Bharti AIRTEL Case Study

Bharti AIRTEL Case StudyBharti Airtel is a public limited caller-up commonly known as AIRTEL .it is a Indian telecom comp any(prenominal) which is currently operating its avocation crosswise south Asia, Africa and channel islands, it is also into the GSM providing business in every(prenominal) the countries including 2G3G services. Due to its operations in 19 countries, Airtel is now the fifth largest telecom operator in the world with over207.8 million subscribers at the end of 2010. It is the largest cellular service provider in India with over153 million subscribers, behind china agile and china Unicom Airtel is the third largest operator by subscriber base.TYPE publicINDUSTRY telecommunicationFOUNDED 7 JULY 1995FOUNDER Sunil Bharti mittalHEADQUATER New DelhiAREA SERVED South Asia, Africa, passage IslandSERVICES Mobile networkWirelessLandlineBroadbandSatellite televisionREVENUE 9.290 millionOPERATING INCOME 2.313 billionPROFITS 2.079 billionTOATAL ASSESTS 15.527 billionTOTAL EQUITY 9.491 billionEMPLOYEES 24,501PARENT Bharti Enterprise (63.45%)SingTel (32.15%)Vodafone (4.4%)WEBSITE airtel .comBOARD OF DIRECTORSSunil Bharti MittalManoj Kohli JointAkhil GuptaChua Sock KoongTan Yong ChooNikesh AroraPulak Chandan PrasadLord Evan Mervyn DaviesH.E. Dr Salim Ahmad SalimTsun-yan HsiehRajan Bharti MittalRakesh Bharti MittalCraig EhrlichAjay LalBashir Abdulla CurrimjeeMauro SentinelliN.KumarH.R POLICIES OF ORGANIZATIONStrategic human oversight authority formulating and executing human resource policies and practices of the organization that produce the employee competencies and behaviours the company needs to achieve its strategic aims. The strategic plan implies certain workforce requirement, in wrong of employee skills, attributes, and behaviours that HR mustiness(prenominal) deliver to enable the business to achieve its strategic goals.SERVICE RULEIn Airtel you atomic number 18 an at will employee, this mean you are working at your own w ill without any force or pressure, before you join the company you must sign monetary value and condition commensurateness that will state corporate system of the company that must be followed by all employees, in violation of the agreement, it can lead to termination of the employment.Employees must report to their superior and maintain disciplinary work.All employees will be paid calendar monthly by cheque procedure.In case of leave employees must draft a detailed cover mentioning the reason for leave.Lunch break of 1 hr will be providedCamera monitoring will be done to check the fair work of the employee.PROMOTION POLICY RULEA Policy under which employee gets promotion in the organization which is a avenge for excellent cognitive process.Generally to be eligible for promotion a employee must have successfully completed 6 months of employment in Airtel .Internal application process is being carried out and previous records are checked and performance is analysed.Further wri tten test and interviews are done for promotion process.WAGE social organisationThe internal relationship between different personal line of credits and wages helps the firm to decide its wage coordinate.60% of Employees in Airtel are on variable pay structure which means they are paid according to their work done.At AIRTEL strong pay for performance culture maintains the internal equity.AIRTEL take into consideration factors such as performance and maintaining internal equity to get word people at kindred level (in the organization hierarchy) and same performance are paid at the same level.EMPLOYESS MOTIVATION AND WELFARE SCHEMESMotivation is an effective tool for inspiring the workforce and creating confidence among the employees.The work force will be satisfied if management provides them with opportunities to satiate their physiological and psychological needs. The workers will cooperate voluntarily with management and will contribute maximum to organizational goal.The rat es of labour turnover and absenteeism among workers will be low.There will be tidy human relations in the organisation as friction among the workers themselves and between the workers and management will decrease.AIRTEL always promotes motif by rewarding the talent through a TOTAL REWARDS APPROACH, performance bonuses, guaranteed cash and also stock option.Tremendous growth in career opportunities makes feel at AIRTEL exciting and encouraging towards performance.Motivation tools like on job grooming, involvement in key projects, monitoring programs and exposure across various businesses, AIRTEL offers all its employees, guaranteed job satisfaction resulting in a Total Employee Proposition.Family friendly work options Flexible era system, telecommuting , part time options.Maternity/ post natal benefits 12 weeks maternity leave, leave extendable up to 6 months, flexi work location, flexi /part time options.Revised sabbatical policy Allows for time off for enhancing culture up to 1 year personal exigencies