1604370004 Report.docx

BUNDELKHAND INSTITUTE OF ENGINEERING AND TECHNOLOGY, JHANSI

A Summer Training Report On “Recruitment And Selection” In

Sistema Shyam Teleservices Ltd. (SSTL) For the Partial fulfillment of the Degree of Master of Business Administration (MBA) Session: 2017-2018

Submitted To :

Submitted By :

Dr. Suman Yadav

GUNJAN RASTOGI Roll No:-1704370022 MBA 3rd Semester

COORDINATOR OF MBADEPARTMENT, B.I.E.T

PREFACE

The learning process of classroom is incomplete without any practical field experience. It is because of the reason that our Institute like any other, has provision for practical training, so practical training is vital. Accordingly I had my training with Sistema Shyam Tele-services Ltd. (SSTL). This 8 weeks training gave us an insight into the working of an organization and learn how some of the important concepts that we have been studying as a student of management are applicable in the field. The project is a sincere attempt to focus on the subject in a lucid manner. I sincerely attempted to effort to carry out study in deep on subject. During this period we had the opportunity to observe the company’s performance, place in the industry, its products, pricing, advertisement, promotions and its good will through our market survey. It is hoped that this study will provide valuable information in various issues related to Sistema Shyam Teleservice Ltd, oriented industry.

ACKNOWLEDGEMENT

It is my honor to get an opportunity to pursue my summer training internship with Sistema Shyam Tele-Services Ltd. (SSTL) Delhi. I would like to extend my thanks to Sistema Shyam Tele-Services Ltd for giving me an opportunity to undertake a summer internship in the company. I express my sincere thanks to Mr.Vishal Bhatia, HR Manager, for giving me opportunity and permission, to undertake this project on Recruitment and Selection in their esteemed organization. I would also like to extend my special gratitude to Miss. GUNJAN RASTOGI who is my industry mentor for helping me throughout the project and guiding me extensively in its execution. I am obliged by the support extended by everyone.

PLACE: Jhansi

GUNJAN RASTOGI

DATE:

MBA III sem Roll No. 1704370022

DECLARATION

I, hereby declare that summer training report entitled “Recruitment and Selection in Sistema Shyam Teleservices Ltd.” is a record of original work done by me & submitted to MBA Department, BIET JHANSI for the partial fulfillment of requirement of management programme.

PLACE: Jhansi

GUNJAN RASTOGI

DATE:

MBA III sem Roll No. 1704370022

TABLE OF CONTENT

Sr.No. 1.

CONTENTS Executive summary

2.

Objective of study

3.

Company profile ● Company Overview ● Services

PAGE NO 01 02 03-05 06

4.

Introduction

07-08

5.

Recruitment

09-17

6.

Selection

18-23

7.

Recruitment at Sistema Shyam Teleservice Ltd.

24-30

8.

Research methodology

31-32

9.

Limitation

10.

Data interpretation

11.

Finding And Analysis

49

12.

Feedback

50

13.

Suggestion

51

14.

Conclusion

52

15.

Bibliography

53

16.

Annexure

33 34-48

54-57

EXECUTIVE SUMMARY

This is internship report based on the 45 days period internship program that I have successfully completed my training at Sistema Shyam Teleservice Ltd. Under Human Resource as a requirement of my MBA program on BIET Jhansi,. As usual, primary data and secondary data were used to prepare this report. Primary data came from my day to day observation and interviewing employees. Secondary data was collected by Organization employee handbook, website, and relevant books. I tried to minimize to bias and produce an unbiased report. Sistema Shyam TeleServices Limited (SSTL), doing business as Mobile TeleSystems India (MTS India), was the Indian subsidiary of the Russian mobile operator MTS. Their exclusive HR practices help them to achieve their goals. Hence, the management development programs are introduced to update their employees. This report tried to look on how and why recruitment and selection process have done. This report also shows my observation on recruitment and selection process. This report provides some recommendation which may help to improve their process. Finally, the report allows focusing on theories and concepts used in Sistema Shyam Teleservices Ltd. to relate with academic purpose.

OBJECT OF THE STUDY

1. Describe the organization and explain the scope of work in recruitment and selection Process. 2. To experience different recruitment and selection activities which are followed by Sistema Shyam Teleservice Ltd. 3. Recognize and identify how theories and concepts that covered in MBA program are applied in recruitment and selection process. 4. Propose suggestions and recommendations for the practitioners that can help management further to apply best practices in human resource management in the organization.

OTHER OBJECTIVES 1. Client need assessment ● Understand client's business and culture. ● Understand the job/position specifications. ● Understand roles and responsibilities of the prospective candidate . 2. Candidate assessment ● Screen and evaluate candidates . ● Personal Interviews with Candidates ● Candidate interview and selection

COMPANY PROFILE

COMPANY OVERVIEW

Sistema Shyam TeleServices Ltd. (SSTL) is a venture, involving equity participation by Sistema Joint Stock Financial Corporation of Russia (“SISTEMA JSFC”), the Russian Federation and the Shyam Group of India. Sistema JSFC is the majority shareholder in the Company. Approximately 2.5% equity stake is held by public. Headquartered in Gurgaon, the Company has invested over USD 3.6 billion in expanding its telecom network across the country. The company launched brand MTS in India in 2009 and recently celebrated its 7th anniversary in the country. With a strong focus on its “Data Centric; Voice Enabled” strategy, SSTL became one of the top three data service providers in the country. The Company provides telecom services under the brand MTS to close to 10 million wireless subscribers including more than 1.95 million High Speed Mobile Broadband customers in over 1250 towns across the country. MTS is well recognized in India and worldwide for its commitment to high quality and innovative telecom solutions. In India, brand MTS has also been recognized as amongst the top 50 service brands in the country in an AC Nielsen- Economic Times survey. SSTL is credited for introducing a number of innovations in the Indian telecom industry. The Company is the pioneer of Half Paisa Per Second Calling in the country. SSTL is also the

