PREFACE
Mobile telephony adoption is on the rise and recent technological innovations have dramatically enhanced the capabilities of the wireless telephone. Leveraging the power of these new capabilities, various business sectors are working together to offer a wide array of services. Each sector is looking for the next "killer application," yet we are still learning about people's information and communication needs while "on the go." The goal of this two-months training is to bring together an international group of 5-8 practitioners and researchers from various sectors of the mobile communications industry. We will discuss the following topic areas and, prior to the workshop; invite participants to identify specific issues that they feel are particularly relevant and timely. I myself have for a long time deeply interested in studying consumer trends & behavior towards mobile industry. I know that even in the areas in which I have a little knowledge, I do not know enough. There are new tasks in these areas for which I am not yet equipped with tested, proven approaches and tools. New areas of challenge and new technology problems has arisen, where I have done 7 little work so far and where I have so far only ignorance rather than even a modicum of knowledge. This project attempts to identify and define areas related to consumer behavior regarding new connection services. It also attempts to develop at least first approach to these areas, to think through policies, principles, and practices to accomplish the new tasks and to satisfy the customer needs. By this practical training I am able to equip the manager with the understanding, the thinking, the knowledge, and the skills for todays and also for tomorrow¶s market exigency.
Initially I was just having the bookish knowledge about all Marketing policies, practices and functions, but after joining this organization, I got most of the practical knowledge. I have come to know, what actually happens in the organizations. Though it is not possible to have the information of all the spheres in market, in such a very short period, but I tried to get more and more about all functions and practices applied in practical working, I have particularly stresses on. This is the boom time for mobile industry. Youths are having keen flair for mobile communication. Now the mobile communications are the fastest growing industry. We can reach to anyone, anywhere across world through mobile connectivity. Just look in the areas they¶re in; health, education, banking, insurance, travel, couriers, manufacturing, entertainment, government, computer helpdesks- the list goes on market is going on global, & so the need of communication is emerging day by day«
Initially I was just having the bookish knowledge about all Marketing policies, practices and functions, but after joining this organization, I got most of the practical knowledge. I have come to know, what actually happens in the organizations. Though it is not possible to have the information of all the spheres in market, in such a very short period, but I tried to get more and more about all functions and practices applied in practical working, I have particularly stresses on. This is the boom time for mobile industry. Youths are having keen flair for mobile communication. Now the mobile communications are the fastest growing industry. We can reach to anyone, anywhere across world through mobile connectivity. Just look in the areas they¶re in; health, education, banking, insurance, travel, couriers, manufacturing, entertainment, government, computer helpdesks- the list goes on market is going on global, & so the need of communication is emerging day by day«
EXECUTIVE
SUMMARY
Airtelcomes to you from Bharti Cellular Limited - a part of the biggest private integrated telecom conglomerate, Bharti Enterprises. Bharti provides a range of telecom services, which include Cellular, Basic, Internet and recently introduced National Long Distance. Bharti also manufactures and exports telephone terminals and cordless phones. Apart from being the largest manufacturer of telephone instruments in India, it is also the first company to export its products to the USA. Bharti is the leading cellular service provider, with a footprint in 15 states covering all four metros and more than 7 million satisfied customers Bharti Tele-Ventures believes that the demand for mobile services in India will continue to grow rapidly as a result of the following factors: Lower tariffs and handset prices over time; Growth in pre-paid customer category; Greater economic growth and continued development of India's economy; Higher quality mobile networks and services; and Greater variety and usage of value added services
COMPANY PROFILE
Airtelcomes to you from Bharti Cellular Limited - a part of the biggest private integrated telecom conglomerate, Bharti Enterprises. Bharti provides a range of telecom services, which include Cellular, Basic, Internet and recently introduced National Long Distance. Bharti also manufactures and exports telephone terminals and cordless phones. Apart from being the largest manufacturer of telephone instruments in India, it is also the first company to export its products to the USA. Bharti is the leading cellular service provider, with a footprint in 15 states covering all four metros and more than 7 million satisfied customers.
