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Rs
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Rs
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Service tax
Rs
Validity Days
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100 88.66 2.0 9.34 30
200 179.32 2.0 18.68 30
300 269.99 2.0 28.01 30
500 451.31 2.0 46.69 30
1000 904.62 2.0 93.38 30
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You can also get news clips, watch live TV and download full songs on
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HR POLICIES & STRATEGIES

RECURITMENT
Prior to 1979 bank conducted recruitment on its own for personnel in
subordinate
clerical and officer cadres including specialist officers. the government
evolved
recruitment scheme for public sector in1978 and for its
implementation, 7 banking
service recruitment boards were created which were further increased
to 15.
The recruitment of subordinate staff continued to be done by the bank
itself. bank is
now required to frame its own policy having regard to guidelines issued
by the govt of
india. the document consists of two parts. part 1 lays down the policy
and part 2 lays
down the procedure for the policy.
RECURITMENT POLICY
OBJECTIVES:
• To ensure that right persons are recruited at the right time as per the
requirement of bank from time to time in cost effective manner
• To ensure that selection process is fair, just, objective and unbiased
in all
aspects to provide equal opportunities to all eligible candidates,
including
the candidates with rural backgrou8nd and / or weaker section of
society.
• To ensure the reservation in appointment is uniformly implemented
in
accordance with the norms laid down by the govt of India from time to
time in respect of the reserved for sc/st obc ex-servicemen, disabled
etc.
MODES OF RECURITMENT
1. CAMPUS RECURITMENT - depending on officer requirement, bank
recruits from universities, professional institutes etc. The upper age
limit
for recruitment of officers through campus recruitment is same as in
case
of officer grade posts i.e not below 21 years and not above 30 years.
2. RECURITMENT OF OUSTANDING PERSONS – recruited in
accordance with the scheme for recruitment as approved by the board
of
directors.
3. CONTRACTUAL RECURITMENT – experts and specialists are
recruited on contract basis for maximum period not exceeding 3 years.
it
may be in the area of marketing, it, hrd, legal security, civil, engineer,
architecting etc.
the terms and conditions approved by board, before engagement.
Medical examination
new recruiters irrespective of cadre are required to submit medical
certificate of
fitness issued by a medical officer not below the rank of civil surgeon
of district
hospital or by bank’s medical officer. physically handicapped also have
to furnish the
nature and extent of disability.
Post Appointment Training
• post appointment training is compulsorily imparted to all new
appointees in
clerical cadre at the respective training centers.
• management trainees in scale i undergo training from time to time
for the
period of one year.
• technical officers are given induction training either at central staff
college or
at respective training centers.
RECURITMENT PROCEDURE
STEP 1 ASSESSMENT OF VACANCIES
Assessment of vacancies is undertaken on annual basis. it is completed
by the end
of august every year by each zone. Following have to be taken into
considerations:
1. retirement of each cadre
2. The vacancies arising on account of internal promotions.
3. Vacancies because of inter state transfers.
4. Vacancies on account of business expansion.
5. Vacancies arising on account of natural separation as death,
resignations
etc.
6. Net vacancies are determined after proper adjustment of an
available staff.
All vacancies are by direct recruitment except campus recruitment.
these are filled up
through open advertisement. the advertisement must contain number
of vacancies, the
minimum education qualification prescribed for the posts, age limit,
percentage of
reservation, application fees, test center, date of written examination
last date of
filling the application etc.
Additional 14 days time is given for receipt of applications for
candidates staying
abroad and living in indian islands as andaman and nicobar or
lakshvadeep or regions
like ladakh, northern eastern region, lahaul, spiti. the advertisement is
first given in
employment news and then in leading newspaper.
STEP 2 CONDUCT OF EXAMINATION
Pre- examination activities
• receiving applications
• processing of applications
• allotment of roll numbers and printing of call letters
• Making arrangements for conducting the examination at different
locations like
hiring venues, appointing testing personnel.
• dispatch of call letters
• Developing suitable selection tools i.e. objectives and descriptive
test, answer
sheets etc.
• Printing and packing of test material separately for each venue.
