PROJECT REPORT

ON
RECRUITMENT & SELECTION PROCESS
IN BHARAT SANCHAR NIGAM LTD

Submitted in partial fulfillment of the requirement for the

Award of degree of
DIPLOMA IN LEISURE & HOSPITALITY MANAGEMENT

Session: 201213
Of

BANARAS HINDU UNIVERSITY

Submitted To:-

Submitted By:-

Mr. Abhhijeet Singh

Musahaf Fazal

(Associate Porf.)
(FMS), BHU

DECLARATION

I here by declare that the project report entitled RECRUITMENT & SELECTION PROCESS IN BHART
SANCHAR NIGAM LTD. submitted for DIPLOMA IN LEISURE & HOSPITALITY

MANAGEMENT is my original work and the Project Report has not formed the basis for the
award of any degree, diploma, and associate ship, or other similar titles.

Musahaf Fazal

CKNOWLEDGEMENT

For achieving any destination, efforts are the path. On the path, we meet lots of
people who support us to make our journey memorable & few of them accompany us
till we get the goal. After getting the goal we must not forget the presence of such
people who made our journey easier. I express my sincere regard & my gratitude to all
of them.
First of all, I bow with reverence & gratitude to thank the ALMIGHTY who has
enriched me with such a golden opportunity & infused the power in my mind to fulfill
the task assigned to me.
I would like to thank B.S.N.L authorities for providing me with an opportunity
to undertake organizational training, which has been a learning experience for me.

I acknowledge our Respected faculty Mr. Abhijeet Singh who has provided us
enough support & facilities while making project.
While offering this piece of work, I express my profound gratitude & heartfelt
thanks, to my revered, patriarch teacher & guide, Mr. Binod Kumar Sinha of BSNL
for his constant encouragement, guidance & untiring help throughout the work.
The list also contains my colleagues & friends for helping me in the
preparation of rough sketch for the project & inspire me throughout.

Date: / / 2012

Musahaf Fazal

REFACE

Knowing is not enough, we must apply; willing is not

enough, we must do. Education becomes more meaningful
when its theoretical aspects are combined with practical
experience. This provides an opportunity to the students to
improve their understanding of the studies.

This project shows the selection & recruitment process of

employees at their workplace. It gives an insight into the
employer-employee relationships prevalent in companies.
This report on Selection & Recruitment process at B.S.N.L is
an attempt to understand the real world of industry.

Executive Summary

In this research I put an effort to understand the Recruitment & selection

process in BSNL. In this report, first of all given a brief review about
BSNL as a whole.
Then given a review of the findings of some of the researches that has
already been conducted by various researchers.
Then enumerated research objectives.
Then given the panoramic view regarding the topic.
Then described research methodology i.e., the sample unit, sample size,
sampling region, sampling procedure that used in report. I used stratified
random sampling as her sampling procedure.
Then I analyzed the data which was collected by a questionnaire. I
concluded the findings of the survey.
Then finally, given few suggestions & recommendations regarding the
topic.

Table of Content
CHAPTER 1
INTRODUCTION

CHAPTER 2
LITERATURE REVIEW

CHAPTER 3
RESEARCH METHODOLOGY

CHAPTER 4
FINDING & RESULT (OR) DATA INTERPRETATION

CHAPTER 5
LIMITATIONS, SUGGESATION & RECOMMENDATIONS

BIBLIOGRAPHY
APPENDIX

INTRODUCTION

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.
Presently it is one of the largest & leading 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 30 million line basic telephone
capacity, 10 million WLL capacity, 60 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.
Bharat Sanchar Nigam Limited (known as BSNL) is a 100 % Government-owned
Telecommunication company in India. BSNL is the largest telecom provider in India in basic

phone line, 2nd overall and fourth largest cellular service provider, with over 100 million
customers as of March 2011. Its headquarter is at Bharat Sanchar Bhawan, Harish Chandra
Mathur Lane, Jan path, New Delhi. It has the status assigned to reputed public sector
companies in India.
BSNL is India's oldest and largest Communication Service Provider (CSP). It has footprints
throughout India except for the metropolitan cities of Mumbai and New Delhi which are
managed by. BSNL's earnings for the Financial Year ending March 31, 2011 stood at Rs.
29,700 crore with a loss of Rs. 6000 crore. BSNL has an estimated market value of $ 150
Billion which make it one of the largest valued company in the World. BSNL is the largest
PSU in India in terms of employees . It is only PSU in India where more than 10 thousand
women employees are working.

BSNL

Registered

Office:

Bharat

Sanchar

Bhavan

Harish Chandra Mathur Lane

Janpath, New Delhi-110 001

BSNL

Corporate

Office:

Bharat

Sanchar

Bhavan

Harish Chandra Mathur Lane

Janpath, New Delhi-110 001

CORPORATE SIGNATURE

VISION:

a)

Be the leading telecom service provider in India with global presence

b)
Create a customer focused organization with excellence in sales, marketing and
customer care
c)
Leverage technology to provide affordable and innovative products/services
across customer segments including end to end converged services
C

MISSION:

a)

Be the leading telecom service provider in India with global presence

b)

c)

Maintaining a high rate of growth to protect and increase its market share
in all segments of operations

Generating value for all stakeholders-business associates, vendors,

shareholders & employees

Maximizing return on existing assets with sustained focus on profitability

Becoming the most trusted, preferred and admired telecom brand

To explore International markets for Global presence

Creating a customer focused organization with excellence in sales, marketing and
customer care

Developing a marketing and sales culture that is responsive to customer

needs

Excellence in customer service- friendly, reliable, time bound, convenient

and courteous service
Leverage technology to provide affordable and innovative products/services
across customer segments

d)

Offering differentiated products/services tailored to different service

segments

Providing reliable telecom services that are value for money

Providing a conducive work environment with strong focus on performance

e)

Attracting talent and keeping them motivated

Enhancing employees skills and utilizing them effectively

Encouraging and rewarding individual and team/group performance

Establishing efficient business processes enabled by IT

Changing policies and processes to enable transparent, quick and efficient

decision making
Building effective IT systems and tools

OBJECTIVES:

I.

