EXECUTIVE SUMMARY

India is growing one of the economies and growing at average growth rate about 8-8.5% different
sectors of the economy have been a lot in this growth. Particular service sectors and
manufacturing sectors the growth rate registered service sectors between 2007-09 was about 35-
45%.

BSNL establish in year 2000 BSNL is world’s 7th largest telecommunication company.
Comprehensive range of telecomm service in india.this project attempt to understand the
Recruitment and Selection procedure/practices of BSNL organizational efficiency depends upon
the kind of people working for the organization.recuitment means, according to
FLIPPO,”Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization”.

Selection means it is a process choosing the most suitable person out of all the applicants in this
process, relevant information about applicants is collected through a series of steps so as to
evaluate their suitability for the job to be filled.

In short,be can say that right people at right place and right time for right work is required.

This project is an attempt to understand recruitment and selection process of BSNL for the
purpose of data collection; organizational, manual records were used.

Personal interview of all concern responsible for recruitment and selection was conducted.
Primary data was used as well for the purpose of data collection and analysis of collected.

On the basis of collected data conclusion was done at certain points have been recommended
which is present in the conclusion and recommendation part is respectively.

As a part of the curriculum of our BBA Kind semester, I undergo our final project in BSNL.Our
topic is concerned with the policy of recruitment in an organistion.This
project project work provides me an opportunity to understand the company’s recruitment policy
and its necessary requirements etc. I analyze various detriments affecting recruitment process
adopted by the company discover sources of manpower to meet the requirement of the staffing
schedule and to employ them attracting that manpower in adequate numbers facilities effective
selection for right kind of jobs. Therefore .we have chosen this topic to evaluate whether
recruitment is actually necessary for the organization and if so then to what extent.
 OBJECTIVES OF STUDY

The main objective of our study is to insure the quality of company’s selection and recruitment

process. Along with we consider the following point as a object during our studies:

1: To identify company’s sources of recruitment.

2: To take feedback from employees on existing system

 RESEARCH METHODOLOGY:

To conduct any research a scientific method must must be followed the universe of study is very
large in which is difficult to collect information from all the employess.so the sampling method
has been followed study ,the analysis is based on primary as well as secondary data.

1:-PRIMARY SOURCES:

Primary data was collected using an appropriate questionnaire and observing it

2:-SECONDARY SOURSES:

The secondary data was collected from companies training policy documents, official records.

3:-QUESTIONNAIRE:

It is the set of question which is to be filled up by the respondents for their answers. We have also
prepared during our study for the purpose of collection of primary data. Questionnaire designed
were of multiple choice and of ended of nature.

4:-METHOD OF ANALYSIS:

The tool of analysis adopted by us is the “column charts”and”pie charts” which we have prepared
on the basis of my questionnaire. Methodology can be defined as a systemic way of approaching a
problem to identify the truth and for this certain step should be taken in a systematic order and
these steps are called methods.
“Research methodology is a process of planning, acquiring, analyzing and disseminating relevant
data and information”.

The use of right methodology is necessary because if the right methods are not adopted and
thoughts are not arrange in a logical order the exact truth might not be expressed. Thus the
methodology means correct arrangement of thoughts and knowledge.

WHY RESEARCH IS REQUIRED

Conceptually, the purpose of research is to discover the answers for the questions through
application of scientific procedures. The main aim of the research is to find out the truth which is
hidden and which has not been discovered yet.

Through each research study has its own specific purpose, but generally researchers are done:

To gain familiarities with a phenomenon or to achieve new insights into it.

To determine the frequency with which something occurs or with which associated with
something else.

To test the hypothesis of casual relationship between variables.

To take appropriate decisions.

Research is a careful and systematic effort of gaining new knowledge. Research is an original
contribute on to the existing stock of knowledge making for its advancement; it is pursuit of true
with the help of study, observation, comparison and experiment.

In short the search of knowledge through objectives and systematic method of finding solution to
problem is research.

RESEARCH DESIGN:

The research design is the plan, structure and strategy of investigation conceived so as to obtain
answer to research questions and to control variance.
 The definition of three important terms – plan, structure and strategy.

The plan is an outline of the research scheme on which the researcher is to work. The structure of
the research is a more specific outline or the scheme and the strategy shows how the Research
will be carried out, specifying the methods to be used in collection and analysis of data.

Research design is the specification of methods and the procedure fro acquiring the information
needed. It is the operational pattern or framework of the projects that stipulate what information is
to be collected from which sources by the procedures. The importance of research design lies in
the fact that it makes a statement of what is to be done in order to achieve the research objectives
and how it is to be done. It is an expression of what of the research exercise in terms of results and
the analytical input needed to convert data into research findings.

A design may be quite suitable in one case but could not fit in some other research problem. One
design cannot serve the purpose of all types of research problems. Also most of the research
problems are complex in nature and cannot be solved by a specific research design. Hence a
combination of research design is used to reach a solution.

The research design when chosen correctly prevents deviation in the study. The present study is
the cross sectional descriptive type with fields study and partly casual in nature as it seeks to find
out consumer behavior with respect to mobile and correlate them with income, age, education,
professions etc. and formulate marketing strategies based on the study.

SAMPLING AND SAMPLE DESIGN:

It is not possible to examine every item in the population hence interferences is drawn about a
large numbers of items possessing a particular attribute based on based analysis of fraction of
such items. It is called a sample. For developing a sampler design following points need to be
discussed with regard to the present study –
POPULATION:

In statistical usage the terms population is applied to any finite collection of individuals. It has
displaced the orders terms universe. It is aggregate of all elements possessing certain specified
characteristics which need to studied and defined prior to sample. Population can be finite if units
can be counted or infinite. Since the present study is done in Bareilly, The population is finite.
Population can be defined in terms of elements, sampling units, extent and time.

