PROJECT REPORT ON RECRUITMENT & SELECTION IN BHARTI AIRTEL SERVICES LTD

SUBMITTED BY: MR. NEERAJ KUMAR REGISTRATION NO.510914656

SIKKIM MANIPAL UNIVERSITY (DISTANCE EDUCATION) CENTRE CODE: 02780
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ACKNOWLEDGMENT
I have had considerable help and support in making this project report a reality.

First and foremost gratitude goes to Mr. Abhishk Khurana (Manager HR), who provided me all the guidance and support in realizing the dissertation.

I must thank the employees of the Bharti Airtel Services Ltd.

I am grateful to all those who obliged me with their support and helped me in converting my collection of data and information into a research study.

At the end I would like to thank God who was always there with me & will always be supporting me in our work.

Mr. Neeraj Kumar Roll No.510914656

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PREFACE
Successful human resource planning should identify organization's own human resource needs. Recruiting is discovering of potential candidates for actual anticipated organizational vacancies. Or, from another perspective, it is a linking activity - bringing together those with jobs to fill and those seeking jobs. Recruiting is the discovering of potential candidates for actual or anticipated organizational vacancies. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. Factors Influencing Recruiting Efforts An organization with one hundred thousand employees will find itself recruiting potential applicants much more often than will an organization with one hundred employees. he personnel dept. people were considered responsible for carrying out thankless errand-type jobs. Personnel as a job were considered necessary but unimportant. WHY WE CHOSE RECRUITMENT AND SELECTION FOR OUR STUDY JUSTIFICATION It is important to study Recruitment and Selection because through it we can identify our human resource needs. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. There are internal and external sources as well as employee referrals/recommendation. In this project we are studying recruitment and selection process of. To find out actual recruitment and selection process of Software Company is our main objective of study. We also have the picture of Selection cost of the company RECRUITMENT AND SELECTION PROCESS Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.

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friends and relatives of present employees.” (f) To provide individual employees with the maximum of employment security. Size of the organization and the number of employees employed. frequent lay-off or lost time. Human resource planning strategy of the company.” A good recruitment policy must contain these elements: (a) Organization’s objectives . women employees. including promotions and transfers. Growth and expansion plans of the organization. (g) To provide each employee with an open road and encouragement in the continuing development of his talents and skills. (i) To assure employees of fairness in all employment relationships. It may also involve the organization system to be developed for implementing recruitment program and procedures to the employed. job-family-wise. iv . and finally. attitudes of enterprise in recruiting its old employees. (b) To find and employ the best qualified persons for: each job. Cost involved in recruiting employees. RECRUITMENT POLICY It may embrace several issues such as extent of promotion from within.both in the short-term and long-term -must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel -area-wise. (d) To offer promising opportunities for life-time working careers.The internal factors are: (i) (ii) (iii) (iv) (v) Recruiting policy of the organization. avoiding. (h) To assure each employee of the organization interest in his personal goals and employment objectives. and (e) To provide programmes and facilities for personal growth on the job. handicaps. (c) To retain the best and most promising of those hired. part-time employees. minority groups.

TABLE OF CONTENTS
S.No 1. TOPIC CHAPTER-I INTRODUCTION
• • • • OVERVIEW OF INDUSTRY AS A WHOLE PROFILE OF THE ORGANISATION PROBLEMS OF THE ORGANISATION COMPETITION INFORMATION S.W.O.T ANALYSIS OF THE ORGANISATION 51-53 51 51 51 52 52

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1-50 1 25 48 49 50

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CHAPTER-II OBJECTIVES AND METHODOLOGY
• • • • OBJECTIVES SCOPE OF THE STUDY MANAGERIAL USEFULNESS OF THE STUDY METHODOLOGY LIMITATIONS

3. 4. 5. 6. 7.

CHAPTER-III CONCEPTUAL DISCUSSION CHAPTER-IV DATA ANALYSIS CHAPTER-V CONCLUSIONS & SUGGESTIONS APPENDICES BIBLIOGRAPHY

54-70 71-87 88-90 91-92 93

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Chapter-1.O

INTRODUCTION
• OVERVIEW OF INDUSTRY AS A WHOLE Telecommunication Market in India
Technological changes in the telecom and computers have radically changed the business scenario. In turn, the new demands of business have spurred many telecom based technological innovations. In order to exploit these innovations for competing in global markets, business community the world over has been putting pressure on governments to revise the policy, regulation and structure of the telecom sector. Several countries across the world have responded by restructuring the state controlled telecom service provider, increasing private participation, and deregulating service provision. The emergent organizations have attempted to be more responsive to the business needs and have evolved mechanisms to remain competitive even under tremendous pressures. Over the past several years, developing countries have also recognized the important role a responsive, business oriented and technologically advanced telecom sector plays in the growth of the economy. Many developing countries now accept the limitations of a monolith state monopoly in responding to the twin challenges of spurring internal growth and competing in an increasingly global economy. Past experience of reform across many countries suggests that the fundamental underlying issue that must be addressed in telecom reform is introduction of competition for efficiency. Competition is considered to be an important factor than ownership in introducing efficiency. India's 21.59 million-line telephone network is one of the largest in the world and the 3rd largest among emerging economies (after China and Republic of Korea). Given the low telephone penetration rate India offers vast scope for growth. It is therefore not surprising that India has one of the fastest growing telecommunication systems in the world with system size (total connections) growing at an average of more than 20 percent over the last 4 years. The industry is considered as having the highest potential for investment in India. The growth in demand for telecom services in India is not limited to basic telephone services. India has witnessed rapid growth in cellular, radio paging, value-added

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services, internet and global mobile communication by satellite (GMPCS) services. This is expected to soar in the next few years. Recognizing that the telecom sector is one of the prime movers of the economy, the Government's regulatory and policy initiatives have also been directed towards establishing a world class telecommunications infrastructure in India. The telecom sector in India therefore offers an Airtell environment for investment. The telecommunications initiative in the country is lead by Ministry of Communications through the Department of Telecommunication & Department Telecom Services and its undertakings for provision of basic telephone services, national and international long distance communications, manufacture of complete range of telecom equipment, research and development, and consultancy services. The Telecom Commission performs the Executive and Policy making functions. The Telecom Regulatory Authority of India performs the functions of an independent regulatory body. Indian Telecom Sector to Be Most Vibrant In 2010 In 2010 we believe that Indian Telecom industry expects to continue with its fast pace of subscriber additions, at least 11 million per month, launch of 3G and Wi MAX spectrum, while tariff would continue to slide during the year. The industry having crossed the 500 million subscriber mark earlier in September 2009 itself, the next milestone would be 750 million. (Global research and analysis firm Gartner, in a recent study, estimates Indian mobile users to touch 771 million by 2013). However, this would be a long way off, even though subscriber addition is expected to continue at fast pace in 2010 as companies expand networks to rural areas and new firms commence operations. 3G One of the main catalysts for growth would be the launch of 3G and WiMAX spectrum, expected to take place by mid-January. 3G, or third generation telecom services, would result in addition or more subscribers as they would bring in a host of data-enabled services to the industry, and growth would come in from both voice and data. Wi MAX Additionally, Department of Telecommunications (DoT) had announced the simultaneous auction of WiMax spectrum that would result in adding of additional 2

Group Overview Founded in 1976. the infrastructure majors will increase the pace of tower rollout across all the 22 circles in the country. Apart from an expected consolidation in the sector. Infrastructure operators The year 2010 would be that of the infrastructure players. Bharti started its telecom services business by launching mobile services in Delhi (India) in 1995. retail. Since then there has been no looking back and Bharti Airtel. This. The industry expects telecom companies to launch terrestrial cables with 50 GB capacities each. Tariffs Cheap call tariffs and mobile handsets were other factors that drove demand in 2009. and foods. 3 . by Sunil Bharti Mittal. to be hiked depending on demand. the group's' flagship company. according to industry analysts. Bharti has grown from being a manufacturer of bicycle parts to one of the largest and most respected business groups in India. This coupled with a planned increase by operators this year and next year. The industry also expects launching of innovative and customer friendly schemes like the one second billing in 2010. would also benefit the industry. With its entrepreneurial spirit and passion to undertake business projects that are transformational in nature. and telecom companies are expected to continue price was both in call rates and instruments in 2010. Bharti has created world-class businesses in telecom. Bandwidth An expected increase in bandwidth landing in the country. financial services. These schemes would continue to help in improving tele-density and penetration of telecom services in rural and semi-urban areas in the country. with telecom companies are laying more submarine cables. will result in telecom sector’s exponential growth. would also result in an increase in capacity landing at Indian shores. A host of telecom operators are expected to join the bandwagon for WiMax spectrum. This would be beneficial to bandwidth-intensive sectors like BPO.data-enabled customers on telecom networks. has emerged as one of the top telecom companies in the world and is amongst the top five wireless operators in the world. IT and banking.

Madagascar.Through its global telecom operations Bharti group has presence in 21 countries across Asia. The group has growing interests in other areas such as telecom software. 4 .000 underprivileged children and youth in India. Congo Brazzaville. and distribution of telecom/IT products. Africa and Europe .life insurance. Sri Lanka. Democratic Republic of Congo. Axa Group is the partner for the financial services business and Del Monte Pacific for the processed foods division. With a vision to build India's finest conglomerate by 2020 the group has forayed into the retail sector by opening retail stores in multiple formats . Bharti strongly believes in giving back to the society and through its philanthropic arm the Bharti Foundation it is reaching out to over 30. IBM. and Zambia. Singtel.to customers across India. Over the years some of biggest names in international business have partnered Bharti. Guernsey. What sets Bharti apart from the rest is its ability to forge strong partnerships. Uganda. Tanzania. • Use the experience it has gained from operating its existing mobile networks to develop and operate other mobile networks in India and to share the expertise across all of its existing and new circles. general insurance and asset management . Burkina Faso. The group offers a complete portfolio of financial services .small and medium . Niger. training and capacity building. Ghana. Chad. Malawi. real estate. Ericsson. Jersey. Currently. Bharti also serves customers through its fresh and processed foods business. the group has diversified into emerging business areas in the fast expanding Indian economy. Seychelles. Kenya. Sierra Leone. Nokia Siemens and Alcatel-Lucent are key partners in telecom. Walmart is Bharti's partner for its cash & carry venture. Bangladesh. Nigeria.India.as well establishing large scale cash & carry stores to serve institutional customers and other retailers. Over the past few years. Gabon. Mobile Strategy • Capture maximum telecommunications revenue potential with minimum geographical coverage to maximise its revenues and margins. Build high quality mobile networks by deploying state-of-the-art technology to offer superior services.

Given the current growth trends. The Indian government has merged the IT and Telecom Ministries to speed up reforms and decision on the Communication Convergence Bill to enable the common regulation of the Internet. Vodafone. has a subscriber base of 37 lakh subscribers. Tata and Reliance and with the State sector incumbents-BSNL and MTNL has brought about a significant drop in tariffs. • Provide affordable tariff plans to suit each segment of the market with a view to expand the reach. The Government has played a key enabling role by deregulating and liberalizing the industry. thereby increasing the mobile customer base rapidly. Private operators have made mobile telephony the fastest growing (over 164% p. INDIAN CELLULAR MARKET The Bharti Group. BSNL. With more than 33 million users (both CDMA and GSM). with 50 lakh subscribers.) in India. offering high quality customer support. An independent regulatory body (TRAI) and dispute settlement body (TDSAT) is fully functional. continues to be the country's largest cellular operator.a. Intense competition between the four main private groups . Thus BSNL stands second largest cellular 5 . Today it is the fastest growing market in the world and represents unique opportunities for UK companies in the stagnant global scenario. these have all been addressed now.• Attract and retain high revenue generating customers by providing competitive tariffs. resulting in a boom time for the consumers. India requires incremental investments of USD 20-25 bln for the next five years. resulting in litigation. cellular connections in India will surpass fixed line by late 2004/early 2005. While there were regulatory irregularities earlier. which operates in 22 circles. Customs duties on hardware and mobile handsets have been reduced from 14 percent to 5 percent. broadcasting and telecoms will be taken after the new Government assumes responsibilities in may this year. Accordingly. There has been almost 74% in cell phone charges. wireless is the principal growth engine of the Indian telecom industry.Bharti. ushering in competition and paving the way for growth. proactive retention programs and roaming packages across all of its mobile circles. The Indian telecommunications Network with 250m telephone connections is the fifth largest in the world and is the second largest among the emerging economies of Asia. 70% in ILD calls and 25% drop in NLD charges. which operates in 23 circles.

31 lakh last month. which operates in only eighteen circles. it has been the government's New Telecom Policy (1999) that has had the most radical impact on the development of GSM services.' Competition in the mobile sector has already had a visible impact on prices with calls currently costing less than 9 cents per minute. This means that service costs have fallen by 60 per cent since the first GSM networks became live in 1995. Unlike fellow public sector undertaking. More significant liberalisation followed in 1996 with the licensing of new local fixed line and mobile service providers. In addition. The subscriber numbers per operator drop sharply with the sixth largest operator.GSM India With a population of around 1. Much of this success can be attributed to the stabilisation of the licensing and regulatory environment. It also helps 6 . BSNL has been a very aggressive player in the market.7 per cent a year. The cellular subscriber club expanded by 21. which operates in Seven circles. having a subscriber base of 9. is the fourth largest operator with a subscriber base of 17. with a base of 8. were taken by surprise and did not take effective steps to counter it. till it was too late in the day.40 lakh. India is potentially one of the most exciting GSM markets in the world. Airtel.9 lakh subscribers.80 lakh. displacing Vodafone from the second position. After two rather difficult years. is the third largest operator with a subscriber base of 32 lakh.31 lakh subscribers across four circles. MTNL. Vodafone. Spice Communications. higher than BPL's 11.1 billion growing at roughly 1. There is a genuine commitment to creating a modern and efficient communications infrastructure that takes account of the convergence of telecom. 'The policy's mission statement is 'affordable communications for all'. the policy places significant emphasis on greater competition for both fixed and mobile services." said a telecom analyst. followed by Reliance Telecom's 8. the past 12 months have seen the region's promise beginning to come to fruition. "Cellular operators who expected BSNL to go the MTNL way.32 lakh subscribers.operator in terms of subscriber base at the end of the fiscal ending March 31. IT and media. which operates in Mumbai and Delhi. MTNL is the ninth largest operator. India's telecommunications have undergone a steady liberalisation since 1994 when the Indian government first sought private investment in the sector. However. 2007. GSM MARKET IN INDIA Regional Interest Groups .

