BUNDELKHAND INSTITUTE OF ENGINEERING AND TECHNOLOGY, JHANSI

A Summer Training Report

On
“Recruitment And Selection”
In
Sistema Shyam Teleservices Ltd. (SSTL)
For the Partial fulfillment of the Degree of Master of Business Administration (MBA)
Session: 2017-2018

Submitted To​ : ​Submitted By​ :

Dr. Suman Yadav Akanksha Parihar

H.O.D Roll No:-1604370004
MBA, B.I.E.T MBA 3​rd​ Semester
 PREFACE

The learning process of classroom is incomplete without any practical field experience. It is
because of the reason that our Institute like any other, has provision for practical training, so
practical training is vital. Accordingly I had my training with Sistema Shyam Tele-services
Ltd. (SSTL). This 8 weeks training gave us an insight into the working of an organization and
learn how some of the important concepts that we have been studying as a student of
management are applicable in the field.

The project is a sincere attempt to focus on the subject in a lucid manner. I sincerely
attempted to effort to carry out study in deep on subject. During this period we had the
opportunity to observe the company’s performance, place in the industry, its products,
pricing, advertisement, promotions and its good will through our market survey. It is hoped
that this study will provide valuable information in various issues related to Sistema Shyam
Teleservice Ltd, oriented industry.
 ACKNOWLEDGEMENT

It is my honor to get an opportunity to pursue my summer training internship with​ Sistema

Shyam Tele-Services Ltd. (SSTL) Delhi.​ I would like to extend my thanks to Sistema
Shyam Tele-Services Ltd for giving me an opportunity to undertake a summer internship in
the company.

I express my sincere thanks to Mr.Vishal Bhatia, HR Manager, for giving me opportunity and
permission, to undertake this project on ​Recruitment and Selection​ in their esteemed
organization.

I would also like to extend my special gratitude to Miss. Akanksha Sharma who is my
industry mentor for helping me throughout the project and guiding me extensively in its
execution. I am obliged by the support extended by everyone.

PLACE: ​Jhansi Akanksha Parihar

DATE: MBA III sem

Roll No. 1604370004

 DECLARATION

I​,​ hereby declare that summer training report entitled “​Recruitment and Selection​ in
Sistema Shyam Teleservices Ltd​.​” is a record of original work done by me & submitted to
MBA Department, ​BIET JHANSI​ for the partial fulfillment of requirement of management
programme.

PLACE: ​Jhansi Akanksha Parihar

DATE: MBA III sem

Roll No. 1604370004

 TABLE OF CONTENT

Sr.No. CONTENTS PAGE NO

1. Executive summary 01

2. Objective of study 02

3. Company profile
● Company Overview 03-05
● Services 06
4. Introduction 07-08

5. Recruitment 09-17

6. Selection 18-23

7. Recruitment at Sistema Shyam Teleservice Ltd. 24-30

8. Research methodology 31-32

9. Limitation 33

10. Data interpretation 34-48

11. Finding And Analysis 49

12. Feedback 50

13. Suggestion 51

14. Conclusion 52

15. Bibliography 53

16. Annexure 54-57

 EXECUTIVE SUMMARY

This is internship report based on the 45 days period internship program that I have
successfully completed my training at Sistema Shyam Teleservice Ltd. Under Human
Resource as a requirement of my MBA program on BIET Jhansi,.

As usual, primary data and secondary data were used to prepare this report. Primary data
came from my day to day observation and interviewing employees. Secondary data was
collected by Organization employee handbook, website, and relevant books. I tried to
minimize to bias and produce an unbiased report.

​ istema Shyam TeleServices Limited (SSTL)​, doing business as ​Mobile TeleSystems

S
India​ (​MTS India​), was the Indian subsidiary of the Russian mobile operator​ ​MTS. Their
exclusive HR practices help them to achieve their goals. Hence, the management
development programs are introduced to update their employees. This report tried to look on
how and why recruitment and selection process have done. This report also shows my
observation on recruitment and selection process. This report provides some recommendation
which may help to improve their process.

Finally, the report allows focusing on theories and concepts used in Sistema Shyam
Teleservices Ltd. to relate with academic purpose.
 OBJECT OF THE STUDY

1. Describe the organization and explain the scope of work in recruitment and selection
Process.

2. To experience different recruitment and selection activities which are followed by

Sistema Shyam Teleservice Ltd.

3. Recognize and identify how theories and concepts that covered in MBA program are
applied in recruitment and selection process.

4. Propose suggestions and recommendations for the practitioners that can help management
further to apply best practices in human resource management in the organization.

OTHER OBJECTIVES

1. ​Client need assessment

● Understand client's business and culture.
● Understand the job/position specifications.
● Understand roles and responsibilities of the prospective candidate .

​2. ​Candidate assessment

● Screen and evaluate candidates .
● Personal Interviews with Candidates
● Candidate interview and selection
COMPANY PROFILE

COMPANY OVERVIEW

Sistema Shyam TeleServices Ltd. (SSTL) is a venture, involving equity participation by

Sistema Joint Stock Financial Corporation of Russia (“SISTEMA JSFC”), the Russian
Federation and the Shyam Group of India. Sistema JSFC is the majority shareholder in the
Company. Approximately 2.5% equity stake is held by public. Headquartered in Gurgaon, the
Company has invested over USD 3.6 billion in expanding its telecom network across the
country.

The company launched brand MTS in India in 2009 and recently celebrated its 7th
anniversary in the country. With a strong focus on its “Data Centric; Voice Enabled” strategy,
SSTL became one of the top three data service providers in the country. The Company
provides telecom services under the brand MTS to close to 10 million wireless subscribers
including more than 1.95 million High Speed Mobile Broadband customers in over 1250
towns across the country. MTS is well recognized in India and worldwide for its commitment
to high quality and innovative telecom solutions. In India, brand MTS has also been
recognized as amongst the top 50 service brands in the country in an AC Nielsen- Economic
Times survey.

