RECRUITMENT & SELECTION PROCESS IN BHARAT SANCHAR NIGAM LTD.

PROJECT 2010
Submitted for the partial fulfillment of the requirement for the award Of POST GRADUATE DIPLOMA IN MANAGEMENT

SUBMITTED BY

UNDER THE GUIDANCE OF

EXTERNAL:

DECLARATION

I here declare that that the project report entitled RECRUITMENT & SELECTION PROCESS IN BHART SANCHAR NIGAM LTD. submitted for The Post Graduate Diploma in Management is my original work and the Project Report has not formed the basis for the award of any degree, diploma, and associatsehip, or other similar titles .

Date Place.

Signature

DEPARTMENT OF MANAGEMENT CERTIFICATE

This is to certify that this SUMMER INTERSHIP PROJECT ON RECRUITMENT & SELECTION PROCESS IN BHART SANCHAR NIGAM LTD. is submitted by for the partial fulfillment of PGDM (2009-11) IME, embodies the bonafide work done by her under my supervision.

____________________ Signature of the Guide DATE: _______________

PLACE: ___________________

CERTIFICATE OF SUPERVISOR

This is to certify that Ms. student of M.B.A has case of

Roll No. 94302236168 is a CANNDIGARH the BUSINESS SCHOOL, titled my

LANDRAN, MOHALI of PUNJAB TECHNICAL UNIVERSITY, JALANDHAR DISTRICT-a supervision. completed study research project QUALITY OF WORK LIFE AT BSNL IN VARANASI TELECOM with our permission under

Date: 26/7/10 SINHA VARANASI Varanasi

BINOD KUMAR

PA to DGM (HR)

(SUPERVISOR)

(Dean)

A
who

CKNOWLEDGEMENT

For achieving any destination, efforts are the path. On the path, we meet lots of people support us to make our journey memorable & few of them accompany us till we get the goal. After getting the goal we must not forget the presence of such people who made our journey easier. I express my sincere regard & my gratitude to all of them. First of all, I bow with reverence & gratitude to thank the ALMIGHTY who has

enriched me with such a golden opportunity & infused the power in my mind to fulfill the task assigned to me. I would like to thank B.S.N.L authorities for providing me with an opportunity to undertake organizational training, which has been a learning experience for me.

I acknowledge our Respected Director Dr. S.P.S Bedi who has provided us enough support & facilities while making project. While offering this piece of work, I express my profound gratitude & heartful thanks, to my revered, patriarch teacher & guide, Mr. Binod Kumar Sinha of BSNL for his consant encouragement, guidance & untiring help throughout the work.

I render my sincere thanks to Dr. Radha, for her valued suggestions & constructive criticism. The list also contains my colleagues & friends for helping me in the preparation of rough sketch for the project & inspire me throughout. Finally my sincere regards & gratitude are due towards my parents Dr. Mohan Lal Gupta & Mrs. Sudarshna Gupta & my elder sister Dr. Kamakshi Gupta for their moral support & encouragement to work on this project, they were always bringing a positive threshold for me even after getting victimized by my anger & irritation .I bow my head in front of them & will never be able to unsolder their debt. They acted as a booster with their inspirational words.

I would like to thank Google without which the project writing would have been very much hectic & difficult job.

Date: Deepika Gupta

2010

Ro ll No. 94302236168

REFACE

Knowing is not enough, we must apply; willing is not enough, we must do. Education becomes more meaningful when its theoretical aspects are combined with practical experience. This provides an opportunity to the students to improve their understanding of the studies. This project shows the working style & life of employees at their workplace. It gives an insight into the employer-employee relationships prevalent in companies. It speaks about how a company should keep their employees happy by providing them QUALITY OF WORK LIFE. This project also gives an overview of how a human resource department should function, so as to retain the best of the companys human resources for the companys betterment. This report on QUALITY OF WORK LIFE AT B.S.N.L IN VARANASI TELECOM DISTRICTa case study is an attempt to understand the real world of industry.

This project is done In Bharat Sanchar Nigam Limited (BSNL) since it is a government organization it is very important and interesting to watch that how much & how far this organization gives all facilities and power to their employees provided by our Indian constitution.

Executive Summary

In this research I put an effort to understand the Recruitment & selection process in BSNL. In this report, first of all given a brief review about BSNL as a whole. Then given a review of the findings of some of the researches that has already been conducted by various researchers. Then enumerated research objectives. Then given the panoramic view regarding the topic. Then described research methodology i.e., the sample unit, sample size, sampling region, sampling procedure that used in report. I used stratified random sampling as her sampling procedure.

Then I analyzed the data which was collected by a questionnaire. I concluded the findings of the survey.

Then finally, given few suggestions & recommendations regarding the topic.

Table of Content CHAPTER 1 INTRODUCTION

CHAPTER 2 LITERATURE REVIEW

CHAPTER 3 RESEARCH METHODOLOGY

CHAPTER 4

FINDING & RESULT (OR) DATA INTERPRETATION

CHAPTER 5
LIMITATIONS, SUGGESATION & RECOMMENDATIONS

BIBLIOGRAPHY APPENDIX CHECKLIST OF ITEMS OF THE STUDY

INTRODUCTION

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company providing comprehensive range of telecom services in

India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest & leading public sector unit in India. BSNL has installed Quality Telecom Network in the country and now focusing on improving it, expanding the network, introducing new telecom services with ICT applications in villages and wining customer's confidence. Today, it has about 30 million line basic telephone capacity, 10 million WLL capacity, 60 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages. BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom services. BSNL is numero uno operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. Bharat Sanchar Nigam Limited (known as BSNL) is a 100 % Government-owned Telecommunication company in India. BSNL is the largest telecom provider in India in basic phone line, 2nd overall and fourth largest cellular service provider, with over 100 million customers as of March 2011. Its headquarter is at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Jan path, New Delhi. It has the status assigned to reputed public sector companies in India. BSNL is India's oldest and largest Communication Service Provider (CSP). It has footprints throughout India except for the metropolitan cities of Mumbai and New Delhi which are managed by. BSNL's earnings for the Financial Year ending March 31, 2011 stood at Rs. 29,700 crore with a loss of Rs. 6000 crore. BSNL has an estimated market value of $ 150 Billion which make it one of the largest valued company in the World. BSNL is the largest PSU in India in terms of employees . It is only PSU in India where more than 10 thousand women employees are working.

