Executive Summary

The objective of Recruitment is to ensure precisely channeled selection of resources, to enable achievement of the companys business goals.

In Bharti Airtel once the Manpower budgeting is prepared by the CEO, GM-HR & HODs at the end of financial year.

The concerned manager of a vacant position requests for manpower through Manpower Requisition Form (MRF). GM-HR approves the form. If the manpower requirement is approved it is forwarded to recruitment manager.

Then the sourcing of CVs is done, through various methods. Then the initial screening, if the candidate is selected then he is supposed to fill JAF , and then get the JAF form and mark the date of functional Interview .

Short listing of CVs as per requirement and then the candidates are called for the interviews. Then the candidates initial screening is done i.e. qualification of candidate is matched with the requirement. JAF is made to fill by the candidate. Then comes the functional interview round which is taken by the functional manager. If he qualifies functional interview round then the candidate goes for the salary negotiation, which is done by the HR. At last the offer letter is issued to the selected candidate.

Objectives:

1. To learn the HR process of the organization

2. To study the recruitment policys and procedure

3. To learn the ability to select a recruitment model that will improve the quality of the present and future workforce of the organization

4. To learn the framework around how to achieve recruitment objectivesSWOT Analysis of Bharti AirtelRESEARCH METHODOLOGYThe entire project has been made with the help of secondary data reference books, magazines, newspapers.Bharti Airtel LimitedAIRTEL is an Indian telecommunications company that operates in 19 countries across South Asia, Africa and the Channel Islands. It operates a GSM network in all countries, providing 2G or 3G services depending upon the country of operation. Airtel is the fifth largest telecom operator in the world with about 230.8 million subscribers across 19 countries at the end of June 2011. It is the largest cellular service provider in India, with over 169.18 million subscribers as of June 2011. Airtel is the 3rd largest in-country mobile operator by subscriber base, behind China Mobile and China Unicom.

Airtel is the largest provider of mobile telephony and second largest provider of fixed telephony in India, and is also a provider of broadband and subscription television services. It offers its telecom services under the Airtel brand and is headed by Sunil Bharti Mittal. Bharti Airtel is the first Indian telecom service provider to achieve this Cisco Gold Certification. To earn Gold Certification, Bharti Airtel had to meet rigorous standards for networking competency, service, support and customer satisfaction set forth by Cisco.

The company also provides land-line telephone services and broadband Internet access (DSL) in over 96 cities in India. It also acts as a carrier for national and international long distance communication services.

The company has a submarine cable landing station at Chennai, which connects the submarine cable connecting Chennai and Singapore.

It is known for being the first mobile phone company in the world to outsource everything except marketing and sales and finance. Its network (base stations, microwave links, etc.) are maintained by Ericsson, Nokia Siemens Network and Huawei, business support by IBM and transmission towers by another company (Bharti Infratel Ltd. in India). Ericsson agreed for the first time, to be paid by the minute for installation and maintenance of their equipment rather than being paid up front. This enabled the company to provide pan-India phone call rates of Rs. 1/minute (U$0.02/minute). Call rates have come down much further. During the last financial year [2009-10], Bharti has roped in a strategic partner Alcatel-Lucent to manage the network infrastructure for the Telemedia Business.

The company is structured into four strategic business units - Mobile, Telemedia, Enterprise and Digital TV. The mobile business offers services in 18 countries across the Indian Subcontinent and Africa.

The Telemedia business provides broadband, IPTV and telephone services in 89 Indian cities. The Digital TV business provides Direct-to-Home TV services across India. The Enterprise business provides end-to-end telecom solutions to corporate customers and national and international long distance services to telcos. DIRECTORS PROFILE

SUNIL BHARTI MITTAL (born 23 October 1957) is an Indian telecom mogul, philanthropist and the founder, Chairman and managing director of Bharti enterprises. The us $7.2 billion turnover company runs Indias largest GSM based mobile phone service. He is the son of Sat Paul (former MP) and Lalita. In 2007, he was awarded the PADMA BHUSHAN, India's third highest civilian honor.

PROFILE Name : Bharti Airtel Limited.

