Bharti AIRTEL Case Study

Bharti AIRTEL cause StudyBharti Airtel is a public limited federation roughhewnly known as AIRTEL .it is a Indian telecom participation which is currently operating its business crossways south Asia, Africa and channel islands, it is overly into the GSM providing business in entirely the countries including 2G3G services. Due to its operations in 19 countries, Airtel is now the 5th largest telecom operator in the world with over207.8 trillion subscribers at the end of 2010. It is the largest cellular service provider in India with over153 trillion subscribers, behind china mobile and china Unicom Airtel is the third largest operator by subscriber base.TYPE publicINDUSTRY telecommunicationFOUNDED 7 JULY 1995 join Sunil Bharti mittalHEADQUATER New DelhiAREA SERVED South Asia, Africa, Channel IslandSERVICES Mobile netWirelessLandlineBroadbandSatellite televisionREVENUE 9.290 billionOPERATING INCOME 2.313 billionPROFITS 2.079 billionTOATAL ASSESTS 15.527 billionTOTAL right 9.491 billionEMPLOYEES 24,501PARENT Bharti Enterprise (63.45%)SingTel (32.15%)Vodafone (4.4%)WEBSITE airtel .comBOARD OF DIRECTORSSunil Bharti MittalManoj Kohli JointAkhil GuptaChua Sock Koong burn Yong ChooNikesh AroraPulak Chandan PrasadLord Evan Mervyn DaviesH.E. Dr Salim Ahmad SalimTsun-yan HsiehRajan Bharti MittalRakesh Bharti MittalCraig EhrlichAjay LalBashir Abdulla CurrimjeeMauro SentinelliN.KumarH.R POLICIES OF ORGANIZATIONStrategic human behavement basals formulating and carrying into action human pick policies and practices of the organization that produce the employee competencies and behaviours the community postulate to get its strategical aims. The strategic jut out implies certain role shove requirement, in monetary value of employee skills, attributes, and behaviours that HR mustiness deliver to enable the business to achieve its strategic goals.SERVICE RULEIn Airtel you ar an at leave behind employee, this mean you are works at your own entrust without any might or pressure, before you join the family you must sign terms and condition agreement that will state embodied governance of the company that must be followed by all employees, in violation of the agreement, it tail end lead to termination of the employment.Employees must report to their superior and maintain corrective work.All employees will be paid monthly by curb procedure.In case of leave employees must draft a detail practise mentioning the reason for leave.Lunch break of 1 hr will be providedCamera monitoring will be done to taking into custody the fair work of the employee.PROMOTION POLICY RULEA polity under which employee gets promotion in the organization which is a reward for fantabulous exertion. prevalently to be eligible for promotion a employee must go with successfully completed 6 months of employment in Airtel .Internal application process is being carried out and previous records are harmoniseed and functioning is analysed.Fur ther written attempt and interviews are done for promotion process. pursue STRUCTUREThe internal dealinghip between different jobs and wages helps the blind drunk to decide its wage structure.60% of Employees in Airtel are on variable quantity acquit structure which means they are paid according to their work done.At AIRTEL strong redeem for act culture maintains the internal equity.AIRTEL purport into consideration factors such(prenominal) as surgical operation and maintaining internal equity to determine people at same direct (in the organization hierarchy) and same performance are paid at the same level.EMPLOYESS MOTIVATION AND WELFARE SCHEMES motivating is an effective tool for inspiring the workforce and creating confidence among the employees.The work force will be satisfied if management provides them with opportunities to fulfil their physiological and mental needs. The workers will cooperate voluntarily with management and will contribute upper limit to organiz ational goal.The rates of labour turnover and absenteeism among workers will be low.thither will be good human relations in the formation as friction among the workers themselves and between the workers and management will decrease.AIRTEL always promotes motivation by rewarding the talent through a TOTAL REWARDS APPROACH, performance bonuses, guaranteed cash and also stock option.Tremendous growth in move opportunities farms life at AIRTEL exciting and encouraging towards performance.Motivation tools like on job grooming, involvement in divulge projects, monitoring platforms and exposure crosswise various businesses, AIRTEL offers all its employees, guaranteed job satisfaction resulting in a match Employee Proposition.Family friendly work options Flexible prison term system, telecommuting , part epoch options.Maternity/ post natal benefits 12 weeks maternity leave, leave extendible up to 6 months, flexi work location, flexi /part cadence options.Revised sabbatical leave p olicy Allows for time off for enhancing education up to 1 category psycheal exigencies limited to