Project Report on Airtel

Human Resource Policies & Procedures

Submitted To: Submitted By:

XXXXXXXXXXX XXXXXXXXXXX

In Partial Fulfillment of the Requirements of

MBA Program
Batch (2022-2024)
 Acknowledgement
The satisfaction and euphoria that accompany the successful completion of any
work would be incomplete unless we mention some of the persons, as an
expression of gratitude, which made it possible, whose constant guidance and
encouragement served as a beckon light and crowned the efforts and success.

We take this opportunity of expressing our gratitude to Dr. Jayasree who has
always been of immense help during the making of this project, which helped us a
great deal in enhancing our knowledge by virtue of practical application. Her
guidance and support carried us all through the preparation of this project.

Last but not the least I would also like to acknowledge contributions of
various official websites and books named in the references for helping me with
the data collection and analysis which have provided me with the relevant
information for me to successfully complete my Project Report.
 Table of Contents

S.No CONTENTS
1. Introduction

2. Research Methodology

3. Company Profile

4.
Review of Literature
6.
Critical Analysis &
Observations, Recommendations
 Chapter – 1

Introduction
It may be tempting to put off the task of writing up your official HR policies and procedures, especially if
you manage a startup or a small business. You may have other, more pressing things to take care of – or
maybe you just have a small team and want to keep things friendly and informal.

But while trust between the employer and the employees is important, not having clear and transparent
guidelines is guaranteed to eventually lead to misunderstandings. Don't wait for issues to arise to formalize
your policies. Set out clear ground rules for your employees, protect your rights as the employer, and ensure
your team stays on the same page.

Let's dive deeper into what essential HR policies need to be included in your employee handbook.

 What are HR policies and procedures?

 The purpose of human resource policies
 How to write an effective HR policy
 10 HR policies to include in your handbook

What are HR policies and procedures?

Human resource policies are formal rules and guidelines that businesses put in place to manage their
employees. HR procedures, on the other hand, are step-by-step instructions that specify what actions should
be taken to comply with these policies. Defining these policies and procedures is one of the core functions
of human resource management.

HR procedures often take the form of standard operating procedure (SOP) documents. Here's an example of
what a documented HR policy looks like in Nuclino, a unified workspace for all your team's knowledge,
docs, and projects – create an account and start documenting your HR policies in one central place:

HR policy example in Nuclino

HR policies cover a variety of different aspects of human resource management, such as:

 Recruitment
 Dress code
 Overtime compensation
 Vacation
 Sick days and personal leave
 Performance evaluation
 Termination
The purpose of human resource policies
While some HR policies are required by law, it's not the only reason they are necessary. In addition to
protecting your organization from legal claims, policies play an important role in fostering a culture of trust,
fairness, and inclusion.

The benefits of having clear and comprehensive HR policies include:

 HR policies provide legal protection to your company

 They transparently communicate the conditions of employment
 They set employee expectations with regard to their career growth
 They help you address employee grievances and disputes
 They speed up the decision-making process on various HR matters
 They help ensure all employees are treated equally and fairly

Airtel India Limited- glimpse of the company

Fastest growing telecommunication sector of India had been incorporated with the sixth mobile
phone carrier which currently known as „Airtel‟. It is worth mentioning here that, this company
was actually launched its commercial operations under the auspices of the brand
„Warid Telceom‟ in 2007. Later on, Warid telecom sold a majority 70% stake in the company to
India based company Bharti Airtel Limited for US$300 million. The entire management control
was taken over by Bharti Airtel Ltd and was successful enough to revamp the whole company
under their own Airtel brand from 2010. After it had been approved by the India
Telecommunication Regulatory Commission on Jan 4, 2010, the parent company arranged for
better management, control, operation for this fresh facet of them. This financial arrangement is
being used for the expansion, better network, better coverage and capacity, innovative and new
offers and services. Along with all these arrangements, new facets, decisions and funding, Airtel
India is undergoing a huge success and profitable business. Dhabi Group continues as a strategic
partner retaining 30% shareholding and has its nominees on the Board of the Company.

Scope of the Report

People in any organization are those assets which are integral part for the growth and
development of any organization. Therefore, constant training and development program along
with some attractive compensation and benefits is no doubt a great facilitation for them.
Following that, identifying the reasons behind the existence of unsatisfied workforce and
managing them accordingly is the main challenge for HR. This report describes the acquisition,
management, development and improvement of the workforce of Airtel India Limited and how
they are the most efficient and effective department to utilize and sustain their talented human
resources. The entire HR policies along with my work experience for 3 months made me know
about how they are motivating and sustain their talented work force in different wings of the
business.

