EXECUTIVE SUMMARY

India is growing one of the economies and growing at average growth rate about 8-8.5% different sectors of the economy have been a lot in this growth. Particular service sectors and manufacturing sectors the growth rate registered service sectors between 2007-09 was about 35- 45%. BSNL establish in year 2000 BSNL is world’s 7th largest telecommunication company. Comprehensive range of telecomm service in india.this project attempt to understand the Recruitment and Selection procedure/practices of BSNL organizational efficiency depends upon the kind of people working for the organization.recuitment means, according to FLIPPO,”Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. Selection means it is a process choosing the most suitable person out of all the applicants in this process, relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. In short,be can say that right people at right place and right time for right work is required. This project is an attempt to understand recruitment and selection process of BSNL for the purpose of data collection; organizational, manual records were used. Personal interview of all concern responsible for recruitment and selection was conducted. Primary data was used as well for the purpose of data collection and analysis of collected. On the basis of collected data conclusion was done at certain points have been recommended which is present in the conclusion and recommendation part is respectively. As a part of the curriculum of our BBA Kind semester, I undergo our final project in BSNL.Our topic is concerned with the policy of recruitment in an organistion.This

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project project work provides me an opportunity to understand the company’s recruitment policy and its necessary requirements etc. I analyze various detriments affecting recruitment process adopted by the company discover sources of manpower to meet the requirement of the staffing schedule and to employ them attracting that manpower in adequate numbers facilities effective selection for right kind of jobs. Therefore .we have chosen this topic to evaluate whether recruitment is actually necessary for the organization and if so then to what extent.

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OBJECTIVES OF STUDY
The main objective of our study is to insure the quality of company’s selection and recruitment process. Along with we consider the following point as a object during our studies:

1: To identify company’s sources of recruitment. 2: To take feedback from employees on existing system

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RESEARCH METHODOLOGY:To conduct any research a scientific method must must be followed the universe of study is very large in which is difficult to collect information from all the employess.so the sampling method has been followed study ,the analysis is based on primary as well as secondary data. 1:-PRIMARY SOURCES:Primary data was collected using an appropriate questionnaire and observing it 2:-SECONDARY SOURSES:The secondary data was collected from companies training policy documents, official records. 3:-QUESTIONNAIRE:It is the set of question which is to be filled up by the respondents for their answers. We have also prepared during our study for the purpose of collection of primary data. Questionnaire designed were of multiple choice and of ended of nature. 4:-METHOD OF ANALYSIS:The tool of analysis adopted by us is the “column charts”and”pie charts” which we have prepared on the basis of my questionnaire. Methodology can be defined as a systemic way of approaching a problem to identify the truth and for this certain step should be taken in a systematic order and these steps are called methods.

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“Research methodology is a process of planning, acquiring, analyzing and disseminating relevant data and information”. The use of right methodology is necessary because if the right methods are not adopted and thoughts are not arrange in a logical order the exact truth might not be expressed. Thus the methodology means correct arrangement of thoughts and knowledge. WHY RESEARCH IS REQUIRED Conceptually, the purpose of research is to discover the answers for the questions through application of scientific procedures. The main aim of the research is to find out the truth which is hidden and which has not been discovered yet. Through each research study has its own specific purpose, but generally researchers are done: To gain familiarities with a phenomenon or to achieve new insights into it. To determine the frequency with which something occurs or with which associated with something else. To test the hypothesis of casual relationship between variables. To take appropriate decisions. Research is a careful and systematic effort of gaining new knowledge. Research is an original contribute on to the existing stock of knowledge making for its advancement; it is pursuit of true with the help of study, observation, comparison and experiment. In short the search of knowledge through objectives and systematic method of finding solution to problem is research.

RESEARCH DESIGN: The research design is the plan, structure and strategy of investigation conceived so as to obtain answer to research questions and to control variance.
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The definition of three important terms – plan, structure and strategy. The plan is an outline of the research scheme on which the researcher is to work. The structure of the research is a more specific outline or the scheme and the strategy shows how the Research will be carried out, specifying the methods to be used in collection and analysis of data. Research design is the specification of methods and the procedure fro acquiring the information needed. It is the operational pattern or framework of the projects that stipulate what information is to be collected from which sources by the procedures. The importance of research design lies in the fact that it makes a statement of what is to be done in order to achieve the research objectives and how it is to be done. It is an expression of what of the research exercise in terms of results and the analytical input needed to convert data into research findings. A design may be quite suitable in one case but could not fit in some other research problem. One design cannot serve the purpose of all types of research problems. Also most of the research problems are complex in nature and cannot be solved by a specific research design. Hence a combination of research design is used to reach a solution. The research design when chosen correctly prevents deviation in the study. The present study is the cross sectional descriptive type with fields study and partly casual in nature as it seeks to find out consumer behavior with respect to mobile and correlate them with income, age, education, professions etc. and formulate marketing strategies based on the study. SAMPLING AND SAMPLE DESIGN: It is not possible to examine every item in the population hence interferences is drawn about a large numbers of items possessing a particular attribute based on based analysis of fraction of such items. It is called a sample. For developing a sampler design following points need to be discussed with regard to the present study –