which cover the seven largest cities. 300 billion over the next five years. It also supports automatic international roaming.explain why a recent Telecom Asia survey revealed that more than 70 per cent of Indian mobile subscribers felt that prices were now at a reasonable level. India has more than 40 networks. Globally. India is a success story. and is an open mobile standard. president of GSA. WAP services have already been launched in the subcontinent and the first GPRS networks are in the process of being rolled out. the target of 150 million subscribers by 2007-2008 is definitely achievable. he said. The good news is that subscriber growth is beginning to look healthy. according to the Global Mobile Suppliers Association. Hadden said: "GSM is the world's most successful mobile standard with over 1 billion users. adding GSM accounted for 80 per cent of the new subscriber growth in 2005. At this pace."Almost every Latin American operator has chosen GSM. It is estimated that more than Rs200 billion had been invested in India's GSM industry by mid-2000." he said. the GSM market reached 1 billion users in February 2005. INDIA FASTEST GROWING GSM MART India is expected to have 145 million GSM (global system for mobile communications) customers by 2009-10 compared to 26 million subscribers as on March 2005. said at a news conference in New Delhi. GSM India will work with its members to realize the potential of early packet services in anticipation of the award of 3GSM licenses. "For GSM." Alan Hadden. Such depth of coverage has required enormous investment from India's operators. In North America GSM growth is bigger than CDMA (code division multiple access). which is a major contributor to business plans. In the year ahead. over 7000 towns and several Lacs villages. It is one of the fastest growing markets with its subscriber base doubling in 2005. a figure that is set to be supplemented by a further Rs. Commenting on the raging debate over GSM versus CDMA in mobile services arena. With India's low PC penetration and high average Internet usage -at 14-20 hours a month per user it is comparable to the US -the market for mobile data and m-commerce looks extremely promising. One of the challenges facing GSM operators in India is the diversity of the coverage regions -from remote rural regions to some of the most densely populated metropolitan areas in the world." 7 .

which has not significantly improved the subscriber’s experience of surfing the Net on/from mobile.DOES GSM HAVE THE EDGE? GSM operators are not the only ones who are worried about the rapid strides made by CDMA mobile players Reliance Infocomm and Tata Indicom in the Indian cellular market? The GSM suppliers – both handset and equipment . In comparison.000 lakh GPRS users only. an optimism that it’s trying to make GSM operators feel as well. All these sets are data 8 . the country has between 2.61 crore.who incidentally also have their other foot firmly placed in the CDMA pie. which can give hi-speed.80. Global mobile Suppliers Association (GSA) now believes that even though India will primarily remain a voice traffic-led market in next two-three years. Alcatel and Lucent Technologies . the data traffic component will grow by 25-30 per cent. Siemens. has the vendors worried. on the other hand. Vodafone. are beginning to lose some sleep over what was earlier termed as `niche’ and `minuscule’ data carriage market by the operators Apart from the strong success of the two CDMA operators whose networks are based on code division multiple access (CDMA). and other data services. Ericsson. Only Airtel. always-on connectivity to the Internet. have had to migrate from the frustrating experience of WAP (wireless application protocol) to GPRS. but the data transfer speeds of GPRS have been abysmal. a major reason why GPRS growth has been so slow. GSM operators. The field trials gave a speed of around 54 kbps. BPL Mobile and Airtel Cellular had launched GPRS. but the actual speeds have not exceeded 14-18 kbps. THE CDMA CHALLENGE CDMA players had launched their services with CDMA 2000 1X-based networks. the two CDMA operators have about 120 lakh connections. As against the total GSM cellular base of 5.met on Tuesday in the capital to persuade the operators to adopt EDGE (Enhanced Data rates for GSM Evolution) and leave GPRS behind as a dream gone sour. The top brass of GSA. an organisation comprising Nokia. the miserable showing of the four global standard for mobile (GSM) based networks that launched general packet radio service (GPRS) service for data connectivity in last three years.

EDGE holds the promise of delivering data speeds of around 170-180 kbps (as against the theoretical speed of around 380 kbps) which. up from nine million in December 2004. BHARTI IS ALMOST THERE But first. Though no figures are available as to how many use these for data services.compliant. The scalable cost of migrating from GPRS to EDGE is not too high and mainly comprises software upgrades in case of a modern network such as Bharti and Hutch. Overall.” said Hadden. promises the launch of many data applications. there are over 1. pointed out Hadden at the GSM Evolution Forum. if achieved. The company was the first to conduct field trials in November with its equipment supplier Ericsson. were migrating gradually to GSM.1 billion GSM subscribers worldwide as against 250 million CDMA customers. Even the migration to a full-fledged 3G level of Wideband CDMA (WCDMA) will be smooth with EDGE. According to GSA. sources said. “People are using their phones for much more than voice. claimed chairman of GSA India chapter Rakesh Malik. WILL GSM MAINTAIN ITS HEADSTART? At the GSM Evolution Forum held in New Delhi. not CDMA. Almost every country has a GSM-based network and even those US operators. but perhaps after seeing the response to Bharti’s service. the EDGE! Bharti Cellular is close to commercially launching its EDGE service in Delhi and Mumbai by end May or early June. Airtel too held EDGE field trials in February this year with its vendor Nokia. GSA president Alan Hadden predicted that GSM growth will far outstrip CDMA as was happening globally. 9 . Fifteen networks have commercially launched EDGE as it can run 3G like services in the existing spectrum for the operators without needing a 3G license. He felt India could have as many as 200 million GSM subscribers by 2007-2008. The revenue of top 25 global operators from data averages 18 per cent and 22 of these operators run GSM networks. there are 76 operators in 50 countries that have committed to deploy EDGE. Vodafone and BPL are yet to hold the trials. The two companies would eventually migrate to EDGE. The Forum is a global GSA program to assist the operators for evolution to third generation (3G) technologies. the figure is believed to be respectable as a percentage ratio for CDMA. which operated on now-defunct TDMA technology.

but Indian market could well throw an interesting scenario that industry experts will do well to watch. capable of delivering services comparable to 3G WCDMA. besides high-speed Internet and e-mail access. according to CDMA Development Group. Reliance plans to offer its CDMA subscribers much more than what GSM players intend to deliver through their EDGE for their subscribers. But the real cruncher will be the migration at a later stage to 3G technologies such as WCDMA. The first CDMA 2000 1X was commercially deployed in October 2000. the Americas and Europe. including video telephony.“Besides. At least. EV-DO and EV-DV are the next level of evolution on the CDMA 2000 1X platform. But CDMA is no pushover with Korea and Philippines as the shining jewels in its crown. More importantly. WCDMA for example promises delivery of a phenomenal 2 megabytes per second (mbps). subscribers can expect the delivery of advanced mobile services such as easy downloading of video and music clips. full multimedia messaging. WCDMA will spawn a whole new range of full motion audiovideo applications. END SUM GAME When the networks deploy EDGE. 81 operators have launched 77 CDMA 2000 1X networks whereas nine have launched services based on 1xEV-DO platform across Asia. GSM lobby may continue to remain gung ho over the future of their technologies over that boosted by the American firms Qualcomm and Motorola. the automatic roaming provided by GSM networks in almost 200 countries is a power that CDMA doesn’t give you. equivalent to what a leased line in many middle level corporate gives. 16 new 1X and six 1xEV-DO networks are scheduled to be deployed in 2004. 10 . MOBILE HISTORY IN INDIA In the early 1990s.” he added. provided their handset supports all this. the Indian government adopted a new economic policy aimed at improving India's competitiveness in the global markets and the rapid growth of exports. Already. We know for sure that almost 20-25 per cent of the revenue for some GSM operators comes from roaming customers. EV-DO or EV-DA as and when the government decides what to do with the 3G licences. In the coming months. Key to achieving these goals was a world-class telecom infrastructure.

. tra lai em niem tin thang nam qua ta dap xay. three circles or both. the old fixed-licensing regime was to be replaced by a revenue-sharing scheme whereby between 8-12 percent of cellular revenue were to be paid to the government. GSM cellular industry .6 cr people are using mobile phones in India today. There Tra lai em niem vui khi duoc gan ben em.t35.com CDMA was 71.com impressive growth of 106%. http://nhatquanglan6. tra lai em loi yeu thuong em dem. For the auction. unTra lai em niem vui khi duoc gan ben em. while West Bengal and Assam had only one bidder each. In 1996. the telecom service areas are divided into four metros (New Delhi. tra lai em loi yeu thuong em dem. The circles are further classified under "A..t35." "B" and "C." with the "A" circle being the most attractive and "C" being the least attractive. Of the total mobile subscriber base. Chennai and Kolkata) and 20 circles. Prior to the creation of TRAI. Modi Telstra in Kolkata in August 1995. High license fees and excessive bids for the cellular licenses put tremendous financial burden on the operators. The first cellular service was provided by. it was stipulated that no firm can win in more than one metro. the Telecom Regulatory Authority of India (TRAI) bill was introduced in the Lok Sabha. a new telecom policy was put in place (New Telecom Policy [NTP] 1999). 2007 with Reliance accounting for over 6. followed by Tata Teleservices 11 and AIRTEL . Under this new policy. http://nhatquanglan6. licensing and telecom operations.showed . Mumbai.. The government decided to set up TRAI to separate regulatory functions from policy formulation. The regulatory body at that time — the Department of Telecommunications (DOT) — allocated two cellular licenses for each metro and circle. these functions were the sole responsibility of the DOT. by 1999 many operators failed to pay their license fees and were in danger of having their licenses withdrawn. BSNL. Gio day chi la nhung ky niem buon.4 million subscribers. tra lai em niem tin thang nam qua ta dap xay. In March 1999. Over 3.led by Bharti. which roughly correspond to the states in India.5 lakh at the end of March.In India. More than 150% growth over last fiscal. and the president officially announced the TRAI ordinance on 25 January 1997. The circles of Jammu and Kashmir and Andaman and Nicobar had no bidders. Gio day chi la nhung ky niem buon. diverting funds away from network development and enhancements. As a result. Thirty-four licenses for GSM900 cellular services were auctioned to 22 firms in 1995.. being attributed to increased competition and sharp fall in tariffs during the past 12-15 months.

650 offering latest features like high resolution colour screens. Kejian has tied-up with the newly floated Trust Telecom Technologies (part of Rs. marketing and service of the mobile handsets in India and SAARC region. The industry has witnessed an explosive growth in 12 .4 million last March. no you don’t because soon there will be a billion Indians talking.40-crore in marketing promotions this year to establish the brand's identity. To start with.4. But the ever cheaper pricing plans are coming to make mobile a commodity like shampoos and soap.1 million at the end of March. The company plans to spend close to Rs. followed by Tata Teleservices (Indicom).EARLIER ROADBLOCKS AND THEIR RESOLUTION Indian Cellular market immediately after the first round of licensing in 1994-96 was beset by several problems for 3 .4 million subscribers. Of the total mobile subscriber base. followed by Tata Teleservices (Indicom). video cameras and sleek looks.000 customers. BSNL and Vodafone . Now with the launch of the Chinese mobile brand Kejian has been launched in India. the company has launched four GSM models in the price range of Rs. So far the youth and upper middle class has led the growth and bought into mobile lifestyle. 2007 with Reliance accounting for over 6.4 million subscribers. up from 13.2 lakh customers.CDMA was 7.having 6. 2007 with Reliance accounting for over 6. GSM cellular industry .4 million last March. There were 26. Some of these roadblocks / current position is tabulated below: AN OVERVIEW OF INDIAN TELECOM INDUSTRY The Indian telecom industry is the eighth largest in the world and the second largest among emerging economies. way behind at 620. up from 13. BSNL and Airtel . Can you hear me now. There were 26. 905 to Rs. GSM cellular industry .CDMA was 7. way behind at 620.1 million GSM subscribers at the end of March 2007. 15 lakh subscribers joined the GSM base last month and over 4 lakh opted for CDMA mobile phones.led by Bharti.1 million at the end of March.4 years till the New Telecom Policy of 1999 was announced.16.led by Bharti. Of the total mobile subscriber base.000 customers.1 million GSM subscribers at the end of March 2006. INDIAN CELLULAR MARKET .600-crore Rajgarhia Group) for sales.showed impressive growth of 106 per cent.showed impressive growth of 106 per cent.

The gradual opening of the economy has ensured steady growth even at the time when other countries were in the grip of a massive slow down.recent years. The cumulative investment up to the year 2006 to meet demand for cellular mobile and radio paging services is estimated at US$ 8 billion and US$ 1 billion respectively. • • Basic voice services. growth in telecoms is in value added services. This is way below international standards and is not becoming of a country aspiring to be a major player in the global economy of the 21st century. up to 2006. The Indian telecom market size of over US$8 bn is expected to increase three fold by 2020. is estimated at US$ 3. but in “developing” countries like India. licence 13 . Besides. Revenues from voice and data services are expected to increase sharply due to surge in usage. Listed below is the present scenario and progress of the Telecom sector in India: • India has a mere 1. Teledensity has more than doubled from 2.8 percent in 2008. VSAT services have not taken off in India. The Indian Economy is on a path of resurgence.5 billion. Progressive reforms such as removal of restrictions on foreign investment and industrial delicensing are responsible for this growth Such structural changes have had a positive impact on the telecom sector and a compounded annual growth rate of 13.43% is estimated for 2007-2008(Frost & Sullivan). the priority is on providing basic telephony and using telecom to improve people’s lives. Telecom Industry in India At A Glance In so-called “developed” countries. This means that opportunities for investment in this sector are immense. is the biggest market.2 telephones for every 100 of its people.3 percent in 1999 to 4. The future of the industry lies in mainline and cellular segments and constant technological innovations such as Internet Protocol (IP).based services. Demand for electronic mail. Installation of around 25 million direct exchange lines requires an investment of US$ 22 billion. • • Investment in Value Added Services (VAS). videoconferencing is not strong enough to justify investment.

US West. Singapore Telecom. Though SMS applications are quite popular in the youth segment.7% rise in the first quarter of the current fiscal. Telstra." GSM PLAYERS CLOCK HIGHER QUARTER ONE INCOME Private GSM mobile operators recorded 5. reveals that talking consumes over 85 per cent of the pre-paid card value and over 70 per cent usage value of post paid users. 14 . too A survey of cellular users conducted in Delhi sometime back. A similar trend is prevalent worldwide. As per TRAI (Telecom Regulatory Authority of India) data. Bezeq. One must not forget electronic "top-ups" through bank ATMs. but ask any collegian whether she would fancy a device with text messaging data capability alone she would snap back "SMS / MMS is cool but voice is hot. 80 per cent of new mobile subscriber additions every month is still in the pre-paid category only. Fujitsu. Previous quarter witnessed a 43% rise in the revenue if we compare this figure with the previous quarter of April 05. Siemens. In its performance Indicators of Telecom Services released last June the average monthly minutes of usage (MoU) for cellular services have been shown as steadily growing from 210-222 minutes in FE 2006-2007 to 301-322 in FE 2007-2008. Sprint. but ask any collegian whether she would fancy a device with text messaging data capability alone she would snap back "SMS / MMS is cool but voice is hot." Though SMS applications are quite popular in the youth segment. Qualcomm. Because during March gross revenue was 3557 crore which has increased by 3760 crore for the quarter ending June 2008. However the average revenue per user (ARPU) has declined by 2. Hughes. The pre paid market is thoroughly voice driven hence companies like Pre-Paid India (with brand Oxigen) and E-charge Tech are trying to en-cash this phenomenon by voucher free charging through electronic re-charging of pre-paid mobile customers. • The telecom sector has witnessed the presence of many leading foreign companies including US companies: AT&T. Philippine Telecom.fees to be paid to the Department of Telecommunications (DoT) are too high given the size of demand. Motorola.89%about Rs 11 per subscriber from Rs 401for the quarter ending march 2008to Rs 390 for the quarter ending June 2008. Harris. Nokia. Nynex. Alcatel. and Bell Canada among others. These facilities were introduced for aiding voice telephony. Ericsson. NTT.

