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Contents

acknoldgement

INTRODUCTION TO THE TOPIC

Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology. The following are typical of a wide range of organizations:

Recruitment, selection, and outsourcing Organizational design and development Business transformation and change management Performance, conduct and behaviour management Industrial and employee relations Human resources workforce analysis Compensation, rewards, and benefits management Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term. Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels.

Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

INTRODUCTION TO THE COMPANY

Sunil Bharti Mittal founded the Bharti Group. In 1983, Mittal was in an agreement with Germany's Siemens to manufacture push-button telephone models for the Indian market. In 1986, Mittal incorporated Bharti Telecom Limited (BTL), and his company became the first in India to offer push-button telephones, establishing the basis of Bharti Enterprises. By the early 1990s, Sunil Mittal had also launched the country's first fax machines and its first cordless telephones. In 1992, Mittal won a bid to build a cellular phone network in Delhi. In 1995, Mittal incorporated the cellular operations as Bharti Tele-Ventures and launched service in Delhi. In 1996, cellular service was extended to Himachal Pradesh. In 1999, Bharti Enterprises acquired control of JT Holdings, and extended cellular operations to Karnataka and Andhra Pradesh. In 2000, Bharti acquired control of Skycell Communications, in Chennai. In 2001, the company acquired control of Spice Cell in Calcutta. Bharti Enterprises went public in 2002, and the company was listed on Bombay Stock Exchange and National Stock Exchange of India. In 2003, the cellular phone operations were rebranded under the single Airtel brand. In 2004, Bharti acquired control of Hexacom and entered Rajasthan. In 2005, Bharti extended its network to Andaman and Nicobar. This expansion allowed it to offer voice services all across India. In 2009, Airtel launched its first international mobile network in Sri Lanka. In 2010, Airtel acquired the African operations of the Kuwait based Zain Telecom.In March 2012,Airtel launched a mobile operation in Rwanda

Bharti Airtel Limited, commonly known as Airtel, is the largest Indian telecommunications company that operates in 20 countries across South Asia, Africa and the Channel Islands. It operates a GSM network in all countries, providing 2G, 3G and 4G services depending upon the country of operation. Airtel is the world's third-largest mobile telecommunications company with over 261 million subscribers across 20 countries as of August 2012. It is the largest cellular service provider n India, with 200 million subscribers. Airtel is the third largest in-country mobile operator by subscriber base, behind China Mobile and China Unicom.

Airtel is the largest provider of mobile telephony and second largest provider of fixed telephony in India, and is also a provider of broadband and subscription television services. It offers its telecom services under the airtel brand, and is headed by Sunil Bharti Mittal. Bharti Airtel is the first Indian telecom service provider to achieve Cisco Gold Certification.

It is known for being the first mobile phone company in the world to outsource all of its business operations except marketing, sales and finance. Its networkbase stations, microwave links, etc.is maintained by Ericsson, Nokia Siemens Network and Huawei, and business support is provided by IBM, and transmission towers are maintained by another company (Bharti Infratel Ltd. in India)

Bharti negotiated for its strategic partner Alcatel-Lucent to manage the network infrastructure for the tele-media business. On 31 May 2012, Bharti Airtel awarded the three year contract to Alcatel-Lucentfor setting up an Internet Protocol access network (mobile backhaul) across the country. This would help consumers access internet at faster speed and high quality internet browsing on mobile handsets. Today, Airtel is the largest cellular service provider in India and the third largest in the world.

Bhartiairtel limited is a leading global telecommunications company with operations in 19 countries across Asia and Africa. The company offers mobile voice & data services, fixed line, high speed broadband, IPTV, DTH, turnkey telecom solutions for enterprises and national & international long distance services to carriers. Bhartiairtel has been ranked among the six best performing technology companies in the world by business week. Bhartiairtel had 200 million customers across its operations.

