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Submitted by: Mohit Vinayak Roll no.5325


CHANDIGARH GROUP OF COLLAGES, GHARUAN MOHALI

Chandigarh Group Of Collages, Gharuan Mohali

DECLARATION
The Director Chandigarh Group Of Collages, Gharuan Mohali Respected Sir I the undersigned hereby declare that the summer training project report entitled STUDY OF EFFECTS OF INTERNATIONAL MARKETS ON INDIAN MARKETS : CAPITAL MARKET INTEGRATION submitted by me and is my original work. The findings in this project are based on the data collected by me while preparing this project. However my

project guide Miss Richa Sharma helped me at various points while preparing this report.

MOHIT VINAYAK ROLL NO: 5325

ACKNOWLEDGEMENT
This humble endeavor bears the imprint of many persons who were in one way or the other helpful in the completion of my summer training. I would like to take this opportunity to present my vote of thanks to both my guides who acted as lighting pillars to enlighten my way throughout this project. This project would not have been possible without the kind assistance and guidance of many people who indeed were helpful, co-operative and kind during the entire course of my project. I would like to express my gratitude to my corporate guide MR. KAPIL SHARMA, Videocon telecommunications Ltd. who shared his valuable

experiences with me and guided me to the completion of this project. I would also like to express my indebtedness to my revered and learned faculty guide Miss. Richa Sharma who provided me this project and were the constant source of reference for me and showed full interest at each and every step of my project. I would also like to thank our director sir Mr. RAJEEV KHOSLA. I would also thank all the respondents and officials of the company who provided me with all the useful information which was required for my project.

CONTENTS CHAPTER 1

1. Introduction to the telecommunication. 2. Introduction to the company.. 3. Introduction to recruitment... 4. Objectives of the study 5. Limitations of the study . 6. Research methodology . 7. Departments in Videocon telecommunications ltd............................ 8. Bibliography 9. annexure

Executive Summary of the Project


Recruitment is a very important part of the organization. Employee recruitment forms a major part of an organizations overall resourcing strategies which identify and secure people needed for the organization to survive and succeed in the short to medium term. The recruitment process should be done with great care as human resource is the one which makes a company successful. Without the good recruitment policy the organization cannot do well in any case. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or a firm. First the company needs to decide the various competency norms of the various level employees in the various departments. Then the various methods of the recruitment are considered and their cost analysis is also done. After the recruitment process is complete the objectives and the process of the recruitment is evaluated. As the project is regarding the recruitment policy of Videocon. It involves the various procedures used for the recruitment of the candidates. Here the recruitment of the worker level is done by the walk-ins, employee referrals and job portals. The recruitment is also done by the campus interviews. At supervisory level they recruit the candidates by walk-ins. In this they give preference to the candidates who were into the operators. For the middle level employees they use walk-ins, employee referrals etc. For the recruitment of the Purchase Department people, they prefer the people with MBA and for the post graduate. The recruitment of the officer and the assistant level employees is done by the employee referrals, walk-ins and online recruitment. For the managerial level employees they are going for the employee referrals and naukri.com. The experience of the workers is also taken into preference a lot and according to that the job and status is to

be provided to the employees. Then the evaluation of the various level employees is done.

. Chapter1

INTRODUCTION TO TELECOM INDUSTRY

The Indian telecommunication industry is the world's fastest growing industry with 826.93 million mobile phone subscribers as of April 2011. It is also the second largest telecommunication network in the world in terms of number of wireless connections after China. As the fastest growing telecommunications industry in the world, it is projected that India will have 1.159 billion mobile subscribers by 2013. Furthermore, projections by several leading global consultancies indicate that the total number of subscribers in India will exceed the total subscriber count in the China by 2013. The industry is expected to reach a size of 344,921 crore (US$76.57 billion) by 2012 at a growth rate of over 26 per cent, and generate employment opportunities for about 10 million people during the same period. According to analysts, the sector would create direct employment for 2.8 million people and for 7 million indirectly. In 2008-09 the overall telecom equipments revenue in India stood at 136,833 crore (US$30.38 billion) during the fiscal, as against 11 5,382 crore (US$25.61 billion) a year before.

