Minor Project Report

On (Title) :- Recruitment and training Completed In (Companys Name) :- Bharat Sanchar Nigam Limited(BSNL) Submitted In Partial Fulfillment Of the Requirement Of Bachelor of Business Administration

Training Supervisor Name: Dr. Davinder Sharma Designation: Teacher

Submitted By: Name of the student: Jude George ENRNo. /Batch : 02961201709

Submitted To: Banarsidas Chandiwala Institute of Professional Studies, Dwarka, New Delhi (Affiliated to Guru Gobind Singh Indraprastha University)

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DECLARATION

I hereby declare that this Minor Project Report titled Recruitment Practices In Telecom Industry submitted by me to Banarsidas Chandiwala Institute of Professional Studies, Dwarka is a bonafide work undertaken during the period from ____to____by me and has not been submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

(Signature of the Student) Name: JUDE GEORGE Enroll. No.: 02961201709

Date: /

/ 2010

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BONAFIDE CERTIFICATE

This is to certify that as per best of my belief the project entitled RECRUITMENT AND SELECTION is the bonafide research work carried out by Jude George student of BBA, BCIPS, Dwarka, New Delhi, in partial fulfillment of the requirements for the Minor Project Report of the Degree of Bachelor of Business Administration. He / She has worked under my guidance.

Signature Name : Dr. DAVINDAR SHARMA Project Guide (Internal) Date:

Counter signed by Signature Name : Dr. SATISH TANEJA Director Date:

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ACKNOWLEDGEMENTS

Exchange of ideas generates a new object, which helps a person to work in a better way. When a person is helped and provided guidance by others, his heart is found to pay gratitude and commutative appreciation.

This report bears the imprints of many people for this I first express my deep sense of gratitude to our Director, who has been a constant source of inspiration to us.

I express my profound sense of gratitude to my guide Dr Davindar Sharma, for all the encouragement and inspiration given to me during the preparation of this report and having made valuable critical comment on it.

I would be failing from my duties if I do not express my gratitude all my faculty members, for all the encouragement and inspiration given to me during the preparation of the project report and for their their valuable teaching and guidance throughout.

Last but not the least I would like to recognize my parents fot their timely check and suggestions over all the proceedings. To all those people and those unmentioned, my heartfelt thanks.

JUDE GEORGE 61201709

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TABLE OF CONTENTS

S. NO

CONTENT

PAGE NO.

1. 2. 3. 4. 5. 6. 7.

Executive Summary Introduction Objective of the project Research Methodology Findings and conclusions Suggestions\Recommendations Bibliography

6 7 53 62 66 69 71

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EXECUTIVE SUMMARY

Today, Planning in organizations and public policy is both the organizational process of creating and maintaining a plan; and the psychological process of thinking about the activities required to create a desired goal on some scale. As such, it is a fundamental property of intelligent behavior. This thought process is essential to the creation and refinement of a plan, or integration of it with other plans, that is, it combines forecasting of developments with the preparation of scenarios of how to react to them.

Human resources is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). Some of the ojectives are goal realization, recruitment and training, career planning, risk management, job satisfaction, social welfare, tem spirit etc. Each objective needs special attention and proper planning and implementation.

For every organization it is important to have the right person at the right job. Selecting the wrong candidates or rejecting the right candidates can prove to be costly mistakes for the organization. Selection is one area where interference of external factors is minimal.

With reference to this context, this project is being prepared to put a light on the recruitment process in Bharat Sanchar Nigam Limited(BSNL).

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INTRODUCTION DEFINATION AND AN UNDERSTANDING

According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are :A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective.

Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force is important. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

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Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Recruitment policies should always be reviewed as these are effected by the changing environment.

PURPOSE AND IMPORTANCE OF RECRUITMENT

The Purpose and Importance of Recruitment are given below :Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

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RECRUITMENT NEEDS ARE OF THREE TYPES :-

PLANNED i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

THE PROCESS OF RECRUITMENT

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows :-

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

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 Posts to be filled Number of persons Duties to be performed Qualifications required

1) Preparing the job description and person specification. 2) Locating and developing the sources of required number and type of employees

(Advertising etc). 3) Short-listing and identifying the prospective employee with required characteristics. 4) Arranging the interviews with the selected candidates. 5) Conducting the interview and decision making

1. 2. 3. 4. 5. 6. 7.

Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

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The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

PROCESS OF RECRUITMENT

SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. RECRUITMENT SOURCES

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INTERNAL SOURCES OF RECRUITMENT

Some Internal Sources Of Recruitments are given below :-

1. Transfers The employees are transferred from one department to another according to their efficiency and experience.

2. Promotions The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment of such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

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EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

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7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are :-

FACTORS AFFECTING RECRUITMENT

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INTERNAL FACTORS

The internal factors or forces which affecting recruitment and can be controlled by the organization are :1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

3. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is

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planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

EXTERNAL FACTORS

The external factors which affecting recruitment are the forces which cannot be controlled by the organization. The major external forces are :1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. 2. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

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3. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. 4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.
5.

6. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

AN ANALYSIS BETWEEN RECRUITMENT AND SELECTION

Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons

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for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

OBJECTIVES OF RECRUITMENT
1) Support the organization ability to acquire, retain and develop the best talent and skills.

2) Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. 3) Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. 4) Create a pool of candidates so that the management can select the right candidate for the right job from this pool. 5) Attract and encourage more and more candidates to apply in the organization. 6) Increase the pool of candidates at minimum cost. 7) Acts as a link between the employers and the job seekers. 8) Infuse fresh blood at all levels of the organization. 9) Meet the organization's legal and social obligations regarding the composition of its workforce. 10) Increase the effectiveness of various recruiting techniques.

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RECRUITMENT POLICY OF THE COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

      

The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

   

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential.

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Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

y y y y y y

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

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For formulating an effective and successful recruitment strategy, the strategy should cover the following elements :-

1. Identifying and prioritizing jobs Recruitment keep arising at various levels in every organization; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: o Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.

o Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical

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etc.) to focus while interviewing and selecting a candidate.

How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
5.

CHANGING ROLE OF RECRUITMENT INTERMEDIARIES

Recruitment intermediaries, consultancies or agencies are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services.

According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their companys official website. Apart from that, the emerging popularity of the job portals is also growing. But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented

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candidates and the structured recruitment processes. The recruitment intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment. To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organizations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment :1. OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. Advantages of outsourcing are :1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

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3. Turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

2. POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

3. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. Advantages of recruitment are :a. Low cost.

b. No intermediaries

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c. Reduction in time for recruitment.

d. Recruitment of right type of people.

e. Efficiency of recruitment process.

TYPES OF JOB SEEKERS

1. Quid Pro Que These are the people who say that I can do this for you, what can you give me These people value high responsibilities, higher risks, and expect higher rewards, personal development and company profiles doesnt matter to them. 2. I will be with you These people like to be with big brands. Importance is given to brands. They are not bothered about work ethic, culture mission etc.

3. I will do you what you want These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job. 4. Where do you want me to come These people observe things like where is your office, what atmosphere do you offer. Career prospects and exciting projects dont entice them as much. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. A good decision will help cut down employee retention costs and future recruitment costs.

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E-RECRUITMENT

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e-mail. There are more than 18 million resumes floating online across the world. The two kinds of e-recruitment that an organization can use is :Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job. Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references

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through the passers-by applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments.

EQUAL EMPLOYMENT OPPORTUNITY

Equal employment opportunity refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. The term "Equal Opportunity Employment" was first given by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin. The scope of the order also covered the discrimination on the basis of the minority status.

Discrimination in employment Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of :disability y race y age y sex y sexuality y pregnancy y Marital status
y

in employment. No person should be treated less favorably than any other on the basis of the specified issues above. Many countries (like SA) have already implemented Equal Opportunity Act, making it against the law to treat anybody unfairly. Diversity in workforce With the globalization and the increasing size of the organizations, the diversity in the workforce is increasing i.e. people from diverse backgrounds, educational background, age groups, race, gender, abilities etc come together to work for one organization and common objectives. Therefore, it is the responsibility of the employer to create an equality-based and discriminationfree working environment and practices.

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Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be illtreated or harassed by the employer or other employees. Equal Employment Opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover all the employees of an organization whether permanent or temporary, contractual etc.

Equal employment opportunity is necessary to ensure :y y

To give fair access to the people of all development opportunities. y To create a fair organization, industry and society. To encourage and give disadvantaged or disabled people a fair chance to grow with the society.

HR CHALLENGES IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the best people or potential candidate for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum. HR professionals are constantly facing new challenges in one of their most important function-recruitment. They have to face and conquer various challenges to find the best candidates for their organizations. The major challenges faced by the HR in recruitment are:
y

Adaptability to globalization The HR professionals are expected and

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required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

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INDUSTRY PROFILE

INDIAN TELECOM INDUSTRY The Indian telecommunications industry is the world's fastest growing telecommunications industry, with 671.69 Million telephone (landlines and mobile) subscribers and 635.51 Million mobile phone connections as of June 2010. It is also the second largest telecommunication network in the world in terms of number of wireless connections after China. The Indian Mobile subscriber base has increased in size by a factor of more than one-hundred since 2001 when the number of subscribers in the country was approximately 5 million to 635.51 Million in June 2010. As the fastest growing telecommunications industry in the world, it is projected that India will have 1.159 billion mobile subscribers by 2013. Furthermore, projections by several leading global consultancies indicate that the total number of subscribers in India will exceed the total subscriber count in the China by 2013. The industry is expected to reach a size of 344,921 crore (US$ 74.85 billion)by 2012 at a growth

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rate of over 26 per cent, and generate employment opportunities for about 10 million people during the same period. According to analysts, the sector would create direct employment for 2.8 million people and for 7 million indirectly. In 2008-09 the overall telecom equipments revenue in India stood at 136,833 crore (US$ 29.69 billion) during the fiscal, as against 115,382 crore (US$ 25.04 billion) a year before.

