HISTORY Sunil BhartiMittal founded the Bharti Group.

In 1983, Sunil Mittal was into an agreement with Germany's Siemens to manufacture the company's push-button telephone models for the Indian market. In 1986, Sunil BhartiMittal incorporated Bharti Telecom Limited (BTL) and his company became the first in India to offer push-button telephones, establishing the basis of Bharti Enterprises. This firstmover advantage allowed Sunil Mittal to expand his manufacturing capacity elsewhere in the telecommunications market. By the early 1990s, Sunil Mittal had also launched the country's first fax machines and its first cordless telephones. In 1992, Sunil Mittal won a bid to build a cellular phone network in Delhi. Bharti Enterprises went public in 2002, and the company was listed on Bombay Stock Exchange and National Stock Exchange of India. In 2003, the cellular phone operations were rebranded under the single Airtel brand. In 2004, Bharti acquired control of Hexacom and entered Rajasthan. In 2005, Bharti extended its network to Andaman and Nicobar.'2009, Airtel launched its first international mobile network in Sri Lanka. In 2010, Airtel began operating in Bangladesh. Today, Airtel is the largest cellular service provider in India and fifth largest in the world.

Bharatiairtel is one of Indias leasing private sector providers for telecommunication services based on an aggregate of 66,689,943 customers Approx 64,370,434 GSM mobile subscribers. Approx 2,319,509 BhartiTelemedia subscribers.

COMPANY PROFILE

Airtelcomes to you from Bharti Cellular Limited - a part of integrated telecom conglomerate, Bharti Enterprises.

the biggest private

Bharti provides a range of telecom services, which include Cellular, Basic, Internet and recently introduced National Long Distance. Bharti also manufactures and exports telephone terminals and cordless phones. Apart from being the largest manufacturer of telephone instruments in India, it is also the first company to export its products to the USA. Bharti is the leading cellular service provider, with a footprint in 15 states covering all four metros and more than 7 million satisfied customers.

VISION:

To make mobile communications a way of life and be the customers' first choice. MISSION: We will meet the mobile communication needs of our customers through: Error-free service delivery Innovative products and services Cost efficiency Unified Messaging Solutions CORE VALUE: We will delight our customer with our simplicity, speed & innovation. We will honours our commitment. We will follow the highest standard of professional integrity & behaviour. We will respect individual, build winning teams and lead by example. We will create a fun filled and friendly workplace.

HRM DEPARTMENT:

HR Mission Statement

To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of ones ability.

Airtel will achieve this by:

y Inspiring and motivating its people. y Developing its people to strive for higher standards. y Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed. y Attracting and recruiting the best talent

Airtel has a very defined and well structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of AirtelGSM Company. Humans are the basic tool for having competitive edge in the market for most of the organizations and Airtel is one of these. Airtel has one of the best HR systems in India that gives it an edge over its competitors. HR DEPARTMENT SECTIONS:

HR department of Airtel has three sections.

 Employee services o o o o o Payroll information Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation

 OD and Effectiveness o o o o o Training plan Talent management Performance management Employees retentation Orientation employee communication  Staffing and compensation o Staffing plan and HR budgeting o Management trainee and internship program o Interviewing and selection o Headhunters o Compensation, benefits and incentive HR Strategies:

Human resource department is putting its efforts towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. At AIRTEL the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent.

HR strategy refers to the specific human resource management course of actions that a company pursues to achieve its objectives.

But how these strategies/policies/practices are formulated and implemented at Airtel. There is a whole process behind this.

The top team continues to play its role in providing the guidance and support to people at all levels. The HR (peoples) function ensures that it leads the transformational change by nurturing a climate, which would help in converting the huge potential at disposal of the company into world-class performance.

The active and effective role played by HR in people development at different levels organizational, departmental and individual is considered in AIRTEL to be one of the most critical factors leading to the development of a winning corporate culture. The effort continues to be directed towards developing the skills of the shop floor employees, improving competencies of Business Support Officers (BSOs), and enhancing the leadership qualities of managers.

