A study

On

RECRUITMENT AND SELECTION

IN
BHARATI AIRTEL LIMITED
Project report submitted
In partial fulfillment of the requirements of the award of degree of

Bachelor of Business Administration(BBA)

Submitted by

M. TEJASWINI
(180836050)
Under the guidance of

Mr. CHERUKURU VISHWA TEJM.B.A

DEPARTMENT OF MANAGEMENT

SRI KRISHNADEVARAYA UNIVERSITY

Sri Venkateshwara Degree and PG college
Jesus Nagar, Ananthapuramu-515001
2017-20
 A study

of

RECRUITMENT AND SELECTION

In
BHARATI AIRTEL PVT LTD
HYDERABAD
Project report submitted
In partial fulfillment of the requirements for the award of the degree of

Bachelor of Business Administration

Submitted by

M. TEJASWINI
( H.T.No: 1870836050)

Under the guidance of

 Mr . CHERUKURU VISWATEJ M.B.A

DEPARTMENT OF MANAGEMENT
SRI KRISHNADEVARAYA UNIVERSITY
Sri Venkateswara Degree and PG college
Jesus Nagar, Ananthapuramu-515001
2017-20

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 SRI VENKATESHWARA P.G.COLLEG
DEGREE & to SK University, Anantapuramu
(Affiliated E )
12-3-415, Jesus Nagar, Anantapuramu. Ph-08554
23447
CERTIFICATE
This is to certify that project work entitled “A
STUDY OF RECRUITMENT AND SELECTION IN BHARATI AIRTEL
PVT LTD IN HYDERABAD”. Is being submitted by M. TEJASWINI
(HT.No: 180836050), in partial fulfillment for the award of B.B.A from SRI
KRISHNADEVARAYA UNIVERSITY, Anantapuramu is a record of
confide work carried out by her under my guidance and supervision
during 2018-2019. The results embodied in this have not been submitted to
any other university or institution for the award of any degree or diploma.

Head of the Department Internal Guide

External Examiners:
1.

2.
Signature of the student
M. TEJASWINI
H.T. No:180836050..

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 DECLARATION

I hereby declare that the project report titled “A Study on

RECRUITMENT AND SE3LECTION IN BHARATI AIRTEL Pvt Ltd.”
has been prepared by me during the period August-september, 2019 to be
submitted to Sri Venkateshwara Degree & PG College in partial
fulfillment of the requirements for the award of degree of B.B.A. and
submitted to the UG DEPARTMENT OF MANAGAMENT
affiliated by SRI KRISHNADEVARAYA UNIVERSITY,
Ananthapuramu under the guidance of C. VISWA TEJ lecturer in
Commerce and Management Department. The empirical conclusion and
findings on this report are based on the information collected by me.
I also hereby declare that this project has not been submitted at any
time to any other university or institute for the award of degree or diploma

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 ACKNOWLEDGEMENT

To carry a project in the under graduation level in a new surrounding is a novel experience. I am
indebted to a multitude of personalities of the successful completion of my project on “A
STUDY ON RECRUITMENT AND SELECTION IN BHARATI AIRTEL PVT LTD IN
HYDERABAD”.

I have received generous help from number of people to carry on my research work.
without their co-operation and encouragement I could not have completed my work with
pleasure I acknowledgement debt to them
.
My sincere thanks to Mr. P. RAJASHEKHAR, HR MANAGER IN BHARATI
AIRTEL IN HYDERABAD. And over all accounting department for giving the
opportunity to undertake this project work.

I extend my thanks to Mr. C. VISWA TEJ, M.B.A, Lecture in Commerce and

Management Department for his guidance, valuable support and encouragement throughout the
project. I also thanks to all other faculty members of B.B.A for giving constant encouragement
.
I am extremely thankful to my parents who dream and continue to envision a bright
future for me. The unconditional love, selfless giving sense of sacrifice and the spirit of
achievement and continues to drive me towards bettering my performance and my self.
Last but not least, I am thankful to all my friends for their wholehearted support and
suggestions to me in completing this project.

Signature of the student

M. TEJASWINI
H.T No:180836050..

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Page | 5
PREFACE

People are a company’s most important assets. They can make or break the fortunes of a
business. In today’s highly competitive business environment placing the right people in the right
position is very critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for obtaining
the best possible person-to-job fit that will, contribute significantly towards the Company's
effectiveness. It is also becoming increasingly important, as the Company evolves and changes,
that new recruits show a willingness to learn, adaptability and ability to work as part of a team.
The Recruitment & Selection procedure ensures that these criteria are addressed  

In this project I have studied Recruitment and Selection process of Bharti Airtel Limited and
attempted to provide some ways so as to make recruitment more effective and to reduce the cost
of hiring an employee.

I am privileged to be one of the students who got an opportunity to do my training with Bharti
Airtel Limited .My involvement in the project has been very challenging and has provided me a
platform to leverage my potential in the most constructive way.

Bharti Airtel Limited is one of India's leading Telecom Company offering complete
Telecommunication Solutions that encompass every sphere of life. In a short span of time,
AIRTEL has set an example by having a steady and confident journey to growth and success.

During the training period I have studied deeply the process of hiring in Bharti Airtel Limited
and did a SWOT analysis of Bharti Airtel Limited to find out the existing shortcomings and
potential threats and thereby recommended suggestion.

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TABLE OF CONTENT

S.NO CONTENT PAGE NO.

1 Preface 1
2 Acknowledgement 2
3 Executive Summary 4
4 Introduction to Topic 5-15
5 Company profile 16-28
6 Objectives of the study 29
7 Research & Selection Process at Airtel 30-51
8 Research Methodology 52-55
9 Data Analysis & Findings 56-72
10 Conclusion & Recommendations 73-74
11 Limitations 75
12 Appendices 76-80
13 Bibliography 81

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EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly to

requirements for people. The Telecom market has been witnessing growth which is manifold for
last few years. Many private players have entered the economy thereby increasing the level of
competition. In the competitive scenario it has become a challenge for each company to adopt
practices that would help the organization stand out in the market. The competitiveness of a
company of an organization is measured through the quality of products and services offered to
customers that are unique from others. Thus the best services offered to the consumers are result
of the genius brains working behind them. Human Resource in this regard has become an
important function in any organization. All practices of marketing and finances can be easily
emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is
important to have a well-defined recruitment policy in place, which can be executed effectively
to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization. Therefore a recruitment
practice in an organization must be effective and efficient in attracting the best manpower.

Coverage –The extent and limitation

Like in the case of BPO’s, Telecom sector too faces the problem of attrition. Thus, recruitment is
an ongoing process carried throughout the year. The project is based on the study of recruitment
process. The various recommendations suggested have been the result of the study. The idea is to
generate ways of dealing with high attrition and making hiring process manageable and efficient.

To pursue these, I would be going through the recruitment policies of the company. By active
participation in the recruitment process, the areas where improvement can be bought about can
be identified.