first telecom operator in the country to launch prepaid High Speed Mobile Broadband. The company has taken mobile broadband to another level with the launch of High Speed Data (HSD) services on National Highways. Taking lead in deployment of Wi-Fi hotspots in public places, SSTL rolled out Wi-Fi services to travelers in Rapid Metro trains in Gurgaon. Additionally, SSTL in partnership with Indian Railways rolled out Wi-Fi hotspots in six Railway Stations i.e.– Ahmedabad, Agra, Varanasi, Mumbai CST, Howrah and Secunderabad. In 2015, SSTL also powered Wi-Fi roll out in Bhadra, Rajasthan, thereby making it the FIRST town In India to have ubiquitous Wi-Fi coverage. In 2013, SSTL announced the launch of its “3GPLUS” telecom network based on state-of-the-art Evolution-Data Optimized (EV-DO) Rev. B Phase II technology. This made SSTL the FIRST telecom operator in India to provide ubiquitous 3GPLUS network coverage across all its 9 circles of operations i.e. Delhi, Rajasthan, Gujarat, Kerala, Karnataka, Tamil Nadu, Kolkata, Uttar Pradesh (West) and West Bengal. Incidentally, MTS India is also credited to be the FIRST telecom operator in the world to have launched the Rev. B Phase II version of the EV-DO network in Jaipur, Rajasthan in September, 2011. Beyond business, SSTL has partnered with Responsenet for the India Unite to End Polio Now (IUEPN) campaign organized to create awareness for Polio eradication amongst the masses. The IUEPN campaign is an initiative implemented by Responsenet, in partnership with the Polio Eradication Programme in India, a collaborative effort between the Ministry of Health and Family Welfare (MOHFW), United Nations Children’s Fund (UNICEF), World Health Organization (WHO), National Polio Surveillance Project (NPSP), Rotary International, and the U.S. Centre for Disease Control (CDC). The IUEPN campaign leverages private sector resources to enhance polio knowledge and vaccination throughout India, specifically targeting nomad and mobile populations. IUEPN achieves this by expanding the polio communication reach to high-risk groups and reinvigorating the polio messaging campaign to the masses with innovative communication mediums such as interactive booths, SMS & voice messaging, local folk theatre along with other locally driven messaging options, posters and wall paintings. As part of the initiative, SSTL has actively participated in awareness drives in several Indian states including Delhi, Haryana, Uttar Pradesh and West Bengal - reminding people about the need to get their children vaccinated against Polio. For each awareness drive, SSTL has been creating awareness by sending out SMSs to its customers across locations where the drives are conducted. In addition, the Company also provided assistance in arranging publicity material and setting up of Polio booths for administration of Polio drops. SSTL has also partnered with Smile Foundation, a national level development organization reaching out to more than 2 Lakh underprivileged children through various education and health care projects across 22 states of India. Under the partnership SSTL is providing Mobile Broadband support to enhance learning capabilities of underprivileged children studying at 23 Mission Education Centers run by Smile Foundation. This unique project was

rolled out in 2012 and has so far impacted more than 16,800 children studying at these centers. Embracing the national goal of ‘Skill India’, SSTL, in 2016, provided best-in-class training to over 1500 Students in 24 reputed Industrial Training Institutes (ITIs). As part of the initiative, the Company reached out and engaged with 24 prestigious technical Institutes. The team designed special training courses which were modular in nature and in sync with the skilled manpower requirements of the telecom industry. The plan was to ensure that graduating students are “First-day, first-hour job ready“. The entire initiative was rolled out in technical institutes spread across all of SSTL’s 9 circles, i.e. Delhi, UP West, Rajasthan, Gujarat, Karnataka, Kerala, Tamil Nadu, Kolkata & ROWB

Sistema, the largest public diversified corporation in Russia, acquired a 10% stake in Shyam Telelink for a total cash consideration of US$ 11.4 million at the end of September 2007. Shantanu Telecom along with their partner Sistema had applied for UASL licence in 22 telecom circles of India. In August 2008, they got a pan-India start-up spectrum to start their mobile service operations in the country. They provide mobile services based on CDMA technology under the brand name MTS India and gave contracts to ZTE and Huawei for network expansion. MTS launched operations in Uttar Pradesh East and West in October 2010. On 2 February 2012, the Supreme Court of India cancelled 122 licences of 22 mobile operators, including 21 of MTS' 22 licences, in connection with the 2G spectrum scam. MTS lost all its licences except the one for Rajasthan circle. MTS had approximately 2.32 million subscribers in those 10 circles at the time of the announcement, and 14.88 million subscribers nationally. According to MTS officials, the 10 circles where MTS ceased operations constituted 15.62% of its total subscriber base and less than 15% of the company's overall revenue.] In the 2013 spectrum auction, MTS won back licences and spectrum in 8 circles Delhi NCR, Kolkata, Gujarat, Karnataka, Tamil Nadu, Kerala, Uttar Pradesh (West) and West Bengal.

