8543447 project on hrm on bsnl and reliance telecomm

8/4/2019 8543447 Project on Hrm on Bsnl and Reliance Telecomm

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PROJECT ON

HUMAN RESOURCE PLANNING

IN

BSNL,RELIANCE INFOCOMM

Companyprofile:-

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7thlargestTelecommunications Company providing comprehensive range of telecom services inIndia:Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN,VSAT,VoIP services, IN Services etc. Within a span of five years it has become one of thelargestpublic sector unit inIndia.


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BSNL has installed Quality Telecom Network in the country and now focusing onimproving it,expanding the network, introducing new telecom services with ICT applications in villagesandwining customer's confidence. Today, it has about 47.3 million line basic

telephonecapacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382fixedexchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730Rkm ofMicrowave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs

villages.BSNL is the only service provider, making focused efforts and planned initiatives to bridgetheRural-Urban Digital Divide ICT sector. In fact there is no telecom operator in thecountry tobeat its reach with its wide network giving services in every nook & corner of countryandoperates across India except Delhi & Mumbai. Whether it is inaccessible areas ofSiachenglacier and North-eastern region of the country. BSNL serves its customers with itswidebouquet of telecomservices.BSNL is numero uno operator of India in all services in its license area. The companyoffersvide ranging & most transparent tariff schemes designed to suite everycustomer.BSNL cellular service, CellOne, has more than 17.8 million cellular customers, garnering24percent of all mobile users as its subscribers. That means that almost every fourth mobile

userin the country has a BSNL connection. In basic services, BSNL is miles ahead of its rivals,with35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber baseand 92percent share in revenueterms.BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customerswhoaccess Internet through various modes viz. Dial-up, Leased Line, DIAS, AccountLessInternet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in thecountry.BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructurethatprovides convergent services like voice, data and video through the same BackboneandBroadband Access Network. At present there are 0.6 million DataOnebroadbandcustomers.The company has vast experience in Planning, Installation, network integration

andMaintenance of Switching & Transmission Networks and also has a world class ISO9000certified Telecom TrainingInstitute.Scaling new heights of success, the present turnover of BSNL is more thanRs.351,820million (US $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26billion)for last financial year. The infrastructure asset on telephone alone is worth aboutRs.630,000million (US $ 14.37billion).BSNL plans to expand its customer base from present 47 millions lines to 125 million linesbyDecember 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$16.67million) in the next threeyears.

The turnover, nationwide coverage, reach, comprehensive range of telecom services andthedesire to excel has made BSNL the No. 1 Telecom Company ofIndia.

Company H RPolicy:-* Company layout* Selection&Recruitment*Motivation.


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*Training.*Wage &Salary.*Performanceappraisal

COMPANY LAY OUT-


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SELECTION &RECURITMENTSOURCES OFRECRUITMENT

*External


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Externalsources*Managementconsultant*Advertisement*Managementinstitute

*Recomendentaion*DeputationpersonnelSelectionprocess:-*Jobanalysis*Initialscreening*Applicationbank*Test

*Interview*Referencecheck*Medical final and jobofferMOTIVATION:-

The job of a manager in the workplace is to get things done through employees. To dothisthe manager should be able to motivate employees. But that's easier said thandone!Motivation practice and theory are difficult subjects, touching on severaldisciplines.In spite of enormous research, basic as well as applied, the subject of motivation isnotclearly understood and more often than not poorly practiced. To understand motivationonemust understand human nature itself. And there lies theproblem!In B.S.N.Las we all know that its a government organization so they not givesuchmotivational package which an employee get in private organization .But withoutmotivationpackage no employee give their maximum to the organization .some motivational

packagewhich B.S.N.L give there employeeis:- Free telephone

facility Promotio

n Transfe

r Time to time revision of pay

scale entral government

facility Quarter for

leaving Good working

environmentEmployee Training

Employee training is the planned effort of an organization to help employees learn thejobrelated behaviours and skills they will need to do their job properly. It is a set ofplannedactivities that the organization will have their employees complete in order to increase their

jobknowledge and skills and to have them get accustomed to the attitudes and socialatmosphere


