Done Deal -Airtel

8/6/2019 Done Deal -Airtel

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HISTORY

Sunil BhartiMittal founded the Bharti Group. In 1983, Sunil Mittal was into an

agreement with Germany's Siemens to manufacture the company's push-button

telephone models for the Indian market. In 1986, Sunil BhartiMittal incorporated

Bharti Telecom Limited (BTL) and his company became the first in India to offer

push-button telephones, establishing the basis of Bharti Enterprises. This first-

mover advantage allowed Sunil Mittal to expand his manufacturing capacity

elsewhere in the telecommunications market. By the early 1990s, Sunil Mittal had

also launched the country's first fax machines and its first cordless telephones. In

1992, Sunil Mittal won a bid to build a cellular phone network in Delhi.

Bharti Enterprises went public in 2002, and the company was listed on Bombay

Stock Exchange and National Stock Exchange of India. In 2003, the cellular phone

operations were rebranded under the single Airtel brand. In 2004, Bharti acquired

control of Hexacom and entered Rajasthan. In 2005, Bharti extended its network to

Andaman and Nicobar.'2009, Airtel launched its first international mobile network

in Sri Lanka. In 2010, Airtel began operating in Bangladesh.

Today, Airtel is the largest cellular service provider in India and fifth largest in theworld.

Bharatiairtel is one of Indias leasing private sector providers for

telecommunication services based on an aggregate of 66,689,943 customersApprox 64,370,434 GSM mobile subscribers.Approx 2,319,509 BhartiTelemedia subscribers.


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COMPANY PROFILE

Airtelcomes to you from Bharti Cellular Limited - a part of the biggest private

integrated telecom conglomerate, Bharti Enterprises.

Bharti provides a range of telecom services, which include Cellular, Basic, Internet

and recently introduced National Long Distance. Bharti also manufactures and

exports telephone terminals and cordless phones. Apart from being the largest

manufacturer of telephone instruments in India, it is also the first company to

export its products to the USA. Bharti is the leading cellular service provider, with

a footprint in 15 states covering all four metros and more than 7 million satisfied

customers.

VISION:


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To make mobile communications a way of life and be the customers' first choice.

MISSION:

We will meet the mobile communication needs of our customers through:

Error-free service delivery

Innovative products and services

Cost efficiency

Unified Messaging Solutions

CORE VALUE:

We will delight our customer with our simplicity, speed & innovation.

We will honours our commitment.

We will follow the highest standard of professional integrity & behaviour.

We will respect individual, build winning teams and lead by example.

We will create a fun filled and friendly workplace.

HRM DEPARTMENT:


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HR Mission Statement

To lead the organization in enhancing its human capital and creating a winning

environment where everyone enjoys contributing to the best of ones ability.

Airtel will achieve this by:

y Inspiring and motivating its people.y Developing its people to strive for higher standards.y Driving an open minded and enterprising corporate culture where people

through leadership at all levels dare to dream, dare to try, dare to fail and

dare to succeed.

y Attracting and recruiting the best talent

Airtel has a very defined and well structured department and its various policies of

keeping each employee productive part of the organization are intoned with the

corporate worlds requirement.

Employees in the company are largely committed to their organization and have

shown progress in the company. Employees are satisfied with the HR department

of AirtelGSM Company.

Humans are the basic tool for having competitive edge in the market for most ofthe organizations and Airtel is one of these. Airtel has one of the best HR systems

in India that gives it an edge over its competitors.

HR DEPARTMENT SECTIONS:


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HR department of Airtel has three sections.

Employee serviceso Payroll informationo Leave and medical recordo Final settlements and provident fundo Policies and procedureso Employees record and recreation

OD and Effectivenesso Training plano Talent managemento

Performance managemento Employees retentationo Orientation employee communication Staffing and compensation

o Staffing plan and HR budgetingo Management trainee and internship programo Interviewing and selectiono Headhunterso Compensation, benefits and incentive

HR Strategies:


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Human resource department is putting its efforts towards nurturing a winning

corporate culture and building organizational capabilities by ensuring that its

people at all levels are both able and willing to perform at consistently exceptional

levels. At AIRTEL the people have been empowered to a large degree by

minimizing out dated rules /regulations and plan to further eliminate the

bureaucratic barriers to capitalize on their ingenuity and talent.