Acquisition by Reliance Communications On 14 January 2016, Reliance Communications (RCom) announced that it had acquired SSTL in an all stock deal, in which SSTL received a 10% share in RCom, after paying off its existing debt. RCom would assume the liability for installments that SSTL had to pay the government from purchasing spectrum. The liability amounted ₹392 crore annually for 10 years. As a result of the deal, Reliance acquired nearly 9 million subscribers, as well as SSTL's spectrum in the 850 MHz band. The merger deal was approved by the Competition Commission of India (CCI) in February 2016. SEBI cleared the deal by March, and SSTL shareholders approved the deal on 18 March. By mid-August, the deal was approved by tax authorities and the shareholders and creditors of RCom and SSTL. The merger was approved

by the Rajasthan High Court on 30 September 2016, and the Mumbai High Court on 7 October 2016. The final approval, from the Department of Telecommunications, was given on 20 October

2017. On 31 October 2017, RCom announced that it completed the merger.

Services MTS launched EVDO Rev A based high-speed mobile broadband service, MBlaze,] in November 2009 and acquired with over 5 lakh customers in a short span of time as of February 2011. In April 2010, MTS launched MTS TV for MTS MBlaze customers. MTS MBlaze had coverage in 100+ cities as of February 2011. MTS had announced pan-India roaming for its users in April–May 2010. MTS also provided MBrowse which is CDMA-1x technology based internet service.] On 5 September, MTS India announced the commercial availability of its EVDO Rev B Phase 2 network. On 23 October 2013 SSTL had announced its roll out plan of its 3GPLUS network in nine circles namely Delhi NCR, Kolkata, Gujarat, Rajasthan, Karnataka, Tamil Nadu, Kerala, Uttar Pradesh (West) and West Bengal.

Key Executives for Sistema Shyam TeleServices Limited

Mr. Sergey Savchenko CEO & Director

Mr. Ilya Kosolapov Chief Finance Officer

Mr. Leonid Musatov Chief Marketing & Sales Officer and Chief Commerce Officer

Mr. T. Narasimhan Deputy Chief Executive Officer and Head of Regulatory

Mr. S. Suresh Kumar

Chief Operating Officer of Tamil Nadu Circle

AN INTRODUCTION HR policy of SSTL The main objective is to achieve the business goal by involving employees to their Satisfaction by retaining and maintaining the Motivation of highly performed employees. At the heart of SSTL’s process, services, growth and success lies the endeavour and dedication of the whole team. A multilingual, multicultural cross-functional team of people bound by the strong organizational values and pursuing a common mission to create superior value, realize full potential and steer the company towards a high position. An achievement focused and development-oriented work culture embedded in high standards of business ethics supported by sound management practices and good HR policy is the defining characteristics of the Pratibha syntex work ethos. SSTL has made its HR policy keeping all the things in the mind and in the favour of its human capital.

HR VISION “To provide an enabling environment where employee’s competencies are nurtured and harnessed towards sustainable business growth & leadership.”

HR MISSION “To proactively assess and provide services for the HR needs of the business & customers for the attainment of organizational goals.”

HR OBJECTIVES ● To collaborate with and support internal customers of HR in achieving business objectives through services viz. effective manpower planning ensuring harmonious industrial relations etc. ● To review and redesign the structure of the organization with clarity of roles, responsibility and accountability for overall organizational effectiveness and speedy response to the emerging business challenges. ● To develop knowledge and skills of the employees and groom leaders with functional and business competencies to meet future demands of the organization ( viz. Flexibility & change management) ● To benchmark best HR practices in order to enhance human resource effectiveness.

● To enhance employee productivity through rationalization of jobs and manpower optimization. ● To promote employee involvement in decision-making, team working, creatively and empowerment. ● To institutionalise transparency by farming, updating & communicating systems and processes. ● To maintain good liaison with government/ external agencies in order to better serve the organizational cause. ● To provide a safe and healthy work environment and continuously benchmark and upgrade the standards of safety and hygiene. ● To work towards improving the quality of work life of employees and their families.

RECRUITMENT AND SELECTION

RECRUITMENT DEFINITION: “Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. “Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organizations recruitment is the activity that links the employers and the job seekers”. According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organisation." Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread. Recruitment forms the first in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning, Recruitment makes it possible to acquit the number and types of people necessary to ensure the continued operation of the organization. “Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies”. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans, organization charts and control systems would not do much good. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Fraser's five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anaesthetists and dental surgeons has been proposed within the UK health sector ”It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicant from which new employees are selected.’’

Nature and requirements of specific jobs filled

Number of specific jobs to be

Recruitment: Relationship with Other Activities PURPOSE AND IMPORTANCE OF RECRUITMENT:Recruitment is a linking function, joining together those with jobs to fill and those seeking jobs. The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: 1. Increase the pool of job candidates at minimum cast. 2. Enhance the success rates of the selection process of by reducing the number of visibly under qualified or overqualified job applicants. 3. Selected will leave the organization only after a short period of time. 4. Begin identifying and preparing potential job applicants who will be appropriate candidates. 5. Increase organizational and individual effectiveness in the sort

NEED FOR RECRUITMENT:The need for recruitment may be due to the following reasons / situations ¬

1. Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. 3. In addition, new vacancies are possible due to job respecification.

EFFECTS Effect of recruitment should be positive or negative. ● POSITIVE EFFECT OF RECRUITMENT 1. 2. 3. 4.

Attract highly qualified and competent people Ensure that the selected candidates stay longer with the company Make sure that there is match between cost and benefit Help the firm create more culturally diverse workforce

● NEGATIVE RECRUITMENT PROCESS 1. Failure to generate qualified applicants 2. There is no match between cost and benefit

3. Extra cost on training and supervision 4. Increases the entry level pay scales

FACTORS GOVERNING RECRUITMENT:Given its key role and external visibility, recruitment is naturally subject to influence of several factors. These include external as well as internal forces.

SOURCES OF RECRUITMENT:The sources of recruitment may be broadly classified into two broad categories:1. Internal sources 2. External sources

1 .INTERNAL SOURCES:Persons who are already working in an organization constitute the ‘internal sources’. Internal sources include present employees, employee referrals, former employees and former applicants. Whenever any vacancy arises, someone from within the organization is recruited through internal methods.

