airtel new.doc

A PROJECT REPORT

APROJECT REPORT

ON

RECRUITMENT PROCEDURE

Submitted in Partial Fulfillment for the

Award of Degree of

Master of Business Administration

PREFACEIndian industry is waking up to the challenges thrown in by market economy, policies and globalization. To survive in this highly competitive scenario, heavy emphasis is laid on getting to know the customers basic needs and keeping abreast with the latest technology. The collective efforts of both assume relevance in this context.

Airtels need to self analyze its position to enter the Jaipur sector plus be aware of the market scenario and the atmosphere prevailing in Jaipur; the tasks need insight about the ground realities.

Knowledge of market is essential for the development of the product. The needs of the consumers change very often and so the companies are forced to incorporate these changes within themselves.

The main purposes of the project are following:

To study the recruitment policies and procedures of the Company.

ACKNOWLEDGEMENT

Any work of this magnitude requires the inputs, efforts and encouragement of people from all sides. In this project report, I have been very fortunate in having got the active co-operation of many people, whom I would like to humbly thank.

First of all, I am thankful to BHARTI AIRTEL RAJASTHAN CIRCLE OFFICE, Jaipur, for giving me an opportunity for summer training. I am thankful to MS. SHIKHA TAMBI, Chief Executive Officer, for the same.

The true credit of my completing the work successfully goes to my guide MR. MAHESH KUMAR, HR Manager, who with his patience and knowledge guided me through the project. He helped me to understand telecom industry, markets, project objectives and execution.

I have been obliged to take value assistance and co-operation of a number of eminent personalities, therefore I would like to express my deep sense of thanks and sincere regards to all these members.

I owe special thank to all the respondents whom I approached with my questionnaire and who took time off their busy schedules to answer them patiently.

Renu Paul MBA III SEM

TABLE OF CONTENTS

S. NO.DescriptionsPage no.

1. Introduction to the industry

2. Introduction to the Organization

3. Research Methodology

1. Title of the Study

2. Duration of the Project

3. Objective of the Study

4. Types of Research

5. Collection Method and Sample Size

6. Scope of Study

7. Limitation of Study

4. Facts and Findings

5. Data Analysis and Interpretation

6. Swot Analysis

7. Conclusion

8. Recommendation and Suggestion

9. Appendix

10. BIBLIOGRAPHY

INTRODUCTION TO THE INDUSTRY

TELECOM SECTOR IN INDIA

INTRODUCTION:

The telecom industry is one of the fastest growing industries in India. Indias more than 100 million telephone network is the third largest network in the world after China and USA. With a growth rate of 45%, Indian telecom industry has the highest growth rate in the world. In terms of phones, India occupies the fifth position, after China, USA, Japan and Germany.

HISTORY OF TELECOM SECTOR IN INDIA:

The first wind of reforms in telecommunications sector began to flow in 1980s when the private sector was allowed in telecommunications equipment manufacturing. In 1985, Department of Telecommunications (DOT) was established. It was an exclusive provider of domestic and long-distance service that would be its own regulator (separate from the postal system). In 1986, two wholly government-owned companies were created: the Videsh Sanchar Nigam Limited (VSNL) for international telecommunications and Mahanagar Telephone Nigam Limited (MTNL) for service in metropolitan areas.

In 1990s, telecommunications sector benefited from the general opening up of the economy. Also, examples of telecom revolution in many other countries, which resulted in better quality of service and lower tariffs, led Indian policy makers to initiate a change process finally resulting in opening up of telecom services sector for the private sector. National Telecom Policy (NTP) 1994 was the first attempt to give a comprehensive roadmap for the Indian telecommunications sector. In 1997, Telecom Regulatory Authority of India (TRAI) was created. TRAI was formed to act as a regulator to facilitate the growth of the telecom sector. New National Telecom Policy was adopted in 1999 and cellular services were also launched in the same year.

IMPRESSIVE GROWTH:

The growth of telecom sector in India is really astonishing. In 1947, when India attained independence, it had less than 80,000 telephone connections. In the next 34 years, the country could add only two million connections. At present, the sector is adding two million connections every month! In 1947, the teledensity (telephone penetration per 100 persons) was 0.02. It reached a level of 9.13 by 13th April 2005. Still India lags behind countries like China and Brazil where teledensity is more than 42.

The government initiated the process of liberalization of the sector in 1991 by inviting bids from private operators for two licenses to provide cellular services in each of the four major cities. In 1994, bids were invited for one license for providing fixes line-services in 21 circles. In January 1995, bids were invited for two licenses to provide cellular services in each of the 18 telecom circles excluding the four metros. Of course, Dot/MTNL retained the right to operate a cellular network in each of the licensed areas. The cellular rollout was done in 1995 for the metros and during 1996-98 for the other circles.

At the end of September 2007, telephone connections in the country numbered 248.67 million and teledensity stood at 21.85 (per 100 population).

By the end of 2007, entire country will be covered by telecom network, and all the villages will be connected by phone. Internet connections shall increase from 5.45 million in December 2004 to 18 million by 2007, and further to 40 million at the end of 2010.

Telecom revenues increased from Rs 6578 million in 1980-81 to Rs 27,775 million in 1989-90, and further to Rs 186,286 millions in 1999-2000.Net profit increased from Rs. 1712 million in 1980-81 to Rs. 11,504 millions in 1989-90, and further to Rs 119,750 million in 1999-2000.

Telecommunication sector in India can be divided into two segments:

1. Fixed Service Provider.

2. Cellular Services.

Fixed line services consist of basic services, national or domestic long distance and international long distance services. The state operators (BSNL and MTNL), account for almost 90 per cent of revenues from basic services. Private sector services are presently available in selective urban areas, and collectively account for less than 5 per cent of subscriptions. However, private services focus on the business/corporate sector, and offer reliable, high- end services, such as leased lines, ISDN, closed user group and video-conferencing. Cellular services can be further divided into two categories:-

1. Global System for Mobile Communications (GSM).

2. Code Division Multiple Access (CDMA).

The GSM sector is dominated by Airtel, Vodafone, and Idea Cellular, while the CDMA sector is dominated by Reliance and Tata Indicom. Opening up of international and domestic long distance telephony services are the major growth drivers for cellular industry. Cellular operators get substantial revenue from these services, and compensate them for reduction in tariffs on airtime, which along with rental was the main source of revenue. The reduction in tariffs for airtime, national long distance, international long distance, and handset prices has driven demand.

The Genesis of the Industry

The govt. of India recognizes the importance of the telecommunications (telecom) sector and has given it due importance. The telecom sector is broadly divided into two types of service providers- basic telephony and cellular telephony.

Basic Services: the major players providing basic services are BSNL, the Tata Teleservices and reliance, which use the code division multiple accesses (CDMA) standard, which provides limited mobility. Using CDMA, calls can be made to and received from certain fixed areas.

Cellular Services: Operators providing cellular services use the global system for mobile communication (GSM) standard: using this, call can be made to and received from any place. The major players in this segment are Bharti, Hutchison BPL and Idea.

The telecom sector requires very heavy investment (The National Telecom policy-1994 estimated a resource gap of Rs. 230billion for the telecom targets of the eight five year plan, 1992-1997 to be met). To meet the resource requirement and achieve the nations telecom targets, the government decided to invite the participation of private players, and the telecom sector was opened up in 1992. (The early 1990s was a period of economic liberalization in India. Liberalization was initiated on a large scale through the industrial policy Statement of 1991). The policy abolished the regime of public sector supremacy and paved the way for private participation in the economy).