HR strategy refers to the specific human resource management course of actions

that a company pursues to achieve its objectives.

But how these strategies/policies/practices are formulated and implemented

at Airtel. There is a whole process behind this.

The top team continues to play its role in providing the guidance and support to

people at all levels. The HR (peoples) function ensures that it leads thetransformational change by nurturing a climate, which would help in converting

the huge potential at disposal of the company into world-class performance.

The active and effective role played by HR in people development at

different levels organizational, departmental and individual is considered in

AIRTEL to be one of the most critical factors leading to the development of a

winning corporate culture. The effort continues to be directed towards developing

the skills of the shop floor employees, improving competencies of Business

Support Officers (BSOs), and enhancing the leadership qualities of managers.


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Like most big organizations, the development of HR Strategies is also done

in accordance with companys mission. First, Strategic planners analyze what

actually is the prevalent culture of the organization, what are the strengths,

weaknesses, opportunities, threats (SWOT analysis) of business and its market, and

on the basis of all the above analysis, companys strategic plan is established. In

the end HR strategies are formulated in accordance with this overall

business/companies strategic plans.

Based on these HR strategies, HR policies and practices are also formed and

implemented. Any abrupt change in the market requires the organization to follow

this analysis in order to be successful. That why organizations continuously keeps

on updating their strategies and policies.

:

Whole system for development of HR strategies/policies/practices is as below


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HR Practices at Airtel:

Mobilinks Competitive Environment

Economic, Political, Demographic, Competitive

and Technological Trends

Companys Strategic Situation

Companys Internal

Strengths and Weaknesses

Organizational Performance

Companys Strategic Plan

Companys HR strategies

Formulation of HR policies Formulation of HR practices


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These are few of the HR practices that I have learned from my resource person.

Planning Recruitment Selection Training & Development Compensation Performance Appraisal System Occupational Health and Safety measures CareerPlanning and Development Research and Development Reward Management Employee Relations

Planning:

After the emergence of new telecom companies, market has become much more

competitive and employees are less loyal to the company. Whenever they get anyopportunity better than the existing job, they just opt for that. Which is there right,

however Airtel is aware of this fact and thats why they do not have any formal

strategy for succession planning. They do consider the people from inside but

proper succession planning is not practiced in Airtel these days. When they entered

into the market they used to have strategy regarding this matter.

But now due to market trends they have transformed there new

strategies. According to the management its not useful to invest a lot in the

employee at a larger extent. They do develop employees for there career planning

but no formal succession planning is practiced.

Recruitment and Selection:


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In AIRTEL, the activity to fill a vacancy or a new job starts with the requirement

communicated by the respective managers to the HR department. The HR

department then looks for the possibilities of internal and external recruitment.

Internal Recruitment:In AIRTEL, internal recruitment is done for the managers of the higher grade and

directors. When a position is vacant, the HR department views the past

performance of the people working at lower levels than the vacant position and

chooses the right person who is promoted to that position.

At the manager and director level, the internal recruitment process is mostly

carried out but when managerial position is vacant and a suitable person is not

available for the desired post from with in the organization then external

recruitment is carried out.

External Recruitment:For external recruitment in AIRTEL, the line managers are required to make a

requisition form for the job in which they have to mention their need taking in

account the budget for establishment and salaries for the position of Management,

Business Support Officers and Workers. Role profile for the specified job is also

prepared matching up the requirement and the grade of the job. Training period is

also specified on the requisition form.

The requisition form along with the role profile is sent by the line manager to the

functional director for his approval and then forwarded to HR Manager. The HR

manager confirms the availability of budgets required for establishment, salaries

and cost of advertisement for the job. After all this, the requisition form along with

the job profile and the budget forecast is sent to the HR Director for his final

approval.

After approval from the HR director the HR manager and the line manager work

hand in hand to prepare job and person specifications for advertising or giving tothe headhunters.

The sources that AIRTEL uses to attract applicants are:

y Inviting applications through advertisementy Recommendations from the head hunters


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y Applications obtained from the data bank of AIRTEL where directapplications are received from time to time.