half yearly.Travel policy revise Includes two additional safety norms for women employees.Employee referral policy Enhanced monetary benefits for referring women employees across all levels.Mentoring program Initiated for high potential middle management women employees mentoring by senior women supervisor.HEALTH SAFETY RULESAll employees have to submit a medical certificate mentioning the physical and psychological fitness.Regular medical check up promotion is done by the AIRTEL group.Suppliers dealing with Bharti Airtel shall comply and stick to to all laws, regulations and guidelines on environment, wellness and safety.Suppliers will ensure that all saucy service offerings as well as current product designs are in compliance with the relevant environmental regulation and guidelines, at the time of implementation at Bharti Airtel.TRAINNING AND DEVELOPMENTVast pool of human res ource time to time upgraded in terms of leadership and technical skills through various outsourced and in syndicate training development activities such as process and project management skills and technical skills.By providing world bod resources and combined efforts by AIRTEL many employees are being trained and authentic to become future leaders .The companys HR is continuously working on launching various initiatives like on job training, apprenticeship training, programmed attainment, simulated development, calculator base training.AIRTEL also believes in internet based training which includesTeletrainingVideoconferencing exploitation initiative by the company is directed by job gyration in which a management trainee moves department to department for overall skill in organisation.Case study method is also adopted by AIRTEL.Outside seminars are arranged for both employees and employer.(b) Identify any 3 Jobs (one each at Entry Level, Middle Level and Senior Level) in sp ite of appearance that chosen company.Entry level- gross revenue executive (broadband)Middle level- sphere of influence theatre director (sales)Senior level- General Manager ( new-fangled business development) blood line DESCRIPTION JOB SPECIFICATIONJob description- A list of a jobs duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities.Job specifications- A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on.Job descriptionSales executive- main aim is to swop broadband connections to the multinational potful.Cultivate new broadband customers.Briefing the new product regarding broadband to customerField survey to gather new demand preference in the marketJob specification set about 1 to 2 years kettle of fish Ncr/ DelhiCompensation Rupees 65000 1,22,000Education UG GRADUATE, whatsoever SPECIALIZATION, PGDM in any areaIndustry Type Retail social function Sales Exec./Officer func tional Area Sales,Job descriptionArea manager- Achieve targeted net adds for all products (voice prepaid/post-paid, data, VAS etc), ensuring choice, across all available sales channels (Distribution, Retail) / CS in the area surenessAchieve channel infrastructure enhancement targets.Achieve revenue sales target across all products and channels of organisationManage changes in , organization, trends, people to ensure quality satisfaction with continuity and smooth operationsCoaching, monitoring, mentoring and retention of team memberJob specificationExperience 9 12 YearsLocation Ncr / delhiEducation UG Graduate Any differentiation PG Course good communication skillsIndustry Type Telecom/ISP berth Area ManagerFunctional Area Sales,Job descriptionGeneral manager- To formulate new business development strategies identifying new business opportunities.To manage the IT sector within the organization.Mange the corporate affairs with other multinational corporationBuilding strong connections with business partners.Strategy and Implementation of All bloodline SLAs Managing client SLAs for operationsTransition management account growthCross-functional quislingism to enhance performance better strategies.Workflow Management, Hiring support capacity be afterSetting-up and managing operational practicesIdentify opportunity areas and implement the process for more improved strategiesJob specificationExperience 14 20 YearsLocation NCR/ delhiEducation UG Graduate Any Specialization PGDM/MBA Any specialization , gauzy communication skillsIndustry Type telecomRole Head//GM-OperationsFunctional Area IT, research development.DETAILED RECRUITMENT AND STAFFING PROCEDUREAIRTEL HIRING PROCESSAPPLICATIONSIn AIRTEL existing opening are monitored and accordingly position procedure are being carried out matching candidates profile and area of interest.SCREENING twin(a) of the profile is done by the company with respect to its requirements and needs.ASSESMENTAn aptit ude test is required for the job of front line sales.For considering the middle and senior level job occupational personality questionnaire done.INTERVIEWAirtel takes 1-3 rounds of interview process.VERIFICATIONIn case of utmost selection credentials are being corroborate by