Professional Documents
Culture Documents
India is growing one of the economies and growing at average growth rate about 8
-8.5% different sectors of the economy have been a lot in this growth. Particula
r service sectors and manufacturing sectors the growth rate registered service s
ectors between 2007-09 was about 35- 45%. BSNL establish in year 2000 BSNL is wo
rlds 7th largest telecommunication company. Comprehensive range of telecomm servi
ce in india.this project attempt to understand the Recruitment and Selection pro
cedure/practices of BSNL organizational efficiency depends upon the kind of peop
le working for the organization.recuitment means, according to FLIPPO,Recruitment
is the process of searching for prospective employees and stimulating and encou
raging them to apply for jobs in an organization. Selection means it is a process
choosing the most suitable person out of all the applicants in this process, re
levant information about applicants is collected through a series of steps so as
to evaluate their suitability for the job to be filled. In short,be can say tha
t right people at right place and right time for right work is required. This pr
oject is an attempt to understand recruitment and selection process of BSNL for
the purpose of data collection; organizational, manual records were used. Person
al interview of all concern responsible for recruitment and selection was conduc
ted. Primary data was used as well for the purpose of data collection and analys
is of collected. On the basis of collected data conclusion was done at certain p
oints have been recommended which is present in the conclusion and recommendatio
n part is respectively. As a part of the curriculum of our BBA Kind semester, I
undergo our final project in BSNL.Our topic is concerned with the policy of recr
uitment in an organistion.This
1
OBJECTIVES OF STUDY
The main objective of our study is to insure the quality of companys selection an
d recruitment process. Along with we consider the following point as a object du
ring our studies:
1: To identify companys sources of recruitment. 2: To take feedback from employee
s on existing system
3
The definition of three important terms plan, structure and strategy. The plan i
s an outline of the research scheme on which the researcher is to work. The stru
cture of the research is a more specific outline or the scheme and the strategy
shows how the Research will be carried out, specifying the methods to be used in
collection and analysis of data. Research design is the specification of method
s and the procedure fro acquiring the information needed. It is the operational
pattern or framework of the projects that stipulate what information is to be co
llected from which sources by the procedures. The importance of research design
lies in the fact that it makes a statement of what is to be done in order to ach
ieve the research objectives and how it is to be done. It is an expression of wh
at of the research exercise in terms of results and the analytical input needed
to convert data into research findings. A design may be quite suitable in one ca
se but could not fit in some other research problem. One design cannot serve the
purpose of all types of research problems. Also most of the research problems a
re complex in nature and cannot be solved by a specific research design. Hence a
combination of research design is used to reach a solution. The research design
when chosen correctly prevents deviation in the study. The present study is the
cross sectional descriptive type with fields study and partly casual in nature
as it seeks to find out consumer behavior with respect to mobile and correlate t
hem with income, age, education, professions etc. and formulate marketing strate
gies based on the study. SAMPLING AND SAMPLE DESIGN: It is not possible to exami
ne every item in the population hence interferences is drawn about a large numbe
rs of items possessing a particular attribute based on based analysis of fractio
n of such items. It is called a sample. For developing a sampler design followin
g points need to be discussed with regard to the present study
6
process, we would need two sampling frames. First a list of localities, Second a
list of distributors within the selected localities. SAMPLING DESIGN: Represent
ation of entire universe is only possible through the sampling technique. Consid
