Project Report

On
Recruitment & Selection Life Cycle Process Adopted
In
Vodafone Essar Ltd.

SUBMITTED TO:
MARHARSHI DAYANAND UNIVERSITY, ROHTAK



In partial fulfilment of the requirement
For the Degree of
BACHELOR OF BUSINESS ADMINISTRATION
SESSION: 2014-2015

SUBMITTED By:-
Name Pooja
Reg. No. 12GCWNL0958
BBA 5
th
Semester

GOVT. COLLEGE FOR WOMEN
Narnaul 123001
(Affiliated to Maharshi Dayanand University, Rohtak)
TABLE OF CONTENTS

Preface
Acknowledgement
Introduction (Management Thesis)
Objective of the Study
Company Profile (Vodafone Essar Digilink Ltd. / Historical Background))
Overview of Indian Telecom Market
Recruitment & Selection life cycle
Sources
Process
Factors Effecting Recruitment & Selection
Recruitment Process Chart
Recruitment & Selection process In Vodafone Essar Digilink Ltd.
Research Methodology
Data Collection
Data Analysis
Results & Findings
Limitations
SWOT Analysis
Suggestions & Recommendations
Conclusion
Annexure
Bibliography
PREFACE

This project of RECRUITMENT & SELECTION in VODAFONE ESSAR, will give us
the complete information about the VODAFONE ESSAR DIGILINK Ltds
Recruitment & Selection Process...
We can enter the record of new Employees and retrieve the details of
Candidates available in the company.
We can recruit the candidates and select them and maintain their records and
can also check how many candidates are selected and available in the
Organization. In this project we can maintain the all process of Data Base
managed in Recruitment & Selection.
Throughout the project the focus has been on presenting information and
comments in an easy and intelligible manner.
The project is very useful for those who want to know about Recruitment &
Selection Process.
In the last, we gratefully acknowledge and express our gratitude to all staff
members of Vodafone Essar Digilink Ltd. who supported us in preparing this
project.










INTRODUCTION
(MANAGEMENT THESIS)
Management thesis is a detailed study of an activity being performed. The topic
of my thesis, that is, the Recruitment and Selection life cycle adopted in Vodafone
Essar Digilink Ltd. is the study of the procedure that is imbibed in the
organization to attain the best talent present in the society.
It includes the various methods that are used to draw the suitable candidates for
the job, the decision taken by the management in regard to the date, venue and
time of the interview, the procedure adopted in informing the candidates about
their selection and the formalities thereafter.
While performing the above mentioned responsibilities, the management faces
certain problems but they expeditiously resolve them and carry out their
responsibilities effectively.
Although recruitment has always held an important place within organizations
the growing demand for highly skilled staff has meant that effective recruitment
practices are now becoming a considerable source of competitive advantage.
The business environment is changing rapidly and so the organizations need to
stay alert and be proactive.
Hence, it is important to have a well-defined recruitment and selection
procedure, which can be executed effectively to get the best fits for the required
positions.
Selecting the wrong candidate or rejecting the right candidate could turn out to
be costly mistake for the organization.


OBJECTIVE of the STUDY

This Project Report has chosen the topic Recruitment & Selection in Vodafone
Essar Digilink. Ltd. which is a Private Organization. (MNC).
Enterprise, keeping in views its diversified nature of work and the need of
manpower accordingly. The main objective of the study was to accomplish the
following objectives:
Achieving the organizational goal.
Improving its productivity.
Improving the motivation and morale of employees.
Recruiting & selecting right person at the right place for the right job.
Recruiting manpower according to need of the organization keeping in
view the present Technological changes.











COMPANY PROFILE

Vodafone Essar Digilink Ltd.
Company Type Limited
Industry Mobile
telecommunications
Predecessor Hutchison Essar
Founded 1994
Headquarters Mumbai, Maharashtra,
India
Products Mobile networks,
Telecom services, Etc.
Owner(s)

TOTAL REVENUE
Vodafone Group (67%)
Essar Group (33%)

44.47 billion (2010)
Employees 1,000,00 March 31,
2009
Website Vodafone India


VODAFONE ESSAR,
Historical Background of the Company
Vodafone Essar, it is the Indian subsidiary of Vodafone Group and commenced
operations in 1994 when its predecessor Hutchison Telecom acquired the cellular
license for Mumbai. The company now has operations across the country with over
106.34 million customers.


Vodafone is the world's leading international mobile communications group with
approximately 341 million proportionate customers as on 31 March 2010.
Vodafone currently has equity interests in 31 countries across five continents and
around 40 partner networks worldwide.



The Essar Group is a diversified business corporation with a balanced portfolio of
assets in the manufacturing and services sectors of Steel, Energy, Power,
Communications, Shipping Ports & Logistics, and Projects.
Essar employs more than 50,000 people across offices in Asia, Africa, Europe and
the Americas. Vodafone Essar is owned by Vodafone 67% and Essar Group 33%.
It is the second largest mobile phone operator in terms of revenue behind Bharti
Airtel, and third largest in terms of customers.
Vodafone Essar, formerly known as Hutchison Essar is a cellular operator in India
that covers 23 telecom circles in India based in Mumbai.
On February 11, 2007, Vodafone agreed to acquire the controlling interest of 67%
held by Li Ka Shing Holdings in Hutch-Essar for US$11.1 billion, pipping Reliance
Communications, Hinduja Group, and Essar Group, which is the owner of the
remaining 33%.
The whole company was valued at USD 18.8 billion. The transaction closed on May
8, 2007. Despite the official name being Vodafone Essar, its products are simply
branded Vodafone.
It offers both prepaid and postpaid GSM cellular phone coverage throughout India
with good presence in the metros.
Vodafone Essar provides 2.75G services based on 900 MHz and 1800 MHz digital

GSM technology, offering voice and data services in 23 of the country's 23 license
areas. It is among the top three GSM mobile operators of India.
Despite the official name being Vodafone Essar, its products are simply branded
Vodafone. It offers both prepaid and postpaid GSM cellular phone coverage
throughout India and is especially strong in the major metros.
Ownership
Vodafone Essar is owned by Vodafone 52%, Essar Group 33%, and other Indian
nationals, 15%. On 11 February 2007, Vodafone agreed to acquire the
controlling interest of 67% held by Li Ka Shing Holdings in Hutch-Essar for
US$11.1 billion, pipping Reliance Communications, Hinduja Group, and Essar
Group, which is the owner of the remaining 33%.
The whole company was valued at USD 18.8 billion. The transaction closed on 8
May 2007.
Previous brands
Initially around 1995 it was "MAX TOUCH".....
Then around 2000 it was ORANGE.....
In December 2006, Hutch Essar re-launched the "Hutch" brand nationwide,
consolidating its services under a single identity. The Company entered into an
agreement with NTT DoCoMo to launch i-mode mobile Internet service in India
during 2007.

The company used to be named Hutchison Essar, reflecting the name of its previous
owner, Hutchison. However, the brand was marketed as Hutch. After getting the
necessary government approvals with regards to the acquisition of a majority by
the Vodafone Group, the company was rebranded as Vodafone Essar.

The marketing brand was officially changed to Vodafone on 20 September 2007.
On September 20, 2007 Hutch became Vodafone in one of the biggest brand
transition exercises in recent times.
Vodafone Essar is spending somewhere in the region of Rs. 250 crores on this high-
profile transition being unveiled today. Along with the transition, cheap cell phones
have been launched in the Indian market under the Vodafone brand. The company
also plans to launch co-branded handsets sourced from global vendors as well.
A popular daily quoted a Vodafone Essar director as saying that "the objective is to
leverage Vodafone Group's global scale in bringing millions of low-cost handsets
from across-the-world into India."
Incidentally, China's ZTE, which is looking to set-up a manufacturing unit in the
country, is expected to provide several Vodafone handsets in India. Earlier this
year, Vodafone penned a global low-cost handset procurement deal with ZTE.


Growth of Hutchison Essar (1992-2005)
In 1992 Hutchison Whampoa and its Indian business partner established a
company that in 1994 was awarded a license to provide mobile
telecommunications services in Mumbai (formerly Bombay) and launched
commercial service as Hutchison Max in November 1995.
Analjit Singh of Max still holds 12% in company. In Delhi, UP (E), Rajasthan and
Haryana, ESSAR was the major partner. But later Hutch took the majority Stake.
By the time of Hutchison Telecom's Initial Public Offering in 2004, Hutchison
Whampoa had acquired interests in six mobile telecommunications operators
providing service in 13 of India's 23 license areas and following the completion of
the acquisition of BPL that number increased to 16.
In 2006, it announced the acquisition of a company (Essar Spacetel A subsidiary
of Essar Group) that held license applications for the seven remaining license areas.
In a country growing as fast as India, a strategic and well managed business plan is
critical to success. Initially, the company grew its business in the largest wireless
markets in India in cities like Mumbai, Delhi and Kolkata.
In these densely populated urban areas it was able to establish a robust network,
well known brand and large distribution network -all vital to long-term success in
India. Then it also targeted business users and high-end post-paid customers which
helped Hutchison Essar to consistently generate a higher Average Revenue Per User
("ARPU") than its competitors.
By adopting this focused growth plan, it was able to establish leading positions in
India's largest markets providing the resources to expand its footprint nationwide.
In February 2007, Hutchison Telecom announced that it had entered into a binding
agreement with a subsidiary of Vodafone Group Plc to sell its 67% direct and
indirect equity and loan interests in Hutchison Essar Limited for a total cash
consideration (before costs, expenses and interests) of approximately US$11.1
billion or HK$87 billion.
1992: Hutchison Whampoa and Max Group established Hutchison Max
2000: Acquisition of Delhi operations Entered Calcutta and Gujarat markets
through ESSAR acquisition
2001: Won auction for licenses to operate GSM services in Karnataka, Andhra
Pradesh and Chennai

A 'You and I' print advertisement of Hutch featuring Cheeka (dog).
2003: Acquired AirCel Digilink (ADIL ESSAR Subsidiary) which operated in
Rajasthan, Uttar Pradesh East and Haryana telecom circles and renamed it under
Hutch brand
2004: Launched in three additional telecom circles of India namely 'Punjab', 'Uttar
Pradesh West' and 'West Bengal'
2005: Acquired BPL (Except Mumbai)- 3 Circles, another mobile service provider
in India
2008: Vodafone acquired the License in remaining 7 circles and has started its
pending operations in Madhya Pradesh/Chhattisgarh with its headquarters at
Malviya Nagar, Bhopal as well as in Orissa, Assam, North East and Bihar
2008: Vodafone launched the Apple i phone 3G to be used on its 17 circle 2.75G
network.
Hutch was often praised for its award winning advertisements which all follow a
clean, minimalist look.
A recurrent theme is that its message Hello stands out visibly though it uses only
white letters on red background.
Another recent successful ad campaign in 2003 featured a pug named Cheeka
following a boy around in unlikely places, with the tagline, Wherever you go, our
network follows.
The simple yet powerful advertisement campaigns won it many admirers.
2009: Vodafone launched Recharge Online.
2009: Vodafone Essar - 1st Indian Telecom operator to receive the Payment Card
Industry Security Standard (PCI DSS) certification for its Mumbai operations and
launches unlimited SMS offer in Mumbai
2010: Vodafone emerged as the most admired marketer in India.
2010: Vodafone crossed 100 million subscribers in India.
2010: Vodafone India Launches Pocket Sized Tariff At Just Rs.4




