TATA

1. CHAPTER-1
INTRODUCTION AND BACKGROUND
1

2. EXECUTIVE SUMMARY
The corporate arena is witnessing rapid changes in workplace styles of
management and leadership, work processes and everything else related
to work. The degree of changes in the variable may vary from one
industry to industry or a corporate house to another but the management
is putting its efforts to understand, equip and act to emerge a winner out
of the situation. At the core of their efforts is the realisation that the
employee is their most valuable asset.
This project emphasizes to understand the recruitment process in the
telecom sector and to find a comparison with effectiveness in the
organisation. In this process, the numbers of variables which are directly
or indirectly affecting the recruitment process of a company were
identified out, followed by systematic collection of primary data from all
the levels of the employees working in the organisation.
The data was collected from all the
The HR and Employees of all telecom companies in Punjab circle
The variables identified to understand the effectiveness of recruitment
and selection process and measuring the effectiveness of the process and
how well it is implemented
The questionnaire was standardised using:-
Graphs
Hectographs
Pictographs
2

3. INTRODUCTION
Recruitment refers to the process of sourcing, screening, and selecting
people for a job or vacancy within an organization. Though individuals
can undertake individual components of the recruitment process, mid-
and large-size organizations generally retain professional recruiters
Purposes
• Determine present and future requirements of the firm in
conjunction of personnel-planning and job analysis activities.
• Increase the pool of job candidates at minimum cost.
• Increase success rate of the selection process by reducing the no. of
visibly under qualified or overqualified
• Reduce probabilility that job applicants, once recruited and
selected , will leave
• Meet organization’s legal and social obligation regarding
composition of its work force
• Begin identifying and preparing potential applicants who will be
eligible candidates.
• Increase organizational and individual effectiveness.
• Evaluate effectiveness of various sources and measures of
recruitment.
Traditional recruitment agency
Also known as employment agencies, recruitment agencies have
historically had a physical location. A candidate visits a local branch for a
short interview and an assessment before being taken onto the agency’s
books. Recruitment Consultants then endeavor to match their pool of
candidates to their clients' open positions. Suitable candidates are with
potential employers.
Remuneration for the agency's services usually takes one of two forms:
• A contingency fee paid by the company when a recommended
candidate accepts a job with the client company (typically
20%-30% of the candidate’s starting salary), which usually has
3

4. some form of guarantee, should the candidate fail to perform and is
terminated within a set period of time.
• An advance payment that serves as a retainer, also paid by the
company.
• In some states it may still be legal for an employment agency to
charge the candidate instead of the company, but in most states that
practice is now illegal, due to past unfair and deceptive practices.
Online recruitment websites
Such sites have two main features: job boards and a curriculum vitae
database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be included in searches
by member companies. Fees are charged for job postings and access to
search resumes.
In recent times the recruitment website has evolved to encompass end to
end recruitment. Websites capture candidate details and then pool them in
client accessed candidate management interfaces (also online). Key
players in this sector provide e-recruitment software and services to
organisations of all sizes and within numerous industry sectors, who want
to e-enable entirely or partly their recruitment process in order to improve
business performance. The online software provided by those who
specialise in online recruitment helps organisations attract, test, recruit,
employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that
are very actively looking for work and post their resumes online, but they
will not attract the "passive" candidates who might respond favorably to
an opportunity that is presented to them through other means. Also, some
candidates who are actively looking to change jobs are hesitant to put
their resumes on the job boards, for fear that their current companies, co-
workers, customers or others might see their resumes.
4

5. IMPORTANCE OF STUDY
I got the opportunity to undergo my summer training in a renowned
organization TATA TELESERVICES, Mohali (Punjab) to enhance
my skills in my respective area that is Human Resources.
The research study has increased my knowledge and skills in my
area of specialization. The survey has focused on Recruitment and
Selection process being followed in Telecom sector in the Punjab
circle.
The project has helped me increased my level of knowledge about
how the recruitment and selection process is being followed in the
telecom sector.
Therefore I got chance to interact with employees and HR of other
company and discussed the recruitment procedures and got the
questionnaire filled up from employees also and got idea and their
views regarding that.
So better ideas I came to know that which sources should be used
and what is the process of recruitment and selection they are using.
5

