RAYAT INSTITUTE OF MANAGEMENT

SUMMER TRAINING REPORT

On

TATA TELESERVICES

RECRUITMENT AND SELECTION PROCESS IN

THE TELECOM SECTOR

By

KARAN POPLI

RAYAT INSTITUTE OF MANAGEMENT

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ACKNOWLEDGEMENT “ACTION IS OUR DUTY, REWARD IS OUR CONCERN ”

I would like to take this opportunity to express my sincere gratitude to all those who have extended their help during the summer internship project and have made this study possible. Because success can never be achieved through individual effort but through teamwork. It was a great learning experience and a very good opportunity to work at Tata Teleservices Ltd. And do a project on Recruitment and Selection Process. I am very thankful to my Industry Guide Mr. Bhakti Bhattacharya (ASSISTANT MANAGER) for his excellent guidance and support during the tenure of internship program. I am also very thankful to Ms.Balampreet Kaur (MENTOR) for guidance and advice provided to me in undertaking the preparation of this report as partial fulfilment of the PGP course. This program has helped me to gain in-depth knowledge about the HR Practices in the telecom sector. Finally I would like to thank the entire HR team of TATA TELESERVICES for giving support, which was very critical in the accomplishment of the project. My sincere thanx to all who directly and indirectly helped me in the making of this project.

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TABLE OF CONTENTS

CHAPTER-1 INTRODUCTION

Importance of study Objective of study Limitation of study About TATA GROUP CHAPTER-2 COMPANY PROFILE ABOUT TATA

Introduction Vision and Mission Company profile Different Indicom Products

CHAPTER-3Recruitment ,Selection and Onboarding(Introduction)

CHAPTER-4Research Methodology

CHAPTER-5Data Analysis

Findings Conclusions Recommendations ANNEXURE

COPY OF QUESTIONNAIRE BIBLIOGRAPHY

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EXECUTIVE SUMMARY

The corporate arena is witnessing rapid changes in workplace styles of management and leadership, work processes and everything else related to work. The degree of changes in the variable may vary from one industry to industry or a corporate house to another but the management is putting its efforts to understand, equip and act to emerge a winner out of the situation. At the core of their efforts is the realisation that the employee is their most valuable asset.

This project emphasizes to understand the recruitment process in the telecom sector and to find a comparison with effectiveness in the organisation. In this process, the numbers of variables which are directly or indirectly affecting the recruitment process of a company were identified out, followed by systematic collection of primary data from all the levels of the employees working in the organisation. The data was collected from all the HR and Employees of all telecom companies in Punjab circleThe variables identified to understand the effectiveness of recruitment and selection process and measuring the effectiveness of the process and how well it is implemented The questionnaire was standardised usingGraphs

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CHAPTER – 1

INTRODUCTION AND BACKGROUND

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INTRODUCTION

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters

Purposes Determine present and future requirements of the firm in

conjunction of personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Increase success rate of the selection process by reducing the no. of

visibly under qualified or overqualified Reduce probabilility that job applicants, once recruited and

selected , will leave Meet organization s legal and social obligation regarding

composition of its work force Begin identifying and preparing potential applicants who will be

eligible candidates. Increase organizational and individual effectiveness . Evaluate effectiveness of various sources and measures of

recruitment.

Traditional recruitment agency

Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment Consultants then Endeavour to match their pool of candidates to their clients' open positions. Suitable candidates are with potential employers.

Remuneration for the agency's services usually takes one of two forms:

A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-

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30% of the candidate’s starting salary), which usually has some form of guarantee, should the candidate fail to perform and is terminated within a set period of time.

An advance payment that serves as a retainer, also paid by the company.

In some states it may still be legal for an employment agency to charge the candidate instead of the company, but in most states that practice is now illegal, due to past unfair and deceptive practices.

Online recruitment websites

Such sites have two main features: job boards and a curriculum vitae database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes.

In recent times the recruitment website has evolved to encompass end to end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organisations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. The online software provided by those who specialise in online recruitment helps organisations attract, test, recruit, employ and retain quality staff with a minimal amount of administration.

Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.

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IMPORTANCE OF STUDY

I got the opportunity to undergo my summer training in a renowned

organization TATA TELESERVICES LTD., Mohali (Punjab) to enhance

my skills in my respective area that is Human Resources.

The research study has increased my knowledge and skills in my

area of specialization. The survey has focused on Recruitment and

Selection process being followed in Telecom sector in the Punjab circle.

Therefore the project has helped me increased my level of knowledge

about how the recruitment and selection process is being followed in the

telecom sector.

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OBJECTIVE OF STUDY

The project report aims at comprehending the recruitment and

selection procedures being followed in various companies in the

Telecom sector in Punjab circle.

To gain more clarity on recruitment and selection

procedure/process followed in telecom sector.

To understand the various policies of recruitment and selection.

To find out the ways of optimizing the recruitment cost.

It also aims at finding ways to reduce the time involved in the

recruitment process.

To increase the effectiveness of the recruitment process.

To know the Joining procedure named as “On boarding” in TTSL.

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LIMITATIONS OF THE STUDY

The following limitations were faced during the study taken were :-

1. Respondents perceived the survey with suspicion, cynicism and indifference. They were discontented, as there were many such surveys conducted in the past. Also they felt such process to be time consuming ad ineffective.

2. In such kind of a survey it is very difficult to get 100% correct opinion and degree of bias may exist in the employee responses.

3. The other major limitation was of time and non availability of the concerned persons at times.

4. The respondents would not have divulged all the information needed because of some of its company policies.

5. Lastly, some amount of error exists in the data filling process because of the following reasons :

- Influence of others

- Misunderstanding of the concept

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- Hurried filling of the questionnaire

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ABOUT TELECOM INDUSTRY

Telecom industry is more than 165 years old, beginning with the commissioning of the first telegraph line between Kolkata and Diamond Harbour in 1839. In 1948, India had 0.1 million telephone connections with a telephone density of about 0.202 telephones per hundred populations. As of June 2007, there were 225.21 million telephone (including cellular mobile) connections in the country with a telephone density of 19.86 telephones per hundred population. Out of total 225.21 million telephone connections, 185.13 million (nearly 82percent) connections pertained to wireless and mobile phones. The process of economic liberalization set into motion since 1991 has led to an improved economic performance for the country as a whole with the usual caveats on the distribution across regions and size classes. This overall good performance is reflected in many sub sectors of the economy and the telecommunications sector is no exception. The provision of telecom and the internet infrastructure is an area where major success has been achieved. In today’s most competitive world it has become necessary to contact and provide right kind of information when and where it is needed. To provide this information to each and every place where it is required there are many sources which plays the key role as a medium. These are the e-mail, telephone, internet etc. among them teleservices are the most suitable and faster source of exchange of information from one place to other place. There are many companies which are dealing in telservices segment like:- airtel, bsnl, TATA indicom, spice, idea, connect etc. To provide better service at the most suitable rates these companies are trying to bring a change in their policies and plans according to consumer market through many ways. Industry wide, India has seen a compounded annual growth rate of about 30% over the past eight years. The increase has come mainly from mobile communications, where the corresponding compound average annual growth rate is 106% per annum. With around 136 million subscribers at present, it is adding about six million a month.

The telecom sector has been performing brilliantly with growth rates surpassing those in China, making India the fastest growing telecom market in the world. India is today adding over seven million subscribers every month with the current subscriber base of over 250 million

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expected to cross the half billion mark by 2010. For a more inclusive economic growth, it is critical to take telecom services to the masses and more importantly to the rural areas. The Reduction in network roll out costs and even lower tariff is necessary for a faster roll out of these services in rural areas. The sector continues to be plagued by multifarious taxes, charges, fees and levies such as license fee, spectrum charges, service tax, entry tax, octroi, stamp duty besides the regular corporate income tax. This is stifling the growth and spread of telecom services. It is estimated that taxes and levies account for more than 40 percent of telecom revenues. The sector therefore continues to be one of the highest taxed despite the fact that it offers the cheapest tariffs in the world. It is important that the present structure of multiple levies is rationalized to make the fiscal environment more conducive. The industry is hence expecting rationalization /simplification of the tax provisions as they apply to telecom services.

