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A STUDY OF RECRUITMENT AND SELECTION PROCESS

IN
BHARTI AIRTEL LIMITED

SUMMER TRAINING PROJECT REPORT


SUBMITTED TOWARDS PARTIAL FULFILLMENT
OF
BACHELOR OF BUSINESS ADMINISTRATION
(AFFILIATED TO CH. CHARAN SINGH UNIVERSITY, MEERUT)

ACADEMIC SESSION (2010-2013)

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

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

With Regards,

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TABLE OF CONTENT

S.NO

CONTENT

PAGE NO.

Preface

Acknowledgement

Executive Summary

Introduction to Topic

5-15

Company profile

16-28

Objectives of the study

Research & Selection Process at Airtel

30-51

Research Methodology

52-55

Data Analysis & Findings

56-72

10

Conclusion & Recommendations

73-74

11

Limitations

75

12

Appendices

76-80

13

Bibliography

81

29

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

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INTRODUCTION
TO
TOPIC

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

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

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

Recruitment forms the first stage in the process which continues with selection & ceases with
placement of the candidates. Recruitment &selection are critical elements of effective human
managements.
With the human resource management paradigm they are not simply mechanism for filling
vacancies. Recruitment & Selection is a function of major importance to the success of an
enterprise.
Placing the individual by:
1. Merit basis.
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2. Considering the persons interest, backgrounds & physical capacities.


3. Examining the job available.
4. Matching the available job recruitments with individual capacities.
The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth.
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

Evaluate candidates via selection

Convince the candidate

And finally make an offer

Thus, we can say that:

Recruitment is the activity that links employer and job seekers.

It is the process of finding and attracting capable applicants for employment. It begins
when their applications are submitted. The result is the pool of application from which
new employees are selected.

It is the process to discover the sources of manpower to meet the requirements of staffing
schedule.

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Recruitment of candidates is the function preceding the selection, which helps to create a
pool of prospective employees for the organization so that the management can select the
right candidate for the right job from this pool. The main objective of recruit process is to
expedite the selection process.

ACTIVITY FLOW
The organization philosophy should be kept in mind while formulating the recruitment
procedure.
The HR department would set the recruitment norms for the organization. However, the onus of
effective implementation and compliance with the process rests with the heads of the respective
functions and departments who are involved in the recruitment and selection process.
The process is aimed at defining the series of activities that needs to be performed by different
persons involved in the process of recruitment, the checks and control measures to be adopted
and information that has to be captured.
Recruitment and Selection is conducted by:

HR & Branch Manager

Functional Head

Factors affecting Recruitment:

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


c) The level of seasonal operations & future expansion &production programs.
d) Cultural, economic & legal factor etc.

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

Sources of Recruitment:
There are a great number of recruitment sources available the most prominent of these sources
are:

Current Employees: Many companies have a policy of informing current employees


about job openings before trying to recruit them from other sources, internal job postings
give current employees the opportunity to move into the forms more desirable jobs
however; an internal promotion automatically creates another job opening that has to be
filled.

Referrals from current employees: Studies have shown that the employees were
hiring through referrals from current employees tend to stay with the organization longer
& display greater loyalty &job satisfaction than employees tend to refer people who are
demographically similar to themselves which can create equal employment opportunity
problems.

Former Employees: A firm may decide to recruit employees who previously worked
for the organization these are the people who are laid off or who work seasonally because
the employer already has experience with these people, they tend to be safe hires.

Print Advertisement: Advertisements can be used both for local recruitment efforts
(newspaper) & for targeted regional, national or international searches for instance;
clinical psychologists often find jobs through listing in American psychological
associations monthly newspaper.
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Internet Advertising: Employers are increasingly turning to the web as recruitment to


because on line ads are relatively cheap, are more Employment.

Agencies: Many organizations use external contractors to recruit & screen applicants
for position. Typically, the employment agencies are paid free based on the salary offered
to the new employees. Agencies can be particularly effective when the firm is looking for
an employee with a specialized skill. Another advantage of employment agencies is that
they often seek out candidates who are presently employed & not looking for a new job,
which indicates that their current employer is satisfied with their performance.

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

Channels of Recruitment:
Recruitment through intermediaries

Recruitment through contractors

Direct Recruitment

Recruitment through employment exchange

Other Methods

Through Trade Union

Through Labour Office

Through referee

Recruitment through the web

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

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Internal Recruitment:
Internal recruitment involves findings someone already employed by the Organization to fill the
vacancy.

Advantages of Internal Recruitment:


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

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

Advantages of External Recruitment:


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

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RECRUITMENT PROCEDURE

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

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

The following guidelines are issued to streamline the internal recruitment procedure.

An employee must have at least worked for 5 years in the position where he is working to

become eligible for internal Recruitment.


Employees in the contractual obligation should also be permitted to apply against internal
advertisement but it depends on his qualification & efficiency work.

External Sources:
External Recruitment is conducted when there is no internal force to fill up the vacancy & the
company is looking out for new candidates. The external sources are used for recruiting
permanent employees or who are higher up impositions.

External Sources Used are:


1. Placement Agencies or consultants: - The vacancy is communicated to the placement
agency along with the job description & other specification. The CVs are sent in to the

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company where the HR Manager & the concerned department head specify according to
their recruitment.
2. Advertising: - Advertisements are given by- newspaper likes The Times of India, Indian
Express etc about the vacancy along with minimum qualification requirement.
Advertisement is used when qualified or experienced personnel are not available from
other sources.

3. Central Employment Exchange:-The HR Manager contacts the employment exchanges


& gets the suitable candidate for the required job.

SELECTION PROCEDURE
The various steps in the selection of the desirable person in the employment procedure starts
only after the applications from the prospective employees are receive by the concern .These
applications are scrutinized considering the standard set out by the organization,. The application
are

screened

out

at

each

step

and

those

who

are

found

borne

job

are selected finally .The following are the necessary steps generally involved in the selection
process;1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5) Reference check
6) Medical examination
7) Final selection

STEPS IN SELECTION PROCEDURE:1. Preliminary interview:


It is the first step after receipt& scrutiny of the applications forms in the Selection
process.