Like most big organizations, the development of HR Strategies is also done in accordance with companys mission. First, Strategic planners analyze what actually is the prevalent culture of the organization, what are the strengths, weaknesses, opportunities, threats (SWOT analysis) of business and its market, and on the basis of all the above analysis, companys strategic plan is established. In the end HR strategies are formulated in accordance with this overall business/companies strategic plans. Based on these HR strategies, HR policies and practices are also formed and implemented. Any abrupt change in the market requires the organization to follow this analysis in order to be successful. That why organizations continuously keeps on updating their strategies and policies.

Whole system for development of HR strategies/policies/practices is as below

Mobilinks Competitive Environment Economic, Political, Demographic, Competitive and Technological Trends

Companys Strategic Situation

Companys Strategic Plan

Companys Internal Strengths and Weaknesses

Organizational Performance

Companys HR strategies

Formulation of HR policies

Formulation of HR practices

HR Practices at Airtel:

These are few of the HR practices that I have learned from my resource person.

          

Planning Recruitment Selection Training & Development Compensation Performance Appraisal System Occupational Health and Safety measures Career Planning and Development Research and Development Reward Management Employee Relations

Planning:

After the emergence of new telecom companies, market has become much more competitive and employees are less loyal to the company. Whenever they get any opportunity better than the existing job, they just opt for that. Which is there right, however Airtel is aware of this fact and thats why they do not have any formal strategy for succession planning. They do consider the people from inside but proper succession planning is not practiced in Airtel these days. When they entered into the market they used to have strategy regarding this matter.

But now due to market trends they have transformed there new strategies. According to the management its not useful to invest a lot in the employee at a larger extent. They do develop employees for there career planning but no formal succession planning is practiced. Recruitment and Selection:

In AIRTEL, the activity to fill a vacancy or a new job starts with the requirement communicated by the respective managers to the HR department. The HR department then looks for the possibilities of internal and external recruitment.  Internal Recruitment: In AIRTEL, internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. At the manager and director level, the internal recruitment process is mostly carried out but when managerial position is vacant and a suitable person is not available for the desired post from with in the organization then external recruitment is carried out.  External Recruitment: For external recruitment in AIRTEL, the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the position of Management, Business Support Officers and Workers. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The requisition form along with the role profile is sent by the line manager to the functional director for his approval and then forwarded to HR Manager. The HR manager confirms the availability of budgets required for establishment, salaries and cost of advertisement for the job. After all this, the requisition form along with the job profile and the budget forecast is sent to the HR Director for his final approval. After approval from the HR director the HR manager and the line manager work hand in hand to prepare job and person specifications for advertising or giving to the headhunters.

The sources that AIRTEL uses to attract applicants are: y Inviting applications through advertisement y Recommendations from the head hunters

y Applications obtained from the data bank of AIRTEL where direct applications are received from time to time. After a substantial amount of applications have been received, the line and the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving different weightage to the following criteria: y y y y y y y Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience

The HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue for the preliminary interview is advised and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross-functional assessors In the case of management selection: y y y y y y Communication skills Resource management Rational decision making Influencing Creative thinking Business development

The HR department is responsible for overall administration of the assessment centre including training of the assessors. . The HR department provides details of remuneration package and terms and conditions of service. The HR department also prepares appointment letter, service agreement and finalizes other documentation for service record.

Measures to improve competences and employee Skills:

In order to make its human resource productive and efficient, Airtel aggressively work in developing its human resource capital through international and local trainings as well as structured employee well-being programs, making it one of the most sought after companies to work for in India. Airtel conducts several training program in order to improve the competencies and skills of employees.

 Orientation: Airtel has a very well organized and well established HR department that practices all the HR strategies which are beneficial for the organization. As other departments are well established and operational for their matters, HR department is empowered to develop and plan what so ever is required for the company.

Orientation and induction is required for employee familiarization with the organization and Airtel is well aware of this fact. Affiliation with organization is only possible if the employees are informed about each and everything. When the employee is hired he gets proper orientation and that orientation may exceed to few months until he get the feeling of affiliation and get to know the organization well.