On February 4 the cabinet eased the ceiling on foreign direct investment (FDI) in the telecom sector to 74 per cent from 49 per cent." said Maran.16 % stake in Vodafone son Vodafone for Rs 657 crore. In April 1998 max India had sold its 41 % equity in the Mumbai circle to Vodafone son for Rs 561 crore • What is the state of the telecom industry in India? According to an Ernst & Young study. cellular. the growth in fixed lines has been negligible. from 41.48 million connections in March 2009 to 42.16% in Vodafone for Rs 657 crore On 18th October Vodafone Teleholdings signed an agreement with Max Televentures to acquire the latter’s 3. ISD.Source Business line 10 Aug 2010  Private basic phone firms call for number probability Private basic operators have asked the telecom regulatory authority of India (Trai) to implement number portability in fixed line telephony. STD. global mobile personal communication services and other value-added services. The all cash deal is priced at Rs 607 per share. Remarkably max has made 3. public mobile radio trunked services. the telecom subscriber base is expected to reach 203 million by 2009 and revenues are expected to touch $23-25 billion by 2009. merely 3%. unified access services. FDI will be allowed in basic.58 connections in March 2010 • conditions apply… 74% telecom FDI hike is transparent but Communications minister Dayanidhi Maran flags off a new move that will see Indian CEOs and directors ruling over foreign investors in the telecom sector. "We need at least $20 billion (Rs86. However.16% stake then when it sold a 41% stake over seven years ago. The mobile phone sector in 2009-10 registered three times higher growth in 2009-10 than what was reported in 2008-09. Source Business line 21 Aug 2010 Airtel buys Max’s 3. The increase in the FDI limit is expected to usher in a 15 . Trai is currently working on bringing number portability in mobile telephone services. VSAT. The industry added 21 million mobile connections 2009-10. Under number portability a subscriber can retain his /her number even while switching to a new service provider. 740 crore) of investment and part of this has to come as foreign direct investment.

"The policy will be announced soon. 000 crore Source http://infotech. the union minister for communications." According to him the new policy will also address whether net telephony would be allowed within India.cms • Market? How will this FDI cap hike affect the According to an Economic Times report. the government is drafting a new telecom policy.20 per cent jump in foreign investments in the telecom sector within the next two years from the current Rs10. It is possible now that Bharti might opt for a fresh ADR issue where existing investors could offload part oftheirstakes. Bharti had earlier mentioned that they were looking at an overseas listing. Cell phone companies such as Vodafoneison Vodafone and Airtel Cellular have been waiting in the wings. information and technology. • Transparent Our Corporate Bureau Trai Directs Telecom Firms To Make Tariffs 16 . Announcing this in Chennai. • Bharti And IBM To Offer Managed Services New Delhi: Bharti Tele-Ventures Ltd and IBM Global India on Thursday have announced the launch of managed services under their `Joint Go-To-Market' programmed that the companies signed a year back The two companies will jointly develop and market telecom and IT solution to the enterprise market in India.indiatimes. The initial offering portfolio will include managed hosting services and business resiliency and continuity services • Corporate Bureau 18 August 2010 New telecom policy on the anvil Our Chennai: In order to sort out the various issues bogging down the country's telecom sector. We would like to remove all the artificial barriers that hinder the sector. to exit the company. preparing to go public for sometime now. the FDI hike could also impact the sponsored ADR issue planned by Bharti to help Warburg Pincus.com/articleshow/msid-1014557. curpg-4. said. one of the early investors.

offering high quality customer support. The Current Cell-Market Scenario Current Position High license fees Migration to revenue sharing mode in 2008 mitigates high initial fund requirements for payment of license fees. proactive retention programs and roaming packages across all of its mobile circles. Inadequately funded businesses / weak and fragmented promoters Businesses that have since been adequately funded growing at over 60% per annum. while businesses with weak promoters continuing to languish . Build high quality mobile networks by deploying state-of-the-art technology to offer superior services.The Telecom Regulatory Authority of India (TRAI) has asked operators to provide customers with details of their tariff plans within a week of activating the service. • Use the experience it has gained from operating its existing mobile networks to develop and operate other mobile networks in India and to share the expertise across all of its existing and new circles. 5) Based on data released by the COAI on the total number of persons subscribing to mobile services in our licensed areas. 3) Comprises the circles of Delhi. 1) Comprises the circles of Delhi and Himachal Pradesh. • Attract and retain high revenue generating customers by providing competitive tariffs. thereby increasing the mobile customer base rapidly. Karnataka. Mobile Strategy • Capture maximum telecommunications revenue potential with minimum geographical coverage to maximise its revenues and margins. • Provide affordable tariff plans to suit each segment of the market with a view to expand the reach. Karnataka and Andhra Pradesh. Himachal Pradesh. The regulator has also directed the operators to intimate any changes in tariff of the chosen package in writing to subscribers. 2) Comprises the circles of Delhi. 4) Comprises the sixteen operational circles of Bharti Tele-Ventures. Andhra Pradesh and Chennai. Himachal Pradesh.spate of 17 .

pass through income. Pay Phones. and operations of telecom services for the whole of India 18 . The department of telecommunication (DoT). an apex level body. Intelligent Network (IN) Services History of Indian Telecom Sector Telecom sector was a state monopoly until the mid eighties when the liberalization process started. spectrum availability and allocation and the like remained unresolved for long periods. with 4/5 major groups emerging in the last one/two years. INMARSAT Data Service. management. Voice Mail. The planning commission. with operations and policy making roles vested in different bodies. risks on pass through income to DOT / MTNL (Mahanagar Telecom Nigam Ltd. competed with other developmental priorities of the government for a share in resource allocation. engineering. Telegraph Services (Manual & Automatic). Gateway Packet Switched Data Services (GPSS). Video-Tex. ISDN.) resolved to the satisfaction of all parties with changes in methodology / revenue sharing. Deptt of Telecommunications (DOT) restructured. NSD/ISD Services. Audio-Text. Home Country Direct Service. Internet. spectrum availability cleared with vacation of frequencies for usage by GSM operators. Regulatory authority not in place Telecom Regulatory Authority of India (TRAI) firmly in place. Interconnect terms since rationalized. Issues relating to unfavorable interconnect terms for private operators. Electronic Mail. and its role being accepted by all operators. installation. Gateway Electronic Data Interchange Service (GEDIS). intra circle long distance allowed. National & International Leased Lines Circuits. V-SAT. Computerized Trunk Services. Telex. Planning. maintenance. Satellite-based Remote Area Business Message Network. Video Conferencing. under the Ministry of Communication administered telecom services. X-25 based Packet Switched Data Network (INET). Cellular Mobile Telephone. Services Offered Telephone Services. Concert Packet Service (CPS). therefore. INMARSAT Mobile Service . Public Mobile Radio Trunked Service.acquisitions / mergers. Radio Paging. intra circle long distance. allocated funds for telecom development from government resources. The telecom sector. Gateway E-Mail and Store & Forward FAX Service (GEMS-400).

This policy also paved the way for private sector participation in telecom services. The key driver for change in the sector was the National Telecom Policy announced in May 1994. telex and fax). the Telecom Commission. data services. and finance and four part time members representing the planning commission. and development of telecom services in Mumbai and New Delhi. department of industry. achievement of universal service obligation and ensuring world class service to subscribers. MTNL was carved out of the DoT and took over the operation. The DoT was a monolithic entity. was created with a wide range of executive. cellular. Telecom services were categorized into domestic basic (which included basic telephony. Consequently. The bureaucratic approach and the slow acceptance and induction of new technologies with very little customer orientation were perceived as barriers to growth. VSAT and international basic 19 . India to emerge as a major manufacturing base and exporter of telecom equipment. It boldly specified its major objectives as telephone on demand. operate. World class quality of telecom service. A new organization. The government created the corporate organizations in order to allow decision making autonomy and flexibility and facilitate public borrowings which would not have been possible under a government framework. with a huge work force managing the telecom operations of the entire country. VSNL was set up to plan. production. The Telecom Commission had four full time members managing technology. and department of electronics. which also lay down and monitored adherence to technical standards and managed frequency usage. two new public sector corporationsMahanagar Telephone Nigam Limited (MTNL) and Videsh Sanchar Nigam Limited (VSNL)—were set up under the DoT. domestic value-added services (VAS) which covered all other services such as paging. regulation and several key decision areas remained with the DoT. and accelerate international telecom services in India. department of finance. Objectives of NTP (1994) were • • • • Telecom for all and telephone in reach of all. services. administrative and financial powers to formulate and regulate policy and prepare the budget for the DoT.was managed by the DoT. policy formulation. However. maintenance. develop. Provision for certain basic telecom service at affordable and reasonable price.

Inter-circle communication remained under the DoT. At the same time. At this stage government also unbundled basic and VAS. Subsequently. Highlights The telecom muddle is growing murkier and murkier by the day. the government encouraged new emerging technologies including local loop wireless. However. so are the claims of the great Indian telecom revolution. Telecom service liberalization started in 1984. Electronic Data Interchange standards and its adoption had not made much progress largely due to the problems in long distance communication. data transmission over telephone and leased circuits were increasingly being made available by private operators. The bidders were evaluated both on financial and technical parameters. 20 . Basic service provision had been planned as a duopoly between the DoT and a selected service provider. The government had mandated that all private basic service operators had to provide 10% of all new lines in rural areas. email. Private operators were allowed to participate in provision of VAS such as cellular and paging services. Permissible network technologies were specified and basic service providers were required to base their services on fiber-optic cable and wireless in the local loop as far as possible. VSNL maintained an exclusive license for international services for at least until 2007 advanced communication services like cellular. A weight age of 15% for service provision in rural areas was given at the time of bid selection. with private sector being allowed to manufacture customer premise equipment. In addition. Private Service operators were allowed to provide intra-circle long distance service which contributed to almost 60% of the total calls. A penalty on a per day basis for each telephone not installed sought to prevent companies from delaying meeting rural targets. Licenses had been granted for an initial period of 15 years and could be extended by another 10 years. one for each of the twenty “circles” into which the entire country had been divided would compete with the DoT for basic services. In 1992. paging. basic services in the local loop were opened for private operators. lack of coordination for adopting standards.and VAS. Several service providers. cellular telephony and satellite based communication systems that could help develops rural telecom in a cost effective manner. and unclear policies in the various departments involved in national implementation. service provision was opened for private sector. fax.

Mobile telephone subscriber base witnessed a healthy growth of 1.5mn mark. In the mobile segment.• • • 5th largest network in the world.46mn Total additions during the month 3. international long distance. Teledensity in May 2010 improved to 9.51mn GSM additions 2. call centers.00 Fixed line 48. second largest among emerging economies (after China). Internet. Internet.61mn 4.7mn out of which 1.69mn 3.52mn 1.47mn Additions during the month 0. national long distance.43 48. Huge market for all types of telecom equipments for both wire line and wireless.28mn 80.46% from 9.11mn. V-Sat services.475mn were added in the CDMA segment. etc.92mn 4.61mn subscribers were added during May 2009 taking the subscriber base of fixed line services to 47. total additions during the month summed up to 1.03mn subscribers in April 2007n the fixed segment. radio trunking.00 49.9mn Tele-density 11.19mn 1.225mn subscribers were added in the GSM segment and the remaining 0. • • • • Foreign equity participation permitted in the telecom service sector.7mn in May 2007 a strong start to the new financial year. Private participation allowed in all types of telecom and IT enabled services.26% in April 2009 During May 2010 31mn subscribers were added as against 2.93mn 0.17mn Strong Growth Continues Growth in telephony continued in May as the subscriber base reached the 102.18mn December’09 123. License granted on non-exclusive basis for basic. a total of 0.46mn 3. etc Foreign direct investment of up to 100% permitted for the manufacturing of telecom equipment.21mn 0.28mn Mobile 71.22% mom 21 . Annual growth rate of 22% in basic telephone service and over 100% for cellular and Internet services. Investments potential across a wide spectrum of telecom service Telecom statistics November’08 Total subscribers 119.32mn CDMA additions 1.85mn 11.82mn 12.17mn January’10 129.46mn 75. The segment subscriber base grew 3.

Gujarat. Kerala. Limited Vodafone Group Idea Karnataka. Delhi.to 55. Maharashtra & Goa.P. Chennai Limited (Metro). Madhya Pradesh. Limited Spice Communications Limited North East. Reliance led with 90% share. Dot’s latest ruling removing FWT service from the ambit of basic service and instead terming it a ‘limited mobile service’ liable to ADC levy may be a serious blow to the growth of this segment.5mn subscribers have been added. Mumbai (Metro). Kolkata.7% mom growth. Fixed Wireless Terminals (FWT) FWT continues to be one of the fastest growing segments with 3. Madhya Pradesh. Haryana. 0. Andhra Pradesh. Chennai. Limited Kerala. Gujarat. 22 . UP (East).21mn. Himachal Pradesh. Kolkata (Metro). BPL UP (West). Gujarat. West Bengal Karnataka.(W). Tamil Nadu Mumbai. Andhra Pradesh. Himachal Pradesh. Jammu & Kashmir.9% market share amongst private players. COMPANY CIRCLES Aircel Digilink Haryana. Growth in fixed line segment continues to be driven by the fixed wireless terminals. Maharashtra & Goa.P. Kerala. Rajasthan. Tamil Nadu.40mn subscribers were added in the fixed line segment and the total subscriber base stood at 49. Punjab. Punjab Market Share of Fixed line During January 2010. U. Punjab Cellular Andhra Pradesh. U. Orissa. Orissa. Kolkata. Tamil Nadu Bharti Airtel Delhi (Metro). Tata maintained it leadership position in FWT segment with 57. Rajasthan. Madhya Pradesh Reliance Telecom Assam.38mn. Karnataka. In net additions. Bharti remained the overall market leader in both the CDMA and the GSM segments. However. Bihar. During the first 10 months of FY08 about 3. ( East) India Limited Aircel Limited Chennai. West Bengal Cellular Mumbai (Metro). Maharashtra. Madhya Pradesh. Haryana.

