Selection & Recruitment in BSNL
Selection & Recruitment in BSNL
Session: 201213
Of
DECLARATION
I here by declare that the project report entitled RECRUITMENT & SELECTION PROCESS IN BHART SANCHAR NIGAM LTD. submitted for DIPLOMA IN
Musahaf Fazal
CKNOWLEDGEMENT
For achieving any destination, efforts are the path. On the path, we meet lots of people who support us to make our journey memorable & few of them accompany us till we get the goal. After getting the goal we must not forget the presence of such people who made our journey easier. I express my sincere regard & my gratitude to all of them. First of all, I bow with reverence & gratitude to thank the ALMIGHTY who has enriched me with such a golden opportunity & infused the power in my mind to fulfill the task assigned to me. I would like to thank B.S.N.L authorities for providing me with an opportunity to undertake organizational training, which has been a learning experience for me.
I acknowledge our Respected faculty Mr. Abhijeet Singh who has provided us enough support & facilities while making project. While offering this piece of work, I express my profound gratitude & heartfelt thanks, to my revered, patriarch teacher & guide, Mr. Binod Kumar Sinha of BSNL for his constant encouragement, guidance & untiring help throughout the work. The list also contains my colleagues & friends for helping me in the preparation of rough sketch for the project & inspire me throughout.
Musahaf
REFACE
Knowing is not enough, we must apply; willing is not enough, we must do. Education becomes more meaningful when its theoretical aspects are combined with practical experience. This provides an opportunity to the students to improve their understanding of the studies.
This project shows the selection & recruitment process of employees at their workplace. It gives an insight into the employer-employee relationships prevalent in companies. This report on Selection & Recruitment process at B.S.N.L is an attempt to understand the real world of industry.
Executive Summary
In this research I put an effort to understand the Recruitment & selection process in BSNL. In this report, first of all given a brief review about BSNL as a whole. Then given a review of the findings of some of the researches that has already been conducted by various researchers. Then enumerated research objectives. Then given the panoramic view regarding the topic. Then described research methodology i.e., the sample unit, sample size, sampling region, sampling procedure that used in report. I used stratified random sampling as her sampling procedure.
Then I analyzed the data which was collected by a questionnaire. I concluded the findings of the survey.
Then finally, given few suggestions & recommendations regarding the topic.
CHAPTER 4
FINDING & RESULT (OR) DATA INTERPRETATION
CHAPTER 5
LIMITATIONS, SUGGESATION & RECOMMENDATIONS
BIBLIOGRAPHY APPENDIX
INTRODUCTION
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest & leading public sector unit in India. BSNL has installed Quality Telecom Network in the country and now focusing on improving it, expanding the network, introducing new telecom services with ICT applications in villages and wining customer's confidence. Today, it has about 30 million line basic telephone capacity, 10 million WLL capacity, 60 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.
BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom services. BSNL is numero uno operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. Bharat Sanchar Nigam Limited (known as BSNL) is a 100 % Government-owned Telecommunication company in India. BSNL is the largest telecom provider in India in basic
phone line, 2nd overall and fourth largest cellular service provider, with over 100 million customers as of March 2011. Its headquarter is at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Jan path, New Delhi. It has the status assigned to reputed public sector companies in India. BSNL is India's oldest and largest Communication Service Provider (CSP). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by. BSNL's earnings for the Financial Year ending March 31, 2011 stood at Rs. 29,700 crore with a loss of Rs. 6000 crore. BSNL has an estimated market value of $ 150 Billion which make it one of the largest valued company in the World. BSNL is the largest PSU in India in terms of employees . It is only PSU in India where more than 10 thousand women employees are working.