In this study, the specifications will be as follows:

1.Element : People

2.Sampling Units : BSNL office

ELEMENT:

An Element is the unit about which information is collected. It provides the basis for analysis. It
identifiable physically. In the present study the element is dealer having a good knowledge about
the service. (Regarding Brand)

SAMPLING UNIT:

The sampling unit is the basic unit containing the element of the target population. The sampling
may be different from the element. It can be either geographical unit (state, district etc.) or social
unit (Household, family, club etc.) or a construction unit (enclave, house, flat etc.) or it may be an
individual. In the present stuffy, a sample of distributor is selected in the three stages. First of all a
sample of cities is selected, than a sample of colonies is selected from each selected colony after
the entire distributor in it.

SAMPLE FRAME:

A sample frame could be a telephone directory, a list of block and localities of a city, a map or
any other list consisting of all the sampling units, each stage of sampling process requires its own
sampling frame. Since the present study undergoes two stages sampling process, we would need
two sampling frames. First a list of localities, Second a list of distributors within the selected
localities.
SAMPLING DESIGN: Representation of entire universe is only possible through the sampling
technique. Considerable care has been taken in selecting the sample so that is Convenient in terms
of size and enough to represent the entire universe

SUMMARY OF RESEARCH DESIGN Data source: Primary

and secondary Research approach: Survey method Research instrument: Questionnaire

Sampling plan: Sample unit (office) Sample size: 50 employee Sample area: Bareilly city

Contact method: Personal contact

 ffd8ffe000104a4649460001020100730
0730000ffe20c584943435f50524f46494
COMPANY PROFILE c4500010100000c484c696e6f02100000
6d6e74725247422058595a2007ce00020
VISION 009000600310000616373704d53465400
000000494543207352474200000000000
To become the largest telecom 00000000000000000f6d6000100000000 Service Provider in
Asia d32d48502020000000000000000000000
000000000000000000000000000000000
000000000000000000000000000000000
MISSION 000000011637072740000015000000033
*To provide world class State-of- 64657363000001840000006c777470740 art technology
00001f000000014626b70740000020400
telecom services to its customers 0000147258595a0000021800000014675 on demand at
competitive prices. *To Provide 8595a0000022c000000146258595a0000 world class telecom
024000000014646d6e640000025400000
infrastructure in its area of 070646d6464000002c400000088767565 operation and to
640000034c0000008676696577000003d
contribute to the growth of the country's economy
4000000246c756d69000003f800000014
6d6561730000040c00000024746563680
00004300000000c725452430000043c00
Financial Position 00080c675452430000043c0000080c625
Bharat Sanchar Nigam Limited, 452430000043c0000080c746578740000 the largest Public
0000436f7079726967687420286329203
Sector Undertaking of the Nation, 1393938204865776c6574742d5061636b is certainly on a
financial ground that's sound. 61726420436f6d70616e7900006465736
300000000000000127352474220494543
36313936362d322e31000000000000000
000000012735247422049454336313936
The Company has a net worth of Rs. 88,128 crores
362d322e3100000000000000000000000
(US$ 22.02 billion), authorized 0000000000000000000000000000000 equity capital of Rs.
10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs. 5,000 crores (US $ 1.25
billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in 2007-08.HeadquartersDelhi Area,
India
Industry
Telecommunications
Top Locations Type
Public Company
Status
Operating
Company Size
10,001 or more employees
Founded
200
Chandīgarh Area, India (35) Delhi Area, India (75) Bangalore Area, India (34) Bharat Sanchar
Nigam Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company
providing comprehensive range of telecom services in India: Wire line, CDMA mobile, GSM
Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services etc.
Presently it is one of the largest & leading public sector unit in India.
BSNL has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 46 million line basic telephone capacity, 8
million WLL capacity, 52 Million GSM Capacity, more than 38302 fixed exchanges, 46565 BTS,
3895 Node B ( 3G BTS), 287 Satellite Stations, 614755 Rkm of OFC Cable, 50430 Rkm of
Microwave Network connecting 602 Districts, 7330 cities/towns and 5.6 Lakhs villages.

BSNL is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide ICT sector. In 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
North-eastern region of the country. BSNL serves its customers with its wide bouquet of telecom
services.

BSNL is numereuno 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 55,140,282 2G cellular customers and 88,493 3G customers as on
30.11.2009. In basic services, BSNL is miles ahead of its rivals, with
35.1 million Basic Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent
share in revenue terms.

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

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. Particulars
of organization Incorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15th
September, 2000 and became entitled to commence business with effect from 19th September,
2000. Date of incorporation: The Company (BSNL) took over the business of providing telecom
services and network management throughout the country except the metro cities of Delhi and
Mumbai of the erstwhile service providing departments of the Govt. Of India service providing
departments of the Govt. of India i.e., the Departments of Telecom Services and Telecom
Operations i.e. 1.10.2000 pursuant to a Moue signed between the BSNL and the Govt. Of India

y Government Company under Section 617 of the Companies Act, 1956

Administrative Ministry Govt. of India, ministry of communication and Information technology,

department of telecommunications .
tment The entire share capital of the Company is held by the Government of India.

Shareholding pattern Government of India is holding 100% of the share capital of the
Company Listing with Stock Exchanges Not applicable, as the BSNL is an unlisted company.
Share Capital Authorized Capital – Rs.17,500 crores, divided into1,000,00,00,000[One
Thousand Crores] Equity Shares of Rs.10/-each; and 750,00,00,000 [Seven Hundred and Fifty
Crores] Preference Shares of Rs. 100 each Paid Up Share Capital -Rs.5,000/-crores of Equity
Shares and Rs.7,500/- crores of Preference Share Capital.