VISION:
To
make
mobile communications a way
of
lif e
and
be
the customers'
MISSION:
We will meet the mobile communication needs of our customers through: Error-free service delivery Innovative products and services Cost efficiency Unified Messaging Solutions
CORE VALUE:
We will delight our customer with our simplicity, speed & innovation. We will honours our commitment. We will follow the highest standard of professional integrity & behaviour. We will respect individual, build winning teams and lead by example.
first
choice.
We will create a fun filled and friendly workplace.
AIRTELMOBILE COMMUNICATION S LIMITED
Bharti Tele-Ventures Limited was incorporated on July 7, 1995 for promoting investments in telecommunications services. Its subsidiaries operate telecom services across India. Bharti Tele-Ventures is India's leading private sector provider of telecommunications services based on a strong customer base consisting of 7.42 million total customers, which constitute, 6.76 million mobile and 657,000 fixed line customers, as of April 30, 2004.
Bharti Tele-Ventures vision for its mobile business is
³To
make mobile communications
a way of life and be the customers first choice´. The mission is to meet the mobile communication needs of the customer through 1) error free service 2) Innovative products and services and 3) cost efficiency. The Company¶s strategic objective is to consolidate its leadership position amongst the mobile service providers in India.
The Indian mobile market, according to the COAI, has increased from approximately 1.2 million subscribers as of March 31, 1999 to approximately 29.21 million subscribers as of June 30, 2004. Despite this rapid growth, the mobile penetration rate in India, at approximately 2.8% as of June 30, 2004, is significantly lower than the average mobile penetration rate in other Asian and international markets. The number of mobile subscribers in India is expected to show rapid growth over the next four years. By 2006 it is projected at 50 million by COAI and 44 million by Gartner. Bharti Tele-Ventures believes that the demand for mobile services in India will continue to grow rapidly as a result of the following factors: Lower tariffs and handset prices over time; Growth in pre-paid customer category; Greater economic growth and continued development of India's economy; Higher quality mobile networks and services; and Greater variety and usage of value added services. Bharti Tele-Ventures, through its subsidiary has the licenses to provide GSM services in all the twenty-two telecom circles in India. It proposes to consolidate all its subsidiaries providing mobile services under Bharti Cellular Limited.
As of June 30, 2004, approximately 92% of India's total mobile subscriber market resided in the Company's sixteen mobile circles, which collectively covered only 56% of India's land mass. AIRTELDISTRIBUTION
DISTRIBUTION
SYSTEM
SYSTEM
A proper distribution system is very important for every company because now a days the customer wants full service without any pain. Airtelhas a deep penetration in the market of prepaid cards, coupons, easy recharge and postpaid cards. I also seen in the market the happy faces of customers and retailers of Airtelbecause of the easy availability of Airtelcards and coupons.
BENEFITS OF
GOOD DISTRIBUTION SYSTEM
1. Easy availability 2. Satisfied customers 3. Competitive advantage 4. Better market reputation 5. Saves time
DISTRIBUTION
SYSTEM OF AIRTEL
1. Organisation (C&FA's) 2. Distributor
3. Retailer 4. Custome
HRM DEPARTMENT:
HR Mission Statement
³To lead the organization in enhancing its human capital and creating a winning environment where every one enjoys contributing to the best of one¶s ability.´
Airtel will achieve this by:
y
Inspiring
y
Developing its
y
Driving
y
and motivating its people. people to strive for higher standards.
an open minded and enterprising corporate culture where people through
leadersh ip
at all levels dare to dream, dare to try, dare to f ail and dare to succeed.
Attract ing
and recruiting the best talent
Airtel has a very defined and well structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate world¶s requirement. Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of AirtelGSM Company. Humans are the basic tool for having competitive edge in the market for most of the organizations and Airtel is one of these. Airtel has one of the best HR systems in India that gives it an edge over its competitors.
