A

Dissertation
Report
ON

EFFECTIVENESS OF TRAINING AND

DEVELOPMENT IN PLANET HONDA
FOR
THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE
DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION (2011-14)
FROM

(AFFILIATED TO KUMAON UNIVERSITY, NAINITAL)

DEVSTHALI VIDYAPEETH COLLEGE OF

MANAGEMENT STUDIES

Submitted To:
Submitted By:
Miss. Uma Raikhola
Gaurav Tripathi

(Enrollment No.)

DECLARATION
I am AYUSH JAIN student of BBA 6 th semester of DEVSTHALI VIDYAPEETH
hereby declare that this project report is written and submitted by me under the
guidance of MISS. UMA RAIKHOLA is my original work. The entire analysis
and conclusion of this report are based on the information which is collected by
me.
The empirical finding in the report are based on the data collected myself while
preparing this project. I have not copied any thing from any source or other project
submitted for the similar purpose, if any.

Submitted by:
AYUSH JAIN
BBA 6th semester

Date.

ACKNOWLEDGEMENT

I would like to thank my project guide for her co-operation, valuable time and
guidance in writing this project.
I thank my college, affiliated to provide me this wonderful opportunity to learn and
gain valuable experience that will be helpful in my role as a future manager.
At last I would like to thank my friends and seniors for their valuable co-operation
and support, which they had given indirectly.

Submitted To:

Submitted By:

UMA RAIKHOLA

AYUSH JAIN

PREFACE
Professional course is incomplete without practical knowledge. Theory without
practical is of little importance. Therefore, coordination of theory and practical is
must for professional course like BBA.
In order to achieve the very purpose I have done my project report on
EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN PLANET
HONDA.

As a student of BBA, I have studied that Marketing is the business function that
identifies current and future needs and wants, defines and measures their
magnitudes, determines the target market and decides the product, service or
Programme to serve the target market.

TABLE OF CONTENTS
Introduction
Objective of the study
Research Methodology
Limitation of the study
Scope of the study
Profiles
Industry Profile
Company Profile
How recruitments goes on
Data Analysis & Interpretation
Findings
Recommendations/Suggestions
Conclusion
Bibliography

INTRODUCTION

INTRODUCTION
Today market place is changing rapidly, competition from every nook and corner
of the world is increasing successful organizations see their customer as an
investment and customer services is a powerful reason for making and keeping that
investment.
Being a student of BBA it is necessary to under go summer training program I had
chosen the marketing field project as it has a wide scope.
The topic was Recruitment process in Indian Telecom Sector.

This project has helped me to enhance my marketing skills and helped me to

understand market condition and market trends the project provided a great help in
understanding the demographics and psychographics of the customer.

OBJECTIVES OF STUDY:
The main objective of my study is to ensure the quality of companys Selection and
Recruitment process and to better assist. Along with I consider the following point
as a object during my study:
To identify companys sources of recruitment.
To take a feedback from

employees on

existing system.

To provide guide line to redesigning or automating job tasks

Identifying the key tasks, duties and level of responsibilities of the job.
To analyze the perception of the service users.
To know the effect of advertisement.

To understand the competitive nature of the telecom market.

To find out the market potential for various Teleservice.

SCOPE OF THE STUDY

The study has been under taken with a primary objective, which is purely academic
and a pre-requisite to complete the MBA programmed. The idea was to understand
the market potential for Tele service and also understand the consumers of mobile
phone. It may not serve of much practical application none the less gives a feel of
pulse of the customers.
Practice makes a man perfect; similarly a student of MBA cannot do without
training where he comes to know how business is done in the market.

The scope of my study on Recruitment and Selection procedure of Telecom

industry is to provide a framework which will assist managers to ensure that the
companys attracts, selects and retains the most suitable candidates by using the
most appropriate, efficient, fair, open and effective methods. My study committed
to achieving equal opportunities is clearly defined throughout the Recruitment and
Selection procedure.

RESEARCH METHODOLOGY
Research methodology is the most important aspect of the study as it illustrates the
method by which data is collected. It is a plan & procedure for carrying out the
research. Research methodology is a way to systematically solve the research
problem. This is the methodology adopted, while doing the project. It includes the
following. It is all about the research design in brief.
For the purpose of my study I choose the employees, as information given
by them would help us in understanding the it well. We can understand what kinds
of cell phone or service company they prefer.
In this context, our initial step was to study about different brand of the mobile
phone companies in the market, their different features and attributes.
To conduct any research a scientific method must be followed the universe of study
is very large in which it is difficult to collect information from all the employees.
So the sampling method has been followed for the study, the analysis is based on
primary as well as secondary data

Method of processing and analysis of data:

For collection of primary data and secondary sources both are used. Secondary
data are those that are already being collected by others.
Questionnaire:
The questionnaire I used was structured and contained both closed and open ended
question.
Area: Haldwani, Rudrapur .

Secondary data collection:

The required secondary data was collected from previous projects, magazine and
journal of the company and web sites.
SAMPLE SIZE:
I have taken 100 samples for this report.