I.

PROMOTION -

It involves movement of employee from a lower level position accompanied by changes in duties, responsibilities, status and value.

II.

TRANSFER

A transfer is a lateral movement within the same grade, from one job to another. Transfers are often important in providing employees with a broad-based view of the organization, necessary for future promotions.

III.

EMPLOYEE REFERRALS

It means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that “it takes one to know one”.

IV.

JOB POSTING

Job posting is another way of hiring people from within. In this, organization public job openings on bulletin boards, electronic media and similar outlets. It offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company without looking for greener pastures outside.

2. EXTERNAL SOURCES:External sources lie outside an organization. Sources external to an organization are professional or trade associations, advertisements, employment exchanges, college/institute placement services, walk-ins etc.

I.

CAMPUS RECRUITMENT It is a method of recruiting by visiting and participating in college campuses and their placement centres. Here the recruiters visit reputed educational institutions, colleges and universities with a view to pick up job aspirants having technical or professional skills.

II.

ADVERTISEMENTS These include advertisements in newspapers, trade, professional and technical journals, radio and television etc. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization, etc.

III.

EMPLOYMENT EXCHANGE Employment exchanges act as a link between the employers and the prospective employees. The major function of the exchange is to increase the pool of possible applicants and to do preliminary screening.

IV.

COMPETITORS

Rival firms can be a source of recruitment. This method involves identifying the right people in rival companies, offering them better terms and luring them away.

V.

CONTRACTORS Contractors are used to recruit casual workers. The names of the workers are not entered in the company records.

VI.

UNSOLICITED APPLICANTS / WALK-INS

Companies generally receive unsolicited applications from job seekers at various points of time, the number of such applications depends on economic conditions, the image of company and the job seeker’s perception of the types of jobs that might be available etc. such applications are generally kept in a data bank and whenever suitable vacancy arises, the company would intimate the candidate to apply through a formal channel.

PROCESS OF RECRUITMENT:A process of recruitment is the method that organization used to fill job vacancies and hire new talent in the organisation. However the vacancies should of course ideally be filled with qualified candidates and not simply anyone who bothers to apply. ● ● ● ● ● ● ● ● ●

Step 1: Identify Vacancy and Evaluate Need Step 2: Develop Position Description Step 3: Develop Recruitment Plan Step 4: Select Search Committee Step 5: Post Position and Implement Recruitment Plan Step 6: Review Applicants and Develop Short List Step 7: Conduct Interviews Step 8: Select Hire Step 9: Finalize Recruitment

Step 1: Identify Vacancy and Evaluate Need Recruitments provide opportunities to departments to align staff skill sets to initiatives and goals, and for departmental and individual growth. Proper planning and evaluation of the need will lead to hiring the right person for the role and team.

Step 2: Develop Position Description A position description is the core of a successful recruitment process. It is used to develop interview questions, interview evaluations and reference check questions. A well-written position description: ●

Provides a first impression of the campus to the candidate

●

Clearly articulates responsibilities and qualifications to attract the best suited candidates

●

Provides an opportunity to clearly articulate the value proposition for the role

●

Serves as documentation to help prevent, or defend against, discrimination complaints by providing written evidence that employment decisions were based on rational business needs

●

Improves retention as turnover is highest with newly hired employees. Employees tend to be dissatisfied when they are performing duties they were not originally hired to perform.

●

Optimizes search engine results by ensuring job postings rank high in candidate search results when searching on-line

●

Determines FLSA classification and is used to map to the appropriate Payroll Title

●

Identifies tasks, work flow and accountability, enabling the department to plan how it will operate and grow

●

Assists in establishing performance objectives

●

Is used for career planning and training by providing clear distinctions between levels of responsibilities and competencies required

●

Is used as a benchmark to assist in ensuring internal and external equity

Step 3: Develop Recruitment Plan Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate and helps to ensure an applicant pool which includes women and underrepresented groups including veterans and individuals with disabilities. In addition to the position’s placement goals the plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager in conjunction with the Departmental HR Coordinator.

Step 4: Select Search Committee To ensure applicants selected for interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias, a selection committee is formed. The hiring manager will identify members who will have direct and indirect interaction with the applicant in the course of their job. Each hiring manager should make an effort to appoint a search committee that represents a diverse cross section of the staff. A member of the committee will be appointed as the Affirmative Action and Compliance Liaison who will monitor the affirmative action aspects of the search committee. Under-represented groups and women are to have equal opportunity to serve on search committees and special efforts should be made to encourage participation. Departments that lack diversity in their own staff should consider appointing staff outside the department to search committees or develop other alternatives to broaden the perspective of the committee.

Step 5: Post Position and Implement Recruitment Plan Once the position description has been completed, the position can then be posted to the UCR career site via the ATS. Every effort should be made to ensure the accuracy of the job description and posting text. It may not be possible to change elements of a position once posted, because it may impact the applicant pool.

Step 6: Review Applicants and Develop Short List Once the position has been posted, candidates will apply via UCR’s job board. Candidates will complete an electronic application for each position (resume and cover letter are optional). Candidates will be considered “Applicants” or “Expressions of Interest”. Applicants are those who apply during the initial application period as described in Step 5. All applicants must be reviewed and considered. Candidates who apply after the initial application period will be considered “expressions of interest” and not viewable by the search committee. It is recommended that all search committee members review all Applicants to ensure more than one person assesses their qualifications and that individual opinion or biases are avoided. It is permissible to have at least two committee members review all Applicants for certain recruitments in which there are extensive applicant pools to best narrow down the pool. Alternatively, Human Resources may perform this function. Each committee member may

provide comments to each Applicant’s qualifications as they relate to the minimum requirements of the position. Step 7: Conduct Interview The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following these interviewing guidelines, you will ensure you have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities. Step 8: Select Hire Once the interviews have been completed, the committee will meet to discuss the interviewees. Committee members will need to assess the extent to which each one met their selection criteria. The search committee evaluation tool will be helpful in justifying decisions and making them as objective as possible.

