A STUDY OF RECRUITMENT AND SELECTION PROCESS

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"A STUDY OF RECRUITMENT AND SELECTION PROCESS"
IN
"BHARTI AIRTEL LIMITED"


SUMMER TRAINING PROJECT REPORT
SUBMITTED TOWARDS PARTIAL FULFILLMENT
OF
BACHELOR OF BUSINESS ADMINISTRATION
(AFFILIATED TO CH. CHARAN SINGH UNIVERSITY, MEERUT)
ACADEMIC SESSION (2010-2013)


PREFACE
People are a company's most important assets. They can make or break the fortunes of a business. In today's highly competitive business environment placing the right people in the right position is very critical for the success of any organization.
The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed
In this project I have studied Recruitment and Selection process of Bharti Airtel Limited and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee.
I am privileged to be one of the students who got an opportunity to do my training with Bharti Airtel Limited .My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way.
Bharti Airtel Limited is one of India's leading Telecom Company offering complete Telecommunication Solutions that encompass every sphere of life. In a short span of time, AIRTEL has set an example by having a steady and confident journey to growth and success.
During the training period I have studied deeply the process of hiring in Bharti Airtel Limited and did a SWOT analysis of Bharti Airtel Limited to find out the existing shortcomings and potential threats and thereby recommended suggestion.



ACKNOWLEDGEMENT

In the process of completing this, project Study of consumer behavior about Pureit of HUL. I have received cooperation from many quarters.
I express my sincere gratitude and thanks to Ms. Swati Agarwal (Faculty), IMS Ghaziabad for giving me an opportunity to enhance my skill in my project. I am thankful for her guidance, patience and consummate support. I extend my heartiest thanks to her for enlightening my path. Without her sincere advice, this project has been impossible.
Moreover, I would also like to thank the various people from AIRTEL, NOIDA who were involved with this project and gave me invaluable guidance in this regard. They introduced me to a multi-billion dollar company and made me understand a whole new way of delighting customers Worldwide. Without their help, this project would not have been as comprehensive and detailed as it is.
I also feel grateful and elated in expressing my indebtedness to all those who have directly or indirectly helped me in accomplishing this research.


With Regards,




TABLE OF CONTENT


S.NO
CONTENT
PAGE NO.

1
Preface
1

2
Acknowledgement
2

3
Executive Summary
4

4
Introduction to Topic
5-15

5
Company profile
16-28

6
Objectives of the study
29
7
Research & Selection Process at Airtel
30-51
8
Research Methodology
52-55
9
Data Analysis & Findings
56-72
10
Conclusion & Recommendations
73-74
11
Limitations
75
12
Appendices
76-80
13
Bibliography
81



EXECUTIVE SUMMARY
In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. The Telecom market has been witnessing growth which is manifold for last few years. Many private players have entered the economy thereby increasing the level of competition. In the competitive scenario it has become a challenge for each company to adopt practices that would help the organization stand out in the market. The competitiveness of a company of an organization is measured through the quality of products and services offered to customers that are unique from others. Thus the best services offered to the consumers are result of the genius brains working behind them. Human Resource in this regard has become an important function in any organization. All practices of marketing and finances can be easily emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting the best manpower.
Coverage –The extent and limitation
Like in the case of BPO's, Telecom sector too faces the problem of attrition. Thus, recruitment is an ongoing process carried throughout the year. The project is based on the study of recruitment process. The various recommendations suggested have been the result of the study. The idea is to generate ways of dealing with high attrition and making hiring process manageable and efficient.
To pursue these, I would be going through the recruitment policies of the company. By active participation in the recruitment process, the areas where improvement can be bought about can be identified.




INTRODUCTION
TO
TOPIC


4. RECRUITMENT

According to Fippo-
"It is process of searching for prospective employees &stimulating & encouraging them to apply for job in an organization." It is the activity which links the employer and job seekers.

According to Yoder-
Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force."

It is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e. the no. of applications for a job.
The process of generating a pool of qualified candidates for a particular job is the first step in the hiring process.
The aim of recruitment is to attract qualified job candidates; the word qualified is stressed because attracting applicants who are unqualified for the job is a costly waste of time. Unqualified applicants need to be processed and perhaps tested or interviewed before it can be determined that they are not qualified, to avoid these costs the recruiting efforts should be targeted solely applicants who have the basic qualification for the job.

Recruitment forms the first stage in the process which continues with selection & ceases with placement of the candidates. Recruitment &selection are critical elements of effective human managements.
With the human resource management paradigm they are not simply mechanism for filling vacancies. Recruitment & Selection is a function of major importance to the success of an enterprise.
Placing the individual by:
Merit basis.
Considering the persons interest, backgrounds & physical capacities.
Examining the job available.
Matching the available job recruitments with individual capacities.
 "The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to attain their full worth".
Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills, abilities and experience needed to perform the job successfully. Other steps follow:
Creating an applicant pool using internal or external methods
Evaluate candidates via selection
Convince the candidate
And finally make an offer
Thus, we can say that:
Recruitment is the activity that links employer and job seekers.
It is the process of finding and attracting capable applicants for employment. It begins when their applications are submitted. The result is the pool of application from which new employees are selected.
It is the process to discover the sources of manpower to meet the requirements of staffing schedule.
Recruitment of candidates is the function preceding the selection, which helps to 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 recruit process is to expedite the selection process.
ACTIVITY FLOW
The organization philosophy should be kept in mind while formulating the recruitment procedure.
The HR department would set the recruitment norms for the organization. However, the onus of effective implementation and compliance with the process rests with the heads of the respective functions and departments who are involved in the recruitment and selection process.
The process is aimed at defining the series of activities that needs to be performed by different persons involved in the process of recruitment, the checks and control measures to be adopted and information that has to be captured.
Recruitment and Selection is conducted by:
HR & Branch Manager
Functional Head 

Factors affecting Recruitment:

All organization whether large or small, does engage in recruiting activity this depends upon:
1. Size of the organization.
2. The employment condition in the organization, the efforts of the past recruitment efforts which show the organizations ability to locate good performing people.
3. Working conditions & salary benefit packages offered by the organization which may influence & necessitate future
a) Recruiting
b) The rate of growth of organization
c) The level of seasonal operations & future expansion &production programs.
d) Cultural, economic & legal factor etc.

E- recruitment:
Managers now use emails & the web to bypass campus career centers an email, news letter to the student to get them interested in the firm the manager can take the complete responsibility for all the recruiting. Doing their own recruiting also put them in better touch with the market & their needs.

Sources of Recruitment:
There are a great number of recruitment sources available the most prominent of these sources are:
Current Employees: Many companies have a policy of informing current employees about job openings before trying to recruit them from other sources, internal job postings give current employees the opportunity to move into the forms more desirable jobs however; an internal promotion automatically creates another job opening that has to be filled.
Referrals from current employees: Studies have shown that the employees were hiring through referrals from current employees tend to stay with the organization longer & display greater loyalty &job satisfaction than employees tend to refer people who are demographically similar to themselves which can create equal employment opportunity problems.
Former Employees: A firm may decide to recruit employees who previously worked for the organization these are the people who are laid off or who work seasonally because the employer already has experience with these people, they tend to be safe hires.
Print Advertisement: Advertisements can be used both for local recruitment efforts (newspaper) & for targeted regional, national or international searches for instance; clinical psychologists often find jobs through listing in American psychological association's monthly newspaper.
Internet Advertising: Employers are increasingly turning to the web as recruitment to because on line ads are relatively cheap, are more Employment.
Agencies: Many organizations use external contractors to recruit & screen applicants for position. Typically, the employment agencies are paid free based on the salary offered to the new employees. Agencies can be particularly effective when the firm is looking for an employee with a specialized skill. Another advantage of employment agencies is that they often seek out candidates who are presently employed & not looking for a new job, which indicates that their current employer is satisfied with their performance.

Recruitment in India
Recruitment in India is made through different channels. Recruitment procedure is quite systematic & not wholly scientific.

Channels of Recruitment:
Recruitment through intermediaries
Recruitment through contractors
Direct Recruitment
Recruitment through employment exchange
Other Methods
Through Trade Union
Through Labour Office
Through referee
Recruitment through the web

This kind of recruitment is called e-recruitment; the company sends the newsletter to the candidates, regular job updates to target the right candidate. The company selects the candidate from the data base available this helps the company to directly contact the candidate. Once a firm has prepared a job description & person specification. It will be time to advertise the vacancy. They can do this internally or externally.
Internal Recruitment:
Internal recruitment involves findings someone already employed by the Organization to fill the vacancy.