limited to half yearly.Travel policy revision Includes two additional safety norms for women employees.Employee referral policy compound monetary benefits for referring women employees across all levels.Mentoring program Initiated for high potential middle management women employees mentoring by senior women supervisor.HEALTH SAFETY RULESAll employees have to subscribe a medical certificate mentioning the physical and psychological fitness.Regular medical check up promotion is done by the AIRTEL group.Suppliers dealing with Bharti Airtel shall comply and stick with to all laws, regulations and guidelines on environment, wellness and safety.Suppliers will ensure that all new service offerings as well as new product designs are in compliance with the relevant environmental regulation and guidelines, at the time of implementation at Bharti Airtel.TRAINNING AND DEVELOPMENTVast pool of human resource time to time upgraded in terms of attractorship and technical skills through various outsourced and in house teach development activities such as process and project management skills and technical skills.By providing world class resources and combined efforts by AIRTEL many employees are being trained and developed to become future leaders .The companys HR is continuously working on launching various initiatives like on job discipline, apprenticeship training, programmed learning, simulated development, computer base training.AIRTEL also believes in internet base training which includesTeletrainingVideoconferencingDevelopment initiative by the company is directed by job rotation in which a management trainee moves department to department for boilersuit learning in organisation.Case study method is also adopted by AIRTEL.Outside seminars are arranged for both employees and employer.(b) Identify any 3 tradings (one each at Entry Level, Middle Level and older Level) within that chosen company.Entry level- gross revenue executive (broadband)Middle level- Area manager (sales)Senior level- General Manager (new business development)JOB DESCRIPTION JOB SPECIFICATIONJob description- A list of a jobs duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities.Job specifications- A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on.Job descriptionSales executive- main aim is to sell broadband connections to the multinational corporation. make new broadband customers.Briefing the new product regarding broadband to customerField refresh to gather new demand preference in the commercialiseJob specificationExperience 1 to 2 yearsLocation Ncr/ DelhiCompensation Rupees 65000 1,22,000Education UG GRADUATE, ANY SPECIALIZATION, PGDM in any areaIndustry case RetailRole Sales Exec./Officer operating(a) Area Sales,Job descriptionArea manager- Achieve targeted net adds for all products (voice prepaid/post-paid, data, VAS etc), e nsuring quality, across all available sales channels (Distribution, Retail) / CS in the area officeAchieve channel infrastructure enhancement targets.Achieve revenue sales target across all products and channels of organisationManage changes in , organization, trends, people to ensure quality satisfaction with continuity and smooth operationsCoaching, monitoring, mentoring and safekeeping of team memberJob specificationExperience 9 12 eldLocation Ncr / delhiEducation UG Graduate Any Specialization PG Course good communication skillsIndustry Type Telecom/ISPRole Area ManagerFunctional Area Sales,Job descriptionGeneral manager- To formulate new business development strategies identifying new business opportunities.To manage the IT sector within the organization.Mange the corporate affairs with other multinational corporationBuilding strong connections with business partners. strategy and Implementation of All Business SLAs Managing client SLAs for operationsTransition manag ement account growthCross-functional collaboration to enhance performance improved strategies.Workflow Management, Hiring realise capacity planningSetting-up and managing operational practicesIdentify opportunity areas and implement the process for more improved strategiesJob specificationExperience 14 20 YearsLocation NCR/ delhiEducation UG Graduate Any Specialization PGDM/MBA Any specialization , excellent communication skillsIndustry Type telecomRole Head//GM-OperationsFunctional Area IT, research development.DETAILED RECRUITMENT AND STAFFING PROCEDUREAIRTEL HIRING PROCESSAPPLICATIONSIn AIRTEL existing opening are monitored and accordingly position procedure are being carried out matching candidates profile and area of interest.SCREENINGMatching of the profile is done by the company with respect to its requirements and needs.ASSESMENTAn aptitude test is required for the job of front line sales.For considering the middle and senior level job occupational personality questio nnaire done.INTERVIEWAirtel takes 1-3 rounds of interview process.VERIFICATIONIn case of final plectrum credentials are being verified by the company before joining of