BSNL
Registered
Office:
Bharat
Sanchar
Bhavan
BSNL
Corporate
Office:
Bharat
Sanchar
Bhavan
CORPORATE SIGNATURE
B a)
VISION: Be the leading telecom service provider in India with global presence
b) Create a customer focused organization with excellence in sales, marketing and customer care c) Leverage technology to provide affordable and innovative products/services across customer segments including end to end converged services C MISSION:
a)
b)
Maintaining a high rate of growth to protect and increase its market share in all segments of operations Generating value for all stakeholders-business associates, vendors, shareholders & employees Maximizing return on existing assets with sustained focus on profitability Becoming the most trusted, preferred and admired telecom brand To explore International markets for Global presence Creating a customer focused organization with excellence in sales, marketing and customer care Developing a marketing and sales culture that is responsive to customer needs Excellence in customer service- friendly, reliable, time bound, convenient and courteous service c) Leverage technology to provide affordable and innovative products/services across customer segments segments d) Offering differentiated products/services tailored to different service
Providing reliable telecom services that are value for money Providing a conducive work environment with strong focus on performance Attracting talent and keeping them motivated Enhancing employees skills and utilizing them effectively Encouraging and rewarding individual and team/group performance Establishing efficient business processes enabled by IT
e)
Changing policies and processes to enable transparent, quick and efficient decision making Building effective IT systems and tools
OBJECTIVES:
To be the Leading Telecom Services provider. To provide quality and reliable fixed telecom service to our customer and thereby increase customers confidence. To provide customer friendly mobile telephone service of high quality and play a leading role as GSM operator in its area of operation. Strategy for: I. Rightsizing the manpower II. Providing greater Customer Satisfaction
Contribute towards: i) Broadband customers base of 20 million in India by 2010 as per Broadband Policy 2004. ii) Providing Telephone connection in villages as per Government Policy.
Our clients
Our clients are citizens of India, PSUs and Government Organisations, Private Organisations, and NGOs seeking Telecom Services.
SERVICES WE PROVIDE
BSNL serves its customers as a one stop solution to all telecommunication needs with possibly the largest bouquet of telecom services; Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. The services being offered across the Indian subcontinent barring the cities of Delhi and Mumbai are: Telephone Mobile Phone 3 G mobile Services Cellone Excel Unified Messaging GPRS/WAP/MMS New Telephone Connection Shift And Transfer Of Telephone Phone Plus Service
Network Broadband Wi-Fi Co-Location Service Web Hosting Sancharnet SMS & Bulk SMS
Broadband (DataOne) MPLS VPN ISDN Leased Line Intelligent Network Free Phone Service Premium Rate Service India Telephone Card Virtual Private Network (VPN) Voice VPN Universal Number Universal Personal Number Tele Voting
HVnet
Call Center
345-1500 (toll free number) For GSM Mobile services:1503 or 1800-180-1503 (toll free number).
SOCIAL COMMITMENT
Encourage development of telecommunication facilities in remote, hilly and tribal areas of the country. Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.
As on Nov 2011, in Varanasi, a total of 1055 employees are working in GMTD (General Manager Telecom District ) Varanasi. BSNL office in a district generally called as GMTD or SSA (Sub-Switching Area). A SSA can consist of a district or more than 1 district. Varanasi SSA which is headed by GMTD Varanasi Shri D.N. Tripathi covers 3 district, namely Varanasi, Chandauli and Bhadohi. Gr A : Gr. B : Gr. C : Gr. D : 21 81 831 122
ORGANISATIONAL CHART
NOTETHERE ARE TWO TYPES OF EMPLOYEE IN B.S.N.L. 2- ABSORBED IN B.S.N.L.,(Erstwhile DOT 1-RECRUITED BY B.S.N.L. Employee)
The employee recruited after the formation of BSNL i.e. after 1st Oct, 2000 is called BSNL recruited employee and the employee came to BSNL from its Parent Department i.e. from DOT & absorbed in BSNL are called BSNL absorbed employee. There are no differences in terms of pay or other facilities provided by BSNL to them. However Pension scheme is different. For BSNL absorbed employees, they have Govt. pension, provided by BSNL/Government, but BSNL follow new pension scheme for all BSNL recruited employee in which 12% of pay is deducted form BSNL recruited employee and same amount is also paid by BSNL to the EPF office. The grand total is either fully paid to employee or in terms of pension to them after retirement. BSNL employees enjoy the facilities of Life insurance, Pension, Gratuity, Leave encashment (in or after retirement), medical facility, welfare schemes like education fee to wards of employees, book award, canteen facility, scholarship, fee reimbursement for doing MBA, housing, special facilities to women employees, etc. The organizational structure of BSNL can be broadly classified as given below :
BOARD OF DIRECTORS
Corporate structure of BSNL Board consists of CMD & Five full time Directors, Human Resource (HR), Consumer Mobility, Consumer Fixed Access, Finance, Enterprise, who manage the entire gamut of BSNL operations. There are five other Directors in the full Board of BSNL.
Phone Designation CMD Director(Consumer Mobility) Director(Consumer Fixed Access) Director(Human Resource) Director(Enterprise) Name R.K.Upadhyay R.K.AGGARWAL (Office) 23372424 23734073 Fax No 23372444 23734075 Email [email protected] [email protected]
RAJESH WADHWA
23734242
A. N. Rai
23734072
A. N. Rai
23734064 23353395
23734166 23353389
[email protected] [email protected]
MOC
(MINISTRY OF TELECOMMUNICATION)
DOT
(DEPARTMENT OF TELECOMMUNICATION)
CMD BSNL
CGM
G.M.