erable care has been taken in selecting the sample so that is Convenient in term
s of size and enough to represent the entire universe
SUMMARY OF RESEARCH DESIGN
Data source: Primary and secondary Research approach: Survey method Research ins
trument: Questionnaire Sampling plan: Sample unit (office) Sample size: 50 emplo
yee Sample area: Bareilly city Contact method: Personal contact
8
COMPANY PROFILE
VISION To become the largest telecom Service Provider in Asia MISSION *To provid
e world class State-of-art technology telecom services to its customers on deman
d at competitive prices. *To Provide world class telecom infrastructure in its a
rea of operation and to contribute to the growth of the country s economy Financ
ial Position Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking
of the Nation, is certainly on a financial ground that s sound. The Company has
a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equity capital
of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs. 5
,000 crores (US $ 1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 bill
ion) in 2007-08.HeadquartersDelhi Area, India Industry Type Status Company Size
Founded Top Locations
9
Telecommunications Public Company Operating 10,001 or more employees 200
Chandgarh Area, India (35) Delhi Area, India (75) Bangalore Area, India (34)
10
Bharat Sanchar Nigam Ltd. formed in October, 2000, is World s 7th largest Teleco
mmunications Company providing comprehensive range of telecom services in India:
Wire line, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLSVPN, VSAT, VoIP services, IN Services etc. Presently it is one of the largest &
leading public sector unit in India. BSNL has installed Quality Telecom Network
in the country and now focusing on improving it, expanding the network, introduc
ing new telecom services with ICT applications in villages and wining customer s
confidence. Today, it has about 46 million line basic telephone capacity, 8 mil
lion WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 465
65 BTS, 3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable,
50430 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5
.6 Lakhs villages. BSNL is the only service provider, making focused efforts and
planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fac
t there is no telecom operator in the country to beat its reach with its wide ne
twork giving services in every nook & corner of country and operates across Indi
a except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers with its wide bo
uquet of telecom services. BSNL is numereuno operator of India in all services i
n its license area. The company offers vide ranging & most transparent tariff sc
hemes designed to suite every customer. BSNL cellular service, CellOne, has 55,1
40,282 2G cellular customers and 88,493 3G customers as on 30.11.2009. In basic
services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subsc
ribers i.e. 85 per cent share of the subscriber base and 92 percent share in rev
enue terms. BSNL has more than 2.5 million WLL subscribers and 2.5 million Inter
net Customers who access Internet through various modes viz. Dial-up, Leased Lin
e, DIAS, Account Less Internet (CLI). BSNL has been adjudged as the NUMBER ONE I
SP in the country.
11
name Net one, and pre-paid service with the brand name Sancharnet. The post-paid ser
vice is a CLI based access service, currently operational in 100 cities. Sanchar
net is available on local call basis throughout India to ISDN and PSTN subscribe
rs. The Internet Dhaba scheme of the Company aims to further promote Internet us
age in rural and semi urban areas To keep pace with the latest and varied value
added services to its customers, BSNL uses IP/MPLS based core to offer world cla
ss IP VPN services. MPLS based VPNs is a very useful service for Corporate, as i
t reduces the cost involved as well as the complexity in setting up VPNs for cus
tomers networking. As on 31.03.2005, your Companys total Internet customer base w
as 17,98,089 and total Internet Dhabi were 4143. A total of 708594 dial up Inter
net connections have been given during 2004-2005, against a target of 7 lakhs. B
SNL plans to give 1215980 more dial up connections during the year 2005-06. As o
n 31.1.2006, there were 2367404 internet subscribers working in BSNL net work 4.
