Himani Naithani....rport (repaired) 2r6c1c

Summer Training Report on

“Recruitment and Selection” Under the supervision of

Mr.Udal Singh S.D.E () B.S.N.L Patelnagar, Dehradun By

Himani Naithani Roll no 010070500055

Submitted to

Department of management studies Dehradun Institute of Technology, Dehradun

August 2011 1

Certificate

2

Student’s Declaration

Himani Naithani 010070500055 Depatment of management studies DIT, Dehrarun

Statement by the student

I Himani Naithani Technology

the undersigned, student of Dehradun Institute of

Dehradun,

declare

that

this

project

report

titled

“Recruitment&Selection” is submitted in partial fulfillment of the requirement for the summer internship project during the Post Graduate Program in Management. I also declare that this is my original work and has not been previously submitted as part of any other degree, diploma of another B-school or University. The findings and conclusions of the data in this report are based on my personal study, during the tenure of my summer internship.

Date :

Himani Naithani

3

Acknowledgement

I am immensely thankful to God who provides me the health ability to withstand the problem coming in my way.

I am thankful to Mrs. Jayati Naithani Faculty of M.B.A Deptt, Dehradun

Institute

Of

Technology,

Dehradun

for

her

encouragement and providing other assistances whenever required.

I wish to express my gratitude to, Mr. Udal Singh S.D.E () who generously helped me to color the mosaic of this project report with the titles of their knowledge, expertise and memories. Thanks are also due to various employees for their co-operation during research.

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Table of content

Certificate Acknowledgement Student Declaration

Chapter I  Company Profile    

Vision mission statements Objectives Main services provided by the company Challenges

Chapter II  Recruitment  Sources of recruitment  Process of recruitment

5

Chapter III  Selection  Importance of selection  Employee classification

Chapter IV  Research methodology  Data analysis  Interpretation

Chapter V Conclusion, Recommendation

Bibliography Questionnaire

6

COMPANY PROFILE

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's 7th

largest

Telecommunications

Company

providing

comprehensive range of telecom services in India: Wireline, CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc. Within a span of five years it has become one of the largest public sector units in India.

BSNL has installed Quality Telecom Network in the country and now focusing on improving it, expanding the network, introducing new telecom services with ICT applications in villages and wining 7

customer's confidence. Today, it has about 47.3 million line basic telephone capacity, 4 million WLL capacity, 20.1 Million GSM Capacity, more than 37382 fixed exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of OFC Cable, 63730 Rkm of Microwave Network connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages.

BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to beat its reach with its wide network giving services in every nook & corner of country and operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen glacier and Northeastern region of the country. BSNL serves its customers with its wide bouquet of telecom services.

BSNL is numero uno operator of India in all services in its license area. The company offers vide ranging & most transparent tariff schemes designed to suite every customer. BSNL cellular service, CellOne, has more than 17.8 million cellular customers, garnering 24 percent of all mobile s as its subscribers. That means that almost every fourth mobile in the country has a BSNL

8

connection. In basic services, BSNL is miles ahead of its rivals, with 35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue .

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes viz. Dial-up, Leased Line, DIAS, Less Internet(CLI). BSNL has been adjudged as the NUMBER ONE ISP in the country.

BSNL has set up a world class multi-gigabit, multi-protocol convergent IP infrastructure that provides convergent services like voice, data and video through the same Backbone and Broadband Access Network. At present there are 0.6 million DataOne broadband customers. The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute.

Scaling new heights of success, the present turnover of BSNL is more than Rs.351,820 million (US $ 8 billion) with net profit to the tune of Rs.99,390 million (US $ 2.26 billion) for last financial

9

year. The infrastructure asset on telephone alone is worth about Rs.630,000 million (US $ 14.37 billion).

BSNL plans to expand its customer base from present 47 millions lines to 125 million lines by December 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$ 16.67 million) in the next three years.

The turnover, nationwide coverage, reach, comprehensive range of telecom services and the desire to excel has made BSNL the No. 1 Telecom Company of India.