To be the Leading Telecom Services provider.

To provide quality and reliable fixed telecom service to our customer and thereby
increase customers confidence.
To provide customer friendly mobile telephone service of high quality and play a
leading role as GSM operator in its area of operation.
Strategy for:
Rightsizing the manpower

II.

Providing greater Customer Satisfaction

Contribute towards:
i)
Broadband customers base of 20 million in India by 2010 as per Broadband
Policy 2004.
ii)
Providing Telephone connection in villages as per Government Policy.

Our clients

Our clients are citizens of India, PSUs and Government Organisations, Private
Organisations, and NGOs seeking Telecom Services.

SERVICES WE PROVIDE

BSNL serves its customers as a one stop solution to all telecommunication needs with
possibly the largest bouquet of telecom services; Wireline, CDMA mobile, GSM Mobile,
Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc.
The company offers vide ranging & most transparent tariff schemes designed to suite
every customer. The services being offered across the Indian subcontinent barring the
cities of Delhi and Mumbai are:

Telephone

New Telephone Connection

Shift And Transfer Of Telephone

Phone Plus Service

Mobile Phone

3 G mobile Services

Cellone

Excel

Unified Messaging

GPRS/WAP/MMS

SMS & Bulk SMS

Wll Mobile

Internet

Network

Broadband

Wi-Fi

Co-Location Service

Web Hosting

Sancharnet

SMS & Bulk SMS

Broadband (DataOne)

MPLS VPN

ISDN

Leased Line

Intelligent Network

Free Phone Service

Premium Rate Service

India Telephone Card

Virtual Private Network (VPN)

Voice VPN

Universal Number

Universal Personal Number

Tele Voting

Video Conferencing

Audio Conferencing

Telex/ Telegraph

Epabx

EPABX

Free EPABX

Centrex

HVnet

Inmarsat

Ku-Band

Transponder

Call Center

For basic services including broadband services:1500 or 1800-

345-1500 (toll free number)

For GSM Mobile services:1503 or 1800-180-1503 (toll free number).

SOCIAL COMMITMENT

Encourage development of telecommunication facilities in remote, hilly and tribal areas of the
country.

Transform in a time bound manner, the telecommunications sector to a greater competitive

environment in both urban and rural areas providing Cellular Service Providers.

As of March 2011, a total of 2,81,635 staffs working in BSNL. In BSNL, employees are broadly
classified in two groups :

Executives & Non-Executives

Executives :

56113

Non-Executives :

225522

As on Nov 2011, in Varanasi, a total of 1055 employees are working in GMTD (General
Manager Telecom District ) Varanasi. BSNL office in a district generally called as GMTD or
SSA (Sub-Switching Area). A SSA can consist of a district or more than 1 district. Varanasi

SSA which is headed by GMTD Varanasi Shri D.N. Tripathi covers 3 district, namely
Varanasi, Chandauli and Bhadohi.
Gr A :

21

Gr. B :

81

Gr. C :

831

Gr. D :

122

GR A & Gr. B are executives while Gr.C & D are non-executives

ORGANISATIONAL CHART
NOTE-

THERE ARE TWO TYPES OF EMPLOYEE IN B.S.N.L.

1-RECRUITED BY B.S.N.L.

2- ABSORBED IN B.S.N.L.,(Erstwhile DOT Employee)

The employee recruited after the formation of BSNL i.e. after 1st Oct, 2000 is called BSNL
recruited employee and the employee came to BSNL from its Parent Department i.e. from DOT &
absorbed in BSNL are called BSNL absorbed employee. There are no differences in terms of pay or
other facilities provided by BSNL to them. However Pension scheme is different. For BSNL absorbed
employees, they have Govt. pension, provided by BSNL/Government, but BSNL follow new pension
scheme for all BSNL recruited employee in which 12% of pay is deducted form BSNL recruited
employee and same amount is also paid by BSNL to the EPF office. The grand total is either fully paid
to employee or in terms of pension to them after retirement. BSNL employees enjoy the facilities of
Life insurance, Pension, Gratuity, Leave encashment (in or after retirement), medical facility, welfare
schemes like education fee to wards of employees, book award, canteen facility, scholarship, fee
reimbursement for doing MBA, housing, special facilities to women employees, etc.
The organizational structure of BSNL can be broadly classified as given below :

BOARD OF DIRECTORS

Corporate structure of BSNL Board consists of CMD & Five full time Directors, Human Resource
(HR), Consumer Mobility, Consumer Fixed Access, Finance, Enterprise, who manage the entire
gamut of BSNL operations. There are five other Directors in the full Board of BSNL.

Phone
Designation

Name

(Office)

Fax No

Email

CMD

R.K.Upadhyay

23372424

23372444

cmdbsnl@bsnl.co.in

Director(Consumer
Mobility)

R.K.AGGARWAL

23734073

23734075

dirplg@bsnl.co.in

Director(Consumer
Fixed Access)

RAJESH WADHWA

23037142
23738999

23734242

diro@bsnl.co.in

Director(Human
Resource)

A. N. Rai

23734070

23734072

dirhrd@bsnl.co.in

Director(Enterprise)

A. N. Rai

23734064

23734166

dir.enterprise@bsnl.co.in

23353395

23353389

hcpant@bsnl.co.in

Company Secretary & H.C.PANT

Sr. GM(Legal)

MOC

DOT

(MINISTRY OF TELECOMMUNICATION)

(DEPARTMENT OF TELECOMMUNICATION)

CMD BSNL

(CHAIRMAN & MANAGEING DIRTECTOR)

(& Board of Directors)

CGM

G.M.