 Training: Training is a planned effort by a company to facilitate employees learning of jobrelated competencies. These competencies include knowledge, skills or behaviors that are critical for the successful job performance.

At AIRTEL, there is a continuous assessment of the technical and managerial skills. For the further enhancement of these skills formal training programmes

offered at all levels. The employees are provided with opportunities to put these skills into practice, in preparation for the move to a managerial role.

Training is viewed at AIRTEL as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills.

The employee are trained periodically either locally or abroad according to preplanned schedules. The objective of such training is to upgrade the capabilities of employees. If an employee attends an overseas training then he/she has to serve the company for a certain period after the date of completion of training subject to the cost and duration of training itself. In case an employee leaves the company during this period he/she will have to pay the amount specified at that point in time.

Training Methods

y On Job Training y Special Training Sessions y Team Building y Problem Based y Refresher Courses Types of Training in Airtel: On a general basis the training done in Airtel can be divided into two categories:

 Soft skill training Technical Training Soft Skill Training: Helping your employees develop a stronger base of knowledge on topics that affect their personal lives can make them more productive and less distracted in their jobs. Soft skill development courses in areas like personal finance and childcare can help your team better manage the most important areas in their personal lives. This may include the following things for e.g. Conflict management training People management training Communication skills Anger management Time management training Teamwork training etc

Technical Training: This type of training has direct effect on the job of the employee. Specific skills are focused and developed accordingly. The engineering trainings of Airtel are also included with this along with

 Customer Services training Sales related training Marketing and technology training etc. All these types of training are done to enhance the employees job skills at the level he is at. Training programs leads to:

y Leadership y Influencing y Creative Problem Solving

Performance Appraisal:

Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance. A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.

Objectives of Performance Appraisals

y To measure the work performance y To motivate and assist employees in improving their performance y And achieving there professional goals y To identify employees with high potentials for advancements y To identify employees training and development needs y To provide a solid path for career planning for each individual

Appraisal Policy:

The intent of these appraisals is to review current job performance and responsibilities, set goals and discuss further opportunities with reference to past performance at Airtel.

Performance Review:

At AIRTEL a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over the past 12 months. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.

Appraisal categories

Appraisal category

% Of total numbers of employees which Definition of category can be rated in this category Indicates exceptional performance Indicate performance that consistently meets the requirements of the position, very good indicates the individual is on track for advancements 15%

1.expert 2.very Good

10%

3. Good

8% Indicated performance that requires improvement

(i.e. meet requirements without initiative or advancement) 4. Basic Performance to be improved (hardly meets requirements) 5%

Sources of Performance Appraisal: At AIRTEL the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.

CAREER PLANNING & DEVELOPMENT:

Airtel faces much competition in the telecom industry so now they are focusing on career Management of their employees in which they enable the employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm. Career planning is the deliberate process through which someone becomes aware of personal skills, interests knowledge, motivation, and other characteristics; acquires information about other opportunities and choices; identifies career related goals and establishes action plans to attain specific goals. Career development is the lifelong series of activities (such as workshops) that contributes to a persons career exploration, establishment, and success ad fulfillment.

Airtel gives promotion to their employees on the performance basis. The Airtel HR department develops the employees career development plans in which the HR department predicts the next logical step for their employees within five years.

Importance of Career planning in todays competitive world is as important as any other HR function. Retaining your valuable Human resource today is one of the biggest challenges that organizations are facing. So, HR needs to come up with new strategies. Career planning and development is one of the basic tool and strategy organizations are using for retaining their employees. This function actually makes employees feel that they are important to the organization and Airtel wants them to be at the top in their careers.

However, at Airtel this function is not fully performed or we should say this function is not performed satisfactorily. There are some policies on these but those are not recognized that well. One point of policy is found along with the compensation other with the recruitment. There should have been separate head for these policies.

As far as the practices are concerned, all the employees were reluctant to talk about this . However, what we analyzed is that career development is practiced but not that openly. Specially, in case if some employee is considering of joining the competitors firm. If such is a case then organization has discipline policies for that even.

