recruitment & selection idea
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TRANSCRIPT
CONTENTS
ACKNOWLEDGEMENT
DECLARATION
PREFACE
EXECUTIVE SUMMARY
HISTORY
INTRODUCTION
SCOPE OF STUDY
OBJECTIVE OF STUDY
Hypothesis
COMPANY PROFILE
RECRUITMENT
SELECTION
HUMAN RESOURCE MANAGEMENT IN IDEA
RESEARCH METHODOLOGY
ANALYSIS & FINDINGS
CONCLUSION
RECOMMENDATIONS
LIMITATIONS
BIBLIOGRAPHY
ANNEXURE
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ACKNOWLEDGEMENT
It was a great opportunity for me in the research of H.R. I am extremely grateful to
those who have shared their expertise and knowledge with me and without whom the
completion of this project would have been virtually impossible.
I am also extremely grateful to Ms. Rupal Sharma (Senior Faculty),
RCVGIT, to have given me this opportunity to work with him and gain valuable
insights into the enticing world of online share trading.
MONIKA RATHI
MBA. IV Sem.
Roll No. 933470002
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DECLARATION
I MEENAKSH TYAGI hereby declare that the project titled “RECRUITMENT
AND SELECTION PROCESS IN IDEA” is my own work and efforts which is
completed under the supervision of Ms. Rupal Sharma (Senior Faculty),
RCVGIT. The Research report has been submitted to Gautam Budh Technical
University, for the purpose of the compliance of any requirement of any examination
or any degree earlier.
MONIKA RATHI
MBA. IV Sem.
Roll No. 933470002
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PREFACE
The purpose of my research report was to learn the practical application of Recruitment
and Selection Process and its importance in Idea along with the HR policies of Idea
which prides itself to be the market leader.
While carrying out the study I have gained a good amount of knowledge and insights of
how HR department works but I have touched the tip of iceberg. There was more to
learn but due to constraint of time it was not possible. The HRD manager has to work
with the missionary spirit. Unlike many roles in an organization where tangible short-
term benefits can be obtained, it is difficult for HRD functionary to demonstrate any
tangible short- term accomplishment. Yet HRD managers are tempted to show to the
top management, line manager and themselves that they are making things happen
through training program, recruitment& selection.
In Idea a meticulously natural team stands at the very heart of the group. 4,000
Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of
maximum team potential is the touchstones of the company.
The company is engaged in constant learning process through intensive selection and
training program. Indeed, the aspiration is to shape a winning team of self motivated,
empowered, professionals with knowledge and confidence to take independent
decision. Idea recognizes each employee’s individuality, ability and efforts and also
applauds for their contribution to the success of the group.
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EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the level of
achieving organizational goals in the long run. As per definition it is stated that which
is all about selecting right person for the right job at the right time at the best possible
position. Although it sounds quite simple but it is also not an easier job to evaluate a
person with his ability and skills that may satisfy the core competency for the job so
that his degree of willingness to pursue a job becomes positive. From job seeker’s
prospective it is the core competencies, which matter much for a job. So it is the
effective recruitment and selection procedure, which determines not only the right
candidature for a job but also a long-term accomplishment of organizational goals.
I have chosen Idea for studying their methods of recruitment and selection
function. In the course of study I came to know that, it has the probability of achieving
more than 50% of the people to be placed for the right job, which reflects some of the
unique ways for recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only by way of
fulfilling the targeted top-line but also employee satisfaction towards various position
of job to the maximum level. This I will see as I proceed subsequently in my Research.
Basically recruiting is the discovering of potential candidates for actual or anticipated
organizational vacancies. It also can be said in another way that bringing together those
with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I can identify our
human resource needs. I can know what kind of people must be select to fill up the
specified vacancies.
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The ideal recruitment effort will attract a large number of qualified applicants who will
take the job if it is offered. It should also provide information so that unqualified
applicants can self select themselves out of job candidacy, that is, a good recruiting
program should attract the qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to know the
recruiting sources. There are internal and external sources as well as employee
referrals/recommendation.
In this Research I am studying recruitment and selection process of Idea. To find out
actual recruitment and selection process of Company is my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment program of the
company where for all kinds of operational level technical qualification is needed. I
also have the picture of Selection cost of the company. It is very interesting to study
recruitment and selection process as it will give me clearer picture of the process.
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INTRODUCTION
Recruitment is the discovering of potential applicants for actual or anticipated
organizational vacancies. Certain influences constrain managers in determining
recruiting sources such as image of the organisation, internal policies, attractiveness of
the job, union requirements, government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements,
employee referrals, employment agencies, schools, colleges and universities;
professional organizations and casual or unsolicited applicants. In practice, recruitment
methods appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the
selection process, candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial screening interview,
completion of the application form, employment tests, comprehensive interview,
background investigations, physical examination and final employment decision. In the
discrete selection process, an unsuccessful performance at any stage results in the
rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where
all applicants go through every step in the selection process and the final decision is
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based on a comprehensive evaluation of the results of each stage. To be an effective
predictor, a selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict
whether an applicant will prove to be a successful job performer. The application blank
is effective for acquiring hard biographical data, while the weighted application can
provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations
are valuable when they verify hard data from the application, although they offer little
practical value as selection devices. Physical examinations are valid when certain
physical characteristics are required to be able to perform a job effectively.
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THEORETICAL OVERVIEW
Recruitment is the discovering of potential applicants for actual or anticipated
organisational vacancies. managers in determining recruiting sources such as image of
the organisation, internal policies, attractiveness of the job, union requirements,
government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements,
employee referrals, employment agencies, schools, colleges and universities;
professional organisations and casual or unsolicited applicants. In practice,
recruitment methods appear to vary according to job level and skill.
Proper selection can minimise the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the
selection process, candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial screening
interview, completion of the application form, employment tests, comprehensive
interview, background investigations, physical examination and final employment
decision. In the discrete selection process, an unsuccessful performance at any stage
results in the rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where
all applicants go through every step in the selection process and the final decision is
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based on a comprehensive evaluation of the results of each stage. To be an effective
predictor, a selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict
whether an applicant will prove to be a successful job performer. The application
blank is effective for acquiring hard biographical data, while the weighted application
can provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality training can predict
job proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations
are valuable when they verify hard data from the application, although they offer little
practical value as selection devices. Physical examinations are valid when training
physical characteristics are required to be able to perform a job effectively.
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SCOPE OF STUDY
The scope of study is to observe the degree of satisfaction levels of the employer as
well as the employees towards the process of recruitment and selection techniques
adopted by the company. It will also show the deviations if any, towards this affect that
will be experienced in research. Apart from getting an idea of the techniques and
methods in the recruitment procedures it will also give a close look at the insight of
corporate culture prevailing out there in the organization. This would not only help to
aquanaut with the corporate environment but it would also enable to get a close look at
the various levels authority responsibility relationship prevailing in the organization.
Also the stipulated time for the research is insufficient to undergo an exhaustive study
about the topic assigned and moreover the scope of the topic (recruitment and
selection) is wide enough, so it is difficult to cover all the topic within the stipulated
time.
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OBJECTIVE OF STUDY
The basic objective of this report is to “Recruitment and selection process In Idea”.
Following fundamental objectives have been identified as the sub-objectives of the
study:-
1. To study the identity of the recruitment & selection process in the
organization as a whole.
2. To find out the employees as per company’s vacancies.
3. To find out the various sources of advertisement of vacancies like-media
(electronic or paper or both), schools, posters etc.
4. To study the work environment and select the pattern of interview, which can
help out to select the suitable employee for the organization.
5. To study the interpersonal relationship.
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HYPOTHESIS
The term hypothesis derives from the Greek word “HYPOTITHENAL” “Meaning to put under” or “to suppose”. A tentative conjecture explaining an Observation, phenomenon, or scientific problem that can be tested by further Observation, investigation, & or experimentation. it refers the process of selecting & using a sample statistics to draw an inference about a population parameter Based on a subset of it the sample draw from the population. Statistical inference treats to different classes of problems- Hypothesis Testing i.e. to test some hypothesis about parent population from Which the sample is drawn.
Estimation i.e. to use the statistics obtained from the sample as estimate Of unknown parameters of the population from which the sample is drawn.
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MEANING & DEFINATION -:
A hypothesis is a statement about the population parameters. Hypothesis
Testing/Significance Testing is a procedure that help us to decide whether the
hypothesized population parameter value is to be accepted or rejected by
making use of the information obtained from the sample.
According to Prof. Morris Hamburg, “A hypothesis in statistics is
simply a quantitative statement about a POPULATION.”
According to Palmer o JOHNSON “A hypothesis as islands in the
uncharted seas of thought to be used as bases for consolidation & recuperation
as we advance into the unknown.”
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Procedure of Hypothesis Testing -:
Set up Hypothesis
Set up suitable significance level
Test statistics
Doing Computation
Making decision
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(Step 1) Set up a hypothesis -:The two hypothesis in a statistical test are normally referredto as-:
(1) Null Hypothesis
(2) Alternative Hypothesis
(1) Null Hypothesis -: A statistical hypothesis which is stated for the purpose of
possible acceptance is called null hypothesis.
Ho: u = 162 cm.
(2) Alternative HYPOTHESIS -: Any hypothesis which is complementary to the
null hypothesis is called an alternative hypothesis & is usually denoted by Hi.
HO: u = 162 CM = uo
Then the alternative hypothesis could be,
(a) HI: u # uo
(b) Hi: u >uo
(c) HI: u <uo
(Step 2) Set up a suitable significance level-: Generally, in practice
either 5% level or 1% level is adopted for the PURPOSE.
(Step3) Test static -: FOR this purpose we use the Z distribution under normal
curve for large sample where the sample size is equal to or larger than 30 & the
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distribution for small sample where the sample size n less than 30.
(Step 4) Doing Computation -: THESE calculations include the testing
static & the standard error of the testing static.
(Step 5) Making Decision -: Lastly, a decision should be arrived as to whether the
null hypothesis is to be accepted or rejected.
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Error in hypothesis Testing
Two types of errors are generally committed in hypothesis testing. they are Type I
error & Type II error.
Accepted Ho Rejected Ho
Ho is True No error Type I error
Ho is false Type II error No error
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COMPANIES PROFILES
Identity:-
Idea Cellular antecedents date back to 1995, when the Aditya Birla Group and AT&T
(through Birla AT&T Communications – Maharashtra & Gujarat circle) and the Tata
Group (through Tata Cellular - Andhra Pradesh circle) set up cellular networks. Both
the above company was amongst the first company to commercially start operation in
circles other than metros and achieve financial closure in Indian Telecom industry.
In the year 2000, the historic path-breaking merger of Tata Cellular with Birla AT&T
Communications and the subsequent acquisition of RPG Cellular - (Madhya Pradesh
circle) in the year 2001 - helped take the company to aim even further and led to the
formation of Birla Tata AT&T Limited.
In year 2001, company won fourth cellular license for Delhi metro circle and in year
2002 company introduced common brand "Idea" and changed the name to IDEA
Cellular Limited.
Since then, there has been no looking back for IDEA Cellular. The company launches
Delhi operations in year 2002 and added a record 100,000 subscriber within one month
of launch.
In 2003, the company achieved the largest financial closure in Indian Telecom for its
entire circle. In 2004, the company entered into definitive agreement to acquire Escotel
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Mobile Communications (existing operator in Haryana, Kerala and UP(W)) and Escorts
Telecommunications (cellular licensee holder for UP(E), Himachal Pradesh and
Rajasthan).
Today, Idea Cellular is a part of the Aditya Birla Group. The group is India's first truly
multinational corporation. Global in vision, rooted in Indian values, the group is driven
by a performance ethic pegged on value creation for its multiple stakeholders.
IDEA Cellular Ltd. – Corporate Profile:-
An IDEA which has turned two …
It was just two years ago in the year 2002 when three big entities, each one with a
distinct knack for business, having a reputation of being one of the most admired
corporates in their domains… Tata, Birla & AT&T joined hands and an IDEA was
born. Even before IDEA celebrated its 2nd birthday, it made its presence in the annals
of Indian telecom by concluding the largest ever acquisition in Indian wireless industry
when it acquired Escotel.
With the Escotel acquisition, IDEA’s footprint now covers around 60% of India’s
population and over 65% of the potential telecom-market. And IDEA has leapfrogged
to become a national player having its presence in 11 circles across the country. IDEA
is also the only company with one of its circle having crossed One Million subscriber
mark barring the metro markets.