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of the company. It will help the employee to be familiar with the goals of the organizationand thejobrequirements.There are typical steps that go into a training program. These are outlinedbelow.1) Conduct Needs

Assessment:A need is described as a "gap" between what is currently known and what will be needednowand in the future. These gaps in knowledge could be between what an organizationexpects tohappen and what actually does, how employees are performing on the job and howtheorganization desires them to perform, and existing skills and desired skilllevel.In order to conduct an assessment there are some analyses that must bedone.* An organizational analyses determines the effectiveness of an organization, wheretraining isneeded and under what conditions the training will beconducted.* A task analysis is used to provide data about a job or group of jobs, and the knowledge,skills,attitudes and abilities that are needed to achieve optimum performance. This informationcancome rom job descriptions, task analyses, employee questionnaires andinterviews,performance evaluation, and observation of theworkplace.* Finally - person analysis analyses how well an individual employee is doing their jobanddetermines which specific employees need training and what kind of training. Themethods ofthis kind of analysis include employee questionnaires and interviews, performanceevaluation,skill and knowledge testing and the observation of behaviour andresults.2) Implement TrainingMethods:Now that the analysis has been done, the training method needs to be chosen. The twomostfrequently used training methods

include:* Lecture: Lecture involves one-way communication, from instructor to learner - thelearner ispassive in theprocess.* On-the-job-training: This method involves such methods as apprenticeship andmentoring,where the employee is actively engaged in the type of work they will later be doing on their

own.* Programmed instruction: This is a form of instruction that is pre-programmed andthendelivered methodologically to an individual. This form of instruction is self-paced - theemployeedetermines how fast they will learn and complete the steps and it is often completedmorequickly than group training. It can be delivered via a computer and can be costly toprepare.

* Simulations: This sort of training involves an employee being placed into a simulatedsituationof what may occur in real on-the-job situations. Techniques include: Case studieswheretrainees analyze a problem outlined in a report and offer solutions; role playing wheresimulatedroles are acted out; and behavioural modelling where trainees observe proper workbehaviourand then role play it.Part of the implementation of the training is making sure that thetraining isactually teaching the employees the skills they will need - this is known as theTransfer ofTraining. A more technical definition is: the extent to which the knowledge, skills orattitudeslearned in the training will be used or applied on the job. There are ways to increasethe


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probability of what employees are being trained will really relate to their actual jobbehaviour. Todo this, one can maximize the similarity between the training situation and the jobsituation,provide a variety of examples when teaching skills and reward trained behaviours and ideasonthe

job.3) Training

Evaluation:Training evaluation is used to evaluate the reactions of the learners, measure the learningthatoccurred, assess on-the-job behaviours, identify business results that are due to thetrainingand calculate if the investment in training has had any return in the gains of thecompany.Business results can be measured in "hard" data and "soft" data. Hard data aremeasures ofproductivity, quality, material costs, absenteeism and turnover and customer satisfaction.Softdata is items such as job satisfaction, teamwork, and organizational commitment on thepart oftheemployees.

Performanceappraisal


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Performanceappraisal:-IN the BSNL performance appraisal doesnt play a great role reason behind thatits agovernment organization but its a important part of organization. In BSNLeveryemployee has a service book which is written by his senior if employer not do hisdutywell then his senior mark in his service record book which create problem for

gatingpromotionetc.

1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of methodto

evaluate his employee performance and accordingly they provide incentives andperkto them as well as promotion and pay rise. ITI also get done its HR audit duringperiodof 2002 to 2005 which included many of its office along with headquaters.