The

purpose

of

this

type

of

interview

is

to

eliminate

the unqualified or unsuitable candidates .It should be quite brief just to have
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an idea of general education,experience, training, appurtenance, personality etc.


of the candidate & to obtain his salary requirements.

2. Application Blank:
A blank application or application blank is the next important weeding out device in the
selection

procedure. The successful candidates in preliminary interview supplied with

the application blank to get a written record of the following information. Identify
information such as family background date & place of birth, age, sex, height,
citizenship, marital status etc. Information recording education: It include information
about his academic career ,subject taken at various levels ,school certificate & degree
level, grade, division or place awarded in school & college, technical qualification etc.
Expected salary, allowance & other fringe benefits.

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

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

5. Reference Check:
Employers generally provide a column in the application blank for Reference. If the
applicant crosses all the above hurdles an investigation May be made on the reference
supplied by the applicants regarding his Past employment, education, character, personal
reputation etc. Reference maybe called upon on telephones or may be contracted through
mail or personal visit. Additional information can also be recorded by asking the
questions from references.

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6. Medical Examination:
In almost all the companies even in India medical examination is a part of the selection
process for all suitable applicants. It is conducted of the final decision has been made to
select the candidate. This is very important because a person of poor health may
generally be absent from work & the training given to him may go waste. A person
suffering from any disease nay spread it amongst others & all this effects the working of
the concern.

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

In

the

selection

of

personnel department
that

the

decision

Department.
by

devising

It
the

the

candidate

whatever

plays an important
to

however

recruit

the

assists

application

from

top

be

the

procedure

the

role. It should be kept in the mind

personnel

the

may

is

not

executives

preparing

the

job

taken
in

by

the

personnel

selecting

the

candidate

description

&

setting

the

job specification.

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5. COMPANY PROFILE - AIRTEL

Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises.

Bharti Airtel, formerly known as Bharti Tele-Ventures Limited (BTVL). India's


largest and world's third largest cellular service provider.

More than 100 million subscribers as on 31 May 2010.

Airtel brand is headed by Sunil Bharti Mittal.

Airtel provides mobile & fixed wireless services using GSM technology across 23
Countries.

Indias First Telecom Company that provides telecom services in all the circles.

The company also has a submarine cable landing station at Chennai.

Company shares are listed on The Stock Exchange, Mumbai (BSE) and The Per
Share price of Airtel in BSE is Rs 840.40 (17 may 2009).

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CORE BUSINESS AREA

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

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

Enterprise Services - Enterprise Services provides a broad portfolio of services to large


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

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

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

Passive Infrastructure Services Bharti Infratel provides passive infrastructure services


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

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

Events

Year
1995

Bharti Cellular launched cellular services'AirTel'in Delhi

STET International Netherlands NV, or STET, a company promoted by

1996

Teleco Italia, Italy acquired a 20% equity interest in Bharti Tele-Ventures.

Bharti Telnet launched cellular services in Himachal Pradesh.

Bharti Telnet obtained a license for providing fixed-line services in


Madhya Pradesh circle.

1997

Bharti Telecom and British Telecom formed a 51%: 49% joint venture,
Bharti BT, for providing VSAT services.

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1998

First Indian private fixed-line services launched in Indore in the Madhya


Pradesh circle on June 4, 1998 by Bharti Telnet thereby ending fixed-line
services monopoly of DoT (now BSNL)

1999

Bharti Tele-Ventures (by acquiring a 63.45% equity interest in SC Cellular


Holdings) acquired an effective 32.36% equity interest in Bharti Mobile
(formerly JT Mobiles), the cellular services provider in Karnataka and
Andhra Pradesh circles

New York Life Insurance Fund, or NYLIF, acquired a 3% equity interest in


Bharti Cellular.

2000

Bharti Tele-Ventures acquired an effective equity interest of 40.5% in


Bharti Mobinet (formerly Sky cell Communications), the cellular services
provider in Chennai.

Bharti Tele-Ventures acquired a 30.2% equity interest of Telecom Italia in


Bharti Telnet and 18.8% from Bharti Telecom thereby making Bharti
Telnet a 100% Subsidiary of Bharti Tele-Ventures

SingTel (through its investment company Pastel Limited) acquired STET's


15.3% equity interest in Bharti Tele-Ventures

2003

Bharti Telescopic entered into a joint venture, Bharti Aqua net, with
SingTel for establishing a submarine cable landing station at Chennai.

Bharti Cellular acquired a 100% equity interest in Bharti Mobitel (formerly


Spice Cell), the cellular services provider in Kolkata.

Bharti Tele-Ventures acquired 85% and 15% in Bharti Telespatial from


Bharti Telecom and Intel, respectively.

Bharti Tele-Ventures acquired a 44% equity interest in Bharti

Cellular

from British Telecom, thereby making Bharti Cellular its 100% subsidiary.

Bharti Telnet entered into license agreements to provide

fixed-line

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services in the Haryana, Delhi, Tamil Nadu and Karnataka circles

Bharti Telesonic entered into a license agreement with the DoT to provide
national long distance services across India.

Bharti Telnet launched fixed line services in Haryana under the brand name
of TouchTel.

2004

Issue price fixed at Rs 45 per share, floor price fixed by the company.

Raises Rs 834crore

On 19 October 2004, Airtel announced the launch of a BlackBerry


Wireless Solution in India. The launch is a result of a tie-up between Bharti
Tele-Ventures Limited and Research In Motion (RIM)

Shares listed on BSE and NSE opens at 11% premium to its issue price of
Rs 45.

Enters into a 5-year agreement with Escotel and ETL of the Escorts group
to contract leased line connectivity for its cellular operations.

ICICI Bank ties up with Bharti for pre-paid mobile cards via ATMs.

Sunil Mittal, Chairman & Managing Director of the company, bags


Businessman of the year award by Business India.

2005

Airtel breaks interconnectivity with Tata Teleservices in Andhra Pradesh


Circle.