LIMITATION OF THE STUDY:

Following limitation were felt in the present study
The sample design selected in the study, there is a great chance of
personal bias entering into the selection of sample however I try to be as
objective and as impartial to obtain reliable and meaningful results from
financial analysis. This research design has adopted by me because it has
relative advantage of time and money.
The scope of study is very wide .A large sample would provide me more
confidence in findings. But due to cost and time effort the sample size
was small.
The industry do not have confidence that the information shared by them
with me will not be misused .this makes them reluctant to share
information with them. Reluctant is more if information is related to
financial position.

PROFILES

INDUSTRY PROFILE
Cellular is a type of wireless communication very familiar to mobile user. It is
known cellular because the system uses many base stations to provide a service
area into many cells. Cellular calls are transferred from base station to base station
as the customer travels from cell to cell.

Cell phones are actually radios, a very sophisticated radio. Cellular is a duplex
device operating on two frequencies, one for talking, and the other for listening.
Mr. Martin Cooper is credited for the invention of the cell phone. He was the first
to call in April 1973, to his rival in bell lab, who also engaged in similar research.
In 1947, D.H. Ring of Bell wrote in an unpublished report about cellular concept.
In 1978, the first analog based cellular AMPS started operating in North America.
It operated in 800 MHzs. Ten cell covering 21000 KMS made up the Chicago
system. One June 17th 1946, AT & T southwest Bell were the first to introduce
commercial mobile radio telephone service. They operated on 6 channels in 150
MHZ band with 60 KHz spacing. 1976, there were 44000 mobile bell subscribers
in the U.S. but at least 20000 were on long waiting list.

Indian Telecom Sector

The Indian telecommunications has been zooming up the growth curve at a
feverish pace, emerging as one of the key sectors responsible for India's resurgent
economic growth.
India is has surpassed US to become the second largest wireless network in the
world with a subscriber base of over 300 million in April, according to the the
Telecom Regulatory Authority of India (Trai).

Segment-wise growth
Wireless segment has emerged as the preferred mode of telephone service by the
consumers, reflected in the rising share of mobile phone connections to total
connections.
1. The share of mobile phones has increased from 71.69 per cent at the end of
March 2006 to 87.68 per cent at the end of May 2008.
2. While total mobile subscriber base was 277.92 million, wire line subscriber
base was 39.05 million.
3. Consequently, overall tele-density has increased to 27.59 per cent at the end
of May 2008.
India is likely to be second largest mobile market in the BRIC nations, with 560
million mobile users representing the next great growth curve for both mobile and
interactive marketing industries, according to a report by Marketers.

Investment
The booming domestic telecom market has been attracting accelerating amount of
investment. During April 2000 to March 2008, cumulative FDI inflows into the
Indian telecommunications sector amounted to US$ 3.84 billion, accounting for
6.81 per cent of the total FDI inflows into the country.
In fact, the surge in mobile services market is likely to see huge amount of
investment implying a mobile in the hands of every second person in the country.
Buoyed by the rapid surge in the subscriber base, huge investments are being made
into this industry by companies like

Maxis Communications-owned mobile service provider Aircel

Srei Group's Quippo Telecom Infrastructure Ltd (QTIL)

The Central public sector enterprises (CPSEs) have lined up investments for
infrastructure sectors like telecom energy and power for 2008-09.

Vodafone Essar will invest US$ 6 billion over the next three years in a bid to
increase its mobile subscriber base from 40 million at present to over 100 million.

Manufacturing
India is emerging as a handset super-power as more manufacturers set up base in
the country, it is not only the world's fastest-growing telecom market but it is also
making remarkable progress in the telecom manufacturing space. The Indian
telecom equipment manufacturing sector is set to become one of the largest
globally by 2010.
Simultaneously, India's surging domestic market is also providing excellent
investment opportunities in other segments of telecom equipment industry.

Nokia Siemens Networks (NSN) is shifting its global services business unit

headquarters from Munich to India.

Nokia set up its manufacturing plant in Chennai.
Samsung has set up its GSM mobile manufacturing base in Manesar.
Motorola has established a manufacturing plant in Sriperumbedur.
Sony Ericsson has set up GSM Radio Base Station Manufacturing facility in

Jaipur and R&D centre in Chennai.

LG Electronics set up plant of manufacturing GSM mobile phones near

pune.
Elcoteq has set up handset manufacturing facilities in Bangalore
Elextronics has set up an SEZ in Chennai.

Value Added Services Market

India's runaway success in mobile telephony has also given a boost to the mobile
value added services (MVAS) market. According to a study by Stanford University
and consulting firm BDA, the Indian MVAS is likely to grow at a CAGR of 44 per
cent 2010.
Government Initiatives
The Government has taken many proactive initiatives which has provided a
framework for the rapid growth of the telecom industry.

Opening the industry for private sector participation.

100 per cent FDI is permitted in telecom equipment manufacturing through

the automatic route.

FDI ceiling in telecom services has been raised to 74 per cent.

Establishment of an independent regulator - the Telecom Regulatory

Authority of India (TRAI)-for the telecom sector.