6. OBJECTIVE OF STUDY
The project report aims at comprehending the recruitment and
selection procedures being followed in various companies in the
Telecom sector in Punjab circle.
• To gain more clarity on recruitment and selection
procedure/process followed in telecom sector.
• To understand the various policies of recruitment and selection.
• To find out the ways of optimizing the recruitment cost.
• It also aims at finding ways to reduce the time involved in the
recruitment process.
• To increase the effectiveness of the recruitment process.
6

7. LIMITATIONS OF THE STUDY
The following limitations were faced during the study taken were :-
1. Respondents perceived the survey with suspicion, cynicism (doubt)
and indifference. They were discontented, as there were many such
surveys conducted in the past. Also they felt such process to be time
consuming and ineffective.
2. In such kind of a survey it is very difficult to get 100% correct opinion
and degree of bias may exist in the employee responses.
3. The other major limitation was of time and non availability of the
concerned persons at times.
4. The respondents would not have divulged all the information needed
because of some of its company policies.
5. Lastly, some amount of error exists in the data filling process because
of the following reasons:
- Influence of others
- Misunderstanding of the concept
- Hurried filling of the questionnaire
7

8. ABOUT TELECOM INDUSTRY
Telecom industry is more than 165 years old, beginning with the
commissioning of the first telegraph line between Kolkata and Diamond
Harbour in 1839. In 1948, India had 0.1 million telephone connections
with a telephone density of about 0.202 telephones per hundred
populations. As of June 2007, there were 225.21 million telephone
(including cellular mobile) connections in the country with a telephone
density of 19.86 telephones per hundred population. Out of total 225.21
million telephone connections, 185.13 million (nearly 82percent)
connections pertained to wireless and mobile phones.
The process of economic liberalization set into motion since 1991 has led
to an improved economic performance for the country as a whole with the
usual caveats on the distribution across regions and size classes. This
overall good performance is reflected in many sub sectors of the economy
and the telecommunications sector is no exception. The provision of
telecom and the internet infrastructure is an area where major success has
been achieved. In today’s most competitive world it has become
necessary to contact and provide right kind of information when and
where it is needed. To provide this information to each and every place
where it is required there are many sources which plays the key role as a
medium. These are the e-mail, telephone, internet etc. among them
teleservices are the most suitable and faster source of exchange of
information from one place to other place. There are many companies
which are dealing in telservices segment like: - Airtel, BSNL, TATA
indicom, spice, idea, connect etc. To provide better service at the most
suitable rates these companies are trying to bring a change in their
policies and plans according to consumer market through many ways.
Industry wide, India has seen a compounded annual growth rate of about
30% over the past eight years. The increase has come mainly from mobile
communications, where the corresponding compound average annual
growth rate is 106% per annum. With around 136 million subscribers at
present, it is adding about six million a month.
The telecom sector has been performing brilliantly with growth rates
surpassing those in China, making India the fastest growing telecom
market in the world. India is today adding over seven million subscribers
every month with the current subscriber base of over 250 million
8

9. Expected to cross the half billion mark by 2010.
For a more inclusive economic growth, it is critical to take telecom
services to the masses and more importantly to the rural areas. The
reduction in network roll out costs and even lower tariff is necessary for a
faster roll out of these services in rural areas. The sector continues to be
plagued by multifarious taxes, charges, fees and levies such as license
fee, spectrum charges, service tax, entry tax, octroi, stamp duty besides
the regular corporate income tax. This is stifling the growth and spread of
telecom services. It is estimated that taxes and levies account for more
than 40 percent of telecom revenues. The sector therefore continues to be
one of the highest taxed despite the fact that it offers the cheapest tariffs
in the world. It is important that the present structure of multiple levies is
rationalized to make the fiscal environment more conducive. The industry
is hence expecting rationalization /simplification of the tax provisions as
they apply to telecom services.
Evolution of telecom industry -Important Milestones
History of Indian Telecommunications
Year
• 1851 First operational land lines were laid by the government near
Calcutta (seat of British power)
• 1881 Telephone service introduced in India
• 1883 Merger with the postal system
• 1923 Formation of Indian Radio Telegraph Company (IRT)
• 1932 Merger of ETC and IRT into the Indian Radio and Cable
Communication Company (IRCC)
• 1947 Nationalization of all foreign telecommunication companies
to form the Posts, Telephone and Telegraph (PTT), a monopoly
run by the Government’s Ministry of Communications
• 1985 Department of Telecommunications (DOT) established, an
exclusive provider of domestic and long-distance service that
would be its own regulator (separate from the postal system)
9

