EXECUTIVE SUMMARY

The core objective of the internship is to fulfill the requirement of

the BBA program as prescribed by the JNU (Jaipur National
University). An intern has to prepare project report at the end of
the internship period but the main objective of the internship is to
get the hands-on experience of the real world organization. The
internship was completed with the objective of getting practical
knowledge in the HR department of MTS.

The first responsibility I was assigned on this four week of

internship period was to assist the trainer for various training
program. Secondly, I personally was allotted the work of trainee
attendance Data Sheet Update and managing the feedback of the
training sessions was the last task I was assigned during my
Internship program. As an intern, I realized that I was successful
to gather a lot of significant learning experiences which would be
helpful in my future career. The HR department of MTS offered
me ample space and opportunities, not only to learn but also to
exhibit my skills as a HR team member. I could use my theoretical
knowledge of HR in real practice while participating in many
discussions. I was actively involved in the department seminars
where I shared my knowledge and views regarding the
performance in HRD of MTS Jaipur.

I also attempted to gather more information on basic job functions

of other departments to have better understanding of the relation
between them and the HR department. It was commendable to see
how wholeheartedly they welcomed, acknowledged and
appreciated new ideas and knowledge. I have provided few
recommendations based upon misunderstanding and knowledge.

I successfully completed all the assigned duties and handed them

over to the senior supervisor at the end of the internship. I
thoroughly enjoyed the challenges that came along every sin gle
day. These lessons that I have learned will be valuable one for my
future endeavors as well.

1
 CHAPTER-1
INDUSTRY PROFILE

1.1 History of telecom Industry

The history of Indian telecom can be started with the introduction
of telegraph. The Indian postal and telecom sectors are one of the
world’s oldest. In 1850, the first experimental electric telegraph line was
started between Calcutta and Diamond Harbor. In 1851, it was opened
for the use of the British East India Company. The Posts and Telegraphs
department occupied a small corner of the Public Works Department at
that time.
The construction of 4,000 miles (6,400 km) of telegraph lines was
started in November 1853. These connected Kolkata and Peshawar in
the north; Agra, Mumbai through Sindwa Ghats, and Chennai in the
south; Otacamund and Bangalore. William O'Shaughnessy, who
pioneered the telegraph and telephone in India, belonged to the Public
Works Department, and worked towards the development of telecom
throughout this period. A separate department was opened in 1854 when
telegraph facilities were opened to the public.
In 1880, two telephone companies namely The Oriental Telephone
Company Ltd. and The Anglo-Indian Telephone Company Ltd.
approached the Government of India to establish telephone exchange in
India. The permission was refused on the grounds that the establishment
of telephones was a Government monopoly and that the Government
itself would undertake the work. In 1881, the Government later reversed
its earlier decision and a license was granted to the Oriental Telephone
Company Limited of England for opening telephone exchanges
at Calcutta, Bombay, Madras and Ahmedabad and the first formal
telephone service was established in the country. On 28 January 1882,
Major E. Baring, Member of the Governor General of India's Council
declared open the Telephone Exchanges in Calcutta, Bombay and
Madras. The exchange in Calcutta named the "Central Exchange" had a
total of 93 subscribers in its early stage. Later that year, Bombay also
witnessed the opening of a telephone exchange.

2
Internet in India started with launch of services by VSNL on 15 August
1995. They were able to add about 10,000 Internet users within 6
months. However, for the next 10 years the Internet experience in the
country remained less attractive with narrow-band connections having
speeds less than 56 Kbit/s (dial-up). In 2004, the government formulated
its broadband policy which defined broadband as "an always-on Internet
connection with download speed of 256 Kbit/s or above. From 2005
onward the growth of the broadband sector in the country accelerated,
but remained below the growth estimates of the government and related
agencies due to resource issues in last-mile access which were
predominantly wired-line technologies. This bottleneck was removed in
2010 when the government auctioned 3G spectrum followed by an
equally high profile auction of 4G spectrum that set the scene for a
competitive and invigorated wireless broadband market. Now Internet
access in India is provided by both public and private companies using a
variety of technologies and media including dial-up (PSTN), xDSL,
coaxial cable, Ethernet, FTTH, ISDN, HSDPA (3G), WiFi, WiMAX,
etc. at a wide range of speeds and costs. As per IAMAI India will have
the world's second largest number of Internet users with over 300
million by December 2014.