Intelligent Network Intelligent Network Services is a service that incorporates
several value added facilities, thoroughly designed to save time and money, and
enhance productivity. At present, your company offers Free Phone (FPH),Premium
Rate Service (PRM), India Telephone Card (ITC), Account Card Calling (ACC), Virt
ual Private Network (VPN), Universal Access Number (UAN) and Tele voting In-serv
ices. With the commissioning of five Provided throughout the country. Activation
of these new In platforms had increased the sale of ITC Cards taking the figure
to Rs.265 crores in2004-05 alone. 4. BROADBAND SERVICES BSNL has launched its b
roadband services under brand name BSNL BROADBAND on 14-01-05. This offers High S
peed Internet Access with speed ranging from 256 Kbps to 8 Mbps. Ever since its
inception BSNL is Continuously expanding its broadband network in response to ev
er Growing demand of broadband service throughout India Present customer base is
3.56 million, with equipped capacity of 6.1 million. BSNL Broadband service is
available in more than 3800 cities &83000 villages. The services provided are Hi
gh Speed Internet Connectivity (up to 8 Mbps) Band width on
14
Demand (planned) Virtual Private Network (VPN) service over broadband Dial VPN s
ervices to MPLS VPN customers IPTV services (at present available in 66 cities G
ames on Demand Service Video tutoring service VOIP Video Surveillance service En
tertainment portal. CUSTOMER CARE BSNL, with its Endeavour for high customer sat
isfaction, has been paying great attention in this area, by means of opening of
more and more Employees Welfare Activities Commitment towards the principles of c
orporate social responsibilities is Inbuilt within the corporate philosophy of B
SNL. A very wide range the Staff Welfare Board of the Company. Assistance during
natural calamities BSNL always remains awake of its responsibility as a corpora
te citizen. When the destructive Tsunami waves struck the Indian shores, BSNL Co
mpany swung into action immediately for providing relief to those Affected in th
e coastal areas. Communication networks at the Coastal areas of Tamil Nadu, Kera
la and the Andaman and Nicobar Islands worst hit in the Tsunami - were promptly
restored within the shortest Possible time. BSNL along with the employees contri
buted an amount of Rs. 2,207 lakhs to the Prime Ministers Relief Fund. Telephone
Services were restored in record time in the flood- hit areas of Gujarat and Mah
arashtra. of welfare programmers, with a focus on the employees welfare is continu
ously implemented by
15
LITERATURE REVIEW
The scope of my on recruitment and selection procedure of BSNLis to provide a fram
ework which will assist manager to ensure that the company attracts, selects and
retains the most suitable candidates by by using the most appropriate efficient
, fair, open and effective methods. Our study committed to achieving equal oppor
tunities isclearly defined throughout the recruitment and selection procedure. T
HEORETICAL BACKGROUND:Introduction Recruitment is defined as a process of search
ing for prospective employees and stimulating them to apply for jobs in the orga
nization. Recruitment is defined as, a process to discover the sources of manpowe
r to meet the requirements of the staffing schedule and to employ effective meas
ures for attracting that manpower in adequate numbers to facilitate effective se
lection of an efficient workforce. Objectives Of Recruitment 1. To attract people
with multi dimensional skills and experiences that suits the present and future
organizational strategies. 2. To induct outsiders with a new perspective to lea
d the company. 3. To infuse fresh blood at all levels the organization. 4. To de
velop an organizational culture that attracts competent people to the company. 5
. To search or head hunt/head pouch people whose skills fit the companies values
. To devise methodologies for assessing psychological traits. 6. To seek out non
conventional development grounds of talents. 7. To search for talent globally a
nd not just within the company. 8. To design entry pays that competes on quality
but not on quantum 9. To anticipate and find people for positions that does not
exit yet.
16
Unemployment Rate
Recruitment needs
Recruitment cost
19
It enables centralized training programmes which further brings uniformity and m
inimizes average cost of staff. MERITS OF DECENTRALISED RECRUITMENT:
The unit concerned concentrates only on those sources/places wherein normally ge
ts the suitable candidates. As such the cost of recruitment would be relatively
less. The unit gets most suitable candidates as it is well aware of the requirem
ents of the job regarding culture, traditional, family background aspects, local
factors, social factors, etc. Units can recruit candidates as and when they are
required without any delay. The units would enjoy freedom in finding out, devel
oping the sources, in selecting and employing the techniques to stimulate the ca
ndidates. The unit would relatively enjoy advantage about the availability of in
formation, control and feedback and various functions/processes of recruitment.
The unit would enjoy better familiarity and control over the employees it recrui
ts rather than on employees selected by the central recruitment agency. SOURCES
OF RECRUITMENT:The sources of recruitment may be broadly divided into two catego
ries: internal sources and external sources. Both have their own merits and deme
rits. Lets examine these. Internal Sources:Persons who are already working in an
organization constitute the internal sources. Retrenched employees, retired employ
ees, dependents of deceased employees may also constitute the internal sources.