Cellular mobile services were one of the first areas to be opened up for private participation. Initially to easy operations, the country was divided into four metropolitan cities and 19 circles, which were roughly analogous with the geographic boundaries of the states of India. Cellular licenses were given to the private players, first in the four metropolitan cities in 1994 and then for the 19 other telecom circles in 1995. The first metro cellular network started operating in Kolkata in August 1995.The Usefulness of Telecom

India has a huge disparity of income among its people. One reason for this is the lack of education. In the days when telecom was a state monopoly, the government introduced education classes through the state run TV channel. Even now, these classes are watched by huge numbers of students who cannot afford to go to regular schools/colleges. An estimated 3.5 million students are enrolled in various distance education universities throughout the country. Some foreign universities have seen this potential market and set up programs.

Computer education is a route to generating more employment and prosperity. Due to the lack of proper telecom infrastructure in the interiors of the country, there is general lack of awareness of global developments. The spread of telecommunications will help tap this potential market and the sheer magnitude of the market will continue to beckon global players for years to come.

Entrance of private telecom operators various reports examines the emergency of innovation and value creation for enhancing customers experience, as a result of increasing competition in the Indian telecom industry during the late 1990s and early 2000s. The report provides a detailed account of the evolution of the Indian telecom industry. It traces

various developments in the industry before, during and after the liberalization of the Indian telecom sector.

It also provides information about the increasing popularity of cellular services, which led to the emergence of several private telecom operators like BhartiTeli Ventures, Hutchison Essar Telecom India, Idea Cellular Ltd., Reliance Communication and Tata Teleservices, etc. Due to the huge market potential even public sector undertakings like BSNL and MTNL have also begun offering cellular services apart from basic wire line services in February 2004. Bharti Airtel Telecom India Limited (Airtel)Indias leading GSM service provider entered the Pre paid and Post paid mobile services segment by offering subscription schemes that allowed customers to make use of a digital mobile phone service at an affordable price.

MTNL (Mahan agar Telephone Nigam Limited):

MTNL, which was the first to launch limited mobility services in 1999, has less than 1.5 lakh customers. While the decline in fixed-line subscribers can be attributed to the entry of private operators and MTNLs lack of aggression.

The GSM network of MTNL expanded to 2.25 lakh lines in both the metros and WLL capacity was expanded to 1.8 lakh line in Delhi and 1.48 lakh lines in Mumbai. The CDMA network was upgraded to 2000-1X.

Corporate office:

9, Door Sanchar Sadan,CGO Complex, Lodhi Road,New Delhi-110003INDIA

CMD: R.S.P. Sinha

Service Area: Delhi & MumbaiBrand Name: DolphinTechnology Used: GSM and CDMAReliance Infocomm: Reliance Telecom limited has been promoted by India's largest private sector company, Reliance Industries limited with minority equity participation by Bell Atlantic - NynexInc. Reliance Telecom's major coverage lies in the eastern region of the country, where there is an opportunity to supplement the existing fixed line network which has remained underdeveloped due to historical reasons. Reliance Telecom has been successful in a short span of time in setting up network and providing cellular services across seven Circles with networks covering six contiguous circles in Central and Eastern India.

Corporate office:

Reliance Infocomm Ltd.,Dhirubhai Ambani Knowledge City, Thane, Belapur Road, Navi Mumbai 406 709INDIACMD: Mukesh D.Ambani

Service Area: Assam, Bihar, HP, MP, NE, Orissa, and West Bengal

Brand Name: Reliance Mobile

Technology Used: CDMACustomer Base:

Hp- 11139

Bihar: 216270

Orissa: 77556

Assam: 42636

N.E.- 9390

M.P.- 177295

W.B. & A&N- 79132

No. of operating circles: 7

IDEA CellularIDEA Cellular Limited, formerly known as Birla, Tata AT&T Communication Limited, was launched in the Gujarat circle in January 1997 and in the Maharashtra Circle (excluding Mumbai, including Goa) in March 1997. Corporate office:

11/1, Sharda Centre, Eranwadane, Off. Karve Road, Pune 411 004 INDIA CEO: Vikram MehmiService Area: Gujarat, Maharashtra, AP, MP and Delhi (Metro)

Brand Name: Idea

Technology Used: GSMCustomer Base:

Delhi- 339594

Maharashtra 700766

Gujarat 308027

A.P 333220

M.P. 216899Vodafone

Vodafone Telecom is a part of Hutchison Whampoa Limited (HWL), a Hong Kong based Fortune 500 company operating in 41 countries spread across the Asia Pacific region, Europe and America. It is one of the largest companies listed on the Hong Kong Stock Exchange. Hutchison Telecom is also recognised as one of the first cellular operators in the world, having started its services way back in 1985.

Corporate office:

Vodafone Telecom Limited Hutch House Peninsula Corporate Park,Ganpatrao Kadam Marg,Lower Parel, Mumbai - 400013

CMD: Asim GhoshService Area: Mumbai (Metro)

Brand Name: Orange

Technology Used: GSMCustomer Base:

In Mumbai- 873592

No. of operating circles:1

Service area AP, Karnataka, Chennai, Delhi (Metro), Kolkata (Metro)Cutomer base:

Delhi- 875826

Chennai 88278

Kolkata- 399695Karnataka 154278

Bharti Cellular Service:

Bharti became a billion dollar company with the revenue of Rs. 5003 crores. The company background has been discussed in Detail Below:

CMD: Sunil Bharti Mittal

Service Area: Delhi, Chennai, kolkatta, Maharashtra, Gujarat, A.P., Karnataka, Tamil Nadu, Kerala, Punjab, Haryana, U.P.(W), M.P., H.P., Bihar, Orissa.

Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology.

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:

Recruitment, selection, and outsourcing

Organizational design and development

Business transformation and change management

Performance, conduct and behavior management

Industrial and employee relations

Human resources workforce analysis

Compensation, rewards, and benefits management

Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels.

To be effective these initiatives need to include how and when to source the best recruits internally or externally. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization.

Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

The data has been collected by using questionnaire and it has been analyzed. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions.

FACTORS INFLUENCING RECRUITMENTStrategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction

Designing the Human Resource Management System

Planning the total workforce

Generating the required human resources

Investing in human resource development and performance

Assessing and sustaining organizational competence and performance.

Organizational policies:

Basic Overviews of Human Resource Management

Getting the Best Employees

Paying Employees (and Providing Benefits)

Training Employees

Ensuring Compliance to Regulations

Ensuring Safe Work Environments

Sustaining High-Performing Employees.

Recruitment Criteria:

Technical criteria, i.e. know-how, professional skills, and experience in your field.

The candidates personality and charisma are the most influential criteria in the process of recruitment in France.

Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary

SOURCES OF RECRUITMENT Before an organization begin recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only tackle the existing sources they have. These sources accordingly, may be termed as internal and external.

INTERNAL SOURCES:

As a conscious focus of the organization to nurture high potential talents by providing them suitable career growth opportunities within the organization, efforts would always be made to fill in specific vacancies from its existing human resource pool and this is known as internal sources.

The entire process would be done through job posting (IJP) and communication including the job profile, candidate profile, eligibility (who can apply), application deadline etc. would be made available by the HR.

Employees possessing necessary skills, knowledge, and experience matching with those required for the job may apply through the appropriate communication channels as prescribed in the IJP.

Promotions:

The process of elevating a person to higher level job is what is known as promotion.

Transfers:

Transfer of an employee may be either from one section to another or from one department to another.

Job rotation:

Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees:

Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

The use of an internal source paves way for the following merits:

It improves the morale of employees, for they are assured of the fact they would be preferred to outsiders when vacancies occur.

The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of employees security and opportunities for advancement.