Evolution of telecom industry -Important Milestones History of Indian Telecommunications

Year1851 First operational land lines were laid by the government near Calcutta (seatof British power)

1881 Telephone service introduced in India

1883 Merger with the postal system

1923 Formation of Indian Radio Telegraph Company (IRT)

1932 Merger of ETC and IRT into the Indian Radio and Cable Communication Company (IRCC)

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1947 Nationalization of all foreign telecommunication companies to form the Posts, Telephone and Telegraph (PTT), a monopoly run by the government's Ministry of Communications

1985 Department of Telecommunications (DOT) established, an exclusive provider of domestic and long-distance service that would be its own regulator (separate from the postal system)

1986 Conversion of DOT into two wholly government-owned companies: the Videsh Sanchar Nigam Limited (VSNL) for international telecommunications and Mahanagar Telephone Nigam Limited (MTNL) for service in metropolitan areas.

1997 TELECOM Regulatory Authority of India created.

1999 Cellular Services are launched in India. New National TELECOM Policy is adopted.

2000 DoT becomes a corporation, BSNL

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COMPANY MARKET SHARES Company Million Subs (Nov 2003) % share BSNL 40.3 58.8Reliance 6.1 8.9Bharti 5.7 8.3MTNL 4.9 7.2Hutchison 2.9 4.2Idea Cellular 2.1 3.0BPL 1.4 2.1Tata Teleservices 1.3 1.9Spice 1.0 1.4Escotel 0.8 1.1Fascel 0.8 1.1Aircel 0.9 1.4Hexacom :- 0.2

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TATA GROUP

Achievements Of The Company

Various Milestones Achieved by the company year wise

Milestones Year Wise

1865Jamsetji Nusserwanji Tata starts a private trading firm, laying the foundation of the Tata Group.

1902The Indian Hotels Company is incorporated to set up the Taj Mahal Palace and Tower, India’s first luxury hotel.

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1907The Tata Iron and Steel Company(now Tata Steel) is established to set up India’s first iron and steel plant in Jamshedpur. The plant started production in 1912.

1912Tata Steel introduces eight-hour working days, well before such a system was implemented by law in much of the West.

1917The Tatas enter the consumer goods industry, with the Tata Oil Mills Company being established to make soaps, detergent and cooking oils.

1932Tata Airlines, a division of Tata sons, is established, opening up the aviation sector in India.

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1945Tata Engineering and Locomotive Company (renamed Tata Motors in2003) is established to manufacture locomotive and engineering products.

1954India’s major marketing, engineering and manufacturing organization, Voltas, isestablished.

1962

Tata Finlay ( now Tata Tea), one of the largest tea producers, is established.

1968

Tata Consultancy Services (TCS), India’s first software services company, is established as a division of Tata Sons.

1970 1984

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Tata McGraw-Hills Publishing Company is created to publish educational and technical books.

Titan Industries- a joint venture between the Tata Group and the Tamil Nadu Industrial Development Corporation (TIDCO)- is set up to manufacture watches.

2000

Tata Tea acquires the Tetley Group, U.K. This is the first major acquisition of an international brand by an Indian business group.

2001

Tata AIG – a joint venture between the Tata Group and American International Group Inc (AIG) – marks the Tata.

2002

2004

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The Tata Group acquires a controlling stake in VSNL, India’s leading international telecommunications service provider.

Tata Motors launches City Rover- Indicas fashioned for the European market. The first rolled out from the Tata Motors stable in pune on September 16,2003.

2004

Tata Motors acquires the heavy vehicles unit of Daewoo Motors, South Korea.

2005Tata Steel acquires Singapore based steel company Nat Steel by subscribing to 100 percent equity of its subsidiary, Nat Steel Asia.

2006

Tata Credit Launched foundation stone for the Tata Medical Centre unveiled in Kolkata.

2007

Declare to launch low price car it’s a dream project. It will this year 2008.

