TATA TELESERVICE LTD

Tata Teleservices Limited spearheads the Tata Group’s presence in the telecom sector. The Tata Group had revenues of around USD 70.8 billion in Financial Year 2008-09, and includes over 90 companies, over 363,039 employees worldwide and more than 3.5 million shareholders.

Incorporated in 1996, Tata Teleservices is the pioneer of the CDMA 1x technology platform in India. It has embarked on a growth path since the acquisition of Hughes Tele.com (India) Ltd [renamed Tata Teleservices (Maharashtra) Limited] by the Tata Group in 2002. It launched mobile operations in January 2005 under the brand name Tata Indicom and today enjoys a pan-India presence through existing operations in all of India’s 22 telecom Circles. The company is also the market leader in the fixed wireless telephony market. The company’s network has been rated as the ‘Least Congested’ in India for five consecutive quarters by the Telecom Regulatory Authority of India through independent surveys.

Tata Teleservices Limited now also has a presence in the GSM space, through its joint venture with NTT DOCOMO of Japan, and offers differentiated products and services under the TATA DOCOMO brand name. TATA DOCOMO arises out of the Tata Group’s strategic alliance with Japanese telecom major NTT DOCOMO in November 2008. TATA DOCOMO has received a pan-India license to operate GSM telecom services—and has also been allotted spectrum in 18 telecom Circles. The company has rolled out GSM services in 17 of India’s 22 telecom Circles in the quick span of less than a year. The company plans to launch pan-India operations by the end of FY 2010-11.

TATA DOCOMO marks a significant milestone in the Indian telecom landscape, and has already redefined the very face of telecom in India, being the first to pioneer the per-second tariff option—part of its ‘Pay for What You Use’ pricing paradigm. Tokyo-based NTT DOCOMO is one of the world’s leading mobile operators—in the Japanese market, the company is the clear market leader, used by over 50 per cent of the country’s mobile phone users.Tata Teleservices operates under five different brands— Tata Indicom (CDMA services), Tata DOCOMO (GSM services), Virgin Mobile, Tata Walky (which is the brand for fixed wireless phones), Tata Photon (the company’s brand that provides a variety of options for wireless mobile broadband access) and T24. TTSL

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recently entered into a strategic partnership agreement with Indian retail giant Future Group to offer mobile telephony services under a new brand name—T24—on the GSM platform. The exciting new brand was unveiled in February and it has commenced the GSM operations under the brand name T24 in Andhra Pradesh and will roll out services in other circles shortly. Today, Tata Teleservices Ltd, along with Tata Teleservices (Maharashtra) Ltd, serves nearly 70 million customers in more than 450,000 towns and villages across the country, with a bouquet of telephony services encompassing Mobile Services, Wireless Desktop Phones, Public Booth Telephony and Wire line Services.

In December 2008, Tata Teleservices announced a unique reverse equity swap strategic agreement between its telecom tower subsidiary, Wireless TT Info-Services Limited, and Quippo Telecom Infrastructure Limited—with the combined entity kicking off operations with 18,000 towers, thereby becoming the largest independent entity in this space—and with the highest tenancy ratios in the industry. Today, the combined entity has a portfolio of nearly 35,000 towers.

TTSL’s bouquet of telephony services includes mobile services, wireless desktop phones, public booth telephony, wire line Services and enterprise solutions.Over the last few months, Tata Teleservices’ industry-best and innovative offerings have gained industry-wide recognition and the Year 2010 saw TTSL add many notable accolades to its name. TTSL was named The Best Emerging Markets Carrier by Telecom Asia, and received 8 awards at the World HRD Conference, including 5th Best Employer in India. The company also received 3 awards at the Telecom Operator Awards 2010 from Tele.net; Best Company, CEO of the Year and Best Quality of Service, and Business Standard award for ‘Most Innovative Brand of the Year’.

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Tata Teleservices

Profile

Tata Teleservices (TTSL) was India's first provider of CDMA-based

telecommunications services. The company provides the full range

of telecom services spanning mobile, wireless, wire line, public booth

telephony and internet services, including service portals andHandsets.

Incorporated in 1996, the company along with its subsidiary Tata

Teleservices (Maharashtra) (TTML) serves 25 million customers in

over 5,000 towns in India. It was the first to launch CDMA mobile

services in India with the Andhra Pradesh circle. Today it has a pan-

India presence across 19 circles that include Andhra Pradesh,

Chennai, Gujarat, Karnataka, Delhi, Maharashtra, Mumbai, Tamil

Nadu, Orissa, Bihar, Rajasthan, Punjab, Haryana, Himachal

Pradesh, Uttar Pradesh (E), Uttar Pradesh (W), Kerala, Kolkata,

Madhya Pradesh and West Bengal.

