PROJECT ON HUMAN RESOURCE PLANNING IN BSNL,RELIANCE INFOCOMM

Company profile:Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th Telecommunications Company providing comprehensive range of telecom services in largest Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, India: VoIP services, IN Services etc. Within a span of five years it has become one of the VSAT, public largestsector unit in India.

BSNL has installed Quality Telecom Network in the country and now focusing on expanding the improving it, network, introducing new telecom services with ICT applications in villages wining and customer's confidence. Today, it has about 47.3 million line basic capacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382 telephone exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 fixed Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs Rkm of villages. BSNL is the only service provider, making focused efforts and planned initiatives to bridge Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the the beat its to country reach with its wide network giving services in every nook & corner of country operates across India except Delhi & Mumbai. Whether it is inaccessible areas of and glacier and North-eastern region of the country. BSNL serves its customers with its Siachen bouquet of telecom wide services. BSNL is numero uno operator of India in all services in its license area. The company vide ranging & most transparent tariff schemes designed to suite every offers BSNL cellular service, CellOne, has more than 17.8 million cellular customers, garnering customer. percent of all mobile users as its subscribers. That means that almost every fourth mobile 24 in the user country has a BSNL connection. In basic services, BSNL is miles ahead of its rivals, 35.1 with million Basic Phone subscribers i.e. 85 per cent share of the subscriber base percent and 92 share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers access Internet through various modes viz. Dial-up, Leased Line, DIAS, Account who Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the Less country. BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure provides convergent services like voice, data and video through the same Backbone that Broadband Access Network. At present there are 0.6 million DataOne and customers. broadband The company has vast experience in Planning, Installation, network integration Maintenance of Switching & Transmission Networks and also has a world class ISO and certified Telecom Training 9000 Institute. Scaling new heights of success, the present turnover of BSNL is more than million (US Rs.351,820 $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26 for last billion) financial year. The infrastructure asset on telephone alone is worth about million (US Rs.630,000$ 14.37 billion). BSNL plans to expand its customer base from present 47 millions lines to 125 million lines December 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$ by million) 16.67 in the next three years. The turnover, nationwide coverage, reach, comprehensive range of telecom services and desire to excel has made BSNL the No. 1 Telecom Company of the India. Company H R Policy:* Company lay out * Selection &Recruitment * Motivation.

* Training. *Wage & Salary. *Performance appraisal

COMPANY LAY OUT-

SELECTION & RECURITMENT SOURCES OF RECRUITMENT *Externa l

External sources *Management consultant *Advertisemen t *Management institute *Recomendentaio n *Deputation personnel Selection process:*Job analysis *Initial screening *Application bank *Test *Intervie w *Reference check *Medical final and job offer MOTIVATION:The job of a manager in the workplace is to get things done through employees. To do the this manager should be able to motivate employees. But that's easier said than Motivation practice and theory are difficult subjects, touching on several done! disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is clearly understood and more often than not poorly practiced. To understand motivation not must one understand human nature itself. And there lies the problem! In B.S.N.Las we all know that its a government organization so they not give motivational package which an employee get in private organization .But without such package no motivation employee give their maximum to the organization .some motivational which B.S.N.L give there employee package is: Free telephone facility Promotio n Transfe r Time to time revision of pay scale entral government facility Quarter for leaving Good working environment

Employee Training
Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned that the organization will have their employees complete in order to increase their activities job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere

of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below. 1) Conduct Needs Assessment: A need is described as a "gap" between what is currently known and what will be needed now in the future. These gaps in knowledge could be between what an organization and expects and what actually does, how employees are performing on the job and how happen to the organization desires them to perform, and existing skills and desired skill level. In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization, where training is under what conditions the training will be needed and conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can rom job descriptions, task analyses, employee questionnaires and come interviews, evaluation, and observation of the performance workplace. * Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of analysis include employee questionnaires and interviews, performance this kind of evaluation, skill and knowledge testing and the observation of behaviour and results. 2) Implement Training Methods: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include: * Lecture: Lecture involves one-way communication, from instructor to learner - the learner is the passive in process. * On-the-job-training: This method involves such methods as apprenticeship and mentoring,employee is actively engaged in the type of work they will later be doing on their where the own. * Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced - the employee how fast they will learn and complete the steps and it is often completed determines more than group training. It can be delivered via a computer and can be costly to quickly prepare. * Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where analyze a problem outlined in a report and offer solutions; role playing where trainees simulatedacted out; and behavioural modelling where trainees observe proper work roles are behaviour and then role play it.Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of more technical definition is: the extent to which the knowledge, skills or Training. A attitudesin the training will be used or applied on the job. There are ways to increase learned the

probability of what employees are being trained will really relate to their actual job behaviour. To maximize the similarity between the training situation and the job do this, one can situation, variety of examples when teaching skills and reward trained behaviours and ideas provide a on the job. 3) Training Evaluation: Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviours, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company.results can be measured in "hard" data and "soft" data. Hard data are Business measures of quality, material costs, absenteeism and turnover and customer satisfaction. productivity, Soft is items such as job satisfaction, teamwork, and organizational commitment on the data part of the employees.

Performance appraisal

Performance appraisal:- performance appraisal doesnt play a great role reason behind that IN the BSNL government organization but its a important part of organization. In BSNL its a employee has a service book which is written by his senior if employer not do his every well duty then his senior mark in his service record book which create problem for promotion gating etc. 1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters. 2.CAudit objectives:3.CThe manpower planning done by the Company was adequate to meet its 4.C Objectives. 5.C2. The Company ensured optimum deployment of manpower; 6.C3. The Company introduced new recruitment policies and practices and 7.C Whether they were adequate; 8.C4. Well defined, fair and transparent career progression policies and practices 9.C Were in place; 10.5. Well defined, fair and transparent transfer policies and practices were in 11. Place; 12.6. An effective performance management system was in place; 13.7. The training imparted by the Company was effective; 14.8. Clearly defined and effective conduct and disciplinary rules were in place;

15.9. Incentive and welfare policies and practices were effective. 16. 10. An adequate exit policy had been formulated and implemented by the 17. Company 18.But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees . 19.There were many personnel in different part of organisation who were idle and required to be deployed to be utilised effectively. 20.ITI also keep record of it employee in form of annual confidential report (ACR) which is used to compare with the target set for them by the company. 21.The company also follow open review system for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent .

WAGE & SALARY Wages and Salary :In private organisationemployee generally get Administration employee of public organisationbut the difference comes in benefits much more than that an that employee receives. Despite of huge profit, good public image, best among PSU it public paysto its employee than other less PSU. If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and rate of that wage industry. After pay revision some hard step where taken like, Minimum wage rate was fixed for its employee. 22.Different wage rate for executive and non executive employee. 23.Employee s was retained to a great extent. 24.Annual incremental were fixed to 5%.

25.There was increment in DA and

A(city compensation allowance).