SSTL is credited for introducing a number of innovations in the Indian telecom industry. The
Company is the pioneer of Half Paisa Per Second Calling in the country. SSTL is also the
first telecom operator in the country to launch prepaid High Speed Mobile Broadband. The
company has taken mobile broadband to another level with the launch of High Speed Data
(HSD) services on National Highways. Taking lead in deployment of Wi-Fi hotspots in
public places, SSTL rolled out Wi-Fi services to travelers in Rapid Metro trains in Gurgaon.
Additionally, SSTL in partnership with Indian Railways rolled out Wi-Fi hotspots in six
Railway Stations i.e.– Ahmedabad, Agra, Varanasi, Mumbai CST, Howrah and
Secunderabad. In 2015, SSTL also powered Wi-Fi roll out in Bhadra, Rajasthan, thereby
making it the FIRST town In India to have ubiquitous Wi-Fi coverage.

In 2013, SSTL announced the launch of its “3GPLUS” telecom network based on
state-of-the-art Evolution-Data Optimized (EV-DO) Rev. B Phase II technology. This made
SSTL the FIRST telecom operator in India to provide ubiquitous 3GPLUS network coverage
across all its 9 circles of operations i.e. Delhi, Rajasthan, Gujarat, Kerala, Karnataka, Tamil
Nadu, Kolkata, Uttar Pradesh (West) and West Bengal. Incidentally, MTS India is also
credited to be the FIRST telecom operator in the world to have launched the Rev. B Phase II
version of the EV-DO network in Jaipur, Rajasthan in September, 2011.

Beyond business, SSTL has partnered with Responsenet for the India Unite to End Polio
Now (IUEPN) campaign organized to create awareness for Polio eradication amongst the
masses. The IUEPN campaign is an initiative implemented by Responsenet, in partnership
with the Polio Eradication Programme in India, a collaborative effort between the Ministry of
Health and Family Welfare (MOHFW), United Nations Children’s Fund (UNICEF), World
Health Organization (WHO), National Polio Surveillance Project (NPSP), Rotary
International, and the U.S. Centre for Disease Control (CDC).

The IUEPN campaign leverages private sector resources to enhance polio knowledge and
vaccination throughout India, specifically targeting nomad and mobile populations. IUEPN
achieves this by expanding the polio communication reach to high-risk groups and
reinvigorating the polio messaging campaign to the masses with innovative communication
mediums such as interactive booths, SMS & voice messaging, local folk theatre along with
other locally driven messaging options, posters and wall paintings. As part of the initiative,
SSTL has actively participated in awareness drives in several Indian states including Delhi,
Haryana, Uttar Pradesh and West Bengal - reminding people about the need to get their
children vaccinated against Polio. For each awareness drive, SSTL has been creating
awareness by sending out SMSs to its customers across locations where the drives are
conducted. In addition, the Company also provided assistance in arranging publicity material
and setting up of Polio booths for administration of Polio drops.

SSTL has also partnered with Smile Foundation, a national level development organization
reaching out to more than 2 Lakh underprivileged children through various education and
health care projects across 22 states of India. Under the partnership SSTL is providing
Mobile Broadband support to enhance learning capabilities of underprivileged children
studying at 23 Mission Education Centers run by Smile Foundation. This unique project was
rolled out in 2012 and has so far impacted more than 16,800 children studying at these
centers.

Embracing the national goal of ‘Skill India’, SSTL, in 2016, provided best-in-class training to
over 1500 Students in 24 reputed Industrial Training Institutes (ITIs). As part of the initiative,
the Company reached out and engaged with 24 prestigious technical Institutes. The team
designed special training courses which were modular in nature and in sync with the skilled
manpower requirements of the telecom industry. The plan was to ensure that graduating
students are “First-day, first-hour job ready“. The entire initiative was rolled out in technical
institutes spread across all of SSTL’s 9 circles, i.e. Delhi, UP West, Rajasthan, Gujarat,
Karnataka, Kerala, Tamil Nadu, Kolkata & ROWB

Sistema, the largest public diversified corporation in Russia, acquired a 10% stake in Shyam
Telelink for a total cash consideration of US$ 11.4 million at the end of September 2007.
Shantanu Telecom along with their partner Sistema had applied for UASL licence in 22
telecom circles of India. In August 2008, they got a pan-India start-up spectrum to start their
mobile service operations in the country. They provide mobile services based on CDMA
technology under the brand name MTS India and gave contracts to ZTE and Huawei for
network expansion. MTS launched operations in Uttar Pradesh East and West in October
2010.

On 2 February 2012, the Supreme Court of India cancelled 122 licences of 22 mobile
operators, including 21 of MTS' 22 licences, in connection with the 2G spectrum scam. MTS
lost all its licences except the one for Rajasthan circle. MTS had approximately 2.32 million
subscribers in those 10 circles at the time of the announcement, and 14.88 million subscribers
nationally. According to MTS officials, the 10 circles where MTS ceased operations
constituted 15.62% of its total subscriber base and less than 15% of the company's overall
revenue.​]​ In the 2013 spectrum auction, MTS won back licences and spectrum in 8 circles -
Delhi NCR, Kolkata, Gujarat, Karnataka, Tamil Nadu, Kerala, Uttar Pradesh (West) and
West Bengal.

Acquisition by Reliance Communications

On 14 January 2016, Reliance Communications (RCom) announced that it had acquired
SSTL in an all stock deal, in which SSTL received a 10% share in RCom, after paying off its
existing debt. RCom would assume the liability for installments that SSTL had to pay the
government from purchasing spectrum. The liability amounted ₹392 crore annually for 10
years. As a result of the deal, Reliance acquired nearly 9 million subscribers, as well as
SSTL's spectrum in the 850 MHz band. The merger deal was approved by the Competition
Commission of India (CCI) in February 2016. SEBI cleared the deal by March, and SSTL
shareholders approved the deal on 18 March. By mid-August, the deal was approved by tax
authorities and the shareholders and creditors of RCom and SSTL. The merger was approved
by the Rajasthan High Court on 30 September 2016, and the Mumbai High Court on 7
October 2016.

The final approval, from the Department of Telecommunications, was given on 20 October
2017.​ ​On 31 October 2017, RCom announced that it completed the merger.