As a person in the employment of the company, are fully aware of and well acquainted with its policies and know its operating procedure they require little training and the chances are that they would stay longer in the employment of the organization than a new outsider would.

It is less costly than going outside to recruit.

However this sources suffer from the following defects:

It often leads to inbreeding and discourages new person from entering an organization.

There are possibilities that the internal sources may dry up and it may be difficult to find the requisite personnel within an organization.

As promotion is based on seniority, the danger is that really capable hands may not be chosen.

The likes, dislikes and personal biases of the management may also play an important role in the selection of the personnel.

EXTERNAL SOURCES :

External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

oEmployment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

oAdvertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

oEmployment Exchanges There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

oEmployment Agencies There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Using the external sources as a recruitment tool gives the following merits:

1.It provides the requisite type of personnel for an organization, gives skilled training and education up to the required standard.

2.Since persons are recruited from a large market the best selection can be made without any discrimination of caste, sex and color.

3.The cost of the employees will be minimized because candidates selected in this method will be placed in the minimum pay scale.

4.The entry of new persons with varied expansion and talent will help in human resource mix.

5.It also helps in bringing new ideas, better techniques and improved methods to the organization.

Demerits of using the external sources method:

1.It is more expensive and time consuming to recruit people from outside. Detailed screening is necessary to know about the candidate.

2.The employees being unfamiliar with the organization, their orientation and training is necessary.

3.If higher level jobs are filled from external sources, motivation and loyalty of existing staff are affected.

PREREQUISITES OF GOVERNMENT POLICY:

1.It should be in conformity with its general personnel policies.

2.It should be flexible enough to meet the changing needs of an organization.

3.It should be so designed as to ensure employment opportunities for its employees on a long term basis.

4.It should match the qualities of employees with the requirements of the work for which they are employed.

5.It should highlight the necessity of establishing job analysis.

6.STEPS IN RECRUITMENT PROCESS

SELECTION PROCESSDefinition of selection:

According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

Factors influencing selection process:

1.Nature of the organization

2.Nature of the labor market

3.Union requirements

4.Government requirements

5.Composition of the labor force

6.Location of the organization.

Steps in selection procedure:

Receiving application

The candidates may be asked to submit their applications together with their bio data on a plain paper.

Preliminary interview

The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.

Application blank

The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.

Tests

A test is a sample measurement of a candidates ability and interest for the job.

Final interview

An interview is a face to face oral examination of a candidate by an employer.

Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

Final selection

If the employer is satisfied with the candidate, then the selection will be made.

Physical examination

It is important that a person selected for the job must also be medically fit to perform it.

Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.INTRODUCTION OF ORGANISATION

ABOUT THE BHARTI GROUP

Bharti Enterprises has been at the forefront of technology and has revolutionized telecommunications with its world class products and services.

Established in 1976, Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. 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.

Bharti is the leading cellular service provider, with a footprint in 15 states covering all four metros. It has over four million satisfied customers.

JOINT VENTURES

Bharti has many joint ventures with world leaders like Singtel (Singapore Telecom); Warburg Pincus, USA; Telia, Sweden; Asian infrastructure find, Mauritius; International Finance Corporation, USA and New York Life International, USA.

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 telecommunication services based on a strong customer base consisting of approximately 8.37 million total customers which constitute, approximately 7.67 million mobile and approximately 704,000 fixed line customers, as of June 30, 2004.Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. The Bharti Group, has a diverse business portfolio and has created global brands in the telecommunication sector. Bharti has recently forayed into retail business as Bharti Retail Pvt. Ltd. under a MoU with Wal-Mart for the cash & carry business. It has successfully launched an international venture with EL Rothschild Group to export fresh agri products exclusively to markets in Europe and USA and has launched Bharti AXA Life Insurance Company Ltd under a joint venture with AXA, world leader in financial protection and wealth management.

BHARTI AIRTEL LTD started in July 7 1995.Its head quarters is at Delhi. In 1998 company started their first land line operation. Airtel is the name of their brand. AIRTEL stands for Affectionate, Interested, Respectful, Tolerant, Energetic and loving .Their logo is Think fresh Deliver More. Their first company is Bharti Cellular Limited under the brand name of Airtel. Another one is Bharti Tele Sonic Ltd under the brand name of India One. Then Bharti Tele Net Ltd under the brand name of Touch Net. Another one is Bharti broad band Ltd under the brand name of Manthra Online. The companies Bharti Telenet Ltd and Bharti Broadband Ltd combined together and form Bharti Broadband and Teleservices Ltd. After sometime the companies Bharti Telesonic Ltd and Bharti Broadband and Teleservices Ltd combined together and form Bharti Infotel Ltd.

In 13th September 2004 all the four companies combined together and form Bharti AIRTEL Ltd. Bharti Airtel is one of India's leading private sector providers of telecommunications services with more than 79 million subscribers as of November 2008.

Bharti airtel limited is a leading global telecommunications company with operations in 19 countries across Asia and Africa. The company offers mobile voice & data services, fixed line, high speed broadband, IPTV, DTH, turnkey telecom solutions for enterprises and national & international long distance services to carriers. Bharti airtel has been ranked among the six best performing technology companies in the world by business week. Bharti airtel had 200 million customers across its operations.

Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven to seize the day with an ambition to become the most admired telecom service provider globally. Airtel, in just ten years of operations, rose to the pinnacle of achievement and continues to lead.

As India's leading telecommunications company, Airtel brand has played the role of a major catalyst in India's reforms, contributing to its economic resurgence.Today it touch people's lives with their Mobile services, Telemedia services, to connecting India's leading 1000+ corporates. They also connect Indians living in USA, UK and Canada with their callhome service.

Our Vision & Promise :

By 2015 airtel will be the most loved brand, enriching the lives of millions.

" Enriching lives means putting the customer at the heart of everything we do. We will meet their needs based on our deep understanding of their ambitions, wherever they are. By having this focus we will enrich our own lives and those of our other key stakeholders. Only then will we be thought of as exciting, innovation, on their side and a truly world class company."

Airtel comes to you from Bharti Airtel Limited, Indias largest integrated and the first private telecom services provider with a footprint in all the 23 telecom circles. Bharti Airtel since its inception has been at the forefront of technology and has steered the course of the telecom sector in the country with its world class products and services. The businesses at Bharti Airtel have been structured into three individual strategic business units (SBUs)

1.Mobile Services

2.Airtel Tele media Services

3. Enterprise Services.

Airtel provides GSM mobile services in all the 22 telecom circles in India, Srilanka, Bangladesh and now in 16 countries of Africa.Provides telemedia services (fixed line and broadband services through DSL) in 87 cities in India. Provides an integrated suite of Enterprise solutions, in addition to providing long distance connectivity both Nationally and Internationally. Airtel has won the Most Preferred Cellular Service Provider Brand award at the CNBC Awaaz Consumer Awards in Mumbai. This is 6th year in a row that airtel has won the award in this category. Businessworld CSR award was instituted in 1999 to recognize exemplary responsible business practices by the Indian industry.The Indian Telecommunications network is the third largest in the world and the second largest among the emerging economies of Asia. Today, it is the fastest growing market in the world. The telecommunication sector continued to register significant success during the year and has emerged as one of the key sectors responsible for Indias resurgent Indias economic growth. This rapid growth has been possible due to various proactive and positive decisions of the Government and contribution of both by the public and the private sector. The rapid strides in the telecom sector have been facilitated by liberal policies of the Government that provide easy market access for telecom equipment and a fair regulatory framework for offering telecom services to the Indian consumers at affordable prices.