(GENERAL MANAGER )
DGM
AGM/DET/CAO
SDE/AO
JTO/JAO/PA-
TTA/SENIOR TOA
PM
(PHONE MECHANIC)
RM
(REGULAR MAJDOOR)
WORK CATEGORY OF EMPLOYEE IN VARANASI (Executive Level) FINANCE AO JAO CAO DGM (F) 2. TECHNICAL-(Marketing + Operation) Post G.M. DGM AGM DE SDE JTO No. 7 5 2 1 No. 1 2 1 14 41 24
IN VARANSI
GMMr.DEVENDRA NATH TRIPATHI
DGM (ADMIN/HR) - Mr.RADHE PRASAD PACADRES IN BSNL EXECUTIVES : CMD BOARD OF DIRECTORS CGM GM DGM AGM/DET/CAO SDE/A.O. JTO/JAO/P.A/ADOL Mr.BINOD KUMAR SINHA
NON- EXECUTIVES TTA (TELECOM TECH. ASSTT.) SR.TOA PHONE MECHANIC REGULAR MAZDOOR
Services
BSNL provides almost every telecom service in India. Following are the main telecom services provided by BSNL:
Universal Telecom Services: Fixed wire line services & Wireless in Local loop (WLL) using CDMA Technology called bfone and WLL respectively. As of December 31, 2007, BSNL has 81% market share of fixed lines.
Cellular Mobile Telephone Services: BSNL is major provider of Cellular Mobile Telephone services using GSM platform under the brand name BSNL Mobile. As of Sep 30, 2009 BSNL has 12.45% share of mobile telephony in the country.
Internet: BSNL provides internet services through dial-up connection (Sancharnet) as Prepaid, (Net One) as Postpaid and ADSL broadband (BSNL Broadband). BSNL has around 50% market share in broadband in India. BSNL has planned aggressive rollout in broadband services. for current financial year. It also offers Wi-Fi, Wi-Max internet
Intelligent Network (IN): BSNL provides IN services like televoting, toll free calling, premium calling etc.
3G: BSNL offers the '3G' or the '3rd Generation' services which includes facilities like video calling, Lightening fast Mobile broadband, online movies, etc.
IPTV: BSNL also offers the 'Internet Protocol Television' facility which enables us to watch television channels (like Dish TV) through telephone lines.
FTTH: Fiber to The Home facility that offers a higher bandwidth for data transfer. This idea was proposed on post-December 2009.
VISION
Become a total solution provider company and to provide world class telecom services at affordable prices.
Become a global telecom company and to find a place in the Fortune 500 companies. Enter into and expand new services viz. Long distance, Cellular mobile, WCDMA, Internet /Broadband and IN services and development of telecom software. Become the largest provider of private.
Be the leading Telecom Service Provider in India with global presence. Create a customer focused organization with excellence in sales, marketing and customer care.
Leverage technology to provide affordable and innovative products/services across customer segments Provide a conducive work environment with strong focus on performance Establish efficient business processes enabled by IT
MISSION
To remain market leader in providing world class Telecom and IT related services at affordable prices and to become a global player.
SOCIAL COMMITMENT
Encourage development of telecommunication facilities in
remote, hilly and tribal areas of the country. Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.
Company HR Policy:* Company lay out * Selection &Recruitment * Motivation. * Training. *Wage & Salary. *Performance appraisal
*Management consultant *Advertisement *Management institute *Recommendation *Deputation personnel Internal sources
* Transefer
* Promotion. Selection process:*Job analysis *Initial screening *Application bank *Test *Interview *Reference check *Medical final and job offer
MOTIVATION:The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem. In B.S.N.L as we all know that its a government organization so there is not such motivational package as comparison to what an employee get in private organization . The main motivational package is job security and time to time promotion without much fuss about targets. Some motivational package which B.S.N.L give there employee is-
Free telephone facility Promotion Transfer (as per request) Time to time revision of pay scale Central government facility
Employee Training:
Employee training is the planned effort of an organization to help employees learn the job related behaviors and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirement. BSNL has many training institutes, located at almost all major states of India. ALTTC Ghaziabad and BRBRAITT Jabalpur are two main telecom training institutes of BSNL which offers world class environment and facilities to the trainee. It offers all type of telecom training like new services and technology launched by BSNL, HR related training, finance, induction, etc. The training centers of BSNL also offer training to Private Candidates on various telecom related topics. Some of the important training centers of BSNL are : ALTTC Ghaziabad BRBRAITT Jabalpur RTTC Lucknow RTTC Patna NATFM Hyderabad RTTC Ranchi RTTC Guwahati RTTC Kalyan There are more than 40 training centres of BSNL all over India. The training centers are said to be BEST in telecom training.