An IDEA of Customer-Focus
Ahead of the numbers, market shares, revenues, profits, technologies, marketing,
advertising, footprint, investment, growth, and whatever it takes to run a successful
telecom business, remains a single idea of providing an ultimate customer service that
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creates a happy, satisfied and loyal base of customers. Therefore, customer service is an
utmost priority for everyone at IDEA and becomes the single most important driving
force gushing through the arteries, veins and the nervous system of the company. Be it
the people or the technology at the call centre or any other entity within the system, it is
solely geared to ensure the highest level of customer satisfaction.
IDEA covers over 3,660 small and major towns & villages along with a total highway
connectivity of over 6,000 kilometers. Today, there are over 380 IDEA n U outlets and
Idea shops and a well-entrenched network of over 44,000 retailers and dealers across
the country. Each circle with its own dedicated call centre with a single call resolution
approach towards the customer is a unique effort provided by any operator.
Idea offers roaming across 200 networks in India and across the world, two way pre-
paid roaming is also available to customers while roaming in India, Customers can stay
connected internationally by receiving calls and sending and receiving SMS.
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An IDEA of Footprint in India
IDEA controls a portfolio of India’s most attractive and mainly contiguous properties
including the 7 states of Maharashtra (excluding Mumbai), Goa, Gujarat, Andhra
Pradesh, Madhya Pradesh, Chattisgarh, UP (W), Haryana, Kerala and Delhi (inclusive
of NCR). Having operations in four of the five largest cellular circles in India, IDEA is
the market leader in the Maharashtra& Goa, Kerala, UP(W) and Madhya Pradesh &
Chattisgarh circles in terms of number of subscribers.
With Escotel acquisition IDEA’s footprint has spread into Kerala, Haryana, Utter
Pradesh, Rajasthan, Uttaranchal and Himachal Pradesh virtually covering India from
North to South, through 11 circles of telecom operations in India.
IDEA’s Delhi circle is also the fastest growing fourth operator in the country, which is
an achievement in itself and also showcases the customer confidence of a high degree.
An IDEA of VAS Factory
With a clear focus on providing unique, distinct innovative and tremendously valuable
services to the subscribers, IDEA embarked upon an initiative to setup a VAS (value-
added services) factory within the company, which conceptualizes and provides tailor-
made value-added services. Since April 1, 2003, the VAS factory has produced over 47
value-added services. For IDEA, most of them proved to be the revenue drivers for the
current year and were able to enhance customer loyalty to far reaching heights.
IDEA was the first and only company to bring the concept of Cellular Jockey to all its
subscribers. IDEA also launched Global SMS for the first time in the country, which
allows the users to send and receive SMS from over 540 networks and 170 countries
across the technology platforms like GSM, CDMA, TDMA and Satellite Phones.
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Recently, IDEA introduced Mobile Top-Up (a flexible anytime anywhere recharge
service for prepaid customers) and “Say IDEA” feature that allows the users to access
value added services by speaking into their mobiles.
An IDEA of Technological Superiority
The challenge of the wireless revolution demands a technology IDEA to match. IDEA
Cellular has been, and will remain, uncompromisingly demanding to its commitment,
to deploy only the best equipment in the world.
IDEA; Delhi is an EDGE network where IDEA has demonstrated EDGE and is now
commercially available. We are the first and only operator in the country to
demonstrate and commercially launch it. The Company has already started deploying
EDGE ready networks, which would provide a platform for offering innovative and the
latest services to keep the customer experience one-step ahead of the competition. Not
the least important element of the technology is the enduring partnerships IDEA enjoys
with the GSM champions, Ericsson and Nokia, transmission equipment makers, Alcatel
and billing systems providers, SchlumbergerSema etc.
An IDEA of People
It is people who make the organization. With a clear focus on professionalism, highly
skilled and trained manpower of superior quality, IDEA today boasts of strength of
around 1700 employees. Most of them have come from reputed management and
technical institutions from around the country.
Management graduates, engineers, teams of support staff… what all of them have in
common at IDEA is a vivacious, youthful, energetic, and a positive attitude at work.
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With the average age of an employee being only 31, IDEA becomes one of the most
youthful organizations in the country today.
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An IDEA of Growth
IDEA is an original licensee in seven of the eight circles with frequency and other
advantages and is expanding the number of subscribers by adopting a mass-market
strategy. IDEA firmly believes that cellular services will continue to grow in popularity
among masses hence the focus would be on growing the base of pre-paid customers
and attracting and retaining the quality post-paid subscribers.
Since its inception IDEA Cellular has been a fabulous growth story. Idea is the fastest
growing GSM operator in its area of operations. The growth rate in the last 6 months
has been 85% in its area of operations as against 84% of all operators in the same area
of operations. The company is now cash positive, and is expected be profit positive in
the financial year 04-05.
An IDEA of Finance
IDEA has invested as much as Rs. 52,000 million in its existing 5 circles. IDEA
Cellular has been blessed with the support of its bankers and a clean capital structure
where the sponsors have directly contributed equity of around Rs 23,000 million. Its
recent financial closure with a project cost of Rs. 5,000 crores was the largest ever in
the Indian telecom history.
An IDEA of Awards and Recognitions
IDEA owing to its innovation, excellent customer service and superior quality of
service has been endorsed by various industry authorities by several awards and
recognitions. Some of them are as follows:
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• Golden Peacock Innovative Product / Service award in the communication sector
from the Government of India for implementation of the M-coupon product in the
Delhi Circle in 2003;
• Madhya Pradesh circle was rated number one operator twice in two consecutive
surveys of Quality of Service (QOS) conducted by TRAI in August 2002 and March
2003
• Chosen as the winner of the award ‘Indira Award for Marketing Excellence’ for being
the highest recalled brand in the year 2003
• Ranked second in overall user satisfaction by the Voice & Data – IDC Mobile User’s
Satisfaction Survey, October 2003, which was based on parameters like network
availability and performance, customer care, value added services, pre-sales and sales
effort, and billing.
KEY WORDS:-
Access fee
This is an annual or monthly charge to connect to a wireless network. This fee indicates
whether the phone is actually used or not.
Activation
The process of programming a wireless phone so that it is ready to transmit and receive
calls on the wireless network.
Airtime
Airtime is the total time for which you use your connection. This includes time for calls
made and received.
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Alphanumeric display
This includes the ability of an LCD or display unit to display text as well as numbers.
The display unit is found on the front of a wireless handset or pager.
Analog
It is a method of storing or transmitting information in the same form as the original
sound.
Any-key answer
Any-key answer is a phone feature that lets you answer an incoming call by pressing
any key on the keypad.
Authentication
This is a feature used to reduce fraud by confirming the identity of a phone to the
wireless network.
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BUSINESS
Type of business- idea provides cellular services to the people to talk as well as to use
deferent broad band services.
An !DEA whose time has come.....
Once in while there comes along an idea that so profoundly impacts the lives of people
that it is said to define an era. Wireless telephony is one such.
Technology soothsayers are of the view that millennia from now the 21st century will
be remembered as the Century of the Wireless.
Just think of it: Cellular connections in the world have raced to 1 billion in just a
decade, and cellular users now outnumber fixed-line users in close to 100 countries.
India has leapfrogged into the wireless age.
It is perched on the ascendancy of a huge J curve that is estimated to cross the 100
million-subscriber mark by 2010.
Making cellular telephony one of the biggest and fastest growing sectors in India.
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Value Added Services - Uttar Pradesh (West)
Idea provides following value added services to it’s customers on their demand. There
are a wide range of services at Idea Cellular Ltd. Following are the some well known
value added services known by customers.
Short Message Service -
IDEA's SMS Service allows you to keep in touch with your colleagues, associates,
clients who are outside the coverage area at the time of your calling them. If the
receiver's handset is switched off when you send a message, the messaging center will
continuously resend your message for the next 72 hours. The SMS Service does not
require any operator, so you can be assured that your message will remain confidential.
Standard messages created by you can be stored in your handset, provided it supports
the feature, and sent as required. The maximum number of characters per message is
limited to 160 characters, depending on the type of handset used.
To send messages, feed in the SMS Service Center No. in the Message Settings option
in your handset menu as: +91 98220 78000.
Since every message is transmitted by IDEA Cellular's SMS Service Center, you don't
have to pay for any airtime.
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Ring tones -
Get the latest ring tones of your choice. Just dial 1010 listen to various Ring Tones,
choose the ringtone of your choice & get an option to either download or dedicate to
others.
Also downlaod your favourite Tone thru sms just click on the following links to go to
the Ring Tone sections of the respective websites, and browse through thousands of
ring tones, and select the one that you like to have on your phone.
Estel Ringtones : http://myestel.com/estel
Rediff Ringtones : http://sms.rediff.com/cgi-bin/ringtone/ringhome.pl
Yahoo Ringtones : http://in.mobile.yahoo.com/new/tune/
Indiatimes Ringtones : http://ringtones.indiatimes.com/site/site/index.jsp
Logos -
Customize your handset with the Logo of your choice. Click on the following links to
go to the Logos sections of the respective websites, and browse through thousands of
logos, and select the one that you like to have on your phone. Just sms in the desired
format & get the exciting logos of your choice. Estel Logos Rediff Logos Yahoo Logos
Indiatimes Logos.
Estel Ringtones : http://myestel.com/Idea
Rediff Ringtones : http://sms.rediff.com/cgi-bin/logo/smslogo.cgi
Yahoo Ringtones : http://in.mobile.yahoo.com/new/logo/
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Indiatimes Ringtones : http://logos.indiatimes.com/site/site/index.jsp
Love Logos -
Express your Love in a special manner with Love Logos customized logos to get a
heart sign in between 2 names. Type LOVE <Your Name> <Your Beloved’s Name> &
send at 333.
Plz Note - Names can only be 4 characters long.
Host of Services on 7272 -
News, Stock quotes, Opinion Poll, Cricket Scores, Astrology, Jokes, Ringtones, Picture
Messages, Logos etc on short code 7272.
Customer need to send a keyword corresponding to the service he wants to use. He can
use the service in English and Hindi (If supported by Handset).
All customers of Postpaid and prepaid can avail this service.
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Horoscope -
Get your daily, weekly horoscopes birthday forecasts along with a host of other
services right from your Idea mobile. All this by clicking a few buttons!
Daily Horoscope -
Type first 3 letters of your zodiac sign and send it.
For example, if you want to receive the horoscope for the Zodiac Sign 'Capricon', your
screen will look like this: Send the message to 333.
Weekly Horoscope -
Receive your horoscope for the current week [Monday- Saturday]. Type the first 3
letters of your Zodiac sign, followed by 'W'. Send the message to 8243.
Birthday Forecasts -
Receive a horoscope for your birthday, if it falls in the current month. Type bday day,
where day is the date of the current month on which your birthday falls. Send the
message to 8243.
Tarot Prediction -
Another interesting way to know what the future has in stored for you. Just Type 'TAR'
followed by first three letters of your sun sign and send the message to 8888.
For eg. If you sun sign is aries sms TAR ARI to 8888.
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Daily Panchang -
Find out those 90 minutes during the day when Rahu might hinder successful execution
of any of your personal or professional activity. Sms RAHU to 333 to know the Rahu
Kal for the day.
Feng Shui -
Get the tips of Feng Shui, on your Idea Mobile. sms FENG to 333.
Yahoo Dating -
Looking for a bit of romance in your life. Well, with Yahoo dating service you may
find the perfect partner you had always been looking for.
To Register type Date Reg ID Password Age Sex Location & sms at 8243.
Yahoo Mail -
Sending a Mail to any e-mail ID is so much easier. Just follow the simple steps and
send a mail to friend or a colleague anywhere in the world from wherever you are.
You can read, compose, delete and reply to your Yahoo! e-mails. To know more, visit
http://in.mobile.yahoo.com/mail_tour.htm
Yahoo Messenger -
You do not have to wait to get a PC to use the Yahoo! Messenger. With the exclusive
Idea-Yahoo! tie-up, you can easily get connected through your Idea phone.
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All this and more just by using SMS. Just type HELP & sms at 8242. You will be
charged Rs. 3.00 per outgoing message. Incoming messages are free.
You do not even need to subscribe to WAP to connect to the Yahoo! Messenger from
your Idea phone.
Yahoo Messenger on Your Idea Mobile -
With Yahoo! Messenger for SMS, you can:
. Connect with all Yahoo! Messenger users.
. Send, receive and reply to instant messages.
. View and manage your Friend List.
. Manage authorization request.
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INDIAN TELECOM MASH
The Indian Telecom Sector was monopolistic. The liberalization process was set in
since 1991, initially in equipment sector and subsequently in cellular and PSTN sectors.
