MOC

(MINISTRY OF TELECOMMUNICATION)

DOT

(DEPARTMENT OF TELECOMMUNICATION)

CMD BSNL

(CHAIRMAN & MANAGEING DIRTECTOR) (& Board of Directors)

CGM

(IMPLIMENT PLANE WITH ADVISE OF CMD)

G.M.

(GENERAL MANAGER )

DGM

(DEUPTY GENERAL MANAGER)

AGM/DET/CAO

(ASSISTANT GENERAL MANAGER)

SDE/AO

(SUB DIVISIONAL ENGINEER)

JTO/JAO/PA-

(JUNIOR TELECOM OFFICER)

TTA/SENIOR TOA

(TELECOM TECHNICAL ASSISTANT)

PM

(PHONE MECHANIC

RM

(REGULAR MAJDOOR)

Company HR Policy:* Company lay out* Selection &Recruitment* Motivation.* Training.*Wage & Salary.*Performance appraisal SELECTION & RECURITMENT Sources of recruitment:External sources *Management consultant *Advertisement *Management institute *Recommendation *Deputation personnel Internal sources * Transefer * Promotion. Selection process:*Job analysis *Initial screening *Application bank *Test*Interview *Reference check *Medical final and job offer MOTIVATION:The job of a manager in the workplace is to get things done through employees. To do thisthe manager should be able to motivate employees. But that's easier said than done!Motivation practice and theory are difficult subjects, touching on several disciplines. In spiteof enormous research, basic as well as applied, the subject of motivation is not clearlyunderstood and more often than not poorly practiced. To understand motivation one mustunderstand human nature

itself. And there lies the problem. In B.S.N.L as we all know thatits a government organization so there is not such motivational package as comparison towhat an employee get in private organization . The main motivational package is job securityand time to time promotion without much fuss about targets. Some motivational packagewhich B.S.N.L give there employee is- Free telephone facility Promotion Transfer (as per request) Time to time revision of pay scale Central government facility Quarter for accommodation Incentives and bonus Good working environment Employee Training: Employee training is the planned effort of an organization to help employees learn the jobrelated behaviors and skills they will need to do their job properly. It is a set of plannedactivities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and socialatmosphere of the company. It will help the employee to be familiar with the goals of theorganization and the job requirement. BSNL has many training institutes, located at almost all major states of India. ALTTCGhaziabad and BRBRAITT Jabalpur are two main telecom training institutes of BSNL whichoffers world class environment and facilities to the trainee. It offers all type of telecomtraining like new services and technology launched by BSNL, HR related training, finance,induction, etc. The training centers of BSNL also offer training to Private Candidates onvarious telecom related topics. Some of the important training centers of BSNL are : ALTTC Ghaziabad BRBRAITT Jabalpur RTTC Lucknow RTTC Patna NATFM Hyderabad RTTC Ranchi RTTC Guwahati RTTC KalyanThere are more than 40 training centres of BSNL all over India. The training centers aresaid to be BEST in telecom training. Performance appraisal:In BSNL, Performance Appraisal has great role for employees future promotion.Performance Appraisal, known as

APAR (Annual Performance Appraisal Report) is writtenannually by the employee concerned about his achievements throughout the year and then itis reviewed by his next higher Boss. Any bad entry in APAR by the employees Boss mayhamper his future promotion, because any type of promotion either through departmentalexamination or through time bound needs last 5 years APAR records of the employee andadverse entry in APAR may stop his promotion. In BSNL every employee has a service book which is maintained by the HR manager, known as AGM (HR) & SDE (HR). Service book contains all type of information about the employee like his name, photograph, date of birth& date of retirement, address, educational qualification, identification signs, carrier history,leave records, awards and punishments given to employee, his family, trainings, pay,allowances, etc WAGE & SALARY Wages and Salary Administration:In private organization employee generally get much more than that an employee of publicorganization but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU.If we compare it with other telecom PSU in its field like MTNL and TCIL then also its wagerate is low. According to analyst the wage rate is set in comparison with profit earned bycompany and wage rate of that industry.

Washing Allowance for NON EXECUTIVES group D + Cycle Allowance .(30+30) Bonus- once in a year (DURGAPUJA) 1.4%of basic(mini7000,max12500) Increment- 3% per year of basic pay Dearness Allowance-on 1,4,7,10 month (quarterly) HRA (based on basic salary) -in vill.10%,city 20%,metro30% EPF- (CPF-contributary provident fund)-12%+da for B.S.N.L. Employees) ( GPF-min10% - max limit is the one month basic pay of employee) Provide LTC once in a 4 year, & can avail LTC encashment 10 da ys of salary of onemonth. Casual leave- 12 Earn leave-15 per 6 month (max 300 days you can reserve your EL)

 Medical leave-20 in a year (i.e. 10 per 6 months)On the day of retirement, the employee will be awarded by bookey with amount of Rs. 4251. A farewell party will be organized for this occasion. After retirements, the employee will get 300 days leave enchashment, gratuity, pension, medical benefits for all his life including his family members and other benefit as given by BSNL from time to time.

CONCLUSION Today, BHART SANCHAR NIGAM LTD. Is the fourth largest cellular serviceprovider.During my project work, Ive noticed that the HR & Administration of BHART SANCHAR NIGAM LTD. Is very hard working and efficient too. Therefore, anybody would like to work for it and want to be a part of it.The Recruitment & Selection Criteria is very good here and they keep on improving theway they work for it. Moreover, the training program is very sound and employee does notface any problem during the training period. In this report, it can very easily be concluded that BSNL, holds recruitment for internalsources. Employees having some dissatisfied the recruitment & selection process.Employees will definitely refer the company to their friend & relative to apply for the job.Both employers & employees having good interpersonal relationship.Recruitment is the importance of organization. An organization should thus recognizeemployees more than any other variable, as powerful contributors of a companyscompetitive position.Therefore the recruitment should be continuous process for improvement.

RECOMMENDATION The company has made considerable progress since its establishment . Based on my study on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD. ,now Iam in a state to extract some meaning out of it that the effectiveness is quite well andfavorable ,but in order to remain competitive and maintain stability, there is always somescope of improvement or enhancement to achieve organizational excellence.As development is a progressive series of change in an orderly way, my recommendations on Effectiveness of Recruitment & Selection in BHART SANCHAR NIGAM LTD. after deep analysis ,are as follows: Job description at entry level is required in order to have role clarity.

Employees should be given justified salary packages, i.e. best in industry, at entrylevel. The HR working is both manual, like service book maintenance, and computerized(Online) of the employee. HRMS of BSNL is a online service and is very advanced.Any employee of BSNL can see their entire HR information online, like their pay,leave records, family members names & nominations, photographs and all type of records useful for employee. They can also update bio-data online and send it toSystem Administrator of HRMS. In Varanasi, DGM (Admin & HR) is the systemadministrator of HRMS. The documentation at entry level is very complicated, it needs to be simplified. Requisite changes should be made in recruitment and selection criteria because righthiring can generate a better and more competent workforce. Induction training program or Routine training programs need to be reviewed