PROJECT ON

HUMAN RESOURCE PLANNING

IN
BSNL,RELIANCE INFOCOMM

Company profile:-
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest
Telecommunications Company providing comprehensive range of telecom services in India:
Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT,
VoIP services, IN Services etc. Within a span of five years it has become one of the largest
public sector unit in India.
BSNL has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 47.3 million line basic telephone
capacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382 fixed
exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 Rkm of
Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages.

BSNL is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to
beat its reach with its wide network giving services in every nook & corner of country and
operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen
glacier and North-eastern region of the country. BSNL serves its customers with its wide
bouquet of telecom services.

BSNL is numero uno operator of India in all services in its license area. The company offers
vide ranging & most transparent tariff schemes designed to suite every customer.
BSNL cellular service, CellOne, has more than 17.8 million cellular customers, garnering 24
percent of all mobile users as its subscribers. That means that almost every fourth mobile user
in the country has a BSNL connection. In basic services, BSNL is miles ahead of its rivals, with
35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92
percent share in revenue terms.

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who
access Internet through various modes viz. Dial-up, Leased Line, DIAS, Account Less
Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.

BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that
provides convergent services like voice, data and video through the same Backbone and
Broadband Access Network. At present there are 0.6 million DataOne broadband
customers.
The company has vast experience in Planning, Installation, network integration and
Maintenance of Switching & Transmission Networks and also has a world class ISO 9000
certified Telecom Training Institute.

Scaling new heights of success, the present turnover of BSNL is more than Rs.351,820
million (US $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26 billion)
for last financial year. The infrastructure asset on telephone alone is worth about Rs.630,000
million (US $ 14.37 billion).

BSNL plans to expand its customer base from present 47 millions lines to 125 million lines by
December 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$ 16.67
million) in the next three years.

The turnover, nationwide coverage, reach, comprehensive range of telecom services and the
desire to excel has made BSNL the No. 1 Telecom Company of India.

Company H R Policy:-
* Company lay out
* Selection &Recruitment
* Motivation.
* Training.
*Wage & Salary.
*Performance appraisal

COMPANY LAY OUT-

SELECTION & RECURITMENT
SOURCES OF
RECRUITMENT
*External
 External sources
*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel
Selection process:-
*Job analysis
*Initial screening
*Application bank
*Test
*Interview
*Reference check
*Medical final and job offer
MOTIVATION:-
The job of a manager in the workplace is to get things done through employees. To do this
the manager should be able to motivate employees. But that's easier said than done!
Motivation practice and theory are difficult subjects, touching on several disciplines.
In spite of enormous research, basic as well as applied, the subject of motivation is not
clearly understood and more often than not poorly practiced. To understand motivation one
must understand human nature itself. And there lies the problem!
In B.S.N.Las we all know that it’s a government organization so they not give such
motivational package which an employee get in private organization .But without motivation
package no employee give their maximum to the organization .some motivational package
which B.S.N.L give there employee is:-
• Free telephone facility
• Promotion
• Transfer
• Time to time revision of pay scale
• Central government facility
• Quarter for leaving
• Good working environment

Employee Training
Employee training is the planned effort of an organization to help employees learn the job
related behaviours and skills they will need to do their job properly. It is a set of planned
activities that the organization will have their employees complete in order to increase their job
knowledge and skills and to have them get accustomed to the attitudes and social atmosphere
of the company. It will help the employee to be familiar with the goals of the organization and the
job requirements.

There are typical steps that go into a training program. These are outlined below.

1) Conduct Needs Assessment:

A need is described as a "gap" between what is currently known and what will be needed now
and in the future. These gaps in knowledge could be between what an organization expects to
happen and what actually does, how employees are performing on the job and how the
organization desires them to perform, and existing skills and desired skill level.

In order to conduct an assessment there are some analyses that must be done.

* An organizational analyses determines the effectiveness of an organization, where training is

needed and under what conditions the training will be conducted.

* A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills,
attitudes and abilities that are needed to achieve optimum performance. This information can
come rom job descriptions, task analyses, employee questionnaires and interviews,
performance evaluation, and observation of the workplace.

* Finally - person analysis analyses how well an individual employee is doing their job and
determines which specific employees need training and what kind of training. The methods of
this kind of analysis include employee questionnaires and interviews, performance evaluation,
skill and knowledge testing and the observation of behaviour and results.

2) Implement Training Methods:

Now that the analysis has been done, the training method needs to be chosen. The two most
frequently used training methods include:

* Lecture: Lecture involves one-way communication, from instructor to learner - the learner is
passive in the process.