Promotion Policies

The new company structure is in five layers, comprising associates, specialists, managers, directors and chief officers------in that order starting from the bottom and working towards the top rung of the ladder.

Until approved otherwise, it would be mandatory for the employees to spend the following maximum period at each level before a promotion to the next level depending upon availability of a slot:

Associate

3-4 years

Specialist Manager Director Chiefs

3-4 years 2-3 years According to the president decision According to the president decision

However, employees who may not get a chance of promotion due to the non availability of an existing slot, will be compensated by being moved over with in the new salary range specified by the company

Reward System:

AIRTEL considers its employees not just as a cost but also as a resource in which the company has invested from which it expects valuable returns. Pay policies and programs are one of the most important human resource tools for encouraging desired employee behaviors. The advantage of paying above the market average is the ability to attract and retain the top talent available, which can translate into highly effective and productive work force.

The incentive schemes and incentive objective have been clearly communicated to all individuals and weekly progress report is also communicated to all concerned.

Compensation and benefit plans:

Airtel has a separate department for compensation. That department deals in staffing and compensation planning. First of all this department has all the

information regarding who is being employed and how it is performing. What so ever promises are made to the employees, they know that. So its easy for them to design compensation plans because they know every employee which is being hired.

Compensation and benefit plans are particularly based on performance. If performance is up to the standards of Airtel and the employee has good conducts he is rewarded. After performance evaluation, results are rechecked and matched with the standards. Based on that, proper compensation plans are designed.

Salary policy The company will pay salaries of the employees as fallows o All new employees have to open bank accounts in specified banks prescribed by the company so that their salary will be credited at the end of each month. o After opening account with the bank employees should forward his account number to HR. o Upon termination of services the employee will receive his salary within 15 days up to the time of date of his last working day. o Upon resignation the employee will be paid his dues during a maximum period of 15 days from the date he left the job.

Promotions

Promotions are also reward management technique to motivate employees. In AIRTEL promotions are based on the merit and seniority (experience) basis. The

one who performs well consistently over time gets reward in the form of promotion.

Bonuses The employee may receive 1 to 3 month bonus subject to evaluation of accomplished objectives. In Airtel the reward system is based on the individual performance and individual employee performance is judged for the reward. The manager of respective departments recommends a candidate from his section for the reward purpose to HR. Reward Categories at Airtel

Intrinsic and Extrinsic rewards include:

 Smart/Quality work  Exceptional performance in a project  Targets achievements  Special assignments              Medical care Life insurance Vacations Relocation Credit advance policy provident policy/advance against provident fund and a capping of gratuity Recreation Club Policy Travel Education assistance policy Mobile phone Business mobile phone policy Official Blackberry Policy Life insurance Medical entitlement

Health & Safety Policies

The safety of employees is everyones responsibility. Accidents, precaution and efficient work go hand in hand. All levels of employees have a primary

responsibility for the safety and well being of all of us.

Therefore, interest in practicing safety prevention must be encouraged by:

a) Setting good examples. b) Acting upon safety records. c) Reviewing safety programs. d) Holding personal interviews or group conferences. e) Starting activities that will stimulate and maintain employees interests.

No phase of operation of administration is of greater importance than accident prevention. It is the policy of the Company to provide and maintain safe and healthy working conditions and to follow operating practices that safeguard all employees and result in safe working conditions and efficient operations. Proper First Aid Kit will be available at all Airtel Offices including remote locations. There is no need for such measures at Airtel as maximum jobs do not expose you to the health hazards and are not such that require safety measures. However, there is a tendency of being safe in every human and that shows when you visit some Airtel officer to meet someone of a high designation level. You need to fulfill various safety measures.

Employee Relations: It is the company policy to ensure that the required standards of performance and conduct are maintained. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. It does not form part of the contract of employment or otherwise have contractual effect.