the company before joining of the candidate. After this process final appointment letter is being offered with companys terms condition memo, that every employee must sign.COMPENSATION PATTERN INCENTIVES AND BENEFITSAIRTEL FOLLOWSperformance and pay policyIncentive pay scheme- managers often use two terms synonymously incentive plan for the employees, that is applicable to sales over the target achieved.As discussed earlier 60% of the AIRTEL employees are on variable pay that ties to pay to productivity or bring inability in one time lump sum.Merit pay as in incentive is generally done by the company for excellent performance by employee in last term of his/her employmentAIRTEL also provides NON- MONETARY in centives which includesEmployee recognitionGift certificatesSpecial eventsMerchandise incentives complete training programsCommission planBENEFITSBenefits are indirect fiscal and non financial payments employees receive for continuing their employment. They include things like health and life insurance, pensions, time off with pay, and child care assistance.DISCRETIONARY BENEFITS PROVIDED BY AIRTEL EMPLOYERLife and health insurance for family and dependentsHousing, subsidiary on housing loans subsidiary ,conveyance allowance, telephone and sport allowance, recreational benefits like health clubs and hobby classes, soft loans for asset building. diverse types of leaves like study leave, extraordinary leave.Executive perquisites like chauffeur operate car, petrol allowance, and family holidays.Pay for time not worked benefits for time not worked such as unemployment insurance, vacation, and holiday pay, and sick pay.EFFECTIVE breeding AND METHODOLOGIESAIRTEL EFFECTIVE TRAINING ME THODSFor effective training five steps are followedThe first, or needs analysis step, identifies the specific job performance skills needed, assesses the prospective trainees skilled and develops specific, measured knowledge and performance objective based on any deficiencies.In the second step tuitional design, you decide on, compile, and produce the training program content, including workbooks, exercise and activities.There may be a third ecesis step, in which the bugs are worked out of the training program by presenting it to a small representative audience.The fourth step is to implement the program, by tangible training the targeted employee group.Fifth is the evaluation step, I which management assesses the programs successes or failures.METHODOLOGIES espouse BY AIRTELOn job training means having a person learn a job actually doing it. Every employee from mailroom clerk to chief operating officer gets on job training when he or she joins the company.In globe learning a fter a survey done by AIRTEL it was discovered that 80% of the employees learn on the job they learn not through formal training program but through informal means, including performing their jobs on a daily basis in collaboration with their colleagues.Job instruction training program takes place every month in AIRTEL in which logical sequence of steps are best taught step by step.On quarterly basis programmed learning is followed by AIRTEL in which ego learning methods that consist ofPresenting questions, facts, or problems to learnerAllowing the person to respondProviding feedback on the accuracy of answers.OTHER MODEL METHODOLOGIESComputer base training earnings based trainingOrganizing virtual classroomResearch methodCase study methodsUniversity-related programsRole playingBehaviour modellingIn house development centreSUITABLE PERFORMANCE MANAGEMENT SYSTEMPerformance management- a process that consolidates goal setting, performance appraisal, and development into a single, com mon system, the aim of which is to ensure that the employees performance is supporting the companys strategic aim.In AIRTEL performance management system is by the process of planning, monitoring, developing, rating, and rewarding.AIRTEL also focuses on its key result areas (KRA) for better management.AIRTEL performance appraisal includeInformal canvassFormal reviewIDPAppraisal review andAppeal.CONCLUSION AND RECOMMENDATIONSBharti AIRTEL is doing exceptionally well in recent times it is expected with same quality services in the present scenario it will overtake china Unicom in few years making it the world leader in telecommunication. entryway in African and Channel Island indicates it desire for expansion and to become globally known company, with the same pace it might also enter in other continent to increase its global market share.Good relations with business support partners like Ericsson, Siemens networks and IBM makes its outsourcing quit wellCompanys profit and assets a re increasing good rate, it is expected in year 2020 it will cross 3.09 billion turnovers.AIRTEL strong HR policies help in maintaining its corporate governance structure.AIRTEL can enter into the mobile market in India as demand is at its peak.Better customer schemes support services would make AIRTEL to capture the competitor market.