is popularly known as “poaching” or “raiding”which involves identifying the right people in rival companies,offering them better terms and luring them away. For instance, severalexecutives of HMT left to join Titan Watch Company.j. Mergers and Acquisitions- When organizations combine, they have a pool ofemployees, out of whom some may not be necessary any longer. As aresult, the new organization has, in effect, a pool of qualified jobapplicants. 30
  • CHAPTER -4RESEARCH METHODOLOGY 31
  • RESEARCH METHODOLOGY  PRIMARY DATA COLLECTIONPrimary data was collected from the prospective people of thecompany, which included the HR representative and a sample sizeof 12 employees. The data collected basically aimed at finding outthe recruitment process used by their organization.This was done by two methods: 1) QUESTIONNAIRESFor collecting the data a questionnaire method was used. In thismethod a questionnaire was prepared which included close endedquestions in which emphasis was given on studying how therecruitment & selection is done in Telecom sector.2) PERSONAL INTERVIEWSA Personal interview on one to one basis was undertaken with therespective HR’s from each company to access the information 32
  • regarding the recruitment procedure followed by their company.Also there were interaction sessions with a few employees inwhich emphasis was given on studying the recruitment andselection process being followed in Telecom sector. The responsesof respondents were recorded using the interview method(conducted one- to-one with HR representatives).  SECONDARY DATA COLLECTION Secondary data was also collected from the employees and HR of respective companies in telecom sector in the Punjab circle to cross check whether what HR mentioned regarding the process and policies using for recruitment are actually in practice or not and whether it they are using it properly or not. 33
  • CHAPTER -5 DATA ANAYSISDATA COLLECTION 34
  • In this phase a visit to the following telecom players existing in thePunjab circle was made: 1) 2) 35
  • 3) 4)5) 36
  • These above are various private telecom industry and major competitorsand major players and questionnaire was collected from all abovecompanies to gather the information regarding process and strategies ofrecruitment.PHILOSOPHY OF TATA TELESERVICES FOR RECRUITMENTTo actualize the organizational vision of providing “Trusted services to100 million happy customers by 2011” acquiring and retaining highquality talent is the key to an organization’s success. The recruitmentstrategy adopted for the same will mirror our corporate image andenhance our brand value.SOURCING STRATEGYThe following sources will be tapped for identifying the potential HumanResources for TTSL: • Employee Referrals • Job Portals • Internal Recruitment – Walk Ins, News Papers Ads • Campus Recruitment • Recruitment Consultant 37
  • In this phase the data collected through the questionnaires and personalinterviews from HR and Employees of various telecom companies inPunjab circle and all questionnaires are analysed on the basis of samplesize of 20 employees from each company. Based on the analysis in thepictorial diagrams such as GRAPHS, and other diagrams have been usedbelow to give suggestions to Tata Teleservices.NOTE: - All figures are an approximate idea on the basis of sample sizeof employee of each company and questionnaire filled by the HR. TOTAL NUMBER OF MANPOWER 38
  • NUMBER OF MANPOWER 400 350 300 250 200 NUMBER OF MANPOWER 150 100 50 0 E M T E L E C C IC TE O N N E IC O SP R NN IA AF D AI EL IN O D R C VO TA TAFig 1.Total number of employees across the Telecom players of thePunjab circle.Airtel, Reliance, Tata Indicom, Hutch, Spice.The figure above depicts the figure of total number of employeesacross the various players of the Punjab region. RECRUITMENT DONE LAST YEAR 39
  • NUMBER OF RECRUITMENTS TATA INDICOM SPICE AIRTEL VODAFONE CONNECT RELIANCE CONNECT RELIANCE SPICE TATA INDICOM VODAFONE AIRTEL 0 20 40 60 80 100 120 140 160Fig1.2. Total number of recruitments done last year (MARCH 2007-MARCH 2008)The above fig shows the total number of recruitments done in a yearacross the various players of the Punjab region. RECRIUTMENT THROUGH VARIOUS SOURCES 40
  • 100% 90% 80% 70% TEMPORARY STAFFING 60% EMPLOYEE REFERRAL 50% JOB PORTALS 40% PLACEMENT CONSULTANT 30% DIRECT APPLICANT 20% 10% 0% M L T E NE E TE EC NC CO IC FO SP R NN A DI AI LI DA IN CO RE VO TA TAFig1.3 Total number of recruitments using various sourcesThe above fig shows the percentage of employees recruited using variousinternal and external sources by the various players of the Punjab region.Maximum percentage is of placement consultant and temporary staffingis used very less and only in Vodafone and Connect.The above figures are in percentages. NUMBER OF ROUNDS FOR INTERVIEW 41
  • TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL 0 1 2 3 4 5 6 7 8Fig.1.4 Total number of rounds for interviewThe above fig shows the number of rounds conducted for the interviewand it depends on the level which is vacant so it is not fixed. In abovegraph:- Red colour bars show number of 4 rounds,Yellow bars show number of 2 rounds Green bar show number of 3 rounds Blue bar shows number of 7 rounds. Thus the above figure shows that each company don’t have exactrounds for the interview it varies. But rounds should be limited so that todecreases the time taken to recruit a candidate. 42
  • MODE OF INTERVIEW TATA INDICOM SPICE CONNECT TELEPHONIC ONE TO ONE RELIANCE MIX VODAFONE AIRTEL 0% 20% 40% 60% 80% 100%Fig1.5 shows the mode of interviewThe above graph shows the mode of interview and maximum percentageis of one to one. Telephonic is not used by any of the above telecomcompanies. In above fig:-Blue bars shows one to oneYellow bars shows mix 43