It has also undergone a substantial change in terms of mobile versus fixed phones and public versus private participation. The preference for use of wireless phones has also been predominant in the sector. Participation of the private entities in the telecom sector is rapidly increasing rate there by presenting the enormous growth opportunities. There is a clear distinction between the Global Satellite Mobile Communication (GSM) and Code Division Multiple Access (CDMA)

technologies used and the graph below shows the divide between the two.

With increasing penetration of the wireless services, the wire line services in the country is becoming stagnant. On the other hand, Broadband demand has picked up and promises to stabilise fixed line growth. In terms of the Global System for Mobile Communication (GSM) subscriber base this now places India third after China and Russia. China had 401.7 million GSM subscribers CDMA technology was introduced in India as a limited mobility solution.

The introduction of CDMA services has created competition, lowered tariffs and offered many citizens access to communication services for the first time Internet services were launched in India on August 15, 1995. In November 1998the government opened up the sector to private operators. A liberal licensing regime was put in place to increase Internet penetration across the country. The growth of IP telephony or grey market is also a serious concern.

Government loses revenue, while unlicensed operation by certain operators violates the law and depletes licensed operators market share. New services like IP-TV and IP-Telephony are becoming popular with the demand likely to increase in coming years. The scope of services under existing ISP license conditions are unclear. Rising demand for a wide range of telecom equipment, particularly in the area of mobile telecommunication, has provided excellent opportunities to domestic and foreign investors in the manufacturing sector.

The last two years saw many renowned telecom companies setting up their manufacturing base in India. Ericsson has set up GSM Radio Base Station Manufacturing facility in Jaipur. Elcoteq has set up handset manufacturing facilities in Bangalore. Nokia set up its manufacturing plant in Chennai. LG Electronics set up plant of manufacturing GSM mobile phones near Pune. The Government has already set up Telecom Equipment and Services Export Promotion Forum and Telecom Testing and Security Certification Centre (TETC). A large number of companies like Alcatel, Cisco have also shown interest in setting up their R&D centers in India. With above initiatives India is expected to be a manufacturing hub for the telecom equipment.MANAGEMENT STRUCTURE

The group has been structured to create functional and operational specialization with a linear vision of business lines and functional areas.

The Company is headed by Chairman and Group Managing Director- Sunil Bharti Mittal who is assisted by two Joint Managing Directors- Akhil Gupta and Rajan Bharti Mittal. The Company also has two Presidents- President Mobile Services and President Infotel Services, this responsibility includes Fixed-line, Long Distance and Broadband Services. The Presidents report to the Group Chairman and Managing Director. The head of units and Strategic Business Units (SBU) report to the respective business's President.

BHARTIS VISION

To make mobile communications a way of life and be the customers first choice.

BHARTIS MISSION

Meet the mobile communication needs of the customer through

Error free service

Innovative products and services and

Cost efficiency.

Unified messaging solutions

Airtel from Bharti Cellular Limited is a part of the biggest private integrated telecom conglomerate, Bharti Enterprises.

CORE VALUE OF BHARTIThe core values of Bharti are:

Innoventuring

Generating and implementing entrepreneurial and innovative ideas, to create new growth engines. Customer First

Committed to delivering service beyond the expectations of the customer.

Performance Culture

Benchmarking processes and performance against world-class standards helps to distinguish between performers and non-performers by valuing achievement at the individual as well as the team level. The culture encourages and invites feedback, learning and ideas sought and acted upon. Valuing Partnership

Committed to building exemplary relationship with partners, which stands on the principles of mutual trust and mutual growth.

Valuing People

Nurtures an environment where people are respected and their uniqueness is valued. Firmly believing that people are key differentiates.

Responsible Corporate Citizenship

Committed to making a positive and proactive contribution to the community and as a responsible corporate citizen will contribute to and abide by environmental and legal norms.

Ethical Practices

Will uphold the highest ethical standards in all internal and external relationship and will not allow misuse or mis-representation of any facts.

BUSINESS STRATEGY

Bharti Airtels strategic objective is:

To capitalize on the growth opportunities that the Company believes are available in the Indian telecommunications market and consolidate its position to be the leading integrated telecommunications services provider in key markets in India, with a focus on providing mobile services.

The Company has developed the following strategies to achieve its strategic objective:

Focus on maximizing revenues and margins;

Capture maximum telecommunications revenue potential with minimum geographical coverage;

Offer multiple telecommunications services to provide customers with a "one-stop shop" solution;

Position itself to tap data transmission opportunities and offer advanced mobile data services;

Focus on satisfying and retaining customers by ensuring high level of customer satisfaction;

Leverage strengths of its strategic and financial partners.

Emphasis is laid heavily on human resource development to achieve operational efficiencies.MOBILE STRATEGY

Capture maximum telecommunications revenue potential with minimum geographical coverage to maximize its revenues and margins.

Build high quality mobile networks by deploying state-of-the-art technology to offer superior services.

Use the experience it has gained from operating its existing mobile networks to develop and operate other mobile networks in India and to share the expertise across all of its existing and new circles.

Provide affordable tariff plans to suit each segment of the market with a view to expand the reach, thereby increasing the mobile customer base rapidly.

Attract and retain high revenue generating customers by providing competitive tariffs, offering high quality customer services.

Competitive Strengths

1. Bharti Airtel believes that the following elements will contribute to the Company's success as an integrated telecommunication services provider in India and will provide the Company with a solid foundation to execute its business strategy:

2. Nationwide Footprint - As of June 30, 2004, approximately 92% of India's total mobile subscribers resided in the Company's sixteen mobile circles. These 16 circles collectively accounted for approximately 56% of India's land mass;

3. Focus on telecommunications to enable the Company to better anticipate industry trends and capitalize on new telecommunications-related business opportunities;

4. The strong brand name recognition and a reputation for offering high quality service to its customers;

5. The Company's strong relationships with international strategic and financial investors such as Singtel, Warburg Pincus, International Finance Corporation, Asian Infrastructure Fund Group and New York Life Insurance.

6. Quality management teams with vision and proven execution skills

RECRUITMENT PROCESS RECRUITMENT

Recruitment is the process concerned with the identification of sources from where the personnel can be employed and motivating them to offer themselves for employment.

Werther and Davis have defined this as follows; Recruitment is the process of

finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected.Lord has defined, Recruitment is a form of competition. Just as corporations compete to develop, manufacture, and market the best product or service, so they must also compete to identify, attract and hire the most qualified people.

Recruitment is a business, and it is big business.

Thus, recruitment process is concerned with the identification of possible sources

of human resource supply and tapping those sources.

PROCESSSelection can be conceptualized in terms of either choosing the fit candidates, or

rejecting the unfit candidates, or a combination of both. Selection involves both because it picks up the fits and rejects the unfits. In fact, in Indian context, there are more candidates who are rejected than those who are selected in most of the

selected processes. Therefore, sometimes, it is called a negative process in contrast to positive program of recruitment.

Stone has given a formal definition; Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Difference between Recruitment and Selection

At this stage, it is worthwhile to understand difference between recruitment and selection as both these terms are often used together or sometimes interchangeably.

Flippo described in the following statement: Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio, i.e., the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. GOALS OF RECRUITMENT

To attract highly qualified individuals.

To provide an equal opportunity for potential candidates to apply for vacancies.

GOALS OF SELECTION

To systematically collect information about to meet the requirements of the

advertised position.

To select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.

To engage in hiring activities that will result in eliminating the under utilization of women and minorities in particular departments.

To emphasize active recruitment of traditionally under represented groups, i.e. individuals with disabilities, minority group members, women, and veterans.

SOURCES OF MANPOWER SUPPLY

An organization can fill up its vacancies either through promotion of people available in the organization or through the selection of people from outside. Thus, there can be two sources of manpower external and internal. For all recruitment, a preliminary question of policy considers the extent to which it will emphasize external and internal sources.