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POPULATION: In statistical usage the terms population is applied to any finite collection of individuals. It has displaced the orders terms universe. It is aggregate of all elements possessing certain specified characteristics which need to studied and defined prior to sample. Population can be finite if units can be counted or infinite. Since the present study is done in Bareilly, The population is finite. Population can be defined in terms of elements, sampling units, extent and time. In this study, the specifications will be as follows: 1. 2. Element Sampling Units : : People BSNL office

ELEMENT: An Element is the unit about which information is collected. It provides the basis for analysis. It identifiable physically. In the present study the element is dealer having a good knowledge about the service. (Regarding Brand) SAMPLING UNIT: The sampling unit is the basic unit containing the element of the target population. The sampling may be different from the element. It can be either geographical unit (state, district etc.) or social unit (Household, family, club etc.) or a construction unit (enclave, house, flat etc.) or it may be an individual. In the present stuffy, a sample of distributor is selected in the three stages. First of all a sample of cities is selected, than a sample of colonies is selected from each selected colony after the entire distributor in it. SAMPLE FRAME: A sample frame could be a telephone directory, a list of block and localities of a city, a map or any other list consisting of all the sampling units, each stage of sampling process requires its own sampling frame. Since the present study undergoes two stages sampling
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process, we would need two sampling frames. First a list of localities, Second a list of distributors within the selected localities. SAMPLING DESIGN: Representation of entire universe is only possible through the sampling technique. Considerable care has been taken in selecting the sample so that is Convenient in terms of size and enough to represent the entire universe

SUMMARY OF RESEARCH DESIGN
Data source: Primary and secondary Research approach: Survey method Research instrument: Questionnaire Sampling plan: Sample unit (office) Sample size: 50 employee Sample area: Bareilly city Contact method: Personal contact

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COMPANY PROFILE
VISION To become the largest telecom Service Provider in Asia MISSION *To provide world class State-of-art technology telecom services to its customers on demand at competitive prices. *To Provide world class telecom infrastructure in its area of operation and to contribute to the growth of the country's economy Financial Position Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking of the Nation, is certainly on a financial ground that's sound. The Company has a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equity capital of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs. 5,000 crores (US $ 1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in 2007-08.HeadquartersDelhi Area, India Industry Type Status Company Size Founded Top Locations
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Telecommunications Public Company Operating 10,001 or more employees 200

Chandīgarh Area, India (35) Delhi Area, India (75) Bangalore Area, India (34)

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Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in India: Wire line, 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 46 million line basic telephone capacity, 8 million WLL capacity, 52 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 numereuno operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493 3G customers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS, Account Less Internet (CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.
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BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that provides convergent services like voice, data and video through the same Backbone and Broadband Access Network. At present there are 0.6 million DataOne broadband customers. The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute. Scaling new heights of success, the present turnover of BSNL is more than Rs.351, 820 million (US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $ 2.26 billion) for last financial year. The infrastructure asset on telephone alone is worth about Rs.630, 000 million (US $ 14.37 billion). The turnover, nationwide coverage, reach, comprehensive range of telecom services and the desire to excel has made BSNL the No. 1 Telecom Company of India.

Particulars of organization
Incorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15th September, 2000 and became entitled to commence business with effect from 19th September, 2000. Date of incorporation: The Company (BSNL) took over the business of providing telecom services and network management throughout the country except the metro cities of Delhi and Mumbai of the erstwhile service providing departments of the Govt. Of India service providing departments of the Govt. of India i.e., the Departments of Telecom Services and Telecom Operations i.e. 1.10.2000 pursuant to a Moue signed between the BSNL and the Govt. Of India

Type of Company Government Company under Section 617 of the Companies Act, 1956
Administrative Ministry Govt. of India, ministry of communication and Information technology, department of telecommunications
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. Details of disinvestment The entire share capital of the Company is held by the Government of India.