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INTRODUCTION
TO
TOPIC

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4. RECRUITMENT

According to Fippo-
“It is process of searching for prospective employees &stimulating & encouraging them to apply
for job in an organization.”It is the activity which links the employer and job seekers.

Recruitment forms the first stage in the process which continues with selection & ceases with
placement of the candidates. Recruitment &selection are critical elements of effective human
managements.
With the human resource management paradigm they are not simply mechanism for filling
vacancies. Recruitment & Selection is a function of major importance to the success of an
enterprise.
Placing the individual by:
1. Merit basis.
2. Considering the persons interest, backgrounds & physical capacities.
3. Examining thejob available.
4. Matching the available job recruitments with individual capacities.

Factors affecting Recruitment:

All organization whether large or small, does engage in recruiting activity this depends upon:
1. Size of the organization.
2. The employment condition in the organization, the efforts of the past recruitment efforts which
show the organizations ability to locate good performing people.
3. Working conditions & salary benefit packages offered by the organization which may
influence & necessitate future
a) Recruiting
b) The rate of growth of organization
c) The level of seasonal operations & future expansion &production programs.
d) Cultural, economic & legal factor etc.

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E- recruitment:
Managers now use emails & the web to bypass campus career centers an email, news letter to the
student to get them interested in the firm the manager can take the complete responsibility for all
the recruiting. Doing their own recruiting also put them in better touch with the market &
their needs.

Sources of Recruitment:
There are a great number of recruitment sources available the most prominent of these sources
are:
 Current Employees: Many companies have a policy of informing current employees
about job openings before trying to recruit them from other sources, internal job postings
give current employees the opportunity to move into the forms more desirable jobs
however; an internal promotion automatically creates another job opening that has to be
filled.
 Referrals from current employees: Studies have shown that the employees were
hiring through referrals from current employees tend to stay with the organization longer
& display greater loyalty &job satisfaction than employees tend to refer people who are
demographically similar to themselves which can create equal employment opportunity
problems.
 Former Employees: A firm may decide to recruit employees who previously worked
for the organization these are the people who are laid off or who work seasonally because
the employer already has experience with these people, they tend to be safe hires.
 Print Advertisement: Advertisements can be used both for local recruitment efforts
(newspaper) & for targeted regional, national or international searches for instance;
clinical psychologists often find jobs through listing in American psychological
association’s monthly newspaper.
 Internet Advertising: Employers are increasingly turning to the web as recruitment to
because on line ads are relatively cheap, are more Employment.

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  Agencies: Many organizations use external contractors to recruit & screen applicants
for position. Typically, the employment agencies are paid free based on the salary offered
to the new employees.
Recruitment in India
Recruitment in India is made through different channels. Recruitment procedure is quite
systematic & not wholly scientific.

Channels of Recruitment:
Recruitment through intermediaries
 Recruitment through contractors
 Direct Recruitment
 Recruitment through employment exchange
 Other Methods
 Through Trade Union
 Through Labour Office
 Through referee
 Recruitment through the web

Internal Recruitment:
Internal recruitment involves findings someone already employed by theOrganization to fill the
vacancy.

Advantages of Internal Recruitment:

1. Applicants will already know the company & its methods of working & are therefore
likely to settle into the job a great deal easier than external candidates
2. Internal Recruitment & promotions will increase motivation of work force.

External Recruitment:

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External Recruitment means looking outside the company for candidates for vacancy.

Advantages of External Recruitment:

1) Introduces new people with new ideas, can allow leaps forward in thinking and helps
avoid getting stuck.
2) Wider range of candidates giving more choice.
3) Takes advantage of training provided by other companies, reduces costs & increase
skills

RECRUITMENT PROCEDURE
RECRUITMENT PROCESS
When there is any vacancy in any department or is going to arise the concerned department
informs the HR Department. If an internal transfer or selection can be done then the application
is asked from employees who are interested in career shifts can be selected to
the vacant place. The vacancies are internally advertised on the notice board.

Internal Sources:
Internal sources consist of employee referrals which enable quick availability of CVs to the HR
department earning better posts through referrals benefits the employees & getting quickly
eligible candidates & high moral of the employees benefit the company. But these internal
references are limited to filling up vacancies at the lower level.

The following guidelines are issued to streamline the internal recruitment procedure.
An employee must have at least worked for 5 years in the position where he is working to
become eligible for internal Recruitment
Employees in the contractual obligation should also be permitted to apply against internal
advertisement but it depends on his qualification & efficiency work.

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External Sources:The external sources are used for recruiting permanent employees or who
are higher up impositions.

External Sources Used are:

1. Advertising: - Advertisements are given by- newspaper likes The Times of India, Indian
Express etc about the vacancy along with minimum qualification requirement.
Advertisement is used when qualified or experienced personnel are not available from
other sources.
2. Central Employment Exchange:-The HR Manager contacts the employment exchanges
& gets the suitable candidate for the required job.

SELECTION PROCEDURE
The various steps in the selection of the desirable person in the employment procedure starts
only after the applications from the prospective employees are receive by the concern .These
applications are scrutinized considering the standard set out by the organization,. The application
are screened out at each step and those who are found borne job
are selected finally .The following are the necessary steps generally involved in the selection
process;-
1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5) Reference check
6) Medical examination
7) Final selection

STEPS IN SELECTION PROCEDURE:-

1. Preliminary interview:

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 It is the first step after receipt& scrutiny of the applications forms in the Selection
process. An idea of general education,experience,training,appurtenance,personalityetc.
of the candidate & to obtain his salary requirements.

2. Application Blank:
A blank application or application blank is the next important weeding out device in the
selection procedure. Information recording education: It include information about his
academic career ,subject taken at various levels ,school certificate & degree level, grade,
division or place awarded in school & college, technical qualification etc. Expected
salary, allowance & other fringe benefits.

3. Employment test
Psychological& other test are becoming increasingly popular even in India as a part of
the selection process. However their utility is controversial .The personnel department
can guide & help in the selection of type of tests appropriate for a particular position.

4. Employment Interview:
Perhaps this is the most complex & difficult part of the selection process. The purpose of
interview is to determine the suitability of the applicant for the applicant for the job & job
for the applicant. Interview must be conducted in a friendly atmosphere & the candidate
must be asked the Basis of job specification. Unwanted questions should be avoided

5. Reference Check:
Employers generally provide a column in the application blank for Reference. If the
applicant crosses all the above hurdles an investigation May be made on the reference
supplied by the applicants regarding his Past employment, education, character, personal
reputation etc.
.
6. Medical Examination:

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 In almost all the companies even in India medical examination is a part of the selection
process for all suitable applicants. It is conducted of the final decision has been made to
select the candidate. This is very important because a person of poor health may
generally be absent from work & the training given to him may go waste.

7. Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above he would be
declared selected. An appointment letter will be given to him mentioning the terms of
appointment, pay scales, and post on which Selected, when he joins the organization etc.
It is the primary duty of the HR manager to introduce him to the company & his job.