Discipline Procedure:

y Warning may be addressed to the employees verbally and in written through their immediate supervisor. The warning shall refer to the contraventions committed by the employee and will serve to remind the employees the he/she abide by the company rules and regulations in performing his/her work, and that this contravention should not be repeated in future. y A written letter may be addressed to the employee describing the contravention committed. The employee will also be notified that a higher penalty may be inflicted on him in the contravention is repeated in future. The warning letter may be registered in the employees personal file. The respective supervisor and HOD can recommend issuance of written warning. The HR department will issue it after approval of VP HR. y Deduction from the salary will be an amount of employee salary depending on the type offence and decision taken accordingly.

y The employee may be suspended from performing his or her duties for a period of time as conveyed in written. y Unauthorized absence of more then two times in Six month can result in termination of employment. y An employee who is absent from the job with out satisfactory explanation is considered to be an unauthorized unpaid absence. y Discrimination, intimidation and harassment based on sex, race, religion, age, color, disability, sexual orientation and cultural background is prohibited at the workplace.

The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. All warnings will remain upon the employee's personal file indefinitely, but will normally be disregarded for disciplinary purposes after the following periods: y Stage 1 - Verbal warning: y Stage 2 - Written warning: 03 months 06 months

y Stage 3 - Final written warning: 12 months y Stage 4 - Dismissal These time periods may however be extended in appropriate circumstances taking into account the nature of the offence. The time period will commence from the date of the letter/memorandum confirming the warning, even though any specified time for improvement has expired.

Penalties: Employees services may be terminated in following cases: Insubordination Dishonesty Falsification of any official company records will subject to the termination without prior notice. Violation of Safety Rule Violence Causing a disturbance on company property resulting from fighting. Profanity or Indecent Conduct The use of profane language or engaging in immoral conduct. Intoxication Coming to work under the influence of drugs or bringing drugs into the facility. Willful Damage to Property

Motivation: As we know AIRTEL is highly aware of how to motivate its employees in the best way. This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a well-devised system that AIRTEL follows for the purpose of motivation. It includes both financial and non-financial rewards along with the major Motivators and Dissatisfies.

The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. AIRTEL has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and

profit sharing plan, Annual bonus opportunities, company cars etc. other ways in which employees are motivated are:

y Employees are safe in knowing that they will be rewarded for any exceptional work. This reward is not only monetary. The employee being given recognition and greater empowerment accompanies it. y Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why AIRTEL offices are considered to be the most well decorated and organized. y As we know AIRTEL has a desire to promote the high achievers from with in the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees of AIRTEL.

Motivational factors: Airtel is a leading telecom company and all the employees working there feel pride in affiliating them with the organization. Its the biggest intangible motivational factor. Affiliating with organization, employees are self motivated to work and loyalty comes from within. However they have other factors too. They believe in praising the good work done by employees and reward them on that. Reward may be tangible or intangible. They also arrange parties in which star performers are highlighted. Also they have informal meetings after performance evaluation and supervisors, subordinates, colleagues talk about there success and are motivated through intrinsic factors. Delegation of authority and empowerment re the tools which they use to motivate employees and that is how they keep up the good work.

Effective Performance Management

Performance management is one of the most important parts of a Supervisors or team leaders job. Developing skills in performance Management is wise investments that will help Airtel achieve its Goals.

Managing employee performance includes:

y y y y y

Planning work and setting expectations Monitoring and measuring performance Developing the capacity to perform Periodically rating performance in a summary fashion Recognizing and rewarding good performance

Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable Patterns of skills, knowledge, abilities, behaviors and other Characteristics that an individual needs to perform work roles or Occupational functions successfully. Performance management Competencies that all supervisors (and team leaders) at Airtel Should develop and demonstrate include:

Communication

Establishing and maintaining effective communications with each Employee not only requires good oral and written communications Skills, but it also

includes the ability to establish good working Relationships. To communicate effectively with employees, Supervisors must establish an environment that promotes an open Door atmosphere, the sharing of ideas, and employee involvement in decision making processes.

Setting Goals

Setting long and short-term goals with employees gives focus to Employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired. Knowing how to set goals effectively is an important part of Performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets.

Measuring Employee Performance

Credible measures of performance that employees understand and accept are critical for achieving high level performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance.

Giving Feed Back

Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they observe as close to the event as possible.

Coaching & Developing

Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignment, job enrichment, self study or work details.