10. • 1986 Conversion of DOT into two wholly government-owned
companies: the Videsh Sanchar Nigam Limited (VSNL) for
international telecommunications and Mahanagar Telephone
Nigam Limited (MTNL) for service in metropolitan areas.
• 1997 TELECOM Regulatory Authority of India created.
• 1999 Cellular Services are launched in India. New National
TELECOM Policy is adopted.
• 2000 DoT becomes a corporation, BSNL
10

11. TATA GROUP
Achievements of the Company
(Various Milestones Achieved by the company year wise)
Milestones Year Wise
1902
1865 The Indian Hotels Company is
Jamsetji Nusserwanji Tata starts a incorporated to set up the Taj
private trading firm, laying the Mahal Palace and Tower, India’s
foundation of the Tata Group. first luxury hotel.
11

12. 1912
1907 Tata Steel introduces eight-hour
The Tata Iron and Steel Company working days, well before such a
(now Tata Steel) is established to set system was implemented by law in
up India’s first iron and steel plant in much of the West.
Jamshedpur. The plant started
production in 1912.
1917 1932
The Tatas enter the consumer goods Tata Airlines, a division of Tata
industry, with the Tata Oil Mills sons, is established, opening up the
Company being established to make aviation sector in India.
soaps, detergent and cooking oils.
12

13. 1945 1954
Tata Engineering and Locomotive India’s major marketing,
Company (renamed Tata Motors in engineering and manufacturing
2003) is established to manufacture organization, Voltas, is established.
locomotive and engineering products.
1968
1962
Tata Consultancy Services (TCS),
Tata Finlay (now Tata Tea), one of
India’s first software services
the largest tea producers, is
company, is established as a division
established.
of Tata Sons.
13

14. 1984
1970
Tata McGraw-Hills Publishing Titan Industries- a joint venture
Company is created to publish between the Tata Group and the
educational and technical books. Tamil Nadu Industrial Development
Corporation (TIDCO) - is set up to
manufacture watches.
2001
2000
Tata AIG – a joint venture between
Tata Tea acquires the Tetley Group, the Tata Group and American
U.K. This is the first major International Group Inc (AIG) –
acquisition of an international brand marks the Tata.
by an Indian business group.
14

15. 2004
2002
The Tata Group acquires a Tata Motors launches City Rover-
controlling stake in VSNL, India’s Indicas fashioned for the European
leading international market. The first rolled out from the
telecommunications service provider. Tata Motors stable in Pune on
September 16, 2003.
2004
2005
Tata Motors acquires the heavy Tata Steel acquires Singapore based
vehicles unit of Daewoo Motors, steel company Nat Steel by
South Korea. subscribing to 100 percent equity of
its subsidiary, Nat Steel Asia.
2006
2007
Tata Credit Launched foundation
Declare to launch low price car it’s a
stone for the Tata Medical Centre
dream project. It will this year 2008.
unveiled in Kolkata.
15

16. CHAPTER- 2
COMPANY PROFILE
16

17. A Saga of Vision, Commitment and Fortitude
The Tata Group is unique in more ways than one. Established by Jamsetji
Tata in the second half of the 19th century, the Group has grown into one
of the biggest and most respected business organisations, thinks in no
small part to its entrepreneurial vision, its commitment to ideals that put
people before profits and its fortitude in the face of adversity. TATA is a
brand name and it is playing a key role in the growth of the industry. In
the beginning it was only in the vehicle segment like: - TATA Trucks,
TATA motors etc. But as the time changed it also came into teleservices
with the name of TATA Indicom especially in mobile segment. TATA
came into the teleservices segment in 1995. It was the first to launch
CDMA mobile service in India with the Andhra Pradesh circle. Starting
with the major acquisition of Hughes tele.com (India) Limited [now
renamed Tata Teleservices (Maharashtra) Limited] in December 2002 the
company swung into an expansion mode. With the total investment of Rs
19,924 Crore, Tata Teleservices has created a Pan India presence spread
across 20 circles that includes Andhra Pradesh, Chennai, Gujarat,
Karnataka, Delhi, Maharastra, Mumbai, Tamil Naidu, Orissa, Bihar,
Rajasthan, Punjab, Haryana, Himachal Pradesh, Uttar Pradesh (E), Uttar
Pradesh (W), Kerela, Kolkata, Madhya Pradesh and West Bengal. Having
pioneered the CDMA 3G1x technology platform in India, Tata
Teleservices has established a robust and reliable 3G ready telecom
infrastructure that ensures quality in its services. It has partenered with
Motorola, Ericsson, Lucent and ECI Telecom for the deployment of a
reliable, technologically advanced network. The company which heralded
convergence technologies in the Indian telecom sector is today the market
leader in the fixed wireless telephony market with a total customer base
of over 3.8 million. Tata Teleservices’ bouquet of telephony services
includes Mobile services, Wireless Desktop Phones, Public Booth
Telephony and Wire line services. Other services include value added
services like voice portal, roaming post-paid Internet services, 3-way
conferencing, group calling, Wi-Fi Internet, USB Modem, data cards,
calling card services and enterprise services.
Some of the other products launched by the company include prepaid
wireless desktop phones, public phone booths, new mobile handsets and
new voice & data services such as BREW games, Voice Portal, picture
messaging, polyphonic ring tones, interactive applications like news,
17