DGM

(IMPLIMENT PLANE WITH ADVISE OF CMD)

(GENERAL MANAGER )

(DEUPTY GENERAL MANAGER)

AGM/DET/CAO

(ASSISTANT GENERAL MANAGER)

SDE/AO

(SUB DIVISIONAL ENGINEER)

JTO/JAO/PA-

(JUNIOR TELECOM OFFICER)

TTA/SENIOR TOA

PM

RM

(TELECOM TECHNICAL ASSISTANT)

(PHONE MECHANIC)

(REGULAR MAJDOOR)

WORK CATEGORY OF EMPLOYEE IN VARANASI

(Executive Level)

FINANCE
No.
AO

JAO

CAO

DGM (F)
2.

TECHNICAL-(Marketing + Operation)
Post

No.

G.M.

DGM

AGM

DE

14

SDE

41

JTO

24

IN VARANSI
GMDGM (ADMIN/HR) PACADRES IN BSNL
EXECUTIVES :

CMD

Mr.DEVENDRA NATH TRIPATHI

Mr.RADHE PRASAD
Mr.BINOD KUMAR SINHA

BOARD OF DIRECTORS

CGM

GM

DGM

AGM/DET/CAO

SDE/A.O.

JTO/JAO/P.A/ADOL

NON- EXECUTIVES

TTA (TELECOM TECH. ASSTT.)

SR.TOA

PHONE MECHANIC

REGULAR MAZDOOR

Services
BSNL provides almost every telecom service in India. Following are the main telecom
services provided by BSNL:

Universal Telecom Services: Fixed wire line services & Wireless in Local loop
(WLL) using CDMA Technology called bfone and WLL respectively. As of
December 31, 2007, BSNL has 81% market share of fixed lines.

Cellular Mobile Telephone Services: BSNL is major provider of Cellular Mobile

Telephone services using GSM platform under the brand name BSNL Mobile. As of
Sep 30, 2009 BSNL has 12.45% share of mobile telephony in the country.

Internet: BSNL provides internet services through dial-up connection (Sancharnet) as

Prepaid, (Net One) as Postpaid and ADSL broadband (BSNL Broadband). BSNL has
around 50% market share in broadband in India. BSNL has planned aggressive rollout

in broadband

for current financial year. It also offers Wi-Fi, Wi-Max internet

services.

Intelligent Network (IN): BSNL provides IN services like televoting, toll free
calling, premium calling etc.

3G: BSNL offers the '3G' or the '3rd Generation' services which includes facilities
like video calling, Lightening fast Mobile broadband, online movies, etc.

IPTV: BSNL also offers the 'Internet Protocol Television' facility which enables us to
watch television channels (like Dish TV) through telephone lines.

FTTH: Fiber to The Home facility that offers a higher bandwidth for data transfer.
This idea was proposed on post-December 2009.

Teleconferencing: It also offers teleconferencing at very competitive market price.

VISION
Become a total solution provider company and to provide world class telecom
services at

affordable prices.

Become a global telecom company and to find a place in the Fortune 500
companies.
Enter into and expand new services viz. Long distance, Cellular mobile, WCDMA, Internet /Broadband and IN services and development of telecom
software.
Become the largest provider of private.
Be the leading Telecom Service Provider in India with global presence.
Create a customer focused organization with excellence in sales, marketing and
customer care.
Leverage technology to provide affordable and innovative products/services across
customer segments
Provide a conducive work environment with strong focus on performance
Establish efficient business processes enabled by IT

MISSION
To remain market leader in providing world class Telecom and IT related services
at affordable prices and to become a global player.

SOCIAL COMMITMENT
Encourage development of telecommunication facilities in remote, hilly and tribal
areas of the country.
Transform in a time bound manner, the telecommunications sector to a greater
competitive environment in both urban and rural areas providing Cellular Service
Providers.

Company HR Policy:* Company lay out

* Selection &Recruitment
* Motivation.
* Training.
*Wage & Salary.
*Performance appraisal

SELECTION & RECURITMENT

Sources of recruitment:

External sources

*Management consultant
*Advertisement
*Management institute

*Recommendation
*Deputation personnel

Internal sources

* Transefer
* Promotion.
Selection process:*Job analysis
*Initial screening
*Application bank
*Test
*Interview
*Reference check
*Medical final and job offer

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 there is not such motivational package as comparison to
what an employee get in private organization . The main motivational package is job security
and time to time promotion without much fuss about targets. Some motivational package
which B.S.N.L give there employee is-

 Free telephone facility

Promotion
Transfer (as per request)
Time to time revision of pay scale
Central government facility
Quarter for accommodation
Incentives and bonus
Good working environment

Employee Training:
Employee training is the planned effort of an organization to help employees learn the job
related behaviors 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 requirement.
BSNL has many training institutes, located at almost all major states of India. ALTTC
Ghaziabad and BRBRAITT Jabalpur are two main telecom training institutes of BSNL which
offers world class environment and facilities to the trainee. It offers all type of telecom
training like new services and technology launched by BSNL, HR related training, finance,
induction, etc. The training centers of BSNL also offer training to Private Candidates on
various telecom related topics. Some of the important training centers of BSNL are :

ALTTC Ghaziabad

BRBRAITT Jabalpur

RTTC Lucknow

RTTC Patna

NATFM Hyderabad

RTTC Ranchi

RTTC Guwahati

RTTC Kalyan
There are more than 40 training centres of BSNL all over India. The training centers are
said to be BEST in telecom training.

Performance appraisal:In BSNL, Performance Appraisal has great role for employees future promotion.
Performance Appraisal, known as APAR (Annual Performance Appraisal Report) is written
annually by the employee concerned about his achievements throughout the year and then it
is reviewed by his next higher Boss. Any bad entry in APAR by the employees Boss may
hamper his future promotion, because any type of promotion either through departmental
examination or through time bound needs last 5 years APAR records of the employee and
adverse entry in APAR may stop his promotion. In BSNL every employee has a service book
which is maintained by the HR manager, known as AGM (HR) & SDE (HR). Service book
contains all type of information about the employee like his name, photograph, date of birth
& date of retirement, address, educational qualification, identification signs, carrier history,
leave records, awards and punishments given to employee, his family, trainings, pay,
allowances, etc

WAGE & SALARY

Wages and Salary Administration:In private organization employee generally get much more than that an employee of public
organization but the difference comes in benefits that public employee receives. Despite of
huge profit, good public image, best among PSU it pays less to its employee than other PSU.
If we compare it with other telecom PSU in its field like MTNL and TCIL then also its wage
rate is low. According to analyst the wage rate is set in comparison with profit earned by
company and wage rate of that industry.