the candidate. After this process final appointment letter is being offered with companys terms condition memo, that every employee must sign.COMPENSATION PATTERN INCENTIVES AND BENEFITSAIRTEL FOLLOWSPerformance and pay policyIncentive pay scheme- managers often use two terms synonymously incentive plan for the employees, that is applicable to sales over the target achieved.As discussed earlier 60% of the AIRTEL employees are on variable pay that ties to pay to productiveness or breadability in one time lump sum.Merit pay as in incentive is generally done by the company for excellent performance by employee in last term of his/her employmentAIRTEL also provides NON- MONETARY incentives which includesEmployee recognitionGift certificatesSpecial eventsMerchandise incentivesFree training programsCommission planBENEFIT SBenefits are indirect financial and non financial payments employees receive for continuing their employment. They include things like health and life insurance, pensions, time off with pay, and boor care assistance.DISCRETIONARY BENEFITS PROVIDED BY AIRTEL EMPLOYERLife and health insurance for family and dependentsHousing, subsidiary on housing loans subsidiary ,conveyance allowance, telephone and assumetainment allowance, recreational benefits like health clubs and hobby classes, soft loans for asset building.Different types of leaves like study leave, extraordinary leave.Executive perquisites like chauffeur driven car, petrol allowance, and family holidays.Pay for time non worked benefits for time not worked such as unemployment insurance, vacation, and holiday pay, and sick pay.EFFECTIVE TRAINING AND METHODOLOGIESAIRTEL EFFECTIVE TRAINING METHODSFor effective training five steps are followedThe first, or needs analysis step, identifies the specific job performance skills n eeded, assesses the prospective trainees skilled and develops specific, measurable knowledge and performance objective based on any deficiencies.In the second step instructional design, you decide on, compile, and produce the training program content, including workbooks, exercise and activities.There may be a third organization step, in which the bugs are worked out of the training program by presenting it to a small representative audience.The fourth step is to implement the program, by actual training the targeted employee group.Fifth is the evaluation step, I which management assesses the programs successes or failures.METHODOLOGIES ADOPTED BY AIRTELOn job training means having a person learn a job actually doing it. Every employee from mailroom clerk to CEO gets on job training when he or she joins the company.Informal learning after a survey done by AIRTEL it was discovered that 80% of the employees learn on the job they learn not through formal training program but through informal means, including performing their jobs on a daily basis in collaboration with their colleagues.Job instruction training program takes place every month in AIRTEL in which logical sequence of steps are best taught step by step.On quarterly basis programmed learning is followed by AIRTEL in which self learning methods that consist ofPresenting questions, facts, or problems to learnerAllowing the person to respondProviding feedback on the accuracy of answers.OTHER MODEL METHODOLOGIESComputer base training profits based trainingOrganizing virtual classroomResearch methodCase study methodsUniversity-related programsRole playingBehaviour modellingIn house development centreSUITABLE PERFORMANCE MANAGEMENT SYSTEMPerformance management- a process that consolidates goal setting, performance appraisal, and development into a single, common system, the aim of which is to ensure that the employees performance is supporting the companys strategic aim.In AIRTEL performance management sy stem is by the process of planning, monitoring, developing, rating, and rewarding.AIRTEL also focuses on its key result areas (KRA) for better management.AIRTEL performance appraisal includeInformal reviewFormal reviewIDPAppraisal review andAppeal.CONCLUSION AND RECOMMENDATIONSBharti AIRTEL is doing exceptionally well in recent generation it is expected with same quality services in the present scenario it will overtake china Unicom in few years making it the world leader in telecommunication. Entering in African and Channel Island indicates it desire for expansion and to become globally known company, with the same pace it might also enter in other continent to increase its global market share.Good relations with business support partners like Ericsson, Siemens networks and IBM makes its outsourcing quit wellCompanys profit and assets are increasing good rate, it is expected in year 2020 it will cross 3.09 billion turnovers.AIRTEL strong HR policies help in maintaining its corpor ate governance structure.AIRTEL can enter into the mobile market in India as demand is at its peak.Better customer schemes support services would make AIRTEL to capture the opponent market.