Objective of the study

The report is prepared on the “HR Policies contributing to the facilitation for human capital
of Airtel India Limited” and basically it is standing on their compensation and benefits
policies since it is the most strong and attractive portion of the HR that is contributing to sustain
its employees for a long time.

The objective of the study is to get a better and in depth idea about the overall compensation and
benefits of the company and to be more specific, to shed some light on compensation policy for
different bands, employee handbook, new introduction book, KUDOS reward and recognition
system, offer and appointment letter issuance.

Methodology of the study:

The following methodology will be followed for the study based on observation and
interpretation. Data sources are scheduled on an informal discussion with officials, company
website and observation while working in different desks. The secondary data sources are annual
reports, manuals, and policies of ABL. To identify the implementation and repayment practice,
practical experience and observation was

Chapter – 2
 Research Methodology
Research Design:-
Research design of study is a conceptual structure a sketch or plan laid out for conducting the study. It is
considered as a blue print of the final copy of the project where it shows the activities undertaken while doing
the study. It constitutes the steps taken beginning with of collection of clarifying it. Analyzing, interpreting,
processing and finally putting it is an actual form.

Methodology:-
No series assumptions so far were made as to limit the usefulness of the study was made at any stage.
However the following assumptions were made –
A study period of four years (2017 to 2022)

Objectives of the study and the research design as agreed upon by the company and the researcher
are sufficient, accurate and correct portray true state affairs of Ratio analysis of the company.

Published information from the company is accurate and true.

Research Design:-
Research design means a search of facts, answers to question and solution to problems. The data are analyzed
through ratio analysis common size balance sheet, comparative balance sheet and fund flow analysis.
It is a prospective investigation. Research is a systematic logical study of an issue or problem through
scientific method. It is a systematic and objective analysis and recording of controlled observation that may
lead to the development of generalization, principles, resulting in prediction and possibly ultimate control of
events there are various designs, which are descriptive and helpful for analytical research.
Data Source:-
This study makes extensive use of secondary data collected in the forms of annual reports. The nature of
secondary data collected was both qualitative and quantitative in nature. Considering the above plan, research
plan for the study is essentially a combination of qualitative and quantitative aspects.

The secondary sources of data can be divided in to mainly two parts.

Internal
 HRD department
 Miscellaneous records
 External
 Information for published materials like,
 Annual reports of the company
 Balance sheets and profit and loss accounts
 Magazines
There was also primary data, which was through discussions held with the concerned company officials from
finance department. The primary data was obtained through survey method i.e. personal interview method.

.
Limitations Of The Study:-
1. The study is limited to Bharti Airtel and the finding need not apply in similar sense to other
firms.
2. The inferences that have been framed only on the basis of available records & data from HR
department.
3. Based on the limited information it is not possible to arrive at a proper conclusion.
4. Limitations of core Human Resources analysis.

Chapter – 3
Company Profile
Bharti Airtel Limited, commonly known as (d/b/a) Airtel, is an
Indian multinational telecommunications services company based in New Delhi. It operates in 18 countries
across South Asia and Africa, as well as the Channel Islands. Currently, Airtel provides 4G and 4G+ services
all over India and 5G service in selected cities. Currently offered services include 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 second
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. Airtel's equipment is provided and maintained
by Ericsson, Huawei, and Nokia Networks whereas IT support is provided by Amdocs. The transmission
towers are maintained by subsidiaries and joint venture companies of Bharti including Bharti
Infratel and Indus Towers in India. Ericsson agreed for the first time to be paid by the minute for installation
and maintenance of their equipment rather than being paid upfront, which allowed Airtel to provide low call
rates of ₹1 (1.3¢ US)/minute.

In 1984, Sunil Mittal started assembling push-button phones in India, which he earlier used to import from a
Singaporean company, Singtel, replacing the old-fashioned, bulky rotary phones that were in use in the
country then. Bharti Telecom Limited (BTL) was incorporated and entered into a technical tie-up with
Siemens AG of Germany for the manufacture of electronic push-button phones. By the early 1990s, Bharti
was making fax machines, cordless phones and other telecom gear. He named his first push-button phone as
'Mitbrau'.