6. WAGE & SALARY

In private organization, an employee generally gets much more than that an employee of
public organization but the difference comes in benefits that public employee receives.
Despite of huge profit, good public image, it pays less to its employees than other PSU.
If we compare it with other PSU in its field like, MTNL and TCIL then also its wage rate is
low. According to analyst the wage rate is set in comparison with profit earned by company.
Based on scale

NON EXECUTIVE
SL.NO.

GRADE

IDA PAY
SCALE(RS)

RM

7760-16840

PM

9020-17430

Sr. TAO

10900-23440

TTA

13600-30630

EXECUTIVE
SL.NO.

GRADE

IDA SCALES

JTO/JAO/PA

16400-40500

SDE/AO

20600-46500

SR.SDE

24900-50500

AGM/CAO

29100-66000

DGM

32900-58000

GM

62000-80000

DIRECTOR

75000-100000

CMD

80000-125000

Allowances are same for EXECUTIVE & NON EXECUTIVE

Professional allowance 2% of basic pay

medical allowance are of two types

Indoor(in case of admit -full reimbursement

outdoor (full reimbursement

for family members)

after showing bill & Boucher,

Without bill half of (basic
pay+ da)

Washing Allowance for NON EXECUTIVES group D + Cycle Allowance .(30+30)

Bonus- once in a year (DURGAPUJA) 1.4%of basic(mini7000,max12500)
Increment- 3% per year of basic pay
Dearness Allowance-on 1,4,7,10 month (quarterly)
HRA (based on basic salary) -in vill.10%,city 20%,metro30%

EPF- (CPF-contributary provident fund)-12%+da for B.S.N.L. Employees) (GPF-min

10% - max limit is the one month basic pay of employee)

Provide LTC once in a 4 year, & can avail LTC encashment 10 days of salary of one
month.

Casual leave- 12

Earn leave-15 per 6 month (max 300 days you can reserve your EL)

Medical leave-20 in a year (i.e. 10 per 6 months)

On the day of retirement, the employee will be awarded by bookey with amount of Rs. 4251.
A farewell party will be organized for this occasion. After retirements, the employee will get

300 days leave enchashment, gratuity, pension, medical benefits for all his life including his
family members and other benefit as given by BSNL from time to time.

Vision

Become a total solution provider company and to provide world class telecom services at
affordable prices.

Become a global telecom company and to find a place in the Fortune 500 companies.

Enter into and expand new services viz. Long distance, Cellular mobile, W-CDMA,
Internet /

Broadband and IN services and development of telecom software.

Become the largest provider of private.

Mission

To remain market leader in providing world class Telecom and IT related services at
affordable prices and to become a global player.

SOCIAL COMMITMENT

Encourage development of telecommunication facilities in remote, hilly and tribal areas

of the country.

Transform in a time bound manner, the telecommunications sector to a greater

competitive environment in both urban and rural areas providing Cellular Service
Providers.

As on March, 2010 India has more than 45 crore mobile users and BSNL Share is about
6.4 crore Mobile . BSNL has about 2.8 cr basic phone users, 70 lakh WLL users, 54 lakh
Broadband users and 17 lakhs PCOs, i.e BSNL has a customer base of around 10 crore
(100 Million) in India, which make it one of the largest telecom service provider in the
world.

BSNL, Bharti Airtel, Vodafone, Idea, Aircel, Spice and MTNL are the main GSM
providers in India.

Technology: GSM & CDMA

GSM (Global System for Mobile Communications) originated in Europe in 1990. The
GSM Association is an international organization founded in 1987, dedicated to
developing, providing and overseeing the worldwide.

Wireless standard of GSM.

While CDMA (Code Division Multiple Access) is a proprietary standard.

Revenue and growth

The total revenue in the telecom service sector was Rs. 86,720 crore in 2005-06 as against
Rs. 71, 674 crore in 2004-2005, registering a growth of 21%. The total investment in the
telecom services sector reached Rs. 200,660 crore in 2005-06, up from Rs. 178,831 crore in
the 2006-07.

Conclusion:
India is huge market and none of service providers can dare to ignore its potential. Thats
why Indian mobile service provider industry is growing leap and bounce for the last decade.
This journey of 1 million to 50 million will keep it pace until each citizen in India will have
his own mobile. Industry has many phases.

Present and future

BSNL (then known as Department of Telecom) had been a near monopoly during the
socialist period of the Indian economy. During this period, BSNL was the only telecom
service provider in the country (MTNL was present only in Mumbai and New Delhi). During
this period BSNL operated as a typical state-run organization, inefficient, slow, bureaucratic,
and heavily unionized. As a result subscribers had to wait for as long as five years to get a
telephone connection. The corporation tasted competition for the first time after the
liberalisation of Indian economy in 1991. Faced with stiff competition from the private
telecom service providers, BSNL has subsequently tried to increase efficiencies itself. Dot
veterans, however, put the onus for the sorry state of affairs on the Government policies,
where in all state-owned service providers were required to function as mediums for
achieving egalitarian growth across all segments of the society. The corporation (then Dot),
however, failed miserably to achieve this and India languished among the most poorly
connected countries in the world. BSNL was born in 2000 after the corporatization of Dot.