About Reliance infocomm:The Late Dhirubhai Ambani dreamt of a digital India an India where the common man wouldaccess to affordable means of information and communication. Dhirubhai, who have single- built Indias largest private sector company virtually from scratch, had stated as handedly early as 1999: Make the tools of information and communication available to people at an affordable will overcome the handicaps of illiteracy and lack of mobility. It was with this cost. They belief that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 mind in route kilometres of a pan-India fibre optic backbone. This backbone was commissioned on 28 December 2002, the auspicious occasion of Dhirubhais 70th birthday, though sadly after his unexpected demise on 6 July 2002. Reliance Communications has a reliable, highcapacity, (both wireless and wireline) and convergent (voice, data and video) digital integrated network. It of delivering a range of services spanning the entire infocomm (information is capable and communication) value chain, including infrastructure and services for enterprises as well as individuals, applications, and consulting. Today, Reliance Communications is revolutionising the India communicates and networks, truly bringing about a new way of way life. Vision: India leading integrated telecom company Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock Exchange, it is Indias leading integrated telecommunication company 60 million customers. Our business encompasses a complete range of with over telecom services covering mobile and fixed line telephony. It includes broadband, national and international long distance services and data services along with an exhaustive range of value- services and applications. Our constant endeavor is to achieve customer delight added by enhancing the productivity of the enterprises and individuals we serve. Reliance Mobile Reliance India Mobile), launched on 28 December 2002, coinciding with the (formerly joyous of the late Dhirubhai Ambanis 70th birthday, was among the initial occasion initiatives Communications. It marked the auspicious beginning of Dhirubhais dream of Reliance of ushering revolution in India. Today, we can proudly claim that we were in a digital instrumental in true power of information and communication, by bestowing it in the hands of harnessing the the common man at affordable rates. We endeavor to further extend our efforts beyond the traditional value chain by developing and deploying complete telecom solutions Board of director:Shri Anil D. Ambani Chairman

Prof. J Ramachandran Shri S.P. Talwar Shri Deepak Shourie Shri A.K.Purwar Reliance H.R.policy Recruitment & Selection Trainin g Performance appraisal Motivatio n Wage and salary

RECURITMENT & SELECTION:-

External Environment Internal Environment Human Resource Planning

Alternatives to Recruitment

Recruitment

Internal Sources

External Sources

Internal Methods

External Methods

Recruited Individuals

Sucessful human resource planning should identifyour human resource needs.Once we know needs ,we willwant to do something about meeting them.Recuritment is the these discovering of potential applicants for actual or anticipated organizational vacancies. ertain influence constraint manager in determining recruiting sources:*Image of the organization *Attractiveness of the job *Internal policies *Union requirement *Recruiting budgets Sources of recruiting employee in Reliance infocomm:Internal sources External sources

Internal sources *Promotion *Transfer *Retired manager from long * Recall leave *Internal advertisement External sources *Management consultant *Advertisemen t *Management institute *Recomendentaio n *Deputation personnel Selectio n Selection is defined as the process of differentiating between applicants in order to identify (and those with a greater likelihood of success in a hire) job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate and competency to do the qualification job. The difference between recruitment and selection Recruitment is identifying n encouraging prospective employees to apply for a job. AndSelection is selecting the right candidate from the pool of applicants. ROLE OF SELECTION Selection is crucial for the organizations effectiveness for 2 reasons: 1) Work performance: Performance of the organization is very important to the success of the company. So the organization always employs people who are well qualified and competent. 2) Cost incurred: cost incurred while selection process also plays an important role. This can be explained with an example: Pepsi went on a crash recruitment drive. Six people from the company took over Oberoi center for six days. 3000 people who had responded to the advertisements business earlier were scanned: people were asked to respond within 100hrs by fax. People selected issued for interview were flown into the the city. This eg just shows how expensive selection can be. Hence cost incurred is very important for success of the selection the process.

STAIRCASE TO SELECTION
9 8 7 6 5 2 3
Applica -tion Blank

4
InterView 1 Refe -rence Check

Inter Medical -view 2 Check

Job Offer

Initial Screen Job Analysis -ing

Tests

Training Meaning of training (what is training?): Training plays an important role in human resource development. It is necessary and useful in of all categories of operative employees, supervisory staff and managers. the case Training raises their skills and creates confidence and ability to perform the job efficiently. It also facilitates self development and career development of employees. The main purposeis to develop the human resources present within the employees. In brief, training is training of the watchword of present dynamic business world. Training is necessary due to technological changes rapidly taking place in the industrial field. Industrial training is for a short period but has coverage. wide It relates to Knowledge, information, technical skills, social skills, administrative skills and finally building. Training is for developing overall personality of an employee. Training attitude is the responsibility of the management as it is basically for raising the efficiency and productivity of employees. Expenditure on training is an investment for manpower development and gives rich dividend to employees and organisation in the long run. Need for training: (in RELIANCE) The need for training of employees is universally accepted and practical training in the form of information, instructions and guidance is given to all categories of employees. It is a must for raising efficiency of employees. Training is necessary in present competitive and ever changing world. The following points (reasons) justify the need for industrial training: Training is needed as a good supplement to school/college education. Training at the industry level is practical and is needed for creating confidence among employees. also It is needed for personal growth and development of employees.