* On-the-job-training: This method involves such methods as apprenticeship and mentoring,

where the employee is actively engaged in the type of work they will later be doing on their own.

* Programmed instruction: This is a form of instruction that is pre-programmed and then

delivered methodologically to an individual. This form of instruction is self-paced - the employee
determines how fast they will learn and complete the steps and it is often completed more
quickly than group training. It can be delivered via a computer and can be costly to prepare.

* Simulations: This sort of training involves an employee being placed into a simulated situation
of what may occur in real on-the-job situations. Techniques include: Case studies where
trainees analyze a problem outlined in a report and offer solutions; role playing where simulated
roles are acted out; and behavioural modelling where trainees observe proper work behaviour
and then role play it.Part of the implementation of the training is making sure that the training is
actually teaching the employees the skills they will need - this is known as the Transfer of
Training. A more technical definition is: the extent to which the knowledge, skills or attitudes
learned in the training will be used or applied on the job. There are ways to increase the
probability of what employees are being trained will really relate to their actual job behaviour. To
do this, one can maximize the similarity between the training situation and the job situation,
provide a variety of examples when teaching skills and reward trained behaviours and ideas on
the job.

3) Training Evaluation:

Training evaluation is used to evaluate the reactions of the learners, measure the learning that
occurred, assess on-the-job behaviours, identify business results that are due to the training
and calculate if the investment in training has had any return in the gains of the company.
Business results can be measured in "hard" data and "soft" data. Hard data are measures of
productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft
data is items such as job satisfaction, teamwork, and organizational commitment on the part of
the employees.

Performance appraisal
 Performance appraisal:-
IN the BSNL performance appraisal doesn’t play a great role reason behind that it’s a
government organization but it’s a important part of organization. In BSNL every
employee has a service book which is written by his senior if employer not do his duty
well then his senior mark in his service record book which create problem for gating
promotion etc.
1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to
evaluate his employee performance and accordingly they provide incentives and perk
to them as well as promotion and pay rise. ITI also get done its HR audit during period
of 2002 to 2005 which included many of its office along with head quaters.
2. Audit objectives:-
3. The manpower planning done by the Company was adequate to meet its
4. Objectives.
5. 2. The Company ensured optimum deployment of manpower;
6. 3. The Company introduced new recruitment policies and practices and
7. Whether they were adequate;
8. 4. Well defined, fair and transparent career progression policies and practices
9. Were in place;
10. 5. Well defined, fair and transparent transfer policies and practices were in
11. Place;
12. 6. An effective performance management system was in place;
13. 7. The training imparted by the Company was effective;
14. 8. Clearly defined and effective conduct and disciplinary rules were in place;
 15. 9. Incentive and welfare policies and practices were effective.
16. 10. An adequate exit policy had been formulated and implemented by the
17. Company
18. But the finding which came out was something different than the thinking of
management. The committee have given emphasis on the need of regular staff
training, staff norms and a heavy investment to upgrade the knowledge base of
employees.
19. There were many personnel in different part of organisation who were idle and
required to be deployed to be utilised effectively.
20.ITI also keep record of it employee in form of annual confidential report (ACR)
which is used to compare with the target set for them by the company.
21.The company also follow ‘open review system’ for judging the performance of
individuals. In this system, the superior officer discusses the self appraisal submitted
by his/her subordinate so as to make the appraisal of his/her performance totally
transparent.

WAGE & SALARY

Wages and Salary Administration:- In private organisationemployee generally get much
more than that an employee of public organisationbut the difference comes in benefits that
public employee receives. Despite of huge profit, good public image, best among PSU it pays
less to its employee than other PSU.

If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is
low. According to analyst the wage rate is set in comparison with profit earned by company and
wage rate of that industry.

After pay revision some hard step where taken like,

Minimum wage rate was fixed for its employee.

22. Different wage rate for executive and non executive employee.
23. Employee s was retained to a great extent.
24. Annual incremental were fixed to 5%.
 25.There was increment in DA and CCA(city compensation allowance).

About Reliance infocomm:-

The Late Dhirubhai Ambani dreamt of a digital India — an India where the common man would
have access to affordable means of information and communication. Dhirubhai, who single-
handedly built India’s largest private sector company virtually from scratch, had stated as early
as 1999: “Make the tools of information and communication available to people at an affordable
cost. They will overcome the handicaps of illiteracy and lack of mobility.” It was with this belief in
mind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 route
kilometres of a pan-India fibre optic backbone. This backbone was commissioned on 28
December 2002, the auspicious occasion of Dhirubhai’s 70th birthday, though sadly after his
unexpected demise on 6 July 2002. Reliance Communications has a reliable, high-capacity,
integrated (both wireless and wireline) and convergent (voice, data and video) digital network. It
is capable of delivering a range of services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services — for enterprises as well as
individuals, applications, and consulting. Today, Reliance Communications is revolutionising the
way India communicates and networks, truly bringing about a new way of life.

