RAYAT INSTITUTE OF MANAGEMENT

SUMMER TRAINING REPORT On

TATA TELESERVICES RECRUITMENT AND SELECTION PROCESS IN THE TELECOM SECTOR

By KARAN POPLI RAYAT INSTITUTE OF MANAGEMENT

ACKNOWLEDGEMENT ACTION IS OUR DUTY, REWARD IS OUR CONCERN

I would like to take this opportunity to express my sincere gratitude to all those who have extended their help during the summer internship project and have made this study possible. Because success can never be achieved through individual effort but through teamwork. It was a great learning experience and a very good opportunity to work at Tata Teleservices Ltd. And do a project on Recruitment and Selection Process. I am very thankful to my Industry Guide Mr. Bhakti Bhattacharya (ASSISTANT MANAGER) for his excellent guidance and support during the tenure of internship program. I am also very thankful to Ms.Balampreet Kaur (MENTOR) for guidance and advice provided to me in undertaking the preparation of this report as partial fulfilment of the PGP course. This program has helped me to gain in-depth knowledge about the HR Practices in the telecom sector. Finally I would like to thank the entire HR team of TATA TELESERVICES for giving support, which was very critical in the accomplishment of the project. My sincere thanx to all who directly and indirectly helped me in the making of this project.

TABLE OF CONTENTS

CHAPTER-1 INTRODUCTION Importance of study Objective of study Limitation of study About TATA GROUP CHAPTER-2 COMPANY PROFILE ABOUT TATA Introduction Vision and Mission Company profile Different Indicom Products CHAPTER-3 Recruitment ,Selection and Onboarding (Introduction) CHAPTER-4 Research Methodology CHAPTER-5 Data Analysis Findings Conclusions Recommendations ANNEXURE COPY OF QUESTIONNAIRE BIBLIOGRAPHY

EXECUTIVE SUMMARY The corporate arena is witnessing rapid changes in workplace styles of management and leadership, work processes and everything else related to work. The degree of changes in the variable may vary from one industry to industry or a corporate house to another but the management is putting its efforts to understand, equip and act to emerge a winner out of the situation. At the core of their efforts is the realisation that the employee is their most valuable asset. This project emphasizes to understand the recruitment process in the telecom sector and to find a comparison with effectiveness in the organisation. In this process, the numbers of variables which are directly or indirectly affecting the recruitment process of a company were identified out, followed by systematic collection of primary data from all the levels of the employees working in the organisation. The data was collected from all the HR and Employees of all telecom companies in Punjab circle The variables identified to understand the effectiveness of recruitment and selection process and measuring the effectiveness of the process and how well it is implemented The questionnaire was standardised using Graphs

CHAPTER 1 INTRODUCTION AND BACKGROUND

INTRODUCTION Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, midand large-size organizations generally retain professional recruiters Purposes Determine present and future requirements of the firm in conjunction of personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Increase success rate of the selection process by reducing the no. of visibly under qualified or overqualified Reduce probabilility that job applicants, once recruited and selected , will leave Meet organization s legal and social obligation regarding composition of its work force Begin identifying and preparing potential applicants who will be eligible candidates. Increase organizational and individual effectiveness . Evaluate effectiveness of various sources and measures of recruitment. Traditional recruitment agency Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agencys books. Recruitment Consultants then Endeavour to match their pool of candidates to their clients' open positions. Suitable candidates are with potential employers. Remuneration for the agency's services usually takes one of two forms:

A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%30% of the candidates starting salary), which usually has some
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form of guarantee, should the candidate fail to perform and is terminated within a set period of time. An advance payment that serves as a retainer, also paid by the company. In some states it may still be legal for an employment agency to charge the candidate instead of the company, but in most states that practice is now illegal, due to past unfair and deceptive practices.

Online recruitment websites Such sites have two main features: job boards and a curriculum vitae database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes. In recent times the recruitment website has evolved to encompass end to end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organisations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. The online software provided by those who specialise in online recruitment helps organisations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, coworkers, customers or others might see their resumes.