Established : July 07, 1995, as a Public Limited Company

Chairman and Managing Director : Mr. Sunil Bharti Mittal

CEO (India and South Asia) : Mr. Sanjay Kapoor

Vision & Promise : By 2010 Airtel will be the most admired brand in India, loved by more customers, targeted by top talent and benchmarked by more business.

Mission : Company will meet the mobile communication needs of his customer through error-free service delivery, innovative products and services, cost efficiency and unified messaging solution.

Business Description :

Provides GSM mobile services in all the 22 telecom circles in India, Srilanka, Bangladesh and now in 16 countries of Africa.

Provides tele media services (fixed line and broadband services through DSL) in 87 cities in India.

Provides an integrated suite of Enterprise solutions, in addition to providing long distance connectivity both nationally and internationally.

They also offer DTH and IPTV Services.

AIRTEL MANAGEMENT TEAM

SUNIL BHARTI MITTAL: Founder, Chairman and Group CEO of Bharti Enterprises.

SANJAY KAPOOR: Chief Executive Officer Bharti Airtel Ltd. (India & South Asia).

MANOJ KOHLI: CEO (International) & Joint MD Bharti Airtel Ltd.

SHAMINI RAMALINGAM: Director internal assurance of Bharti Airtel limited.

S. ASOKAN: Executive director - supply chain

SRIKANTH BALACHANDER: Chief financial officer

ATUL BINDAL: President mobile services

JYOTI PAWAR: Director legal and regulatory of Bharti Airtel limited

JOACHIM HORN: Executive director network services group

KRISHNAMURTHY SHANKAR: Director Human Resources

AWARDS AND RECOGNITIONS

Economic Times Telecom Awards 2011

Innovative Product Value Added Service

Customer Experience Enhancement

Frost & Sullivan 2011 Asia Pacific ICT Awards

Enterprise Telecom Service Provider of the Year

Wholesale Data Service Provider of the year

Mobile VAS Provider of the Year

Telecom Operator award 2011 - Won in 5 categories.

Most Admired company

Best National Mobile operator

Operator with Rural performance

Best VAS provider

Best Enterprise services

DSCI Excellence Award 2011 for Security in Telecom- Security Leader of the Year'

Indias Most Innovative company - Wall Street Journal

Bharti Airtel rated as Indias Best Enterprise Connectivity Provider- Users choice award Instituted by PC Quest

Sunil Bharti Mittal : Global Game changer at Economic Times Telecom Awards 2011

Global Telecom Leader - Voice & Data magazine

Akhil Gupta, Deputy Group CEO and MD - CFO India Hall of Fame by CFO India

Manoj Kohli, CEO( International) & Joint MD - Telecom Man of the year - Tele.net

Business world FICCI SEDF Corporate Social Responsibility Awards 2009-10

INTRODUCTION TO PROJECT

RECRUITMENT Recruitment is the process concerned with the identification of sources from where the personnel can be employed and motivating them to offer themselves for employment. Recruitment is the process of searching for prospective employees and stimulating them to apply them for jobs in the organization. When more persons apply for jobs then there will be a scope for recruiting better persons. The job-seekers too, on the other hand, are in search of organizations offering them employment. Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. According to Flippo, Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Werther and Davis have defined this as follows; Recruitment is the process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applicants are submitted. The result is of applicants from which new employees are selected.

Lord has defined, Recruitment is a form of competition. Just as corporations compete to develop, manufacture, and market the best product or service, so they must also compete to identify, attract and hire the most qualified people. Recruitment is a business, and it is big business. Thus, recruitment process is concerned with the identification of possible sources of human resource supply and tapping that source. It is the process which prompts people to offer for selection in an organization. This involves locating sources of manpower to meet job recruitments.

GOALS OF RECRUITMENT

- To attract highly qualified individuals.

- To provide an equal opportunity for potential candidates to apply for vacancies.

SELECTION Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. Selection involves both because it picks up the fits and rejects unfits.

In fact, in Indian context, there are more candidates who are rejected than those who are selected in most of the selected processes. Therefore, sometimes, it is called a negative process in contrast to positive program of recruitment.

Stone has given a formal definition; Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

According to dale Yoder, Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment and those who are not.