• Making arrangement for dispatch of test material to the test venues.
• Making arrangements for auditing and evaluating the posts
examination test
material.
• Short-listing candidates on the basis of the performance on these
tests.
• Making arrangements for conducting interviews.
• Finalization of selection list.
STEP 3 CALL LETTERS
After the date of test and venues are finalized, the roll numbers of the
candidates are
allotted and call letters will be issued as per the specimen.
EXAMINATION PATTERN
The written to be conducted consists of five types of test, which are as
follow.
1. test of general awareness (toga) –it consist of 50 marks
2. test of reasoning ability (tora) - it consist of 75 marks
3. test of quantitative aptitude (toqa)- it consists of 50 marks
4. test of English language (toel) – it consists of 50 marks
5. descriptive test – one have to attempt 3 question out of 4
STEP 4 SKILL TEST
For specialized position in clerical cadre such as typist, stenographer
telephone
operators etc skill test will be conducted only for those candidates who
qualify in the
objective as well as descriptive papers (d.p)
STEP 5 PERSONAL INTERVIEWS
The candidate who qualify in objective and descriptive papers and skill
test also are
sufficiently high in rank will be called for personal interviews conducted
by the bank
or any other agency specified by the bank through panel.
The characteristics assessed through written test and personal
interviews are as
COGNITIVE CHARACTERISTICS PERSONALITY CHARACTERISTICS
1. Ability to learn new task Motivation and task involvement
2. Numeric computation, and quantitative
skill, arithmetic reasoning.
Concerns for others
3. Perceptual speed and accuracy Courteous and pleasant behavior i.e.
warmth,
friendliness, cooperative attitude.
4. Proficiency in English
(a) comprehension of general information
in English
(b) Ability to correspond in English
Self confidence and temperament
6. Analytical and conceptual skills Inter-personal competency / working
in groups
STEP 6 TRAINING SCHEDULE
Pre- recruitment training is imparted to applicants belonging to sc/st
and minority
categories. the training is given to familiarize, the applicants with the
test in the
written examination. pre- recruitment training for a minimum period of
6 days
duration has to be arranged. the training is free of cost but the trainees
have to make
their own arrangements for stay and to meet their expenses.
TRAINING AND DEVELOPMENT
 Assessment of the training needs of the PNB
 Preparation of the Training plan.
Training Director
Training Design
manager
Training Delivery
Manager
Facilities Manager
Skill Trainers Management
Trainers
Researcher Designers
Scheduler
ORGANIZATION CHART FOR A TRAINING DEPARTMENT
Assessment of the training needs of Punjab national bank PNB doesn’t
view the
training in isolation but integrates the training function within the
overall functions
of selection, career path, performance appraisal and overall
development of the
human resources. The objective of the training part apart from up
gradation of the
knowledge and the skills of the employees is also to improve the
aggregate corporate
performance and for this achievement, the training has to be related to
performance of
various jobs in functional and managerial areas.
a) In order to assess the training needs of the staff working in the
bank, there is a
system of maintenance of inventory cards at regional as well as zonal
office
level. While submitting their performance form, the officer staff
indicates the
Ares in which they need training as to improve their skills and perform
the job
better. The appraising authority and the reviewing authority are
required to take
a note of this feedback from the staff and the inventory cards are
being
maintained at regional/zonal offices are required to be upgraded and
keep up to
date, keeping in view the training need mentioned by the staff.
b) For identifying the training needs, the branch manager should
submit the
information on annual basis to the regional office on or before 31st
December
every year, the same should be consolidated at regional office for the
whole
region and submitted to the zonal office on or before 10th of January
every year.
c) The inventory cards keep a record of the training provided to an
employee from
time to time and whenever decisions are taken for the nominations of
the
participants, these cards are kept in view so as to provide the
appropriate
training to the employees keeping in view his self opinion, present
assignments
been handled and career path.
d) Zonal training coordinator should frequently interact with the
principal/training
manager of the training canter/college looking after the training
requirements.