After a substantial amount of applications have been received, the line and the HR

managers again work together to shortlist the applications. This is done bycarefully going through all the application and by giving different weightage to the

following criteria:

y Quality of early schoolingy Grade obtainedy Extra Curricular activitiesy Overseas travel and educationy Agey Target Universityy Relevant experience

The HR Department then issue call letters to the short listed candidates along with

blank application forms by Date, time and venue for the preliminary interview is

advised and candidates are asked to bring along completed application forms. A

two-member panel of HR and line management carries out competency-based

interviews focusing on functional skills and managerial and supervisory skills.

After the preliminary interview is cleared people applying for different jobs are

tested in different ways. The following management competencies are assessed bya panel of cross-functional assessors In the case of management selection:

y Communication skillsy Resource managementy Rational decision makingy Influencingy Creative thinkingy Business development

The HR department is responsible for overall administration of the assessment

centre including training of the assessors.

.

The HR department provides details of remuneration package and terms and

conditions of service. The HR department also prepares appointment letter, service

agreement and finalizes other documentation for service record.


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Measures to improve competences and employee Skills:

In order to make its human resource productive and efficient, Airtel aggressively

work in developing its human resource capital through international and localtrainings as well as structured employee well-being programs, making it one of

the most sought after companies to work for in India. Airtel conducts several

training program in order to improve the competencies and skills of employees.

Orientation:Airtel has a very well organized and well established HR department that practices

all the HR strategies which are beneficial for the organization. As other

departments are well established and operational for their matters, HR department

is empowered to develop and plan what so ever is required for the company.

Orientation and induction is required for employee familiarization with the

organization and Airtel is well aware of this fact. Affiliation with organization is

only possible if the employees are informed about each and everything. When the

employee is hired he gets proper orientation and that orientation may exceed to few

months until he get the feeling of affiliation and get to know the organization well.

Training:Training is a planned effort by a company to facilitate employees learning of job-

related competencies. These competencies include knowledge, skills or behaviors

that are critical for the successful job performance.

At AIRTEL, there is a continuous assessment of the technical and managerial

skills. For the further enhancement of these skills formal training programmes


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offered at all levels. The employees are provided with opportunities to put these

skills into practice, in preparation for the move to a managerial role.

Training is viewed at AIRTEL as a way of creating intellectual capital. Employeesare expected to acquire new skills and knowledge, apply them on job and share this

information with other employees. The training is cross-functional for sharing of

skills.

The employee are trained periodically either locally or abroad according to

preplanned schedules. The objective of such training is to upgrade the capabilities

of employees.

If an employee attends an overseas training then he/she has to serve the company

for a certain period after the date of completion of training subject to the cost and

duration of training itself. In case an employee leaves the company during this

period he/she will have to pay the amount specified at that point in time.

Training Methods

y On Job Trainingy Special Training Sessionsy Team Buildingy Problem Basedy Refresher Courses

Types of Training in Airtel:

On a general basis the training done in Airtel can be divided into two

categories:


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Soft skill training

Technical Training

Soft Skill Training:

Helping your employees develop a stronger base of knowledge on topics that

affect their personal lives can make them more productive and less distracted in

their jobs. Soft skill development courses in areas like personal finance and

childcare can help your team better manage the most important areas in their

personal lives.

This may include the following things for e.g.

Conflict management training

People management training

Communication skills

Anger management

Time management training

Teamwork training etc

Technical Training:

This type of training has direct effect on the job of the employee. Specific

skills are focused and developed accordingly. The engineering trainings of

Airtel are also included with this along with


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Customer Services training

Sales related training

Marketing and technology training etc.

All these types of training are done to enhance the employees job skills at the

level he is at.

Training programs leads to:

y Leadershipy Influencingy Creative Problem Solving

Performance Appraisal:


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Reviewing performance and taking positive steps to develop employees further is a

key function of management and is a major component in ensuring the success of

the company through effective employee performance.

A review is about ensuring people know what levels of performance are expectedof them and then taking action to ensure they are trained and developed to perform

effectively.

Objectives of Performance Appraisals

yTo measure the work performance

y To motivate and assist employees in improving their performancey And achieving there professional goalsy To identify employees with high potentials for advancementsy To identify employees training and development needsy To provide a solid path for career planning for each individual

Appraisal Policy:

The intent of these appraisals is to review current job performance and

responsibilities, set goals and discuss further opportunities with reference to past

performance at Airtel.