Air Tel launches Local direct dialling facility in Chennai circle.

Mobilises 5 m long term foreign currency borrowings for expansion of


cellular operations

Bharati Cellular unveils CareTouch service.

Punjab, Haryana get free incoming calls from Airtel.

Airtel provides SMS facilities to hearing impaired in Chennai

Goa, Maharashtra gets 'voice portal' services by Bharti Cellular.

Airtel mobile service in Chennai today launched its GPRS (General Packet
Radio service) network and an MMS (multi-media messaging) on the GPRS
platform.

Airtel surpasses 4 lakh subscriber base in Karnataka.

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2006

Bharti unveils new card for Mecca pilgrims

Airtel enrolls 50,000 customers in its mobile service in 60 days

Launches WAP enabled portal Service in Kerala

Bharti Cellular's Airtel has extended its mobile connectivity to Karaikkal,


Nagpur, Mannargudi and Kovilpalayam in Tamil Nadu circle.

Samsung India Electronics Limited has tied up with cellular operator


Bharti for bundling its mobile handsets with a connection.

Airtel launched two-way international roaming and GPRS for prepaid


customers in the Maharashtra and Goa circles.

2007

Airtel launches video services for its GPRS customers on February 22,
2005

2008

2009

Airtel unveils new TV ad featuring Sachin, Sharukh

Bharti Tele-Ventures launches telecom network in Andaman & Nicobar

BTVL unveil fixed line, broadband services

Bharti inks 5-m deal with Nokia for rural network expansion

Bharti Tele Ventures - Airtel introduces BlackBerry Connect in India.

Bharti Tele Ventures announces agreement with Vodafone

Airtel unveils Re 1 STD plans

Airtel sets up customer centre

Sunil Mittal bags CEO of the Year award.

Cellebrum join hands with Airtel.

Airtel Mega unveiled in Coimbatore

Airtel joins hand with Microsoft.

Bharti Airtel, telecom major, has come out with a slew of initiatives
including buying out SingTel's 50 per cent stake in joint venture undersea
cable company Network i2i.

Bharti Airtel Ltd has announced the following changes in the operational
leadership Structure and roles in the Company effective April 01, 2007.

Airtel signs agreement with HTC for touch screen mobile.

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On 18 May 2010, Airtel won 3G spectrum in 13 circles: Delhi, Mumbai,


Andhra Pradesh, Karnataka, Tamil Nadu, Uttar Pradesh (West), Rajasthan, West
Bengal,

2010

Himachal Pradesh, Bihar, Assam, North East, Jammu & Kashmir

for 122.95 billion.

Bharti Airtel wins broadband spectrum in four circles: Maharashtra,


Karnataka, Punjab and Kolkata for 33.14 billion.

On 18 November 2010, Bharti Airtel announced a re-branding campaign


wherein, they would be referred as Airtel, with a new logo.

On 20 December 2010, Airtel launched its new identity for Bangladesh


subscribers.

On 23 December 2010, Airtel opened its first underground terrestrial fiber


optic cable built in alliance with China Telecom.

On 24 January 2011, Airtel announced the launch of its 3G services in India.

On 31 January 2011, Airtel launched wallet service - Airtel Money in the

2011

millennium city of Gurgaon.

On 18 February 2011, Airtel Digital TV brings cricket world cup in High


Definition.

On 14 March 2011, Bharti Airtel announced the launch of Airtel Broadband


TV.

On 11 April 2011, Bharti Airtel and Apple bring the iPhone 4 to India.

On 18 April 2011, Bharti Airtel enters into a partnership with photo service
Zoomin.com.

On 17 May 2011, Airtel launches the worlds first USSD-based Facebook


access service in India Facebook by Fonetwish.

On 2 June 2011, Bharti Airtel offers on-demand online movie viewing


services - launches Airtel Movies

On 16 June 2011, Airtel digital TV launches iKisaan the worlds first


interactive service in Hindi.

On 27 June 2011, Airtel 3G launches international video calling services.

On 7 July 2011, Bharti Airtel announces new organization structure for its

Page | 23

India and South Asia operations.

On 18 July 2011, Airtel digital TV adds 41 new channels.

On 25 July 2011, Bharti Airtel Launches Facebook for Every Phone.

On 16 August 2011, Wide availability of Airtel Service Centers in Rajasthan


creates easy touch points for customer service.

On 19 September 2011, Bharti Airtel announces GO! GO! GOAL Contest


2011.

On 22 September 2011, Airtel digital TV brings the TV series "Johnny Test"


to India.

On 26 September 2011, Airtel Youth Star kicks off Friends Dance Carnival
in Andhra Pradesh.

On 28 October 2011, 2011 Formula 1 Airtel Grand Prix of India Winner's


Trophy Revealed.

On 1 November 2011, Airtel digital TV now has 11 True HD channels,


Expands total channel count to 262.

On 11 November 2011, Bharti Airtel named amongst the top 25 companies


for leaders globally.

On 25 November 2011, Mr. Sharlin Thayil, CEO Bharti Airtel, AP


launches iPhone 4S in Hyderabad.

On 1 December 2011, Airtel introduces Indias first free mobile access to


Twitter.

On 12 December 2011, Bharti Airtel recognized for the delivery of best


network services with customer focus at Telecom Centre of Excellence Awards.

On 21 December 2011, Airtel launches exciting recharge offers for mobile


customers in Rajasthan.

2012

On 11 January 2012, Airtel launched Comedy FM on Airtel Mobile.

On 12 January 2012, Airtel launches all new "BBM Plan" for its postpaid
mobile customers on Blackberry On 23 January 2012, Airtel prepaid mobile
recharge made easier with net banking at www.airtel.in

On 30 January 2012, Airtel digital TV launches iKidsworld

Page | 24

On 2 February 2012, Airtel launched Vh1 Radio GAGA powered by


Hungama on Airtel Mobile

On 3 February 2012, Indias largest collection of Hello Tunes is now


available online for Airtel mobile customers.