IMPORTANCE OF STUDY
I got the opportunity to undergo my summer training in a renowned organization TATA TELESERVICES LTD., Mohali (Punjab) to enhance my skills in my respective area that is Human Resources. The research study has increased my knowledge and skills in my area of specialization. The survey has focused on Recruitment and Selection process being followed in Telecom sector in the Punjab circle. Therefore the project has helped me increased my level of knowledge about how the recruitment and selection process is being followed in the telecom sector.

OBJECTIVE OF STUDY
The project report aims at comprehending the recruitment and selection procedures being followed in various companies in the Telecom sector in Punjab circle.

To

gain

more

clarity

on

recruitment

and

selection

procedure/process followed in telecom sector.

To understand the various policies of recruitment and selection.

To find out the ways of optimizing the recruitment cost. It also aims at finding ways to reduce the time involved in the recruitment process. To increase the effectiveness of the recruitment process. To know the Joining procedure named as On boarding in TTSL.

LIMITATIONS OF THE STUDY

The following limitations were faced during the study taken were :1. Respondents perceived the survey with suspicion, cynicism and indifference. They were discontented, as there were many such surveys conducted in the past. Also they felt such process to be time consuming ad ineffective. 2. In such kind of a survey it is very difficult to get 100% correct opinion and degree of bias may exist in the employee responses. 3. The other major limitation was of time and non availability of the concerned persons at times. 4. The respondents would not have divulged all the information needed because of some of its company policies. 5. Lastly, some amount of error exists in the data filling process because of the following reasons : - Influence of others - Misunderstanding of the concept - Hurried filling of the questionnaire

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ABOUT TELECOM INDUSTRY

Telecom industry is more than 165 years old, beginning with the commissioning of the first telegraph line between Kolkata and Diamond Harbour in 1839. In 1948, India had 0.1 million telephone connections with a telephone density of about 0.202 telephones per hundred populations. As of June 2007, there were 225.21 million telephone (including cellular mobile) connections in the country with a telephone density of 19.86 telephones per hundred population. Out of total 225.21 million telephone connections, 185.13 million (nearly 82percent) connections pertained to wireless and mobile phones. The process of economic liberalization set into motion since 1991 has led to an improved economic performance for the country as a whole with the usual caveats on the distribution across regions and size classes. This overall good performance is reflected in many sub sectors of the economy and the telecommunications sector is no exception. The provision of telecom and the internet infrastructure is an area where major success has been achieved. In todays most competitive world it has become necessary to contact and provide right kind of information when and where it is needed. To provide this information to each and every place where it is required there are many sources which plays the key role as a medium. These are the e-mail, telephone, internet etc. among them teleservices are the most suitable and faster source of exchange of information from one place to other place. There are many companies which are dealing in telservices segment like:- airtel, bsnl, TATA indicom, spice, idea, connect etc. To provide better service at the most suitable rates these companies are trying to bring a change in their policies and plans according to consumer market through many ways. Industry wide, India has seen a compounded annual growth rate of about 30% over the past eight years. The increase has come mainly from mobile communications, where the corresponding compound average annual growth rate is 106% per annum. With around 136 million subscribers at present, it is adding about six million a month. The telecom sector has been performing brilliantly with growth rates surpassing those in China, making India the fastest growing telecom market in the world. India is today adding over seven million subscribers every month with the current subscriber base of over 250 million

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expected to cross the half billion mark by 2010. For a more inclusive economic growth, it is critical to take telecom services to the masses and more importantly to the rural areas. The Reduction in network roll out costs and even lower tariff is necessary for a faster roll out of these services in rural areas. The sector continues to be plagued by multifarious taxes, charges, fees and levies such as license fee, spectrum charges, service tax, entry tax, octroi, stamp duty besides the regular corporate income tax. This is stifling the growth and spread of telecom services. It is estimated that taxes and levies account for more than 40 percent of telecom revenues. The sector therefore continues to be one of the highest taxed despite the fact that it offers the cheapest tariffs in the world. It is important that the present structure of multiple levies is rationalized to make the fiscal environment more conducive. The industry is hence expecting rationalization /simplification of the tax provisions as they apply to telecom services. Evolution of telecom industry -Important Milestones History of Indian Telecommunications Year 1851 First operational land lines were laid by the government near Calcutta (seat of British power) 1881 Telephone service introduced in India 1883 Merger with the postal system 1923 Formation of Indian Radio Telegraph Company (IRT) 1932 Merger of ETC and IRT into the Indian Radio and Cable Communication Company (IRCC)