017 4.667 Bharti 22.315.091.4 0.561.582 Source: AUTSPI Market share of private players in FWTShare of net additions of private players Source: AUTSPI Fixed wire line segment The subscriber base of private operators in fixed wire line segment crossed the 2.655 Tata 406.737 as of (%)Growth 0.051 Reliance 2.391 22. Last month witnessed Bharti starting its operations in Mumbai.1 10.100 2.Subscriber data of private players in FWT Group Subscribers as of Additions Subscribers In Jan 21.773 Shyam 140.182.500 57. Bharti continued with its top position among private players with a 55.672 411.636.967 as of (%)Growth 3.105 28.040 Total 2.393 Source: AUTSPI 23 .363.9% market share.155 January'10 3.803 210.2% mom growth.574 January'10 1.858 HFCL 41.049 197.540 2.916 HFCL 197.873 46.1 3.724 15 4.009 Reliance 204.8 0.125.7 Company December'09 Tata 3.6 8.2 2.8 3.514 199.361 subscribers in Mumbai.176.268 6.412 Total 6.7 Company December'09 Bharti 1.511 856 224.1 0.594 Shyam 27.657.665 794 6.598 1.6 3.438 140. Subscriber data for private fixed wire line players Group Subscribers as of Additions Subscribers In Jan 44.1mn mark with the segment witnessing 3.7 1. It has a subscriber base of 12.220.

11 12 8050 7.04 Market Share Months in 5 Operation 7 12 22 5.25 26.79 – 1660 18 1850 10. 2010 24 .26 101672 AIRTEL IDEA BSNL TATA RELIANCE TOTAL • PROFILE OF THE ORGANISATION Bharti Airtel Limited Bharti Airtel to Observe Silent period from June 30.59 41800 13600 41. Million Revenue – 10.22 7.92 32 32800 4400 32.69 50.Market share of private players in FWT Share of net additions of private players MARKET SHARE OF PCO DIVISION IN UP WEST Parameter s Channel Partners PCO Base CCB Market Share PCO Average Billing Monthly Recharge Revenue – Rs.2 36 12322 12.2 2150 90 1780 13 1620 48 179.22 24 6700 6.

2010. India’s leading private telecom services provider would observe a 'Silent Period' from the close of business on June 30. IPTV and telephone services in 89 Indian cities. as a commitment towards highest level of corporate governance. till the declaration of results for the first quarter ending June 30. The practice of silent period does not refrain the company and its representatives from any press conference & public dissemination of information. 2010 (Wednesday). Telemedia. The mobile business offers services in India. Sri Lanka and Bangladesh. a group company of Bharti Enterprises. The Telemedia business provides broadband.airtel. EIG. Details about the quarterly and annual results announcement and the earnings call will be made available on the website. visit www. The company has an aggregate of around 138 million customers across its operations.in 25 . Bharti Airtel is structured as four strategic business units .357 Rkms across India. The Enterprise business provides end-to-end telecom solutions to corporate customers and national and international long distance services to carriers. Bharti Airtel has been ranked among the six best performing technology companies in the world by Business Week. SEA-ME-WE 4. Enterprise and Digital TV. Sri Lanka and Bangladesh. The Digital TV business provides DTH Airtel’s national high-speed optic fiber network currently spans over 126. IME-WE. Airtel's international network infrastructure includes ownership of the i2i submarine cable system and consortium ownership in five global undersea cable systems. The observation of silent period is only a practice and hence does not imply any legal obligation for the company under any circumstances. AAG and UNITY. 2010 : Bharti Airtel.Mobile. is among Asia’s leading integrated telecom services providers with operations in India.For more information.New Delhi June 25. About Bharti Airtel Limited : Bharti Airtel Limited.

Sri Lanka and Bangladesh. trust and the innate desire to do good. Bharti Airtel since its inception. Transparency We believe we must work with honesty. The Digital TV business provides Directto-Home TV services across India. Telemedia. We Innovate with new ideas and energise with a strong passion and entrepreneurial spirit. Impact Are driven by the desire to create a meaningful difference in society Flexibility We are ever willing to learn and adapt to the environment. We encourage and back people to do their best Entrepreneurship We always strive to change the status quo.Bharti Airtel Airtel comes to you from Bharti Airtel Limited. The Enterprise business provides end-to-end telecom solutions to corporate customers and national and international long distance services to telcos. IPTV and telephone services in 89 Indian cities. our partners and the customer's evolving needs. Enterprise and Digital TV. 26 . has been at the forefront of technology and has pioneered several innovations in the telecom sector. The mobile business offers services in India. Vision and Values Our vision By 2020 we will build India's finest conglomerate by: Always empowering and backing our people Being loved and admired by our customers and -respected by our partners Transforming millions of lives and making a positive impact on society Being brave and unbounded in realizing our dreams Our values Empowerment We respect the opinions and decisions of others. one of Asia’s leading integrated telecom services providers with operations in 19 countries across Asia and Africa. The Telemedia business provides broadband.Mobile. The company is structured into four strategic business units .

Bharti Airtel is the first Indian telecom service provider to achieve this Cisco Gold Certification. In India. with more than 141 million subscriptions as of August 2010[update] Bharti Airtel is the world's third largest. To earn Gold Certification. 1/minute (U$0. This enables the company to provide pan-India phone call rates of Rs. microwave links. Bharti Airtel is the 3rd largest in-country mobile operator by subscriber base. Bharti Airtel had to meet rigorous standards for networking competency. In January 2010. business support by IBM and transmission towers by another company. The company has a submarine cable landing station at Chennai. The Digital TV business provides Direct-to-Home TV services across India. Bharti has roped in a strategic partner Alcatel-Lucent to manage the network infrastructure for the Telemedia Business.02/minute). The Telemedia business provides broadband. Ericsson agreed for the first time. IPTV and telephone services in 89 Indian cities. It is the largest cellular service provider in India. support and customer satisfaction set forth by Cisco. The company also provides land-line telephone services and broadband Internet access (DSL) in over 96 cities in India. to be paid by the minute for installation and maintenance of their equipment rather than being paid up front. service. It offers its telecom services under the Airtel brand and is headed by Sunil Bharti Mittal. It also acts as a carrier for national and international long distance communication services.7% share of the wireless services market.Mobile.Bharti Airtel Limited (BSE: 532454) formerly known as Bharti Tele-Ventures LTD (BTVL) is an Indian company offering telecommunication services in 19 countries. The Enterprise business provides end-toend telecom solutions to corporate customers and national and international long distance services to telcos. Enterprise and Digital TV. Globally. single-country mobile operator and fifth largest telecom operator in the world with a subscriber base of over 180 million It also offers fixed line services and broadband services. The mobile business offers services in 18 countries across the Indian Subcontinent and Africa. the company has a 30. which connects the submarine cable connecting Chennai and Singapore. company announced that 27 . During the last financial year [2009-10]. etc. It is known for being the first mobile phone company in the world to outsource everything except marketing and sales and finance. The company is structured into four strategic business units . Its network (base stations.) is maintained by Ericsson and Nokia Siemens Network. behind China Mobile and China Unicom. Telemedia.

Sugato Banerji. said "We believe that these two new entry offers will provide yet another compelling reason for customers to join the growing Airtel digital TV family. Bharti Airtel. anytime. CMO-DTH Services.200+taxes) thereby enabling them to make the move to the next generation DTH technology on Airtel. 2010 : Airtel digital TV. will replace Manoj Kohli and will be the CEO. The Limited Period Offers come on the eve of the festival season. Airtel digital TV was the first to bring many firsts to the DTH segment in India including a Universal Remote which operates both the Set Top Box and TV set as well as several unique Interactive Applications. Airtel digital TV launches two attractive offers for new customers this festive season .1690 . for an effective price of just Rs. the DTH arm of Bharti Airtel.1690 need not recharge their Airtel digital TV accounts for the next 4 months. They would be entitled to 4 months free subscription to the Economy Pack (around 150 popular channels. All 28 .Manoj Kohli.200. Offer 1: Customers purchasing a new Airtel digital TV connection @ Rs. He will be overseeing Bharti's overseas business. today announced two powerful combos on new subscriptions for customers across India.999 and get started with an initial recharge of just Rs.Offer 1: Now get 4 month free subscription to Economy Pack with all new Airtel digital connections @Rs. Current Dy. October 7. Announcing the offers. anywhere and recently added HD services to its portfolio. By significantly bring down the Total Cost of Ownership these offers will make it more easier for more customers.Offer 2: Purchase a new Airtel digital TV connection for just Rs.8 million customers and is one of the leading national level DTH service in the country which offers its customers MPEG 4 with DVBS 2 – currently the most advanced digital broadcasting technologies available in the world after HD broadcasting. Users can also update themselves on the latest stock news. will become the Chief Executive Officer of the International Business Group from 1 April 2010. effective from 1 April 2010. Additionally. Airtel digital TV recorder was the first to offer the capability to record live television. CEO. Joint Managing Director and current Chief Executive Officer of Indian and South Asian operations. to move to the next generation home entertainment options like Airtel digital TV." Airtel digital TV – the DTH service from Bharti Airtel – has 3.806! Offer 2: New customers who purchase a new Airtel digital TV connection for Rs. worth Rs. 999 New Delhi. Sanjay Kapoor.

3G spectrum auction was completed and Airtel will have to pay the Indian government Rs. DTH. Assam. high speed broadband. West Bengal. It has nationwide presence and is the market leader with a market share of 30. Bihar.in Services Mobile Services Airtel is the name of the company's mobile services brand. About Bharti Airtel Limited : Bharti Airtel Limited is a leading global telecommunications company with operations in 19 countries across Asia and Africa. The Apple iPhone 3G was rolled out in India on 22 August 2010 by Airtel & Vodafone. the company's mobile service is branded as Airtel. Both the cellular service providers rolled out their Apple iPhone 3GS in the first quarter of 2010. It is the 5th largest mobile operator in the world in terms of subscriber base. Airtel's network consists of 3G and 2G services depending on the country of operation. Airtel won 3G licences in 13 telecom circles of India: Delhi. On May 18. It operates in 19 countries and the Channel Islands. the most amount spent by an operator in this auction.airtel. Uttar Pradesh (West). The company offers mobile voice & data services. Airtel announced the launch of a BlackBerry Wireless Solution in India. The launch is a result of a tie-up between Bharti Tele-Ventures Limited and Research In Motion (RIM). turnkey telecom solutions for enterprises and national & international long distance services to carriers. Bharti is expecting to launch its 3G service by December 2010. Airtel In India. Jammu & Kashmir. 12. Andhra Pradesh.this is backed by 24x7 customer care. Tamil Nadu. Rajasthan. 29 . On 19 October 2004.295 crores for spectrum in 13 circles.07% (as of May 2010). However. high prices and contract bonds discouraged consumers and it was not as successful for both the service providers as much as the iPhone is successful in other markets of the world. 2010. IPTV. Karnataka. fixed line. To know more visit www. Mumbai. Bharti Airtel has been ranked among the six best performing technology companies in the world by BusinessWeek. Airtel digital TV launched its services in October 2010. Himachal Pradesh. North East. Bharti Airtel had over 188 million customers across its operations at the end of August 2010.

These vendors will plan. deploy and maintain 3G-HSPA (third generation.4.11.683.1. Subscriber base in India The Airtel subscriber base according to Cellular Operators Association of India (COAI) as of August 2010 was: Metros • • • • Chennai .877.398 Kerala .2. Chinese telecom equipment vendor Huawei Technologies has been introduced as the third partner for three circles. Bharti Airtel said that it has given contracts to Ericsson India.429 Gujarat . While Bharti Airtel has awarded network contracts for seven 3G circles to Ericsson India.496.409 West Bengal .024 Karnataka . design.201.042 Andhra Pradesh .8.2.916 Kolkata .950.243 Bihar .534. Nokia Siemens Networks (NSN) and Huawei Technologies to set up infrastructure for providing 3G services in the country.12.3.236 Punjab .644.072 Tamil Nadu .600.6.5.744.688 Assam .On 20 September 2010.923.434.521 30 "A" Circle • • • • • "B" Circle • • • • • • • • "C" Circle • • .14.278 Rajasthan .7.209.6.937 Haryana .334 Uttar Pradesh (West) .5.105 Uttar Pradesh (East) .240.947.2.13.580. NSN would manage networks in three circles.7.980.418 Maharashtra .004.332.8.079 Mumbai .029 Delhi .095 Madhya Pradesh .171. high speed packet access) networks in 13 telecom circles where the company has won 3G licences.3.