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CHAPTER- 2

COMPANY PROFILE

A Saga of Vision, Commitment and Fortitude

The Tata Group is unique in more ways than one. Established by Jamsetji Tata in the second half of the 19 th century, the Group has grown into one of the biggest and most respected business organisations, thinks in no small part to its entrepreneurial vision, its commitment to ideals that put people before profits and its fortitude in the face of adversity. TATA is a brand name and it is playing a key role in the growth of the industry. In the beginning it was only in the vehicle segment like: - TATA Trucks, TATA motors etc. But as the time changed it also came into teleservices

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with the name of TATA Indicom especially in mobile segment. TATA came into the teleservices segment in 1995. It was the first to launch CDMA mobile service in India with the Andhra Pradesh circle. Starting with the major acquisition of of Hughes tele.com (India) Limited [now renamed Tata Teleservices (Maharashtra) Limited] in December 2002 the company swung into an expansion mode. With the total investment of Rs 19,924 Crore, Tata Teleservices has created a Pan India presence spread across 20 circles that includes Andhra Pradesh, Chennai, Gujarat, Karnataka, Delhi, Maharastra, Mumbai, Tamil Naidu, Orissa, Bihar, Rajasthan, Punjab, Haryana, Himachal Pradesh, Uttar Pradesh (E), Uttar Pradesh (W), Kerela, Kolkata, Madhya Pradesh and West Bengal. Having pioneered the CDMA 3G1x technology platform in India, Tata Teleservices has established a robust and reliable 3G ready telecom infrastructure that ensures quality in its services. It has partenered with Motorola, Ericsson, Lucent and ECI Telecom for the deployment of a reliable, technologically advanced network. The company which heralded convergence technologies in the Indian telecom sector, is today the market leader in the fixed wireless telephony market with a total customer base of over 3.8 million. Tata Teleservices’ bouquet of telephony services includes Mobile services, Wireless Desktop Phones, Public Booth Telephony and Wire line services. Other services include value added services like voice portal, roaming post-paid Internet services, 3-way conferencing, group calling, Wi-Fi Internet, USB Modem, data cards, calling card services and enterprise services.Some of the other products launched by the company include prepaid wireless desktop phones, public phone booths, new mobile handsets and new voice & data services such as BREW games, Voice Portal, picture messaging, polyphonic ring tones, interactive applications like news,

Cricket, astrology, etc. Tata Indicom redefined the existing prepaid mobile market in India by unveiling their offering – Tata Indicom ‘Non Stop Mobile’ which allows customers to receive free incoming calls. Tata Teleservices today has India’s largest branded telecom retail chain and is the first service provider in the country to offer an online channel http://www.i-choose.in to offer post paid mobile connections in the country. Tata Teleservices has a strong workforce of 6000. In addition, TTSL has created more than 20,000 jobs, which will include 10,000 indirect jobs through outsourcing of its manpower needs.

Today, Tata Teleservices (Maharashtra) Limited serves over 15.9 million customers (with 75% increase in FY 2007 over March 06-sub base)

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covering over 3200 towns. With an ambitious rollout plan both within existing circles and across new circles,

Tata Teleservices is targeting to achieve 100 million subscribers by 2011 offering world-class technology and user-friendly services in 20 circles.Today it is dealing in various segments of teleservices like in mobile, landline, Internet, Data card and other internet and intranet facility. It is growing at a rapid speed in telecom sector and giving ahealthy competition to other companies which are in the same segment. It is more popular in this sector because of its attractive schemes, plans and better facility at a most suitable and competitive price. Its market share is growing rapidly in telecom sector and it is dealing in tele sector very smartly. Tata Teleservices Limited (TTSL) represents Tata Group’s telecom foray in India operates and offers telecom services under the brand name of “Tata Indicom”. Tata Indicom emulates the same “leadership with trust” phenomenon on behalf of the whole Tata Group.

o India’s Largest diversified business group best known

and most respected business houseo 93 operating companies in 7 business sectors:

Information systems and communications, engineering, materials, services, energy, consumer product and chemical.o 32 publicly listed enterprises – among them standout

names such as Tata Steel, Tata Consultancy Services, Tata Motors, Titan and Tata Tea