Shareholding
pattern Government of India is holding 100% of the share capital of the Company Listing with Stock Exchanges Not applicable, as the BSNL is an unlisted company.

Share Capital
Authorized Capital – Rs.17,500 crores, divided into1,000,00,00,000[One Thousand Crores] Equity Shares of Rs.10/- each; and 750,00,00,000 [Seven Hundred and Fifty Crores] Preference Shares of Rs. 100 each Paid Up Share Capital Shares and Rs.7,500/- crores of Preference Share Capital. Rs.5,000/- crores of Equity

Objectives of the Company
As set out in the objects clause of the Company’ Memorandum of Association PROFILE OF THE COMPANY’S BUSINESS A. GLIMPSES OF MAIN SERVICES OFFERED 1. BASIC AND LIMITED MOBILE TELEPHONE SERVICES BSNL is the leading service provider in the country in the Basic Telephone Services. As of now more than 35 million Direct Exchange Lines & more than 2.2.Million telephones in the Limited Mobile telephone Services are existing. BSNL has provides a number of attractive tariff packages & Plans which shall further strengthen its subscriber base. 2. CELLULAR MOBILE TELEPHONE SERVICES BSNL’s GSM Technology based Cellular Network reached a long way, covering 20,836 cities/towns with a subscriber base of over 4.67 Crores as on 31st March 2009 out of which 4.31 crores cellular telephone are in pre-paid segment 3. INTERNET SERVICES BSNL offers Dialup Internet services to the customers by Post-paid service with the brand
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.

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name ‘Net one’, and pre-paid service with the brand name ‘Sancharnet’. The post-paid service is a CLI based access service, currently operational in 100 cities. Sancharnet is available on local call basis throughout India to ISDN and PSTN subscribers. The Internet Dhaba scheme of the Company aims to further promote Internet usage in rural and semi urban areas To keep pace with the latest and varied value added services to its customers, BSNL uses IP/MPLS based core to offer world class IP VPN services. MPLS based VPNs is a very useful service for Corporate, as it reduces the cost involved as well as the complexity in setting up VPNs for customers networking. As on 31.03.2005, your Company’s total Internet customer base was 17,98,089 and total Internet Dhabi were 4143. A total of 708594 dial up Internet connections have been given during 2004-2005, against a target of 7 lakhs. BSNL plans to give 1215980 more dial up connections during the year 2005-06. As on 31.1.2006, there were 2367404 internet subscribers working in BSNL net work 4. Intelligent Network Intelligent Network Services is a service that incorporates several value added facilities, thoroughly designed to save time and money, and enhance productivity. At present, your company offers Free Phone (FPH),Premium Rate Service (PRM), India Telephone Card (ITC), Account Card Calling (ACC), Virtual Private Network (VPN), Universal Access Number (UAN) and Tele voting In-services. With the commissioning of five Provided throughout the country. Activation of these new In platforms had increased the sale of ITC Cards taking the figure to Rs.265 crores in2004-05 alone. 4. BROADBAND SERVICES BSNL has launched its broadband services under brand name “BSNL BROADBAND on 14-01-05. This offers High Speed Internet Access with speed ranging from 256 Kbps to 8 Mbps. Ever since its inception BSNL is Continuously expanding its broadband network in response to ever Growing demand of broadband service throughout India Present customer base is 3.56 million, with equipped capacity of 6.1 million. BSNL Broadband service is available in more than 3800 cities &83000 villages. The services provided are High Speed Internet Connectivity (up to 8 Mbps) Band width on
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Demand (planned) Virtual Private Network (VPN) service over broadband Dial VPN services to MPLS VPN customers IPTV services (at present available in 66 cities Games on Demand Service Video tutoring service VOIP Video Surveillance service Entertainment portal. CUSTOMER CARE BSNL, with its Endeavour for high customer satisfaction, has been paying great attention in this area, by means of opening of more and more Employee’s Welfare Activities Commitment towards the principles of corporate social responsibilities is Inbuilt within the corporate philosophy of BSNL. A very wide range the Staff Welfare Board of the Company. Assistance during natural calamities BSNL always remains awake of its responsibility as a corporate citizen. When the destructive Tsunami waves struck the Indian shores, BSNL Company swung into action immediately for providing relief to those Affected in the coastal areas. Communication networks at the Coastal areas of Tamil Nadu, Kerala and the Andaman and Nicobar Islands – worst hit in the Tsunami - were promptly restored within the shortest Possible time. BSNL along with the employees contributed an amount of Rs. 2,207 lakhs to the Prime Minister’s Relief Fund. Telephone Services were restored in record time in the flood- hit areas of Gujarat and Maharashtra. of welfare programmers’, with a focus on the employees’ welfare is continuously implemented by

