COMPANY PROFILE

VISION

To become the largest telecom Service Provider in Asia

MISSION

*To provide world class State-of-art technology telecom services to its customers on
demand at competitive prices.
*To Provide world class telecom infrastructure in its area of operation and to contribute
to the growth of the country's economy

Financial Position

Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking of the Nation, is
certainly on a financial ground that's sound.

The Company has a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equity capital
of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs. 5,000 crores (US $
1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in 2007-08.Headquarters
Delhi Area, India

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Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications
Company providing comprehensive range of telecom services in India: Wire line, CDMA
mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services,
IN Services etc. Presently it is one of the largest & leading public sector unit in India.

BSNL has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 46 million line basic telephone capacity, 8
million WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 46565
BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of
Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.

BSNL is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide 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 country and operates
across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom
services.

BSNL is numereuno operator of India in all services in its license area. The company
offers vide ranging & most transparent tariff schemes designed to suite every customer.

BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493 3G customers
as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1 million Basic
Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue
terms.

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who
access Internet through various modes viz. Dial-up, Leased Line, DIAS, Account Less Internet
(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.
BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that
provides convergent services like voice, data and video through the same Backbone and
Broadband Access Network. At present there are 0.6 million DataOne broadband customers.

The company has vast experience in Planning, Installation, network integration and Maintenance
of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom
Training Institute.

Scaling new heights of success, the present turnover of BSNL is more than Rs.351, 820 million
(US $ 8 billion) with net profit to the tune of Rs.99, 390 million (US $ 2.26 billion) for last
financial year. The infrastructure asset on telephone alone is worth about Rs.630, 000 million
(US $ 14.37 billion).

The turnover, nationwide coverage, reach, comprehensive range of telecom services and
the desire to excel has made BSNL the No. 1 Telecom Company of India.

Particulars of organization
Incorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15th September, 2000
and became entitled to commence business with effect from 19th September, 2000.
Date of incorporation:

The Company (BSNL) took over the business of providing telecom services and network
management throughout the country except the metro cities of Delhi and Mumbai of the erstwhile
service providing departments of the Govt. Of India service providing departments of the Govt. of
India i.e., the Departments of Telecom Services and Telecom Operations i.e. 1.10.2000 pursuant to
a Moue signed between the BSNL and the Govt. Of India

Type of Company Government Company under Section 617 of the Companies

Act, 1956

Administrative Ministry

Govt. of India, ministry of communication and

Information technology, department of telecommunications
.Details of disinvestment

The entire share capital of the Company is held by the Government of India.

Shareholding

pattern Government of India is holding 100% of the share capital of the Company
Listing with Stock Exchanges Not applicable, as the BSNL is an unlisted company.

Share Capital

Authorized Capital – Rs.17,500 crores, divided into1,000,00,00,000[One Thousand Crores] Equity

Shares of Rs.10/- each; and 750,00,00,000 [Seven Hundred and Fifty Crores] Preference Shares of
Rs. 100 each Paid Up Share Capital - Rs.5,000/- crores of Equity Shares and Rs.7,500/- crores of
Preference Share Capital.

Objectives of the Company

As set out in the objects clause of the Company’ Memorandum of Association

PROFILE OF THE COMPANY’S BUSINESS

A. GLIMPSES OF MAIN SERVICES OFFERED

1. BASIC AND LIMITED MOBILE TELEPHONE SERVICES

BSNL is the leading service provider in the country in the Basic Telephone Services. As of now
more than 35 million Direct Exchange Lines & more than 2.2.Million telephones in the Limited
Mobile telephone Services are existing. BSNL has provides a number of attractive tariff packages
& Plans which shall further strengthen its subscriber base.

2. CELLULAR MOBILE TELEPHONE SERVICES

BSNL’s GSM Technology based Cellular Network reached a long way, covering 20,836
cities/towns with a subscriber base of over 4.67 Crores as on 31st March 2009 out of which 4.31
crores cellular telephone are in pre-paid segment

2. INTERNET SERVICES

BSNL offers Dialup Internet services to the customers by Post-paid service with the brand name
‘Net one’, and pre-paid service with the brand name ‘Sancharnet’. The post-paid service is a CLI
based access service, currently operational in 100 cities. Sancharnet is available on local call basis
throughout India to ISDN and PSTN subscribers. The Internet Dhaba scheme of the Company
aims to further promote Internet usage in rural and semi urban areas To keep pace with the latest
and varied value added services to its customers, BSNL uses IP/MPLS based core to offer world
class IP VPN services. MPLS based VPNs is a very useful service for Corporate, as it reduces the
cost involved as well as the complexity in setting up VPNs for customers networking. As on
31.03.2005, your Company’s total Internet customer base was 17,98,089 and total Internet Dhabi
were 4143. A total of 708594 dial up Internet connections have been given during 2004-2005,
against a target of 7 lakhs. BSNL plans to give 1215980 more dial up connections during the year
2005-06. As on 31.1.2006, there were 2367404 internet subscribers working in BSNL net work
4. Intelligent Network