On 4 February 2012, Bharti Airtel announces consolidated IFRS results for


the third quarter and nine months ended 31 December 2011. On 10 February
2012, Bharti Airtel launched 3 Pack Education Portal for its mobile customers
across India. On 27 February 2012, Bharti Airtel selects Infosys as its
technology partner for Airtel money.

On 29 February 2012, Bharti Airtel appoints Nokia Siemens Networks to


supply, manage 4G network in Maharashtra.

On 27 May 2012, Bharti Airtel announced its strategic foray into the mobile
advertising (m-Advertising) segment, in India. In 2012, Bharti Airtel signed a
pact with Opera Software, to provide its customers with Opera Mini browsers

On 24 October 2012, Bharti Airtel's mobile user base in Africa crosses 60


million.

2013

On 4 February 2013, Bharti Airtel launches its emergency alert service in


eastern region.

Page | 25

Organisational Structure- Bharti Airtel


MD & CEO

Board of Directors

General Manager

HR Manager

Marketing Manager

Finance Manager

Project Manager
(M, F, HR)

Team Leader

Project Trainee

PRODUCTS
Products

DTH
IPTV

Broadband
Voice

Voice
Data
Mobile services

Page | 26

MARKET SHARE:

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

Page | 27

NATIONALCOVERAGE:

Page | 28

6. OBJECTIVE OF THE STUDY

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

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

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

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

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

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

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

Page | 29

7. RESEARCH & SELECTION PROCESS AT AIRTEL


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

Human Resource management functions:


Analyses jobs and skills needed in the organization.
Assesses, develops and implements policies, procedures and systems.
Recruits and selects workers
Appraises performance.
Rewards workers through the implementation of compensation systems.
Designs

and

delivers

training,

development

and

educational

programs

for

employees to provide the organization with the skilled resources it needs.

RECRUITMENT AND SELECTION


The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth.
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.
Page | 30

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

Evaluate candidates via selection

Convince the candidate

And finally make an offer

Scope: To define the process and flow of activities while recruiting, selecting and appointing
personnel on the permanent rolls of an organization.
Authorization:
S.NO. Authorized Signatory
1

Head- Human resource

Managing director

Amendments and deviations:


Any amendments to and deviations from this policy can only be authorized by the Head-human
Resources and the Managing Director.
Exclusions:
The policy does not cover the detailed formalities involved after the candidate joins the
organization.

Page | 31

RECRUITMENT PLANNING

Recruitment planning on the basis of budget


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

Page | 32

Review of Manpower Plans and Additional Manpower


Review of manpower budgets shall take place on a quarterly basis. In the event of any new
position or any deviations to the original plans, details of the positions maybe forwarded to the
VP-HR along with the adequate supporting information. The recommendations would normally
require a formal approval of the Managing Director. Alternately, VP-HR may record the
summary of his discussion with the Managing Director and the MDs approval on the
recommendations, to signify the final decision taken regarding the recommendations.
SOURCING OF SUITABLE CANDIDATES

Selection of Sources
Regional HR would tap various sources/channels for getting the right candidate. Depending on
the nature of the position/grade, volumes of recruitment and any other relevant factors, the
Regional HR would use any one multiple sources such as:
a. Existing database (active application data bank);
b. Employee referral as per any company scheme that may be approved from time to time;
c. Advertisement in the internet/newspapers/magazines/companys sites/job sites or any
other media;
d. Placement Agencies (particularly for positions of Managers and above);
e. Headhunting firms particularly for senior positions, specialist positions and critical
positions;
f. Direct recruitment from campuses/academic institutes;
g. Job websites and any other appropriate sources.
The norms for using any of the sources are not water tight. Number of positions, criticality of
positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost
considerations would play a role in the choice of the appropriate sourcing mechanism.

Page | 33

a) ADVERTISEMENTS
1) All recruitment advertisements (in any form and any medium) shall always conform to
the KLI compliance norms and would not be released by any department or branch
without the approval of the VP-HR. depending on the specifics of each position for which
recruitment advertisements are to be released, Regional HR may obtain assistance from
the companys marketing department and/or any external advertising agencies for the
preparation of the contents. Key features of the positions as notified by the Functional
Heads would normally form a part of the advertisement text.
2) The media for releasing advertisement would depend on the level of the position being
considered and the urgency of the requirements.
3) The advertisement mode that could be broadly specified as newspapers (local or mainline
depending on requirements), internet sites and business magazines.

b) Placement Agencies/Headhunting Agencies


Depending upon the vacancies, fresher fitting different description listed above may be
recruited

from

time

to

time,

from

academic

institutes

of

appropriate

standards/reputation/grade, in the requisite numbers and at the compensation/stipend


amounts to be formally approved of the VP-HR. Plans for such recruitment need specific
special approval of VP-HR. norms regarding the identification of the appropriate
institutes, constitution of the selection panels, timings of the recruitment, number of
candidates to be recruited into different positions, choice of the appropriate selection
process and the tools thereof shall be decided by the Head of the Regional HR in
consultation with the VP-HR, depending on the specific features of the position.

Page | 34

c) Screening the candidates


I. First level screening
The Candidates would be screened by the HR Manager/Branch Manager for the respective
locations. Screening would be on the basis of the profile of the

candidate and the departmental

requirements. This assessment will be with respect to:


The general profile of the candidate,
a) Personality fit of the candidate into the profile,
b) Aptitude/attitude of the candidate,
c) Motives of the person to join the company and whether focus is in the short term or is a
long term player,
d) Basic skill level on our set of requirements, say numerically ability, networking ability,
etc
e) Establish the annual guaranteed cash compensation of the individual and check whether
the person would fit into the system.
f) Explain the role of Sales manager to the applicant and check the acceptance of the
candidate for the same.
In case of need, the Regional HR may take a Tele interview of the candidate for further
assessment process.
II. Second Level Screening

Aptitude Test
If the first assessment is positive, the candidates will give the aptitude test, once such test is
selected approved by the company. The scoring, interpretation and the generation of interview
probes from that test will also be done at this time. People who qualify the minimum criteria on
this test will be put up on to the Functional Head (VPs in case of HO) for functional assessment
and suitability into the role.