3
 The significant dates in the history of Indian
Telecommunications
 1902 - First wireless telegraph station was established between
Saugor Islands and Sandheads.
 1907 - First Central Battery of telephones was introduced in
Kanpur.
 1913-1914 - First Automatic Exchange was installed in Shimla.
 July 23, 1927 - Radiotelegraph system was established between
the UK and India, with important stations at Khadki and Daund,
which were inaugurated by Lord Irwin by exchanging greetings
with the King of England.
 1933 - Radiotelephone system was inaugurated between the UK
and India.
 1960 - First subscriber trunk dialing route was commissioned
between Kanpur and Lucknow.
 1975 - First PCM system was commissioned between Mumbai
City and Andheri telephone exchanges.
 1976 - First digital microwave junction was introduced.
 1979 - First optical fiber system for local junction was
commissioned at Pune.
 1980 - First satellite earth station for domestic communications
was established at Secunderabad.
 1983 - First analog Stored Program Control exchange for trunk
lines was commissioned at Mumbai.
 1984 - C-DOT was established for indigenous development and
production of digital exchanges.
 1985 - First mobile telephone service started on non-commercial
basis in Delhi.

4
1.2 Company Profile
Sistema Shyam Teleservices Limited (formally known as Shyam
telelink limited) was awarded the license to operate Basic Telephony
Services in Rajasthan under the fixed license fee regime in 1996.
Sistema Shyam Teleservices Limited started its basic telephone services
in Rajasthan under the brand name “RAINBOW” in June 2000 at Jaipur.
The company migrated to the Unified License Regime in November
2003. In the Unified License Regime, the company can provide basic as
well as mobile telephony services in the Telecom Circle of Rajasthan.
Shyam offers its services in more than 100 cities, and has one of the best
brand recalls in Rajasthan Shyam offers to its customers, services based
on multiple technologies, which has been possible because of exhaustive
optical fibre backbone of over 3,500 Kms. This has helped STLL to
grow as an integrated service provider.

Presently the company has received the licenses for all 22 circles in
India. Sistema Shyam Teleservices Limited has brought the best
technology to the doorstep of the people of Rajasthan. STL has tied up
with various world leaders like lucent Technologies, IIT Chennai, IBM,
Sun Microsystems etc. The company is listed on the Delhi, Mumbai,
Kolkata, Saurastra, and other national stock exchanges .The basic
objective of Sistema Shyam Teleservices Limited is to provide one
window access to Basic Telephony, Broadband Internet, Entertainment,
and E/M- Commerce through high speed state-of-the-art-network.
Sistema Shyam Teleservices Limited is providing connectivity to its
subscribers using both wireless and wired media in access network. The
wireless connectivity is being provided using Code Division Multiple
Access (CDMA), and or CorDECT.

Russian Telecoms and holding firm Sistema acquired a 10% stake in

Sistema Shyam Teleservices Limited for a total cash consideration of
US$ 11.4 million at the end of September 2007. Sistema, aims to
become one of India's top five mobile operators and have 60m
subscribers by 2017.Sistema is the largest private sector consumer
services company in Russia and the CIS. It was founded in 1993, today
it has the 7th largest subscriber base in the World, and the corporation
develops and manages a portfolio of market-leading businesses in
selected service-based industries.

In total, companies controlled by Sistema serve more than 80 million

consumers in Russia, the CIS and Eastern and Western Europe.

5
Sistema's shares are listed under the symbol "SSA" on the London Stock
Exchange, under the symbol “AFKS” on the Russian Trading System
(RTS) and the Moscow Interbank Currency Exchange (MICEX), and
under the symbol "SIST" on the Moscow Stock Exchange (MSE).In
October 2007,Sistema signed a share purchase agreement for the
acquisition of an additional 41% stake in Sistema Shyam Teleservices
Limited and a call option agreement, which gives Sistema the right to
increase its stake in Sistema Shyam Teleservices Limited from 51% up
to a maximum of 74%.The Russian company has been scouting for a
foothold in India for several years now. Earlier, Sistema had tried to
pick up a stake in Aircel Cellular, but the deal fell through. It was also in
race for Hutchison's stake in Hutch-Essar. Sistema, which was founded
in 1993, is the largest private sector consumer services company in
Russia. Later in December 2007, Sistema received an approval for the
acquisition of the blocking stake in Sistema Shyam Teleservices Limited
from the Foreign Investment Promotion Board (FIPB) of India. As a
result of the acquisition of the additional 41% stake, the overall
purchase price totaled US$ 58.1 million. By June 2008 Sistema has
upped its stake in Shyam Telelink, to73.1% from 51%. Sistema plans to
invest USD 5bn billion dollars in India in the next three years, targeting
telecoms but also real estate, high technology and banking. Sistema is
one of several foreign players keen to establish themselves in India's
booming telecoms market.