Introduction of a Unified access licensing regime for telecom services on a

pan-India basis.

Implementation of New Telecom Policy (NTP'99).

Introduction of Calling Party Pay (CPP) regime and lowering of access

deficit coupled with introduction of revenue share regime in ADC.

Introduction of Mobile Number Portability in a phased manner, starting with

the fourth quarter of 2008.

Allowing service providers to share active infrastructure.

Road Ahead
According to a report by Boston Consulting Group, while only one in 20 of
the world's first two billion mobile subscribers live in India, as many as one
in every four of the next billion subscribers will be an Indian.

 The department of telecommunication estimates the total subscriber base to

total 500 million by 2010, out of which 80 million are expected to be from
rural areas.
The Indian telecom industry's revenue, likewise, is estimated to increase,
which according to Ernst & Young is expected to total US$ 35 billion,
accounting for 3.6 per cent of the total GDP of the country.

Top players
The top players based on cellular subscriber (in millions) base were

Cellular services can be divided into two categories: Global System for Mobile
Communications (GSM) and Code Division Multiple Access (CDMA). The GSM
sector is dominated by Airtel, Vodafone-Hutch, and Idea Cellular, while the CDMA
sector is dominated by Reliance and Tata Indicom.
Surprisingly, CDMA market has increased its market share up to 30% thanks to
Reliance Communication. However, across the globe, CDMA has been losing out
numbers to popular GSM technology, contrary to the scenario in India

PROFILE OF THE COMPANIES

TATA TELE SERVICES:

Tata Teleservices is part of the INR 76,929 Crore (US$17.8 billion) Tata Group,
that has over 90 companies, over 220,000 employees and more than 2.8 million
shareholders. With a committed investment of INR 36,000 Crore (US$ 7.5 billion)
in Telecom (FY 2006), the Group has a formidable presence across the telecom
value chain.
Tata Teleservices spearheads the Groups presence in the telecom sector.
Incorporated in 1996, Tata Teleservices was the first to launch CDMA mobile
services in India with the Andhra Pradesh circle.

Tata Teleservices is one of India's leading private telecom service providers. The
company offers integrated telecom solutions to its customers under the Tata
Indicom brand, and uses the latest CDMA 3G1X technology for its wireless
network.

 BSNL (BHARAT SANCHAR NIGAM LTD.):

Bharat Sanchar Nigam Ltd. provides telecommunication services in India. It offers
telephone services, broadband services, digitalized public switched telephone
network, Internet service provider, Internet access, co-location, Web hosting,
virtual private network, integrated services digital network, leased line, telex and
telegraph, electronic private automatic branch exchange.
India's fastest growing cellular service , along with postpaid and prepaid services
brings cellular telephony to the masses, through innovative technology and
strategic pricing.
This ambitious service uses state-of-the-art GSM technology to attain global
excellence and leadership in business. Our entry into this sector has brought GSM
cellular service at an affordable cost to the common man. All serving a single
objective, to provide better communication to millions across India.

 AIRTEL MOBILE SERVICES:

Bharti Airtel Limited, together with its subsidiaries, provides telecommunication
services in India. It operates in four divisions:
Mobile Services.
Broadband and Telephone Services
Enterprise Services Carriers.
Enterprise Services Corporate.
The Mobile Services division provides telecommunication services based on global
system for mobile communication (GSM) network. It.

IDEA CELLULAR LTD:

Name: IDEA Cellular

Brand vision:
To be the most customer-focused mobile service brand, continuously innovating to
help liberate our customers from the shackles of time & space.

Brand values:
Innovate. Stimulate. Liberate .

Mission:
We will Delight our Customers while meeting their individual communication
needs anytime anywhere. We survive because of our customers.

 VODAFONE:
The world's leading mobile telecommunications group
The Vodafone Group is the mobile telecommunications company with the most
significant presence around the world. It has over 280 million customers calculated
on a proportionate basis in 27 countries and the brand is present in a further 40
countries through partnership networks.
In an increasingly connected world, we intend to be a global communications
operator capable of responding to all our customers needs, whether its using a
mobile, a fixed line or broadband, building on the know-how and experience that
we have acquired in
the mobile sector.
Through our services, customers are able to lead fuller lives at home or at work,
benefiting from irresistible, innovative mobile communications, mobile-PC
convergence and fixed communications services. We are committed to making it
possible for our customers to use the services they are used to, no matter how they
access them and with a simple and transparent usage experience.
We are in the forefront of the definition of mobile voice and data services
throughout the world and are constantly exploiting new technologies.

RELIANCE COMMUNICATIONS:

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 single-handedly 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.

Activities Of The Telecom Company

PROCESS OF
RECRUITMENT

RECRUITMENT: MEANING:
Recruitment is defined as a process of searching for prospective employees and
stimulating them to apply for jobs in the organization.
It is a process to discover the sources of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting

that

manpower in adequate numbers to facilitate effective selection of an efficient

workforce.
In simple terms, recruitment is understood as the process of searching for and
obtaining applicants for jobs, among whom the right people can be selected. A
formal definition of recruitment is:
It is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their application are
submitted. The result is a pool of applicants from which new employees are
selected.
Though, theoretically, recruitment process is said to end with the receipt of
applications, in practice the activity extends to the screening of applications so as
to eliminate those who are not qualified for the job.