18. Cricket, astrology, etc. Tata Indicom redefined the existing prepaid
mobile market in India by unveiling their offering – Tata Indicom ‘Non
Stop Mobile’ which allows customers to receive free incoming calls. Tata
Teleservices today has India’s largest branded telecom retail chain and is
the first service provider in the country to offer an online channel
http://www.i-choose.in to offer post paid mobile connections in the
country. Tata Teleservices has a strong workforce of 6000. In addition,
TTSL has created more than 20,000 jobs, which will include 10,000
indirect jobs through outsourcing of its manpower needs.
Today, Tata Teleservices (Maharashtra) Limited serves over 15.9 million
customers (with 75% increase in FY 2007 over March 06-sub base)
covering over 3200 towns. With an ambitious rollout plan both within
existing circles and across new circles,
Tata Teleservices is targeting to achieve 100 million subscribers by 2011
offering world-class technology and user-friendly services in 20 circles.
Today it is dealing in various segments of teleservices like in mobile,
landline, Internet, Data card and other internet and intranet facility. It is
growing at a rapid speed in telecom sector and giving a healthy
competition to other companies which are in the same segment. It is more
popular in this sector because of its attractive schemes, plans and better
facility at a most suitable and competitive price. Its market share is
growing rapidly in telecom sector and it is dealing in tele sector very
smartly.
Tata Teleservices Limited (TTSL) represents Tata Group’s
telecom foray in India operates and offers telecom services under the
brand name of “Tata Indicom”. Tata Indicom emulates the same
“leadership with trust” phenomenon on behalf of the whole Tata Group.
18

19. o India’s Largest diversified business group best known
and most respected business house
o 93 operating companies in 7 business sectors:
Information systems and communications,
engineering, materials, services, energy, consumer
product and chemical.
o 32 publicly listed enterprises – among them standout
names such as Tata Steel, Tata Consultancy Services,
Tata Motors, Titan and Tata Tea
o Companies in 8 business sectors. ( Broadcasting is
latest entry consumer durable brand “Croma”
launched in October 2006)
o Market Cap of USD 41.8bn
o Revenues for FY 05 – USD 17.8bn - equivalent to
2.8% of India’s GDP.
o Largest employer in the private sector with 220,000
employees
o Operations in over 47 countries
o Products and Services exported to 140 countries one
fourth of the group revenues earned from outside India
including six continents
o 5 core values – Integrity, Understanding, Excellence,
Unity and Responsibility
19

20. Explosive growth in the telecom sector
o Subscriber base as in September 2007 is 377.43
million.
o Desktop PC sales expected to grow at 30%.
Notebooks growing 60%
o Only 50% Indian population is reached by existing
mobile service networks
o Telecom revenues expected to double
VSNL:-
The first telecom service provider in the world to get the
prestigious TL-9000 certification, is India’s leading provider of
international telecommunications and internet services, has a strong
national long-distance presence, and is also the leader in the corporate
data market. VSNL has well established relations with over 80 carriers
across the globe and an infrastructure base that include multiple
gateways, earth stations submarine systems.
The company is rapidly growing its retail and corporate presence under
the Tata Indicom brand, through products such as high-speed broadband
and calling cards. VSNL offers a host of other valued-added services,
including television and video up linking, program transmission, frame
relay and inmarsat.
VSNL is spearheading the international telecom foray of the Tata Group
and has established its presence in key international geographies such as
the US, the UK, Singapore and Hong Kong. The company has fully
owned subsidiary, VSNL Lanka that operates in Sri Lanka and it is a joint
venture partner in United Telecom, a wireless access provider in Nepal.
20

