Professional Documents
Culture Documents
By:
arun
arul
bibeesh
noufal
Content
s
• A brief about Airtel
• Organization structure & department levels
• Awards & recognition
• Attrition rate
• HR practices followed
• Compensation management
• Employees insight
• HR challenges
• Work environment, culture & values
• People investments
• Code of conduct for employees
• Ombudsperson
• Airtel ambassadors (alumni)
• 06/07/11 2
strategic business units
(SBU)
06/07/11 3
Organizational
Structure
06/07/11 4
Departments
Levels
06/07/11 5
Sources : Business Today’s 10th annual edition of Best Companies to Work For
06/07/11 6
Awards & Recognitions
•
•
•
• Airtel was adjudged the 'Company with the Most
Innovative HR Practices in the Asia Pacific
Region' at the Asia Pacific HRD conclave held
in Mumbai.
06/07/11 7
Attrition
rate
• The average attrition in
telecom sector is 15%
across Indian
companies, a rate that
may rise to 25% in
2011-12 with improved
salaries.
06/07/11 8
For
Employees
• It has 15000 employees & with increase in
network, it has wide prospects.
• Provide attractive salary to employees,
performance turnover, ESOPs( Employee
Stock Options Program)
• Provides an opportunity for career growth –
from Management trainee to CEO.
• Gives an opportunity to employee to grow
vertically as well as horizontally.
• Gives an opportunity to move any part of
the country considering they have
network everywhere.
06/07/11 9
HR Practices
followed
• Strong Team building activities
• Walk the talk
• Flexible compensation structure
• HR steering committee (HRSC)
• PACE (Progressive Assessment of Culture &
Environment)
• Goal Setting
• Family group meetings
• Open houses
• HR interface & HR intranet
• Managers communication forum
• Training & Learning
06/07/11 10
Training & Learning
06/07/11 13
Flexible compensation structure
•
• Each employee is given individual targets that
are linked to these five performance
parameters: profitability, market share, brand
saliency, customer satisfaction and employee
satisfaction.
•
•
• Performance-related bonuses, 60 per cent of the
employees are on a variable pay structure.
06/07/11 14
Goal Setting
06/07/11 15
HR steering committee (HRSC)
• HR steering committee (HRSC) of the company
that has acted as the fulcrum of the HRD
efforts in the organization
• HRSC consists of the CEO, the COO and all other
functional heads.
• The committee meets once a week to discuss
various initiatives and the plan of action.
PACE (Progressive Assessment of Culture &
Environment)
• Conducts an internal employee satisfaction
survey called PACE (Progressive Assessment of
Culture and Environment), the inputs of which
go into the company's annual strategy.
06/07/11 16
Managers' communication forum
• Key HR initiatives include to undertaken once a
quarter, facilitates direct interaction of the
employees with the top management.
• Discuss issues relating to the performance of
the previous quarter, directions for the next
quarter, an update on the regulatory
environment and the key initiatives for the
period.
Family group meetings
•
• There is a strong IJP system at Airtel and jobs are
uploaded onto the website, wherein people can
apply and move across different businesses.
•
• Started promoting talent councils which identify
the people who are ready to take up senior
positions.
•
• These people are then put through in-house
training and are also participants of a plan
which aims at total development by seeking out
the right experiences.
06/07/11 18
HR interface & HR intranet
•
• In HR interface, every member of the HR
department has been assigned two
departments each to discuss and sort out all
HR, personnel and administration issues.
•
•
• The HR Intranet provides information on HR
policies, organizational structure, training
calendar and the house journal.
06/07/11 19
compensation management - strategic
intent
06/07/11 21
Employees
Insight
• Neha Idnani, a commerce
graduate and an MBA in
Finance, has spent the last
four years at Bharti Airtel first
in Bangalore, then Delhi and
now Colombo, as Strategic
Business Advisor
• “This is a country where Airtel
is a start-up, we are taking
the lessons we have learnt
from our start-up rivals in
India”
• “This was an opportunity for me
to develop my management
and soft skills”
06/07/11 22
HR Challenges in
Airtel
•
•
• Much of the challenge for HR heads in Airtel is
dealing with workers like Idnani; young,
impatient and outwardly ambitious workforce.
•
•
• Shankar’s biggest challenge is at the lowest
rungs of the ladder, where attrition is high,
particularly with 14 telecom operators feeding
off the same talent pool.
06/07/11 23
KRISH SHANKAR,
SHANKAR Director-Human
Resources
• “HR has always had an important
role to play in talent building and
acquisition – in fact, we call this
endeavor an HR mission. It was
important that as a function, HR
identified how and where it could
add value to the larger picture.
Our HR people then highlighted
two major areas – first to
understand insights about the
people and second to try and
marry that to the given insights
of the business. Therefore, it was
all about understanding what the
business wants and looking at
new business trends.”
06/07/11 24
Work Environment – Life at
Airtel
• Encourage employees to diversify their skill sets
by moving across industry segments, after
having proven their capabilities in their current
roles
• HR systems aim to create a sharp, performance-
oriented culture with the right reward
mechanisms that are benchmarked against the
best.
• Variety of interesting and challenging
opportunities in an intellectually stimulating
workplace, and a chance to give back to
community in a socially responsible manner
06/07/11 25
Work culture and
values
• Entrepreneurship
• Respect for all
• Passion for performance
• Teamwork - “the power of many”
• Building collaborative partnerships
• Believes in the power of informal
communication. Much of their work gets done
by picking up the phone or popping into a
team member’s cabin.
06/07/11 26
People
Investment
• Campus Recruitment:
On-the-job training with cross-functional project
06/07/11 27
code of conduct for
employees
All employees are required to follow, effectively
06/07/11 28
This policy aims to:
06/07/11 29
HR relocation challenges in its first Africa
deal
06/07/11 31
HR role at Airtel : the three legs of a
stool
06/07/11 33
Snapshots of employee
benefits
•
• Medical support
Emergency medical assistance
•
• Temporary loan to employees policy
•
• Group accident/Life insurance
•
• Hardship allowance
06/07/11 34
06/07/11 35
06/07/11 36