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Vision, Mission & Objectives

VISION

To become the largest telecom Service Provider in Asia

MISSION (1) To provide world class State-of-art technology telecom

services to its customers on demand at competitive prices.

(2) To provide world class telecom infrastructure in its area of operation and to contribute to the growth of the country's economy

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OBJECTIVES 1. To be a Lead Telecom Services Provider.

2. To provide quality and reliable fixed telecom service to our customer and there by increase customer's confidence.

3. To provide mobile telephone service of high quality and become no. 1 GSM operator in its area of operation. 4. To provide point of interconnection to other service provider as per their requirement promptly. 5. To facilitate R & D activity in the country. 6. Contribute towards:

a. National Plan Target of 500 million subscriber base for the country by December 2010. b. Broadband customers base of 20 million in India by 2010 as per Broadband Policy 2004. c. Providing telephone connection in villages as per government proposition.

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d. Implementation of Triple play as a regular commercial proposition.

13

MAIN SERVICES BEING PROVIDED BY BSNL

BSNL fixed services

BSNL provides almost every telecom service, however following are the main Telecom Services being provided by BSNL in India:1. Universal Telecom Sevices : Fixed wireline services & Wireless in Local loop (WLL) using CDMA Technology called bfone and Tarang respectively. BSNL is dominant operator in fixed line. As on March 31, 2007 (end of financial year) BSNL had 76% share of fixed and WLL phones.

BSNL Mobile

Pre-paid Mobile

2. Cellular Mobile Telephone Services: BSNL is major provider of Cellular Mobile Telephone services using GSM platform under brandname Cellone. Pre-paid Cellular services of BSNL are know as Excel. As on March 31, 2007 BSNL had 17% share of mobile telephony in the country.

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BSNL Broadband

3. Internet: BSNL is providing internet as dial-up connection

(Sancharnet) and ADSL-Broadband Dataone. BSNL has around 50% marketshare in broadband in India. BSNL has planned aggressive rollout in broadband for current financial year.

4. Intelligent Network (IN): BSNL is providing IN services like tele-voting, toll free calling, calling etc.

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BSNL Units

BSNL is divided into a number of istrative units, termed as telecom circles, metro districts, project circles and specialized units, as mentioned below:-

Telecom Circles: Telecom Circles & Metro districts are responsible for providing service to the customers. There are 24 Telecom Circles and 2 Metro districts. 1. Andaman & Nicobar Telecom Circle 2. Andhra Pradesh Telecom Circle 3. Assam Telecom Circle 4. Bihar Telecom Circle 5. Chhatisgarh Telecom Circle 6. Gujarat Telecom Circle 7. Haryana Telecom Circle 8. Himachal Pradesh Telecom Circle 9. Jammu & Kashmir Telecom Circle 10. Jharkhand Telecom Circle 11. Karnataka Telecom Circle 12. Kerala Telecom Circle

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13. Madhya Pradesh Telecom Circle 14. Maharashtra Telecom Circle 15. North East-I Telecom Circle 16. North East-II Telecom Circle 17. Orissa Telecom Circle 18. Punjab Telecom Circle 19. Rajasthan Telecom Circle 20. Tamil Nadu Telecom Circle 21. Uttar Pradesh (East) Telecom Circle 22. Uttar Pradesh (West) Telecom Circle 23. Uttranchal Telecom Circle 24. West Bengal Telecom Circle

Metro Districts 1. Kolkata Telecom District 2. Chennai Telecom District

Project Circles 1. Eastern Telecom Project Circle 2. Western Telecom Project Circle 3. Northern Telecom Project Circle 4. Southern Telecom Project Circle 5. IT Project Circle, Pune

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Maintenance Regions 1. Eastern Telecom Maintenance Region 2. Western Telecom Maintenance Region 3. Northern Telecom Maintenance Region 4. Southern Telecom Maintenance Region

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Specialized Telecom Units 1. Data Networks 2. National Centre For Electronic Switching 3. Technical & Development Circle 4. Quality Assurance

Manufacturing Units 1. Telecom Factory, Mumbai 2. Telecom Factory, Jabalpur 3. Telecom Factory, Richhai 4. Telecom Factory, Kolkata