HISTORY OF THE TELECOM INDUSTRY

Telecom in the real sense means transfer of information between two distant points in space. The popular meaning of telecom always involves electrical signal and nowadays people exclude postal or any other raw telecommunications methods from its meaning. Therefore, the history of Indian telecom can be started with the introduction of telegraph. Introduction of telegraph The postal and telecom sectors had a slow and uneasy start in India. In 1850, the first experimental electric telegraph Line was started between Kolkata and Diamond Harbor. In 1851, it was opened for the British East India Company. The Posts and Telegraphs department occupied a small corner of the Public Works Department, at that time. Construction of 4,000 miles (6,400 km) of telegraph lines connecting Kolkata (Calcutta) and Peshawar in the north along with Agra, Mumbai (Bombay) through Sindwa Ghats, and Chennai in the south, as well as Ootacamund and Bangalore was started in November 1853. Dr. William O'Shaughnessy, who pioneered telegraph and telephone in India, belonged to the Public Works Department. He worked towards the development of telecom throughout this period. A separate department was opened in 1854 when telegraph facilities were opened to the public.

Introduction of the telephone 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 exchanges 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

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its earlier decision and a license was granted to Oriental Telephone Company the Limited of England for opening telephone exchanges at Kolkata, Mumbai, Chennai (Madras) and Ahmedabad and the first formal telephone service was established in the country. 28 January 1882, is a Red Letter Day in the history of telephone in India. On this day Major E. Baring, Member of the Governor General of Indias Council declared open the Telephone Exchange in Kolkata, Chennai and Mumbai. The exchange at Kolkata named "Central Exchange" was opened at third floor of the building at 7, Council House Street. The Central Telephone Exchange had 93 numbers of subscribers. Bombay also witnessed the opening of Telephone Exchange in 1882.

In 1975, the Department of Telecom (DoT) was separated from P&T. DoT was responsible for telecom services in entire country until 1985 when Mahanagar Telephone Nigam Limited (MTNL) was carved out of DoT to run the telecom services of Delhi and Mumbai. In 1990s the telecom sector was opened up by the Government for private investment as a part of Liberalisation-PrivatizationGlobalization policy. Therefore, it became necessary to separate the Government's policy wing from its operations wing. The Government of India corporatised the operations wing of DoT on 1 October 2000 and named it as Bharat Sanchar Nigam Limited (BSNL). Many private operators, such as Reliance Communications, Tata Indicom, Vodafone, Loop Mobile, Airtel, Idea etc., successfully entered the high potential Indian telecom market.

GROWTH AND DEVELOPMENT

In the last few years the Indian Telecom sector has experienced a tremendous growth. It is the fourth largest telecom market in the world after China, Japan and South Korea. In 2006, the sector had 160 million subscribers and its revenues stood at US$ 19.5 billion. In 2007 India achieved the distinction of having the world's lowest call rates and the fastest growth in the number of subscribers (15.31 million in 4 months). Experts say, by 2012 the Indian telecom industry is expected to reach a size of Rs. 344,921 crores and generate employment opportunities for more than 10 million people.

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IMPACT OF TELECOM SECTER

Economic impact Microeconomics On the microeconomic scale, companies have used telecommunication to help build global empires. This is self-evident in the case of online retailer Amazon.com but, according to academic Edward Lenert, even the conventional retailer Wal-Mart has benefited from better telecommunication infrastructure compared to its competitors. Macroeconomics On the macroeconomic scale, Lars-Hendrik Rller and Leonard Waverman suggested a causal link between good telecommunication infrastructure and economic growth.[31] Few dispute the existence of a correlation although some argue it is wrong to view the relationship as causal. Social impact Telecommunication has played a significant role in social relationships. Nevertheless devices like the telephone were originally advertised with an emphasis on the practical dimensions of the device (such as the ability to conduct business or order home services) as opposed to the social dimensions.

Other impacts In cultural terms, telecommunication has increased the public's ability to access to music and film. With television, people can watch films they have not seen before in their own home without having to travel to the video store or cinema.