Whenever any vacancy arises, someone from within the organization is upgraded, t
ransferred, promoted or even demoted. External Sources:External sources lie outs
ide an organization. Here the organization can have the services of : (a) Employ
ees working in other organizations; (b) Jobs aspirants registered with employmen
t exchanges;
21
4) Bone of contention: Recruitment from within may lead to infighting among empl
oyees aspiring for limited, higher level positions in an organization. As years
roll by, the race for premium positions may end up in a bitter race.
Merits and Demerits of External sources of Recruitment:Merits Demerits 1.Wide Ch
oice: The organization has the freedom to select candidates from a large pool. P
ersons with requisite qualifications could be picked up. 2. Infection of fresh b
lood: People with special skills and knowledge could be hired to stir up the exi
sting 3. Expenses: Hiring costs could go up substantially. Tapping multifarious
sources of recruitment is not an easy task either. 4. Time consuming: It takes t
ime to advertise, screen, to test and test and to select suitable employees. Whe
re employees and pave the way for innovative ways of working. 5. Motivational fo
rce: It helps in motivating internal employees to work hard and compete with ext
ernal candidates while seeking career growth. Such a competitive atmosphere woul
d help an employee to work to the best of his abilities.
23
6. Long term benefits: Talented people could join the ranks, new ideas could fin
d meaningful expression, a competitive atmosphere would compel people to give ou
t their best and earn rewards, etc. suitable ones are not available, the process
has to be repeated. 7. De-motivating: Existing employees who have put in consid
erable service may resist the process of filling up vacancies from outside. The
feeling that their services have not been recognized by the organization, forces
then to work with less enthusiasm and motivation. 8.Uncertainty: There is no gu
arantee that the organization, ultimately will be able to hire the services of S
uitable candidates. It may end up hiring someone who does not fit and who may no
t be able to adjust in the new setup. METHODS OF RECRUITMENT:The following are t
he most commonly used methods of recruiting people. INTERNAL METHODS: 1. Promoti
ons and Transfers This is a method of filling vacancies from within through tran
sfers and Promotions. A transfer is a lateral movement within the same grade, fr
om one job to another. It may lead to changes in duties and responsibilities, wo
rking conditions, etc., but not necessarily salary. Promotion, on the other hand
, involves movement of employee from a lower level position to a higher level po
sition accompanied by (usually) changes in duties, responsibilities, status and
value. Organizations generally prepare badly lists or a central pool of persons
from which vacancies can be filled for manual jobs. Such persons are
24
technical or professional skills. Job seekers are provided information about the
jobs and the recruiters, in turn, get a snapshot of job seekers through constan
t interchange of information with respective institutions. A preliminary screeni
ng is done within the campus and the short listed students are then subjected to
the remainder of the selection process. In view of the growing demand for young
managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor & C
able, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs
and IITs regularly and even sponsor certain popular campus activities with a vie
w to earn goodwill in the job market. Advantages of this method include: the pla
cement centre helps locate applicants and provides resumes to organizations; app
licants can be prescreened; applicants will not have to be lured away from a cur
rent job and lower salary expectations. On the negative front, campus recruiting
means hiring people with little or no work experience The organizations will ha
ve to offer some kind of training to the applicants, almost immediately after hi
ring. It demands careful advance planning, looking into the placement weeks of v
arious institutions in different parts of the country. Further, campus recruitin
g can be costly for organizations situated in another city (airfare, boarding an
d lodging expenses of recruiters, site visit of applicants if allowed, etc.). If
campus recruitment is used, steps should be taken by human resource department
to ensure that recruiters are knowledgeable concerning the jobs that are to be f
illed and the organizations and understand and employ effective interviewing ski
lls. Guidelines for campus recruiting: companies using college campuses as recru
Identify the potential c
itment source should consider the following guidelines:
andidates early: The earlier that candidate with top potential can be identified
, the more likely the organization will be in a position to attract them.