In the selection of candidate whatever may be a procedure the personnel department plays an
important role. It should be kept in the mind that the decision to recruit the personnel is not taken
by the Personnel Department. It however assists the top executives in selecting the candidates by
devising the application form preparing the job description & selecting the job specification.

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5. COMPANY PROFILE– AIRTEL

 Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises.

 Bharti Airtel, formerly known as Bharti Tele-Ventures Limited (BTVL).India's

largest and world's third largest cellular service provider.

 More than 100 million subscribers as on 31 May 2010.

 Airtel brand is headed by Sunil Bharti Mittal.

 Airtel provides mobile & fixed wireless services using GSM technology across 23

Countries.

 India’s First Telecom Company that provides telecom services in all the circles.

 The company also has a submarine cable landing station at Chennai.

 Company shares are listed on The Stock Exchange, Mumbai (BSE) and The Per

Share price of Airtel in BSE is Rs 840.40 (17 may 2009).

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HISTORY

Bharti Tele-Ventures was incorporated on July 7, 1995 as a company with limited liability under
the Companies Act, for promoting telecommunications services. Bharti Tele-Ventures received
certificate for commencement of business on January 18, 1996. The Company was initially
formed as a wholly-owned subsidiary of Bharti Telecom ltd.
The chronology of events since Bharti Tele-Ventures was incorporated in 1995 is as follows:
Calendar year & Events

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Organisational Structure- Bharti Airtel

MD & CEO

Board of Directors

General Manager

HR Manager
Marketing Manager Finance Manager

Project Manager
(M, F, HR)

Team Leader

Project Trainee

PRODUCTS

Products

DTH Broadband Voice

IPTV Data
Voice Mobile services

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MARKET SHARE:

Market Share
21%
36%

Bharti Airtel
Idea
13%
Vodafone
Bsnl
Others
12% 17%

Figure: 1.1
A Service Provider Market Share As on 31st January, 2013
Source: Telecom Regulatory Authority of India

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NATIONALCOVERAGE:

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6. OBJECTIVE OF THE STUDY

1. The objective of the study to analyze and evaluate selection process of BHARTI
AIRTEL.
2. To suggest ways to improve Recruitment and Selection in Bharati Airtel Limited.

3. To know the perception of employees regarding recruitment and selection process.

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7. RESEARCH & SELECTION PROCESS AT AIRTEL

Introduction: 

The project discusses “HR Practices in Airtel”. HR helps theOrganization to manage its human
assets more strategically so that it can attainhigher levels of performance and greaterprofitability.
The HR manager assistsemployees in finding ways to increase productivity and to reinforce
theorganization's core competencies by teaching skills that contribute toorganizational growth.
Additionally, HR works to develop an environment that encourages affiliation, responsibility and
commitment.

Human Resource management functions:

 Analyses jobs and skills needed in the organization.
 Assesses, develops and implements policies, procedures and systems.
 Recruits and selects workers
 Appraises performance.
 Rewards workers through the implementation of compensation systems.
 Designs and delivers training, development and educational programs for
employees to provide the organization with the skilled resources it needs.

RECRUITMENT AND SELECTION

 “The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth”.

Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use

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Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully. Other steps follow:

 Creating an applicant pool using internal or external methods

 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer

Scope: To define the process and flow of activities while recruiting, selecting and appointing
personnel on the permanent rolls of an organization.

Authorization:

S.NO. Authorized Signatory

1 Head- Human resource
2 Managing director

Amendments and deviations:

Any amendments to and deviations from this policy can only be authorized by the Head-human
Resources and the Managing Director.

Exclusions:

The policy does not cover the detailed formalities involved after the candidate joins the
organization.

RECRUITMENT PLANNING

Recruitment planning on the basis of budget

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1) The manpower planning process for the year would commence with the company’s
budgeting activity. The respective Functional heads would submit the manpower
requirements of their respective functions/ departments to the board of Directors as part
of the annual business plan after detailed discussion  with the head of human Resource
Function along with detailed notes in support of the projected numbers assumptions
regarding the direct and indirect salary costs for each position.
2) A copy of the duly approved manpower plan would be forwarded by the HR department
for their further actions during the course of the year. The annual budget would specify
the manpower requirement of the entire organization, at different levels, in various
functions/departments, at different geographical locations and the timing of the individual
requirements
3) The Regional HR’s would undertake the planning activity and necessary preparations in
advance of the anticipated requirements, as monthly and quarterly activities on the basis
of the approved budget, estimated separations and replacements therefore.
4) The vacancies sought to be filled or being filled shall always be within the approved
annual manpower budget and no recruitment process shall be initiated without the formal
concurrence of the Head of the Regional HR under any circumstance. Head of the
Regional HR shall also have the responsibility to monitor the appointments being
considered at any point of time with specific respect to the duly approved manpower
budgets.

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Review of Manpower Plans and Additional Manpower

Review of manpower budgets shall take place on a quarterly basis. In the event of any new
position or any deviations to the original plans, details of the positions maybe forwarded to the
VP-HR along with the adequate supporting information. The recommendations would normally
require a formal approval of the Managing Director. Alternately, VP-HR may record the
summary of his discussion with the Managing Director and the MD’s approval on the
recommendations, to signify the final decision taken regarding the recommendations.

SOURCING OF SUITABLE CANDIDATES

Selection of Sources

Regional HR would tap various sources/channels for getting the right candidate. Depending on
the nature of the position/grade, volumes of recruitment and any other relevant factors, the
Regional HR would use any one multiple sources such as:

a. Existing database (active application data bank);

b. Employee referral as per any company scheme that may be approved from time to time;
c. Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any
other media;
d. Placement Agencies (particularly for positions of Managers and above);
e. Headhunting firms particularly for senior positions, specialist positions and critical
positions;
f. Direct recruitment from campuses/academic institutes;
g. Job websites and any other appropriate sources.

The norms for using any of the sources are not water tight. Number of positions, criticality of
positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost
considerations would play a role in the choice of the appropriate sourcing mechanism.

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a) ADVERTISEMENTS

1) All recruitment advertisements (in any form and any medium) shall always conform to
the KLI compliance norms and would not be released by any department or branch
without the approval of the VP-HR. depending on the specifics of each position for which
recruitment advertisements are to be released, Regional HR may obtain assistance from
the company’s marketing department and/or any external advertising agencies for the
preparation of the contents. Key features of the positions as notified by the Functional
Heads would normally form a part of the advertisement text.
2) The advertisement mode that could be broadly specified as newspapers (local or mainline
depending on requirements), internet sites and business magazines.

b) Placement Agencies/Headhunting Agencies

Depending upon the vacancies, fresher fitting different description listed above may be
recruited from time to time, from academic institutes of appropriate
standards/reputation/grade, in the requisite numbers and at the compensation/stipend
amounts to be formally approved of the VP-HR. Plans for such recruitment need specific
special approval of VP-HR. norms regarding the identification of the appropriate
institutes, constitution of the selection panels, timings of the recruitment, number of
candidates to be recruited into different positions, choice of the appropriate selection
process and the tools thereof shall be decided by the Head of the Regional HR in
consultation with the VP-HR, depending on the specific features of the position.