Vacancies through internal sources can be filled up either through promotion or transfer; recruiters tend to focus their attention on outside sources. Therefore, the first problem is to identify outside sources. Normally, following outside sources are utilized for different positions. 1. Advertisement -: Advertisement is the most effective means to search potential employees from outside the organization. Employment advertisement in journals, newspaper, bulletins, etc, is quite common in our country. An advertisement contains brief statement of the nature of jobs, the type of people required, and procedure for applying for these job.

2. Employment Agencies -: Many organizations get the information about the prospective candidates through employment agencies. In our country, two types of agencies are operating: public employment agencies and private employment agencies.

Public Employment Agencies: There are employment exchanges run by the government almost in all districts. The employment seekers get themselves registered with these agencies. Normally, such exchanges provide candidates for lower position like semi-skilled and skilled workers, and lower-level operations like clerks, junior supervisors, etc.

Private Employment Agencies : There are many consultancy and employment agencies like ABC consultants, Personnel and productivity services, etc., which provide employment services particularly for selecting higher level and middle level executives. These agencies also undertake total functions personnel on behalf of various organizations. They charge fees for this purpose.

3. On campus Recruitment -: Many organizations conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes, universities and colleges. This source is quite useful for selecting people to the posts of management trainees, technical supervisor, scientist, and technicians. The organizations hold preliminary interviews on the campus on the predetermined date and candidates found suitable are called for further interviews at specified.

4. Employee recommendations -: Employee recommendation can be considered to the lower levels. The idea behind employee recommendations as a source of potential applicants is that the present employees may have specific knowledge of the individuals who may betheir friends, relatives, or acquaintances. If the present employees are reasonably satisfied with their jobs, they communicate these feelings to many persons in their communities.

5. E Hiring -: Many organizations conduct preliminary search of prospective employees through the internet service. There are many job portals available on internet like Naukri.com, Monster.com etc. Candidates register their cvs on the different job portals which are searched by the recruiters who are looking for the candidates. The candidates whose profiles match with the recruiters requirement are contacted through email or by telephone for further interview process.

6. Gate Hiring -: The concept of gate hiring is to select people who approach on their own for employment in the organization. Gate hiring is quite useful and convenient method at the initial stage of the organization when large number of such people may be required by the organization. It can be made effective by prompt disposal of applications, by providing information about the organizations policy and procedures regarding such hiring and providing facilities to +such gate callers.

It is not necessary that a particular organization will utilize all sources to employ people of all types. Some of the sources are more useful for a particular category of employees. For example, advertisement and e-hiring are more useful for employing managerial personnel.

SELECTION PROCESSA selection process involves a number of steps. The basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment. Since the type of information required for various positions may vary, it is possible that selection process may have different steps for various positions. For example, more information is required for the selection of managerial personnel as compared to workers. A standard selection process has the following steps:1. Screening of Applications -: Prospective employees have to fill up some sort of application forms. These forms have variety of information about the applicants like their personal bio-data, achievements, experience, etc. Such information is used to screen the applicants who are found to be qualified for the consideration of employment. Based on the screening of applications, only those candidates are called for further process of selection who are found to be meeting the job standards of the organization.

2. Selection Tests -: Many organizations hold different kinds of selection tests to know more about the candidates or to reject the candidates who cannot be called for interview, etc. Selection tests normally supplement the information provided in the application forms. Such forms may contain factual information about candidates. Selection tests may give information about their aptitude, interest, personality, etc., which cannot be known by application forms. Types of selection tests areas follows: Achievement test, Intelligence test, Personality test, Aptitude test, Interest test.

3. Interview -: Selection tests are normally followed by personnel interview of the candidates. The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates. In many cases, interview of preliminary nature can be conducted before the selection the selection tests. For example, in the case of campus selection, preliminary interview is held for short listing the candidates process of selection.

4. Checking of References -: Many organizations ask the candidate to provide the names from whom more information about the candidates can be solicited. Such information may be related to character, working, etc. The usual referees may be previous employers, persons associated with the educational institutions from where the candidates have received education, or other persons of prominence who may be aware of the candidates behavior and ability.

5. Physical Examination -: Physical examination is carried out to ascertain the physical standards and fitness of prospective employees. The practice of physical examination varies a great deal both in terms of coverage and timings. Some organizations only have general check up of applicants to find out the major physical problems which may come in the way of effective discharge of duties. In the context of timings also, some organizations locate the physical examination near the end of the selection process, others place it relatively early in the process. This latter course is generally followed when there is high demand for physical fitness.

6. Approval by appropriate Authority -: On the basis of the above steps, suitable candidates are recommended for selection by the selection committee or personnel department. Organizations may designate the various authorities for approval of final selection of candidates for different categories of candidates, Thus, for top level managers, Board of directors may be approving authority; for lower levels, even functional heads concerned may be approving authority. When the approval is received, the candidates are informed about their selection and asked to report for duty to specified persons.

7. Placement -: After all the formalities are completed, the candidates are placed on their jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization.

INTERVIEW

Interview is selection technique that enables the interviewer to view the total individual and to appraise him and his behavior. It consists of interaction between interviewer and applicant. If handled properly, it can be a powerful technique in achieving accurate information and getting access to material otherwise unavailable. However, if the interview is not handled properly, it can be a source of bias, restricting or distorting the flow of communication. Interview is the most widely used selection technique because of its easiness.There can be several types of interviews:

Preliminary interview is held to find out whether the candidate is required to be interviewed in more detail.

Stress interview is directed to create situations of stress to find out whether the applicant can perform well in a condition of stress.

Patterned interview is structured and questions asked are decided in advance. This is done to maintain uniformity in different boards of interviewers.

Depth interview, also known as non-directive interviewer, covers the complete life history of the applicants and includes such areas as the candidates work experience, academic qualifications, health, interests, hobbies, etc. This method is informal, conversational with freedom of expression to the candidate

PRINCIPLES OF INTERVIEWING

Interview is the most frequently used technique for selection. However, it can give better results only when it is conducted properly. Following points can be taken into consideration to make an interview more effective:

There should be proper planning before holding the interview, what way it will be conducted, on what basis the candidate is to be evaluated, and how much weight-age will be given to interview in the total selection process. Preparation on these lines avoids ambiguity and confusion in interviewing.

There should be proper setting for conducting interview. The setting is required both of physical and mental nature. The physical setting for the interview should be comfortable and free from any physical disturbance. The mental setting should be one of rapport between interviewer and the candidate.

When the candidate feels at ease, the interview may be started. At this stage, the interview obtains the desired information and may provide the information sought by the candidate. The interviewer should ask questions in a manner that encourages the candidate to talk. He should listen to carefully when the candidate is furnishing the information. This gives an impression to the candidate that the interviewer is quite serious about him and he will do his best.

The interview of the candidate should close with pleasant remarks. If possible, the interviewer should give an induction about the likely end of interview. Saying thanks, good wishes or similar things carries much better impression about the interviewer.

Immediately after the interview is over, the interviewer should make an evaluation of the candidate. At this stage, the things are quite fresh mind. He can give remarks about the characteristics of the candidate or give grade or mark as the case may be. This will help the interviewer to make a comparative evaluation of all candidates easily.

PLACEMENT AND INDUCTION

After a candidate is selected for employment, he is placed on the job. Initially, the placement may be probation, the period of which may range from six months to two years. After successful completion of the probation period, the candidate may be offered permanent employment.

