Talent Management:

The role of HR to implement the strategic talent management process in an organization. HR

really plays an advisory and support role in the company. They don’t run the company. They
help the leaders run the company .According to a research done by Deloitte, there is 40% lower
employee turnover and 38% higher employee engagement in companies which implemented
strategic talent management process

Talent Management Process.

1. Understanding the Requirement

Understanding the job requirements play a vital role in the success of whole talent management
process. The main objective is to determine the job requirements. Developing job description and
specifications is the main activity of this stage.

2. Sourcing the Talent

Targeting the best talent from the industry for your company is second stage of talent
management process. In this stage talent management process search for the best people
according to the job requirement.

3. Attracting the Talent

The whole talent management process revolve around hiring the best talent to work so it is
important to attract the talent. Because our end objective is to hire the best people from the
industry.

4. Recruiting the Talent

Process of hiring is known as recruiting the talent. Actual process of hiring starts from here,
when people are invited to join the organizations.

5. Selecting the Talent

At this stage companies conduct interviews of different candidates and evaluate them as mention
in the job description. After evaluating candidate qualification, experience, skills sets according
to the job requirements company invite best talent to join the company.

6. Training and Development

To get desired outputs from hired employees talent management process allows you to train and
develop new candidates.
7. Retention

Hiring the new employees doesn’t serve the main purpose retention is the sole purpose of the
talent management process. Retention of the employees depends on different factors such as
salary package, job specifications, designation, challenges, career development, recognition,
culture and the fit between job and talent.

8. Promotion

Job promotion is an important factor because an employee cannot work at the same designation
with same responsibilities for a long time.

9. Competency Mapping

The next step is assessment of employee’s skills, abilities, development and competency. Also
try to focus on behavior, attitude, and knowledge of your employees. See any further possibility
of improvement in them. The talent management process will give you a brief idea if an
employee is fit for promoting further or not.

10. Performance Appraisal

For performance appraisal measure actual performance, working efficiency and abilities to
identify the true potential employee. The evaluation of employee will help you to identify
whether he/she have the capabilities of sharing extra responsibilities or not.

11. Career Planning

If the individual can handle the team work, pressure of work, extra responsibilities in a well
manner way then management must promote his/her rank and salary to retain them for a long
period of time.

12. Succession Planning

Succession planning is about that who will go to replace whom in future. An employee who is
working in an organization for a very long time deserve top positions. Management must analyze
each employee record deeply and plan that how succession will take place.

13. Exit

The talent management process ends when an individual gets retired or no more attach with the
organization.
The sole purpose of the talent management process is to place the right person at the right place
at right time to keep wheels of business in turning. The whole talent management process is very
complex and difficult to handle. But the main purpose is to establish a right fit between the job
and individual.
COMPANY 2 : BSNL
INTRODUCTION

Bharat Sanchar Nigam Ltd. was incorporated on 15th september 2000 . It took over the business
of providing of telecom services and network management from the erstwhile Central
Government Departments of Telecom Services (DTS) and Telecom Operations (DTO), with
effect from 1st October‘ 2000 on going concern basis.It is one of the largest & leading public
sector units providing comprehensive range of telecom services in India.

BSNL has installed Quality Telecom Network in the country & now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages &
winning customer's confidence.

BSNL is the only service provider, making focused efforts & planned initiatives to bridge the
rural-urban digital divide in ICT sector. In fact there is no telecom operator in the country to beat
its reach with its wide network giving services in every nook & corner of the country & operates
across India except New Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier or
North-Eastern regions of the country, BSNL serves its customers with a wide bouquet of telecom
services namely Wireline, CDMA mobile, GSM mobile, Internet, Broadband, Carrier service,
MPLS-VPN, VSAT, VoIP, IN Services, FTTH, etc.

BSNL is one of major service provider in its license area. The company offers wide ranging &
most transparent tariff schemes designed to suit every customer. BSNL has 94.36
million cellular & 1.02 million WLL customers as on 31.10.2016. 3G Facility has been given to
all 2G connections of BSNL. In basic services, BSNL is miles ahead of its rivals, with 13.88
million wireline phone subscribers i.e. 56.96% share of the wireline subscriber base.

BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that
provides convergent services like voice, data & video through the same Backbone & Broadband
Access Network. At present there are 21.86 million broadband customers including both
wireline&wirelessbroadband.

The company has vast experience in planning, installation, network integration & maintenance of
switching & transmission networks & also has a world class ISO 9000 certified Telecom
Training Institute.During the 2018-19, turnover of BSNL is around Rs. 32,919 Crores.

OBJECTIVES:

Company Vision

 Be the leading telecom service provider in India with global presence.

 Create a customer focused organization with excellence in customer care, sales and
marketing.
  Leverage technology to provide affordable and innovative telecom. Services/products
across customer segments.

MISSION:

 Becoming the most trusted, preferred and admired telecom brand

 Providing reliable telecom services that are value for money
 Generating value for all stakeholders – employees, shareholders, vendors & business
associates
 Excellence in customer service -friendly, reliable, time bound, convenient and courteous
service
 Offering differentiated products/services tailored to different service segments
 Developing a marketing and sales culture that is responsive to customer needs
 To explore International markets for Global presence
 Maximizing return on existing assets with sustained focus on profitability
 Changing policies and processes to enable transparent, quick and efficient decision making.