Training Institutions 1. Advanced Level Telecom Training Centre(ALTTC) 2. Bharat Ratna Bhim Rao Ambedkar Institute Of Telecom Training 3. National Academy of Telecom Finance and Management

Other Units

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1. Telecom Stores 2. Telecom Electrical Wing 3. Telecom Civil Wing

CHALLENGES

Presently there is an intense competition in Indian Telecom sector and various Telcos are rolling out attractive schemes and are providing good customer services. However, BSNL being legacy operator and its conversion from a Government Department, earns lot of criticism for its poor customer service. Although in recent past there have been tremendous improvement in working of BSNL but still it is much below the Industry's Expectations. A large aging (average age 49 years(appx)) workforce (300,000 strong), which is mostly semi-illetrate or illeterate is the main reason for the poor customer service. Further, the Top management of BSNL is still working in BSNL on deputation basis holding Government employee status thus having little commitment to the organisation. Although in coming years the retirement profile of 20

the workforce is very fast and around 25% of existing workforce will retire by 2010, however, still the workforce will be quite large by the industry standards. Quality of the workforce will also remain an issue.

Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL for provide service in non-lucarative areas especially rural areas) has been slashed by 37% by TRAI, w.e.f. April 01, 2007. The reduction in ADC may hit the bottomlines of BSNL.

BSNL PRESENT AND FUTURE

Since its corporatisation in October 2000, BSNL has been actively providing connections in both Urban and Rural areas and the efficiency of the company has drastically improved from the days when one had to wait for years to get a phone connection to now when one can get a connection in even hours. Pre-activated Mobile connections are available at many places across India. BSNL has also unveiled very cost-effective Broadband internet

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access plans (DataOne) targeted at homes and small businesses. At present BSNL enjoy's 47% of market share of ISP services.

Year of Broadband 2007 Former Indian Communications Minister Thiru Dayanidhi Maran had declared year 2007 as "Year of Broadband" in India and BSNL is gearing up to provide 5 million Broadband connectivity by the end of 2007. BSNL has upgraded existing Dataone (Broadband) connections for a speed of up to 2 Mbit/s without any extra cost. This 2 Mbit/s broadband service is being provided by BSNL at a cost of just US$ 5.5 per month. Further, BSNL is planning to upgrade its broadband services to Triple play (telecommunications) IN 2007. BSNL has been asked to add 108 million customers by 2010 by Former Indian Communications Minister Thiru Dayanidhi Maran. With the frantic activity in the communication sector in India, the target appears achievable, however due to intense competition in Indian Telecom sector in recent past BSNL's growth has slowed down.BSNL is pioneer of Rural Telephony in India. BSNL has recently bagged 80% of US$ 580 m (INR 2,500 crores) Rural Telephony project of Government of India.

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RECENT NEWS

BSNL is in the process of finalising a Mega tender for rollout of 60 million GSM lines. The tender has invited a controversy, when one of the bidders Motorola was disqualified by BSNL on technical grounds and Motorola has approached the court. BSNL was allowed to process the tender, however, the Court had restrained BSNL from awarding the tender. Motorola on April 16, 2007 has withdrawn its petition from the High Court thus clearing the decks for BSNL for placement of order. BSNL has narrowly missed out the coveted 'Navratna' status of Indian PSUs because of a technicality, however the apex committee has kept its case alive, and same may be reconsidered. Shri Kuldeep Goyal (earlier CGM, BSNL Maharashtra, now working as Director (Planning), BSNL) is tipped to take over as next CMD (Chairman & Managing Director) of BSNL on August 01, 2007, i.e. when term of current CMD Shri A.K. Sinha ends. Former Indian Telecom Minister Thiru Dayanidhi Maran has set aggressive targets for BSNL. They have been asked to double their annual turnover to US$ 20 billion in next 3 years by 27 percent year on year growth.