Subscriber Base
The Vodafone subscriber base according to COAI - Cellular Operator Association of
India as of Subscriber Data for May 2010.
Mumbai Vodafone Essar : 5223050
Delhi Vodafone Essar : 5416687
Kolkata Vodafone Essar : 3657252
Chennai Vodafone Essar : 1815133
Gujarat Vodafone Essar : 11304719
A.P. Vodafone Essar : 6175850
Karnataka Vodafone Essar : 5405997
Punjab Vodafone Essar : 3246338
Haryana Vodafone Essar : 3056743
U.P.(E) Vodafone Essar : 10781644
Rajasthan Vodafone Essar : 7634793
UP (W) Vodafone Essar : 6769802
W. B. Vodafone Essar : 7647809
Maharashtra Vodafone Essar : 7580180
T.N. Vodafone Essar : 7465390
Kerala Vodafone Essar : 4357308
Orissa Vodafone Essar : 1212187
Assam Vodafone Essar : 890226
North East Vodafone Essar : 553482
MP Vodafone Essar : 2048312
Bihar Vodafone Essar : 3664639
HP Vodafone Essar : 197440
J & K Vodafone Essar : 242387
Total Vodafone Essar : 106347368
The total is Vodafone Essar = 106347368 subscribers i.e. 23.94% of the total
444295711 subscribers.
Future Vision
The future is unfolding around us. Over the next decade we will be able to see all
sorts of differences that we can barely imagine today. In the Vodafone Future
Vision Website you can explore what we think that future might look like,
experience some of the changes we believe will happen, and tell us what you think
of them. Vodafone is working hard to mobilize tomorrow's world, but we need
your input.
You are our partners in innovation; helping to shape a future that offers the mobile
services we want, and brings us closer to the people we care about, wherever they
are in the world. Together we can build a future that turns this vision into reality.
Vodafone motto
We will be the communications leader in an increasingly connected world.
GOALS
We will be the communications leader in an increasingly connected world.
Vodafone Group Plc is the world's leading mobile telecommunications company,
with a significant presence in Europe, the Middle East, Africa, Asia Pacific and the
United States through the Company's subsidiary undertakings, joint ventures,
associated undertakings and investments.

The Group's mobile subsidiaries operate under the brand name 'Vodafone'. In the
United States the Group's associated undertaking operates as Verizon Wireless.
During the last two financial years, the Group has also entered into arrangements
with network operators in countries where the Group does not hold an equity
stake.
Under the terms of these Partner Network Agreements, the Group and its partner
networks co-operate in the development and marketing of global services under
dual brand logos.
At 31 March 2008, based on the registered customers of mobile
telecommunications ventures in which it had ownership interests at that date, the
Group had 260 million customers, excluding paging customers, calculated on a
proportionate basis in accordance with the Company's percentage interest in these
ventures.

The Company's ordinary shares are listed on the London Stock Exchange and the
Company's American Depositary Shares ('ADSs') are listed on the New York Stock
Exchange. The Company had a total market capitalization of approximately 99
billion at 31 December 2007.
Vodafone Group Plc is a public limited company incorporated in England under
registered number 1833679. Its registered office is Vodafone House, The
Connection, Newbury, and Berkshire, RG14 2FN, England.




WHAT WE DO?
Products and Services
We offer our voice, messaging, data and fixed broadband services through many
devices and supporting technologies. Use of our data services continues to grow,
driven by advances in our 3G networks and handset capabilities.
Voice services are the largest part of our business. We offer our customers a wide
range of innovative tariffs and services for use at home, in the office and while
travelling.
Vodafone at Home

Quick Stats:
4.4 Million Customers.
Available in most European markets.
Vodafone At Home includes a number of offers designed to meet all your home
communications needs through a single device, now available in most European
markets. With zonal tariffs, you can make reduced rate calls within your home
area to fixed numbers and defined mobile networks, offering the value of a fixed
line with the freedom of a mobile.
You can also take out a subscription for unlimited calling to fixed line numbers
from your mobile, reducing the need for fixed line devices and allowing cheaper
calls when on the move.
Vodafone Office
Quick Stats:
3 Million customers.
Zonal tariffs available in some European markets.
Closed user tariff available.

Vodafone Office is the umbrella name for a series of products and services
designed to meet all our business customers communications needs. With
Vodafone Wireless Office, companies can transfer voice minutes from a fixed line
to the mobile network, reducing the need for fixed desk phones.
Existing fixed line and extension numbers can be assigned so that all calls are easily
transferred to your mobile. A closed user group tariff is available allowing
employees to call each other for a flat monthly fee.
In Germany, Spain, Greece, Italy and Portugal, location based zonal tariffs allow
preferential rates when calling from the office. Geographic numbers enable
increased fixed to mobile substitution, allowing you the freedom to use a single
Vodafone Passport
Quick Stats:
17.5 Million customers.
Simpler roaming tariffs.
No charge calls with one off connection fee per call.
Vodafone Passport makes it possible for your home tariff to travel with you,
offering better value and simplicity when you go abroad.
With Vodafone Passport, you know exactly what the charges will be when you use
roaming services, and in some cases Vodafone Passport includes free minutes
bundles and the option to receive calls at no charges.
Our services are accessed on a wide range of handsets, the Vodafone Mobile
Connect card with 3G broadband and the Vodafone Mobile Connect USB modem.




Vodafone email:
There is increasing demand for handheld solutions that allow real-time access to
email, calendar, contact and other applications.
Vodafone Business Email, Windows Mobile Email and Blackberry from Vodafone
provide business customers, ranging from small start-up companies to
multinational corporate, with wireless access to their enterprise and internet based
email.
1 million Vodafone email customers.
Vodafone Business Email and Blackberry from Vodafone are available in 36
countries.

Vodafone email gives you full messaging functionality. You can use it to send, store
and manage emails, just like you would on your PC. You can even view and edit
attachments in popular document formats such as Microsoft Word, PowerPoint and
Excel.
Vodafone live!
Vodafone live! Is their on-handset communications and multimedia portal, which
gives you access to services like games, ringtones, news, sports and information.
They are always enhancing and improving Vodafone live!
To provide better and richer content and make it easier for you to access it.
Vodafone lives! Is available in 28 countries.
15.9 million Active Vodafone live! Devices.
Vodafone live! Is available over their 3G network, enabling far higher quality
content and communication services, like news broadcasts, sports highlights, music
videos and movie trailers. Content partners include Time Warner, News Corp, NBC,
Universal and Sony.

The 3G service also supports full-track music downloads. You can use your phone
to listen to music, choosing from more than 750,000 music tracks to download.
Agreements with Sony BMG Music Entertainment, EMI, Universal Music, Warner
Music and independent music labels secure music from some of the worlds
greatest artists.
Vodafone live! Also includes useful information services for driving directions,
train and flight times and much more. The full Vodafone live! Service is included
with the latest Vodafone live! Mobile handsets. See your local operating companys
website for more information.
Handsets
Quick Stats:
75 New models launched in the 2008 financial year.
53% of handsets sold were 3G models.
10 Million Vodafone own-brand devices shipped in 30 countries.
Our handset portfolio ranges from handsets for our core voice services, to premium
multimedia devices and includes a range of low-cost Vodafone handsets for the
emerging markets.
Vodafone live! handsets
Our customers access 3G services on a range of handsets including the exclusive
Sony Ericsson V640i and an exclusive Mobile Internet version of the Nokia 6120c.
Our higher speed HSDPA mobile broadband services are also available to
subscribers on mid-priced handsets.
Our Internet on Your Mobile services are available on a selection of handsets
customized for internet experience, including high-end devices like the Nokia N95
8GB, Sony Ericsson W910i and Samsung SGH-F700V QBowl.
The Vodafone 125 and Vodafone 225 were the first ultra low cost handsets under
the Vodafone brand, and the lowest cost mobile phones we have ever launched.
Business handsets
We are always expanding our range of business handsets. Our exclusive devices
include the Palm Treo 500v and the BlackBerry Curve 8310 Smartphone. Both
offer business email combined with Vodafone live! Services, such as Google Maps,
internet browsing and instant messaging.
In addition, the BlackBerry 8100 series and the BlackBerry 8110 series
continue to be in demand along with the Nokia E series range.

Vodafone live! Internet on Your Mobile

Quick Stats:
2 Million Customers.
Simple and secure browsing of online services.
Unlimited browsing tariff available.
Vodafone live! Offers 750,000 songs.
Vodafone live! Includes selection of latest games on handsets.
Mobile TV has an average of 850,000 subscribers a month.
Internet on your Mobile offers easy to use and secure browsing, including Google
search, an unlimited browsing tariff and access to some of the most popular online
services.
You can use your mobile to access and update your social networking profiles, view
and upload YouTube videos, buy and sell items on eBay, and check locations on
Google Maps.
You can also chat to friends easily with Yahoo! and MSN instant messaging using
an easy to use dedicated interface.
Using the new Vodafone live! Mobile and PC music player you can search for
music, artist pages and previews from a catalogue of more than 750,000 songs.
Music from some of the worlds greatest artists is available, with music secured
from agreements with major record labels such as Sony BMG Music Entertainment,
EMI, Universal Music, Warner Music, as well as independent music labels.
Mobile TV offers an average of 20 channels from both local and international
broadcasters.
Vodafone has local agreements with broadcasters, such as the BBC, ZDF, RAI, Pro-
Sieben, Channel 4 and RTL, as well as international broadcasts from HBO, Fox, NBC
Universal, Warner Brothers, UEFA Champions League, Vodafone McLaren
Mercedes and MTV, ensuring diverse and relevant mobile content.
Vodafone Mobile Connect
Quick Stats:
2.7 Million customers.
Built-in 3G broadband on 44 laptop models.
7.2 Mbps down and 2.1 Mbps up using Vodafone Mobile Connect card with HSPA
technology.
Vodafone Mobile Connect enables you to access the internet on your laptop or PC
via Vodafone Mobile Connect data cards or Vodafone Mobile Connect USB
modems. Business customers can access services such as email, corporate
applications and company intranets using the service.
Vodafone Mobile Connect card:
You can enjoy built-in 3G broadband from Vodafone across 44 laptop models,
including Vodafones partners Acer, Dell, HP and Lenovo.
Everything you need to make an internet connection from your computer using a
mobile network is installed and configured, allowing you to work on the move.
The Vodafone Mobile Connect card with 3G broadband offers enhanced speeds
which can be up to 7.2 Mbps downlink and up to 2.0 Mbps uplink by utilizing
HSPA technology.
Vodafone Mobile Connect USB modems:
There are a range of Vodafone Mobile Connect USB modems with exclusive
designs. The USB modems are plug and play compatible, allowing for a fast set
up and making the device easy to use.
Vodafone is here: Hutch is now Vodafone