Employ
various means to attract candidates: These may include providing research grant
s; consulting opportunities to faculty members, funding university infrastructur
al
26
requirements, internships to students, etc. in the long run these will enhance t
he prestige of the company in the eyes of potential job seekers.
Use effective r
ecruitment material: Attractive brochures, films, computer diskettes, followed b
y enthusiastic and effective presentations by company officials, correspondence
with placement offices in respective campus in a friendly way will help
in booting the company image in the eyes of the applicants. The company must pro
vide detailed information about the characteristics of entry level positions, es
pecially those that have had a major positive impact on prior applicants decision
s to join the company.
Offer training to campus interviews: Its better to devote more time and resource
s to train
on campus interviewers to answer specific job related questions of applicants.
C
ome out with a competitive offer: Keep the key job attributes that influence the
decisions of applicants such as promotional avenues, challenging assignments, l
ong term income potential, etc., while talking to candidates.
Indirect methods:1.Advertisements:These include advertisements in newspapers; tr
ade, professional and technical journals; radio and television; etc. in recent t
imes, this medium has become just as colorful, lively and imaginative as consume
r advertising. The ads generally give a brief outline of the job responsibilitie
s, compensation package, prospects in organizations, etc. this method is appropr
iate when (a) the organization intends to reach a large target group and (b) the
organizations wants a fairly good number of talented people who are geographica
lly spread out. To apply for advertised vacancies lets briefly examine the wide v
ariety of alternatives available to a company - as far as ads are concerned:
Newspaper Ads: Here it is easy to place job ads without much of a lead time. It
has flexibility
in terms of information and can conveniently target a specific geographic locati
on. On the negative side, newspaper ads tend to attract only those who are activ
ely seeking employment at that point of time, while some of the best candidates
who are well paid and challenged by
27
their current jobs may not be aware of such openings. As a result, the company m
ay be bombarded with applications from a large number of candidates who are marg
inally qualified for the job - adding to its administrative burden. To maintain
secrecy for various reasons (avoiding the rush, sending signals to competitors,
cutting down expenses involved in responding to any individual who applies, etc.
), large companies with a national reputation may also go in for blind-box ads i
n newspapers, Especially for filling lower level positions. In a blind-box ad th
ere is no identification of the advertising organization. Job aspirants are aske
d to respond to a post office box number or to An employment firm that is acting
as an agent between the job seekers and the organization.
Television and radio ads: These ads are more likely to each individual who are n
ot actively
seeking employment; they are more likely to stand out distinctly, they help the
organization to target the audience more selectively and they offer considerable
scope for designing ads creatively. However, these ads are expensive. Also, bec
ause the television or radio is simply seen or heard, potential candidates may h
ave a tough time remembering the details, making application difficult. 2.Third
Party Methods: Private Employment Search Firms:As search firm is a private employ
ment agency that maintains computerized lists of qualified applicants and suppli
es these to employers willing to hire people from the list for a fee. Firms like
Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria, KPMG; Fergus
on Associates offers specialized employment-related services to corporate houses
for a fee, especially for top and middle level executive vacancies. AT the lowe
r end, a number of search firms operate providing multifarious services to both
recruiters and the recruitees. Employment Exchanges:28
Alternatives to Recruitment:Since recruitment and selection costs are high (sear
ch process, interviewing agency fee, etc.) firms these days are trying to look a
t alternatives to recruitment especially when market demand for firms products an
d services is sluggish. Moreover, once employees are placed on the payroll, it m
ay be extremely difficult to remove them if their performance is marginal. Some
of the options in this regard may be listed thus
interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly,
if contacts or leads needed to identify suitable Trainees to invite are in 5:1
ratio, and then 200 contacts are made. Surveys and studies: Surveys may also be
conducted to find out the suitability of a particular source for certain positio
ns. For example, as pointed out previously, employee referral has emerged as pop
ular Way of hiring people in the Information Technology industry in recent times
in India. Correlation studies could also be carried out to find out the relatio
nship between different organizational positions. Before finally identifying the
sources of recruitment, the human resource managers must also look into the cos
t or hiring a candidate. The cost per hire can be found out by dividing the recr
uitment cost by the number of candidates hired.