23

Thiru Dayanidhi Maran had resigned from Union Cabinet and Thiru

Andimuthu

Raja

has

taken

over

as

new

Indian

Communications Minister in May 2007. Thiru Raja a DMK Party MP was earlier working as Indian Environment & Forest Minister. BSNL is going to invest US$ 13.7b (Rs 60,000 crores) in next 3 years. BSNL is India's no. 1 brand recall. During March 2007, BSNL has added 2.6 million customers, highest addition by BSNL in a month so farBSNL is set to shift it sheadquarters to its own building chrisened as Bharat Sanchar Bhawan situated at Ashok Marg, New Delhi.

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RECRUITMENT After having determined the number and kinds of personnel required, the Human Resource of Personnel Manager Proceeds with identification of sources of recruitment and finding suitable candidates for employment. Both internal and external sources of manpower are used depending upon the types of personnel needed. The selection procedure starts with the receipt of applications for various jobs from the interested candidates. Totally unsuitable candidates are rejected at the screening stage. The personnel department isters various kinds of tests to the candidates to determine if they would be able to do their jobs efficiently. Those ing this stage are called for employment interview. Candidates found suitable for employment are required to go through medical examination and reference checking. The employment process is completed when appointment letters are issued to the candidates clearing all the stages in the selection procedure.

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Definition : Dale S. Beach observed, "Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labour upon whom the organization can draw when it needs additional employees."

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SOURCES OF RECRUITMENT

27

28

INTERNAL SOURCES :

Transfer : It involves the shifting of an employee from one job to another, one department to another or from one shift to another. Transfer is a good source of filling vacancies with employees from overstaffed departments or shifts.

Promotion : It leads to shifting an employee to a higher position, carrying higher responsibilities, facilities, status and pay. Many companies follow the practice of filling higher jobs by promoting employees who are considered fit for such positions.

EXTERNAL SOURCES:

Direct Recruitment : An important source of recruitment is direct recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available. It is also known as recruitment at factory gate. The practice of direct

29

recruitment is generally followed for filling casual vacancies requiring unskilled workers. Such workers are known as casual or badli workers and they are paid remuneration on daily wage basis.

Casual Callers or Unsolicited Applications : The organizations which are regarded as good employers draw a steady stream of unsolicited applications in their offices. This serves as a valuable sources of manpower.

Media ment : ment in newspapers or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources. Most of the senior positions in industry as well as commerce are filled by this method.

Employment Agencies : Employment exchanges run by the Government are regarded as a good source of recruitment for unskilled, semi-skilled and skilled operative jobs. In some cases,

30

compulsory notification of vacancies to the employment exchange is required by law.

Management Consultants : Management consultancy firms help the organizations to recruit technical, professional and managerial personnel. They specialize in middle level and top level executive placements. They maintain data bank of persons with different qualifications and skills and even the jobs on behalf their clients to recruit right type of personnel.

Educational Institutions or Campus Recruitment : Jobs in commerce and industry have become increasing technical and complex to the point where school and college degrees are widely required. Consequently, big organizations maintain a close liaison with the universities, vocational institutes and management institutes for recruitment to various jobs. Recruitment for educational institutions is a well established practice of thousands

31

of business and other organizations. It is also known as campus recruitment.

Recommendations : Applicants introduced by friends and relatives may prove to be a good source of recruitment. In fact, many employers prefer to take such persons because something about their background is known. When a present employee or a business friend recommends some one for a job, a type of preliminary screening is done and the person is place on a job.

Labour Contractors : Labour contractors are an important source or recruitment in some industries in India. Workers are recruited through labour contractors who are themselves employees of the organization. The disadvantage of this system is that if the contractor leaves the organization, all the workers employed through him will also leave. That is why, this source of labour is not preferred by many business, organizations. Recruitment through labour contractors has been banned for the public sector 32

units. However, this practice is still common in case of construction industry.

Telecasting : The practice of telecasting of vacant posts over T.V. (Doordarshan and other channels) is gaining importance these days. Special programmes like 'Job Watch', 'Youth Pulse', 'Employment News', etc.  Telecasting is an expensive medium.  The ment for the job appears for a very short time and it is not repeated. The candidates may not be able to understand it fully.  The candidates who don't watch T.V. miss the information about job vacancies.