BSNL

Registered

Office:

Bharat

Sanchar

Bhavan

Harish Chandra Mathur Lane Janpath, New Delhi-110 001

BSNL

Corporate

Office:

Bharat

Sanchar

Bhavan

Harish Chandra Mathur Lane

Janpath, New Delhi-110 001

CORPORATE SIGNATURE

B a)

VISION: Be the leading telecom service provider in India with global presence

b) Create a customer focused organization with excellence in sales, marketing and customer care c) Leverage technology to provide affordable and innovative products/services across customer segments including end to end converged services C MISSION:

a)

Be the leading telecom service provider in India with global presence Maintaining a high rate of growth to protect and increase its market share in all segments of operations Generating value for all stakeholders-business associates, vendors, shareholders & employees Maximizing return on existing assets with sustained focus on profitability Becoming the most trusted, preferred and admired telecom brand To explore International markets for Global presence

b)

Creating a customer customer care Developing a needs Excellence in and courteous service c) Leverage technology customer segments Offering segments d)

focused organization with excellence in sales, marketing and marketing and sales culture that is responsive to customer customer service- friendly, reliable, time bound, convenient to provide affordable and innovative products/services across

differentiated

products/services

tailored

to

different

service

Providing reliable telecom services that are value for money Providing a conducive work environment with strong focus on performance Attracting talent and keeping them motivated Enhancing employees skills and utilizing them effectively Encouraging and rewarding individual and team/group performance Establishing efficient business processes enabled by IT

e)

Changing policies and processes to enable transparent, quick and efficient decision making Building effective IT systems and tools

OBJECTIVES:

To be the Leading Telecom Services provider. To provide quality and reliable fixed telecom service to our customer and thereby increase customers confidence. To provide customer friendly mobile telephone service of high quality and play a leading role as GSM operator in its area of operation. Strategy for: I. Rightsizing the manpower II. Providing greater Customer Satisfaction

Contribute towards: i) Broadband customers base of 20 million in India by 2010 as per Broadband Policy 2004. ii) Providing Telephone connection in villages as per Government Policy.

Our clients

Our clients are citizens of India, PSUs and Government Organisations, Private Organisations, and NGOs seeking Telecom Services.

SERVICES WE PROVIDE

BSNL serves its customers as a one stop solution to all telecommunication needs with possibly the largest bouquet of telecom services; Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. The services being offered across the Indian subcontinent barring the cities of Delhi and Mumbai are: Telephone Mobile Phone Wll Mobile Internet Network Broadband Wi-Fi Co-Location Service Web Hosting Sancharnet SMS & Bulk SMS 3 G mobile Services Cellone Excel Unified Messaging GPRS/WAP/MMS SMS & Bulk SMS New Telephone Connection Shift And Transfer Of Telephone Phone Plus Service

Broadband (DataOne) MPLS VPN ISDN Leased Line Intelligent Network Free Phone Service Premium Rate Service

India Telephone Card Virtual Private Network (VPN) Voice VPN Universal Number Universal Personal Number Tele Voting

Video Conferencing Audio Conferencing

Telex/ Telegraph Epabx EPABX Free EPABX Centrex

HVnet Inmarsat Ku-Band Transponder

Call Center

For basic services including broadband services:1500 or 1800-

345-1500 (toll free number) For GSM Mobile services:1503 or 1800-180-1503 (toll free number).

SOCIAL COMMITMENT
Encourage development of telecommunication facilities in remote, hilly and tribal areas of the country. Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.

As of March 2011, a total of 2,81,635 staffs working in BSNL. In BSNL, employees are broadly classified in two groups :

Executives & Non-Executives Executives : Non-Executives : 56113 225522

As on Nov 2011, in Varanasi, a total of 1055 employees are working in GMTD (General Manager Telecom District ) Varanasi. BSNL office in a district generally called as GMTD or SSA (Sub-Switching Area). A SSA can consist of a district or more than 1 district. Varanasi SSA which is headed by GMTD Varanasi Shri D.N. Tripathi covers 3 district, namely Varanasi, Chandauli and Bhadohi. Gr A : Gr. B : Gr. C : 21 81 831

Gr. D :

122

GR A & Gr. B are executives while Gr.C & D are non-executives

ORGANISATIONAL CHART
NOTETHERE ARE TWO TYPES OF EMPLOYEE IN B.S.N.L. 2- ABSORBED IN B.S.N.L.,(Erstwhile DOT 1-RECRUITED BY B.S.N.L. Employee)

The employee recruited after the formation of BSNL i.e. after 1st Oct, 2000 is called BSNL recruited employee and the employee came to BSNL from its Parent Department i.e. from DOT & absorbed in BSNL are called BSNL absorbed employee. There are no differences in terms of pay or other facilities provided by BSNL to them. However Pension scheme is different. For BSNL absorbed employees, they have Govt. pension, provided by BSNL/Government, but BSNL follow new pension scheme for all BSNL recruited employee in which 12% of pay is deducted form BSNL recruited employee and same amount is also paid by BSNL to the EPF office. The grand total is either fully paid to employee or in terms of pension to them after retirement. BSNL employees enjoy the facilities of Life insurance, Pension, Gratuity, Leave encashment (in or after retirement), medical facility, welfare schemes like education fee to wards of employees, book award, canteen facility, scholarship, fee reimbursement for doing MBA, housing, special facilities to women employees, etc. The organizational structure of BSNL can be broadly classified as given below :

BOARD OF DIRECTORS

Corporate structure of BSNL Board consists of CMD & Five full time Directors, Human Resource (HR), Consumer Mobility, Consumer Fixed Access, Finance, Enterprise, who manage the entire gamut of BSNL operations. There are five other Directors in the full Board of BSNL.

