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PROJECT ON

HUMAN RESOURCE PLANNING


IN
BSNL , RELIANCE INFOCOMM

Submitted to:-

Submitted by:-

Amanpreet Kaur

Abhishek Arora
A20 (11000839)

BSNL
Company profile:Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications
Company providing comprehensive range of telecom services in India: Wireline, CDMA mobile,
GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN
Services etc. Within a span of five years it has become one of the largest public sector unit in
India.
BSNL has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 46 million line basic telephone capacity, 8
million WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS,
3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of
Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.
BSNL is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat
its reach with its wide network giving services in every nook & corner of country and operates
across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom
services.
BSNL is numero uno operator of India in all services in its license area. The company offers
vide ranging & most transparent tariff schemes designed to suite every customer.
BSNL cellular service, CellOne, has 55,140,282 2G cellular customers and 88,493
3Gcustomers as on 30.11.2009. In basic services, BSNL is miles ahead of its rivals, with 35.1
million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent
share in revenue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million
Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS,
Account Less Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the
country.
BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that
provides convergent services like voice, data and video through the same Backbone and
Broadband Access Network. At present there are 0.6 million DataOne broadband customers.
The turnover, nationwide coverage, reach, comprehensive range of telecom services and the
desire to excel has made BSNL the No. 1 Telecom Company of India.

Company H R Policy:-

1)
2)
3)
4)
5)

Selection &Recruitment
Motivation.
Training.
Wage & Salary.
Performance appraisal

SELECTION & RECURITMENT


SOURCES OF RECRUITMENT
External sources:*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel
Selection process:*Job analysis
*Initial screening
*Application bank
*Test
*Interview
*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 this
the manager should be able to motivate employees. But that's easier said than done!
Motivation practice and theory are difficult subjects, touching on several disciplines.
In spite of enormous research, basic as well as applied, the subject of motivation is not
clearly understood and more often than not poorly practiced. To understand motivation one
must understand human nature itself. And there lies the problem!
In B.S.N.L as we all know that its a government organization so they not give such
motivational package which an employee get in private organization .But without motivation
package no employee give their maximum to the organization .some motivational package
which B.S.N.L give there employee is:-

Free telephone facility

Promotion
Transfer
Time to time revision of pay scale
Central 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
activities that the organization will have their employees complete in order to increase their
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 and in the future. These gaps in knowledge could be between what an organization
expects to happen and what actually does, how employees are performing on the job and
how 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 needed and under what conditions the training will be 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 come rom job descriptions, task analyses,
employee questionnaires and interviews, performance evaluation, and observation
of the 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 this kind of analysis include employee
questionnaires and interviews, performance 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 passive in the process.
On-the-job-training: This method involves such methods as apprenticeship
and mentoring, where the employee is actively engaged in the type of work
they will later be doing on their 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 determines how fast they will learn and
complete the steps and it is often completed more quickly than group
training. It can be delivered via a computer and can be costly to prepare.

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. Business results can be measured in "hard" data and "soft" data.
Hard data are measures of productivity, quality, material costs, absenteeism and
turnover and customer satisfaction. Soft data is items such as job satisfaction,
teamwork, and organizational commitment on the part of the employees.

Performance appraisal

Performance appraisal:IN the BSNL performance appraisal doesnt play a great role reason behind that its a
government organization but its a important part of organization. In BSNL every
employee has a service book which is written by his senior if employer not do his duty

well then his senior mark in his service record book which create problem for gating
promotion 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. Audit objectives:3. The manpower planning done by the Company was adequate to meet its Objectives.
4. The Company ensured optimum deployment of manpower;
5. The Company introduced new recruitment policies and practices and
6.

Whether they were adequate;

7.

Well defined, fair and transparent career progression policies and practices Were in
place;

8.

An effective performance management system was in place;

9.

The training imparted by the Company was effective;

10. Clearly defined and effective conduct and disciplinary rules were in place;

WAGE & SALARY


Wages and Salary Administration:In private organisation employee generally get much
more than that an employee of public organisation but the difference comes in benefits that
public employee receives. Despite of huge profit, good public image, best among PSU it pays
less to its employee than other 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
wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.

Different wage rate for executive and non executive employee.


Employee s was retained to a great extent.
Annual incremental were fixed to 5%.
There was increment in DA and CCA(city compensation allowance).