Services
MTS launched EVDO Rev A based high-speed mobile broadband service, MBlaze,​]​ in
November 2009 and acquired with over 5 lakh customers in a short span of time as of
February 2011. In April 2010, MTS launched MTS TV for MTS MBlaze customers. MTS
MBlaze had coverage in 100+ cities as of February 2011. MTS had announced pan-India
roaming for its users in April–May 2010. MTS also provided MBrowse which is CDMA-1x
technology based internet service.​]​ On 5 September, MTS India announced the commercial
availability of its EVDO Rev B Phase 2 network. On 23 October 2013 SSTL had announced
its roll out plan of its 3GPLUS network in nine circles namely Delhi NCR, Kolkata, Gujarat,
Rajasthan, Karnataka, Tamil Nadu, Kerala, Uttar Pradesh (West) and West Bengal.

Key Executives for Sistema Shyam TeleServices Limited

Mr. Sergey Savchenko

CEO & Director

Mr. Ilya Kosolapov

Chief Finance Officer

Mr. Leonid Musatov

Chief Marketing & Sales Officer and Chief Commerce Officer

Mr. T. Narasimhan
Deputy Chief Executive Officer and Head of Regulatory

Mr. S. Suresh Kumar​ Chief Operating Officer of Tamil Nadu Circle

 AN INTRODUCTION
HR policy of SSTL

The main objective is to achieve the business goal by involving employees to their
Satisfaction by retaining and maintaining the Motivation of highly performed employees.

At the heart of SSTL’s process, services, growth and success lies the endeavour and
dedication of the whole team. A multilingual, multicultural cross-functional team of people
bound by the strong organizational values and pursuing a common mission to create superior
value, realize full potential and steer the company towards a high position.

An achievement focused and development-oriented work culture embedded in high

standards of business ethics supported by sound management practices and good HR policy is
the defining characteristics of the Pratibha syntex work ethos.

SSTL has made its HR policy keeping all the things in the mind and in the favour of
its human capital.

HR VISION

“To provide an enabling environment where employee’s competencies are nurtured and
harnessed towards sustainable business growth & leadership.”

HR MISSION

“To proactively assess and provide services for the HR needs of the business & customers for
the attainment of organizational goals.”

HR OBJECTIVES

● To collaborate with and support internal customers of HR in achieving business

objectives through services viz. effective manpower planning ensuring harmonious
industrial relations etc.
● To review and redesign the structure of the organization with clarity of roles,
responsibility and accountability for overall organizational effectiveness and speedy
response to the emerging business challenges.
● To develop knowledge and skills of the employees and groom leaders with functional
and business competencies to meet future demands of the organization ( viz.
Flexibility & change management)
● To benchmark best HR practices in order to enhance human resource effectiveness.
● To enhance employee productivity through rationalization of jobs and manpower
optimization.
● To promote employee involvement in decision-making, team working, creatively and
empowerment.
● To institutionalise transparency by farming, updating & communicating systems and
processes.
● To maintain good liaison with government/ external agencies in order to better serve
the organizational cause.
● To provide a safe and healthy work environment and continuously benchmark and
upgrade the standards of safety and hygiene.
● To work towards improving the quality of work life of employees and their families.
 RECRUITMENT AND SELECTION

RECRUITMENT
DEFINITION:​ “Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting that
manpower in adequate number to facilitate effective selection of an efficient working force”.
“Recruitment is the process of searching the candidates for employment and stimulating them
to apply for job in the organizations recruitment is the activity that links the employers and
the job seekers”.

According to Edwin Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."

Recruitment​ is a core function of human resource management. It is the first step of

appointment. Recruitment refers to the overall process of attracting, selecting and appointing
suitable candidates for ​jobs ​(either permanent or temporary) within an organization.
Recruitment can also refer to processes involved in choosing individuals for unpaid positions,
such as voluntary roles or unpaid trainee roles.

Managers, human resource generalists and recruitment specialists may be tasked with
carrying out recruitment, but in some cases public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies are used to undertake parts of the
process. Internet-based technologies to support all aspects of recruitment have become
widespread.

Recruitment forms the first in the process, which continues with selection and ceases with the
placement of the candidate. It is the next step in the procurement function, the first being the
manpower planning, Recruitment makes it possible to acquit the number and types of people
necessary to ensure the continued operation of the organization. “Recruitment is the
discovering of potential applicants for actual or anticipated organizational vacancies”.

Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts and
control systems would not do much good.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manager initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
 It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.

Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages,
or problems in management decision making and the recruitment process could itself be
improved by following management theories. The recruitment process could be improved in
sophistication with Rodgers seven point plan, Munro-Fraser's five-fold grading system,
psychological tests, personal interviews, etc. Recommendations for specific and differentiated
selection systems for different professions and specializations have been given. A new
national selection system for psychiatrists, anaesthetists and dental surgeons has been
proposed within the UK health sector

”It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The result
is a pool of applicant from which new employees are selected.’’

Nature and requirements of specific jobs Number of specific jobs to be

filled
 Recruitment: Relationship with Other Activities

PURPOSE AND IMPORTANCE OF RECRUITMENT:-

Recruitment is a linking function, joining together those with jobs to fill and those seeking
jobs. The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:

1. Increase the pool of job candidates at minimum cast.

2. Enhance the success rates of the selection process of by reducing the number of
visibly under qualified or overqualified job applicants.
3. Selected will leave the organization only after a short period of time.
4. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
5. Increase organizational and individual effectiveness in the sort

NEED FOR RECRUITMENT:-

The need for recruitment may be due to the following reasons / situations ​¬

1. Vacancies: due to promotions, transfers, retirement, termination, permanent disability,

death and labour turnover.
2. Creation of new vacancies: due to growth, expansion and diversification of business
activities of an enterprise.
3. In addition, new vacancies are possible due to job respecification.

EFFECTS

Effect of recruitment should be positive or negative.

● POSITIVE EFFECT OF RECRUITMENT

1. Attract highly qualified and competent people

2. Ensure that the selected candidates stay longer with the company
3. Make sure that there is match between cost and benefit
4. Help the firm create more culturally diverse workforce

● NEGATIVE RECRUITMENT PROCESS

1. Failure to generate qualified applicants

2. There is no match between cost and benefit
 3. Extra cost on training and supervision
4. Increases the entry level pay scales

FACTORS GOVERNING RECRUITMENT:-

Given its key role and external visibility, recruitment is naturally subject to influence of
several factors. These include external as well as internal forces.