Performance Review:


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At AIRTEL a review is intended to be an open and frank discussion between an

employee and their Team Leader/Manager. Generally there are two elements: first

is the element in which discussion takes place over the strengths and areas whichneed to be developed as displayed by the job holder over the past 12 months. The

performance is of course judged comparing the performance against the core

indicators of Job. The second element is concerned with discussing the training

needs/inputs activities that are considered to be appropriate to help the jobholder

overcome some of development areas discussed in the review and also those

activities that are deemed appropriate to build upon their current strengths.

Appraisal categories

Appraisal category Definition of category

% Of total numbers

of employees which

can be rated in this

category

1.expert Indicates exceptionalperformance

15%

2.very Good Indicate performance

that consistently

meets the

requirements of the

position, very good

indicates the

individual is on track

for advancements

10%

3. Good Indicated

performance that

requires improvement

8%


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(i.e. meet

requirements without

initiative or

advancement)

4. Basic Performance to be

improved (hardly

meets requirements)

5%

Sources of Performance Appraisal:

At AIRTEL the primary sources of performance appraisal are the managers and

secondary sources are employees themselves. Though the peers also give their

opinion but it usually does not have any weightage unless a conflict arises between

the manager and the employee.

CAREER PLANNING & DEVELOPMENT:


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Airtel faces much competition in the telecom industry so now they are focusing on

career Management of their employees in which they enable the employees to

better understand and develop their career skills and interests and to use these skills

and interests most effectively both within the company and after they leave the

firm. Career planning is the deliberate process through which someone becomes

aware of personal skills, interests knowledge, motivation, and other characteristics;

acquires information about other opportunities and choices; identifies career

related goals and establishes action plans to attain specific goals. Career

development is the lifelong series of activities (such as workshops) that contributesto a persons career exploration, establishment, and success ad fulfillment.

Airtel gives promotion to their employees on the performance basis. The

Airtel HR department develops the employees career development plans in which

the HR department predicts the next logical step for their employees within five

years.

Importance of Career planning in todays competitive world is as important as any

other HR function. Retaining your valuable Human resource today is one of the

biggest challenges that organizations are facing. So, HR needs to come up with

new strategies. Career planning and development is one of the basic tool and

strategy organizations are using for retaining their employees. This function

actually makes employees feel that they are important to the organization and

Airtel wants them to be at the top in their careers.


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However, at Airtel this function is not fully performed or we should say this

function is not performed satisfactorily. There are some policies on these but those

are not recognized that well. One point of policy is found along with the

compensation other with the recruitment. There should have been separate head for

these policies.

As far as the practices are concerned, all the employees were reluctant to talk about

this . However, what we analyzed is that career development is practiced but not

that openly. Specially, in case if some employee is considering of joining the

competitors firm. If such is a case then organization has discipline policies for that

even.

Promotion Policies

The new company structure is in five layers, comprising associates,

specialists, managers, directors and chief officers------in that order starting from

the bottom and working towards the top rung of the ladder.

Until approved otherwise, it would be mandatory for the employees to spend the

following maximum period at each level before a promotion to the next level

depending upon availability of a slot:

Associate 3-4 years


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Specialist 3-4 years

Manager 2-3 years

Director According to the president decision

Chiefs According to the president decision

However, employees who may not get a chance of promotion due to the non

availability of an existing slot, will be compensated by being moved over with in

the new salary range specified by the company

Reward System:

AIRTEL considers its employees not just as a cost but also as a resource in which

the company has invested from which it expects valuable returns. Pay policies and

programs are one of the most important human resource tools for encouraging

desired employee behaviors. The advantage of paying above the market average is

the ability to attract and retain the top talent available, which can translate intohighly effective and productive work force.

The incentive schemes and incentive objective have been clearly communicated to

all individuals and weekly progress report is also communicated to all concerned.

Compensation and benefit plans:

Airtel has a separate department for compensation. That department deals in

staffing and compensation planning. First of all this department has all the


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information regarding who is being employed and how it is performing. What so

ever promises are made to the employees, they know that. So its easy for them to

design compensation plans because they know every employee which is being

hired.

Compensation and benefit plans are particularly based on performance. If

performance is up to the standards of Airtel and the employee has good conducts

he is rewarded. After performance evaluation, results are rechecked and matched

with the standards. Based on that, proper compensation plans are designed.