  • COME TO KNOW ABOUT THE POSITION TATA INDICOM SPICE NEWS PAPER CONNECT INTERNET REFERENCE RELIANCE CONSULTANT VODAFONE AIRTEL 0% 20% 40% 60% 80% 100%Fig1.6 Above graph show how employee come to about the positionAbove graph shows how employees come to know about the positionvacant in different companies and maximum percentage is of internet asnow a days it is more in use as comparatively to other sources. And thesource which is not in use that is news paper because so many job sites oninternet. 44
  • PARAMETER OF SELECTION 100% 90% 80% 70% COMMUNICATION 60% PERSONALITY 50% JOB KNOWLEDGE 40% EXPERIENCE 30% EDUCATION 20% 10% 0% M T L E NE E TE EC NC CO IC FO SP R NN A DI AI LI DA IN CO RE VO TA TAFig1.7 shows different parametersAbove graphs shows different parameters of selection andcommunication and personality all most have same percentage. As it’s anapproximate idea on the basis of sample size of employees of eachcompany.Blue bars shows education parameterLight purple shows experience parameterLight yellow shows job knowledge parameterLight green shows personality parameterDark purple shows communication parameter 45
  • FEEDBACK GIVEN TATA INDICOM SPICE CONNECT FEEDBACK RELIANCE VODAFONE AIRTEL 0 5 10 15 20 25 30 35Fig1.8 Show feedback given to employeesAfter interview held feedback given to employee selected here are someapproximate idea as according to the sample size of 20 employees fromeach company. Selected candidate should be given feedback so that he or she couldunderstand the process of recruitment properly. 46
  • CONCLUSION:-Above all graphs are on the basis of survey conducted in telecomindustry by getting questionnaire filled from the HR and theEmployees: • To minimize the recruitment cost & time, telephonic interview / Video Conferencing are being conducted for the outstation candidates. • The other important source of recruitment considered in this sector is the HR Databank/ References from the interviewed candidate. • In a year, the average number of recruitments done in an organization between 150-200. • In case of urgency HR Databank/HR consultant is also Considered as an important source. • News paper is not used for as per the data collected because many employees came to know about the position from other various sources. • Number of rounds conducted for interview depends upon the level of job it varies according to that. • Telephonic interview is used very less instead of that other mode of interview is used i.e. mix and one to one 47
  • “How you select people is more important Than how manage them Once they are on the job” RECOMMENDATIONS AND SUGGESTIONSBased on my analysis and observations, understanding of the recruitmentprocess of the players and of the current happenings in the TELECOMINDUSTRY following are my recommendations to TATATELESERVICES • In addition to the parameters being followed in the industry at present following parameters should also be considered: a) Tenure of the employee with the company b) Home town of the employee c) Marital status d) Most of the recruitments should be done from internal sources i.e. referrals. It can boost the employee’s morale as he/she is also involved in the organizational work. • The HR Databank to be updated on time to time so that fresh talent can be hired without delay. • Trainings on innovative practices in HR should be followed from time to time. Trainings on new Technical skills – Like training on 3G should be given to enhance the morale of people. • Proper scanning and evaluation of freshers should also be done in order to acquire new talent. • In corporate more and diverse sources should be use to fill the vacancies 48
  • QUESTIONNAIRE:- FOR HR 1 Total number of manpower in the organization? 2 How many people you have recruited last year? 3 What are the different levels you follow in:- In house recruitment Vendors 4 Potential candidates in your organisation are generated through the following sources: Direct applicants Placement consultants Job portals Employee referral Temporary staffing 5 Do you have employee referral schemes? If yes, the reward given on bringing the candidate on Board is • Monetary reward • Non-monetary reward 6 In selection procedure, how many rounds of functional Interview and HR rounds do you conduct for different level candidate? 7 Do you conduct psychometric tests? 8 Do you conduct background/reference checks? If yes, is it? • External reference check • Internal reference check 9 Do you bear any expenses of the out-station candidate for t the final interview? 49
  • 10 If yes, which of the following expenses are covered of the out-station candidate, once he/she is selected? • Travel • Transportation of house-hold goods • Accommodation 11 On which parameters you select and judge the candidate. 12 The duration of the probationary period for a new joinee in your organization 13 Do you pay notice pay of the last company?FOR EMPLOYEENAME: ………………………..LEVEL: ……………………….DATE OF JOINING: ………………….. 1. MODE OF INTERVIEW 2 You came to know about the position through whom? 3 How much time it took after you had forwarded C.V. to the concerned? 4 How much time the company gave you to join? 5 Does organisation pay notice pay? 6 What ate the different rounds of interview happened? 7 Were you reimbursed for your expenses? 8 Is feedback given to you? 50
  • BIBLIOGRAPHY:BOOKS CONSULTED: Statistical methods S.P. Gupta Human resource management Stephen RobinWEBSITES VISITED www.humanresources.about.com www.google.co.in www.about-hr.com www.citehr.com 51