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1947 Nationalization of all foreign telecommunication companies to form the Posts, Telephone and Telegraph (PTT), a monopoly run by the government's Ministry of Communications 1985 Department of Telecommunications (DOT) established, an exclusive provider of domestic and long-distance service that would be its own regulator (separate from the postal system) 1986 Conversion of DOT into two wholly government-owned companies: the Videsh Sanchar Nigam Limited (VSNL) for international telecommunications and Mahanagar Telephone Nigam Limited (MTNL) for service in metropolitan areas. 1997 TELECOM Regulatory Authority of India created. 1999 Cellular Services are launched in India. New National TELECOM Policy is adopted. 2000 DoT becomes a corporation, BSNL

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COMPANY MARKET SHARES Company Million Subs (Nov 2003) % share BSNL 40.3 58.8 Reliance 6.1 8.9 Bharti 5.7 8.3 MTNL 4.9 7.2 Hutchison 2.9 4.2 Idea Cellular 2.1 3.0 BPL 1.4 2.1 Tata Teleservices 1.3 1.9 Spice 1.0 1.4 Escotel 0.8 1.1 Fascel
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0.8 1.1 Aircel 0.9 1.4 Hexacom :- 0.2

TATA GROUP

Achievements Of The Company Various Milestones Achieved by the company year wise Milestones Year Wise

1902 The Indian Hotels Company is 1865 Jamsetji Nusserwanji Tata starts a incorporated to set up the Taj private trading firm, laying the Mahal Palace and Tower, Indias first luxury hotel. foundation of the Tata Group.

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1912 Tata Steel introduces eight-hour 1907 The Tata Iron and Steel Company(now working days, well before such a Tata Steel) is established to set up system was implemented by law in Indias first iron and steel plant in much of the West. Jamshedpur. The plant started production in 1912.

1917 1932 The Tatas enter the consumer goods Tata Airlines, a division of Tata industry, with the Tata Oil Mills sons, is established, opening up the Company being established to make aviation sector in India. soaps, detergent and cooking oils.

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1945 1954 Tata Engineering and Locomotive Indias major marketing, Company (renamed Tata Motors engineering and manufacturing in2003) is established to manufacture organization, Voltas, isestablished. locomotive and engineering products.

1962

1968

Tata Consultancy Services (TCS), Tata Finlay ( now Tata Tea), one of Indias first software services the largest tea producers, is company, is established as a division established. of Tata Sons.

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1970

1984

Tata McGraw-Hills Publishing Titan Industries- a joint venture Company is created to publish between the Tata Group and the educational and technical books. Tamil Nadu Industrial Development Corporation (TIDCO)- is set up to manufacture watches.

2000

2001

Tata AIG a joint venture between Tata Tea acquires the Tetley Group, the Tata Group and American U.K. This is the first major acquisition International Group Inc (AIG) of an international brand by an Indian marks the Tata. business group.

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2004 2002 The Tata Group acquires a controlling stake in VSNL, Indias leading international telecommunications service provider. Tata Motors launches City RoverIndicas fashioned for the European market. The first rolled out from the Tata Motors stable in pune on September 16,2003.

2004 2005 Tata Motors acquires the heavy Tata Steel acquires Singapore based vehicles unit of Daewoo Motors, South steel company Nat Steel by Korea. subscribing to 100 percent equity of its subsidiary, Nat Steel Asia.

2006

2007

Tata Credit Launched foundation Declare to launch low price car its a stone for the Tata Medical Centre dream project. It will this year 2008. unveiled in Kolkata.