Now the policy of the Government is for total privatization and private participation to
make Indian telecom sector world class one. Also in software sector also, we see
tremendous potential in the years to come.
Indian Telecom Network is the ninth largest in the world with 3.6 crore telephones.
For the last 10 years the number of basic telephone subscribers has grown more than 6
fold. There were only 5 million in March 1991 but in March 2006 there are 33 million.
The number of telephone lines is growing at the rate of 6 million a year and the growth
rate is consistent In spite of the growth in the number of telephone lines, the waiting list
is steadily growing and the supply was lagging. The telephone penetration rate is about
3.2 per cent, which is much lower than in other countries like China, Egypt, Mexico,
Brazil Philippines and Srilanka.
Development:
India has been busy planning for reliable, state of the art communications infrastructure
to meet the challenges of global economy. The telecom players are getting very
aggressive in expanding their networks. This will result in high capacity backbone
becoming available far and wide. There will be a host of newer services. For many
years, India was just a telecom monopoly. With the exception of North America one or
more government owned telecom operators who concentrated on providing switched
telephony services dominated most nations.
Basic switched telephony formed the bulk of operators’ revenue with tariffs directly
proportional to the distances over which calls were carried.
35
During 1990s a revolution took place in these countries with a move to remove or
minimize state monopolies. There was emergence and development of a vibrant and
global information highway and the new technologies associated with it. New private
operators were allowed to provide increasing new services based on old and emerging
technologies. The Indian Telegraph Act of 1885 focused to regulation of
telecommunications equipment rather than services and applications that such
equipment used for. With the changing environment necessity arose for adoption of a
different methodology to control the emerging industry. The state entered into detailed
contracts with new operators by way of licenses, concessions, grants or authorizations.
Detailed terms and conditions under which operators were allowed to provide telecom
services were specified. But this methodology lacked regulatory certainty.
With the explosive growth of new economy and applications, services and market
players, there was a need for a different legal regime. The regulators in a number of
countries came to an understanding that a third generation structure would need to
incorporate in order to facilitate the development of an information society. These
included minimum regulation, minimum licensing by an independent regulatory body,
self-registration where possible by industry consumer and other groups, transparent and
consultative decision-making, and the adoption of technology in the administrative
process of regulator.
Milestones and Future Directions in Telecom Reforms
1984 : Manufacturing of subscriber terminal equipment opened to private sector.
1985 : Telecom was constituted into a separate department (DOT), with a
separate board.
1986 : MTNL and VSNL created as corporations.
36
1988 : Government introduces in-dialing scheme. PABX services only within a
building, or in adjoining buildings.
1989 : Telecom Commission formed.
1991 : Telecom equipment manufacturing opened to private sector. Major
international players like Alcatel, AT&T, Ericsson, Fujitsu, and Siemens
entered equipment-manufacturing market.
1992 : Value Added Services (VAS) sector opened for private
competition.
1993 : Private networks allowed in industrial areas.
1994 : Licenses for radio paging (27 cities) issued.
May-94 : New Telecom Policy announced.
Sep-94 : Broad guidelines for private operator entry into basic services
announced.
Nov-94 : Licenses for cellular mobiles for four metros issued.
Dec-94 : Tenders floated for bids in cellular mobile services in 19 circles,
excluding the four metros, on a duopoly basis.
Jan-95 : Tenders floated for second operator in basic services on a circle basis.
Jul-95 : Cellular tender bid opened.
Aug-95 : Basic service tender bid opened; the bids caused lot of
controversy. A majority of bids were considered low.
Dec-95 : Letter of Intent (LOIs) issued to some operators for cellular mobile
operations in circles.
Jan-96 : Rebidding takes place for basic services in 13 circles. Poor response.
The Telecom Regulatory Authority of India (TRAI) formed by
ordinance.
37
Oct-96 : LOIs being issued for basic services.
Mar-97 : The TRAI Act passed in Parliament.
Jun-98 : Several VAS available through private operators. The first private basic
service becomes operational.
Mar-99 : Announcement of National Telecom Policy.
Jan-00 : Amendment to the TRAI Act.
Aug-00 : Announcement of Domestic Long Distance Competition Policy.
Oct-00 : Corporatization of DoT.
Apr-01 : Permission to basic operators to provide services within a short distance
charging area
Apr – Dec 2006 Issue of LOIs for new basic service licenses, Issue of LOIs for
domestic long distance service licenses; Issue of LOIs for new cellular service licenses;
Determination of the new interconnection regime for basic and long distance operators;
Parliament's approval to the Communications Convergence Bill
2007-2005 Disinvestments of VSNL; Introduction of competition in international
voice telephony
38
Regulatory Structure
Prior to liberalization in the 90”s , the DOT acted as a service provider,
regulator , & policy maker & arbitrator in the case of disputes. However, Telecom
Regulatory Authority of India Act , 1997 established Telecom Regulatory
Authority Of India (TRAI) in January 1997 , ith a view to providing an effective
regulatory framework &adequate safeguards to ensure fair comptetion in
provision of telecom services &protection of consumer interests. To achieve this
objectives of the Act, TRAI was accorded powers to issue directions to service
providers , make regulations, notify tariffs by order & adjuciate in disputes
arising between the Govt. ( in its role as service provider ) and any other service
provider.
In 1999,the Govt. created the Deppt. of telecom services (DTS) from DOT.
This was done ostensibly to separate the service provision component (DTS) from that
of policy making (DOT). In October 2000, DTS was corporatised &now operates as
BSNL. The DOT is left with the functions of policy formulation , licensing, wireless
spectrum management , administrative monitoring of telecom PSUs , R&D &
standardization &validation of telecom equipment .Morever, on Jan 2000,an ordinance
amended the TRAI Act,1997 and altered its basic structure .The ad judicatory role of
the TRAI has been separated & has been assigned to a Telecom Dispute Settlement
and Appellate Tribunal (TDSAT) ,a new entity .This Tribunal has also been given the
responsibility for settling disputes with respect to those arising between the licensor &
licensee. Futhermore , appeals against TDSAT judgements will only be entertained in
the supreme court .
39
NETWORK
Idea Cellular's footprint idea is to first achieve critical mass, then drill deep instead of
spreading thin. Thereafter, it is ready for controlled expansion.
In keeping with this, the company has been providing excellent service to its
subscribers in various states. It controls a portfolio of India's most attractive and
contiguous telecom geographies, including the states of Andhra Pradesh, Delhi & NCR,
Gujarat, Haryana, Kerala, Madhya Pradesh & Chattisgarh, Maharashtra & Goa
(excluding Mumbai) and Uttar Pradesh (W). With a footprint dominating the map of
India, Idea Cellular accesses over 45% of India's total telephony potential. With the
objective of critical mass achieved, Idea Cellular turned to drilling deep.
40
PRODUCT’S PROFILE
SIM CARD
A subscriber identity module is a smart card that securely stores the key identifying a
mobile phone service subscriber, as well as subscription information, preferences and
text messages. The equivalent of a SIM in UMTS is a Universal Subscriber Identity
Module (USIM).
The SIM stores network state information such as its current location area identity
(LAI). If the handset is turned off and back on again it will take data off the SIM and
search for the LAI it was in. This saves time by avoiding having to search the whole list
of frequencies that the telephone normally would. Each SIM is uniquely identified by
its ICCID [International Circuit Card ID].
SIM cards identify users uniquely by holding an IMSI.
Japan's PDC system also specifies a SIM, but this has never been implemented
commercially. The specification of the interface between the Mobile Equipment and the
SIM is given in the RCR STD-27 annex 4. The Subscriber Identity Module Expert
Group was a committee of specialists assembled by the European Telecommunications
Standards Institute (ETSI) to draw up the specifications (GSM 11.11) for interfacing
between smart cards and mobile telephones. In 1994, the name SIMEG was changed to
SMG9.
In July 2005, the Finnish government announced that a Citizen Certificate - a
government-guaranteed 'electronic identity' included in a SIM card - will be made
available to every individual resident in Finland before the end of 2005, allowing
mobile phone users to access
41
e-services on the move. The Citizen Certificate has been described as "basically an e-
ID card that will be compatible with several hardware devices, such as mobile phones,
PDAs, personal computers, Digital TV sets, and public web kiosks". [1] The first SIM
cards with embedded Citizen Certificates have already been made available in selected
localities.
The use of SIM card is mandatory in the GSM world, whereas the SIM (RUIM) is not
very popular in the CDMA world.
The major SIM card vendors in the market are Axalto, Gemplus, G&D and Oberthur
Card Systems.
W-SIM is a SIM card which also integrates core cellular technology into the card itself.
42
Prepaid plans
Idea prepaid services: - Following are the prepaid services provided by the Idea. The
plan rate and call charges varies according to the plans.
Idea Introduces Lifelong validity On 995 Flexi recharge with Full talk time on all
Future Recharges -
MRP Rs. 995/-
Talk time Rs. 25/-
Validity Lifetime
Tariff
Local (Idea-Idea & Others) Rs. 1.99/- per minute
STD (All over India) Rs. 2.99/- per minute
SMS Rs. 1 / 2 / 5 for Local / National / International respectively.
Terms and Conditions -
1) Validity for lifelong is applicable as per license period in each circle and is subject
to change in case any regulatory condition changes in the future.
2) Connection will be permanently deactivated if there is no incoming or outgoing for a
period of 6 months.
3) This offer cannot be coupled with any other promotional scheme/tariff packs.
4) Rates and conditions are subject to change.
5) Not applicable for Dealer/ Associate demo line.
Daily Decrement Pack with Lifelong 995 -
SMS Keyword LTP to 4141 for activation. On daily decrement of Rs. 1.83/-
Tariff
43
Local (Mobile to Mobile) Rs. 0.99/- per minute
Local LL Calls Rs. 0.99/- for 30 Secs.
STD all O/g Calls Rs. 0.99/- for 30 Secs.
SMS Rs. 1 / 2 / 5 for Local / National / International respectively
Recharge Vouchers:-
Recharge vouchers available from Rs. 10 to Rs. 5000 in Flexi and on all physical
Denominations.
Daily Deduction of Rs. 5/- (Rs. 4 for 1100 and above) waived if usage is more than 10
mins. in a day.
Outgoing Tariff
Local Voice Charges
Idea to Idea Rs. 1/-
Other Mobile Rs. 2/-
Landline Rs. 2/-
National Voice Charges STD Rs. 2.75/-
International Voice Charges ISD
ROW 1-America, Europe,
SAARC, Asia & oceanic countries (excluding countries in ROW 2 &others) Rs.
7.2/-
ROW 2-Countries excluding
ROW 1 & Others Rs. 9.99/-
44
Others-Sakhalin, Sao Tome
& Principe, Solomon
Islands, Vanuatu, Tokelau,
Tuvalu, Cook Island, Diego
Garcia, Cuba, Guinea
Bissau, Nauru, Norfolk
Island. Rs. 50/-
SMS Charges
Local Rs. 1/-
National Rs. 2/-
International Rs. 5/-
Ad on Packages
Local Pack @ Rs. 1.25/- Per Day - 50% discount on all Local Calls.
STD Pack @ Rs. 2.60/- Per Day - 50% discount on all Local and STD Calls.
Reward Program
Daily Deduction of Rs. 5/- (Rs. 4 for 1100 and above) waived if usage is more than 10
mins. in a day.
Regular Starter Pack
Local Call Charges
!dea to !dea Rs. 1/- per min
45
!dea to Others
(Mobile & Landline) Rs. 2/- per min
Entry Level Cost Total - Rs. 99
MRP of Starter Pack - Rs. 99 /-
Validity Period - No Validity
Talk Time - No balance
Any Processing Charges
Recharge Vouchers (RV) valuing -
[Inclusive of SIM + Processing fee+12.24% service tax in INR]
Monthly free call allowances NIL
Duration of plan Open till further notice
Any taxes, in addition NIL
Optional Packages
Local Pack (with power voucher 33)
- !dea - !dea @ Rs. 0.50 per minute
- Others @ Rs. 1 per minute.
SMS Pack (with power voucher 66)
- !dea - !dea @ Rs. 0.50 per sms
- Others @ Rs. 1 per sms
- Local SMS @ Rs. 0.50 per sms
46
STD (with power voucher 77)
- !dea - !dea @ Rs. 0.50 per minute
- Others @ Rs. 1 per minute.
- STD @ Rs. 1.38 per minute.
Power voucher recharges only available on flexi
Note - Incoming Free is not applicable if the customer is in the Roaming network.