SOURCES OF RECRUITMENT:-

The sources of recruitment may be broadly classified into two broad categories:-

1. Internal sources

2. External sources

1 .INTERNAL SOURCES:-

Persons who are already working in an organization constitute the ‘internal sources’. Internal
sources include present employees, employee referrals, former employees and former
applicants. Whenever any vacancy arises, someone from within the organization is recruited
through internal methods.

I. PROMOTION -

It involves movement of employee from a lower level position accompanied by changes in

duties, responsibilities, status and value.
 II. TRANSFER

A transfer is a lateral movement within the same grade, from one job to another. Transfers are
often important in providing employees with a broad-based view of the organization,
necessary for future promotions.

III. EMPLOYEE REFERRALS

It means using personal contacts to locate job opportunities. It is a recommendation from a

current employee regarding a job applicant. The logic behind employee referral is that “it
takes one to know one”.

IV. JOB POSTING

Job posting is another way of hiring people from within. In this, organization public job
openings on bulletin boards, electronic media and similar outlets. It offers a chance to highly
qualified applicants working within the company to look for growth opportunities within the
company without looking for greener pastures outside.

2. EXTERNAL SOURCES:-

External sources lie outside an organization. Sources external to an organization are

professional or trade associations, advertisements, employment exchanges, college/institute
placement services, walk-ins etc.

I. CAMPUS RECRUITMENT

It is a method of recruiting by visiting and participating in college campuses and their

placement centres. Here the recruiters visit reputed educational institutions, colleges and
universities with a view to pick up job aspirants having technical or professional skills.

II. ADVERTISEMENTS

These include advertisements in newspapers, trade, professional and technical journals,

radio and television etc. The ads generally give a brief outline of the job responsibilities,
compensation package, prospects in the organization, etc.
III. EMPLOYMENT EXCHANGE

Employment exchanges act as a link between the employers and the prospective employees.
The major function of the exchange is to increase the pool of possible applicants and to do
preliminary screening.

IV. COMPETITORS

Rival firms can be a source of recruitment. This method involves identifying the right people
in rival companies, offering them better terms and luring them away.

V. CONTRACTORS

Contractors are used to recruit casual workers. The names of the workers are not entered
in the company records.

VI. UNSOLICITED APPLICANTS / WALK-INS

Companies generally receive unsolicited applications from job seekers at various points of
time, the number of such applications depends on economic conditions, the image of
company and the job seeker’s perception of the types of jobs that might be available etc.
such applications are generally kept in a data bank and whenever suitable vacancy arises, the
company would intimate the candidate to apply through a formal channel.

PROCESS OF RECRUITMENT:-

A process of recruitment is the method that organization used to fill job vacancies and hire
new talent in the organisation. However the vacancies should of course ideally be filled with
qualified candidates and not simply anyone who bothers to apply.

● Step 1: Identify Vacancy and Evaluate Need

● Step 2: Develop Position Description
● Step 3: Develop Recruitment Plan
● Step 4: Select Search Committee
● Step 5: Post Position and Implement Recruitment Plan
● Step 6: Review Applicants and Develop Short List
● Step 7: Conduct Interviews
● Step 8: Select Hire
● Step 9: Finalize Recruitment
Step 1: Identify Vacancy and Evaluate Need
Recruitments provide opportunities to departments to align staff skill sets to initiatives and
goals, and for departmental and individual growth. Proper planning and evaluation of the
need will lead to hiring the right person for the role and team.

Step 2: Develop Position Description

A position description is the core of a successful recruitment process. It is used to develop
interview questions, interview evaluations and reference check questions. A well-written
position description:

● Provides a first impression of the campus to the candidate

● Clearly articulates responsibilities and qualifications to attract the best suited

candidates

● Provides an opportunity to clearly articulate the value proposition for the role

● Serves as documentation to help prevent, or defend against, discrimination complaints

by providing written evidence that employment decisions were based on rational
business needs

● Improves retention as turnover is highest with newly hired employees. Employees

tend to be dissatisfied when they are performing duties they were not originally hired
to perform.

● Optimizes search engine results by ensuring job postings rank high in candidate
search results when searching on-line

● Determines FLSA classification and is used to map to the appropriate Payroll Title

● Identifies tasks, work flow and accountability, enabling the department to plan how it
will operate and grow

● Assists in establishing performance objectives

● Is used for career planning and training by providing clear distinctions between levels
of responsibilities and competencies required

● Is used as a benchmark to assist in ensuring internal and external equity

Step 3: Develop Recruitment Plan
Each position requires a documented Recruitment Plan which is approved by the
organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure an applicant pool which
includes women and underrepresented groups including veterans and individuals with
disabilities.
In addition to the position’s ​placement goals​ the plan contains advertising channels to be used
to achieve those goals. The recruitment plan is typically developed by the hiring manager in
conjunction with the Departmental HR Coordinator.

Step 4: Select Search Committee

To ensure applicants selected for interview and final consideration are evaluated by more
than one individual to minimize the potential for personal bias, a selection committee is
formed. The hiring manager will identify members who will have direct and indirect
interaction with the applicant in the course of their job. Each hiring manager should make an
effort to appoint a search committee that represents a diverse cross section of the staff.
A member of the committee will be appointed as the Affirmative Action and Compliance
Liaison who will monitor the affirmative action aspects of the search committee.
Under-represented groups and women are to have equal opportunity to serve on search
committees and special efforts should be made to encourage participation. Departments that
lack diversity in their own staff should consider appointing staff outside the department to
search committees or develop other alternatives to broaden the perspective of the committee.

Step 5: Post Position and Implement Recruitment Plan

Once the position description has been completed, the position can then be posted to the UCR
career site via the ATS. Every effort should be made to ensure the accuracy of the job
description and posting text. It may not be possible to change elements of a position once
posted, because it may impact the applicant pool.

Step 6: Review Applicants and Develop Short List

Once the position has been posted, candidates will apply via UCR’s job board. Candidates
will complete an electronic application for each position (resume and cover letter are
optional). Candidates will be considered “Applicants” or “Expressions of Interest”.
Applicants are those who apply during the initial application period as described in Step 5.
All applicants must be reviewed and considered. Candidates who apply after the initial
application period will be considered “expressions of interest” and not viewable by the search
committee.
It is recommended that all search committee members review all Applicants to ensure more
than one person assesses their qualifications and that individual opinion or biases are avoided.
It is permissible to have at least two committee members review all Applicants for certain
recruitments in which there are extensive applicant pools to best narrow down the pool.
Alternatively, Human Resources may perform this function. Each committee member may
provide comments to each Applicant’s qualifications as they relate to the minimum
requirements of the position.