Telecom industry in India is regulated by Telecom Regulatory Authority of India (TRAI). It has earned good reputation for transparency and competence. Three types of players exists in Telecom Industry India community are State owned companies like- BSNL and MTNL Private Indian owned companies like- Reliance Infocomm and Tata Teleservices. Foreign invested companies like- Hutchison-Essar, Bharti Televentures, Escotel, Idea Cellular, BPL Mobile, Spice Communications etc.

List of top 30 Telecom companies in India:


Company Name Bharti Airtel Reliance Communications Idea Cellular Tata Communications Tata Teleservices Spice communications MTNL GTL GTL Infrastructure OnMobile Global HFCL Infotel ITI Him.Fut.Comm Astra Microwave Gemini Communications Avaya Global Shyam Telecom Nelco Market Cap in Crores 108066.23 32683.44 14368.92 13181.25 4393.06 4136.13 4044.6 2475.12 2210.49 1403.52 457.73 413.28 386.99 241.88 125.71 118.54 64.58 63.55

XL Telecom & Energy Limited Goldstone Infratech Ltd Nu Tek Kavveri Telecom Krone Communications Mobile Telecommunications Ltd Valiant Communications Pun.Communi. Nettlinx Aishwarya Telecom Ltd Interg.Digit Vital Communications

55.96 52.6 48.16 26.51 24.52 17.37 16.58 16.19 12.68 9.86 3.15 2.81

Introduction to Videocon company


Quadrant Televentures Ltd provides telecommunication service in Punjab, India. It offers fixed line telephony, mobile telephony, broadband services, customized data services, and value added services. It also operates public call office (PCO) network in Punjab and Chandigarh. In addition, the company provides various Web products, including domain names, Web hosting, email hosting, Website builder, and digital certificates, as well as video conference services for corporate, medical conferences, tutorials, and

colleges. Further, it offers call management, integrated services digital network, virtual telephone exchange, and audio conference services; and data and Internet services comprising mailing solutions, leased lines; Internet leased line, and customized solutions. As of December 31, 2009, it served 510,263 customers. The company was formerly known as HFCL Infotel Ltd and changed its name to Quadrant Televentures Ltd in September, 2010. Quadrant Televentures Ltd was incorporated in 1946 and is headquartered in Mohali, India. Quadrant Televentures Ltd is a subsidiary of Quadrant Enterprises Private Limited. QTL gave selling and support to Videocon Telecommunications ltd. Videocon took licence from Punjab to work under QTL.

Videocon telecommunications ltd or Videocon Mobile


Service., is a GSM based cellular operator in India based in Mumbai. Videocon Telecommunications Limited which holds a market share of 0.78% in the country, a Videocon group company offers GSM mobile services GSM service under the brand name Videocon. Videocon Group operates the GSM mobile services through Videocon Telecommunications Limited (VTL). VTL was granted a licence by the Government of India to provide unified access services in the following 21 circles in India: Delhi, Mumbai, Tamil Nadu, Chennai, Kolkata, Maharashtra, Gujarat, Andhra Pradesh, Karnataka, Kerala, Haryana, Uttar Pradesh(West), Uttar Pradesh (East), Rajasthan, Madhya Pradesh, West Bengal, Himachal Pradesh, , Bihar, Orissa, Assam, North East, Jammu & Kashmir. The Videocon Group is a $4 billion, global business conglomerate with a strong presence in Household Consumer Goods, Oil & Gas, Retail, Telecom, DTH and the Power sector. The Videocon group has constantly leveraged a culture of innovation to develop a range of market re-defining product. The Group has several manufacturing facilities globally and R&D centers spread across Americas, Europe and Australasia that are constantly working towards creating global quality products deploying the most up-to-date technology. Videocon has one of the largest distribution networks in India with a nationwide presence.

The Group has a full range of products in Flat Panel Devices (LCDs) and CTVs, Washing Machines, ACs, Refrigerators, Home Theatre systems, microwave ovens, food processors, and sophisticated small home appliances. Recently the group also successfully launched a range of Mobile Handsets and next-generation Direct-to-Home television services and worlds first satellite TV. Apart from having a stronghold in the domestic market, the company has a significant market share in the global arena as well. Videocon exports consumer electronics and home appliances to markets in the Middle East and Europe, West Asia, Latin America and South East Asia. The Group is rated among Indias Top 15 Business Houses and is listed among the 100 Emerging Giants of the World according to a Boston Consulting Group study in addition to being rated amongst the Top 15 of Indias buzziest brands by agencyfaqs in 2o10.