Salary policy

The company will pay salaries of the employees as fallows

o All new employees have to open bank accounts in specified banksprescribed by the company so that their salary will be credited at the end of

each month.

o After opening account with the bank employees should forward his accountnumber to HR.o Upon termination of services the employee will receive his salary within 15

days up to the time of date of his last working day.

o Upon resignation the employee will be paid his dues during a maximumperiod of 15 days from the date he left the job.

Promotions

Promotions are also reward management technique to motivate employees. In

AIRTEL promotions are based on the merit and seniority (experience) basis. The


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one who performs well consistently over time gets reward in the form of

promotion.

Bonuses

The employee may receive 1 to 3 month bonus subject to evaluation of

accomplished objectives. In Airtel the reward system is based on the individual

performance and individual employee performance is judged for the reward. The

manager of respective departments recommends a candidate from his section forthe reward purpose to HR.

Reward Categories at Airtel

Intrinsic and Extrinsic rewards include:

Smart/Quality work Exceptional performance in a project Targets achievements Special assignments Medical care Life insurance Vacations Relocation Credit advance policy provident policy/advance against provident fund and a

capping of gratuity

Recreation Club Policy Travel Education assistance policy Mobile phone Business mobile phone policy Official Blackberry Policy Life insurance Medical entitlement


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Health& Safety Policies

The safety of employees is everyones responsibility. Accidents, precaution and

efficient work go hand in hand. All levels of employees have a primary

responsibility for the safety and well being of all of us.

Therefore, interest in practicing safety prevention must be encouraged by:

a) Setting good examples.b) Acting upon safety records.c) Reviewing safety programs.d) Holding personal interviews or group conferences.e) Starting activities that will stimulate and maintain employees interests.

No phase of operation of administration is of greater importance than accident

prevention. It is the policy of the Company to provide and maintain safe and

healthy working conditions and to follow operating practices that safeguard all

employees and result in safe working conditions and efficient operations. Proper

First Aid Kit will be available at all Airtel Offices including remote locations.

There is no need for such measures at Airtel as maximum jobs do not expose you

to the health hazards and are not such that require safety measures. However, there

is a tendency of being safe in every human and that shows when you visit some

Airtel officer to meet someone of a high designation level. You need to fulfill

various safety measures.


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Employee Relations:

It is the company policy to ensure that the required standards of performance and

conduct are maintained. The disciplinary procedure is intended only as a statement

of Company policy and management guidelines. It does not form part of the

contract of employment or otherwise have contractual effect.

Discipline Procedure:

y Warning may be addressed to the employees verbally and in writtenthrough their immediate supervisor. The warning shall refer to the

contraventions committed by the employee and will serve to remind the

employees the he/she abide by the company rules and regulations in

performing his/her work, and that this contravention should not berepeated in future.

y A written letter may be addressed to the employee describing thecontravention committed. The employee will also be notified that a

higher penalty may be inflicted on him in the contravention is repeated in

future. The warning letter may be registered in the employees personal

file. The respective supervisor and HOD can recommend issuance of

written warning. The HR department will issue it after approval of VP

HR.

y Deduction from the salary will be an amount of employee salarydepending on the type offence and decision taken accordingly.


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y The employee may be suspended from performing his or her duties for aperiod of time as conveyed in written.

y Unauthorized absence of more then two times in Six month can result intermination of employment.

y An employee who is absent from the job with out satisfactoryexplanation is considered to be an unauthorized unpaid absence.

y Discrimination, intimidation and harassment based on sex, race, religion,age, color, disability, sexual orientation and cultural background is

prohibited at the workplace.

The Head of Department should maintain direct control of all disciplinary records.

A copy of all records must be placed on the employee's personal file in the Human

Resources Department.

All warnings will remain upon the employee's personal file indefinitely, but will

normally be disregarded for disciplinary purposes after the following periods:

y Stage 1 - Verbal warning: 03 monthsy Stage 2 - Written warning: 06 monthsy Stage 3 - Final written warning: 12 monthsy Stage 4 - Dismissal

These time periods may however be extended in appropriate circumstances taking

into account the nature of the offence.

The time period will commence from the date of the letter/memorandum

confirming the warning, even though any specified time for improvement has

expired.


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Penalties:

Employees services may be terminated in following cases:

Insubordination

Dishonesty

Falsification of any official company records will subject to the terminationwithout prior notice.