The efficiency of the company has since improved. However, the performance level is
nowhere near the private players. The corporation remains heavily unionized and is
comparatively slow in decision making and implementation. Though it offers services at
lowest tariffs, the private players continue to notch up better numbers in all areas, years after
year. BSNL has been providing connections in both urban and rural areas. Pre-activated
Mobile connections are available at many places across India. BSNL has also unveiled costeffective broadband internet access plans (Data One) targeted at homes and small businesses.
At present BSNL enjoys around 60% of market share of ISP services.
2007 has been declared as "Year of Broadband" in India and BSNL is in the process of
providing 5 million Broadband connectivity by the end of 2007. BSNL has upgraded existing
Data one (Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This
2 Mbit/s broadband service is being provided by BSNL at a cost of just US$ 11.7 per month
(as of 21/07/2008 and at a limit of 2.5GB monthly limit with 0200-0800 hrs as no charge
period). Further, BSNL is rolling out new broadband services such as triple play.
BSNL is planning to increase its customer base to 108 million customers by 2010. With the
frantic activity in the communication sector in India, the target appears achievable.
BSNL is a pioneer of rural telephony in India. BSNL has recently bagged 80% of US$ 580 m
(INR 2,500 crores) Rural Telephony project of Government of India.
On the 20th of March, 2009, BSNL advertised the launch of BlackBerry services across its
Telecom circles in India. The corporation has also launched 3G services in select cities across
the country. Presently, BSNL and MTNL are the only players to provide 3G services, as the
Government is still in the process of auctioning the 3G spectrum to private players.
BSNL has also launched a Entertainment Portal called BSNL Hungama Portal from where
subscribers could download contents like music, music videos for free and also download or
play various games online. Only Tamil, Kannada, Telugu & Hindi are provided at present.
Hopes are there that the database could be expanded. BSNL charges a fixed monthly
subscription fee for this function.

Challenges
During the financial year 2008-2009 (from April 1, 2009 to March 31, 2009) BSNL has
added 8.1 million new customers in various telephone services taking its customer base to

75.9 million. BSNL's nearest competitor Bharti Airtel is standing at a customer base of 62.3
million. However, despite impressive growth shown by BSNL in recent times, the fixed line
customer base of BSNL is declining. In order to woo back its fixed-line customers BSNL has
brought down long distance calling rate under One India plan, however, the success of the
scheme is not known. However, BSNL faces bleak fiscal 2009-2010 as users flee
Presently there is an intense competition in Indian Telecom sector and various Telcos are
rolling out attractive schemes and are providing good customer services.
Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL for
provide service in non-lucrative areas especially rural areas) has been slashed by 20% by
TRAI, w.e.f. April 1, 2009. The reduction in ADC may hit the bottom lines of BSNL.
BSNL launched 3G services in 11 cities of country in 2nd march 2009.MTNL which operates
in Mumbai and Delhi first launched 3G services in these cities. As of now, BSNL offers 3G
services in all state capitals and major cities of India.

OBJECTIVE OF THE STUDY

I have undertaken the project RECRUITMENT AND SELECTION PROCESS IN
BHART SANCHAR NIGAM LTD. In order to study the following:1. To know RECRUITMENT AND SELECTION practices at BHART SANCHAR
NIGAM LTD. And to assess the effectiveness.
2. To know the Level of Awareness among the employees of the various RECRUITMENT
AND SELECTION programmed and procedures.

3. To find the Perceptual and Attitudinal differences of the employees regarding the
different types of RECRUITMENT AND SELECTION process.

However, the basic objective of the study is to find out the issues for the betterment of the
organization and employees and to suggest ways if necessary to improve the workers
efficiency for the job, to reduce or to prevent the cost incurred during RECRUITMENT AND
SELECTION process or reduce the losses the occurred due to the errors by the employees,
who are not appropriate for the respective job.

NEED & IMPORTANCE OF THE STUDY

This project entailed RECRUITMENT AND SELECTION is carried out with a view to
identify the effects at recruitment on an individual and organization as a whole would
improve the organizational effectiveness.
With the changing scenario of the world trade new concepts have to be adopted. When
it comes to organization the whole work force starting from the
So an organization for its growth needs continuous changes both in form of
Technology as well as human resources. In this context, the human resources department
which looks after the human factor. New technologies may come in but if the work force of
the organization is not properly equipped mentally as well as physically to handle the work
combination of maim and machine is most likely not to click.

The role of RECRUITMENT AND SELECTION. The human resource department

needs to identify the correct personnel for each job for avoiding the wastage of money and
time as well as valuable resources of the organization.

Recruitment & Selection

Recruitment & selection are two of the most important functions of personal
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the
recruitment of the staffing schedule and to employee effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of efficient personal.
Staffing in one basic function of management. All managers have
responsibility of staffing function by selecting the chief executive and even the foremen
and supervisors have a staffing responsibility when they select the rank and file workers.
However, the personnel manager and his personnel department is mainly connected with
the staffing function.
Every organization needs to look after recruitment & selection in the initial
period and thereafter as and when additional manpower is required due to expansion and
development of business activities.

Right person for the right job is basic principle in recruitment and selection. Ever
organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
different business activities smoothly and efficiently and for this recruitment & selection
of suitable candidates are essential. Human resource management in an organization will
not be possible if unsuitable persons are selected and selected and employment in
business unit.

1.1 MEANING:

RECRUITMENT
Recruitment is the process of searching for prospective employee and stimulating them to
apply for job in the organization. It is often termed positive in that it stimulates people to
apply for job to increases the number of applicant for a job.
Recruitment refers to the process of findings possible candidates for a job or function, usually
under taken by recruiters. It may also be undertaken by an employee agency or a member of
staff at the business or organization looking for recruits.
Evidence of skill required for a job may be provided in the form of qualification (educational
or professional ) , experienced in a job requiring the relevant skills or the testimony of
references. Employment agencies may also give computerized tests to assess an individuals
technical or non technical knowledge. At a more basic level, written test are usually given to
assess the numeric, logical ability, etc. a candidate is also assessed on the basis of interview.
Head hunting is a frequently used name when referring to third party recruiters, but there are
significant differences. In general a company employs a head hunter when the normal
recruitment efforts fail to provide a viable candidate for the job. Head hunter are generally
more aggressive than in house recruiters, and generally use advanced techniques such as
initially posing clients together names of employees of their designations or job titles, etc.
They also prepare a candidate for the interview, negotiate salary, etc. In general in house
recruiters will do their best to attract candidates for specific jobs.