Intelligent Network Services is a service that incorporates several value added facilities,
thoroughly designed to save time and money, and enhance productivity. At present, your company
offers Free Phone (FPH),Premium Rate Service (PRM), India Telephone Card (ITC), Account
Card Calling (ACC), Virtual Private Network (VPN), Universal Access Number (UAN) and Tele
voting In-services. With the commissioning of five Provided throughout the country. Activation
of these new In platforms had increased the sale of ITC Cards taking the figure to Rs.265 crores
in2004-05 alone.
 3. BROADBAND SERVICES

BSNL has launched its broadband services under brand name “BSNL BROADBAND on 14-01-
05. This offers High Speed Internet Access with speed ranging from 256 Kbps to 8 Mbps. Ever
since its inception BSNL is Continuously expanding its broadband network in response to ever
Growing demand of broadband service throughout India Present customer base is 3.56 million,
with equipped capacity of 6.1 million. BSNL Broadband service is available in more than 3800
cities &83000 villages. The services provided are High Speed Internet Connectivity (up to 8
Mbps) Band width on

Demand (planned)

Virtual Private Network (VPN) service over broadband Dial VPN services to MPLS VPN
customers IPTV services (at present available in 66 cities Games on Demand Service Video
tutoring service VOIP Video Surveillance service Entertainment portal.

CUSTOMER CARE

BSNL, with its Endeavour for high customer satisfaction, has been paying great attention in this
area, by means of opening of more and more Employee’s Welfare Activities Commitment towards
the principles of corporate social responsibilities is Inbuilt within the corporate philosophy of
BSNL. A very wide range of welfare programmers’, with a focus on the employees’ welfare is
continuously implemented by the Staff Welfare Board of the Company. Assistance during natural
calamities

BSNL always remains awake of its responsibility as a corporate citizen. When the destructive
Tsunami waves struck the Indian shores, BSNL Company swung into action immediately for
providing relief to those Affected in the coastal areas. Communication networks at the Coastal
areas of Tamil Nadu, Kerala and the Andaman and Nicobar Islands –
SUB-SYSTEMS OF RECRUITMENT:-
The recruitment process consists of the following four sub-functions:-

 Finding out and developing the sources where the required number
and kind of employees will be available.

 Developing suitable techniques to attract the desirable candidates.

 Employing the techniques to attract candidates.

 Stimulating as many candidates as possible and asking them to apply

for jobs irrespective of the number of candidates require.

Management has to attract more candidates in order to increase the selection ratio so that the
most suitable candidate can be selected out of the total candidates available. Recruitment is
positive as it aims at increasing the number of applicants and selection is somewhat negative as it
selects the suitable candidates in which process; the unsuitable candidates are automatically
eliminated. Though, the function of recruitment seems to be easy, a number of factors make
performance of recruitment a complex one.

FACTORS AFFECTING RECRUITMENT:-

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS:-

 Recruiting policy

 Temporary and part-time employees

 Recruitment of local citizens

 Engagement of the company in HRP

 Company’s size

 Cost of recruitment

 Company’s growth and expansion

2) EXTERNAL FACTORS:-

 Supply and Demand factors

 Unemployment Rate
 Labor-market conditions

 Political and legal considerations

 Social factors

 Economic factors

 Technological factors

RECRUITMENT POLICY:-

Recruitment policy of any organization is derived from the personnel policy of the same
organization. In other words the former is a part of the latter. However, recruitment policy by
itself should take into consideration the government’s reservation policy, policy regarding sons
of soil, etc., personnel policies of other organizations regarding merit, internal sources, social
responsibility in absorbing minority sections, women, etc. Recruitment policy should commit
itself to the organization’s personnel policy like enriching the organization’s human resources or
servicing the community by absorbing the retrenched or laid-off employees or casual/temporary
employees or dependents of present/former employees, etc. The following factors should be
taken into consideration in formulating recruitment policy. They are:-

 Government policies
 Personnel policies of other competing organizations
 Organization’s personnel policies
 Recruitment sources

 Recruitment needs

 Recruitment cost

 Selection criteria and preference

IMPACT OF PERSONNEL POLICIES ON RECRUITMENT

POLICIES:-

Recruitment policies are mostly drawn from personnel policies of the organization. According to
Dale Yoder and Paul D. Standohar, general personnel policies provide a wide variety of
guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the

Management has to decide whether to centralize or decentralize the recruitment function.