19 September 2007:
Mumbai, September 19, 2007: Vodafone, the worlds leading international mobile
communications company, has fully arrived in India.
Vodafone Essar announced today that the Vodafone brand will be launched in India
from 21st September onwards. The popular and endearing brand, Hutch, will be
transitioned to Vodafone across India.
This marks a significant chapter in the evolution of Vodafone as a dynamic and
ever-growing brand.
The brand change over the next few weeks will be unveiled nationally through a
high profile campaign covering all important media.
Vodafone, the worlds leading mobile telecommunication company, completed the
acquisition of Hutchison Essar in May 2007 and the company was formally
renamed Vodafone Essar in July 2007.
Asim Gosh, Managing Director, Vodafone Essar, said "Weve had a great innings as
Hutch in India and today marks a new beginning for us.
Not as a departure from the fundamentals that created Hutch, but an acceleration
into the future with Vodafone's global expertise."
Harit Nagpal, Marketing and New Business Director, Vodafone Essar, said, "This
transition is probably the largest brand change ever undertaken in this country and
arguably as big as any in the world.
It is even larger than our own previous brand transitions as it touches over 35
million customers, across 400,000 shops and thousands of our own and our
business associates' employees."
The Vodafone mission is to be the communications leader in an increasingly
connected world enriching customers lives, helping individuals, businesses and
communities is more connected by delivering their total communication needs.
Vodafone's logo is a true representation of that belief - The start of a new
conversation, a trigger, a catalyst, a mark of true pioneering.
About Vodafone Essar Limited
Vodafone Essar in India is a subsidiary of Vodafone Group Plc and commenced
operations in 1994 when its predecessor Hutchison Telecom acquired the cellular
license for Mumbai.
Vodafone Essar now has operations in 16 circles covering 86% of Indias mobile
customer base, with over 34.1 million customers*.
Over the years, Vodafone Essar, under the Hutch brand, has been named the 'Most
Respected Telecom Company', the 'Best Mobile Service in the country' and the 'Most
Creative and Most Effective Advertiser of the Year'.
Vodafone is the world's leading international mobile communications company. It
now has operations in 25 countries across 5 continents and 40 partner networks
with over 200 million customers worldwide.
Vodafone has partnered with the Essar Group as its principal joint venture partner
for the Indian market. The Essar Group is a diversified business corporation with
interests spanning the manufacturing and service sectors like Steel, Energy, Power,
Communications, Shipping & Logistics and Construction.
The Group has an asset base of over Rs.400 billion (US$ 10 billion) and employs
over 20,000 people.
Business Principles
Our Vision and Values guide the way we act. Our Vision is to be the worlds mobile
communication leader enriching customers lives, helping individuals, businesses
and communities be more connected in a mobile world.
Our Values are about how we feel in other words the Passions that make us the
company we are. One of our four corporate Values is 'Passion for the world around
us':
"We will help the people of the world to have fuller lives - both through
the services we provide and through the impact we have on the world around us."
At the start of 2002, we introduced a set of ten Business Principles to make our
Vision and Values happen.
These define our relationships with all our stakeholders and govern how Vodafone
conducts its day-to-day business.
Our Business Principles apply to all Vodafone operating companies (majority
owned businesses).
We also promote the Principles to our associate companies (where Vodafone holds
a minority stake) and business partners.
Chief Executives are responsible for ensuring application of the Principles within
their business. Every employee is expected to act in accordance with the Business
Principles.
If employees have concerns about the application of the Principles, they can ask
their local human resources managers for further advice, or contact the Group
Human Resources Director or the Group Audit Director.
We are incorporating training on our business principles into our employee
induction process.
Internal audits in 2002-03 show they have been communicated to over 90% of
employees.
Value Added Services:
The value added services provided are same in all the states. It is providing good
services. All value added services are significant and have charges which are
applicable. These value added services serve as the main source of revenue for the
organization. The VAS provided by all the telecom operators is almost the same
with few differentiations.
Responsible Marketing
Responsible marketing means making sure our communications are always legal,
decent, fair, honest, truthful and sensitive to the views of different groups in
society. .
Responsible Marketing Guidelines
Our Responsible Marketing Guidelines updated in 2008 set out standards for
all Vodafone markets and joint marketing with other brands.
They cover advertising, direct marketing, and point-of-sale material and also third-
party mobile advertising on the Vodafone network.
All our operating companies must comply with the guidelines, in addition to
relevant national regulations and codes.
To ensure our marketing is consistently responsible across the Group, we must
ensure that marketing teams are aware of the Guidelines and understand potential
local concerns in individual markets.
We have developed a responsible marketing checklist to help our marketing teams
and creative agencies identify any potential issues when developing advertising
campaigns.
The main areas covered by the guidelines include:
Ensuring Vodafone marketing material complies with local law, marketing
and advertising codes and self regulatory bodies.
Digital marketing we apply the same standards to digital media marketing
as to traditional media.
Portraying our products and services accurately and substantiating any
comparative claims.
Our operating companies assess their communications and advertising
material periodically to confirm that it complies with the Responsible Marketing
Guidelines.
The assessments are signed off by the chief marketing officer of each operating
company. Complaints are sometimes made about our advertising. We monitor
these complaints as a measure of our performance.
Cutting out the small print
Insufficiently clear pricing and extensive small print can affect the level of trust our
customers place in Vodafone and the service packages we offer.
Our global strategy is to progressively reduce the amount of small print in our
advertising.
Vodafone Romania put this into practice with a fun 'no asterisk' advertising
campaign in 2006/07.
Promotion details were laid out clearly, simply and prominently in all advertising
material, eliminating the need for small print.
In the Czech Republic, a 'no small print' campaign was launched entitled "No flea
text. No hidden hooks". In Germany, we reduced the amount of small print by
around 40% in 2006/07.
Our People
We rely on our people their enthusiasm, their talent, their commitment to
maintain and build on the success of our business, even more so in todays
competitive market.
We depend on our people to deliver excellent service to our customers. We believe
that the better experience our people have at Vodafone, the better service they will
give our customers.
Vodafone Group employs approximately 71,000 people around the
world.*
We want to enhance our reputation as an employer that provides excellent
development opportunities, equipping employees with the skills and experience
they need to help Vodafone compete successfully.
We aim to ensure that all our working environments are inclusive, safe, promote
wellbeing, treat people with respect, engage employees, and offer attractive
incentives and opportunities.
Communication and involvement
Informed and engaged employees are essential for our business to operate
effectively. We communicate our business strategy and new developments to our
people and engage with them to gain feedback on how we are doing as an
employer. This also helps to create a sense of global community across the Group.
Internal communications :
Employee engagement is an important part of Vodafones business strategy. We
have a Board level representative responsible for promoting effective dialogue with
our people.
We use our own products and services to communicate with employees, including
SMS, video clips and mobile intranet sites.
This improves knowledge of our products and services, and helps reinforce our
total communications strategy. A key focus in 2007/08 has been informing and
engaging our employees on our total communications strategy.
This included:
A series of 10 podcasts to help senior managers understand the concepts
behind total communications.
Twelve webinars (seminars on the web) open to all employees, covering
topics such as mobile advertising, convergence, social networking and
mobile internet.
An internal wiki where employees can read news and updates and engage in
dialogue.
Other internal communication channels at Group level include:
Group intranet
Online videos, including monthly video-casts from the Chief Executive.
Wikis and webinars.
Vital, an online news hub updated daily.
VGS News, a monthly email news bulletin.
Internal TV channel & Induction packs for new employees.
Local operating companies also run their own internal communications
programmes. Corporate responsibility messages are included in our internal
communications to employees, see Internal Communications and Awareness.
Employee engagement
We engage with our people informally every day, through team meetings and
discussions with immediate managers. All employees have access to our intranet
site, with around 30% of our employees using it every day.
We are increasingly using the intranet for online discussions and engagement. We
have more than 450 internal blogs and wikis, which receive around 3,500 visits
per month
We share information with colleagues through over 8,000 online team rooms, used
by over 45,000 people.
Monthly messages from the Chief Executive Officer, Arun Sarin, using a wiki
platform, 'Aruns channel', and video-cast help our people understand how we are
progressing against our company goals and provide an opportunity to give
feedback directly to the CEO.
Since its launch in February 2008, Arun's channel has received more than 35,000
individual hits and 100 responses from employees.
We plan to make the channel available via mobile internet.
We hold regular 'Talk about' sessions at our local operating companies where the
CEO and members of the executive team meet with employees in person.
This enables them to discuss our business strategy with employees and listen to
their feedback about the business and the issues that matter most to them. Around
5,000 employees attended these sessions in 2007/08.
We also engage with employees more formally through the Vodafone People
Survey and their annual performance dialogues with line managers.
We conduct a full Group-wide People Survey every year, to obtain feedback from
our people on key issues and measure employee engagement.
It also helps us identify opportunities to improve working environments and
practices, and to support employees so they can do their best work.
See Communication and involvement: performance 2007/08 for details on the
results of the latest survey.
We consult employees on changes to the business and other issues that affect them
through the Vodafone European Employee Consultative Council. Some local
operating companies also consult recognized trade unions.
Learning and development
We provide training for our employees to develop new skills and opportunities to
gain new experiences. This helps them reach their full potential and benefits our
business.
Online training
We have a catalogue of more than 70 online training courses on a wide range of
subjects related to specific aspects of the business or key skill sets.
These include:
Communicating for impact business writing, giving presentations,
managing meetings, negotiation skills putting customers first.
Delivering results budgets, objectives, project management.
Making a personal difference self-development, mentoring and time
management.
Managing a changing environment decision making and problem solving.
Performing through our people delegation, team building, leadership,
facilitation.
IT how to use specific computer programmes.
We are integrating corporate responsibility into our training programmes and
induction courses. Online courses include related subjects such as anti-corruption
and privacy training.
We also use online webinars (web seminars) and wikis to inform employees about
key business strategies, embedding our commitment to total communications.
Performance dialogues
All employees complete an annual performance dialogue with their line manager,
enabling them to review their performance annually and set clear goals and
development plans for the year ahead.
The process ensures our people can make a clear connection between their goals
and Vodafones business objectives. See details on our performance 2007/08.
Promoting leadership
We use our Leadership Framework to help us recruit and promote leaders within
the company. We are evaluating our most senior managers against the framework.
In 2007/08, 80% of our senior leaders participated in our workshops on Leading
High Performing Teams.
These are designed to build their awareness of leadership style and working
culture. Our development initiatives emphasize the role of local operating
companies in tailoring development support to individual needs.
for example, Vodafone Spain "One Way" professional development program for
managers includes training on team management and engagement, creating a
culture of co-operation and effectively executing strategic goals.
In 2007/08, a performance reporting tool was launched to keep individuals up to
date on their progress. One Way has contributed to improving employee
perceptions of the coaching and feedback they receive from managers.
Inspire program
Inspire is a global program designed to identify and develop high potential
employees and accelerate their progression into leadership roles.
Participants take part in a three-month international rotation and receive
commercial training and personalized leadership development through Imperial
College, Oxford Said Business School and the Hay Group.
They also gain from exposure to and learning from members of our Executive
Committee.
The program promotes cross-cultural understanding within Vodafone and
encourages employees to take advantage of the breadth of experience across the
Group.
Inspire launched in May 08 and replaced our Global Rotation program.
Promoting career opportunities within Vodafone