After the initial placement of the candidate on the job, his induction is necessary. Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the purposes, policies and practices of the organization, employees job and working conditions, salary, perks, etc. In other words, it is the process of introducing the employee to the organization and vice versa. Induction is required because of following reasons:

1. When a new employee joins an organization, he is a stranger to the organization and vice versa. He may feel insecure, shy, and nervous in the strange situation. He may have anxiety because of lack of adequate information about the job, work procedures, organizational policies and practices, etc. In such a case, induction is needed through which relevant information can be provided; he is introduced to old employees and to work procedures. All these may develop confidence in the candidate and he may start developing positive thinking about the organization.

2. Effective induction can minimize the impact of reality shock some new employees may undergo. Often, freshers join the organization with very high expectations which may be far beyond the reality. When they come across with reality, they often feel shocked. By proper induction, the new comers can be made to understand the reality of the situation. Every organization has some sort of induction program either formally or informally. In large organizations where there are well-developed personnel functions, often induction programmers are undertaken on formal basis, usually through the personnel department. In smaller organizations, this may be done by the immediate superior of the employees.

HR PRACTICES IN AIRTEL- OVERVIEW

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.MOBILE DIVISION

The Indian mobile market, according to the (COAI), has increased from approximately 1.2 million subscribers as of March 31, 1999 to approximately 37.38 million subscribers as of December 31, 2004.

Despite this rapid growth, the mobile penetration rate in India, at approximately 3.6% as of December 31, 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, 2006 projected it 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;

Higher quality mobile networks and services; and

Greater variety and usage of value added services.

Bharti Airtel, through its subsidiary has the licenses to provide GSM services in all the twenty-three telecom circles in India.

It proposes to consolidate all its subsidiaries providing mobile services under Bharti Cellular Limited.

MOBILE FOOTPRINT

The map below depicts the location of, and provides certain information for, Bharti Airtels existing mobile circles in India:

Historical prospective of Bharti Airtel:-

Sunil Bharti Mittal:-

Chairman& Managing Director since October 2001Board director since: July 1995Age: 49 years

Sunil Bharti Mittal is the Chairman & Managing Director of Bharti Airtel Ltd. Head quartered at New Delhi, India.

Bharti Airtel, Indias leading private integrated telecom company has been at the forefront of the Telecom revolution and has transformed the telecom sector with its world-class services built on leading edge technologies. Bharti has been a pioneering force in the telecom sector and today enjoys a strong nationwide presence.

Sunil started his career at a young age of 18 after graduating from Punjab University in India and founded Bharti, with a modest capital, in the year 1976. Today, at 49 he heads a successful enterprise, amongst the top 5 in India, with a market capitalization of over US$ 40 billion and employing over 30,000 people.

Bharti has grown successfully in partnership with various leading companies of the world - Singapore Telecom, Vodafone, Warburg Pincus, British Telecom to name a few. The other businesses in the group are consumer electronics (Bee tel), life insurance with AXA of France (Bharti AXA), and a joint venture with the Rothschild group to develop Indian horticulture and export fruits and vegetables to the world (Field Fresh) Bharti has recently entered into a JV with Wal-Mart for setting up supply chain, logistics and cash and carry to support the burgeoning retail market in India.

Organization culture of Bharti Airtel:-

Organization Culture is a Dynamic system of shared values, beliefs, philosophies, experiences, habits, behavior that give an organization its distinctive character.

This excellence extends beyond technology roles, and is equally important to how we manage and sustain this rapid growth.

The spirit of innovation and excellence.

The opportunity for cross-functional moves.

Taking a risk on new ideas and giving us ours own creativity space to operate in.

External training courses are sponsored to ensure that the objective of offering continuous professional development is achieved.(1) Area estimates are from National Census, 2001.

(2) Population estimates for all the circles other than the metropolitan areas are as per National Census, 2001 and are as of March 1, 2001. Population estimates for the Uttar Pradesh (West) circle is 37% of the total population of the state of Uttar Pradesh.

(3) Based on data released by the COAI on the total number of mobile subscribers in the circles as of December 31, 2004.

(4) DELs as on March 31, 2002. Based on data released questions and Government statistics as per The Financial Express dated June 10,2002.

(5) Vehicles comprise four wheeler and two wheeler non-commercial.

(6) Vehicles and are derived from data released by the Motor Transport Statistics of India as of March 31, 1997 in its most recent report.

BHARTI OVER THE YEARS

The organization is designed to ensure identical businesses are run along similar lines and best resources in any functional field, be tapped to serve the best interests of the entire group. With its experience and expertise it has totally empowered to manage respective companies and are fully responsible for business operations to build world-class organizations with a high degree of customer focus.

1995Bharti Tele-Ventures Limited incorporated on July 7, 1995

Bharti Cellular launched mobile services Airtel in Delhi1996Bharti Telenet launched mobile services in Himachal Pradesh 1997

Bharti Telenet obtained a license for providing fixed-line services in Madhya Pradesh circle

Bharti Telecom formed a joint venture, Bharti BT, for providing VSAT services. 1998 Bharti Telecom formed a joint venture, Bharti BT Internet for providing Internet services

First Indian private fixed-line services launched in Indore in the Madhya Pradesh circle on June 4, 1998 by Bharti Telenet thereby ending fixed-line services monopoly of DoT (now BSNL) 2000 Bharti Tele-Ventures acquired an effective equity interest in Bharti Mobile (formerly JT Mobiles), the mobile services provider in Karnataka and Andhra Pradesh circles.

Warburg Pincus (through its investment company Brentwood investment Holdings Limited) acquired equity interest in Bharti Televentures. Bharti Tele-Ventures acquired an effective equity interest in Bharti Mobile (formerly JT Mobiles), the mobile services provider in Karnataka and Andhra Pradesh circles.

2003 New York Life Insurance Fund, or NYLIF, acquired equity interest in Bharti Cellular. Bharti Tele-Ventures acquired an effective equity interest in Bharti Mobinet (formerly Skytel Communications), the mobile services provider in Chennai.

Bharti Tele-Ventures acquired equity interest of Telecom Italia and Bharti Telecom in Bharti Telenet thereby making Bharti Telenet a 100% subsidiary of Bharti Tele-Ventures. Singtel (through its investment company Pastel Limited) acquired STET's equity interest in Bharti Tele-Ventures.

Bharti Tele-Ventures acquired an additional effective equity interest in Bharti Mobile resulting in Bharti Tele-Ventures holding an effective 74% equity interest in Bharti Mobile.

2004 Bharti Telesonic entered into a joint venture, Bharti Aquanet, with Singtel for establishing a submarine cable landing station at Chennai.

Bharti Tele-Ventures acquired NYLIF's equity interest in Bharti Cellular.

Bharti Cellular acquired a 100% equity interest in Bharti Mobile (formerly Spice Cell), the mobile services provider in Kolkata.

Bharti Tele-Ventures acquired equity interest in Bharti Cellular from British Telecom, thereby making Bharti Cellular its 100% subsidiary.

Bharti Tele-Ventures acquired an additional equity interest in Bharti Mobinet from Millicom International and BellSouth International.

Punjab license restored to Bharti Mobile by the DoT and migration to NTP- 1999 accepted.

Bharti Cellular entered into license agreements to provide mobile services in eight new circles following the fourth operator mobile license bidding process.

Bharti Telenet entered into license agreements to provide fixed-line services in the Haryana, Delhi, Tamil Nadu and Karnataka circles.

Bharti Telesonic has entered into a license agreement with DoT to provide National Long Distance Services in India and has been the first service provider to start service in the country.

Bharti Aquanet, Bharti Telesonic and Bharti Cellular have entered into license agreements with the DoT to provide ISP services in India.