Advantages of Internal Recruitment:
Applicants will already know the company & its methods of working & are therefore likely to settle into the job a great deal easier than external candidates.
The cost of recruitment is reduced, there will be no need for external
Advertisements & all administrative cost & time involved in dealing with applications.
Internal Recruitment & promotions will increase motivation of work force.

External Recruitment:
External Recruitment means looking outside the company for candidates for vacancy.

Advantages of External Recruitment:
Introduces new people with new ideas, can allow leaps forward in thinking and helps avoid getting stuck.
Wider range of candidates giving more choice.
Takes advantage of training provided by other companies, reduces costs & increase skills.
There are a wide variety of methods firm can use to find suitable candidates the actual method or methods used will depend upon the type of vacancy & number of vacancies available.
For skilled & professional workers it may be appropriate to use to find suitable candidates. The actual method or methods used will depend upon the type of vacancy & the number of vacancies. Headhunters can be used when senior management positions become vacant. Head hunters will use their knowledge of employment market to find suitable candidates.
For semi skilled workers advertisements in local & nation newspaperman are appropriate. The job center can be used for clerical administrative& unskilled workers.

RECRUITMENT PROCEDURE

RECRUITMENT PROCESS
When there is any vacancy in any department or is going to arise the concerned department informs the HR Department. If an internal transfer or selection can be done then the application is asked from employees who are interested in career shifts can be selected to
the vacant place. The vacancies are internally advertised on the notice board.

Internal Sources:
Internal sources consist of employee referrals which enable quick availability of CVs to the HR department earning better posts through referrals benefits the employees & getting quickly eligible candidates & high moral of the employees benefit the company. But these internal references are limited to filling up vacancies at the lower level.

The following guidelines are issued to streamline the internal recruitment procedure.
An employee must have at least worked for 5 years in the position where he is working to become eligible for internal Recruitment.
Employees in the contractual obligation should also be permitted to apply against internal advertisement but it depends on his qualification & efficiency work.
External Sources:
External Recruitment is conducted when there is no internal force to fill up the vacancy & the company is looking out for new candidates. The external sources are used for recruiting permanent employees or who are higher up impositions.

External Sources Used are:
Placement Agencies or consultants: - The vacancy is communicated to the placement agency along with the job description & other specification. The CVs are sent in to the company where the HR Manager & the concerned department head specify according to their recruitment.
Advertising: - Advertisements are given by- newspaper likes The Times of India, Indian Express etc about the vacancy along with minimum qualification requirement. Advertisement is used when qualified or experienced personnel are not available from other sources.
Central Employment Exchange:-The HR Manager contacts the employment exchanges & gets the suitable candidate for the required job.

SELECTION PROCEDURE
The various steps in the selection of the desirable person in the employment procedure starts only after the applications from the prospective employees are receive by the concern .These applications are scrutinized considering the standard set out by the organization,. The application are screened out at each step and those who are found borne job
are selected finally .The following are the necessary steps generally involved in the selection process;-
Preliminary interview
Application blank
Employment Test
Employment interview
Reference check
Medical examination
Final selection

STEPS IN SELECTION PROCEDURE:-

Preliminary interview:
It is the first step after receipt& scrutiny of the applications forms in the Selection process. The purpose of this type of interview is to eliminate
the unqualified or unsuitable candidates .It should be quite brief just to have
an idea of general education,experience, training, appurtenance, personality etc.
of the candidate & to obtain his salary requirements.

Application Blank:
A blank application or application blank is the next important weeding out device in the selection procedure. The successful candidates in preliminary interview supplied with the application blank to get a written record of the following information. Identify information such as family background date & place of birth, age, sex, height, citizenship, marital status etc. Information recording education: It include information about his academic career ,subject taken at various levels ,school certificate & degree level, grade, division or place awarded in school & college, technical qualification etc. Expected salary, allowance & other fringe benefits.

Employment test
Psychological& other test are becoming increasingly popular even in India as a part of the selection process. However their utility is controversial .The personnel department can guide & help in the selection of type of tests appropriate for a particular position.

Employment Interview:
Perhaps this is the most complex & difficult part of the selection process. The purpose of interview is to determine the suitability of the applicant for the applicant for the job & job for the applicant. Interview must be conducted in a friendly atmosphere & the candidate must be asked the Basis of job specification. Unwanted questions should be avoided

Reference Check:
Employers generally provide a column in the application blank for Reference. If the applicant crosses all the above hurdles an investigation May be made on the reference supplied by the applicants regarding his Past employment, education, character, personal reputation etc. Reference maybe called upon on telephones or may be contracted through mail or personal visit. Additional information can also be recorded by asking the questions from references.
Medical Examination:
In almost all the companies even in India medical examination is a part of the selection process for all suitable applicants. It is conducted of the final decision has been made to select the candidate. This is very important because a person of poor health may generally be absent from work & the training given to him may go waste. A person suffering from any disease nay spread it amongst others & all this effects the working of the concern.

Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. An appointment letter will be given to him mentioning the terms of appointment, pay scales, and post on which Selected, when he joins the organization etc. It is the primary duty of the HR manager to introduce him to the company & his job.

In the selection of the candidate whatever may be the procedure the
personnel department plays an important role. It should be kept in the mind
that the decision to recruit the personnel is not taken by the personnel
Department. It however assists the top executives in selecting the candidate
by devising the application from preparing the job description & setting the
job specification.


5. COMPANY PROFILE - AIRTEL

Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises.
Bharti Airtel, formerly known as Bharti Tele-Ventures Limited (BTVL). India's largest and world's third largest cellular service provider.
More than 100 million subscribers as on 31 May 2010.
Airtel brand is headed by Sunil Bharti Mittal.
Airtel provides mobile & fixed wireless services using GSM technology across 23 Countries.
India's First Telecom Company that provides telecom services in all the circles.
The company also has a submarine cable landing station at Chennai.
Company shares are listed on The Stock Exchange, Mumbai (BSE) and The Per Share price of Airtel in BSE is Rs 840.40 (17 may 2009).

CORE BUSINESS AREA
Mobile Services - We offer mobile services using GSM technology on 900MHz and 1800MHz bands, and are the largest wireless service provider in the country, based on the number of customers. Its 85,650,733 mobile customers accounted for a market share of 24.7% of wireless market, as on December 31, 2008. It offer post-paid, pre-paid, roaming and value added services through our extensive sales and distribution channel covering 1,069,706 outlets. Its network is present in 5,057 census towns and 401,882 non-census towns and villages in India, thus covering approximately 79% of the country's population. Its network operating centres, which monitor the health of its mobile network, is located in Gurgaon, near Delhi, and Chennai.

Telemedia Services –It provide broadband (DSL) and telephone services (fixed line) in 95 cities with growing focus on new media and entertainment solutions such as DTH and IPTV. They had 2,619,461 customers as on December 31, 2008 of which 37.9% were subscribing to broadband/internet services. Its product offerings in this segment include supply and installation of fixed-line telephones providing local, national and international long distance voice connectivity and broadband Internet access through DSL. They also remain strongly committed to our focus on Small and Medium Business enterprises. They provide a range of customised Telecom/ IT solutions and aim to achieve revenue leadership in this rapidly growing segment of the ICT market. The strategy of their Telemedia business is to focus on cities with high revenue potential, except for DTH which is an all- India offering. Airtel digital TV is available to customers through 23,200 retail points in 120 cities across the country.

Enterprise Services - Enterprise Services provides a broad portfolio of services to large Enterprise and Carrier customers. This division comprises the Carrier and Corporate business units. Enterprise Services is regarded as the trusted communications partner to India's leading organizations, helping them to meet the challenges of growth.

Carriers – Carrier business unit provides long distance wholesale voice and data services to carrier customers as well as to other business units of Airtel. It also offers virtual Calling card services in the overseas markets. The business unit owns a state of the art national and international long distance network infrastructure enabling it to provide connectivity services both within India and connecting India to the world. The national long distance infrastructure comprises of 90,205 kms of optical fibre, over 1,500 MPLS and SDH POPs and over 1,250 POIs with the local exchanges, providing a pan India reach.