SELECTION:Selection is the process of picking individuals out of job applicants with requisite qualifications and competence to fill jobs in the organization. It can be defined as:-“It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job” Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs; selection is concerned with picking the right candidates from a pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection on the other hand is negative in its application inasmuch as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. ... Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants

ROLE OF SELECTION:Selection is important in an organization for three main reasons:-

1) First, your own performance always depends in part on your subordinates. Employees with the right skills and attributes will do a better job for you and company. 2) Second, it is important because it’s costly to recruit and hire employees. The total cost of hiring a manager could easily be 10 times as high once you add search fees, interviewing time, reference checking and travel and moving expenses. 3) Third, it is important because of the legal implications of incompetent hiring.

SELECTION PROCEDURE:Selection is usually a series of steps. Each one must be successfully cleared before the applicant proceeds to the next. The sequencing of steps may vary from job to job and organization to organization. For example, some organization may give importance to testing, while others may emphasis interviews and reference checks.

Figure of selection procedure

The steps of selection process are:1- Reception The people it employee know a company. In order to attract people with to attract people with talents, skills and experience a company has to create a favorable impression on the application right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly way. Employment possibilities must be presented honestly and clearly. 2-Screening Interview A preliminary interview is generally planned by large organizations to cut the costs of selection by allowing only eligible candidates to go through the further stage in selection 3-Application Blank:Application Blanks or form is one of the most common methods used to collect information on various aspects of the applicant’s academic, social, demographic work related background and references. Contents of Application Blank: Following are the type of information required by the organization in the form of the application blanks:● Biographical data like name, address, place of birth &sex. ● Educational qualification & training. ● Work experience, duties, responsibilities, salary and reasons for leaving previous employment. ● Personal achievement in sports and other activities. ● Professional achievements and membership of professional bodies. ● Expectation of salary & perks. ● Individual goals & interest. ● References.

3. Selection Tests Selection tests that attempt to assess intelligence, abilities, personality trait and performance. Some of the commonly used selection tests are: I. II.

Intelligence Test :- These are mental ability tests. They measure the learning ability and also the ability to understand instructions and make judgments. Aptitude Test:- Aptitude tests measure an individual’s potential to learn certain skills-clerical, mechanical, mathematical etc. These tests indicate whether or not an individual has the ability to learn a given job quickly and efficiently.

III.

Personality Test:- Personality tests are used to measure basic aspects of an applicant’s personality such as motivation, emotional balance, self-confidence, interpersonal behaviour, introversion etc.

IV.

Achievement Test:- it assists in determining how well an individual can perform tasks related to the job.

4. Selection Interview:The next step in the selection process is selection interview .It is the oral examination of candidates for employment .Interview gives the recruiter an opportunity to size up the candidate personally. ● To ask questions those are not covered in tests. ● To make judgments on candidate’s enthusiasm and intelligence ● To assess subjective aspects of the candidates – facial expressions, appearance, nervousness and so forth ; ● To give facts to the candidates regarding the company, its policies, programmes etc. and promote goodwill toward the company. The employment Interview can be:One to one:- There are only two participants- the interviewer & the interviewee. Panel Interview:- Consists of two or more interviewers Sequential Interview:- It involves the series of the interview, usually utilizing the strength and knowledge base of each interviewer

Types of Interview:Structured Interview:- In this, there are fixed job related questions that are presented to each applicant.

Unstructured Interview:- In unstructured interview is largely unplanned and questions are made up during interview. Mixed Interview:- This the mixture of structured and unstructured questions. The structured questions provide a base of information that allows comparisons between candidates. But the unstructured questions make the interview more conventional. Stress Interview:- Interview can also be designed to create a difficult environment where the applicant’s confidence level and the ability to stand erect in difficult situation are put to test. These are referred to as the stress interview.

5 .Medical Examination:Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working candidates, clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities. Medical examination can give the following information; ● Whether the applicant is medically suitable for the specific job or not. ● Whether the applicant has health problem or psychological attitude likely interfere with work efficiency or future attendance. ● Whether the applicant’s physical measurements are in accordance with requirements or not.

6 .Reference checks:Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references. Candidates are required to give names of two or three references in their application forms. These references may be from the individuals who are familiar with the candidate’s academic achievement or from the applicant’s previous employer, who is will-versed with the performance of applicant. A good reference check when used sincerely, will fetch useful and reliable information to the organization.

7. Selection Decision:After obtaining information through the preceding steps, the line manager concerned has to make the final decision now-whether to select or reject a candidate. The line manager has to take adequate care in taking the final decision because of economic, behavioural and social implications of the selection decision.

8. Job offer: After taking the final decision, the organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule.

RECRUITMENT AND SELECTION PROCEDURE IN SISTEMA SHYAM TELESERVICES LTD.

The following procedure is adopted for Recruitment and Selection:-

1. Analysis of recruitment as per norms of SSTL. 2. Use of different method of recruitment. 3. Sorting of resume. 4. Issuing of call letter for interview. 5. Written test If number of candidates are more, then written test is conducted and in this test objective questions and one or two subjective question are asked. 6. Selection Interview –I Taken by GM, Sales / Workshop Manager & HR Manager 7. Interview-II Taken by Director / CEO in presence of Head Office team & MUL officers 8. Final Interview Managing Director does final Approval of selection. 9. Offer letter Letter duly signed by Managing Director is given for acceptance to candidate mentioning their period of probation. 10. Appointment letter Offered to confirmed candidates after successfully completion of probation period.

