Indian Telecom Industry & role of HR in it, With emphasis on Airtel
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Indian Telecom Industry & role of HR in it, With emphasis on Airtel

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  • 1. Manisha Maheshwari (roll no 26, A1) IndIan TelecommunIcaTIon IndusTry Last Updated: July-September 2008 The Indian telecommunications has been zooming up the growth curve at a feverish pace, emerging as one of the key sectors responsible for India's resurgent economic growth. India is has surpassed US to become the second largest wireless network in the world with a subscriber base of over 300 million in April, according to the the Telecom Regulatory Authority of India (Trai). The year 2007 saw India achieving significant distinctions: 1 having the world's lowest call rates 2-3 US cents 2 the fastest growth in the number of subscribers 15.31 million in 4 months 3 the fastest sale of million mobile phones in a week 4 the world's cheapest mobile handset US$ 17.2 5 the world's most affordable color phone US$ 27.42 1
  • 2. 6 largest sale of mobile handsets in the third quarter Segment-wise growth Wireless segment has emerged as the preferred mode of telephone service by the consumers, reflected in the rising share of mobile phone connections to total connections. 1. The share of mobile phones has increased from 71.69 per cent at the end of March 2006 to 87.68 per cent at the end of May 2008. 2. While total mobile subscriber base was 277.92 million, wire line subscriber base was 39.05 million. 3. Consequently, overall tele-density has increased to 27.59 per cent at the end of May 2008. India is likely to be second largest mobile market in the BRIC nations, with 560 million mobile users representing the next great growth curve for both mobile and interactive marketing industries, according to a report by eMarketers. Investment The booming domestic telecom market has been attracting accelerating amount of investment. During April 2000 to March 2008, cumulative FDI inflows into the Indian telecommunications sector amounted to US$ 3.84 billion, accounting for 6.81 per cent of the total FDI inflows into the country. In fact, the surge in mobile services market is likely to see huge amount of investment implying a mobile in the hands of every second person in the country. Buoyed by the rapid surge in the subscriber base, huge investments are being made into this industry by companies like • Maxis Communications-owned mobile service provider Aircel • Srei Group's Quippo Telecom Infrastructure Ltd (QTIL) 2
  • 3. • The Central public sector enterprises(CPSEs) have lined up investments for infrastructure sectors like telecom energy and power for 2008-09. • Vodafone Essar will invest US$ 6 billion over the next three years in a bid to increase its mobile subscriber base from 40 million at present to over 100 million. Manufacturing India is emerging as a handset super-power as more manufacturers set up base in the country, it is not only the world's fastest-growing telecom market but it is also making remarkable progress in the telecom manufacturing space. The Indian telecom equipment manufacturing sector is set to become one of the largest globally by 2010. Simultaneously, India's surging domestic market is also providing excellent investment opportunities in other segments of telecom equipment industry. • Nokia Siemens Networks (NSN) is shifting its global services business unit headquarters from Munich to India. • Nokia set up its manufacturing plant in Chennai. • Samsung has set up its GSM mobile manufacturing base in Manesar. • Motorola has established a manufacturing plant in Sriperumbedur. • Sony Ericsson has set up GSM Radio Base Station Manufacturing facility in Jaipur and R&D centre in Chennai. • LG Electronics set up plant of manufacturing GSM mobile phones near pune. • Elcoteq has set up handset manufacturing facilities in Bangalore • Elextronics has set up an SEZ in Chennai. Value Added Services Market 3
  • 4. India's runaway success in mobile telephony has also given a boost to the mobile value added services (MVAS) market. According to a study by Stanford University and consulting firm BDA, the Indian MVAS is likely to grow at a CAGR of 44 per cent 2010. Government Initiatives The Government has taken many proactive initiatives which has provided a framework for the rapid growth of the telecom industry. • Opening the industry for private sector participation. • 100 per cent FDI is permitted in telecom equipment manufacturing through the automatic route. • FDI ceiling in telecom services has been raised to 74 per cent. • Establishment of an independent regulator - the Telecom Regulatory Authority of India (TRAI)-for the telecom sector. • Introduction of a Unified access licensing regime for telecom services on a pan-India basis. • Implementation of New Telecom Policy (NTP'99). • Introduction of Calling Party Pay (CPP) regime and lowering of access deficit coupled with introduction of revenue share regime in ADC. • Introduction of Mobile Number Portability in a phased manner, starting with the fourth quarter of 2008. • Allowing service providers to share active infrastructure. Road Ahead  According to a report by Boston Consulting Group, while only one in 20 of the world's first two billion mobile subscribers live in India, as many as one in every four of the next billion subscribers will be an Indian.  