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LITERATURE REVIEW
The scope of my on “recruitment and selection procedure of BSNL”is to provide a framework which will assist manager to ensure that the company attracts, selects and retains the most suitable candidates by by using the most appropriate efficient, fair, open and effective methods. Our study committed to achieving equal opportunities isclearly defined throughout the recruitment and selection procedure. THEORETICAL BACKGROUND:Introduction Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Objectives Of Recruitment 1. To attract people with multi dimensional skills and experiences that suits the present and future organizational strategies. 2. To induct outsiders with a new perspective to lead the company. 3. To infuse fresh blood at all levels the organization. 4. To develop an organizational culture that attracts competent people to the company. 5. To search or head hunt/head pouch people whose skills fit the companies values. To devise methodologies for assessing psychological traits. 6. To seek out non conventional development grounds of talents. 7. To search for talent globally and not just within the company. 8. To design entry pays that competes on quality but not on quantum 9. To anticipate and find people for positions that does not exit yet.

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SUB-SYSTEMS OF RECRUITMENT:The recruitment process consists of the following four sub-functions: Finding out and developing the sources where the required number and kind of employees will be available.  Developing suitable techniques to attract the desirable candidates.  Employing the techniques to attract candidates.  Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates require. Management has to attract more candidates in order to increase the selection ratio so that the most suitable candidate can be selected out of the total candidates available. Recruitment is positive as it aims at increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process; the unsuitable candidates are automatically eliminated. Though, the function of recruitment seems to be easy, a number of factors make performance of recruitment a complex one. FACTORS AFFECTING RECRUITMENT:The following are the 2 important factors affecting Recruitment:1) INTERNAL FACTORS: Recruiting policy  Temporary and part-time employees  Recruitment of local citizens  Engagement of the company in HRP  Company’s size  Cost of recruitment  Company’s growth and expansion
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2) EXTERNAL FACTORS: Supply and Demand factors  Unemployment Rate
 Labor-market conditions

 Political and legal considerations  Social factors  Economic factors  Technological factors RECRUITMENT POLICY:Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the government’s reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy should commit itself to the organization’s personnel policy like enriching the organization’s human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees, etc. The following factors should be taken into consideration in formulating recruitment policy. They are: Government policies  Personnel policies of other competing organizations
 Organization’s personnel policies

 Recruitment sources  Recruitment needs  Recruitment cost  Selection criteria and preference
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IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES:Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale Yoder and Paul D. Standohar, general personnel policies provide a wide variety of guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the Management has to decide whether to centralize or decentralize the recruitment function. CENTRALISED V/s DECENTRALISED RECRUITMENT:Recruitment practices vary from one organization to another. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices. Personnel department at the central office performs all the functions of recruitment in case of centralized recruitment and personnel departments at unit level/zonal level perform all the functions of recruitment concerning to the jobs of the respective unit or zone.

MERITS OF CENTRALISED RECRUITMENT:• • •

Average cost of recruitment per candidate/unit should be relatively less due to economies of scale. It would have more expertise available to it. It can ensure broad uniformity among human resources of various units/zones in respect of education, skill, knowledge, talent, etc. It would generally be above malpractices, abuse of powers, favoritism, bias, etc. It would facilitate interchangeability of staff among various units/zones. It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruiting functions. It enables the organization to have centralized selection procedure, promotional and transfer procedure, etc. It ensures the most effective and suitable placement to candidates.
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It enables centralized training programmes which further brings uniformity and minimizes average cost of staff. MERITS OF DECENTRALISED RECRUITMENT:-