Airtel in Africa On 14. The latter had till date invested a total of $600 million. Airtel in Bangladesh In January 2010. said "the Board of Directors of Kuwait's Zain Group. regarding the sale of its African unit. In return Airtel launched STOP/START 121 services for such issues. Airtel-Vodafone (Jersey and Guernsey) On 1 May 2007.239 North Eastern States . Airtel Lanka has 1.452.005 Orissa .1. it was announced that the Bangladesh Telecommuncations Regulatory Commission (BTRC) had given Bharti Airtel the go ahead to acquire a 70% stake in the Bangladesh business of Abu Dhabi based Warid Telcom. across 20 administrative districts.4. Airtel's operation in Sri Lanka. Many of its services were activated automatically according to a complaint forum. Jersey Airtel and Guernsey Airtel. Airtel's 70% stake in the company is said to be at a cost of an initial $300 million. Criticism There has been lot of criticism about Airtel for its unauthorised VAS activation.709 Jammu and Kashmir .751. The service is being operated under the brand name Warid Telecom. after its meeting on February 14.840.243 Airtel is the market leader in India with about 31. February 2010 a statement issued by Zain Ghana. Bharti Airtel rolled out 3. commenced operations on 12 January 2009.5G services in Sri Lanka in association with Singapore Telecommunications.1. with plans to bring their Bangladesh investments to the $1 billion mark. announced they would launch mobile services in the British Crown Dependency islands of Jersey and Guernsey under the brand name Airtel-Vodafone after signing an agreement with Vodafone. Warid Telecom covers the entire country and has over 2. 2010.5 million customers. Airtel Lanka In December 2008.4 million mobile customers in Sri Lanka.612. known as Airtel Lanka.1. Zain Africa 31 . both wholly owned subsidiaries of the Bharti Group.18% market share of 481 million GSM mobile connections as of August 2010.• • • • Himachal Pradesh . issued a resolution to accept a proposal received from Bharti Airtel Limited (Bharti) to enter into exclusive discussions until 25 March 2010.

completed a deal to buy Kuwait-based Zain Telecom's businesses in 15 African countries for $10. in the largest ever telecom takeover by an Indian firm.then called Celtel . among value added services like VSAT and Gateways for International Traffic across the Seychelles under the Airtel brand. Airtel announced plans to invest US$10 million in its fixed and mobile telecoms network in the Seychelles over three years . Bharti Airtel announced that it would acquire 100% stake in Telecom Seychelles for US$62 million taking its global presence to 19 countries. 32 . Chairman and Managing Director Sunil Bharti Mittal said that Bharti Airtel Ltd would change its Africa operations brand from Zain to Airtel by 15 October 2010. On September 1. ship to shore services satellite telephony. The US$34 million SEAS project is aimed at improving the Seychelles’ global connectivity by building a 2." The offer was for $10. On 8. June 2010. whilst also participating in the Seychelles East Africa submarine cable (SEAS) project. adding around 40.7 billion."The overall integration should be complete by the end of this financial year.1 million subscribers to its already 125 million-plus user base. Bharti Airtel. The deal would provide Bharti access to 15 more countries in the region. Telecom Seychelles began operations in 1998 and operates 3G. the biggest market in the deal.in which it bought a majority stake in Nigerian mobile operator Vee Networks Ltd. 2010.000 km undersea high speed link to Dar es Salaam in Tanzania. The transaction is the largest ever cross-border deal in an emerging market and will result in combined revenues of about $13 billion. The combined revenue of the two entities would be around $12 billion. now Zain Nigeria. 2010. but later approved the sale. Bharti said the Nigeria ownership dispute had been settled. The deal ran into hurdles after the government of the of Gabon had come out against the deal.7 billion. There was also a dispute about minority ownership of Zain's operations in Nigeria.BV. Minority shareholder Econet was seeking to overturn a 2006 deal by Zain . The company has over 57 percent share of the mobile market of Seychelles. June 2010. Airtel Seychelles On August 11. Fixed Line. Telemedia The Telemedia business provides services in 89 Indian cities and consists of two brands. The government of Congo Republic had also said Bharti-Zain deal broke law. On 8.

In May 2010. Digital Televison Main article: Airtel Digital TV The Digital TV business provides Direct-to-Home (DTH) TV services across India under the brand name Airtel Digital TV. both sides emphasize the tentative nature of the talks. Airtel has about 3. higher revenues and broader geographic coverage. Bharti Airtel again confirmed that it is in Talks with MTN and companies have now agreed discuss the potential transaction exclusively by July 31. 2004. "If anything. The maximum speed available for home users is 16Mbps. Until September 18. VSATs. Bharti provided fixed-line telephony and broadband services under the Touchtel brand. Enterprise The Enterprise business provides end-to-end telecom solutions to corporate customers and national and international long distance services to telcos through its nationwide fiber optic backbone. Bharti would be marrying up. a South Africa-based telecommunications company with coverage in 21 countries in Africa and the Middle East. Bharti Airtel said in a statement "Bharti Airtel Ltd is pleased to announce that it has renewed its effort for a significant partnership with MTN Group". However.44 million customers as of August 2010. while The Economist magazine noted. It started services on 9 October 2008 and has about 32. Airtel provides both capped as well as unlimited download plans. Bharti now provides all telecom services including fixed-line services under a common brand "Airtel". 2010. Merger talks In May 2008. Airtel Fixed Line which provides fixed line services. the talks fell apart as MTN group tried to reverse the negotiations by making Bharti almost a subsidiary of the new company. it emerged that Bharti Airtel was exploring the possibility of buying the MTN Group. of which 42.Airtel Broadband provides broadband and IPTV services.6% are broadband/internet subscribers as of August 2010. ISP and international bandwidth access through the gateways and landing stations. The Financial Times reported that Bharti was considering offering US$45 billion for a 100% stake in MTN. last mile connectivity in fixed-line and mobile circles. 33 .15 million wireline customers. which would be the largest overseas acquisition ever by an Indian firm. However." as MTN has more subscribers.

Talks eventually ended without agreement, due to the South African government opposition Consecutively for four years 1997,1998,1999 and 2000, AirTel has been voted as the Best Cellular Service in the country and won the coveted Techies award. AirTel has consistently strived hard to, not only deliver as per customer expectation, but also go beyond that. According to its those at AirTel, their vision, mission and values are as follows…. VISION To make mobile communications a way of life and be the customers' first choice MISSION We will meet the mobile communication needs of our customers through :  Error-free service delivery  Innovative products and services  Cost efficiency VALUES We will always put our customers first. We will always trust and respect each other. We will respect our associates as we respect each other. We will work together through a process of continuous improvement

Airtel (Bharti Airtel Ltd.)
Bharti Airtel Limited was incorporated on July 7, 1995 for promoting investments in telecommunications services. Its subsidiaries operate telecom services across India. Bharti Airtel is India's leading private sector provider of telecommunications services based on a strong customer base consisting of 50 million total customers, which constitute, 44.6 million mobile and 5.4 million fixed line customers, as of March 31, 2009. Airtel comes to us from Bharti Airtel Limited - a part of the biggest private integrated telecom conglomerate, Bharti Enterprises. Bharti provides a range of telecom services, which include Cellular, Basic, Internet and recently introduced National Long Distance. Bharti also manufactures and exports telephone terminals and cordless phones. Apart from being the largest manufacturer of telephone instruments in India, it is also the first company to export its products to the USA. Bharti has also put its

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footsteps into Insurance and Retail segment in collaboration with Multi- National giants. Bharti is the leading cellular service provider, with a footprint in 23 states covering all four metros and more than 50 million satisfied customers.

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SERVICES

 Airtel Prepaid  Strong Network Coverage  Other Services  Voice Mail  SMS (Short Messaging Service)  Subscription Alerts  Airtel Live!  Airtel Live! WAP Services: Airtel Live! Voice Services:  Airtel Live! SIM Services.

 Airtel Live! SMS Services  Hello Tunes  121@airtelindia.com. Airtel Postpaid  Easy Billing  Easy Payment Options. Anytime Anywhere  Long Distance Calling Facility  Widest Roaming - National and International  GPRS - Roaming Say it. In more than just words, with Services from Airtel  Conference call  Missed call alert  Subscription Alerts  Airtel Live!  GPRS (General Packet Radio Services)  Get the EDGE

Business Divisions
Bharti Airtel offers GSM mobile services in all the 23-telecom circles of India and is the largest mobile service provider in the country, based on the number of customers. The group focuses on delivering telecommunications services as an integrated offering including mobile, broadband & telephone, national and international long

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in the company. The investment made by SingTel is one of the largest investments made in the world outside Singapore. Corning. The 37 .mobile services. The Company also has an information technology alliance with IBM for its group-wide information technology requirements and with Nortel for call center technology requirements. All these services are provided under the Airtel brand. Partners The company has a strategic alliance with SingTel.941. The group offers high speed broadband internet with a best in class network. In the case of the broadband and telephone services and enterprise services (carriers). consisting of 40.685.530 customers as on May 31. The enterprise services group has two sub-units carriers (long distance services) and services to corporates.725 GSM mobile and 1. it has a submarine cable landing station at. The businesses at Bharti Airtel have been structured into three individual strategic business units (SBU’s) . Bharti Airtel Limited (A Bharti Enterprise) Bharti Airtel is one of India's leading private sector providers of telecommunications services based on an aggregate of 42. small and medium scale enterprises. among others. Mumbai (BSE) and The National Stock Exchange of India Limited (NSE). The company’s mobile network equipment partners include Ericsson and Nokia. broadband & telephone services (B&T) & enterprise services. The Company compliments its mobile and broadband & telephone services with national and international long distance services.805 broadband & telephone customers. 2008. equipment suppliers include Siemens.distance and data connectivity services to corporate.743. It has over 35. Nortel.016 route kilometers of optic fibre on its national long distance network. For international connectivity to east. The mobile services group provides GSM mobile services across India in 23 telecom circles. Company shares are listed on The Stock Exchange. while the B&T business group provides broadband & telephone services in 94 cities. With Landline services in 94 cities we help you stay in touch with your friends & family and the world.

Hinduja TMT. 74. • • Factsheet Name Bharti Airtel Limited. 1995. as a Public Limited Company Proportionate Revenue Rs. 2008-Audited) Rs. The company's unique strategic outsourcing model has been studied and documented by Harvard Factsheet At-a-glance guide to Bharti Airtel • Organization Structure Organisation chart depicting the Senior Management positions Shareholding Structure Details on the latest shareholding structure and major shareholders. Business Description Provides mobile.934.202 million (year ended March 31. 184. Mumbai (BSE) The National Stock Exchange of India Limited (NSE) 38 .895. 2009 Awards & Recognitions Laurels recognising Bharti's consistent efforts. 2008 Listings The Stock Exchange.call center operations for the mobile services have been outsourced to IBM Daksh.157 as at March 31. 117.407 million (year ended March 31. 2008-Audited) Rs. 2007-Audited) As per Indian GAAP Accounts Proportionate EBITDA Rs. 2007-Audited) As per Indian GAAP Accounts Shares in Issue 1.250 million (year ended March 31. 42. broadband & telephone (fixed line) and enterprise services (carriers & services to corporates) Established July 07. as on March 31. Teletech & Mphasis.255 million (year ended March 31.

: +91 11 4166 6011/12 Organisation Structure As an outcome of a restructuring exercise conducted within the company.Market Capitalisation Customer Base 40.941. 2007. With effect from March 01. Bharti Airtel Limited (A Bharti Enterprise) Registered Office Qutab Ambience (at Qutab Minar). New Delhi . with realigned roles. a new integrated organizational structure has emerged. Mehrauli Road.743.725 GSM mobile and 1. 39 . No.805 broadband & telephone (fixed line) customers (Status as at month ended May 31. and was the first private operator to have an all India presence.: +91 11 4166 6000 Fax No. this unified management structure of 'One Airtel' will enable continued improvement in the delivery of the Group’s strategic vision. 2008) Provides GSM mobile services in all the 23 telecom circles in Operational Network India. Provides broadband (DSL) and telephone services (fixed line) in 94 cities in India. responsibilities and reporting relationships of Bharti’s key team players.110 030 Tel.

Organization Structure 40 .Bharti Airtel .Organization Structure Bharti Enterprises .

of the close of the issue. Together with being the first 100% book building process that this country has seen. We will always trust and respect each other. We will work together through a process of continuous improvement 41 .15 million through this process. the listing was completed within a record time of ten working days.56 times. Share price data is delayed by approximately 15 minutes VISION To make mobile communications a way of life and be the customers' first choice MISSION We will meet the mobile communication needs of our customers through :  Error-free service delivery  Innovative products and services  Cost efficiency VALUES We will always put our customers first. this unified management structure of 'One Airtel' will enable continued improvement in the delivery of the Group’s strategic vision. responsibilities and reporting relationships of Bharti’s key team players. (BSE). Bharti Airtel offered 185. We will respect our associates as we respect each other. The book running lead managers for the IPO were JM Morgan Stanley and DSP Merrill Lynch and the registrars to the issue was Karvy Consultants Limited. Bharti Airtel established certain important landmarks in the history of the Indian capital market.340. With effect from March 01. The shares were over subscribed 2. Moreover the process of allotment and issue of shares was also completed within one day of the last day of pay-in. a new integrated organizational structure has emerged.Organization Structure The equity shares of Bharti Airtel are currently listed on National Stock Exchange of India Limited (NSE) and The Stock Exchange.Organisation Structure As an outcome of a restructuring exercise conducted within the company. with realigned roles. Bharti Enterprises .700 equity shares in the initial public offering (IPO) and raised Rs 8. With this IPO. Mumbai. 2007.336.

4 per minute(Outgoing and Incoming) Rs. 2001 Activation Charges Rs. It boost that the coverage is uninterrupted and covers the widest area. AirTel Leisure Plan Monthly Rental Incoming & Outgoing Rates 8 pm to 8 am (Weekdays) 8 am to 8 pm (Weekdays) Sundays & National Holidays (all 24 hours) Rs. 26th Jan & 2nd Oct) the tariff rates are of Rs. On Sundays and National Holidays (15th Aug.90 per minute(Outgoing and Incoming) Rs. 2. 3 per 30 seconds 50 paisa per 30 seconds 42 .90 per minute (midnight to 8 am) & Rs. 525 per month 50 paisa per 30 seconds Rs. How much does it cost Security Deposit (Refundable) Rs. Airtime Rates Business Lifestyle Plan Monthly Rental Outgoing Rates(applicable 24 hours) Incoming Rates(applicable 24 hours) The rates are valid 24 hours a day/ 7 days a week Rs. 625 per month Rs.Coverage of AirTel AirTel cellular service covers whole of Delhi and the adjoining satellite cities as shown in the map. 1 per minute AirTel Standard Plan Monthly Rental Standard Hours(10 am to 9 pm) Concession Hrs-I(8 am to 10 am & 9 pm to 12 midnight) Concession Hrs-II(12 midnight to 8 am) Rs. 3260 Note: The above are one time entry cost. 3. Player who provides a better service in this respect will have a edge in the future as we can see the way people and business is moving out of Delhi. 475 per month Rs.90 per minute(Outgoing and Incoming) Billing pulse is of 30 seconds. 2. 8 per minute Rs. 1260 Total Rs.90 per minute (8 am to midnight). The deposit is completely refundable. 3. Vodafone which more or less covers the same area will give AirTel a toss in the future when its partner Vodafoneison which is planning to consolidate all its Indian operation and give its customers a wider reach in term of autoroam.

26th Jan & 2nd Oct.00 per minute minute Rs.00 per Rs. 6. 2. 2. 6.00 per minute minute Coverage of AirTel AirTel cellular service covers whole of Delhi and the adjoining satellite cities as shown in the map. The billing pulse is 30 seconds on all days. 525 per month Outgoing Incoming Rs.Weekdays are Monday to Saturday. It boost that the coverage is uninterrupted and covers the widest area. Vodafone which more or less covers the same area will give AirTel a toss in the future when its partner Vodafone son which is planning to consolidate all its Indian operation and give its customers a wider reach in term of autoroam.00 per minute minute Rs. PRODUCTS Post Paid Card Pre Paid Cash Card Post Paid Card ♦ ♦ ♦ ♦ Business Lifestyle Plan AirTel Standard Leisure Plan AirTel Easy 43 . National Holidays are 15th Aug.00 per Rs. AirTel Easy Monthly Rental Peak Rate Standard Rate Off Peak Rate Rs.00 per Rs. Player who provides a better service in this respect will have a edge in the future as we can see the way people and business is moving out of Delhi. 6. 2.