HR DEPARTMENT
SECTIONS:
HR department of Airtel has three sections.
Employee
o
services
Payroll information
Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation
o o o o
OD
and Eff ectiveness
Training plan Talent management Performance management Employees retentation Orientation employee communication
o o o o o
Staffi ng and compensation
Staffing plan and HR budgeting Management trainee and internship program Interviewing and selection Headhunters Compensation, benefits and incentive
o o o o o
HR Strategies: Human
resource department is putting its efforts towards nurturing a winning corporate
culture and building organizational capabilities by ensuring that its people at all levels are both
able and willing t o perform at consistent ly exceptional levels.
have
been
empowered to a large degree
plan to f urther eliminate the talent.
by
minimizing
bureaucratic barriers
out
At AIRTEL
the people
dated rules /regu lations and
to capitalize
on
their ingenuity and
HR
strategy ref ers to the specific human resource management c ourse
of
actions that a
company pursues t o achieve its ob jectives.
But
how these strateg ies/policies/pract ices are
Airtel. There is
The t op
formulated
and implemented at
a whole process behind this.
team continues to play its r ole in providing the guidance and support t o people at
all levels.
The HR (people¶s) f unct ion
ensures that it leads the trans formational change by
nurturing a climate, which would help in convert ing the huge potential at disposal
of the
company into world-class performance.
The
active and eff ective role played by
organizational,
improving leadersh ip
people development at diff erent levels
departmental and individual is considered in AIRTEL to be one of the most
critical f actors leading to the development continues to
HR in
be
of
a winning corporate culture.
directed towards developing the sk ills
competencies
of Business
Support
of
Officers
most
big organizations,
accordance with company¶s mission. prevalent culture
of
the
the development First,
organization,
threats (SWOT analysis)
employees,
(BSOs), and enhancing the
of business
of HR
Strateg ies is also done in
Strategic planners ana lyze what actua lly is the
what are the strengths, weaknesses, and its market, and
analysis, company¶s strateg ic plan is established. In the end
on
the
basis of
HR strategies
opportunities,
all the above
are
formulated
accordance with this overall business¶/companies¶ strategic plans.
Based on Any
to
floo r
effort
qualities of managers.
Like
in
the shop
The
these
HR strateg ies, HR policies
and pract ices are also
a brupt change in the market requ ires the organization t o
be
success f ul.
and policies.
That
formed
follow
and implemented.
th is analysis in order
why organizations continuously keeps on updating their strategies
Whole system for development of HR strategies/policies/practices is as below:
Mobilink·s Competitive Environment Economic, Political, Demographic, Competitive and Technological Trends
Company·s Strategic Situation
Company·s Strategic Plan
Company·s Internal Strengths and Weaknesses
Company·s HR strategies
Organizational Performance
Formulation of HR policies
Formulation of HR practices
HR Practices at Airtel: These
are f ew of the HR practices that
I
Planning Recruitment Selection
Training
& Development
have learned f rom my resource person.
Compensation Performance Appraisal System Occupational Health and Safety measures Career Planning and Development Research and Development
R eward Management
Employee Relations
Planning: Af ter
the emergence of new telecom companies, market has become much more competitive and employees are less loyal to the company. Whenever they get any opportunity better than the ex isting job, they just opt for that. Which is there right, however Airtel is aware of this f act and that¶s why they d o not have any formal strategy for succession planning. They do consider the people f rom inside but proper succession planning is not practiced in Airtel these days. When they entered into the market they used to have strategy regard ing this matter.
But
now due to market trends they have trans formed there new strateg ies. According to the management it¶s not usef ul to invest a lot in the emp loyee at a larger extent. They do develop employees for there career p lanning but no formal succession planning is practiced.