21. Additionally, VSNL has acquired Tyco Global Network’s submarine
cable systems, which cover three continents with over 60,000 km of
advanced optic fibre.
SIGNIFICANT INVESTMENTS- US $ 9.5
TTSL
VSNL
21

22. BRAND AMBASSADOR
Mrs. Kajol Devgan
ONE OF THE BIGGEST BOLLYWOOD STAR
VISION
“Trusted service to 100 million happy customers by 2011”.
MISSION
“To empower every Indian to connect with the world affordably”.
VALUES
- Fairness through meritocracy
22

23. - Trust based on accountability
- Tenacity for results
- Pioneering spirit
- Excellence in execution
- Leadership with humility
Introduction to TATA Indicom Products:-
TATA Indicom Walky:-
• TATA Indicom fixed wireless phone:
Tata Indicom is a pioneer in telephony through fixed wireless phones,
which are sold under the “Walky”, brand, and is the market leader in
the fixed wireless phone category in the Maharashtra circle. The
company is positioning Walky as a ‘quick connection’ and targeting
areas with low fixed line penetration. They have started offering
PCO’s connectivity through the phones and planes to approach small
and medium enterprises through its fixed wireless terminals.
The company plans to offer a wide range of value added services on
its CDMA network:
23

24. 1. High-speed data connectivity
2. Content-based SMS services(astrology, news updates, etc)
3. Ring tones
4. Fundoo Dialling (voice portal)
5. Voice mail services
6. Call management services (call forward, call wait, call hold and call
conferencing)
7. Web-based internet services.
A range of enterprise solutions (sales force automation, road warrior /
VPN, etc)
• Tata Indicom Mobile:
The company has installed a state-of-the-art wireless communications
infrastructure in the state of Maharashtra by deploying the latest CDMA
3G 1X technology on its wireless network.the company plans to provide
3-wall coverage in Mumbai and Pune to ensure high-quality service with
extensive in-building penetration.
Starting with 5 circles in 2000, today Tata Indicom Pay Telephony
Business has a presence in 20 circles and more than 200 towns.
24

25. CUSTOMER
CARE
SALES MARKETIN-
G
SUPPLY TATA
CHAIN TELE
MANAGEM- SERVICES NETWORK
ENT Ltd.
HUMAN
I.T
RESOURCE
PROJECT
MANAGEM-
ENT
Various Departments in TTSL:-
TATA Teleservices:
• Human Resources
• Project Management
25

26. • I.T
• Customer Care
• Marketing
• Finance
• Network
• Supply Chain Management
• Sales
CHAPTER-3
RECRUITMENT AND SELECTION
(INTRODUCTION)
26

27. Theoretically speaking, Recruitment and Selection are 2 separate
functions. Recruitment deals with the forming a pool of applicants for a
particular job, whereas Selection deals with finding the best one of the
lot.
MEANING AND DEFINITION
In simple terms, recruitment is understood as the process of searching for
and obtaining applicants for jobs, from among whom the right people can
be selected. A formal definition of recruitment is:
“It is the process of searching for prospective
employees and stimulating and encouraging them
to apply for jobs in an organization.”
-Flippo
Selection is the process of picking individuals (out of the pool of
job applicants) with requisite qualifications and competence to fill jobs in
the organization. A formal definition of selection is
“It is the process of differentiating between applicants in
order to identify (and hire) those with a greater likelihood
of success in a job.”
What are the Sources of Recruitment.
The sources of recruitment can be broadly categorized into internal and
external sources-
27

28. (I) Internal Recruitment – Internal recruitment seeks
applicants for positions from within the company. The various
internal sources include:
a. Promotions and Transfers –
Promotion is an effective means using job posting and
personnel records. Job posting requires notifying vacant positions by
posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply.
a. Employee referrals-
Employees can develop good prospects for their families and
friends by acquainting them with the advantages of a job with the
company, furnishing them with introduction and encouraging them to
apply.
c. Former Employees-
These include retired employees who are willing to work on a
part-time basis, individuals who left work and are willing to come
back for higher compensations. Even retrenched employees are taken
up once again.
d. Dependents of deceased employees-
Usually, banks follow this policy. If an employee dies, his /
her spouse or son or daughter is recruited in their place. This is usually
an effective way to fulfill social obligation and create goodwill.
(II) External Recruitment – External recruitment seeks applicants
for positions from sources outside the company. They have outnumbered
the internal methods. The various external sources include:
28