Training is needed due to continuous changes in the field of science and technology. work as per new methods or can use new machines only when Workers can practical suitable training is given to them. Training is the only method by which the and skills of knowledge workers are updated.is needed in order to introduce modern methods or for the Training introduction of and computer technology in the industrial rationalization units. Training is needed for raising the efficiency and productivity of industrial employees. for improving the quality of production and also for avoiding accidents It is needed and wastages of all kinds in the industrial units. Training is needed for personal safety of employees and also for avoiding damage toand property of the machines company. needed as it creates highly skilled manpower in an organization. Such Training is skilled manpower is the real asset of an industrial unit. Training is needed for preventing manpower obsolescence, for improving health and of workers, for improving organizational climate and finally for meeting safety personnel needs of the future organization.

PERFORMANCE APPRAISAL In simple terms, performance appraisal may be understood as the assessment of an individuals in a systematic way, the performance being measured against such factors as performance job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, co-operation, judgment, versatility, health and the alike. Assessment should dependability, notcondensed to past performance alone. Potentials of the employee for future be performance assessed. must also be A formal definition of performance appraisal is: It is the systematic evaluations of the individual with respect to his her performance on the job his or her potential for and development. A more comprehensive definition is: Performance appraisal is a formal, structured system of measuring and evaluating an employees job related behaviours and outcomes to discover how and why the employeeperforming on the job and how the employee can perform more effectively in presently is the so that the employee, organization and society all future benefit. The second definition includes employees behaviour as part of the assessment. Behavior can be active or passive- do something or do nothing. Either way, behavior affects job results. The terms used for performance appraisal are: Performance rating, employee other assessment, employee performance review, personnel appraisal, performance evaluation, employee and (perhaps the oldest of the terms used) merit rating. In a formal sense, evaluation employee is an old as the concept of management, and in an informal sense, it is probably assessment as as mankind. Nor performance appraisal is done in old isolation. Objectives of Performance Appraisal: Data relating to performance assessment of employees are recorded, stored, and used for several purposes. The main purposes of employee assessment are: 1. To effect promotions based on competence and performance 2. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. 3. To assess the training and development needs of employees. 4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales have been fixed. not

5. To let the employees know where they stand insofar as their performance is concerned assist them with constructive criticism and guidance for the purpose of and to their development. 6. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal concerns. This can also have the effect of increasing the trust between goals and the and the rater rate. 7. Finally, performance appraisal can be used to determine whether HR programmers such selection, training, and transfers have been effective or as not. 8. Broadly, performance appraisal serves four objectives- I) development uses, ii) administrative uses/decisions, iii) Organizational maintenance/objectives, andC iv) documentation purposes.

MOTIVATION Motivation play a great role in the development on an employee in RELIANCE BSNL .Reliance give both financial as well as non financial motivator to there compare to type of motivational tool given in reliance info employee .what comm.? Annual salary revision. Promotio n Job enrichment Delegation & authority Telephone facility Bonus Quarte r Reliance share etc WAGE & SALARY Reliance Infocomm CTC Policy Components Limit (Rs. Limits Office p.a.) wear allowance All levels Medical Rs.15000/- all Rs.30000/Fuel & levels Maintenance For all levels a . up to 1000 cc : b. above 1000 cc : Rs.111000/Persons choosing the above will not be able to choose Conveyance Rs.150000/Food coupons Rs.15600/- for all Allowance Gift vouchers Rs.5000/- for all levels LTA 2 months Basic pay for all levels levels