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o Companies in 8 business sectors. ( Broadcasting is

latest entry consumer durable brand “Croma” launched in October 2006)

o Market Cap of USD 41.8bn

o Revenues for FY 05 – USD 17.8bn - equivalent to

2.8% of India’s GDP.o Largest employer in the private sector with 220,000

employeeso Operations in over 47 countries

o Products and Services exported to 140 countries one

fourth of the group revenues earned from outside India including six continents

o 5 core values – Integrity, Understanding, Excellence,

Unity and Responsibility

Explosive growth in the telecom sectoro Subscriber base as in September 2007 is 377.43

million.o Desktop PC sales expected to grow at 30%.

Notebooks growing 60%o Only 50% Indian population is reached by existing

mobile service networkso Telecom revenues expected to double

VSNL:-

The first telecom service provider in the world to get the prestigious TL-9000 certification, is India’s leading provider of international telecommunications and internet services, has a strong national long-distance presence, and is also the leader in the corporate data market. VSNL has well established relations with over 80 carriers

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across the globe and an infrastructure base that include multiple gateways, earth stations submarine systems.

The company is rapidly growing its retail and corporate presence under the Tata Indicom brand, through products such as high-speed broadband and calling cards. VSNL offers a host of other valued-added services, including television and video up linking, program transmission, frame relay and inmarsat.

VSNL is spearheading the international telecom foray of the Tata Group and has established its presence in key international geographies such as the US, the UK, Singapore and Hong Kong. The company has fully owned subsidiary, VSNL Lanka that operates in Sri Lanka and it is a joint venture partner in United Telecom, a wireless access provider in Nepal.

Additionally, VSNL has acquired Tyco Global Network’s submarine cable systems, which cover three continents with over 60,000 km of advanced optic fibre.

SIGNIFICANT INVESTMENTS- US $ 9.5

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BRAND AMBASSADOR

KAJOL

ONE OF THE BIGGEST BOLLYWOOD STAR

VISION

“Trusted service to 100 million happy customers by 2011”.

TTSL

VSNL

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MISSION

“To empower every Indian to connect with the world affordably”.

VALUES

- fairness through meritocracy - trust based on accountability- tenacity for results- pioneering spirit- excellence in execution- leadership with humility

Introduction to TATA Indicom Products:-

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TATA Indicom Walky:-

TATA Indicom fixed wireless phone:

Tata Indicom is a pioneer in telephony through fixed wireless phones, which are sold under the “Walky”, brand, and is the market leader in the fixed wireless phone category in the Maharashtra circle. The company is positioning Walky as a ‘quick connection’ and targeting areas with low fixed line penetration. They have started offering PCO’s connectivity through the phones and planes to approach small and medium enterprises through its fixed wireless terminals.

The company plans to offer a wide range of value added services on its CDMA network:

1. High-speed data connectivity

2. Content-based SMS services(astrology, news updates, etc)

3. Ring tones

4. Fundoo Dialing (voice portal)

5. Voice mail services

6. Call management services(call forward, call wait, call hold and call conferencing)

7. Web-basedinternet services.

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A range of enterprise solutions (sales force automation, road warrior / VPN, etc)

Tata Indicom Mobile:

The company has installed a state-of-the-art wireless communications infrastructure in the state of Maharashtra by deploying the latest CDMA 3G 1X technology on its wireless network.the company plans to provide 3-wall coverage in Mumbai and Pune to ensure high-quality service with extensive in-building penetration.

Starting with 5 circles in 2000, today Tata Indicom Pay Telephony Business has a presence in 20 circles and more than 200 towns.

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Various Departments in TTSL:-

TATA Teleservices:

Human Resources Project Management I.T Customer Care Marketing Finance Network

I.T

PROJECTMANAGEM-

ENT

HUMAN RESOURCE

NETWORK

MARKETIN-G

CUSTOMERCARE

TATATELE

SERVICESLtd.

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CHAPTER-3

RECRUITMENT ,SELECTION AND ONBOARDING

(INTRODUCTION)

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Theoretically speaking, Recruitment and Selection are 2 separate functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.