PRACTICES FOLLOWED BY BSNL

Strategies for Recruitment, Retention, Training & Learning

The present study investigates that the Recruitment and Selection, Training and
Development and its impact towards Job Satisfaction with special reference to BSNL.
The Recruitment and Selection, Training and Development are the functions of human
resource management which is mainly concerned with people at work and with their relationship
within the organization. Recruitment is the process of attracting individuals on a timely basis,
in sufficient numbers and with appropriate qualifications.The selection process varies from
organization to organization, job to job, and country to country. Some of the processes include
screening applications and resumes, testing and reviewing work samples, interviewing,
checking references and background. The Training and development programmes deficiencies
in employees. Training makes the employees versatile in operations. All rounder can be
transferred to any job. Flexibility is therefore ensured. To examine the level of Recruitment and
SelectionTraining and Development are associated with Job Satisfaction using by Job
Descriptive Index(JDI) Scale among BSNL employees. The JDI scale included Work,
Supervision, Pay, Promotions, and Co-worker. Job satisfaction may be defined as a pleasurable
positive emotional state resulting from the appraisal of one’s job or job experiences. It is
therefore important to have a good understanding of an individual’s total personality and value
system in order to understand and describe his job satisfaction.

 Recruitment & Selection

Recruitment techniques are the means or media by which the management contacts prospective
employees or provides necessary information or exchange of ideas order to stimulate them to
apply for jobs.

Steps in recruitment process in BSNL:

Step 1: Whenever there is a vacancy in the company first it will be known by the project
manager. The project manager informs about the vacancy to the general manager.

Step 2: Once the general manager comes to know about vacancy in the company he will inform
it to the chairman to get the approval of recruitment.

Step 3: After getting the recruitment approval the process will be carried by the HR manager.
Moreover the recruitment of the company internally, that is the existing employee will be given
first priority.

Selection process:

General criteria that are followed during the process of selection in BSNL:

Criteria’s that are followed for internal selection in BSNL:

The revenues the existing employee made.

His efficiency.

The employees technical ability.

Work experience of the employee.

Doing the selection internally is cost effective.

Time is not wasted.

Types of interviews that are adopted during selection process in BSNL:

Members involved in external selection process

Selection process Members

Test Technical Engineers

Technical interview HR manager and Senior Technical Persons

Panel interview HR managers, HR persons, Project Manager

Direct interview Project Manager

 Compensation & Benefits

There is a Medical Reimbursement Scheme in BSNL.

In this scheme, we can upload our bills/vouchers for our indoor or out-patient treatments to our
ERP package and produce the bills to our respective Accounts Section. The eligible
bills/vouchers will be refunded; eligibility is decided on the basis of certain criteria.

It is roughly equivalent to CGHS, and in most cases, more relaxed. An employee can get up to
25% of his yearly basic pay as medical reimbursement. Under extraordinary cases, such as in the
case of terminal/life-threatening illnesses, the Circle Head can sanction payments over and above
these limits.

 Training & Development

Training and development at Bharat Sanchar Nigam Ltd (BSNL)

DoT-BSNL MoU: Training of minimum 20% BSNL officials-: BSNL has signed MoU with
DoT vide which at least 20% staff has to imparted training in 2006-07. To achieve this, all
BSNL units have been asked to fix the target to train 25% of their staff & officers. The
training report has to be compiled under various heads such as induction, seminar, workshop,
behavior & Attitudinal etc.

Computerized Training Management System at ALTTC: This system with online nomination
facility has been made operational after clearance by IT cell of BSNL. This software eases
the process of nomination by SSAs, Circles and other BSNL units, as it is a paperless system
with capability of online nomination & approval. A-circular and approved nomination list are
available online. Through online post training evaluation module Trainees and their
controlling officers can give their feedback regarding effectiveness of the training. In the last
two months many BSNL units have started reaping the benefit of this system.

E-learning implementation: Keeping pace with technological changes, leveraging the IT

infrastructure, e-learning methodology is being put in place at major training centers of
BSNL.

JTO Induction program: BSNL corporate office has approved the JTO Induction Training
Structure & Syllabus vide its letter no 4-1/04/Trg dated 23/6/2006.

Field courses: It is always the endeavor of ALTTC to take all possible steps to meet the
training needs of BSNL family. Many times BSNL Circles have special need for customized
trainings. ATTC is always willing to conduct customized field course/programs as per the
need of BSNL field units. Circle HQ of field units may write to CGM ALTTC for such
requests. Summary of field programs conducted by ALTCC in the last quarter is given for
reference.

Training of all BSNL officials in Customer interface on GSM & Broadband: BSNL
Corporate office has directed ALTTC to conduct courses on training of trainers for all
RTTC/CTTC so that training on GSM & broadband is disseminated to all BSNL officials
working in positions of customer interface.