ROLE OF TELECOM INDUSTRY

The telecom industry is a decreasing cost industry. Moreover, it plays a crucial role in national security and cultural development because most of the 'command and control' messages and interpersonal dialogues are passed on through telemedia. For these

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reasons, this industry had been, or is still being run as a state-monopoly almost in every country of the world. However, due to absence of competitive forces in national markets, productive inefficiencies were quite vivid in many cases. Consequently, some developed countries opened up their telecom markets for competition. Expectedly, the experience was reasonably successful. As a result, almost all the remaining countries including Pakistan are following the suite. It is, however, interesting to note that competition in this industry has different connotation. A new entrant in this industry first has to have interconnection links with one or more of its rivals, only then it can compete meaningfully. But an incumbent operator that usually possesses enough market power hardly grants interconnection privileges to the new entrant. Hence, the need for a regulatory body can hardly be undermined. The main function of this body should be to facilitate fair interconnection deals that ensure a reasonable rate of return to all efficient operators, minimum possible prices of telecom services to end users and, most importantly, a respectable growth rate for this industry. To make sure that the regulatory body keep performing in the best 'public interest', it is desirable that either an advisory body is set up to review the decisions of the regulatory body, or open forums/hearings are arranged to solicit public opinion on critical issues.

SCOPE OF TELECOM INDUSTRY

The telecom industry is growing at a great pace and the growth rate is expected to double with every passing year. There are many new developments in the telecomm sector, including the ingress of 3G technology that the Indian market is witnessing at present.

Public and Private Players MTNL, BSNL, VSNL are the major Public Players, whereas Airtel, Idea, Hutch, Tata, Reliance, BPL are the leading Private Players in the country. Some of them are entering foreign markets as well. The Bharti Telecom will be launching its services for the NRIs in the US with the help of Airtel CALLHOME service.

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The market shares of the leading public and Private Players

INVESTMENT AND GROWTH In 2005-2006, the telecom industry witnessed a growth of 21% with a total revenue of Rs. 86,720 crores, and the total investment rising to Rs. 2,00,660 crores. It is projected that the telecom industry will be enjoying over 150% growth in the next 4-6 years. The growth also requires a huge investment by the players in the sector. Bharti Airtel is planning to invest about $8 billion by the year 2010. Liberalization policy and some socio-economic factors are mainly responsible for the immense growth in the sales volumes. The lifestyle of the people has changed. They need to be connected to the other people all the time. With the lowering down of the tariffs the affordability of the mobile phones has increased. The finance sector has also come up with loans for handsets on 0% interest. Mobile services providers are also expanding their coverage area by installing more and more antennas and other equipments. The telecom sector in the country has already adopted the latest technological advancements to cater to the demands of the growing market. Telecom Expo India, Convergence India, VAS India and IPTV India being organized year to year are all efforts in this direction.

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Budget 2007 has brought disappointment to the telecom sector. Mobile service providers have been asked to cut down their roaming rentals as well as their long distance and international call tariffs. This has led to discontent on the part of the service providers. However, Telecom Regulatory Authority of India (TRAI) is of the opinion that this will lead to increased use of roaming, which will ultimately lead to more revenue generation. Moreover, with cheaper handsets and lesser tariffs, it is expected that by the year 2010 there will be over 500 million subscribers in the Indian telecom market. Also, the telecom industry this year will be focusing more on rural areas to connect them with the urban areas so that the farmers and the small-scale industries can have faster access to information related to weather and market conditions.

EMPLOYMENT STATUS With the coming of more and more projects, the telecom industry is going for high scale recruitments. There is a huge demand for software engineers, mobile analysts, and hardware engineers for mobile handsets. Besides, there are ample opportunities for marketing people whose services are required to capture more and more customer base. The new projects, setting up of new service bases, expansion of coverage areas, network installations, maintenance, etc are providing more and more employment opportunities in the telecom sector.

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SWOT ANALYSIS

STRENGTHS
y y y y y y y y y

Large talented pool Quality IT training Low labour costs Success of BPOs Good knowledge of project management skills Supportive government policies Many new areas of specialization are being covered making KPO sector spreading its wings Consideration to quality standards like ISO 900x and Six Sigma Billing rates are lower as compared to billing rates in other countries

WEAKNESS y y y y y Immoral and unethical practices related to handling of crucial data Rising wages The inability to uniformly develop and provide infrastructural requirements as real estate prices are rising in major cities. Inadequate Intellectual Property Rights (IPR) protection regime in India Billing rates are higher as compared to billing rates in BPOs

OPPORTUNITIES
y y y

Increasing domain expertise More areas of specialization can be added to KPOs Ample opportunities for SMEs

THREATS
y y

Non retention of talent Expected labour supply gap as jobs grow faster than the workforce.

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BHARAT SANCHAR NIGAM LIMITED(BSNL)

Bharat Sanchar Nigam Limited (known as BSNL, India Communications Corporation Limited) is a state-owned telecommunication enterprise in India. BSNL is the Third largest cellular service provider, with over 66.88 million customers as of June 2010 and the largest land line telephone provider in India. BSNL further plans to increase its customer base to 160 Million by March, 2014. Its headquarters are at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Janpath, New Delhi. It has the status of Miniratna, a status assigned to reputed Central Public Sector Enterprise in India. BSNL is India's oldest and largest Communication Service Provider (CSP).[citation needed] Currently has a customer base of 90 million as of June 2008.[3] It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by MTNL. As on June 30, 2010 BSNL commanded a customer base of 27.45 million Wireline, 72.69 million Wireline subscribers. BSNL's earnings for the Financial Year ending March 31, 2009 stood at INR 397.15b (US$7.03 billion) with net profit of INR 78.06b (US$ 1.90 billion). BSNL has an estimated market value of $ 100 Billion. The company is planning an IPO with in 6 months to offload 10% to public in the Rs 300-400 range valuing the company at over $100 billion.