We want people to develop at Vodafone and promote recruitment from within.
This encourages people to progress their careers within the company, either
through promotion or a change of role to broaden their experience.
All vacancies across Vodafone are advertised on the job-posting page of our global
intranet, which encourages the transfer of talent across the Group.
Equal opportunities and diversity
We believe employee diversity is an asset to our business men and women of
various ages from different backgrounds and cultures with a range of different
experiences help us understand and serve our customers around the world.
Our equal opportunities policy states that Vodafone does not condone unfair
treatment of any kind and requires employees to act with integrity and respect for
their colleagues and customers.
We are building a culture that respects the value of differences among us and
encourages individuals to contribute their best within an environment that is
inclusive, open, flexible and fair.
We will not tolerate discrimination or unfair treatment on any grounds. We are
committed to helping talented people from diverse backgrounds meet their
potential at all levels of the company.
Cultural diversity
With operations worldwide, Vodafone is not only multinational but multicultural.
We encourage our managers to gain experience working in different countries and
almost half our senior managers have international experience.

International rotation is a key part of our new Inspire program for employees with
high potential. See Learning and development.
Gender diversity
We have a strategy in place to improve gender diversity. This includes carrying out
senior leadership training on inclusion and diversity. We intend to develop action
plans to build a more inclusive culture over the next three to five years (see target
in performance 2007/08).
We also recognize that women can often be more affected by family commitments
than men and encourage flexible working to help employees balance their work
with their family commitments.
Employees with disabilities
We are conscious of the difficulties experienced by people with disabilities, and
make every effort to ensure access to the Groups facilities and services.
Disabled people are assured of full and fair consideration for all vacancies for
which they offer themselves as suitable candidates.
We do our best to meet their needs, particularly in relation to access and mobility.
Where possible, modifications to workplaces are made to provide access for the
disabled.
Every effort is made to continue the employment of people who become disabled
during their employment, through the provision of additional facilities, job design
and appropriate training.
Reward and recognition
Vodafone offers competitive and fair rates of pay and benefits to attract and retain
the best employees. Competitive rates of pay and benefits vary in each local market
where we operate.
We want to ensure that our people feel their efforts are recognized and their
rewards are connected with their performance.
We monitor employee views of the compensation packages we offer through our
annual Vodafone People Survey (see performance 2007/08).

Rewarding performance
We are implementing a range of initiatives that reward our employees based on
their contribution to the success of the business.
The annual bonus plan for all our global managers, which covers approximately
4,500 employees, includes an individual performance element measured over the
year and assessed through our global performance dialogue process.
Most of our local operating companies offer employees not covered by the global
bonus plan the opportunity to participate in local plans that reward their
performance.
Our Global Long Term Incentive (GLTI) Plan awards shares based on an assessment
of an individuals potential, future performance and their business criticality in
supporting the delivery of Vodafones strategy.
Share plans
We offer a variety of share plans as an incentive for our employees to stay at
Vodafone. Our global All Shares Plan is designed to ensure everyone in the
Company has a stake in our success.
All permanent employees are made an award of shares on the condition that they
remain at Vodafone for a further two years. Our communications with employees
about share plans have been recognized externally.
Vodafone received the ifs ProShare award for most effective communication of an
employee share plan in 2007, and awards from the Global Equity Organization for
best share plan communications in 2006 and 2007.
Benefits
Each of our local operating companies offers a competitive range of benefits for
employees. The benefits packages offered are determined by local legislative and
tax requirements and industry benchmarks.
Depending on the location, we offer benefits such as life assurance, accident
insurance, private medical insurance, subsidized mobile phones, and service and
retirement benefits. Retirement benefits are provided through a variety of
arrangements, including defined benefit and defined contribution schemes.
These vary depending on the conditions and practices in the countries concerned
such as local market practice, taxation, legislation and the quality of the states
pension.

Vodafone Products Services & Offerings.
Vodafone's marketing mix
A longer term marketing strategy is underpinned by careful planning and a
successful marketing mix. The marketing mix is a combination of many features
that can be represented by the four Ps.
Product - features and benefits of a good or service.
Place - where the good or service can be bought.
Price - the cost of a good or service.
Promotion - how customers are made aware of a good or service.
Product
A product with many different features provides customers with opportunities to
chat, play games, send and receive pictures, change ring tones, receive information
about travel and sporting events, obtain billing information - and soon view video
clips and send video messages.
Vodafone live! Provides on-the-move information services.
Vodafone provides the following products to its customers:
PREPAID CONNECTION.
POSTPAID CONNECTION.
WORLD CALLING CARDS.
HOME CALLING CARDS.
VODAFONE HANDYPHONE.
VODAFONE PCO.






Prepaid Connection:
In Vodafone Essar Digilink Limited U.P. (East) circle the number of prepaid
subscribers is far ahead of post paid subscribers.
Vodafone offers the following benefits to its prepaid customers. The major
subscriber base is concentrated to this part.
UNIQUE STARTER KITS.
SPECIAL RECHARGE PLANS.
SPECIAL TARIFF VOUCHERS.
BONUS CARDS.
Benefits:
The recharge cards are easily available at all the retail outlets for the
subscribers.
Now Vodafone has come up with chhota credit to help its subscribers to get
talk time in emergencies.
The prepaid subscribers get exciting offers every now and then. Some of
them are as follows:
Vodafone Filmy Recharge.
Apne Minutes.
Become a VIP.
Half rate plans.
SMS Bonus cards.
It provides a number of tariff plans which suit the customers
requirements as well as his pocket.
It provides full talk time on a number of recharge schemes.
It provides best bargain deals to its customers.
It provides special offers to its subscribers on the basis of their
recharging behavior.
World calling cards:
One can save up to 30% on his ISD & STD calls with World Calling Card from
Vodafone for his Vodafone mobile phones. Thats right you dont need individual
ISD calling cards and STD calling cards anymore. With the help of this Prepaid
World Calling Card, you can keep a tab on your long-distance call expenses. Plus
no security deposit.
World Calling Card from Vodafone is a prepaid long distance calling card that you
can use with your Vodafone Prepaid and Postpaid mobile phones to make ISD &
STD calls. Its easy to buy World Calling Cards in India. World Calling Cards are
available at your nearest Vodafone Store, Vodafone Mini Store or at any shop that
displays the World Calling Card sign.
Benefits:
It becomes easy for the customers to make long distance calls.
It is more economical for the customer.
Home calling cards:
Vodafone Home Calling Card is a prepaid card that allows you to make calls from
landlines, PCOs & mobile phones from over 100 countries.
And helps you save up to 90% as compared to International Roaming charges! So
talk more, spend less and always stay connected.

Benefits:
Save up to 90% as compared to international roaming charges.
Use it with landlines, PCOs and mobile phones.
Pay in Indian Rupees.
Follow easy voice instructions to use.
Follow easy voice instructions to use.
Key features:
Calls to any 3 Vodafone numbers @ 20p / min.
Calls to all local mobile phones @ 40p / min.
Free local & STD call every month.
Postpaid connection:
It is easy to become a Vodafone Postpaid customer with a new Postpaid connection
and talk to your heart content without worrying about bill value.
Buy a special postpaid mobile handset for your Vodafone Postpaid mobile SIM card
with their postpaid mobile handset offers.
Pick the right Vodafone Postpaid talk plan that suits your usage best for your
Vodafone Postpaid mobile phone.
Stop worrying about your Vodafone Postpaid mobile bill subscribe to their
Vodafone Postpaid offers and Vodafone Postpaid services.
The best part of Vodafones postpaid connection is the feasibility of payment of
bills. It provides a number of modes of payment. They are as follows:
Offer on payment through Direct Debit.
Pay online anytime.
Pay at any Vodafone Store.
Do it yourself at Self-Service Kiosks in Vodafone Stores, malls, theatres
&more.
Visit their payment centers to pay by cash or cheque.
Pay by Credit Card.
Payment pickup.
Collection agencies.
Direct Debit.
ITZ Cash Card.
Pay by IVR.
Bargain Deal
Benefits:
In post paid connection also the subscribers gets majority of those benefits
that they have already dealt in the prepaid connection.
Vodafone offers a variety of talk plans and offers to its subscribers.
The factor which makes Vodafones postpaid connection better than its
competitors is the variety of payment modes that Vodafone offers.
Place
Vodafone UK operates over 300 of its own stores. It also sells through independent
retailers e.g. Car phones Warehouse. Customers are able to see and handle
products they are considering buying.
People are on hand to ensure customers' needs are matched with the right product
and to explain the different options available.


Price
Vodafone wants to make its services accessible to as many people as possible from
the young, through apprentices and high powered business executives, to the more
mature users. It offers various pricing structures to suit different customer groups.
Monthly price plans are available as well as prepay options.
Phone users can top up their phone on line. Vodafone UK gives NECTAR reward
points for every 1 spent on calls, text messages, picture messages and ring tones.
Promotion
Vodafone works with icons such as David Beckham to communicate its brand
values.
Above the line:
Advertising on TV, on billboards, in magazines and in other media outlets reaches
large audiences and spreads the brand image and the message very effectively. This
is known as above the line promotion.
Below the line:
Stores have special offers, promotions and point of sale posters to attract those
inside the stores to buy. Vodafone's stores, its products and its staff all project the
brand image.
Vodafone actively develops good public relations by sending press releases to
national newspapers and magazines to explain new products and ideas.
Total communications of Vodafone:
Vodafone enriches its customers lives by enabling them to communicate in an
increasingly connected world.
It provides a range of voice and data mobile telecommunications services,
including text messages (SMS); picture messages (MMS) and other data services.