6
Sistema Introduction
Sistema is the largest public diversified corporation in Russia and in
CIS, which manages fast growing companies operating in the consumer
services sector and has over 100million customers. Sistema develops
and manages market-leading
businesses in selected service-based
industries, including technology,
banking, Telecommunications, real
estate, retail, media, tourism and
healthcare. Since its inception in 1993
Sistema has evolved into an
international group with expanding
geographical representation focusing
on consumer services, through organic
as well as inorganic growth.
Subsequent to an IPO in February 2005, 19% of its shares are traded on
London Stock Exchange in the form of Global Depository Receipts
(GDR) under the symbol SSA. It is also listed on the Moscow Stock
Exchange and the Russian trading System.

Shyam Introduction
Shyam group has diversified interests in telecom,
manufacturing, services and fertilizer. Essel Shyam Communications
Ltd, a joint venture between Essel and Shyam group, is a leading pan-
India VSAT Service Company and is one of the largest in the field of
media management and up linking.

7
1.3 MISSION, VISION & VALUES

MISSION
"MTS customers can actively shape their lives anytime and anywhere
with a range of innovative telecom products and services."

We offer people greater choice and inspiration in how they spend their
most valuable assets: their time and energy.

VISION
MTS shares common values with people who know what they want to
achieve in their lives and are full of energy to hit their goals.

"We empower people to pursue their purpose in a modern networked

world."

8
VALUES

DELIVERING EXCELLENCE
We serve our customers by delivering the best. We believe in
meeting or exceeding our customer’s expectations by utilizing our
resources while adhering to best in class processes and quality
standards. We articulate our goals clearly and align our strategies,
resources and assets to deliver excellence. This we believe
translates into superior value for our customers and stakeholders.

MUTUALITY
We believe shared and reciprocal benefits around common
objectives help us meet our quality commitments. We work with
our colleagues and business partners to deliver the highest value
for our customers. We build supportive relationships and ensure
fair returns to all who help us achieve our goals. We inspire trust
in our relationships by keeping long term success of all parties in
mind.

ENTREPRENEURIAL SPIRIT
We demonstrate ownership to meet our commitments by acting
like co-owners. Every day we deliver our best by assuming
complete responsibility and by being passionate about our goals.
We encourage and reward those who look for ways to improve
the current and search for the new.

INSPIRATION TO BE A DOER
We believe in people, their abilities and potential. We support
them to deliver under different conditions and unleash their talent.
We do everything possible to help every member of our
organization become a doer, a role model and inspiration to all.
Our environment promotes risk taking, innovation, agility and
responsiveness.

9
 CHAPTER-2
ORGANIZATION PROFILE

2.1 Details of Internship at MTS

Organization MTS

Jaipur Office 3,MTSTower,AmrapaliCircle,

Vaishali Nagar, Jaipur

Website: www.mtsindia.in
E-Mail: customercare@mtsindia.in
Phone: 0141-5100390
Fax: 0141-5100390

Corporate Office 334,Udyog Vihar,

phase-4,Gurgaon,Haryana

Department Human Resource (HR)

Working Duration 4 Weeks

Work Hours 10:00 am – 6 pm

Name & Designation of Mr. Garima Bhatia,

Internship Supervisor Training Executive, HR

Company Logo

10
 2.2 BOARD OF DIRECTORS

NAME DESIGNATION

MR. RON SOMMER CHAIRMAN

MR. SERGEY CHERMIN DEPUTY CHAIRMAN

MR. VSEVOLOD ROZANOV DIRECTOR

MR. RAJIV MARHOTRA DIRECTOR

MR. AJAY KHANNA MANAGING DIRECTOR

MR. ALOK TANDON MANAGING DIRECTOR

MS. NEERA SHARMA DIRECTOR

MR. RAM KRISHNA DIRECTOR

MR. RASHID J MALIK COMPANY SECRETARY

11
2.3 HR Department Structure

HR Head

Administration HR Operations Contract Labour Learning &

Management Development

Recruitment H.S.W & Security

Performance
Facility Management
Dialogue & Rewards

12
2.4 MTS Product & Services

Sistema Shyam Teleservices Limited unconditionally Strives on

continuous basis to provide seamless coverage, widest range of
innovative products and services at competitive prices and quick
response to its increasing customer base.