Regional managers and other senior officials visit the branches
quarterly to
make a point to interact with the staff members and assessment of the
training
requirement is one of the areas, which are discussed to bring all
around
improvement in the working of the branch.
No of
Training
centers
No. of
Channels
No. of
Courses
No. of
Faculties
No. of
officers
trained
in
1997-
98
Total
no. Of
Officers
Level of
Training
PSU
Banks
135 220 7463 613 96699 160595 Up to
scale IV
SBI
&associates
17 42 1014 144 20623 80510 Up to
scale IV
Private
Sector
banks
23 34 567 66 7656 14772 Up to
scale IV
Total 175 296 9044 823 124978 255877
Source: Report of the committee to review the activities and future
direction of BTC-vision
2005, RBI may 1999.
TRAINING FACILITIES AVAILABLE FOR OFICERS
PREPARATION OF THE TRAINING PLAN
While preparing the training plan, the budget of the center/college,
overall as well as
sub- category wise, should also be kept in view and training programs
for different
cadres of employees should be prepared in such a manner that no
particular cadre is
given more importance at the cost of others and an attempt is made to
cover the
training needs of all cadres of employees and maximize the number of
programmers/participants so as to reach a large number of employees
and giving
training to them. Basic Scheme of a planned Training Process
INSTRUCTIONAL DESIGN OF TRAINING PROGRAMME IN PNB
The Human Resources Improved human
Resource
Training Exercise
The Business Unit High Degree of Business
Effectiveness
Interaction Interaction
The programme coordinator while designing the programme schedule
should notice
following points:
a. The objective of the programme should be clearly spelt out. Not only
it should
be mentioned in the programme schedule but it must be made clear to
participants also.
b. The level of the participants, their existing knowledge, skills and
experience
should be kept in mind before finalizing the programme schedule to
know
from what level of knowledge the trainer should concentrate and carry
the
participants with him trill every aspect of the subject is cleared.
c. Training can be very interesting, enriching experience if the faculty
provides
variety, mixing practical with theory sessions, quoting from personnel
experiences and allowing time for discussion and absorption.
d. Adequate time should be available for doing justice to all the
subjects.
e. Flexibility in the design of the [programme would ensure that
participants do
not have to learn those aspects which they already know and
whenever such
situation is faced by the faculty, either the level of discussion may be
increased or subject may be changed.
f. An Inbuilt feedback system to facilitate revision, if any, desired by
the
participants during the course of the programmed may be planned and
some
cushion periods should be provided.
g. The programme coordinator should prepare brief synopsis of each
topic to be
covered during the programme in case the standardized synopsis are
not
available and he may revise or improve the standardized synopsis also
in the
light of latest developments and requirements.
DEFINING FOCUS & OBJECTIVE OF PROGRAMME:
Defining the focus and the objective of the programme is very
important of designing
programme. In fact defining focus and objective, target group is also
important.
Objective of any training programme is very strongly related to training
needs of the
organization & corporate expectations from the training system. Some
of the usual
objectives are:
a. Developing of skills (if not existing earlier)
b. Sharpening of skills (if existent but need is there to provide
cutting edge)
c. Building up a cadre of a trained person.
d. Creating awareness
e. Improving proficiency (to improve efficiency and speed of
handling
transactions)
f. Exposing (to new developments, environment)
g. Upgrading of skills (like training participants from branch
small/SSI loans to
handle large borrower accounts).
Training Process in Action
Identify Training needs
Identify and nominate the
Trainee
Identify and
correctly select
the right training
program
Chalk out the
detailed Training
Time Schedule
Manage
Resources Conduct the training
Evaluate training Report training costs
Costs benefit analysis of the
entire training exercise
DEVELOPMENT OF TRAINING
While developing the programme schedule, following aspects should
be kept in
mind:
a) Total number of working days and sessions available for the training
course.
b) The entire area/subject should be spread out/ planned over the
entire period of
the programme
c) Specific topics should be laid out in a logical, sequential and
succession form
so as to enhance comprehension and assimilation
d) If the training schedule is of long duration or involving various
phases or
modules, a tentative programme schedule should be prepared for the
entire
period but detailed and specific programme should be prepared for
each
week/fortnight/phase or module well in advance.
e) Normally a full training consists of 5 sessions of minimum 70
minutes each at
training center/college with 3 sessions before launch and 2 sessions
after
lunch. Enough caution/flexibility should be built up in the programme
schedule to allow scope for increasing sessions on existing proposed
topics,
adding new topics, undertaking more exercises
Concept of Welfare Schemes
Meaning and Definition
Welfare means faring or doing well. It is a comprehensive term, and
refers to the
physical, mental, moral and emotional well being of an individual.
