The document summarizes Tata Teleservices' internship program. It discusses the company's performance management system, recruitment and selection process, employee training policies, and methods for employee engagement. Tata Teleservices aims to empower Indians to connect with the world affordably through its mobile and fixed line services. The performance management system focuses on target setting and quarterly reviews to drive employee performance. Recruitment involves searching online job portals and conducting tests and interviews. Training needs are identified through self-assessments, and engagement occurs through communication channels, rewards, and recognition programs.

1. Internship Program in Tata Tele-Services Navil Sharma Uma Pandey

2. “The Way of Living” C CustomerCentric C R Responsibility for Results R I Initiative with Speed I S Self Confidence with Consent S P Passion for Achievement P

3. Incorporated in 1996 Pioneer of CDMA 1x technology platform in India Launched mobile operation in January – 2005 – “TATA INDICOM” Market leader in the fixed wireless telephony market with its brand “WALKY” Network 'Least Congested' in India - by the Telecom Regulatory Authority of India. Presence in GSM space – TATA DOCOMO TATA DOCOMO – Pioneer the per-second tariff option Customer base – 58 million Tata Teleservices Limited

4. Flow of the Presentation Performance Management System Recruitment and Selection Joining Formalities Training Need Recognition Policy Employee Engagement Reward and Recognition Communication

5. Performance Management System

6. Performance Management Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of there abilities. The system is designed to: Create Alignment Drive Consistency Build Transparency Create opportunities to realize full potential

7. Performance Management Process

8. Pre – Launch Process Annual Business Plan finalized through corporate business planning session. These plans will be cascaded in departments/ regions/ circles/ teams. Introduction to the New Performance Management System Highlight Key Changes Introduction to last years PMS champions. Process Awareness Session Target Setting

9. Data Verification Sheet Appraisee Ashish Jain HR Administration Bharsha Roy Employee No. 3800082 Date of joining 12/05/2008 Department Grade M5 Circle Corporate Location Mumbai Appraiser (CA1) Rabeen Singh Reviewer Arun Kumar Type of Assessment Sheet H2 Type of Assessment Sheet Appraiser (CA2) Start Date End Date 1/10/2009 31/03/2010 Also mention the Data to be corrected(only in case of incorrect data) Agreed and Submitted Data Incorrect & Exit In case of incorrect data, enter the details to be corrected in the comment box and click on “Data Incorrect & Exit” If the employee details are correct then click on “Agreed and Submitted”

10. Individual Performance and Development Feedback Agenda: KPIs: Selection and closure on KPIs for every performance period. Weights: Assigning weightages to each selected KPI for each performance period. Targets: Assign target to each selected KPI for each performance period. P Goals: Discussion around competencies, ICBs and Development plan.

11. Quarterly / Mid Year Assessment & Feedback

13. Document strengths and areas of improvement

14. Review KPIs, weights and targets for the next performance period4 Direct Appraiser 3 Indirect Appraiser View achievement on each KPI and add comments if any 6 Reviewer Reviewer discusses and lock Achievement for the performance period

15. Year End Appraisal & Feedback

17. Give P Rating ( Competencies + ICBs)

18. Enter developmental plan3 Indirect Appraiser View achievement on each KPI and add comments if any 6 Reviewer Reviewer discusses and lock Achievement for the performance period and P Rating for the performance cycle

19. Rating Calculation Moderation Process:- Forced Distribution Process

20. Our Contribution Fillers Reminder Problem Solving – Data Verification

21. Recruitment and Selection Job Description given by BU’s Head Search CVs Job Portal Internal Reference Internal Job Posting Consultancies CRISP Test Business Aptitude Test Security Test Selected CVs sent to BU Heads Interviews BU Head HR Manager Regional HR Head

22. Our Contribution Fulfilled various ‘JOB REQUIREMENT’. For example: Prepaid Sales (CMBU) Postpaid Sales (HNU) Ran Planning Sales and Distribution Learned using – “JOB PORTALS” (naukri.com, monster.com)

23. Joining Formalities

24. Training Need Identification 1 Self Assessment Identify Training Need HR Identifies Training Need 2 Research for Internal or External Trainer Sends an alert mail to all the employees Mail sent to their respective heads Reminder sent to all the employees before one week Post - Test Pre - Test Training Efficiency / Improvement

25. Employee Engagement Definition : An "engaged employee" is one who is fully involved in, and enthusiastic about, his or her work, and thus will act in a way that furthers their organization's interests. Employee Engagement Communication Reward and Recognition Hygiene Salary

26. Communication There are different modes in the organization through which the organization stays connected with their employees. Some of them are: Town Hall Intranet Reward and Recognition Kem Cho Coffee with COO

27. Reward and Recognition Objective: To create a framework for recognizing and rewarding contributions of individuals and teams. Institutionalize a culture of openness, transparency and meritocracy. Spotlight : On the Spot Recognition Star of the Month : Unit level BU/Function Recognition Super Stars : Town Hall Recognition Maestro : Achievers Recognition Premier League : National BU/Function Recognition Hall of Fame : National Recognition

28. Vision Trusted Service to 100 Million Happy Customer by 2011 Mission To Empower every Indian To Connect with the world Affordability.