Phone Designation CMD Director(Consumer Mobility) Name R.K.Upadhyay R.K.AGGARWAL (Office) 23372424 23734073 Fax No 23372444 23734075 Email cmdbsnl@bsnl.co.in dirplg@bsnl.co.in

Director(Consumer Fixed Access) Director(Human Resource) Director(Enterprise)

RAJESH WADHWA

23037142 23738999 23734070

23734242

diro@bsnl.co.in

A. N. Rai

23734072

dirhrd@bsnl.co.in

A. N. Rai

23734064 23353395

23734166 23353389

dir.enterprise@bsnl.co.in hcpant@bsnl.co.in

Company Secretary & H.C.PANT Sr. GM(Legal)

MOC

(MINISTRY OF TELECOMMUNICATION)

DOT

(DEPARTMENT OF TELECOMMUNICATION)

CMD BSNL

(CHAIRMAN & MANAGEING DIRTECTOR) (& Board of Directors)

CGM

(IMPLIMENT PLANE WITH ADVISE OF CMD)

G.M.

(GENERAL MANAGER )

DGM

(DEUPTY GENERAL MANAGER)

AGM/DET/CAO

(ASSISTANT GENERAL MANAGER)

SDE/AO

(SUB DIVISIONAL ENGINEER)

JTO/JAO/PA-

(JUNIOR TELECOM OFFICER)

TTA/SENIOR TOA

(TELECOM TECHNICAL ASSISTANT)

PM

(PHONE MECHANIC)

RM

(REGULAR MAJDOOR)

WORK CATEGORY OF EMPLOYEE IN VARANASI (Executive Level)

FINANCE AO JAO CAO DGM (F) 7 5 2 1 No.

2.

TECHNICAL-(Marketing + Operation) Post G.M. DGM AGM DE SDE JTO

No. 1 2 1 14 41 24

IN VARANSI
GMDGM (ADMIN/HR) PAMr.DEVENDRA NATH TRIPATHI Mr.RADHE PRASAD Mr.BINOD KUMAR SINHA

CADRES IN BSNL EXECUTIVES : CMD

BOARD OF DIRECTORS CGM GM DGM AGM/DET/CAO SDE/A.O. JTO/JAO/P.A/ADOL

NON- EXECUTIVES TTA (TELECOM TECH. ASSTT.) SR.TOA PHONE MECHANIC REGULAR MAZDOOR

Services
BSNL provides almost every telecom service in India. Following are the main telecom services provided by BSNL:

Universal Telecom Services: Fixed wire line services & Wireless in Local loop (WLL) using CDMA Technology called bfone and WLL respectively. As of December 31, 2007, BSNL has 81% market share of fixed lines.

Cellular Mobile Telephone Services: BSNL is major provider of Cellular Mobile Telephone services using GSM platform under the brand name BSNL Mobile. As of Sep 30, 2009 BSNL has 12.45% share of mobile telephony in the country.

Internet: BSNL provides internet services through dial-up connection (Sancharnet) as Prepaid, (Net One) as Postpaid and ADSL broadband (BSNL Broadband). BSNL has

around 50% market share in broadband in India. BSNL has planned aggressive rollout in broadband for current financial year. It also offers Wi-Fi, Wi-Max internet services.

Intelligent Network (IN): BSNL provides IN services like televoting, toll free calling, premium calling etc.

3G: BSNL offers the '3G' or the '3rd Generation' services which includes facilities like video calling, Lightening fast Mobile broadband, online movies, etc.

IPTV: BSNL also offers the 'Internet Protocol Television' facility which enables us to watch television channels (like Dish TV) through telephone lines.

FTTH: Fiber to The Home facility that offers a higher bandwidth for data transfer. This idea was proposed on post-December 2009. Teleconferencing: It also offers teleconferencing at very competitive market price.

VISION
Become a total solution provider company and to provide world class telecom services at affordable prices.

Become a global telecom company and to find a place in the Fortune 500 companies.

Enter into and expand new services viz. Long distance, Cellular mobile, W-CDMA, Internet /Broadband and IN services and development of telecom software.

Become the largest provider of private. Be the leading Telecom Service Provider in India with global presence. Create a customer focused organization with excellence in sales, marketing and customer care.

Leverage technology to provide affordable and innovative products/services across customer segments

Provide a conducive work environment with strong focus on performance Establish efficient business processes enabled by IT

MISSION
To remain market leader in providing world class Telecom and IT related services at affordable prices and to become a global player.

SOCIAL COMMITMENT
Encourage development of telecommunication facilities in remote, hilly and tribal areas of the country. Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.