Further, the
term welfare is a relative concept, relative in the time and space. It,
therefore,
varies from time to time, from region to region and from country to
country.
Reported the Royal Commission on labour “Labour welfare is a term
which must
necessarily be elastic, bearing a somewhat different interpretation in
one country
from another, according to the different social customs, the degree of
industrialization and educational level of the workers.”
Types of Welfare Activities
Welfare activities could be classified into two broad categories:
A. On the basis of nature welfare activities are as follows -
1. Economic
2. Recreational
3. Facilitative
B. On the basis of location of welfare activities these are -
1. Welfare measures inside the workplace; and
2. Welfare measures outside the workplace.
3.
On the basis of nature, welfare activities are explained here as under
1) Economic services - These propose to provide some additional
economic
security over and above wages or salaries like pension, life assurance,
credit facilities
etc. establishing a proper pension programme will reduce
dissatisfaction in the area
of economic security. Pension is a kind of deferred payment to meet
the needs of the
employees in their old age.
Office employees often are in need of money for purchase of cycle,
scooter, radio,
sewing machine, fan etc to raise their standard of living. To meet their
requirements
the employer may advance them the money, which is paid back by the
employees in
the form of monthly installments to be deducted from their salaries.
2) Recreational services - Office employees are in need of
occasional diversion
because their attitude improves when the routine of everyday living is
broken
occasionally. The management may provide for indoor games like
table tennis in the
common for employees. Also provide reading rooms, libraries, radios,
etc for the
recreation of the employees.
3) Facilitative services - These are the conveniences, which the
employees
ordinarily require like:
a) Provision for canteen, shelter, rest rooms and lunchrooms :
Eating is
naturally a very important thing for an employee to keep his heath
improves his
efficiency in working. Unless proper facilities for food, tea, and rest
rooms are
available, health and consequential efficiency of the workers will go
down.
b) Housing facilities: Some organizations construct quarters for their
employees
and provide the same either free or at a nominal rent.
c) Medical facilities: Health is one of the foremost things for the
employees and
it is but natural that there may be injuries because of accidents while
working. So aid
facilities must be provided for with in the office premises. In addition
medical scheme
is generally in operation under which reimbursement of medical
expenses actually
incurred is allowed.
d) Washing facilities : the legal requirement as per Factories Act
cater for providing
wash basins and washing facilities to be conveniently accessible to all
workers which
should be clean, properly separated for the use of male and female
employees.
e) Leave travel concession: many organizations reimburse actual
fares incurred by an
employee in undertaking a journey along with his wife and minor
children once
during a number of years.
f) Educational facilities: educational facilities may be provided by
the organization
to the employee’s children by starting schools up to the secondary
stage.
Welfare activities on the basis of location are as given
below
1. Welfare measures inside the workplace
A. Conditions of the work environment:
a) Neighborhood safety and cleanliness; attention to approaches.
b) Housekeeping; up keeping of premises-compound wall, lawns,
gardens, and so
forth, egress and ingress, passages and doors; white-washing walls
and floor
maintenance.
c) Workshop (room) sanitation and cleanliness; temperature, humidity,
ventilation, lighting, elimination of dust, smoke, fumes, gases.
d) Control of effluents.
e) Convenience and comfort during work, that is, operatives’ posture,
seating
arrangements.
f) Distribution of work hours and provision for rest hours, meal times
and
breaks.
g) Workmen’s safety measures, that is, maintenance of machines and
tools,
fencing of machines, providing guards, helmets, aprons, goggles, and
first aid
equipment.
h) Supply of necessary beverages, and pills and tablets, that is, salt
tablets, milk,
soda.
i) Notice boards: posters, pictures, slogans; information of
communication.