Objectives of the Company As set out in the objects clause of the

Company’ Memorandum of Association

PROFILE OF THE COMPANY’S BUSINESS

A. GLIMPSES OF MAIN SERVICES OFFERED

1. BASIC AND LIMITED MOBILE TELEPHONE SERVICES

BSNL is the leading service provider in the country in the Basic Telephone Services. As of now
more than 35 million Direct Exchange Lines & more than 2.2.Million telephones in the Limited
Mobile telephone Services are existing. BSNL has provides a number of attractive tariff packages
& Plans which shall further strengthen its subscriber base.
2. CELLULAR MOBILE TELEPHONE SERVICES
BSNL’s GSM Technology based Cellular Network reached a long way, covering 20,836
cities/towns with a subscriber base of over 4.67 Crores as on 31st March 2009 out of which
4.31 crores cellular telephone are in pre-paid segment
3. INTERNET SERVICES
BSNL offers Dialup Internet services to the customers by Post-paid service with the brand
.3
name ‘Net one’, and pre-paid service with the brand name ‘Sancharnet’. The post-paid service is a
CLI based access service, currently operational in 100 cities. Sancharnet is available on local call
basis throughout India to ISDN and PSTN subscribers. The Internet Dhaba scheme of the
Company aims to further promote Internet usage in rural and semi urban areas To keep pace
with the latest and varied value added services to its customers, BSNL uses IP/MPLS based
core to offer world class IP VPN services. MPLS based VPNs is a very useful service for
Corporate, as it reduces the cost involved as well as the complexity in setting up VPNs for
customers networking. As on 31.03.2005, your Company’s total Internet customer base was
17,98,089 and total Internet Dhabi were 4143. A total of 708594 dial up Internet connections
have been given during 2004-2005, against a target of 7 lakhs. BSNL plans to give 1215980 more
dial up connections during the year 2005-06. As on 31.1.2006, there were 2367404 internet
subscribers working in BSNL net work

4. Intelligent Network
Intelligent Network Services is a service that incorporates several value added facilities,
thoroughly designed to save time and money, and enhance productivity. At present, your
company offers Free Phone (FPH),Premium Rate Service (PRM), India Telephone Card (ITC),
Account Card Calling (ACC), Virtual Private Network (VPN), Universal Access Number (UAN)
and Tele voting In-services. With the commissioning of five Provided throughout the country.
Activation of these new In platforms had increased the sale of ITC Cards taking the figure to
Rs.265 crores in2004-05 alone.
4. BROADBAND SERVICES
BSNL has launched its broadband services under brand name “BSNL BROADBAND on 14-01-
05. This offers High Speed Internet Access with speed ranging from 256 Kbps to 8 Mbps.
Ever since its inception BSNL is Continuously expanding its broadband network in response
to ever Growing demand of broadband service throughout India Present customer base is 3.56
million, with equipped capacity of 6.1 million. BSNL Broadband service is available in more
than 3800 cities &83000 villages. The services provided are High Speed Internet
Connectivity (up to 8 Mbps) Band width on
 Demand (planned) Virtual Private Network (VPN) service over broadband Dial VPN services
to MPLS VPN customers IPTV services (at present available in 66 cities Games on Demand
Service Video tutoring service VOIP Video Surveillance service Entertainment portal.

CUSTOMER CARE
BSNL, with its Endeavour for high customer satisfaction, has been paying great attention in this
area, by means of opening of more and more

Employee’s Welfare Activities

Commitment towards the principles of corporate social responsibilities is Inbuilt within the
corporate philosophy of BSNL. A very wide range of welfare programmers’, with a focus on
the employees’ welfare is continuously implemented by the Staff Welfare Board of the
Company.
Assistance during natural calamities
BSNL always remains awake of its responsibility as a corporate citizen. When the destructive
Tsunami waves struck the Indian shores, BSNL Company swung into action immediately for
providing relief to those Affected in the coastal areas. Communication networks at the Coastal
areas of Tamil Nadu, Kerala and the Andaman and Nicobar Islands – worst hit in the Tsunami -
were promptly restored within the shortest Possible time. BSNL along with the employees
contributed an amount of Rs. 2,207 lakhs to the Prime Minister’s Relief Fund. Telephone Services
were restored in record time in the flood-hit areas of Gujarat and Maharashtra.
 LITERATURE REVIEW
The scope of my on “recruitment and selection procedure of BSNL”is to provide a framework
which will assist manager to ensure that the company attracts, selects and retains the most suitable
candidates by by using the most appropriate efficient, fair, open and effective methods. Our study
committed to achieving equal opportunities isclearly defined throughout the recruitment and
selection procedure.
THEORETICAL BACKGROUND:-
Introduction
Recruitment is defined as a process of searching for prospective employees and stimulating them
to apply for jobs in the organization. Recruitment is defined as, “a process to discover the sources
of manpower to meet the requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate numbers to facilitate effective selection of an efficient
workforce.”

Objectives Of Recruitment

1.To attract people with multi dimensional skills and experiences that suits the present and future
organizational strategies.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse fresh blood at all levels the organization.
4. To develop an organizational culture that attracts competent people to the company.
5.To search or head hunt/head pouch people whose skills fit the companies values. To devise
methodologies for assessing psychological traits.
6. To seek out non conventional development grounds of talents.
7. To search for talent globally and not just within the company.
8. To design entry pays that competes on quality but not on quantum
9. To anticipate and find people for positions that does not exit yet.
 SUB-SYSTEMS OF RECRUITMENT:

The recruitment process consists of the following four sub-functions:

 Finding out and developing the sources where the required number and kind of employees will be
available.
 Developing suitable techniques to attract the desirable candidates.
 Employing the techniques to attract candidates.
 Stimulating as many candidates as possible and asking them to apply
for jobs irrespective of the number of candidates require.

Management has to attract more candidates in order to increase the selection ratio so that the
most suitable candidate can be selected out of the total candidates available. Recruitment is
positive as it aims at increasing the number of applicants and selection is somewhat negative
as it selects the suitable candidates in which process; the unsuitable candidates are
automatically eliminated. Though, the function of recruitment seems to be easy, a number of
factors make performance of recruitment a complex one.