TTSL has a 3G-ready telecom infrastructure in partnership with

Motorola, Ericsson, Lucent and ECI Telecom. The company, which

heralded convergence technologies in the Indian telecom sector, is

Today the market leader in the fixed wireless telephony market with

a total customer base of over 3.8 million.

Areas of business

TTSL's bouquet of telephony services includes mobile services,

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wireless desktop phones, public booth telephony and wire line services.

It also provides value added services such as a voice

portal, roaming, post-paid internet services, three-way conferencing,

group calling, wi-fi internet, USB modem, data cards, calling card

services, enterprise services and new voice and data services such

as BREW games, voice portal, picture messaging, polyphonic ring

tones, interactive applications like news, cricket, astrology, etc.

It has India’s largest branded telecom retail chain and is the first

service provider in the country to offer an online channelhttp://www.i-choose.in/ to offer postpaid mobile connections in the Country

Tata Teleservices is part of the Rs. 120,000 Crore (US$ 29 billion) Tata Group that

has over 87 companies, over 330,000 employees and more than 2.8 million

shareholders. The Group has a formidable presence across the telecom value

chain.

Tata Teleservices (Maharashtra) Limited (TTML) spearheads the Tata Group's

presence in the Indian telecom sector by being the premier telecom service

provider, licensed to provide services in Maharashtra (including Mumbai) and Goa.

Tata Comm. is India's leading international telecom service provider. It is today

part of the Tata Group. It started as a successor to the erstwhile Overseas

Communication Services, and went on to become the premier provider of

international voice and data services.

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TATA TELISEVIES LTD (TTSL)

Business Unit Functions

1) Consumer Market Business Unit (C.M.B.U) Prepaid

2) High Network Individual Business Unit (H.N.I.B.U) Postpaid

3) Access Business Unit (A.B.U) Rural P.C.O & Tel. Booth

4) Retail business Unit (R.B.U) Circle Retail Head

1) Finance

2) Supply Chain Management (S.C.M)

3) Human Resource (H.R)

4) Facility Management and Support service

5) Risk

6) Business Excellence (B.E)

7) Marketing Communication

8) Enterprise Business Solution

9) Information Technology

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RECRUITMENT AND SELECTION

Human determine Recrutment

Resource analysis

RECRUITMENT AND SELECTION NEEDS

RECRUITMENT-

It is the process of finding and attracting capable applicant for employment .The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicant from which new employees are selected.

In simple words, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom right people can be selected.

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.

Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applicants so as to have a pool of eligible candidates for scientific selection.

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HUMANRESOURCEPLANNING

Determine Recruitment and Selection Needs

JOB

ANALYSIS

Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection.

Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones

PURPOSE AND IMPORTANCE -

It determines the present and future requirement of the organization in conjunction with its personnel-planning and job-analysis practices.

It increases the pool of job candidates at minimum cost. It help increases the success rate of selection process. It help reduces the probability that job applicants, once recruited and

selected, will leave the organization only after a short period of time. It meets the organization’s legal and social obligations regarding the

composition of its work force. It begins identifying and preparing potential job applicants who b will be

appropriate candidates. It increases organizational and individual effectiveness in the short term and

long term. It evaluates the effectiveness of various recruiting technique and sources for

all type of job applicants.

FACTORS GOVERNING RECRUITMENT -

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EXTERNAL FACTORS

Supply and demand

Unemployment rate

INTERNAL FACTORS

Recruitment Policy

HRP Size of the firm

RECRUITMENT PROCESS

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EXTERNAL FACTORS

Supply and demand

Unemployment rate

RECRUITMENT

INTERNAL FACTORS

Recruitment Policy

HRP Size of the firm

PERSONNEL

JOB ANALYSIS

EMPLOYEEREQUISITIO

JOB VACANCIES

RECRUITMENTPLANNING

Number

SEARCHINGACTIVATION “SELLING”

Message

Media

SCREENING

SELECTION -

Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements.

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STRATEGYDEVELOPMENT

Where How when

SEARCHINGACTIVATION “SELLING”

Message

Media

APPLICATIONPOPULATION

APPLIC-ATIONPOOL

POTENTIAL HIRES

EVALUATION AND

Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs:

The cost of the selection process itself, including the use of various

selection instruments. The future costs of inducting and training new staff. The cost of labour turnover if the selected staffs are not retained.