Corporate – This business unit delivers end to end telecom solutions to India's large corporate. It serves as the single point of contact for all telecommunication needs for corporate customers in India by providing full suite of communication services across data, voice and managed services. It specializes in providing customized solutions to address unique requirements of different industry verticals; BFSI, IT, ITeS, Manufacturing and distribution, media, education, telecom, Government and PSUs and retail among others. Backed by the alliances with leading technology companies worldwide and state of the art infrastructure, it offers complete range of telecom solutions. These solutions enable corporate to network their offices within India and across the globe, provide them infrastructure to run business critical applications and provide them means to connect with their customers, vendors and employees.

Passive Infrastructure Services – Bharti Infratel provides passive infrastructure services on a non-discriminatory basis to all telecom operators in India. Bharti Infratel deploys, owns and manages passive infrastructure on an all India basis. The company had approx 61,355 towers as on December 31, 2008, out of which 35,066 towers would be transferred to Indus Towers Ltd (a Joint Venture between Bharti Infratel, Vodafone & Idea Cellular). An Indus tower has built 10,433 towers during April 2008 to December 2008.




HISTORY

Bharti Tele-Ventures was incorporated on July 7, 1995 as a company with limited liability under the Companies Act, for promoting telecommunications services. Bharti Tele-Ventures received certificate for commencement of business on January 18, 1996. The Company was initially formed as a wholly-owned subsidiary of Bharti Telecom ltd.
The chronology of events since Bharti Tele-Ventures was incorporated in 1995 is as follows:
Calendar year & Events


Year
Events
1995
Bharti Cellular launched cellular services'AirTel'in Delhi

1996
STET International Netherlands NV, or STET, a company promoted by Teleco Italia, Italy acquired a 20% equity interest in Bharti Tele-Ventures.
Bharti Telnet launched cellular services in Himachal Pradesh.




1997

Bharti Telnet obtained a license for providing fixed-line services in Madhya Pradesh circle.
Bharti Telecom and British Telecom formed a 51%: 49% joint venture, Bharti BT, for providing VSAT services.


1998

First Indian private fixed-line services launched in Indore in the Madhya Pradesh circle on June 4, 1998 by Bharti Telnet thereby ending fixed-line services monopoly of DoT (now BSNL)

1999
Bharti Tele-Ventures (by acquiring a 63.45% equity interest in SC Cellular Holdings) acquired an effective 32.36% equity interest in Bharti Mobile (formerly JT Mobiles), the cellular services provider in Karnataka and Andhra Pradesh circles
New York Life Insurance Fund, or NYLIF, acquired a 3% equity interest in Bharti Cellular.

2000
Bharti Tele-Ventures acquired an effective equity interest of 40.5% in Bharti Mobinet (formerly Sky cell Communications), the cellular services provider in Chennai.
Bharti Tele-Ventures acquired a 30.2% equity interest of Telecom Italia in Bharti Telnet and 18.8% from Bharti Telecom thereby making Bharti Telnet a 100% Subsidiary of Bharti Tele-Ventures
SingTel (through its investment company Pastel Limited) acquired STET's 15.3% equity interest in Bharti Tele-Ventures
2003
Bharti Telescopic entered into a joint venture, Bharti Aqua net, with SingTel for establishing a submarine cable landing station at Chennai.
Bharti Cellular acquired a 100% equity interest in Bharti Mobitel (formerly Spice Cell), the cellular services provider in Kolkata.
Bharti Tele-Ventures acquired 85% and 15% in Bharti Telespatial from Bharti Telecom and Intel, respectively.
Bharti Tele-Ventures acquired a 44% equity interest in Bharti Cellular from British Telecom, thereby making Bharti Cellular its 100% subsidiary.
Bharti Telnet entered into license agreements to provide fixed-line services in the Haryana, Delhi, Tamil Nadu and Karnataka circles
Bharti Telesonic entered into a license agreement with the DoT to provide national long distance services across India.
Bharti Telnet launched fixed line services in Haryana under the brand name of TouchTel.
2004
Issue price fixed at Rs 45 per share, floor price fixed by the company.
Raises Rs 834crore
On 19 October 2004, Airtel announced the launch of a BlackBerry Wireless Solution in India. The launch is a result of a tie-up between Bharti Tele-Ventures Limited and Research In Motion (RIM)
Shares listed on BSE and NSE opens at 11% premium to its issue price of Rs 45.
Enters into a 5-year agreement with Escotel and ETL of the Escorts group to contract leased line connectivity for its cellular operations.
ICICI Bank ties up with Bharti for pre-paid mobile cards via ATMs.
Sunil Mittal, Chairman & Managing Director of the company, bags Businessman of the year award by Business India.
2005
Airtel breaks interconnectivity with Tata Teleservices in Andhra Pradesh Circle.
Air Tel launches Local direct dialling facility in Chennai circle.
Mobilises 5 m long term foreign currency borrowings for expansion of cellular operations
Bharati Cellular unveils CareTouch service.
Punjab, Haryana get free incoming calls from Airtel.
Airtel provides SMS facilities to hearing impaired in Chennai
Goa, Maharashtra gets 'voice portal' services by Bharti Cellular.
Airtel mobile service in Chennai today launched its GPRS (General Packet Radio service) network and an MMS (multi-media messaging) on the GPRS platform.
Airtel surpasses 4 lakh subscriber base in Karnataka.
2006
Bharti unveils new card for Mecca pilgrims
Airtel enrolls 50,000 customers in its mobile service in 60 days
Launches WAP enabled portal Service in Kerala
Bharti Cellular's Airtel has extended its mobile connectivity to Karaikkal, Nagpur, Mannargudi and Kovilpalayam in Tamil Nadu circle.
Samsung India Electronics Limited has tied up with cellular operator Bharti for bundling its mobile handsets with a connection.
Airtel launched two-way international roaming and GPRS for prepaid customers in the Maharashtra and Goa circles.
2007
Airtel launches video services for its GPRS customers on February 22, 2005
Airtel unveils new TV ad featuring Sachin, Sharukh
Bharti Tele-Ventures launches telecom network in Andaman & Nicobar
BTVL unveil fixed line, broadband services
Bharti inks 5-m deal with Nokia for rural network expansion
Bharti Tele Ventures - Airtel introduces BlackBerry Connect in India.
Bharti Tele Ventures announces agreement with Vodafone




2008
Airtel unveils Re 1 STD plans
Airtel sets up customer centre
Sunil Mittal bags CEO of the Year award.
Cellebrum join hands with Airtel.
Airtel Mega unveiled in Coimbatore
Airtel joins hand with Microsoft.
2009
Bharti Airtel, telecom major, has come out with a slew of initiatives including buying out SingTel's 50 per cent stake in joint venture undersea cable company Network i2i.
Bharti Airtel Ltd has announced the following changes in the operational leadership Structure and roles in the Company effective April 01, 2007.
Airtel signs agreement with HTC for touch screen mobile.



2010
On 18 May 2010, Airtel won 3G spectrum in 13 circles: Delhi, Mumbai, Andhra Pradesh, Karnataka, Tamil Nadu, Uttar Pradesh (West), Rajasthan, West Bengal, Himachal Pradesh, Bihar, Assam, North East, Jammu & Kashmir for 122.95 billion.
Bharti Airtel wins broadband spectrum in four circles: Maharashtra, Karnataka, Punjab and Kolkata for 33.14 billion.
On 18 November 2010, Bharti Airtel announced a re-branding campaign wherein, they would be referred as Airtel, with a new logo.
On 20 December 2010, Airtel launched its new identity for Bangladesh subscribers.
On 23 December 2010, Airtel opened its first underground terrestrial fiber optic cable built in alliance with China Telecom.