In 1992, he successfully bid for one of the four mobile phone network licenses auctioned in India. One of the
conditions for the Delhi cellular licenses was that the bidder have some experience as a telecom operator. So,
Mittal clinched a deal with the French telecom group Vivendi. He was one of the first Indian entrepreneurs to
identify the mobile telecom business as a major growth area. His plans were finally approved by the
Government in 1994[12] and he launched services in Delhi in 1995, when Bharti Cellular Limited (BCL) was
formed to offer cellular services under the brand name AirTel. Within a few years, Bharti became the first
telecom company to cross the 2 million mobile subscriber mark. Bharti also brought down the STD/ISD
cellular rates in India under the brand name 'India one'.
In 1999, Bharti Enterprises acquired control of JT Holdings, and extended cellular operations to Karnataka
and Andhra Pradesh. In 2000, Bharti acquired control of Skycell Communications, in Chennai. In 2001, the
company acquired control of Spice Cell in Calcutta. Bharti Enterprises went public in 2002, and the company
was listed on Bombay Stock Exchange and National Stock Exchange of India. In 2003, the cellular phone
operations were re-branded under the single Airtel brand. In 2004, Bharti acquired control of Hexacom and
entered Rajasthan. In 2005, Bharti extended its network to Andaman and Nicobar. This expansion allowed it
to offer voice services all across India.

Airtel launched "Hello Tunes", a caller ring back tone service (CRBT), in July 2004 becoming the first
operator in India to do so. The Airtel theme song, composed by A.R. Rahman, was the most popular tune in
that year.

In May 2008, it emerged that Airtel was exploring the possibility of buying the MTN Group, a South Africa-
based telecommunications company with coverage in 21 countries in Africa and the Middle East. The
Financial Times reported that Bharti was considering offering US$45 billion for a 100% stake in MTN,
which would be the largest overseas acquisition ever by an Indian firm. However, both sides emphasize the
tentative nature of the talks, while The Economist magazine noted, "If anything, Bharti would be marrying
up," as MTN has more subscribers, higher revenues and broader geographic coverage. However, the talks fell
apart as MTN Group tried to reverse the negotiations by making Bharti almost a subsidiary of the new
company.[16] In May 2009, Bharti Airtel again confirmed that it was in talks with MTN and the companies
agreed to discuss the potential transaction exclusively by 31 July 2009. Talks eventually ended without
agreement, some sources stating that this was due to opposition from the South African government.

In 2009, Bharti negotiated for its strategic partner Alcatel-Lucent to manage the network infrastructure for the
fixed-line business. Later, Bharti Airtel awarded the three-year contract to Alcatel-Lucent for setting up
an Internet Protocol access network across the country. This would help consumers access internet at faster-
speed and high-quality internet browsing on mobile handsets.

In 2009, Airtel launched its first international mobile network in Sri Lanka. In June 2010, Bharti acquired the
African business of Zain Telecom for $10.7 billion making it the largest ever acquisition by an Indian
telecom firm. In 2012, Bharti tied up with Wal-Mart, the US retail giant, to start a number of retail stores
across India. In 2014, Bharti planned to acquire Loop Mobile for ₹7 billion (US$88 million), but the deal was
called off later.
On 18 November 2010, Airtel rebranded itself in India in the first phase of a global rebranding strategy. The
company unveiled a new logo with 'airtel' written in lower case. Designed by London-based brand
agency, The Brand Union, the new logo is the letter 'a' in lowercase, with 'airtel' written in lowercase under
the logo. On 23 November 2010, Airtel's Africa operations were rebranded to 'airtel'. Sri Lanka followed on
28 November 2010 and on 20 December 2010, Warid Telecom rebranded to 'airtel' in Bangladesh.

Acquisitions and mergers

MTN Group merger negotiations

In May 2005, it emerged that Airtel was exploring the possibility of buying the MTN Group, a South Africa-
based telecommunications company with operations in 21 countries in Africa and the Middle East. The
Financial Times reported that Bharti was considering offering US$45 billion for a 100% stake in MTN,
which would be the largest overseas acquisition ever by an Indian firm. However, both sides emphasized the
tentative nature of the talks. The Economist magazine noted, "If anything, Bharti would be marrying up", as
MTN had more subscribers, higher revenues and broader geographic coverage. However, the talks fell apart
as MTN Group tried to reverse the negotiations by making Bharti almost a subsidiary of the new company.