They are continually developing and enhancing service offerings particularly
through third generation (3G) mobile technology, which is being deployed in the
majority of their operations.
Their mobile services are offered over the GSM network on which a General Packet
Radio Service (GPRS) is also provided.
The move to higher performance 3G (W-CDMA) networks is well underway in the
bulk of their operations, and they are now in the process of upgrading these
networks to 3G broadband (HSDPA) with the promise of even higher data rates.
Mobile is always at the heart of what they do, but now they are moving into
integrated mobile and PC communication services, by combining fixed-line Digital
Subscriber Line (DSL) broadband offers with their core mobile services.
Vodafone's marketing strategy
Vodafone's marketing aim in the UK is to retain market leadership. Vodafones
strategy is product-led; the company is continually developing new products and
services which utilize the latest technological advances.
However, as consumers become increasingly sophisticated users of modern mobile
technology, they make new demands and seek added value through product
improvements.
Consumers are becoming more demanding and suppliers have to listen.
Vodafone must feed this back into its product strategy. In the UK, the mobile phone
market has approached maturity in a very short space of time, particularly with
young people.
To keep its leading edge, Vodafone is continually looking to add value to the
services it provides and to the packages it offers to customers. Soon, within the UK,
there will be few new customers available.
So the challenge is to provide added value services and competitive charges to

existing customers who are becoming more sophisticated and demanding.
For example, young people think hard about which mobile phone to buy.
In their search for the widest range of appropriate services and the best value for
money, young people in particular examine catalogues, surf the Internet and study
what their friends have bought.
Trying to sell to them is tough.
In order to retain market leadership, Vodafone has established a set of marketing
objectives. These are to:
Obtain new customers.
Keep the customers it already has introduce new technologies and services
(e.g. text messaging, WAP).
Continue to develop the Vodafone brand.
Vodafone is achieving these objectives by continually updating the range of phones
and services offered to keep ahead of its competitors.
Vodafone also communicates regularly with its customers to keep them well
informed of the benefits of all Vodafone.
MAIN BUSINESS
Vodafone offers a large range of telecom services, covering mobile services,
national and international long distance services, data services and a wide range of
value added services and applications that will enhance productivity of enterprises
and individuals.





Vodafone Essar Digilink Limited mainly provides the following:

OVERVIEW OF THE INDIAN TELECOM MARKET
India is the fastest-expanding telecom market in the world:
With more than 8m subscriber additions per month, India had 238m mobile
subscribers as of January and they expect it to overtake the USA in terms of mobile
subscribers by mid-2008.
A low overall telephone density (or teledensity) of 25% coupled with a huge
population base of1.1b should provide sufficient growth opportunities for the
telecom sector in India.
Indias teledensity improved to 25% from 4% within a short span of four years due
to favorable demographics, consistent regulatory changes and the low cost of
service.
Triggers for Indian telecom industry:
The next wave of network expansion, infrastructure sharing, sufficient allocable
spectrum, favorable policy changes, rising demand for global connectivity and new
technologies such as 3G, WiMax, DTH and IPTV should drive the future growth of
the Indian telecom industry.
They expect a record number of mobile subscriber additions in excess of 100m in
FY09 and the total subscriber base to cross 500m by 2010.
Leaders will continue to forge the way:
They expect established service providers such as Vodafone, Bharti Airtel, Reliance
Communications and Idea Cellular to lead the Indian telecom growth story. New
entrants will struggle to find a niche.
They expect consolidation in the next two to three years, with industry revenue
growth of 33% and earnings growth of 25% in FY09.
Sector valuations:
Indian telecom companies are currently trading at an FY09E P/E multiple of 18x
lower than their historical trading multiple of 25xs.
They expect the core businesses to trade at 20x FY09E P/E with incremental
contribution from the demerger of tower assets.
India is the fourth largest telecom market in Asia after China, Japan and South
Korea.
The Indian telecom network is the eighth largest in the world and the second
largest among emerging economies.
At current levels, telecom intensiveness of Indian economy measured as the ratio of
telecom revenues to GDP is 2.1 percent as compared with over 2.8 percent in
developed economies.
THE TELECOMMUNICATION SERVICES
The telecommunication services can be broadly classified as follows:
Basic Service
Cellular service
Internet Service Provider (ISP)
Since my project deals with cellular services, I would like to lay main emphasis on
it.
CELLULAR SERVICES
The Indian telecommunications market for mobile services comprises of 25 private
companies providing services to 23 Circles covering 1500 villages across the
country.
There are four metropolitan Circles, covering the cities of Mumbai, Delhi,
Kolkata and Chennai, and 19 Circles classified by the Government as category A,
category B or category C, which cover the rest of India.
These classifications are based principally on a Circles revenue generating
potential, with metropolitan and category A Circles having the highest revenue
potential.
Presently, there are five private service operators in each area, and an incumbent
state operator. Almost 80% of the cellular subscriber base belongs to the pre-paid
segment.
















INTRODUCTION
RECRUITMENT
All organization is basically human resource organizations. They need people to
carry out the organizational mission, goals and objectives. Every organization
needs to recruit people.
The recruitment policy should therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of
number, skills, levels etc. to meet present and future needs of production and
technical and other changes planned or anticipated in the next few years.

Meaning of Recruitment
Recruitment is process of searching for prospective employees and stimulating
them to apply for jobs in the organization. To recruit means to enlist replenish or
reinforce.
It refers to the process of bringing together prospective employees and employer
with a view to stimulate and encourage the former to apply for a job with the
latter.

The primary purpose of recruitment and selection is to achieve one desired aim
i.e. picking the right person for the right job.
The recruitment process begins when an employee is to be transferred or
promoted to another post, notice of resignation or dismissal is given or retirement
is planned.
The five key ways to develop top quality people:
Recruitment - Getting the right people in the right job.
Developing People - Through training and development.
Mentor - To ensure long term development &
performance.
Developing Managers - Ensuring that these key people are
delivering what the organization.
Managing for performance - Techniques that ensure top quality
performance.
Definition of Recruitment:
According to Fllipo: Recruitment is a process of searching for prospective
employees and stimulating them to apply for jobs.
Dale s breach said that Recruitment is the development and maintenance of
adequate manpower resources. It involves the creation of a pool of available
labor upon whom the organization can draw when it needs additional
employees.
Yoder defines Recruitment as a process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate members to facilitate effective selection
of an efficient working force.
Factor Affecting Recruitment: In the recruiting new employees management must
consider the nature of labor market, what sorts of potential labor are available
and how do they Look for works.
The factors affecting can be summed up under the following heads:
Labor market boundaries.
Available skills.
Economic conditions.
Attractiveness of the Company



Labor Market Boundaries: The knowledge of the boundaries helps management
in estimating the available supply of qualified personnel from which it might
recruit.
A labor market consists of a geographical area in which the forces of demand and
supply interact and thus affect the price of labor.
Available Skills: Companies must locate the areas where they can find employees
who fit the jobs according to their skills.
Economic Conditions: Economic conditions also effect recruitment. A new plan
located in a depressed labor market may be swamped by unemployed workers
whereas a firm trying to establish it or to expand in an area where a few qualified
workers are out of work has quite a different recruitment problem.
Attractive of the Company: The attractiveness of the company in terms of higher
wages clean work better fringe benefits and rapid promotions serves as an
influencing factor in recruitment.
SOURCES of RECRUITMENT

Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of
the recruitment.


PROCESS OF RECRUITMENT
Recruitment begins by specifying the human resource requirements, initiating
activities and actions to identify the possible sources from where they can be met,
communicating the information about the job, terms and conditions and prospects
they offer, and enthuse the people who meet the requirement to respond to the
invitation by applying for jobs.
The Recruitment process can be examined as follows:
Determining the vacancies.
Sourcing strategy.
Preparing and publishing information.
Processing and assessing applications.



FACTORS EFFECTING RECRUITMENT & SELECTION
The recruitment function of the organizations is affected and governed
by a mix of various internal and external forces.
The internal forces or factors are the factors that can be controlled by the
organization. And the external factors are those factors which cannot be
controlled by the organization.
The internal and external forces affecting recruitment function of an
organization are:




Internal Recruitment:
This is a practice of filling vacancies from within; through transfers and
promotions. All transfer decisions are usually taken by the management and
communicated to those concerned.
In case of promotion however, information about the vacancies is communicated
through internal advertisement. Alternatively, organization may prepare seniority
cum merit or seniority list and consider the eligible candidates for internal
promotions. The possibility of filling vacancies internally should always be given
very careful consideration for the following reasons:
Existing employees are known to the organization and generally familiar with its
customs and practices. The cost and the time that external recruitment, selection
and induction procedures consume can be significantly reduced. Internal
recruitment to fill vacancies may be used as a means of career development,
widening opportunities and stimulating motivation among existing employees.

External Recruitment:
When the organization has to use external sources, there are two main means of
conducting the search for employees:
Through employment consultancies and agencies. These include specialist
agencies and head-hunters as well as governmental and institutional, and private
commercial agencies of varying kinds.
By conducting the public directly through advertisement in newspaper journals,
posters, on radio, on television and on the internet.
A combination of these media may be used. The three main avenues available are
described and evaluated below.


RECRUITMENT POCESS CHART



Professional Agencies:
Several different kinds of agencies are included under this heading. The features
they have in common are that they are all agencies set up by particular
organizations to help their own members or ex-members find employment and that
they are generally non-profit making.
The agencies of this kind that employers are likely to need and use most regularly
are:
Career services of academic institutions: Universities and similar
institutions maintain the full-time careers advisory service.
They serve as an employment agency for graduating or recently graduated students
and are centers of information for graduates employment opportunities and for
employment who are seeking potential managers or professional specialists.
Employment service of professional institutions: A number of
professional institutions, such as those representing accounts, engineers, etc.
have an employment advisory services whereby a register is kept of
members seeking employment and information is collected from employers
seeking staff in particular professions.

Employment Exchange: Employment exchange is providing by the state
service for young people provides a regular liaison between employers and
unemployed youth.
Private Employment Agencies:
These agencies have the largest share of the market and are now quite well known
to most people from personal experience of local offices and advertisements in the
press.
Local employment agencies deal with clerical, junior administrative, shop staff, it
professional etc. the other type of agency concentrates on recruitment and
sometimes, the initial stages of selection of middle and senior manager or of
professional and specialist staff in field such as law, accountancy, engineering, etc.
Private agencies provide at times a very valuable service, especially in recruiting
staff in situations where there is a shortage of the particular types of employees
required.
However, since they exist to make a profit, employers have to pay for any
employees they may recruit in this way.
There has been a growth of so called Head-Hunters or recruitment consultants.
As terms suggest, these are private firms and agencies of recruitment consultant
who earn fees by meeting the needs of organizations for specialist and senior
managerial staff.
Much of their work is carried on by means of on informal network of contacts,
whereby they keep records of career profiles of people likely to be in constant
demand and obtain information about the needs of employers for appointments to
be filled.
This method has provided its value to the employer and employee clientele of these
agencies.
Advertisements in the Press or other Media:
This is the most common method by which employers carry out their search for
suitable staff. Apart from the use of the national and local press and to a limited
extend television and radio, professional and trade journals are an important source
of recruitment by this means.
When specialist staff are needed this is a very convenient and appropriate method
for attracting the attention of those most likely to be produced for publication
whether the organization uses an agency or places its own advertisements.
The Internet:
There has been a growth in the use of the internet to attract applicants. Survey
shows that many organizations use the internet.
Benefits from this method are the speed by which applicants can be obtain
information about organization and application document may be made whether
the advertising method.