Definiti on:

According to Edwin B. Flippo, Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organization.

RECRUITMENT NEEDS

1. Planned: the needs that arise from changes in organization and retirement
policy.
2. Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected
needs.

SOURCES OF RECRUITMENT
Recruiters can be divided into groups: those working internally for a single organization and
those working for multiple clients in a third party broker relationship, sometimes called
headhunters.
AT BHARAT SANCHAR NIGAM LTD., recruitment is done through the following
methods:

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS
The employees are transferred from one department to another according to their efficiency
and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. Recruitment such people save time and costs
of the organizations as the people are already aware of the organizational culture and the
policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also
done by many companies so that the members of the family do not become dependent on the
mercy of others.
Advantages: 1. Motivated employees and higher morale
2. Employees familiar with the organization
3. Higher probability of success
4. Industrial Peace
5. Relatively inexpensive
6. Training and skill enhancement
7. Overcoming surpluses and shortages.

Disadvantages: 1. Reduced scope for fresh talent.

2. Employees may become lethargic if they are sure of time bound promotions
3. Spirit of competition may be hampered
4. Frequent transfers of employees may reduce the overall productivity of the organization.
5. Political infighting for promotion.

EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment. The main advantage of this method is that it
has a wide reach. It is generally followed in BSNL.
2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide facilities for campus interviews and placements. This source
is known as Campus Recruitment. This has not been done till date, but board of directors of
BSNL may opt for campus selection for the management trainee (MT) posts, to be advertised
this year.
3. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges
throughout the country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.
4. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This source is used to recruit labor
for construction jobs.
5. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known
companies on their own. Such callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the probable candidates
for the organization.
6. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have
structured system where the current employees of the organization can refer their friends and

relatives for some position in their organization. Also, the office bearers of trade unions are
often aware of the suitability of candidates. Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.
7. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the
factory gate these may be employed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.
Advantages: 1. Qualified Personnel
2. Wider Choice
3. Fresh Talent
4. Competitive Spirit
Disadvantages: -

1. Dissatisfaction amongst existing staff

2. Lengthy process (Increased adjustment period)
3. Costly Process
4. Uncertain Process

RECRUITMENT POLICY

In todays rapidly changing business environment, a well defined recruitment policy is

necessary for organizations to respond to its human resource requirements in time. Therefore,
it is important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right
place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation of
recruitment programmed. It may involve organizational system to be developed for
implementing recruitment programmers and procedures by filling up vacancies with best
qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment.

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

FORMS OF RECRUITMENT
The organizations differ in terms of their size, business, processes and practices. A few
decisions by the recruitment professionals can affect the productivity and efficiency of the
organization. Organizations adopt different forms of recruitment practices according to
the specific needs of the organization. The organizations can choose from the centralized
or decentralized forms of recruitment, explained below:

Centralized Recruitment
The recruitment practices of an organization are centralized when the HR / recruitment
department at the head office performs all functions of recruitment. Recruitment decisions
for all the business verticals and departments of an organization are carried out by the one
central HR (or recruitment) department. Centralized from of recruitment is commonly seen
in government organizations and it also established in BSNL. Executives level posts are
being recruited on All India Basis and non-executives level posts are being recruited by
Circle (State) heads.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office

Decentralized Recruitment
Decentralized recruitment practices are most commonly seen in the case of conglomerates
operating in different and diverse business areas. With diverse and geographically spread
business areas and offices, it becomes important to understand the needs of each department
and frame the recruitment policies and procedures accordingly. Each department carries out
its own recruitment. Choice between the two will depend upon management philosophy and
needs of particular organization. In some cases combination of both is used. Lower level

staffs as well as top level executives are recruited in a decentralized manner. In BSNL,
generally local type of work is done by district head on contract basis.

RECRUITMENT STRATEGIES
Recruitment is of the most crucial roles of the human resource professionals. The level of
performance of an organization depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies to hire the best talent for
their organization and to utilize their resources optimally. A successful recruitment strategy
should be well planned and practical to attract more and good talent to apply in the
organization.
For formulating an effective and successful recruitment strategy, the strategy should cover
the following elements:
1. Identifying and prioritizing jobs
Requirements keep arising at various levels in every organization; it is almost a never-ending
process. It is impossible to fill all the positions immediately. Therefore, there is a need to
identify the positions requiring immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first.
2. Candidates to target
The recruitment process can be effective only if the organization completely understands the
requirements of the type of candidates that are required and will be beneficial for the
organization. This covers the following parameters as well:
Different strategies are required for focusing on hiring high
performers and average performers.

the strategy should be clear as to what is the experience level

required by the organization. The candidates experience can range from being a fresher to
experienced senior professionals.
: the strategy should clearly define the target candidate. He/she
can be from the same industry, different industry, unemployed, top performers of the industry
etc.
3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Trained
recruiters. The recruitment professionals conducting the interviews and the other recruitment
activities should be well-trained and experienced to conduct the activities. They should also
be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while
interviewing and selecting a candidate.

4. How to evaluate the candidates: The various parameters and the ways to judge them i.e.
the entire recruitment process should be planned in advance. Like the rounds of technical
interviews, HR interviews, written tests, psychometric tests etc.

Recruitment Process

1. Identify Vacancy
2. Advertising the vacancy
3. Managing the response
4. Short- listing
5. Arrange- test & interview
6. Conducting final process for appointment.