Company HR Policy:* Company lay out * Selection &Recruitment * Motivation. * Training. *Wage & Salary. *Performance appraisal

SELECTION & RECURITMENT

Sources of recruitment: External sources

*Management consultant *Advertisement *Management institute *Recommendation *Deputation personnel Internal sources

* Transefer * Promotion. 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. To do this the manager should be able to motivate employees. But that's easier said than done! Motivation

practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem. In B.S.N.L as we all know that its a government organization so there is not such motivational package as comparison to what an employee get in private organization . The main motivational package is job security and time to time promotion without much fuss about targets. Some motivational package which B.S.N.L give there employee is Free telephone facility Promotion Transfer (as per request) Time to time revision of pay scale Central government facility Quarter for accommodation Incentives and bonus Good working environment

Employee Training:
Employee training is the planned effort of an organization to help employees learn the job related behaviors and skills they will need to do their job properly. 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. It will help the employee to be familiar with the goals of the organization and the job requirement. BSNL has many training institutes, located at almost all major states of India. ALTTC Ghaziabad and BRBRAITT Jabalpur are two main telecom training institutes of BSNL which offers world class environment and facilities to the trainee. It offers all type of telecom training like new services and technology launched by BSNL, HR related training, finance, induction, etc. The training centres of BSNL also offer training to Private Candidates on various telecom related topics. Some of the important training centres of BSNL are : ALTTC Ghaziabad

BRBRAITT Jabalpur RTTC Lucknow RTTC Patna NATFM Hyderabad RTTC Ranchi RTTC Guwahati RTTC Kalyan There are more than 40 training centres of BSNL all over India. The training centers are said to be BEST in telecom training.

Performance appraisal:-

In BSNL, Performance Appraisal has great role for employees future promotion. Performance Appraisal, known as APAR (Annual Performance Appraisal Report) is written annually by the employee concerned about his achievements throughout the year and then it is reviewed by his next higher Boss. Any bad entry in APAR by the employees Boss may hamper his future promotion, because any type of promotion either through departmental examination or through time bound needs last 5 years APAR records of the employee and adverse entry in APAR may stop his promotion. In BSNL every employee has a service book which is maintained by the HR manager, known as AGM (HR) & SDE (HR). Service book contains all type of information about the employee like his name, photograph, date of birth & date of retirement, address, educational qualification, identification signs, carrier history, leave records, awards and punishments given to employee, his family, trainings, pay, allowances, etc

WAGE & SALARY

Wages and Salary Administration:In private organization employee generally get much more than that an employee of public organization but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU. If we compare it with other telecom PSU in its field like MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry. 6. WAGE & SALARY In private organization, an employee generally gets much more than that an employee of public organization but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, it pays less to its employees than other PSU. If we compare it with other PSU in its field like, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company. Based on scale

NON EXECUTIVE SL.NO. 1 2 3 4 GRADE RM PM Sr. TAO TTA IDA PAY SCALE(RS) 7760-16840 9020-17430 10900-23440 13600-30630

EXECUTIVE

SL.NO. 1 2 3 4 5 6 6 7

GRADE JTO/JAO/PA SDE/AO SR.SDE AGM/CAO DGM GM DIRECTOR CMD

IDA SCALES 16400-40500 20600-46500 24900-50500 29100-66000 32900-58000 62000-80000 75000-100000 80000-125000

Allowances are same for EXECUTIVE & NON EXECUTIVE Professional allowance 2% of basic pay medical allowance are of two types

Indoor(in case of admit -full reimbursement for family members)

outdoor (full reimbursement after showing bill & Boucher, Without bill half of (basic pay+ da)

Washing Allowance for NON EXECUTIVES group D + Cycle Allowance .(30+30) Bonus- once in a year (DURGAPUJA) 1.4%of basic(mini7000,max12500) Increment- 3% per year of basic pay Dearness Allowance-on 1,4,7,10 month (quarterly) HRA (based on basic salary) -in vill.10%,city 20%,metro30%
EPF- (CPF-contributary provident fund)-12%+da for B.S.N.L. Employees) (GPF-min
10% - max limit is the one month basic pay of employee)

Provide LTC once in a 4 year, & can avail LTC encashment 10 days of salary of one

month.

Casual leave- 12 Earn leave-15 per 6 month (max 300 days you can reserve your EL) Medical leave-20 in a year (i.e. 10 per 6 months)

On the day of retirement, the employee will be awarded by bookey with amount of Rs. 4251. A farewell party will be organized for this occasion. After retirements, the employee will get 300 days leave enchashment, gratuity, pension, medical benefits for all his life including his family members and other benefit as given by BSNL from time to time.

Vision
Become a total solution provider company and to provide world class telecom services at affordable prices.

Become a global telecom company and to find a place in the Fortune 500 companies. Enter into and expand new services viz. Long distance, Cellular mobile, W-CDMA, Internet / Broadband and IN services and development of telecom software.

Become the largest provider of private.

Mission
To remain market leader in providing world class Telecom and IT related services at affordable prices and to become a global player.

SOCIAL COMMITMENT

Encourage development of telecommunication facilities in remote, hilly and tribal areas of the country.

Transform in a time bound manner, the telecommunications sector to a greater competitive environment in both urban and rural areas providing Cellular Service Providers.

As on March, 2010 India has more than 45 crore mobile users and BSNL Share is about 6.4 crore Mobile . BSNL has about 2.8 cr basic phone users, 70 lakh WLL users, 54 lakh Broadband users and 17 lakhs PCOs, i.e BSNL has a customer base of around 10 crore (100 Million) in India, which make it one of the largest telecom service provider in the world.

BSNL, Bharti Airtel, Vodafone, Idea, Aircel, Spice and MTNL are the main GSM providers in India.

Technology: GSM & CDMA

GSM (Global System for Mobile Communications) originated in Europe in 1990. The GSM Association is an international organization founded in 1987, dedicated to developing, providing and overseeing the worldwide.

Wireless standard of GSM. While CDMA (Code Division Multiple Access) is a proprietary standard.

Revenue and growth

The total revenue in the telecom service sector was Rs. 86,720 crore in 2005-06 as against Rs. 71, 674 crore in 2004-2005, registering a growth of 21%. The total investment in the telecom services sector reached Rs. 200,660 crore in 2005-06, up from Rs. 178,831 crore in the 2006-07.