Vision & Mission:

To delight and deliver beyond expectation through ingenious strategy, intrepid entrepreneurship, improved technology, innovative products, insightful marketing and inspired thinking aboue future.

MANAGEMENT
The Chairman and the Managing Director of the company are Mr. Venugopal N Dhoot and Mr. Pradipkumar N Dhoot. The boards of directors are Mr. K C Srivastava, Mr. Satyapal Talwar, Mr. S Padmanabhan, Maj. Gen. S C N Jatar, Mr. Arun L Bongirwar,

Mr. Radhey Shyam Agarwal, Ms. Gunilla Nordstrom (nominee- AB Electrolux (publ)), Mr. Girish Nayak-ICICI Bank Limited.

PRODUCT OF VIDEOCON TELECOMMUNICATIONS LTD.

INTRODUCTION TO THE RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

Need for recruitment:


The need for recruitment may be due to the following reasons / situation:

Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment:


1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates.

SCOPE OF THE STUDY:

Development of approach for reform and review of Recruitment and Selection practices including development of improvement and innovation in systems, processes and related education. Delivery of changes to policy and practice including attention to the unique aspects of academic, specialist and senior recruitment, change

management and client education, through a rolling implementation of new online and people-centric processes. Close work with clients and service/technology providers to develop, pilot and test innovations and improvements. Conduct and reporting of interim and post-implementation reviews of the benefits achieved by the policy and practice reforms.

OBJECTIVES OF THE STUDY


Attract and encourage more and more candidates to apply in the Organization. Create a talent pool of candidates to enable the selection of best Candidates for the organization. Determine present and future requirements of the organization in Conjunction with its personnel planning. Recruitment is the process which links the employers with the Employees. Increase the pool of job candidates at minimum cost.

The following internal methods are used in the recruitment in Videocon telecommunications ltd.:
The Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitment needs a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession Planning and strong and consistent Performance Management are needed to ensure the success of the internal 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. EMPLOYEE REFERRALS Employee referral means using the personal contacts to locate the job opportunities. It is a recommendation from a current employee regarding a job applicant. Employees working in the organization are encouraged to recommend the names of their friends working in other organizations for the possible vacancy in the near future. Companies offer rich awards to employees whose recommendations are accepted. The employees are entrusted with a critical task. 4. JOB POSTINGS The method of advertising for vacancies internally by posting a notice of the opening on a bulletin board, etc. A system of advertising posts internally allowing employees to apply for other Jobs within the same organization.

The following external methods are used in the recruitment in Videocon telecommunications ltd.:

1. Advertisement: - Enterprise advertises vacancies through newspaper, trade journals & magazines. The content of advertisement & media through which advertisement is to be given is decided by Human Resource department. It is convenient & economical method. 2. Casual Callers: - On occassions people drop in without any announcement of vacancy to find out if jobs are available. A waiting list of such visitors may be prepared & they may be screened to fill the vacancies whenever they arise. 3. Gate hiring or Recruitment at factory gate: It is usually followed by factories to fill up vacancies at lower level. Large enterprises usually play a notice on notice board specifying details of job available. A large number of unemployed persons assemble at gate where personnel manage scrutinise them & pick the persons as per requirement Small workshops recruit fitters, welders etc, through this source. 4. Educational Institutions: - School, colleges & professional institutions offer opportunities for recruiting their students. Prospective employees verify credentials of students & conduct interview directly, placement cells have been set up in well known educational institutions to help students in securing suitable jobs. 5. Management Consultants: - Help to recruit technical, professional & managerial personnel for example accountants, engineers. They specialise in middle level & top level executive placements. They maintain data bank of persons with different qualifications & skills & even advertise jobs on behalf their clients to recruit right type of personnel. 6. Recommendations: - Friends & relative of present employees are also good source of recruitment. Many concerns prefer such candidates as they