Whilst the internet was initially was suitable for professional and technical
vacancies, one suspects that the spread of personal computing to all potential
applicant groups will see this tool develop further.
Preparing and publishing Information:
This aspect the recruitment process requires very special attention and skill. Its
objectives are to publish information that fulfills the following conditions:
It is succinct and yet gives a comprehensive and accurate description of the
job and its requirements.
It is likely to attract the attention of the maximum no. of potentially suitable
candidates (i.e. published through the right media).
It gives a favorable image of the organization in terms of efficiency and its
attitude toward the people-including the values of the organizations, its
product or services.
The preparation and publication of this information is based on two simple
questions that any applicant would normally ask:
What are the details of the job in terms of duties, opportunities, rewards,
conditions and special circumstances?
How should application be presented?
The preparation of the information needed the first question is based on the data
produced by the job analysis.
There is not much point in waxing eloquently, as some job advertisements do,
about the personal qualities needed.
On the other hand, it could well be relevant to mention any special features, such
as aptitudes or personal circumstances that are important to the job.
The part of the advertisement advising applicants on the presentation of their
applications varies in practices. Sometimes a personal letter covering the
applicants curriculum vitae (CV) is the only form together with information on
requirement for testimonial and referees reports.

A letter of application or a CV sometimes is used as a kind of selection device.
Personal application of this kind may even be passed to graphologists for a
personality assessment.
The use of an application form has the particular advantage that employer can
ensure that the information provided by the applicant is on the whole, relevant to
the job requirements.
At the same time, some flexibility and can cover every possible contingency.
Ample space should be included, therefore for any additional special point that
applicants may wish to make.
The Job Advertisement:
The advertisement needs to cover information derived from the job description and
person specification in such broad areas:
The work organization: its main occupation and location. The job its title; main
duties, location.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A simple organization charts may be useful for this purpose.
Main Duties: A list of key tasks may be written out, standards that need to be
reached and maintain must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The Work Environment: Study the physical and social environment in which the
work is carried out because the work environment influences the quantity and
quality of work.
Drafting a Job Description: After job analysis, job description is made. Job
description describes the job. The job description decides upon the exact
knowledge skill and experience needed to the job.
Qualification and experience: Personal requirements; especially professional
qualification, experience, aptitudes, etc. Reward and opportunities: Basic salary
and other emoluments; any other benefits opportunities for personal development.
Application: form of application; closing date; address for forwarding.
The Application Form:
The design of an appropriate application form will clearly depend on particular
situation and needs, but there are some basic principles that are universally
relevant.
Different forms may be necessary for different kinds of work. If economy or any
other reasons require the use of a general form for all appointments, then the form
has to be sufficiently comprehensive and flexible to cover all possible situations.
The items that will normally need to be included in application forms are:
Job Title
Applicants Full Names
Date of Birth
Address and Telephone Number
Nationality
Education
Academic Qualification
Professional Qualification
Present Employment details of present post, duties, accountabilities, skills
used.
Previous Employment with details of achievement in each post.
Main current interest, pursuits and achievements outside work.
Health
Court Convictions
Additional Information
References
Source of information about vacancy.
Processing and Assessing Application:
When all the applications have been received by the due date, the next task is to
select those applicants, who on the evidence available, to be the most suitable as
future employees of the organization, and therefore worth the time and the cost of
further examination in the selection procedures.
This will be based on the published requirements for the job and involves a
painstaking and scrupulous study of the information provided by applicants, a
comparison of this information with those job requirements and finally, a decision
whether to accept or reject at this stage.
To systematize the process, it is normally useful to carry a preliminary sift to
produce three categories of applicants: suitable, not suitable and marginal.
With this method the main efforts can then be concentrated on deciding which of
the doubt applicants should be accepted and rejected.
To start with the general approach, those responsible for processing applications
need to be very throughout, first, that they have responsibility to their employers to
be careful and through as possible in selecting the most suitable of the applicants
and second, that they have a responsibility to the applicants themselves to examine
their applications conscientiously and fairly.
It is the first hurdle that the applicant has to overcome in obtaining employment
with an organization and is in effect, the first stage in the selection procedure.
In deciding, therefore that an applicants is unsuitable entirely on documentary
evidence, the employing organization needs to be as certain as it can be about its
reasons for rejection at this stage.
A further important point that has to be made concerns the need for flexibility in
making the final decisions about acceptance or rejection.
This relates to the previous comment on the problems of making decisions solely
on the basis of documentary information.
It is best not to stubbornly inflexible or over precise about matters as length of
experience, age etc.
When job requirements are being established, room must always be left to decide
individual cases on their merits, as we balance and weight various attributes.
Finally, a word needs to be said about the use of testimonials and referees reports.
Report of this kind will regularly be used as evidence to assist in the final decision
of the selection procedures.
Referee report helps in assessment of candidates during the selection procedure.

SELECTION

INTRODUCTION
In human resource planning, we identified our personnel needs. Once these needs
were established a job analysis was conducted, which clarified the characteristics
of jobs being done and the individual qualities necessary to do these jobs
successfully.
This information was then used to recruit a pool of qualified applicants. It help in
assessing applicants against the criteria established in job analysis in order to
predict which job applicant will be successful if hired.
DEFINITION
To select means to choose. Selection involves a series of steps by which the
candidates are screened for choosing the most suitable persons for vacant jobs.
The basic purpose is to chosen the individual who can most successfully perform
the job from the pool of qualified candidates.
PURPOSE
The purpose of selection is to choose right type of candidates to man various
positions in the organization. In order to achieve this purpose, a well organized
selection procedure involves many steps and at each step, unsuitable candidates are
rejected. In other words, the aim of selection process is to reject the unsuitable
candidates.
OBJECTIVE OF THE SELECTION PROCESS
To predict which job applicants would be successful if hired.
To inform and sell the candidates on the job and the organization.
THE DISCRETE SELECTION PROCESS
Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicants proceeds to the next. The time and emphasis placed
on each steps will of course vary from organization to organization and indeed
from job to job in one organization.
STEPS IN THE SELECTION PROCESS
The above figure outlines the important steps in the selection process of a typical
organization.

STEP 1: RECEPTION
The first step starts with the receipt of applications. In order to attract people with
talents, skill and experience a company has to create a favorable impression on the
applicants right from the stage of reception.
Employment possibilities must be presented honestly and clearly.
If no jobs are available at that point of time, the applicant may be asked to call
back the personnel department after sometime.
STEP 2: SCREENING INTERVIEW
In culmination of our recruiting efforts, we should be prepared to initiate a
preliminary review of potentially acceptable candidates. This screening is, in
effort, a step procedure:
The screening of inquiries,
The provision of screening interview
If our recruiting effort has been successful, we will be confronted with a number of
potential applicants.
Based on the job description and job specification, some of these respondents can
be eliminated.
The screening interview is also an excellent opportunities for management to
describe the job in enough detail so the candidates can consider whether they are
really serious about making application.
Another important point during the initial screening phase is opening is to identify
a salary range.
Most candidates are concerned about their salaries, and while a job opening may
sound exciting, a low salary may preclude an organization from obtaining excellent
talent.
During this phase, if proper HRM activities have been conducted, there should be
no need to masquerade the salary. Without the salary, only time and money are
wasted.
STEP 3: APPLICATION BLANK
Application blank or from is most common methods used to collect information on
various aspects of the applicants academic, social, demographic, work related
background and references.
It is a brief history sheet of an employees background usually containing the
following things:
Personal Data
Marital Data
Physical Data
Educational Data
Employment Data
Extra Curricular Activities Data
References

STEP 4: EMPLOYMENT TESTING
In the step selection tests or employment tests that attempt to assess intelligence,
abilities, personality trait and other traits are administered.
The real value of the tests lies in eliminating those applicants who have very little
chance of job success than in selecting applicants who will definitely be successful
in jobs. Test is a standardize, objective measure of a persons behavior,
performance or attitude.
It is standardized because the way the test is carried out and the way the individual
scores are calculated are uniformly applied. It is objective in the sense that it tries
to measure individual differences in a scientific way.
Some of the commonly used employment tests are:
Intelligence Tests: These tests are used to judge the mental capacity of the
applicants. They measure the individuals learning abilities, i.e. ability to catch or
understand instructions and also ability to make decision and judgment.
Intelligence tests are widely used in the selection of personnel for almost every
kind of job from the unskilled to the skilled.
Personality Tests: Personality tests probe the qualities of the personality as a
whole, the combination of aptitude interest and usual mood and temperament.
It is very difficult to devise and use personality tests they are concerned with
discovering clues to an individuals value system, his emotional reactions,
maturity, etc.
Achievement Tests: These are designed to measure what the applicant can do on
the job currently i.e. whether the applicant knows what he or she claims to know.
Interest Tests: Interest tests identify patterns of interests that are areas in which
the individual shows special concern, fascination and involvement.
These tests will suggest what types of jobs may be satisfying to the employees.
Interest tests are more often used for vocational guidance also. They help the
individuals in selecting occupations of their interest.

STEP 5: COMPREHENSIVE INTERVIEW
Those individuals who are still viable applicants after the initial screening,
application form, and required tests have been completed are given a
comprehensive interview.
The applicant may be interviewed by personnel department interviewers,
executives within the organization, a potential supervisor or some combination of
these.
This comprehensive interview is designed to probe in areas that
cannot be addressed by the application form or tests.
These areas usually consist of assessing ones motivation, ability to word under
pressure, and ability to fit in within the organization.
However this information should be job related. Interview gives the recruiter an
opportunity:
To size up the candidate personality.
To ask questions that is not covered in tests.
To make judgment on candidates enthusiasm and intelligence.
To assess subjective aspects of the candidate like his facial
expressions and appearance.
To give facts to the candidate regarding the company, its policies etc.
and promote goodwill towards the company.
Types of Interview:
Several types of interviews are used depending on the nature and importance of
position to be filled within an organization.
Non-Directive Interview: In it the recruiter asks questions as they come to
his mind. There is no special format to be followed.