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BOARD OF DIRECTORS

CMD/Director (HR) & (Finance)- Shri Gopal Das

Director-ConsumerFixedAccess(CFA)-ShriRajeshWadhwa

Director - Consumer Mobility(CM) & (Enterprise)-Shri R.K.Agarwal

Shri R.N.Jha, Govt. Director

Dr. S.K.Kak, Director

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Shri Mahesh Shah, Director

Shri Sanjiv Gupta, Director

Shri Ashish Guha Director

BHARAT SANCHAR NIGAM LIMITED(BSNL)

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Head start: BSNL headquarters, New Delhi. As a state-run firm, BSNL is given preference over private rivals in offering new technologies.

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, MPLSVPN, 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 wide 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

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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.630,000million (US $ 14.37 billion). BSNL plans to expand its customer base from present 47 millions lines to 125 million lines byDecember 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$ 16.67million) 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

JOB SPECIFICATION IN BSNL Job descriptions may have the following elements:


improvement cooperation by giving all members of the organization insight in existing responsibilities/roles enabling career moves within the organization determination of amount of pay per function increase of results by specification of responsibilities and key performance indicators development of job owner by specification of competencies.

  

Desired profile of a candidate

1. Confidence & Self Acceptance, passion and commitment

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2. Follow Through & Persistence 3. Integrity and creativity 4. Clarity of Communication authenticity 5. Positive attitude and an excellent command over English 6. Graduate/Postgraduate and experience from other industry.

FINANCIAL ANALYSIS

CUMULATIVE CAPITAL OUTLAY BSNL has Gross Fixed Assets of over Rs. 132243 Crores (US $ 25.96 billion) as on 31.03.2009.

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GROSS INVESTMANT IN FIXED ASSETS

REVENUE

Revenue earned by BSNL during last five years

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GROWTH PLAN Tender for 93 Million GSM Mobile Lines to meet the requirement for next three to five years. 1000 Base Station rural Wimax project for 12000 CSCs covering all Telecom Circles except A&N, J&K, Kerala & Kolkata Telecom District. 6863 Base Station rural Phase-II Wimax project for 56000 CSCs covering all Telecom circles except Kerala & A&N. CDR based Customer Care & Convergent Billing system. Enterprise Resource Planning (ERP) system country wide. Replacement of life expired exchanges by Class 5 NGN Introduction of Fixed Mobile Convergence to add value to Fixed Network.

SELECTION & RECURITMENT SOURCES OF RECRUITMENT External sources *Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personnel Selection process:*Job analysis *Initial screening *Application bank *Test

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*Interview *Reference check *Medical final and job offer

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 example just shows how expensive selection can be. Hence cost incurred is very important for the success of the selection process.

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.L as we all know that its 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

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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 ramdom 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

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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 behavioral modeling where trainees observe proper work behavior 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.

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Performance appraisal:IN the BSNL performance appraisal doesnt play a great role reason behind that its a government organization but its 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 getting promotion etc. .PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perkto them as well as promotion and pay rise. ITI also get done its HR audit during periodof 2002 to 2005 which included many of its office along with head quaters. 1. Audit objectives:2. The manpower planning done by the Company was adequate to meet its Objectives. The Company ensured optimum deployment of manpower; The Company introduced new recruitment policies and practices and whether they were adequate; Well defined, fair and transparent career progression policies and practices were in place; Well defined, fair and transparent transfer policies and practices were in 3. place;

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4. An effective performance management system was in place; The training imparted by the Company was effective; Clearly defined and effective conduct and disciplinary rules were in place 5. .Incentive and welfare policies and practices were effective. 6. An adequate exit policy had been formulated and implemented by the company 7. But the finding which came out was something different than the thinking of management. The committee has given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees. 8. There were many personnel in different part of organization who were idle and Required to be deployed to be utilized effectively. 9. 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. 10. The company also follow open review system for judging the performance of individuals. 11. 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 organization employee generally get much more than that an employee of public organization but 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.