Purpose and Importance Of Recruitment

The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:
Determine the present and future requirements of the organization in
conjunction with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.
Meet the organizations legal and social obligations regarding the
composition of its workforce.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.

Increase organizational and individual effectiveness in the short term and

long term.

Evaluate the effectiveness of various recruiting techniques and sources for

all types of job applicants.

OBJECTIVES OF RECRUITMENT:
To attract people with multidimensional

skills and experiences that

Suit the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company.
To infuse fresh blood at all levels of the organization.
To develop an organizational culture that attracts competent people to the
company.
To search or head hunt / head pouch people whose skills fit the companys
values. To devise methodologies for assessing psycholological traits.
To seek out non conventional development
To search

grounds of talents

for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

To anticipate and find people for positions that does not exist yet.

Factors Affecting Recruitment

Both internal and external factors affect recruitment. The external factors include
supply of and demand for human resources, employment opportunities and / or
unemployment rate, labour market conditions, political, legal requirement and
government policies, social factors, information systems etc.
The internal factors include the companys pay package

including salary, fringe

benefits

and incentives, quality of work life, organizational

culture, career

planning

and growth

opportunities, size of the company, companys product /

services, geographical

spread of companys operations viz , local , national or

global , companys growth rate, role of trade unions and unions and cost of
recruitment.

Factors Affecting Recruitment

Internal factors
External Factors

Internal factors
Company pay package
Quality of work life
Organizational culture
Career planning and growth
Companys size
Companys products / services
Geographical spread of companys operations
Companys growth rate
Role of trade unions
Companys name and fame.

External Factors
1. Socio- economic factors
2. Supply and demand factors
3. Employment rate
4. Labour market conditions
5. Political, legal and governmental factors like reservations for SC/ST/BC and
sons of soil.
6. Information system like employment exchange /tele recruitment like
Internet.

Factor Influencing Recruitment

External Forces

Internal Forces

Supply and demand

Recruitment policy

Unemployment rate

HRP

Labor market

Recruitment

Size of the
Firm

Political-social

Cost

Sons of soil

growth and

Image

expansion

Process of Recruitment
Recruitment process includes the following steps:

HR
PLANNING

RECRUITMENT

SELECTION

REQUIRE

PLACEMENT

INTERNAL
SOURCES

EXTERNAL
SOURCES

How Recruitments Goes On

STEP 1ST:
Human resource planning: it includes the strategy which is followed by the
organization.
STEP 2ND:
Recruitment require: it includes the following steps:
1. Finding the sources of potential employees.
2. Developing.
3. Search for prospective employees by follows:
Developing techniques.
Attracting candidates.
4. Evaluating effectiveness of recruiting.
STEP 3rd:
Selecting qualified personnel.

STEP 4th:
Placing selected personnel on job.

STEP 5th:
Working with internal resources:
1. Transferring to new jobs.
2. Updating in same position.
3. Promoting to high jobs.
STEP 6th:
Working with external resources:
1. Employees referrals.
2. Advertising.
3. Scouting

ADVERTISEMENTS

PROVIDING
INFORMATION

CLARIFYING
DOUBTS

Centralized Vs. Decentralized Recruitment

Recruitment

practices vary from one organization to organization. Some

organizations like commercial banks resort to centralized recruitment while some

organizations like the Indian railways resort to decentralized
practices. Personnel department
department

at unit

at

the central recruitment

level / zonal level perform

recruitment
and

personnel

all the functions of

recruitment concerning to the jobs of the respective unit or zone.

Merits of centralized

Average cost

Recruitment

of recruitment per candidates / unit should be relatively

less due to economies of scale

It would have more expertise available to it.
It can ensure broad uniformity among human resources of various units
zones in respect of education, skills, knowledge, talent etc.
It would

generally

be above malpractices, abuse of powers, favoritism,

bias etc
It would facilitate

interchangeability

of staff among

various

units /

zones.
It enables the line managers of various units and zones to concentrate
on their operational activities by relieving them from the recruitment
functions.
It enables the

organization to have centralized selection procedure

promotional and transfer procedure etc.

It ensures

the most effective and suitable placement to candidates.

Merits of Decentralized Recruitment

The unit concerned concentrates only on those sources where it normally
gets the suitable candidates. As such the cost of recruitment would be
relatively less.
The units

gets most suitable candidates as it is well aware of the

requirement of the jobs regarding cultural, traditional, family background

aspects local factors socials factors.
Units can recruit candidates as and when they are required without any
delay.
The units would enjoy freedom in finding out, developing the sources In
selecting and employing the techniques to stimulated the candidates
The unit would relatively enjoy advantages about the availability of
information, control and feedback and various function of recruitment.
The unit would enjoy

better

employee it recruits rather

central recruitment agency.

than

familiarity
on

and control

employees

selected

over the
by

the

Recruitment Procedure

Recruitment sequence/procedure is as under;

Identify vacancy
Prepare job description and person specification
Advertise
Managing the response
Short-listing
Visits
References
Arrange interviews
Conduct the interview
Decision making
Convey the decision
Appointment action

What should a Recruitment/Hiring Manager do to calculate

the return on investments on recruitment?