2005 Bharti launched mobile services in Gujarat, Haryana, Kerala, Madhya Pradesh circle, Maharashtra, Mumbai, Punjab, Tamil Nadu, Uttar Pradesh (West) circle. Bharti listed on the National stock Exchange, Bombay Stock Exchange and the Delhi Stock Exchange on February 18, 2002.

Bharti entered into a license agreement with the DoT to provide international longdistance services in India. Bharti launched fixed-line services in the Delhi, Haryana, and Karnataka and Tamil Nadu license areas.

Bharti became the first private telecommunications services provider to launch international long distance services. 2005 Bharti to invest Rs. 150 crores in its mobile business in Tamil Nadu state.

AirTel Magic launches pre-paid international roaming for all its customers.

AirTel to add six new towns-Satna, Katni, Hoshangabad, Itarsi, Morena.

AirTel announces exciting national initiatives to expand the mobile market.2006 Bharti Teletech introduces new standards of cordless telephony in India.

Airtel launches WI-FI service in Mumbai .

Blackberry Launch: Airtel unveils another first in global business mobile communication with the launch of Blackberry - the most powerful instant e-mail mobile innovation. Airtel adds another first becomes the first private sector mobile service to launch operations in J&K.2007 Airtel Becomes The First GSM Operator In The Country To Cross The 10 Million-Customer Milestone.

Sunil Bharti Mittal Inducted To The Global GSM Association Board.

Bharti Launches Airtel In North East & Assam.

2008 Airtel and Research In Motion launch the BlackBerry 8700g - the first EDGE-enabled BlackBerry device in India.

Results of Postal Ballot for change of company name from Bharti Tele-Ventures Limited to Bharti Airtel Limited.

2009 Airtel brings the Highly-Anticipated BlackBerry 8800 Smartphone to India.2010 Airtel Partners with SingTel to Offer Free Incoming Calls while on International Roaming in Singapore.

Airtel makes its television debut - Set to redefine home entertainment with Airtel digital TV.

Airtel adds to the joy of festive season launches digital TV.

2011Pre-4th LicensePost-4th LicenseNumber of Mobile Circles

2

5

20

Number of Fixed-Line Circles

1

1

6

Population covered in our licensed area (%)

2%

16%

58%

Area covered in our licensed areas (%)

2%

16%

56%

Wireless Coverage Area(% of Mobile Customers covered)

16%

38%

97%1) Comprises the circle of Delhi and Himachal Pradesh.

2) Comprises the circle of Delhi, Himachal Pradesh, Karnataka and Andhra Pradesh.

3) Comprises the circle of Delhi, Himachal Pradesh, Karnataka, Andhra Pradesh and Chennai.

4) Comprise the sixteen operational circles of Bharti Tele-Ventures.

5) Based on data released by the COAI on the total number of persons subscribing to mobile services in our licensed areas.

ACHIVEMENTS

The largest private sector in integrated telecommunications services group in India in terms of the number of customers.

Largest Mobile footprint in India, covering 20 of the 23 licensed areas.

Proven track record of managing growth - both organic as well as by way of acquisitions.

Existing foreign shareholders have acquired direct and indirect equity interests in the Company for a total consideration exceeding US$1 billion.

First and largest private telecommunications services company offering fixed-line services in India.

First private telecommunications company to launch long distance services.

First off the block to launch fixed-line services in all the four circles of Delhi, Haryana, Karnataka and Tamil Nadu.FIRST AMONGST

FIRST operator to revolutionize the concept of retailing with the inaugurations of connects (exclusive showrooms) in 1995.

FIRST mobile communication service provider in India to be certified for ISO9001: 2000.

FIRST in world certified by British Standards Institution for mobile Communication.

FIRST to expand its network with the installation of second mobile switching centers in 1997.FIRST TO introduce the intelligent network platform first to provide retail subscribers by forming an association called World 1 Network.

FIRST to provide roaming facility in USA.

FIRST to introduce a wide array of value added services like Smart mail, fax facility, call waiting, Web-messages, information services etc. to enhance the convenience of its subscribers.

The objective of Recruitment is to ensure precisely channeled selection of resources, to enable achievement of the companys business goals.

In Bharti Airtel once the Manpower budgeting is prepared by the CEO, GM-HR & HODs at the end of financial year.

The concerned manager of a vacant position requests for manpower through Manpower Requisition Form (MRF). GM-HR approves the form. If the manpower requirement is approved it is forwarded to recruitment manager.

Then the sourcing of CVs is done, through various methods. Then the initial screening, if the candidate is selected then he is supposed to fill JAF , and then get the JAF form and mark the date of functional Interview .

Short listing of CVs as per requirement and then the candidates are called for the interviews. Then the candidates initial screening is done i.e. qualification of candidate is matched with the requirement. JAF is made to fill by the candidate. Then comes the functional interview round which is taken by the functional manager. If he qualifies functional interview round then the candidate goes for the salary negotiation, which is done by the HR. At last the offer letter is issued to the selected candidate.

Objectives:

1.To learn the HR process of the organization

2.To study the recruitment policys and procedure

3.To learn the ability to select a recruitment model that will improve the quality of the present and future workforce of the organization

4.To learn the framework around how to achieve recruitment objectives

5.SWOT Analysis of Bharti Airtel

Recommendations:

Many HR Policies are not known to most of the employees. It should be made clear on the day of joining or on the First working day.

Interview Assessment Sheets are not filled by both Functional and HR-Interviewer. It should be filled on the time of interview.

The company should follow job rotation to retain its best talents.

In the Skip Level Meetings, no name and oracle code should be asked. To get the true reply from the employees.

There should be frequent Feedback Sessions for employees.

There should be Exit Interview of all the leaving employees and it should be taken seriously.

For COLD Calls or WARM Calls a proper data should be made (on the basis of work experience, and current salary) and then the calls should be made for Interviews.

New Joiners should be made clear of there KRA on the first working day.

There should be proper maintenance of all the employees documents for future needs.AWARDS AND RECOGNITION

Bharti Tele-Ventures, its subsidiaries and management have received several awards and recognitions, including:

Bharti Airtel crosses the 60 million customer mark in feb. 2008.

Bharti Airtel enhances empowerment, strengthens business roles in 2007.

Bharti Enterprises announces new Apex level Strategic Organization Structure in 2007.

Indias Most Famous Icons Fight For Supremacy in 2005.

Airtel Becomes The First GSM Operator In The Country To Cross The 10 Million-Customer Milestone in 2005.

Bharti, Indias leading telecom conglomerate, declared countrys best-managed company by Asiamoney in 2004.

Airtel wins the World Communications Best Brand Award in 2004.

Bharti makes it to the Hewitt top 25 Best Employers in 2003.

Bharti moves ahead in the creation of a single power brand in 2003.

Bharti gets international long distance service licence in 2002.

Sunil Mittal is 'Businessman of the Year 2002'

Sunil Bharti Mittal awarded the Dataquest IT Man of the Year 2002

Bharti was recognized as one of the "Leading Lights of Telecom" in Asia in November 2001 in the Asian edition of the "tele.com" magazine with analytical inputs from research consultants Frost &Sullivan.

The leading telecommunications service provider in India in a survey of Indian companies conducted by Business World in association with Indian Marketing Research Bureau in September 2001.

The Techies award from Information Communications World, an international business magazine, for four consecutive years (1997 to 2000) for brand excellence, network quality, customer service and value added service in our Delhi mobile circle.

Golden Peacock National Training Award 1999 to Bharti Cellular for our Delhi mobile operations from the Institute of Directors, a non-profit association in India committed to improving the competitiveness of Indian business by focusing on development of business leaders, for the best human resources and training practices.

Ascent Times of India and Sodexho Pass award in 1999 from the Asia Pacific HRD conclave to Bharti Cellular for corporate excellence in the category of most innovative human resource practices.