Performance appraisal:In BSNL, Performance Appraisal has great role for employees future promotion. Performance Appraisal, known as APAR (Annual Performance Appraisal Report) is written annually by the employee concerned about his achievements throughout the year and then it is reviewed by his next higher Boss. Any bad entry in APAR by the employees Boss may hamper his future promotion, because any type of promotion either through departmental examination or through time bound needs last 5 years APAR records of the employee and adverse entry in APAR may stop his promotion. In BSNL every employee has a service book which is maintained by the HR manager, known as AGM (HR) & SDE (HR). Service book contains all type of information about the employee like his name, photograph, date of birth & date of retirement, address, educational qualification, identification signs, carrier history, leave records, awards and punishments given to employee, his family, trainings, pay, allowances, etc
Wages and Salary Administration:In private organization employee generally get much more than that an employee of public organization but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU. If we compare it with other telecom PSU in its field like MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry.
6. WAGE & SALARY In private organization, an employee generally gets much more than that an employee of public organization but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, it pays less to its employees than other PSU.
If we compare it with other PSU in its field like, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company. Based on scale
NON EXECUTIVE SL.NO. 1 2 3 4 GRADE RM PM Sr. TAO TTA IDA PAY SCALE(RS) 7760-16840 9020-17430 10900-23440 13600-30630
EXECUTIVE SL.NO. 1 2 3 4 5 6 6 7 GRADE JTO/JAO/PA SDE/AO SR.SDE AGM/CAO DGM GM DIRECTOR CMD IDA SCALES 16400-40500 20600-46500 24900-50500 29100-66000 32900-58000 62000-80000 75000-100000 80000-125000
Allowances are same for EXECUTIVE & NON EXECUTIVE Professional allowance 2% of basic pay medical allowance are of two types
outdoor (full reimbursement after showing bill & Boucher, Without bill half of (basic pay+ da)
Washing Allowance for NON EXECUTIVES group D + Cycle Allowance .(30+30) Bonus- once in a year (DURGAPUJA) 1.4%of basic(mini7000,max12500) Increment- 3% per year of basic pay Dearness Allowance-on 1,4,7,10 month (quarterly) HRA (based on basic salary) -in vill.10%,city 20%,metro30%
EPF- (CPF-contributary provident fund)-12%+da for B.S.N.L. Employees) (GPF-min
10% - max limit is the one month basic pay of employee)
Provide LTC once in a 4 year, & can avail LTC encashment 10 days of salary of one
month.
Casual leave- 12 Earn leave-15 per 6 month (max 300 days you can reserve your EL) Medical leave-20 in a year (i.e. 10 per 6 months)
On the day of retirement, the employee will be awarded by bookey with amount of Rs. 4251. A farewell party will be organized for this occasion. After retirements, the employee will get 300 days leave enchashment, gratuity, pension, medical benefits for all his life including his family members and other benefit as given by BSNL from time to time.
Vision
Become a total solution provider company and to provide world class telecom services at affordable prices.
Become a global telecom company and to find a place in the Fortune 500 companies.
Enter into and expand new services viz. Long distance, Cellular mobile, W-CDMA, Internet / Broadband and IN services and development of telecom software.
Mission
To remain market leader in providing world class Telecom and IT related services at affordable prices and to become a global player.
SOCIAL COMMITMENT
Encourage development of telecommunication facilities in remote, hilly and tribal areas of the country.
Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.
As on March, 2010 India has more than 45 crore mobile users and BSNL Share is about 6.4 crore Mobile . BSNL has about 2.8 cr basic phone users, 70 lakh WLL users, 54 lakh Broadband users and 17 lakhs PCOs, i.e BSNL has a customer base of around 10 crore (100 Million) in India, which make it one of the largest telecom service provider in the world.
BSNL, Bharti Airtel, Vodafone, Idea, Aircel, Spice and MTNL are the main GSM providers in India.
Technology: GSM & CDMA GSM (Global System for Mobile Communications) originated in Europe in 1990. The GSM Association is an international organization founded in 1987, dedicated to developing, providing and overseeing the worldwide.