Start off with a clear analysis of the organizational and commercial

outcomes required from recruitment. What is the business trying to achieve,
and what part will successful candidates need to play?
Develop clear ways of tracking and measuring these outcomes
Carry out an objective and open-minded analysis of the qualities people
need to perform. Ruthlessly avoid your judgment being colored by past
practice or "knowing what works from experience". if doing this well seems
expensive in the short run, it's never as expensive as doing it badly in the
long run!
Ensure that you assess the full range of qualities needed for success - include
personality, motivation and aptitude as well as experience
Ensure that everyone involved in recruitment is trained to the highest
possible standards
Carefully connect recruitment to induction, training, management and
performance management - to ensure that the business does not just get the
right people, but nurtures and capitalizes in them as well.
These approaches deliver returns of investment because:

They identify people who perform,

Reduce the risk of employing people who cannot (or will not) perform,

Cut the costs of recruitment and development, and

Play a major part in driving forwards organizational change.

In common with all people processes, recruitment is there to deliver tangible

human and business benefits. Devoting a little time to considering the return on
investment is not a nebulous luxury - it is essential to delivering the results the
organization needs. It is also a powerful way of positioning HR at the heart of the
business. You will not regret the need to have RECRUITMENT MANAGEMENT
SYSTEM, its importance in streamlining recruitment process and calculating the
RETURN ON INVESTMENT. As we are in 21st century, which is being governed
by INFORMANTION MANAGEMENT SYSTEM and wherein we are talking
about SYSTEMS, be it Performance Management System, Compensation and
Benefits Management Systems etc, we also have RECRUITMENT
MANAGEMENT SYSTEM, hope you all knows about it.

Technology has ushered in new ways of thinking about and executing on talent
attraction, selection, and acquisition.

Applicants can be processed more efficiently and with greater care.

Candidate relationship management, once reserved for top-tier professional

applicants, can be realized across every level of job seeker.

Proprietary talent communities provide companies with opportunities for

targeted marketing and can ultimately reduce time-to-fill and cost-per-hire
while increasing the value of the employment brand.

These benefits provide a foundation for talent management to be in play at a broad

and individual level.
Don't be mistaken. If the biggest pain point in your recruiting process today is that
you have no way to track applicants electronically.
For most recruiters, a basic applicant tracking system, even if it starts as an Excel
spreadsheet or Access database, is a key to survival and certainly to efficiency. If
anything, the urgency to implement even a basic system has only increased in the
past few years, as the Internet has made it so easy for candidates to apply for jobs.
If you don't have an automated way to capture and search for candidate
information, your job is going to be defined by performing administrative tasks
that consume a significant portion of your available time-time that could almost
certainly be better spent on higher-level activities. The good news is that if you're
just getting started with applicant tracking, there are many good systems available
today to fit almost any budget.

Recruitment Management picks up where applicant tracking left off. Tracking your
applicants efficiently is no longer a self-sustaining hiring process and you will
inevitably start focusing on the following areas to raise your recruiting process to
the next level:

Tight integration between the hiring management system and corporate

recruitment site. This is key because it is the basis for ensuring a consistent
and positive job seeker experience, and the most visible aspect of the online
employment brand interface. The hiring management system needs to
support the integrity of the company's brand first and foremost - which,
depending on the company, plays out at varying levels of complexity. An
intuitive, flexible interface, supported by data capture, provides insight into
the job seeker and drives the overall effectiveness of the system.

Engaging above-average talent by providing a streamlined and user-friendly

online application process-one that candidates tell you is better than your
competitors'.

The ability to seamlessly pre-screen candidates by asking job-specific

questions in addition to collecting their resumes. This component should
also add value to the applicant's experience while supporting recruiter
productivity. If done well, a well-thought-out approach integrated in to your
Hiring Management System can serve as a self-screen or job preview.

The ability, at a glance, to see how a candidate fits with the job he or she has
applied for, individually and in comparison with all other applicants.

Making it easy for your recruiters to communicate and build relationships

with candidates throughout the recruiting process.

Additional recruiter productivity enhancement tools.

Sources Of Recruitment
a) Internal Recruitment Methods:
Merit Promotion: The identification, qualification evaluation, and selection of
candidates which will be made without regard to political, religious, labor
organization affiliation, marital status, race, color, sex, national origin, nondisqualifying physical or mental handicap, or age and shall be based solely on jobrelated criteria in accordance with legitimate position requirements. Selection from
merit promotion is a competitive selection.

Reassignment: The noncompetitive movement of an employee to another

position for which he/she qualifies at the same grade level and with an equivalent
target grade if applicable.

Voluntary Change to Lower Grade: The noncompetitive movement of an

employee to another position for which he/she qualifies at a lower grade than
currently being held.