generally stand surety for new recruits and their background is partly known & type of preliminary screening takes place. 7. Labour Contractor: - Workers are recruited through labour contractors who are themselves employees of organisation. The disadvantage of this system is that if contractor leaves the organisation, all the workers employed through him will also leave. Recruitment through this source has been banned for public sector units. However, this practice is still common in case of construction industry. 8. Online recruitment: - Online recruitment is the fast and the economical method of recruitment. This method is the most preferable method these days. Online recruitment uses the power of internet to match people to jobs. It is about advertising vacancies on either job sites or corporate websites. Its very effective at getting a high level of response. It generates more applications as compared to the print advertisements. It has wise geographical reach as compared to the advertising in print. Jobs posted online go live in literally minutes and candidates can - and do - respond immediately. It saves time and the print cost and targets for the best candidates. 9. Walk-ins: Walk-ins are the external source of the recruitment. In this process the individual comes itself to the organization . The walk-ins are the easiest and the cheapest method of the recruitment. This decreases the cost of the company due to the saving in the travelling and other expenses of the company. Walk-ins lead to less wastage of time also.

LIMITATIONS OF THE STUDY:


1. As the project is prepared for academic purpose only, it suffers from the limitations of time and money, due to which analytical study into all the strategies adopted by the organization was not possible. 2. The study was completed within short span of time that was available. 3. The report also suffers from the limitations of exhaustiveness as far as the information is concerned.

Research methodology:
The methodology used for the project is given as below For the project two types of sampling was done. 1) Focused sampling to know the competency norms of the various level employees. 2) Deliberate sampling was done to do the survey.

For the collection of the primary data: 1. Interviews (unstructured questions): Interviews were conducted for the various departments in the organization. The interviews were conducted to know the competency norms of the various level employees in the organization. The data was collected from the executive, officer level employees. 2. Questionnaire method: This was used to evaluate the recruitment program me in the organization. It included the structured form of questions which were designed in advance.

For the collection of the secondary data, the sources used are: 1. Books 2. Magazines 3. Internet

The Videocon telecommunications ltd. is divided into 10 departments:

HR DEPARTMENT IT DEPARTMENT SALES DEPARTMENT MARKETING DEPARTMENT FINANCE DEPARTMENT CUSTOMER SUPPORT DIVISION (CSD) REVENUE DEPARTMENT BUSINESS ASSURANCE DEPARTMENT (BAD)

RETENTION DEPARTMENT
SUPPY CHAIN MANAGEMENT DEPARTMENT (SCMD)

(A)HR DEPARTMENT:
The HR department is the human resource department. It deals with the management of the human resource in the organization. It deals with the issues related to human beings. It makes new policies for the welfare of the

people and does the amendment in the previous policies. It maintains the records of the whole of the human force in the organization. The HR department also keeps the records of the attendance, salaries, incentives, leaves and the joining forms etc of the employees. The structure of the HR department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

MANAGER

ASSISTANT MANAGER

SENIOR EXECUTIVE

EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (HR)

EXPERIENCE REQUIRED: 15 years SKILLS REQUIRED: Policy making regarding leave, attendance, wages, compensation etc. Have constructive attitude. Good decision making. Dispute Handling Have patience. Leadership quality Grievance handling and Dispute Handling.

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 8 years SKILLS REQUIRED: Handling the statutory tasks of the company. Handling the claims like compensation, medical etc. Able to supervise and guide others. Knowledge of MS-Office

DESIGNATION: Assistant Manager

EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 4-5 years SKILLS REQUIRED: Knowledge of the labor laws. Knowledge of PF, ESI, Workmen compensation and medical claim etc. Knowledge of MS-Office

DESIGNATION: Senior Executive EDUCATIONAL QUALIFICATION: MBA (HR) EXPERIENCE REQUIRED: 2 years SKILLS REQUIRED: Knowledge of MS-Office. Campus recruitment, time office, statutory works like preparation of the return.

DESIGNATION: Executive EDUCATIONAL QUALIFICATION: Diploma in HR EXPERIENCE REQUIRED: 2 years SKILLS REQUIRED: Campus recruitment, time office.