1. Analysis of Recruitment The first and the most things in the recruitment process is that the personnel department should know the nature of jobs into a set of objectives or targets that specify the number and type of applicants to be conducted. For this purpose we are doing the job analysis. This analysis involves job description, job specification and evaluation.

➢ Job description:A job description is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. It describes what the job is all about, throwing light on job content, environment and conditions of employment. A job description usually covers the following information: ● ● ● ● ● ● ● ●

Job title Location Job summery Job activities Working conditions Supervision given or received Social environment Hazards

➢ Job Specification:It summarises the human characteristics needed for satisfactory job completion. It tries to describe the key qualifications someone needs to perform the job successfully. For each job description, it is desirable to have a job specification. This helps the organization to find what kind of person is needed to take up specific jobs. ● ● ● ● ● ● ● ● ● ● ●

Education Experience Training Judgement Initiative Physical effort Physical skills Responsibilities Communication skills Emotional characteristics Medical

2. Sorting of Resume:After the finalization of the advertisement, sorting of resume takes place. Firstly scrutiny of resume that is already present in the data bank takes place. If there is no such resume considering the standard set out by the organization, then more resumes are invited for scrutiny.

3. Issuing of call letter for interview:The next step deals with finalizing the suited resume according to the need of organization. After this a call letter is issued and send to the particular applicant for the interview. The date of reporting, and venue for the interview etc. are clearly mentioned in the letter.

4. Written Test:After the interviews, the panel of judges who had interviewed the candidates makes the results. If numbers of candidates are more, then written test is held. This test includes objectives type questions. 5. Selection Interview:In SSTL, selection interviews are conducted in three stages. And different interview panel takes each interview. i) Interview:- General Manager/Workshop Manager and HR Manager take this interview. This interview is taken to determine the applicant’s personality and skills. ii) Personality Test :- This test is used to measure basic aspects of an applicant’s personality such as motivation, emotional balance, self-confidence interpersonal behaviour, introversion etc.

iii) Ability Test :- This test assists in determining how well an individual can perform tasks related to the job. iv) Interview II :- Candidates, who are selected in interview-I, are called by organization. Then interview-II is taken by Director/CEO in presence of Head office team. In this, test their personality, intelligence, ability, interest etc.

6. Final Interview:Those candidates are selected in interview-II; they are finally called for final interview. Managing Director of organization takes this interview and he takes final decision of selection.

7. Offer Letter:After finalizing and declaration of results, officially the letter duly signed by the Director, is given for acceptance to the successful candidate mentioning their period of probation. This gave the information about the selection of the candidate and when and where to join mentioning of the post on which selected.

8. Appointment Letter:After completion of probation period (mainly of six months) appointment letter with designation and other benefits released to confirmed staffs.

Methods of Recruitment:The most commonly used methods of recruiting people in SSTL are:1. Internal method 2. External method

1. Internal method:

I.

Transfer: - A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions etc., but not necessarily salary. Proper planned transfer assists in providing proper motivation, work environment, increase efficiency and reduce the avoidable expenses. In SSTL. transfer are carried out under the following circumstances: ● To satisfy the need of the organization. ● To utilize the employees services optimally, I.e. to correct erroneous placement and place him where he/she is best suited. ● To increase the versatility of the person. ● Maintenance of the system, i.e. to avoid stagnancy and boredom.

Transfer Types ● Promotional Transfer :- On getting promotion, a worker may be transferred to some other place to take up new/additional responsibilities in a new environment. ● Self-Request Transfer :- They shall be entertained only when the cases are found genuine and are duly recommended by the immediate senior and division/zonal head. No transfer benefits would be payable.

Transfer procedure at SSTL Transfer can be initiated by, either the immediate senior or it could be self-request by the person but they have to be sanctioned through the immediate senior. The transfers approved by Director and the divisional head. II.

Promotion:-

Promotion involves movement of employee from a lower level position to a higher-level position accompanied by changes in duties, responsibilities, status and value. Promotion accomplish the following objectives at SSTL ● To utilize worker’s skill, knowledge at the appropriate level in the organizational hierarchy resulting in organizational effectiveness and personal satisfaction. ● To develop competitive spirit and to cultivate the zeal in the co-workers to acquire the skill, knowledge etc, required for higher-level responsibilities. ● To boost morale and reward committed persons. The basis for promotion would be merit potential and seniority. Merit and potential would be gauged through the performance appraisal ratings and promotion potential ratings along with the recommendation of competent authority.

2. External Method:The commonly used external method in SSTL is:-

I.

Paper advertisement :- If there is a vacant post in the respective department, the advertisement for that post is given .This method is appropriate when – a. The organization intends to reach a large target group. b. The organization wants a fairly good number of people.

II.

III.

Employee Referrals: - This has become a popular way of recruiting people in the highly competitive industry nowadays . SSTL, the recommendation ……………………………Limited ) and current employee are accepted for recruiting employee. Review of old resume:- Some old applications are already kept in data bank and whenever suitable vacancy arises , the company would intimate the candidate to apply through a from channel.

RESEARCH METHODOLOGY

Descriptive and conclusive types of research is conducted. The emphasis laid on the analysis of the information and the type of data used in descriptive research. This kind of research is needed to provide a theoretical framework and background on which, total knowledge and operational practices can be used and judged. The major purpose of descriptive research is description of the state of affairs, as it exists at present.

RESEARCH DESIGN: The study is carried out on the basis of information and data collected from Training and development centre of SSTL. The following procedure is followed:● ● ● ● ●

The research includes interpretation of training and development process at SSTL. Understanding the HR policies of SSTL. Determining the training plan. Analysing the training process, Evaluation and conclusion.