R ecruitment
and Selection:
In AIRTEL, the activity to fill a vacancy or a new job starts with the requirement communicated by the respective managers to the HR department. The HR department then looks for the possibilities of internal and external recruitment. Internal R ecruitment:
In AIRTEL, internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. At the manager and director level, the internal recruitment process is mostly carried out but when managerial position is vacant and a suitable person is not available for the desired post from with in the organization then external recruitment is carried out.
External R ecruitment:
For external recruitment in AIRTEL, the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the position of Management, Business Support Officers and Workers. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The requisition form along with the role profile is sent by the line manager to the functional director for his approval and then forwarded to HR Manager. The HR manager confirms the availability of budgets required for establishment, salaries and cost of advertisement for the job. After all this, the requisition form along with the job profile and the budget forecast is sent to the HR Director for his final approval. After approval from the HR director the HR manager and the line manager work hand in hand to prepare job and person specifications for advertising or giving to the head hunters.
The sources that AIRTEL uses to attract applicants are: Inviting applications through advert isement Recommendations from the head hunters Applications obtained from the data bank of AIRTEL where direct applications are received from time to time. y y y
After a substantial amount of applications have been received, the line and the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving d ifferent weightage to the following criteria: Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience y y y y y y y
The HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue for the preliminary interview is advised and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors In the case of management selection:
y y y y y y
Communication skills Resource management Rational decision making Influencing Creative thinking Business development
The HR department is responsible for overall administration of the assessment centre including training of the assessors. .
The HR department provides details of remuneration package and terms and conditions of service. The HR department also prepares appointment letter, service agreement and finalizes other documentation for service record.
Measures to improve competences and employee Skills: In order to
make its human resource productive and efficient, Airtel aggressively work in developing its human resource capital through international and local trainings as well as structured emp loyee µwe ll-being¶ programs, mak ing it one of the most sought af ter companies to work for in India. Airtel conducts severa l training program in order to improve the competencies and sk ills of employees.
Orientation:
Airtel has a very well organized and well established HR department that practices all the HR strategies which are beneficial for the organization. As other departments are well established and operational for there matters, HR department is empowered to develop and plan what so ever is required for the company.
Orientation and induction is required for employee familiarization with the organization and Airtel is well aware of this fact. Affiliation with organization is only possible if the employees are informed about each and everything. When the employee is hired he get proper orientation and that orientation may exceed to few months until he get the feeling of affiliation and get to know the organization well.
Training:
Training is
a planned effort by a company to f acilitate employees learning of job-related competencies. These competencies include knowledge, sk ills or behaviors that are critical for the success f ul job performance.
At AIRTEL,
there is a continuous assessment of the technical and managerial sk ills. For the f urther enhancement of these sk ills formal training programmes off ered at all levels. The employees are provided with opportunities to put these sk ills into practice, in preparat ion for the move to a managerial role.
Training is
viewed at AIRTEL as a way of creating intellectual capita l. Employees are expected to acquire new sk ills and knowledge, apply them on job and share this information with other emp loyees. The training is cross-f unct ional for sharing of sk ills.
The
emp loyee are trained periodically either
locally or
abroad according to prep lanned
schedules. The ob jective of such training is to upgrade the capa bilities of employees. If
an employee attends an
overseas
certain period af ter the date
training then he/she has t o serve the company
of completion of training
for
sub ject to the cost and duration
a of
training itself . In case an emp loyee leaves the company during this period he/she will have to pay the amount specified at that p oint in time.
Training Methods
y
On
Job Training
y
Special Training Sessions
y
Team Building
y
Problem Based
y
R ef resher Courses
Types of Training in Airte l:
On a general basis the training done in Airtel can be divided into two categories: Soft skill training
Technical Training Sof t Sk ill Training:
Helping your employees develop a stronger base of knowledge on topics that affect their personal lives can make them more productive and less distracted in their jobs. Soft skill development courses in areas like personal finance and childcare can help your team better manage the most important areas in their personal lives. This may include the following things for e.g. Conflict management training People management training
Communication skills Anger management Time management training Teamwork training etc Technical Training:
This type of training has direct effect on the job of the employee. Specific skills are focused and developed accordingly. The engineering trainings of Airtel are also included with this along with Customer Services training Sales related training Marketing and technology training etc. All these types of training are done to enhance the employees job skills at the level he is at.