Knowledge of MS-Office

(B) IT DEPARTMENT:
The IT department makes arrangements of the pcs and laptop for the employees. It does the installation and uninstallation of the hard wares and the softwares. It checks and maintains the CCTVs. It prepares the MIS reports. It does the hardware and networking. The structure of the IT department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

MANAGER

ASSISTANT MANAGER

IT ENGINEERS

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 15 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 8-10 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: MCA (IT) EXPERIENCE REQUIRED: 4-5 years

DESIGNATION: IT Engineers EDUCATIONAL QUALIFICATION: MCA (IT), Diploma in computers EXPERIENCE REQUIRED: 2 years

(C) SALES DEPARTMENT:


The sales team records to which the organization has sold its products, when and for what price they were sold. This data will come from the sales order. They may also be responsible for defining these output products. The sales departments are responsible for reaching out to clients and expand the customer base. They come up with plans to attract new customers, convince them to make business, keep them happy and satisfied etc. The structure of the Sales department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

DEPUTY GENERAL MANAGER ZONAL SALES MANAGER

MANAGER

ASSISTANT MANAGER

CUSTOMER SUPPORT MANAGER

\ DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Sales), PG Diploma in sales EXPERIENCE REQUIRED: 15 years

DESIGNATION: Deputy General Manager EDUCATIONAL QUALIFICATION: MBA (sales), PG Diploma in sales EXPERIENCE REQUIRED: 12 years

DESIGNATION: Zonal Sales Manager EDUCATIONAL QUALIFICATION: MBA (sales) EXPERIENCE REQUIRED: 10 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (sales) EXPERIENCE REQUIRED: 8 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: PG Diploma in sales EXPERIENCE REQUIRED: 6 years

DESIGNATION: Customer Support Manager (CSM) EDUCATIONAL QUALIFICATION: PG Diploma in sales EXPERIENCE REQUIRED: 4-5 years

(D) MARKETING DEPARTMENT:


The marketing department studies the market and the target customers, decides the best way to reach these customers, and works with the rest of the company to help determine the new product needs of the market. The marketing department acts as a guide and lead the company's other departments in developing, producing, fulfilling, and servicing products or services for their customers. The structure of the Marketing department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

MANAGER

ASSISTANT MANAGER

EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Marketing) EXPERIENCE REQUIRED: 15 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Marketing) EXPERIENCE REQUIRED: 10 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: PG Diploma in Marketing EXPERIENCE REQUIRED: 6-7 years DESIGNATION: Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2-3 years

(E) FINANCE DEPARTMENT:


Finance is the life blood of any organization; any organization cannot run without finance. It helps in the preparation of budget, appropriation of accounts, re-appropriations, surrender and savings. The structure of the Finance department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER DEPUTY MANAGER

MANAGER

ASSISTANT MANAGER

EXECUTIVE DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 15 years

DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 12 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA EXPERIENCE REQUIRED: 2-3 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 5years

DESIGNATION: Executive EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 2-3 years

(F) CUSTOMER SUPPORT DIVISION (CSD):

This department has a variety of roles including customer interaction, gaining customer satisfaction and clerical tasks. The main role of this department is to verbally interact with customers by giving them helpful information, answering questions or forwarding technical difficulties to the IT department if the customer is having a technical issue. The customer support department may also be responsible for handling customer complaints that are sometimes used to improve the overall services or products offered by the specific company. Customer service representatives can solve problems that customers are having either by phone or in person. Customer service representatives that work by phone usually work in call centers. The structure of the Customer Support Division in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

DEPUTY MANAGER

ASSISTANT MANAGER

CUSTOMER SERVICE EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 15 years

DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 12 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: Post Graduate in any stream EXPERIENCE REQUIRED: 5 years

DESIGNATION: Customer Service Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2 years

(G) REVENUE DEPARTMENT:


Revenue department is same as finance department. It ensure that there are adequate funds available to acquire the resources needed to help the

Organisation achieves its objectives, ensure costs are controlled, ensure adequate cash flow, establish and control profitability levels. The structure of the Revenue department in the Videocon telecommunications ltd. is given as follows.