2011
On 24 January 2011, Airtel announced the launch of its 3G services in India.
On 31 January 2011, Airtel launched wallet service - Airtel Money in the millennium city of Gurgaon.
On 18 February 2011, Airtel Digital TV brings cricket world cup in High Definition.
On 14 March 2011, Bharti Airtel announced the launch of 'Airtel Broadband TV'.
On 11 April 2011, Bharti Airtel and Apple bring the iPhone 4 to India.
On 18 April 2011, Bharti Airtel enters into a partnership with photo service Zoomin.com.
On 17 May 2011, Airtel launches the world's first USSD-based Facebook access service in India – Facebook by Fonetwish.
On 2 June 2011, Bharti Airtel offers on-demand online movie viewing services - launches 'Airtel Movies'
On 16 June 2011, Airtel digital TV launches iKisaan – the world's first interactive service in Hindi.
On 27 June 2011, Airtel 3G launches international video calling services.
On 7 July 2011, Bharti Airtel announces new organization structure for its India and South Asia operations.
On 18 July 2011, Airtel digital TV adds 41 new channels.
On 25 July 2011, Bharti Airtel Launches Facebook for Every Phone.
On 16 August 2011, Wide availability of Airtel Service Centers in Rajasthan creates easy touch points for customer service.
On 19 September 2011, Bharti Airtel announces GO! GO! GOAL Contest 2011.
On 22 September 2011, Airtel digital TV brings the TV series "Johnny Test" to India.
On 26 September 2011, Airtel Youth Star kicks off 'Friends Dance Carnival' in Andhra Pradesh.
On 28 October 2011, 2011 Formula 1 Airtel Grand Prix of India Winner's Trophy Revealed.
On 1 November 2011, Airtel digital TV now has 11 True HD channels, Expands total channel count to 262.
On 11 November 2011, Bharti Airtel named amongst the top 25 companies for leaders globally.
On 25 November 2011, Mr. Sharlin Thayil, CEO – Bharti Airtel, AP launches iPhone 4S in Hyderabad.
On 1 December 2011, Airtel introduces India's first free mobile access to Twitter.
On 12 December 2011, Bharti Airtel recognized for the delivery of best network services with customer focus at Telecom Centre of Excellence Awards.
On 21 December 2011, Airtel launches exciting recharge offers for mobile customers in Rajasthan.
2012
On 11 January 2012, Airtel launched Comedy FM on Airtel Mobile.
On 12 January 2012, Airtel launches all new "BBM Plan" for its postpaid mobile customers on Blackberry On 23 January 2012, Airtel prepaid mobile recharge made easier with net banking at www.airtel.in
On 30 January 2012, Airtel digital TV launches iKidsworld
On 2 February 2012, Airtel launched Vh1 Radio GAGA powered by Hungama on Airtel Mobile
On 3 February 2012, India's largest collection of Hello Tunes is now available online for Airtel mobile customers.
On 4 February 2012, Bharti Airtel announces consolidated IFRS results for the third quarter and nine months ended 31 December 2011. On 10 February 2012, Bharti Airtel launched 3 Pack Education Portal for its mobile customers across India. On 27 February 2012, Bharti Airtel selects Infosys as its technology partner for Airtel money.
On 29 February 2012, Bharti Airtel appoints Nokia Siemens Networks to supply, manage 4G network in Maharashtra.
On 27 May 2012, Bharti Airtel announced its strategic foray into the mobile advertising (m-Advertising) segment, in India. In 2012, Bharti Airtel signed a pact with Opera Software, to provide its customers with Opera Mini browsers
On 24 October 2012, Bharti Airtel's mobile user base in Africa crosses 60 million.
2013
On 4 February 2013, Bharti Airtel launches its emergency alert service in eastern region.








Organisational Structure- Bharti Airtel
MD & CEO
MD & CEO

Board of Directors
Board of Directors

General Manager
General Manager


Finance ManagerMarketing ManagerHR Manager
Finance Manager
Marketing Manager
HR Manager

Project Manager(M, F, HR)
Project Manager
(M, F, HR)


Team Leader
Team Leader

Project Trainee
Project Trainee




PRODUCTS
Products
Products


VoiceDataMobile servicesBroadbandVoiceDTHIPTV
Voice
Data
Mobile services
Broadband

Voice
DTH
IPTV


MARKET SHARE:
Figure: 1.1A Service Provider Market Share As on 31st January, 2013Source: Telecom Regulatory Authority of India
Figure: 1.1
A Service Provider Market Share As on 31st January, 2013
Source: Telecom Regulatory Authority of India
NATIONALCOVERAGE:

6. OBJECTIVE OF THE STUDY

The objective of the study is to analyze and evaluate selection process for BHARTI AIRTEL.

To know the perception of employees regarding recruitment and selection process.

The main objective is to select right candidates to the right jobs to reduce the cost of the employment and losses occurred due to error made by the employees which are not appropriate to the corresponding job.

The objective of this study is to find out the most efficient employee for the organization i.e. Bharti Airtel Limited.

To suggest ways to improve Recruitment and Selection in Bharti Airtel Limited.

To know whether employees are working according to their predetermined duties and responsibilities or not.

To Study the implication of HR Manager in finding out what are various ways and means to improve working capacity of the employees that have been adopted by the Company.




7. RESEARCH & SELECTION PROCESS AT AIRTEL
Introduction: 
The project discusses "HR Practices in Airtel". HR helps the Organization to manage its human assets more strategically so that it can attain higher levels of performance and greater profitability. The HR manager assists employees in finding ways to increase productivity and to reinforce the organization's core competencies by teaching skills that contribute to organizational growth. Additionally, HR works to develop an environment that encourages affiliation, responsibility and commitment.

Human Resource management functions:
Analyses jobs and skills needed in the organization.
Assesses, develops and implements policies, procedures and systems.
Recruits and selects workers
Appraises performance.
Rewards workers through the implementation of compensation systems.
Designs and delivers training, development and educational programs for
employees to provide the organization with the skilled resources it needs.
RECRUITMENT AND SELECTION
 "The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to attain their full worth".
Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills, abilities and experience needed to perform the job successfully. Other steps follow:
Creating an applicant pool using internal or external methods
Evaluate candidates via selection
Convince the candidate
And finally make an offer
Scope: To define the process and flow of activities while recruiting, selecting and appointing personnel on the permanent rolls of an organization.
Authorization:
S.NO.
Authorized Signatory
1
Head- Human resource
2
Managing director
Amendments and deviations:
Any amendments to and deviations from this policy can only be authorized by the Head-human Resources and the Managing Director.
Exclusions:
The policy does not cover the detailed formalities involved after the candidate joins the organization.

RECRUITMENT PLANNING
Recruitment planning on the basis of budget
The manpower planning process for the year would commence with the company's budgeting activity. The respective Functional heads would submit the manpower requirements of their respective functions/ departments to the board of Directors as part of the annual business plan after detailed discussion with the head of human Resource Function along with detailed notes in support of the projected numbers assumptions regarding the direct and indirect salary costs for each position.
A copy of the duly approved manpower plan would be forwarded by the HR department for their further actions during the course of the year. The annual budget would specify the manpower requirement of the entire organization, at different levels, in various functions/departments, at different geographical locations and the timing of the individual requirements. It would also specify the requirement budget, which is the cost allotted towards the recruitment of the budgeted staff and the replacement of the existing employees. The manpower plan would also clearly indicate the exact time at which the incumbent should be on board in such a way that the Regional HR has adequate notice for the time lapses involved in sourcing any other activities.
The Regional HR's would undertake the planning activity and necessary preparations in advance of the anticipated requirements, as monthly and quarterly activities on the basis of the approved budget, estimated separations and replacements therefore.
The vacancies sought to be filled or being filled shall always be within the approved annual manpower budget and no recruitment process shall be initiated without the formal concurrence of the Head of the Regional HR under any circumstance. Head of the Regional HR shall also have the responsibility to monitor the appointments being considered at any point of time with specific respect to the duly approved manpower budgets.

Review of Manpower Plans and Additional Manpower
Review of manpower budgets shall take place on a quarterly basis. In the event of any new position or any deviations to the original plans, details of the positions maybe forwarded to the VP-HR along with the adequate supporting information. The recommendations would normally require a formal approval of the Managing Director. Alternately, VP-HR may record the summary of his discussion with the Managing Director and the MD's approval on the recommendations, to signify the final decision taken regarding the recommendations.
SOURCING OF SUITABLE CANDIDATES
Selection of Sources
Regional HR would tap various sources/channels for getting the right candidate. Depending on the nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional HR would use any one multiple sources such as:
Existing database (active application data bank);
Employee referral as per any company scheme that may be approved from time to time;
Advertisement in the internet/newspapers/magazines/company's sites/job sites or any other media;
Placement Agencies (particularly for positions of Managers and above);
Headhunting firms particularly for senior positions, specialist positions and critical positions;
Direct recruitment from campuses/academic institutes;
Job websites and any other appropriate sources.
The norms for using any of the sources are not water tight. Number of positions, criticality of positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost considerations would play a role in the choice of the appropriate sourcing mechanism.

