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493 3Gcustomers as on 30.5 million Internet Customers who access Internet through various modes viz. 52 Million GSM Capacity. BSNL is miles ahead of its rivals. 3895 Node B ( 3G BTS). Carrier service.e. more than 38302 fixed exchanges. VSAT. introducing new telecom services with ICT applications in villages and wining customer's confidence. reach. BSNL has been adjudged as the NUMBER ONE ISP in the country. BSNL is the only service provider. Internet. At present there are 0. BSNL has set up a world class multi-gigabit.1 million Basic Phone subscribers i. 287 Satellite Stations. 7330 cities/towns and 5. Whether it is inaccessible areas of Siachen glacier and North-eastern region of the country. 2000. 8 million WLL capacity. nationwide coverage. Within a span of five years it has become one of the largest public sector unit in India.11. has 55.5 million WLL subscribers and 2. BSNL has more than 2. CellOne. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. 85 per cent share of the subscriber base and 92 percent share in revenue terms. Leased Line. VoIP services. Today. Broadband. multi-protocol convergent IP infrastructure that provides convergent services like voice. Dial-up. GSM Mobile. 614755 Rkm of OFC Cable. comprehensive range of telecom services and the desire to excel has made BSNL the No. In basic services. BSNL has installed Quality Telecom Network in the country and now focusing on improving it. CDMA mobile. 46565 BTS. IN Services etc.2009. The turnover. expanding the network. is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in India: Wireline. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai.140. BSNL is numero uno operator of India in all services in its license area.6 million DataOne broadband customers. 1 Telecom Company of India. making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. DIAS. BSNL cellular service. with 35. MPLS-VPN. 50430 Rkm of Microwave Network connecting 602 Districts. data and video through the same Backbone and Broadband Access Network. it has about 46 million line basic telephone capacity. BSNL serves its customers with its wide bouquet of telecom services.BSNL Company profile:Bharat Sanchar Nigam Ltd.282 2G cellular customers and 88. Account Less Internet(CLI). formed in October. Company H R Policy:- .6 Lakhs villages.
L as we all know that it’s a government organization so they not give such motivational package which an employee get in private organization . Wage & Salary. basic as well as applied.some motivational package which B.1) 2) 3) 4) 5) Selection &Recruitment Motivation. touching on several disciplines. In spite of enormous research. Training.N.S. Performance appraisal SELECTION & RECURITMENT SOURCES OF RECRUITMENT External sources:*Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personnel Selection process:*Job analysis *Initial screening *Application bank *Test *Interview *Reference check *Medical final and job offer MOTIVATION:The job of a manager in the workplace is to get things done through employees.S.L give there employee is:- • Free telephone facility . To do this the manager should be able to motivate employees.But without motivation package no employee give their maximum to the organization . And there lies the problem! In B.N. To understand motivation one must understand human nature itself. But that's easier said than done! Motivation practice and theory are difficult subjects. the subject of motivation is not clearly understood and more often than not poorly practiced.
There are typical steps that go into a training program. These are outlined below. performance evaluation. • Finally . task analyses. 2) Implement Training Methods: Now that the analysis has been done. performance evaluation. and existing skills and desired skill level. attitudes and abilities that are needed to achieve optimum performance. It will help the employee to be familiar with the goals of the organization and the job requirements.the learner is passive in the process. and the knowledge. . In order to conduct an assessment there are some analyses that must be done. The methods of this kind of analysis include employee questionnaires and interviews.• • • • • • Promotion Transfer Time to time revision of pay scale Central government facility Quarter for leaving Good working environment Employee Training:Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. skills. • • An organizational analyses determines the effectiveness of an organization. skill and knowledge testing and the observation of behaviour and results. 1) Conduct Needs Assessment: A need is described as a "gap" between what is currently known and what will be needed now and in the future. where the employee is actively engaged in the type of work they will later be doing on their own. where training is needed and under what conditions the training will be conducted. employee questionnaires and interviews. and observation of the workplace. how employees are performing on the job and how the organization desires them to perform. A task analysis is used to provide data about a job or group of jobs.person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. from instructor to learner . the training method needs to be chosen. On-the-job-training: This method involves such methods as apprenticeship and mentoring. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. The two most frequently used training methods include: • • Lecture: Lecture involves one-way communication. These gaps in knowledge could be between what an organization expects to happen and what actually does. This information can come rom job descriptions.
identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. It can be delivered via a computer and can be costly to prepare. and organizational commitment on the part of the employees. Performance appraisal Performance appraisal:IN the BSNL performance appraisal doesn’t play a great role reason behind that it’s a government organization but it’s a important part of organization. Hard data are measures of productivity. In BSNL every employee has a service book which is written by his senior if employer not do his duty . quality. material costs. 3) Training Evaluation: Training evaluation is used to evaluate the reactions of the learners. teamwork. measure the learning that occurred. assess on-the-job behaviours.• Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. Business results can be measured in "hard" data and "soft" data.the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. Soft data is items such as job satisfaction. absenteeism and turnover and customer satisfaction. This form of instruction is self-paced .
Clearly defined and effective conduct and disciplinary rules were in place. 7. • • • • Different wage rate for executive and non executive employee. Annual incremental were fixed to 5%. Well defined. Employee s was retained to a great extent. 10. The Company ensured optimum deployment of manpower. After pay revision some hard step where taken like. 9. good public image. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry. fair and transparent career progression policies and practices Were in place. The training imparted by the Company was effective.well then his senior mark in his service record book which create problem for gating promotion etc. Whether they were adequate. The Company introduced new recruitment policies and practices and 6. best among PSU it pays less to its employee than other PSU. WAGE & SALARY Wages and Salary Administration:In private organisation employee generally get much more than that an employee of public organisation but the difference comes in benefits that public employee receives. If we compare it with other PSU in its field like BSNL. There was increment in DA and CCA(city compensation allowance). 8. 4. Despite of huge profit. PERFORMANCE APPRAISAL: . The manpower planning done by the Company was adequate to meet its Objectives. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters. MTNL and TCIL then also its wage rate is low. 5.BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. Minimum wage rate was fixed for its employee. 2. An effective performance management system was in place. . Audit objectives:3. 1.
RELIANCE Company profile The Late Dhirubhai Ambani dreamt of a digital India — an India where the common man would have access to affordable means of information and communication. though sadly after his unexpected demise on 6 July 2002. Reliance H. and consulting. Reliance Communications has a reliable.R. had stated as early as 1999: “Make the tools of information and communication available to people at an affordable cost. Dhirubhai. high-capacity. the auspicious occasion of Dhirubhai’s 70th birthday. Reliance Communications is revolutionising the way India communicates and networks. truly bringing about a new way of life. It is capable of delivering a range of services spanning the entire infocomm (information and communication) value chain. They will overcome the handicaps of illiteracy and lack of mobility.” It was with this belief in mind that Reliance Communications (formerly Reliance Infocomm) started laying 60. This backbone was commissioned on 28 December 2002. integrated (both wireless and wireline) and convergent (voice.policy • • Recruitment & Selection Training . applications.000 route kilometres of a pan-India fibre optic backbone. data and video) digital network. Today. including infrastructure and services — for enterprises as well as individuals. who singlehandedly built India’s largest private sector company virtually from scratch.
we willwant to do something about meeting them.Once we know these needs .• • Performance appraisal Motivation • Wage and salary RECURITMENT & SELECTION:- E I Sucessful human resource planning should identifyour human resource needs. Certain influence constraint manager in determining recruiting sources:- .Recuritment is the discovering of potential applicants for actual or anticipated organizational vacancies.
• • • • • Image of the organization Attractiveness of the job Internal policies Union requirement Recruiting budgets Sources of recruiting employee in Reliance infocomm:Internal sources External sources Internal sources *Promotion *Transfer *Retired manager * Recall from long leave *Internal advertisement External sources *Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personnel Selection Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. The difference between recruitment and selection: Recruitment is identifying n encouraging prospective employees to apply for a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. And Selection is selecting the right candidate from the pool of applicants. So the organization always employs people who are well qualified and competent. ROLE OF SELECTION Selection is crucial for the organizations effectiveness for 2 reasons: 1) Work performance: Performance of the organization is very important to the success of the company. .