ORGANIZATION FOR SELECTION-

Until recently,

In many companies, basic hiring process is performed in a rather unplanned manner.

In some companies, each department screened and hired its own employees. But now selection, is centralized, and is handed by the human resourses

department. Because:

It is easier for applicant because they can send their applications to a single centralized department/agency.

It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location.

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It helps operating managers to concentrate on their operating responsibilities.

It can provide for better selection because hiring is done by specialists trained in staffing techniques.

The applicant is better assured consideration for a greater variety of jobs.

Hiring costs maybe cut because duplication of effort is minimized.

SELECTION PROCESS

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EXTERNAL ENVIFRONMENT

INTERNAL ENVIRONMENT

PRELIMINARY INTERVIEW

SELECTION TEST

EMPLPLOYMENT INTERVIEW

REFERENCDE AND BACKGROUND ANALYSIS

SELECTION DECISION

REJECTED

APPLICANTS

Selection is defined as the process of differentiating between applicants in order to to identify (and hire) those with a greater likelihood of success in a job.Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job.

1).Screening of Applications -: Prospective employees have and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work to fill up some sort of application forms. These forms have variety of information about the applicants like their personal bio-data, achievements, experience, etc. Such information is used to screen the applicants who are found to be qualified for the consideration of employment. Based on the screening of applications, only those candidates are called for further process of selection that is found to be meeting the job standards of the organization. 2). Selection Tests -: Many organizations hold different kinds of selection tests to knowmore about the candidates or to reject the candidates who cannot be called for interview, etc. Selection tests normally supplement the information provided in the application forms. Such forms may contain factual information about candidates. Selection tests may give information about their aptitude, interest, personality, etc., which cannot be known by application forms. Types of selection tests areas follows: Achievement test, Intelligence test, Personality test, Aptitude test, Interest test.

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PHYSICAL EXAMINATION

JOB OFFER

EMPLOYMENT CONTRACT

EVALUATION

3). Interview -: Selection tests are normally followed by personnel interview of the candidates. The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates. In many cases, interview of preliminary nature can be conducted before the selection the selection tests. For example, in the case of campus selection, preliminary interview is held for short listing the candidate’s process of selection.

4). Checking of References -: Many organizations ask the candidate to provide the names from whom more information about the candidates can be solicited. Such information may be related to character, working, etc. The usual referees may be previous employers, persons associated with the educational institutions from where the candidates have received education, or other persons of prominence who may be aware of the candidate’s behavior and ability. 5). Physical Examination -: Physical examination is carried out to ascertain the physicalstandards and fitness of prospective employees. The practice of physical examination varies a great deal both in terms of coverage and timings. Some organizations only have general check up of applicants to find out the major physical problems which may come in the way of effective discharge of duties. In the context of timings also, some organizations locate the physical examination near the end of the selection process, others place it relatively early in the process. This latter course is generally followed when there is high demand for physical fitness. 6). Approval by appropriate Authority -: On the basis of the above steps, suitablecandidates are recommended for selection by the selection committee or personnel department. Organizations may designate the various authorities for approval of final selection of candidates for different categories of candidates, Thus, for top level managers, Board of directors may be approving authority; for lower levels, even functional heads concerned may be approving authority. When the approval is received, the candidates are informed about their selection and asked to report for duty to specified persons.

7). Placement -: After all the formalities are completed, the candidates are placed ontheir jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization.

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INDUCTION

Introducing the new employee who is designated in a job, job location, surrounding, organization, organizational surrounding, introducing him to his relevant group is the final process in recruitment. Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.

RECRUITMENT AND SELECTION PROCESS IN MAHINDRA AND MAHINDRA FINANCE SERVICES LTD .

RECRUITMENT PROCESS -

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SELECTION PROCESS-

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MANPOWER BUDGETING

REQUIREMENT RECIEVED

SOURCING OF DATA

INITIAL SHORT LISTING OF DATA

SELECTION PROCESS

SELECTED EMPLOYEES FILL THE APPLICATION FORM

DOCUMENTATION AND REFERENCE CHECK

ONBOARDING OF CANDIDATES

EXTERNAL ENVIFRONMENT

INTERNAL ENVIRONMENT

PRELIMINARY INTERVIEWREJECTED

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SELECTION TEST

EMPLPLOYMENT INTERVIEW

REFERENCDE AND BACKGROUND ANALYSIS

SELECTION DECISION

PHYSICAL EXAMINATION

JOB OFFER

EMPLOYMENT CONTRACT

EVALUATION

REJECTED

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