Patterned Interview: In this interview, a series of questions which can
illuminate the significant aspects the applicants background and
standardized in determining who is to be selected.
During the interview, the standard questions are asked as they are written; the
order may be varied but not the phrasing of the questions. The interviewee is
supposed only to answer the questions put by the interviewer.

Structured Interview: In a structured interview there are fixed job related
questions that are presented to each applicant.

Panel Interview: In a Panel Interview several interviewers question and
seek answers from one applicant.

Stress Interview: Such interviews are designed to create a difficult
environment where the applicants confidence level and the ability to stand
erect in difficult situations are put to test.

Appraisal Interview: In an Appraisal Interview a superior and a sub-
ordinate sit together after the performance appraisal to discuss the
subordinates rating and possible remedial action.

Dos and Donts of the INTERVIEW.
DOs DONT
Prepare for the interview. Be unprepared for the
interview.
Make the candidate feel
Comfortable and relaxed.
Make the candidate feel
stressed.
Allow the candidate to talk
and gather all relevant
information.
Interrupt the candidate
frequently and gather
inadequate information.
Ask open-ended questions. Ask leading and
demanding questions.
Ask more questions and
probe only if necessary.
Ask personal and private
questions that disturb the
candidate.
Make note of the relevant
points during the interview
for accurate assessment.
Rely on your memory to
assess the candidate after
the interview.
Stick to plan of the interview. Get too engrossed in the
interview to follow the
plan.

STEP 6: BACKGROUND INVESTIGATION
The next step in the selection process is to undertake an investigation of those
applicants who appear to offer potential as employees.
This may include contacting former employers to confirm the candidates work
record and to obtain their appraisal of his or her performance, contacting other job
related and personal references, and verifying the educational accomplishments
shown on the application.
STEP 7: MEDICAL EXAMINATION
Certain jobs require physical qualities like clear vision, perfect hearing, unusual
stamina, tolerance of hard working conditions, clear tone etc.
Medical examination reveals whether or not a candidate possesses these qualities.
Medical examination can give the following information:
Whether the applicants is medically suitable for the specific job or not;
Whether the applicants has health problems or psychological attitudes likely
to interfere with work efficiency;
Whether the applicant suffers from bad health, which should be corrected
before he can work satisfactorily;
Whether the applicants physical measurements are in accordance with the
job requirements or not.
STEP 8: HIRING DECISION
The line manager concerned has to make the final decision now-whether to select
or reject the candidate after soliciting the required information through different
techniques.
The line manager has to take adequate care in taking the final decision.
A true understanding between line managers and personnel managers should be
established as to facilitate good selection decisions.
After taking the final decision the organization has to intimate this decision to the
successful as well as unsuccessful candidates.
STEP 9: PLACEMENT
After selecting the candidate, he should be placed on a suitable job. Placement is
the actual posting of an employee to a specific job. It involves assigning a specific
rank and responsibility to an employee.
The placement decisions are taken by the line manager after matching the
requirements of a job with the qualification of the candidate.
Most organizations put new recruits on probation for a given period of time after
which their services are confirmed.
Placement is an important human resource activity. If neglected, it may create
employee adjustment problems.
Therefore, proper placement is important to both the employee and the
organization. The benefits of placement may be summarized thus:
The employee is able to.
Show good results on the job.
Get along with people easily.
Avoid accidents and mistakes.
Keeps his spirits high.

STEP 10: INDUCTION
Induction is the process through which a new employee is introduced to the job
and the organization.
In the words of Armstrong, Induction is the process of receiving and welcoming
an employee when he first joins the company and giving him the basic information
he needs to settle down quickly and start work.
OBJECTIVES:
Induction serves the following purposes:
Removes fears.
Creates a good impression of the organization.
Acts as a valuable source of information.
The ten steps as stated above must be followed in an organization for effective
selection of the right person for the right job.







RECRUITMENT
Method of Recruitment: The recruitment for various posts in the Company will
be made:
By Direct Recruitment
From among the management trainees available within the Company
From reputed Management institutes through Campus Interviews.

DIRECT RECRUITMENT
Notification of Vacancies: The first step in Direct Recruitment starts from
notification.
Procedure for Advertisement: Where it is proposed to advertise the vacancies the
following procedure shall be followed:
The vacancies are advertised in those newspapers as may be decided by the
appointing authority on his representatives.
If suitable candidates are not available, these posts may be advertised again in the
other newspapers as may be decided by the appointing authority.

Selection Tests: For selection to any post in the Company, selection interview are
held by the appropriate selection committee and in addition, for such posts
regarding which the management of the company considers it desirable to follow
any or all of the following procedures:
Written Tests.
Aptitude Tests.
Psychological Tests.
Panel of Selected Candidates: The selection committee prepares a panel of
selected candidates in the order of merit.
The recommendations of such committee are regarded as final and normally
accepted by the authority competent.
Where in exceptional cases such authority does not accept the recommendations of
selection committee, that authority, for reasons to be recorded in writing, modifies
or sets aside its recommendations.
Medical Examination: No person is appointed by the Company unless he is
declared medically fit by the Companys Medical officer or any other medical
authority as prescribed by the appointing authority in accordance with medical
standards laid down.
Medical examination fee paid by the candidate is reimbursed by the Company.
Checking for References: It is not necessary to complete verification of character
before appointing a candidate from the approved panel.
Appointment is subject to verification of character but action to verify character
and antecedents is taken expeditiously. A report on the candidates character is
obtained from his previous employer or from any other reference as specified in his
application form.
Offer of Appointment: All appointment to Companys services is made by the
HR department.
The appointment order contains general terms and conditions.
Induction: In Vodafone Essar after giving the letter of appointment an induction
programmed is conducted for the new employees. In induction programmed
relevant information of the organization is given to the employees.
Placement: In Vodafone Essar manpower has been distributed at various levels in
the required degree suiting to the companys need to bring out success even in the
most complex projects.
After the induction process posting of new employees is done at the right place, on
the basis of manpower requirement at various branches of Vodafone Essar Digilink
Ltd.

RESEARCH METHODOLOGY

The objectives of the study was accomplished by conducting a systematic
design, collection, analysis, and reporting of data and findings that are
relevant to different marketing situations facing the company.
The marketing research process adopted in the study consisted of the
following stages:

Defining the problem and the research objective: The research objective
states what information it needed to solve the problem.

The objective of the research was to see the change in the Training
Process due to the management change.

Developing the research plan: Once the problem is identified, the next
step is to prepare a plan for getting the information needed for the
research.

The present study adopted the exploratory approach where there was a
need to gather large amount of information before making a conclusion.

Collection and sources of Data: Market research requires two kinds of
data i.e., Primary Data and Secondary Data. Well-structured
questionnaires were prepared for employees.

There were personal interview surveys mostly in office. The questionnaire
contained both open-ended and closed-ended questions.

Here, open-ended questions were more useful as it was an exploratory
research that was conducted in which the main objective was to get an insight
into how people think in a particular way.

Analyze the collected information.
Report research findings.




Regarding the Research

Close ended Method:

Dichotomous
Multiple choice


Open Ended Method:

Completely unstructured
Sentence completion

For the Project:

Descriptive research
Applied research
Qualitative research
Conclusion oriented
Scientific method
Sample survey
Computer application


Method of Data Collection:

Collection of data through questionnaire
Data collection through schedule


Descriptive Research:
Descriptive research includes surveys and fact finding enquires of different
kinds. The major purpose of descriptive research is description of the state of
affairs as it exists at present.

Qualitative Research:
Qualitative research on the other hand is connected with Qualitative
phenomenon i.e., phenomenon relating to or involving quality or kind. For
instance when we are interest in investing from the reasons for human
behavior i.e., why people think or do certain things.

Conclusion Oriented:
While doing conclusion-oriented research, awareness is free to pick up a
problem redesigning enquires as the proceeds and is prepared to
Conceptualize as he wishes.

Scientific Methods:
The scientific method is one and same in the branches (of sciences) and that
method is the method of all logically trained minds.

The utility of all sciences consists alone in its methods, not its material: the
man who classifies facts of any kind whatever, who sees their mutual relation,
and describes their sequences, is applying the scientific method and is a man
of science.

Sample Survey:
The respondents selected should be as representative of the total population
as possible in order to produce a miniature cross section.
The selected respondents constitute what is technically called a Sample and
the selection process is called Sampling Technique. The survey so conducted
is known as Sample Survey.

DATA COLLECTION
ANALYSIS: The data collected and compiled was analyzed to find out the
various aspects of recruitment and selection procedures as existing in
Vodafone Essar Digilink Ltd. and the way in which it could be made the best so
that it could help in achieving the goals of Vodafone Essar.
The questionnaire (Annexure-I) was issued to, in all 100 employees
Their views/suggestions on the various aspects of recruitment and selection
were analyzed on the basis of the questionnaire. Each question was weighed
on a certain aspect.
The opinions of the respondents were totaled under their respective heads.
The totals were further used for calculating the percentage of people
expressing their views on various aspects.

DATA ANALYSIS

Analysis of data is a process of inspecting, cleaning, transforming, and
modeling data with the goal of highlighting useful information, suggesting
conclusions, and supporting decision making.
Data analysis has multiple facets and approaches, encompassing diverse
techniques under a variety of names, in different business, science, and social
science domains.
Data mining is a particular data analysis technique that focuses on modeling
and knowledge discovery for predictive rather than purely descriptive
purposes.
Business intelligence covers data analysis that relies heavily on aggregation,
focusing on business information.
In statistical applications, some people divide data analysis into descriptive
statistics, exploratory data analysis, and confirmatory data analysis.
EDA focuses on discovering new features in the data and CDA on confirming
or falsifying existing hypotheses.
Predictive analytics focuses on application of statistical or structural models
for predictive forecasting or classification, while text analytics applies
statistical, linguistic, and structural techniques to extract and classify
information from textual sources, a species of unstructured data.
All are varieties of data analysis. Data integration is a precursor to data
analysis, and data analysis is closely linked to data visualization and data
dissemination.
The term data analysis is sometimes used as a synonym for data modeling,
which is unrelated to the subject of this article.
Data Collected in Vodafone Essar Digilink Ltd.
S.No. Profile Name Total
Candidates
Appear Location Zone

1.

Relationship
Manager
(Prepaid Sales.)

45

20
Territory
(Allahabad,
Varanasi,
Gorakhpur,
Kanpur,
Lucknow,
Faizabad)

UPE

2.

Relationship
Manager
(Postpaid sales.)

42

21
Territory
(Allahabad,
Varanasi,
Gorakhpur,
Kanpur,
Lucknow,
Faizabad)

UPE

3.

Area Sales
Manager

22

10

Territory
(Allahabad,
Varanasi,
Gorakhpur,
Kanpur,
Lucknow,
Faizabad)

UPE

4.

Pilot Sales
Representative

24

14

Territory
(Allahabad,
Varanasi,
Gorakhpur,
Kanpur,
Lucknow,
Faizabad)



UPE


5.