29. a. Professional or Trade Associations –
Many associations provide placement service to its members.
It consists of compiling job seeker’s lists and providing access to
members during regional or national conventions.
b. Advertisements -
It is a popular method of seeking recruits, as many recruiters
prefer advertisements because of their wide reach.
c. Employment Exchanges-
Employment Exchanges have been set up all over the
country in deference to the provision of the Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959.
d. Campus Recruitments-
Colleges, universities, research laboratories, sports fields
and institutes are fertile ground for recruiters, particularly the
institutes.
e. Walk-ins, Write-ins and Talk-ins-
The most common and least expensive approach for
candidates is direct applications, in which job seekers submit
unsolicited application letters or resumes. Direct applications can also
provide a pool of potential employees to meet future needs.
f. Contractors-
They are used to recruit casual workers. The names of the
workers are not entered in the company records and, to this extent;
difficulties experienced in maintaining permanent workers are
avoided.
g. Consultants-
29

30. They are in the profession for recruiting and selecting
managerial and executive personnel. They are useful as they have
nationwide contacts and lend professionalism to the hiring process.
They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.
h. Head Hunters-
They are useful in specialized and skilled candidate working
in a particular company. An agent is sent to represent the recruiting
company and offer is made to the candidate. This is a useful source
When both the companies involved are in the same field, and the
employee is reluctant to take the offer since he fears, that his company
is testing his loyalty.
h. Radio, Television and Internet-
Radio and television are used to reach certain types of job
applicants such as skilled workers. Section wherein aspirants can
submit their resumes and applications. This provides a wider reach.
i. Competitors-
This method is popularly known as “poaching” or “raiding”
which involves identifying the right people in rival companies,
offering them better terms and luring them away. For instance, several
executives of HMT left to join Titan Watch Company.
j. Mergers and Acquisitions-
When organizations combine, they have a pool of
employees, out of whom some may not be necessary any longer. As a
result, the new organization has, in effect, a pool of qualified job
applicants.
30

31. CHAPTER -4
RESEARCH METHODOLOGY
31

32. RESEARCH METHODOLOGY
 PRIMARY DATA COLLECTION
Primary data was collected from the prospective people of the
company, which included the HR representative and a sample size
of 12 employees. The data collected basically aimed at finding out
the recruitment process used by their organization.
This was done by two methods:
1) QUESTIONNAIRES
For collecting the data a questionnaire method was used. In this
method a questionnaire was prepared which included close ended
questions in which emphasis was given on studying how the
recruitment & selection is done in Telecom sector.
2) PERSONAL INTERVIEWS
A Personal interview on one to one basis was undertaken with the
respective HR’s from each company to access the information
32

33. regarding the recruitment procedure followed by their company.
Also there were interaction sessions with a few employees in
which emphasis was given on studying the recruitment and
selection process being followed in Telecom sector. The responses
of respondents were recorded using the interview method
(conducted one- to-one with HR representatives).
 SECONDARY DATA COLLECTION
Secondary data was also collected from the employees and HR
of respective companies in telecom sector in the Punjab circle to
cross check whether what HR mentioned regarding the process
and policies using for recruitment are actually in practice or not
and whether it they are using it properly or not.
33

34. CHAPTER -5
DATA ANAYSIS
DATA COLLECTION
34

35. In this phase a visit to the following telecom players existing in the
Punjab circle was made:
1)
2)
35

36. 3)
4)
5)
36

37. These above are various private telecom industry and major competitors
and major players and questionnaire was collected from all above
companies to gather the information regarding process and strategies of
recruitment.
PHILOSOPHY OF TATA TELESERVICES FOR RECRUITMENT
To actualize the organizational vision of providing “Trusted services to
100 million happy customers by 2011” acquiring and retaining high
quality talent is the key to an organization’s success. The recruitment
strategy adopted for the same will mirror our corporate image and
enhance our brand value.
SOURCING STRATEGY
The following sources will be tapped for identifying the potential Human
Resources for TTSL:
• Employee Referrals
• Job Portals
• Internal Recruitment – Walk Ins, News Papers Ads
• Campus Recruitment
• Recruitment Consultant
37

