Banasthali Vidyapith

Banasthali Vidyapith. 19 35. Vanasthali Road, Dist. Vanasthali , Rajasthan 304022.

HR Policies & Practices of Airtel.

INTRODUCTION. Bharti Airtel Limited, also known as Airtel, is an Indian multinational telecommunications services company based in New Delhi, India. It operates in 18 countries across South Asia and Africa, as well as the Channel Islands. Airtel provides 2G, 4G LTE, 4G+ mobile services, fixed line broadband and voice services depending upon the country of operation. Airtel had also rolled out its VoLTE technology across all Indian telecom circles. It is the second largest mobile network operator in India and the third largest mobile network operator in the world. Airtel was named India's 2nd most valuable brand in the first ever Brandz ranking by Millward Brown and WPP plc. Airtel is credited with pioneering the business strategy of outsourcing all of its business operations except marketing, sales and finance and building the 'minutes factory' model of low cost and high volumes. The strategy has since been adopted by several operators..

HRM strategies. Aligns with the corporate objective and vision of the company. thereby recruiting young people with average age of 26. Senior managements are advised to ‘walk the talk’ while the young creative ones are encouraged to put their views forward. Seeks to certify every employee on quality and IT HRSC (HR steering committee) meets once a week to discuss various initiatives. They measure the performance of the organisation by the 5 parameters. Profitability Market share Brand saliency Customer satisfaction Employee satisfaction.

Performance related bonus gives boost to these activities. PACE (progressive assessment of culture and environment) -an internal employee satisfaction survey. Philosophy of constant monitoring to make the system transparent and efficient. The host key such as Manager communication forum Open house Family group meetings HR intranet HR interface Internal job postings These add as supportive HR initiative as part of the process..

SPECIFIC HR POLICIES ADOPTED BY AIRTEL. Recruitment - advertising for new employees and liaising with employment agencies. Selection - determining the best candidates from those who apply, arranging interviews, tests,references . Promotion - running similar selection procedures to determine progression within theorganization . Pay - a minor or major role in pay negotiation, determination and administration. Performance assessment - co-ordinating staff appraisal and counselling systems to evaluateindividual employee performance. Grading structures - as a basis for pay or development, comparing the relative difficulty andimportance of functions. Training and development - co-ordinating or delivering programmes to fit people for the roles required by the organisation now and in the future..

Welfare - providing or liaising with specialists in a staff care or counselling role for people withpersonal or domestic problems affecting their work. Communication - providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos. Employee Relations - handling disputes, grievances and industrial action, often dealing withunions or staff representatives. Dismissal - on an individual basis as a result of failure to meet requirements or as part of aredundancy , downsizing or closure exercise, perhaps involving large numbers of people. Personnel administration - record-keeping and monitoring of legislative requirements related toequal opportunities and possibly pensions and tax..

HR role at Airtel. Strong Team building activities : The HR department sets up cross-functional teams in times of product or service launches. Such teams typically constitute high performers from each department, who collectively make it happen. Flexible compensation structure Each employee is given individual targets that are linked to these five performance parameters: profitability, market share, brand saliency, customer satisfaction and employee satisfaction. Performance-related bonuses, 60 per cent of the employees are on a variable pay structure ..

HR steering committee (HRSC) HRSC consists of the CEO, the COO and all other functional heads. The committee meets once a week to discuss various initiatives and the plan of action. PACE (Progressive Assessment of Culture & Environment) Conducts an internal employee satisfaction survey called PACE (Progressive Assessment of Culture and Environment), the inputs of which go into the company's annual strategy. The HR Intranet provides information on HR policies, organizational structure, training calendar and the house journal. Goal Setting: This goal setting helped in communicating to each employees, experiencing them and establishing role clarity. HR interface & HR intranet In HR interface, every member of the HR department has been assigned two departments each to discuss and sort out all HR, personnel and administration issues..

Managers' communication forum : Key HR initiatives include to undertaken once a quarter, facilitates direct interaction of the employees with the top management. Discuss issues relating to the performance of the previous quarter, directions for the next quarter, an update on the regulatory environment and the key initiatives for the period. Training & Learning : During the learning phase, the most important part HR plays is to actually check if people enjoys their roles and no one treat his position as a mere job. To encourage learning within the organization, the company has set up a state-of-the-art learning centre . Employees can get logged on to customized training programmes developed by British Telecom (BT)..

Work Environment, Work culture and values.

Benefits for working women. Maternity/ postnatal benefits: the leave duration is up to 6 months; also, after joining one can opt for flexible work options Mentoring program: to increase the ratio of women to men in top management, this mentoring program is designed. It is for the high potential middle management women employees. Social and learning events focusing women’s interest: an event named ‘ astitva ’ wherein events such as senior leadership interaction, health awareness program etc are organised ..

compensation management. At airtel, philosophy of external competitiveness and a strong pay for performance culture whilst maintaining internal equity. Compensation strategy is defined by external influences such as industry practices and availability of talent also internal inspection, talent harnessing and recognition play a key role..

Summary. The policies implemented are for the well-being of the employees to make them involved towards the organisation and the environment, according to recent analysis and literature on the topic of "Policies Facilitation to Employees By Human Resource Department of Airtel Bangladesh Limited." The study looked at the general policies that Human Resource implements and updates on a regular basis. Based on the policies that the organisation facilitates, the research would suggest that in an agency like the study site, where the workers are actively engaged, output outcomes would be high. Human resources play a critical part in the organization's performance..

Human resources are the people who work in and run a company. Human resource management (HRM) is an organisational function that deals with people and issues concerning them, such as remuneration, hiring, and performance. As a result, human resource management is critical to the organization's success. Human resources are essential for effective financial and market management. As a result, regardless of the size or structure of the firm, effective human resource management is required..

CONCLUSION.

Key learnings from this assignment.