MEANING AND DEFINITIONIn simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition of recruitment is:

“It is the process of searching for prospective

employees and stimulating and encouraging them

to apply for jobs in an organization.”

-Flippo

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of selection is

“It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.”

What are the Sources of Recruitment.

The sources of recruitment can be broadly categorized into internal and external sources-

(I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include

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a. Promotions and Transfers – Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply.

a. Employee referrals - Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply.

c. Former Employees -

These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again.

d. Dependents of deceased employees -

Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter are recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.

(II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include

a. Professional or Trade Associations – Many associations provide placement service to its members.

It consists of compiling job seeker’s lists and providing access to members during regional or national conventions.

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b. Advertisements - It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach.

c. Employment Exchanges - Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.

d. Campus Recruitments - Colleges, universities, research laboratories, sports fields

and institutes are fertile ground for recruiters, particularly the institutes.

e. Walk-ins, Write-ins and Talk-ins - The most common and least expensive approach for

candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs.

f. Contractors - They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.

g. Consultants-

They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

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h. Head Hunters- They are useful in specialized and skilled candidate working

in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source

when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.

h. Radio, Television and Internet- Radio and television are used to reach certain types of job

applicants such as skilled workers. Section wherein aspirants can submit their resumes and applications. This provides a wider reach.

i. Competitors- This method is popularly known as “poaching” or “raiding”

which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company.

j. Mergers and Acquisitions - When organizations combine, they have a pool of

employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job

applicants.

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On-Boarding Process

PURPOSE OF ONBOARDING:

To provide guidelines for having a standarized “On boarding & Induction process” for new entrants which aims at creating employee delight & memorable welcome experience ,ensure all materials & equipments to new entrants on his/her day of joining, facilitates in smooth settling down in TTSL, thereby developing a strong & loyal relationship over time.

SCOPE:

This purpose shall be applicable to all on roll entrants, including trainees.

INPUTS:

Following documents are used:. Offer letter. Testimonials provided by employee during joining.. Other information provided by employee during joining.. Medical and authbridge reports.

OUTPUTS:

. Employer branding

. Retention

. Feel good factor and convenience for the new entrant.

REFERENCES:

Best practises across circles in TTSL GLOSSARY:

a) Onboarding -process flow [ Pre joining, On joining, Post joining]b) “Congratulations”- SMS format –to be sent while sending offer.c) Guidelines for completing ‘My Print’.d) Welcome Letter format

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e) Letter to family- formatf) Welcome SMS -24 hours before joiningg) Welcome KitItem to be included in welcome kit . Tata indicom-daily planner . Employee Handbook . Notepad . pen . Temporary ID card . NSSN form with trial form . visiting card request form . “Perface”-base information for realising the job announcement . Tata indicom cap . Tata indicom mug . KRA sheet . joining day feedback formh) First day HR inductioni) First day feed-back formj) 15 day feed-back formk) “Lets Express” meet invitation

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CHAPTER -4

RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY

PRIMARY DATA COLLECTION

Primary data was collected from the prospective people of the

company, which included the HR representative and a sample size

of 12 employees. The data collected basically aimed at finding out

the recruitment process used by their organization.

This was done by two methods:

1) QUESTIONNAIRES

For collecting the data a questionnaire method was used. In this

method a questionnaire was prepared which included close ended

questions in which emphasis was given on studying how the

recruitment & selection is done in Telecom sector.

2) PERSONAL INTERVIEWS

A Personal interview on one to one basis was undertaken with the

respective HR’s from each company to access the information

regarding the recruitment procedure followed by their company.

Also there were interaction sessions with a few employees in

which emphasis was given on studying the recruitment and

selection process being followed in Telecom sector.The responses

of respondents were recorded using the interview method

(conducted one- to-one with HR representatives).

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SECONDARY DATACOLLECTION

Secondary data was also collected from the employees and HR

of respective companies in telecom sector in the Punjab circle to

cross check whether what HR mentioned regarding the process

and policies using for recruitment are actually in practice or not

and whether it they are using it properly or not.