Training programs leads to:
y
Leadership
y
Influenci ng
y
Creative Problem
Solving
Performance Appraisal: Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance. A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.
Ob jectives of Performance Appraisals
y
To measure the work performance
y
To motivate and assist employees in improving their performance
y
And achieving there professional goals
y
To identify employees with high potentials for advancements
y
To identify employees training and development needs
y
To provide a solid path for career planning for each individual
Appraisal Policy:
The intent of these appraisals is to review current job performance and responsibilities, set goals and discuss further opportunities with reference to past performance at Airtel.
Performance R eview:
At AIRTEL a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over the past 12 months. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.
Appraisal
Appraisal
category
categories
Definition of category
% Of total numbers of employees which can be rated in this category
1.expert
Indicates exceptional performance
15%
2.very Good
Indicate performance that consistently meets the requirements of the position,´ very good´ indicates the individual is on track for advancements
10%
3. Good
Indicated performance that requires improvement (i.e. meet requirements without initiative or advancement)
8%
4. Basic
Performance to be improved (hardly meets
5%
requirements)
Sources of Performance Appraisal:
At AIRTEL the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Feedback :
Workers at AIRTEL are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes: y
y
It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of. By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.
CAREER PLANNING
& DEVELOPMENT:
Airtel faces much competition in the telecom industry so now they are focusing on career Management of their employees in which they enable the employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm. Career planning is the deliberate process through which someone becomes aware of personal skills, interests knowledge, motivation, and other characteristics; acquires information about other opportunities and choices; identifies career related goals and establishes action plans to attain specific goals. Career development is the lifelong series of activities (such as workshops) that contributes to a person career exploration, establishment, and success ad fulfillment.
Airtel gives promotion to their employees on the performance basis. The Airtel HR department develops the employee¶s career development plans in which the HR department predicts the next logical step for their employees within five years.
Importance of Career planning in today¶s competitive world is as important as any other HR function. Retaining your valuable Human resource today is one of the biggest challenges that organizations are
facing. So, HR needs to come up with new strategies. Career planning and development is one of the basic tool and strategy organizations are using for retaining their employees. This function actually makes employees feel that they are important to the organization and Airtel wants them to be at the top in their careers.
However, at Airtel this function is not fully performed or we should say this function is not performed satisfactorily. There are some policies on these but those are not recognized that well. One point of policy is found along with the compensation other with the recruitment. There should have been separate head for these policies.
As far as the practices are concerned, all the employees were reluctant to talk about this during our interview. However, what we analyzed is that career development is practiced but not that openly. Specially, in case if some employee is considering of joining the competitor¶s firm. If such is a case then organization has discipline policies for that even.
Promotion Policies The
new company structure is in
managers, directors and chief
five layers,
officers------in
that
comprising associates, specialists,
order
starting f rom the
bottom
and
work ing towards the top rung of the ladder.
Until
approved otherwise, it w ould be mandatory
maximum period at each level
before
for
the emp loyees to spend the
following
a promotion to the next level depend ing upon
availability of a slot:
Associate
3-4 years
Specialist
3-4 years
Manager
2-3 years
Director
According to the president decision
Chiefs
According to the president decision
However,
employees who may not get a chance
an existing slot, will be compensated
by being
of promotion
due to the non availability
of
³moved over´ with in the new sa lary range
specified by the company
Reward System: AIRTEL
considers its employees not just as a cost but also as a resource in which the company has invested f rom which it expects valuable returns. Pay policies and programs are one of the most important human resource tools for encouraging desired emp loyee behaviors. The advantage of paying above the market average is the ability t o attract and retain the top talent available, which can translate into highly eff ective and productive work force.