00 per minute 44 .90 per minute (8 am to midnight).00 per minute minute Rs. 1260 Rs. 2. 625 per month Rs. 2. On Sundays and National Holidays (15th Aug. The billing pulse is 30 seconds on all days. 6. 475 per month Rs.90 per minute (midnight to 8 am) & Rs.90 per minute(Outgoing and Incoming) Rs. 3260 Note: The above are one time entry cost. 525 per month Outgoing Incoming Rs. AirTel Easy Monthly Rental Peak Rate Standard Rate Rs. 26th Jan & 2nd Oct. The deposit is completely refundable.How much does it cost Security Deposit (Refundable) Activation Charges Total Rs. 3 per 30 seconds Sundays & National Holidays (all 24 hours) 50 paisa per 30 seconds Weekdays are Monday to Saturday. 3. 8 per minute Rs. 6. 2.90 per minute(Outgoing and Incoming) Billing pulse is of 30 seconds.00 per Rs.00 per Rs. 2. National Holidays are 15th Aug. 26th Jan & 2nd Oct) the tariff rates are of Rs. 1 per minute AirTel Standard Plan Monthly Rental Standard Hours(10 am to 9 pm) Concession Hrs-I(8 am to 10 am & 9 pm to 12 midnight) Concession Hrs-II(12 midnight to 8 am) Rs. AirTel Leisure Plan Monthly Rental Rs. 2000 Rs. 4 per minute(Outgoing and Incoming) Rs. Airtime Rates Business Lifestyle Plan Monthly Rental Outgoing Rates(applicable 24 hours) Incoming Rates(applicable 24 hours) The rates are valid 24 hours a day/ 7 days a week Rs. 525 per month Incoming & Outgoing Rates 8 pm to 8 am (Weekdays) 50 paisa per 30 seconds 8 am to 8 pm (Weekdays) Rs. 3.

the simplest way to go cellular Wide Availability Magic Ready Cellular Card and Magic Recharge Cards are available widely all over the city at over 1800 outlets.. 45 . You do not need to apply in advance or go through complicated formalities to get connected. you are assured that it would work with all models of GSM cellular handsets. No applying Magic is available across the counter.00 per minute Pre Paid Cash Card Magic Pre Paid Connection What is Magic? Magic Ready Cellular Card is your ready-to-use. Compatible with all Handsets With only Magic. Your connection is pre-activated with a host of other services.00 per minute Rs. Highlights MAGIC. It comes pre-activated with STD/ISD calling facility.. 2.Off Peak Rate minute Rs. Backed by AirTel. Faridabad and Ballabhgarh. Instant Connectivity Magic Ready Cellular Card can be used as soon as it's bought. no-hassle cellular connection. it gives you crystal clear communication in entire Delhi. 6. Ghaziabad. the leading cellular operator in India. NOIDA. Gurgaon.

and get the card delivered at your preferred address at no extra cost. Whenever your balance is running low. The validity period is followed by a grace period of 15 days during which no calls can be made or received. During the grace period you can also order for a Magic Recharge Card to be delivered at your doorstep. the most affordable cellular  No Rentals 46 .1000. free of cost. absolutely free of cost.3000. The friendly IVR service tells you your balance.2000 and Rs. by simply dialing 333 from your Magic. You must get your Magic Card recharged before the calling value is over or the validity period ends. you pay when you want and as much as you need. With Magic..  This calling value is valid for a pre-defined period called the validity period. MAGIC . whenever you desire. How does it work? When you buy a Magic Ready Cellular Card pack you get a SIM card and a recharge card in the pack. Rs. just buy a recharge card of value most suitable or recharge on-line. Currently this service is available in Delhi and Gurgaon only. You can make and receive calls only during this validity period. Convenient Recharging Recharging your Magic card is very simple. Free Home Delivery Just call "Dial-a-Magic' at 333 (toll free) from your Magic to place the order.  Every time you recharge your Magic Card you get a credit of calling value which has a new validity period attached to it. Rs. which you can do by using the Magic Recharge Card. Magic Recharge Cards are widely available at over 2400 outlets spread across the city in convenient denominations of Rs. Your Magic SIM card is already activated and just needs to be loaded with calling value.500.. but the Magic Card Account can be recharged. Total Cost Control Magic gives you complete control over your cellular expenses every month. As and when you make or receive calls the calling value balance on your Magic Card account keeps reducing as per the applicable airtime rates.No Bills No more keeping track of bills every month.

This will enable them to increase their customer base leading to increased revenues in the future. 785. 72.  Call set up time: This is the time that it takes a user to get connected after the completion of the dialing process. Presently 8-30 seconds is considered normal set-up time. AirTel provides better customer satisfaction.71 Rs. 1525 Rs. Rs. AirTels’ call set up time is generally within this range.  Capacity Call congestion: This is the quality of getting calls through even in high user density areas. Technology: In no other service or business is technology such a major factor. Hence we analyze AirTel on the basis of this parameter. 1000. Magic "Regular" pack Rs. No Security Deposits  Pre-activated STD/ISD  Free CLI Cost Package Sadasdasd MRP Inclusive of : Calling Value Activation Fee Processing Fee Service Tax Recharging Magic Card One can either recharge Magic online or purchase a recharge card from any of our outlets spread across the city. Rs. 500 Rs. Sales and marketing are futile without a sound technological base.500.62 47 . Recharge cards are available in four convenient denominations of Rs. 2000 and Rs 3000. Technological facets in cellular services are explained and the level of expertise of both players stated.67 Rs. 166.

The reason for this is the better infrastructure and technology. In city centers this quality is not difficult to maintain. It was felt that the creative should reflect humane yet aspirational. AIRTEL TOUCH POINTS – 48 . this translated into providing smoothness of transaction for the customer AIRTEL had been established to posses 3 core values–. it embarked upon a campaign intended to add “warmth” to these core values. and both corporations have made it a locus point of their strategies.Voice Quality and Coverage It is the clarity of transmission. both these organizations have tried getting the upper hand at providing their clientele with customer care and services that wireless technology can bring to them Our foray into deciding the leader in this quest has left us with extremely close results.  After-sales service: The aspect of comfort should continue even after a customer has made an initial purchase. And always taking notice were the 2 giants – AIRTEL and Vodafone. building and structures . family-centric yet reachable and softer brand values. We looked at this competition at 2 different stages:  Customer care at the point of making the sale:For both these concerns. AIRTEL is planning to build a network of over a dozen AIRTEL CUSTOMER CENTRES from the present number of 2. As the passage of time has added importance to the above concept. However it becomes very important when the transmission is being directed to or from under ground locations.Leadership. In its quest for customer care. from behind tall congested city interiors. narrow and Customer care In one of the market researches. consumers described Mobile Telephony as the Dil Ka Rishta. AIRTEL and VODAFONE both have in their arsenal an impressive number of after sales service stations. AirTel provides better quality in the above mentioned. Performance and Dynamism. VODAFONE too has an extremely strong sense of reassurance emanating from it`s after sales back-up.

Nothing is more discouraging to employees than to be asked for their feedback and see no movement toward resolution of their issues. employees respond by becoming more engaged. Engaged employees also normally perform better and are more motivated. An organization’s capacity to manage Recruitment & Selection is closely related to its ability to achieve high performance levels and superior business results. There are strong co-relations between compensations.Created to serve as lifestyle style establishments. and in order to embed and sustain engagement commitment. • PROBLEMS OF THE ORGANISATION Recruitment & Selection is needed in organizations or not. for benchmarking the work climate. How will you know to what degree your employees are engaged? The first step is to determine the current level of Recruitment & Selection. Conditions that prevent Recruitment & Selection seldom alleviate themselves. a different approach design need to be adopted. plans and employee commitment. Many smart organizations work to develop and nurture engagement. With more than 50 million subscriptions as of 1st October 2010. benefits. When leaders listen. Bharti Airtel. The project throws light on measuring Recruitment & Selection. They should be assessed and addressed as soon as possible. their number is expected to go up to about 50 in Delhi itself. the tools used and the elements of engagement. In the current business scenario securing employee commitment is being recognized as the critical consideration. to what extent Recruitment & Selection should be done and how can it made be effective to increase the productivity of employees in the organizations. formerly known as Bharti Tele-Ventures Limited (BTVL) is among India's largest mobile phone and Fixed Network operators. Listen to your employees and remember that this is a continuous process. It elucidates the evolution of engagement. the goal and characteristic tools used for measuring Recruitment & Selection for the prediction of organizational success – as general index for HR effectiveness in an organization. the company is one of the world's fastest growing telecom companies. if an organization is to make the most of its investment in people. But this is not the price that is one easily. 49 . need analysis etc. Customizable employee surveys will provide you with a starting point towards your efforts to optimize Recruitment & Selection.

The higher needs in this hierarchy only come into focus when the lower needs in the pyramid are satisfied. For which I conducted a survey. needs in the lower level will no longer be prioritized. Once an individual has moved upwards to the next level. over nonfinancial incentives . Organization should effectively recruit and select employees who are more likely to be engaged and also on performance management techniques to help maintain and improve the engagement level of current employees. Human Resource in Airtel was to measure the current Recruitment & Selection level and suggest ways to improve it. This is very true like even in Airtel those who earned low income preferred financial incentives like bonus. one will end up with engaged and high performing employees as a by-product. • • • • • • • COMPETITION INFORMATION VODAFONE IDEA CELLULAR LIMITED BSNL TATA INDICOM RELIANCE COMMUNICATIONS MTS • MAHANAGAR TELEPHONE NIGAM LTD 50 . The company is keen on to find out that if any gap exists in its policies for this it conducts time to time surveys to find out what the employees expects from their organization. If one concentrates on some of the core and basic HR practices. etc.

0 51 . Customer service staff needs training. Brand Image Products have required accreditations. Good place to work Lower response time with efficient and effective service.T ANALYSIS OF THE AIRTEL Strengths • Right products.W. etc Management cover insufficient.O. Weaknesses • • Superior product performance vs. Vulnerable to reactive attack by major competitors. competitors. The cost of telecom and network infrastructure is much higher in India. Legislation could impact. • Opportunities • • • • • • Threats • • Profit margins will be good. Not popular in the international market Delivery-staff need training. Could extend to overseas. High volume/low cost market is intensely competitive. Retention of CSD staff critical. Existing core business distribution risk. Processes and systems. End-users respond to new ideas.• S. Lack of infrastructure in rural areas could constrain investment. New specialist applications. Dedicated workforce aiming at making a long-term career in the field. Some gaps in range for certain sectors. Sectoral growth is constrained by low unemployment levels and competition for staff • • • • • • • • • • • High degree of customer satisfaction. Could seek better supplier deals. Fast-track career development opportunities on an industry-wide basis. • • • • An applied research centre to create opportunities services for developing techniques to provide added-value • • Chapter-2. quality and reliability.

It is successfully servicing ebookers group. 52 . These companies offer Voice & nonvoice services to their clients. especially in the Bharti Airtel.OBJECTIVES AND METHODOLOGY • • • OBJECTIVES To study that whether Recruitment & Selection is needed in organizations. The sample comprised companies with different size of operations. Importance of Recruitment & Selection would be known. To what extent Recruitment & Selection should be done and how can it made be effective to increase the productivity of employees in Bharti Airtel. • To determine the level of job Recruitment. • To study the attitude of employees towards their jobs. A detailed study on the various retention strategies adopted by the Bharti Airtel industries has been conducted keeping in mind objectives. Norwegian. German. headquarters at different tiers and locations across the country. Finnish. • To find out that if any gap exist in its policies for this it conducts time to time surveys to find out what the employees expects from their organization. • • SCOPE OF THE STUDY The scope is limited to the employees of Bharti Airtel because the survey was conducted to find out their current Recruitment & Selection level and suggest ways to improve it. Dutch. • • New thoughts would be brought. French. • MANAGERIAL USEFULNESS OF THE STUDY In today’s globally competitive environment where work pressures are on the rise. • To analyze opportunities that is provided to employees for their development. and Spanish). the imminent cause of worry has been the growing rate of attrition. Swiss. Swedish. Europe's leading Online Travel Business and its group companies across 11 European countries in 9 different languages (English.

• Since Attrition is a sensitive and furtive issue for the Company. Since the call centre employees work in shifts and they don’t have much of free time on the floor. • • Since most of the call centre employees are not on the payrolls of Bharti. 53 . it was difficult for me to get enough time with them.The Survey reveled that most of the Bharti Airtel companies are trying to complement their hiring strategies with brand-building activities in order to increase their chances of hiring the best talent. During the benchmark study on retention practices. • METHODOLOGY i Sampling unit This refers of the number of items that were selected for the surveys. I was not allowed to meet the employees of other call centres during the shift timings inside the office. I could cover a sample size of only 30 employees. For this survey 100 respondents were chosen randomly ii Sampling Technique The main statistical tools used for the collection and analyses of data in this project are:  Questionnaire  Pie Charts  Tables iii Sampling Area Delhi & Gurgaon iv Sampling Size The total sample consisted of employee Recruitment & Selection of Bharti Airtel companies • • LIMITATIONS One of the major problems faced was to get the questionnaire filled. I was not given access to all the data related to attrition.

Associate Audit was done and we had to depend upon the information provided by the associates for some information which was a part of the questionnaire and that information could not be received from elsewhere. • Time was also a constraint for the second phase as due to specified time period a time line was decided as the research was to be completed by then. 54 .• • Workstation and PCs were not available which led to increased time and effort in completion of project.

The organisational practices in selection in India vary considerably. It is not only a matter of satisfying a company’s needs.selection process on the part of the potential applicants. it is also an activity. which are made public. Selection for public sector undertakings is governed by the principles laid down in 1961 (Prasad. etc. National Institute of Bank Management. These are then converted into job specifications (qualifications).section of the society.Chapter-3. Careful selection is functional in choosing highly motivated employees and thus develops a culture of a committed way of work life. Job opportunities should be publicized in such a way that they enable the organisation to draw upon prospective candidates from a wide cross. which influences the shape of the company’s future. Selection process searches persons with potential who would organisation. Systematic and planned selection helps the organisation to derive the following advantages. It thus saves time and money. The private and public sector organisations differ in their selection practices. The process of selection begins with the understanding and definition of the job to be performed by those involved in selection. 1973) and are operationalised by Public Enterprises Selection Board. Pareek and Rao (1981) suggest that through proper selection of new entrants it is possible to build a desirable culture grow in the 55 .0 CONCEPTUAL DISCUSSION RECRUITMENT AND SELECTION Employees well selected and well placed would not only contribute to the efficient running of the orgnaisation but also offer significant potential for future replacement. Subordinate Services Commission. It is a process that not only helps to select and fill a vacancy physically. Union Public Service Commission. mentally. and measuring their quality. and temperamentally but also helps to develop an employee into a desirable employee. Recruitment is concerned with both engaging the required number of people. It helps to generate only relevant applicants through a self.