 Learning
Training is a learning experience that seeks a relatively permanent change in an
individual, to improve his /her ability to perform on the job. Training involves the
changing of skills, knowledge, attitude or social behavior. Training is an organizationally
planned effort to change the behavior or attitudes of employees so that they can perform
jobs on acceptable standards. BSNL, India Communications Corporation Limited) is a
public sector communications company in India. It is the largest Communication Service
Provider in India. BSNL has a strong customer base. It has the status of Mini-Ratana - a
status assigned to a reputed public sector companies in India.so everyone who is working
in this organisation keen to learn something becoz they are motivated towards the work

 Career Building
Since attracting and retaining the quality employee is challenge for the organizations
working in today’s competitive market, therefore BSNL have the policy of having a clear
and well defined career path for each of their employee. This clarity of career path makes
it clear for employee that where they should see themselves after spending different
number of years in the company. The department also makes sure that all the career
advancement of the employees are based on their performance and every top performing
employee should have the advancement in their career, this policy helps to control the
employee turnover and encourage employees to work hard and perform as they would
have the chance to grow
 Empowerment
 Bharat Sanchar Nigam Ltd (BSNL) one of India’s leading telecommunications service
providers, in a unique step of women empowerment, launched the product sale through
Women Retailers, Direct Selling Agents and Women Rural Distributors.
This unique scheme covers remote, urban and rural segment of the society on Pan India basis
where small entrepreneur or unemployed women can become a part of the distribution channel
for BSNL products and services which will help them increase their income and financial
wellness.”

“Besides empowering women through additional income stream, this scheme will also improve
the reach of BSNL products, which will now be available at the door steps of subscribers”

 Retention

Employee motivation at work place is an important area in human resource management that
contributes to the performance of the employees. Many organizations are planning new
strategies and ways in order to safeguard their employees. Better motivators at work place
makes the employees feel satisfied and put more efforts to increase the productivity and
profitability of the company. The study analyses the opinion of employees on motivational
factors at work place and basing on the response, the statistical tools like factor analysis and
chi-square test are applied. The results of the study are very useful to every company which
needs to manage its employees and make them satisfied at work place. The study helps in
retaining the employees in the company for a long time

Performance Management & Employee Relations

OBJECTIVES OF PERFORMANCE MANAGEMENT

 To help achieve departmental objectives through staff

 To evaluate performance and improve communication between managers and staff on

managing performance

 To provide opportunities for development

ROLES IN THE PERFORMANCE APPRAISAL PROCESS:

1) Reporting Manager 2) Reviewer 3) HOD 4) HR Head 5) Normalization Committee

Reporting Manager
 Provide feedback to the reviewer / HOD on the employees’ behavioral traits indicated in
the PMS Policy Manual

Ensures that employee is aware of the normalization / performance appraisal process

Address employee concerns / queries on performance rating, in consultation with the

reviewer

Reviewer

Discuss with the reporting managers on the behavioral traits of all the employees for whom
he / she is the reviewer Where required, independently assess employees for the said
behavioral traits; such assessments might require collecting data directly from other relevant
employees

HOD

Presents the proposed Performance Rating for every employee of his / her function to the
Normalization committee.

HOD also plays the role of a normalization committee member

Owns the performance rating of every employee in the department

HR Head:

Secretary to the normalization committee

Assists HOD’s / Reporting Managers in communicating the performance rating of all the
employees

Normalization Committee :

Decides on the final bell curve for each function in the respective Business Unit.

Reviews the performance ratings proposed by the HOD’s to ensure an unbiased relative
ranking of employees on overall performance, and thus finalize the performancerating of
each employee

KEY CONCEPTS IN PMS KRA’s

Behavioral Traits

The Performance Rating Process

Promotion and Rating Distribution guidelines

Key Result Areas

What are the guidelines for setting the KRA’s for an employee?

How does an employee write down his KRA’s for a particular financial year?

KRA’s: The Four Perspectives.

How is the KRA score calculated for an employee on the basis of the targets set and targets
achieved?

Behavioral Traits :

Some of the qualitative aspects of an employees’ performance combined with the general
behavior displayed by the employee during a year constitutes his behavior traits

The Performance Rating Process :

The rating process tries to explain the four different types of rating that an employee can
achieve i.e. EC, SC.

EXCEPTIONAL CONTRIBUTOR

Performs consistently and substantially above expectations in all areas

Spots and anticipates problems, implements solutions

Sees and exploits opportunities

SIGNIFICANT CONTRIBUTOR

Performs above expectations in all areas

Versatile in his/ her area of operation

Develops creative solutions and require little / minimal supervision

Promotion and Rating Distribution Guidelines :

The promotion and normal distribution guidelines provide the framework within which the
performance appraisal process has to work.

These guidelines also help in deciding upon the promotion cases in a year.
  Employee Relations

No organization exists without employees. The better functioning of an organization depends on

its structure and employee relations. The productivity of an organization stands on how the
employees and their relations with the organization are managed effectively. Employee relations
and management is a tedious task in the multi cultured countries like India. So BSNL use free
rein style rather than autocratic style so that employees feel motivated and also they use espirit
de corpse means instead of using the term I management should use the term we so that
employees feel that they are the integral part of the society.