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COMPANY PROFILE

CHAPTER- 2

A Saga of Vision, Commitment and Fortitude

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The Tata Group is unique in more ways than one. Established by Jamsetji Tata in the second half of the 19th century, the Group has grown into one of the biggest and most respected business organisations, thinks in no small part to its entrepreneurial vision, its commitment to ideals that put people before profits and its fortitude in the face of adversity. TATA is a brand name and it is playing a key role in the growth of the industry. In the beginning it was only in the vehicle segment like: - TATA Trucks, TATA motors etc. But as the time changed it also came into teleservices with the name of TATA Indicom especially in mobile segment. TATA came into the teleservices segment in 1995. It was the first to launch CDMA mobile service in India with the Andhra Pradesh circle. Starting with the major acquisition of of Hughes tele.com (India) Limited [now renamed Tata Teleservices (Maharashtra) Limited] in December 2002 the company swung into an expansion mode. With the total investment of Rs 19,924 Crore, Tata Teleservices has created a Pan India presence spread across 20 circles that includes Andhra Pradesh, Chennai, Gujarat, Karnataka, Delhi, Maharastra, Mumbai, Tamil Naidu, Orissa, Bihar, Rajasthan, Punjab, Haryana, Himachal Pradesh, Uttar Pradesh (E), Uttar Pradesh (W), Kerela, Kolkata, Madhya Pradesh and West Bengal. Having pioneered the CDMA 3G1x technology platform in India, Tata Teleservices has established a robust and reliable 3G ready telecom infrastructure that ensures quality in its services. It has partenered with Motorola, Ericsson, Lucent and ECI Telecom for the deployment of a reliable, technologically advanced network. The company which heralded convergence technologies in the Indian telecom sector, is today the market leader in the fixed wireless telephony market with a total customer base of over 3.8 million. Tata Teleservices bouquet of telephony services includes Mobile services, Wireless Desktop Phones, Public Booth Telephony and Wire line services. Other services include value added services like voice portal, roaming post-paid Internet services, 3-way conferencing, group calling, Wi-Fi Internet, USB Modem, data cards, calling card services and enterprise services. Some of the other products launched by the company include prepaid wireless desktop phones, public phone booths, new mobile handsets and new voice & data services such as BREW games, Voice Portal, picture messaging, polyphonic ring tones, interactive applications like news, Cricket, astrology, etc. Tata Indicom redefined the existing prepaid mobile market in India by unveiling their offering Tata Indicom Non Stop Mobile which allows customers to receive free incoming calls. Tata
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Teleservices today has Indias largest branded telecom retail chain and is the first service provider in the country to offer an online channel http://www.i-choose.in to offer post paid mobile connections in the country. Tata Teleservices has a strong workforce of 6000. In addition, TTSL has created more than 20,000 jobs, which will include 10,000 indirect jobs through outsourcing of its manpower needs. Today, Tata Teleservices (Maharashtra) Limited serves over 15.9 million customers (with 75% increase in FY 2007 over March 06-sub base) covering over 3200 towns. With an ambitious rollout plan both within existing circles and across new circles, Tata Teleservices is targeting to achieve 100 million subscribers by 2011 offering world-class technology and user-friendly services in 20 circles. Today it is dealing in various segments of teleservices like in mobile, landline, Internet, Data card and other internet and intranet facility. It is growing at a rapid speed in telecom sector and giving ahealthy competition to other companies which are in the same segment. It is more popular in this sector because of its attractive schemes, plans and better facility at a most suitable and competitive price. Its market share is growing rapidly in telecom sector and it is dealing in tele sector very smartly. Tata Teleservices Limited (TTSL) represents Tata Groups telecom foray in India operates and offers telecom services under the brand name of Tata Indicom. Tata Indicom emulates the same leadership with trust phenomenon on behalf of the whole Tata Group.