CENTRALISED V/s DECENTRALISED RECRUITMENT:-

Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some organizations like the Indian
Railway resort to decentralized recruitment practices. Personnel department at the central office
performs all the functions of recruitment in case of centralized recruitment and personnel
departments at unit level/zonal level perform all the functions of recruitment concerning to the
jobs of the respective unit or zone.

MERITS OF CENTRALISED RECRUITMENT:-

•

Average cost of recruitment per candidate/unit should be relatively less due to economies
of scale.
•
It would have more expertise available to it.
•
It can ensure broad uniformity among human resources of various units/zones in respect
of education, skill, knowledge, talent, etc.
•
It would generally be above malpractices, abuse of powers, favoritism, bias, etc.
•
It would facilitate interchangeability of staff among various units/zones.
•

It enables the line managers of various units and zones to concentrate on their operational
activities by relieving them from the recruiting functions.
•
It enables the organization to have centralized selection procedure, promotional and
transfer procedure, etc.
•
It ensures the most effective and suitable placement to candidates.
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 Educational data

 Employment Experience

 Extra-curricular activities

 References and Recommendations

 Selection Testing

In this section let’ examine the selection test or the employment test that attempts to asses
intelligence, abilities, personality trait, performance simulation tests including work sampling
and the tests administered at assessment centers- followed by a discussion about the polygraph
test,

Graphology and integrity test .A test is a standardized, objective measure of a person’s

behavior,

Performance or attitude. It is standardized because the way the tests is carried out, the
environment in which the test is administered and the way the individual scores are calculated-
are uniformly applied. It is objective in that it tries to measure individual differences in a
scientific way giving very little room for individual bias and interpretation. Over the years
employment tests have not only gained importance but also a certain amount of inevitability in
employment decisions. Since they try to objectively determine how well an applicant meets the
job requirement, most companies do not hesitate to invest their time and money in selection
testing in a big way.

Some of the commonly used employment tests are:

 Intelligence tests

 Aptitude tests

 Personality tests

 Achievement tests

 Miscellaneous tests such as graphology, polygraphs and honesty tests.

.
 Selection Interview:

Interview is the oral examination of candidates for employment. This is the most essential step in
the selection process. In this step the interviewer matches the information obtained about the
candidates through various means to the job requirements and to the information obtained
through his own observations during the interview. Interview gives

the recruiter an
Opportunity –
•
To size up the candidate personally;
•
To ask question that are not covered in the tests;
•
To make judgments on candidates enthusiasm and intelligence;
•
To assess subjective aspects of the candidate – facial expressions,
Appearance, nervousness and so forth;
•
To give facts to the candidates regarding the company, its policies,
etc. and promote goodwill towards the company.

 EVALUATION:-

Evaluation is done on basis of answers and justification given by the applicant in the
interview.

 PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is often contingent upon the candidate being declared fit after
the physical examination.

 Medical examination:-
Certain jobs require physical qualities like clear vision, perfect hearing, unusual
stamina,
tolerance of hard working conditions, clear tone, etc. Medical examination
reveals whether or not a candidate possesses these qualities.
 Reference Checks:-

Once the interview and medical examination of the candidate is over, the personnel department will engage

in checking references. Candidates are required to give the names of 2 or 3 references in their application

forms. These references may be from the individuals who are familiar with the candidate’s academic

achievements or from the applicant’s previous employer, who is well versed with the applicant’s job

performance

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and sometimes from the co-workers. In case the reference check is from the previous employer, information in

the following areas may be obtained. They are job title, job description, period of employment, pay and

allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ

the candidate again, etc.Further, information regarding candidate’s regularity at work, character, progress, etc.

can be obtained. Often a telephone call is much quicker. The method of mail query provides detailed

information about the candidate’s performance, character and behavior. However, a personal visit is superior to

the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information

which can also be secured by observation. Reference checks are taken as a matter of routine and treated

casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch

useful and reliable information to the organization.

 Hiring decision:-
The line manager has to make the final decision now – whether to select or reject a candidate after soliciting

the required information through different techniques discussed earlier. The line manager has to take adequate

care in taking the final decision because of economic, behavioral

and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the

morale of the people and they suspect the selection procedure and the very basis of selection in a particular

organization. A true understanding between line managers and personnel managers should be established so as

to facilitate good selection decisions. After

taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful

candidates. The organization sends the appointment order to the successful candidates either immediately or

after sometime depending upon its time schedule.