Career Programs: A career program is comprised of occupational series and

functional fields grouped together on the basis of population, occupational
structure, grade range, and commonalty of job and qualification characteristics.
Career programs were established to ensure there is an adequate base of qualified
and trained professional, technical, and administrative personnel to meet Armys
current and future needs.

Details: The temporary assignment of an employee to a different position or set

of duties for a specified period with the employee returning to his/her original

position at the end of the detail. Employee does not need to meet the qualification
standards in order to be detailed.

Temporary Promotion: The temporary assignment of an employee to a higher

graded position for a specified period of time, with the employee returning to
his/her permanent position upon the expiration of the temporary action. In order for
an employee to be temporarily promoted, he/she must meet the same qualification
requirements that are necessary for a permanent promotion.

b External Recruitment Methods:

Reinstatement: The reemployment of a former employee who held a career or
career conditional appointment with a Federal Agency. Individuals may be placed
in positions at grades equal to or lower than previously held.

Reemployed Annuitants: An annuitant under either the Civil Service

Retirement System (CSRS) or Federal Employees Retirement System (FERS) may
be reemployed in any position for which they are qualified.

Transfers From Other Federal Agencies : The movement of an employee,

without a break in service of 1 workday, from a position in another Federal agency.
.

Delegated Examining Authority: The CPOCs have been delegated the

authority to issue certificates for all series and grades by OPM. This is a way to

consider applicants who have not previously held career or career conditional
positions. Applicants are referred in order of score and veterans preference.
Office of Personnel Management Certificates: A list of applicants seeking
employment with a Federal agency in the competitive service. Applicants are
referred in order of score and veteran preference. There is a charge for an OPM
certificate.

People with Disabilities Employment Program: People with disabilities

can be hired through the traditional competitive hiring process or, if they qualify,
noncompetitively through the use of excepted service appointing authorities.

Veterans Readjustment Authority (VRA): VRA eligibles may be

appointed non-competitively up to the GS-11 and equivalent jobs depending upon
the period of their military service.

Veterans Employment Opportunity Act (VEOA): Veterans who are

preference eligible OR veterans separated after at least 3 years of continuous
military service may apply under merit promotion announcements open to
employees outside of the agency (DOD).

Thirty Percent or More Compensably Disabled Veterans : May be

appointed noncompetitively to positions, if qualified. A current Veterans
Administration letter dated within the last year or discharge papers substantiating
the disability is required for applying under this program.
Administrative Careers with America (ACWA): A certificate of eligible external
candidates generated by OPM for GS-5/7, 2-grade interval administrative positions
covered by the Luevano Consent Decree. Applicants are appointed in the
Competitive Service.

Federal Career Intern Program (FCIP): May be used to appoint

candidates for positions at the GS-5/7 or 9 level without requesting an OPM
certificate of eligibles. Applicants are appointed in the Excepted Service and may
be non-competitively converted to the competitive service upon completion of the
program. Candidates appointed for administrative must have a passing score on the
ACWA examination.

Student Career Experience Program (SCEP): Allows appointment of

students while in school who may be non-competitively converted to permanent
positions upon completion of the program.

Student Temporary Employment Program (STEP): Provides flexibility

to appoint students on a temporary basis to jobs that may or may not be related to
their academic field of study. Employment can range from summer jobs to
positions that can last for as long as the individual is a student.

Outstanding Scholar: Allows appointment of college graduates with a grade

point average of 3.45 or better on a 4.0 scale, or graduating in the top 10% of their

graduating class. This method must be used in conjunction with the ACWA
authority.

c) Recruitment Incentives:
May be used for hard-to-fill positions when warranted and supporting
documentation is substantiated. Recruitment Incentives generally require approval
by the installation commander.

Recruitment Bonus: authorized up to 25% of the annual rate of basic pay to a

newly appointed employee.

Relocation Bonus: authorized up to 25% of the annual rate of basic pay to an

employee who must relocate to accept a position in a different commuting area.

Retention Allowance:

authorized up to 25% of basic pay to a current

employee if the unusually high or unique qualifications of the employee or a

special need of the agency for the employees services makes it essential to retain
the employee. .

Re-payment of Student Loans: May be authorized to facilitate the

recruitment or retention of highly qualified employees and a determination has
been made the organization would encounter difficulty in filling the position.

Nature of the Industry

The telecommunications industry is at the forefront of the information age
delivering voice, data, graphics and video at ever increasing speeds and in an
increasing number of ways. Whereas wireline telephone communication was once
the primary service of the industry, wireless communication services and cable and
satellite program distribution make up an increasing share of the industry.
During the late 1990s, the telecommunications industry, experienced very rapid
growth and massive investment in transmission capacity. Eventually this caused
supply to significantly exceed demand, resulting in much lower prices for
transmission capacity. The excess capacity and additional competition led to either
declining revenues or slowing revenue growth, which has led to consolidation
within the industry, as many companies merged or left the industry.
The largest sector of the telecommunications industry continues to be made up of
wired telecommunications carriers. Establishments in this sector mainly provide
telephone service via wires and cables that connect customers premises to central
offices maintained by telecommunications companies. The central offices contain
switching equipment that routes content to its final destination or to another
switching center that determines the most efficient route for the content to take.
While voice used to be the main type of data transmitted over the wires, wired
telecommunications service now includes the transmission of all types of graphic,
video, and electronic data mainly over the Internet.
These new services have been made possible through the use of digital
technologies that provide much more efficient use of the telecommunications
networks. One major technology breaks digital signals into packets during
transmission. Networks of computerized switching equipment, called packet