GENERAL MANAGER

DEPUTY MANAGER

MANAGER

ASSISTANT MANAGER

EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 15 years

DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA, ICWA EXPERIENCE REQUIRED: 12 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA EXPERIENCE REQUIRED: 2-3 years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 5years

DESIGNATION: Executive EDUCATIONAL QUALIFICATION: B.Com, M.Com EXPERIENCE REQUIRED: 2-3 years

(H) BUSINESS ASSURANCE DEPARTMENT (BAD):

Business assurance is essentially about using systems to improve operational effectiveness and manage risk. Today it is both possible and affordable to have an assurance system - separate from the operational systems - that starts from raw data, follows the value chain, controls results, applies corrections, identifies leakages and, increasingly, drives improvements in overall commercial efficiency. This department audits the performance of each and every department.

The structure of the Business Assurance department in the Videocon telecommunications ltd. is given:

GENERAL MANAGER

DEPUTY MANAGER

EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Finance), CA

EXPERIENCE REQUIRED: 15 years

DESIGNATION: Deputy Manager EDUCATIONAL QUALIFICATION: MBA (Finance) EXPERIENCE REQUIRED: 12 years

DESIGNATION: Executive EDUCATIONAL QUALIFICATION: B.Com EXPERIENCE REQUIRED: 2 years

(I) RETENTION DEPARTMENT:


The retention department helps in retaining the customers who are leaving the services and are not satisfied with the services provided by the company. The main aim of this department is to recognize the problems faced by the customers and to attract the customers by providing them with the better facilities so that they cannot leave that company. The structure of the Retention department in the Videocon telecommunications ltd. is given:

MANAGER

ASSISTANT MANAGER

CUSTOMER SUPPORT EXECUTIVES

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Any specialization) EXPERIENCE REQUIRED: 7-8years

DESIGNATION: Assistant Manager EDUCATIONAL QUALIFICATION: Post Graduation Degree EXPERIENCE REQUIRED: 3-4 years

DESIGNATION: Customer Support Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 2 years

(J) SUPPLY CHAIN MANAGEMENT (SCM):

Supply chain management (SCM) is the oversight of materials, information, and finances as they move in a process from supplier to manufacturer to wholesaler to retailer to consumer. Supply chain management involves coordinating and integrating these flows both within and among companies. It is said that the ultimate goal of any effective supply chain management system is to reduce inventory.

The structure of the Supply Chain Management department in the Videocon telecommunications ltd. is given:

GENERAL MANAGER

MANAGER

SENIOR EXECUTIVE

ASSISTANT MANAGER

EXECUTIVE

DESIGNATION: General Manager EDUCATIONAL QUALIFICATION: MBA (Material Management, IB) EXPERIENCE REQUIRED: 15 years

DESIGNATION: Manager EDUCATIONAL QUALIFICATION: MBA (Material Management) EXPERIENCE REQUIRED: 8years

DESIGNATION: Assistant Manager EDUCATIONAL Management QUALIFICATION: PG Diploma in Material

EXPERIENCE REQUIRED: 3-4 years

DESIGNATION: Senior Executive EDUCATIONAL QUALIFICATION: graduation EXPERIENCE REQUIRED: 2 years

DESIGNATION: Executive EDUCATIONAL QUALIFICATION: Graduation EXPERIENCE REQUIRED: 1 year

BIBLIOGRAPHY

1) www.google.com 2) www.scribd.com 3) Kothari, C.R. Research Methodology. 4) VSP Rao Human Resource Management.

ANNEXURE

Videocon Telecommunication Ltd


INTERVIEW ASSESSMENT SHEET
Name : Smart Test Login ID: Source of Recruitment:

Position : Date: Sr. No. PARAMETERS RELEVANCE OF QUALIFICATIONS AND EXPERIENCE Do his qualifications enable him to handle the job. Can he fulfill the assignment. PERSONALITY Grooming, Mannerism , Appearance, Disposition, Body Language COMMUNICATION Ability to express clearly, can he understand & respond objectively, is he clear on his goals JOB KNOWLEDGE Conceptual clarity, command over the subject, Knowledge of practical aspects ADAPTABILITY Cultural Fit / Suitability MOTIVATION FOR THE JOB 6 Is he serious in change, does he really need the job, will he be committed & stable

MARKS OUT OF 10

REMARKS

COMPUTER PROFICIENCY 7 Practical exposure to MS Office (Word, Excel, Power Point, Exposure to Systems and MIS LEADERSHIP 8 Can he lead & take decisions, Can he guide people, can he motivate & create his acceptance INTER PERSONAL RELATIONS 9 10 Ability to get along with people and elicit co-operation and support. Is he a Team Player GENERAL INTELLIGENCE Is he aware of the latest happenings in his field and general information : D.O.J : Present Expected Offered

Decision S_N 1 2 3 4 5

Particulars Position Work Location Gross Compensation (CTC ) PA Band / Level Remarks

Interview Panel : 1 2 3

JOINING KIT

DOCUMENT CHECKLIST Name of employee. joining/./..