Page | 35

General Norms regarding interview Process:


1) Interviews should consider the entire data provided by the candidate either through the
formal CV or otherwise before coming to a conclusion about the candidate. They may
insist on seeing the proof of the claims made by the candidate regarding qualifications,
experience and other achievements. They may, at their discretion, decide to meet the
candidate on more than one occasion or to refer the candidate to another panel.
2) Ratings on various attributes of the candidates shall be recorded in the interview
evaluation sheet, soon after the interview is over. Along with these numerical ratings,
qualitative observations about the candidate and overall decision regarding selection or
otherwise (including a decision to defer the induction, referral to another panel,
considering for another position) shall be forwarded to the associated Recruitment
Manager/ Head of Regional HR. Individual panel members have the option of
appending their additional remarks/observations. No selection will be treated as final
unless the IES form is filled comprehensively. Suitably appropriate IES formats may be
created for specific positions.
3) Any discrepancies noticed by the panel members regarding the authenticity of the data
provided by the candidate should be specifically and formally recorded on the IES form
and suitably high lightened.
4) Specific points to be probed during the reference check process, if any, must also be
clearly recorded and high lightened on the IES forms.

Administrative Actions Regarding Interviews


1) Scheduling and the venue of the interviews would be handled by the recruitment team in
consultation with the short listed candidate and the selection panel members, after taking
mutual convenience into account. For field positions, respective branch/regional heads
would undertake this co-ordination.
2) After the final round, if the candidate is selected, the complete set of papers Personal
Data Form, CV, job requisition no., Interview evaluation sheet, reference check details,
educational details, along with the interviewers recommendations and Reference check
form should be forwarded by the recruitment managers to recruitment head. Fitment of
Page | 36

the candidate into a grade and compensation fitment shall be on the assumption of
authenticity of the information provided in the CV/application form.
3) An appropriate formal communication shall be sent to the candidate whose candidature is
not being taken forward, or details of the verbal/telephonic communications provided to
the candidate shall be recorded on the candidates papers, by the recruitment
team/associated line managers. In the case of interviews taking place at the
branch/regional levels, similar noting should be recorded on the individual candidates
papers.

Negotiations of the terms and conditions and other pre-appointment


formalities
1) In the case of sales-Tied Agency functions, the branch managers will be allowed to fix
the salary and grade of the incoming sales manager provided the compensation does not
exceed 20% of the candidates current cash salary. Any fitment beyond these norms will
need the approval of Head-HR. HR will forward a worksheet to support the BMs to
evaluate the appropriate cash CTC of the incumbent. For all other functions, the
compensation and grade would be fixed post a discussion between the Head of the
Regional HR and the associated AVP/VP. Any candidate being offered a CTC of more
than 4lacs will need the sign off from HEAD-HR. In appropriate cases, at the discretion
of the VP-HR, a deviation may be referred to the Managing Director, for the MDs
formal approval.
2) Responsibility for negotiations and finalization of the terms shall rest with the best
Branch Manager/Associated Manager. They may seek the assistance of the recruitment
managers, whenever required. Reference checks process should not normally be initiated
unless the candidate has indicated his firm acceptance of the offer being made by us.

Reference Checks
1) Normal, reference checks should be undertaken with at least one reference. A second
reference check will be done if considered necessary. Responsible officials from the
former employers, academic institutes and/or any other eminent personalities can be
Page | 37

considered as appropriate references. Close relatives and friends cannot be considered as


references. Wherever feasible and considered appropriate, a reference should be made
with a senior official of the candidates current employer. In case the candidate is
currently un-employed, reference should be made with the latest employer.
2) The format of reference check is to be used as a framework for conducting the process
Where the minimum two reference checks are not possible (particularly with the current
employer) or where there is a mixed response from different sources, the matter may be
to the VP-HR for a final decision. Depending on the seniority and any other
considerations about the positions, VP-HR would normally consult the functional head
concerned, before coming to conclusions. Any candidate whose credentials are doubtful
shall not be recruited.
3) In case of recruitment of Management trainees, fresher and life advisors as sales
Managers no reference checks will be required.

Employment offer letter


1) When a recruitment Manager is fully satisfied about the selection of the right candidate
and about completion of all the formalities connected with the appointment of candidate
including requisite documentation, satisfactory reference check reports and medical
fitness, he/she would forward the relevant papers listed below to the head of recruitment.

Personal Data form

Employee requisition form duly filled by the regional Head/Branch Manager

Interview evaluation sheet filled by the regional head/Branch manager/interviewer


with his/her comments.

Latest and updated resume of the candidate

Photocopy of the appointment letter of the last employer or latest salary slip.

Employment details.

Two Professional references.

Language Proficiency.

Page | 38

2) Document check list for every grade is as follows:

Authorization Release Form.

Background checks Form.

Highest Education certificate.

Highest Education mark sheet.

1 Month Salary Slip of Current Employer.

1 Month Salary Slip of Last Employer.

Relieving Letter of last Employment.

Proof of Residence.

2 Passport Size Photograph.

3) Regional HR manager will take the signature of Head-HR on the employee requisition
form and forward the papers to the employee service team for issuance of the offer
letter.
4) Employee services team will issue offer letter, to be signed by the National Recruitment
Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/
HR Manager.
5) It would be the responsibility of the Branch Manager/HR Manager to ensure that the
accepted copy of the offer letter is forwarded to the employee service team within a
week of receipt of the offer letter. Till this letter is issued, the offer has not taken place
in formal sense. A copy of the offer letter shall be duly signed and returned to the
candidate. Candidate would be expected to fulfill various joining formalities, which are
also formally communicated to him/her in the form of a checklist that is attached to the
letter of offer. The Regional HR head shall have the overall responsibility and
accountability to maintain the templates of the offer letters and also for drafting of
suitable non-standard terms to any specific candidate.
6) The employee service team will follow up Branch Manager/Regional HR Manager for
the joining of the candidate and will collect all relevant documents from the candidate
including the joining report, before issuing the appointment letter. The employee service
team may enlist the help of the Branch Manager to ensure that all necessary documents