31
might be enough for applicants for lower level positions, while applicants for m
anagerial jobs might be interviewed by a number of people. Steps in Selecting Pr
ocess
Reception A company is known by the people it employs. In order to attract
people with talents, skills and experience a company has to create a favorable
impression on the applicants right from the stage of reception. Whoever meets the
applicant initially should be tactful and able to extend help in a friendly and
courteous way. Employment possibilities must be presented honestly and clearly.
If no jobs are available at that point of time, the applicant may be asked to c
all back the personnel department after some time. Screening Interview A prelimi
nary interview is generally planned by large organizations to cut the cost of se
lection by allowing only eligible candidates to go through the further stages in
selection. A junior executive from the Personnel Department may elicit response
s from the applicants on important items determining the suitability of an appli
cant for a job such as age, education, experience, pay expectations, aptitude, l
ocation, choice etc. this courtesy interview as it is often called helps the Depar
tment screen out obvious misfits. If the department finds the candidate suitable
, a prescribed application form is given to the applicants to fill and submit.
A
pplication Blank Application blank or form is one of the most common methods use
d to collect information on the various aspects of the applicants academic, socia
l, demographic, work related background and references. It is a brief history sh
eet of employees background, usually containing the following Things: ersonal dat
a (address, sex, telephone number) P
Marital data
33
Educational data
Employment Experience
Extra-curricular activities
References and Rec
endations Selection Testing In this section let examine the selection test or the
employment test that attempts to asses intelligence, abilities, personality tra
it, performance the polygraph test, Graphology and integrity test .A test is a s
tandardized, objective measure of a persons behavior, Performance or attitude. It
is standardized because the way the tests is carried out, the environment in wh
ich the test is administered and the way the individual scores are calculated- a
re uniformly applied. It is objective in that it tries to measure individual dif
ferences in a scientific way giving very little room for individual bias and int
erpretation. Over the years employment tests have not only gained importance but
also a certain amount of inevitability in employment decisions. Since they try
to objectively determine how well an applicant meets the job requirement, most c
ompanies do not hesitate to invest their time and money in selection testing in
a big way. Some of the commonly used employment tests are:
Intelligence tests Aptitu
de tests
Personality tests
Achievement tests
Miscellaneous tests such as graphology, p
olygraphs and honesty tests. . Selection Interview: Interview is the oral examin
ation of candidates for employment. This is the most essential step in the selec
tion process. In this step the interviewer matches the information obtained abou
t the candidates through various means to the job requirements and to the
34
simulation tests including work
sampling and the tests administered at assessment centers- followed by a discuss
ion about
information obtained through his own observations during the interview. Intervie
w gives the recruiter an Opportunity To size up the candidate personally; To ask
question that are not covered in the tests; To make judgments on candidates ent
husiasm and intelligence; To assess subjective aspects of the candidate facial e
xpressions, Appearance, nervousness and so forth; To give facts to the candidate
s regarding the company, its policies, etc. and promote goodwill towards the com
pany.
EVALUATION:Evaluation is done on basis of answers and justification given
by the applicant in the interview. PHYSICAL EXAMINATION: After the selection dec
ision and before the job offer is made, the candidate is required to undergo a p
hysical fitness test. A job offer is often contingent upon the candidate being d
eclared fit after the physical examination.
Medical examination:Certain jobs req
uire physical qualities like clear vision, perfect hearing, unusual stamina, tol
erance of hard working conditions, clear tone, etc. Medical examination reveals
whether or not a candidate possesses these qualities.