Sl No 1 2 3 4 Document source New Joinee New Joinee New Joinee New Joinee Document Name Passport size photograph Copy of Educational Qualification Previous Experience Letters Last Compensation Details Relieving letter/Resignation Acceptance from immediate previous employer Medical Fitness Certificate Residential address proof(Voter Id/Passport /Ration card) Age proof(class 10th certificate/Passport) Pan card Joining Report Joining Form Requistion for Id card Investment Declaration Form Form -2 (Revised) PF EPFO-SSN Form Receipt confirmation

Date of
Signature of HR Spoc

5 6 7 8 9 10 11 12 13 14 15

New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee New Joinee

16 1 2 3 4 5

New Joinee TA Team TA Team TA Team TA Team TA Team

Form-F Gratuity Employee Application form Interview Assessment Form Curriculum Vitae Employee Offer letter Reference check

Declaration for Code of Conduct

I _________________________________________ hereby confirm that I have received a copy of this Code of Conduct Policy Statement, read & understood all of its terms and agree to be bound by the provisions contained therein. Should my conduct & behavior be found contrary to the mentioned guidelines, I agree to be liable for the consequences as decided by the management.

___________________ [Name of the Employee]

____________________ [Signature]

_________ [Date]

Exit Interview Form

Name Designation

Emp Code Department

Following are the probable reasons for resignation, Please tick [] the appropriate options: Primary Reason Secondary Reason Not Applica ble

Factors Job / Role Profile Mismatch Limited Opportunities and Responsibilities Inadequate Recognition of Work Organizational / Work Environment Job Insecurity High Stress Lack of Suitable Infrastructure / Facilities Unsuitable Organizational Culture Lack of Support and Guidance from Supervisor Better Opportunity Better Compensation

Higher Designation / Level Entrepreneurial Opportunity Personal Reasons Health Marriage Academics Location of Work

What did you like most about QTL ?

Suggestions for improvement:

What could have we done to prevent your resignation ?

If given an opportunity in future, would you consider working with VTL again?

Yes / No

HR SPOC Comments:

HR SPOC Signature:

Date::

FORM 'F' [See sub-rule (1) of rule 6] Nomination To .. [Give here name or description of the establishment with full address] I. Shri/Shrimati/Kumari . whose particulars are given in the statement below, [Name in full here] hereby nominate the person(s) mentioned below to receive the gratuity payable after my death as also the gratuity standing to my credit in the event of my death before that amount has become payable, or having become payable has not been paid and direct that the said amount of gratuity shall be paid in proportion indicated against the name(s) of the nominee(s). 2. I hereby certify that the person(s) mentioned is a/are member(s) of my family within the meaning of clause (h) of section (2) of the Payment of Gratuity Act, 1972. 3. I hereby declare that I have no family within the meaning of clause (h) of section (2) of the said Act. 4. (a) My father/mother/parents is/are not dependent on me. (b) my husband's father/mother/parents is/are not dependent on my husband. 5. I have excluded my husband from my family by a notice dated the to the Controlling Authority in terms of the proviso to clause (h) of section 2 of the said Act. 6. Nomination made herein invalidates my previous nomination. Nominee(s) Name in full with full address of nominee(s) 1. 2. 3. so on. Statement 1. Name of employee in full. 2. Sex. 3. Religion. Relationship with the employee Age of nominee Proportion by which the gratuity will be shared

4. 5. 6. 7. 8.

Whether unmarried/married/widow/widower. Department/Branch/Section where employed. Post held with Ticket or Serial No., if any. Date of appointment. Permanent address.