The incent ive
schemes and incentive ob jective have been clearly communicated t o all individuals and week ly progress report is also communicated to all concerned.
Compensation and benefit plans: Airtel has a separate department for compensation. That department deals in staffing and compensation planning. First of all this department has all the information regarding who is being employed and how it is performing. What so ever promises are made to the employees, they know that. So it¶s easy for them to design compensation plans because they know every employee which is being hired. Compensation and benefit plans are particularly based on performance. If performance is up to the standards of Airtel and the employee has good conducts he is rewarded. After performance evaluation, results are rechecked and matched with the standards. Based on that, proper compensation plans are designed.
Salary policy
The company will pay salaries of the employees as fallows o
o o
o
All new employees have to open bank accounts in specified banks prescribed by the company so that their salary will be credited at the end of each month. After opening account with the bank employees should forward his account number to HR. Upon termination of services the employee will receive his salary within 15 days up to the time of date of his last working day. Upon resignation the employee will be paid his dues during a maximum period of 15 days from the date he left the job.
Promotions
Promotions
are also reward management techn ique to motivate employees. In AIRTEL promotions are based on the merit and seniority (experience) basis. The one who performs well consistently over time gets reward in the form of promotion.
Bonuses The employee may receive 1 to 3 month bonus subject to evaluation of accomplished objectives. In Airtel the reward system is based on the individual performance and individual employee performance is judged for the reward. The manager of respective departments recommends a candidate from his section for the reward purpose to HR. Reward Categories at Airtel
Intrinsic and Extrinsic rewards include:
Smart/Qua lity work Exceptional performance in a pro ject Targets achievements
Special assignments
Medical care Life insurance Vacations Relocation Credit advance policy provident policy/advance against provident fund and a capping of gratuity Recreation Club Policy Travel Education assistance policy
Mobile phone Business mobile phone policy Official Blackberry Policy Life insurance Medical entitlement
Health
& Saf ety Policies
The safety of employees is everyone¶s responsibility. Accidents, precaution and efficient work go hand in hand. All levels of employees have a primary responsibility for the safety and well being of all of us.
Therefore, interest in practicing safety prevention must be encouraged by:
a) Setting good examples. b) Acting upon safety records. c) Reviewing safety programs. d) Holding personal interviews or group conferences. e) Starting activities that will stimulate and maintain employee¶s interests.
No phase of operation of administration is of greater importance than accident prevention. It is the policy of the Company to provide and maintain safe and healthy working conditions and to follow operating practices that safeguard all employees and result in safe working conditions and efficient operations. Proper First Aid Kit will be available at all Airtel Offices including remote locations.
There is no need for such measures at Airtel as maximum jobs do not expose you to the health hazards and are not such that require safety measures. However, there is a tendency of being safe in every human and that shows when you visit some Airtel officer to meet someone of a high designation level. You need to fulfill various safety measures.
Employee R elations: It is
the company policy to ensure that the requ ired standards
are maintained.
The
disciplinary procedure is intended
policy and management gu idelines. It d oes n ot otherwise
form
part
only
of performance
and conduct
as a statement
of Company
of the
contract
of employment or
have contractua l eff ect.
Discipline Procedure:
y
Warning may
be
addressed t o the employees verbally and in written through
their immediate supervisor. committed abide
by
by
The
warning shall ref er to the contravent ions
the emp loyee and will serve to remind the employees the he/she
the company rules and regu lations in performing his/her work, and
that this contravent ion should not be repeated in f uture. y
A
written letter may be addressed t o the employee describing the contravention
committed.
The
employee will also
be
notified that a h igher penalty may
inflicted on
him in the contravent ion is repeated in f uture.
