Transcript SWOT ANALYSIS OF AIRTEL & BSNL

STRATEGIC ROLE OF HR IN TELECOM
SECTOR
Presented by Pushpal Ganguly
BRIEF INFO ON TELECOM
SECTOR
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Telecommunication plays an important role & the Indian telecom
industry is the fastest growing in the world.
According to TRAI the no of telecom subscriber base across
the country has reached 653.92 million as on May 2010 an
increase of 2.49% from 638.05 million in April 2010 & by 2013
service revenue of global telecom industry is expected to touch
$2.7 trillion.
Thus Telecom sector is growing at a rapid pace in every passing
year.
MTNL, BSNL, VSNL are the major public players whereas
Airtel, Vodafone, Tata , Reliance, are the major private players
with new entries like Uninor, MTS, Idea, Aircel etc.
The booming domestic telecom market is has been attracting
huge amount of investment which is likely to accelerate with the
launch & entry of new players.
The cumulative flow of FDI in the sector during April 2000 and
March 2010 is 8930.69 million.
CONT
The telecom sector have been recognized the world ever as
an important tool for socioeconomic development of a nation .
Telecommunication is the prime support service needed for the
rapid growth & modernization of various sectors.
The telecom sector which has the multiplier effect in the economy
has the vital role to play by way of contributing to the increased
efficiency.
GENERAL ROLE OF HR
Definition :- HRM is the function within the organization that focuses
on recruitment of, management of, and providing direction for the
people who work in the organization. HRM can also be performed by
line managers.
It is the organizational function that deals with issues related to people
Such as compensation, hiring, performance management,
organization development, safety employee motivation, wellness,
benefits, communication, administration and training.
GENERAL ROLE CONT
The core role of Human Resource Management are grouped below in three categories
• Planning and organizing for work , people & HRM
• Strategic Perspective
• Organization design
• change Management
• Corporate welfare Management
• People's acquisition & Development
• Staffing the organization
• Training the Development
• Career management
• Performance Management
• Industrial relation
• Administration of Policies Programmes, & practices
• Compensation Management
• Information Management
General Role Cont
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Administrative Management
Financial Management
Terminologies in details
• Strategic Perspectives :- It develops HR plan & strategies aligned to the
Organization’s strategic direction. Integrate HRM with general organizational
management . Formulate & communicative HRM policies etc.
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Organizational Design :- It analysis work process & recommend
improvement where necessary & also recommend option for organization
design & structure.
Change Management :- Advice management on implications on change of
employees.
corporate wellness management :- Employee asst program & health
promotion program.
Cont
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Staffing :- HR planning , determine long term human resource needs,
appointing a representative committee for job analysis.
Training & Development:- Develop a training & development strategy as
per requirement.
Career Management :- Develops & implement a career management
program for employees
Performance Management :- Access performance.
Industrial relations :- Develop & communicate industrial relations policies in
line with legislation, employee relations etc.
Compensation management:- Develop compensation strategies & policies
in line of business strategy, developing appropriate compensation system
for the company.
Information Management :- Conducting HR research with the aim of
problem solving ,
Administrative Management :- Integrate employee data management
Financial Management :- Manage the budget of HRM function & measure
the financial impact HR syatem.
STRATEGIC ROLE OF HRM IN TELECOM
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In telecom sector Bharti Airtel is the market leader and so lets discuss the
strategic role in there perspective . Basically Bharti Airtel ‘s strategic HR
role can be broadly categorized in two segments a) Resource Management
& b) Competency enhancement.
Resource Management
Talent acquisition :- Building supply chain of talented workforce,
conducting competency mapping of every role holder, etc.
Employee engagement & development:- develop employee friendly HR
policy, setting benchmark in employee reward & recognition
Attrition Management :- Defining a clear growth path for all employees ,
follows a multi pronged approach to address high attrition rates.
Employee Service Assurance :- Educating employees on companies HR
policies , process & conducting employee satisfaction surveys.
Competency Enhancement:- It means enhancing the competency of
employees through better Hr policies & programmes thus motivating them
to give there hundred percent to the organization.
Recommendations
• Employee retention scheme should be develop more to retain the
employees in the company thus facilitating job satisfaction.
• Create more friendly atmosphere within the organization through
proper HR policies like better attrition management, by creating a
employee community which will automatically encourage them to
work freely in the organization.
• An internal networking site can be created for employees where
employees can feel free to interact with them by posting discussion
on there profiles as forums which later can be checked by
management to determine better employee satisfaction or
dissatisfaction level if there any.