Wireless standard of GSM. While CDMA (Code Division Multiple Access) is a proprietary standard.
Conclusion:
India is huge market and none of service providers can dare to ignore its potential. Thats why Indian mobile service provider industry is growing leap and bounce for the last decade. This journey of 1 million to 50 million will keep it pace until each citizen in India will have his own mobile. Industry has many phases.
lowest tariffs, the private players continue to notch up better numbers in all areas, years after year. BSNL has been providing connections in both urban and rural areas. Pre-activated Mobile connections are available at many places across India. BSNL has also unveiled costeffective broadband internet access plans (Data One) targeted at homes and small businesses. At present BSNL enjoys around 60% of market share of ISP services. 2007 has been declared as "Year of Broadband" in India and BSNL is in the process of providing 5 million Broadband connectivity by the end of 2007. BSNL has upgraded existing Data one (Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This 2 Mbit/s broadband service is being provided by BSNL at a cost of just US$ 11.7 per month (as of 21/07/2008 and at a limit of 2.5GB monthly limit with 0200-0800 hrs as no charge period). Further, BSNL is rolling out new broadband services such as triple play. BSNL is planning to increase its customer base to 108 million customers by 2010. With the frantic activity in the communication sector in India, the target appears achievable. BSNL is a pioneer of rural telephony in India. BSNL has recently bagged 80% of US$ 580 m (INR 2,500 crores) Rural Telephony project of Government of India. On the 20th of March, 2009, BSNL advertised the launch of BlackBerry services across its Telecom circles in India. The corporation has also launched 3G services in select cities across the country. Presently, BSNL and MTNL are the only players to provide 3G services, as the Government is still in the process of auctioning the 3G spectrum to private players. BSNL has also launched a Entertainment Portal called BSNL Hungama Portal from where subscribers could download contents like music, music videos for free and also download or play various games online. Only Tamil, Kannada, Telugu & Hindi are provided at present. Hopes are there that the database could be expanded. BSNL charges a fixed monthly subscription fee for this function.
Challenges
During the financial year 2008-2009 (from April 1, 2009 to March 31, 2009) BSNL has added 8.1 million new customers in various telephone services taking its customer base to 75.9 million. BSNL's nearest competitor Bharti Airtel is standing at a customer base of 62.3 million. However, despite impressive growth shown by BSNL in recent times, the fixed line customer base of BSNL is declining. In order to woo back its fixed-line customers BSNL has
brought down long distance calling rate under One India plan, however, the success of the scheme is not known. However, BSNL faces bleak fiscal 2009-2010 as users flee Presently there is an intense competition in Indian Telecom sector and various Telcos are rolling out attractive schemes and are providing good customer services. Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL for provide service in non-lucrative areas especially rural areas) has been slashed by 20% by TRAI, w.e.f. April 1, 2009. The reduction in ADC may hit the bottom lines of BSNL. BSNL launched 3G services in 11 cities of country in 2nd march 2009.MTNL which operates in Mumbai and Delhi first launched 3G services in these cities. As of now, BSNL offers 3G services in all state capitals and major cities of India.
3. To find the Perceptual and Attitudinal differences of the employees regarding the
However, the basic objective of the study is to find out the issues for the betterment of the organization and employees and to suggest ways if necessary to improve the workers efficiency for the job, to reduce or to prevent the cost incurred during RECRUITMENT AND SELECTION process or reduce the losses the occurred due to the errors by the employees, who are not appropriate for the respective job.
This project entailed RECRUITMENT AND SELECTION is carried out with a view to identify the effects at recruitment on an individual and organization as a whole would improve the organizational effectiveness. With the changing scenario of the world trade new concepts have to be adopted. When it comes to organization the whole work force starting from the So an organization for its growth needs continuous changes both in form of Technology as well as human resources. In this context, the human resources department which looks after the human factor. New technologies may come in but if the work force of the organization is not properly equipped mentally as well as physically to handle the work combination of maim and machine is most likely not to click.
The role of RECRUITMENT AND SELECTION. The human resource department needs to identify the correct personnel for each job for avoiding the wastage of money and time as well as valuable resources of the organization.
Right person for the right job is basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly different business activities smoothly and efficiently and for this recruitment & selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and selected and employment in business unit.