• • • • • •

The unit concerned concentrates only on those sources/places wherein normally gets the suitable candidates. As such the cost of recruitment would be relatively less. The unit gets most suitable candidates as it is well aware of the requirements of the job regarding culture, traditional, family background aspects, local factors, social factors, etc. Units can recruit candidates as and when they are required without any delay. The units would enjoy freedom in finding out, developing the sources, in selecting and employing the techniques to stimulate the candidates. The unit would relatively enjoy advantage about the availability of information, control and feedback and various functions/processes of recruitment. The unit would enjoy better familiarity and control over the employees it recruits rather than on employees selected by the central recruitment agency. SOURCES OF RECRUITMENT:The sources of recruitment may be broadly divided into two categories: internal sources and external sources. Both have their own merits and demerits. Let’s examine these. Internal Sources:Persons who are already working in an organization constitute the ‘internal sources’. Retrenched employees, retired employees, dependents of deceased employees may also constitute the internal sources. Whenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or even demoted. External Sources:External sources lie outside an organization. Here the organization can have the services of : (a) Employees working in other organizations; (b) Jobs aspirants registered with employment exchanges;
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(c) Students from reputed educational institutions; (d) Candidates referred by unions, friends, relatives and existing employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited applications/ walk-ins. Merits and Demerits of ‘Recruiting people from ‘Within’:Merits :1) Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred on advertising. 2) Suitable: The organization can pick the right candidates having the requisite skills. The candidate can choose a right vacancy where their talents can be fully utilized. Demerits:1) Limited Choice: The organization is forced to select candidates from a limited pool. It may have to sacrifice quality and settle down for less qualified candidates. 2) Inbreeding: It discourages entry for talented people, available outside an organization. Existing employees may fail to behave in the knowledge about suitability of a candidate for a position.’ Known devils are better than unknown angels!’ 3) Inefficiency: Promotions based on length of service rather than merit, may prove to be a blessing for inefficient candidate. They do not work hard and prove their worth.

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4) Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited, higher level positions in an organization. As years roll by, the race for premium positions may end up in a bitter race.

Merits and Demerits of External sources of Recruitment:Merits Demerits 1.Wide Choice: The organization has the freedom to select candidates from a large pool. Persons with requisite qualifications could be picked up. 2. Infection of fresh blood: People with special skills and knowledge could be hired to stir up the existing 3. Expenses: Hiring costs could go up substantially. Tapping multifarious sources of recruitment is not an easy task either. 4. Time consuming: It takes time to advertise, screen, to test and test and to select suitable employees. Where employees and pave the way for innovative ways of working. 5. Motivational force: It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities.

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6. Long term benefits: Talented people could join the ranks, new ideas could find meaningful expression, a competitive atmosphere would compel people to give out their best and earn rewards, etc. suitable ones are not available, the process has to be repeated. 7. De-motivating: Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. The feeling that their services have not been recognized by the organization, forces then to work with less enthusiasm and motivation. 8.Uncertainty: There is no guarantee that the organization, ultimately will be able to hire the services of Suitable candidates. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup. METHODS OF RECRUITMENT:The following are the most commonly used methods of recruiting people. INTERNAL METHODS: 1. Promotions and Transfers This is a method of filling vacancies from within through transfers and Promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc., but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badly lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are

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usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation 2. Job Posting:Job posting is another way of hiring people from within. In this method, the organization publicizes job opening on bulletin boards, electronic method and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company to look for growth opportunities within the company without looking for greener pastures outside. 3. Employee Referrals:Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that “it takes one to know one”. Employees working in the organization, in this case, are encouraged to recommend the names of their friends, working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gestures, companies also consider the names recommended by unions from time to time. External (direct) Methods:1.Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centres. Here the recruiters visit reputed educational institutions such as IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite
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technical or professional skills. Job seekers are provided information about the jobs and the recruiters, in turn, get a snapshot of job seekers through constant interchange of information with respective institutions. A preliminary screening is done within the campus and the short listed students are then subjected to the remainder of the selection process. In view of the growing demand for young managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor & Cable, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs and IITs regularly and even sponsor certain popular campus activities with a view to earn goodwill in the job market. Advantages of this method include: the placement centre helps locate applicants and provides resumes to organizations; applicants can be prescreened; applicants will not have to be lured away from a current job and lower salary expectations. On the negative front, campus recruiting means hiring people with little or no work experience The organizations will have to offer some kind of training to the applicants, almost immediately after hiring. It demands careful advance planning, looking into the placement weeks of various institutions in different parts of the country. Further, campus recruiting can be costly for organizations situated in another city (airfare, boarding and lodging expenses of recruiters, site visit of applicants if allowed, etc.). If campus recruitment is used, steps should be taken by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the organizations and understand and employ effective interviewing skills. Guidelines for campus recruiting: companies using college campuses as recruitment source should consider the following guidelines:  Identify the potential candidates early: The earlier that candidate with top potential can be identified, the more likely the organization will be in a position to attract them.  Employ various means to attract candidates: These may include providing research grants; consulting opportunities to faculty members, funding university infrastructural