DATA COLLECTION: Both primary and secondary data are collected for the purpose of completion of this project report.

DATA COLLECTION METHOD: The data is collected through both primary and secondary methods. PRIMARY METHOD: Information gathered by feedback forms filled by and interview and discussions with the employees of various departments and my project guide/mentor. SECONDARY METHODS: Secondary data is being collected through following methods; ● SSTL.’ training planner and induction guide. ● Information from Dealer Management System (DMS) software used by SSTL.

● Company’s annual report and other publication. ● Other recruitment documents are available at the recruitment Centre. ● Company Website

LIMITATIONS OF STUDY

I.

The study might not be all perfect because of certain limitations.

II.

The problem of time scarcity was an important want for within a short span of time,

III.

the project had to be completed, and hence much information could not be gathered

IV.

nor evaluated.

V.

Another important limitation is that Analysis is very much dependent on the company’s internal bulletin.

DATA ANALYSIS

Data is analysis on the basis of available information.

TABULATION AND INTERPRETATION OF DATA

1. The key factors that motivated you to apply in “SSTL”.

Basis for selecting Pratibha Good will Culture Salary package Total

No of employees 70 25 5 100

Percentage 70% 25% 5% 100%

Finding:i) Most of the employee (70%) are motivated to apply in “SSTL” goodwill of organization ii) Some of the employee (25%) are motivated to apply in “SSTL” work culture of organization. iii) Few employee (5%) are motivated to apply in “SSTL” there salary package.

2. Potential candidates from the external job Market are reached through channels as: Recruitment channel

No of employee

Percentage

Paper advertisement

40

40%

Campus recruitment

00

00%

Unsolicited applicants

15

15%

Employee referral

45

45%

Total

100

100%

Finding:I. II. III. IV.

Most candidates (45%) from the external job market are reached through employee referral. Some candidates (40%) from the external job market are reached through paper advertisement. Few candidates (15%) from the external job market are reached through unsolicited applicant. No candidates (0%) from the external job market are reached through campus recruitment.

3. Mode of receiving application is:

Application received Direct By post Employee reference E-mail

No of employee 65 00 25 10

Finding:Mode of receiving application is 65% direct.

%of employee 65% 00% 25% 10%

Mode of receiving application is 0% by post. Mode of receiving application is 10% e- mail. Mode of receiving application is 25% employee reference.

4. Have you ever been internally recruited?

Method of internal recruitment Not Internal recruitment

No of people

% of people

43

43%

Promation

7

7%

Transfer

29

29%

Internal recruitment

21

21%

Totel

100

100%

Finding:I. II.

Most of the employee (43%) does not want internally recruited. Few of the employee (7%) want internally recruited. (Promoted )

III. IV.

Some of the employee ( 21%) want internally recruited.( Transferred ) Most of the employee ( 29%) want internally recruited.

5. Source of recruitment in “SSTL” are:

Source of recruitment Direct Indirect Totel

No of people 90 10 100

%of people 90% 10% 100%

Finding:I. II.

The source of recruitment in “SSTL” 90% direct. The source of recruitment in “SSTL” 10% indirect.

6. What type of interview did you face?

type of interview

No of people

% of people

Mixed

55

55%

Structured

35

35%

unstructured

10

10%

Finding:I. II. III.

Most of the employee (55%) face the mixed interview. Some of the employee (35%) face the structured interview. Few of the employee (10%) face the unstructured interview.

9. Did you an open door communication process face the interview?

Communication process

No of people

% of people

Open door Not open door Totel

85 15 100

85% 15% 100%

Finding:I. II.

85% employees face the interview an open door communication process. 15% employee did not face the interview an open door communication process.

10. What type of test “SSTL” adopt for the selection of employees?

Type of test Personality achievement Both

No of people 40 20 20

Percentage 40% 20% 20%

Other test Total

20 100

20% 100%

Finding:I. II. III. IV.

40% personality test “SSTL” adopt for the selection of employee. 20% achievement test”SSTL” adopt for the selection of employee. 20% both “SSTL’’ adopt for the selection of employee 20% any other test “SSTL” adopt for the selection of employee.

11. Does the selection process involve a medical fitness test?

Test requirement Yes No Total

No of people 100 0 100

percentage 100% 0% 100%

Finding:-I. II.

The selection process involve a medical fitness test 100% yes. The selection process involve medical fitness test 0% no.

12. In your opinion, senior posts of “SSTL” should be filled by:

Criteria interview Interview + written test Total

No of people 85 15 100

percentage 85% 15% 100%

Finding:I. II.

Most of the employee said that, the senior post of “SSTL” should be filled by 15% Written test + Interview Most of the employee said that, the senior post of “SSTL” should be filled by 85% Direct Interview.

13. The promotion policy of “SSTL” is based on:

Promotion policy Seniority Merit both

No of people 50 30 20

% of people 50% 30% 20%

Finding:I. II. III.

The promotion policy of “SSTL” is based on 50% seniority. The promotion policy of “SSTL” is based on30% merit. The promotion policy of “SSTL” is based on 20% both.

14. The job security whicH “SSTL” gives you is: Job security High Avg Low Total

No of people 75 25 0 100

%of people 75% 25% 0% 100%

Finding:The job security which “SSTL” gives employee is I. II. III.

75% High 0% low 25% average

15. Is training imparted to the fresh employees?

Training imparted Yes No total

No of people 95 5 100

% of people 95% 5% 100%

Finding:i. ii.

Training is imparted to the fresh employee 95% yes. Training is imparted to the fresh employee 5% no.