The Product Portfolio

of the company is
providing state of art
products and services
like Fixed Phones
(Wireless & Wire line),
Mobile Phone (Limited mobility and Full Mobility within Rajasthan),
ISDN PRI &BRI, Lease Lines, Broadband, STD PCO & Coin collection
Box (Prepaid & Postpaid). The value Added Service segment is
witnessing a tremendous growth and company is also generating
maximum mileage through the same services. The Value Added
Services are designed as per the tastes and preferences of the customer
which not only make them happy and delighted but also sustain the
ARPU growth. 24mbps.

The Company has distinguished itself from other Fixed Wire line &
CDMA operators by providing for money to its customers through
launching a plethora of Value Added Services. Sistema Shyam
Teleservices Limited was amongst the many first to launch these
services on Fixed Line Telephony in the country. The gamut includes
the following services: Live Pandit online Services, RAINTONES-
Caller Ring Back Tone Service, and JUSTTALK - Voice Portal Service,
SMART TALK - Multi Party Conferencing, PARALLEL RINGING,
SELECTIVE RINGING, KICK OUT & Prepaid Billing Module for
individual & STD PCO Customers.

Company also offers a broad range of Internet products including: Data

on Wire-ADSL, enables faster internet access up to 24 Mbps, Data on
air- PSDN, which enables a CDMA phone user to access data services
(Internet) in a limited demographic area with speed up to 144 kbps, Data
on Cable- CABLE CorDECT: A technology mix of normal Cable
connection and CorDECT technology for providing high speed Internet,
Dedicated Lease Line Services. These are the committed Internet access

13
at desired speeds and with assured performances. The company has over
24000 Internet customers.

Investor Relations

2.5 Major Competitors of MTS

 Reliance

 Bharti Airtel limited

 Tata teleservices

 Idea celluler

 Vodafone

 Bsnl

14
 CHAPTER-3
INTRODUTION OF TOPIC

3.1 Background of the Report

Jaipur National University is the conscientious learning center where
students at different levels prepare to meet the challenges and
opportunities of the 21st century. It offers graduate program of Bachelor
of Business Administration (BBA) which requires the students to
complete IV week of internship program. After the completion of
internship, the students are required to prepare a project report on a topic
relevant to the work they were assigned during the internship.

An intern has to prepare project report at the end of the internship period
but the main objective of the internship is to get the hands-on experience
of the real world organization. It also helps to develop the skills required
to handle the day to day operation in an organization. This will allow the
students to be prepared for the upcoming corporate challenges by
experiencing real time working environment.

Upon subsequent research to find the best suitable organization to match

both my major and area of interest, I selected the HRD of a MTS
supremely known for its well Telecom services- Sistema Shyam
TeleServices Ltd. This internship program was approved by School of
Business & Management (Jaipur National University).

15
3.2 OBJECTIVES OF THE REPORT

The School of Business & Management, JNU has its ultimate objectives
of preparing students for professional pursuits of business, industry and
government. The core objective of the internship is to fulfill the
requirement of the BBA program as prescribed by the JNU.
Apart from this, the internship was completed with the objective of
getting practical knowledge in the HR department of MTS.

More specifically, the objectives of the internship were as under:

 To gain practical experience of the jobs carried out in the HR

 To compare the theoretical knowledge of HR with the practical

experiences carried out at MTS.

 Clarify personal interests, skills, and competencies, and their

implementation toward development of career goals.

 To gain ideas from the experienced people working for HR

department.

 To understand the challenges faced by the HR department.

 To understand the different types of training provided to the

employees.

 Development of personal standards of professional and ethical

behavior required in the workplace.

 Assumption of responsibility for continued learning and

professional Development.

16
3.3 Scopes of the Report

The report deals with the HRM practice including HRP, recruitment and
selection process, training & development process, compensation
management, employee relation & separation, etc. in terms of
theoretical point of view and the practical use. The study will allow
learning about the HRM issues, importance, modern techniques and
models used to make it more efficient. The study will help to learn the
practical procedures followed by the leading organizations. Moreover,
the study will help to differentiate between the practice and the theories
that direct to realize how the organization can improve their HRM
practice & process.

3.4 Human Resources

What is Human Resource?

Human Resource Management is the process of recruitment, selection of
employee, providing proper orientation and induction, providing proper
training and the developing skills, assessment of employee (performance
of appraisal), providing proper compensation and benefits, motivating,
maintaining proper relations with labor and with trade unions,
maintaining employee’s safety, welfare and health by complying with
labor laws of concern state or country.

Why human resource management?