Mr. Sunil Bharti Mittal (Chairman and Group Managing Director) was honored as " One of the Top Entrepreneurs Worldwide" for the year 2000 and "Stars of Asia" for the year 2001 by international business magazine, Business Week.

Mr. Sunil Bharti Mittal was selected as the "Businessman of the year 2002" by Business India.

Mr. Sunil Bharti Mittal was awarded the Dataquest IT man of the year 2002.

Mr. Sunil Bharti Mittal was selected the "CEO of the year 2002" by World HRD congress. Mr. Akhil Gupta (Joint Managing Director) was adjudged as the Chief Financial Officer for year 2001 for Mergers & Acquisitions activities by EIU.

INTRODUCTION TO HRM

Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in western market economies over past few decades.

Human Resource Management has become pervasive and influential approach to the management of employment in a wide range of market economies. Economies, which once seemed to enjoy a distinctive successful pattern of employee management against a background of economic growth, have been attracted to the debate of those economies like India, which, have struggled with a problematic employment relationship and low growth.

In a broad sense, Human Resource management is a responsibility of all those who manage people as well as being a description of the work of those who are employed as specialists. It is that part of management, which is concerned with people at work and with their relationship with an enterprise. It applies not only to industry and commerce but also to all fields of employment.The human resources of an organization consist of all people who perform its activities.

Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function.

Summary of Chapter 1. Strategic Human Resource Management in a Changing Environment in

H John Bernardin, Human Resource Management, Fourth Edition, McGraw Hill, 2007

IntroductionThe human resources of an organization consist of all people who perform its activities.

Human resource management (HRM) is concerned with the personnel policies and managerial practices and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the organization concern the HRM function.

The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job.

What is the focus of HRM department?

The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell. (Dr. James Spina, former head of Executive Development at the Tribune Company). HRM is involved in managing the human resources with a focus on expanding customer base that gives profit to the company. The bottom line of the company is the focus of the HRM department as well as the function.

Contributing to the Bottom-line of the Company through HR Top-line Activities

A growing body research shows that progressive HRM practices have a significant effect on corporate bottom-line and middle-line performance. The positive effect on financial performance, productivity, product and service quality, and cost control are documented by researchers.

High-performance work systems (HPWS) is a term used to describe a collection of HR practices or characteristics of HR systems designed to enhance employees competencies so that employees can be a reliable source of competitive advantage. A summary of the research on HPWS indicated that a one standard deviation of improved assessment on a HPWS measurement tool increased sales per employee in excess of $15,000 per employee, an 8 percent gain in labor productivity.

The Activities of Human Resources Management

The activities performed by HRM professionals fall under five major domains:

(1) Organizational design,

(2) Staffing,

(3) Performance Management and Appraisal,

(4) Employee and Organizational Development, and

(5) Reward Systems, Benefits and Compliance

Acquiring human resource capability should begin with organizational design and analysis. Organizational design involves the arrangement of work tasks based on the interaction of people, technology and the tasks to be performed in the context of the objectives, goals and the strategic plan of the organization. HRM activities such as human resources planning, job and work analysis, organizational restructuring, job design, team building, computerization, and worker-machine interfaces fall under this domain.

Recruitment, employee orientation, selection, promotion, and termination are among the activities that fit into the staffing domain. The performance management domain includes assessments of individuals and teams to measure, and to improve work performance. Employee training and development programs are concerned with establishing, fostering, and maintaining employee skills base don organizational and employee needs.

Reward systems, benefits and compliance have to do with any type of reward or benefit that may be available to employees. Labor law, health and safety issues and unemployment policy fall under compliance component.

Major Trends Affecting HRM

The following trends have an effect on human resource management function and department. The importance of HRM increases due to some of them and the practices of HRM are affected to some extent due to some of them.

1. Increased globalization of the economy.

2. Technological changes and environmental changes.

3. The need to be flexible in response to business changes.

4. Increase in litigation related to HRM.

5. Changing characteristics of the workforce.

The Importance of HRM Measurement

Many HRM systems and activities are not subjected to systematic measurement. Many organizations do not assess either the short- or long-term consequences of their HRM programs or activities. A recurring theme of the book is that measurement and accountability are key components to organizational effectiveness and competitive advantage. Good measurement, allied with business strategies, will help organizations select and improve all of their HRM activities and provide a much stronger connection between HRM activities and organizational effectiveness.

Stanford University professor Jeffrey Pfeffer considers measurement to be one of the keys to competitive advantage. His book Competitive Advantage Through People cites measurement as one of the 16 HRM practices that contribute the most to competitive advantage.

A new book entitled The Workforce Scorecard by Professors Mark Huselid, Brian Becker, and Dick Beatty extends research on the "balanced scorecard" to a comprehensive management and measurement system to maximize workforce potential.

Competitive Advantage and HRM

Competitive Advantage refers to the ability of an organization to formulate strategies that place it at favorable position relative to other companies in the industry. Two major principles, namely customer value and uniqueness, are relevant for gaining competitive advantage.

Competitive advantage occurs if customers perceive that they receive more value form their transaction or relationship with an organization than from its competitors. HRM needs to make efforts to ensure that all employees are focused on understanding customer needs and expectations.

The second principle of competitive advantage derives from offering a product or service that your competitor cannot easily imitate or copy.

The status of HRM is improving relative to other potential sources of competitive advantage for an organization. Professor Pfeffer notes that "traditional sources of success (e.g., speed to market, financial, technological) can still provide competitive leverage, but to a lesser degree now than in the past, leaving organizational culture and capabilities, derived from how people are managed, as comparatively more vital."

For success in 21st century, HRM activities must be (1) responsive to a highly competitive marketplace and global business structures, (2) closely linked to business strategic plans, (3) jointly conceived and implemented by line and HR managers, and (4) focused on quality, customer service, productivity, employee involvement, teamwork, and workforce flexibility.

Importance of Study of HRM for Students Specializing in Other Functional Areas of Management

Even as line managers in any functional department, management students are likely to manage people at some point in their career. Research shows that the manner in which one conducts the human resource responsibilities of the management job will be the key for effectiveness and growth in ones career.RESEARCH METHODOLOGY 3.1 TITLE OF THE STUDY-: RECRUITMENT PROCEDURE 3.2 Duration of the project-: 45 days training {15may to 30june} 3.3 OBJECTIVES OF THE STUDY

To know the brand awareness towards Airtel products in Jaipur

To know the competitive strategies of Airtel. To learn the HR process of the organization. To study the recruitment policys and procedure. To learn the ability to select a recruitment model that will improve the quality of the present and future workforce of the organization

To learn the framework around how to achieve recruitment objectives

HR Policies are not known to most of the employees. It should be made clear on the day of joining or on the First working day.

Interview Assessment Sheets are not filled by both Functional and HR-Interviewer. It should be filled on the time of interview.

The company should follow job rotation to retain its best talents.

In the Skip Level Meetings, no name and oracle code should be asked. To get the true reply from the employees. There should be frequent Feedback Sessions for employees.

For COLD Calls or WARM Calls a proper data should be made (on the basis of work experience, and current salary) and then the calls should be made for Interviews.

New Joiners should be made clear of there KRA on the first working day. TYPES OF RESEARCH RESEARCH PROCEDURE

The research design is the conceptual structure in which research is conducted. It constitutes the blue print for the collection, measurement and analysis of data. A research design is a basic plan, which guides the data collection and analysis of the phases of the project. It is the framework, which specifies the type of information to collect the source of data collection procedure. Data was collected from primary and secondary sources.

Primary source: employees

The primary data was collected by giving questionnaires to the employees and through discussion wi