Thus, the selection process is a tool in the hands of management to differentiate between the qualified and unqualified applicants by applying various techniques such as interviews, tests etc. In this sense, it is a negative process of employment in which only a few who qualify for job are offered employment and others are denied the opportunities. A sound selection policy ensures the selection of suitable candidates.

GOALS OF SELECTION -To systematically collect information about to meet the requirements of the advertised position.

-To select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.

- To engage in hiring activities that will result in eliminating the under utilization of women and minorities in particular departments.

- To emphasize active recruitment of traditionally under-represented groups, i.e. individuals with disabilities, minority group members, women, and veterans.

BHARTI AIRTEL RECRUITMENT PROCESS

The objective of Recruitment is to ensure precisely channeled selection of resources, to enable achievement of the companys business goals. The recruitment processes of Bharti Airtel are discussed below: In Bharti Airtel once the Manpower budgeting is prepared by the CEO, GM-HR & HODs at the end of financial year.

The concerned manager of a vacant position requests for manpower through Manpower Requisition Form (MRF). GM-HR approves the form. If the manpower requirement is approved it is forwarded to recruitment manager.

Then the sourcing of CVs is done, through various methods. Then the initial screening, if the candidate is selected then he is supposed to fill JAF, and then get the JAF form and mark the date of functional Interview.

Short listing of CVs as per requirement and then the candidates are called for the interviews. Then the candidates initial screening is done i.e. qualification of candidate is matched with the requirement. JAF is made to fill by the candidate. Then comes the functional interview round which is taken by the functional manager. If he qualifies functional interview round then the candidate goes for the salary negotiation, which is done by the HR.

At last the offer letter is issued to the selected candidate.

SOURCES OF MANPOWER SUPLY

An organization can fill up its vacancies either through promotion of people available in the organization or through the selection of people from outside. Thus, there can be two sources of manpower external and internal. For all recruitment, a preliminary question of policy considers the extent to which it will emphasize external and internal sources. Bharti Airtel at Guwahati used both external and internal sources for recruitment.

Vacancies through internal sources can be filled up either through promotion or transfer; recruiters tend to focus their attention on outside sources. Therefore, the first problem is to identify outside sources.

Normally, following outside sources are utilized for different positions. Advertisement: Advertisement is the most effective means to search potential employees from outside the organization. Employment advertisement in journals, newspaper, bulletins, etc, is quite common in our country. An advertisement contains brief statement of the nature of jobs, the type of people required, and procedure for applying for these jobs.

Employment Agencies: Many organizations get the information about the prospective candidates through employment agencies. In our country, two types of agencies are operating: public employment agencies and private employment agencies.

-Public Employment Agencies: There are employment exchanges run by the government almost in all districts. The employment seekers get themselves registered with these agencies. Normally, such exchanges provide candidates for lower position like semi-skilled and skilled workers, and lower-level operations like clerks, junior supervisors, etc.

-Private Employment Agencies: There are many consultancy and employment agencies like ABC consultants, Personnel and productivity services, etc., which provide employment services particularly for selecting higher level and middle level executives. These agencies also undertake total functions personnel on behalf of various organizations. They charge fees for this purpose. Most of the recruitment has done through these private employment agencies in Bharti Airtel.

On campus Recruitment: Bharti Airtel, conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes, universities and colleges. This source is quite useful for selecting people to the posts of management trainees, technical supervisor, scientist, and technicians. The organizations hold preliminary interviews on the campus on the predetermined date and candidates found suitable are called for further interviews at specified.

Employee recommendations: Employee recommendation can be considered to the lower levels. The idea behind employee recommendations as a source of potential applicants is that the present employees may have specific knowledge of the individuals who may be their friends, relatives, or acquaintances. If the present employees are reasonably satisfied with their jobs, they communicate these feelings to many persons in their communities.

E Hiring: Bharti Airtel, conduct preliminary search of prospective employees through the internet service. There are many job portals available on internet like Naukri.com, Monster.com etc. Candidates register their CVS on the different job portals which are searched by the recruiters who are looking for the candidates. The candidates whose profiles match with the recruiters requirement are contacted through email or by telephone for further interview process.

