Bharti Foundation was established in 2000 as the philanthropic arm of the Bharti Group of Companies to implement and support quality education programs across primary, elementary, senior secondary, and higher education levels in India. The Foundation's vision is to help underprivileged children and youth realize their potential through various school-based and higher education programs. It has established several schools and partnered with institutions like IIT Delhi to provide access to quality education and skills training opportunities to students. The Foundation also offers scholarships and mentorship to support higher education.

1. By:
Rishab jain
Sai Nethra
Tarun Nehlani
Alankrita
Raghavendra

2. Quality education is the most powerful tool for socio-economic transformation of a country. It
not only eradicates poverty but also ensures equity among people
It was to partake in this journey towards quality education that Bharti Foundation, the
philanthropic wing of Bharti Group of Companies, was set up in 2000. The Foundation
implements and supports quality education programs across primary, elementary, senior
secondary and higher education levels.
•Vision
To help underprivileged children and young people
of our country realize their potential
•Mission
Committed to creating and supporting programs
that bring about sustainable changes through
education and use of technology
•Goals
• To improve the accessibility and quality
of education at school level across rural India
• To provide education and training
opportunities to the youth of our country in order
to make them employable.

3. PROGRAMS FOLLOWED
SCHOOL-BASED PROGRAMS
Satya Bharti Primary School Program
Satya Bharti Elementary School Program
Satya Bharti Senior Secondary School Program
HIGHER EDUCATION PROGRAMS
Bharti School of Telecommunication Technology and Management, IIT Delhi
The Bharti School of Telecommunication Technology and Management, in partnership with IIT
Delhi, was set up with the vision “to develop telecom leaders through excellence in education
and research”. It has emerged as a premier education institute offering specialized courses in
telecommunications. The School has also evolved as a focal point for telecom related activities
in IIT Delhi.
The programs offered in this School are: M. Tech., MBA, M.S. (Research) and PhD in
Telecommunications.
MAJOR MILESTONES
• Bharti Merit Awards: Instituted in 2002, awarded to the top three students of M. Tech and
MBA of Bharti School of Telecom.
• Airtel Lecture Series: Started in August 2007. Senior executives from the Bharti Group of
Companies are invited to address students and share experiences of tackling industry situations
• Bharti Lecture Series: Under this series, experts from the field of telecom and management
are invited to address students
• Patents: A total of 13 patents have been filed by the institute.
• Research: 56 research papers have been published in the last year.

4. HIGHLIGHTS 2010-2011
Winter School of Speech and Audio Processing 2010 - The focus of this school is on Audio
Content Analysis and Retrieval. Over a span of three days, overseas speakers are invited to
deliver lectures discussing theory, applications and practical aspects of audio content analysis
and description, as well as building large-scale retrieval systems in depth
Bharti Centre for Communication, IIT Bombay
The Bharti Centre for Communication was inaugurated in January 2009. The Centre promotes
research in communication theory and systems and fosters technical collaboration between the
research and user groups. Currently, 28 students conduct research at the Centre. The other
activities at the Centre include tutorials and seminars by experts from around the world,
scholarships for attending international and national conferences, research publications in
various international fora and guest lectures.

5. Bharti Scholarship Scheme
The Bharti Scholarship Scheme provides scholarships to academically bright youth
from financially weak families for completing their higher education. The scholar is
supported for the entire course-term subject to meeting performance related criteria.
Mentorship Program
The initiative also offers a mentorship program, wherein senior executives from Bharti
Group of Companies mentor scholars in their career choices, provide them relevant
exposure and guide them in shaping their future. The mentoring program has been
successful in building communication skills, planning skills, confidence, positive
thinking, self-assessment, conflict handling, managing stress, clarity on career choices,
leadership skills, etc in the mentee.
Past programs
• Bharti Center for Entrepreneurial Initiatives (BCEI)
• Bharti Library and Activity Centres
• Bharti Computer Centres
• Bharti CII Women Exemplar Award

6. JOB EVALUATION
Working at Bharti Foundation
Bharti Foundation has professionals from diverse backgrounds, bringing in rich experience and
value to the organization besides providing ongoing learning environment for younger
employees. This trend ensures that the best learnings from the commercial and development
sectors come together.
The Foundation firmly believes in an organizational culture which is based on mutual trust &
respect that encourages cooperation & team work. High integrity standards & ethical practices
offer a work environment is followed.
Bharti follows a structured process of identifying talent within the organization and provides
them appropriate opportunities to enable them to occupy future leadership positions.
Bharti Foundation offers a positive and productive work environment with employee friendly
contemporary HR policies.We are an equal opportunity employer, committed to
hiring, developing and retaining the best of talent.

7. brief job descriptions
•Position: Project Engineer
• Plan and execute maintenance of Buildings.
• Supervision of Daily work of contractors and ensuring delivery of material on site.
• Ensuring quality check of material received on site, maintaining time schedule and other
specification as per the tender/contract documents.
• Check running bills of the contractor and processing of the bills for payments
• To visit sites and presenting the report to the reporting officer in Gurgaon.
• Able to manage contingencies at sites.
• Onsite supervision of construction activities as and when required.
• Position: Cluster Coordinator
• Ensure the academic and non-academic functions of the school as per school calendar, norms.
• Mentor teachers to upgrade teaching quality, help them prepare teaching plans, teaching aids
• Ensure school improvement strategy for each school depending on weaknesses and threats.
• Community liaison and partnership with Panchayat, other influential people in community
and parents.
•Position: School Mentor
• Ensuring improvement of schools by training teachers on quality education processes & non
academic aspects.
• Liaison with all stakeholders.
• Monitor project progress and evaluate impact.
• Creative in the field of pedagogy & school curriculum.
Exposure beyond Teaching in the field of education.