B. Conveniences:
a) Urinals and lavatories, washbasins, bathrooms, provision for
spittoons; waste
disposal.
b) Provision of drinking water; water coolers.
c) Canteen services: full meal, mobile canteen.
d) Management of workers’ cloak rooms, rest rooms, reading room and
library.
C. Workers’ Health Services : Factory health care; dispensary,
ambulance,
emergency aid, medical examination for workers; health education,
health research;
family planning services.
D. Women and Child Welfare: Antenatal and postnatal care,
maternity aid, crèche
and child care; women’s recreation (indoor); family planning services.
E. Workers’ Recreation : Indoor games; strenuous games to be
avoided during
intervals of work.
F. Employment Follow-up : Progress of the operative in his work; his
adjustment
problems with regard to machines and workload, supervisors and
colleagues;
industrial counseling.
G.Economic Services: co-operatives, loans, financial grants; thrift
and saving
schemes; budget knowledge, unemployment insurance, health
insurance, employment
bureau, profit sharing and bonus schemes; transport services;
provident fund, gratuity
and pension; rewards and incentives; workmen’s compensation for
injury ; family
assistance in terms of need.
H.Labour-Management Participation:
a) Formation and working of various committees, that is, works
committee, safety
committee, canteen committee; consultation in welfare area, in
b) Production area, in the area of administration, in the area of public
relations.
c) Workmen’s arbitration council.
d) Research bureau.
I Workers’ Education: reading room, library, circulating library;
visual education;
literary classes, adult education; daily news review; factory news
bulletin; cooperative
with workers in education services.
2. Welfare measures outside the workplace
Housing: bachelors’ quarters; family residencies according to types
and rooms.
b) Water, sanitation, water disposal.
c) Roads, lighting, parks, recreation, playgrounds.
d) Schools: nursery, primary, secondary and high school.
e) Markets, co-operatives, consumer and credit societies.
f) Bank
g) Transport
h) Communication: post, telegraph and telephone.
i) Health and medical services: dispensary, emergency ward,
outpatient
and in-patient care, family visiting; family planning.
j) Recreation: games; clubs; craft centers; culture Programmes, that is,
music clubs; reading rooms and library; open air theatre; swimming
pool; athletics, gymnasia.
REWARD SYSTEMS
If employees’ perceive that their efforts will be accurately appraised
and if they
further perceive that the rewards they value are closely linked to their
evaluations.
More specifically, the rewards are likely to lead to high employee
performance and
satisfaction when they are -
a) Perceived as being equitable by the employee;
b) Tied to performance and
c) Tailored to the needs of the individual.
These conditions should foster a minimum of dissatisfaction among
employees,
reduce withdrawal patterns and increase organizational commitment. If
these
conditions do not exist, the probability of withdrawal behavior
increases, and the
prevalence of marginal or barely adequate performance increases.
Employee benefits like flexible work hours, maternity leave, and day
care centers may
be most relevant for the impact they have on reducing absenteeism
and improving job
satisfaction.
PERFORMANCE APPRAISAL
The performance Appraisal system is an important tool for assessing
the performance,
qualitative attributes and the potential of officers in any organization.
through
effective use of this tool the management can take crucial decisions in
respect of the
officers in the areas of placement, career development, promotion ,etc.
this system
also acts as a feed-back mechanism for monitoring the performance of
officers under
various parameters. It helps them to improve their performance and
prepare
themselves for shouldering higher responsibilities in the organization.
In other words, performance appraisal means systematic evaluation of
the personality
and performance of each employee by his supervisor or some other
person trained in
the techniques of merit rating. It employs various rating techniques for
comparing
individual employees in a work group,
OBJECTIVES OF PERFORMANCE APPRAISAL
• Helps the employees to overcome his weakness and improve over his
strength
and thus enable him to improve his performance and that of the
department.
• Generate adequate feedback and guidance from the reporting
officers to the
employee.