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COMPETITORS OF BSNL 1) Reliance Communications Limited 2) Bharti Airtel Limited 3) Hutchison Essar 4) Ericsson 5) Nokia 6) Siemens Communications 7) Idea Cellular Limited 8) Tata Teleservices

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RESEARCH OBJECTIVE OF THE PROJECT

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Research Objective of the project

Every research has some objectives, reasons behind the study conducted. Objectives can give a brief idea about the project. The ojectives behind this project as follows :-

1. To study the different sources of recruitment which are adopted in BSNL.

2. TO study different stages of recruitment process which led to selection of a candidate and offer is made to them.

3. To understand what all Recruitment practice being adopted so as to make organization well.

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LITERATURE REVIEW

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LITERATURE REVIEW

RECRUITMENT PRACTICES

A recent survey by the Institute for Corporate Productivity (i4cp - formerly HRI) in conjunction with HR.com has found that 75 per cent of 180 organizations responding either use or plan to use psychological assessment for executive selection and development. Over half (58.3 per cent) currently use such methods, a further 16.7 per cent are considering their implementation. The survey also found that assessments are used most commonly for selection and development (66.4 per cent), and 51.8 per cent of organizations assess candidates for virtually all senior positions. More than half (52.2 per cent) utilize external psychologists to administer assessments, and almost all employ a mixture of tests and interviews (64.4 per cent) and/or comprehensive assessment centers (43.5 per cent). Jay Jamrog, senior vice president, research at i4cp said: "Organizations are placing an increased focus on the development and selection of key talent. Accurately identifying high-performing leaders is critically important when it comes to managing through change in an increasingly competitive global environment. The results of this survey clearly show that organizations are recognizing the demands placed on executives and are using the right tools to assess a leader's abilities to withstand the pressures of high-level jobs." Previous article: Applicants Unhappy With Recruiting Practices July 19 2006 - A new survey from staffing.com finds that recruiting costs have risen and efficiency has decreased despite a growth in organizations applying New Quality measurement from 2% of participating organizations to 40%. Moreover, it appears that applicants are increasingly unhappy with the recruitment and retention practices they encounter.

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Staffing.org's Staffing Performance Report series includes industry specific reports intended to help organizations compare their performance data with their competitors. The industries include:

y y y y y y y y y y y y

Banking Consulting Government Healthcare - Hospitals Hospitality Insurance Manufacturing Retail Services - Non-profit Services - Profit Technology Transportation

The views of hundreds of employees and job seekers, positive and negative, are included to provide what Staffing.org describe as a fuller snapshot of surviving the work-a-day world. The average time taken to fill open positions across all the industries surveyed increased from 51.5 days to 53 days. Banking was the fastest, taking an average of 19 days to hire for retail positions. The Biotech and Pharmaceutical industry was the slowest, averaging 198 days to fill open positions. "By learning what it takes to hire the right person the first time, industries are improving their New Hire Quality and decreasing their New Hire Costs across the board," Nick Burkholder, founder of Staffing.org said. "By employing good communication and a clear process, second tier organizations are now out recruiting top tier organizations in catching the best available candidates." "The job market is easing, and new opportunities are opening up particularly for top level positions, and workers seeking the opportunity for more professional development or career advancement beyond what is possible in their current position are out there looking," he said. "Retaining the best and the brightest is going to become increasingly more challenging, and only those organizations that choose to work hard to keep the best people they have will succeed."

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12 Best Recruiting Practices to Copy

by Dr. John Sullivan Sep 25, 2006 Last week I attended the biannual ERE Expo recruiting conference, the premier event for identifying best practices in recruiting and talent management. Attending it provided many examples of practices others would want to emulate. It also reminded me of several best practices that occur throughout the recruiting profession. Unfortunately, not all companies are allowed to talk in public about their best practices, and almost all are reluctant to brag about them in the media. Fortunately, one of the things I specialize in is tracking best practices and what I call next practices. Below youll find some of my favorite best practices that you might want to consider emulating.

BEST PRACTICES IN RECRUITMENT

1. Valeros business-case model. Using basic statistical regression models, the recruiting function identified the gaps between what the business would need to continue operations and what talent they could bring in via their current model. They then converted that gap into a dollar impact and used that result to sell the executive team and the board of directors on the need to invest heavily in recruiting. Valeros investment in recruiting and talent management has doubled not once but twice as a result of this business-impact business case. The case had such a large impact that the chief executive officer publicly announced that talent management was the firms number one business (not just HR) problem. Another firm that has made a similar excellent business case includes recruiting powerhouse Google.

2. MGM Grands employment branding. With the CEOs full involvement and buyin, this organization has quietly become world class with regards to employment branding. Their approach is comprehensive and has included quantifying the

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organizations promotion rates, publicly thanking those who have excelled and been promoted via newspaper ads, and publicizing internal contests for chefs and bartenders to extend visibility of performance beyond job titles and send a message that opportunities are open to all within the organization. In addition to winning numerous awards for being a top place to work, the Director of Branding has developed a compelling stories inventory for use in spreading differentiated stories about the excellent management practices. She convinced the executive team to become more visible both inside and outside the organization by speaking at conferences and universities and having everyone on the executive team write a blog to keep employees informed and enable them to tell their story in a genuine way.