Altogether, human resource management is the process of proper and
maximize utilization of available limited skilled workforce. The core
purpose of the human resource management is to make efficient use of
existing human resource in the organization. The Best example
at present situation is, construction industry has been facing serious
shortage of skilled workforce. It is expected to triple in the next decade
from the present 30 per cent, will negatively impact the overall
productivity of the sector, warn industry experts.
17
Every organizations’ desire is to have skilled and competent people to
make their organization more effective than their competitors. Humans
are very important assets for the organization rather than land and
buildings, without employees (humans) no activity in the organization
can be done. Machines are meant to produce more goods with good
quality but they should get operated by the human only.

Human Resource division of MTS

Sistema Shyam Teleservices Ltd. recognizes that a productive and

motivated work force is a prerequisite to leadership in the market it
serves. MTS treats every employee with dignity and respect in a
supportive environment of trust and openness where people of different
backgrounds can reach their full potential. The organizational human
resource’s policy emphasize on providing job satisfaction, growth
opportunities, and due recognition of superior performance. A good
working environment reflects and promotes a high level of loyalty and
commitment from the employees. Realizing this, MTS has placed the
utmost importance on continuous development of its human resources,
identify the strength and weakness of the employee to assess the
individual training needs, they are sent for training for self-development.
To orient, enhance the knowledge of the employees MTS organizes both
in-house and external training. Human Resource division of MTS is
taking care of total function for all employees. The main functions of
Human Resources division are,

 Recruitment and Selection

 Pay-roll System

 Employee Attendance

 Training and Development

 Performance Evaluations

18
3.5 The major responsibilities of HR

The major responsibilities of HR in MTS are:-

HR POLICY FORMULATION
MTS emphasis on HR policy formulation for nor only own department
but also for the other departments.

HR PLANNING
MTS establishes both short term and long term planning for the
organization.

SHORT TERM HR PLANNING

MTS primarily recruits its human resources that will support
Strategic Human Resource Planning for current period.

LONG TERM HR PLANNING

Here MTS is looking forward to build long term resources by
several Training and Development programs.

HR INFO SYSTEM
MTS uses several software to ensure HR Info System includes,
• Vista HR Manager &
• Vista TAS

WORK AND JOB ANALYSIS, DESIGN AND EVALUATION

For every job there are work and Job analysis, design and evaluation at
MTS so that jobs are well defined.

DIVERSITY MANAGEMENT
MTS highly believes in Diversity management. Here, in MTS, there are
many employees from different divisions of the country, even from
other countries like Indian and Pakistani employees.

19
RECRUITMENT AND SELECTION
Recruitment and Selection of MTS are also important parts. Every
recruitment and selection process is made after concerned department
submits requisition for workforce.
Many employees from different divisions of the country, even from
other countries like Indian and Russian employees.

CAREER MANAGEMENT
Career management is also important part of MTS. For every employee,
after one year his/her job is being evaluated for long term perspective.

EMPLOYEE AND MANAGEMENT TRAINING

MTS offers several in house and external Training program for the
employees.

COUNSELING, DISCIPLINE AND SEPARATION

MTS believes in proper counseling for any problems or prosperity
of its employees. It is also very strict in Disciplinary actions and
separations process. For every problem MTS operates proper
investigations and employee separation is very friendly and quick.

PERFORMANCE AND QUALITY MANAGEMENT

Every employee’s performance is monitored by his/ her line
manager and reviewed by HR department.

REMUNERATION AND BENEFITS

MTS has a good structure of Remuneration and benefits for employees
which are very lucrative in the market.

FINANCIAL MANAGEMENT OF EMPLOYEE SCHEMES

For the long term betterment of the employee, MTS has provident fund
opportunity for the employees.

20
OCCUPATIONAL HEALTH AND SAFETY
For maintaining occupational health and safety MTS always take cares
of its employees by all-time first aid facility, security forces, fire alarm
and fire extinguisher facility.

3.6 HUMAN RESOURCE ACTIVITIES OF MTS

MTS has array of human resources activities. These includes,

 RECRUITMENT AND SELECTION

 TRAINING AND DEVELOPMENT

 PERFORMANCE APPRAISAL

 COMPENSATION

 EMPLOYEE RELATIONS

It is very important for an organization to perform these five arrays of

HR activities. All of these are people oriented tasks and must be
performed by HR department. MTS is very efficient in these five sectors
and has a good structure for long term success.

RECRUITMENT AND SELECTION

(A) WORKFORCE REQUISITION:

The workforce requisition is the primary and the first step of
recruitment process. It is a process through which the approval is
taken to initiate the recruitment process.