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c) Screening the candidates

I. First level screening

The Candidates would be screened by the HR Manager/Branch Manager for the respective
locations. Screening would be on the basis of the profile of the candidate and the departmental
requirements. This assessment will be with respect to:

The general profile of the candidate,

a) Personality fit of the candidate into the profile,

b) Aptitude/attitude of the candidate,
c) Motives of the person to join the company and whether focus is in the short term or is a
long term player,
d) Basic skill level on our set of requirements, say numerically ability, networking ability,
etc
e) Establish the annual guaranteed cash compensation of the individual and check whether
the person would fit into the system.
f) Explain the role of Sales manager to the applicant and check the acceptance of the
candidate for the same.

In case of need, the Regional HR may take a Tele interview of the candidate for further
assessment process.

II. Second Level Screening

Aptitude Test
If the first assessment is positive, the candidates will give the aptitude test, once such test is
selected approved by the company. The scoring, interpretation and the generation of interview
probes from that test will also be done at this time. People who qualify the minimum criteria on
this test will be put up on to the Functional Head (VP’s in case of HO) for functional assessment
and suitability into the role.

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 General Norms regarding interview Process:

1) Interviews should consider the entire data provided by the candidate either through the
formal CV or otherwise before coming to a conclusion about the candidate. They may
insist on seeing the proof of the claims made by the candidate regarding qualifications,
experience and other achievements. They may, at their discretion, decide to meet the
candidate on more than one occasion or to refer the candidate to another panel.
2) Ratings on various attributes of the candidates shall be recorded in the interview
evaluation sheet, soon after the interview is over. No selection will be treated as final
unless the IES form is filled comprehensively. Suitably appropriate IES formats may be
created for specific positions.
3) Any discrepancies noticed by the panel members regarding the authenticity of the data
provided by the candidate should be specifically and formally recorded on the IES form
and suitably high lightened.
4) Specific points to be probed during the reference check process, if any, must also be
clearly recorded and high lightened on the IES forms.

Administrative Actions Regarding Interviews

1) Scheduling and the venue of the interviews would be handled by the recruitment team in
consultation with the short listed candidate and the selection panel members, after taking
mutual convenience into account. For field positions, respective branch/regional heads
would undertake this co-ordination.
2) After the final round, if the candidate is selected, the complete set of papers Personal
Data Form, CV, job requisition no., Interview evaluation sheet, reference check details,
educational details, along with the interviewer’s recommendations and Reference check
form should be forwarded by the recruitment managers to recruitment head. Fitment of
the candidate into a grade and compensation fitment shall be on the assumption of
authenticity of the information provided in the CV/application form.
3) An appropriate formal communication shall be sent to the candidate whose candidature
is not being taken forward, or details of the verbal/telephonic communications provided
to the candidate shall be recorded on the candidates papers, by the recruitment

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 team/associated line managers. In the case of interviews taking place at the
branch/regional levels, similar noting should be recorded on the individual candidate’s
papers.

Negotiations of the terms and conditions and other pre-appointment

formalities

1) In the case of sales-Tied Agency functions, the branch managers will be allowed to fix
the salary and grade of the incoming sales manager provided the compensation does not
exceed 20% of the candidate’s current cash salary. Any fitment beyond these norms will
need the approval of Head-HR. HR will forward a worksheet to support the BM’s to
evaluate the appropriate cash CTC of the incumbent. For all other functions, the
compensation and grade would be fixed post a discussion between the Head of the
Regional HR and the associated AVP/VP. Any candidate being offered a CTC of more
than 4lacs will need the sign off from HEAD-HR. In appropriate cases, at the discretion
of the VP-HR, a deviation may be referred to the Managing Director, for the MD’s
formal approval.
2) Responsibility for negotiations and finalization of the terms shall rest with the best
Branch Manager/Associated Manager. They may seek the assistance of the recruitment
managers, whenever required. Reference checks process should not normally be initiated
unless the candidate has indicated his firm acceptance of the offer being made by us.

Reference Checks

1) Normal, reference checks should be undertaken with at least one reference. A second
reference check will be done if considered necessary. Responsible officials from the
former employers, academic institutes and/or any other eminent personalities can be
considered as appropriate references. Close relatives and friends cannot be considered as
references. Wherever feasible and considered appropriate, a reference should be made
with a senior official of the candidate’s current employer. In case the candidate is
currently un-employed, reference should be made with the latest employer.

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 2) The format of reference check is to be used as a framework for conducting the process
Where the minimum two reference checks are not possible (particularly with the current
employer) or where there is a mixed response from different sources, the matter may be
to the VP-HR for a final decision. Depending on the seniority and any other
considerations about the positions, VP-HR would normally consult the functional head
concerned, before coming to conclusions. Any candidate whose credentials are doubtful
shall not be recruited.
3) In case of recruitment of Management trainees, fresher and life advisors as sales
Managers no reference checks will be required. 

Employment offer letter

1) When a recruitment Manager is fully satisfied about the selection of the right candidate
and about completion of all the formalities connected with the appointment of candidate
including requisite documentation, satisfactory reference check reports and medical
fitness, he/she would forward the relevant papers listed below to the head of recruitment.

 Personal Data form

 Employee requisition form duly filled by the regional Head/Branch  Manager
 Interview evaluation sheet filled by the regional head/Branch manager/interviewer
with his/her comments.
 Latest and updated resume of the candidate
 Photocopy of the appointment letter of the last employer or latest salary slip.
 Employment details.
 Two Professional references.
 Language Proficiency.

2) Document check list for every grade is as follows:

 Authorization Release Form.

 Background checks Form.

Page | 31
  Highest Education certificate.
 Highest Education mark sheet.
 1 Month Salary Slip of Current Employer.
 1 Month Salary Slip of Last Employer.
 Relieving Letter of last Employment.
 Proof of Residence.
 2 Passport Size Photograph.

3) Regional HR manager will take the signature of Head-HR on the employee requisition
form and forward the papers to the employee service team for issuance of the offer
letter.
4) Employee services team will issue offer letter, to be signed by the National Recruitment
Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/
HR Manager.
5) It would be the responsibility of the Branch Manager/HR Manager to ensure that the
accepted copy of the offer letter is forwarded to the employee service team within a
week of receipt of the offer letter. Till this letter is issued, the ‘offer’ has not taken place
in formal sense. A copy of the offer letter shall be duly signed and returned to the
candidate. Candidate would be expected to fulfill various joining formalities, which are
also formally communicated to him/her in the form of a checklist that is attached to the
letter of offer. The Regional HR head shall have the overall responsibility and
accountability to maintain the templates of the offer letters and also for drafting of
suitable non-standard terms to any specific candidate.
6) The employee service team will follow up Branch Manager/Regional HR Manager for
the joining of the candidate and will collect all relevant documents from the candidate
including the joining report, before issuing the appointment letter. The employee
serviceteam may enlist the help of the Branch Manager to ensure that all necessary
documents within ten days o the person joining. After all of the necessary documents,
the employee service team will send the appointment letter to the new joiner.
7) Once the documentation is complete for the new joiner (including the accepted
appointment letter), people who may have joined before 20th  of the month but have not

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 been included in the payroll for the month because of delay in receipt of papers will be
given ad-hoc salary advance (up to maximum of 65% of the prorated salary). This
advance will be adjusted once the person gets included in the subsequent month’s
payroll.
8) If the person does not submit the relieving letter from the previous organization, where
required to be submitted as per the table given above, within three months of joining, the
employee service manager can put their salary on hold till such time as the said
documents are received.