The department of telecommunication estimates the total subscriber base to total 500 million by 2010, out of which 80 million are expected to be from rural areas.  The Indian telecom industry's revenue, likewise, is estimated to increase, which according to Ernst & Young is expected to total US$ 35 billion, accounting for 3.6 per cent of the total GDP of the country. 4
  • 5. With such growth projection, this industry is likely to see increased investments. In fact, total investment is projected at US$ 76.6 billion during the eleventh plan period (2007-12). Private sector is estimated to continue its dominant share, accounting for 67 per cent of the total projected investment while public sector accounts for the rest. Top players The top players based on cellular subscriber (in millions) base were Cellular services can be divided into two categories: Global System for Mobile Communications (GSM) and Code Division Multiple Access (CDMA). The GSM sector is dominated by Airtel, Vodafone-Hutch, and Idea Cellular, while the CDMA sector is dominated by Reliance and Tata Indicom. Surprisingly, CDMA market has increased its market share up to 30% thanks to Reliance Communication. However, across the globe, CDMA has been losing out numbers to popular GSM technology, contrary to the scenario in India reasons for growTh 5
  • 6. The two major reasons that have fuelled this growth are 1. low tariffs 2. falling handset prices. problems faced The bottlenecks for ' Indian Telecom Industry ' are:  Slow reform process.  Low penetration.  Service providers bears huge initial cost to make inroads and achieving break-even is difficult.  Lack of infrastructure in semi-rural and rural areas, which makes it difficult to make inroads into this market segment as service providers have to incur a huge initial fixed cost.  Huge initial investments.  Limited spectrum availability and interconnection charges between the private and state operators. rural Telecom markeT – an emergIng markeT According to numbers compiled by the Telecom Regulatory Authority of India, nearly 21 per cent of the mobile user base now reside in the villages of India, where a few years ago none of the operators wanted to venture. As on September 2007, out of the 209 million mobile users in the entire country, 43 million were in rural areas. 6
  • 7. Rural India will wrest 40 percent of new telecom market India’s rural telecom connectivity is poised for explosive growth in the next five to 10 years, grabbing a 40 percent share of the new market, a study released Wednesday said. “Of the estimated new 250 million Indian wireless users, in next 5-10 years approximately 100 million will be from rural areas,” said the study by the Federation of Indian Chambers of Commerce and Industry (Ficci) and Ernst and Young. Operators have demonstrated they can achieve profitability by reducing fixed costs, controlling variable costs and carefully tailoring services to the requirements of their customers. A similar model with minor customization could be emulated in the rural areas. The government will roll out new incentives for mobile networks in rural India. It’s also planned that the ultra-low cost handset of approximately Rs.840 ($20) to the market with built-in subsidies, lifetime validity and minimal maintenance costs have promoted mobile usage in remote areas. Moreover, operators could learn from business models that have been experimented across the developing world for expanding rural connectivity. Reasons for rural inclination Far from being considered as a social obligation, offering telecom services in rural areas has now become the hot spot for private telecom operators. Nearly 75 per cent of the mobile users in the villages are now owned by private operators as cellular phones catch the imagination of rural consumers. Until now, state-owned Bharat Sanchar Nigam Ltd was known to be the only significant rural telecom operator in the country. Analysts said that the share of rural telecom consumers will continue to increase as operators have initiated an aggressive roll-out plan to cover remote areas of the country. This is primarily driven by a slump in the growth rate of mobile user base in the metro and urban areas. According to the data released by the Cellular Operators Association of India Circle C and Circle B States such as Bihar, Kerala, Madhya Pradesh and Punjab are showing better growth rates compared to the metros. Therefore, most of the mobile operators are investing heavily in setting up infrastructure in these circles. 7
