SUMMER TRAINING REPORT ON

NEW AGE HUMAN RESOURCES

TOOLS

UNDER THE SUPERVISION OF

Mr. Rakesh Arora
(senior executive, HR department at BHARTI AIRTEL LIMITED)
SUBMITTED BY SHAHIN PARVEEN 18MBAA 15

DEPARTMENT OF BUSINESS ADMINISTRATION

FACULTY OF MANAGEMENT STUDIES AND RESEARCH
ALIGARH MUSLIM UNIVERSITY
 CONTENT
1. Industry profile
2. Company profile
3. Introduction
4. Objective
5. Human Resource Management
6. Top 5 HR tools
7. Work carried out during internship
 Cold calling
 Hiring – Interns
– storemanager
 Questionnaire
 Results
8. Key Learning
9.Conclusions
10.Recommendation
 Telecommunications in India began
with the introduction of the telegraph.
 The Indian postal and telecom
sectors are one of the worlds oldest.
 India is currently the world’s second-
largest telecommunications market
with a subscriber base of 1.20 billion.
 Indian telecom industry underwent a
high pace of market liberalisation
and growth since the 1990s and now
has become the world's most
competitive and one of the fastest
growing telecom markets
Telecom Regulatory
Authority In
India(TRAI)
 The Telecom Regulatory
Authority of India (TRAI) is a
statutory body set up by the
Government of India.
 It is the regulator of the
telecommunications sector
in India.
 Operator Subscribers(MILLIONS) Market share
Telecom
service 1, Vodafone idea 380.05 32.53%
ltd
providers
regulated by 2. Relience Jio 339.74 29.08%
TRAI in india. 3. Airtel 328.12 28.12%

4.BSNL and MTNL 119.98 10.27%

 BHARTI AIRTEL LIMITED
 Bharti Airtel Limited, also known as Airtel, is an Indian global telecommunications services
company.
 It was founded by Sunil Bharti Mittal on 7th of July, 1995, 24 years ago.
 Chairman – Sunil Bharti Mittal.
 MD and CEO – Gopal Vittal.
 Head Quartered in New Delhi, India.
 It operates in 18 countries across South Asia and Africa, and also in the Channel Islands.
 It is the third largest mobile network provider in India.
 Airtel provides
1. GSM, 3G, 4G LTE, 4G+ mobile and Data services
2. Fixed line broadband
3. Voice services depending upon the country of
operation
4. Airtel payments Bank
5. Wynk (music app)
 OBJECTIVE

 Learn about new age Human Resource

Technology.
 Learn new HR tools used by corporate sector.
 Understand how HR department of airtel uses
technology to ease work.
 Learn how to hire interns and also learn
interviewing skills.
 Questionnaire findings taking data from the 50
employees of the HR and IT department at Airtel
 Human Resource Management

 Human resource management

(HRM or HR) is the strategic
approach to the effective
management of people in a
company or organization such
that they help their business
gain a competitive
advantage.
 Human Resource has been
linked to technology and
made the job of HR managers
easy and less hectic. An
umbrella term for software and
hardware is used to automate
HR functions in an
organization.
Human Also known as Human Resource Information
System.
Resource
HRIS is synonymously used with HRMS, but HRIS is a type
Management of HRMS

System This is a software that combines information technology with the activities
related to Human Resource like: Accounting, management, payroll,
training, compliance, recruitment and many more.

It also helps in taking decision related to HR.

There’s no real difference between the two but HRMS

provides complete automated solution.
 Top 5 HR tools that are worth using and make an HR manager stand out
from the crowd

1. Zoho people
2. Kissflow HR cloud
3. iCIMS Talent acquisition
4. Breezy HR
5. ADP
 ZOHO PEOPLE

 It is a cloud based HR tool

 It gives 360 degree HR
solution from onboarding
and attendance
management to tracking
time to appraisals and
leave management.
 It is transparent and help
employees know what is
their status and automate
their leave accordingly.
KISSFLOW HR It is all in one HR cloud based software.
CLOUD
It is also like ZOHO PEOPLE

It help business leaders create, modify, and

track automated business applications.

It automates performance of the employees

and triggers them to improve once they are
laid off beyond a specific saturation point
iCIMS Talent
Acquisition
 It enables to integrate all
recruitment solutions into
one platform.
 It including customised
career portal which helps
candidates search for their
career opportunities.
 iCIMS Recruit is a best-in-
class applicant tracking
system (ATS). It helps find,
manage and hire the best
candidates faster and more
efficiently.
Breezy HR End-to-end
recruiting
It also
software to help
modernizes
attract & hire
recruitment
great
process
employees with
less effort.