16. Does Recruitment & Selection procedure of “SSTL” gives any preference or reservation to special such as:

Preference given Yes No

No. of employees 0 100

Percentage 0% 100%

Finding:Recruitment & Selection procedure of “SSTL” does not give any preference or reservation to special such as schedule castes, physically handicapped, ex- service man, none. i. ii.

0% yes 100% no

17. Are you satisfied with the Recruitment & Selection procedure?

Satisfaction Yes No Total

No of people 90 10 100

Percentage 90% 10% 100%

Finding:i. ii.

Most of the employees (90%) are satisfied with the Recruitment & Selection procedure. Most of the employees (10%) are not satisfied with the Recruitment &Selection procedure.

FINDING AND ANALYSIS

1. No, proper feedback given by the Recruiter to the department. 2. Organization has not bear losses if the nominated employee does not attend the internal recruitment. 3. The organization has criteria for giving induction in-house recruitment only for the new employee. 4. Proper time management during conduction of the recruitment 5. During recruitment some recruiter have faced problem like communication problem. 6. Mostly employees are interested for the internal recruitment. 7. Mostly employees need to take extra effort beyond the recruitment programme. 8. Before the development of recruitment path there was proper rule for attending step by step internal recruitment. 9. Employees are not much aware of skill enhancement.

PROGRAM FEEDBACK

Feedback is essential part of any RECRUITMENT AND SELECTION program to understand how well the ideas have been communicated. It helps in making further improvement in the RECRUITMENT AND SELECTION program and making it more effective. It is done at the end of every recruitment program to check its effectiveness.

SUGGESTIONS

Though the Recruitment and selection procedure at SSTL, is satisfying but still following suggestions can be made use of, to make it better:● Since the organization is aiming as establishing as a profitable venture in the global market and the ,market of telecom networks, the Recruitment and Selection programme should be such that candidates are screened in broader spectrum. ● Selection process should be a written test in all conditions whether there are more candidates or not. Written test should be objective and should cover concerned subject knowledge. ● Personnel, technically sound with his/her subject along with in depth knowledge should be preferred. ● Promotion policy should be based on suitability i.e. people actually deserving promotions and not by source.

CONCLUSION

Now MTS India telecommunication network business has been acquired by Reliance Communications Ltd (Rcom) by way of scheme of arrangement under section 391 to394of the companies act, 1956. Consequently MTS network is now RCOM network and hence SSTL is now a part of RCOM . Recruitment and selection is considered to be an aspect of any sound organization because “A good human resource forms an asset for an organization. In MTS SSTL. Recruitment and selection procedure is satisfying. Following are factors, which show that Recruitment and selection procedure is effective: Generally they are using direct/ internal method for recruiting like- promotion, transfer, personal reference etc.

● The promotion policy of MTS SSTL. is motivating. ● It builds morale. ● Transfer is important in providing employee with a broad based view of the organization. ● In MTS SSTL, training is imparted to all new/ fresh employees to understand the work and work environment. ● They held the interview in three stages. By which they are able to test all the information and knowledge to select a suitable candidate. ● They are not giving any preference or reservation to special group.

BIBILIOGRAPHY Books:● Human Resource Management V.S.P. RAO ● Human Resource And Personnel Management K. ASWATHAPPA ● Personnel/ Human Resource Management De CENZO & ROBBINS ● Company annual report and other publication. ● Other training documents available at Organization.

● Human resource management by L. M. Prasad.

Websites : ● ● ● ● ●

www.sistema.com https://www.mtsindia.in/corporate/about-sstl.html www.livemint.com https://en.wikipedia.org/wiki/MTS_India www.google.com

ANNEXURE

QUESTIONNAIRE (This questionnaire consists of some questions related to project undertaken by the student of MBA as a part of their curriculum .you are requested to go through the questionnaire and put tick mark ( ) on the option given against each question, which represent your opinion the best. The feedback taken from you will be used only for academic purpose and shall be kept strictly confidential.) NAME:-……………………………………….. DEPARTMENT:-……………………………… DATE:-………………………………………….

1. The key factors that motivated you to apply in “SSTL” (tick any one) Salary package Work culture Goodwill of the organization

2 .What had you heard about the organization while applying for the job?(In 1520words) …………………………………………………………………………………………. ………………………………………………………………………………………...

3. Potential candidates from the external Job Market are reached through channels as: Recruitment advertising Campus recruitment Unsolicited Applicants Employee referrals

4. Mode of receiving application is: Direct By post Employee Reference E-mail

5. Rules of recruitment in “SSTL” are: Rigid Flexible 6. Since how many years have you been working for “SSTL ” :

7. Have you ever been internally recruited? Yes (if yes, then tick any one) Promoted Transferred No

8. Dose internal recruitment acts as a motivating factor for you? Yes No 9. Sources of recruitment in “SSTL ” are : Direct Indirect

10. What type of interview did you face? Structured Unstructured Mixed

11. Did you an open door communication process face the interview? Yes No

11. What type of test “SSTL” should adopt for the selection of employees? Personality test Achievement test Both Any other (then specify) …………………….

13. Does the selection process involve a medical fitness test? Yes No 14. In your opinion, senior posts of “SSTL ” should be filled by: Written test + Interview Direct Interview 15. The promotion policy of “SSTL” is based on: Merit Seniority Both 16. The job security which “SSTL” gives you is: High Low Average 17. Is training imparted to the fresh employees? Yes No 18. Does recruitment & Selection procedure of “SSTL” gives any preference or reservation to special groups such as: Schedule castes Physically handicapped Ex-service man None

19. Are you satisfied with the Recruitment & Selection procedure? Yes No 20. Do you have any suggestions regarding Recruitment & Selection Program of “Sistema Shyam Teleservices”? No Yes……………………………………………………………………………… .………………………………………………………………………………... ………………………………………………………………………………… …...…………………………………………………………………………… ……...