  • 8. The telecom regulator has suggested a number of initiatives to make mobile connection attractive, including lower entry cost to make it more affordable. In a hi-tech market like telecom, Schumpeter's view that competition through innovation is more important than price holds significance. Technology advancements, lower costs and competition translate this into benefits for the consumer. Moreover, competition drives innovation.quot; - Poonam Madan Sarmah, Head of Research, Genesis PR. quot;We are looking at making the phone a more useful product than just an instrument to exchange voices. We want to be identified as a great value-added service provider.quot; - Harit Nagpal, Vice President (Corporate Marketing), Vodafone “Talented persons are like frogs in a wheelbarrow, which can jump at any point of time when they sense opportunities” human resource managemenT The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. 8
  • 9. The process involves carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may include the development of training and retraining strategies. Through HRP an organization strives to have the right number & the right kind of people at the right place at the right time. recruITmenT According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. However, Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. recruITmenT process 9
  • 10. sources of recruITmenT INTERNAL EXTERNAL 1. Transfers. 1. Press Advertisements. 2. Promotions. 2. Educational Institutes. 3. Upgrading. 3. Placement Agencies / 4. Retired Employees. Outsourcing. 5. Retrenched Employees. 4. Employment 6. Dependants and Relatives Exchanges. of Deceased Employees. 5. Labor Contractors. 7. Acquisitions and Mergers 6. Unsolicited Applicants. 7. Employee Referrals. 8. Job Portals some Top consulTanTs Recruits 9. Factory 10. Walk-ins, Write-ins and Talk-ins 10
  • 11. laTesT Trends In recruITmenT 1. OUTSOURCING The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. 2. POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. 3. E- Recruitment Many big organizations use Internet as a source of recruitment. E- recruitment is the use of 11
  • 12. technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Top 5 Job Sites 1 www.naukri.com 2 www.monsterindia.com 3 www.clickjobs.com 4 www.jobstreet.com 5 in.jobs.yahoo.com 9 recruITmenT Trends for '08 1) Bigger paychecks, say 80 percent of the survey respondents. Of those expecting to increase wages, 64 percent say it will be at least 3 percent, and 17 percent say 5 percent or more. 12
  • 13. 2) Flexible work arrangements are on the rise. Sixty percent of employers offer flexible work plans now — usually alternative schedules (shifted start and quit times), condensed work weeks or telecommuting, while 39 percent expect to offer some form of flex-time in ‘08. 3) Online candidate screening will grow, and not only the use of qualifying pre-application questions, but full-blown searching of social networking sites and search engine checks. 4) Video & audio Resume will be preferred as is a way for job seekers to showcase their abilities beyond the capabilities of a traditional paper resume. The video resume allows prospective employers to see, hear and get a feel for how the applicant presents themselves. 5) Retiree rehiring will increase as companies remain pressured from the loss of more experienced workers. Twenty-one percent say they are likely to rehire retirees from other companies in 2008; another 14 percent plan to provide incentives for workers at or approaching retirement age to stay on with the company longer. The numbers here aren’t large, but this trend won’t go away. 6) Recruiting diversity workers, especially workers bilingual, will continue to be an important focus of recruiters. Survey respondents particularly noted “mature” workers. 7) Freelance or contract hiring will continue to be a key part of the workforce mix, with 31 percent of employers anticipating a working relationship with freelancers or contractors this year. 8) Perks and benefits will receive more attention from companies wanting to remain competitive in attracting and keeping workers. In light of rising healthcare costs, nearly one- in-five employers (19 percent) report their companies plan to offer more comprehensive or better health benefits to employees in 2008. Ten percent plan to enhance or add perks such as bonuses, discounts, company cars, stock options, free childcare, educational reimbursement, transit passes and wellness programs. 