Procedures followed when a vacancy arises:

PROJECT
MANAGER
The vacancy is informed

GENERAL
MANAGER

MANAGING DIRECTOR

Starts the Recruitment

HR MANAGER

MD gives permission for

recruitment
RECRUITMENT

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Recruitment & Selection in Bharti Airtel
Steps involved in Recruitment in Bharti Airtel:
Step 1:

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

Step 2:

Once the general manager comes to know about the vacancy in the company he will inform it to
the chairmen to get the approval for the recruitment.

Step 3:

After getting the 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 priority first.

Sources of Recruitment

RECRUITMENT

INTERNAL EXTERNAL
SOURCES SOURCES

RETIRED CONSULTANTS
EMPLOYEES

INTERNET
PRESENT
EMPLOYEES JOB CENTERS

NEWS PAPERS

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Internal Sources:

I. Present permanent employees:

The company considers the candidates from their sources for telecom industry because of
a. Availability of most suitable candidates.
b. The policy of organization to motivate the present employees.

II. Retired Employees:

Generally the organization takes the candidates for the employment from the retired
employees due to obligation. Sometimes the company re-employs the retired employee’s
as a token of their loyalty to the organization.

External Sources:
1. Job Centers:
This is the network covering most cities acting as agent for potential employers. They are
private employee exchange; job centers help the candidates in knowing more about the
country across the country.

2. Outplacement Consultants:
There are the consultants just like the employment exchange. In this job consultants can
register their name and when there is a sent for interview actively seeking to place and
may provide training required. Available when recruitment needed.

3. News Papers:
Whenever there is recruitment in the company it will be advertised in the newspaper.
Since the newspaper is the only source of reaching the information to the people.

4. Internet:
Internet is the modern mode of recruitment. If a company wants to place or fill a vacancy
within a short period of time through the external source then internet is the best source.

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Reasons for selecting the sources:

1. Referrals:
 Referrals are the existing employees in the organization. Bharti Airtel selects the
referrals as their source because it is an economical way of recruiting.
 It is the fastest means of recruitment.
 In case of emergency to place an employee at particular position could be done
easily because referrals bring candidates for the job from the outside.

2. News Papers:
 Newspaper is the media through which information could be spread over
throughout the country.
 Job seekers are able to get information about the vacancies through newspapers.
 Newspapers are cost effective and their coverage is high.

3. Internet:
 Internet is the modern source used for recruiting.
 The time consuming in giving the information and making it to reach the people is
less.
 It is the fastest means of source and its coverage is also high.

4. Consultants:
 Consultants are the means of source through which large number of candidates
could be recruited and selected.
 Consultants help the organization at the time when there is an emergency. Since it
will have the people all the time which will help during emergency period.
 It is cost effective and consumes less time.

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Factors that are considered in Bharti Airtel during Recruitment:
 Determining the characteristics which differentiate people that are very important to
performance.
 Measuring those characteristics.
 Deciding who should make the selection process.
 Time effective and economical.

Factors affecting Recruitment:

Internal Factors External Factors

Recruitment Policy Supply and Demand
HR Planning Lab our Market
Size of the Firm Socio, Political and Legal Factor
Growth & Expansion Competitors

Internal Factors:
1. Recruitment Policy:
The recruitment policy of the company specifies the objectives of the recruitment and
provides a framework for the implementation of recruitment strategies. It may involve
organizational system to be developed for implementing recruitment strategies and
procedures by filling up vacancies with best qualified people. The recruitment policy of
an organization is affected by the following factors:
 Organizational objectives.
 Personnel policies of the organization.
 Government policies on reservation.
 Preferred source of recruitment.
 Need of the organization.
 Recruitment cost and financial implications.

2. Human Resource Planning:

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 Effective human resource planning helps in determining the gaps present in the
presenting in the existing man power of the organization. It also helps in determining the
number of employees to be recruited and what qualification they will posses.

3. Size of the Firm:

The size of the firm is an important factor in recruitment process. If the organization is
planning to increase its operations and expand its business, it will think of hiring more
personnel which will handle its operations.

4. Cost:
Recruitment incurs cost for the employer, therefore, organization try to employ that
source of recruitment which will bear a less cost of recruitment to the organization for
each candidate.

5. Growth and Expansion:

Organization will employ or think of employing more personnel if it expanding its
operations.

External Factors:
1. Supply and Demand:
The availability of the manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for professionals demanded by the
company, then the company will have to depend upon internal sources by providing them
special training and development programmes.
2. Labour Market:
Employment condition in the community where the organization is located will influence
the recruiting efforts of the organization. If there is surplus of the manpower at the time
of recruitment, even informal attempts at the time of recruiting like notice board display
of the requisition or announcements in the meeting etc will attract more than enough
applicants.

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 3. Socio, political and legal factors:
Various govt. regulations prohibiting discrimination in hiring and employment have
direct impact on recruiting practices. E.g. if Govt. introduces legislations for reservation
in employment for scheduled castes, scheduled tribes, physicallyhandicapped etc. it
becomes an obligation for the employer. Also trade unions play an important role in
recruitment. This restricts management freedom to select those individuals who it
believes would be best performers.
4. Competitors:
The recruitment policies of the competitors also affect the recruitment function of the
organization. To face the competition, many a times the organization has to change their
recruitment policies according to the policies being followed by the competitors.

Selection process:

General criteria that are followed during the process of selection in Bharti
Airtel:
1. Internal selection:
The candidates who are being selected internally need not undergo the selection process.
Since the company already knows the employees ability.
Only if the existing employee is good technical ability he will be selected and the
selection will be done to fill the vacancy. Moreover if there is a vacancy in the company
first they will try to fill it internally. The team leaders who works under the project
managers will be given priority, since he know what t he works is, how to deal the
clients, etc.
Criteria’s that are followed for internal selection in Bharti Airtel:
 The revenues the existing employee made.
 His efficiency.
 The employee’s technical ability.
 Work experience of the employee.
 Doing the selection internally is cost effective.

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  Time is not wasted.

2. External selection process:

The selection process in company refers to the person come through external source of
recruitment has to undergo the below selection process; this selection process has a series
of hurdles which the applicants has to go through.