33

PROCESS OF RECRUITMENT In a small organization, recruitment is usually done rather informally by the owner or manager. But in a larger organization, the human resource department is usually responsible for developing sources of applicants. Within the human resource department, there is likely to be an employment office to do the recruiting and even initial selection of candidates for a job. Big organizations employing large number of professional and managerial employees, may have a separate department engaged entirely in recruiting. At the same time, individual managers and employees may be referring promising applicants to the personnel department. Similarly, the human resource department may be requesting recruitment assistance from the managers as may be the case when campus recruitment is proposed at the alma mater of one of the managers. Still other firms prefer to put together recruiting teams consisting of human resource specialists and other executives. For example, one or more engineers may accompany the team of campus recruiters for recruitment of engineering personnel at technical institutes.

34

Factors affecting Recruitment : There are many factors that limit or affect the recruitment policy of an organization. The important factors are listed below :  Size of the organization and the kinds of human resources required.  Effect of past recruitment efforts.  Nature of labour market of the region.  Extent and strength of unionization in the region.  Working conditions, wages and other benefits offered by other concerns.  Social and political environment.  Legal obligations created by various statues.

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WHAT IS SELECTION

Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs which have fallen vacant in an organization.

IMPORTANCE OF SELECTION  Proper selection and placement of personnel go a long way towards building up a suitable workforce. It will keep the rates of absenteeism and labour turnover low.  Competent employees will show higher efficiency and enable the organization to achieve its objective effectively.  The rate of industrial accidents will be considerably low if suitable employees are placed on various jobs.  When people get jobs of their taste and choice, they get higher job satisfaction. This will build up a contended workforce for the organization.  The morale of the employees who are satisfied with their jobs is often high.

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PROCESS OF SELECTION

37

Preliminary Interview : In most of the organizations, the selection programme beings with preliminary interview or screening. The preliminary interview is generally brief and does the job of eliminating the totally unsuitable candidates. The preliminary interview offers advantages not only to the organization, but also to the applicants. Receiving Applications : Whenever there is a vacancy, it is d or enquiries are made from the suitable sources, the applications are received from the candidates. Standard application forms may be drawn up for different jobs and supplied to the candidates on request. Screening of Applications : After the applications are received, they are screened by a screening committee and a list is prepared of the candidates to be interviewed. Applicants may be called for interview on some specific criteria like sex, desired age group, experience and qualifications. Employment Tests : Employment tests are widely used for judging the applicant's suitability for the job. They bring out the qualities and weaknesses of individuals which could be analysed before offering them jobs. The tests must be designed properly. If they are biased, they will not be good indicators of one's knowledge and skills. Selections based on such tests will be faulty. That is why, tests should not be relied upon fully.

38

 Intelligence Tests : These tests are used to judge the mental capacity of the applicants. They measure the individual learning abilities, i.e., ability to catch or understand instructions and also ability to make decision and judgement.  Aptitude Tests : Aptitude means the potential which an individual has for learning the skills required to do a job efficiently. Aptitude tests measure an applicant's capacity and his potential for development. Aptitude tests are the most promising indices for predicting workers' success. There are two general types of aptitude tests : Cognitive Test. Motor Test  Proficiency Test : Proficiency tests are those which are designed to measure the skills already acquired by the individuals. They are also known as performance, occupational or trade test. They are used to test the level of knowledge and proficiency acquired by the applicants.