2.CAuditobjectives:-3.CThe manpower planning done by the Company was adequate tomeet its4.CObjectives.5.C2. The Company ensured optimum deployment ofmanpower;6.C3. The Company introduced new recruitment policies and practicesand7.C Whether they wereadequate;8.C4. Well defined, fair and transparent career progression policies and

practices9.C Were inplace;10.5. Well defined, fair and transparent transfer policies and practiceswere in11.Place;

12.6. An effective performance management system was inplace;13.7. The training imparted by the Company waseffective;14.8. Clearly defined and effective conduct and disciplinary rules were inplace;


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15.9. Incentive and welfare policies and practices wereeffective.16. 10. An adequate exit policy had been formulated and implemented bythe17.Company18.But the finding which came out was something different than thethinking of

management. The committee have given emphasis on the need of regularstafftraining, staff norms and a heavy investment to upgrade the knowledge baseofemployees.

19.There were many personnel in different part of organisation who were idleand

required to be deployed to be utilisedeffectively.

20.ITI also keep record of it employee in form of annual confidential report(ACR)which is used to compare with the target set for them by the

company.21.The company also follow open review system for judging the

performance of

individuals. In this system, the superior officer discusses the self appraisalsubmittedby his/her subordinate so as to make the appraisal of his/her performancetotallytransparent.

WAGE & SALARY

Wages and SalaryAdministration

:- In private organisationemployee generally getmuchmore than that an employee of public organisationbut the difference comes in benefits

thatpublic employee receives. Despite of huge profit, good public image, best among PSU itpaysless to its employee than otherPSU.If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wagerate islow. According to analyst the wage rate is set in comparison with profit earned by company

andwage rate of thatindustry.

After pay revision some hard step where takenlike,

Minimum wage rate was fixed for itsemployee.22.Different wage rate for executive and non executiveemployee.23.Employee s was retained to a greatextent.24.Annual incremental were fixed to5%.


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25.There was increment in DAand

A(city compensationallowance).

About Reliance infocomm:-

The Late Dhirubhai Ambani dreamt of a digital India an India where the common manwouldhave access to affordable means of information and communication. Dhirubhai, whosingle-handedly built Indias largest private sector company virtually from scratch, had stated asearlyas 1999: Make the tools of information and communication available to people at anaffordablecost. They will overcome the handicaps of illiteracy and lack of mobility. It was with thisbelief inmind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000routekilometres of a pan-India fibre optic backbone. This backbone was commissioned on28December 2002, the auspicious occasion of Dhirubhais 70th birthday, though sadly afterhisunexpected demise on 6 July 2002. Reliance Communications has a reliable, high-capacity,integrated (both wireless and wireline) and convergent (voice, data and video) digitalnetwork. Itis capable of delivering a range of services spanning the entire infocomm (informationandcommunication) value chain, including infrastructure and services for enterprises as wellasindividuals, applications, and consulting. Today, Reliance Communications is revolutionisingtheway India communicates and networks, truly bringing about a new way of

life.Vision:-

India leading integrated telecom company Reliance Communications is the flagshipcompany ofthe Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National StockExchangeand the Bombay Stock Exchange, it is Indias leading integrated telecommunicationcompanywith over 60 million customers. Our business encompasses a complete range of

telecomservices covering mobile and fixed line telephony. It includes broadband, nationalandinternational long distance services and data services along with an exhaustive range ofvalue-added services and applications. Our constant endeavor is to achieve customer delightbyenhancing the productivity of the enterprises and individuals we serve. RelianceMobile(formerly Reliance India Mobile), launched on 28 December 2002, coinciding with the

joyousoccasion of the late Dhirubhai Ambanis 70th birthday, was among the initialinitiatives ofReliance Communications. It marked the auspicious beginning of Dhirubhais dream of

usheringin a digital revolution in India. Today, we can proudly claim that we wereinstrumental inharnessing the true power of information and communication, by bestowing it in the hands ofthecommon man at affordable rates. We endeavor to further extend our efforts beyondthetraditional value chain by developing and deploying complete telecomsolutionsBoard ofdirector:-Shri Anil D. Ambani Chairman