Step 7: Conduct Interview

The interview is the single most important step in the selection process. It is the opportunity
for the employer and prospective employee to learn more about each other and validate
information provided by both. By following these interviewing guidelines, you will ensure
you have conducted a thorough interview process and have all necessary data to properly
evaluate skills and abilities.

Step 8: Select Hire

Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members will need to assess the extent to which each one met their
selection criteria.
The search committee evaluation tool will be helpful in justifying decisions and making them
as objective as possible.
SELECTION:-
Selection is the process of picking individuals out of job applicants with requisite
qualifications and competence to fill jobs in the organization.

It can be defined as:-“It is the process of differentiating between applicants in order to

identify (and hire) those with a greater likelihood of success in a job”

Recruitment refers to the process of identifying and encouraging prospective employees to

apply for jobs; selection is concerned with picking the right candidates from a pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidates as possible. Selection on the other hand is negative in its application inasmuch as
it seeks to eliminate as many unqualified applicants as possible in order to identify the right
candidates.

Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. ...
Recruitment is considered to be a positive process as it motivates more of candidates to apply
for the job. It creates a pool of applicants

ROLE OF SELECTION:-

Selection is important in an organization for three main reasons:-

1) First, your own performance always depends in part on your subordinates. Employees
with the right skills and attributes will do a better job for you and company.

2) Second, it is important because it’s costly to recruit and hire employees. The total cost of
hiring a manager could easily be 10 times as high once you add search fees, interviewing
time, reference checking and travel and moving expenses.

3) Third, it is important because of the legal implications of incompetent hiring.

SELECTION PROCEDURE:-

Selection is usually a series of steps. Each one must be successfully cleared before the
applicant proceeds to the next. The sequencing of steps may vary from job to job and
organization to organization. For example, some organization may give importance to testing,
while others may emphasis interviews and reference checks.
Figure of selection procedure
The steps of selection process are:-

1- Reception

The people it employee know a company. In order to attract people with to attract people
with talents, skills and experience a company has to create a favorable impression on the
application right from the stage of reception. Whoever meets the applicant initially should be
tactful and able to extend help in a friendly way. Employment possibilities must be presented
honestly and clearly.

2-Screening Interview

A preliminary interview is generally planned by large organizations to cut the costs of

selection by allowing only eligible candidates to go through the further stage in selection

3-Application Blank:-

Application Blanks or form is one of the most common methods used to collect information
on various aspects of the applicant’s academic, social, demographic work related background
and references.

Contents of Application Blank:

Following are the type of information required by the organization in the form of the
application blanks:-

● Biographical data like name, address, place of birth &sex.

● Educational qualification & training.
● Work experience, duties, responsibilities, salary and reasons for leaving previous
employment.
● Personal achievement in sports and other activities.
● Professional achievements and membership of professional bodies.
● Expectation of salary & perks.
● Individual goals & interest.
● References.
3. Selection Tests

Selection tests that attempt to assess intelligence, abilities, personality trait and performance.
Some of the commonly used selection tests are:

I. Intelligence Test :-​ These are mental ability tests. They measure the learning
ability and also the ability to understand instructions and make judgments.
II. Aptitude Test​:- Aptitude tests measure an individual’s potential to learn certain
skills-clerical, mechanical, mathematical etc. These tests indicate whether or not an
individual has the ability to learn a given job quickly and efficiently.

III. Personality Test:-​ Personality tests are used to measure basic aspects of an
applicant’s personality such as motivation, emotional balance, self-confidence,
interpersonal behaviour, introversion etc.

IV. Achievement Test:-​ it assists in determining how well an individual can perform
tasks related to the job.

4. ​Selection Interview:-

The next step in the selection process is selection interview .It is the oral examination of
candidates for employment .Interview gives the recruiter an opportunity to size up the
candidate personally.

● To ask questions those are not covered in tests.

● To make judgments on candidate’s enthusiasm and intelligence
● To assess subjective aspects of the candidates – facial expressions, appearance,
nervousness and so forth ;
● To give facts to the candidates regarding the company, its policies, programmes etc.
and promote goodwill toward the company.

The employment Interview can be:-

One to one:-​ There are only two participants- the interviewer & the interviewee.

Panel Interview:- ​Consists of two or more interviewers

Sequential Interview:-​ It involves the series of the interview, usually utilizing the strength
and knowledge base of each interviewer
Types of Interview:-

Structured Interview​:- In this, there are fixed job related questions that are presented to
each applicant.

Unstructured Interview:-​ In unstructured interview is largely unplanned and questions are

made up during interview.

Mixed Interview:-​ This the mixture of structured and unstructured questions. The structured
questions provide a base of information that allows comparisons between candidates. But the
unstructured questions make the interview more conventional.

Stress Interview:-​ Interview can also be designed to create a difficult environment where
the applicant’s confidence level and the ability to stand erect in difficult situation are put to
test. These are referred to as the stress interview.

5 .Medical Examination:-

Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina,
tolerance of hard working candidates, clear tone etc. Medical examination reveals whether or
not a candidate possesses these qualities. Medical examination can give the following
information;

● Whether the applicant is medically suitable for the specific job or not.
● Whether the applicant has health problem or psychological attitude likely interfere
with work efficiency or future attendance.
● Whether the applicant’s physical measurements are in accordance with requirements
or not.

6 .Reference checks:-

Once the interview and medical examination of the candidate is over, the personnel
department will engage in checking references. Candidates are required to give names of two
or three references in their application forms. These references may be from the individuals
who are familiar with the candidate’s academic achievement or from the applicant’s previous
employer, who is will-versed with the performance of applicant.

A good reference check when used sincerely, will fetch useful and reliable information to the
organization.
7. Selection Decision:-

After obtaining information through the preceding steps, the line manager concerned has to
make the final decision now-whether to select or reject a candidate. The line manager has to
take adequate care in taking the final decision because of economic, behavioural and social
implications of the selection decision.