In May 2009, Airtel confirmed that it was again in talks with MTN and both companies agreed to discuss the
potential transaction exclusively by 31 July 2009. Airtel said "Bharti Airtel Ltd is pleased to announce that it
has renewed its effort for a significant partnership with MTN Group" The exclusivity period was extended
twice up to 30 September 2009. Talks eventually ended without agreement.

A solution was proposed where the new company would be listed on two stock exchanges, one in South
Africa and one in India. However, dual-listing of companies is not permitted by Indian law.

Airtel India

Main article: Airtel India

Bharti Telecom (BTL) is a holding company of Bharti Airtel with Bharti Enterprises and Singtel owning
50.56 percent and 49.44 percent, respectively, in BTL, which in turn owns 35.80 percent of Bharti Airtel.

Airtel India is the second largest provider of mobile telephony after Jio and the second largest provider
of fixed telephony in India and is also a provider of broadband and subscription television services. It offers
its telecom services under the Airtel brand, and is headed by Sunil Bharti Mittal.
Broadband

Airtel provides broadband internet access through DSL, internet leased lines and MPLS (multiprotocol label
switching) solutions, as well as IPTV and fixed line telephone services. Until 18 September 2004, Bharti
provided fixed line telephony and broadband services under the Touchtel brand. Bharti now provides all
telecom services including fixed line services under the common brand Airtel. As of June 2019, Airtel
provides Telemedia services; in 99 cities. [74] As on 30 June 2019, Airtel had 2.342 million broadband
subscribers.

Airtel Broadband provides broadband and IPTV services. Airtel provides both capped as well as unlimited
download plans. However, Airtel's unlimited plans are subject to free usage policy (FUP), which reduces
speed after the customer crosses a certain data usage limit. In most of the plans, Airtel provides only
64KByte/second beyond FUP which is equal to other competitors' tariffs. The maximum speed available for
home users under the new V-Fiber program is up to 300Mbit/s and with DSL is 16Mbit/s.

In May 2012, Airtel Broadband and some other Indian ISPs temporarily blocked file sharing websites such
as vimeo.com, megavideo.com, and thepiratebay.se, without giving any legal information to customers.

In June 2011, The Economic Times reported that the Telemedia business was merged with Mobile and DTH
businesses.

Digital television
Main article: Airtel digital TV

The digital television business provides Direct-to-Home (DTH) TV services across India under the brand
name Airtel digital TV. It started services on 9 October 2008 and had about 16.027 million customers at the
end of June 2019.

Banking
Main article: Airtel Payments Bank

Airtel Payments Bank was launched in January 2017.

Business

Airtel Business consists largely of six products: cloud and managed services, digital signage, NLD/ILD
connectivity (VSAT / MPLS / IPLC and Ethernet products), Wi-Fi dongles, voice solutions (like toll-free
numbers, TracMate, and automated media reading) and conferencing solutions (VoIP, audio, video, and web
conferencing), serving industry verticals like BFSI, IT/ITeS, manufacturing, hospitality and government.

Airtel Business, the B2B arm of Bharti Airtel, has rolled out a first of its kind dedicated digital platform to
serve the growing connectivity, communication and collaboration requirements of emerging businesses,
including SMEs and startups. The digital platform will offer solutions [ to emerging enterprises to enable ease
of business and faster time to market.[81]

Android-based tablet[

Beetel Teletech Ltd., a unit of Bharti Enterprises Ltd., on 18 August 2011, launched a ₹9,999 (US$130) 7-
inch tablet in India based on Google Inc.'s Android operating system. The offering is intended to capitalise on
the expected demand for cheap computing devices in the world's fastest-growing and second-largest mobile
phone market.[82]

One Network

One Network is a mobile phone network that allows Airtel customers to use the service in a number of
countries at the same price as their home network. Customers can place outgoing calls at the same rate as
their local network, and incoming calls are free.[98] As of 2014, the service is available in Bangladesh,
Burkina Faso, Chad, Democratic Republic of Congo, Congo Brazzaville, Gabon, Ghana, India, Kenya,
Madagascar, Niger, Nigeria, Rwanda, Seychelles, Sierra Leone, Sri Lanka, Tanzania, Uganda, and Zambia
only for international roamers from Airtel Africa[99]

Joint ventures and agreements

Airtel-Vodafone
Main article: Airtel-Vodafone

On 1 May 2007, Jersey Airtel and Guernsey Airtel, both wholly-owned subsidiaries of the Bharti Group,
announced they would launch mobile services in the British Crown Dependency islands
of Jersey and Guernsey under the brand name Airtel-Vodafone after signing an agreement with Vodafone.
Airtel-Vodafone operates a 4G network in Jersey and Guernsey.