9) One in four (26 percent) of the surveyed companies are likely to provide more promotions and career advancement opportunities in 2008. More than half of workers stated that a company’s ability to offer career advancement is more important than salary, so employers are taking action to carve out career paths for employees. Twenty-seven percent of workers say they are dissatisfied with pay, but 67 percent of workers reported they received a raise in 2007. A quarter of the surveyed workers plan to change jobs within the next two years: 41 percent are leaving their jobs to find a position with better pay and/or career advancement opportunities; 8 percent are changing careers; 7 percent say they want to find a company where they would feel appreciated; 7 percent are retiring; and 5 percent plan to start their own business. This survey was released by CareerBuilder.com conducted by Harris Interactive, tracking projected hiring trends for 2008. The 2008 Job Forecast survey is based on the responses of 3,016 hiring managers and human resource professionals in private-sector companies. 13
  • 14. Telecom Tops In employmenT growTh According to estimates of the World Bank, employment in the telecommunications sector has grown by 33 per cent since 1994, the highest growth among all the sectors in the services industry. While the Word Bank numbers, released in its recent report on `India's Services Revolution,' head-hunters and recruiters say that telecom is still the favorite among higher level professionals. Thanks to the aggressive rollout of a countrywide network, operators like Reliance Infocom, Tata Teleservices and Bharti have gone on a hiring overdrive. From a career point of view, telecom sector continues to offer growth and new learning as the sector matures and the business opportunities expand. And, with new networks and businesses being rolled out, this number is expected to grow exponentially in the coming months. The growth can also be attributed to the large number of telecom equipment manufacturers and applications developers from Korea, China and Europe foraying into the Indian market in their bid to take a share of the pie in the booming telecom industry. These Telecom companies require large number of telecom engineers, telecom software engineers and Telecom test engineers in the functional areas of Embedded software development, Analog Digital engineering technology, Telecom networking, Protocol, Chip Design Engineering, VLSI Software Testing. In the Mumbai Telecom companies there are Software Engineer jobs, Telecom software Engineers jobs, Quality / Test Engineer jobs, Product Manager job openings, Network Security Systems Specialist vacancies, NMS Engineer jobs, Network Management specialists, Managers, UNIX Network Systems Operations Engineers, NMS Administrator jobs, Cisco Specialist Software Engineer etc. Taking a cue from the demand for telecom professionals, top educational institutions have begun specialized courses in telecommunication management. Symbiosis in Pune and Amity in Delhi are examples of such institutions. Even state-owned Mahanagar Telephone Nigam Ltd (MTNL) has set up a training facility for telecom engineers in Mumbai. HR (employment) in telecom industry: With more and more players entering the industry, the competition in the industry in terms of attracting and retaining the best talent is also increasing. The employment scenario in the telecom sector is very promising. The sector is creating employment opportunities and adding 14
  • 15. around 1 lakh people in its workforce. The telecom sector has a huge demand for the trained and qualified engineers and other professionals specializing in telecommunications. Compensation: According to various studies in recent times, the telecom sector offers the best salary packages at the entry level i.e. an average of 20k. The average hike in salaries across the various levels in the telecom sector ranges from 15 to 20 percent. Incentives also form a part of the compensation till the middle levels. Attrition and retention: Although the sector faces the moderate attrition rates of 20 to 25 percent, the HR’s prime strategic function in the sector is retaining the talent and employee engagement. The only functional area which faces the high attrition rate is the sales people in the telecom industry. Top 10 recruITers In Telecom secTor Recruiters Total No. Of Vacancies 1 Vodafone Essar 45 2 Reliance communications 44 3 Bharti Airtel 43 4 Tata teleservices 23 5 Cable & Wireless 19 6 IMI mobile 14 7 VSNL Internet Services Ltd 12 8 Motorola Worldwide 10 9 GTL Limited 4 10 Nokia 3 The ranking is based on the number of vacancies notified by the company on different job portals (Till 29th January 2008) 15
