Professional Documents
Culture Documents
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6 largest sale of mobile handsets in the third quarter
Segment-wise growth
1. The share of mobile phones has increased from 71.69 per cent at the
end of March 2006 to 87.68 per cent at the end of May 2008.
2. While total mobile subscriber base was 277.92 million, wire line
subscriber base was 39.05 million.
India is likely to be second largest mobile market in the BRIC nations, with
560 million mobile users representing the next great growth curve for both
mobile and interactive marketing industries, according to a report by
eMarketers.
Investment
In fact, the surge in mobile services market is likely to see huge amount of
investment implying a mobile in the hands of every second person in the
country.
Buoyed by the rapid surge in the subscriber base, huge investments are
being made into this industry by companies like
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• Srei Group's Quippo Telecom Infrastructure Ltd (QTIL)
• Vodafone Essar will invest US$ 6 billion over the next three years in a
bid to increase its mobile subscriber base from 40 million at present to over
100 million.
Manufacturing
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India's runaway success in mobile telephony has also given a boost to the
mobile value added services (MVAS) market. According to a study by
Stanford University and consulting firm BDA, the Indian MVAS is likely to grow
at a CAGR of 44 per cent 2010.
Government Initiatives
The Government has taken many proactive initiatives which has provided a
framework for the rapid growth of the telecom industry.
• Opening the industry for private sector participation.
Road Ahead
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• The Indian telecom industry's revenue, likewise, is estimated to
increase, which according to Ernst & Young is expected to total US$ 35
billion, accounting for 3.6 per cent of the total GDP of the country.
Top players
The top players based on cellular subscriber (in millions) base were
Cellular services can be divided into two categories: Global System for
Mobile Communications (GSM) and Code Division Multiple Access (CDMA).
The GSM sector is dominated by Airtel, Vodafone-Hutch, and Idea Cellular,
while the CDMA sector is dominated by Reliance and Tata Indicom.
Surprisingly, CDMA market has increased its market share up to 30% thanks
to Reliance Communication. However, across the globe, CDMA has been
losing out numbers to popular GSM technology, contrary to the scenario in
India
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Reasons for growth
The two major reasons that have fuelled this growth are
1. low tariffs
Problems faced
The bottlenecks for ' Indian Telecom Industry ' are:
• Low penetration.
• Service providers bears huge initial cost to make inroads and achieving
break-even is difficult.
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According to numbers compiled by the Telecom Regulatory Authority of India,
nearly 21 per cent of the mobile user base now reside in the villages of India,
where a few years ago none of the operators wanted to venture. As on
September 2007, out of the 209 million mobile users in the entire country, 43
million were in rural areas.
India’s rural telecom connectivity is poised for explosive growth in the next
five to 10 years, grabbing a 40 percent share of the new market, a study
released Wednesday said. “Of the estimated new 250 million Indian wireless
users, in next 5-10 years approximately 100 million will be from rural areas,”
said the study by the Federation of Indian Chambers of Commerce and
Industry (Ficci) and Ernst and Young.
The government will roll out new incentives for mobile networks in rural
India.
It’s also planned that the ultra-low cost handset of approximately Rs.840
($20) to the market with built-in subsidies, lifetime validity and minimal
maintenance costs have promoted mobile usage in remote areas.
Moreover, operators could learn from business models that have been
experimented across the developing world for expanding rural connectivity.
Nearly 75 per cent of the mobile users in the villages are now owned by
private operators as cellular phones catch the imagination of rural
consumers. Until now, state-owned Bharat Sanchar Nigam Ltd was known to
be the only significant rural telecom operator in the country.
Analysts said that the share of rural telecom consumers will continue to
increase as operators have initiated an aggressive roll-out plan to cover
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remote areas of the country. This is primarily driven by a slump in the growth
rate of mobile user base in the metro and urban areas.
"We are looking at making the phone a more useful product than just an
instrument to exchange voices. We want to be identified as a great value-
added service provider."
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“Talented persons are like frogs in a wheelbarrow, which can jump at any point of
time when they sense opportunities”
The process involves carrying out a skills analysis of the existing workforce,
carrying out manpower forecasting, and taking action to ensure that supply
meets demand. This may include the development of training and retraining
strategies. Through HRP an organization strives to have the right number &
the right kind of people at the right place at the right time.
RECRUITMENT
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 is the activity that links the employers and the
job seekers.