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requirements, internships to students, etc. in the long run these will enhance the prestige of the company in the eyes of potential job seekers.  Use effective recruitment material: Attractive brochures, films, computer diskettes, followed by enthusiastic and effective presentations by company officials, correspondence with placement offices in respective campus in a friendly way – will help

in booting the company image in the eyes of the applicants. The company must provide detailed information about the characteristics of entry – level positions, especially those that have had a major positive impact on prior applicants’ decisions to join the company.
 Offer training to campus interviews: Its better to devote more time and resources to train

on campus interviewers to answer specific job related questions of applicants.  Come out with a competitive offer: Keep the key job attributes that influence the decisions of applicants such as promotional avenues, challenging assignments, long term income potential, etc., while talking to candidates.

Indirect methods:1.Advertisements:These include advertisements in newspapers; trade, professional and technical journals; radio and television; etc. in recent times, this medium has become just as colorful, lively and imaginative as consumer advertising. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in organizations, etc. this method is appropriate when (a) the organization intends to reach a large target group and (b) the organizations wants a fairly good number of talented people – who are geographically spread out. To apply for advertised vacancies let’s briefly examine the wide variety of alternatives available to a company - as far as ads are concerned:
 Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has flexibility

in terms of information and can conveniently target a specific geographic location. On the negative side, newspaper ads tend to attract only those who are actively seeking employment at that point of time, while some of the best candidates who are well paid and challenged by
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their current jobs may not be aware of such openings. As a result, the company may be bombarded with applications from a large number of candidates who are marginally qualified for the job - adding to its administrative burden. To maintain secrecy for various reasons (avoiding the rush, sending signals to competitors, cutting down expenses involved in responding to any individual who applies, etc.), large companies with a national reputation may also go in for blind-box ads in newspapers, Especially for filling lower level positions. In a blind-box ad there is no identification of the advertising organization. Job aspirants are asked to respond to a post office box number or to An employment firm that is acting as an agent between the job seekers and the organization.
 Television and radio ads: These ads are more likely to each individual who are not actively

seeking employment; they are more likely to stand out distinctly, they help the organization to target the audience more selectively and they offer considerable scope for designing ads creatively. However, these ads are expensive. Also, because the television or radio is simply seen or heard, potential candidates may have a tough time remembering the details, making application difficult. 2.Third Party Methods: Private Employment Search Firms:As search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria, KPMG; Ferguson Associates offers specialized employment-related services to corporate houses for a fee, especially for top and middle level executive vacancies. AT the lower end, a number of search firms operate – providing multifarious services to both recruiters and the recruitees.  Employment Exchanges:-

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AS a statutory requirement, companies are also expected to notify(wherever the Employment Exchanges Act, 1959, applies) their vacancies through the respective Employment Exchanges, created all over India for helping unemployed youth, displaced persons, ex-military personnel, physically handicapped, etc. AS per the Act all employers are supposed to notify the vacancies arising in their establishments form time to time – with certain exemptions – to the prescribed employment exchanges before they are filled. The Act covers all establishments in public sector and nonagricultural establishments employing 25 or more workers in the private sector. However, in view of the practical difficulties involved in implementing the provisions of the Act (such as filing a quarterly return inrespect of their staff strength, vacancies and shortages, returns showing occupational distribution of their employees, etc.) many organizations have successfully fought court battles when they were asked to pick up candidates from among those sponsored by the employment exchanges.  Gate Hiring and Contractors:Gate hiring (where job seekers, generally blue collar employees, present themselves at the factory gate and offer their services on a daily basis), hiring through contractors, recruiting through word-of-mouth publicity are still in use – despite the many possibilities for their misuse –in the small scale sector in India. • Unsolicited Applicants / Walk-ins:Companies generally receive unsolicited applications from job seekers at various points of time; the number of such applications depends on economic conditions, the image of the company and the job seeker’s perception of the types of jobs that might be available etc. Such applications are generally kept in a data bank and whenever a suitable vacancy arises, the company would intimate the candidates to apply through a formal channel. One important problem with this method is that job seekers generally apply to number of organizations and when they are actually required by the organizations, either they are already employed in other organizations or are not simply interested in the position.