3. The U.S. Armys use of video games for recruiting. Although many of their recruiting practices are dated, theres no one that even comes close to them in recruiting using video games. The strategy is great because many of the individuals they seek to recruit are avid gamers. By providing an exciting job preview or simulation, they are informing and exciting potential recruits. They are not only the best, but they are also the only large organization that has used simulations to both recruit and to train employees. They even added a little tongue-in-cheek by incorporating a virtual recruiting station within the game. Truly visionary.

4. Googles employment branding. Recently, a major survey by BusinessWeek noted that Google was the number two choice among college students as a place to begin their career. This is an amazing accomplishment for any firm and unprecedented for a firm less than five years old. All of the brand recognition around Google has been developed without employing any of the formal advertising approaches that many other firms rely upon. While Google does have some outrageous benefits and management practices, what truly establishes their great brand is their ability to get their management practices talked about in such a wide range of media outlets.

5. Booz Allens boomerang recruiting effort. One of the highest-quality sources of hires are boomerangs, or employees who have left your firm and then return. Booz Allen, which is also world class in employment branding and the rapid internal redeployment of current employees, has implemented a special team known as the comeback kids to recruit this type of top talent. Incidentally, Deloitte has also produced world-class results, recruiting as many as one-third of all new hires from boomerangs. That is an amazing statistic.

6. Allianz Lifes service-level agreement. Ive seen dozens of recruiting service-level agreements, but there isnt one that comes close to the comprehensive agreement developed by Allianz (printed in the September Journal of Corporate Recruiting

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Leadership). It covers in detail not just what recruiting will do, but also what managers are expected to do.

7. Starbucks workforce planning. Most recruiting managers are deathly afraid of metrics and statistics. However, Starbucks Jason Warner has demonstrated through his convergent analysis that recruiting organizations can prepare for the future by identifying statistical correlations between external environmental factors like unemployment rates and the turnover rates of an organizations managers and employees. Its a simple but compelling concept. Doesnt it make sense that as fewer people are unemployed, others realize that there is less competition and begin a job search?

8. Bank of Americas retreat from outsourcing. Even though every consulting firm on the planet seems to be pushing recruitment outsourcing, Bank of America has chosen to pull back after realizing that outsourcing can negatively affect the quality of applicants and hires, which in turn impacts organizational performance. As an early adopter, they gave outsourced models time to adapt and refined established processes. Ultimately, though, they decided that driving efficiency was not the answer and concluded: Its the quality, stupid. It takes great vision to measure the effectiveness of outsourcing, and even greater courage to drop it when you find its not as fast, cost effective, or focused on quality as you might have hoped.

9. Dells measurement dashboard and superior measure of quality of hire. Less than one in four organizations I encounter use a quality-of-hire measure that is not, for lack of a better characterization, laughable. While Dell is known for employing world-class supply chain analytics, they have recently demonstrated that their great metrics extend throughout the business and into recruiting. By looking at the number of new hires that become top performers within 12 to 18 months, they are hitting the nail right on the head. Great recruiting is not about hiring a large number people or hiring them cheaply; its about hiring individuals who become top performers and who stay with the organization.

10. JP Morgan and the Athletes Alliance for hiring athletes because of their discipline. To say that most college recruiting programs are uppity would be an understatement. They look only at top schools and demand outrageous grade point averages. In addition, they shun athletes and cheerleaders as dumb jocks. But it turns out that athletic competition builds discipline and the willingness to work hard to succeed. These two organizations have realized that individuals with these traits and a history of winning can carry those behaviors in the business world. Bravo to these companies for bypassing the school name, major, and GPA and instead looking directly at skills, abilities, and a track record of producing under intense competition.

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Also worth mentioning is Catholic Healthcare West, which has successfully recruited cardiac nurses at craft events by asking their current nurses where they hang out. Cisco started this approach by recruiting at wine festivals in the late 90s.

11. Valeros college recruiting. The recruiting team at Valero has turned college recruiting into a true competitive advantage. They start their recruiting a month before any planned activities from their competitors, court potential recruits by transporting them in style to corporate headquarters during the academic year, and use grad assistants to identify top talent without having to visit campuses. The numerous practices they combine to create their approach deliver unprecedented success. A close second to Valeros effort is Googles brilliant program for recruiting current students to distribute pizza during final exams and using cookies to identify and change their homepage to recruit individuals at target schools.

12. World-class corporate recruiting websites. Unfortunately, the ERE event reminded me that these websites are all bad, most to the point of embarrassment. When will companies realize that whatever employment branding or advertising you do is instantly lost when 70% of your applicants judge the credibility of what you said based on what they find on your website? Without exception, candidates find dated material, dinosaur technology, and copy thats about as exciting as reading an accounting textbook. When will corporate websites customize the information based on the person visiting and include exciting profiles, interesting job descriptions, wow graphics, and specific information that addresses each of the criteria that top applicants use to select an employer?