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CHAPTER -5

DATA ANAYSIS

DATA COLLECTION

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In this phase a visit to the following telecom players existing in the

Punjab circle was made:

1)

2)

3)

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4)

5)

These above are various private telecom industry and major competitors and major players and questionnaire was collected from all above companies to gather the information regarding process and strategies of recruitment.

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PHILOSOPHY OF TATA TELESERVICES FOR RECRUITMENT

To actualize the organizational vision of providing “Trusted services to 100 million happy customers by 2011” acquiring and retaining high quality talent is the key to an organization’s success. The recruitment strategy adopted for the same will mirror our corporate image and enhance our brand value.

STRATEGY OF 2008-09

While hiring a TTSLite, would look for the following attributes:

C - Customer Focus

R - Result Oriented

I - Initiative and Speed

S - Self Confidence

P - Passion for achievement

SOURCING STRATEGY

The following sources will be tapped for identifying the potential Human Resources for TTSL:

Employee Referrals Job Portals Internal Recruitment – Walk Ins, News Papers Ads Campus Recruitment Recruitment Consultant

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In this phase the data collected through the questionnaires and personal interviews from HR and Employees of various telecom companies in Punjab circle and all questionnaires are analysed on the basis of sample size of 20 employee from each company. Based on the analysis in the pictorial diagrams such as GRAPHS, and other diagrams have been used below to give suggestions to Tata Teleservices.

NOTE:- All figures are an approximate idea on the basis of sample size of employee of each company and questionnaire filled by the HR.

TOTAL NUMBER OF MANPOWER

NUMBER OF MANPOWER

050

100150200250300350400450

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDIC

OM

NUMBER OFMANPOWER

Fig 1.Total number of employees across the Telecom players of the Punjab circle.

A- Airtel,R- Reliance, T I- Tata Indicom, H-Hutch, S-Spice .

The figure above depicts the figure of total number of employeesacross the various players of the Punjab region.

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RECRUITMENT DONE LAST YEAR

NUMBER OF RECRUITMENTS

0 50 100 150 200

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDICOM

TATA INDICOM

SPICE

CONNECT

RELIANCE

VODAFONE

AIRTEL

Fig. Total number of recruitments done last year (MARCH 2007- MARCH 2008) The above fig shows the total number of recruitments done in a year across the various players of the Punjab region.

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RECRIUTMENT THROUGH VARIOUS SOURCES

0%10%20%30%40%50%

60%70%80%90%

100%

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDIC

OM

TEMPORARY STAFFING

EMPLOYEE REFERRAL

JOB PORTALS

PLACEMENT CONSULTANT

DIRECT APPLICANT

Fig.Total number of recruitments using various sources The above fig shows the percentage of employees recruited using various internal and external sources by the various players of the Punjab region.Maximum percentage is of placement consultant and temporary staffing is used very less and only in Vodafone and connect.

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NUMBER OF ROUNDS FOR INTERVIEW

Fig..Total number of rounds for interviewThe above fig shows the number of rounds conducted for the interview and it depends on the level which is vacant so it is not fixed. In above graph red colour bars show number of 4 rounds , yellow bars show number of 2 rounds, green bar show number of 3 rounds, blue bar shows number of 7 rounds.

0 1 2 3 4 5 6 7 8

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDICOM

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MODE OF INTERVIEW

0% 20% 40% 60% 80% 100%

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDICOM

TELEPHONIC

ONE TO ONE

MIX

Fig: Shows the mode of interview

The above graph shows the mode of interview and maximum percentage is of one to one. Telephonic is not used by any of the above telecom companies.

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COME TO KNOW ABOUT THE POSITION

0% 20% 40% 60% 80% 100%

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDICOM

NEWS PAPER

INTERNET

REFERENCE

CONSULTANT

Fig. Above graph shows how employee come to about the position

Above graph shows how employees come to know about the position vacant in different companies and maximum percentage is of internet as now a days it is more in use as comparatively to other sources.