Village Thana Sub-division . Post Office District . State Place Date Declaration by witnesses Nomination signed/thumb impressed before me. Name in full and full address of witnesses. 1. 2. Place Date Certificate by the employer Certified that the particulars of the above nomination have been verified and recorded in this establishment. Employer's Reference No., if any. Signature of the employer/ officer authorised Designation Date Name and address of the establishment or rubber stamp thereof. Acknowledgement by the employee Received the duplicate copy of nomination in Form 'F' filed by me and duly certified by the employer. Date Signature of the employee Signature of witnesses. Signature/Thumb impression of the employee

1. 2.

Requisition for ID Card

Name:-..

Employeee Code:-..

Function:-.

Blood Group:

Circle:-.

Location:-..

Applicant's Signatures:-.

Date:-

IT Asset Issuance Form


Asset Request Details : Employee Name: Date of Joining: Location: Supervisor: HOD: e-mail Groups Request: e-mail ID Request:
firstName.lastName@videocon.com

EMP ID: Department: Designation: Desk Phone: Mobile:

Asset Request:
* (Tick which ever is applicable)

Laptop Datacard

Desktop Other
(mention)

HR Requester Name: HR Requester Sign: Exception with justification, if any Justification approval by HOD: Exception approval by HR Head: Asset Details : Asset Type
Laptop

Make & Model

Serial No

Asset ID

EMP Sign-off

Issuance Date

Datacard

Desktop

Other

Other

Asset Issued By: Inventory updated By: Reviewed By:

Sign: Sign: Sign:

Date: Date: Date:

EMPLOYEE DATA FORM Name:- Father's/Husband's Name:- Gender :- Date Of Birth:. Marital Status:- Nationality .. .. Affix Photograph

Blood Group:- .

Date Of Anniversary:- Present Address:- Contact No:-..................... Permanent Address:-.. Whom should we call in case of an emergency? Name:-.. Contact No. and Address:-.

EMP CodeDate Of Joining:-.. Function:- Designation:- Level:-...Total Work Experience:-. Personal Email ID:- Highest Educational Qualification:-. College/University:- Previous Employer:-.. Role at Immediate Previous Organization:- Other Previous Organizations (Starting from 2nd previous organization)

.. .. Hobbies/Interests:-.

Family Details Relation Name Mention If Dependent Spouse Father Mother Children 1 Son/Daughter 2 Son/Daughter Date Of Birth

Eligibility= Employee + 5 dependents as mentioned above.

Other Details Permanent Account Number (PAN)..

Bank Name ..

Bank Account No .

DECLARATION (BY EMPLOYEE)


I certify that all the foregoing statements are true and complete. I understand and agree that in case any information stated is, at any time , found contrary; my appointment may be treated as null and void at the Management's discretion.

Place:Date:Signature

NOMINATION FORM FOR MEDICLAIM INSURANCE

Circle: ___________________________

Location: __________________________

E-Code: _________

EmployeeName:____________________

Designation:______________________

Band: _____________________________

Department: ______________________

S. No. 1 2 3 4 5 6

Name of the employee / dependent

Relationship with the employee

Date of Birth (DD/MM/YYYY)

Age (in yrs)

Gender

Note:

a) No midterm inclusions/exclusions are allowed except in case of marriage/birth/death. b) This is to acknowledge that the above mentioned details provided by me holds true to the best of my knowledge.

Date: _______________

Employees signature : _________________

DECLARATION

FORM OF NOMINATION

I, ______________________________________________, working as __________________ hereby nominate the persons mentioned below who is/are member(s) / non-members of my family as beneficiaries, for the percentage share as mentioned against the names of each of them, for any amount towards unpaid wages & other emoluments wherein no nominations have been made by me in any other declaration, in the event of my death before that amount becomes payable or having become payable from the company. Sl. No. Name of Nominee(s) Address Contact Number Percentage of Amount

Employee Code: Employee Name: Location: Date:

Signature

DECLARATION AUTHORIZATION FOR SALARY TRANSFER

I,______________________________________________, working as ______________________, hereby authorize the company to transfer my monthly salary & other payments due to me directly to my below mentioned bank account.

Name of Bank: Account holder Name: IFC Code: Savings Account Number:

Employee Code: Employee Name: Location: Date:

Signature