8. Job offer:

After taking the final decision, the organization sends the appointment order to the successful
candidates either immediately or after sometime depending upon its time schedule.
RECRUITMENT AND SELECTION PROCEDURE

IN

SISTEMA SHYAM TELESERVICES LTD.

The following procedure is adopted for Recruitment and Selection:-

1. Analysis of recruitment as per norms of SSTL.

2. Use of different method of recruitment.

3. Sorting of resume.

4. Issuing of call letter for interview.

5. Written test

If number of candidates are more, then written test is conducted and in this test
objective questions and one or two subjective question are asked.

6. Selection Interview –I

Taken by GM, Sales / Workshop Manager & HR Manager

7. Interview-II

Taken by Director / CEO in presence of Head Office team & MUL officers

8. Final Interview

Managing Director does final Approval of selection.

9. Offer letter

Letter duly signed by Managing Director is given for acceptance to candidate mentioning
their period of probation.

10. Appointment letter

Offered to confirmed candidates after successfully completion of probation period.

1. Analysis of Recruitment

The first and the most things in the recruitment process is that the personnel department
should know the nature of jobs into a set of objectives or targets that specify the number and
type of applicants to be conducted. For this purpose we are doing the job analysis. This
analysis involves job description, job specification and evaluation.
 ➢ Job description:-

A job description is a written statement of what the job holder does, how it is done, under
what conditions it is done and why it is done. It describes what the job is all about, throwing
light on job content, environment and conditions of employment.

A job description usually covers the following information:

● Job title
● Location
● Job summery
● Job activities
● Working conditions
● Supervision given or received
● Social environment
● Hazards

➢ Job Specification:-

It summarises the human characteristics needed for satisfactory job completion. It tries to
describe the key qualifications someone needs to perform the job successfully. For each job
description, it is desirable to have a job specification. This helps the organization to find what
kind of person is needed to take up specific jobs.

● Education
● Experience
● Training
● Judgement
● Initiative
● Physical effort
● Physical skills
● Responsibilities
● Communication skills
● Emotional characteristics
● Medical

2. Sorting of Resume:-

After the finalization of the advertisement, sorting of resume takes place. Firstly scrutiny of
resume that is already present in the data bank takes place. If there is no such resume
considering the standard set out by the organization, then more resumes are invited for
scrutiny.
3. Issuing of call letter for interview:-

The next step deals with finalizing the suited resume according to the need of
organization. After this a call letter is issued and send to the particular applicant for the
interview. The date of reporting, and venue for the interview etc. are clearly mentioned in
the letter.

4. Written Test:-

After the interviews, the panel of judges who had interviewed the candidates makes the
results. If numbers of candidates are more, then written test is held. This test includes
objectives type questions.

5. Selection Interview:-

In SSTL, selection interviews are conducted in three stages. And different interview panel
takes each interview.

i) Interview:​- General Manager/Workshop Manager and HR Manager take this

interview. This interview is taken to determine the applicant’s personality and
skills.

ii) Personality Test ​:- This test is used to measure basic aspects of an applicant’s
personality such as motivation, emotional balance, self-confidence interpersonal
behaviour, introversion etc.

iii) Ability Test ​:- This test assists in determining how well an individual can perform
tasks related to the job.

iv) Interview II ​:- Candidates, who are selected in interview-I, are called by
organization. Then interview-II is taken by Director/CEO in presence of Head
office team. In this, test their personality, intelligence, ability, interest etc.

6. Final Interview:-

Those candidates are selected in interview-II; they are finally called for final interview.
Managing Director of organization takes this interview and he takes final decision of
selection.
7. Offer Letter:-

After finalizing and declaration of results, officially the letter duly signed by the Director, is
given for acceptance to the successful candidate mentioning their period of probation. This
gave the information about the selection of the candidate and when and where to join
mentioning of the post on which selected.

8. Appointment Letter:-

After completion of probation period (mainly of six months) appointment letter with
designation and other benefits released to confirmed staffs.

Methods of Recruitment:-
The most commonly used methods of recruiting people in SSTL are:-

1. Internal method
2. External method

1. Internal method:

I. Transfer: - ​A transfer is a lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working conditions etc.,
but not necessarily salary. Proper planned transfer assists in providing proper
motivation, work environment, increase efficiency and reduce the avoidable expenses.

In SSTL. transfer are carried out under the following circumstances:

● To satisfy the need of the organization.

● To utilize the employees services optimally, I.e. to correct erroneous placement and
place him where he/she is best suited.
● To increase the versatility of the person.
● Maintenance of the system, i.e. to avoid stagnancy and boredom.
 Transfer Types

● Promotional Transfer​ :- On getting promotion, a worker may be transferred to

some other place to take up new/additional responsibilities in a new environment.
● Self-Request Transfer​ :- They shall be entertained only when the cases are found
genuine and are duly recommended by the immediate senior and division/zonal head.

No transfer benefits would be payable.

Transfer procedure at SSTL

Transfer can be initiated by, either the immediate senior or it could be self-request by the
person but they have to be sanctioned through the immediate senior.

The transfers approved by Director and the divisional head.

II. Promotion:-

Promotion involves movement of employee from a lower level position to a higher-level

position accompanied by changes in duties, responsibilities, status and value.

Promotion accomplish the following objectives at SSTL

● To utilize worker’s skill, knowledge at the appropriate level in the organizational

hierarchy resulting in organizational effectiveness and personal satisfaction.
● To develop competitive spirit and to cultivate the zeal in the co-workers to acquire
the skill, knowledge etc, required for higher-level responsibilities.
● To boost morale and reward committed persons.

The basis for promotion would be merit potential and seniority. Merit and potential would be
gauged through the performance appraisal ratings and promotion potential ratings along with
the recommendation of competent authority.

2. External Method:-

The commonly used external method in SSTL is:-

I. Paper advertisement :-​ If there is a vacant post in the respective department, the
advertisement for that post is given .This method is appropriate when –

a. The organization intends to reach a large target group.

b. The organization wants a fairly good number of people.

 II. Employee Referrals: -​ This has become a popular way of recruiting people in the highly
competitive industry nowadays . SSTL, the recommendation
……………………………Limited ) and current employee are accepted for recruiting
employee.