ADVERTISEMENTS
All recruitment advertisements (in any form and any medium) shall always conform to the KLI compliance norms and would not be released by any department or branch without the approval of the VP-HR. depending on the specifics of each position for which recruitment advertisements are to be released, Regional HR may obtain assistance from the company's marketing department and/or any external advertising agencies for the preparation of the contents. Key features of the positions as notified by the Functional Heads would normally form a part of the advertisement text.
The media for releasing advertisement would depend on the level of the position being considered and the urgency of the requirements.
The advertisement mode that could be broadly specified as newspapers (local or mainline depending on requirements), internet sites and business magazines.
Placement Agencies/Headhunting Agencies
Depending upon the vacancies, fresher fitting different description listed above may be recruited from time to time, from academic institutes of appropriate standards/reputation/grade, in the requisite numbers and at the compensation/stipend amounts to be formally approved of the VP-HR. Plans for such recruitment need specific special approval of VP-HR. norms regarding the identification of the appropriate institutes, constitution of the selection panels, timings of the recruitment, number of candidates to be recruited into different positions, choice of the appropriate selection process and the tools thereof shall be decided by the Head of the Regional HR in consultation with the VP-HR, depending on the specific features of the position.

Screening the candidates
First level screening
The Candidates would be screened by the HR Manager/Branch Manager for the respective locations. Screening would be on the basis of the profile of the candidate and the departmental requirements. This assessment will be with respect to:
The general profile of the candidate,
Personality fit of the candidate into the profile,
Aptitude/attitude of the candidate,
Motives of the person to join the company and whether focus is in the short term or is a long term player,
Basic skill level on our set of requirements, say numerically ability, networking ability, etc
Establish the annual guaranteed cash compensation of the individual and check whether the person would fit into the system.
Explain the role of Sales manager to the applicant and check the acceptance of the candidate for the same.
In case of need, the Regional HR may take a Tele interview of the candidate for further assessment process.
Second Level Screening
Aptitude Test
If the first assessment is positive, the candidates will give the aptitude test, once such test is selected approved by the company. The scoring, interpretation and the generation of interview probes from that test will also be done at this time. People who qualify the minimum criteria on this test will be put up on to the Functional Head (VP's in case of HO) for functional assessment and suitability into the role.
 General Norms regarding interview Process:
Interviews should consider the entire data provided by the candidate either through the formal CV or otherwise before coming to a conclusion about the candidate. They may insist on seeing the proof of the claims made by the candidate regarding qualifications, experience and other achievements. They may, at their discretion, decide to meet the candidate on more than one occasion or to refer the candidate to another panel.
Ratings on various attributes of the candidates shall be recorded in the interview evaluation sheet, soon after the interview is over. Along with these numerical ratings, qualitative observations about the candidate and overall decision regarding selection or otherwise (including a decision to defer the induction, referral to another panel, considering for another position) shall be forwarded to the associated Recruitment Manager/ Head of Regional HR. Individual panel members have the option of appending their additional remarks/observations. No selection will be treated as final unless the IES form is filled comprehensively. Suitably appropriate IES formats may be created for specific positions.
Any discrepancies noticed by the panel members regarding the authenticity of the data provided by the candidate should be specifically and formally recorded on the IES form and suitably high lightened.
Specific points to be probed during the reference check process, if any, must also be clearly recorded and high lightened on the IES forms.
Administrative Actions Regarding Interviews
Scheduling and the venue of the interviews would be handled by the recruitment team in consultation with the short listed candidate and the selection panel members, after taking mutual convenience into account. For field positions, respective branch/regional heads would undertake this co-ordination.
After the final round, if the candidate is selected, the complete set of papers Personal Data Form, CV, job requisition no., Interview evaluation sheet, reference check details, educational details, along with the interviewer's recommendations and Reference check form should be forwarded by the recruitment managers to recruitment head. Fitment of the candidate into a grade and compensation fitment shall be on the assumption of authenticity of the information provided in the CV/application form.
An appropriate formal communication shall be sent to the candidate whose candidature is not being taken forward, or details of the verbal/telephonic communications provided to the candidate shall be recorded on the candidates papers, by the recruitment team/associated line managers. In the case of interviews taking place at the branch/regional levels, similar noting should be recorded on the individual candidate's papers.
Negotiations of the terms and conditions and other pre-appointment formalities
In the case of sales-Tied Agency functions, the branch managers will be allowed to fix the salary and grade of the incoming sales manager provided the compensation does not exceed 20% of the candidate's current cash salary. Any fitment beyond these norms will need the approval of Head-HR. HR will forward a worksheet to support the BM's to evaluate the appropriate cash CTC of the incumbent. For all other functions, the compensation and grade would be fixed post a discussion between the Head of the Regional HR and the associated AVP/VP. Any candidate being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In appropriate cases, at the discretion of the VP-HR, a deviation may be referred to the Managing Director, for the MD's formal approval.
Responsibility for negotiations and finalization of the terms shall rest with the best Branch Manager/Associated Manager. They may seek the assistance of the recruitment managers, whenever required. Reference checks process should not normally be initiated unless the candidate has indicated his firm acceptance of the offer being made by us.
Reference Checks
Normal, reference checks should be undertaken with at least one reference. A second reference check will be done if considered necessary. Responsible officials from the former employers, academic institutes and/or any other eminent personalities can be considered as appropriate references. Close relatives and friends cannot be considered as references. Wherever feasible and considered appropriate, a reference should be made with a senior official of the candidate's current employer. In case the candidate is currently un-employed, reference should be made with the latest employer.
The format of reference check is to be used as a framework for conducting the process Where the minimum two reference checks are not possible (particularly with the current employer) or where there is a mixed response from different sources, the matter may be to the VP-HR for a final decision. Depending on the seniority and any other considerations about the positions, VP-HR would normally consult the functional head concerned, before coming to conclusions. Any candidate whose credentials are doubtful shall not be recruited.
In case of recruitment of Management trainees, fresher and life advisors as sales Managers no reference checks will be required.
Employment offer letter
When a recruitment Manager is fully satisfied about the selection of the right candidate and about completion of all the formalities connected with the appointment of candidate including requisite documentation, satisfactory reference check reports and medical fitness, he/she would forward the relevant papers listed below to the head of recruitment.
Personal Data form
Employee requisition form duly filled by the regional Head/Branch Manager
Interview evaluation sheet filled by the regional head/Branch manager/interviewer with his/her comments.
Latest and updated resume of the candidate
Photocopy of the appointment letter of the last employer or latest salary slip.
Employment details.
Two Professional references.
Language Proficiency.

Document check list for every grade is as follows:
Authorization Release Form.
Background checks Form.
Highest Education certificate.
Highest Education mark sheet.
1 Month Salary Slip of Current Employer.
1 Month Salary Slip of Last Employer.
Relieving Letter of last Employment.
Proof of Residence.
2 Passport Size Photograph.
Regional HR manager will take the signature of Head-HR on the employee requisition form and forward the papers to the employee service team for issuance of the offer letter.
Employee services team will issue offer letter, to be signed by the National Recruitment Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/ HR Manager.
It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted copy of the offer letter is forwarded to the employee service team within a week of receipt of the offer letter. Till this letter is issued, the 'offer' has not taken place in formal sense. A copy of the offer letter shall be duly signed and returned to the candidate. Candidate would be expected to fulfill various joining formalities, which are also formally communicated to him/her in the form of a checklist that is attached to the letter of offer. The Regional HR head shall have the overall responsibility and accountability to maintain the templates of the offer letters and also for drafting of suitable non-standard terms to any specific candidate.
The employee service team will follow up Branch Manager/Regional HR Manager for the joining of the candidate and will collect all relevant documents from the candidate including the joining report, before issuing the appointment letter. The employee service team may enlist the help of the Branch Manager to ensure that all necessary documents within ten days o the person joining. After all of the necessary documents, the employee service team will send the appointment letter to the new joiner.
Once the documentation is complete for the new joiner (including the accepted appointment letter), people who may have joined before 20th of the month but have not been included in the payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance (up to maximum of 65% of the prorated salary). This advance will be adjusted once the person gets included in the subsequent month's payroll.
If the person does not submit the relieving letter from the previous organization, where required to be submitted as per the table given above, within three months of joining, the employee service manager can put their salary on hold till such time as the said documents are received.
Procedures followed when a vacancy arises:
The vacancy is informedPROJECT MANAGER
The vacancy is informed
PROJECT MANAGER
MD gives permission for recruitmentStarts the RecruitmentRECRUITMENTHR MANAGERMANAGING DIRECTORGENERAL MANAGER
MD gives permission for recruitment
Starts the Recruitment
RECRUITMENT
HR MANAGER
MANAGING DIRECTOR
GENERAL MANAGER

Recruitment & Selection in Bharti Airtel
Steps involved in Recruitment in Bharti Airtel:
Step 1:
Whenever there is a vacancy in the company first it will be known by the project manager. The project manager inform about the vacancy to the general manager.
Step 2:
Once the general manager comes to know about the vacancy in the company he will inform it to the chairmen to get the approval for the recruitment.
Step 3:
After getting the approval the process will be carried by the HR manager. Moreover the recruitment of the company internally, that is the existing employee will be given priority first.