For executives
JTO - B.tech degree is necessary

JAO - MCOM/CA/CS is must + MBA (Finance)

PA -

Graduate + O level degree in computer

Management Trainee (MT) B.tech+MBA OR CA/CS +MBA

For Non-executives :
Graduation OR Diploma
However MBA degree holder may have some chances in near future
when MT (Higher level of executives) level of exam will be conducted on
regular intervals.
Level of executives can be charted as (in increasing order ):
JTO/JAO/PA

GM

SDE/AO

CGM

ADET (MT)

Board of Directors

DET/AGM/CAO

DGM

CMD

The recruitment on the post of CMD and Board of Directors are based on Interview
performed by a independent government committee called PSEB

FLOWCHART OF THE RECRUITMENT AND SELECTION PROCESS

At Bharat Sanchar Nigam Ltd.
In the present system, as soon as there is a vacancy, a requisition comes from the relevant
department to the personnel department.

Personnel department finds out of the vacancy can be fulfilled internally, and so an internal
notification is sent across to all units for the same.

In case, the vacancy cannot be fulfilled internally, external sourcing i.e. advertisements,
jobsites, consultants and personal references, is opted for.

Resumes received are screened and appropriate applicants are called for the test.

A test is conducted at the entry level, and the candidates short listed are called for interview.

A round of interview are conducted and then, the candidates are short listed for the required
post as per vacancy.

Reference check is done and fitment is decided. then, offer letter is given to the candidate.

If the offer is accepted, joining formalities are done.

The selected candidate goes through the induction and probation before the final absorption.

These processes are meant for both executives and non-executive employee. However no interview
is called for the non-executives. The recruitment process for Management Trainee (MT) may also be
started soon where MBA students have opportunity for selection in esteemed govt. organization like
BSNL.

RESEARCH
METHODOLOGY

METHODOLOGY

RESEARCH METHODOLOGY

Research works involve a systematic process. There must be well-defined procedure for each
and every research work, which always need a set of methodologies. The methodology for
any research work constitutes the selection of representative sample from the whole of the
universe (or population) and also, applying appropriate tools and techniques of research.

THE RESEARCH DESIGN

It is a conceptual structure within which the research is conducted; it comprises of the

blueprint for the collection, measurement and analysis of data.
The research design of this product in the former part is Exploratory while the later part is
Conclusive i.e. where on the basis of the findings and analysis; suggestions have been given
to improve the services in the concerned areas.
The research design for this project has been designed as per the requirements of the
objective to be fulfilled, which have been already mentioned as above in this project. Here,
the objectives of this project are such that it required a through understanding of the working
of the organization.

Field data:The field data has been collected by personally administering the questionnaire of the topic.

Sampling Plan :
Data source:

Primary and secondary

Research approach:

Survey method

Research instrument:

Questionnaire

Sampling plan:

Sample unit (office)

Sample size:

50 employee

Sample area:

Varanasi city

Contact method:

Personal contact

1. Sampling Unit :Each respondent was considered as a single unit in the whole research work.

2. Sampling size :50.

3. Sampling procedure :To obtain the representation samples, Disproportionate Stratified Random Sampling was
used. This means that respondents were selected randomly without any well defined
proportions from various departments of the organization.

DATA COLLECTION

PRIMARY DATA

The primary data is that, which is collected afresh and for the first time, and thus happen to
be original in character. Hence, this type of data has been collected by direct interaction with
the employees, HR personnel and getting knowledge from my project guide. i.e. Primary data
was collected using an appropriate questionnaire and observing it.

SECONDARY DATA

The secondary data is that, which has already been collected by someone else and which has
already been passed through the statistical process. This type of data has been collected from
the companys record, from the website of the company, from various search engines, etc.

INSTRUMENTS/ TOOLS FOR DATA COLLECTION

PRIMARY DATA

A questionnaire has been used in this project to get the required information. While designing
the questionnaire, it has been kept in mind to design it in concise and easy to answer manner,
since employees could not spare much time to answer these questions. Therefore, in this
questionnaire, close ended questions were mostly used.
In order to evaluate effectiveness, the parameters that were used in the questionnaire, are as
follows:

General Information

Awareness

Performance

Attitude

Ability to get along with others

SECONDARY DATA

The secondary information was collected from:

Organizational Brochure

Previous records

Documents

Personal Manuals

FINDING &
RESULT

DATA ANYLASIS

ANYLASIS OF QUESTIONNAIRE

1. The source of recruitment from where existing employees come to know about the job,
responses were as follows:

a.) INTERNAL SOURCES

80%

b.) EXTERNAL SOURCES

20%

It shows that the major source of recruitment in Bharat Sanchar Nigam LTD. is through
INTERNAL. As 80% of our respondents have been hired from internal source whereas 20%
from external.

2. In order to assess the recruitment policy, the question was asked whether they are happy
with recruitment policy by which theyve been selected, 90% of the respondents gave
favorable response. It is evident that majority of employees/ workers are satisfied with
the recruitment process at BHARAT SANCHAR NIGAM LTD.

90% of the respondents are satisfied with the recruitment policy of BHARAT SANCHAR
NIGAM LTD. while 7% are not satisfied with the current recruitment policy and 3% gave no
comments.

3. Questionnaire results indicate that 68% of the respondents feel that their colleagues
have been

selected by the same process. Therefore, it is evident that the recruitment

policy of the organization is quite visible and the process is followed impartially.

While 21% respondents feel that some biasing was done in the recruitment and selection of
their co- workers and 11% respondents were not aware about the recruitment policy followed
by the organization.

4. When asked whether they find their colleagues helping and pleasant in nature, 80% of
respondents gave the answer in favor of it. It proves that there is very congenial
environment in BHARAT SANCHAR NIGAM LTD. and employees of any
organization like to work in a supportive and healthy environment; hence it contributes
towards the effectiveness of recruitment and selection process.
A) Cant Say

16%

B) Rude

4%

C) Helpful

60%

D) Good

20%

5. In order to assess organizational commitment in employees, a question was asked

whether they like to refer their friends or relatives in the company ,the responses were
as follows :
a) Favorable response

80%

b) Unfavorable response

15%

c) No answer

5%

So, it is evident that most of the employees are committed enough to refer their friends or
relatives to this organization .It also shows that they find their career growth in this
organization good enough to stick to this organization.