• Contribute to the growth and development of the employee.
• Helps in creating a desirable standardized culture and traditions in
organizations.
• Helps in identifying employee for the purpose of motivating, training
&
development.
• Generate significant, relevant, free and valid information about
employee.
Thus a good performance appraisal system should primarily focus on
employee
development and at the same time.
There are two broad methods of merit rating may be classified into:
• TRADTIONAL METHODS
• Μ Ο DERN METHODS
A) DETERMING THE OBJECTIVES OF PERFORMANCE APPRAISAL :
Before any performance appraisal programmed is initiated, it is
essential to
determine its objectives. The objectives of the appraisal programme
may be either to
appraise the actual performance of individual to do higher jobs.
Sometimes,
performance appraisal is associated with specific objectives like
training and
development, transfer and promotion, etc.
B). ESTABILISHING STANDARDS OF PERFORMACE:
For effective rating of employees, it is necessary to establish standard
or
performance against which their performance should be compared.
However, an
approach that is more preferable is to establish, in writing, definite
standard of
accomplishment, which the employee can reasonably be expected to
meet.
C). FREQUENCY OF APPRAISAL:
The frequency of appraisal differs from organizations to organization
and with the
nature of duties performed. There are spot appraisals, monthly,
quarterly, and six
monthly or yearly appraisals. But most of the organizations conduct
yearly or half
yearly appraisals because more frequent appraisals besides taking
away time of the
appraiser or raters may create a sense of fear amongst the rates.
D). DESIGNING OF FORMS:
The Punjab National Bank (officers) service regulations, which came
into effect from
1st July 1979, formed the basis of the performance appraisal system
and the
promotion policy. A new promotion policy was formulated based on
marks under
various parameters such as:
• WRITTEN TEST.
• EDUCATIONAL QUALIFICATION.
• INTERVIEWS.
• BRNCH EXPERIENCE.
• WORKING PERFORMANCE.
The present appraisal system of the bank had been serving the
objectives for
which it was meant since 1994, but to keep pace with the fast
changing economic
and banking scenario and meet the competition, it was imperative to
develop and
utilize on human resource appropriately.
To bring appropriate changes for restructuring the govt . of India
formed the
committee of human resource Management to study all significant
areas along
with this Boston consultancy group was also appointed. The New
Performance
Appraisal System was approved by the board in its meeting dated 15th
December
2003, for being introduced w.e.f. 1st April ‘2004.

DATA ANALYSIS
DATA ANALYSIS
Question 1) Have you heard a name of Airtel?
Answer a) Y-yes
b) n- no
c) c- can’t say
Analysis: we concluded that more than 70% of the people liked the
industry which
conveys a good image of the company.
74.00 / 74.0%
19.00 / 19.0%
7.00 / 7.0%
y
n
c
Question 2) Response of people about Airtel?
Answer a) y-yes
b) n-no
c) c-can’t say
52.00 / 52.0% 34.00 / 34.0%
14.00 / 14.0%
yn
c
Analysis: we concluded that more than half of the people consider
Airtel is a nice
product, only a few said NO. That means for people it is a expensive
product.
Question 3) Response of people that Airtel will give a healthy
competition to
other companies?
Answer a) y- yes
b) n- no
c) c- can’t say
59.00 / 59.0%
28.00 / 28.0%
13.00 / 13.0%
y
n
c
Analysis : we concluded that more than 50% of the people believe
that Airtel will
give a healthy competition to small companies and it will prove to be
more superior
than other small companies.
Question 4) Response of people that AIRTEL will bring a
revolution in industry?
Answer a) y-yes
b) n-no
c) c- can’t say)
66.00 / 66.0%
20.00 / 20.0%
14.00 / 14.0%
y
n
c
Analysis: we concluded that about 66% of the people said that AIRTEL
will bring a
revolution in the industry as it is growing at a very fast rate day by
day.
Question 5) Factors why people like AIRTEL?
