- Idea and Airtel are major Indian telecommunication companies, with Idea operating in 25 countries and Airtel in 19. - Idea is part of Aditya Birla Group, India's first multinational corporation, employing over 125,000 people. - Both companies operate GSM networks across countries, with Idea providing 2G and 3G services and Airtel providing 2G, 3G, and 4G.

2.  Both are the Indian telecommunication companies.
 Airtel operates in 19 countries while idea operates in 25
countries.
 Idea is a part of Aditya Birla Group, India’s first multinational
corporation, with over 1, 25, 000 employees.
 Both operates a GSM network in all countries, Idea provides
2G, 3G services while airtel provides 2G,3G and 4G
services.

3. Chairman
JMD & CEO (India)
Director-Consumer
Business
Director B2B
Director, Market Operations
Director, Customer
Experience
MD & CEO (International)
Executive Director
Human Resources
Supply Chain
Director Network
Services Group
CFO
Director
Legal & Regulatory
Director IT

4.  Recruitment is the process of finding and attracting
capable applicants for employment.
 It is a process which prompt people to offer for
selection in an organization.
 It involves locating sources of manpower to meet
job requirements.

6.  Normally, following outside sources are utilized for different
positions:
 Advertisement
 Employment agencies
 On campus recruitment
 Employees recommendation
 E-hiring

7.  Buddy Program
- The buddy program that enables YLs to
get comfortable within the organization
through specific inputs about the
organization's culture and values from the
buddy.
 Bond with the best
- The mentoring program is focused at
providing a world class support system to
nurture and develop the raw potential of
YLs. Under this program each YL is

8.  Nurturing Veterans
- Mentorship has traditionally been all about pairing
an accomplished and senior leader with a younger
colleague to facilitate exchange of guidance, both
at a formal and informal level. It is viewed as a
personal development technique, that is, an
ongoing relationship of learning, dialogue,
challenge and change.
 Stair way to senior management
- Airtel is conscious of the fact that merely hiring vibrant
minds from top notch campuses is not enough, it need to
keep stimulating these minds within the airtel context on
an ongoing basis. Airtel thus provide specific
development inputs through various leadership
development interventions which enable them to fast
track their growth.

9.  On the job learning
- Idea provides a wide variety of challenging roles to
its employees in respective functions they have been
hired for at different circles. This ensures that they
undergoes on the job learning by the independent
handling of a role. The talent mobility (Role Change)
provides a systematic framework to accelerate the
development of the Talent pool in Idea by leveraging
the various career opportunities across the business.
 Relation led training
- Cross functional Projects
- Transformation projects
- Performance Coaching
- Mentoring

10.  Instructor Led Training
 Experiential Learning – Experiential learning is done
through
intensive human process lab, whose core essence is to
move from
"Managing to Leading in one's life.
 Management School - A week long residential program for
various
management levels and high potential senior managers by
providing
strategic cross-functional exposure as well as competency
based inputs
to prepare them for General managerial roles.
 E- Learning/ Webinar – A bouquet of internet based high
quality
E-Learning courses are available to all employees, which
are designed
for self learning with convenience and time. All the courses
have

11. personality
performance
Potential of its group
members
 Performance Appraisal (PA) refers to all those procedures
that are used to evaluate the

14. Descriptive report
› Prepared at the end of the year
› Prepared by the employee’s immediate supervisor
› The report highlights the strengths and weaknesses of
employees
› Prepared in Government organizations
› Does not offer any feedback to the employee

15.  It is a systematic collection and feedback
of performance data on an individual or
group, derived from a number of
stakeholders.
 Data is gathered and fed back to the
individual participant in a clear way
designed to promote understanding,
acceptance and ultimately behavior.

16.  MBO emphasizes collectively set goals that are
tangible, verifiable, and measurable
 Focuses attention on goals rather than on methods
 Concentrates on Key Result Areas (KRA)
 Systematic and rational technique that allows
management to attain maximum results from
available resources by focusing on achievable
goals

17. THANK YOU