Page | 39

within ten days o the person joining. After all of the necessary documents, the employee
service team will send the appointment letter to the new joiner.
7) Once the documentation is complete for the new joiner (including the accepted
appointment letter), people who may have joined before 20th of the month but have not
been included in the payroll for the month because of delay in receipt of papers will be
given ad-hoc salary advance (up to maximum of 65% of the prorated salary). This
advance will be adjusted once the person gets included in the subsequent months
payroll.
8) If the person does not submit the relieving letter from the previous organization, where
required to be submitted as per the table given above, within three months of joining, the
employee service manager can put their salary on hold till such time as the said
documents are received.
Procedures followed when a vacancy arises:
PROJECT
MANAGER
The vacancy is informed

GENERAL
MANAGER

MANAGING DIRECTOR
Starts the Recruitment
HR MANAGER

MD gives permission
for recruitment

RECRUITMENT

Page | 40

Recruitment & Selection in Bharti Airtel


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

Sources of Recruitment

RECRUITMENT

INTERNAL
SOURCES

RETIRED
EMPLOYEES

EXTERNAL
SOURCES

CONSULTANTS
INTERNET

PRESENT
EMPLOYEES

JOB CENTERS
NEWS PAPERS

Page | 41

Internal Sources:
I.

Present permanent employees:


The company considers the candidates from their sources for telecom industry because of
a. Availability of most suitable candidates.
b. The policy of organization to motivate the present employees.

II.

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

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

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

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

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

Page | 42

Reasons for selecting the sources:


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

2. News Papers:

Newspaper is the media through which information could be spread over


throughout the country.

Job seekers are able to get information about the vacancies through newspapers.

Newspapers are cost effective and their coverage is high.

3. Internet:

Internet is the modern source used for recruiting.

The time consuming in giving the information and making it to reach the people is
less.

It is the fastest means of source and its coverage is also high.

4. Consultants:

Consultants are the means of source through which large number of candidates
could be recruited and selected.

Consultants help the organization at the time when there is an emergency. Since it
will have the people all the time which will help during emergency period.

It is cost effective and consumes less time.

Page | 43

Factors that are considered in Bharti Airtel during Recruitment:

Determining the characteristics which differentiate people that are very important to
performance.

Measuring those characteristics.

Deciding who should make the selection process.

Time effective and economical.

Factors affecting Recruitment:

Internal Factors

External Factors

Recruitment Policy

Supply and Demand

HR Planning

Lab our Market

Size of the Firm

Socio, Political and Legal Factor

Growth & Expansion

Competitors

Internal Factors:
1. Recruitment Policy:
The recruitment policy of the company specifies the objectives of the recruitment and
provides a framework for the implementation of recruitment strategies. It may involve
organizational system to be developed for implementing recruitment strategies and
procedures by filling up vacancies with best qualified people. The recruitment policy of
an organization is affected by the following factors:

Organizational objectives.

Personnel policies of the organization.

Government policies on reservation.

Preferred source of recruitment.

Need of the organization.

Recruitment cost and financial implications.

Page | 44

2. Human Resource Planning:


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

3. Size of the Firm:


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

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

5. Growth and Expansion:


Organization will employ or think of employing more personnel if it expanding its
operations.

External Factors:
1. Supply and Demand:
The availability of the manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for professionals demanded by the
company, then the company will have to depend upon internal sources by providing them
special training and development programmes.
2. Labour Market:
Employment condition in the community where the organization is located will influence
the recruiting efforts of the organization. If there is surplus of the manpower at the time
of recruitment, even informal attempts at the time of recruiting like notice board display

Page | 45

of the requisition or announcements in the meeting etc will attract more than enough
applicants.
3. Socio, political and legal factors:
Various govt. regulations prohibiting discrimination in hiring and employment have
direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation
in employment for scheduled castes, scheduled tribes, physically handicapped etc. it
becomes an obligation for the employer. Also trade unions play an important role in
recruitment. This restricts management freedom to select those individuals who it
believes would be best performers.
4. Competitors:
The recruitment policies of the competitors also affect the recruitment function of the
organization. To face the competition, many a times the organization has to change their
recruitment policies according to the policies being followed by the competitors.

Selection process:

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

The revenues the existing employee made.

His efficiency.

The employees technical ability.


Page | 46

Work experience of the employee.

Doing the selection internally is cost effective.

Time is not wasted.

2. External selection process:


The selection process in company refers to the person come through external source of
recruitment has to undergo the below selection process; this selection process has a series
of hurdles which the applicants has to go through.

TECHNICAL TEST

TECHNICAL
INTERVIEW

PANEL
INTERVIEW

DIRECT
INTERVIEW

MEDICAL EXAM

REJECTED

Page | 47

Tests:
1. Technical test and Interview:
The test refers here is technical test. Bharti Airtel conduct test for the qualified candidates
after they are screened on the basis of the application blanks so as measure the
candidates ability in technical side.
Also the short listed candidates are supposed to go through the technical interview in
which the technical knowledge of the candidate is checked. The candidates who crack
this interview have to go through the panel interview.

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

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

Objective of the interview:


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

4. Medical:
After the final interview the applicants who have crossed the above stages are sent to
physical examination either to the company physician or to a medical officer approved
for the purpose. Such examination serves the following purposes:

It determines whether the candidate is physically fit to perform the job. Those
who are unfit are rejected.
Page | 48

It reveals existing disabilities and provides a record of the employees health at


the time of selection. This record will help in settling companys liability under
the Workmen Compensation Act for claim for an injury.

It prevents the employment of people suffering from contagious disease.

It identifies candidates who are otherwise suitable but require specific jobs due to
physical handicaps and allergies.

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

Members involved in external selection process:


Members

Selection process
Test

Technical Engineers

Technical Interview

HR Manager and senior Technical Persons

Panel Interview

HR Manager, HR persons, Project Manager

Direct Interview

Project Manager

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

Budget allocated for recruitment and selection process in Bharti Airtel:


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

Page | 49

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

Documents verified are:

Education Qualification & certificates.