Recharge Vouchers (Recharge through Flexi 10 to 10000 also available)-
Recharge Vouchers (RV) valuing -
[Inclusive of SIM + Processing fee + 12.24% service tax in INR+]
Easy Card - Rs. 150/-
MRP of Starter Pack - Rs. 150/-
Validity Period - 7 Days
Talk Time - Rs. 50/-
Call Charges - (per minute) {Pulse: 60 Seconds}
· Local Calls - Rs. 1 (to !dea) and Rs. 2 /- (to Others)
· STD Calls (all across India any phone any network) - Rs. 2.75/-
· ISD Calls (For USA, Europe, Asia, Oceania, SAARC) - Rs. 15.25/-
· ISD Calls for other countries - Rs. 18.25/-
I-CARD - 150
MRP of Starter Pack - Rs. 150/-
Validity Period - 7 Days
Talk Time - Rs. 50/-
47
Call Charges - (per minute) {Pulse: 60 Seconds}
· 2 STD Friends & Family numbers anywhere in India of customer’s choice anytime
@ Just Rs. 2/-
· 3 Local Friends & Family Idea Nos anytime @ Just Rs. 0.50Piasa/min.
· Local & national SMS @ 25 paisa
· Talk endlessly to any local phone during Night 9 PM – 9 AM (12 hrs) @ just Re.
0.50 for !dea numbers and
Rs. 1.00 for Others.
· Local Idea to Idea calls @ Re. 1.00/-
· STD Calls @ Rs. 3/-
· Local Mobile to Fixed @ Rs. 2.00/-
· Daily decrement of Rs. 1.5/-
In-CARD: Rs. 349/-
MRP of Starter Pack - Rs. 349/-
Validity Period - 90 Days
Talk Time - Rs. 50/-
Call Charges - (per minute) {Pulse: 60 Seconds}
· Local Calls - Rs. 1.99/-
· STD Calls - Rs. 2.99/-
· ISD calls to USA, Europe, Asia, Oceania, SAARC - Rs. 15.25/-
· ISD calls to other countries - Rs. 18.25/-
How to Remote Re-charge:-
Buy a re-charge voucher –
48
· Dial 9837198371
· Enter Choice of language - 1 for English and 2 for Hindi
· Enter mobile number with 91 prefix
· Enter Access PIN number (last four digit of mobile number)
· For balance dial 1, for recharge dial 2, for language change dial 3, for PIN change dial
4
· Enter 12 digit secret codes
If you need any help, you will find a friendly guide at the other end of these Toll Free
numbers on your new
Idea Chit Chat card:-
Just dial –9837012345
· *123# to know your balance and validity.
· 346 to recharge.
· 345 for General enquiry (balance & validity).
· 347 to reach Team Response. (Toll free from home network).
49
ROAMING
Friendly Roam
Friendly Roam : You can now roam across "the heart of India" for just Rs.3/ -min.
You can now use your IDEA Cellular cellular service in Mumbai, Maharashtra, Goa,
Madhya Pradesh & Chattisgarh . With this service, as an IDEA Cellular subscriber
you will be able to receive calls from anywhere and also make calls to anywhere in
India.
E.g: As a Maharashtra / Goa subscriber you will be able to make and receive calls on
your home IDEA Cellular number while roaming in Mumbai, Gujarat, Madhya Pradesh
or Chatisgarh. As a 9822003689 / 9822103689 customer you have the home network as
Maharashtra & Goa respectively. If you travel to Madhya Pradesh you can call Madhya
Pradesh as well as back to your home network (Mah & Goa) without having the STD
facilty.
If you want to call Gujarat or Delhi, you cannot call unless you have the STD facility
These charges are in addition to the subscriber's normal IDEA Cellular activation
charges.
Outgoing SMS is charged Rs. 3/- per message in Mumbai & Rs. 1.75/- per message
in Delhi (Airtel) along with 5% service tax on the same.
50
National Roam
National Roam: As an IDEA Cellular subscriber you can now opt for National Roam
(Automatic Roaming) facility. This facility enables you to receive calls on your local
IDEA Cellular number even when you are in a city or state outside the IDEA Cellular
network area. Currently National Roam allows you to use your IDEA Cellular Service
in most of the states, the four metros, major cities & towns with the support of our
partner operators. So even if you are away from your home network you can still
receive calls on your IDEA Cellular number. This means you no longer need to bother
about informing your associates about your contact number each time you travel. So,
from now, make your business, a business without boundaries.
This actually means that 'National Roam' brings you the advantage of having just one
number across India, i.e. your local IDEA Cellular number. To avail of the National
Roam facility, you will need to have STD facility activated on your local IDEA
Cellular number.
Airtime charges :
The standard airtime rates for roaming service applicable in areas covered under
National Roam are :
Rs.3/- per minute, 24 hours a day, 7 days a week + 8% surcharge on the Airtime
(Incoming & Outgoing calls) and the applicable STD calls.
51
52
World Roam
Now, an IDEA Cellular subscriber can use his cellular across five continents spanning
more than 230 countries.....
More about IDEA Cellular World Roam
AUTOMATIC ROAMING PRODUCT DETAILS
This feature allows you to use your cellular service across the world with your local
IDEA Cellular number. Now you will not miss all those important incoming calls while
traveling internationally. The hassle of informing customers, business associates and
friends of your travel plans and locations are over! Your local IDEA Cellular number
remains the same across the world.
Major Benefit: One number – The IDEA Cellular number across the world. Make and
receive calls on your IDEA Cellular number.
World Roam : Currently available in Australia, Azerbaijan, Bahrain, England,
Finland, France, Germany, Greece, Hong Kong, Israel, Italy, Netherlands, Poland,
Portugal, Russia, Sri Lanka, Singapore, South Africa, Spain, Sweden, Switzerland,
Taiwan, United Arab Emirates.
These charges are exclusive of the subscribers normal IDEA Cellular activation charges
World Roam usage charges
Airtime & PSTN charges will vary from operator to operator and country to country.
The charges will be billed in Indian Rupees and will appear in the subscriber's regular
monthly usage bill.
Note :
The subscriber will need to have the ISD feature activated on his / her service to
be eligible for World Roam activation.
53
The subscriber will have to pay Incoming ISD from the Home Network to the
Visited Network for all incoming calls.
The Airtime and PSTN charges will vary from operator to operator within a
country and also country to country.
The above charges are inclusive of the National Roam activation, Monthly Fee
& Roaming deposit.
The National Roam usage charges are exclusive of the subscribers home usage
charges or any rate plan. A 5 % service tax will be applicable on all charges.
Telstra, AUSTRALIA
COVERAGE
Australia is 90% covered.
All important towns, cities, highways & rail routes covered.
CUSTOMER CARE #
Customer Care Contact No.: ( +)6118018111
Display on Handset : 505 01/ B H R M PLUS
TARIFF
Call charged every 30 seconds
ISD Dialing Peak Hours (E.g.-to India) -30 Cents ( Rs.7.92) ;
Monday - Saturday: 7pm to 7am and Sundays and National Holidays
Bakcell, AZERBAIJAN
COVERAGE
54
Taipei, Hsiunchu, Taoyuan, Taichung,Yuanlin, Penghu, Ilan are some of the
imp.cities covered.
CUSTOMER CARE
Customer Care Contact No. : 888 (from mobile in their network)
080-058-885 ( toll free - from LL)
+ 886 2 2950 5888
TIME BANDS
Peak hours : 0800-2300 Mon - Fri , 0800-1200 on Sat
Off Peak hours : All other times
CURRENCY
New Taiwan Dollars (NT$)
TARIFF
Calls charged in 1 sec units
(Kindly note that Mobile Terminating Calls are not charged)
Airtime Charges :Peak : 7.59 NT$/ minute
Offpeak : 4.14 NT$/ minute
Calls to India : Peak : 3.45 NT$/minute
Offpeak : 3.10 NT$/minute
Batelco , BAHRAIN
COVERAGE
All important towns ,cities ,highways & rail routes covered. Details awaited.
55
CUSTOMER CARE
Customer Care Contact No. : + 973 9611196 ( 24 Hrs.)
Display on Handset: 426 01/ BHR MPLUS
TIME BANDS
Peak hours : - Saturday-Thursday : 8am - 8pm charged at 0.057 BD (Rs.6.59)
Off Peak hours : - Saturday-Thursday: 8pm - 8am charged at 0.040 BD
(Rs.4.63)
Fridays & Public Holidays : -Throughout the day charged at 0.040 BD
(Rs.4.63)
ISD Dialing Peak Hours (E.g.-to India) - Saturday-Thursday:7am - 7pm
charged at 0.057 BD (Rs.6.59)
CURRENCY
( BD = Bahrain Dinar)
TARIFF
Call charged for minimum 1 minute.
Mobile terminated calls are not charged for the Receiver.
Directory Enquiry is free.
Bahrain is 100% covered.
EuroTel, CZECH REP
COVERAGE
All important towns, cities, highways & rail routes covered. Details awaited.
CUSTOMER CARE
56
Customer Care Contact No. : 11 - from mobile in their network or 02 6701 6701
- from LL in their network or (+) 420 2 6701 6701
Display on Handset: 230 02/ E-TEL
TIME BANDS
Peak hours : - National Calls: Monday-Friday: 7am - 12pm hrs. Intl Calls:
Monday-Friday: 8am - 8pm hrs.
Airtime : 3.0 CZK, PSTN : 9.4 CZK, Other mobile networks : 9.4 CZK
Off Peak hours : - National Calls: Monday-Friday: 12pm - 7am hrs. Intl Calls:
Monday-Friday: 8pm - 12pm hrs.
Airtime: 3.0 CZK, PSTN: 3.0 CZK, Other mobile networks: 3.0 CZK
CURRENCY
Czeck Crowns (CZK)
TARIFF
Call charged for minimum 30 sec units.
Incoming free of charge.
Telia, DENMARK
COVERAGE
All important towns, cities, highways & rail routes covered. Details awaited.
CUSTOMER CARE
Customer Care Contact No.: (+) 45 28181010- from mobile in their network or
(+) 4580101080 - from LL in their network
57
Display on Handset: 238 20/TELIA
TIME BANDS
Peak hours : - Monday-Saturday: 8am - 7:30pm hrs.
1.60 DKK/ min plus 0.20 DKK call set up charge.
Off Peak hours : - Other times & public hoilidays
0.80 DKK / min plus 0.20 DKK call set up charge. SMS MO : 1 DKK
CURRENCY
Danish Kroner (DKK) (1DKK ~ Rs 6)
TARIFF
Call charged for minimum 1 sec units.
Sonofonp, DENMARK
COVERAGE
All important towns, cities, highways & rail routes covered. Details awaited.
CUSTOMER CARE
Customer Care Contact No.: 8029 2929 - from LL in their network or 8029
2929- from mobile in their network or (+) 45 8029 2929
Display on Handset: 238 02/SONO
TIME BANDS
Peak hours : - Monday-Saturday: 8am - 7:30pm hrs.
3.88DKK/ min plus 0.23 DKK call set up charge.
58
Off Peak hours : - Other times & public hoilidays
3.48DKK / min plus 0.23 DKK call set up charge. SMS MO : 2 DKK
CURRENCY
Danish Kroner (DKK) (1DKK ~ Rs 6)
TARIFF
Call charged for minimum 1 sec units.
Incoming free of charge.
Vodafone, ENGLAND
COVERAGE
All important towns, cities, highways & rail routes covered.
London, Manchester, Liverpool, Bristol, Oxford, Cambridge, Milton Keynes,
Newcastle upon Tyne, Aberdeen, Dundee. Perth, Inverness, Thurso, Wick,
Glasgow, Edinburgh, Londonderry, Belfast, Stranarer, Dumfries,
Middlesborough, Blackpool, Bradford, Leeds, Hull, Grimsby, Holyhead,
Sheffield, Lincoln, Stroke on Trent, Derby, Nottingham, Shrewsbury,
Fishguard, Swansea, Cardiff, Wolverhampton.
Birmingham, Coventry.Leicester, Peterborough, Nowrich, Ipswich, Swindon,
Dover, Folkestone, Brighton, Isle of White, Winchester, Southampton,
Portsmouth, Penzance, Plymouth, Exeter
CUSTOMER CARE
Customer Care Contact Address:
Vodafone Limited,
The Courtyard,
2-4 London Road, Newbury
59
Berkshire RG14 1JX
United Kingdom
24 Hour Customer Care Contact Number :
191 - From cellular in Vodafone network
0836 1191- From PSTN in UK
+ 44 836 1191- From Foreign network
TARIFF
Charging Point: Subject to a general proviso that mobile originated speech calls
of two seconds or less duration will not be charged, charges commence when
the called party answers or when a device answers on the called party's behalf.