Vision:-

India leading integrated telecom company Reliance Communications is the flagship company of
the Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National Stock Exchange
and the Bombay Stock Exchange, it is India’s leading integrated telecommunication company
with over 60 million customers. Our business encompasses a complete range of telecom
services covering mobile and fixed line telephony. It includes broadband, national and
international long distance services and data services along with an exhaustive range of value-
added services and applications. Our constant endeavor is to achieve customer delight by
enhancing the productivity of the enterprises and individuals we serve. Reliance Mobile
(formerly Reliance India Mobile), launched on 28 December 2002, coinciding with the joyous
occasion of the late Dhirubhai Ambani’s 70th birthday, was among the initial initiatives of
Reliance Communications. It marked the auspicious beginning of Dhirubhai’s dream of ushering
in a digital revolution in India. Today, we can proudly claim that we were instrumental in
harnessing the true power of information and communication, by bestowing it in the hands of the
common man at affordable rates. We endeavor to further extend our efforts beyond the
traditional value chain by developing and deploying complete telecom solutions

Board of director:-

Shri Anil D. Ambani – Chairman

Prof. J Ramachandran

Shri S.P. Talwar

Shri Deepak Shourie

Shri A.K.Purwar

Reliance H.R.policy

Recruitment & Selection

Training

Performance appraisal

Motivation

Wage and salary

RECURITMENT & SELECTION:-

External Environment

Internal Environment

Human Resource
Planning

Alternatives
to Recruitment

Recruitment

Internal External
Sources Sources

Internal External
Methods Methods

Recruited
Individuals

Sucessful human resource planning should identifyour human resource needs.Once we know
these needs ,we willwant to do something about meeting them.Recuritment is the discovering of
potential applicants for actual or anticipated organizational vacancies.

Certain influence constraint manager in determining recruiting sources:-

*Image of the organization

*Attractiveness of the job

*Internal policies

*Union requirement

*Recruiting budgets

Sources of recruiting employee in Reliance infocomm:-

Internal sources

External sources
 Internal sources
*Promotion
*Transfer
*Retired manager
* Recall from long leave
*Internal advertisement
External sources
*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel
Selection
Selection is defined as the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.

The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job.

AndSelection is selecting the right candidate from the pool of applicants.

ROLE OF SELECTION

Selection is crucial for the organizations effectiveness for 2 reasons:

1) Work performance: Performance of the organization is very important to the success of the
company. So the organization always employs people who are well qualified and competent.

2) Cost incurred: cost incurred while selection process also plays an important role.

This can be explained with an example:

Pepsi went on a crash recruitment drive. Six people from the company took over Oberoi
business center for six days. 3000 people who had responded to the advertisements earlier
issued were scanned: people were asked to respond within 100hrs by fax. People selected for
the interview were flown into the city.

This eg just shows how expensive selection can be. Hence cost incurred is very important for
the success of the selection process.
 STAIRCASE TO
SELECTION
9
8
7
6
5
Job
4 Inter Offer
3 Refe Medical -view 2
Check
2 Inter- -rence
Check
1 Initial
Applica Tests View 1
-tion
Job Screen Blank
Analysis -ing

Training
Meaning of training (what is training?):
Training plays an important role in human resource development. It is necessary and useful in
the case of all categories of operative employees, supervisory staff and managers. Training
raises their skills and creates confidence and ability to perform the job efficiently. It also
facilitates self development and career development of employees. The main purpose of
training is to develop the human resources present within the employees. In brief, training is the
watchword of present dynamic business world. Training is necessary due to technological
changes rapidly taking place in the industrial field. Industrial training is for a short period but has
wide coverage.

It relates to Knowledge, information, technical skills, social skills, administrative skills and finally
attitude building. Training is for developing overall personality of an employee. Training is the
responsibility of the management as it is basically for raising the efficiency and productivity of
employees. Expenditure on training is an investment for manpower development and gives rich
dividend to employees and organisation in the long run.