Customer
Service


32


*
Territory
(Allahabad,
Varanasi,
Gorakhpur,
Kanpur,
Lucknow,
Faizabad)

UPE

6.

Training
Executive/

10

*
Territory
(Allahabad,
Varanasi,
Gorakhpur,


UPE
Training
Manager
Kanpur,
Lucknow,
Faizabad)
Sources for Collecting Resumes/ CVs: Internet
*Interview in process
SELECTION METHOD STANDARDS
1. Are you aware that in which department of
Vodafone Essar Digilink Ltd. has generates maximum number of
vacancies?
Administration _____
HR _____
Marketing _____
Sales _____
Customer service Department _____
Other (please Specify) _____


Influence: In the Survey, I found that Vodafone Essar Digilink Ltd. has
Maximum Number of vacancies in Sales Department i.e., 45%. Then
further it move to Customer Service Department i.e., 25%. Marketing
and Finance Department, they both have same Number of Vacancies i.e.,
10%. then Administration and HR department has 5% of vacancies.

2. Are you aware of any position/profile which comes in department of
Vodafone Essar Digilink Ltd.?
Yes/No
No. of respondent 100

Response Frequency
Yes 80
No 20


Influences: In the survey I find that more than 80% employee says Yes and
second more 20% employee says No.





3. In your opinion,
What type of selection procedure will help in selecting the right kind of
Candidate?
Written Test.
Interview.
Group Discussion.
No. of respondent 100








Response Frequency
Written Test 20
Interview 60
Group Discussion 20
20%
60%
20%
Written Test
Interview
Group discussion
Influences: In the survey I find that more over 60% employee are in favor of
interview, 20% employees are in favor of written test and 20% employees are in
favor of group discussion.

4. Do you think references play a crucial role in the selection process?
Yes/No
No. of respondent 100

Response Frequency
YES 60
No 40



Influences: In the survey I find that more over 60% employee says Yes and
second more 40% employee says No.
Do you think,
If there is a need to bring any suggestions for improvement in the
Recruitment & Selection process being followed in Vodafone Essar Digilink
Ltd.?
Yes/No
No. of respondent - 100
Response Frequency
YES 40
No 60



Influences: In the survey I find that more 40% employee says Yes and second
more 60% employee says No.



5. Do you agree that Induction programmed play a vital role in motivating the
employees?
Yes/No
No. of respondent 100

Response Frequency
YES 95
No 5



Influences: In the survey I find that more over 95% employee says Yes and
second more 05% employee says No.

6. Do you think the Selection through campus interview is most appropriate
and is beneficial to the Company?

Yes/No
No. of respondent 100
Response Frequency
YES 30
No 70



Influences: In the survey I find that more over 30 % employee says Yes and
second more 70% employee says No.




8. In your opinion what should be the mode of Recruitment for Managerial Post in
Vodafone Essar Digilink Ltd.?
Management Trainees.
Open Advertising.
From Employment Agencies.
No. of respondent 100
Response Frequency
Management Trainees 05
Open Advertising 65
From Employment Agencies 30


Influences: In the survey I find that more over 65% of employee are in favor of
Open Advertisement while 05% are in favor of Management Trainees and 30%
from Employment Agencies.

9. In your opinion,
While recruiting staff from outside the organization which type of
recruitment Process helps in Vodafone Essar Digilink Ltd.?
Open Advertisement (Advertising in News Papers).
Campus recruitment.
Consultancies.
Job Sites.

Response Frequency
Open Advertisement 20
Campus Recruitment 10
Consultancies 30
Job Sites 40



Influences: In the survey I find 30% of employees are in favor of Consultancies,
while Campus Recruitment i.e. 10% and Open Advertisement are in favors of 20%
and Job Sites i.e. 40%.

FINDINGS
On the basis of the questionnaire and its analysis the result has came up to
certain conclusions which are interpreted under the following heads:
The first question was framed to find the awareness of the employees
about department of Vodafone Essar Digilink Ltd. which has generates
maximum number of vacancies. In this Survey, I found that Maximum
Number of vacancies is in Sales Department i.e., 45%. Then further in
Customer Service Department i.e., 25%. Where Marketing and Finance
Department, they both have same Number of Vacancies i.e., 10%. Then
Administration and HR department has 5% of vacancies. (Here its
mention about the all departments of the company).

In the next step, to find out the awareness about the positions which
comes in departments of Vodafone? Mostly Internal candidates are
aware of this and by influence some are not aware about the
position/profile of Vodafone Essar Digilink Ltd. In this survey, I find that
more than 80% employee says Yes and second more 20% employee
says No.

Where next was framed to seek the suggestions of respondents
regarding the type of selection procedure which would be useful in
selecting the right type of Candidate. The results reveal that most of the
employees at both the levels feel that a mix of a questionnaire, interview
and psychometric tests would serve the purpose. In this, survey I find
that more over 60% employee are in favor of interview, 20% employees
are in favor of written test and 20% employees are in favor of group
discussion.

The next Question asks about the references while interviews in
Vodafone Essar Digilink Ltd. If they play a crucial role in the selection
process then most employees are agree with it. And In this survey I find
that more over 60% employee says Yes to reference while second more
40% employee says No.

In next, we tried to frame that if there should any change in Recruitment
& Selection Process of Vodafone Essar Digilink Ltd. then by this Survey I
find that more 40% employee says Yes and second more 60% employee
says No.

In other step, we ask about Induction program, while it plays a vital role in
motivating the employees. And this is recommended by 95% candidates
among 100. Almost all the employees at top level as well as middle level
agree to the point that induction programmed plays a vital role in
motivating new employees. And In this survey I find that more over
95% employee says Yes and second more 05% employee says No.

In the further question, the quiery framed that if Campus Recruitment is
beneficial for the Vodafone Essar Digilink Ltd. recruitment process then
candidates are not Satisfy with Campus selection. Here In this survey I
find that more over 30 % employee says Yes and second more 30%
employee says No to Campus Selection.

The Second last question was taking candidates in mode of recruitment
for managerial post in Vodafone Essar Digilink Ltd. While from
management trainee, open advertisement & employment agencies to
different departments, In this survey I find that more over 65% of
employee are in favor of Open Advertisement while 05% are in favor of
Management Trainees and 30% from Employment Agencies.

In the Last question, we ask about that which type of Recruitment process
help in the Company while selecting the staff from outside the organization.
Then In this survey I find that 30% of employees are in favor of
Consultancies, while Campus Recruitment i.e. 10% and Open Advertisement
are in favors of 20% and where Job Sites i.e. 40%.













LIMITATIONS

While making this project following limitation were encountered:
The training time period is very short to analyze the Recruitment &
Selection procedure of Vodafone Essar.
Data is collected from the certain secondary sources also whose
reliability is not certain.
The project work contains details only of Vodafone Essar Digilink
Ltd., Lucknow while the Recruitment & Selection procedure of other
Vodafone Essar branch may varies.
The project was divided in zones, therefore I was limited to
particular area & so the survey was quite difficult.
The selection of employees to cover the various aspects of the topic
was tedious and time consuming.
Getting accurate responses from the respondents was difficult. They
were partial and at times refused to co-operate.
Some employees refused to give any information for the survey
because they thought it to be waste of time.



SUGGESTIONS & RECOMMENDATIONS
On the basis of the results and findings of the survey, I have given certain
suggestions after weighing the pros and cons of the present recruitment and
selection procedure followed in Vodafone Essar. The recommendations are as
follows:
The analysis reveals that Vodafone Essar does not make forecast of the
future Candidates requirements. However, the forecast of Candidate
requirement helps in proper planning which would lead to better
recruitment and selection in the organization. These forecasts may be
based on past trends, future Candidates needs etc.
A company like Vodafone Essar where candidates requirement is need
based i.e. it depends upon the projects in hand; Vodafone Essar must
forecast its Candidate need for a period of 1-2 years.
Employment exchange as a mode of recruitment for non-managerial
personnel is generally used in the organization. According to the survey,
open market operations would be the most suitable mode of recruitment
because most of the recruiters do not register their names with the
Employment Exchange.
At present in selection procedure in Vodafone Essar Digilink Ltd.,
psychometric test are not commonly used. The psychometric test serves as
an objective measure in evaluating a candidate aptitude, intelligence, etc.
So their applicability must be given more weight age in the selection
procedure.
After discussion with the various employees during the survey it was found
that most of them were not aware of the induction programmed, only the
employees in Personnel Division had the knowledge about it.

The company must look into this wide gap of opinion. This would help in
drawing out certain useful recommendations about how recruitment
policy could be improved to help in the achievement of organizational
goals.
CONCLUSION
The summer training Report topic I had got at Vodafone Essar Digilink Ltd.
was Recruitment & Selection of Vodafone Employees.
This was something which I had never seen happening practically and had
only read in the books.
At Vodafone I was given the opportunity to prepare the TNA Sheet through
PP&R Forms of all the Employees of Vodafone.
The project has been accomplished with full hard work, honesty and
dedication.
It is a sincere effort from my side to successfully design the Recruitment &
Selection Process and carry out the process effectively.
The project was successfully completed under the wise guidance of Mr. NITIN
JOSHI. H.R. Executive and Mrs. NEHA KAPOOR Executive of Human Resource
Operations.
Without the immense help and cooperation of these people my project would
not have been a success.













QUESTIONNAIRE
The recruitment and selection life cycle adopted in Vodafone Essar Digilink
Ltd.
Employees opinion :
Name :
Age :
Address :
Date :
Contact No :
1) Which department generates maximum number of vacancies?
Administration
HR
Marketing
Sales
Customer Service Department
Finance
2) If Employee is aware about the job profile given in the Company?
Yes :
No :
3) Which type of selecting Procedure which should follow in the company for
selecting the right kind of Candidate?
Witten Test :
Interview :
Group Discussion :
4) What key capabilities/skills do you basically look for in the prospective
employees?



5) When recruiting staff from outside the organization, which method do you
prefer to use to attract candidates?
Open Advertisement (Advertising in Newspapers)
Management Trainee
Consultancies (Employment Agencies)
Job sites
6) Do you agree that Induction Program play a vital role in Motivating the
Employees?
Yes :
No :

7) Is Reference plays a Crucial Role in Selection process being followed by
Vodafone Essar Digilink Ltd.?
Yes :
No :

8) Do you think that selection through Campus Interview is most appropriate and
beneficial for the Company?
Yes :
No :

9) if any Suggestions for improvement in the process Recruitment & Selection to
bring some change which is being followed by Vodafone Essar Digilink Ltd.?
Yes :
No :





























BIBLIOGRAPHY
www.google.com
www.Vodafone.in
www.vodafone.comOm
http://en.wikipedia.org/wiki/Vodafone
http://www.vodafone.com/start/about_vodafone/who_we_are.html