TECHNICAL TEST

TECHNICAL
INTERVIEW

PANEL
INTERVIEW

DIRECT
INTERVIEW

MEDICAL EXAM

REJECTED

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Tests:
1. Technical test and Interview:
The test refers here is technical test. Bharti Airtel conduct test for the qualified candidates
after they are screened on the basis of the application blanks so as measure the
candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical interview in
which the technical knowledge of the candidate is checked. The candidates who crack
this interview have to go through the panel interview.

2. Panel interview:
This is an interview where the panel members will interview the candidate, here the real
capacity of the applicant will be revealed. A series of questions will be asked as quickly
as possible and the applicant has to satisfy the panel members through his answers.

3. Direct interview:
This is the final round of the entire selection process. In this round the personal details of
the candidates, his expectation towards the company will be known and according to the
applicants attitude towards the job the applicant will be selected.

Objective of the interview:

 To know the information about the candidates.
 To provide the candidates with the facts of the job and the organization.
 To judge the suitability of candidates to the job.
 To see the inner self and feelings of the candidates.

4. Medical:
After the final interview the applicants who have crossed the above stages are sent to
physical examination either to the company physician or to a medical officer approved
for the purpose. Such examination serves the following purposes:

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  It determines whether the candidate is physically fit to perform the job. Those
who are unfit are rejected.
 It reveals existing disabilities and provides a record of the employee’s health at
the time of selection. This record will help in settling company’s liability under
the Workmen Compensation Act for claim for an injury.
 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific jobs due to
physical handicaps and allergies.

Types of interviews that are adopted during selection process in Bharti Airtel:

Members involved in external selection process:

Selection process Members

Test Technical Engineers’
Technical Interview HR Manager and senior Technical Persons
Panel Interview HR Manager, HR persons, Project Manager
Direct Interview Project Manager

For the test, and technical interview the questions will be designed of Bharti Airtel.
The selection process will be done externally by the company only when there are no
suitablecandidates in the company, for example, when the team leaders lack in technical ability,
experience, performance or the company looks for external selection.

Budget allocated for recruitment and selection process in Bharti Airtel:

The budget for the recruitment and selection process for company will be allotted every year.
Around 25% of the profit is been allotted for the recruitment and selection process as a whole in
a year for the company (Bharti Tele ventures Pvt. Ltd.,) including Bharti Airtel. Since candidates
will be recruited every year for other designations also.

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Joining Formalities:

On the day of joining, all the necessary documents are verified against theapplication blank filled
by the candidates earlier.

Documents verified are:

 Education Qualification & certificates.
 Experience Certificates
 Clearance or no objection certificate from the previous employer
 Resume
 Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report:
 Fill the CV in the company format
 Fill the induction feedback form
 Fill the PF form
 Fill the investment declaration form

A perfect placement can lead to low labour turnover, higher productivity,high morale, low rate of
absenteeism & excellent work culture.

Key tasks of Regional HR Head

Regional HR Head will have the authority and responsibility to administer/implement the
recruitment and selection process as outlined. An illustrative list of the key deliverables of these
incumbents is listed below.

1) Ensuring inductions as per quality, numbers, time and cost consideration of the company
in accordance with the approved manpower budget.
2) Creation of appropriate sourcing mechanism along with tracking the performance of
these mechanisms.

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3) Creation of quarterly and monthly recruitment plans
4) Effective coordination with external parties such as candidates, placement agencies,
consultants, academic/professional institutes and any other including the custody of the
formal agreements, tracking timely payments and adjusted there.
5) Creation of comprehensive and appropriate tools, linkages, documents, templates and any
other mechanisms to ensure smooth execution of the process requirement, along with
timely improvements thereto
6) Assistance to user department and line managers including in interviewing/selection
support, scheduling etc.
7) Effective internal communication with user departments and line managers including
making the standard recruitment formats and other templates easily available to such
users and notifying the modifications to such formats and templates.
8) Creation and maintenance of qualitative information base regarding candidates,
placement agencies, campuses, institutes, and any other employment-market information.
9) Creation and maintenance of appropriate and high-quality MIS for current and future
needs of the organization, including publication/circulation of appropriate reports there
from to the relevant users within the company.
10) Monitoring recruitment cost.
11) Complete documentation for the entire recruitment and selection process for easy and
quick retrieval in a readily auditable format
12) Timely and effective communication with all internal and external parties including the
candidates
13) Tracking the progress of the selected candidates including resignation, extensions of
probation periods/training period, etc for the purpose of improvement to recruitment and
selection process.
14) Effective coordination with the post recruitment arm of the Human Resource function

 Documentation and creating MIS regarding waiver, deviation, etc and identifying
the key areas for improvement in the formal recruitment and selection process
document.

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8.RESEARCH METHODOLOGY
The telecom sector is marked with a high level of attrition and therefore recruitment process
becomes a crucial function of the organization. At BHARTI AIRTEL LIMITED, Noida,
recruitment is all time high during May-June and Oct-Nov. The attrition is high among the sales
managers, unit mangers mostly in the sales profile. The recruitment is high during these months
due to the fact that March and September are half year closing and business is high during Jan-
Mar. Thus it is only after March that people move out of the companies.

Since my summer training was in the months of July-August, it gave me the opportunity of
involving myself directly with the recruitment process and analyzing the process so that suitable
recommendations can be given. This project is centered on identifying best hiring practices in the
insurance industries. It therefore requires great amount of research work. The methodology
adopted was planned in advance so as to collect data in the most organized way.

My area of focus was the recruitment and selection particularly at BHARTI AIRTEL LIMITED,
NOIDA. I was directly involved with the recruitment for candidates for the sales profile. I was
particularly involved with the sourcing of candidates for the Noida region.

Before any task was undertaken, we were asked to go through the HR policies of BHARTI
AIRTEL LIMITED, so that we get a better understanding of the process followed by them.

1) The first task was to understand the various job profiles for which recruitment was to be
done.
2) The next step was to explore the various job portals to search for suitable candidates for
the job profile.
3) Once the search criteria were put, candidates went through a telephonic interview to
validate the information mentioned in their resume.
4) A candidate matching the desired profile was then lined for the first round of Face to
Face interview in their respective cities.
5) Firstly the candidate had filled up the personal data form (pdf).

Page | 45
 6) Then the candidate INTERVIEW EVALUATION SHEET which is provided by interviewer
was crosschecked by the HR team. If they think that the candidate was good to hire or
not.
7) When a candidate cleared his first round, he is then made to take an online aptitude test.
We created the online aptitude test. It the HR department, which has the exclusive rights
to assign test, codes to the candidates. Each code was unique and could be used only once
by a candidate.
8) I was involved in assigning codes and administering the test.
9) Once the candidate completed his first assessment, his scores were checked. If he cleared
his cut-off he was given another test.
10) I had the responsibility to make sure that candidates complete all formalities and had to
regularly follow up with them.
11) Since we received many resumes, it was essential that a database be maintained to keep a
track. It was convenient method than to stock up piles of papers.
12) The external guide maintained a regular updating of the database.
13) Understanding what kinds of database are maintained and how they help in keeping a
record.
14) I was also involved in maintaining a track of test codes given, the database for employee
referrals, Database for the resumes received through mails and response of advertisement.

