Professional Documents
Culture Documents
Submitted to:-
Submitted by:-
Amanpreet Kaur
Abhishek Arora
A20 (11000839)
BSNL
Company profile:Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications
Company providing comprehensive range of telecom services in India: Wireline, CDMA mobile,
GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN
Services etc. Within a span of five years it has become one of the largest public sector unit in
India.
BSNL has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 46 million line basic telephone capacity, 8
million WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS,
3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of
Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.
BSNL is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat
its reach with its wide network giving services in every nook & corner of country and operates
across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom
services.
BSNL is numero uno operator of India in all services in its license area. The company offers
vide ranging & most transparent tariff schemes designed to suite every customer.
BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493
3Gcustomers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1
million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent
share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million
Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS,
Account Less Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the
country.
BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that
provides convergent services like voice, data and video through the same Backbone and
Broadband Access Network. At present there are 0.6 million DataOne broadband customers.
The turnover, nationwide coverage, reach, comprehensive range of telecom services and the
desire to excel has made BSNL the No. 1 Telecom Company of India.
Company H R Policy:-
1)
2)
3)
4)
5)
Selection &Recruitment
Motivation.
Training.
Wage & Salary.
Performance appraisal
MOTIVATION:The job of a manager in the workplace is to get things done through employees. To do this
the manager should be able to motivate employees. But that's easier said than done!
Motivation practice and theory are difficult subjects, touching on several disciplines.
In spite of enormous research, basic as well as applied, the subject of motivation is not
clearly understood and more often than not poorly practiced. To understand motivation one
must understand human nature itself. And there lies the problem!
In B.S.N.L as we all know that its a government organization so they not give such
motivational package which an employee get in private organization .But without motivation
package no employee give their maximum to the organization .some motivational package
which B.S.N.L give there employee is:-
Promotion
Transfer
Time to time revision of pay scale
Central government facility
Quarter for leaving
Good working environment
Employee Training:Employee training is the planned effort of an organization to help employees learn the job
related behaviours and skills they will need to do their job properly. It is a set of planned
activities that the organization will have their employees complete in order to increase their
job knowledge and skills and to have them get accustomed to the attitudes and social
atmosphere of the company. It will help the employee to be familiar with the goals of the
organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
3) Training Evaluation:
Training evaluation is used to evaluate the reactions of the learners, measure the
learning that occurred, assess on-the-job behaviours, identify business results that are
due to the training and calculate if the investment in training has had any return in the
gains of the company. Business results can be measured in "hard" data and "soft" data.
Hard data are measures of productivity, quality, material costs, absenteeism and
turnover and customer satisfaction. Soft data is items such as job satisfaction,
teamwork, and organizational commitment on the part of the employees.
Performance appraisal
Performance appraisal:IN the BSNL performance appraisal doesnt play a great role reason behind that its a
government organization but its a important part of organization. In BSNL every
employee has a service book which is written by his senior if employer not do his duty
well then his senior mark in his service record book which create problem for gating
promotion etc.
1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to
evaluate his employee performance and accordingly they provide incentives and perk
to them as well as promotion and pay rise. ITI also get done its HR audit during period
of 2002 to 2005 which included many of its office along with head quaters.
2. Audit objectives:3. The manpower planning done by the Company was adequate to meet its Objectives.
4. The Company ensured optimum deployment of manpower;
5. The Company introduced new recruitment policies and practices and
6.
7.
Well defined, fair and transparent career progression policies and practices Were in
place;
8.
9.
10. Clearly defined and effective conduct and disciplinary rules were in place;
RELIANCE
Company profile
The Late Dhirubhai Ambani dreamt of a digital India an India where the common man would
have access to affordable means of information and communication. Dhirubhai, who singlehandedly built Indias largest private sector company virtually from scratch, had stated as early
as 1999: Make the tools of information and communication available to people at an affordable
cost. They will overcome the handicaps of illiteracy and lack of mobility. It was with this belief in
mind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 route
kilometres of a pan-India fibre optic backbone. This backbone was commissioned on 28
December 2002, the auspicious occasion of Dhirubhais 70th birthday, though sadly after his
unexpected demise on 6 July 2002. Reliance Communications has a reliable, high-capacity,
integrated (both wireless and wireline) and convergent (voice, data and video) digital network. It
is capable of delivering a range of services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services for enterprises as well as
individuals, applications, and consulting. Today, Reliance Communications is revolutionising the
way India communicates and networks, truly bringing about a new way of life.
Reliance H.R.policy
Training
Performance appraisal
Motivation
Sucessful human resource planning should identifyour human resource needs.Once we know
these needs ,we willwant to do something about meeting them.Recuritment is the discovering of
potential applicants for actual or anticipated organizational vacancies.
Certain influence constraint manager in determining recruiting sources:-
Internal sources
*Promotion
*Transfer
*Retired manager
* Recall from long leave
*Internal advertisement
External sources
*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel
Selection
Selection is defined as the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job.
And Selection is selecting the right candidate from the pool of applicants.
ROLE OF SELECTION
Selection is crucial for the organizations effectiveness for 2 reasons:
1) Work performance: Performance of the organization is very important to the success of the
company. So the organization always employs people who are well qualified and competent.
2) Cost incurred: cost incurred while selection process also plays an important role.
Training:Training plays an important role in human resource development. It is necessary and useful in
the case of all categories of operative employees, supervisory staff and managers. Training
raises their skills and creates confidence and ability to perform the job efficiently. It also
facilitates self development and career development of employees. The main purpose of
training is to develop the human resources present within the employees. In brief, training is the
watchword of present dynamic business world. Training is necessary due to technological
changes rapidly taking place in the industrial field. Industrial training is for a short period but has
wide coverage.
It relates to Knowledge, information, technical skills, social skills, administrative skills and finally
attitude building. Training is for developing overall personality of an employee. Training is the
responsibility of the management as it is basically for raising the efficiency and productivity of
employees. Expenditure on training is an investment for manpower development and gives rich
dividend to employees and organisation in the long run.
PERFORMANCE APPRAISAL:In simple terms, performance appraisal may be understood as the assessment of an individuals
performance in a systematic way, the performance being measured against such factors as job
knowledge, quality and quantity of output, initiative, leadership abilities, supervision,
dependability, co-operation, judgment, versatility, health and the alike. Assessment should not
be condensed to past performance alone. Potentials of the employee for future performance
must also be assessed.
Promotion
Job enrichment
Telephone facility
Bonus
Quarter