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o Indias Largest diversified business group best known and most respected business house o 93 operating companies in 7 business sectors: Information systems and communications, engineering, materials, services, energy, consumer product and chemical. o 32 publicly listed enterprises among them standout names such as Tata Steel, Tata Consultancy Services, Tata Motors, Titan and Tata Tea o Companies in 8 business sectors. ( Broadcasting is latest entry consumer durable brand Croma launched in October 2006) o Market Cap of USD 41.8bn
o

Revenues for FY 05 USD 17.8bn - equivalent to 2.8% of Indias GDP.

o Largest employer in the private sector with 220,000 employees o Operations in over 47 countries o Products and Services exported to 140 countries one fourth of the group revenues earned from outside India including six continents o 5 core values Integrity, Understanding, Excellence, Unity and Responsibility

Explosive growth in the telecom sector

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o Subscriber base as in September 2007 is 377.43 million. o Desktop PC sales expected to grow at 30%. Notebooks growing 60% o Only 50% Indian population is reached by existing mobile service networks o Telecom revenues expected to double

VSNL:The first telecom service provider in the world to get the prestigious TL-9000 certification, is Indias leading provider of international telecommunications and internet services, has a strong national long-distance presence, and is also the leader in the corporate data market. VSNL has well established relations with over 80 carriers across the globe and an infrastructure base that include multiple gateways, earth stations submarine systems. The company is rapidly growing its retail and corporate presence under the Tata Indicom brand, through products such as high-speed broadband and calling cards. VSNL offers a host of other valued-added services, including television and video up linking, program transmission, frame relay and inmarsat. VSNL is spearheading the international telecom foray of the Tata Group and has established its presence in key international geographies such as the US, the UK, Singapore and Hong Kong. The company has fully owned subsidiary, VSNL Lanka that operates in Sri Lanka and it is a joint venture partner in United Telecom, a wireless access provider in Nepal. Additionally, VSNL has acquired Tyco Global Networks submarine cable systems, which cover three continents with over 60,000 km of advanced optic fibre.
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SIGNIFICANT INVESTMENTS- US $ 9.5

TTSL VSNL

BRAND AMBASSADOR KAJOL

25

ONE OF THE BIGGEST BOLLYWOOD STAR

VISION
Trusted service to 100 million happy customers by 2011.

MISSION
To empower every Indian to connect with the world affordably.

VALUES
fairness through meritocracy trust based on accountability tenacity for results pioneering spirit excellence in execution
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- leadership with humility

Introduction to TATA Indicom Products:-

TATA Indicom Walky: TATA Indicom fixed wireless phone: Tata Indicom is a pioneer in telephony through fixed wireless phones, which are sold under the Walky, brand, and is the market leader in the fixed wireless phone category in the Maharashtra circle. The company is positioning Walky as a quick connection and targeting areas with low fixed line penetration. They have started offering PCOs connectivity through the phones and planes to approach small and medium enterprises through its fixed wireless terminals. The company plans to offer a wide range of value added services on its CDMA network: 1. High-speed data connectivity

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2. Content-based SMS services(astrology, news updates, etc) 3. Ring tones 4. Fundoo Dialing (voice portal) 5. Voice mail services 6. Call management services(call forward, call wait, call hold and call conferencing)

7. Web-basedinternet services. A range of enterprise solutions (sales force automation, road warrior / VPN, etc)

Tata Indicom Mobile:

The company has installed a state-of-the-art wireless communications infrastructure in the state of Maharashtra by deploying the latest CDMA 3G 1X technology on its wireless network.the company plans to provide 3-wall coverage in Mumbai and Pune to ensure high-quality service with extensive in-building penetration.

Starting with 5 circles in 2000, today Tata Indicom Pay Telephony Business has a presence in 20 circles and more than 200 towns.

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CUSTOMER CARE

I.T

MARKETING TATA TELE SERVICES Ltd.

PROJECT MANAGEMENT

NETWORK

HUMAN RESOURCE

Various Departments in TTSL:TATA Teleservices: Human Resources Project Management I.T Customer Care

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Marketing Finance Network

CHAPTER-3

RECRUITMENT ,SELECTION AND ONBOARDING (INTRODUCTION)

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Theoretically speaking, Recruitment and Selection are 2 separate functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.