Violation of Safety Rule

Violence

Causing a disturbance on company property resulting from fighting.

Profanity or Indecent Conduct

The use of profane language or engaging in immoral conduct.

Intoxication

Coming to work under the influence of drugs or bringing drugs into the facility.

Willful Damage to Property

Motivation:

As we know AIRTEL is highly aware of how to motivate its employees in the best

way. This can be judged by the enthusiasm and good spirit that people show in

performing their jobs. There is a well-devised system that AIRTEL follows for the

purpose of motivation. It includes both financial and non-financial rewards along

with the major Motivators and Dissatisfies.

The company recognizes the importance of making people drive towards their

goals and the basic step towards this is made through recognizing the value of

importance that the company gives to its employees. AIRTEL has a set of financial

rewards, medical, dental, vision and life insurance, retirement plan, educational

refund assistance, paid vacation days, family and work life balance benefits and


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profit sharing plan, Annual bonus opportunities, company cars etc. other ways in

which employees are motivated are:

y Employees are safe in knowing that they will be rewarded for any exceptionalwork. This reward is not only monetary. The employee being given recognition

and greater empowerment accompanies it.

y Employees are given a very beautiful and healthy work environment. Specialattention is given to make the physical environment most productive. This is

why AIRTEL offices are considered to be the most well decorated and

organized.

y As we know AIRTEL has a desire to promote the high achievers from with inthe company. Positions are given on merit and are transparent and fair in nature.

There is no special treatment. Therefore each employee knows that he can aimfor the top and actually get there. This has proved to be a great source of

motivation for the employees of AIRTEL.

Motivational factors:

Airtel is a leading telecom company and all the employees working there feel pride

in affiliating them with the organization. Its the biggest intangible motivational

factor. Affiliating with organization, employees are self motivated to work and

loyalty comes from within. However they have other factors too. They believe in

praising the good work done by employees and reward them on that. Reward may

be tangible or intangible. They also arrange parties in which star performers are

highlighted. Also they have informal meetings after performance evaluation andsupervisors, subordinates, colleagues talk about there success and are motivated

through intrinsic factors. Delegation of authority and empowerment re the tools

which they use to motivate employees and that is how they keep up the good work.


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Effective Performance Management

Performance management is one of the most important parts of a

Supervisors or team leaders job. Developing skills in performance

Management is wise investments that will help Airtel achieve its Goals.

Managing employee performance includes:

y Planning work and setting expectationsy Monitoring and measuring performancey Developing the capacity to performy Periodically rating performance in a summary fashiony Recognizing and rewarding good performancePracticing good performance management requires proficiency in certain

competencies. Competencies are observable, measurable Patterns of skills,

knowledge, abilities, behaviors and other Characteristics that an individual

needs to perform work roles or Occupational functions successfully.

Performance management Competencies that all supervisors (and team

leaders) at Airtel Should develop and demonstrate include:

Communication

Establishing and maintaining effective communications with each Employee

not only requires good oral and written communications Skills, but it also


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includes the ability to establish good working Relationships. To

communicate effectively with employees, Supervisors must establish an

environment that promotes an open Door atmosphere, the sharing of ideas,

and employee involvement in decision making processes.

Setting Goals

Setting long and short-term goals with employees gives focus to Employee

efforts. When goal setting is done correctly, employees strive to accomplish

those goals and feel confident in achieving them. When goal setting is done

poorly,

work does not progress as desired. Knowing how to set goals effectively is

an important part ofPerformance management. To do this well, supervisors

need to be able to clarify expectations and to set realistic standards and

targets.

Measuring Employee Performance

Credible measures of performance that employees understand and accept are

critical for achieving high level performance. Measuring employee

accomplishments, using both qualitative and quantitative measures, provides

the information that supervisors and employees need in order to monitor

performance.

Giving Feed Back


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Feedback should inform, enlighten, and suggest improvements to employees

regarding their performance. Supervisors should describe specific work

related behavior or results they observe as close to the event as possible.

Coaching & Developing

Using their coaching skills, supervisors evaluate and address the

developmental needs of their employees and help them select diverse

experiences to gain necessary skills. Supervisors and employees create

development plans that might include training, new assignment, job

enrichment, self study or work details.


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Done Deal -Airtel