Sources of Recruitment

EXTERNAL SOURCESPRESENT EMPLOYEESRETIRED EMPLOYEESINTERNAL SOURCESNEWS PAPERSJOB CENTERSINTERNETCONSULTANTSRECRUITMENT
Internal Sources:
EXTERNAL SOURCES
PRESENT EMPLOYEES
RETIRED EMPLOYEES
INTERNAL SOURCES
NEWS PAPERS
JOB CENTERS
INTERNET
CONSULTANTS
RECRUITMENT
Present permanent employees:
The company considers the candidates from their sources for telecom industry because of
Availability of most suitable candidates.
The policy of organization to motivate the present employees.

Retired Employees:
Generally the organization takes the candidates for the employment from the retired employees due to obligation. Sometimes the company re-employs the retired employee's as a token of their loyalty to the organization.

External Sources:
Job Centers:
This is the network covering most cities acting as agent for potential employers. They are private employee exchange; job centers help the candidates in knowing more about the country across the country.

Outplacement Consultants:
There are the consultants just like the employment exchange. In this job consultants can register their name and when there is a sent for interview actively seeking to place and may provide training required. Available when recruitment needed.

News Papers:
Whenever there is recruitment in the company it will be advertised in the newspaper. Since the newspaper is the only source of reaching the information to the people.

Internet:
Internet is the modern mode of recruitment. If a company wants to place or fill a vacancy within a short period of time through the external source then internet is the best source.

Reasons for selecting the sources:
Referrals:
Referrals are the existing employees in the organization. Bharti Airtel selects the referrals as their source because it is an economical way of recruiting.
It is the fastest means of recruitment.
In case of emergency to place an employee at particular position could be done easily because referrals bring candidates for the job from the outside.

News Papers:
Newspaper is the media through which information could be spread over throughout the country.
Job seekers are able to get information about the vacancies through newspapers.
Newspapers are cost effective and their coverage is high.

Internet:
Internet is the modern source used for recruiting.
The time consuming in giving the information and making it to reach the people is less.
It is the fastest means of source and its coverage is also high.

Consultants:
Consultants are the means of source through which large number of candidates could be recruited and selected.
Consultants help the organization at the time when there is an emergency. Since it will have the people all the time which will help during emergency period.
It is cost effective and consumes less time.


Factors that are considered in Bharti Airtel during Recruitment:
Determining the characteristics which differentiate people that are very important to performance.
Measuring those characteristics.
Deciding who should make the selection process.
Time effective and economical.

Factors affecting Recruitment:

Internal Factors
External Factors
Recruitment Policy
Supply and Demand
HR Planning
Lab our Market
Size of the Firm
Socio, Political and Legal Factor
Growth & Expansion
Competitors

Internal Factors:
Recruitment Policy:
The recruitment policy of the company specifies the objectives of the recruitment and provides a framework for the implementation of recruitment strategies. It may involve organizational system to be developed for implementing recruitment strategies and procedures by filling up vacancies with best qualified people. The recruitment policy of an organization is affected by the following factors:
Organizational objectives.
Personnel policies of the organization.
Government policies on reservation.
Preferred source of recruitment.
Need of the organization.
Recruitment cost and financial implications.



Human Resource Planning:
Effective human resource planning helps in determining the gaps present in the presenting in the existing man power of the organization. It also helps in determining the number of employees to be recruited and what qualification they will posses.

Size of the Firm:
The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel which will handle its operations.

Cost:
Recruitment incurs cost for the employer, therefore, organization try to employ that source of recruitment which will bear a less cost of recruitment to the organization for each candidate.

Growth and Expansion:
Organization will employ or think of employing more personnel if it expanding its operations.

External Factors:
Supply and Demand:
The availability of the 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 professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programmes.
Labour Market:
Employment condition in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of the manpower at the time of recruitment, even informal attempts at the time of recruiting like notice board display of the requisition or announcements in the meeting etc will attract more than enough applicants.
Socio, political and legal factors:
Various govt. regulations prohibiting discrimination in hiring and employment have direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. it becomes an obligation for the employer. Also trade unions play an important role in recruitment. This restricts management freedom to select those individuals who it believes would be best performers.
Competitors:
The recruitment policies of the competitors also affect the recruitment function of the organization. To face the competition, many a times the organization has to change their recruitment policies according to the policies being followed by the competitors.

Selection process:

General criteria that are followed during the process of selection in Bharti Airtel:
Internal selection:
The candidates who are being selected internally need not undergo the selection process. Since the company already knows the employees ability.
Only if the existing employee is good technical ability he will be selected and the selection will be done to fill the vacancy. Moreover if there is a vacancy in the company first they will try to fill it internally. The team leaders who works under the project managers will be given priority, since he know what t he works is, how to deal the clients, etc.
Criteria's that are followed for internal selection in Bharti Airtel:
The revenues the existing employee made.
His efficiency.
The employee's technical ability.
Work experience of the employee.
Doing the selection internally is cost effective.
Time is not wasted.

External selection process:
The selection process in company refers to the person come through external source of recruitment has to undergo the below selection process; this selection process has a series of hurdles which the applicants has to go through.
REJECTEDMEDICAL EXAMDIRECT INTERVIEWPANEL INTERVIEWTECHNICAL INTERVIEWTECHNICAL TEST
Tests:
REJECTED
MEDICAL EXAM
DIRECT INTERVIEW
PANEL INTERVIEW
TECHNICAL INTERVIEW
TECHNICAL TEST
Technical test and Interview:
The test refers here is technical test. Bharti Airtel conduct test for the qualified candidates after they are screened on the basis of the application blanks so as measure the candidate's ability in technical side.
Also the short listed candidates are supposed to go through the technical interview in which the technical knowledge of the candidate is checked. The candidates who crack this interview have to go through the panel interview.

Panel interview:
This is an interview where the panel members will interview the candidate, here the real capacity of the applicant will be revealed. A series of questions will be asked as quickly as possible and the applicant has to satisfy the panel members through his answers.

Direct interview:
This is the final round of the entire selection process. In this round the personal details of the candidates, his expectation towards the company will be known and according to the applicants attitude towards the job the applicant will be selected.

Objective of the interview:
To know the information about the candidates.
To provide the candidates with the facts of the job and the organization.
To judge the suitability of candidates to the job.
To see the inner self and feelings of the candidates.

Medical:
After the final interview the applicants who have crossed the above stages are sent to physical examination either to the company physician or to a medical officer approved for the purpose. Such examination serves the following purposes:
It determines whether the candidate is physically fit to perform the job. Those who are unfit are rejected.
It reveals existing disabilities and provides a record of the employee's health at the time of selection. This record will help in settling company's liability under the Workmen Compensation Act for claim for an injury.
It prevents the employment of people suffering from contagious disease.
It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies.

Types of interviews that are adopted during selection process in Bharti Airtel:

Members involved in external selection process:

Selection process
Members
Test
Technical Engineers'
Technical Interview
HR Manager and senior Technical Persons
Panel Interview
HR Manager, HR persons, Project Manager
Direct Interview
Project Manager

For the test, and technical interview the questions will be designed of Bharti Airtel.
The selection process will be done externally by the company only when there are no suitable candidates in the company, for example, when the team leaders lack in technical ability, experience, performance or the company looks for external selection.

Budget allocated for recruitment and selection process in Bharti Airtel:

The budget for the recruitment and selection process for company will be allotted every year. Around 25% of the profit is been allotted for the recruitment and selection process as a whole in a year for the company (Bharti Tele ventures Pvt. Ltd.,) including Bharti Airtel. Since candidates will be recruited every year for other designations also.