Airtel-Ericsson

In July 2011, Bharti signed a five-year agreement with Ericsson, who will manage and optimize Airtel's
mobile networks in Africa. Ericsson will modernize and upgrade Airtel's mobile networks in Africa with the
latest technology including its multi-standard RBS 6000 base station. As part of the modernization, Ericsson
will also provide technology consulting, network planning & design and network deployment. Ericsson has
been the managed services and network technology partner in Asian operations.

Sponsorship

On 9 May 2009, Airtel signed a major deal with Manchester United. As a result of the deal, Airtel had the
rights to broadcast the matches played by the team to its customers.

Bharti Airtel signed a five-year deal with ESPN Star Sports to become the title sponsor of the Champions
League Twenty20 cricket tournament.

Airtel also signed a deal to be the title sponsor of the Formula One Indian Grand Prix.

Airtel sponsored the 2018–21 FIA GT World Cup.

Airtel signed a deal to be the title sponsor of the I-League for 2013–14 I-League.

Airtel is also the main sponsor of Airtel Super Singer and Airtel Super Singer Junior since 2006, which are
currently broadcast on Vijay TV.

Signature tune

The signature tune of Airtel is composed by Indian musician A. R. Rahman. The tune became hugely popular
and is the world's most downloaded mobile music, with over 150 million downloads. Rahman along
with Anu Malik re-used the same tune in a 2004 Kannada movie Love. A new version of the song was
released on 18 November 2010, as part of the rebranding of the company. This version was also composed by
Rahman.

Controversies

Net neutrality debate

Further information: Net neutrality in India

In February 2014, Gopal Vittal, CEO of Airtel's India operations, said that companies offering free
messaging apps like Skype, Line and WhatsApp should be regulated similar to telecom operators. In August
2014, TRAI rejected a proposal from telecom companies to make messaging application firms share part of
their revenue with the carriers or the government. In November 2014, TRAI began investigating if Airtel was
implementing preferential access by offering special internet packs which allowed WhatsApp and Facebook
data at rates that were lower than its standard data rates. The statements of Chua Sock Koong, Group CEO
of Singtel and also a shareholder (32.15%) of Bharti Airtel share similar statements about the Anti-Net
Neutrality position.

In December 2014, Airtel changed its service terms for 2G and 3G data packs so that VoIP data was excluded
from the set amount of free data. A standard data charge of 4 paise (0.050¢ US) per 10 KB for 3G service and
10 paise (0.13¢ US) per 10 KB (more than ₹10,000 (US$130) for 1 GB) for 2G service was levied on VoIP
data. A few days later, Airtel announced a separate internet pack for VoIP apps, it offered 75 MB
for ₹75 (94¢ US) with a validity of 28 days. The TRAI chief Rahul Khullar said that Airtel cannot be held
responsible for violating net neutrality because India has no regulation that demands net neutrality. Airtel's
move faced criticism on social networking sites like Facebook, Twitter and Reddit. Later on 29 December
2014, Airtel announced that it would not be implementing the planned changes, pointing out that there were
reports that TRAI would be soon releasing a consultation paper on the issue.

In April 2015, Airtel announced the "Airtel Zero" scheme. Under the scheme, app firms will sign a contract
and Airtel will provide the apps for free to its customers. The reports of Flipkart, an e-commerce firm, joining
the "Airtel Zero" scheme drew negative response. People began to give the one-star rating to its app
on Google Play. Following the protest, Flipkart decided to pull out of Airtel Zero. The e-commerce giant
confirmed the news in an official statement, saying, "We will be walking away from the ongoing discussions
with Airtel for their platform Airtel Zero."

In October 2016, India's telecom regulator TRAI recommended imposing a combined penalty of ₹3,050
crore (equivalent to ₹37 billion or US$470 million in 2020) on three mobile network operators — Vodafone,
Bharti Airtel and Idea Cellular — for denying interconnection to Reliance Jio Infocomm (Jio), the latest
entrant into India's telecom service.

User privacy

In June 2015, a code used by the company was accused of compromising subscribers' privacy.