39

 Interest Tests : Interest tests identify patterns of interests that is areas in which the individual shows special concern, fascination and involvement. These tests will suggest what types of jobs may be satisfying to the employees.  Personality Test : Personality tests probe the qualities of the personality as a whole, the combination of aptitude, interest and usual mood and temperament. It is very difficult to devise and use personality tests because they are concerned with discovering clues to an individual's value system, his emotional reactions, maturity. Employment Interview : Although application blank and employment tests provide a lot of valuable information about the candidate, yet they do not provide the complete information required of the applicant. Interview may be used to secure more information about the candidate. The main purposes of an employment interview are : o to find out the suitability of the candidate, o to seek more information about the candidate, and o to give him an accurate picture of the job with details of



and

conditions

organisation's policies. 40

and

some

idea

of

Checking References:

A referee is potentially an important source of

information about a candidate's ability and personality if he holds a responsible position in some organization or has been the boss or employer of the candidate. Prior to final selection, the prospective employer normally makes an investigation on the references supplied by the applicant and undertakes more or less a through search into the candidate's past employment, education, personal reputation, financial condition, police record, etc. Medical Examination: The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Through in the suggested selection procedure, medical test is located near the end, but this sequence need not be rigid. The organisations may place the medical examination relatively early in process so as to avoid time and expenditure to be incurred on the selection of medically unfit persons. Some organisations either place the examination relatively early in the selection procedure or they advise the candidates to get themselves examined by a medical expert so as to avoid disappointment at the end. Final Selection and Appointment Letter: After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter or by concluding with him a service agreement. Generally, the candidates are not appointed on permanent basis because it is considered better to try them for a few months on the job itself. This is 41

because no procedure of selection is complete in itself to find out the whole picture of the personality and qualities of a candidate.

Process of Recruitment IN BSNL The process of recruitment at BSNL is interdependent on and interlinked with other HR activities. Employee planning and work analysis precedes the process of recruitment. Compensation packages and corporate image all have an impact on the recruitment process. At the outset, the objectives of the process of recruitment may be retention and satisfaction of the employee. Other aspects like cost of filling jobs, speed of filling jobs, and total number of applications received would all contribute to the retention process.

The first and the foremost step of recruitment process at BSNL is the identification of a vacancy.

The second step constitutes the Job Description, which is a written statement of duties, responsibilities, required qualifications, and reporting relationships of a particular job based on objective information obtained through Job Analysis.

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Thirdly, the candidates are short listed on the basis of Job Specification. It specifies not only educational qualification but also certain personality characteristics that may be required specifically for a job.

Fourth step consists of various interview rounds. It is an attempt to obtain maximum amount of information from the candidate considering his or her suitability for the concerned job. The interview at BSNL consists of three rounds vis-a-vis functional, HR, final round with CFO (however, this is for selected profiles only)

Fifth step comprises of, post interview consideration i.e. approval of selected candidates is posted on CRC portal and it moves through following channels:

Business HR Corporate HR Management Applicant code is generated Approval received by local HR.

Offer letter is sent to the candidate>>on acceptance appointment letter is sent> >candidate s on assigned ing date. ing formalities on Day one by HR is completed. 43

EMPLOYEE CLASSIFICATION PERMANENT : Engaged on a regular basis, confirmed in writing as a Permanent employee after satisfactory completion of Probation Period.

PROBATIONER : Provisionally employed to fill a regular vacancy, minimum 6 Months Probation period, can be extended or terminated.

TRAINEE : In House training on specific areas of operation example:

MT's/GET's. Assessment at the end of training for confirmation or extension Or termination.

CONTRACT STAFF : Employed for a specific period/project. Extension / Termination as per requirement at the end of Contract.

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RESEARCH METHODOLOGY RESEARCH PROBLEM The research part of the project involves following steps: The organization need to be the fittest in today’s scenario to survive and for that they need the fittest workforce. BSNL is spending a considerable amount of money in Recruitment & Selection to upgrade skills of their employees. It has been observed sometimes that PSU’s go for rigorous Recruitment & Selection but results on investments are very low. Thus a need was felt to evaluate the effectiveness of Recruitment & Selection in BSNL. PROBLEM FORMULATION The research to be conducted can be formulated as * Recruitment & Selection at BSNL

RESEARCH OBJECTIVE * Evaluate the effectiveness of Recruitment & Selection at BSNL. * General perception of about Recruitment & Selection programme * Suggest ways to makes it more effective SOURCES OF DATA The data collection for the project work from tow sources i e, primary and secondary sources.