III. Review of old resume​:- Some old applications are already kept in data bank and
whenever suitable vacancy arises , the company would intimate the candidate to apply
through a from channel.
 RESEARCH METHODOLOGY

Descriptive and conclusive types of research is conducted. The emphasis laid on the analysis
of the information and the type of data used in descriptive research. This kind of research is
needed to provide a theoretical framework and background on which, total knowledge and
operational practices can be used and judged. The major purpose of descriptive research is
description of the state of affairs, as it exists at present.

RESEARCH DESIGN:

The study is carried out on the basis of information and data collected from Training and
development centre of SSTL. The following procedure is followed:-

● The research includes interpretation of training and development process at SSTL.

● Understanding the HR policies of SSTL.
● Determining the training plan.
● Analysing the training process,
● Evaluation and conclusion.

DATA COLLECTION:

Both primary and secondary data are collected for the purpose of completion of this project
report.

DATA COLLECTION METHOD:

The data is collected through both primary and secondary methods​.

PRIMARY METHOD:

Information gathered by feedback forms filled by and interview and discussions with the
employees of various departments and my project guide/mentor.

SECONDARY METHODS​:

Secondary data is being collected through following methods;

● SSTL.’ training planner and induction guide.

● Information from Dealer Management System (DMS) software used by SSTL.
● Company’s annual report and other publication.
● Other recruitment documents are available at the recruitment Centre.
● Company Website
 LIMITATIONS OF STUDY

I. The study might not be all perfect because of certain limitations.

II. The problem of time scarcity was an important want for within a short span of
time,
III. the project had to be completed, and hence much information could not be
gathered
IV. nor evaluated.
V. Another important limitation is that Analysis is very much dependent on the
company’s internal bulletin.
 DATA ANALYSIS

Data is analysis on the basis of available information.

TABULATION AND INTERPRETATION OF DATA

1. The key factors that motivated you to apply in “SSTL”.

Basis for selecting Pratibha No of employees Percentage

Good will 70 70%
Culture 25 25%
Salary package 5 5%
Total 100 100%
Finding:-
i) Most of the employee (70%) are motivated to apply in “SSTL” goodwill of
organization
ii) Some of the employee (25%) are motivated to apply in “SSTL” work culture of
organization.
iii) Few employee (5%) are motivated to apply in “SSTL” there salary package.

2. Potential candidates from the external job Market are reached through channels
as:

Recruitment channel No of employee Percentage

Paper advertisement 40 40%

Campus recruitment 00 00%

Unsolicited applicants 15 15%

Employee referral 45 45%

Total 100 100%

Finding:-

I. Most candidates (45%) from the external job market are reached through employee
referral.
II. Some candidates (40%) from the external job market are reached through paper
advertisement.
III. Few candidates (15%) from the external job market are reached through unsolicited
applicant.
IV. No candidates (0%) from the external job market are reached through campus
recruitment.

3. Mode of receiving application is:

Application received No of employee %of employee

Direct 65 65%
By post 00 00%
Employee reference 25 25%
E-mail 10 10%

Finding:-

Mode of receiving application is 65% direct.

Mode of receiving application is 0% by post.

Mode of receiving application is 10% e- mail.

Mode of receiving application is 25% employee reference.

4. Have you ever been internally recruited?

Method of internal No of people % of people

recruitment
Not Internal recruitment 43 43%

Promation 7 7%

Transfer 29 29%

Internal recruitment 21 21%

Totel 100 100%

Finding:-

I. Most of the employee (43%) does not want internally recruited.

II. Few of the employee (7%) want internally recruited. (Promoted )
III. Some of the employee ( 21%) want internally recruited.( Transferred )
IV. Most of the employee ( 29%) want internally recruited.

5. Source of recruitment in “SSTL” are:

Source of recruitment No of people %of people

Direct 90 90%
Indirect 10 10%
Totel 100 100%

Finding:-

I. The source of recruitment in “SSTL” 90% direct.

II. The source of recruitment in “SSTL” 10% indirect.

6. What type of interview did you face?

type of interview No of people % of people

 Mixed 55 55%

Structured 35 35%

unstructured 10 10%

Finding:-

I. Most of the employee (55%) face the mixed interview.

II. Some of the employee (35%) face the structured interview.
III. Few of the employee (10%) face the unstructured interview.

9. Did you an open door communication process face the interview?

Communication process No of people % of people

Open door 85 85%
Not open door 15 15%
Totel 100 100%

Finding:-

I. 85% employees face the interview an open door communication process.

II. 15% employee did not face the interview an open door communication process.

10. What type of test “SSTL” adopt for the selection of employees?

Type of test No of people Percentage

Personality 40 40%
achievement 20 20%
Both 20 20%
 Other test 20 20%
Total 100 100%

Finding:-

I. 40% personality test “SSTL” adopt for the selection of employee.

II. 20% achievement test”SSTL” adopt for the selection of employee.
III. 20% both “SSTL’’ adopt for the selection of employee
IV. 20% any other test “SSTL” adopt for the selection of employee.

11. Does the selection process involve a medical fitness test?

Test requirement No of people percentage

Yes 100 100%
No 0 0%
Total 100 100%
Finding:--

I. The selection process involve a medical fitness test 100% yes.

II. The selection process involve medical fitness test 0% no.

12. In your opinion, senior posts of “SSTL” should be filled by:

Criteria No of people percentage

interview 85 85%
Interview + written test 15 15%
Total 100 100%
Finding:-

I. Most of the employee said that, the senior post of “SSTL” should be filled by 15%
Written test + Interview
II. Most of the employee said that, the senior post of “SSTL” should be filled by 85%
Direct Interview.

13. The promotion policy of “SSTL” is based on:

Promotion policy No of people % of people

Seniority 50 50%
Merit 30 30%
both 20 20%
Finding:-

I. The promotion policy of “SSTL” is based on 50% seniority.

II. The promotion policy of “SSTL” is based on30% merit.
III. The promotion policy of “SSTL” is based on 20% both.

14. The job security whicH “SSTL” gives you is:

Job security No of people %of people

High 75 75%
Avg 25 25%
Low 0 0%
Total 100 100%
Finding:-

The job security which “SSTL” gives employee is

I. 75% High
II. 0% low
III. 25% average

15. Is training imparted to the fresh employees?

Training imparted No of people % of people

Yes 95 95%
No 5 5%
total 100 100%
Finding:-

i. Training is imparted to the fresh employee 95% yes.

ii. Training is imparted to the fresh employee 5% no.