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Usually, the recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy. However,
Recruitment is a continuous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist.
RECRUITMENT Process
SOURCES OF RECRUITMENT
INTERNAL EXTERNAL
1. Transfers. 1. Press
2. Promotions. Advertisements.
3. Upgrading. 2. Educational
4. Retired Employees. Institutes.
5. Retrenched 3. Placement
Employees. Agencies /
6. Dependants and Outsourcing.
Relatives of Deceased 4. Employment
Employees. Exchanges.
7. Acquisitions and 5. Labor Contractors.
Mergers 6. Unsolicited 10
Applicants.
7. Employee Referrals.
8. Job Portals
Some Top Consultants
“Buying talent” (rather than developing it) is the latest mantra being
followed by the organizations today. Poaching means employing a
competent and experienced person already working with another reputed
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company in the same or different industry; the organization might be a
competitor in the industry. A company can attract talent from another firm
by offering attractive pay packages and other terms and conditions,
better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. It has become a challenge
for human resource managers to face and tackle poaching, as it weakens
the competitive strength of the firm.
3. E- Recruitment
Many big organizations use Internet as a source of recruitment. E-
recruitment is the use of technology to assist the recruitment process.
They advertise job vacancies through worldwide web. The job seekers
send their applications or curriculum vitae i.e. CV through e mail using the
Internet. Alternatively job seekers place their CV’s in worldwide web,
which can be drawn by prospective employees depending upon their
requirements.
1 www.naukri.com
2 www.monsterindia.co
m
3 www.clickjobs.com
4 www.jobstreet.com
5 in.jobs.yahoo.com
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9 Recruitment Trends for '08
1) Bigger paychecks, say 80 percent of the survey respondents. Of those
expecting to increase wages, 64 percent say it will be at least 3 percent,
and 17 percent say 5 percent or more.
2) Flexible work arrangements are on the rise. Sixty percent of
employers offer flexible work plans now — usually alternative schedules
(shifted start and quit times), condensed work weeks or telecommuting,
while 39 percent expect to offer some form of flex-time in ‘08.
3) Online candidate screening will grow, and not only the use of
qualifying pre-application questions, but full-blown searching of social
networking sites and search engine checks.
4) Video & audio Resume will be preferred as is a way for job seekers to
showcase their abilities beyond the capabilities of a traditional paper
resume. The video resume allows prospective employers to see, hear and
get a feel for how the applicant presents themselves.
5) Retiree rehiring will increase as companies remain pressured from the
loss of more experienced workers. Twenty-one percent say they are likely
to rehire retirees from other companies in 2008; another 14 percent plan
to provide incentives for workers at or approaching retirement age to stay
on with the company longer. The numbers here aren’t large, but this trend
won’t go away.
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6) Recruiting diversity workers, especially workers bilingual, will continue
to be an important focus of recruiters. Survey respondents particularly
noted “mature” workers.
7) Freelance or contract hiring will continue to be a key part of the
workforce mix, with 31 percent of employers anticipating a working
relationship with freelancers or contractors this year.
8) Perks and benefits will receive more attention from companies wanting
to remain competitive in attracting and keeping workers. In light of rising
healthcare costs, nearly one-in-five employers (19 percent) report their
companies plan to offer more comprehensive or better health benefits to
employees in 2008. Ten percent plan to enhance or add perks such as
bonuses, discounts, company cars, stock options, free childcare,
educational reimbursement, transit passes and wellness programs.
9) One in four (26 percent) of the surveyed companies are likely to provide
more promotions and career advancement opportunities in 2008.
More than half of workers stated that a company’s ability to offer career
advancement is more important than salary, so employers are taking
action to carve out career paths for employees.
Twenty-seven percent of workers say they are dissatisfied with pay, but 67
percent of workers reported they received a raise in 2007.
A quarter of the surveyed workers plan to change jobs within the next two
years: 41 percent are leaving their jobs to find a position with better pay
and/or career advancement opportunities; 8 percent are changing careers; 7
percent say they want to find a company where they would feel appreciated;
7 percent are retiring; and 5 percent plan to start their own business.
While the Word Bank numbers, released in its recent report on `India's
Services Revolution,' head-hunters and recruiters say that telecom is still the
favorite among higher level professionals.