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Alternatives to Recruitment:Since recruitment and selection costs are high (search process, interviewing agency fee, etc.) firms these days are trying to look at alternatives to recruitment especially when market demand for firm’s products and services is sluggish. Moreover, once employees are placed on the payroll, it may be extremely difficult to remove them if their performance is marginal. Some of the options in this regard may be listed thus

Evaluation of Alternative Sources:Companies have to evaluate the sources of recruiting carefully – looking at cost, time, flexibility, quality and other criteria – before earmarking funds for the recruitment process. They cannot afford to fill all their vacancies through a particular source. To facilitate the decision making process in this regard, companies rely on the following: Time lapse data: They show the time lag between the dates of requisition for manpower supply from a department to the actual date of filling the vacancies in that department. For example, a company’s past experience may indicate that the average number of days from application to interview is 10, from interview to offer is 7,from offer to acceptance is 10 and from acceptance to report for work is 15. Therefore, if the company starts the recruitment and selection process now it would require 42 days before the new employee joins its ranks. Armed with this information, the length of the time needed for alternative sources of recruitment can be ascertained – before pinning hopes on a particular source that meets the recruitment objectives of the company. Yield ratios: These ratios indicate the number of leads / contacts needed to generate a given number of hires at a point at time. For example, if a company needs 10 management trainees in the next six months, it has to monitor past yield ratios in order to find out the number of candidates to be contacted for this purpose. On the basis of past experience, to continue the same example, the company finds that to hire 10 trainees, it has to extend 20 offers. If the interview-to offer is 3:2, then 30 interviews must be conducted. If the invites to
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interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly, if contacts or leads needed to identify suitable Trainees to invite are in 5:1 ratio, and then 200 contacts are made. Surveys and studies: Surveys may also be conducted to find out the suitability of a particular source for certain positions. For example, as pointed out previously, employee referral has emerged as popular Way of hiring people in the Information Technology industry in recent times in India. Correlation studies could also be carried out to find out the relationship between different organizational positions. Before finally identifying the sources of recruitment, the human resource managers must also look into the cost or hiring a candidate. The cost per hire can be found out by dividing the recruitment cost by the number of candidates hired.

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SELECTION:Introduction Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation.The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Purpose:The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. Any mismatched in this regard can cost an organization a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the ‘fit’ between people the job. The Process:Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organization to another and indeed, from job to job within the same organization. The sequence of steps may also vary from job to job and organization to organization. For example some organizations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview
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might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people. Steps in Selecting Process  Reception A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favorable impression on the applicants’ right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time.  Screening Interview A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this ‘courtesy interview’ as it is often called helps the Department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit.  Application Blank Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants’ academic, social, demographic, work related background and references. It is a brief history sheet of employee’s background, usually containing the following Things:  ersonal data (address, sex, telephone number) P Marital data
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Educational data Employment Experience Extra-curricular activities References and Recommendations  Selection Testing In this section let’ examine the selection test or the employment test that attempts to asses intelligence, abilities, personality trait, performance the polygraph test, Graphology and integrity test .A test is a standardized, objective measure of a person’s behavior, Performance or attitude. It is standardized because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Over the years employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets the job requirement, most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests are: Intelligence tests Aptitude tests Personality tests Achievement tests Miscellaneous tests such as graphology, polygraphs and honesty tests. .  Selection Interview: Interview is the oral examination of candidates for employment. This is the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidates through various means to the job requirements and to the
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simulation tests including work

sampling and the tests administered at assessment centers- followed by a discussion about

information obtained through his own observations during the interview. Interview gives the recruiter an Opportunity – • • • • • To size up the candidate personally; To ask question that are not covered in the tests; To make judgments on candidates enthusiasm and intelligence; To assess subjective aspects of the candidate – facial expressions, Appearance, nervousness and so forth; To give facts to the candidates regarding the company, its policies, etc. and promote goodwill towards the company.  EVALUATION:Evaluation is done on basis of answers and justification given by the applicant in the interview.  PHYSICAL EXAMINATION: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination.  Medical examination:Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc. Medical examination reveals whether or not a candidate possesses these qualities.  Reference Checks:Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance
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and sometimes from the co-workers. In case the reference check is from the previous employer, information in the following areas may be obtained. They are job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc.Further, information regarding candidate’s regularity at work, character, progress, etc. can be obtained. Often a telephone call is much quicker. The method of mail query provides detailed information about the candidate’s performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to the organization.  Hiring decision:The line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization. A true understanding between line managers and personnel managers should be established so as to facilitate good selection decisions. After taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule.