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1) PRIMARY DATA * Observation-Participant observation * Interviews

2) SECONDARY DATA * Websites * Transcripts of Books

RESEARCH DESIGN Descriptive research design: It is concern with describing the characteristics of a particular individual of a group.

SAMPLING DESIGN SAMPLING TECHIQUE- The sampling method has been followed for this study is RANDOM SAMPLING. SAMPLING SIZE- 40 SAMPLING UNITES- Workers, Management, Personnel and Supervisors. SAMPLE AREA- BSNL LTD. Dehradun.

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DATA ANALYSIS 1.

What Recruitment source is used in the BSNL?

35%

30% 30%

25%

25%

25%

New spaper/Journals

20% 20%

Employment Exchange

15%

Campus Internet

10% 5%

In te rn et

s Ca m pu

Ex ch an ge plo ym en t

Em

Ne ws

pa pe r/J ou rn al s

0%

INTERPRETATION The above graph shows that the organization use 30% newspaper and journals & 20% from the employment exchange & 25% from the campus & internet.

47

2. Are you aware of Recruitment policies and program in BSNL? Aware

30

75%

Can’t say

4

10%

Unaware

6

15%

80% 70% 60% 50% 40% 30% 20% 10% 0%

75%

Aware Can't Say 15%

Aware

Can't Say

Unaware 10%

Unaware

INTERPRETATION The above graph shows that 75% of the sample size say yes that they are aware of the recruitment policies & 15% Said that they can't say any thing about the recruitment policies. 10% say that they are not aware of the recruitment policies. 48

3. Did you this organization through well defined Recruitment and selection procedures

Yes

38

95%

No

2

5%

100%

95%

80% 60%

Yes

40%

No

20%

5%

0% Yes

No

INTERPRETATION The above graph shows that 95% says of the sample size say yes that they are recruited by the well defined Recruitment and selection procedures & 5% Said no they are not been recruited by the well defined Recruitment and selection

procedures. 49

4.

Is the source of recruitment used by organization able to attract the

applicants?

Strongly Agree Agree

Can’t say

Disagree

Strongly Disagree

28

4

4

4

0

70%

10%

10%

10%

0

80%

70%

70% 60%

Stongly Agree

50%

Agree

40%

Cant Say

30%

Disagree

20%

10%

10%

10%

Srongly Disagree

10% 0%

0% Stongly Agree

Agree

Cant Say Disagree Srongly Disagree

INTERPRETATION

50

The above graph shows that 70% of the sample size that they are strongly agree that the source of recruitment used by organization able to attract the applicants, 10% says that they are only agree &10% can't say & 10% says that they disagree & 0% Strongly disagree.

51

5. Do the company gets the potential employees through internal recruitment? Average

Above expectation

Below expectation

8

28

4

20%

70%

10%

80%

70%

70% 60% Average

50% 40% 30% 20%

Above Expectation

20%

Below Expectation

10%

10% 0% Average

Above Expectation

INTERPRETATION

52

Below Expectation

The above graph shows that 20% of the employees says that the company gets the potential employees through internal recruitment & 70% of the employees says that the company gets the potential employees through internal recruitment it is above expectations & 10% of the employees says it is below expectations.

53

6. Do you feel that recruitment policy of BSNL requires any change? Yes

2

5%

No

38

95%

95%

100% 90% 80% 70% 60%

Yes

50%

No

40% 30% 20% 10%

5%

0% Yes

No

INTERPRETATION The above graph shows that 5% employees says are agree that recruitment policy of BSNL requires change & 95% employees says are not agree that recruitment policy of BSNL requires change.

54

55

7.

Do you think that the recruitment in your organization is free from all kind of biases?

Strongly Agree Agree

Can’t say

Disagree

Strongly Disagree

26 65%

2 5%

4 10%

0 0%

8 20%

65%

Strongly Agree

20%

10%

sa gr

Di sa g

ng ly St ro

INTERPRETATION

56

0% ee

ree

y Sa Ca n't

ree Ag

St ro

ng ly

Ag

re

e

5%

Di

70% 60% 50% 40% 30% 20% 10% 0%

Agree Can't Say Disagree Strongly Disagree

The above graph shows that 65% employees says that they are strongly agree that the recruitment in the organization is free from all kind of biases, 20% employees says that they are agree, 5% employees says that they can't say & 10% employees says that they are disagree.