Need for training: (in RELIANCE)

The need for training of employees is universally accepted and practical training in the form of
information, instructions and guidance is given to all categories of employees. It is a must for
raising efficiency of employees. Training is necessary in present competitive and ever changing
industrial world. The following points (reasons) justify the need for training:

• Training is needed as a good supplement to school/college education. Training at the

industry level is practical and is needed for creating confidence among employees. It is
also needed for personal growth and development of employees.
• Training is needed due to continuous changes in the field of science and technology.
Workers can work as per new methods or can use new machines only when suitable
practical training is given to them. Training is the only method by which the knowledge
and skills of workers are updated.
• Training is needed in order to introduce modern methods or for the introduction of
rationalization and computer technology in the industrial units.
• Training is needed for raising the efficiency and productivity of industrial employees.
• It is needed for improving the quality of production and also for avoiding accidents and
wastages of all kinds in the industrial units.
• Training is needed for personal safety of employees and also for avoiding damage to
machines and property of the company.
• Training is needed as it creates highly skilled manpower in an organization. Such skilled
manpower is the real asset of an industrial unit.
• Training is needed for preventing manpower obsolescence, for improving health and
safety of workers, for improving organizational climate and finally for meeting future
personnel needs of the organization.
PERFORMANCE APPRAISAL

In simple terms, performance appraisal may be understood as the assessment of an individual’s

performance in a systematic way, the performance being measured against such factors as job
knowledge, quality and quantity of output, initiative, leadership abilities, supervision,
dependability, co-operation, judgment, versatility, health and the alike. Assessment should not
be condensed to past performance alone. Potentials of the employee for future performance
must also be assessed.

A formal definition of performance appraisal is:

It is the systematic evaluations of the individual with respect to his her performance on the job
and his or her potential for development.

A more comprehensive definition is:

Performance appraisal is a formal, structured system of measuring and evaluating an

employee’s job related behaviours and outcomes to discover how and why the employee is
presently performing on the job and how the employee can perform more effectively in the
future so that the employee, organization and society all benefit.

The second definition includes employees’ behaviour as part of the assessment. Behavior can
be active or passive- do something or do nothing. Either way, behavior affects job results. The
other terms used for performance appraisal are: Performance rating, employee assessment,
employee performance review, personnel appraisal, performance evaluation, employee
evaluation and (perhaps the oldest of the terms used) merit rating. In a formal sense, employee
assessment is an old as the concept of management, and in an informal sense, it is probably as
old as mankind. Nor performance appraisal is done in isolation.

Objectives of Performance Appraisal:

Data relating to performance assessment of employees are recorded, stored, and used for
several purposes. The main purposes of employee assessment are:

1. To effect promotions based on competence and performance

2. To confirm the services of probationary employees upon their completing the probationary
period satisfactorily.

3. To assess the training and development needs of employees.

4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales have
not been fixed.
 5. To let the employees know where they stand insofar as their performance is concerned
and to assist them with constructive criticism and guidance for the purpose of their
development.

6. To improve communication. Performance appraisal provides a format for dialogue

between the superior and the subordinate, and improves understanding of personal
goals and concerns. This can also have the effect of increasing the trust between the
rater and the rate.

7. Finally, performance appraisal can be used to determine whether HR programmers such

as selection, training, and transfers have been effective or not.

8. Broadly, performance appraisal serves four objectives- I) development uses, ii)

administrative uses/decisions, iii) Organizational maintenance/objectives, and iv)
documentation purposes.

MOTIVATION
Motivation play a great role in the development on an employee in RELIANCE compare to
BSNL .Reliance give both financial as well as non financial motivator to there employee .what
type of motivational tool given in reliance info comm.?
• Annual salary revision.
• Promotion
• Job enrichment
• Delegation & authority
• Telephone facility
• Bonus
• Quarter
• Reliance share etc
WAGE & SALARY
Reliance Infocomm CTC Policy Limits :
Components Limit (Rs. p.a.)
Office wear allowance All levels Rs.30000/-
Medical Rs.15000/- all levels
Fuel & Maintenance For all levels –
a. up to 1000 cc : Rs.111000/-
b. above 1000 cc : Rs.150000/-
Persons choosing the above will not be able to choose Conveyance Allowance
Food coupons Rs.15600/- for all levels
Gift vouchers Rs.5000/- for all levels
LTA 2 month’s Basic pay for all levels
HRA 50% of Basic pay Conveyance allowance Rs.9600/- for all levels – for persons
not choosing Fuel & Maintenance Children Education Allowance (CEA) / Children Hostel
Allowance (CHA)For all levels –
CEA Rs.24000/-
CHA Rs.7200/-
Superannuation Any amount upto 15% of Basic pay for all levels