FACTORS AFFECTING RECRUITMENT:

The following are the 2 important factors affecting Recruitment:

1) INTERNAL FACTORS:
 Recruiting policy  Temporary and part-time employees  Recruitment of local citizens 
Engagement of the company in HRP  Company’s size  Cost of recruitment  Company’s
growth and expansion
 2) EXTERNAL FACTORS:

 Supply and Demand factors  Unemployment Rate  Labor-market conditions  Political

and legal considerations  Social factors  Economic factors  Technological factors

RECRUITMENT POLICY:

Recruitment policy of any organization is derived from the personnel policy of the same
organization. In other words the former is a part of the latter. However, recruitment policy by
itself should take into consideration the government’s reservation policy, policy regarding
sons of soil, etc., personnel policies of other organizations regarding merit, internal sources,
social responsibility in absorbing minority sections, women, etc. Recruitment policy should
commit itself to the organization’s personnel policy like enriching the organization’s human
resources or servicing the community by absorbing the retrenched or laid-off employees or
casual/temporary employees or dependents of present/former employees, etc. The following
factors should be taken into consideration in formulating recruitment policy. They are:
 Government policies
 Personnel policies of other competing organizations
 Organization’s personnel policies
 Recruitment sources
 Recruitment needs
 Recruitment cost
 Selection criteria and preference
 IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES:

Recruitment policies are mostly drawn from personnel policies of the organization. According
to Dale Yoder and Paul D. Standohar, general personnel policies provide a wide variety of
guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies,
the Management has to decide whether to centralize or decentralize the recruitment function.

CENTRALISED V/s DECENTRALISED RECRUITMENT:

Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some organizations like the Indian
Railway resort to decentralized recruitment practices. Personnel department at the central
office performs all the functions of recruitment in case of centralized recruitment and
personnel departments at unit level/zonal level perform all the functions of recruitment
concerning to the jobs of the respective unit or zone.

MERITS OF CENTRALISED RECRUITMENT:

Average cost of recruitment per candidate/unit should be relatively less due to economies of scale.
It would have more expertise available to it.
It can ensure broad uniformity among human resources of various units/zones in respect of
education, skill, knowledge, talent, etc.
It would generally be above malpractices, abuse of powers, favoritism, bias, etc.
It would facilitate interchangeability of staff among various units/zones.
It enables the line managers of various units and zones to concentrate on their operational
activities by relieving them from the recruiting functions.
It enables the organization to have centralized selection procedure, promotional and transfer
procedure, etc.
It ensures the most effective and suitable placement to candidates.
It enables centralized training programmes which further brings uniformity and minimizes
average cost of staff.
 MERITS OF DECENTRALISED RECRUITMENT:

The unit concerned concentrates only on those sources/places wherein normally gets the suitable
candidates. As such the cost of recruitment would be relatively less.
The unit gets most suitable candidates as it is well aware of the requirements of the job regarding
culture, traditional, family background aspects, local factors, social factors, etc.
Units can recruit candidates as and when they are required without any delay.
The units would enjoy freedom in finding out, developing the sources, in selecting and employing
the techniques to stimulate the candidates.
The unit would relatively enjoy advantage about the availability of information, control and
feedback and various functions/processes of recruitment.
The unit would enjoy better familiarity and control over the employees it recruits rather than on
employees selected by the central recruitment agency.

SOURCES OF RECRUITMENT:
The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. Both have their own merits and demerits. Let’s examine these.
Internal Sources:
Persons who are already working in an organization constitute the ‘internal sources’.
Retrenched employees, retired employees, dependents of deceased employees may also
constitute the internal sources. Whenever any vacancy arises, someone from within the
organization is upgraded, transferred, promoted or even demoted.
External Sources:

External sources lie outside an organization. Here the organization can have the services of :
(a) Employees working in other organizations;
(b) Jobs aspirants registered with employment exchanges;
(c) Students from reputed educational institutions;
(d) Candidates referred by unions, friends, relatives and existing employees;
(e) Candidates forwarded by search firms and contractors;
(f) Candidates responding to the advertisements, issued by the organization; and
(g) Unsolicited applications/ walk-ins.
 Merits and Demerits of ‘Recruiting people from ‘Within’:

Merits :

1) Economical:

The cost of recruiting internal candidates is minimal. No expenses are incurred on advertising.

2) Suitable:

The organization can pick the right candidates having the requisite skills. The candidate can
choose a right vacancy where their talents can be fully utilized.

Demerits:

1) Limited Choice:

The organization is forced to select candidates from a limited pool. It may have to sacrifice
quality and settle down for less qualified candidates.
2) Inbreeding:

It discourages entry for talented people, available outside an organization. Existing

employees may fail to behave in the knowledge about suitability of a candidate for a
position.’ Known devils are better than unknown angels!’

3) Inefficiency:

Promotions based on length of service rather than merit, may prove to be a blessing for
inefficient candidate. They do not work hard and prove their worth.
4) Bone of contention: Recruitment from within may lead to infighting among employees

aspiring for limited, higher level positions in an organization. As years roll by, the race for

premium positions may end up in a bitter race.

Merits and Demerits of External sources of Recruitment:Merits Demerits 1.Wide

Choice:

The organization has the freedom to select candidates from a large pool. Persons with

requisite qualifications could be picked up.

2. Infection of fresh blood:

People with special skills and knowledge could be hired to stir up the existing

3. Expenses:

Hiring costs could go up substantially. Tapping multifarious sources of recruitment is not an

easy task either.

4. Time consuming:

It takes time to advertise, screen, to test and test and to select suitable employees. Where
employees and pave the way for innovative ways of working.

5. Motivational force:

It helps in motivating internal employees to work hard and compete with external candidates
while seeking career growth. Such a competitive atmosphere would help an employee to work
to the best of his abilities.
 6. Long term benefits:

Talented people could join the ranks, new ideas could find meaningful expression, a
competitive atmosphere would compel people to give out their best and earn rewards, etc.
suitable ones are not available, the process has to be repeated.

7. De-motivating:

Existing employees who have put in considerable service may resist the process of filling
up
vacancies from outside. The feeling that their services have not been recognized by the
organization, forces then to work with less enthusiasm and motivation.