  • 16. Here rankings of the ten companies in the Indian Telecom sector are given on the basis of their workforce relationship factors. Ten companies were selected on random basis from the sector. The companies were given a consolidated rank on a scale of 1-10 on the basis of sum of their individual ranks on various HR practices, procedures, policies and parameters like recruitment practices, compensation policies, work culture, recognition for good work, retention, training and development, performance appraisals et al. The scores are consolidated on the basis of data collected through recent surveys and studies by renowned names like Business Today, Hewitt, IDC Data Quest, NASSCOM and naukrihub.com hr challenges In recruITmenT In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organizations. The major challenges faced by the HR in recruitment are: 1. Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process 2. Lack of motivation – Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. 3. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. 4. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. 5. Attracting highly talented ones - The number of highly talented professionals is less. All the big MNC's are trying to attract these people with high salaries, perks, incentives etc. There is a tough competition among these companies to get these candidates on their roles. 16
  • 17. These days, it’s not just salaries which will pull the candidate in but various factors like brand, culture, location ,job security, reputation of the company etc play a major role in recruiting a talented professional. 17
  • 18. Our Vision & promise By 2010 Airtel will be the most admired brand in India:  Loved by more customers  Targeted by top talent  Benchmarked by more businesses “We at Airtel always think in fresh and innovative ways about the needs of our customers and how we want them to feel. We deliver what we promise and go out of our way to delight the customer with a little bit more” Bharti Airtel Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. The Bharti Group, has a diverse business portfolio and has created global brands in the telecommunication sector. Airtel comes to you from Bharti Airtel Limited, India’s largest integrated and the first private telecom services provider with a footprint in all the 23 telecom circles. Bharti Airtel since its inception has been at the forefront of technology and has steered the course of the telecom sector in the country with its world class products and services. The businesses at Bharti Airtel have been structured into three individual strategic business units (SBU’s) - Mobile Services, Airtel Telemedia Services & Enterprise Services. The mobile business provides mobile & fixed wireless services using GSM technology across 23 telecom circles while the Airtel Telemedia Services business offers broadband & telephone services in 94 cities. The 18
  • 19. Enterprise services provide end-to-end telecom solutions to corporate customers and national & international long distance services to carriers. All these services are provided under the Airtel brand. Our Brand Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven “to seize the day” with an ambition to become the most globally admired telecom service. Airtel, after just ten years, has risen to the pinnacle of achievement. As India's leading telecommunications company Airtel brand has played the role as a major catalyst in India's reforms, contributing to its economic resurgence. Today we touch people’s lives with our Mobile services, Telemedia services, to connecting India's leading 1000+ corporates. We also connect Indians living in USA with our callhome service. busIness dIvIsIons 19
  • 20. fuTure developmenT In the mobile business, Bharti Airtel plans to make considerable investments in Network expansion to establish presence in all census towns and over 500,000 villages across India by 2010, thereby covering 95% of the country’s total population. The company’s strategic focus will be on further strengthening the Airtel brand through best-in-class customer service, which is backed by wide national distribution. The Airtel subscriber base according to COAI - Cellular Operator Association of India as of May 2008[7] was: 20
  • 21. The total is 67,425,935 or 32.81% of the total 205,460,762 GSM mobile connections in India till May 2008. achIevemenTs  Airtel was the first private player in telecom sector to connect all states of India.  Airtel is the first mobile service provider to introduce the lifetime prepaid services and electronic recharge systems.  the network has spread over 93 per cent along the National Highways and 88 per cent of key rail routes across the State .  Having achieved huge success in mobile services- postpaid and prepaid- Airtel has now entered fixed-line telephony providing broadband services in 92 cities across India.  The company has an optical fiber network of 35,016 km and a customer base of 35,440,406 GSM mobile and 1,819,083 broadband subscribers.  Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National Stock Exchange of India Limited (NSE).  Rapidly expands network, to roll out across all census towns and over 5,00,000 villages – covering over 95% of the population.  Bharti Airtel crosses the 50 million customer mark – OCT 1,2007 ( 65million is the latest figure & adding nearly 2 million subscribers every month)  Becomes the fastest private telecom company in the world to achieve this milestone 21