38. In this phase the data collected through the questionnaires and personal
interviews from HR and Employees of various telecom companies in
Punjab circle and all questionnaires are analysed on the basis of sample
size of 20 employees from each company. Based on the analysis in the
pictorial diagrams such as GRAPHS, and other diagrams have been used
below to give suggestions to Tata Teleservices.
NOTE: - All figures are an approximate idea on the basis of sample size
of employee of each company and questionnaire filled by the HR.
TOTAL NUMBER OF MANPOWER
38

39. NUMBER OF MANPOWER
400
350
300
250
200 NUMBER OF MANPOWER
150
100
50
0
E
M
T
E
L
E
C
C
IC
TE
O
N
N
E
IC
O
SP
R
NN
IA
AF
D
AI
EL
IN
O
D
R
C
VO
TA
TA
Fig 1.Total number of employees across the Telecom players of the
Punjab circle.
Airtel, Reliance, Tata Indicom, Hutch, Spice.
The figure above depicts the figure of total number of employees
across the various players of the Punjab region.
RECRUITMENT DONE LAST YEAR
39

40. NUMBER OF RECRUITMENTS
TATA INDICOM
SPICE
AIRTEL
VODAFONE
CONNECT
RELIANCE
CONNECT
RELIANCE
SPICE
TATA INDICOM
VODAFONE
AIRTEL
0 20 40 60 80 100 120 140 160
Fig1.2. Total number of recruitments done last year (MARCH 2007-
MARCH 2008)
The above fig shows the total number of recruitments done in a year
across the various players of the Punjab region.
RECRIUTMENT THROUGH VARIOUS SOURCES
40

41. 100%
90%
80%
70% TEMPORARY STAFFING
60% EMPLOYEE REFERRAL
50% JOB PORTALS
40% PLACEMENT CONSULTANT
30% DIRECT APPLICANT
20%
10%
0%
M
L
T
E
NE
E
TE
EC
NC
CO
IC
FO
SP
R
NN
A
DI
AI
LI
DA
IN
CO
RE
VO
TA
TA
Fig1.3 Total number of recruitments using various sources
The above fig shows the percentage of employees recruited using various
internal and external sources by the various players of the Punjab region.
Maximum percentage is of placement consultant and temporary staffing
is used very less and only in Vodafone and Connect.
The above figures are in percentages.
NUMBER OF ROUNDS FOR INTERVIEW
41

42. TATA INDICOM
SPICE
CONNECT
RELIANCE
VODAFONE
AIRTEL
0 1 2 3 4 5 6 7 8
Fig.1.4 Total number of rounds for interview
The above fig shows the number of rounds conducted for the interview
and it depends on the level which is vacant so it is not fixed. In above
graph:-
Red colour bars show number of 4 rounds,
Yellow bars show number of 2 rounds
Green bar show number of 3 rounds
Blue bar shows number of 7 rounds.
Thus the above figure shows that each company don’t have exact
rounds for the interview it varies. But rounds should be limited so that to
decreases the time taken to recruit a candidate.
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43. MODE OF INTERVIEW
TATA INDICOM
SPICE
CONNECT TELEPHONIC
ONE TO ONE
RELIANCE MIX
VODAFONE
AIRTEL
0% 20% 40% 60% 80% 100%
Fig1.5 shows the mode of interview
The above graph shows the mode of interview and maximum percentage
is of one to one. Telephonic is not used by any of the above telecom
companies.
In above fig:-
Blue bars shows one to one
Yellow bars shows mix
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44. COME TO KNOW ABOUT THE POSITION
TATA INDICOM
SPICE
NEWS PAPER
CONNECT
INTERNET
REFERENCE
RELIANCE
CONSULTANT
VODAFONE
AIRTEL
0% 20% 40% 60% 80% 100%
Fig1.6 Above graph show how employee come to about the position
Above graph shows how employees come to know about the position
vacant in different companies and maximum percentage is of internet as
now a days it is more in use as comparatively to other sources. And the
source which is not in use that is news paper because so many job sites on
internet.
44