DATA ANALYSIS AND INTERPRETATION
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Employees in Bharat Sanchar Nigam Limited as on

Company payroll Contract Both

90% 10% 0%

INTERPRETATION Most of the employee are as on company payroll.

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How you recruit employee?

Through internal recruitment Through external recruitment Both

20% 80% 0%

INTERPRETATION Most of the employee, recruit by external recruitment policy.

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If internal,what was the procedure?

Transfer Promotion ReCall

60% 30% 10%

INTERPRETATION They prefer transfer policy to recruit external employee.

39

Are you satisfied with company’s current recruitment policy ?

Yes No

90% 10%

INTERPRETATION Most of the employee are satisfied with recruitmnet policy.

40

What was the time duration between interview regarding selection in company and getting offer letter ? One week One month Six month More than six month 0% 0% 40% 60%

INTERPRETATION More than six month is required to final touch.

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Do you think that presently number of employees is enough?

Yes No

10% 90%

INTERPRETATION In current position number of employee are less.

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Does company ask you for any recommendation to recruit ?

Yes No

15% 85%

INTERPRETATION Company don’t requred any recommendation to recruit.

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Are you satisfy with BSNL selection and recruitment policy?

yes no

76% 24%

INTERPRETATION Most of the people are satisfy with BSNL.

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CONCLUSION
The telecomm companies aims to ensure that the best candidate is selected for the job regardless of age,color,origin,relegion,gender etc.to achive this objective company ensures that all those who are concerned with the recruitment and selection process have a clear understanding of the job to be filled. The purpose of this policy is to ensure that the company will attract and retail the most highly qualified workforce available to them. All the workers of the studied organization felt that this program is beneficial in improving performance, skills, attitude and knowledge effectively and efficiently of doing work.

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SIMILARITIES:

1: BSNL follow both external and internal recruitment as other two companies. 2: Selection procedure is same as in other two companies. 3: Satisfaction level regarding recruitment policy is same in all the three companies i.e. highly satisfied.

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FINDINGS
• •

After the survey we found the satisfaction level of BSNL employee is very high. Most of the consumers go for the BSNL services. Youth feel very comfortable with it. BSNL has been covering the entire segment. BSNL technology is very innovative. A very high segment of youth goes for the name and goodwill of the BSNL.


• • •

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RECOMMENDATION
• • • • •

The company should increase their service stations. More financing option should be available. The company should provide more customer value. Follow up should be increased. Effort should be done for developing the concept of good relationship with consumers. Special offer should be provided by the BSNL.

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Annexure Bharat Sanchar Nigam Limited
Questionnaire (For academic purpose only) Department: Designation: Age: Name:
Q.Emploees in Bharat sanchar limited as on  Company payroll  Contract  Both Q.2 How you recruit employee?  Through internal recruitment  Through external recruitment  Both Q.3If internal, what was the procedure?  Transfer  Promotion  Recall

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Q.4 If external, how? Through Ad. Through Consultancy/emp Exchange Management Level Supervisor Level Workers Through Labour Contractor

Q.5Are you satisfied with company’s current recruitment policy?  Yes  No Q.6 Employee can get the opportunity in BSNL?  After qualifying written and interview  Interview only  Written only  None of them Q.7What was the time duration between interview regarding selection in company and getting offer letter?  One week  One month  Six month

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 More than six month Q.8 what qualification is required at the time of selection? Degree level Management Supervisor Worker Diploma /HSC level SSClevel Below SSC

Q.9Do you ask for any work experience at the time of selection? More than 10 yrs Management Supervisor Worker More than 5 yrs More than 1 yrs Freshers

Q.10 Do you think that presently number of employees are enough? Yes Management Supervisor Workers No

Q.11 What is the criteria to fill up the post? Through promotion Through transfer Through Re Call Through sources

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Management Supervisor Worker

Q.12 Does company ask you for any recommendation to recruit?  Yes  Q.13. No Did you contact the informal contact names in the advertisement?

Yes

No

If Yes, was this helpful?

Yes

No

If No, Why not?

BIBLIOGRAPHY
Http: www.bsnlindia.com http: http: www.wikipedia.org Philip Kotler, Marketing Management,
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I have used the following source for finding the data

A. Research methodology

-

C.R. Kothari

Literature from the web site www.bsnl.org.document.info.practicescordinal.org www.bsnl.in.office.document.class.infoexe.ogr http://www.bsnlindia.com

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