SYNDICATE 7

PRESENTS

HR PRACTICES IN TELECOM SECTOR

https://www.youtube.com/watch?v=9ZLbSk1Te68

Take away from this presentation:-Roles and responsibilities of HRChallenges faced in managing HRCareer ProgressionUnique HR practice followed in the company

TELECOM SECTOR:2nd largest telecommunication network in the world

Underwent high- pace of market liberalization since 1990s

Top players:Airtel,Reliance,Vodafone,BSNL and Idea

Requires large no. of Telecom Engineers,Product Managers,Administrators and Network Specialists.

Market share of companies of the Telecom Sector:

Bharti Airtel LTD. Commonly known as Airtel.Headquartered at DelhiOperates its GSM Network in 20 countries providing 2G,3G & 4G network.

“Excellence in First People Initiative”-People’s 2012 Awards & a Silver Medal at HRM Awards,Sri Lanka in the year 2012-13

2nd largest in-country mobile operator3 values-AIR:Alive,Inclusive & Respectful

Headquartered in London.Operates(own) in 70 countries across 5 continents.

Vodafone comes from voice data fone.Speed,Simplicity and Trust are the company values.

Its employees are customer-obsessed,innovaton hungry,ambitious & competitive.

Believe that diverse workforce reflects global presence and helps seek customers worldwide.

Reliance Communications also known as RCOMHeadquartered in Navi Mumbai,IndiaEstablished in 2004,it’s a subsidiary of Reliance Group.

“Best telecom companies to work in India” by Business Today

Rated 6th best employer in India.“Our People,our Strength” is their motto.

An Aditya Birla Group CompanyHighest share of rural subscribers.Operates across 22 service areas in India.Thought leadership on MNP.Ranked 17th of India’s best places to work with.

“Best Place To Work” at Asia Communication Award,2013

MANPOWER PLANNING:

RECRUITMENT & SELECTION:

RETENTION:

INTERVIEW OF

Sr. HR Executive Idea cellular limited

A-68 sector-64 NoidaMiddle level manager

Roles and Responsibilities Hire correct people for the right job Administration and facilities. Handle the exit interview once the employee leave. To improve the skills for a particular task To give responsibilities according to the position and skill

level. Sending employee for foreign assignment based on skills.

CHALLENGES FACED BY HRMajor battle will be retaining talented and well-

performing candidates.  Building next generation organizational leaders.  Establishing Healthy and Cooperative Corporate

CultureAttracting Top Talent to OrganizationFlexible Work ArrangementsClear & Transparent Work Culture & Open

LeadershipCareer Advancement Opportunities for EmployeesBetter Compensations

Career progression HR is mostly a graduate profession, however, it is possible to

get into the sector without a degree. The first rung on the ladder is generally HR administrator and

it is here that you will gain an insight into the functions of the HR.

From here your career will naturally progress into a HR assistant role where your responsibilities will increase and you will be expected to play a greater part in recruitment and training procedures.

For those looking for a more traditional structure, the next step up is into an HR Officer position where your you will be expected to undertake professional study accredited by the Chartered Institute of Personnel & Development(CIPD). This will help you to progress to the next step as an HR Advisor before becoming a HR Managerand eventually HR Director.

Training and DevelopmentTraining and development activities are designed in order to impart specific skills, abilities and knowledge to employees.

Step1: Orientation of a new hire: Its a normal process of introducing a new hire to their co-workers, organization and its environment etc.Step 2: Job Specific Training: Bringing the employee to desired level of skills and job requirementsMethods and Techniques of Training

On-the-Job Training (OJT) : also known as learning by doing kind of exercise. OJT requires planning, structure and supervision to be effective for developing a variety of practical and customer-oriented capabilities.

Off-the-Job Training : In-house training (Class rooms or lecture trainings) External or independent (Conducted at the physical location of

job)

LEARNING ENVIORMENT IN IDEA

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

Relation led training - Cross functional Projects - Transformation projects - Performance Coaching - Mentoring

THANK YOU