The
be
warning letter
may be registered in the employees personal file . issuance of written warning can be
recommended by the respect ive supervisor and
HR department y
Deduct ion f rom
HOD. It
w ill be issued by the
of employee
salary depending on
af ter approval of VP HR . the sa lary will be an amount
the type off ence and decision taken accordingly. y
The
employee may be suspended f rom performing h is or her duties
of time y
for
a period
as conveyed in written.
Unauthorized
absence
of
more then two times in Six month can result in
termination of employment.
y
An
employee who is absent f rom the job with
out
satisf actory explanation is
considered to be an unauthorized unpaid absence. y
Discrimination, intimidation
and harassment
based on
sex, race, re ligion, age,
color, disability, sexual orientation and cultural background is pr ohibited at the workplace.
The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. All warnings will remain upon the employee's personal file indefinitely, but will normally be disregarded for disciplinary purposes after the following periods: y
Stage 1 - Verbal warning:
y
Stage 2 - Written warning:
y
Stage 3 - Final written warning:
y
Stage 4 - Dismissal
03 months
06 months 12 months
These time periods may however be extended in appropriate circumstances taking into account the nature of the offence. The time period will commence from the date of the letter/memorandum confirming the warning, even though any specified time for improvement has expired.
Penalties: Employee¶s services may be terminated in following cases Insubordination
Willful failure to carry out reasonable orders including the performing of job assigned by supervisor. Dishonesty
Falsification of any official company records will subject to the termination without prior notice. Violation of Saf ety R ule
Failure is refusal to conform to safety practices or the misuse of safety device. Violence
Causing a disturbance on company property resulting from fighting.
Prof anity or Indecent Conduct
The use of profane language or engaging in immoral conduct. Intoxication
Coming to work under the influence of drugs or bringing drugs into the facility.
Willf ul Damage to Property Careless spoilage, destruction of company property or material. One Day Absenteeism
Unauthorized absence from work for one day without notifying employer. Misrepresentat ion
Deliberate misrepresentation of past history or other important matters. Accepting Money or
Gif t
Taking advantage of one¶s positions to accept money or gift is against the rules of company.
Motivation: As we know AIRTEL is highly aware of how to motivate its employees in the best way. This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a welldevised system that AIRTEL follows for the purpose of motivation. It includes both financial and nonfinancial rewards along with the major Motivators and Dissat isfies.
The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. AIRTEL has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. other ways in which employees are motivated are:
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Employees are safe in knowing that they will be rewarded for any exceptional work. This reward is not only monetary. It is accompanied by the employee being given recognition and greater empowerment. Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why AIRTEL offices are considered to be the most well decorated and organized.
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As we know AIRTEL has a desire to promote the high achievers from with in the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees of AIRTEL.
Motivational f actors:
Airtel is a leading telecom company and all the employees working there feel pride in affiliating them with the organization. It¶s the biggest intangible motivational factor. Affiliating with organization, employees are self motivated to work and loyalty comes from within. However they have other factors too. They believe in praising the good work done by employees and reward them on that. Reward may be tangible or intangible. They also arrange parties in which star performers are highlighted. Also they have informal meetings after performance evaluation and supervisors, subordinates, colleagues talk about there success and are motivated through intrinsic factors. Delegation of authority and empowerment re the tools which they use to motivate employees and that is how they keep up the good work.
SWOT Analysis: Strengths: 1. AIRTEL has the latest employee training and development approaches. Therefore it can adapt to all sorts of change and bring immediate improvement in work practices whenever the need arises. 2. AIRTEL hires only the most highly qualified and exceptionally intelligent and energetic people. This result in lesser HR problems as people are willing to change, take constructive criticism and focus on personal and professional development by focusing solely on achieving their work. 3. AIRTEL believes in making people realize their full potential and capabilities which is why jobs are designed to be challenging and goals are made to be achievable yet competitive. This results in a high level of motivation and job satisfaction for the employees and automatically promotes a healthy work environment. 4. The company has a very well balanced and realistic incentive program. It also focuses on giving additional benefits to its employees apart from the basic remuneration. This results in employees giving their ³Heart and Soul´ in working for their employer. 5. The HR practices of AIRTEL greatly enhance its image as a company that wants to contribute towards the society in every possible way. As the main focus is on developing better people not just better employees. There may be various other strengths of the HR practices and management system of AIRTEL, only the most important have been discussed above.