8.Uncertainty:

There is no guarantee that the organization, ultimately will be able to hire the services of
Suitable candidates. It may end up hiring someone who does not fit and who may not be able
to adjust in the new setup.

METHODS OF RECRUITMENT:

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and Promotions.

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.
Promotion, on the other hand, involves movement of employee from a lower level position to
a higher level position accompanied by (usually) changes in duties, responsibilities, status and
value. Organizations generally prepare badly lists or a central pool of persons from which
vacancies can be filled for manual jobs. Such persons are usually passed on to various
departments, depending on internal requirements. If a person remains on such rolls for 240
days or more, he gets the status of a permanent employee as per the Industrial Disputes Act
and is therefore entitled to all relevant benefits, including provident fund, gratuity,
retrenchment compensation
2. Job Posting:

Job posting is another way of hiring people from within. In this method, the organization
publicizes job opening on bulletin boards, electronic method and similar outlets. One of the
important advantages of this method is that it offers a chance to highly qualified applicants
working within the company to look for growth opportunities within the company to look for
growth opportunities within the company without looking for greener pastures outside.

3. Employee Referrals:

Employee referral 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”. Employees working in the organization,
in this case, are encouraged to recommend the names of their friends, working in other
organizations for a possible vacancy in the near future. In fact, this has become a popular way
of recruiting people in the highly competitive Information Technology industry nowadays.
Companies offer rich rewards also to employees whose recommendations are accepted – after
the routine screening and examining process is over – and job offers extended to the
suggested candidates. As a goodwill gestures, companies also consider the names
recommended by unions from time to time.

External (direct) Methods:

1.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 such as IITs,
IIMs, colleges and universities with a view to pick up job aspirants having requisite
technical or professional skills. Job seekers are provided information about the jobs and the
recruiters, in turn, get a snapshot of job seekers through constant interchange of information
with respective institutions. A preliminary screening is done within the campus and the
short listed students are then subjected to the remainder of the selection process. In view of
the growing demand for young managers, most reputed organizations (such as Hindustan
Lever Ltd., Proctor & Cable, Citibank, State Bank of India, Tata and Birla group
companies) visit IIMs and IITs regularly and even sponsor certain popular campus activities
with a view to earn goodwill in the job market. Advantages of this method include: the
placement centre helps locate applicants and provides resumes to organizations; applicants
can be prescreened; applicants will not have to be lured away from a current job and lower
salary expectations. On the negative front, campus recruiting means hiring people with little
or no work experience The organizations will have to offer some kind of training to the
applicants, almost immediately after hiring. It demands careful advance planning, looking
into the placement weeks of various institutions in different parts of the country. Further,
campus recruiting can be costly for organizations situated in another city (airfare, boarding
and lodging expenses of recruiters, site visit of applicants if allowed, etc.). If campus
recruitment is used, steps should be taken by human resource department to ensure that
recruiters are knowledgeable concerning the jobs that are to be filled and the organizations
and understand and employ effective interviewing skills.
Guidelines for campus recruiting: companies using college campuses as recruitment source
should consider the following guidelines:
 Identify the potential candidates early: The earlier that candidate with top potential can be
identified, the more likely the organization will be in a position to attract them.
 Employ various means to attract candidates: These may include providing research grants;
consulting opportunities to faculty members, funding university infrastructural requirements,
internships to students, etc. in the long run these will enhance the prestige of the company in
the eyes of potential job seekers.
  Use effective recruitment material: Attractive brochures, films, computer diskettes,
followed by enthusiastic and effective presentations by company officials, correspondence
with placement offices in respective campus in a friendly way – will help

in booting the company image in the eyes of the applicants. The company must provide
detailed information about the characteristics of entry – level positions, especially those
that have had a major positive impact on prior applicants’ decisions to join the company.
 Offer training to campus interviews: Its better to devote more time and resources to train
on campus interviewers to answer specific job related questions of applicants.
 Come out with a competitive offer: Keep the key job attributes that influence the decisions
of applicants such as promotional avenues, challenging assignments, long term income
potential, etc., while talking to candidates.
Indirect methods:

1.Advertisements:

These include advertisements in newspapers; trade, professional and technical journals;

radio and television; etc. in recent times, this medium has become just as colorful, lively
and imaginative as consumer advertising. The ads generally give a brief outline of the job
responsibilities, compensation package, prospects in organizations, etc. this method is
appropriate when (a) the organization intends to reach a large target group and (b) the
organizations wants a fairly good number of talented people – who are geographically
spread out. To apply for advertised vacancies let’s briefly examine the wide variety of
alternatives available to a company - as far as ads are concerned:
 Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has flexibility in
terms of information and can conveniently target a specific geographic location. On the negative
side, newspaper ads tend to attract only those who are actively seeking employment at that point
of time, while some of the best candidates who are well paid and challenged by their current jobs
may not be aware of such openings. As a result, the company may be bombarded with
applications from a large number of candidates who are marginally qualified for the job
-adding to its administrative burden. To maintain secrecy for various reasons (avoiding the
rush, sending signals to competitors, cutting down expenses involved in responding to any
individual who applies, etc.), large companies with a national reputation may also go in for
blind-box ads in newspapers,
 Especially for filling lower level positions. In a blind-box ad there is no identification
of the advertising organization. Job aspirants are asked to respond to a post office box
number or to An employment firm that is acting as an agent between the job seekers and
the organization.
 Television and radio ads: These ads are more likely to each individual who are not actively seeking
employment; they are more likely to stand out distinctly, they help the organization to target the
audience more selectively and they offer considerable scope for designing ads creatively.
However, these ads are expensive. Also, because the television or radio is simply seen or heard,
potential candidates may have a tough time remembering the details, making application difficult.
2.Third Party Methods:

 Private Employment Search Firms:

As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list for
a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria,
KPMG; Ferguson Associates offers specialized employment-related services to corporate
houses for a fee, especially for top and middle level executive vacancies. AT the lower
end, a number of search firms operate – providing multifarious services to both recruiters
and the recruitees.