SELECTION PROCESS OF BHARTI AIRTEL A selection process at Bharti Airtel involves a number of steps. The basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment. Since the type of information required for various positions may vary, it is possible that selection process may have different steps for various positions. For example,more information is required for the selection of managerial personnel as compared to workers. A standard selection process of Bharti Airtel has the following steps: Screening of Applications: Prospective employees have to fill up some sort of application forms. These forms have variety of information about the applicants like their personal bio-data, achievements, experience, etc. Such information is used to screen the applicants who are found to be qualified for the consideration of employment. Based on the screening of applications, only those candidates are called for further process of selection that is found to be meeting the job standards of the organization.

Selection Tests: Bharti Airtel hold different kinds of selection tests to know more about the candidates or to reject the candidates who cannot be called for interview, etc. Selection tests normally supplement the information provided in the application forms. Such forms may contain factual information about candidates. Selection tests may give in formation about their aptitude, interest, personality, etc., which cannot be known by application forms. Types of selection tests are as follows: Achievement test, Intelligence test, Personality test, Aptitude test, Interest test.

Interview: Selection tests are normally followed by personnel interview of the candidates. The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates. In many cases, interview of preliminary nature can be conducted before the selection the selection tests. For example, in the case of campus selection, preliminary interview is held for short listing the candidates process of selection.

Checking of References: Bharti Airtel sometimes ask the candidate to provide the names from whom more information about the candidates can be solicited. Such information may be related to character, working, etc. The usual referees may be previous employers, persons associated with the educational institutions from where the candidates have received education, or other persons of prominence who may be aware of the candidates behavior and ability.

Physical Examination: Physical examination is carried out to ascertain the physical standards and fitness of prospective employees. The practice of physical examination varies a great deal both in terms of coverage and timings. Bharti Airtel sometimes only takes general check up of applicants to find out the major physical problems which may come in the way of effective discharge of duties. In the context of timings also, and then sometimes, locate the physical examination near the end of the selection process, others place it relatively early in the process.This latter course is generally followed when there is high demand for physical fitness.

Approval by appropriate Authority: On the basis of the above steps, suitable candidates are recommended for selection by the selection committee or personnel department. Bharti Airtels designate the various authorities for approval of final selection of candidates for different categories of candidates, Thus, for top level managers, Board of directors may be approving authority; for lower levels, even functional heads concerned may be approving authority. When the approval is received, the candidates are informed about their selection and asked to report for duty to specified persons.

Placement: After all the formalities are completed, the candidates are placed on their jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization. Recommendations:

Many HR Policies are not known to most of the employees. It should be made clear on the day of joining or on the First working day.

Interview Assessment Sheets are not filled by both Functional and HR-Interviewer. It should be filled on the time of interview.

The company should follow job rotation to retain its best talents.

In the Skip Level Meetings, no name and oracle code should be asked. To get the true reply from the employees.

There should be frequent Feedback Sessions for employees.

There should be Exit Interview of all the leaving employees and it should be taken seriously.

For COLD Calls or WARM Calls a proper data should be made (on the basis of work experience, and current salary) and then the calls should be made for Interviews.

New Joiners should be made clear of there KRA on the first working day.

There should be proper maintenance of all the employees documents for future needs.

CONCLUSION

In conclusion we would like to say that, in Bharti Airtel the management process works smoothly.

HR department of Airtel achieves the apex point, while fulfilling their objectives. As a result of which, there is less employee turnover in Bharti Airtel, which led Bharti Airtel to the great success in the corporate world. Some of the Human Resource Management functions of Bharti Airtel are as follows:

- Analyses jobs and skills needed in the organization.

- Assesses, develops and implements policies, procedures and systems.

- Recruits and selects workers

- Appraises performance.

- Rewards workers through the implementation of compensation systems. Designs and delivers training, development and educational programs for employees to provide the organization with the skilled resources it needs.

BIBLIOGRAPHY http://www.currentanalysis.com/markets/telecomindustry/?gclid=CLGF0YjH0LICFQsb6wod3nkAsA http://www.ebbinge.nl/en/recruitment-selection-technology-media-telecom http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/Recruitment%20and%20Selection-Human%20Resource%20Management%20Case%20Study.htm http://bookboon.com/en/business-ebooks/hrm/recruitment-and-selection http://corporate18.com/executive%20service.php24