45. PARAMETER OF SELECTION
100%
90%
80%
70% COMMUNICATION
60% PERSONALITY
50% JOB KNOWLEDGE
40% EXPERIENCE
30% EDUCATION
20%
10%
0%
M
T
L
E
NE
E
TE
EC
NC
CO
IC
FO
SP
R
NN
A
DI
AI
LI
DA
IN
CO
RE
VO
TA
TA
Fig1.7 shows different parameters
Above graphs shows different parameters of selection and
communication and personality all most have same percentage. As it’s an
approximate idea on the basis of sample size of employees of each
company.
Blue bars shows education parameter
Light purple shows experience parameter
Light yellow shows job knowledge parameter
Light green shows personality parameter
Dark purple shows communication parameter
45

46. FEEDBACK GIVEN
TATA INDICOM
SPICE
CONNECT
FEEDBACK
RELIANCE
VODAFONE
AIRTEL
0 5 10 15 20 25 30 35
Fig1.8 Show feedback given to employees
After interview held feedback given to employee selected here are some
approximate idea as according to the sample size of 20 employees from
each company.
Selected candidate should be given feedback so that he or she could
understand the process of recruitment properly.
46

47. CONCLUSION:-
Above all graphs are on the basis of survey conducted in telecom
industry by getting questionnaire filled from the HR and the
Employees:
• To minimize the recruitment cost & time, telephonic
interview / Video Conferencing are being conducted for the
outstation candidates.
• The other important source of recruitment considered in this
sector is the HR Databank/ References from the interviewed
candidate.
• In a year, the average number of recruitments done in an
organization between 150-200.
• In case of urgency HR Databank/HR consultant is also
Considered as an important source.
• News paper is not used for as per the data collected because
many employees came to know about the position from other
various sources.
• Number of rounds conducted for interview depends upon the
level of job it varies according to that.
• Telephonic interview is used very less instead of that other
mode of interview is used i.e. mix and one to one
47

48. “How you select people is more important
Than how manage them
Once they are on the job”
RECOMMENDATIONS AND SUGGESTIONS
Based on my analysis and observations, understanding of the recruitment
process of the players and of the current happenings in the TELECOM
INDUSTRY following are my recommendations to TATA
TELESERVICES
• In addition to the parameters being followed in the industry at
present following parameters should also be considered:
a) Tenure of the employee with the company
b) Home town of the employee
c) Marital status
d) Most of the recruitments should be done from internal sources
i.e. referrals. It can boost the employee’s morale as he/she is
also involved in the organizational work.
• The HR Databank to be updated on time to time so that fresh talent
can be hired without delay.
• Trainings on innovative practices in HR should be followed from
time to time. Trainings on new Technical skills – Like training on
3G should be given to enhance the morale of people.
• Proper scanning and evaluation of freshers should also be done in
order to acquire new talent.
• In corporate more and diverse sources should be use to fill the
vacancies
48

49. QUESTIONNAIRE:-
FOR HR
1 Total number of manpower in the organization?
2 How many people you have recruited last year?
3 What are the different levels you follow in:-
In house recruitment
Vendors
4 Potential candidates in your organisation are generated
through the following sources:
Direct applicants
Placement consultants
Job portals
Employee referral
Temporary staffing
5 Do you have employee referral schemes?
If yes, the reward given on bringing the candidate on
Board is
• Monetary reward
• Non-monetary reward
6 In selection procedure, how many rounds of functional
Interview and HR rounds do you conduct for different
level candidate?
7 Do you conduct psychometric tests?
8 Do you conduct background/reference checks?
If yes, is it?
• External reference check
• Internal reference check
9 Do you bear any expenses of the out-station candidate for
t the final interview?
49

50. 10 If yes, which of the following expenses are covered of the
out-station candidate, once he/she is selected?
• Travel
• Transportation of house-hold goods
• Accommodation
11 On which parameters you select and judge the candidate.
12 The duration of the probationary period for a new joinee
in your organization
13 Do you pay notice pay of the last company?
FOR EMPLOYEE
NAME: ………………………..
LEVEL: ……………………….
DATE OF JOINING: …………………..
1. MODE OF INTERVIEW
2 You came to know about the position through whom?
3 How much time it took after you had forwarded C.V. to the
concerned?
4 How much time the company gave you to join?
5 Does organisation pay notice pay?
6 What ate the different rounds of interview happened?
7 Were you reimbursed for your expenses?
8 Is feedback given to you?
50

51. BIBLIOGRAPHY:
BOOKS CONSULTED:
Statistical methods S.P. Gupta
Human resource management Stephen Robin
WEBSITES VISITED
 www.humanresources.about.com
 www.google.co.in
 www.about-hr.com
 www.citehr.com
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