8. Format for applying
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9. Salient Features of the Satya Bharti School Curriculum
• Based on National Curriculum Framework 2005
• Common across all schools in all states with key elements of
respective state boards
• Focused on ‘holistic development’ with emphasis on cognitive,
personal, social, emotional and physical growth of children
• Promotes experiential learning
• Engages all types of learners with multi-sensory inputs and
innovative Teaching Learning Material (TLM)
• Allows teachers to be the facilitators in this learning journey
• Assessment tools are scientific and provide opportunities for
further learning
• Community involvement plays an essential role in teaching-
learning process

10. HAY METHODOLOGY
Organizations everywhere acknowledge that their people are the most important asset. But all too
many of those organizations have no formal method for managing that asset. Are the right people in
the right roles? What skills do those roles require ?What rewards are appropriate for each post
and level?And how do you make sure you offer the right opportunities for career development and
progression to serve the organization and motivate and retain individuals?
These are complex questions, but vital ones for any organization to answer. By working with Hay
Group, and using our job evaluation method, organizations can take a structured, rigorous
approach to answering the questions – which in turn means a formal, methodical approach to
getting the best out of their people.
Hay Group offers the world’s best, time-tested evaluation methodology for measuring jobs by
relative size, nature and importance, at all levels in all types of organizations.
Hay Group’s job evaluation methodology to help them bring together the right people, jobs and
structures to execute their strategies.
The methodology has the dual benefits of being both standardized and flexible. The underlying
principles are consistent but the tool is customized to each client’s culture and business model, and
can be applied in either a comprehensive or streamlined format.
It uses a disciplined system for determining the relative importance and value of different jobs – and
the critical relationships between them – within an organization. We then support our findings and
insights with Hay Group’s global compensation database, which mean clients can make more
informed and accurate pay decisions.

11. By working with the Hay Group method, organizations can:
•gain an understanding of relative accountabilities of all roles – HQ, business, function and category
•clarify how matrix structures are (supposed to be) working
•establish clear, effective career paths, useful in determining career moves and development
programs
•design internally equitable pay structures
•meet requirements of ‘equal value’ legislation
•make accurate market competitiveness assessments through ‘measured job-size’ surveys
•analyze job and organization design efficiency and effectiveness
•determine the best job/person match.
THE SMART HIRING
in order to ensure that the new entrants into the organization are passionate and capable enough
to give superlative performance , the selection process is systematically designed comprisimg of
multiple level assessments using the behavioral event interviews and psychometric testing and
predefined competencies.
All the teaching resources are being covered in this program and top 25 head teachers and 75
teachers are being covered in this process . this brings commitment and thereby brings down
attrition of top talents.
PSYCHOMETRIC TEST:
This test are a standard and scientific method used to measure individuals mental capabilties and
behavioral style
candidates are being evaluated on five bharti competencies;
•displaying entrepreneurial spirit
•achieving business success
•empowering and developing
•delighting customers

12. KENEXA Engagement Survey
Employee engagement surveys have been used in organizations for decades to help leaders
understand how individual employees perceive their working conditions, job satisfaction,
advancement opportunities and other qualitative aspects of the workplace.
Every year the support of Gallup or Kenexa is taken to do the survey to understand the
engagement level of our resources, based on band-wise, region-wise or function-wise
intervention.
Career Planning
Career planning is a process of establishing career objectives and determining appropriate
educational and developmental programs to further develop the skills required to achieve short-
term or long-term career objectives. With this objective, planning of the career of both teaching
and non-teaching resources is made to ensure clarity on the steps of growth. With clarity on
career path, a sense of security is being established.
Performance Management and Development
The organization has a well-defined performance management system which is simple, fair and
objective focusing on the development of the people rather than simply appraising it .At the
beginning of the year, through mutual dialogue between the supervisor and the reporter, the
performance objectives are agreed which are time bound and measurable. The interim review is
done to ascertain the progress. The year-end review process is carried out to determine, decide
and establish the contributions made by individuals, areas of improvement needing training and
development interventions, rewarding him with merit increase and promotions.

13. Midterm Appraisal
While many companies conduct annual performance reviews for the employees, midterm
performance reviews are less common. However, midterm performance reviews allow
companies to make proactive, midcourse assessments of their employees. They also provide
workers with guidelines of what their employers will be evaluating during the annual
performance review.
Leadership Development
The identification and development of leadership pipeline starts at identifying the critical roles
in the organization at different levels. Employees who are playing a critical role and having
consistently been top performers are considered for this pool. To be selected a part of this pool,
each employee is interviewed by a panel consisting of senior leadership team members. After
this pool of future leaders are identified, the development program defines the training and
development program for individuals who will undergo special assignments and projects before
undertaking leadership role.
Succession Planning
Succession planning is a process whereby an organization ensures that employees are
recruited and developed to fill each key role within the company. Through this process
BHARTHI FOUNDATION recruits superior employees, develop their knowledge, skills
and abilities, and prepare them for advancements

14. Our Legal Status
•Bharti Foundation is established under the Laws of India with
charitable status pursuant to a "Deed of Trust" dated August 7,
2000, registered at New Delhi on August 25, 2000 under the
Registration Act 1908.
•The corporate office is at Bharti Crescent, 1 Nelson Mandela
Road, Vasant Kunj- Phase II, New Delhi.
•The organization was granted a certificate under section
80(G)(iv) of the Income Tax Act 1961, applicable to charitable non-
profit organization, on July 1,
2005.