HRM PROCESS OF AIRCEL AND VODAFONE

AIRCEL COMPANY PROFILE

Type Industry Founded Headquarters Key people : Joint venture : Telecommunications : 1999 : Chennai, Tamil Nadu ,India : Sandip Das, CEO Gurdeep Singh, COO Pragas Pathy : Mobile Telephone, Wireless broadband services : Maxis Communications(74%) : www.aircel.com

Products

Parent
Website

AIRCEL
Indias fifth largest GSM mobile service provider seventh largest mobile service provider (both GSM and CDMA) subscriber base of over 51.83 million, as of January 31, 2011 having market share of 6.72% among the GSM operators in the country is

Being the leading mobile operator in Tamil Nadu, Assam, North- East and Chennai, AIRCEL follows a series of intelligent steps to gather its manpower these are

All the applications first come through the national recruitment administrator which are processed through National office in Tamil nadu.

Applicants then receives acknowledgment that their application has been received and is being considered.
Applications are then considered against the knowledge, skills, competencies, experience and other requirements of the role. A shortlist of applicants is then contacted for an interview. They may telephone screen applicants for some roles before selecting a shortlist of people to interview.

Applicants who dont make the shortlist will be advised by email or post.

Interviews are usually conducted by a panel of three staff and last for up to one hour.

Out of the preferred applicant after interviews , referee checks are then carried out. Candidate will be required to provide two to three referees, one of whom should be current or most previous reporting manager and the others should be recent reporting officers who are able to comment on Candidates work capability. If the referee checks are satisfactory, then be asked to undergo a police check. All offers of employment are subject to a satisfactory police check.

For some roles, credit checks and psychometric assessments may be carried out. This depends on the level and type of position they are selecting for.

On receiving a satisfactory police check, they will offer the position and discuss the terms and conditions before confirming the appointment. A formal offer will be made and employment documentation will be sent out for Candidate to read and sign before commencing.

If anyone submit a general application whereby there were no vacancies available at the time of submitting, they will hold the application on file and contact when a vacancy arises.

VODAFONE COMPANY PROFILE

Type Industry Predecessor(s) Founded Headquarters : Private : Telecommunications : Hutchison Essar :1994 : Mumbai,Maharashtra India : Mobile telephony : Wireless Broadband :Vodafone group : www.vodafone.in www.vodafone.com

Products Services Parent Website

Recruitment and selection process of VODAFONE

Vodafone India, formerly Vodafone Essar and Hutchison Essar, is the third largest mobile network operator in India after Airtel and Reliance follows a strict process for recruitment and selection of human resource

The Recruitment process can be examined as follows:Man power requisition(MPR)- It is done in various departments of the organization. Job description- In job description work that is required to be done on the job is described like expectations from that job, salary etc. Sourcing strategy- It can be either internal or external sourcing.

Internal Recruitment This is a practice of filling vacancies within the organization through transfers and promotions. All transfer decisions are usually taken by the management and communicated to those concerned.

In case of promotion however, information about the vacancies is communicated through internal advertisement. Alternatively, organization prepare seniority cum merit or seniority list and consider the eligible candidates for internal promotions

External RecruitmentWhen the organization has to use external sources, there are two main means of conducting the search for employees: Through employment consultancies and agencies or by conducting the public directly through advertisement in newspaper journals, posters, on radio, on television and on the internet.

Short listing - In this step screening of the resumes is done. Or it can either be done by doing correct profile match. Shortlisted resumes are send to the concerned departments.

Scheduling interviews- Selected resumes of the candidates are called for the interview by HR department.

Negotiation- hr person then do the negotiation regarding the salary and job needs with the selected candidate.

Joining date- Before the candidate joins the organization, a pre-medical test, employment verification, education verification is done. After all this induction program starts

TRAINING AND DEVELOPMENT

Training and development programmes aim to help employees achieve their career goals and ensure that the requisite skills and talent can lead the business now and in the future. At Vodafone there are wide ranging training programmes that help the employees to gain new skills and experiences.

Vodafone encourage people to progress their careers within the company, either through promotion or a change of role to broaden their experience. Vacancies across the Group are advertised on intranet, which encourages the transfer of talent between local markets.

Vodafone also conducts quarterly Talent Reviews for senior leaders to identify high-potential leaders, match their skills to business needs and help individuals achieve their development goals.

INSPIRE
Inspire is designed to accelerate the progress of high-potential managers into leadership roles. It provides a combination of learning programmes, coaching, mentoring and onthe-job experience over a period of 18 months, followed by an assignment to another Vodafone local market or function.

A key feature of Vodafones Inspire programme is an international secondment designed to give participants new perspectives and promote crosscultural working across the Group.

PERFORMANCE APPRAISAL
Reward is based on individual employees performance, potential and contribution to the success of the business to ensure people feel their efforts are recognised. The global short- and long-term incentive plans reward both performance and potential.

Each of Vodafone markets offers a competitive range of benefits, which vary according to local market conditions and regulations. These include medical insurance, subsidised mobile phones, share plans and retirement benefits.

Prateek Jain

Nidhi Agrawal

Nidhi Gaur

Surabhi Kalhan

Mayank jain

Group Members
Ankit Gupta Yuvnika Sogani

Surabhi Parashar

tryambak

HRM-Live project Work-sheet

Names 1) Yuvnika Sogani Work Ppt making Roll no. 1939

2) Ankit Gupta
3) Nidhi Agrawal 4) Nidhi gaur 5) Surabhi Kalhan 6) Tryambak 7) Prateek Jain 8) Mayank jain 9) Surabhi Parashar

Data collection/Project Report

Data collection Data collection Project report Data collection Data collection Data Collection/Project Report Data Collection

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