21
(B) Analysis of position and requirement
Analysis of position and requirement includes understanding the
client organization with regard to current business activities,
future expansion plans, work culture and extends to mapping
competencies for specific position including job title,
deliverables, Key accountabilities and other important details
which are required to bring success to the position. MTS carefully
analyses every positions and recruitment situation of the market.

(C) CANDIDATE SOURCING

Advertisement: Advertisement can be published in job sites,
newspaper or other media like, BD jobs, JobsA1.com, and
Prothomalo jobs. Etc.

Referrals: The length of time spent on sourcing potential

candidates can vary greatly depending upon the level and
complexity of the position, according to many respondents.
Referrals mainly based on Position, Situation, and the nature of
job.

(D) SHORT LISTING OF APPLICANTS

Immediately after the closing date, all original applications
received, together with a Summary Information Sheet, will be
sent by Human Resources to the Chair of the Recruitment Panel,
who should forward copies of the applications to the Panel
members and arrange for short-listing to take place.

(E) ASSESSMENT
Written Test: A written test would be conducted if needed.
Written test is often required, depending on the types of the
position where the candidate is to be employed.

Interview: Interview can be conducted in various ways. Few

examples regarding MTS are furnished below-

22
 TRADITIONAL FACE-TO-FACE INTERVIEW
Most interviews are face-to-face. The most traditional is a
one-on-one conversation. Focus should be on the person
asking questions. Maintain eye contact, listen and respond
once a question has been asked. Establish rapport with the
interviewer and show them that interviewee’s qualifications
will benefit their organization.

PANEL/COMMITTEE INTERVIEW
In this situation, there is more than one interviewer.
Typically, three to ten members of a panel may conduct
this part of the selection process. This is a chance to show
group management and group presentation skills on
display. Here candidate is required to read the various
personality types of each interviewer and adjust to them.
Find a way to connect with each interviewer.

BEHAVIORAL INTERVIEW
The basic premise behind this type of interview is that the
past behavior is the best predictor of future actions. These
types of questions may be asked in any interview format—
telephone, panel or one-on-one. This type of question
generally starts with the words “Give me an example
when...” or “Tell me about a time when…”

STRESS INTERVIEW
This kind of interview is specially conducted for sales
department. Here the interviewer watches the level of
patients of the interviewee.

(F) POOL OF SUITABLE CANDIDATES

After having the written test and interviews we have got the pool
of suitable candidate. Candidates are called for salary negotiation
session.

(G) SALARY NEGOTIATION

Before start talking pay (and salary negotiations) with a
prospective employer, we need to find out how much the job is
worth. We will need to take the time for research. That way we
will be prepared to get what we're worth and to get a job offer
that's realistic and reasonable.

23
 When deciding upon an appropriate salary to be offered,
consideration will normally be given to the following objective
criteria:-

 The level, breadth, depth and complexity of the individual’s

knowledge and understanding of different aspects of the job
and, as appropriate, expert, professional and theoretical
knowledge.

 The level and breadth of existing relevant skills.

 Qualifications and length of relevant experience of the

successful candidate.

 Current salary and monetary benefits (e.g. bonus) of

successful candidate.

 Equal pay principles that all staff should receive equal pay
for the same or broadly similar work, for work rated as
equivalent and for work of equal value.

(H) CONFIRMATION
Superiors must notify HR department one week prior to the
maturity of employees have completed their probation period. A
formal confirmation letter is issued subject to successfully
completion of probation period and necessary approval as well.

TRAINING AND DEVELOPMENT

Training is an essential part of every employee. Well training leads to
development of them and thus leads to development of the organization.
Independent television offers Employee Training program both
internally and externally.

24
(A) INTERNAL TRAINING PROGRAM

Here, MTS organizes in house training program where both

internal and external trainer facilitates training program for
individual departments. Internal training program is very
helpful for the employees as in this system they can get
training in their own environment. Human Resources
Department organizes mainly two types of internal training;
for,
 Own department&
 Other departments

(B) EXTERNAL TRAINING PROGRAM

Here, employees are trained by external Training Institutes,

employees are sent towards to the several training institute for
a period of time.

25
PERFORMANCE APPRAISAL
Performance appraisal system of MTS is very efficient in terms of
evaluation. The main intention of the system is to evaluate the
employee’s performance of the job. Performance appraisal is conducted
for an employee after completion of one year service in the channel.
Based on the evaluation MTS offers the employees Increment, if the
performance is satisfactory. If the performance is not satisfactory, the
employee may be warned for that and asked to perform better.