DATA SOURCES
Primary-      Through Questionnaires
Secondary- Through Internet, Journals, News papers and Misc.
Data Collection Procedure - Telephonic Survey
Research Instrument- Structured Questionnaire.
Sample Size- 20
Sample Unit- Executives of HR department.
Sample Area- Work done in NOIDA Office.
Sample procedure- Random sampling.

Page | 46
PROJECT SCHEDULE:-

First 1 week- Training program from the company.

Second week- Collecting the primary and secondary data.

Third-Fourth week - Study Recruitment & Selection Process

Fifth week- Designing the questionnaire.

Sixth week- Conducting the survey in RO.

Seventh week- Analysis of Data Collection.

Eighth week- Final Report preparation and presentation.

METHODS OF PRESENTATION OF DATA

I have used Univariate, bivariate and graphs for presentation of data.

Page | 47
SWOT Analysis of BHARTI AIRTEL LIMITED
(Recruitment Process)
                  Strengths Weaknesses

 Brand equity of BHARTI.  Pre assessment tests are costly.

 Rigorous Pre-Hiring assessment  Conversion of footfalls is low.
tests to understand aptitude and  Lengthy pre-offer formalities.
personality of candidates.  Huge employee turnover.
 Proper reference checks to ensure
that only bonafide candidates are
 
appointed.

 Adequate number of channel

partners to generate footfalls for
each location.

 Footfall MIS being maintained at

each branch locally by Admin.

            Opportunities                       Threats

 Campus recruitments have huge  Increasing number of private players

potential for fulfilling manpower
requirements cost effectively.
 Tie up with recruitment agencies on
supplying fixed number of footfalls
week on week.
 Develop exclusive contract with
channel partners to meet the
manpower requirements.
 Make blue form brief and to the
point.
 Reduce turnaround time of making
an offer.
in telecom sector creates ample
choices, frequent and easy mobility
for employees.
 Same channel partners are handling
all telecom companies. This leads to
same pool of candidates being
circulated to all partners.
 Increasing spill over as a candidate
has more than one offer at the time
of making a job shift.
 As the telecom industry is large,
senior level candidates hesitate to
meet HR of other companies for the
fear of grapevine.

Page | 48
9. DATA ANALYSIS & FINDINGS
Data become useful only affect they are properly analyzed. Data analysis involves covering’s as
series of recorded observation i.e. data into descriptive statement and inference about
relationship. This task is helpful in identified the areas where the company each improve further
collected data was analysis by the use of simple statistic tools like percentage and result have
been represented by using bar chart columns and pie chart.

Survey done on sample size of 20 people and sample has been taken from Noida office.

Page | 49
Findings
1. Which of these sources of recruitment are used in Bharti Airtel?
a) Internal
b) External
c) Both.
Options Internal External Both Total
Responses 2 7 11 20
Percentage 10 35 55 100

10%

Internal
55% 35% Externa
l
Both

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources.

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 2. Which form of recruitment is used in Bharti Airtel?
a) Centralized
b) Decentralized
Options Centralized Decentralized Total
Responses 2 18 20
Percentage 10 90 100

10%

Centralized
De-centralized

90%

Interpretation:

It was found that recruitment is decentralized. However, for higher positions of employment the
recruitment is centralized.

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 3. Does external recruitment brings out the desirable employees in to the organization?
a) Yes
b) No

Options Yes No Total

Responses 18 2 20

Percentag 80 20 100
e

Yes No

20%

80%

Interpretation:

It was found that 80% of the employees think that external sources of recruitment brings
desirable employees into the organization while, other 20% are of the opinion that sometimes
internal sources provide best employees for a particular position.

4. Which of the following external sources of recruitment are used in Bharti Airtel?

Page | 52
 a) Advertisement.
b) Internet.
c) Campus drives.
d) Consultancies.
e) All of the above.

Options Advertisement Internet Campus Consultancie All of Total

drive s Above

Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100

Advertisement Internet Campus Drive

consultancies All of the above
10% 25%

40%
15%
10%

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and 20% of the
employees are selected by the advertisement followed by internet with 15% and campus
selections with 10%.

Page | 53
 5. Does your company follow different recruitment process for different grades of
employees?
a) Yes
b) No.
Options Yes No Total

Responses 20 0 20

Percentage 100 0 100

Ye
s
100% No

Interpretation:

It was found that from that different recruitment process is adopted for different grades of
employment.

6. Are you satisfied with the recruitment process?

Page | 54
 a) Yes
b) No.

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100

20%

Ye
s
No

80%

Figure: 2.6

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by Bharti
Airtel. However, some of the respondents thought there should be some changes in the existing
recruitment process of the organization.

7. Which form of selection is used in Bharti Airtel?

a) Centralized

Page | 55
 b) Decentralized

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100

10%

Centarilized
De-centalized

90%

Figure: 2.7

Interpretation:

It was found that the selection process is decentralized. However, in some cases it is centralized
because for top management selection is done at Head Office

8. Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion

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 c) Personal interview
d) Group discussion and personal interview
e) All of the above.

Options Written or Group Personal GD & PI All of Total

aptitude test Discussion interview above

Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100

10% 5% Written or
15%
Aptitude Test
Group discussion
40% Personal Interview
30% Gd & PI
All of above

Figure: 2.8

Interpretation:

It was found that 40% of selection is done by Group Discussion & Personal Interview. However,
Personal Interview is mostly used method of selection followed by group discussion.

9. Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
a) Yes
b) No

Page | 57
Options Yes No Total

Responses 4 16 20

Percentage 20 80 100

20%

Ye
s
80% No

Interpretation:

It was found that 20% of the respondents were of the opinion that stress test, psychometric test
and personality tests should be used for the selection, while the others were satisfied with the
existing recruitment and selection process.

10. What is the basis for selection?

a) Merit
b) Experience
c) Both.

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Options Merit Experience Both Total

Responses 2 6 12 20

Percentage 10 30 60 100

10%

30%
Merit
Experience
60% Both

Figure: 2.10

Interpretation:

It was found that both experience and merit is considered during the selection process. However,
experienced people are given more consideration rather than meritorious fresher’s.

11. Are you satisfied with the selection process?

a) Yes
b) No.

Options Yes No Total

Page | 59
Responses 16 4 20

Percentage 80 20 100

20%

Ye
s
no

80%

Interpretation:

It was found that about 80 % of the employees are satisfied with the selection process. However,
the remaining is of the opinion that there should be some change in the recruitment and selection
process of the organization.

12. Your organization is considered as :

a) People - Oriented
b) Task – Oriented
c) Combination Of Both

Options People- Task-Oriented Combinatio Total

Page | 60
 Oriented n of Both

Responses 6 5 9 20

Percentage 30 25 45 100

30%
45% People-
oriented
Task-oriented
25%
Combination of
both

Interpretation:

From the 20 employees surveyed, 45% employees were found in favor of organization (both
people oriented and task oriented).But according to the 25% employees the organization is task
oriented

13. Do you feel comfortable while your work is look after by HR Manager?
a) Yes
b) No

Options Yes No Total

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 Responses 16 4 20

Percentag 80 20 100
e

20%

Ye
s
No
80%

Interpretation:

According to our survey 78% of the employees are comfortable while working under the
supervision of the H.R manager.