6. On organization commitment .one more question was asked ,i.e. for how long they
would like to continue with this organization ,and the responses were as follows :

a) 0 - 10 years
b) Till retirement

10%
:

90%

It shows that most of the respondents i.e. 90% would like to this organization till their
retirement and only 10% will for 0 10 years in the organization.

7. Trying to find out the growth opportunities, a question was asked whether they get
timely appraisal ,the response was favorable and as follows :

A) In term of promotion

81%

B) In monetary term

19%

However, It was determined from the HR department ,that any promotion is considered
only after 5 years of dedicated performance oriented employment.

8. On being asked what kind of benefits they expect from the organization the response
was as follows :-

The most desirable benefit was insurance benefit with 98% of respondents expecting it.99%
of the respondents were in the favor of getting all the benefits while the least desired
allowance was travel allowance among the respondents.

9. Was the job description clear to you at the time of recruitment?

A) Yes

80%

B) No

20%

10. Do you pay any charges in recruitment time?

A) Yes

20%

B) No

80%

11. Do you agree with the internal & external applicant ratio is 50-50

A) Yes

65%

B) No

35%

12. Do you face any pressure from your boss to leave the job?

A) Yes

30%

B) No

70%

CONCLUSION,
RECOMMENDATION AND
LIMITATION OF THE STUDY

LIMITATIONS

In a research, there is always some limitation. Therefore, no research can be perfect. In this
research procedure, the following limitations were there.

1.

TIME BOUNDATION
Because of time problem, only a few topics were covered by me, otherwise I would
Have covered some more topics.

1.

PERSONAL S ATTITUDE

Some personnel were hesitating in giving appropriate information.

Some personnel were very busy, that is why their response could not be collected .

Few respondents who are not familiar may give a neutral or unfavorable response to
some

of the questions.

CONCLUSION

Today, BHART SANCHAR NIGAM LTD. Is the fourth largest cellular service provider.
During my project work, Ive noticed that the HR & Administration of BHART SANCHAR
NIGAM LTD. Is very hard working and efficient too. Therefore, anybody would like to work
for it and want to be a part of it.
The Recruitment & Selection Criteria is very good here and they keep on improving the
way they work for it. Moreover, the training program is very sound and employee does not
face any problem during the training period.
In this report, it can very easily be concluded that BSNL, holds recruitment for internal
sources.
Employees having some dissatisfied the recruitment & selection process.
Employees will definitely refer the company to their friend & relative to apply for the job.
Both employers & employees having good interpersonal relationship.
Recruitment is the importance of organization. An organization should thus recognize
employees more than any other variable, as powerful contributors of a companys
competitive position.
Therefore the recruitment should be continuous process for improvement.

RECOMMENDATION

The company has made considerable progress since its establishment . Based on my study on
Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD.,now I
am in a state to extract some meaning out of it that the effectiveness is quite well and
favorable ,but in order to remain competitive and maintain stability, there is always some
scope of improvement or enhancement to achieve organizational excellence.
As development is a progressive series of change in an orderly way, my recommendations on
Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD. after
deep analysis ,are as follows:

Job description at entry level is required in order to have role clarity.

Employees should be given justified salary packages, i.e. best in industry, at entry
level.

The HR working is both manual, like service book maintenance, and computerized
(Online) of the employee. HRMS of BSNL is a online service and is very advanced.
Any employee of BSNL can see their entire HR information online, like their pay,
leave records, family members names & nominations, photographs and all type of
records useful for employee. They can also update bio-data online and send it to
System Administrator of HRMS. In Varanasi, DGM (Admin & HR) is the system
administrator of HRMS.

The documentation at entry level is very complicated, it needs to be simplified.

Requisite changes should be made in recruitment and selection criteria because right
hiring can generate a better and more competent workforce.

Induction training program or Routine training programs need to be reviewed.

BIBLIOGRAPHY
BOOKS

1.

HUMAN RESOURCE MANAGEMENT BY ASWATTHAPPA.

2.

RESEARCH METHODOLOGY BY N.K.MALHOTRA.

WEBSITE:
www.googel.com
www.bsnl.co.in
www.nukre.com

ANNEXURE

QUESTIONNAIRE

PERSONAL INFORMATION :-

1.

NAME
:

2.

AGE
:

3.

DESIGNATION
/POST

4.

YOU ARE SERVING

SINCE

Q.1

In BHART SANCHAR NIGAM LTD., you have been selected through :

a. Internal Sources

b. External Sources

Q.2 If External / Internal sources, are you happy with the recruitment policy of the
Organization ?

a. Yes

b. No

c. Cant say

Q.3 Was the job description clear to you at the time of recruitment?

a. Yes

b. No

Q.4

Do you think the recruitment policy of the organization is visible and followed

impartially?

a. Partial

b. Impartial

c. Dont know

Q.5 Do you find your workers helpful in nature ?

a.

Helpful

b.

Rude

c.

Good

d.

Cant say

Q.6 Would you like to refer your friends and relatives to work in BHART SANCHAR
NIGAM LTD.?

a. Yes

b. No

Q.7 For how many years , would you like to stay in this organization?

a. 0-10 Years

b. Till retirement

Q.8 Do you find your appraisal appropriate ?

a.

In term of promotion

b.

In monetary terms

Q.9 Besides proper remuneration and designation ,what kind of benefits do you expect from
the organization ?

a. Health and Safety Benefits

b.

Insurance Benefits

c.

Food Allowance

d.

All of them

Q.10 Was the job description clear to you at the time of recruitment?

a. Yes

b. No

Q.11 Do you pay any charges in recruitment time?

a. Yes

b. No

Q.12 Do you agree with the internal & external applicant ratio is 50-50 ?

a. Yes

b. No

Q.13

Do you face any pressure from your boss to leave the job?

a. Yes

b. No

Q.14 Do you have training programme after recruitment?

a. Yes

b. No

Q.15 Would you like to suggest something for the Recruitment & selection?

_____________________________________________________
_____________________________________________________
_____________________________________________________
Thanks for your valuable time and co-operation