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Prof. JRamachandranShri S.P.TalwarShri DeepakShourieShriA.K.PurwarReliance H.R.policy

Recruitment &SelectionTrainingPerformanceappraisalMotivationWage andsalary


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RECURITMENT & SELECTION:-

Human ResourcePlanning

Alternativesto Recruitment

Recruitment

RecruitedIndividuals

ExternalMethods

ExternalSources

InternalSources

InternalMethods

External Environment

Internal Environment

Sucessful human resource planning should identifyour human resource needs.Once weknowthese needs ,we willwant to do something about meeting them.Recuritment is thediscovering ofpotential applicants for actual or anticipated organizational

vacancies.ertain influence constraint manager in determining recruitingsources:-

*Image of theorganization*Attractiveness of the

job*Internalpolicies*Unionrequirement*RecruitingbudgetsSources of recruiting employee in Reliance

infocomm:-InternalsourcesExternalsources


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Internalsources*Promotion

*Transfer

*Retiredmanager

* Recall from longleave*InternaladvertisementExternalsources*Managementconsultant*Advertisement*Managementinstitute*Recomendentaion*DeputationpersonnelSelection

Selection is defined as the process of differentiating between applicants in order to identify(andhire) those with a greater likelihood of success in a

job.Selection is basically picking an applicant from (a pool of applicants) who has theappropriatequalification and competency to do the

job.The difference between recruitment andselectionRecruitment is identifying n encouraging prospective employees to apply for a

job.AndSelection is selecting the right candidate from the pool ofapplicants.ROLE OF

SELECTIONSelection is crucial for the organizations effectiveness for 2reasons:1) Work performance: Performance of the organization is very important to the success ofthecompany. So the organization always employs people who are well qualified andcompetent.2) Cost incurred: cost incurred while selection process also plays an importantrole.

This can be explained with anexample:Pepsi went on a crash recruitment drive. Six people from the company took overOberoibusiness center for six days. 3000 people who had responded to the advertisementsearlierissued were scanned: people were asked to respond within 100hrs by fax. People selectedforthe interview were flown into thecity.This eg just shows how expensive selection can be. Hence cost incurred is very importantforthe success of the selectionprocess.


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JobAnalysis

Applica

-tion

Blank

Initial

Screen-ing

Tests

Inter-

View 1

Refe

-rence

Check

Medical

Check

Inter

-view 2

Job

Offer

1

6

7

8

9

4

5

2

3

STAIRCASE TO

SELECTION

Training

Meaning of training (what istraining?):Training plays an important role in human resource development. It is necessary and

useful inthe case of all categories of operative employees, supervisory staff and managers.Trainingraises their skills and creates confidence and ability to perform the job efficiently. Italsofacilitates self development and career development of employees. The main

purpose oftraining is to develop the human resources present within the employees. In brief, training isthewatchword of present dynamic business world. Training is necessary due totechnologicalchanges rapidly taking place in the industrial field. Industrial training is for a short period but

haswide coverage.

It relates to Knowledge, information, technical skills, social skills, administrative skills andfinallyattitude building. Training is for developing overall personality of an employee. Trainingis theresponsibility of the management as it is basically for raising the efficiency andproductivity ofemployees. Expenditure on training is an investment for manpower development and givesrichdividend to employees and organisation in the longrun.Need for training: (in

RELIANCE)The need for training of employees is universally accepted and practical training in theform ofinformation, instructions and guidance is given to all categories of employees. It is a mustforraising efficiency of employees. Training is necessary in present competitive and everchangingindustrial world. The following points (reasons) justify the need fortraining:

Training is needed as a good supplement to school/college education. Training attheindustry level is practical and is needed for creating confidence among employees.It isalso needed for personal growth and development ofemployees.