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Thanks to the aggressive rollout of a countrywide network, operators like
Reliance Infocom, Tata Teleservices and Bharti have gone on a hiring
overdrive.
From a career point of view, telecom sector continues to offer growth and
new learning as the sector matures and the business opportunities expand.
And, with new networks and businesses being rolled out, this number is
expected to grow exponentially in the coming months.
The growth can also be attributed to the large number of telecom equipment
manufacturers and applications developers from Korea, China and Europe
foraying into the Indian market in their bid to take a share of the pie in the
booming telecom industry.
Taking a cue from the demand for telecom professionals, top educational
institutions have begun specialized courses in telecommunication
management. Symbiosis in Pune and Amity in Delhi are examples of such
institutions. Even state-owned Mahanagar Telephone Nigam Ltd (MTNL) has
set up a training facility for telecom engineers in Mumbai.
With more and more players entering the industry, the competition in the
industry in terms of attracting and retaining the best talent is also increasing.
The employment scenario in the telecom sector is very promising. The sector
is creating employment opportunities and adding around 1 lakh people in its
workforce. The telecom sector has a huge demand for the trained and
qualified engineers and other professionals specializing in
telecommunications.
Compensation:
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According to various studies in recent times, the telecom sector offers the
best salary packages at the entry level i.e. an average of 20k. The average
hike in salaries across the various levels in the telecom sector ranges from
15 to 20 percent. Incentives also form a part of the compensation till the
middle levels.
1 Vodafone Essar 45
2 Reliance communications 44
3 Bharti Airtel 43
4 Tata teleservices 23
6 IMI mobile 14
8 Motorola Worldwide 10
9 GTL Limited 4
10 Nokia 3
The ranking is based on the number of vacancies notified by the company on different job portals (Till
29th January 2008)
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Here rankings of the ten companies in the Indian Telecom sector are given on
the basis of their workforce relationship factors. Ten companies were
selected on random basis from the sector. The companies were given a
consolidated rank on a scale of 1-10 on the basis of sum of their individual
ranks on various HR practices, procedures, policies and parameters
like recruitment practices, compensation policies, work culture, recognition
for good work, retention, training and development, performance appraisals
et al. The scores are consolidated on the basis of data collected through
recent surveys and studies by renowned names like Business Today, Hewitt,
IDC Data Quest, NASSCOM and naukrihub.com
hR CHALLENGES IN RECRUITMENT
In the last few years, the job market has undergone some fundamental
changes in terms of technologies, sources of recruitment, competition in the
market etc. In an already saturated job market, where the practices like
poaching and raiding are gaining momentum, HR professionals are
constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the
best candidates for their organizations.
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These days, it’s not just salaries which will pull the candidate in but
various factors like brand, culture, location ,job security,
reputation of the company etc play a major role in recruiting a
talented professional.
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Our Vision & promise
“We at Airtel always think in fresh and innovative ways about the needs of
our customers and how we want them to feel. We deliver what we promise
and go out of our way to delight the customer with a little bit more”
Bharti Airtel
Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. The
Bharti Group, has a diverse business portfolio and has created global brands
in the telecommunication sector.
Airtel comes to you from Bharti Airtel Limited, India’s largest integrated and
the first private telecom services provider with a footprint in all the 23
telecom circles. Bharti Airtel since its inception has been at the forefront of
technology and has steered the course of the telecom sector in the country
with its world class products and services.
The businesses at Bharti Airtel have been structured into three individual
strategic business units (SBU’s) - Mobile Services, Airtel Telemedia Services &
Enterprise Services. The mobile business provides mobile & fixed wireless
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services using GSM technology across 23 telecom circles while the Airtel
Telemedia Services business offers broadband & telephone services in 94
cities. The Enterprise services provide end-to-end telecom solutions to
corporate customers and national & international long distance services to
carriers. All these services are provided under the Airtel brand.
Our Brand
Airtel was born free, a force unleashed into the market with a relentless and
unwavering determination to succeed. A spirit charged with energy,
creativity and a team driven “to seize the day” with an ambition to become
the most globally admired telecom service. Airtel, after just ten years, has
risen to the pinnacle of achievement.
Today we touch people’s lives with our Mobile services, Telemedia services,
to connecting India's leading 1000+ corporates. We also connect Indians
living in USA with our callhome service.
Business Divisions
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FUTURE Development
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The total is 67,425,935 or 32.81% of the total 205,460,762 GSM mobile
connections in India till May 2008.