Minimum Charging: Unless stated otherwise, calls are charged in 30 second
increments after the first minute.
All charges quoted are in GB Pounds.
All charges are exclusive of VAT (Value Added Tax) which should be added, if
appropriate.
TIME BANDS
Peak Hours - 07.30 Hrs to 21.30 Hrs - Monday to Saturday inclusive
Off Peak Hours - 21.30 Hrs to 07.30 Hrs- Monday to Saturday inclusive &
through Sunday.
Bank Holidays are treated as normal weekdays.
VODAFONE DOES NOT CHARGE FOR MOBILE TERMINATED CALLS
Peak Hrs.- 28.80 Pence per minute
Off Peak Hrs.- 11.50 Pence per minute
60
Emergency Calls (112 or 999) - Free of charge
Directory Enquiry (192) - 28.75 Pence per 30 seconds unit
Vodafone (197) - 28.75 Pence per 30 second unit
BT Cellnet , England
COVERAGE
All important towns, cities, highways & rail routes covered.
London, Manchester, Liverpool, Bristol, Oxford, Cambridge, Milton Keynes,
Newcastle upon Tyne, Aberdeen, Dundee. Perth, Inverness, Thurso, Wick,
Glasgow, Edinburgh, Londonderry, Belfast, Stranarer, Dumfries,
Middlesborough, Blackpool, Bradford, Leeds, Hull, Grimsby, Holyhead,
Sheffield, Lincoln, Stroke on Trent, Derby, Nottingham, Shrewsbury,
Fishguard, Swansea, Cardiff, Wolverhampton.
Birmingham, Coventry.Leicester, Peterborough, Nowrich, Ipswich, Swindon,
Dover, Folkestone, Brighton, Isle of White, Winchester, Southampton,
Portsmouth, Penzance, Plymouth, Exeter
CUSTOMER CARE
Call charged for minimum 1 minute and thereafter every 30 seconds( except
Directory Enquiries, which is 30 sec min.)
Calls made to UK Phone Nos. including 0800,0500,0345,0645; Cellnet Mobile
Nos.; Call Access Nos.( prefixed with 3&7) ;AA & RAC Breakdown
services(2505,4505) ; Cellnet GSM Information Line(310);Talking Clock(123);
Expotel Hotel Reservations(525) and Cellnet UK Assistance(1515/1717) are
charged as follows :
61
TIME BANDS
Monday- Saturday (8 am to 10 pm) - 20 Pence per minute
All other times (10 pm to 8 am) - 10 Pence per minute
TARIFF
Premium Rate Service calls: Nos. starting with
0336,0338,0898,0881,0891,0839,08364 or 401 are charged as :
Monday -Saturday (8 am to 10 pm) - 68 Pence per min
All other times(10 pm to 8 am) - 38 Pence per min
Our Partners
IDEA welcomes all businesses and individuals interested in partnering with us to
enhance and strengthen the IDEA products & services portfolio.
To explore such potential partnerships, kindly get in touch with us by submitting the
Partners Form.
Some of our Technology and Content Partners:
VAS
Onmobile Asia Pacific Ltd
Cellebrum India Ltd
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Siddhivinayak Astro Services Ltd.
Kodiak Ltd
Mauj
Net4nuts India Ltd
Yahoo
Rediff
Indiatimes
63
Mobile2win
Sify
NDTV
ROAMING
Roamware.inc
Starhome
Bharti Telesoft
MARKETING COMMUNICATIONS
Lowe India Pvt Ltd
Insight Media Ltd
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PUBLIC RELATIONS
Clea PR
NETWORK
Nokia
Ericsson
Siemens
BILLING
Atos Origin
Network Coverage
Idea Cellular Ltd has seen phenomenal growth since its inception. Idea Cellular's
footprint idea is to first achieve critical mass, then drill deep instead of spreading thin.
In keeping with this, the company has been providing excellent service to its
subscribers in various states. It controls a portfolio of India's most attractive and
contiguous telecom geographies, including the circles of Andhra Pradesh & Delhi
(inclusive of NCR), Gujarat, Haryana, Himachal Pradesh, Kerala, Madhya Pradesh
& Chattisgarh, Maharashtra & Goa (excluding Mumbai), Rajasthan, Uttar Pradesh
(W),Uttar Pradesh (E) . With a footprint dominating the map of India, Idea Cellular
65
accesses over 60% of India's total telephony potential. The company is now poised to
launch its services in new circles - namely Mumbai and Bihar.
Idea Cellular Ltd, however, does not believe only in increasing geographic footprint - it
also drills deep and successfully attempts to provide excellent network coverage in all
its circles of operations.
66
Brand Information
The brand Idea
It is almost impossible to disintegrate brand Idea from the
corporate Idea. Brand values are the company values and
vise versa.
Brand Vision: It goes without saying that the brand vision
of idea mirrors the company’s vision. The brand mission
statement is...... To be the most customer-focused mobile service brand, continuously
innovating to help liberate our customers from the shackles of time & space.
IDEA - Brand Values
Innovate . Stimulate . Liberate ....
It is these brand values, which have made us a formidable player in the telecom
industry. Innovations that stimulate the customer and liberate him from the shackles of
time and space are the core of our brand. This is what we strive for. Nothing more,
nothing less, nothing else.
IDEA - Brand Mission
The India footprint Idea
Anywhere connectivity - bringing India closer.
The Technology Advantage Idea
Tomorrow's technology to enrich today.
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The Customer Focus Idea
Make a single interaction a lasting relationship.
The Employee Focus Idea
Nurture the roots that nurture our ideas.
Brand Initiatives -
Our aim, through media buying and planning, is to create year round impact. With the
objective of Strengthening our brand, we work with strategic communication partners
on campaigns like sponsorship of the Idea International Indian Film Academy awards
and the television programs “Idea Rocks India”, “Idea Star Singer” and “Idea Andhra
Idol”. We seek engagement with subscribers on a variety of levels, from major
celebrity fashion shows to small local events timed to coincide with new product
offerings.
Since August 2003, we have commissioned a Brand Track Index Study to evaluate the
health of our brand. The Brand Track Index Study is a monthly study conducted by
TNS, a marketing consultant engaged by us to evaluate our brand using face-to-face
interviews on a random sample of mobile users a well as those Intending to purchase
mobiles within the next three months. According to the study our brand is perceived as
“reliable/trustworthy” and one that “offers cheaper and good promotional offers”. We
have improved our rating in the Brand Track Index calculated by the study in the past
year reflecting, we believe, the growing strength of our brand.
The main communication medium for the Idea brand is television, where we seek
strategic Idea brand coverage in various formats. Billboards and hoardings are used as a
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secondary medium, customized for specific regional preferences to communicate
effectively at the local level. We also use other mass communication media such as the
press and radio to communicate price plans and other tactical and customer
information.
All our key initiatives are subjected to a rigorous testing and launch process to ensure
accountability for all advertising spend and improve the chances of success of a new
product. This process is followed up with extensive briefing of call center agents and
sales personnel and real-time tracking of the impact of the communication and
feedback from subscribers.
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OUR VALUES`
Values We have :
Integrity - Honesty in every action
At Aditya Birla Group, Integrity is defined as: Acting and taking decisions in a manner
that is fair, honest, following the highest standards of professionalism and also
perceived to be so. Integrity for us means not only financial and intellectual integrity,
but in all other forms as are commonly understood.
Key words that repreasents Integrity are:
Ethical
Truthful
Principled
Transparent
Upright
Respectful
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Commitment - deliver on the promise
At Aditya Birla Group Commitment is defined as: On the foundation of integrity, doing
whatever it takes to deliver value to all stakeholders. In the process, taking ownership
of our actions and decisions, those of our team and that part of the organization that we
are responsible for.
Key words that represents commitment are:
Accountability
Discipline
Responsibility
Result -orientation
Self-confidence
Reliability
Passion - energized action
At Aditya Birla Group Passion is defined as: A missionary zeal arising out of emotional
engagement with the organization that makes work joyful and inspires each one to give
his or her best. Relentless pursuit of goals and objectives with the highest level of
energy and enthusiasm, that is voluntary and spontaneous.
Key words that represents passion are:
Intensi
Innovation
Transformational
Fire-in-the-belly
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Inspirational
Deep sense of purpose
Seamlessness - boundryless in letter and spirit
At Aditya Birla Group, Seamlessness is defined as:
Thinking and working together across functional silos, hierarchies, business and
geographies. Leveraging the available diversity to garner synergy benefits and promote
openness through sharing and collaborative efforts.
Key words that connote Seamlessness are:
Teamwork
Integration
Involvement
Openness
Global
Learning from the best
Empowering
Speed - one step ahead always
At Aditya Birla Group, Speed is defined as: Responding to internal and external
customers with a sense of urgency. Continuously seeking to crash timelines and
choosing the right rhythm to optimize organization efficiencies.
Key words that connote Speed are:
Response time
Agile
Accelerated
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Timelines
Nimble
Prompt
Proactive
Decisive
Our Promoters
The Aditya Birla Group is India's first truly multinational corporation. Global in vision,
rooted in Indian values, the Group is driven by a performance ethic pegged on value
creation for its multiple stakeholders. Its 66 state-of-the-art manufacturing units and
sectoral services span India, Thailand, Indonesia, Malaysia, Philippines, Egypt,
Canada, Australia and China.
A US$ 6.7 billion conglomerate, with a market capitalisation of US$ 7 billion, it is
anchored by an extraordinary force of 72,000 employees belonging to over 20 different
nationalities. Over 30 per cent of its revenues flow from its operations across the world.
A premium conglomerate, the Aditya Birla Group is a dominant player in all of the
sectors in which it operates. Such as viscose staple fibre, non-ferrous metals, cement,
viscose filament yarn, branded apparel, carbon black, chemicals, fertilisers, sponge
iron, insulators and financial services.
The Group has also made successful forays into the IT and BPO sectors.
Currently around 57 percent of our Equity Shares are held by our Promoters who are
companies belonging to the Aditya Birla Group.
Our Promoters are -
1. Aditya Birla Nuvo Limited
2. Grasim Industries Limited
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3. Hindalco Industries Limited and
4. Birla TMT Holdings Private Limited.
SERVICES PROVIDED BY IDEACELLULAR
o SMS
o ASTROLOGY
o MUSIC MESSAGING
o RINGTONES
o DIAL-a-RINGTONE
o LOGO
FLASH SMS
o JOKES
o LOVE LOGOS
o CALLER LINE IDENTIFICATION
o VOICE MAIL
o ITEMIZED BILLING
o ENQUIRY SERVICE
o PICTURE MESSAGING
o YAHOO DATING
o YAHOO! MAIL
o YAHOO MESSENGER
o GROUP MESSENGER
o MOBILE BANKING
o NEWS UPDATE
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SUPPLEMENTARY SERVICES
o ATTACH/DETACH (PLUS TIMER)
o BARRING ALL CALLS
o BARRING INCOMING CALLS
o BARRING INCOMING CALLS WHEN ABROAD
o BARRING INTERNATIONAAL CALLS
o CLIP
o COLP
o CALL FORWARD-ON BUSY
o CALL FORWARD-ON NO REPLY
o CALL FORWARD-ON NOT REACHABLE
o CALL FORWARD-UNCONDITIONAL
o CALL HOLD
o CALLWAITING
o DTMF SIGNALING
o MULTI PARTY CALLING
o OPERATOR CONTROLLED BARRING
o VOICE MAIL WITH SMS NOTIFICATION SMS-MT
o SMS -MT
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TELE SERVICES
CORE BELIEFS
The company continuously harnesses the power of wireless revolution to provide
world-class products and services. It aims at responding to customer needs proactively
by anticipating requirements and providing ready solutions.
Idea Cellular draws inspiration from the loyalty of its subscribers to keep raising the
bar, to shape the future, and to change and enrich the life of each and every member of
its ever-growing family of subscribers.
IDEA CELLULAR MISSION
Innovate. Stimulate. Liberate...
Through continuous innovation, Idea Cellular seeks to liberate customers from the
shackles of time and space.
VISION
To achieve objectives of growth and profitability by cellular telephony a common
means of personal communication and a fact every day life in our markets we will do
so by providing high quality wide range cellular services, which is easy to use, offered
at a fair price and supported by exceptional customer service organizational structure.
If not, the money for this deal could also be raised through the initial public offer (IPO)
route or through additional debt, which would futher increase the debt burden.