26
COMPENSATION
Compensation is an important issue in MTS. Here, HR department
process Compensation for all employees. Here, for every employee
there are two parts in salary payment, one is addition and another is
deduction. Under addition part, 50 % is basic salary and other 50% is
divided into House rent, Medical facilities, Conveyance, and
Miscellaneous costs. On the other hand, in deduction part, there are
provident funds, income Tax, absent and leave without pay deductions.
The total pay of an employee is determined by adding up all additions
and subtracting all deductions. Then the salary inputs to employees bank
account.

EMPLOYEE RELATIONS

MTS emphasis on wonderful employee relations with long term

perspective, so that the employees retains for many years. MTS is
careful on ethics, justice and fair treatment for every employee in order
to ensure employee relations. In MTS there are good practices of ethics.
There are several policies to ensure ethics, for example,
 Equal Employment Opportunity Policy and
 Sexual Harassment Policy

These two policies indicate that MTS is highly motivated to ensure

ethics in workplace. Ethically MTS is very committed that all
employees will get fair treatment in every aspect of work life. Justice is
also a very important concern of MTS in every cases, MTS ensures
justice for all employees. In case of any occurrence, justice MTS
investigates with high level of importance and endures Fair treatment is
also for every employee ensured by MTS. Here, HR department ensures
that all employee gets equal treatment in every sector of work life.

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3.7 Other HR activities of MTS

Policy Works
A policy is typically described as a principle or rule to guide decisions
and achieve rational outcomes. The term is not normally used to denote
what is actually done; this is normally referred to as either procedure.

Sr. No Policy Status

1 Food Policy In Use

2 Mobile phone policy In Use
3 Sexual Harassment Policy In Use
4 Holiday Policy In Use
5 Recruitment Policy In Use
6 Leave Policy In Use
7 Security Policy In Use
8 Equal Employment Opportunity Policy In Use
9 National and International Travel Policy In Use
10 Confirmation Policy In Use
11 Car Policy In Use
12 Provident Fund Policy In Use
13 Increment Policy In Use
14 Bonus Policy In Use
15 Accident Policy In Use

Leave Management System

Web‐based Employee Leave Management System streamlines
communication between HR and employees, facilitates simple yet
efficient management of employee leaves. Leave management ensures
that all leave taken and leave requests are properly accounted for. Office
staffs can apply, approve and view leave records without the hassle and
delay of going through the admin staff ‐ it's all at your ID card with
anytime, anywhere access. For employees, this system allows them to
easily determine their vacation availability (from any point‐in‐time) and
request leave online. For managers, leave approval no longer involve

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trails of paperwork. The system provides full audit trails of your staffs'
leave balances and plans. Below are some essential features of leave
management system:
• Organization Leave Policy masters.
• Yearly Leave & Holiday Set‐up.
• Employee leave master (with eligibility for applicable leaves)
• Leave Application (by Employee)
• Leave Application (by Front office/HR)
• Approval / Rejection.
• Request for cancellation of applied leave.
• Leave Approval/Rejection & cancellation.
• Leave encashment.
• Special grants.
• Reports.

ATTENDANCE TRACKING SYSTEM

Tracking the time and attendance of the employees working for the
company can be a difficult task for any business. Careful records will
need to be kept to ensure that all employees are being paid the correct
amount on each paycheck and their earned or taken sick and vacation
time is correctly logged. Keeping track of all of this information for
each employee can be a daunting assignment, but using HR software to
assist in the process can make tracking the time and attendance of
employees much easier and more streamlined. It provides customized
reports for review by HR personnel and department managers.

SECURITY
User can login into system using their corporate email credentials. This
application is accessible only with in office intranet. Application
encrypts all essential information before storing it into database for
better protection of data.

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HEALTH AND SAFETY AT WORK
A young worker or employee must do an assessment of possible health
and safety risks, before they employ in this organization. They must pay
particular attention to their age, lack of experience, and other things that
could be a risk to their health and safety. There are special restrictions
on the following types of work:

 Work which you are not physically or mentally capable of doing.

 Work which brings you into contact with chemical agents, toxic
material or radiation. (E.g. MTS technology department)
 Work which involves a health risk because of extreme cold, heat
or vibration.

You are only allowed to do the work above under the following
circumstances.

 Where it is necessary for employees training.

 Where an experienced person is supervising them.
 Where any risk is reduced to the lowest level that is reasonable.