MEANING AND DEFINITION

In simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition of recruitment is:

It is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. -Flippo

Selection is the process of picking individuals (out of the pool of

job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of selection is It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

What are the Sources of Recruitment.

The sources of recruitment can be broadly categorized into internal and external sources-

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(I)

Internal Recruitment Internal recruitment seeks applicants

for positions from within the company. The various internal sources include:

a. Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply.
a.

Employee referralsEmployees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply.

c. Former EmployeesThese include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again.

d. Dependents of deceased employeesUsually, banks follow this policy. If an employee dies, his / her spouse or son or daughter are recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.

(II) External Recruitment External recruitment seeks applicants

for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include:

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a.

Professional or Trade Associations

Many associations provide placement service to its members. It consists of compiling job seekers lists and providing access to members during regional or national conventions.

b.

Advertisements -

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach.
c.

Employment Exchanges-

Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.
d.

Campus Recruitments-

Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes.
e.

Walk-ins, Write-ins and Talk-insThe most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs.

f.

ContractorsThey are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
g.

Consultants33

They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

h. Head HuntersThey are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.

h. Radio, Television and InternetRadio and television are used to reach certain types of job applicants such as skilled workers. Section wherein aspirants can submit their resumes and applications. This provides a wider reach.
i.

Competitors-

This method is popularly known as poaching or raiding which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company.
j. Mergers

and Acquisitions-

When organizations combine, they have a pool of employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants.

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On-Boarding Process
PURPOSE OF ONBOARDING: To provide guidelines for having a standarized On boarding & Induction process for new entrants which aims at creating employee delight & memorable welcome experience ,ensure all materials & equipments to new entrants on his/her day of joining, facilitates in smooth settling down in TTSL, thereby developing a strong & loyal relationship over time. SCOPE: This purpose shall be applicable to all on roll entrants, including trainees. INPUTS: Following documents are used: . Offer letter . Testimonials provided by employee during joining. . Other information provided by employee during joining. . Medical and authbridge reports. OUTPUTS: . Employer branding . Retention . Feel good factor and convenience for the new entrant. REFERENCES:

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Best practises across circles in TTSL GLOSSARY: a) Onboarding -process flow [ Pre joining, On joining, Post joining] b) Congratulations- SMS format to be sent while sending offer. c) Guidelines for completing My Print. d) Welcome Letter format e) Letter to family- format f) Welcome SMS -24 hours before joining g) Welcome Kit Item to be included in welcome kit . Tata indicom-daily planner . Employee Handbook . Notepad . pen . Temporary ID card . NSSN form with trial form . visiting card request form . Perface-base information for realising the job announcement . Tata indicom cap . Tata indicom mug . KRA sheet . joining day feedback form h) First day HR induction i) First day feed-back form j) 15 day feed-back form k) Lets Express meet invitation

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CHAPTER -4 RESEARCH METHODOLOGY

37

RESEARCH METHODOLOGY

PRIMARY DATA COLLECTION

Primary data was collected from the prospective people of the company, which included the HR representative and a sample size of 12 employees. The data collected basically aimed at finding out the recruitment process used by their organization. This was done by two methods:

1) QUESTIONNAIRES
For collecting the data a questionnaire method was used. In this method a questionnaire was prepared which included close ended questions in which emphasis was given on studying how the recruitment & selection is done in Telecom sector.

2) PERSONAL INTERVIEWS
A Personal interview on one to one basis was undertaken with the respective HRs from each company to access the information regarding the recruitment procedure followed by their company. Also there were interaction sessions with a few employees in which emphasis was given on studying the recruitment and

38

selection process being followed in Telecom sector.The responses of respondents were recorded using the interview method (conducted one- to-one with HR representatives).

SECONDARY DATACOLLECTION

Secondary data was also collected from the employees and HR of respective companies in telecom sector in the Punjab circle to cross check whether what HR mentioned regarding the process and policies using for recruitment are actually in practice or not and whether it they are using it properly or not.

