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HR PRACTICES IN INDIAN TELECOM SECTOR
BY AMRITA SIL
TELECOM SECTOR IN INDIA One of the largest and
fastest growing telecom markets in the world Major public players:-
MTNL, BSNL, VSNL Major private players:-
Airtel, Vodafone, Idea, Tata, Reliance
SOME GENERAL HR FACTS IN INDIAN TELECOM INDUSTRYEMPLOYMENT:Large employing opportunity Huge demand for trained and qualified employees
COMPENSATION:Offers best packages at the entry level Also provides incentives
ATTRITION:20%-25%
HR PRACTICES IN BSNL No proper HR practice PRO(Public relationship Officer) Looks after public matters and various award
functions PROs do not look after any HR functions like
recruitment, selection, compensation, T&D etc.
SOME MAJOR HR FACTS ABOUT BSNLRECRUITMENT: Totally based on examination Different Examinations for different level of employees are conducted all over the country
TRAINING & DEVELOPMENT: Mandatory for every employee to go through a training process within 2 years of their promotion Management training, technical training, accounts training etc. Special trainings
PROMOTION: Based on seniority and performance Up gradation of employees
PERFORMANCE APPRAISAL: Confidential report(CR) Clerical level Higher officials From JTO Personal CR Adverse CR No Promotion
COMPENSATION: Proper pay scale No incentives Special allowances Retirement benefits
The best performer in each and every level is given the Sancharsree award .
HR PRACTICES IN AIRTEL At Bharti Airtel, the Mantra for
employee delight focuses on 5 Ps People, Pride, Passion, Processes and Performance Believe in Open door policy Key aspect of the business focus building a best-in-class leadership team that nurtures talent at every level Bhartis Code of Conduct is a policy
which aims to provide an independent forum by means of the Office of the Ombudsperson
Resource management in airtelTALENT ACQUISITION: Building supply chain of talented workforce In-sourcing large number of employees with Airtels channel partners and associates Establishing and implementing objective recruitment EMPLOYEE ENGAGEMENT AND DEVELOPMENT : Offering Study while Work programmes Setting benchmarks in employee reward and recognition Implementing employee friendly HR policies Interacting with employees through open houses Developing role competency matrix Managing employees lifecycle
ATTRITION MANAGEMENT:Developing a strong Bharti Airtel Services community Defining a clear growth path for all employees Creating a uniform frontline Sales/ Service Management structure Creating and implementing effective processes to enhance productivity EMPLOYEE SERVICE ASSURANCE:Educating employees on organization's HR policies and processes Complying with statutory regulations and company policies Standardizing hygiene factors across various role holders
RECRUITMENT PROCESS:In-sourcing large number of employees with Airtels channel partners and associates Outsourcing Establishing and implementing objective recruitment tools such as conducting on-line tests based on psychometric profile, aptitude and skills assessment
PROMOTION: Knowledge and performance based
COMPENSATION Flexible compensation structure
Performance Linked Incentive (PLI) schemes This component is linked to both the individual performance against set KRAs and the overall performance. The ESOP Compensation Committee of the Board is constituted in accordance with SEBI (Employee Stock Option Scheme and Employee Stock Purchase Scheme) Guidelines, 1999. The Committee comprises of following six members of whom four are independent and all are non-executive.
Employee friendly hr practices A family-day at office Half day leave for birthdays Gifts for anniversaries Compulsory 10 days off no official meetings on weekends five day weeks aerobics sessions, yoga classes to ensure that every
employee keeps a check on his/her fitness Tie-ups with leading health service organizations at discounted rates. The company provides Flexible Group Mediclaim insurance to all employees
INNOVATIVE HR PRACTICES IN AIRTELCompany with the Most Innovative HR Practices in the Asia Pacific Region' at the Asia Pacific HRD conclave held in Mumbai. People enjoyed their roles Invite criticism from the employees A state-of-the-art learning centre. The entire organization is measured on five performance parameters: profitability, market share, brand saliency, customer satisfaction, and employee satisfaction. PACE (Progressive Assessment of Culture and Environment)