Conclusion:
India is huge market and none of service providers can dare to ignore its potential. Thats why Indian mobile service provider industry is growing leap and bounce for the last decade. This journey of 1 million to 50 million will keep it pace until each citizen in India will have his own mobile. Industry has many phases.

Present and future

BSNL (then known as Department of Telecom) had been a near monopoly during the socialist period of the Indian economy. During this period, BSNL was the only telecom service provider in the country (MTNL was present only in Mumbai and New Delhi). During this period BSNL operated as a typical state-run organization, inefficient, slow, bureaucratic, and heavily unionized. As a result subscribers had to wait for as long as five years to get a telephone connection. The corporation tasted competition for the first time after the liberalisation of Indian economy in 1991. Faced with stiff competition from the private telecom service providers, BSNL has subsequently tried to increase efficiencies itself. Dot veterans, however, put the onus

for the sorry state of affairs on the Government policies, where in all state-owned service providers were required to function as mediums for achieving egalitarian growth across all segments of the society. The corporation (then Dot), however, failed miserably to achieve this and India languished among the most poorly connected countries in the world. BSNL was born in 2000 after the corporatization of Dot. The efficiency of the company has since improved. However, the performance level is nowhere near the private players. The corporation remains heavily unionized and is comparatively slow in decision making and implementation. Though it offers services at lowest tariffs, the private players continue to notch up better numbers in all areas, years after year. BSNL has been providing connections in both urban and rural areas. Preactivated Mobile connections are available at many places across India. BSNL has also unveiled cost-effective broadband internet access plans (Data One) targeted at homes and small businesses. At present BSNL enjoys around 60% of market share of ISP services. 2007 has been declared as "Year of Broadband" in India and BSNL is in the process of providing 5 million Broadband connectivity by the end of 2007. BSNL has upgraded existing Data one (Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This 2 Mbit/s broadband service is being provided by BSNL at a cost of just US$ 11.7 per month (as of 21/07/2008 and at a limit of 2.5GB monthly limit with 0200-0800 hrs as no charge period). Further, BSNL is rolling out new broadband services such as triple play. BSNL is planning to increase its customer base to 108 million customers by 2010. With the frantic activity in the communication sector in India, the target appears achievable. BSNL is a pioneer of rural telephony in India. BSNL has recently bagged 80% of US$ 580 m (INR 2,500 crores) Rural Telephony project of Government of India. On the 20th of March, 2009, BSNL advertised the launch of BlackBerry services across its Telecom circles in India. The corporation has also launched 3G services in select cities across the country. Presently, BSNL and MTNL are the only players to provide 3G services, as the Government is still in the process of auctioning the 3G spectrum to private players. BSNL has also launched a Entertainment Portal called BSNL Hungama Portal from where subscribers could download contents like music, music videos for free and also download or play various games online. Only Tamil, Kannada, Telugu & Hindi are provided at present. Hopes are

there that the database could be expanded. BSNL charges a fixed monthly subscription fee for this function.

Challenges
During the financial year 2008-2009 (from April 1, 2009 to March 31, 2009) BSNL has added 8.1 million new customers in various telephone services taking its customer base to 75.9 million. BSNL's nearest competitor Bharti Airtel is standing at a customer base of 62.3 million. However, despite impressive growth shown by BSNL in recent times, the fixed line customer base of BSNL is declining. In order to woo back its fixed-line customers BSNL has brought down long distance calling rate under One India plan, however, the success of the scheme is not known. However, BSNL faces bleak fiscal 2009-2010 as users flee Presently there is an intense competition in Indian Telecom sector and various Telcos are rolling out attractive schemes and are providing good customer services. Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL for provide service in non-lucrative areas especially rural areas) has been slashed by 20% by TRAI, w.e.f. April 1, 2009. The reduction in ADC may hit the bottom lines of BSNL. BSNL launched 3G services in 11 cities of country in 2nd march 2009.MTNL which operates in Mumbai and Delhi first launched 3G services in these cities. As of now, BSNL offers 3G services in all state capitals and major cities of India.

OBJECTIVE OF THE STUDY

I have undertaken the project RECRUITMENT AND SELECTION PROCESS IN BHART SANCHAR NIGAM LTD. In order to study the following:1. To know RECRUITMENT AND SELECTION practices at BHART SANCHAR NIGAM LTD. And to assess the effectiveness.
2. To know the Level of Awareness among the employees of the various RECRUITMENT

AND SELECTION programmed and procedures.

3. To find the Perceptual and Attitudinal differences of the employees regarding the

different types of RECRUITMENT AND SELECTION process.

However, the basic objective of the study is to find out the issues for the betterment of the organization and employees and to suggest ways if necessary to improve the workers efficiency for the job, to reduce or to prevent the cost incurred during RECRUITMENT AND SELECTION process or reduce the losses the occurred due to the errors by the employees, who are not appropriate for the respective job.

NEED & IMPORTANCE OF THE STUDY

This project entailed RECRUITMENT AND SELECTION is carried out with a view to identify the effects at recruitment on an individual and organization as a whole would improve the organizational effectiveness. With the changing scenario of the world trade new concepts have to be adopted. When it comes to organization the whole work force starting from the So an organization for its growth needs continuous changes both in form of Technology as well as human resources. In this context, the human resources department which looks after the human factor. New technologies may come in but if the work force of the organization is not

properly equipped mentally as well as physically to handle the work combination of maim and machine is most likely not to click.

The role of RECRUITMENT AND SELECTION. The human resource department needs to identify the correct personnel for each job for avoiding the wastage of money and time as well as valuable resources of the organization.

LITERATURE REVIEW

Recruitment & Selection

Recruitment & selection are two of the most important functions of personal management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the recruitment of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personal. Staffing in one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly connected with the staffing function.