  • 22.  Enters into the league of the world’s top telecom companies, moves towards top 5 global mobile companies  Adding 25000 towers every month expanding their network all over India.  Wide range of Value Added Services – like ringtones, caller tunes, news etc  One of the 1st company to introduce mobile banking, mobile bill payments etc For Employees  It has 25000 employees & with increase in network, it has wide prospects.  Provide attractive salary to employees, performance turnover, ESOPS( Employee Stock Options Programme)  Provides an opportunity for career growth – from Management trainee to CEO.  Gives an opportunity to employee to grow vertically as well as horizontally.  Gives an opportunity to move any part of the country considering they have network everywhere.. TargeTs  Aggressive efforts are on to provide a superior network service that is congestion-free and to help customers get connected the first time.  Also, the SMS capacity is sought to be raised from the current 5,500 messages per second to 6,500 messages per second by March 2009.  After establishing itself in the domestic market, Airtel is now spreading its wings in US by providing its mobile service under the name 'CALLHOME' to the NRIs. adverTIsemenTs Airtel’s advertising campaigns are always admired. Their idea of creating a signature ringtone with A R Rehman was brilliant; and they still continue to use that tone. In a masterstroke they elevated the brand without having to talk of talk time , rates etc. Then came the almost magical ‘Express Yourself ‘ campaign stunningly executed with excellent imagery and creativity. It showcased the ubiquitous utility of the mobile phone through the situations ( a fighting couple, a bride entering church, an irate mob) but converted a rational purchase decision to an extension of one’s voice. And from that Bharti’s market share has kept increasing to being the biggest mobile service provider. 22
  • 23. They chose the country’s most popular people i.e. SRK, Kareena and Sachin for their campaign & made connection with people. Its advertisements always touch the chord of the people. aIrTel To focus on rural expansIon Bharti Airtel, which had 48 million mobile users in September 2007, had 9.80 million subscribers coming from rural areas. Airtel, the leading mobile service provider, has planned to increase the pace of its network expansion in rural areas during 2008-09. 23
  • 24. People in the rural markets are ready to go mobile and the growth depends on the strength and the quality of the network. Distribution has been growing at a rapid pace and Airtel will be in easy reach for all customers in the State. “We want to increase the brand presence and become far more local,” CEO says. organIzaTIonal sTrucTure of aIrTel 24
  • 25. deparTmenTs levels 25
  • 26. 98% of organizational success depends upon efficient employee selection The TalenT acquIsITIon / recruITmenT process The recruitment process is the basic procedure, however there are few changes in different departments, for e.g. IT dept & Customer Care dept cannot have same type of recruitment process as the abilities & skills required are different in different department. However the basic process is as following : 1. Prepare the organizational chart with the support of respective departments based on industry norms & projection of growth. 2. Co-ordinate with all departments for their manpower requirements. 3. Create the job profile and person specification as per department requisition. 4. Create the company profile for advertising the company to attract prospective candidates & also for the consultants etc. 26
  • 27. 5. Follow internal or external methods of Recruitment Commonly used External Methods i. Co-ordinate with recruitment agencies & HR consultants e.g.. HEED Consultancy, ABC Consultancy etc ii. Advertisements in print e.g.. Times Ascent, Hindustan Times etc iii. Web - in own website or portals like naukri.com, monster.com etc. iv. Campus Recruitments Commonly used Internal Methods (IJR – Internal Job Requirement) i. Employees Referral ii. Transfer & Promotions 6. Application Scrutiny & Preliminary Screening . 7. Shortlist for preliminary interview – telephonic, video conferencing, personal interview. 8. Organizing further rounds of interview with department heads etc depending upon the position. 9. Briefing company profile to potential candidates, convincing them about the organisational strength & about their career path & Compensation. 10. Providing offer letter to selected candidates & help them in joining formalities within the organization. 11. Induction, followed by training as required. 12. Taking monthly/quarterly feedback from the department about the candidates who have joined. 13. Organizing market survey of salaries, job opportunities etc. 27