14. Your daily schedule is

a) Excellent
b) Good
c) Average
d) Poor

Page | 62
Options Excellent good Average poor Total

Responses 4 2 12 2 20

Percentage 20 10 60 4 100

4% 21%

Excellent
11%
Good
Average
64%
poor

Interpretation:

In Bharti Airtel 66% of the employees are very much satisfied with their daily schedule while 20
and 10 % of employee fall in the category of Excellent and good respectively. Only 4% of the
surveyed employees are dissatisfied with their daily working schedule.

15. How long will you like to continue with the organization?
a) 5 -10 years
b) 10-15 Years
c) 15-20 Years
d) Till Retirement.

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Options 5-10 years 10-15 years 15-20 Till Total
years Retirement

Responses 8 7 2 3 20

Percentage 40 35 10 15 100

15%
10% 40%
5-10 years
10-15 years
35% 15-20 years
Till Retirement

Interpretation:

From the above data 15% of the employees are loyal to work with the same organization (Bharti
Airtel) till Retirement.

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Findings
After the data analysis and interpretation the findings are:

 Both internal as well as external sources of recruitment used.

 Consultancies (40%) and advertisement (25%) are the two main external sources of
recruitment.

 The recruitment and selection process is decentralized.

 About 80% of the employees are satisfied with recruitment and selection process.

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10. CONCLUSION
“Well beginning is half done”

I am able to meet out my set objective laid down prior to the study that is conducted at Airtel.

In First Phase I had studied there prevailing system. In order to access its effectiveness I adopted
three different techniques via: observation, interview, & questionnaire. My survey recruitment &
selection process is quite effective on various dimensions via quality of work life, recruitment
policy, organizational commitment/ image, and job nature dimension. Apart from that I learned
to work on job portals screening of candidates, scheduling interviews working on hiring etc.

“The communication industry faces two fundamental challenges today. Embracing the relentless
innovation required to complete effectively in the “user experience” era, while concurrently
managing a complex global ecosystem of technologies, skills, customers, partners and
suppliers ,said Higgins. “Airtel is the one company today offering deep domain expertise in both
of these critical areas, and as the results has become a strategic supplier to many of the world’s
leading organization in the communication industry. Airtel is the extremely well positioned
today, and I value the opportunity to help the company achieve new levels of success.

Recruitment as being one of the major topics is required by most of the organization. Hence the
study helped in understanding the various aspects of recruitment and selection process. In the
BHARTI AIRTEL the sources of recruitment is effective, the internal selection of the
organization also in an economical means which also reduce costs, only after looking the
efficiency of the existing employee towards the company and his sincerity that employee will be
selected, in BHARTI AIRTEL the effective selection process is adopted in the last 5 years. It can
be retained as such. Also the employees of Bharti Airtel are satisfied with the recruitment and
selection process. Also they are well aware about the various sources and methods of recruitment
and selection.

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10.1 RECOMMENDATIONS

1. The recruitment and selection procedures should have been taken place in such a way, so
that the personal levels of satisfaction of the employees have been checked.

2. The biasness attached with the responses should be removed

3. Everything should have been properly planned so as to reduce errors in future.

4. To check time to time activities performed under recruitment and selection procedure.

5. Always try to make the recruitment and selection procedure as efficient as possible.

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11.LIMITATIONS
No project is without limitations and it becomes essential to figure out the various constraints
that we underwent during the study. The following points in this direction would add to our
total deliberations:-

1. During the study, on many occasions the respondent groups gave us a cold shoulder.

2. The employees were busy with their daily schedule and it was very much
difficult for them to give time.

3. Personal biasness of various employees may have supplied wrong data.

4. Time and money was also an important constraint.Lack of time is the basic
limitation in the project.

5. Lack of proper information and experience due to short period of time.

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APPENDICES

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12. APPENDICES

QUESTIONNAIRE

Comparative assessment of recruitment and selection process in Bharti Airtel,

Noida.

This questionnaire survey is purely for academic purpose. Any information collected through
this survey is confidential and would not be shared with anyone other than the people involved in
this.

1) Name: -.........................................................................................
2) Designation: .................................................................................
3) Qualification: ................................................................................
4) Department: .................................................................................
5) Age: .............................................................................................
6) Educational Qualifications - …………………………………....
7) No. of Promotion (Till Date) –….………………………………
8) Monthly income-
a. Less Than 10,000
b. 10,000 - 20,000
c. 20,000 - 50,000
d. Above 50,000

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Answer the following questions: (kindly give your unbiased response).

1. Which of these sources of recruitment are used in Bharti Airtel?

d) Internal
e) External
f) Both.

2. Which form of recruitment is used in Bharti Airtel?

c) Centralized
d) Decentralized

3. Does external recruitment brings out the desirable employees in to the organization?
c) Yes
d) No

4. Which of the following external sources of recruitment are used in Bharti Airtel?
f) Advertisement.
g) Internet.
h) Campus drives.
i) Consultancies.
j) All of the above.

5. Does your company follow different recruitment process for different grades of
employees?
c) Yes
d) No.

6. Are you satisfied with the recruitment process?

c) Yes
d) No.

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7. Which form of selection is used in Bharti Airtel?
c) Centralized
d) Decentralized

8. Which of the following methods does your company uses during selection process?
a) Written or aptitude test
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

9. Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
a) Yes
b) No

10. What is the basis for selection?

a) Merit
b) Experience
c) Both.

11. Are you satisfied with the selection process?

a) Yes
b) No.

12. Your organization is considered as :

d) People - Oriented
e) Task – Oriented
f) Combination Of Both

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13. Do you feel comfortable while your work is look after by HR Manager?
c) Yes
d) No

14. Your daily schedule is

e) Excellent
f) Good
g) Average
h) Poor

15. How long will you like to continue with the organization?
e) 5 -10 years
f) 10-15 Years
g) 15-20 Years
h) Till Retirement.

16. Your suggestions for improvement of Recruitment and Selection Process of Company?

…………………………………………………………………

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BIBLIOGRAPHY

Books Referred

 Robins, D (1998): Human Resource Management, Publisher-Prentice Hall, New York.

 Abraham, Jose P, 1998, "To Grapple With Attrition" , Publisher- Human Capital

 Rao, J.M., 1998, "Scouting for Talent ", Publisher- Human Capital

 Ashwathapa, K, (1997) Human Resource and personnel Management, Tata McGraw Hill

131-176.

 Gupta, C.B. (1996) Human Resource Management, Sultan Chand & Sons.

 Kothari, C.R, (2008) Research Methodology, Publishers- New Age International

Websites

 www.airtel.in
 www.bhartiaritel.com
 www.trai.gov.in

Other

 Review of HRM manual given by HR Department at Bharti Airtel.

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