16. Does Recruitment & Selection procedure of “SSTL” gives any preference or
reservation to special such as:

Preference given No. of employees Percentage

Yes 0 0%
No 100 100%
Finding:-

Recruitment & Selection procedure of “SSTL” does not give any preference or reservation to
special such as schedule castes, physically handicapped, ex- service man, none.

i. 0% yes
ii. 100% no

17. Are you satisfied with the Recruitment & Selection procedure?

Satisfaction No of people Percentage

Yes 90 90%
No 10 10%
Total 100 100%
Finding:-

i. Most of the employees (90%) are satisfied with the Recruitment & Selection
procedure.
ii. Most of the employees (10%) are not satisfied with the Recruitment &Selection
procedure.
 FINDING AND ANALYSIS

1. No, proper feedback given by the Recruiter to the department.

2. Organization has not bear losses if the nominated employee does not attend the
internal recruitment.
3. The organization has criteria for giving induction in-house recruitment only for the
new employee.
4. Proper time management during conduction of the recruitment
5. During recruitment some recruiter have faced problem like communication problem.
6. Mostly employees are interested for the internal recruitment.
7. Mostly employees need to take extra effort beyond the recruitment programme.
8. Before the development of recruitment path there was proper rule for attending step
by step internal recruitment.
9. Employees are not much aware of skill enhancement.
 ​PROGRAM FEEDBACK

Feedback is essential part of any RECRUITMENT AND SELECTION program to

understand how well the ideas have been communicated. It helps in making further
improvement in the RECRUITMENT AND SELECTION program and making it more
effective. It is done at the end of every recruitment program to check its effectiveness.
 SUGGESTIONS

Though the Recruitment and selection procedure at SSTL, is satisfying but still following
suggestions can be made use of, to make it better:-

● Since the organization is aiming as establishing as a profitable venture in the global

market and the ,market of telecom networks, the Recruitment and Selection programme
should be such that candidates are screened in broader spectrum.

● Selection process should be a written test in all conditions whether there are more
candidates or not. Written test should be objective and should cover concerned subject
knowledge.

● Personnel, technically sound with his/her subject along with in depth knowledge should
be preferred.

● Promotion policy should be based on suitability i.e. people actually deserving promotions
and not by source.
 ​CONCLUSION

Now MTS India telecommunication network business has been acquired by Reliance
Communications Ltd (Rcom) by way of scheme of arrangement under section 391 to394of
the companies act, 1956. Consequently MTS network is now RCOM network and hence
SSTL is now a part of RCOM .

Recruitment and selection is considered to be an aspect of any sound organization because

“A good human resource forms an asset for an organization.

In MTS SSTL. Recruitment and selection procedure is satisfying. Following are factors,
which show that Recruitment and selection procedure is effective:

Generally they are using direct/ internal method for recruiting like- promotion,
transfer, personal reference etc.

● The promotion policy of MTS SSTL. is motivating.

● It builds morale.
● Transfer is important in providing employee with a broad based view of the
organization.
● In MTS SSTL, training is imparted to all new/ fresh employees to understand the
work and work environment.
● They held the interview in three stages. By which they are able to test all the
information and knowledge to select a suitable candidate.
● They are not giving any preference or reservation to special group.
 BIBILIOGRAPHY
Books:-

● Human Resource Management V.S.P. RAO

● Human Resource And Personnel Management K. ASWATHAPPA

● Personnel/ Human Resource Management De CENZO & ROBBINS

● Company annual report and other publication.

● Other training documents available at Organization.

● Human resource management by L. M. Prasad.

Websites :

● ​ ww.sistema.com
w
● https://www.mtsindia.in/corporate/about-sstl.html
● www.livemint.com
● https://en.wikipedia.org/wiki/MTS_India
● www.google.com
 ANNEXURE

QUESTIONNAIRE

(This questionnaire consists of some questions related to project undertaken by the

student of MBA as a part of their curriculum .you are requested to go through the
questionnaire and put tick mark ( ) on the option given against each question, which
represent your opinion the best. The feedback taken from you will be used only for
academic purpose and shall be kept strictly confidential.)

NAME:-………………………………………..

DEPARTMENT:-………………………………

DATE:-………………………………………….

1. The key factors that motivated you to apply in “SSTL” (tick any one)

Salary package
Work culture
Goodwill of the organization

2 .What had you heard about the organization while applying for the job?(In 15-
20words)
………………………………………………………………………………………….
………………………………………………………………………………………...

3. Potential candidates from the external Job Market are reached through channels as:

Recruitment advertising
Campus recruitment
Unsolicited Applicants
Employee referrals

4. Mode of receiving application is:

Direct
By post
Employee Reference
E-mail
5. Rules of recruitment in “SSTL” are:

Rigid
Flexible

6. Since how many years have you been working for “SSTL ” :

7. Have you ever been internally recruited?

Yes (if yes, then tick any one)

Promoted
Transferred

No

8. Dose internal recruitment acts as a motivating factor for you?

Yes
No

9. Sources of recruitment in “SSTL ” are :

Direct
Indirect

10. What type of interview did you face?

Structured
Unstructured
Mixed

11. Did you an open door communication process face the interview?

Yes
No
11. What type of test “SSTL” should adopt for the selection of employees?

Personality test
Achievement test
Both
Any other (then specify) …………………….

13. Does the selection process involve a medical fitness test?

Yes
No

14. In your opinion, senior posts of “SSTL ” should be filled by:

Written test + Interview

Direct Interview

15. The promotion policy of “SSTL” is based on:

Merit
Seniority
Both

16. The job security which “SSTL” gives you is:

High
Low
Average

17. Is training imparted to the fresh employees?

Yes
No

18. Does recruitment & Selection procedure of “SSTL” gives any preference or
reservation to special groups such as:

Schedule castes
Physically handicapped
Ex-service man
None
19. Are you satisfied with the Recruitment & Selection procedure?

Yes
No

20. Do you have any suggestions regarding Recruitment & Selection Program of
“Sistema Shyam Teleservices”?

No
Yes………………………………………………………………………………
.………………………………………………………………………………...
…………………………………………………………………………………
…...……………………………………………………………………………
……...