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CHAPTER -5 DATA ANAYSIS

DATA COLLECTION

40

In this phase a visit to the following telecom players existing in the Punjab circle was made:

1)

2)

3)

41

4)

5)

These above are various private telecom industry and major competitors and major players and questionnaire was collected from all above companies to gather the information regarding process and strategies of recruitment.

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PHILOSOPHY OF TATA TELESERVICES FOR RECRUITMENT To actualize the organizational vision of providing Trusted services to 100 million happy customers by 2011 acquiring and retaining high quality talent is the key to an organizations success. The recruitment strategy adopted for the same will mirror our corporate image and enhance our brand value. STRATEGY OF 2008-09 While hiring a TTSLite, would look for the following attributes: C R I S P Customer Focus Result Oriented Initiative and Speed Self Confidence Passion for achievement

SOURCING STRATEGY The following sources will be tapped for identifying the potential Human Resources for TTSL: Employee Referrals Job Portals Internal Recruitment Walk Ins, News Papers Ads Campus Recruitment Recruitment Consultant

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In this phase the data collected through the questionnaires and personal interviews from HR and Employees of various telecom companies in Punjab circle and all questionnaires are analysed on the basis of sample size of 20 employee from each company. Based on the analysis in the pictorial diagrams such as GRAPHS, and other diagrams have been used below to give suggestions to Tata Teleservices. NOTE:- All figures are an approximate idea on the basis of sample size of employee of each company and questionnaire filled by the HR.

TOTAL NUMBER OF MANPOWER

NUMBER OF MANPOWER 450 400 350 300 250 200 150 100 50 0
RE LI A IN DI CO M NN EC T TE L FO NE NC E AI R SP IC E

NUMBER OF MANPOWER

VO DA

CO

Fig 1.Total number of employees across the Telecom players of the Punjab circle.

TA TA

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A- Airtel,R- Reliance, T I- Tata Indicom, H-Hutch, S-Spice . The figure above depicts the figure of total number of employees across the various players of the Punjab region.

RECRUITMENT DONE LAST YEAR

NUMBER OF RECRUITMENTS TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL 0 50 100 150 200 TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL

Fig. Total number of recruitments done last year (MARCH 2007MARCH 2008) The above fig shows the total number of recruitments done in a year across the various players of the Punjab region.

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RECRIUTMENT THROUGH VARIOUS SOURCES

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
NN EC T TE L NC E NE SP IC E RE LI A IN DI CO AI R FO M

TEMPORARY STAFFING EMPLOYEE REFERRAL JOB PORTALS PLACEMENT CONSULTANT DIRECT APPLICANT

VO DA

CO

Fig.Total number of recruitments using various sources The above fig shows the percentage of employees recruited using various internal and external sources by the various players of the Punjab region. Maximum percentage is of placement consultant and temporary staffing is used very less and only in Vodafone and connect.

TA T

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NUMBER OF ROUNDS FOR INTERVIEW

TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL 0 1 2 3 4 5 6 7 8

Fig..Total number of rounds for interview The above fig shows the number of rounds conducted for the interview and it depends on the level which is vacant so it is not fixed. In above graph red colour bars show number of 4 rounds , yellow bars show number of 2 rounds, green bar show number of 3 rounds, blue bar shows number of 7 rounds.

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MODE OF INTERVIEW

TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL 0% 20% 40% 60% 80% 100% TELEPHONIC ONE TO ONE MIX

Fig: Shows the mode of interview The above graph shows the mode of interview and maximum percentage is of one to one. Telephonic is not used by any of the above telecom companies.

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COME TO KNOW ABOUT THE POSITION

TATA INDICOM SPICE CONNECT RELIANCE VODAFONE AIRTEL 0% 20% 40% 60% 80% 100% NEWS PAPER INTERNET REFERENCE CONSULTANT

Fig. Above graph shows how employee come to about the position Above graph shows how employees come to know about the position vacant in different companies and maximum percentage is of internet as now a days it is more in use as comparatively to other sources.