 Employment Exchanges:
 AS a statutory requirement, companies are also expected to notify(wherever the
Employment Exchanges Act, 1959, applies) their vacancies through the respective
Employment Exchanges, created all over India for helping unemployed youth, displaced
persons, ex-military personnel, physically handicapped, etc. AS per the Act all employers
are supposed to notify the vacancies arising in their establishments form time to time –
with certain exemptions – to the prescribed employment exchanges before they are filled.
The Act covers all establishments in public sector and nonagricultural establishments
employing 25 or more workers in the private sector. However, in view of the practical
difficulties involved in implementing the provisions of the Act

(such as filing a quarterly return inrespect of their staff strength, vacancies and shortages,
returns showing occupational distribution of their employees, etc.) many organizations
have successfully fought court battles when they were asked to pick up candidates from
among those sponsored by the employment exchanges.

 Gate Hiring and Contractors:

Gate hiring (where job seekers, generally blue collar employees, present themselves at the
factory gate and offer their services on a daily basis), hiring through contractors,
recruiting through word-of-mouth publicity are still in use – despite the many possibilities
for their misuse –in the small scale sector in India.
• 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 the
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 a suitable vacancy
arises, the company would intimate the candidates to apply through a formal channel. One
important problem with this method is that job seekers generally apply to number of
organizations and when they are actually required by the organizations, either they are
already employed in other organizations or are not simply interested in the position.
• Alternatives to Recruitment:Since recruitment and selection costs are high (search process,
interviewing agency fee, etc.) firms these days are trying to look at alternatives to recruitment
especially when market demand for firm’s products and services is sluggish. Moreover, once
employees are placed on the payroll, it may be extremely difficult to remove them if their
performance is marginal. Some of the options in this regard may be listed thus

• Evaluation of Alternative Sources:Companies have to evaluate the sources of recruiting

carefully – looking at cost, time, flexibility, quality and other criteria – before earmarking
funds for the recruitment process. They cannot afford to fill all their vacancies through a
particular source. To facilitate the decision making process in this regard, companies rely on
the following: Time lapse data: They show the time lag between the dates of requisition for
manpower supply from a department to the actual date of filling the vacancies in that
department. For example, a company’s past experience may indicate that the average number
of days from application to interview is 10, from interview to offer is 7,from offer to
acceptance is 10 and from acceptance to report for work is 15. Therefore, if the company
starts the recruitment and selection process now it would require 42 days before the new
employee joins its ranks. Armed with this information, the length of the time needed for
alternative sources of recruitment can be ascertained – before pinning hopes on a particular
source that meets the recruitment objectives of the company.

Yield ratios:

These ratios indicate the number of leads / contacts needed to generate a given number of
hires at a point at time. For example, if a company needs 10 management trainees in the next
six months, it has to monitor past yield ratios in order to find out the number of candidates to
be contacted for this purpose. On the basis of past experience, to continue the same example,
the company finds that to hire 10 trainees, it has to extend 20 offers. If the interview-to offer
is 3:2, then 30 interviews must be conducted. If the invites to
 interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly, if contacts
or leads needed to identify suitable Trainees to invite are in 5:1 ratio, and then 200 contacts are
made.

Surveys and studies:

Surveys may also be conducted to find out the suitability of a particular source for certain
positions. For example, as pointed out previously, employee referral has emerged as popular Way
of hiring people in the Information Technology industry in recent times in India. Correlation
studies could also be carried out to find out the relationship between different organizational

positions. Before finally identifying the sources of recruitment, the human resource managers
must also look into the cost or hiring a candidate. The cost per hire can be found out by dividing
the recruitment cost by the number of candidates hired.
 SELECTION:

Introduction

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an
organisation.The basic purpose is to choose the individual who can most successfully perform the
job from the pool of qualified candidates.

Purpose:

The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organization best, to find out which job applicant will be successful,
if hired. To meet this goal, the company obtains and assesses information about the applicants in
terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the
profile of candidates. The most suitable person is then picked up after eliminating the unsuitable
applicants through successive stages of selection process. How well an employee is matched to a
job is very important because it is directly affects the amount and quality of employee’s work.
Any mismatched in this regard can cost an organization a great deal of money, time and trouble,
especially, in terms of training and operating costs. In course of time, the employee may find the
job distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits of
negative information about the company, causing incalculable harm to the company in the long
run. Effective election, therefore, demands constant monitoring of the ‘fit’ between people the
job.

The Process:

Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary
from one organization to another and indeed, from job to job within the same organization. The
sequence of steps may also vary from job to job and organization to organization. For example
some organizations may give more importance to testing while others give more emphasis to
interviews and reference checks. Similarly a single brief selection interview might be enough for
applicants for lower level positions, while applicants for managerial jobs might be interviewed by
a number of people.
 Steps in Selecting Process

 Reception

A company is known by the people it employs. In order to attract people with talents,
skills and experience a company has to create a favorable impression on the applicants’
right from the stage of reception. Whoever meets the applicant initially should be tactful
and able to extend help in a friendly and courteous way. Employment possibilities must be
presented honestly and clearly. If no jobs are available at that point of time, the applicant
may be asked to call back the personnel department after some time.

 Screening Interview

A preliminary interview is generally planned by large organizations to cut the cost of

selection by allowing only eligible candidates to go through the further stages in selection.
A junior executive from the Personnel Department may elicit responses from the
applicants on important items determining the suitability of an applicant for a job such as
age, education, experience, pay expectations, aptitude, location, choice etc. this ‘courtesy
interview’ as it is often called helps the Department screen out obvious misfits. If the
department finds the candidate suitable, a prescribed application form is given to the
applicants to fill and submit.