1.1 MEANING:
RECRUITMENT
Recruitment is the process of searching for prospective employee and stimulating them to apply for job in the organization. It is often termed positive in that it stimulates people to apply for job to increases the number of applicant for a job. Recruitment refers to the process of findings possible candidates for a job or function, usually under taken by recruiters. It may also be undertaken by an employee agency or a member of staff at the business or organization looking for recruits. Evidence of skill required for a job may be provided in the form of qualification (educational or professional ) , experienced in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals technical or non technical knowledge. At a more basic level, written test are usually given to assess the numeric, logical ability, etc. a candidate is also assessed on the basis of interview. Head hunting is a frequently used name when referring to third party recruiters, but there are significant differences. In general a company employs a head hunter when the normal recruitment efforts fail to provide a viable candidate for the job. Head hunter are generally more aggressive than in house recruiters, and generally use advanced techniques such as initially posing clients together names of employees of their designations or job titles, etc. They also prepare a candidate for the interview, negotiate salary, etc. In general in house recruiters will do their best to attract candidates for specific jobs.
Def inition:
According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.
RECRUITMENT NEEDS
1. Planned: the needs that arise from changes in organization and retirement policy. 2. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. 3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected needs.
SOURCES OF RECRUITMENT
Recruiters can be divided into groups: those working internally for a single organization and those working for multiple clients in a third party broker relationship, sometimes called headhunters. AT BHARAT SANCHAR NIGAM LTD., recruitment is done through the following methods:
3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. Advantages: 1. Motivated employees and higher morale 2. Employees familiar with the organization 3. Higher probability of success 4. Industrial Peace 5. Relatively inexpensive 6. Training and skill enhancement 7. Overcoming surpluses and shortages.
Disadvantages: 1. Reduced scope for fresh talent. 2. Employees may become lethargic if they are sure of time bound promotions 3. Spirit of competition may be hampered 4. Frequent transfers of employees may reduce the overall productivity of the organization. 5. Political infighting for promotion.
1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. It is generally followed in BSNL. 2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. This has not been done till date, but board of directors of BSNL may opt for campus selection for the management trainee (MT) posts, to be advertised this year. 3. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 4. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs. 5. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 6. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and
relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 7. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. Advantages: 1. Qualified Personnel 2. Wider Choice 3. Fresh Talent 4. Competitive Spirit Disadvantages: -
1. Dissatisfaction amongst existing staff 2. Lengthy process (Increased adjustment period) 3. Costly Process 4. Uncertain Process
RECRUITMENT POLICY
In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment.
A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process.
FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.
FORMS OF RECRUITMENT
The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below:
Centralized Recruitment
The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations and it also established in BSNL. Executives level posts are being recruited on All India Basis and non-executives level posts are being recruited by Circle (State) heads.
Decentralized Recruitment
Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and
needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner. In BSNL, generally local type of work is done by district head on contract basis.
RECRUITMENT STRATEGIES
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:
Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc. 3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Trained recruiters. The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.
4. How to evaluate the candidates: The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
Recruitment Process
1. 2. 3. 4.
5. 6.
Identify Vacancy Advertising the vacancy Managing the response Short- listing Arrange- test & interview Conducting final process for appointment.
Management Trainee (MT) B.tech+MBA OR CA/CS +MBA For Non-executives : Graduation OR Diploma However MBA degree holder may have some chances in near future when MT (Higher level of executives) level of exam will be conducted on regular intervals. Level of executives can be charted as (in increasing order ): JTO/JAO/PA
SDE/AO
ADET (MT)
DET/AGM/CAO
DGM
GM
CGM
Board of Directors
CMD
The recruitment on the post of CMD and Board of Directors are based on Interview performed by a independent government committee called PSEB
FLOWCHART OF THE RECRUITMENT AND SELECTION PROCESS At Bharat Sanchar Nigam Ltd. In the present system, as soon as there is a vacancy, a requisition comes from the relevant department to the personnel department. Personnel department finds out of the vacancy can be fulfilled internally, and so an internal notification is sent across to all units for the same. In case, the vacancy cannot be fulfilled internally, external sourcing i.e. advertisements, jobsites, consultants and personal references, is opted for.
Resumes received are screened and appropriate applicants are called for the test. A test is conducted at the entry level, and the candidates short listed are called for interview. A round of interview are conducted and then, the candidates are short listed for the required post as per vacancy. Reference check is done and fitment is decided. then, offer letter is given to the candidate. If the offer is accepted, joining formalities are done. The selected candidate goes through the induction and probation before the final absorption.
These processes are meant for both executives and non-executive employee. However no interview is called for the non-executives. The recruitment process for Management Trainee (MT) may also be started soon where MBA students have opportunity for selection in esteemed govt. organization like BSNL.