Chapter – 4
Review of Literature
 The main challenge and some daily specific tasks along with some assigned projects based on
the requirement of my supervisor used to be my main responsibility. Accordingly I assisted the
head of HR operation in the related tasks of compensation & benefits and rewards. The main
challenge was issuing appointment letters and introducing all compensation and benefits policies
of HR to the newly joined employees. Since to most of them the policies are quite new and
innovative, describing each facet along with the verification of calculation we make was used to
be my main job responsibility. Moreover, Airtel has more than 200 interns in different
departments and functions and calculating their monthly payments and opening Dutch Bangle
bank mobile account was another job responsibility. Overall, the tasks related to payroll used to
be done by me regarding payment policies, bank service, benefits and rewards and so on.

Specific responsibility:
 Introducing all compensation and benefits policies to new and talented employees with
the offer letter to get the best human resources for the company.
 Updating and analyzing different policies like maternity leave, dress code, reward
policies, performance evaluation and so on.
 Issuing appointment letters for the new employees and meeting with CHRO for his
approval.
 Contacting for the specific location to handover the letter especially with the territory
manager.
 Designing monthly „Employee Handbook‟ for the employees including all benefits and
policies.
 Assisting M commerce team for opening bank account of the employees for interns
 Assisting finance team to prepare monthly salary of interns according to budget.

Responsibilities in detail:
Appointment letters issuance:
Purpose: After the acceptance of the offer letter or the offer we make for them, employees need
detail of the job status, responsibility, location, all benefits, the support system should be known
before joining. Therefore, the appointment letter carrying all these stuffs is a kind of formal
written contract about the acceptance of the offer of the employees.

Technical aspects and formal procedure:

According to the terms and conditions, the employees need to submit all necessary documents 2
weeks before joining. After the collection, documentation and verification, through HRIS system
a certain identity is created and for that identified employee, an update occurs in an excel file..
With all the updated data of an employee from the paper he submits, the address line, his basic
salary along with all the percentage of LFA, Car and fuel allowance, House rent allowance, PF
and GF policies are included in the appointment letter. After inserting, the final appointment
letter is created with a pre linked word file that is printed on letter head with the Airtel logo.
Later on, in a meeting with the CHRO a final authorization signature is taken and is couriered to
the employee‟s present address. A signed photocopied of the appointment letter is saved in the
personal file for future necessitate. Thus the whole process ends up. A preview of a sample letter
tracker is given below for the better understanding of the procedure

Updating dress code policy:

Dress code policy is maintained strictly in Airtel India Limited for sustaining the corporate
image and good work environment. The policy is formally written on the database for the
employees and what I had to do is to update some new policies for the time being. AIL believes
all employees will exercise good judgment in their dress sense to upkeep its corporate image. In
case any employee is found not complying with the dress code mentioned on the policy, a
suitAILe action shall be taken against him/her as per misconduct policy and management.
Thursday
 SUnday
sunday
wednesda

wednesda
Men
•

•
• rmal Trousers, Formal Collared Shirts, Blazers,Business Suits, Ties (Optional), Close
Shoes
•Jeans , polo shirt, sports shoe

Moreover, Panjabi, payjama, burkha etc are also accepted due to religious issues and people who
are in direct touch with delegates and customers; they have to be formal during the informal day
as well.

3.3(3) Updating and coordinating Maternity Leave Policy:

Female employees at Airtel are the most important human asset for them and for that reason their
HR policy is very upgraded and made in favor of them. Maternity leave is one of them that is
basically a temporary absence from work which is given to the pregnant employees during the
months immediately before and after childbirth. For ensuring the full recovery and mental
stability of the mothers this policy is very important in this company. They have maternity leave
period which used to be or 4 months and from 2013 it will be turns into 6 months according to
the consent of all CHRO of the company for making the policy more acceptAILe and better. In
my internship at Airtel I used to attend some meetings those are about any changes in the policy
and specially about ensuring the maternity policy for the contractual or non regular employees. I
had to update the fact that, unlike before the contractual employees will have the benefits by
adjusting their contract period and that will not include any paid leave at all. The strategy had
been got accepted in CHRO team meeting in September 2013. I updated the policy in the HR
forum of Airtel India Ltd with the authorization of the Head of HR operation in the month of
October 2013 before ending up my internship.