  • 28. recruITmenT Through aIrTel websITe 28
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  • 31. recruITmenT Through Job porTals ouTlInes for prospecTIve candIdaTes To apply for a position, it’s important that you have a clear idea of your career progression, including how you wish to utilize your skills and experience in your next role. There are two (2) ways to make yourself known to us! The first is a general submission of your CV into one of our Divisions. In this case, you become part of a “pool of candidates” categorized into a professional skill area. When the Talent Acquisition Team begins a talent search against a vacant role, CVs in this pool are considered against the selection criteria. If your details are matched you will be linked to the vacant role and reviewed for suitability well before the role is advertised! The second way is to apply directly to an advertised opportunity and include a covering letter which demonstrated how and why you are suitable. Useful tips for applying for positions You are more likely to be successful in the recruitment process if you tell us how you fit the position you are applying for, i.e. in your covering letter We recommend you only apply for targeted positions for which you have suitable skills and experience - applying for multiple positions can damage your credibility 31
  • 32. Step One - Tailor your CV Your CV is very important – Think of it like a Passport which should be up-to-date and current at all times to facilitate “travel” to your next career opportunity! A CV should also “sell” and “market” you in an interesting and honest manner. A functional CV should highlight the skills and experience you have gained throughout your career to date. It may be helpful to consider the following tips to enhance your current CV: a. Compile your CV in reverse order (showing your most recent experience first) b. Show the month and year you commenced each position c. If there are any gaps in your employment explain these d. As well as responsibilities, list your achievements in a position e. Keep it concise f. Check and double check your spelling and grammar g. Highlight in a covering letter why you believe your skills meet the requirements of the position Step Two – Applying Online To apply for a position you will need to follow the steps in the online application process. As part of this process, you'll be required to create a personalized profile. Click the 'Apply Online' link at the bottom of the advertised position to create or update your profile. When you have successfully submitted an application, you will receive a system generated confirmation email, letting you know we have received your application. As we often receive a large number of applications for any given position, you may not hear from us again until two or three weeks after we receive your details, however we are conscious of progressing as quickly as possible and often can advise of your suitability or next steps before this. If your application will not progress to the next stage, you will be advised in writing via email. If, after applying for a position, you have not heard from us within three weeks please contact us and ask for the Recruitment Team. Alternatively you may email us Step Three – Interviewing 32
  • 33. When we progress your application, you will be contacted by phone and informed of the next steps, which may include an initial telephone interview or face-to-face interview. Step Four – Assessments and Reference Checks When you progress to the next stages, for some roles you may be required to participate in psychometric assessments and for all roles there will be reference checks, so please be prepared to provide at least two professional referees for us to contact. These referees must ideally be people you have reported to in prior positions - or at least people who have working knowledge of your abilities and experience. Step Five - Being Made an Offer If you are successful in becoming the preferred candidate, you will be advised of the offer by telephone and promptly provided with a written employment agreement. The offer of employment is valid for a finite period of time and requires your acceptance by signature and its return to our HR Department. 33