(E)NIGHT WORK
There are special limits on the hours employees can work at night.
Employees cannot usually work between 10pm and 6am (only for thus
who belongs to non-news Departments like HR, Finance, Accounts, and
Support Service etc.) but journalists are allowed to work on different
sessions in order to their assignments.

(F) HOLIDAYS
Employees are legally entitled to paid holiday in the same way as other
workers. How much paid holiday they get depends on how many days
they work and when they leave year begins

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 CHAPTER-4
METHODOLOGY

Research methodology is a systematic way to solve a problem. It is a

science of studying how research is to be carried out. Essentially, the
procedures by which researchers go about their work of describing,
explaining and predicting phenomena are called research methodology.
It is also defined as the study of methods by which knowledge is gained.
Its aim is to give the work plan of research.

Importance of Research Methodology in Research Study

It is necessary for a researcher to design a methodology for the problem
chosen. One should note that even if the method considered in two
problems are same the methodology may be different. It is important for
the researcher to know not only the research methods necessary for the
research under taken but also the methodology.

In order to contract the report the necessary information has been

collected from the following sources.

a. Primary Sources of Information

b. Secondary Sources of Information.

Primary Sources of Information: The primary data collected from the

following sources:

 Face to face discussion.

Secondary Sources of Information: The secondary data collected from

the following sources:

 Various documents of MTS

 Internet
 Library

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 CHAPTER-5
Findings
MTS is the number one data service provider in Rajasthan. In August 2013, MTS
became the first telecom provider to launch WIFI 3Gdata cards with Huawei.

 International Standard that is being followed as far as the quality of the

products is concerned.
 Has well trained employees to operate the machines.
 Provides excellent services to its employees like canteen, medical facilities,
transportation etc.
 Premises are huge and designed in such a way that the raw materials can
easily transferred from one department to another.
 Safety is given main preference.
 Discipline is being followed.
 Pollution level is low.
 Quality of the products is assured by doing nine different quality tests.
 Everyday feedbacks are taken.
 Excellent training and development system.
 Employee performance appraisal system.
 No discrimination for race, religion, decision making and actions.

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 SWOT Analysis

Strengths
 Web based HR management.
 Diversification
 Good relationship with employees.
 Training for Train up the Employees.
 Immense machineries support.

Weakness
 Manipulation of other Departments.
 Small workforce.

Opportunities
 Skilled workforce.
 Introduce new HR strategies.
 Time to time foreign trade training.
 New employees (fresh graduates) are recruited every year.
 New branches will be opened in different part of India.

Threats
 Market leaders are very experienced in this concern.
 Increase Competition to better customer service.
 Pressure to decrease rate of profit.

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 CONCLUSION

In review this internship has been an excellent and rewarding

experience. I have been able to meet and network with so many people
that I am sure will be able to help me with opportunities in the future.

One main thing that I have learned through this internship is time
management skills as well as self-motivation. When I first started I did
not think that I was going to be able to make myself sit in an office for
eight hours a day, five days a week. Once I realized what I had to do I
organized my day and work so that I was not overlapping or wasting my
hours. I learned that I needed to be organized and have questions ready
for when it was the correct time to get feedback. From this internship
and time management I had to learn how to motivate myself through
being in the office for so many hours. I came up with various proposals
and ideas that the company is still looking into using.

I am going to continue to work for Steve Levine Entertainment although

I am still keeping my options open for new opportunities. I enjoy this
line of work, but I am not sure if there is enough room to grow through
this company. I will continue to work hard in my position and hope to
continue to learn about the industry and meet new people. This was an
excellent experience and I hope that other interns got as much out of it
as I did!

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Limitations of the Report

This dissertation report is my first assignment outside of course

curriculum in the practical life. I the student of BBA program just one
stage behind of completing my formal studies. Before completing the
institutional experience practical performance in the formal stages
become difficult. So in performing this report lack of my proper
practical knowledge is greatly influenced in this performance. Besides
above have to face some other limitations are:

 Time is a major limitation that would mostly with stands a

comprehensive study on the topic selected.
 Various confidential matters, forms, report, were not disclosed to
me from HRD.
 Some strategies of business and operation were restricted to
handover.
 Improper combination among various departments.
 Being busy also another reason of not giving more information.

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 BIBLIOGRAPHY

WEBSITES

 www.google.com

 www.mymtspeople.in

 www.businessdictionary.com/definition/after-sales

 www.mtsgsm.com

 http://www.sistema.com/businesses/telecom/shyam

 www.wikihow.com/Write-a-Report

OTHERS

 ANNUAL REPORT

 INTERVIEW OF RESPONDENTS

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