RESEARCH METHODOLOGY
METHODOLOGY
RESEARCH METHODOLOGY
Research works involve a systematic process. There must be well-defined procedure for each and every research work, which always need a set of methodologies. The methodology for any research work constitutes the selection of representative sample from the whole of the universe (or population) and also, applying appropriate tools and techniques of research.
It is a conceptual structure within which the research is conducted; it comprises of the blueprint for the collection, measurement and analysis of data. The research design of this product in the former part is Exploratory while the later part is Conclusive i.e. where on the basis of the findings and analysis; suggestions have been given to improve the services in the concerned areas. The research design for this project has been designed as per the requirements of the objective to be fulfilled, which have been already mentioned as above in this project. Here, the objectives of this project are such that it required a through understanding of the working of the organization.
Field data:The field data has been collected by personally administering the questionnaire of the topic.
Sampling Plan :
Data source: Research approach: Sampling plan: Sample size: Sample area: Contact method: Primary and secondary Survey method Sample unit (office) 50 employee Varanasi city Personal contact
1. mpling Unit :Each respondent was considered as a single unit in the whole research work.
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3. Sampling procedure :To obtain the representation samples, Disproportionate Stratified Random Sampling was used. This means that respondents were selected randomly without any well defined proportions from various departments of the organization.
DATA COLLECTION
PRIMARY DATA The primary data is that, which is collected afresh and for the first time, and thus happen to be original in character. Hence, this type of data has been collected by direct interaction with the employees, HR personnel and getting knowledge from my project guide. i.e. Primary data was collected using an appropriate questionnaire and observing it.
SECONDARY DATA The secondary data is that, which has already been collected by someone else and which has already been passed through the statistical process. This type of data has been collected from the companys record, from the website of the company, from various search engines, etc.
PRIMARY DATA A questionnaire has been used in this project to get the required information. While designing the questionnaire, it has been kept in mind to design it in concise and easy to answer manner, since employees could not spare much time to answer these questions. Therefore, in this questionnaire, close ended questions were mostly used. In order to evaluate effectiveness, the parameters that were used in the questionnaire, are as follows: General Information Awareness
SECONDARY DATA
The secondary information was collected from:
DATA ANYLASIS
ANYLASIS OF QUESTIONNAIRE
1. The source of recruitment from where existing employees come to know about the job, responses were as follows:
80% 20%
It shows that the major source of recruitment in Bharat Sanchar Nigam LTD. is through INTERNAL. As 80% of our respondents have been hired from internal source whereas 20% from external.
2. In order to assess the recruitment policy, the question was asked whether they are happy
with recruitment policy by which theyve been selected, 90% of the respondents gave favorable response. It is evident that majority of employees/ workers are satisfied with the recruitment process at BHARAT SANCHAR NIGAM LTD.
90% of the respondents are satisfied with the recruitment policy of BHARAT SANCHAR NIGAM LTD. while 7% are not satisfied with the current recruitment policy and 3% gave no comments.
3. Questionnaire results indicate that 68% of the respondents feel that their colleagues have been selected by the same process. Therefore, it is evident that the recruitment policy of the organization is quite visible and the process is followed impartially.
While 21% respondents feel that some biasing was done in the recruitment and selection of their co- workers and 11% respondents were not aware about the recruitment policy followed by the organization.
4. When asked whether they find their colleagues helping and pleasant in nature, 80% of
respondents gave the answer in favor of it. It proves that there is very congenial environment in BHARAT SANCHAR NIGAM LTD. and employees of any organization like to work in a supportive and healthy environment; hence it contributes towards the effectiveness of recruitment and selection process. A) Cant Say B) Rude C) Helpful D) Good 16% 4% 60% 20%
5. In order to assess organizational commitment in employees, a question was asked whether they like to refer their friends or relatives in the company ,the responses were as follows : a) Favorable response b) Unfavorable response c) No answer : : : 80% 15% 5%
So, it is evident that most of the employees are committed enough to refer their friends or relatives to this organization .It also shows that they find their career growth in this organization good enough to stick to this organization.
6. On organization commitment .one more question was asked ,i.e. for how long they would like to continue with this organization ,and the responses were as follows :
a) 0 - 10 years
b)
10% : 90%
Till retirement
It shows that most of the respondents i.e. 90% would like to this organization till their retirement and only 10% will for 0 10 years in the organization.