 Application Blank

Application blank or form is one of the most common methods used to collect information
on the various aspects of the applicants’ academic, social, demographic, work related
background and references. It is a brief history sheet of employee’s background, usually
containing the following Things: Personal data (address, sex, telephone number)
Marital data
 Educational data Employment Experience Extra-curricular activities References
and Recommendations

 Selection Testing

In this section let’ examine the selection test or the employment test that attempts to asses
intelligence, abilities, personality trait, performance simulation tests including work
sampling and the tests administered at assessment centers- followed by a discussion about
the polygraph test, Graphology and integrity test .A test is a standardized, objective
measure of a person’s behavior, Performance or attitude. It is standardized because the
way the tests is carried out, the environment in which the test is administered and the way
the individual scores are calculated-are uniformly applied. It is objective in that it tries to
measure individual differences in a scientific way giving very little room for individual
bias and interpretation. Over the years employment tests have not only gained importance
but also a certain amount of inevitability in employment decisions. Since they try to
objectively determine how well an applicant meets the job requirement, most companies
do not hesitate to invest their time and money in selection testing in a big way. Some of
the commonly used employment tests are: Intelligence tests Aptitude tests
Personality tests Achievement tests Miscellaneous tests such as graphology,
polygraphs and honesty tests.
.

 Selection Interview:

Interview is the oral examination of candidates for employment. This is the most essential
step in the selection process. In this step the interviewer matches the information obtained
about the candidates through various means to the job requirements and to the information
obtained through his own observations during the interview. Interview gives the recruiter
an Opportunity –
 To size up the candidate personally;
To ask question that are not covered in the tests;
To make judgments on candidates enthusiasm and intelligence;
To assess subjective aspects of the candidate – facial expressions, Appearance,
nervousness and so forth;
To give facts to the candidates regarding the company, its policies, etc. and promote goodwill
towards the company.

 EVALUATION:

Evaluation is done on basis of answers and justification given by the applicant in the
interview.

 PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the candidate being
declared fit after the physical examination.

 Medical examination:
Certain jobs require physical qualities like clear vision, perfect hearing, unusual
stamina, tolerance of hard working conditions, clear tone, etc. Medical examination
reveals whether or not a candidate possesses these qualities.

 Reference Checks:
Once the interview and medical examination of the candidate is over, the personnel
department will engage in checking references. Candidates are required to give the names
of 2 or 3 references in their application forms. These references may be from the
individuals who are familiar with the candidate’s academic achievements or from the
applicant’s previous employer, who is well versed with the applicant’s job performance
and sometimes from the co-workers. In case the reference check is from the previous
employer, information in the following areas may be obtained. They are job title, job
description, period of employment, pay and allowances, gross emoluments, benefits
provided, rate of absence, willingness of previous employer to employ the candidate
again, etc.Further, information regarding candidate’s regularity at work, character,
progress, etc. can be obtained. Often a telephone call is much quicker. The method of mail
query provides detailed information about the candidate’s performance, character and
behavior. However, a personal visit is superior to the mail or telephone methods and is
used where it is highly essential to get a detailed, first hand information which can also be
secured by observation. Reference checks are taken as a matter of routine and treated
casually or omitted entirely in many organizations. But a good reference check, when
used sincerely, will fetch useful and reliable information to the organization.
 Hiring decision:

The line manager has to make the final decision now – whether to select or reject a candidate
after soliciting the required information through different techniques discussed earlier. The
line manager has to take adequate care in taking the final decision because of economic,
behavioral and social implications of the selection decisions. A careless decision of rejecting a
candidate would impair the morale of the people and they suspect the selection procedure and
the very basis of selection in a particular organization. A true understanding between line
managers and personnel managers should be established so as to facilitate good selection
decisions. After taking the final decision, the organization has to intimate this decision to the
successful as well as unsuccessful candidates. The organization sends the appointment order
to the successful candidates either immediately or after sometime depending upon its time
schedule.

DATA ANALYSIS AND INTERPRETATION

 Employees in Bharat Sanchar Nigam Limited as on

Company payroll
90%
INTERPRETATION Contract
10%
Most of the employee are as on company payroll.
Both
0%

ffd8ffe000104a46494600010201009500950000ffe20c584943435f50524f46494c4
500010100000c484c696e6f021000006d6e74725247422058595a2007ce00020009
000600310000616373704d53465400000000494543207352474200000000000000
00000000000000f6d6000100000000d32d485020200000000000000000000000000
000000000000000000000000000000000000000000000000000000000000000000
0001163707274000001500000003364657363000001840000006c7774707400000
1f000000014626b707400000204000000147258595a00000218000000146758595a
0000022c000000146258595a0000024000000014646d6e640000025400000070646
d6464000002c400000088767565640000034c0000008676696577000003d400000
0246c756d69000003f8000000146d6561730000040c000000247465636800000430
0000000c725452430000043c0000080c675452430000043c0000080c62545243000
0043c0000080c7465787400000000436f7079726967687420286329203139393820
4865776c6574742d5061636b61726420436f6d70616e79000064657363000000000
0000012735247422049454336313936362d322e310000000000000000000000127
35247422049454336313936362d322e31000000000000000000000000000000000
000000000000000000000
 How you recruit employee?
Through internal recruitment
20%
Through external recruitment
80%
INTERPRETATION Most of the employee, recruit by external recruitment policy.
Both
0%
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 If internal,what was the procedure?
Transfer
60%
Promotion
30%
ReCall
INTERPRETATION They prefer transfer policy to recruit external employee.
10%
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 Are you satisfied with company’s current recruitment policy ?
Yes
90%
No
10%
INTERPRETATION Most of the employee are satisfied with recruitmnet policy.
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What was the time duration Onebetween
week interview regarding selection in
0%
company and getting offer letter
One? month
0%
Six month
INTERPRETATION More than six40%
month is required to final touch.
More than six month
60%
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 Do you think that presently number of employees is enough?
Yes
10%
No
90%

INTERPRETATION In current position number of employee are less.
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 Does company ask you for any recommendation to recruit ?