social skills. Assessment should not be condensed to past performance alone. Training is the responsibility of the management as it is basically for raising the efficiency and productivity of employees. quality and quantity of output. Training is needed in order to introduce modern methods or for the introduction of rationalization and computer technology in the industrial units. dependability. Expenditure on training is an investment for manpower development and gives rich dividend to employees and organisation in the long run. It is also needed for personal growth and development of employees. administrative skills and finally attitude building. The following points (reasons) justify the need for training: • • Training is needed as a good supplement to school/college education. initiative. Training:Training plays an important role in human resource development. Training is the only method by which the knowledge and skills of workers are updated. Industrial training is for a short period but has wide coverage. training is the watchword of present dynamic business world. Training is for developing overall personality of an employee. information. It relates to Knowledge. In brief. The main purpose of training is to develop the human resources present within the employees. It is a must for raising efficiency of employees. Training is needed due to continuous changes in the field of science and technology.2) Cost incurred: cost incurred while selection process also plays an important role. Potentials of the employee for future performance must also be assessed. • PERFORMANCE APPRAISAL:In simple terms. It also facilitates self development and career development of employees. health and the alike. Need for training: (in RELIANCE) The need for training of employees is universally accepted and practical training in the form of information. . Workers can work as per new methods or can use new machines only when suitable practical training is given to them. leadership abilities. the performance being measured against such factors as job knowledge. supervisory staff and managers. Training at the industry level is practical and is needed for creating confidence among employees. instructions and guidance is given to all categories of employees. Training raises their skills and creates confidence and ability to perform the job efficiently. Training is necessary due to technological changes rapidly taking place in the industrial field. versatility. Training is necessary in present competitive and ever changing industrial world. co-operation. performance appraisal may be understood as the assessment of an individual’s performance in a systematic way. technical skills. judgment. supervision. It is necessary and useful in the case of all categories of operative employees.
performance evaluation. stored. Performance appraisal provides a format for dialogue between the superior and the subordinate. Nor performance appraisal is done in isolation. organization and society all benefit.what type of motivational tool given in reliance info comm.A formal definition of performance appraisal is: It is the systematic evaluations of the individual with respect to his her performance on the job and his or her potential for development. The second definition includes employees’ behaviour as part of the assessment. • To let the employees know where they stand insofar as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development. • To assess the training and development needs of employees. Promotion Job enrichment Delegation & authority Telephone facility Bonus Quarter Reliance share etc WAGE & SALARY . it is probably as old as mankind. and improves understanding of personal goals and concerns.? • • • • • • • • Annual salary revision. • To improve communication. personnel appraisal. The other terms used for performance appraisal are: Performance rating. Behavior can be active or passive.do something or do nothing. MOTIVATION:Motivation play a great role in the development on an employee in RELIANCE compare to BSNL . employee evaluation and (perhaps the oldest of the terms used) merit rating. and in an informal sense. • To decide upon a pay raise where (as in the unorganized sector) regular pay scales have not been fixed. employee performance review. employee assessment. In a formal sense. behavior affects job results. structured system of measuring and evaluating an employee’s job related behaviours and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee. Either way. Objectives of Performance Appraisal: Data relating to performance assessment of employees are recorded. employee assessment is an old as the concept of management. and used for several purposes. The main purposes of employee assessment are: • To effect promotions based on competence and performance • To confirm the services of probationary employees upon their completing the probationary period satisfactorily.Reliance give both financial as well as non financial motivator to there employee . This can also have the effect of increasing the trust between the rater and the rate. A more comprehensive definition is: Performance appraisal is a formal.
• • • • • • • • • • • • • • • • • Reliance Infocomm CTC Policy Limits : Components Limit (Rs.for all levels LTA 2 month’s Basic pay for all levels HRA 50% of Basic pay Conveyance allowance Rs.a. above 1000 cc : Rs.24000/CHA Rs.) Office wear allowance All levels Rs.all levels Fuel & Maintenance For all levels – a.9600/.150000/Persons choosing the above will not be able to choose Conveyance Allowance Food coupons Rs. p.15600/.5000/.30000/Medical Rs.for all levels Gift vouchers Rs.7200/Superannuation Any amount upto 15% of Basic pay for all levels . up to 1000 cc : Rs.111000/b.15000/.for all levels – for persons not choosing Fuel & Maintenance Children Education Allowance (CEA) / Children Hostel Allowance (CHA)For all levels – CEA Rs.