It is not just
limited to
recruitment, but It also connects
it also keeps to linkedin and
track of current angelList to find
employees and quality
streamline candidates.
communication
.
 American provider of
ADP human resources
management software
(Automatic
Data
It is also a cloud-based HR
Processing) tool

Its an online HR tool that is

implemented by businesses
of all types and sizes.
 Employee Learning Tool
Airtel 101
 Bharti Airtel (“Airtel”) has chosen Micro Learning Platform for its interactive and
gamified employee learning tool ‘Airtel 101’.
 This delivers learning outcomes in mobile devices and in multiple languages.
 It consists of mobile app and web applications for both iOs and android.
 Airtel 101 consists of numerous modules for various topic, followed by questions to
be answered by the learner.
 Certificates of completion and leaderboards bring an element of healthy
competition. The modules provide a comprehensive understanding of telecom.
 Components of individual
development plan

1.Action learning (learning by

doing)

2.Learning by observing others

INSIGHT +
3.Learning by being coached
Insight+ is a
reference tool
which is used to 4.Learning by Reading
guide and
Bharti Airtel’s employee Engagement tool
 Cold calling
 The act of phoning or visiting a possible customer to try to sell or gather
information about a product or service without being asked by the
customer to do so.
Cold calling was done for:
1. To call candidates for interview.
2. Inform colleges about new internship opportunity in the company
3. First briefing and screening for the required job
4. To keep records of all the new employees.
To keep record of all the new employee’s personal
details.
Total number of joiners, June-36
July – 45
Collecting their personal information on an excel
sheet, which can be used further by the HR
department for any process.
These informations are
then added to a
WELCOME ABOARD
software, this software
welcomes all the new
employees of that
month.
A welcome aboard
messege are also sent
of all new employees in
particular.
Hiring Interns for marketing and sales
profile
Step1. Call several management colleges
around Delhi NCR, inform their placement
cell about new internship opportunity
Step2.Mail them all the details including the
JD(job description) of the same
Step3.Among all the resumes received, cold
calling them and selecting few who are
willing to take up the internship
 Step1. Searching for candidates who are working as
store manager for any other company or store.

Step2. This search is done on Naukri.com or LinkedIn.

Using a job seekers ID which only hiring managers
have access to.

Hiring of Step3. After providing with all details that we need for
our store manager candidate to have, website provide
us with number of profiles that match our eligibility
Store criteria.

Manager Step3. Shortlisting of candidates who match our

requirements, and giving them a call to ask if they want
to switch their jobs, if yes then first screening is done on
a phone call.

Step4. First screening is done using cold calling

technique, so that candidate feels comfortable, main
objective of first screening is to check candidates
communication skills and managerial skills.
 Step5. After call if the recruiter is satisfied
with the candidate he can be called for an
face to face interview with the HR.

Step6. If the HR approves the candidate he

Hiring of can be called for a technical round with
Store the talent Head manager and marketing
Manager Head for the final selection.

Step7. After the final selection, he is been

asked to attend a 2 months training if
required, and after that the candidate is
finally sent to the store he has to manage
 Questionnaire
1.Are you aware of the learning tool “airtel 101”?
 Yes
 No Column1
 Aware but havent used

YESS NO AWARE BUT HAVEN'T USED

2. How effective do you think the courses in airtel 101 learning system?
 Excellent
Column1
 Very good
 Average
 Below average
 Poor

excellent Very good Average

Belo Average Poor
 Sales

3. How efficient do you think insight+ is ?

 Excellent
 Very good
 Average
 Below average
 Poor

Excellent Very good Average Below average Poor

 Sales

4. What is the best part about insight+

and why?
 Strenght area
 Development area
 Pleasant surprises
 Blind spots

Strength Development Pleasant surprise Blind Spot

 Column1

5. In individual development plan which

component do you think is more
effective and why.
 Learning by-
 Doing
 Observing others
 Being coaching
 Reading

Doing Observing Coaching reading

 Column1

6. How frequent do you used airtel mood

O meter?
 Never
 Sometimes, whenever is told by the hr
 Always, whenever I want to

always Never Sometimes

 Column1

7. Are you satisfied with tha activities

done by the HR team of Airtel?
 Yess
 No
 Suggestions

Yes No Suggestions
Key Learnings
 The policies are adopted for the well being of the employees so
that they can be engaged and work for the organization in a
better way.

This study shows that HR department uses technology to engage

employees as it being a trend “Employees mirror popular social
trends” and so workplace has to reflect the same technological
Findings agility

They also provided effective and engaging learning experience,

that is there learning management system(LMS) which is
available on both desktop and mobile phones.

All the tools which HR team introduces makes sure that it is been
used by every employee.
 More emphasis should be given on the online
learning process, learning app should be updated
as soon as any new course has been included.

For the recruitment purpose online or skype

interview should be introduced as it reduces travel
Recommendations and waiting time.

They must make sure that employees are aware of

the policies as this will help them in decision
making process.

Sustainability of employees should be taken care

of, as Bharti Airtel is facing employee crisis as
many employees are leaving the company.
References