Reference Checks:Once the
interview and medical examination of the candidate is over, the personnel depart
ment will engage in checking references. Candidates are required to give the nam
es of 2 or 3 references in their application forms. These references may be from
the individuals who are familiar with the candidates academic achievements or fr
om the applicants previous employer, who is well versed with the applicants job pe
rformance
35
and sometimes from the co-workers. In case the reference check is from the previ
ous employer, information in the following areas may be obtained. They are job t
itle, job description, period of employment, pay and allowances, gross emolument
s, benefits provided, rate of absence, willingness of previous employer to emplo
y the candidate again, etc.Further, information regarding candidates regularity a
t work, character, progress, etc. can be obtained. Often a telephone call is muc
h quicker. The method of mail query provides detailed information about the cand
idates performance, character and behavior. However, a personal visit is superior
to the mail or telephone methods and is used where it is highly essential to ge
t a detailed, first hand information which can also be secured by observation. R
eference checks are taken as a matter of routine and treated casually or omitted
entirely in many organizations. But a good reference check, when used sincerely
, will fetch useful and reliable information to the organization.
Hiring decisio
n:The line manager has to make the final decision now whether to select or rejec
t a candidate after soliciting the required information through different techni
ques discussed earlier. The line manager has to take adequate care in taking the
final decision because of economic, behavioral and social implications of the s
election decisions. A careless decision of rejecting a candidate would impair th
e morale of the people and they suspect the selection procedure and the very bas
is of selection in a particular organization. A true understanding between line
managers and personnel managers should be established so as to facilitate good s
election decisions. After taking the final decision, the organization has to int
imate this decision to the successful as well as unsuccessful candidates. The or
ganization sends the appointment order to the successful candidates either immed
iately or after sometime depending upon its time schedule.
DATA ANALYSIS AND INTERPRETATION
36
What was the time duration between interview regarding selection in company and
getting offer letter ? One week One month Six month More than six month 0% 0% 40
% 60%
INTERPRETATION More than six month is required to final touch.
41
CONCLUSION
The telecomm companies aims to ensure that the best candidate is selected for th
e job regardless of age,color,origin,relegion,gender etc.to achive this objectiv
e company ensures that all those who are concerned with the recruitment and sele
ction process have a clear understanding of the job to be filled. The purpose of
this policy is to ensure that the company will attract and retail the most high
ly qualified workforce available to them. All the workers of the studied organiz
ation felt that this program is beneficial in improving performance, skills, att
itude and knowledge effectively and efficiently of doing work.
45
SIMILARITIES:
1: BSNL follow both external and internal recruitment as other two companies. 2:
Selection procedure is same as in other two companies. 3: Satisfaction level re
garding recruitment policy is same in all the three companies i.e. highly satisf
ied.
46
FINDINGS
After the survey we found the satisfaction level of BSNL employee is very high.
Most of the consumers go for the BSNL services. Youth feel very comfortable with
it. BSNL has been covering the entire segment. BSNL technology is very innovati
ve. A very high segment of youth goes for the name and goodwill of the BSNL.
47
RECOMMENDATION
The company should increase their service stations. More financing option should
be available. The company should provide more customer value. Follow up should
be increased. Effort should be done for developing the concept of good relations
hip with consumers. Special offer should be provided by the BSNL.
48
More than six month Q.8 what qualification is required at the time of selection?
Degree level Management Supervisor Worker Diploma /HSC level SSClevel Below SSC
Q.9Do you ask for any work experience at the time of selection? More than 10 yrs
Management Supervisor Worker More than 5 yrs More than 1 yrs Freshers
Q.10 Do you think that presently number of employees are enough? Yes Management
Supervisor Workers No
Q.11 What is the criteria to fill up the post? Through promotion Through transfe
r Through Re Call Through sources
51
Yes
Q.13. No Did yo
Yes
No
If Yes, was this helpful?
Yes
No
If No, Why not?
BIBLIOGRAPHY
Http: www.bsnlindia.com http: http: www.wikipedia.org Philip Kotler, Marketing M
anagement,
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