7. Trying to find out the growth opportunities, a question was asked whether they get timely appraisal ,the response was favorable and as follows :
A) In term of promotion
81%
B) In monetary term
19%
However, It was determined from the HR department ,that any promotion is considered only after 5 years of dedicated performance oriented employment.
8. On being asked what kind of benefits they expect from the organization the response was as follows :-
The most desirable benefit was insurance benefit with 98% of respondents expecting it.99% of the respondents were in the favor of getting all the benefits while the least desired allowance was travel allowance among the respondents.
A) Yes
80%
B) No
20%
A) Yes
20%
B) No
80%
11. Do you agree with the internal & external applicant ratio is 50-50
A) Yes
65%
B) No
35%
12. Do you face any pressure from your boss to leave the job?
A) Yes
30%
B) No
70%
LIMITATIONS
In a research, there is always some limitation. Therefore, no research can be perfect. In this research procedure, the following limitations were there.
1.
TIME BOUNDATION Because of time problem, only a few topics were covered by me, otherwise I would Have covered some more topics.
1.
PERSONAL S ATTITUDE Some personnel were hesitating in giving appropriate information. Some personnel were very busy, that is why their response could not be collected . Few respondents who are not familiar may give a neutral or unfavorable response to some of the questions.
CONCLUSION
Today, BHART SANCHAR NIGAM LTD. Is the fourth largest cellular service provider. During my project work, Ive noticed that the HR & Administration of BHART SANCHAR NIGAM LTD. Is very hard working and efficient too. Therefore, anybody would like to work for it and want to be a part of it. The Recruitment & Selection Criteria is very good here and they keep on improving the way they work for it. Moreover, the training program is very sound and employee does not face any problem during the training period. In this report, it can very easily be concluded that BSNL, holds recruitment for internal sources. Employees having some dissatisfied the recruitment & selection process. Employees will definitely refer the company to their friend & relative to apply for the job. Both employers & employees having good interpersonal relationship. Recruitment is the importance of organization. An organization should thus recognize employees more than any other variable, as powerful contributors of a companys competitive position. Therefore the recruitment should be continuous process for improvement.
RECOMMENDATION
The company has made considerable progress since its establishment . Based on my study on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD.,now I am in a state to extract some meaning out of it that the effectiveness is quite well and favorable ,but in order to remain competitive and maintain stability, there is always some scope of improvement or enhancement to achieve organizational excellence. As development is a progressive series of change in an orderly way, my recommendations on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD. after deep analysis ,are as follows:
Job description at entry level is required in order to have role clarity. Employees should be given justified salary packages, i.e. best in industry, at entry level. The HR working is both manual, like service book maintenance, and computerized (Online) of the employee. HRMS of BSNL is a online service and is very advanced. Any employee of BSNL can see their entire HR information online, like their pay, leave records, family members names & nominations, photographs and all type of records useful for employee. They can also update bio-data online and send it to System Administrator of HRMS. In Varanasi, DGM (Admin & HR) is the system administrator of HRMS.
The documentation at entry level is very complicated, it needs to be simplified. Requisite changes should be made in recruitment and selection criteria because right hiring can generate a better and more competent workforce. Induction training program or Routine training programs need to be reviewed.
BIBLIOGRAPHY
BOOKS
1.
2.
ANNEXURE
QUESTIONNAIRE
PERSONAL INFORMATION :-
1. NAME
2. AGE
3. DESIGNATION /POST
Q.1
a. Internal Sources
b. External Sources
Q.2 If External / Internal sources, are you happy with the recruitment policy of the Organization ?
Q.3 Was the job description clear to you at the time of recruitment?
a. Yes b. No
Q.4
Do you think the recruitment policy of the organization is visible and followed
impartially?
a.
Helpful
b. c. d.
Q.6 Would you like to refer your friends and relatives to work in BHART SANCHAR NIGAM LTD.?
a. Yes b. No
Q.7 For how many years , would you like to stay in this organization?
a. 0-10 Years
b. Till retirement T
a.
In term of promotion
b.
In monetary terms
Q.9 Besides proper remuneration and designation ,what kind of benefits do you expect from the organization ?
a.
b.
Insurance Benefits
c.
Food Allowance
d.
All of them
Q.10 Was the job description clear to you at the time of recruitment?
a. Yes
b. No
a. Yes
b. No
Q.12 Do you agree with the internal & external applicant ratio is 50-50 ?
a. Yes
b. No
Q.13
Do you face any pressure from your boss to leave the job?
a. Yes
b. No
Q.14
a. Yes
b. No
Q.15
Would you like to suggest something for the Recruitment & selection?