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8. Exiting recruitment policy is satisfactory or not?

Strongly Agree

Agree

Can’t say

Disagree

35%

10%

5%

20%

40% 35% 35% 30%

30%

25% 20%

20%

15% 10%

10%

St ro

INTERPRETATION

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ee ag r

is

ng ly

D

D

isa

gr

ee

ay ts

an ’

C

Ag r

ee

e re Ag

Strongly Agree Agree Can’t say Strongly Disagree

5% 0%

ng ly

30%

Disagree 5%

St ro

Strongly Disagree

The above graph shows that the 35% employees are strongly agree with the recruitment policy, 10% employees are agree with the recruitment policy, 5% employee are can't say, 20% employees are disagree and 30% employees are strongly disagree with the recruitment policy.

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9.

The Company’s performance with its present workforce is excellent?

70% 60% 50% 40% 30% 20% 10% 0%

65%

35%

Yes No

Yes

No

INTERPRETATION The above graph shows that the 65% employees says yes that the companies performance with its present workforce is excellent and 35% says no.

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10.

Do you feel that company should give preference to internal sources of recruitment over external?

Yes

38

95%

No

2

5%

95%

100% 80% 60%

Yes

40%

No

20%

5%

0% Yes

No

INTERPRETATION The above graph shows that 95% employees says yes that company should give preference to

internal sources of recruitment over external & 5%

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employees say no they should not give preference to internal sources of recruitment over external.

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CONCLUSION

Study has been conducted on Recruitment and Selection in BSNL. Through the research being conducted, It can be concluded that the corporation with its present recruitment and selection policy have been able to get man power in quality & quantity. The employees in the corporation are totally satisfied with their job & they believe that the company’s recruitment and selection policy have been able to get the right person for the right job. Through there are certain areas which need improvement; as the recruitment policy is very much centralized which some time act as a hurdle when the organization is operating outside India.

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RECOMMENDATION

The following are the suggestion for the improvements Selection process should be clear and transparent there should not be any undue influences. Company should give equal preference to internal sources of recruitment as well as external. Regular audit of Recruitment & Selection should be done & the suggestion given by the employees should be incorporated. Job analysis and job specification should be part of including psychometric tests.

selection process

Few candidates from the reputated institute should be recruitment

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BIBLOGRAPHY BOOKS: 1. K.Aswthappa, 4th Edition, “Human Resource Management,”MC-Graw Hill Publishing Co-Itd, pp 130-179. 2. P.Subba Rao, 2nd Edition, “Human Resource Management and Industrial Relation, Himalaya Publishing House, pp 131-190. 3. T.N.Chhabra, 5th Edition, “Human Resource Management Concept and Issues, Dhncapt Rai and Company, NEW DELHI, pp 140-165.

INTERNET SITES. www.google.com www.bsnl.co.in

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QUESTIONNIARE 1.

What Recruitment source is used in the BSNL?

Newspaper/Journals Employment Exchange Campus Internet 2.

Are you aware of Recruitment policies and program in BSNL?

Aware Can't Say Unaware 3.

Did you this organization through well defined Recruitment and selection procedures

Yes No 4.

Is the source of recruitment used by organization able to attract the applicants? Strongly Agree

5.

Agree

Can't Say

Disagree

Strongly Disagree

Do the company gets the potential employees through internal recruitment?

Average Above Expectation Below Expectation

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6.

Do you feel that recruitment policy of BSNL requires any change?

Yes No 7.

Do you think that the recruitment in your organization is free from all kind of biases? Strongly Agree

8.

Can't Say

Disagree

Strongly Disagree

Exiting recruitment policy is satisfactory or not? Strongly Agree

9.

Agree

Agree

Can't Say

Disagree

Strongly Disagree

The Company’s performance with its present workforce is excellent?

Yes No 10.

Do you feel that company should give preference to internal sources of recruitment over external?

Yes No

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