Yes
15%

ffd8ffe000104a46494600010201009500950000ffe20c584943435f505
24f46494c4500010100000c484c696e6f021000006d6e7472524742205
8595a2007ce00020009000600310000616373704d5346540000000049
454320735247420000000000000000000000000000f6d600010000000
0d32d4850202000000000000000000000000000000000000000000000
No 000000000000000000000000000000000000000000000000001163707
274000001500000003364657363000001840000006c77747074000001
f000000014626b707400000204000000147258595a000002180000001
46758595a0000022c000000146258595a0000024000000014646d6e64
0000025400000070646d6464000002c400000088767565640000034c0
000008676696577000003d4000000246c756d69000003f8000000146d
6561730000040c0000002474656368000004300000000c72545243000
0043c0000080c675452430000043c0000080c625452430000043c0000
080c7465787400000000436f707972696768742028632920313939382
04865776c6574742d5061636b61726420436f6d70616e790000646573
630000000000000012735247422049454336313936362d322e3100000
0000000000000000012735247422049454336313936362d322e310000
00000000000000000000000000000000000000000000000000
85%

INTERPRETATION Company don’t requred any recommendation to recruit.

 Are you satisfy with BSNL yes
selection and recruitment policy?
76%
no
24%
INTERPRETATION Most of the people are satisfy with BSNL.
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 CONCLUSION
The telecomm companies aims to ensure that the best candidate is selected for the job regardless
of age,color,origin,relegion,gender etc.to achive this objective company ensures that all those who
are concerned with the recruitment and selection process have a clear understanding of the job to
be filled.

The purpose of this policy is to ensure that the company will attract and retail the most highly
qualified workforce available to them.

All the workers of the studied organization felt that this program is beneficial in improving
performance, skills, attitude and knowledge effectively and efficiently of doing work.
 SIMILARITIES:

1: BSNL follow both external and internal recruitment as other two companies.

2: Selection procedure is same as in other two companies.

3: Satisfaction level regarding recruitment policy is same in all the three companies i.e. highly
satisfied.
 FINDINGS

After the survey we found the satisfaction level of BSNL employee is very high.
Most of the consumers go for the BSNL services.
Youth feel very comfortable with it.
BSNL has been covering the entire segment.
BSNL technology is very innovative.
A very high segment of youth goes for the name and goodwill of the BSNL.
 Annexure
RECOMMENDATION
Bharat Sanchar Nigam Limited
Questionnaire
The company should increase their service stations.
(For academic purpose only)
More financing option should be available.
Department:
The company should provide more customer value.
Designation:
Follow up should be increased.

Effort shouldAge:
be done for developing the concept of good relationship with consumers.

Special offer should be provided by the BSNL.

Name:

Q.Emploees in Bharat sanchar limited as on  Company payroll  Contract  Both

Q.2 How you recruit employee?  Through internal recruitment 

Through external recruitment  Both Q.3If internal, what was the procedure?

 Transfer

 Promotion  Recall
 Through Ad.
Q.4 If external, how?
Through Consultancy/emp Exchange
Through Labour Contractor
Management Level

Q.5Are you satisfied with company’s current recruitment policy?  Yes  No

Supervisor Level
Q.6 Employee can get the opportunity in BSNL?  After qualifying written and interview 

Interview only  Written only  None of them

Workers
Q.7What was the time duration between interview regarding selection in company and getting

offer letter?  One week  One month  Six month

 Degree level
Diploma /HSC level
Supervisor
SSClevel
Below SSC
Management
 More than six month
Worker
Q.8 what qualification is required at the time of selection?

Supervisor
Q.9Do you ask for any work experience at the time of selection?
More than 10 yrs
More than 5 yrs
More
Q.10 Do you think that presently thanof1employees
number yrs are enough?
Worker
Freshers
Management

Q.11 What is the criteria to fill up the post?

Supervisor

Q.12 Does company ask you for any recommendation to recruit?

 Yes No
Worker
Q.13. Did you contact the informal contact names in the advertisement?
Yes
No
Management
Yes

Supervisor
ffd8ffe000104a4649460001020100c800c80000ffe20c584943435f50524f46494c45000

10100000c484c696e6f021000006d6e74725247422058595a2007ce00020009000600310
Workers
000616373704d5346540000000049454320735247420000000000000000000000000000

f6d6000100000000d32d485020200000000000000000000000000000000000000000000

00000000000000000000000000000000000000000000000000011637072740000015000

00003364657363000001840000006c77747074000001f000000014626b7074000002040
Through promotion
00000147258595a00000218000000146758595a0000022c000000146258595a00000240
Through transfer
Through Re Call
00000014646d6e640000025400000070646d6464000002c400000088767565640000034
Through sources
c0000008676696577000003d4000000246c756d69000003f8000000146d656173000004

0c0000002474656368000004300000000c725452430000043c0000080c6754524300000

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000000000000000000 e00020009 00000000000000000000000000000000000No
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If Yes, was this helpful? 704d53465 Yes
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0000616373704d53465400000000494543207352474200

00000000000000000000000000f6d6000100000000d32d4

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0000000000000000000000000000000000000000000000

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001840000006c77747074000001f000000014626b707400

000204000000147258595a00000218000000146758595a

0000022c000000146258595a0000024000000014646d6e6

40000025400000070646d6464000002c40000008876756

5640000034c0000008676696577000003d4000000246c7

56d69000003f8000000146d6561730000040c0000002474

656368000004300000000c725452430000043c0000080c6

75452430000043c0000080c625452430000043c0000080c

7465787400000000436f707972696768742028632920313

93938204865776c6574742d5061636b61726420436f6d70

616e790000646573630000000000000012735247422049

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000000000000000000000000000000000000000000 No
 ffd8ffe00
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If No, Why not? 10100000c
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Http: www.bsnlindia.com http: 000000d32
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http: www.wikipedia.org 000000000
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Philip Kotler, Marketing Management, I have used 000000000 the following source for
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finding the data 000000000
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A. Research methodology -C.R. Kothari

Literature from the web site

www.bsnl.org.document.info.practicescordinal.org

www.bsnl.in.office.document.class.infoexe.ogr http://www.bsnlindia.com