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Training is needed due to continuous changes in the field of science andtechnology.Workers can work as per new methods or can use new machines only whensuitablepractical training is given to them. Training is the only method by which theknowledgeand skills of workers areupdated. Training is needed in order to introduce modern methods or for theintroduction ofrationalization and computer technology in the industrialunits. Training is needed for raising the efficiency and productivity of industrialemployees. It is needed for improving the quality of production and also for avoiding accidentsandwastages of all kinds in the industrial

units. Training is needed for personal safety of employees and also for avoidingdamage tomachines and property of thecompany. Training is needed as it creates highly skilled manpower in an organization. Suchskilledmanpower is the real asset of an industrialunit. Training is needed for preventing manpower obsolescence, for improving healthandsafety of workers, for improving organizational climate and finally for meetingfuturepersonnel needs of theorganization.


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PERFORMANCEAPPRAISALIn simple terms, performance appraisal may be understood as the assessment of anindividualsperformance in a systematic way, the performance being measured against such factors as

jobknowledge, quality and quantity of output, initiative, leadership abilities,supervision,dependability, co-operation, judgment, versatility, health and the alike. Assessment shouldnotbe condensed to past performance alone. Potentials of the employee for futureperformancemust also be assessed.

A formal definition of performance appraisalis:

It is the systematic evaluations of the individual with respect to his her performance on thejoband his or her potential fordevelopment.A more comprehensive definitionis:Performance appraisal is a formal, structured system of measuring and evaluatinganemployees job related behaviours and outcomes to discover how and why theemployee ispresently performing on the job and how the employee can perform more effectively inthefuture so that the employee, organization and society allbenefit.The second definition includes employees behaviour as part of the assessment. Behaviorcanbe active or passive- do something or do nothing. Either way, behavior affects job results.

Theother terms used for performance appraisal are: Performance rating, employeeassessment,employee performance review, personnel appraisal, performance evaluation,employeeevaluation and (perhaps the oldest of the terms used) merit rating. In a formal sense,employeeassessment is an old as the concept of management, and in an informal sense, it is probablyasold as mankind. Nor performance appraisal is done inisolation.Objectives of PerformanceAppraisal:Data relating to performance assessment of employees are recorded, stored, and usedforseveral purposes. The main purposes of employee assessmentare:

1. To effect promotions based on competence and

performance2. To confirm the services of probationary employees upon their completing theprobationaryperiod satisfactorily.

3. To assess the training and development needs ofemployees.4. To decide upon a pay raise where (as in the unorganized sector) regular pay scaleshavenot been fixed.


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5. To let the employees know where they stand insofar as their performance isconcernedand to assist them with constructive criticism and guidance for the purpose of

theirdevelopment.

6. To improve communication. Performance appraisal provides a format fordialoguebetween the superior and the subordinate, and improves understanding of

personalgoals and concerns. This can also have the effect of increasing the trust betweentherater and therate.

7. Finally, performance appraisal can be used to determine whether HR programmerssuchas selection, training, and transfers have been effective or

not.8. Broadly, performance appraisal serves four objectives- I) development uses,ii) administrative uses/decisions, iii) Organizational maintenance/objectives, andC

iv)documentationpurposes.

MOTIVATION

Motivation play a great role in the development on an employee in RELIANCEcompare toBSNL .Reliance give both financial as well as non financial motivator to thereemployee .whattype of motivational tool given in reliance infocomm.? Annual salary

revision. Promotio

n

Jobenrichment Delegation &

authority Telephone

facility Bonus

Quarter

Reliance shareetc

WAGE &SALARYReliance Infocomm CTC Policy

LimitsComponents Limit (Rs.

p.a.)Office wear allowance All levelsRs.30000/-Medical Rs.15000/- alllevelsFuel & Maintenance For all levels

a. up to 1000 cc :Rs.111000/-b. above 1000 cc :Rs.150000/-Persons choosing the above will not be able to choose ConveyanceAllowanceFood coupons Rs.15600/- for alllevelsGift vouchers Rs.5000/- for all

levelsLTA 2 months Basic pay for alllevels

8543447 project on hrm on bsnl and reliance telecomm

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