Airtel provides GSM mobile services in all the 22 telecom circles in India, Srilanka, Bangladesh and now in 16 countries of Africa. Providestelemedia services (fixed line and broadband services through DSL) in 87 cities in India. Provides an integrated suite of Enterprise solutions, in addition to providing long distance connectivity both Nationally and Internationally. Airtel has won the Most Preferred Cellular Service Provider Brand award at the CNBC Awaaz Consumer Awards in Mumbai. This is 6th year in a row that airtel has won the award in this category. Business world CSR award was instituted in 1999 to recognize exemplary responsible business practices by the Indian industry.

RECRUITMENT PROCESS IN BHARTI AIRTEL

THE TWO FACE OF RECRUITMENT:

Open internal recruitment system Under an open internal recruitment system, employees are made aware of job vacancies. Usually this is accomplished by a job posting and bidding system. An open system gives employees a chance to measure their qualifications against those required for advancement. It helps minimize the possibility of supervisors selecting only their favourite employees for promotion or transfer. Hidden talents often uncovered. An open system may, however, create unwanted competition among employees for limited advancement opportunities. It is a very lengthy and time- consuming process to screen all candidates and provide them with feedback. Employee morale may be decreased among those who are not advanced

Closed internal Recruitment System Under a closed internal recruitment system, employees are not made aware of job vacancies. The only people made aware of promotion or transfer opportunities are those who oversee placement in the human resource department, line managers with vacancies, and contacted employees. The way a vacancy is typically filled under a closed system is shown below.

SCREENING In the overall process of selection, screening comes after the recruitment is complete. Screening is a process of reducing the number of applicants to a few who have better chances of selection than those screened out. Screening is generally done on two counts- eligibility and suitability. Eligibility is to see if the applicants fulfil the minimum qualifications stipulated n the recruitment announcement. Those who do not qualify are straight away eliminated from the selection. It is difficult to decide on the criteria suitability. One can choose only those with a high percentage of marks, but that is not always a guarantee for good performance. A judgement has to be made looking at the job specifications. In general, those distant from job specifications are screened out in the first round itself. Screening can be done by using a variety of methods. Some of these methods are discussed below:

1. Preliminary applications On the basis of minimum information in a preliminary or self- prepared application, screening could be done. Only those who qualify at this stage are sent a comprehensive application blank. If this facility is not available, then the information provided in the comprehensive application blank itself becomes the basis for screening.

2. Tests of Deselection Many organisations in India are now using psychological tests to deselect a number of applicants. If the number of applicants is large, higher cut- off scores are set to reduce the number to a manageable size. These are generally tests of intelligence and environmental awareness. In many academic institutions, banks, etc., this is a common practice. The cut- off point is determined by a general formula of a number of vacancies multiplied by four. The idea is to get four times the number of vacancies, call them for interviews, group discussions,

or any other subsequent methods of 63 selection. Research has shown that 1:4 ratio for selection gives enough margin for choice. Although this ratio is not always strictly adhered to, it is a common practice.

3. Screening interviews Another method of screening is to have a short duration interview with all the candidates and then decide who should be asked for a comprehensive interview at a late date. This is a good technique, provided the number is not large. Many companies in campus interviews use this technique. While screening does help to reduce large numbers to manageable proportions, it also has the possibility of losing some applicants who could have performed well in the subsequent selection. With more clear understanding of job description, however, this risk could be reduced.

SELECTION PROCESS AT BHARTI AIRTEL

SELECTION PROCESS AT BHARTI AIRTEL

RECEPTIONS OF APPLICATIONS

PRELIMINARY INTERVIEW

APPLICATION BANK

PSYCHOLOGICAL TESTS

INTERVIEW

BACKGROUND INVESTIGATION

WAITING LIST OF DESIRABLE APLLICANTS

FINAL SELECTION BY INTERVIEWERS PHYSICAL EXAMINATION

NEGATIVE DECISION

PLACEMENT