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On Jan 15th, Idea issued a press release saying they had completed “the largest
acquisition in the wireless industry”.
The transaction includes six telecom circles—the existing three circles of Escotel and
the three licenses obtained by Escorts at the time of auctions of forth operator licenses.
Escorts has more than 15,25,000 subscribers. DSP Merrill Lynch have been advisors
to Idea cellular. The newly acquired circles represent an addition to Idea’s existing
footprints with all, except Kerala, being contiguous to Idea’s existing operation.
Idea will have incumbency advantage in as many as seven circles,which would entitle
the company to an additional 2% reduction in license fees for four years from April
1,2007 which has been granted only to the incumbent first and second operators in non
metro circle.
The Nunda’s hold 51% of Escotel, while the balance 49% is held by First Pacific. First
Pacific had decided to exit India two years ago and had been waiting for the right buyer
to come along with the right price. It is learnt that hiked its offer in the last few days.
The deal makes great sense for Idea because it is not an operator in any of the circles in
which Escotel provides service. Bharti, on the other hand, offers service in all the
circles where Escotel operates, as the fourth operator. The deal is the major setback for
Bharti as Sunil Mittal, chairman of Bharti Group, was also buying Escotel.
Bharti lost in a bid war with Idea cellular for Escotel as they had bid significantly
lower as they were already present in all those circles of which Escotel is a part. In the
absence of intra circle merger guidelines, it was difficult for Bharti to evaluate Escotel
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fully. Bharti operates on 1800 MHz. The cost of operation is higher at this frequency.
So it made sense for Bharti to acquire Escotel and gain access to the frequency in 900
MHz band that Escotel operates on. Escotel provides cellular mobile services using
GSM technology in three circles- Kerala, Haryana & U.P.(West).
SPECIAL SERVICES BY IDEA(after services provided by IDEA)
1. Call forwarding with the help of services you can divert your incoming calls to
any number to the cellular or P&T.
2. Calls waiting/ calls hold this facility let you handle two calls at the same time.
You can put one call on hold while you attend another incoming call. Also put
your current call on hold while make an outgoing call. You can switch between
calls as often as often as you want & terminate any when you want.
3. Calling Line Identification Presentation (CLIP) the CLIP facility automatically
display you caller’s number, letting you decide whether you want to take the
call or not.
4. Call conference this facility converts your mobile UN to a conference room by
connecting you many people simultaneously whether they are on a cellular or a
P&T line.
5. Call barring, it allows you to prevent certain type of calls being made from your
handsets.
6. Voice Mail Service, this services let you receive & store messages even when
your handsets.
7. Roming facility Idea provides you roaming facility in any part of the country
i.e. you can use Idea cellular phone of India.
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8. Turant- TAAR bid good by phones, letters, telegrams, faxes & even e-mails the
new facility adding by the organization is Turant-Tar the mobile to mobile
messaging service that can allow you to send text messages to the mobile
phones or your business associates instantly anywhere in the world without
incurring STD or ISD charges.
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TELECOM HISTORY
Telecom history
1842: Wireless by conduction
1843: Early electromagnetic research, wireless by induction
1865: Induction and Dr. Loomis
Early radio discoveries
1879: D.E. Hughes and the first radio-telephone reception
1880: The photophone and the first voice radio-telephone call
1880 - 1900: Radio development begins in earnest
1910: The first car-telephone
1924: The first car-mounted radio-telephone
1937: Early conventional radio-telephone development
The modern era begins
1946: The first commercial American radio-telephone service
1947: Cellular systems first discussed
1948: The first automatic radio telephone service
1969: The first cellular radio system
1973: The Father of the cell phone
1978: First generation analog cellular systems begin
1980: Growth of Japanese cellular development
1981: NMT -- the first multinational cellular system
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1982: The rise of GSM
1990: North America goes digital: IS-54
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RECRUITMENT
Recruitment and selection are the most important functions in an organization
because with the help of these functions the management selects the best available
candidate from a batch of them. The organizations, in this growing competitive world,
need to have the best of the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization."
In the words of Yoder,"Recrutiment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measured for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force."
The recruitment needs can be classified into-
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement policy. These
occur due the expected changes in the organization so the management can make a
proper policy for it.
Anticipated need refer to the movements in personnel which an organisation can
predict by studying the trends in the internal and external environments.
Resignations, deaths, accidents and illness result in to the unexpected needs.
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FEATURES:
Recruitment is a process or a series of activities rather than a single event.
It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have the
maximum number of job seekers so as to have a wider scope for choice
ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the number and type
of persons required for the effective functioning of the organization.
It is an on going function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organization.
It is a complex process because a number of factors affect it --the nature of the
job offered, image of the organization, organizational policies, working
conditions etc.
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SOURCES OF RECRUITMENT:
The various sources of recruitment are -
Internal Sources : Include-
Present Employees who can be transferred or given promotions.
The retired and retrenched employees who want to return to the company.
Dependents and relatives of the deceased and disabled employees.
External Sources : Consist of-
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment need of DIL is
diversified. It needs persons who have knowledge of use, processing of natural
ingredients of number of varied products, technical know-how of latest industrial
technical knowledge, and computer applications to pharmaceutical industry to
manual workers. The importance of the process could be understood that the
present work force of DIL is 2,500 employees. Hence, the recruitment and selection
procedure should match the complexities of the need and at the same should
commensurate with the complex need of the organization.
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SELECTION
Selection is the process of choosing the best candidate out of the all the applicants.
In this process, relevant information about the applicants is collected through a series of
steps so as to evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that
the candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most
suitable candidates.
This process divides the candidates into two categories-the suitable ones and the
unsuitable ones. The suitable people prove to be the asset for the organization.
Selection is a negative process because in this process the management tries to
minimize the number of people at each step so that the final decision can be in the light
of all the factors and at the end of it best candidate is selected. Selected candidate the
has to pass through the following stages-
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
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Preliminary Interview is the initial screening done to weed out the undesirable
candidates. This is mainly a sorting process in which the prospective candidates are
given the necessary information about the nature of the job and the organization.
Necessary information about the candidate is also taken. If the candidate is found
suitable then he is selected for further screening else he is dropped. This stage saves
the time and effort of both the company and the candidate. It avoids unnecessary
waiting for the candidate and waste of money for further processing of an
unsuitable candidate.
Application Form is a traditional and widely used device for collecting information
from candidates. This form asks the candidates to fill up the necessary information
regarding their basic information like name, address, references, date of birth,
marital status, educational qualifications, experience, salary structure in previous
organization and other such information. This form is of great help because the
scrutiny of this form helps to weed out candidate who are lacking in education,
experience or any other criterion provided by the organization. It also helps in
formulation of questions, which will be asked in the interview. These forms can
also be stored for future references thus maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are sample
of some aspect of an individual's attitudes, behavior and performance. It also
provides a systematic basis for comparing two or more persons. The tests help to
reduce bias in selection by serving as a supplementary screening device. These are
also helpful in better matching of candidate and the job. These reveal the
qualifications, which remain covered in application form and interview.
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Selection Interview involves the interaction of the employer and the employee.
Selection involves a personal, observational and face-to-face appraisal of candidates
for employment. It is an essential element of the selection procedure. The
information obtained through application form and test can be crosschecked in the
interview.
The applicants who have crossed the above stages have to go through Physical
Examination either by the company's physician or the medical officer approved for
the purpose. The main aim is to ensure that the candidate is physically fit to perform
the job. Those who are found physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked to mention
in his application form the names and addresses of two or three person who know
him well. The organization contacts them by mail or telephone. They are requested
to provide their frank opinion about the candidate without incurring a liability. The
opinion of the references can be useful in judging the future behaviour and
performance of a candidate.
The executives of the concerned departments then finally approve the candidates
short-listed by the human resource department. Employment is offered in the form
of an appointment letter mentioning the post, the rank, the salary grade, the date by
which the candidate should join and other terms and conditions in brief.
Appointment is generally made on probation of one or two years. After satisfactory
performance during this period the candidate is finally confirmed in the job on
permanent basis or regularized.
Selection is an important function as no organization can achieve its goals without
selecting right persons for the required job. Faulty selection leads to wastage of time
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and money and spoils the environment of an organisation. Scientific selection and
placement of personnel can go a long way in building up a stable workforce. It helps to
reduce absenteeism and labour turnover. Proper selection is helpful in increasing the
efficiency and productivity of the enterprise.
Idea India Ltd. selects the future employees keeping everything in mind right from the
qualification of the employees to the future prospects-both of the organisation and the
employees.
The first step involves the filling up of Manpower Indent Form. This form is filled up
by the department, which is having the vacancy. The form consists of various questions
which are to be answered like if the current vacancy is a replacement vacancy, its
reason is to be specified -the factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should
possess.
In the next step, this form is given to the Human Resource (HR) department; this
department sees if the position can be filled through internal sources. The internal
sources can be transfers, promotion etc. In the case of internal sources, the
recommendations of the employees are not taken into consideration. If the HR
department does not find suitable candidate within the organisation then this
department has to give reasons for it. The form then goes to the Corporate HR for its
approval.
When the suitable candidate is not available within the organisation, the organisation
then moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration
three ways-
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The Data bank of the organisation.
Advertisements.
Contacting large consultants.
The company maintains a databank of the candidates, which is used when the number
of vacancies to be filled up is large. The sources of databank can be the qualified
candidates who had applied in the organisation earlier but due to some reasons could
not join the organisation.
Advertisements are the second big source to attract the candidates. These are having
much larger scope and reach to a number of people. The qualifications required by the
organisation and the criteria could be described in detail.
Large number of consultants also constitutes a big source. Many people register
themselves with these consultants and they act as a bridge between the organisation and
the candidates. The consultants provide the company required details about all criteria.
These consultants are fixed for the organisation, which are chosen on the basis of their
performance. In case of overseas recruitment it is checked whether their Indian
counterparts can perform the job efficiently or not. If need arises then they are also
taken through consultants.
But if the number of vacancies is very small then the organisation takes the help of the
local consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal
data. The form is having details regarding like the marital status, organisation structure,
the position held by the candidate, his salary structure, the top three deliveries to the
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organisation that proved to be beneficial to the organisation, career goals, his strengths
and weaknesses etc.
After the application form has been duly filled and submitted, the selection process
starts wherein the candidate has to pass through various stages and interview. The
interview panel consists of the persons from Corporate (HR), and other persons
including the executives from the department for which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given
priority numbers; this is due to the reason that sometimes the candidate who is having
first priority is unable to join the organisation due to some reasons then in that case the
candidate next in the priority list is given preference. The candidate has to under go
medical examination and his credentials are verified.
After qualifying these stages, the candidate is then absorbed in the organisation and
explained his/her duties. This phase marks the end of the selection procedure.
Idea India Ltd.also performs Campus interviews as and when the need arises. The
esteemed organisation also provides apprentice training-wherein the organisation trains
the people in the working of the organisation and gives then stipend. If these trainees
are found useful to the organisation then they are absorbed in the organisation else they
are given certificate so that they can show this as an experience and get a job
elsewhere.
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RECRUITMENT AND SELECTION IN IDEA
HIERARCHY OF IDEA
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Mrs. Vandana Bhargava Deputy dDirector
Mr. U.K. Bose CEO
Mr. Samir Bhargave Controller
Mr. Kapil Kaul C.G.M. (M&S)
Capt. S.P.S. Sandhu C.G.M. (Operations)
Manager Personal
Mr. Manchanda G.M (North)
Mr. Roshan Nowroj G.M. (South)
Mr. Sanjay Kumar Commercial Mrg.
R.S.M. Delhi
Manager Sales
Deputy Manager Sales
Asst.Manager Sales
Senior Officer Sales
Officer Sales
Manager FFP Department
Manager International MRTG.
Manager CSC & Automation
Product Manater
A.S.M. Delhi
Senior Officer
Officer
Brand Manater
A.S.M. Delhi
Senior Officer
Officer
HRM in the telecom Industry
When we talk of human resource management, we have in our mind a variety of things.
These include:
Training
Skill development and up-gradation of knowledge and skills of the employees.