Every organization needs to look after recruitment & selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.

Right person for the right job is basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly different business activities smoothly and efficiently and for this recruitment & selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and selected and employment in business unit.

1.1 MEANING:

RECRUITMENT
Recruitment is the process of searching for prospective employee and stimulating them to apply for job in the organization. It is often termed positive in that it stimulates people to apply for job to increases the number of applicant for a job.

Recruitment refers to the process of findings possible candidates for a job or function, usually under taken by recruiters. It may also be undertaken by an employee agency or a member of staff at the business or organization looking for recruits.

Evidence of skill required for a job may be provided in the form of qualification ( educational or professional ) , experienced in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals technical or non technical knowledge. At a more basic level, written test are usually given to assess the numeric , logical ability, etc. a candidate is also assessed on the basis of interview.

Head hunting is a frequently used name when referring to third party recruiters, but there are significant differences. In general a company employs a head hunter when the normal recruitment efforts fail to provide a viable candidate for the job. Head hunter are generally more aggressive than in house recruiters, and generally use advanced techniques such as initially posing clients together names of employees of their designations or job titles, etc. They also prepare a candidate for the interview, negotiate salary, etc. In general in house recruiters will do their best to attract candidates for specific jobs.

Def inition:

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

RECRUITMENT NEEDS

1. Planned: the needs that arise from changes in organization and retirement policy. 2. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected needs.

SOURCES OF RECRUITMENT
Recruiters can be divided into groups: those working internally for a single organization and those working for multiple clients in a third party broker relationship, sometimes called headhunters. AT BHARAT SANCHAR NIGAM LTD., recruitment is done through the following methods:

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

Advantages: 1. Motivated employees and higher morale 2. Employees familiar with the organization 3. Higher probability of success 4. Industrial Peace 5. Relatively inexpensive 6. Training and skill enhancement 7. Overcoming surpluses and shortages.

Disadvantages: 1. Reduced scope for fresh talent. 2. Employees may become lethargic if they are sure of time bound promotions 3. Spirit of competition may be hampered 4. Frequent transfers of employees may reduce the overall productivity of the organization. 5. Political infighting for promotion.

EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. It is generally followed in BSNL. 2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers,

medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. This has not been done till date, but board of directors of BSNL may opt for campus selection for the management trainee (MT) posts, to be advertised this year. 3. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 4. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs. 5. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 6. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 7. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

Advantages: -

1. Qualified Personnel 2. Wider Choice

3. Fresh Talent 4. Competitive Spirit

Disadvantages: -

1. Dissatisfaction amongst existing staff 2. Lengthy process (Increased adjustment period) 3. Costly Process 4. Uncertain Process

RECRUITMENT POLICY

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment.

A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process.

FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations.

Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

FORMS OF RECRUITMENT
The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below:

Centralized Recruitment
The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations and it also established in BSNL. Executives level posts are being recruited on All India Basis and non-executives level posts are being recruited by Circle (State) heads.

Benefits of the centralized form of recruitment are:

Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff

Reduces favoritism Every department sends requisitions for recruitment to their central office

Decentralized Recruitment
Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner. In BSNL, generally local type of work is done by district head on contract basis.

RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Trained recruiters. The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be

aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

4. How to evaluate the candidates: The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

Recruitment Process

1. 2.

Identify Vacancy Advertising the vacancy

3. 4.
5. 6.

Managing the response Short- listing Arrange- test & interview Conducting final process for appointment.

For executives JTO - B.tech degree is necessary JAO - MCOM/CA/CS is must + MBA (Finance) PA Graduate + O level degree in computer

Management Trainee (MT) B.tech+MBA OR CA/CS +MBA For Non-executives : Graduation OR Diploma However MBA degree holder may have some chances in near future when MT (Higher level of executives) level of exam will be conducted on regular intervals. Level of executives can be charted as (in increasing order ): JTO/JAO/PA GM

SDE/AO

ADET (MT)

DET/AGM/CAO

DGM

CGM

Board of Directors

CMD

The recruitment on the post of CMD and Board of Directors are based on Interview performed by a independent government committee called PSEB

FLOWCHART OF THE RECRUITMENT AND SELECTION PROCESS At Bharat Sanchar Nigam Ltd.

In the present system, as soon as there is a vacancy, a requisition comes from the relevant department to the personnel department. Personnel department finds out of the vacancy can be fulfilled internally, and so an internal notification is sent across to all units for the same. In case, the vacancy cannot be fulfilled internally, external sourcing i.e. advertisements, jobsites, consultants and personal references, is opted for. Resumes received are screened and appropriate applicants are called for the test. A test is conducted at the entry level, and the candidates short listed are called for interview. A round of interview are conducted and then, the candidates are short listed for the required post as per vacancy. Reference check is done and fitment is decided. then, offer letter is given to the candidate. If the offer is accepted, joining formalities are done. The selected candidate goes through the induction and probation before the final absorption.

These processes are meant for both executives and non-executive employee. However no interview is called for the non-executives. The recruitment process for

Management Trainee (MT) may also be started soon where MBA students have opportunity for selection in esteemed govt. organization like BSNL.

RESEARCH METHODOLOGY

METHODOLOGY

RESEARCH METHODOLOGY

Research works involve a systematic process. There must be well-defined procedure for each and every research work, which always need a set of methodologies. The methodology for any research work constitutes the selection of representative sample from the whole of the universe (or population) and also, applying appropriate tools and techniques of research.

THE RESEARCH DESIGN

It is a conceptual structure within which the research is conducted; it comprises of the blueprint for the collection, measurement and analysis of data. The research design of this product in the former part is Exploratory while the later part is Conclusive i.e. where on the basis of the findings and analysis; suggestions have been given to improve the services in the concerned areas. The research design for this project has been designed as per the requirements of the objective to be fulfilled, which have been already mentioned as above in this project. Here, the objectives of this project are such that it required a through understanding of the working of the organization.