switched networks, route the packets. Packets may take separate paths to their
destination and may share the paths with packets from other users. At the
destination, the packets are reassembled, and the transmission is complete. Because
packet switching considers alternate routes, and allows multiple transmissions to
share the same route, it results in a more efficient use of telecommunications
capacity as packets are routed along less congested routes.
The transmission of voice signals requires relatively small amounts of capacity on
telecommunications networks. By contrast, the transmission of data, video, and
graphics requires much higher capacity. This transmission capacity is referred to as
bandwidth. As the demand increases for high-capacity transmissionsespecially
with the rising volume of Internet datatelecommunications companies have been
expanding and upgrading their networks to increase the amount of available
bandwidth.
One way wired carriers are expanding their bandwidth is by replacing copper wires
with fiber optic cable. Fiber optic cable, which transmits light signals along glass
strands, permits faster, higher capacity transmissions than traditional copper
wirelines. In some areas, carriers are extending fiber optic cable to residential
customers, enabling them to offer cable television, video-on-demand, high-speed
Internet, and conventional telephone communications over a single line. However,
the high cost of extending fiber to homes has slowed deployment.
In most areas, wired carriers are instead leveraging existing copper lines that
connect most residential customers with a central office, to provide digital
subscriber lines (DSL) Internet service. Technologies in development will further
boost the speeds available through a DSL connection.

Wireless telecommunications carriers, many of which are subsidiaries of the wired

carriers, transmit voice, graphics, data, and Internet access through the
transmission of signals over networks of radio towers. The signal is transmitted
through an antenna into the wireline network. Other wireless services include
beeper and paging services. Because wireless devices require no wireline
connection, they are popular with customers who need to communicate as they
travel, residents of areas with inadequate wireline service, and those who simply
desire the convenience of portable communications. Increasing numbers of
consumers are choosing to replace their home landlines with wireless phones.
Wireless telecommunications carriers are deploying several new technologies to
allow faster data transmission and better Internet access that should make them
competitive with wireline carriers. One technology is called third generation (3G)
wireless access. With this technology, wireless carriers plan to sell music, videos,
and other exclusive content that can be downloaded and played on phones
designed for 3G technology. Wireless carriers are developing the next generation of
technologies that will surpass 3G with even faster data transmission. Another
technology is called fixed wireless service, which involves connecting the
telephone and/or Internet wiring system in a home or business to an antenna,
instead of a telephone line.
The replacement of landlines with cellular service should become increasingly
common because advances in wireless systems will provide data transmission
speeds comparable to broadband landline systems.
Cable and other program distribution is another sector of the telecommunications
industry. Establishments in this sector provide television and other services on a
subscription or fee basis. These establishments do not include cable networks.

(Information on cable networks is included in the statement on broadcasting, which

appears elsewhere in the Career Guide.) Distributors of pay television services
transmit programming through two basic types of systems. Cable systems transmit
programs over fiber optic and coaxial cables. Direct broadcasting satellite (DBS)
operators constitute a growing segment of the pay television industry. DBS
operators transmit programming from orbiting satellites to customers receivers,
known as minidishes.
Establishments in the cable and other program distribution industry generate
revenue through subscriptions, special service feesprimarily installation--and
advertising sales. They also charge fees for services, such as the transmission of
specialty pay-per-view or video-on-demand programs; these often are popular
movies or sporting events. Some cable and satellite systems facilitate the
transmission of digital television signals. Digital signals consist of simple
electronic code that can carry more information than conventional television
signals. Digital transmission creates higher resolution television images and
improved sound quality. It also allows the transmission of a variety of other
information. Digital television also uses compression technology to expand the
number of channels.
Changes in technology and regulation now allow cable television providers to
compete directly with telephone companies. An important change has been the
rapid increase in two-way communications capacity. Conventional pay television
services provided communications only from the distributor to the customer. These
services could not provide effective communications from the customer back to
other points in the system, due to signal interference and the limited capacity of
conventional cable systems. As cable operators implement new technologies to
reduce signal interference and increase the capacity of their distribution systems by

installing fiber optic cables and improved data compression, some pay television
systems now offer two-way telecommunications services, such as video-ondemand and high-speed Internet access. Cable companies are also increasing their
share of the telephone communications market both through their network of
conventional phone lines in some areas and their growing ability to use high-speed
Internet access to provide VoIP (voice over Internet protocol).
VoIP is sometimes called Internet telephony, because it uses the Internet to transmit
phone calls. While conventional phone networks use packet switching to break up
a call onto multiple shared lines between central offices, VoIP extends this process
to the phone. A VoIP phone will break the conversation into digital packets and
transmit those packets over a high-speed Internet connection. Cable companies are
using the technology to offer phone services without building a conventional phone
network. Wireline providers high-speed Internet connections also can be used for
VoIP and cellular phones are being developed that use VoIP to make calls using
local wireless Internet connections. All of the major sectors of the
telecommunications industry are or will increasingly use VoIP.
Resellers