Motivating the employees,
Effective utilization of the employees skills and capabilities
Attracting the personnel and their retention
Wages, salaries and rewards and
Monitoring and controlling the employees performance
These aspects of human resource management and development are essential for every
sector but in the case of tourism, they have a special significance. This is because
tourism is a service industry and here the customer is not only buying a service or a
product but he is also experiencing and consuming the quality of service which is
reflected in the performance of the person involved in the production and delivery of
the service. Since what is marketed here is a relationship between the customer and the
producer of services, the importance of human resources becomes vital for the success
of the business. Generally, in such service operations the emphasis has been on
courtesy and efficiency and it is assumed that the service in tourism is all smiles and
effective communication. However, with the changing nature of tourism and growing
special sation only smiles, communications skills and courtesy will not serve the
purpose. For example, a guide may be very good in communication but unless he or she
is equipped with knowledge and information related to the monument or the city, he or
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she will not be able to perform quality service. Similarly, a driver may be very good at
driving but unless he knows the roads and addresses of the city, only his driving
capabilities will be of no help in providing quality service. And we must remember
here that tourists, whether foreign or domestic, are increasingly becoming more
demanding as regards quality of service.
Generally, human resource management, planning and development in tourism have to
be taken at both macro as well as micro levels. At the macro level, one takes into
account the educational and training infrastructure available in a country and the efforts
initiated by the ICAO. This also includes the efforts initiated by the private sector. At
the micro level, one takes into account how best individual organizations plan and
manage their human resources V S Mahesh, formerly Vice President (Human
Resources) with the Taj Group of Hotels, is of the opinion that two central features
common to all sectors of the tourism industry must be considered in this regard:
1) The concept of Moments of Truth (MOT), and
2) MOT’s relationship to the attainment of service excellence in an organization.
Jan Carlzon has defined MOT “as an intention between a customer and an organization,
which leads to a judgement by the customer about the quality of service received by her
or him”. In tourism industry, 95% of the MOTs take place between customers and the
front line staff and most of the time they are not visible to the management. For
example, how a hotel receptionist is handling the customers or how an escort is
conducting the tour is not visible to the management. Yet, the tourist’s experience of
the holiday is dependent on how the staff manning such services has treated him or her.
Mahesh has pointed out that in case of negative experiences, only less than five percent
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cases get reported to the management by the customers and hence according to him the
crucial questions is “are human beings capable of doing their job correctly, willingly
and with a smile, when they know that their management is most unlikely to be able to
see or hear them, let alone bear of their failure to do so”? This puts additional on the
human resources management factor in the tourism industry. Certain organizations,
companies and even destinations are known for their hospitality and are even termed as
service leaders in their areas of operations. Researches conducted by various scholars in
this area show that they have achieved this, status, through effective human resource
management in their organizations. According to Gail Cook Johnson these companies
have applied the principal of empowerment to all employees. This empowerment is
manifested in the way that companies:
Are highly focused and consistent in everything they do and say in relation to
employees,
Have manager who communicate with employees
Facilitate, rather that regulate, their employees response to customers
Solicit employee feedback about how they can do things better
Stress the importance of team work at each level of the organization and
Plan carefully the organization’s recruitment and training needs.
These companies give less emphasis on hierarchy and formal relationship rather; they
adopt flat organizational structure in terms of span of control. Johnson further states
that these service leaders can be recognised for:
Their unfailing commitment to service principles,
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Their investments in people to ensure staffing competence,
A management philosophy which stresses communication a proactive orientation
and employee feedback and
A dedication to teamwork
In fact, human resource management and customer’s care/expectations management are
inter related area in the area of tourism. Sarah Mansfield has identified four key
principles in the development of customer care within companies. These according to
her are
1) Customer care ‘starts at the top’ was meaning that commitment to the principle
of customer care must emanate from senior management levels within an
organization. Successful management’ is not only about the right management
style but also an attitude, ethos or culture of the organization which overrides
the management techniques used, such that in the absence of other instructions
these values will dictate how an employee will behave.
2) ‘Customer care involves everyone’ within the organization. It is not just about
front-line staff. The contrary view ‘only services to reinforce the electricians’ or
administrators, opinion that the standard of service they give in support of the
front-line staff is not important. How can cleaners do the right job unless they
fully appreciate their customer’ needs and the importance of their role? High
standards of customer care cannot be achieved by ignoring seasonal, part time
or voluntary staff that represents the face of the business to many customers.
3) ‘Care for your staff and they will care for your customers. Too often
organizations look first to the customer, whereas the emphasis should be placed
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on the staff. Improving the experience of the staff encourages a better service
and a better experience for customers. More customers are obtained thereby
improving the climate in which management and staff work. Investment and
greater professionalism follow success and the cycle of achievement is
reinforced.’
4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but
it long term plan’.
According to V S Mahesh “The nature, determinates and problem areas of service
quality within tourism points clearly to the central role of personnel, at all levels, in
attaining levels, of excellence in this respect. Development the service culture, within a
company, and within tourism industry, cans he seen as crucial to the success of
tourism.” Hence, the activities of an HRD manager in tourism can be categorised as:
Human resource planing and
Human resource development
Aspect like forecasting, recruiting and induction in the human resource area are taken
care of through human resource planning. The identification of specific developmental
needs for the manpower aimed at developing and exploiting the competencies of the
human resources are taken care of through human resource development.
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HUMAN RESOURCE PLANNING
In this Section, we will deal with certain aspects which are relevant for managers or
entrepreneurs at an organization’s level in the area of human resource planning. Human
resource planing can be termed as a process for preparing a plan for the future
personnel needs of an organization. It takes into account the internal activities of the
organization and the external environmental factors. In a service industry like tourism,
such planning also aims at improving the quality of manpower resources. Human
resource planning involves:
Analysis of existing manpower resources,
Planning for future needs taking into account how many people with what skills and
at what levels the organization will need, and
Planning for the development of the employees by adopting in-house training and
continuing education methods to upgrade the knowledge and skills of the
employees.
RECRUITMENT AND SELECTION PROCEDURES IN HR
Recruitment and selection procedure is a vital factor of an organization. If it is not done
properly the production procedure will be hampered. Hence productivity will fall down.
So the organization will be in trouble and it will affect the employer- employee
relationship. So recruitment and selection procedure should be done in proper and
correct manner. The new candidates should replace the vacant post so that the
production of the company does not hamper. By this the productivity will increase and
the organization will gain profit. So the employer will be happy and will not hesitate to
distribute bonus and increments to the workers. The workers will also be more
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motivated to work. Hence there will be harmonious relationship in the organization. It
will also stabilize the organization in the long run.
HR & COMPANY POLICIES
1. COMPANY POLICIES
The Company Policy is the guidelines on which Sharda Exports work so as to achieve
the ultimate Mission and Vision of the company. SE has different policies for each of
the following aspects –
Growth – To encourage incremental growth by enhancing the competitive edge
of Sharda, in the existing business, new areas and international areas.
Profitability – To get reasonable and adequate return on capital employed
through improvement in operational efficiency, capacity utilization and
productivity.
Customer Focus – To build a high degree of customer confidence by giving
value for his money through international standards of product quality,
performance and superior services. Customer satisfaction is the biggest asset
that SE has.
People Orientation – To enable each employee to achieve his or her potential,
improve his capabilities, perceive his role and responsibilities, participate and
contribute positively to the growth and success of the company to invest in
human resources continuously and be alive to their needs.
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Technology – Achieve technological excellence in operations by development
of indigenous technologies and efficient absorption and adaptation of imported
technologies to suit business needs and priorities, and provide competitive
advantage to the company
2. CODE OF CONDUCT
A. SERVICE CONDITIONS
The organization does not use any forced labour in its premises.
Child labour is prohibited in the factory.
One full day off in a week is granted to all employees.
B. ATTENDANCE & LEAVE SYSTEM
For each employee, it’s necessary to punch their cards daily (in & out) to mark
their attendance.
Casual leave, sick leave & earned leave are allowed to the employees. The
unused leaves are credited to the employee at the end of the calendar year.
C. HEALTH & SAFETY
Presence of all the workmen is mandatory in all the Emergency Evacuation
Drills, Emergency/Fire-fighting operation when needed, Medical Camp & First
Aid Training.
Facemasks, gloves, safety glasses & shoes are provided to the workers as per
requirement.
First-Aid facility is available in all the departments of the company.
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D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION
Any in disciplinary action constituting disobedience, theft, fraud, habitual absence,
drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling
will be treated as misconduct & will follow a disciplinary course of action. Employees
can report the complaints to HR department, which has the authority & responsibility
for initiating the disciplinary course of action in all cases.
HR POLICIES & PROCEDURES
HR Department is considered the biggest asset of the industry - how to train, motivate
and retain employees depends on the efficient working of this department.
“ Many succeed due to commitment and many fail as they look for comfort.”
In order to achieve higher productivity, profitability and morale of employees, the
organization has laid down the following policies for itself:
1. QUALITY POLICY
Sharda exports endeavor to produce quality floor coverings to the ultimate satisfaction
of its valued customers and resolve to comply with the requirements of the international
standards and continually improve upon its existing work practices leading to better
products and services.
2. ENVIRONMENTAL POLICY
Sharda Exports is committed towards the implementation of an effective environment
management system in the process of manufacturing floor coverings and home textiles.
It strives to continually improve and enhance the environment conditions and pollution
prevention by:
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Complying with the applicable legal & other requirements.
Setting and reviewing environmental objectives and targets as per designed
framework.
Ensuring an effective implementation and communication of the policy to all at
Sharda exports as well as public at large.
Creating and modifying existing and new products in such a way that material
consumption can be reduced without changing customer perception.
Constantly monitoring and innovating existing work habits/ methods to reduce
wastages, consumption and improve productivity per material input.
3. HEALTH & SAFETY POLICY
Sharda exports aims to ensure that all activities carried out on its premises or
undertaken by its staff are managed in such a manner as to avoid, reduce or control all
foreseeable risks to the health & safety of any persons who may be affected by such
activities to a tolerable level. in furtherance of the above statement and the need to
ensure compliance with all relevant health & safety conditions, the company pays
particular attention to the provision of:
A healthy working environment
A safe place to work with safe means of access & aggress
Suitable & sufficient information, instruction, training and supervision to enable
all staff to comply with the company’s health & safety policy
Safe plant, equipment and systems of work
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Arrangement for the safe use, handling, storage and transport of materials &
substances
Appropriate arrangements to access and control the risk associated with work
activities undertaken by the personnel (s) of the company
Appropriate management procedures to monitor and audit compliance with
company’s health & safety policy
Appropriate procurement policies to ensure that only competent contractors and
suppliers are engaged by the company.
4. SECURITY POLICY – Defines the systems adopted for safeguarding the physical
& Intellectual property of the organization. It includes physical security, procedural
security, personnel security and information technology security.
5. NO SMOKING POLICY – Sharda Exports completely prohibits the smoking of
Cigarette/ bidi and chewing pan / tobacco at the workplace. The smoking / chewing is
permissible only in the smoking zones.
6. EMPLOYMENT POLICY – Sharda Exports aims to select, develop and promote
Employees based on individual ability and job performance. It provides equal
employment opportunity to all employees and applicants for employment in all aspects
of employer – employee relations without discrimination of race, color, religion, creed,
sex, national origin, ancestry, marital status, age, military status or physical disability.
7. PROMOTION POLICY – Sharda Exports has well – designed promotion system,
which attracts capable and highly qualified individuals as team members, strengthens
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company’s performance by enhancing teamwork and encourages professional
excellence by retaining rewarding the best performers
VARIOUS LEARNING & MOTIVATING PROGRAMS / POLICIES
Sharda Exports is a family where every member is equally important in a particular
field. Hence company schedules & try to execute many schemes/programs, which helps
its employees in increasing their motivation, hard work & dedication towards job. Such
schemes & programs are:
1. Proper focus on prohibiting child / forced labor – Any person below 18 years
of age is strictly prohibited within the factory premises.
2. Child welfare Scheme – Under this scheme we provides 50 Rs per school
going child to each labor to encourage them for the studies.
3. Equal Opportunity – According to this no employee will be discriminated on
the basis of caste, creed, religion, sex, family background etc.
4. Fringe Benefits – These are those small perks or benefits that the company
provide within the year so as to motivate its employees / labor.
5. Internal Recruitment – Under this, the employees at the lower level given the
chance to apply for other post at the higher level for their better future.
6. Promotions – This is the activity, which is utilized by the management under
which we promote and enhance the designation, responsibility, and pay of the
employees and this is judged by the proper performance evaluation system,
which is successfully established and followed as well.
7. Performance Appraisal on quarterly basis – In the performance appraisal
system the Head of the departments rate their juniors on the various factors like
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– job knowledge, managerial / super visional skills, interpersonal relations,
dependability, initiative, creativity, etc.
8. Suggestion Scheme – This scheme gives an opportunity to the employees to
participate in helping Sharda Exports to continually improve in all aspects of
operations.