RELIANCE
Company profile
The Late Dhirubhai Ambani dreamt of a digital India an India where the common man would
have access to affordable means of information and communication. Dhirubhai, who singlehandedly built Indias largest private sector company virtually from scratch, had stated as early
as 1999: Make the tools of information and communication available to people at an affordable
cost. They will overcome the handicaps of illiteracy and lack of mobility. It was with this belief in
mind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 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, high-capacity,
integrated (both wireless and wireline) and convergent (voice, data and video) digital network. It
is capable of delivering a range of services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services for enterprises as well as
individuals, applications, and consulting. Today, Reliance Communications is revolutionising the
way India communicates and networks, truly bringing about a new way of life.

Reliance H.R.policy

Recruitment & Selection

Training

Performance appraisal

Motivation

Wage and salary

RECURITMENT & SELECTION:-

Sucessful human resource planning should identifyour human resource needs.Once we know
these needs ,we willwant to do something about meeting them.Recuritment is the discovering of
potential applicants for actual or anticipated organizational vacancies.
Certain 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
* Recall from long leave
*Internal advertisement
External sources
*Management consultant
*Advertisement
*Management institute
*Recomendentaion
*Deputation personnel
Selection
Selection is defined as the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job.
And Selection 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.

Training:Training plays an important role in human resource development. It is necessary and useful in
the case of all categories of operative employees, supervisory staff and managers. 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 purpose of
training is to develop the human resources present within the employees. In brief, training is 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
wide coverage.
It relates to Knowledge, information, technical skills, social skills, administrative skills and finally
attitude building. Training is for developing overall personality of an employee. Training 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
industrial world. The following points (reasons) justify the need for 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. It is
also needed for personal growth and development of employees.
Training is needed due to continuous changes in the field of science and technology.
Workers can work as per new methods or can use new machines only when suitable
practical training is given to them. Training is the only method by which the knowledge
and skills of workers are updated.
Training is needed in order to introduce modern methods or for the introduction of
rationalization and computer technology in the industrial units.

PERFORMANCE APPRAISAL:In simple terms, performance appraisal may be understood as the assessment of an individuals
performance in a systematic way, the performance being measured against such factors as job
knowledge, quality and quantity of output, initiative, leadership abilities, supervision,
dependability, co-operation, judgment, versatility, health and the alike. Assessment should not
be condensed to past performance alone. Potentials of the employee for future performance
must also be assessed.

A formal definition of performance appraisal is: It is the systematic evaluations of the


individual with respect to his her performance on the job and his or her potential for
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 employee is presently performing on the job and how the employee can perform
more effectively in the future so that the employee, organization and society all 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
other terms used for performance appraisal are: Performance rating, employee assessment,
employee performance review, personnel appraisal, performance evaluation, employee
evaluation and (perhaps the oldest of the terms used) merit rating. In a formal sense, employee
assessment is an old as the concept of management, and in an informal sense, it is probably as
old as mankind. Nor performance appraisal is done in 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:
To effect promotions based on competence and performance
To confirm the services of probationary employees upon their completing the
probationary period satisfactorily.
To assess the training and development needs of employees.
To decide upon a pay raise where (as in the unorganized sector) regular pay scales
have not been fixed.
To let the employees know where they stand insofar as their performance is
concerned and to assist them with constructive criticism and guidance for the
purpose of their development.
To improve communication. Performance appraisal provides a format for dialogue
between the superior and the subordinate, and improves understanding of personal
goals and concerns. This can also have the effect of increasing the trust between
the rater and the rate.

MOTIVATION:Motivation play a great role in the development on an employee in RELIANCE compare to


BSNL .Reliance give both financial as well as non financial motivator to there employee .what
type of motivational tool given in reliance info comm.?

Annual salary revision.

Promotion

Job enrichment

Delegation & authority

Telephone facility

Bonus

Quarter

Reliance share etc

WAGE & SALARY

Reliance Infocomm CTC Policy Limits :


Components Limit (Rs. p.a.)
Office wear allowance All levels Rs.30000/Medical Rs.15000/- all levels
Fuel & Maintenance For all levels
a. up to 1000 cc : Rs.111000/b. above 1000 cc : Rs.150000/Persons choosing the above will not be able to choose Conveyance Allowance
Food coupons Rs.15600/- for all levels
Gift vouchers Rs.5000/- for all levels
LTA 2 months Basic pay for all levels
HRA 50% of Basic pay Conveyance allowance Rs.9600/- for all levels for persons
not choosing Fuel & Maintenance Children Education Allowance (CEA) / Children Hostel
Allowance (CHA)For all levels
CEA Rs.24000/CHA Rs.7200/Superannuation Any amount upto 15% of Basic pay for all levels

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