The telecom industry in India is the third largest in the world and is projected to have over a billion mobile users by 2015. There are several major trends in human resources (HR) in this industry including strategic alignment of business and HR strategies, recruitment through both internal and external sources, training programs through dedicated centers, and performance management through 360 reviews and key result areas. Compensation and benefits packages vary between companies like Airtel and BSNL but include allowances, medical benefits, and retirement funds. Industrial relations and safety/health policies aim to manage attendance, stress, and ensure air quality and emergency preparedness.
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The telecom industry in India is the third largest in the world and is projected to have over a billion mobile users by 2015. There are several major trends in human resources (HR) in this industry including strategic alignment of business and HR strategies, recruitment through both internal and external sources, training programs through dedicated centers, and performance management through 360 reviews and key result areas. Compensation and benefits packages vary between companies like Airtel and BSNL but include allowances, medical benefits, and retirement funds. Industrial relations and safety/health policies aim to manage attendance, stress, and ensure air quality and emergency preparedness.
The telecom industry in India is the third largest in the world and is projected to have over a billion mobile users by 2015. There are several major trends in human resources (HR) in this industry including strategic alignment of business and HR strategies, recruitment through both internal and external sources, training programs through dedicated centers, and performance management through 360 reviews and key result areas. Compensation and benefits packages vary between companies like Airtel and BSNL but include allowances, medical benefits, and retirement funds. Industrial relations and safety/health policies aim to manage attendance, stress, and ensure air quality and emergency preparedness.
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Attribution Non-Commercial (BY-NC)
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Download as PPTX, PDF, TXT or read online from Scribd
The telecom industry in India is the third largest in the world and is projected to have over a billion mobile users by 2015. There are several major trends in human resources (HR) in this industry including strategic alignment of business and HR strategies, recruitment through both internal and external sources, training programs through dedicated centers, and performance management through 360 reviews and key result areas. Compensation and benefits packages vary between companies like Airtel and BSNL but include allowances, medical benefits, and retirement funds. Industrial relations and safety/health policies aim to manage attendance, stress, and ensure air quality and emergency preparedness.
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Attribution Non-Commercial (BY-NC)
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Download as PPTX, PDF, TXT or read online from Scribd
Aditya Jain 09PG303 Chawla Manisha 09PG313 Karthik Vishwanath 09PG323 Pooja Prasad 09PG333 Sandeep Babaji 09PG342 Swati Ray 09PG352 Introduction Of Telecom Industry
The Indian Telecommunication Industry, is
third largest telecommunication in the world. It is projected that India will have ‘billion plus’ mobile users by 2015. Efforts are being made from government as well as non-governmental platforms to enhance the infrastructure. Major Companies in Telecom Sector Various Trends In HR Strategic Alignment Recruitment Selection Induction Training Performance Management Compensation & Benefit Industrial Relation Safety and Health Others Factors Strategic Alignment Success of telecommunication companies like Reliance and Airtel are mainly based on their focus on the strategic alignment of their enterprise business strategy to their employee growth. Both these companies have different programs in place to achieve this strategic fit. Recruitment Process Manpower Budget :- Each function of a company defines its manpower requirement based on the strategic objectives set down for achieving annual business objective of the function. Hiring Plan :- This plan lays down the number of employees to be hired on a monthly basis at each level,location and function. Job Description :- A key input of recruitment is an inventory of all skill sets and competency levels for existing positions in all functions Sources Of Recruitment Internal Sources :- a) Job Postings b) CV Databank c) Employee Referral Scheme d) Off Roll Employees External Sources :- a) Recruitment Consultants b) Advertisements c) Job Portals d) Website Selection Process Screening Short listing of CV’s Knowledge and Aptitude tests Interview Evaluation Travel entitlement for outstation candidates appearing for interview Induction and Training Process Induction or orientation provides the employee with basic information about the firm. Training is the process of teaching new or present employees the basic skills they need to perform their jobs. With the growth in technology, need for training is also increased. The total training market in Telecom Sector is estimated to be Rs 400 cr. Training centers Bsnl: ALTTC+ 43 other regional training institutes. Reliance: Dhirubhai Ambani institute of information and communication technology. Airtel: tied up with IIT-D for the Bharati School of Telecommunication Technology & Management. Vodafone: Vodafone Academy Other training providers. Levels of Training Organizational Training – general training about goals etc. Operational Training – task oriented w.r.t different positions. Personal Training – basic skills like communication and technical skills. At the start of each year, a training calendar is issued by the HR department of the company. For 2008, the theme was “Customer Excellence Culture”. Preferred Training methods On-the-job training Workshop Short-term interactive sessions Seminar e-Learning CBT training program Computer Lab Work Group study Instructor lead class room training Nature of Work Training all the verticals like Postpaid, Prepaid etc. Training on IP Deployment, Network Security. Fiber optics training. Design content and conduct training programs for all sales personnel. Training to internal and external technical support teams. Customized training contents. Performance Management 360 DEGREE FEEDBACK.
MANAGEMENT BY OBJECTIVES.
GRAPHIC RATING SCALE
Key Concepts in PMS in BSNL KRA’S (Key Result Areas). Behavioral Traits. Bharti2010 Leadership Competency Framework. The performance rating process. Promotion and rating distribution guidelines. Compensation and Benefits Airtel Office wear allowance All levels Rs.30000/- Medical Rs.15000/- all levels Fuel & 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 Conveyance Allowance Food coupons Rs.15600/- for all levels Gift vouchers Rs.5000/- for all levels LTA 2 month’s Basic pay for all levels
HRA 50% of Basic pay Conveyance allowance Rs.9600/- f or all
levels – for persons Compensation and Benefits BSNL Remuneration plans for- Absorbed officers: Pay scale of industrial DA pattern. Officers : Pay scale is set by central government. Workmen: Fixed through negotiation with worker unions. Direct Recruits: CPF(Contributory Provident Fund). Erstwhile Employees: GPF, Superannuation according to the rule 37A of the CCS rules. Group Insurance Policy Industrial Relation Safety and Health Philosophy : “ REFUSE , REDUCE , REUSE AND RECYCLE “ Recycle water for sanitary and cooling of equipment purposes. Air quality is checked periodically. Fire alarms and fire drills are carried out. Takes all the equipments from the key vendors like nokia and ericsson. Safety and Health It tackles the issues like the attendance and the stress management. Flexible working . Apply to employees , contractors, suppliers and service providers. Have a management systems to apply the same. Conclusion