Weaknesses: 1. AIRTEL has a trend of maintaining long working relations with employees and sticking with the same people as long as it is productive. Most of these people are promoted from with in the company to form the middle and upper management. This results in loss of creativity that can be recognized by external recruitment for these core managerial positions. 2.
The employees are supposed to work at late night without being paid additionally. This creates mental tension.
3. CV¶s are not properly entertained 4. Certain non financial rewards such as ³employee of the year´ which is used as motivation tool are not properly communicated to the employees regarding their importance. 5. The most common complaint that is heard by the employees is the biasness of immediate bosses. That creates a sense of concern with in the employees.
Opportunities: 1. The company can discover great potential through the future graduates as every generation is being taught in more effective manner that leads to better growth. Being a leading company in the employment rankings of India AIRTEL can recruit the ³cream of graduates´ every year and utilize their improved knowledge and abilities. 2. There is an opportunity to create the best image of the company in the mind of customers by adding the value added services. 3. With the expansion in the company business in India, the HR department can be expended in order to manage diversity of workforce.
Threats: 1. Due to entering of new companies in cellular industry the competition has been enhanced. Like other areas HR departments is facing the threat of employees switching from Airtel to other companies. 2. The skilled and qualified workers are being attracted by the other cellular phone & multinational companies.
CONCLUSION: To conclude Airtel has a strong HR system. That is the reason we didn¶t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort.
R ecommendations:
To establish core competence and to bring competitiveness, Airtel should implement numerous effective plans to improve the performance of its various departments. Supervisors must manage employee performance well in order for Airtel to accomplish its mission and achieve its goals. Following are some recommendations for Airtel, which we Personally feel can be useful for the organization, its employees and the customers.
Eff ective Performance Management
Performance management is one of the most important parts of a Supervisor¶s or team leader¶s job. Developing skills in performance Management is wise investments that will help Airtel achieve its Goals.
Manag ing
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employee performance includes:
Planning work and setting expectations Monitoring and measuring performance Developing the capacity to perform Periodically rating performance in a summary fashion Recognizing and rewarding good performance
Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable Patterns of skills, knowledge, abilities, behaviors and
other Characteristics that an individual needs to perform work roles or Occupational functions successfully. Performance management Competencies that all supervisors (and team leaders) at Airtel Should develop and demonstrate include:
Communication
Establishing and maintaining effective communications with each Employee not only requires good oral and written communications Skills, but it also includes the ability to establish good working Relationships. To communicate effectively with employees, Supervisors must establish
an environment that promotes an open Door atmosphere, the sharing of ideas, and employee involvement in decision making processes. Setting
Goals
Setting long and short-term goals with employees gives focus to Employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired. Knowing how to set goals effectively is an important part of Performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets.
M easuring Employee P erformance
Credible measures of performance that employees understand and accept are critical for achieving high level performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance.
Giving F eed Back
Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they observe as close to the event as possible. Coaching & Developing
Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignment, job enrichment, self study or work details.
BIBLIOGRAPHY
BOOK S
Marketing Management by Philip Kotler 9th Edition Principal & Practice of Management by L.M. Prasad, 4th Edition.
REFRENCES
AIRTEL¶s reports Books & magazine on mobile communication
WEBSITES & SEARCH ENGINE
www.airtelworld.com www.bhartiteleventures.com www.researchandmarket.com www.info-shop.com www.smartmobs.com www.yahoosearch.com