Answer a) 1-affordability
b) 2-shape
c) 3-design
d) 4-other design
11.00 / 11.0%
18.00 / 18.0%
10.00 / 10.0%
61.00 / 61.0%
4.00
3.00
2.00
1.00
Analysis: we concluded that all the factors contribute in increasing
the liking of the
people, but the most effective one is the affordability of the AIRTEL.
Question 6) Proportion of people who will shift to AIRTEL?
Answer a) Y-yes
b) n-no
c) c-can’t say
45.00 / 45.0%
33.00 / 33.0%
22.00 / 22.0%
y
n
c
Analysis: we concluded that in the coming time people will more often
start shifting
to AIRTEL as they produce the most Affordable products as compared
to other
products manufacturing companies.
Question 7) Why would people prefer AIRTEL as their brand?
Answer a) 1-comfort
b) 2-safety
c) 3-reputation
d) 4-other reasons
38.00 / 38.0%
24.00 / 24.0%
15.00 / 15.0%
23.00 / 23.0%
4.00
3.00
2.00
1.00
Analysis: we concluded that people prefer AIRTEL as their product
due to many
factors. Some of them are Comfort, Safety, and Reputation etc.
Question 8) AIRTEL is made for villages or cities? Discuss
Answer a) 1-town/cities
b) 2-villages
c) 3-both
d) 4-can’t say
13.00 / 13.0%
26.00 / 26.0%
3.00 / 3.0%
58.00 / 58.0%
4.00
3.00
2.00
1.00
Analysis: we concluded that more than 50% of the people believe that
Airtel is good
for villages, while 26% of the people believe it is good for villages as
well as cities.

FINDINGS
&
RECOMMENDATIONS
FINDINGS AND RECOMMENDATIONS
FINDINGS
1) The retailers on their outlets do not properly place the glow
signboard and the
company or distributors do not do the distribution of the boards
properly.
2) Sales promotion schemes are important to influence the consumer.
The retailer
was dissatisfied by the promotional schemes of the company. The
distributors
were not distributing all the schemes properly to the retailer.
3) The competitor’s sales promotion schemes were not much effective
but
schemes were properly distributed to the retailers.
4) The company has strong distribution channel but the retailers were
not
satisfied by the services of the distributors.
5) Number of root vehicle is very less as compare to the size of the
market.
6) The merchandising equipments distributed by the company are not
being
maintained properly by the company.
RECOMMENDATIONS
1) The company must ensure that Airtel is not used to display vehicles
properly.
2) The company must keep check on the maintenance of vehicles on
the
outlets.
3) The glow signboard should be placed at the public places where
maximum
people can be influenced by the sales promotion schemes by the
company.
4) The company should properly maintain all merchandising
equipments on all
outlets.
5) Number of root vehicle should be increased as the size of market is
relatively
large.
6) As the sales promotion schemes are major tool to influence the
buyer
as well as to the retailer, so the company should maintain the proper
flow of
the promotional schemes as compare to the competitors.
7) The company must ensure that promotional schemes are distributed
properly by the distributors.
8) Retailer- distribution relation should be made friendly.
9) The executive of the concerned market should be made more
responsible towards his/her job.
CONCLUSION
The aim of this project was to comparatively study on operators and
others operators
and try to reveal future prospects of Airtel .In my Marketing research I
found that the
demand of is going to increase day by day. The company should
participate in
advertising to acquire as much benefits as possible, thus competing
successfully with
other operators.
The final survey incremented my knowledge regarding how to market
one’s product
efficiently and how to deal with various types of people. Thus I greatly
enjoyed this
project and learnt a lot. Development of good relations with the
dealers is must.
Company should also make efforts to attract more and more
customers through
various schemes etc.
After conducting this survey on Airtel, I come to the conclusion that,
company has huge potential in Delhi region & it can capture major
share by providing excellent after sales service. There are some other
conclusions are also included:
 The market reach of the company is very good.
 The growth of the product is also appraisable
 The company is a major player in the sector of power
generation.
 The service providing network of the company is very strong.
BIBLIOGRAPHY
WEBSITE
• www.google.com
• www.wikipedia.com
• www.Airtel.com
MAGAZINES / NEWSPAPERS
• Business Today