9. Proper Training and development programs – Sharda Exports provide
environment, that encourages high standards of technical, professional,
supervisory and management knowledge among its employees. For furtherance
of this aim, the company provides Training and Educational programs relevant
to the professional and career development of its employees.
HUMAN RESOURCE MANAGEMENT IN IDEA
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through
affidavit. In the court of law that neither their family members shall have claim or share
in the assets or profits of the company. All workers of company are the proud owners of
the organisation. The workers believe in the concept that “manpower is superior to
money power”.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in
external labour markets, who are capable of and interested in filling available
vacancies. Recruitment is an intermediate activity whose primary function is to server
as a linked between Human Resource Planning on the one hand and selection on the
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other. Sources of recruitment are through internal and external channels. Idea recruits
it’s employees both externally as well as internally. Recruitment for the airline is done
through interviews of selected applicants and people who pass the interviews of
selected applicants and people who pass the interview are required to undergo a
medical test before he/she is finally placed in the Idea.
Employees are also recruited through internal mobility. This is done on the basis of
merit and seniority. After passing the examination the candidates are called for an
interview along with the employees who have become eligible for promotion on the
basis of seniority.
HUMAN RESOURCE FUNCTIONS
Recruitment and selection.
Performance Appraisal.
Training and Development.
Promotion, Transfer, Separation.
General administration & Welfare.
Security.
Public Relations.
Industrial Relations.
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HUMAN RESOURCE PROCESS IN ORGANISATION
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Human ResourceRecruitment Selection
Socialization Training & Development
Performance Appraisal
Promotions, Transfers,Demotions & Separations.
HUMAN RESOURCE DEPARTMENT
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Unit Head
Deputy Manager-HR
Additional General Manager-Corporate HR & IR
Senior Executive-HR
Assistant HR Officer
Supervisor-Administration
Security
Housekeeping
General Administration
Executive Assistant-HR
RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and
analysis procedure.
Out of total universe 15 respondents from Idea have been taken for convenience. The
sample procedure chosen for this are statistical sampling method. Here randomly
employees are selected and interviewed. Information, which I collected, was based on
the questionnaires filled up by the sample employees.
Under secondary method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the company website.
Primary Data
Questionnaire: Corresponding to the nature of the study direct, structured
questionnaires with a mixture of close and open-ended questions will be
administered to the relevant respondents within the Personnel and other
Departments of the organisation.
Secondary Data
Organizational literature: Any relevant literature available from the organisation
on the Company profile, recruitment & selection procedures, Job specifications
(Idea), department-wise break up of manpower strength and the organisational
structure.
Other Sources: Appropriate journals, magazines such as Human Capital, relevant
newspaper articles, company brochures and articles on www sites will also be used
to substantiate the identified objectives.
Sampling Plan and Design
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A questionnaire will be used for the purpose of research:
Questionnaire: To test the validity and effectiveness of the recruitment and
selection procedures within the organisation and to test the validity and
effectiveness of the policies and procedures within the organisation.
The basic rationale of Questionnaire is to ascertain the perception of the non-HR
departments in terms of the validity and effectiveness of the policies and procedures
used by the organisation. It is also in line with the assessment of any
suggestions/recommendations that the respondents from these Departments might
have in terms of the use of an alternative source/device of recruitment and selection,
than what already forms the current practice of the HR Department.
Questionnaire would be administered to 15 respondents, holding a senior
designation within the Personnel Department of the organisation. It will also be
administered to at least 15 respondents belonging to typical Departments within the
organisation and holding senior designations within their respective Departments.
Sampling Element
For the purpose of administering the Questionnaire, the respondents would
comprise of personnel holding senior designations within the Personnel Department
of the organisation. The respondents for the Questionnaire will also be preferably
being panel members of the Recruitment & Selection Board of the organisation.
The respondents would comprise of personnel holding senior designations within
certain typical Departments identified within the organisation, namely:
- Stores
- Finance
- Operations
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- Electronics
- Engineering
Sample Extent: The extent of the sample is confined to the Sahibabad operations
of the Idea, specifically to the Administration.
Sampling Technique
Judgement Sampling would be used for the purpose of choosing the sample for the
purpose of administering Questionnaire. The identified expert would have a
thorough knowledge about all the respondents within the Personnel Department of
the organisation. Thus his/her expertise would be incorporated in locating,
identifying and contacting the required respondents.
Again Judgement sampling would be effectively used in identifying the typical non
- HR Departments within the organisation and subsequently for the location and
identification of suitable respondents for Questionnaire.
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ANALYSIS & FINDINGS
The analysis of the various sources of recruitment and selection devices is presented on
the following pages.
The response entailed from the HR Department (as analysed from Questionnaire)
represents current practice within the organisation in terms of the sources of
recruitment and selection devices used.
The analysis of the response entailed from all the other departments (as analysed
from Questionnaire) forming the sample, represents the perception of the
respondents from these Departments in terms of the validity and effectiveness of
the various sources/devices of recruitment/selection (specific to these Departments)
The analysis further entails any suggestions/recommendations given by these non-
HR Departments (forming the sample for administering Questionnaire), in terms
of any recruitment source and/or selection device that should be deployed by the
organisation apart from what already constitutes current practice (specific to these
Departments)
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The procedure of Recruitment and Selection
120 out of 120 employer’s accepted the fact that Idea follows recruitment and
selection procedure.
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External recruitment the company compensates the employees for the expenses
made by them
It basically depends on the post the candidate is applying for, in most of the cases
the company does compensate the employees for the expenses incurred by them.
70 out of 120 employers said that the company compensates the employees for the
expenses made by them, while 50 employers said no.
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Company hires consultancy firms or recruitment agency for hiring candidates
All 120 employers said that the company hires consultancy firms or recruitment
agency for hiring candidates.
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The verification of the candidates to the given reference
80 out of 120 employers said that the references provided by the candidates is verified while 40
employers said No.
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The total monitory expenditure the company spends on recruitment and selection
procedure
20 out of 120 employers said that the company spends about 10%-20% of its total
expenditure on recruitment and selection.
70 out of 120 employers said that the company spends about 20%-30% of its total
expenditure on recruitment and selection.
While 30 out of 120 employers said that the company spends above 30% of its total
expenditure on recruitment and selection.
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COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET SEARCHES
120 OUT OF 120 EMPLOYER SAID COMPANY POST POSITIONS ON THE JOB SITES AND
INTERNET SEARCHES
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Company maintains and manage candidate’s file including maintenance of
database to ensure comprehensive data collection of candidates
120 out of 120 employers said that company maintains and manage candidate’s
file including maintenance of database to ensure comprehensive data collection of
candidate.
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The productivity of the employees get hampered due to his/her marital status.
50 out of 120 employers believe that the employee’s productivity gets hampered due to
his marital status to a large extent, while 30 out of 120 believe that productivity is
somewhat affected, 30 out of 120 believes that marital status does not affect the
productivity of the employee and one employee did not had any ans.
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Interview methods used by the company
200 out of 200 said the company follows direct interview method, as well as other
method which include unstructured interview with the departmental head. And
the 120 said the computerized is followed by the company.
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CONCLUSION
REQUIREMENT:-
‘Necessity is the mother of Invention’ this is true everywhere. In the study first of
all I tried to find out the cause of the process of Recruitment and selection.
I got the answer from Idea that here in Idea major cause for the process is its
Expansion program as Idea is growing vastly. Few other reasons are Replacement
vacancy Retirement hardly takes place here.
SOURCES:-
An organization’s excellence depends upon its employee’s performance, which has
not only to be maintained on a consistent level, but also must be improved
constantly. All this can be achieved if suitable employees are selected, through
proper Recruitment and Selection procedure.
METHODS:-
For the recruitment and selection various test include for e.g. aptitude
test ,personality test and group discussion. As we all know that, in today’s highly
competitive age the biggest problem is of retention of its highly skilled employees
in the organization. Recruitment plays a vital role in this regard. But it should be
seen that no system is without any flaws. Every system has its strong and weak
points and is open for change at any time.
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IMPROVEMENT:-
IDEA a well-developed Selection System for its employee’s development. Thus,
the company provides scope for employees on future growth, career planning,
training and development.
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RECOMMENDATIONS
The research in Idea has helped me in broadening my view. It has helped me to know
that HR is the heart of every organization. It made me aware about how policies play an
important role in the smooth functioning of any organization. But I have found that
there is something that lacks in the company and which is possible to overcome.
Idea is engaged in making maximum sales, providing satisfaction to its customers, as
well as maintaining good relations with the corporate world. But it has not thought
about marinating a health relation with its employees. This is the reason that there was
an increase in the labor turnover. Also, it has never given consideration to find the
reason lying behind the same.
Employee retention is crucial to the long-term success of your business and therefore
the ability to retain employees is a primary measure of the health of your organization.
Of significant concern is the fact that unplanned employee turnover directly impacts the
bottom line of a business.
The company can undertake the following steps to maintain long and existing
relationship with its employees as well as a steady increase in sales:-
1. Employees should know clearly what is expected of them-
Continually changing expectations minimize employee’s sense of internal
security and create unnecessary stress. It is beneficial therefore to provide a
specific framework, in which people can work.
2. Employees should be provided with quality management and leadership-
It is well documented that people leave their managers more often than they
leave the company or the job. Turnover issues that cause an employee to feel
unvalued by their manager include lack of feedback about performance, lack of
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clarity regarding earning potential, failure to hold scheduled meetings, and the
failure to provide a framework for the employee to succeed. Ensure that the
right people are in place to lead your teams, departments, business units and the
organization as a whole towards success.
3. The company should compensate candidates applying for any position in the
organization in case of external recruitment; this will give candidates a positive
impression about the company.
4. The references given by the candidates at the time of selection should be
brought into use and should be verified in order to avoid undesired candidates.
5. Job specifications should be disclosed at the time of recruitment and selection
so that employees are well aware of the tasks to be performed by them and the
expectations their seniors have from them.
6. Company should undergo personality test in order to judge the personality of
the person applying for the job.
7. Company should have a round of panel interview so that decision of selecting a
candidate is not based on personal biasness of the interviewer, interviews
should therefore be followed by group discussion.
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LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi operations of the
Idea
Within the organisation the study is limited to the top-level management of the
Personnel Department of the organisation (out of which samples of the
respondents are also members of the Recruitment & Selection committee). This is
for the purpose of administering the questionnaire.
In line with the purpose of conducting employee interviews, the study would be
confined to personnel holding typical designations within the organisation at
different levels of management.
Although the limitations that I faced in the organizations is the absence of Trade
Unions co-operation, otherwise which could have help me in understanding the
industrial relations in a comprehensive manner.
Secondly, the limitation that I have is the scope of collection of sample size which
was confined to only one department, which would have other wise made my study
and observations in an effective manner.
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BIBLIOGRAPHY
BOOKS
Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter
16, pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th
Edition, Chapter 11, pages 217-245.
Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice
Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.
Magazines
India Today
Today’s traveller
A&M
Business Today
Business World
Business Digest
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News Paper
Times of India
Hindustan Times
Economic Times
The Pioneer
The Hindu
Catalyst
EconomicandPoliticalWeekly
Financial Express
Web sites
www.Ideaindia.com
www.indiatimes.com
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ANNEXURE
QUESTIONNAIRE ON RECRUITMENT & SELECTION
Q.1 Does Idea follow any Recruitment and Selection Procedure?
Yes No
Q.2 Does the recruitment and selection procedure affects the performance of the
employees?
Yes No
Q.3 Does the company recruit employees internally?
Yes No
Q.4 Is the recruitment and selection procedure followed by the company
appropriate?
T.A.(Totally Agree) S.A.(Some What Agree),
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Name:
Designation:
Organization:
Age:
Date:
S.D.(Some What Disagree) T.D.(Totally Disagree)
T.A. S.A.
S.D. T.D.
If not, then suggest the appropriate changes required in the recruitment and
selection procedure followed by the company?
……………………………………………………………..
Q.5 Does your company disclose the job specifications at the time of selection of a
candidate?
Yes No
Q.6 Does your company ask for references at the time of selection?
Yes No
Q.7 What percent of the selection procedure does the written test contribute?
Below 10%
10% - 20%
20% - 30%
30% -40%
40% -50%
50% and above
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Q.8 Which type of interview methods does your company usually follow?
Direct Computerized
Group Panel
Stress
Any other …………………………………………………
Q.9 Does your company follow any of the following personality test for the
purpose of recruitment and selection?
MBTI Psychometric
FIRO_B Other
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