Joining Formalities:

On the day of joining, all the necessary documents are verified against the application blank filled by the candidates earlier.

Documents verified are:
Education Qualification & certificates.
Experience Certificates
Clearance or no objection certificate from the previous employer
Resume
Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report:
Fill the CV in the company format
Fill the induction feedback form
Fill the PF form
Fill the investment declaration form

A perfect placement can lead to low labour turnover, higher productivity, high morale, low rate of absenteeism & excellent work culture.

Key tasks of Regional HR Head
Regional HR Head will have the authority and responsibility to administer/implement the recruitment and selection process as outlined. An illustrative list of the key deliverables of these incumbents is listed below.
Ensuring inductions as per quality, numbers, time and cost consideration of the company in accordance with the approved manpower budget.
Creation of appropriate sourcing mechanism along with tracking the performance of these mechanisms.
Creation of quarterly and monthly recruitment plans
Effective coordination with external parties such as candidates, placement agencies, consultants, academic/professional institutes and any other including the custody of the formal agreements, tracking timely payments and adjusted there.
Creation of comprehensive and appropriate tools, linkages, documents, templates and any other mechanisms to ensure smooth execution of the process requirement, along with timely improvements thereto
Assistance to user department and line managers including in interviewing/selection support, scheduling etc.
Effective internal communication with user departments and line managers including making the standard recruitment formats and other templates easily available to such users and notifying the modifications to such formats and templates.
Creation and maintenance of qualitative information base regarding candidates, placement agencies, campuses, institutes, and any other employment-market information.
Creation and maintenance of appropriate and high-quality MIS for current and future needs of the organization, including publication/circulation of appropriate reports there from to the relevant users within the company.
Monitoring recruitment cost.
Complete documentation for the entire recruitment and selection process for easy and quick retrieval in a readily auditable format
Timely and effective communication with all internal and external parties including the candidates
Tracking the progress of the selected candidates including resignation, extensions of probation periods/training period, etc for the purpose of improvement to recruitment and selection process.
Effective coordination with the post recruitment arm of the Human Resource function
Documentation and creating MIS regarding waiver, deviation, etc and identifying the key areas for improvement in the formal recruitment and selection process document.

8. RESEARCH METHODOLOGY
The telecom sector is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. At BHARTI AIRTEL LIMITED, Noida, recruitment is all time high during May-June and Oct-Nov. The attrition is high among the sales managers, unit mangers mostly in the sales profile. The recruitment is high during these months due to the fact that March and September are half year closing and business is high during Jan-Mar. Thus it is only after March that people move out of the companies.
Since my summer training was in the months of July-August, it gave me the opportunity of involving myself directly with the recruitment process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the insurance industries. It therefore requires great amount of research work. The methodology adopted was planned in advance so as to collect data in the most organized way.
My area of focus was the recruitment and selection particularly at BHARTI AIRTEL LIMITED, NOIDA. I was directly involved with the recruitment for candidates for the sales profile. I was particularly involved with the sourcing of candidates for the Noida region.

Before any task was undertaken, we were asked to go through the HR policies of BHARTI AIRTEL LIMITED, so that we get a better understanding of the process followed by them.
The first task was to understand the various job profiles for which recruitment was to be done.
The next step was to explore the various job portals to search for suitable candidates for the job profile.
Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume.
A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities.
Firstly the candidate had filled up the personal data form (pdf).
Then the candidate INTERVIEW EVALUATION SHEET which is provided by interviewer was crosschecked by the HR team. If they think that the candidate was good to hire or not.
When a candidate cleared his first round, he is then made to take an online aptitude test. We created the online aptitude test. It the HR department, which has the exclusive rights to assign test, codes to the candidates. Each code was unique and could be used only once by a candidate.
I was involved in assigning codes and administering the test.
Once the candidate completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test.
I had the responsibility to make sure that candidates complete all formalities and had to regularly follow up with them.
Since we received many resumes, it was essential that a database be maintained to keep a track. It was convenient method than to stock up piles of papers.
The external guide maintained a regular updating of the database.
Understanding what kinds of database are maintained and how they help in keeping a record.
I was also involved in maintaining a track of test codes given, the database for employee referrals, Database for the resumes received through mails and response of advertisement.

DATA SOURCES
Primary- Through Questionnaires
Secondary- Through Internet, Journals, News papers and Misc.
Data Collection Procedure - Telephonic Survey
Research Instrument- Structured Questionnaire.
Sample Size- 20
Sample Unit- Executives of HR department.
Sample Area- Work done in NOIDA Office.
Sample procedure- Random sampling.

PROJECT SCHEDULE:-
First 1 week- Training program from the company.
Second week- Collecting the primary and secondary data.
Third-Fourth week - Study Recruitment & Selection Process
Fifth week- Designing the questionnaire.
Sixth week- Conducting the survey in RO.
Seventh week- Analysis of Data Collection.
Eighth week- Final Report preparation and presentation.

METHODS OF PRESENTATION OF DATA
I have used Univariate, bivariate and graphs for presentation of data.

SWOT Analysis of BHARTI AIRTEL LIMITED
(Recruitment Process)
Strengths
Brand equity of BHARTI.
Rigorous Pre-Hiring assessment tests to understand aptitude and personality of candidates.
Proper reference checks to ensure that only bonafide candidates are appointed.
Adequate number of channel partners to generate footfalls for each location.
Footfall MIS being maintained at each branch locally by Admin.

Weaknesses
Pre assessment tests are costly.
Conversion of footfalls is low.
Lengthy pre-offer formalities.
Huge employee turnover.
 




Opportunities
Campus recruitments have huge potential for fulfilling manpower requirements cost effectively.
Tie up with recruitment agencies on supplying fixed number of footfalls week on week.
Develop exclusive contract with channel partners to meet the manpower requirements.
Make blue form brief and to the point.
Reduce turnaround time of making an offer.
Threats
Increasing number of private players in telecom sector creates ample choices, frequent and easy mobility for employees.
Same channel partners are handling all telecom companies. This leads to same pool of candidates being circulated to all partners.
Increasing spill over as a candidate has more than one offer at the time of making a job shift.
As the telecom industry is large, senior level candidates hesitate to meet HR of other companies for the fear of grapevine.


9. DATA ANALYSIS & FINDINGS
Data become useful only affect they are properly analyzed. Data analysis involves covering's as series of recorded observation i.e. data into descriptive statement and inference about relationship. This task is helpful in identified the areas where the company each improve further collected data was analysis by the use of simple statistic tools like percentage and result have been represented by using bar chart columns and pie chart.

Survey done on sample size of 20 people and sample has been taken from Noida office.



Findings
Which of these sources of recruitment are used in Bharti Airtel?
Internal
External
Both.
Options
Internal
External
Both
Total
Responses
2
7
11
20
Percentage
10
35
55
100




Interpretation:
It was found that about 55% of the recruitment and selection is done both by internal and external sources, while as external sources are used more than the internal sources.

Which form of recruitment is used in Bharti Airtel?
Centralized
Decentralized
Options
Centralized
Decentralized
Total
Responses
2
18
20
Percentage
10
90
100



Interpretation:
It was found that recruitment is decentralized. However, for higher positions of employment the recruitment is centralized.


Does external recruitment brings out the desirable employees in to the organization?
Yes
No

Options
Yes
No
Total
Responses
18
2
20
Percentage
80
20
100


Interpretation:
It was found that 80% of the employees think that external sources of recruitment brings desirable employees into the organization while, other 20% are of the opinion that sometimes internal sources provide best employees for a particular position.

Which of the following external sources of recruitment are used in Bharti Airtel?
Advertisement.
Internet.
Campus drives.
Consultancies.
All of the above.

Options
Advertisement
Internet
Campus drive
Consultancies
All of Above
Total
Responses
5
3
2
8
2
20
Percentage
25
15
10
40
10
100


Interpretation:
It was found that 40% of the employees are recruited through the consultancies and 20% of the employees are selected by the advertisement followed by internet with 15% and campus selections with 10%.

Does your company follow different recruitment process for different grades of employees?
Yes
No.
Options
Yes
No
Total
Responses
20
0
20
Percentage
100
0
100


Interpretation:
It was found that from that different recruitment process is adopted for different grades of employment.

Are you satisfied with the recruitment process?
Yes
No.