Experience Certificates

Clearance or no objection certificate from the previous employer

Resume

Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report:

Fill the CV in the company format

Fill the induction feedback form

Fill the PF form

Fill the investment declaration form

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

Key tasks of Regional HR Head


Regional HR Head will have the authority and responsibility to administer/implement the
recruitment and selection process as outlined. An illustrative list of the key deliverables of these
incumbents is listed below.
1) Ensuring inductions as per quality, numbers, time and cost consideration of the company
in accordance with the approved manpower budget.
2) Creation of appropriate sourcing mechanism along with tracking the performance of
these mechanisms.

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3) Creation of quarterly and monthly recruitment plans


4) Effective coordination with external parties such as candidates, placement agencies,
consultants, academic/professional institutes and any other including the custody of the
formal agreements, tracking timely payments and adjusted there.
5) Creation of comprehensive and appropriate tools, linkages, documents, templates and any
other mechanisms to ensure smooth execution of the process requirement, along with
timely improvements thereto
6) Assistance to user department and line managers including in interviewing/selection
support, scheduling etc.
7) Effective internal communication with user departments and line managers including
making the standard recruitment formats and other templates easily available to such
users and notifying the modifications to such formats and templates.
8) Creation and maintenance of qualitative information base regarding candidates,
placement agencies, campuses, institutes, and any other employment-market information.
9) Creation and maintenance of appropriate and high-quality MIS for current and future
needs of the organization, including publication/circulation of appropriate reports there
from to the relevant users within the company.
10) Monitoring recruitment cost.
11) Complete documentation for the entire recruitment and selection process for easy and
quick retrieval in a readily auditable format
12) Timely and effective communication with all internal and external parties including the
candidates
13) Tracking the progress of the selected candidates including resignation, extensions of
probation periods/training period, etc for the purpose of improvement to recruitment and
selection process.
14) Effective coordination with the post recruitment arm of the Human Resource function

Documentation and creating MIS regarding waiver, deviation, etc and identifying
the key areas for improvement in the formal recruitment and selection process
document.

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

Before any task was undertaken, we were asked to go through the HR policies of BHARTI
AIRTEL LIMITED, so that we get a better understanding of the process followed by them.
1)

The first task was to understand the various job profiles for which recruitment was to be
done.

2) The next step was to explore the various job portals to search for suitable candidates for
the job profile.
3) Once the search criteria were put, candidates went through a telephonic interview to
validate the information mentioned in their resume.
4) A candidate matching the desired profile was then lined for the first round of Face to
Face interview in their respective cities.
5) Firstly the candidate had filled up the personal data form (pdf).

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6) Then the candidate INTERVIEW EVALUATION SHEET which is provided by interviewer


was crosschecked by the HR team. If they think that the candidate was good to hire or
not.
7) When a candidate cleared his first round, he is then made to take an online aptitude test.
We created the online aptitude test. It the HR department, which has the exclusive rights
to assign test, codes to the candidates. Each code was unique and could be used only once
by a candidate.
8) I was involved in assigning codes and administering the test.
9) Once the candidate completed his first assessment, his scores were checked. If he cleared
his cut-off he was given another test.
10) I had the responsibility to make sure that candidates complete all formalities and had to
regularly follow up with them.
11) Since we received many resumes, it was essential that a database be maintained to keep a
track. It was convenient method than to stock up piles of papers.
12) The external guide maintained a regular updating of the database.
13) Understanding what kinds of database are maintained and how they help in keeping a
record.
14) I was also involved in maintaining a track of test codes given, the database for employee
referrals, Database for the resumes received through mails and response of advertisement.

DATA SOURCES
Primary-

Through Questionnaires

Secondary-

Through Internet, Journals, News papers and Misc.

Data Collection Procedure - Telephonic Survey


Research Instrument-

Structured Questionnaire.

Sample Size-

20

Sample Unit-

Executives of HR department.

Sample Area-

Work done in NOIDA Office.

Sample procedure-

Random sampling.

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PROJECT SCHEDULE:First 1 week-

Training program from the company.

Second week-

Collecting the primary and secondary data.

Third-Fourth week - Study Recruitment & Selection Process


Fifth week-

Designing the questionnaire.

Sixth week-

Conducting the survey in RO.

Seventh week-

Analysis of Data Collection.

Eighth week-

Final Report preparation and presentation.

METHODS OF PRESENTATION OF DATA


I have used Univariate, bivariate and graphs for presentation of data.

Page | 54

SWOT Analysis of BHARTI AIRTEL LIMITED


(Recruitment Process)
Strengths
Brand equity of BHARTI.
Rigorous Pre-Hiring assessment tests
to
understand
aptitude
and
personality of candidates.
Proper reference checks to ensure
that only bonafide candidates are
appointed.

Weaknesses

Pre assessment tests are costly.


Conversion of footfalls is low.
Lengthy pre-offer formalities.
Huge employee turnover.

Adequate number of channel partners


to generate footfalls for each
location.

Footfall MIS being maintained at


each branch locally by Admin.

Opportunities
Campus recruitments have huge
potential for fulfilling manpower
requirements cost effectively.
Tie up with recruitment agencies on
supplying fixed number of footfalls
week on week.
Develop exclusive contract with
channel partners to meet the
manpower requirements.
Make blue form brief and to the
point.
Reduce turnaround time of making
an offer.

Threats
Increasing number of private players
in telecom sector creates ample
choices, frequent and easy mobility
for employees.
Same channel partners are handling
all telecom companies. This leads to
same pool of candidates being
circulated to all partners.
Increasing spill over as a candidate
has more than one offer at the time
of making a job shift.
As the telecom industry is large,
senior level candidates hesitate to
meet HR of other companies for the
fear of grapevine.