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PARAMETER OF SELECTION
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%
RE LI A IN D IC O M NN EC T TE L NC E NE AI R SP IC E FO

COMMUNICATION PERSONALITY JOB KNOWLEDGE EXPERIENCE EDUCATION

VO DA

CO

Fig. Shows different parameters Above graphs shows different parameters of selection and communication and personality all most have same percentage. As its an approximate idea on the basis of sample size of employees of each company.

TA

TA

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FEEDBACK GIVEN

TATA INDICOM SPICE FEEDBACK CONNECT RELIANCE VODAFONE AIRTEL

10

15

20

25

30

35

Fig. Show feedback given to employees After interview held feedback given to employee selected here are some approximate idea as according to the sample size of 20 employee from each company.

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CONCLUSION:Above all graphs are on the basis of survey conducted in telecom industry by getting questionnaire filled from the HR and the Employees:

To minimize the recruitment cost & time, telephonic interview / Video Conferencing are being conducted for the outstation candidates. The other important source of recruitment considered in this sector is the HR Databank/ References from the interviewed candidate. In a year, the average number of recruitments done in an organization between 150-200.

In case of urgency HR Databank/HR consultant is also considered as an important source.

News paper is not used for as per the data collected because many employees came to know about the position from other various sources.

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Number of rounds conducted for interview depends upon the level of job it varies according to that. Telephonic interview is used very less instead of that other mode of interview is used i.e. mix and one to one

How you select people is more important Than how manage them Once they are on the job RECOMMENDATIONS AND SUGGESTIONS Based on my analysis and observations, understanding of the recruitment process of the players and of the current happenings in the TELECOM INDUSTRY following are my recommendations to TATA TELESERVICES In addition to the parameters being followed in the industry at present following parameters should also be considered: a) Tenure of the employee with the company b) Home town of the employee c) Marital status d) Most of the recruitments should be done from internal sources i.e. referrals. It can boost the employees morale as he/she is also involved in the organizational work. The HR Databank to be updated on time to time so that fresh talent can be hired without delay.

Trainings on innovative practices in HR should followed from time to time. Trainings on new Technical skills Like training on 3G should be given to enhance the morale of people.

Proper scanning and evaluation of freshers should also be done in order to acquire new talent.
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 In corporate more and diverse sources should be use to fill the vacancies

QUESTIONNAIRE:FOR HR
1 Total number of manpower in the organization?

2 How many people you have recruited last year? 3 What are the different levels you follow in:In house recruitment Vendors 4 Potential candidates in your organisation are generated through the following sources: Direct applicants Placement consultants Job portals Employee referral Temporary staffing 5 Do you have employee referral schemes? If yes, the reward given on bringing the candidate on Board is Monetary reward Non-monetary reward 6 In selection procedure, how many rounds of functional Interview and HR rounds do you conduct for different level candidate?
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7 Do you conduct psychometric tests?

8 Do you conduct background/reference checks?

If yes, is it? External reference check Internal reference check 9 Do you bear any expenses of the out-station candidate for t the final interview? 10 If yes, which of the following expenses are covered of the out-station candidate, once he/she is selected? Travel Transportation of house-hold goods Accommodation 11 On which parameters you select and judge the candidate. 12 The duration of the probationary period for a new joinee in your organization 13 Do you pay notice pay of the last company?

FOR EMPLOYEE NAME: .. LEVEL: . DATE OF JOINING: .. 1. MODE OF INTERVIEW 2 You came to know about the position through whom? 3 How much time it took after you had forwarded C.V. to the concerned? 4 How much time the company gave you to join?

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5 Does organisation pay notice pay? 6 What ate the different rounds of interview happened? 7 Were you reimbursed for your expenses? 8 Is feedback given to you?

BIBLIOGRAPHY:
BOOKS CONSULTED: Statistical methods Human resource management WEBSITES VISITED

S.P. Gupta Stephen Robin

www.humanresources.about.com www.google.co.in www.about-hr.com www.citehr.com

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