Final Thoughts Its time to realize that a recruiting function can become excellent merely by identifying, copying, and then improving upon what other firms have already proven to be effective. Theres no shame in copying from the best. I hope my listing these best practices will spur you to copy a few and maybe develop some new ones on your own. The real key is to be continually learning, identifying what works elsewhere, and then adopting it to fit your culture and situation. Lose your fear, because copying from these world-class organizations is an expected practice at industry giants like GE. Most industry heroes I know view copying as the sincerest form of flattery. Dont be embarrassed: copying should be part of the foundation of what you do.

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RESEARCH METHODOL OGY

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Research Methodology

Research is defined as a human activity based intellectual application in the investigation of matters. The Primary purpose for applied research is discovering, interpreting and the development of methods and systems for the advancement of Human knowledge on a wide variety of scientific matters of our world and the universe. The research methodology is a science that studies how research scientifically solves the problem by logically adopting various steps. Also it defines the way in which data is collected in a research project.

Research can be of two types :y y Primary research Secondary research

Mode of research used in this project is SECONDARY RESEARCH

RESEARCH TYPE : The research is EXPLORATORY RESEARCH

Data source : Secondary data was collected from the following sources :

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y y y y y

Websites Books Magazines Project material Books

DATA ANALYSIS
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Data Analysis

Data is analyzed through SWOT analysis :-

STRENGTH
y y y

All India presence solid infrastructure huge customer base

WEAKNESS
y y y

Overstaffing poor customer care legacy technology

OPPORTUNITY
y y y y

Cellular limited mobility Internet, and voice over Internet services

THREAT
y y

Reliance and other private basic operators

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FINDINGS AND

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CONCLUSIO NS
Findings
1. Conducive opportunities are provided by BSNL to send desired candidates onsite. 2. The candidates who are shortlisted are informed by phones or emails. 3. Candidates willing to join should have a passport before being given the Date of Joining. 4. Various rounds are takes by various HRS and can extend from a few hours to a few weeks. 5. Recruitment in BSNL is also done through institutions and advertisements such as newspapers and job portals and the recruiters. 6. The resumes posted by the candidates on BSNLs website are also considered, and the selected candidates are invited for further rounds. 7. Experienced candidates are given an edge over freshers. 8. The salaries of BSNL employees are less compared to other intercom firms. 9. Leadership qualities, talent and communication techniques are preferred.

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10. Those candidates are preferred who certifications and the short listing is done on the basis of their qualifications. 11. The desired candidates are called for further rounds and the posted resumes on BSNLS website are also considered.

Conclusions

Non-profit organizations serve the public, providing a wide range of services to improve the quality of life of individuals or communities. They are often heavily staffed with volunteers or temporary workers with diverse skill sets, who are strongly motivated by altruism. The transient nature of personnel and short-term inconsistent funding, contribute to non-profits general lack of ability to provide for long term technology plans and budgets. Managing an industry in non-profit community organizations is a challenge, given these varying resources and needs, along with ill-structured Telecom management practices. Non-profit organizations often have a vision for how technology might help them achieve their communitarian goals. However, they often face problems achieving their technology goals because technology planning is often not an explicit part of their organizational practice. Because of the perceived and real complexity of technology, non-profit organizations can get stuck, and are often the last sector to

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realize technology benefits. They focus on the obstacles of HR rather than on their considerable assets with respect to situational and domain knowledge that can be leveraged to achieve their technology goals.

RECOMMEN DATIONS\

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SUGGESTIO NS

o Strategic leadership is crucial in nonprofits. It is usually the trend that leaders with limited knowledge or expertise about information technology tend to assign IT decisions to the IT manager (if there is one) or the staff in charge or the IT consultant. However, this leads to IT decisions that don't take into consideration the policy and strategy implications for the organization. Leaders should always be engaged in the key IT decisions; such an involvement does not require technical expertise.

o Outsourcing the technical proficiencies required for the implementation and support of technology, is usually the best solution for nonprofits willing to engage in IT innovations. The staff should be freed from the overhead of

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hardware and software issues and use the technology towards accomplishing the high-level mission of the organization. It is very important that the staff have a positive experience with the technology for it to be sustained and proved as superior to the previous ways of doing things in order to progress forwards. This can only be reached if the technology is reliable and if technical support and training is constantly available.

o Partnership relationships with similar or complementing organizations is crucial. These kinds of relationships are very promising in the nonprofit sector because of the uniqueness in the mission and value of each organization. Technology implementation can facilitate building social networking and sharing knowledge with others. Collaboration and help in solving technical and usage problems ensure effective adoption.

BIBLIOGRAPHY

Internet: Websites
www.google.com www.wikipedia.org/ www.bsnl.co.in/ http://www.hrmguide.com/ http://recruitment.naukrihub.com www.chrmglobal.com

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http://wiki.answers.com http://jobalerts.successcds.net http://www.slideshare.net

REFERRED BOOKS:Human Resource Management in a Business Context, 2rd edition by Alan Price. y A Beginner's Guide To Recruitment By Mohan Kannegal.

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