ACTIVITY REPORT &
PRACTICES
OF HR MANAGER
Presented by:
Ashish Sharma
Industry Guide:
Shoaib Siddique
HR Manager – Lucknow Office
Overview of IT Industry
Industry Profile
Indian Telecommunication Industry
Idea Cellular Limited
an Aditya Birla Group Company
Company Profile
Incorporated as Birla Communications Limited on March 14,
•(
1995 under the Companies Act, 1956 and granted a certificate
of commencement of business dated August 11, 1995.
•The name of the Company was further changed to Idea Cellular
Limited pursuant to a fresh certificate of incorporation dated May
1, 2002.)
•Registered Office: Suman Tower, Plot No.
18, Sector-11, Gandhinagar – 382011 Tel: +91
79 6671 4000 Fax: + 91 79 2323 2251
•Corporate Office: 11/1 Sharada Center, Off Karve
Road, Erandwane, Pune – 411004 Tel: +91 98500
03222 Fax: +91 98500 03999
Contact person: A.J.S. Jhala
Key People
Board of Directors
Mr. Kumar Mangalam Birla (Chairman)
Smt. Rajashree Birla
Mr. M.R. Prasanna
Mr. Saurabh Misra
Mr. Sanjeev Aga (Managing Director)
Mr. Arun Thiagarajan
Ms. Tarjani Vakil
Mr. Mohan Gyani
Mr. Biswajit Anna Subramanian
Mr. Gian Prakash Gupta
OBJECTIVES
To understand the process of HR in the
company.
To know the effective method of recruitment
and selection.
To know the sources used for recruitment at
various levels and various jobs.
To analyze the selection process.
To know abut various responsibilities of HR
in the company.
RESEARCH METHODOLOGY
DATA COLLECTION: Primary and secondary data
SAMPLING: Interview with HR Executive
Recruitment and Training
Idea looks for young, innovative and dedicated people. It
undertakes campus recruitment. The company organizes
summer/industrial training to students of reputed
engineering/management institutes/universities. They are
provided with live projects.
At Gyanodaya, formal training and development programs
are also organized by the company to update its employees.
Also, e-learning forms a part of career development at Idea.
ROLE OF HR
To strategize & execute the recruitment activities at the circle
by, identifying and deploying best practices in staffing and
recruitment, automating these systems for speed and efficiency,
rolling out new initiatives and executing the cycle in a timely
manner, ensuring compliance of all related statutory
requirements with a view to provide the right kind of
manpower at the right time within the budgetary provisions.
To execute the Compensation & manpower planning activities
at the circle, identifying and deploying best practices, & by
automating these systems for speed and efficiency, and executing
the cycle in a timely manner with a view to developing a high
performing organization.
Responsibilities OF HR
Lead and direct the recruitment process by liaising
with service providers, reviewing shortlists, conducting
interviews, recommending fitment for approval from
circle head & HR head to ensure that the manpower
plan and requirements of the company are met.
USE OF RECRUITMENT AID
To develop & use contemporary recruitment aids like,
I recruitment, psychometric tests for effective selection.
COMPENSATION AND BENEFITS
Coordinate & execute the annual/ biannual
compensation benchmarking study findings & subsequent
recommendations conducted by corporate for possible
changes
MANPOWER PLANNING AND BUDGETING
Create the manpower plan based on the business plan, identify vacancies at different
grades within the organization, manpower number requirements through discussions with
the department heads and submit to the Corporate Head ¿ Human Resources through circle
head HR for approval to ensure that the adequate manpower numbers are available in the
circle.
Identify contract labor requirements in different departments for the year and identify
possible sources for sourcing these contract labor
MIS & Audit
Responsible for making monthly, quarterly & yearly recruitment reports,
source of applicant, cost of recruitment, audit reports.
Administered Mumbai HRMIS through ‘Poornata’, an application based on
People Soft covering Job posting on internet & intranet, updating interview calendar,
scheduling online interviews & notifying interviewers in Recruitment Module. 100%
usage & its compliance
PROBATION EVALUATION
Identification of probation evaluation cases on weekly basis for
employees completing three & six months & getting there developmental
inputs, feedback on performance. Accordingly issuing the confirmation or
extension letter.
VENDOR RELATIONS & DEVELOPMENT
Getting necessary contracts signed & discussing the payment/invoicing
and other terms with the vendor.
Processing Vendor invoices like Recruitment sourcing fees for placing
the candidates with Idea, Pre-employment medical check-up bills, Video
Conferencing for interview bills, etc.
TALENT ACQUISITION
Monitoring vacancies in circle and actively involved in sourcing and hiring of
good quality personnel for all DGM & below level positions .
Negotiation with the candidates & explaining them about the compensation
structure & benefits.
Different sources of recruitment
Employee referral scheme
Recruitment agencies
Recruitment portals
Advertising
INTERVIEW QUESTIONNAIRE
What category for candidates or educational institutes idea
targets?
For re-hiring of employees, what all necessary considerations
are taken into account?
What all types of recruitment test are conducted?
What are the Role of HR in the company?
What are the Responsibilities of HR in the company?
ANALYSIS AND FINDINGS
Use recruitment portals on regular basis so that the
dependency on the recruitment agencies is minimum &
thereby reducing the cost .
The company organizes summer/industrial training
to students of reputed engineering/management
institutes/universities. They are provided with live
projects.
Gyanodaya, formal training and development
programs are also organized by the company to update
its employees. Also, e-learning forms a part of career
development at Idea.
RECOMMENDATIONS
Technical and Aptitude tests should be conducted
at the time of recruitment in order to understand the
logical reasoning ability of the candidate.
Using other mode of recruitment for better to get
better Data of candidates.
Giving the Health & Medi claim facilities.
CONCLUSION
Good recruitment key deliverables.
Selecting Right People Right designation.
Have Good policies for vendor to get good
candidates.
