STRATEGIC ROLE OF HR IN TELECOM SECTOR Presented by Pushpal Ganguly

BRIEF INFO ON TELECOM SECTOR 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 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. 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 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 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.