Achievements
Airtel was the first private player in telecom sector to connect all states
of India.
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Airtel is the first mobile service provider to introduce the lifetime
prepaid services and electronic recharge systems.
the network has spread over 93 per cent along the National Highways
and 88 per cent of key rail routes across the State .
Airtel is listed on The Stock Exchange, Mumbai (BSE) and The National
Stock Exchange of India Limited (NSE).
Rapidly expands network, to roll out across all census towns and over
5,00,000 villages – covering over 95% of the population.
Enters into the league of the world’s top telecom companies, moves
towards top 5 global mobile companies
Adding 25000 towers every month expanding their network all over
India.
Wide range of Value Added Services – like ringtones, caller tunes, news
etc
For Employees
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Provides an opportunity for career growth – from Management trainee
to CEO.
Targets
• Aggressive efforts are on to provide a superior network service that is
congestion-free and to help customers get connected the first time.
• Also, the SMS capacity is sought to be raised from the current 5,500
messages per second to 6,500 messages per second by March 2009.
Advertisements
Airtel’s advertising campaigns are always admired. Their idea of creating a
signature ringtone with A R Rehman was brilliant; and they still continue to
use that tone. In a masterstroke they elevated the brand without having to
talk of talk time , rates etc.
Then came the almost magical ‘Express Yourself ‘ campaign
stunningly executed with excellent imagery and creativity. It showcased the
ubiquitous utility of the mobile phone through the situations ( a fighting
couple, a bride entering church, an irate mob) but converted a rational
purchase decision to an extension of one’s voice. And from that Bharti’s
market share has kept increasing to being the biggest mobile service
provider.
They chose the country’s most popular people i.e. SRK, Kareena and
Sachin for their campaign & made connection with people. Its
advertisements always touch the chord of the people.
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Airtel to focus on rural expansion
Bharti Airtel, which had 48 million mobile users in September 2007, had 9.80
million subscribers coming from rural areas.
Airtel, the leading mobile service provider, has planned to increase the pace
of its network expansion in rural areas during 2008-09.
People in the rural markets are ready to go mobile and the growth depends
on the strength and the quality of the network. Distribution has been growing
at a rapid pace and Airtel will be in easy reach for all customers in the State.
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“We want to increase the brand presence and become far more local,” CEO
says.
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Departments
Levels
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98% of organizational success depends upon
efficient employee selection
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5. Follow internal or external methods of Recruitment
i. Employees Referral
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Recruitment through AIRTEL Website
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Recruitment through Job Portals
There are two (2) ways to make yourself known to us! The first is a general
submission of your CV into one of our Divisions. In this case, you become
part of a “pool of candidates” categorized into a professional skill area. When
the Talent Acquisition Team begins a talent search against a vacant role, CVs
in this pool are considered against the selection criteria. If your details are
matched you will be linked to the vacant role and reviewed for suitability well
before the role is advertised! The second way is to apply directly to an
advertised opportunity and include a covering letter which demonstrated
how and why you are suitable.
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You are more likely to be successful in the recruitment process if you
tell us how you fit the position you are applying for, i.e. in your covering
letter
We recommend you only apply for targeted positions for which you
have suitable skills and experience - applying for multiple positions can
damage your credibility
e. Keep it concise
g. Highlight in a covering letter why you believe your skills meet the
requirements of the position
To apply for a position you will need to follow the steps in the online
application process. As part of this process, you'll be required to create a
personalized profile. Click the 'Apply Online' link at the bottom of the
advertised position to create or update your profile. When you have
successfully submitted an application, you will receive a system generated
confirmation email, letting you know we have received your application.
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As we often receive a large number of applications for any given position,
you may not hear from us again until two or three weeks after we receive
your details, however we are conscious of progressing as quickly as possible
and often can advise of your suitability or next steps before this.
If your application will not progress to the next stage, you will be advised in
writing via email.
If, after applying for a position, you have not heard from us within three
weeks please contact us and ask for the Recruitment Team. Alternatively you
may email us
When you progress to the next stages, for some roles you may be required to
participate in psychometric assessments and for all roles there will be
reference checks, so please be prepared to provide at least two professional
referees for us to contact.
These referees must ideally be people you have reported to in prior positions
- or at least people who have working knowledge of your abilities and
experience.
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