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9. DATA ANALYSIS & FINDINGS


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

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

Page | 56

Findings
1. Which of these sources of recruitment are used in Bharti Airtel?
a) Internal
b) External
c) Both.
Options

Internal

External

Both

Total

Responses

11

20

Percentage

10

35

55

100

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

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2. Which form of recruitment is used in Bharti Airtel?


a) Centralized
b) Decentralized
Options

Centralized

Decentralized

Total

Responses

18

20

Percentage

10

90

100

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

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3. Does external recruitment brings out the desirable employees in to the organization?
a) Yes
b) No

Options

Yes

No

Total

Responses

18

20

20

100

Percentage 80

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

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4. Which of the following external sources of recruitment are used in Bharti Airtel?
a) Advertisement.
b) Internet.
c) Campus drives.
d) Consultancies.
e) All of the above.

Options

Advertisement Internet

Campus
drive

Consultancies

All of
Above

Total

Responses

20

Percentage

25

15

10

40

10

100

Interpretation:

Page | 60

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

5. Does your company follow different recruitment process for different grades of
employees?
a) Yes
b) No.
Options

Yes

No

Total

Responses

20

20

Percentage

100

100

Interpretation:

Page | 61

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

6. Are you satisfied with the recruitment process?


a) Yes
b) No.

Options

Yes

No

Total

Responses

16

20

Percentage

80

20

100

Figure: 2.6

Interpretation:

Page | 62

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

7. Which form of selection is used in Bharti Airtel?


a) Centralized
b) Decentralized
Options

Centralized

Decentralized

Total

Responses

18

20

Percentage

10

90

100

Figure: 2.7

Interpretation:

Page | 63

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

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

Options

Written or
aptitude test

Group
Discussion

Personal
interview

GD & PI

All of
above

Total

Responses

20

Percentage

15

30

40

10

100

Figure: 2.8

Page | 64

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

Options

Yes

No

Total

Responses

16

20

Percentage

20

80

100

Interpretation:
Page | 65

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

Options

Merit

Experience

Both

Total

Responses

12

20

Percentage

10

30

60

100

Figure: 2.10

Interpretation:

Page | 66

It was found that both experience and merit is considered during the selection process. However,
experienced people are given more consideration rather than meritorious freshers.

11. Are you satisfied with the selection process?


a) Yes
b) No.

Options

Yes

No

Total

Responses

16

20

Percentage

80

20

100

Interpretation:

Page | 67

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

12. Your organization is considered as :


a) People - Oriented
b) Task Oriented
c) Combination Of Both

Options

PeopleOriented

Task-Oriented

Combination Total
of Both

Responses

20

Percentage

30

25

45

100

Page | 68

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

Options

Yes

No

Total

Responses

16

20

20

100

Percentage 80

Page | 69

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

14. Your daily schedule is


a) Excellent
b) Good
c) Average
d) Poor

Options

Excellent

good

Average

poor

Total

Responses

12

20

Percentage

20

10

60

100

Page | 70

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

Options

5-10 years

10-15 years

15-20
years

Till
Total
Retirement

Responses

20

Percentage

40

35

10

15

100

Page | 71

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

Page | 72

Findings
After the data analysis and interpretation the findings are:

Both internal as well as external sources of recruitment used.

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

The recruitment and selection process is decentralized.

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

Page | 73

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

Page | 74

10.1 RECOMMENDATIONS

1. The recruitment and selection procedures should have been taken place in such a way, so

that the personal levels of satisfaction of the employees have been checked.

2. The biasness attached with the responses should be removed

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

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

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

Page | 75

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

1.

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

2.

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

3.

Personal biasness of various employees may have supplied wrong data.

4.

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

5.

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

Page | 76

APPENDICES

Page | 77

12. APPENDICES
QUESTIONNAIRE
Comparative assessment of recruitment and selection process in Bharti Airtel,
Noida.
This questionnaire survey is purely for academic purpose. Any information collected through
this survey is confidential and would not be shared with anyone other than the people involved in
this.

1) Name: -.........................................................................................
2) Designation: .................................................................................
3) Qualification: ................................................................................
4) Department: .................................................................................
5) Age: .............................................................................................
6) Educational Qualifications - ....
7) No. of Promotion (Till Date) .
8) Monthly incomea. Less Than 10,000
b. 10,000 - 20,000
c. 20,000 - 50,000
d. Above 50,000

Page | 78

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

1. Which of these sources of recruitment are used in Bharti Airtel?


d) Internal
e) External
f) Both.

2. Which form of recruitment is used in Bharti Airtel?


c) Centralized
d) Decentralized

3. Does external recruitment brings out the desirable employees in to the organization?
c) Yes
d) No

4. Which of the following external sources of recruitment are used in Bharti Airtel?
f) Advertisement.
g) Internet.
h) Campus drives.
i) Consultancies.
j) All of the above.

5. Does your company follow different recruitment process for different grades of
employees?
c) Yes
d) No.

6. Are you satisfied with the recruitment process?


c) Yes
d) No.

Page | 79

7. Which form of selection is used in Bharti Airtel?


c) Centralized
d) Decentralized

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

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

10. What is the basis for selection?


a) Merit
b) Experience
c) Both.

11. Are you satisfied with the selection process?


a) Yes
b) No.

12. Your organization is considered as :


d) People - Oriented
e) Task Oriented
f) Combination Of Both

Page | 80

13. Do you feel comfortable while your work is look after by HR Manager?
c) Yes
d) No

14. Your daily schedule is


e) Excellent
f)

Good

g) Average
h) Poor

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

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

Page | 81

BIBLIOGRAPHY

Books Referred

Robins, D (1998): Human Resource Management, Publisher-Prentice Hall, New York.

Abraham, Jose P, 1998, "To Grapple With Attrition" , Publisher- Human Capital

Rao, J.M., 1998, "Scouting for Talent ", Publisher- Human Capital

Ashwathapa, K, (1997) Human Resource and personnel Management, Tata McGraw Hill
131-176.

Gupta, C.B. (1996) Human Resource Management, Sultan Chand & Sons.

Kothari, C.R, (2008) Research Methodology, Publishers- New Age International

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

Other

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

Page | 82