Field data:The field data has been collected by personally administering the questionnaire of the topic.

Sampling Plan:

Data source: Research approach: Sampling plan: Sample size: Sample area: Contact method:

Primary and secondary Survey method Sample unit (office) 50 employee Varanasi city Personal contact

Research instrument: Questionnaire

1. ling Unit :Each respondent was considered as a single unit in the whole research work.

Samp

2. Sampling size :50.

3. Sampling procedure :To obtain the representation samples, Disproportionate Stratified Random Sampling was used. This means that respondents were selected randomly without any well defined proportions from various departments of the organization.

DATA COLLECTION

PRIMARY DATA The primary data is that, which is collected afresh and for the first time, and thus happen to be original in character. Hence, this type of data has been collected by direct interaction with the employees, HR personnel and getting knowledge from my project guide. i.e. Primary data was collected using an appropriate questionnaire and observing it.

SECONDARY DATA The secondary data is that, which has already been collected by someone else and which has already been passed through the statistical process. This type of data has been collected from the companys record, from the website of the company, from various search engines, etc.

INSTRUMENTS/ TOOLS FOR DATA COLLECTION

PRIMARY DATA A questionnaire has been used in this project to get the required information. While designing the questionnaire, it has been kept in mind to design it in concise and easy to answer manner, since employees could not spare much time to answer these questions. Therefore, in this questionnaire, close ended questions were mostly used. In order to evaluate effectiveness, the parameters that were used in the questionnaire, are as follows: General Information Awareness

Performance Attitude Ability to get along with others

SECONDARY DATA
The secondary information was collected from:

Organizational Brochure Previous records Documents Personal Manuals

FINDING & RESULT

DATA ANYLASIS

ANYLASIS OF QUESTIONNAIRE

1. The source of recruitment from where existing employees come to know about the job, responses were as follows:

a.) INTERNAL SOURCES b.) EXTERNAL SOURCES

80% 20%

It shows that the major source of recruitment in Bharat Sanchar Nigam LTD. is through INTERNAL. As 80% of our respondents have been hired from internal source whereas 20% from external.

2. In order to assess the recruitment policy, the question was asked whether they are happy

with recruitment policy by which theyve been selected, 90% of the respondents gave favorable response. It is evident that majority of employees/ workers are satisfied with the recruitment process at BHARAT SANCHAR NIGAM LTD.

90% of the respondents are satisfied with the recruitment policy of BHARAT SANCHAR NIGAM LTD. while 7% are not satisfied with the current recruitment policy and 3% gave no comments.

3. Questionnaire results indicate that 68% of the respondents feel that their colleagues have been selected by the same process. Therefore, it is evident that the recruitment policy of the organization is quite visible and the process is followed impartially.

While 21% respondents feel that some biasing was done in the recruitment and selection of their co- workers and 11% respondents were not aware about the recruitment policy followed by the organization.

4. When asked whether they find their colleagues helping and pleasant in nature, 80% of

respondents gave the answer in

favor of it. It proves that there is very congenial

environment in BHARAT SANCHAR NIGAM LTD. and employees of any organization like to work in a supportive and healthy environment; hence it contributes towards the effectiveness of recruitment and selection process. A) Cant Say B) Rude 16% 4%

C) Helpful D) Good

60% 20%

5. In order to assess organizational commitment in employees, a question was asked whether they like to refer their friends or relatives in the company ,the responses were as follows :

a) Favorable response b) Unfavorable response c) No answer

: : :

80% 15% 5%

So, it is evident that most of the employees are committed enough to refer their friends or relatives to this organization .It also shows that they find their career growth in this organization good enough to stick to this organization.

6. On organization commitment .one more question was asked ,i.e. for how long they would like to continue with this organization ,and the responses were as follows :

a) 0 - 10 years
b)

10% : 90%

Till retirement

It shows that most of the respondents i.e. 90% would like to this organization till their retirement and only 10% will for 0 10 years in the organization.

7. Trying to find out the growth opportunities, a question was asked whether they get timely appraisal ,the response was favorable and as follows :

A) In term of promotion

81%

B) In monetary term

19%

However, It was determined from the HR department ,that any promotion is considered only after 5 years of dedicated performance oriented employment.

8. On being asked what kind of benefits they expect from the organization the response was as follows :-

The most desirable benefit was insurance benefit with 98% of respondents expecting it.99% of the respondents were in the favor of getting all the benefits while the least desired allowance was travel allowance among the respondents.

9. Was the job description clear to you at the time of recruitment?

A) Yes

80%

B) No

20%

10. Do you pay any charges in recruitment time?

A) Yes

20%

B) No

80%

11. Do you agree with the internal & external applicant ratio is 50-50

A) Yes

65%

B) No

35%

12. Do you face any pressure from your boss to leave the job?

A) Yes

30%

B) No

70%

CONCLUSION, RECOMMENDATION AND LIMITATION OF THE STUDY

LIMITATIONS

In a research, there is always some limitation. Therefore, no research can be perfect. In this research procedure, the following limitations were there.

1.

TIME BOUNDATION Because of time problem, only a few topics were covered by me, otherwise I would Have covered some more topics.

1.

PERSONAL S ATTITUDE Some personnel were hesitating in giving appropriate information. Some personnel were very busy, that is why their response could not be collected . Few respondents who are not familiar may give a neutral or unfavorable response to some of the questions.