This attracts more qualified and better candidates tot he organisation. merit. Recruitment is also defined as a process of searching for prospective employees and stimulating them to apply for jobs. Systematic selection ensures minimisation of such errors:Error of omission Error of commission It helps build the image of the organisaiton. It ensures purely objective. and potential for upward mobility in the organisation. Once such a culture is established it also influence the new entrants orientation. The process of Selection consists of three stages:. It provides a useful data bank for personnel audit and research. It ensures supply of the right type of personnel in a short duration of time. which begins after recruitment has ended. While recruitment.and desirable norms in the organisation. 56 . In any selection there are chances of selecting a wrong person and also chances of losing a right person. is a process of attracting people selection is a process of choosing a few among those who have been attracted. Proper selection also ensure high degree of satisfaction among the employees by letting them know that their capabilities are being properly utilised and that they are now wasting their time and talent.Recruitment. This feeling is likely to raise the morale of the employees and may result in higher levels of commitment and productivity. Screening and Selection Recruitment The first stage in selection is to make the vacancies known to a large number of people and the opportunities that the organisation offers. Systematic selection is a tremendous blessing for human resources information systems.related selection and hence establishes an image of impartiality. It is different from selection. The process of attracting people to apply is called recruitment. Both are equally costly to the orgnaisation.

The time and manhours saved by the company executives in processing and short-listing the candidates could perhaps be utilised elsewhere by the organistaion. Up to a certain point the organisations identity remains unknown. these agencies. termination. However.The need for recruitment may arise our of the following situations. On the other hand. They go as far as short-listing the candidates for organisation but the final decision is taken by the representatives of the organisation. Subramuniam and Devi (1984) studied 496 advertisements published in the Hindu during 1981. these agencies also recruit on behalf of the organisation without necessarily disclosing the identity of the organisation. 2. Vacancies due to transfer. SB Billimoria. ABC Consultants. or job respecification. in preparing and advertisement. In other words. Advertisement It is the most widely used method for generating applications. 1. Creation of vacancies due to expansion. or death. Public sector enterprise inserted as many as 125 out of 496 advertisements. Its reach is very wide. who register for employment and can furnish a list of suitable candidates when sought by employers from their data bank. Different mass media could be used to make people aware of the opportunities. only qualified people should think of responding to advertisements. permanent disability. Generally. In terms of cost this might turn out to be cheaper than the organisations doing it themselves. retirement. Their results revealed that public sector enterprises provided better 57 . there is always the risk of losing out in screening some person whom the representatives of the orgnaisation would have liked to meet. A good advertisement has to be specific and clear-cut in what it is looking for. diversification. promotion. Employment Agencies There are a number of private employment agencies like Ferguson Associates. growth. Recruitment is done by using a number of methods. lot of care has to be taken to ensure that some self-selection among applicants takes place. There are special journals and magazines that cater to different market segments and putting an advertisement in them may generate a large number of relevant applications.

be better in terms of qualification as 58 . I In fact many institutes have regular placement offices which not only send out the profiles of graduating students. third. the cost is low. for certain professional and technical positions it may be useful to go to professional associations (e. but also help the visiting company representatives in administrative details. 5. seen with reference to public sector organisations and government agencies. in India it has made its mark rather recently. Since the deputation period is generally limited to two to three years. Deputation Deputation refers to sending an employee to another orgnaisation for a short duration of two to three years. it gives them an opportunity to ‘sell’ the organisation to a large student body who would be graduating later. It also takes place in the private sector when an employee is sent to another unit of the same group for some time. A good.job descriptions. Many organisations send their representatives every year to national institutes of higher learning like Indian Institutes of Management Indian Institutes of Technology and similar others. second. 4. carefully worded advertisement can also help in building the image of the organisation. job specifications.g. perhaps. fourth. Campus Recruitment While campus recruitment is a common phenomenon in the West. One of the drawbacks of campus recruitment for employing organisations is that they interview candidates who have similar experience and education. qualifications. Deputation is useful because it provides ready expertise and the organisation does not have to incur the initial cost of induction and training. they can arrange interviews at short notice.. First. 3. All India Management Association). An application routed through these associations would. The organisations have definite advantages through campus recruitment. they can meet the teaching faculty. Deputation is a pretty common method of recruitment in the public sector organisations and government agencies in India. deputation in Indian context is generally. as well as establish a goodwill through presentations and distribution of company material. However. Professional Association Very often. it is often a handicap. compensation details. age and selection procedures as compared to private sector enterprises.

invite them to apply through formal channel. Word of Mouth Sometimes it may be more economic. the organisation has to offer a very lucrative package of perquisites.some of these association themselves do a preliminary screening. Many organizations I keep a live file of such casual unsolicited applications and whenever a befitting position opens. The other group is formed of those who are equally competent but are quite satisfied with their present position. 8. To attract them. The organisations are always on the lookout for qualified professionals. often it is seen as an unethical practice and not openly talked about. In India. It often serves the purpose of keeping the union involved in recruitment and ensuring industrial harmony. This could be done either through individual employees or unions. but dissatisfied with something or the other in the organisation. One major problem with this method is that such people apply to a number of organizations. and are willing to offer them a better deal if they make the switch. both in terms of time and money. this is not a very common practice and those few that do provide this kind of service have not been able to generate a large number of applications. They form the ‘easy’ group to attract. 59 . 6. Casual Applications Often the organisation receives self. Raiding Raiding is a technical term used when employees working elsewhere are attracted to joint organisations. Whatever may be the means used to attract.solicited applications seeking suitable opportunities. either they are absorbed by other organizations or are not interested in the position. to pass the word around about the possible opening. and when they are needed by the organisation. There are always some employees who are professionally very competent. 7.

PERSONNEL/ HUMAN RESOURCE MANAGEMENT MODEL Economic Forces EXTERNAL INFLUENCES Labor Markets Laws Regulations and Labour Unions PERSNNEL/HUMAN RESOURCE ACTIVITES Support Activities Analyzing and jobs Assessing Outcomes Human Planning Functional Activities External Staffing Internal Staffing and Development Compensation Labour Relations Work Environment JOBS Requirement Rewards PERSONNEL / HUMAN INDIVIDUALS Ability Motivation RESOURCE OUTCOMES Individuals Attraction Performance Retention Attendance Satisfaction Other Resource 60 .

THE TWO FACE OF SEARCHING AND SCREENING Organisation Activate search Communicate job openings and attributes Individual Activate search Applicant 600 Make inquiries and apply Screen opportunities Screen applicants Continued interest Continued interest Reject Reject Potential hires Closed internal Recruitment System Under a closed internal recruitment system. line managers with vacancies. and contacted employees. The only people made aware of promotion or transfer opportunities are those who oversee placement in the human resource department. employees are not made aware of job vacancies. The way a vacancy is typically filled under a closed system is shown below. CLOSED INTERNAL RECRUITMENT SYSTEM Manager notifies human resources of vacancy Human resources searches filed for candidates List of candidates given by human resources to manager Position filled by manager 61 .

Hidden talent s often uncovered. create unwanted competition among employees for limited advancement opportunities. Targeted system of internal recruitment 62 . Usually this is accomplished by a job posting and bidding system. employees are made aware of job vacancies. however. It is a very lengthy and time.Open internal recruitment system Under an open internal recruitment system. An open system gives employees a chance to measure their qualifications against those required for advancement. OPEN INTERNAL RECRUITMENT SYSTEM Manager notifies human resources of vacancy Human resource posts job opening Human resources receives bids from interested applicants Human resources screens candidates List of candidates given by human resources to managers Manager interviews candidates Manager fills position An open system may. Employee morale may be decreased among those who are not advanced.consuming process to screen all candidates and provide them with feedback. It helps minimize the possibility of supervisors selecting only their favourite employees for promotion or transfer.

The cut. etc. 2.eligibility and suitability.. but that is not always a guarantee for good performance. SCREENING In the overall process of selection. It is difficult to decide on the criteria suitability. A judgement has to be made looking at the job specifications. Screening is generally done on two counts. then the information provided in the comprehensive application blank itself becomes the basis for screening. banks. One can choose only those with a high percentage of marks. If this facility is not available. Screening can be done by using a variety of methods. Only those who qualify at this stage are sent a comprehensive application blank. In many academic institutions. a thorough search is conducted. Preliminary applications On the basis of minimum information in a preliminary or self. and the human resources department conducts a search outside the job posting system. If the number of applicants is large.prepared application. Seniority eligibility. but open and closed steps are followed at the same time. A targeted system has three advantages. Those who do not qualify are straight away eliminated from the selection. those distant from job specifications are screened out in the first round itself. The large applicant pool is then narrowed down by KSAOs.off scores are set to reduce the number to a manageable size.Under a targeted system. and hidden talent is uncovered. or any other subsequent methods of 63 .off point is determined by a general formula of a number of vacancies multiplied by four. Eligibility is to see if the applicants fulfil the minimum qualifications stipulated n the recruitment announcement. and availability of pplicants. Jobs are posted. higher cut. screening comes after the recruitment is complete. Tests of Deselection Many organisations in India are now using psychological tests to deselect a number of applicants. people have equal opportunity to apply for postings. In general. The idea is to get four times the number of vacancies. Some of these method are discussed below: 1. These are generally tests of intelligence and environmental awareness. Both systems are used to cast as wide a net as possible. group discussions. Screening is a process of reducing the number of applicants to a few who have better chances of selection than those screened out. call them for interviews. demographics. this is a common practice. screening could be done.

provided the number is not large. With more clear understanding of job description. This is a good technique. Many companies in campus interviews use this technique. this risk could be reduced. it is a common practice. SELECTION Managing Recruitment and Selection System ATTRACT ENGAGE TRANSACT SATISFY RETAIN 64 . Although this ratio is not always strictly adhered to . While screening does help to reduce large numbers to manageable proportions. Research has shown that 1:4 ratio for selection gives enough margin for choice.selection. it also has the possibility of losing some applicants who could have performed well in the subsequent selection. however. Screening interviews Another method of screening is to have a short duration interview with all the candidates and then decide who should be asked for a comprehensive interview at a late date. 3.

aid in interview. In addition. the responses could be precoded for computersation. A wider application shows that the application blank serves the following purpose. the company knows nothing about him/her. 65 .Selection is choosing a few from those who applied. Some selection are: 1. This gives a very useful clue to the organising and presentation abilities of the applicant.e. Application Banks This is one of the most common methods used for collecting information from the applicants. Since the major part of the application blank is structured. is to “secure desired factual information from an applicant in a form convenient for evaluating the applicant’s qualifications”. and a selection device in its own right.). This may be true for both preliminary and final interviews. The provide the candidates first formal introduction to the company. This is particularly useful when a large number of applications are generated and there are time and resource constraints. “anything else you would like to mention” or “state in your own handwriting why you wish to be considered for this post”. Purpose of Applications Blanks: Lipsett. Prior to receiving the application. Often application blanks require the applicants to provide information in an unstructured way (i. Data in the application blank can be used for purpose of analysis and research in personnel. Rodgers and Kenter (1964) have identified three purposes of application blanks: preliminary screening. Areas that need to be further explored are identified on the basis of blank also provide leads for subsequent interviews. etc. The general purpose of application blanks. according to Athreya (1968). They generate data that can serve as abasis to initiate a dialogue in the interview. some minimum data on employees selected have to be stored for subsequent use. They generate data in uniform formats and hence make it easy to make cross comparison of the applicants.

years. level of efficiency achieved in extra academic activities. merit awards. used interview as a method of selection. These are called weighted application blanks. NSS.various levels of formal education. and the references consists of a free-floating letter. Educational data. Contents of application blanks: Though the information sought in applicant blanks may vary according to the level of the position and the organisation. professional courses attended. A survey by Spriegeland James (1958) conducted on 236 firms in USA in 1930 and a second survey by the same authors conducted on 852 firms in 1957 showed that 94 per cent and 99 per cent organisations. NCC. membership of professional bodies and associations.past experience. Employment data. pastime activities etc. but if 66 . etc.names of two or more people who can credentials by way of the suitability of the candidate to the announced position.sports and games. general health condition. reasons for leaving previous jobs. date and place of birth. Extra academic data. position. one of the most widely used method of selection. Unfortunately we do not seem to find a similar survey in the Indian context. whether spouse is working. scholarships. Interview Interview is. Personal data. other dependents. References. marks obtained. number of children.Sometimes the application blanks are designed with weightages assigned to various items in the applicants blanks based on past experience. etc. respectively.height. subjects taken. etc. Generally. whether physically handicapped. distinctions. perhaps. education of the spouse and children.whether married. company. Marital data. years.name. hobbies and interest. most application blanks seem to contain the following kinds of information. weight. promotions. they are ex-employees or ex-teachers. salary. Physical data. prizes. 2. address sex and other identification marks. nature of duties.

In an interview setting the applicant also gets an opportunity to explain certain things which he may not like to put on paper. Additionally. To an organisation it may provide a situation to verify certain information given in the application blank. There are different methods of interviewing applicants. Tharp (1983) explains the rationale of the interview process when he says. seen as an interaction between the interviewer and the applicant and a situation in which both participate. For example. helps generate information that would provide useful insight into the personality of the applicant as a whole. Interview. Or hopes and aspirations. There are certain areas where information can be sought only through interview. his own growth prospects in the organization so as to help him take a well informed decision. provides an opportunity of two-way interaction facilitating the gathering of complete information to take meaningful decisions. thus. 3. How does one evaluate the motivation and commitment. Business Games For positions where decision-making is the most important components.one talks to the representatives of ten organisations. These methods vary according to the purpose of interview and the nature of position for which the applicants are interviewed. chances are that nine out of ten would be using interview as a method of selection. Interview is one of the few situation where a candidate comes face-to-face with the representatives of the organisation. It is. its future plans. A well conducted interview that puts the applicant at case and provides an environment where the applicant can talk freely about himself. Interview provides an overall picture of the applicant which comes as piecemeal when other methods are used. 67 . A face-to-face interview has several advantages which are not otherwise available.making ability of the applicants. some techniques are developed to assess the decision. “Only through the interview process can a manager gather sufficient data to be able to predict whether a candidate will be successful in the position for which he or she is being considered. he can seek information on the organisation.

the development of such an exercise is time consuming.making. Along with this information a set of problems are provided. The problems contained in the in-tray by way of memos. In basket is like an in-treay in an office where the incoming papers are placed. A problem is provided to them along with all the necessary information and constraints. interview takes place a group of applicants ranging from six to ten are either provided a company situation or a topic on which they are allowed some times to discuss among 68 . However. The applicant is asked to make a decision and the quality of this decision is judged by how well the applicant has processed the information provided to him. Group Discussion Another frequently used technique for the selection of supervisory and management staff and particularly for management trainees in India is known as leaderless group discussion or just group discussion. The applicant explains the decisions that he took and why he took those decisions. Applicants for supervisory or managerial positions are put in a simulated exercise of actual decision. Often the exercise may not be taken seriously by the participants. and reports are related to each other in some way and are also related to a master plan. 1971_. targets. It consists of providing the applicant with background material on the organisation such as its history. One example of business games is the “in-basket” techniques. and past achievement. particularly for the managerial cadre and provide insight into the applicant’s abilities and behaviour. However. hence the behaviour may not be very spontaneous. It helps to set the applicant in a more of less realistic situation. operating procedurs. as an independent selection tool its use has been nominal. orgnaisation structure. It is a powerful technique for selection. Here the interviewer may provide a situation to the applicant and ask him to indicate what he would do and why. Before the individual. The idea is that the decision taken should be in consonance with the overall reality of the orgnaisaition and should not be an isolated case (Jaffee. face-to-face.These are called business games. financial data. In the Indian context this excise is quite often practised but as part of interview. IN-basket technique for selecting managers was developed by Lopez (1966). 4. etc. letters. roles. Once the exercise is over the applicants judgement and performance is evaluated.

However. interpersonal competence. hygienic environment and legally protecting the organisation. is most useful where physical strength is most important or where physically handicapped are employed. it provides them an opportunity to follow up certain points during the face-to-face interview. Since the assess are also members of the interview panel. The assessment is done by more than one person who are also members of the interview panel. what is this shape. The discussion is preceded by a preparation time which provides an opportunity to the applicants to think of the subject matter and evolve strategy of making their contribution. and leadership qualities in the group . Generally. personality. Depending upon the job expectation a variety of things could be examined. as a method of selection. its delivery time management. Hence emphasis should be placed on content and general behaviour. there does not seem to be any other reason why physical examination should be undertaken. There are no predetermined expectations of who will perform what role seen is how the group takes its shape. the assessors have to be careful because vocal applicants with better schooling may score better because of their delivery. This method is extremely useful as its generates some very useful data on the behaviour. 69 . These assessments are done independently. Other than providing a sound. Group discussion are generally unstructured. It is time saving as six to ten applicants can be observed simultaneously. and behaviour in the group are assessed. a closer look has to be taken to see how and why an organisation takes the final selection decision. While we may not be so much concerned with the decision-making process of the applicant.themselves. Physical Examination This.Monappa and Saiyadain (1979) have identified four methods of taking selection decision when multiple methods are involved. and who has contributed most to this. SELECTION DECISION Calhoon (1967) defines selection as a two-way decision making process in which both the organisation and the applicant match talent with requirements of the job. the quality of content.

it has the danger of losing some capable applicants on earlier hurdles because either the cut-off on these hurdles was arbitrarily set or due to psychological factors the applicants could not perform well. An applicant must score above the minimum score in the first hurdle before he goes to the second. In terms of decision B would be the most suited applicant than C despite the fact B has scored less on interview and application rating when compared to the ideal. policy. The most important point in this technique of taking selection decision is the proximity with the ideal profile. 70 . a profile of a successful employee has to be developed. 2. In other worlds. Multiple Hurdle As the name suggests the decision is sequentially taken. A is the ideal profile on a variety of selection methods. If we calculate the coefficient. Similarly. is designed to frustrate them and hence lose motivation. although the profile of C happens to be on much higher levels than the ideal profile. This is true of all high fliers in the organisation.1. Each method of selection is sequenced as a scale of importance and in each case a minimum performance is predetermined. instruction. The proximity in case of B and C with A is calculated by s using the statistical technique of correlation of coefficient. The technique to develop such a profile is the same as identifying the cut-off score. Once the cut-0off score of the average successful employee is ready this can be used against fresh applicants to see who comes closest to the profile. All the methods of selection are hurdles that have to be crossed till the applicant competes the last hurdle. he must get the minimum score before he goes to the third and so on till he has crossed all the hurdles. there is a progressive reduction in the number of applicants and this also reduces the cost of selection. his contribution may be good to begin with but may not sustain long. B and C are the profiles of two applicants. etc. However. C scored better on all counts and yet would not be selected. One significant advantage of this technique is that at every stage the number of applicants is reduced. we will find a higher relationship between A and B than A and C. The logic is simple. Profile matching This method has elements of multiple hurdles because first. They soon start believing that every rule. A successful employee does not have to be the one who has done exceptionally well on all the selection than another. Hence.

This technique is mathematically very elegant but unfortunately is not practised quite often in selection. multiplying weightages with the raw scores for each segment. high score in one makes up for the low score in the other. One may score better than the other on a given segment and yet it is possible to get the same total as the other because of variations elsewhere. The major problem of this technique is that a simple addition of all the scores above the ideal does not help in ranking the applicants. Multiple cut off The multiple cut off technique the applicant has to score above the ideal on all the methods of selection. Readymade computer packages are already available and all one needs to do is to feed the selection data in the computer. Unless an applicant scores above the ideal on all the components of selection he cannot be considered for selection. developing weightages for each segment is a time consuming exercise and requires a number of statistical exercises in advance. In other words. and then adding them to get a single total. 71 . This technique assumes that each score on the selection method is linearly related to the performance score and that selection scores have compensatory power. Multiple Regression An efficient way of taking care of the problem discussed in multiple cut. However. 4. To some extent this takes care of the intersegment variations.off is to use multiple regression model which has a built-in facility of taking into consideration the relative contribution of all the segments. Sometimes this problem is solved by giving weightages to each segment.C C Application Rating Score A A Test Score Group Discussion Interview Score 3.

Do you think service working conditions in the corporation are? a) Excellent c) Good b) Very Good d) Poor 22% 25% Excellent Very Good Good P oor 20% 33% 72 .Chapter-4.0 DATA ANALYSIS Ql ) .

Q2). Chances of career upliftment in the corporation? a)Excellent c) Good b)Very Good d)Poor 12% 32% 26% Excellent Very Good Good Poor 30% 73 .

Would you like to switch over to the other organization n the near future.Q3). if offered? a) Yes b) No 21 % Yes No 79% 74 .

Are you satisfied with the transfer/promotion Policy in the Corporation? a) Yes b) No 43% 57% Yes No 75 .Q4).

Do you think promotion chances are equal in all cadres & at all levels? a) Yes b) No 37% Yes No 63% 76 .Q5).

Pay & allowances & other benefits including Perks in the corporation as compared to other public undertakings? a) Excellent c) Good b) Very Good d) Poor 14% 18% Excellent Very Good Good 35% Poor 33% 77 .Q6) .

Job Satisfaction e Promotion prospects 35 30 25 20 15 10 5 0 1 2 3 4 5 6 7 8 9 10 11 78 . Family Obligation c.What is your major concern when considering transfer on promotion or otherwise ? a Age b. Financial burden due to double base d.Q7).

Number of Promotions &transfer availed during service? Promotion 1 2 3 4 5 Transfer 1 2 3 4 5 Promotion 1 2 3 4 5 79 .Q8.

Q9) Do you think VRS should be offered once again in the corporation? a) Yes b) No Transfer 31% 13% 18% 8% 32% 1 2 3 4 29% Yes No 69% 5 80 .

Ql0) Do you think VRS is another form of downsizing? a) Yes b) No 42% 58% Yes No 81 .

Q11) Would you like to opt for VRS if offered in the future? a) Yes b) No 22% Yes No 78% 82 .

Q12)Work distribution among employees is according to their skill & job knowledge? a) Yes b)No 33% Yes No 67% 83 .

Q13)Do you feel Job Satisfaction with your present working conditions? a) Yes b)No 32% Yes No 68% 84 .

Q14) Do you feel there is excess man power in the corporation? a) Yes b)No 48% 52% Yes No 85 .

Have you ever experienced any lacuna .inconsistency or anomaly in the service rules in the corporation? a) Yes b)No 24% Yes No 76% 86 .Q15).

Ql 6)All employees are treated at par by management while granting benefits/perks? a) Yes b)No 48% 52% Yes No 87 .

Q17) Is Union association in the corporation to watch interest of the employees? a) Yes b)No 36% Yes 64% No 88 .

. • • • • The employees are generally satisfied with the transfer policies in the Param Switch and Gear Ltd.The above information is based on the analysis of the questionnaires filled by a sample of employees in the Corporation Headquarters’ various departments. to assume responsibility. The basis of all job enhancement efforts is your recognition of employees' desire to do good work.Chapter-5. to achieve and to succeed.0 CONCLUSIONS & SUGGESTIONS Conclusions • • • The employees are generally satisfied with the working conditions in the Corporation Chances of career growth are low in the corporation. Once the compensation (pay and benefits) is established properly. recognition. 89 . • The tailoring of benefits to satisfy specific needs is part of the quality of work life technique. and reward. The level of motivation in the employees regarding work is low. achievement. It is a way to maximize the amount of labor costs going to the employee and to maximize your return on these costs without increasing across-the-board expenses. By making a special effort to satisfy individual employee needs. you reinforce the motivational value of the flexible benefit. it is necessary to use other means to further motivate and improve your work force's output. Getting high quality job performance from your employees depends on giving employees • opportunities for their personal growth. The employees of the Corporation are not satisfied with the HR policies and their implementation in practice at different hierarchical levels and feel a need for the policies to be changed with time • Most of the employees have expressed discontent over the functioning and role of the existing trade unions in protecting the interests and working for the welfare of the employees of the corporation and in encouraging the active participation of employees in the activities of the management in general. responsibility.

Since the workforce comprises mostly of age group between 20-30. Also Promotion to be based on performance and education both. A tailored benefit can be worth as much to an employee as a pay raise.  remains vacant during shift hours. Moreover. these should be given quarterly. The nature of work being a team effort special consideration should be given to team building games & role plays which will not only act as a stress buster but will also help in building relationship with supervisors. which are provided to employees. Suggestions  Offer rewards and recognition to employees who earn degrees or job related certifications along with the job.  Cab routing is one of the major problems faced by the employees especially female employees. various on-the-floor activities should be introduced. Such a benefit is practical because • • (1) it probably costs no more than worker unrest and diminished productivity and (2) it is probably less costly than a comparable pay increase.  Increase support of education benefits.• At the same time you have improved the worker's skills and shown recognition of the worker's value and aspiration.  There need to be some changes in the non-monetary incentives. including providing realistic job previews for candidates for high 90 .  In order to reduce the stress level.Focus more attention on orientation. Hence there should a proper working help line for cabs and the routing should not be such that it takes more than the required time. including more tuition reimbursement. pizza party etc should be introduced. if introduced. gift vouchers.  Operation and Floor Managers should be asked to ensure that:  Adequate resources and workstations are made available so that Breaks should be included in the roster so that no workstation agents can complete the pending work and solve cases. discount coupons.  Loyalty bonus or incentives can be introduced for those employees who stay with the company for 2 years or more. thus the incentives like movie tickets.

 Apart from company sponsored training and seminars some other educational courses or seminars to be conducted so as to help them in their future career.  Since the exit interviews do not show the true picture of the reasons for attrition.  Timely performance appraisal should be done. this job can be outsourced so that actual reasons can be known.  Supervisors’ involvement in career development in synchronization of interests and temperaments of employees.  Hold managers accountable for retention efforts by making it part of their performance plans. which is at the same time supported by their qualification. This will not be beneficial for the career development but will also be a tool to prevent employee attrition.turnover jobs like the CSR.  Reimbursement of official expenses particularly Phone Bills. 91 . Develop follow-up meetings six months after initial orientation.

Would you like to switch over to the other organization n the near future. Are you satisfied with the transfer/promotion Policy in the Corporation? a) Yes b) No Q5).APPENDICES QUESTIONNAIRE Name: Designa tion Phone no: Ql ). Do you think service working conditions in the corporation are: a)Excellent c) Good Q2). Pay & allowances & other benefits including Perks in the corporation as compared to other public undertakings? a) Excellent c) Good b) Very Good d) Poor e) Equal Q7).Financial burden due to double base e Promotion prospects b. Do you think promotion chances are equal in all cadres & at all levels? a) Yes b) No Q6). . What is your major concern when considering transfer on promotion or otherwise? a Age c. b)Very Good d) Poor Chances of career upliftment in the corporation? a)Excellent c) Good b)Very Good d)Poor Q3). Job Satisfaction 92 . . if offered? a) Yes b) No Q4).Family Obligation d.

Q8 Number of Promotions &transfer availed during service? Promotion 1 2 3 4 5 1 2 3 4 5 Transfer Q9) Do you think VRS should be offered once again in the corporation? a) Yes b) No Ql 0) Do you think VRS is another form of downsizing? a) Yes b) No Q11) Would you like to opt for VRS if offered in the future? a) Yes b) No Q12) Work distribution among employees is according to their skill & job knowledge? a) Yes b)No Q13) Do you feel Job Satisfaction with your present working conditions? a) Yes b)No Q14) Do you feel there is excess man power in the corporation? a) Yes b)No Q15).inconsistency or anomaly in the service rules in the corporation? a) Yes b)No Ql 6) All employees are treated at par by management while granting benefits/perks? a) Yes b)No Q17) Is Union association in the corporation to watch interest of the employees? a) Yes b)No 93 . Have you ever experienced any lacuna .

112 WEB: • • • • • • • http://www. Page No: 18 ARTICLES: 94 . Published by Canadian Institute of Management dated on December 22. 2006). 2004. 48. Canadian Manager. Page No: 3.uk/summary/summary. 36. Prentice-Hall India Armstrong Michael. Branding and Research (June 1. DAVID & ROBBINS P.html http://www. Published by Kogan Page. • • Jacobs Barry – People. Page No: 28. 30. 42.com http://www. Published by Butterworth – Heinemann (August 18. Page No: 28.BIBLIOGRAPHY  Newspaper clippings (Regular Articles on Current HR Trends in HT Power Jobs section of Hindustan Times)  The Business Today experimental guide to Managing Workforce (special fourth anniversary issue of Business Today) Reference Books:  DeCENZO A. Enthused and in gear ..com/Solutions/engagement. Murlis Helen – Reward Management: A Handbook of Remuneration strategy and Practice (Fifth Edition).co. 56 People Management: A Strategic Approach to HR.aspx http://www. Third Edition.employment-studies. 37. STEPHEN.standardchartered. Prentice-Hall India  • Kandula R..php?id=408 http://www. Profit.isrinsight.ca/documents. Srinivas. Hetrick Susan – Corporate Reputations.asp?rnext=1831 Masarech Ann Mary. Personnel/ Human Resource Management. Performance. 9. Human Resource Management in Practice (with 300 Models.com/in/ http://www.com/home/people. And 27.airtelcellular. 2005).conferenceboard. techniques and tools). Published by Montogomery Martin Graeme.ndplonline. Ingredients for employee engagement.