of

telecommunications

services

are

another

sector

of

the

telecommunications industry. These resellers lease transmission facilities, such as

telephone lines or space on a satellite, from existing telecommunications networks,
and then resell the service to other customers. Other sectors in the industry include
message communications services, such as e-mail and facsimile services, satellite
telecommunications, and operators of other communication services, ranging from
radar stations to radio networks used by taxicab companies.

DATA ANALYSIS
AND
INTERPRETATION

Data Analysis & Interpretation

Q.1 You are in Telecom Company. as on

Company Payroll

36

Contract

14

Interpretation: 72% respondents are worked as on company payroll and 28%

on contract basis in Telecom Company.

Q.2) How you get your current designation?

Through internal recruitment

40

Through external recruitment

10

Interpretation: 80% respondents get there current designation through

internal recruitment while 20% get through external recruitment.

Q.3) If internal, what was the procedure?

Transfer
Promotion
Extenuation

20
10
8

Interpretation: In case of Internal recruitment 53% respondents are through

transfer process,26% are through promotion and 21% having the designation
through extenuation.

Q.4) If external, how?

Interpretation: In case of External recruitment maximum supervisor recruit

through advertisement while managers are through employee riffles and
workers recruited through employee riffles, consultancy and through
contract.

Q.5) Are you satisfied with companys current recruitment policy?

Yes
No

22
18

Interpretation: 55% respondents are satisfied with companys recruitment

policy while 45% disagree.

Q.6) How you get the opportunity in Telecom Company?

Interpretation: 44% respondents got the opportunity in Telecom Company

after clearing the written and Interview test, 20% has to face only
interview,12% got direct offer while 24% has to face another different-2
process to get opportunity in Telecom Company.

Q. 7) What was the time duration between your first interaction regarding
selection in company and getting offer latter?

Interpretation: 46% respondents say time duration of the selection process for
their recruitment is upto one month, 24% mention upto six month while 30%
say time duration was more than six month.

Q.8) What was your qualification at the time of selection?

Interpretation: Maximum managers were having the degree at the time of

their selection while maximum supervisors holding the diploma and in case of
workers maximum workers were either ssc pass or fail.

Q.9) What was your work experience at the time of selection?

Interpretation: Maximum Managers had more than five years experience at

the time of selection, in case of supervisors maximum was either fresher or
having one year experience and it is same for workers

Q.10) Do you think that presently no. of employee (in your level) are enough?

Interpretation: Maximum supervisors and workers feel presently no. of

employee (in your level) are enough while managers are not agree with it.

Q.11) What should be criteria to fill up the post?

Interpretation: Managers say post should be fill up through promotion,

extension or external sources while workers prefer transfer or external
sources and supervisors prefer promotions and extension.

Q12) Is company ask you for any recommendation to recruit you?

Yes
No.

Interpretation:

8
12

60% respondents feel their was a clear transparency in

selection process of Telecom Company while 40% disagree.

FINDINGS

FINDINGS

1. Mobile phone market has seen a rapid growth in last three years.
2. Recruitments are done by both sources internal and external.
3. Advertisements play a great role in recruitment in external sources of it.
4. Experience plays an important role.
5. Degree is necessary for higher post.
6. More peoples are satisfied after their selection by the industry.
7. There are a clear transparency in selection process of Telecom Company.
8. Managers of the company say that post should be fill up through promotion.
9. In case of supervisors maximum are either fresher or having one year
experience.

RECOMMENDATIONS/SUGGESTIONS:
On the basis of the Recruitment process Questionnaire report through
questionnaire, I would like to suggest further improvements in existing plans and
policies to sales and recruitment activities of Telecom sector. This survey provides
some results, which may be helpful in growth of Telecom services. Through the
survey I found some opportunities and some threats to the sector. To increase the
growth the following recommendations are suggested Its recruitment criteria are not easy instead of others. If the company
wants to increase its growth it should select the hard workers.

Peoples do not get the real information about it by the cause of its less
advertisement of recruitments.

Start offering attractive scheme to increase maximum coverage.

CONCLUSION:
Telecom industries are one of the growing sector in India & has been the vanguard
in the field of mobile services.
Under the able stewardship of TRIA the company has scaled newer heights, and
helped the country make a mark in the field of mobile services.
1. It does increase business efficiency.
2. Attractive plans are its power.
3. It improves the life style and adds pride to it.
4. Its keeps us in the touch of whole world.

BIBLIOGRAPHY

BIBLIOGRAPHY

Personal Management
S.P Gupt
H/R Management :
K.Aswathappa
L.M.Pandey
www.tria.com
www.Google.com
www.teleservices.com
Magazines of various telecom industries.