CONCLUSION

Today, BHART SANCHAR NIGAM LTD. Is the fourth largest cellular service provider. During my project work, Ive noticed that the HR & Administration of BHART SANCHAR NIGAM LTD. Is very hard working and efficient too. Therefore, anybody would like to work for it and want to be a part of it. The Recruitment & Selection Criteria is very good here and they keep on improving the way they work for it. Moreover, the training program is very sound and employee does not face any problem during the training period. In this report, it can very easily be concluded that BSNL, holds recruitment for internal sources. Employees having some dissatisfied the recruitment & selection process. Employees will definitely refer the company to their friend & relative to apply for the job. Both employers & employees having good interpersonal relationship. Recruitment is the importance of organization. An organization should thus recognize employees more than any other variable, as powerful contributors of a companys competitive position. Therefore the recruitment should be continuous process for improvement.

RECOMMENDATION

The company has made considerable progress since its establishment . Based on my study on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD.,now I am in a state to extract some meaning out of it that the effectiveness is quite well and favorable ,but in order to remain competitive and maintain stability, there is always some scope of improvement or enhancement to achieve organizational excellence. As development is a progressive series of change in an orderly way, my recommendations on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD. after deep analysis ,are as follows:

Job description at entry level is required in order to have role clarity. Employees should be given justified salary packages, i.e. best in industry, at entry level. The HR working is both manual, like service book maintenance, and computerized (Online) of the employee. HRMS of BSNL is a online service and is very advanced. Any employee of BSNL can see their entire HR information online, like their pay, leave records, family members names & nominations, photographs and all type of records useful for employee. They can also update bio-data online and send it to System Administrator of HRMS. In Varanasi, DGM (Admin & HR) is the system administrator of HRMS.

The documentation at entry level is very complicated, it needs to be simplified. Requisite changes should be made in recruitment and selection criteria because right hiring can generate a better and more competent workforce. Induction training program or Routine training programs need to be reviewed.

BIBLIOGRAPHY
BOOKS

1.
2.

HUMAN RESOURCE MANAGEMENT BY ASWATTHAPPA. RESEARCH METHODOLOGY BY N.K.MALHOTRA.

WEBSITE: www.googel.com www.bsnl.co.in www.nukre.com

ANNEXURE

QUESTIONNAIRE

PERSONAL INFORMATION :-

1. NAME

2. AGE

3. DESIGNATION /POST

4. YOU ARE SERVING SINCE

Q.1

In BHART SANCHAR NIGAM LTD., you have been selected through :

a. Internal Sources

b. External Sources

Q.2 If External / Internal sources, are you happy with the recruitment policy of the Organization ?

a. Yes b. No c. Cant say

Q.3 Was the job description clear to you at the time of recruitment?

a. Yes b. No

Q.4 Do you think the recruitment policy of the organization is visible and followed impartially?

a. Partial b. Impartial c. Dont know

Q.5 Do you find your workers helpful in nature ?

a. b. c. d.

Helpful Rude Good Cant say

Q.6 Would you like to refer your friends and relatives to work in BHART SANCHAR NIGAM LTD.?

a. Yes b. No

Q.7 For how many years , would you like to stay in this organization?

a. 0-10 Years

b. Till retirement T

Q.8 Do you find your appraisal appropriate ?

a.

In term of promotion

b.

In monetary terms

Q.9 Besides proper remuneration and designation ,what kind of benefits do you expect from the organization ?

a.

Health and Safety Benefits

b.

Insurance Benefits

c.

Food Allowance

d.

All of them

Q.10 Was the job description clear to you at the time of recruitment?

a. Yes

b. No

Q.11 Do you pay any charges in recruitment time?

a. Yes

b. No

Q.12 Do you agree with the internal & external applicant ratio is 50-50 ?

a. Yes

b. No

Q.13

Do you face any pressure from your boss to leave the job?

a. Yes

b. No

Q.14

Do you have training programme after recruitment?

a. Yes

b. No

Q.15

Would you like to suggest something for the Recruitment & selection?

_____________________________________________________ _____________________________________________________ _____________________________________________________

Thanks for your valuable time and co-operation

Checklist of items in the Report

Checklist of items in the Report

1. 2. 3. 4.

Is the report properly Hard bound/spiral bound? Is the cover page in proper format as given in annexure A? Is the title page (Inner cover page) in proper format? (a) Is the certificate from the supervisor in proper format? (b)Has it been signed by the supervisor?

Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

5.

Is the abstract included in report properly written within one page? Have the keywords been specified properly?

6.

Is the title of your report appropriate? The title should be adequately Yes/No descriptive, precise and must reflect scope of the actual work done.

7. 8. 9.

Have you included the list of abbreviations/acronyms? Uncommon Yes/ No abbreviations / acronyms should not be used in the title. Does the report contain a summary of the literature survey? Does the Table of contents include page numbers? (i) Are the pages numbered properly? (ii) Are the figures numbered properly ?(Figure numbers and figure titles at the bottom of the figures) (iii) Are the Tables numbered properly ?(Table numbers and table titles at the top of the table) (iv)Are the captions for the figures and tables proper?
(v) Are the appendices numbered properly?

Yes/ No

Yes/ No Yes / No Yes / No Yes / No Yes / No

10.

Is the conclusion of the report based on discussion of the work?

Yes / No

11.

Are References or bibliography given at the end of the report? Have the References been cited properly inside the next of the report? Is the citation of references in proper format?

Yes/ No Yes/ No

Yes/ No 12. Have you written your report according to the guidelines? The report should not be a mere printout of a power point presentation. Source 13. Yes/ No code need not be included in the report. A compact disk(CD) containing the soft copy of the final report and a Yes /No copy of the final seminar presentation made to the supervisor examiner (both preferably in PDF format only) has been placed in a protective jacket securely fastened to the inner back cover of the final report.

Declaration:

I certify that I have properly verified all the items in this checklist and ensure that the report is in proper format as specified in the course handout.

Name:

Roll No.:

Signature:

Date: