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INDUCTION & PLACEMENT at Indian Telephone Industry Ltd. (A Government of India Undertaking ) Naini, Allahabad-211011.

Presented by -

Aditya Mayank
MBA-3rd semester MONIRBA
[Pick the date]


The success of any case-study depends upon various factors among which the proper guidance from the experts in the industry and faculty plays an important role. I would like to take the opportunity to thank everybody who was involved with me and helped to make this case-study a success. I express my profound sense of indeptness to my teacher Mr.S.M.Z.Khurshid, faculty, Motilal Nehru Institute of Research and Business Administration, University of Allahabad, Allahabad for laying up the opportunity to learn something extra and get trained practically outside the university premises. I take opportunity to acknowledge with deep sense of complements and gratitude for the guidance, valuable suggestion, help and constant interest, which were offer to me by N.K.Das (HR Manager, I.T.I.). I extend my sincere thanks to all staff members of the I.T.I Ltd. Naini for their kind and friendly attitude and immense cooperation. At last I wish I.T.I Ltd. Naini to overcome all its pains and difficulties and achieve great victory and prosperity in the future and come with unbeatable combination of name, fame, success and stand erect on The throne of achievement wearing the crown of victory.


Aditya Mayank
MBA-3rd semester MONIRBA (University of Allahabad) ALLAHABAD.


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Glimpse of Indian Telephone Industry Ltd, Naini Unit

I.T.I.Ltd(A Government Of India Undertaking), Naini unit is the lead unit in North India, situated about 16 km away from the holy city of Allahabad, which manufactures the entire range of multiplexing equipment to meet the need of the country in vital area of telecommunication. In view of the priority of nation the organization had laid great emphasis on the development and manufacturing of product for rural telecommunication. It also produces most modern optical terminal al1d line equipment in collaboration with TEJAS for SDH products, such as STM-1, STM-4, and STM-16 & STM-64 in collaboration with M/s XALTED and also DWDM in collaboration with ZTE China keeping pace with the advancement in the technology.

It has incorporated state of art technology in the area of product design manufacturing and testing thus it has achieved self-reliance in these areas. Beginning with the moderate production of Rs.1.66 Cores during 1971-72 the unit has achieved a trial blazing worth Rs.300 Cores during 1992-93. It has got achieved annual growth rate of 70% during 1992, which is a new landmark in the history of Naini Unit. It has got work force of about 2338 people. Sudden change in government telecommunications policy and entering of multinational affected the steady progress of the company. An unhealthy competition from the fly-by-night private companies coupled with unrealistically cutthroat price quota of its production value while there is quantitative growth.


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An overview of the Company: MISSION OF ITI Ltd.: "To be the leader of the ITI domestic market and important global player in Voice, Data and Image communications by providing total solutions to customers. To build 'on core competencies enter now business areas."

M/s ITI Ltd., (formally known Indian Telephone Industry Ltd.), is the first joint public sector enterprise in telecommunication industry. The company has celebrated the 50th anniversary along with golden jubilee of Indian's Independence. ITI Ltd. manufactures the entire range of telecommunication system and is the nerve of the Indian Telephone network and established a track record of credibility.

ITI has grown over the year into a giant multi unit undertaking with 7 manufacturing units, 6 regional offices and 40 sub-offices cum service centers all over India.

ITI is enriched with dedicated experience and contribution of highly qualified technocrats in the field of telecommunication.


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In ITI organization, CMD is the head of the four departments, which are as follows:

a. Director Production b. Director Marketing c. Director HR d. Director Finance

Director Production Director Marketing Director HR Director Finance


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Ministry of Telecommunication Chairman and Managing Director

Board of Director
Executive Director (EDR) General Manager (Head of Unit) Additional General Manager Deputy General Manager Chief Manager

Deputy Manager Assistant Manager Engineer Staff (Employees from Category A to H)
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ITI employees strength at the end of the year 31.3.2010 was 13045 competed to 13415 at the end of the previous year.

As on 31.3.2010, there were 2241 employees belonging to Scheduled Castes and 92 belonging to Scheduled tribes employees, thus constituting 17.24 % and 0.71 % respectively of the total strength of employees on the rolls of the Company. 85 employees belonging to Ex-serviceman category numbering 82 and Physically Challenged Persons numbering 162 were on the rolls of the Company as at the end of the financial year. One Physically Challenged person was recruited during the year 2007-08.

Promotion exercise for officers as held during the year 2007-08 and the eligible officers were considered for promotion/ up gradation to the next higher level.


Officers - 1259

Worker - 866

Total = 2125


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RecruitmentConcept of recruitment
Byers & Rue define recruitment as "the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen." According to Edwin B. Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations". Effectively, recruitment is the process of getting the right kind of people to apply for the vacancies in an organization. Though employment, recruitment and selection are used interchangeably, technically all the three have different meanings. In fact, recruitment and selection together constitute employment. The aim of an effective recruitment program is to attract the best people for the job and aid the recruiter by making a wide choice available. A good job description helps in attracting the right kind of candidates for the job. The recruitment efforts and the costs involved are generally in proportion to the criticality of the vacant position and the urgency of the need.


1) The reputation of the organization.
2) Depends on its size, area of business, profitability, management etc., in addition to its philosophy and values 3) A profitable firm known for its strong values would attract a better response to a recruitment drive than .. 4) The organizational culture and the attitude of its management towards employees also influence a candidate's decision to apply to an organization. 5) An organization that is known for its employee-friendly policies would certainly be preferred over an orthodox and rigid organization. 6) Another factor that contributes to the success of a recruitment program is the geographical location of the vacant position.
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7) Prospective candidates might not be too eager to work in a remote place unless they belong to that place.

Environmental Factors
1) The situation in the labor market, the demand for manpower, the demographics, the knowledge and skill set available, all determine the response to a recruitment program. 2) The stage of development of the industry, to which the organization belongs also, influences the results of a recruitment program.

The different sources of recruitment are 1) Internal search 2) Advertisements 3) Employment agencies 4) Interested applicants. The comparative strengths and weaknesses of these sources in attracting candidates for different levels in the ITI are discussed below. Organization if go in for an internal search normally announce the vacancy through the displays on notice boards, circulars sent to different departments or through the company's intranet. Candidates from within the organization respond to this 'job posting' by sending in their applications. It is the responsibility of the HR department to ensure that the information about the vacancy reaches all the prospective candidates in the organization. The management then evaluates all the applicants and makes the final selection. Recruitment at I.T.I.Ltd. Naini is according to government of India guidelines. All kinds of quotas take in consideration. Welfare Apart from pay and perks, ITI extends many welfare facilities to its employees and these include canteen, township, education, transport, medical, crches, scholarships to the meritorious children of SC/ST employees, promotion of sports and culture. The company has established fully fledged hospitals in plant for free treatment of employees and their dependent family members and has also introduced Authorized Medical Attendant scheme in all plants, regional offices and GSM projects for employee's health care. Under the scheme, many reputed government and private multi super specialty hospitals have been recognized in different parts of the country for availing treatment wherever our establishments are located.
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If there is vaccancy
Informed to local employment exchange If they fails to provide, notice is forwarded to Regional employement exchange

They provide eligible candidates for the post in the ratio of 1:4/1:5

They provide eligible candidates for the post in the ratio of 1:4/1:5

If they fails to provide, they issue a nonavailibility certificate to ITI.Ltd

Then notice is published in atleast one local & national newspaper and also on the website of ITI.Ltd.

Application forms recived. Screening of application forms. Admit cards issued

Written exam & pracical test

Selected candidates were called for interview (GD only in case of Executives recruitment)

Final list is prepared as per Govt.norms and following all qotas

Joining letter issued to selected candidates.

Joining after proper medical test at ITI hospital


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Induction can be defined as a process of introducing the employee who is newly elected to the organization. When an employee is given a letter of appointment he joins the company on duty. The very first thing that the company does is, introduces the new employee to the organization and people working there. The induction starts with an introduction secession about the company, number of branches, a brief history of the company, number of products, number of countries operating in, organizational structure, culture, values, beliefs, the names of top management personnel etc. ITI has well established Employee Development Centres in all units and at corporate level. These centres play an important role in employees learning, training and in developing human resources in line with the companys business plans. These centres design training programs that impart and inculcate personality, motivation and stress management skills among officers. The HR Employee Development Centres focus on in-depth training on new telecom technology, information technology, multi-skill and management development programmes and awareness programmes. The training is imparted through in-house facilities. In addition, their executives are sent to renowned training institutes to sharpen their skills. Induction programme of ITI is a process to guide and counsel the employee to familiarize them with the job and the organization. The process helps to clarify the terms and conditions of employment, specific job requirements and also to inculcate confidence in the mind of the new entrants.


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The main objective of induction program is as follows1. 2. 3. 4. 5. 6. 7. Introduction of the person with the job and the organization. Objectives of the organization Job requirements Policies of the organization Rules of the organization Regulation Organization structure

Steps in induction
1. WelcomeFirst of all new entrants were welcomed and give them the feel that now they are the part of the organization. 2. About the companyA brief knowledge of company is given to them so that they were well aware of the company. 3. Show departmentNow they were taken to the various departments of the company so that they know the all departments of the company and the old employees of the firm also know them. It also provides them an opportunity to interact with other fellow employees. 4. Work culture Information about the dress Code, Language, Employee Addressing, e-mails Utilization, Feedback Culture, Working Days, Mobile use etc. 5. Pay, benefits, holidaysThe knowledge of their pay i.e. how it is calculated etc, what are the benefits (medical, HRA, LTC etc,) and how many types of holiday were given to them. 6. Leaves What kinds of leaves were given to them? Numbers of leaves in the company and procedures to take leave. 7. To develop among the new comer a sense of belonging and loyalty to the organization.
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The advantages of formal induction are: Induction helps to build up a two-way channel of communication between management and workers. Proper induction facilitates informal relation and team work among employee. Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging. Induction helps to develop good relation. A formal induction programme proves that the company is taking interest in getting him off to good start. Proper induction reduces employee grievances, absenteeism and labour turnover. Induction is helpful in supplying information concerning the organization, the job and employee welfare facilities.


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Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate. 1. Actual posting of an employee to a specific job with rank and responsibilities attached to it. 2. About the work 3. Organization 4. Adjust 5. Promotion Employee movement from current job to another that is higher in pay responsibility and level. Performance & interview based(in case of officers grade 1-7) Time based (in case of employee grade A-H)

The significances of placement are as follows: It improves employee morale. It helps in reducing employee turnover. It helps in reducing absenteeism. It helps in reducing accident rates. It avoids misfit between the candidate and the job. It helps the candidate to work as per the predetermined objectives of the organization.


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My References
BOOKS1. Human Resource Planning By- Deepak Kumar Bhattacharyya 2. Human Resource Management By - K.Aswathappa

Web1. 2. 3.


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