Options
Yes
No
Total
Responses
16
4
20
Percentage
80
20
100

Figure: 2.6
Figure: 2.6
Interpretation:
It was found that 90% of employees are satisfied with the recruitment process adopted by Bharti Airtel. However, some of the respondents thought there should be some changes in the existing recruitment process of the organization.

Which form of selection is used in Bharti Airtel?
Centralized
Decentralized
Options
Centralized
Decentralized
Total
Responses
2
18
20
Percentage
10
90
100

Figure: 2.7
Figure: 2.7
Interpretation:

It was found that the selection process is decentralized. However, in some cases it is centralized because for top management selection is done at Head Office



Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.


Options
Written or aptitude test
Group Discussion
Personal interview
GD & PI
All of above
Total
Responses
1
3
6
8
2
20
Percentage
5
15
30
40
10
100

Figure: 2.8
Figure: 2.8
Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal Interview. However, Personal Interview is mostly used method of selection followed by group discussion.
Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection?
a) Yes
b) No


Options
Yes
No
Total
Responses
4
16
20
Percentage
20
80
100


Interpretation:
It was found that 20% of the respondents were of the opinion that stress test, psychometric test and personality tests should be used for the selection, while the others were satisfied with the existing recruitment and selection process.
What is the basis for selection?
a) Merit
b) Experience
c) Both.


Options
Merit
Experience
Both
Total
Responses
2
6
12
20
Percentage
10
30
60
100

Figure: 2.10
Figure: 2.10
Interpretation:
It was found that both experience and merit is considered during the selection process. However, experienced people are given more consideration rather than meritorious fresher's.

Are you satisfied with the selection process?
a) Yes
b) No.


Options
Yes
No
Total
Responses
16
4
20
Percentage
80
20
100


Interpretation:
It was found that about 80 % of the employees are satisfied with the selection process. However, the remaining is of the opinion that there should be some change in the recruitment and selection process of the organization.

Your organization is considered as :
People - Oriented
Task – Oriented
Combination Of Both


Options
People-Oriented
Task-Oriented
Combination of Both
Total
Responses
6
5
9
20
Percentage
30
25
45
100


Interpretation:
From the 20 employees surveyed, 45% employees were found in favor of organization (both people oriented and task oriented).But according to the 25% employees the organization is task oriented
Do you feel comfortable while your work is look after by HR Manager?
Yes
No


Options
Yes
No
Total
Responses
16
4
20
Percentage
80
20
100


Interpretation:
According to our survey 78% of the employees are comfortable while working under the supervision of the H.R manager.

Your daily schedule is
Excellent
Good
Average
Poor


Options
Excellent
good
Average
poor
Total
Responses
4
2
12
2
20
Percentage
20
10
60
4
100


Interpretation:
In Bharti Airtel 66% of the employees are very much satisfied with their daily schedule while 20 and 10 % of employee fall in the category of Excellent and good respectively. Only 4% of the surveyed employees are dissatisfied with their daily working schedule.
How long will you like to continue with the organization?
5 -10 years
10-15 Years
15-20 Years
Till Retirement.

Options
5-10 years
10-15 years
15-20 years
Till Retirement
Total
Responses
8
7
2
3
20
Percentage
40
35
10
15
100



Interpretation:
From the above data 15% of the employees are loyal to work with the same organization (Bharti Airtel) till Retirement.

Findings
After the data analysis and interpretation the findings are:
Both internal as well as external sources of recruitment used.

Consultancies (40%) and advertisement (25%) are the two main external sources of recruitment.

The recruitment and selection process is decentralized.

About 80% of the employees are satisfied with recruitment and selection process.


10. CONCLUSION
"Well beginning is half done"
I am able to meet out my set objective laid down prior to the study that is conducted at Airtel.
In First Phase I had studied there prevailing system. In order to access its effectiveness I adopted three different techniques via: observation, interview, & questionnaire. My survey recruitment & selection process is quite effective on various dimensions via quality of work life, recruitment policy, organizational commitment/ image, and job nature dimension. Apart from that I learned to work on job portals screening of candidates, scheduling interviews working on hiring etc.
"The communication industry faces two fundamental challenges today. Embracing the relentless innovation required to complete effectively in the "user experience" era, while concurrently managing a complex global ecosystem of technologies, skills, customers, partners and suppliers ,said Higgins. "Airtel is the one company today offering deep domain expertise in both of these critical areas, and as the results has become a strategic supplier to many of the world's leading organization in the communication industry. Airtel is the extremely well positioned today, and I value the opportunity to help the company achieve new levels of success.
Recruitment as being one of the major topics is required by most of the organization. Hence the study helped in understanding the various aspects of recruitment and selection process. In the BHARTI AIRTEL the sources of recruitment is effective, the internal selection of the organization also in an economical means which also reduce costs, only after looking the efficiency of the existing employee towards the company and his sincerity that employee will be selected, in BHARTI AIRTEL the effective selection process is adopted in the last 5 years. It can be retained as such. Also the employees of Bharti Airtel are satisfied with the recruitment and selection process. Also they are well aware about the various sources and methods of recruitment and selection.

10.1 RECOMMENDATIONS

The recruitment and selection procedures should have been taken place in such a way, so that the personal levels of satisfaction of the employees have been checked.

The biasness attached with the responses should be removed

Everything should have been properly planned so as to reduce errors in future.

To check time to time activities performed under recruitment and selection procedure.

Always try to make the recruitment and selection procedure as efficient as possible.

11. LIMITATIONS
No project is without limitations and it becomes essential to figure out the various constraints that we underwent during the study. The following points in this direction would add to our total deliberations:-

During the study, on many occasions the respondent groups gave us a cold shoulder.

The employees were busy with their daily schedule and it was very much difficult for them to give time.

Personal biasness of various employees may have supplied wrong data.

Time and money was also an important constraint. Lack of time is the basic limitation in the project.

Lack of proper information and experience due to short period of time.







APPENDICES

12. APPENDICES
QUESTIONNAIRE
Comparative assessment of recruitment and selection process in Bharti Airtel,
Noida.

This questionnaire survey is purely for academic purpose. Any information collected through this survey is confidential and would not be shared with anyone other than the people involved in this.

Name: -.........................................................................................
Designation: .................................................................................
Qualification: ................................................................................
Department: .................................................................................
Age: .............................................................................................
Educational Qualifications - …………………………………....
No. of Promotion (Till Date) –….………………………………
Monthly income-
Less Than 10,000
10,000 - 20,000
20,000 - 50,000
Above 50,000

Answer the following questions: (kindly give your unbiased response).

Which of these sources of recruitment are used in Bharti Airtel?
Internal
External
Both.

Which form of recruitment is used in Bharti Airtel?
Centralized
Decentralized

Does external recruitment brings out the desirable employees in to the organization?
Yes
No

Which of the following external sources of recruitment are used in Bharti Airtel?
Advertisement.
Internet.
Campus drives.
Consultancies.
All of the above.

Does your company follow different recruitment process for different grades of employees?
Yes
No.

Are you satisfied with the recruitment process?
Yes
No.

Which form of selection is used in Bharti Airtel?
Centralized
Decentralized

Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection?
a) Yes
b) No

What is the basis for selection?
a) Merit
b) Experience
c) Both.

Are you satisfied with the selection process?
a) Yes
b) No.

Your organization is considered as :
People - Oriented
Task – Oriented
Combination Of Both


Do you feel comfortable while your work is look after by HR Manager?
Yes
No

Your daily schedule is
Excellent
Good
Average
Poor

How long will you like to continue with the organization?
5 -10 years
10-15 Years
15-20 Years
Till Retirement.

Your suggestions for improvement of Recruitment and Selection Process of Company?

…………………………………………………………………



BIBLIOGRAPHY

Books Referred

Robins, D (1998): Human Resource Management, Publisher-Prentice Hall, New York.
Abraham, Jose P, 1998, "To Grapple With Attrition" , Publisher- Human Capital
Rao, J.M., 1998, "Scouting for Talent ", Publisher- Human Capital
Ashwathapa, K, (1997) Human Resource and personnel Management, Tata McGraw Hill 131-176.
Gupta, C.B. (1996) Human Resource Management, Sultan Chand & Sons.
Kothari, C.R, (2008) Research Methodology, Publishers- New Age International

Websites

www.airtel.in
www.bhartiaritel.com
www.trai.gov.in


Other

Review of HRM manual given by HR Department at Bharti Airtel.