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PARAMETER OF SELECTION

0%10%20%30%40%50%

60%70%80%90%

100%

AIRTEL

VODAFONE

RELIANCE

CONNECT

SPICE

TATA INDIC

OM

COMMUNICATION

PERSONALITY

JOB KNOWLEDGE

EXPERIENCE

EDUCATION

Fig. Shows different parameters

Above graphs shows different parameters of selection and communication and personality all most have same percentage. As its an approximate idea on the basis of sample size of employees of each company.

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FEEDBACK GIVEN

0 5 10 15 20 25 30 35

FEEDBACK

TATA INDICOM

SPICE

CONNECT

RELIANCE

VODAFONE

AIRTEL

Fig. Show feedback given to employees

After interview held feedback given to employee selected here are some approximate idea as according to the sample size of 20 employee from each company.

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CONCLUSION:-

Above all graphs are on the basis of survey conducted in telecom industry by getting questionnaire filled from the HR and the Employees:

To minimize the recruitment cost & time, telephonic interview / Video Conferencing are being conducted for the outstation candidates.

The other important source of recruitment considered in this sector is the HR Databank/ References from the interviewed candidate.

In a year, the average number of recruitments done in an organization between 150-200.

In case of urgency HR Databank/HR consultant is also considered as an important source.

News paper is not used for as per the data collected because many employees came to know about the position from other various sources.

Number of rounds conducted for interview depends upon the level of job it varies according to that.

Telephonic interview is used very less instead of that other mode of interview is used i.e. mix and one to one

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“How you select people is more important Than how manage them Once they are on the job”

RECOMMENDATIONS AND SUGGESTIONS

Based on my analysis and observations, understanding of the recruitment process of the players and of the current happenings in the TELECOM INDUSTRY following are my recommendations to TATA TELESERVICES

In addition to the parameters being followed in the industry at present following parameters should also be considered:a) Tenure of the employee with the company

b) Home town of the employee c) Marital status

d) Most of the recruitments should be done from internal sources i.e. referrals. It can boost the employee’s morale as he/she is also involved in the organizational work.

The HR Databank to be updated on time to time so that fresh talent can be hired without delay.

Trainings on innovative practices in HR should followed from time to time. Trainings on new Technical skills – Like training on 3G should be given to enhance the morale of people.

Proper scanning and evaluation of freshers should also be done in order to acquire new talent.

In corporate more and diverse sources should be use to fill the vacancies

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QUESTIONNAIRE:- FOR HR

1 Total number of manpower in the organization?

2 How many people you have recruited last year?

3 What are the different levels you follow in:-

In house recruitment Vendors 4 Potential candidates in your organisation are generated

through the following sources:Direct applicantsPlacement consultantsJob portalsEmployee referralTemporary staffing

5 Do you have employee referral schemes?

If yes, the reward given on bringing the candidate on Board is

Monetary reward Non-monetary reward

6 In selection procedure, how many rounds of functional

Interview and HR rounds do you conduct for different level candidate?

7 Do you conduct psychometric tests?

8 Do you conduct background/reference checks?

If yes, is it? External reference check

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Internal reference check

9 Do you bear any expenses of the out-station candidate for t the final interview?

10 If yes, which of the following expenses are covered of the out-station candidate, once he/she is selected?

Travel Transportation of house-hold goods Accommodation

11 On which parameters you select and judge the candidate.

12 The duration of the probationary period for a new joinee in your organization

13 Do you pay notice pay of the last company?

FOR EMPLOYEE

NAME: ………………………..LEVEL: ……………………….DATE OF JOINING: …………………..

1. MODE OF INTERVIEW

2 You came to know about the position through whom?

3 How much time it took after you had forwarded C.V. to the concerned?

4 How much time the company gave you to join?

5 Does organisation pay notice pay?

6 What ate the different rounds of interview happened?

7 Were you reimbursed for your expenses?

8 Is feedback given to you?

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BIBLIOGRAPHY:

BOOKS CONSULTED:Statistical methods S.P. Gupta

Human resource management Stephen Robin

WEBSITES VISITED

www.humanresources.about.com www.google.co.in www.about-hr.com www.citehr.com

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