3.3(4) Opening DBBL mobile bank account:

Airtel India Limited believes in efficiency and fastest service regarding the payroll for their
employees and for that reason, they use DDBL Mobile banking. It is such a process which can be
used without any bank branch which provides financial services to unbanked communities
efficiently and at affordAILe cost. Financial service is given through mobile technology device.
In this company, inters are given the monthly payment through this process as they are
temporary employees, opening a permanent employee bank account will be way more complex
and critical. I used to open the account for other interns during my internship period and for that,
I had to talk to the DBBL agent to fix up a date. After the confirmation of the date, I had to then
contact with internees to bring over necessary documents on the fixed date. After they are done
with all the procedure with the help of customer care agents of airel and their forms are ready, I
used to collect the forms from the agents after they are filled out and handed over to the DBBL
agents. The account is ready once a specific code is provided by the agent. The mobile

number is the account number itself with a specific code number at the end of the digit. For an
example, if the mobile number is 01610005566, the specific code can be 9 and the account
number will be 16100055669. Internees will be asked to have a password of their own which has
to be a four digit in range. The password will only be known by the account holder and s/he will
use the code for further collection of salary. After every steps done, the account numbers are
been submitted to the Executive –E banking and finally the process will be done.

3.3(5) Arranging and collecting evaluation for T&D (Training and

development):

To proceed on to a specific destination training and development for both new and permanent
employees is very important. Airtel arranges constant and regular program for training the
employees and I used to assist the head of T&D of Human Resources Department. In this era of
tremendous competition training and development serve the purpose of constant growth and
improvement through T&D. Keeping the cost leadership in consideration Airtel arranges for
these programs weekly/monthly. Most of the trainees are from India since they try to make sure
that the cultural facets are all in a fine line for all the national companies.

After the need analysis done by the Heads of different functions Airtel gets for T&D according
to the predetermined budget that is not more than 2% of the payroll cost and for conducting some
of the training sessions, single floors of two hotels altogether, namely Lakeshore, Hotel Sarina
and Lake Bridge are used.
For the new joinee, an initial traing session is arranged for giving the
overview about the whole organization and new laptops usage guideline along with the cultural
norms and aspects. For more permanent and old employees training sessions are more like a
group discussion, seminar (generally Pakistani or Indian trainees share valuAILe insight on
specific topics), live game show (based on real life scenario, dealing with customer by a
salesman for example), in- basket are provided. The young leader program of Airtel arranges for
training for the young leaders in BRAC CDM and that is basically about leadership and team
building. Moreover the customer service is also being trained for improving quality of service
since Airtel is the part of service industry and customer service will ensure the best customers
survive as an efficient part of the marketing department. Accordingly, the output can be judged

through the reaction of the employees and it is measured through questionnaires and asking them
as well about their thoughts regarding the training program. This evaluation eventually helps the
Head of T&D to decide upon any changes needed for the upcoming training sessions and
potential new employees.

As an intern, I had to contact with the foreign trainers and take an appointment from both the
trainers and the hotel managers so that the training sessions will get sufficient rooms and
comfortAILe place. Later on I had to contact with each batch and had to call at least 40 to 60
people to let them know about the place, time and topic of the sessions and get the final number
of the participants so that the sitting and food arrangement can be perfect. After that I had to go
for the evaluation which was given on a standardized form including some questions and I had to
update those data in the workforce data sheet for the future evaluation for any training sessions.
While doing it, I could learn a lot about some problematic facts about the sessions and could
gather knowledge about a perfect training and development program.

3.3(6) Designing and selecting contents for Airtel Handbook:

Along with all the workforce data and other benefits information combined with entire company
policy emerging from the culture and policy of Bharti Airtel are included for the new employee
handbook. I had been assigned to reorganize the contents and policies since there is a constant
 change of policies and norms at Airtel. This is also called employee manual or staff handbook
and this Moreover, the terms and conditions of employment is also included because there a lot
of rules and regulations regarding leave, facilities, safety, health, company assets safety etc.

The employee handbook is an excellent place to bring together employment and job-related
information which employees need to know, such as holiday arrangements, company rules and
disciplinary and grievance procedures. It can also provide useful source of information to new
staff as part of the induction process. A written employee handbook gives clear advice to
employees and creates a culture where issues are dealt with fairly and consistently. Airtel
Employee Handbook has been prepared as a guided to the employment politics, procedures,
practices and benefits meant for the employees of Airtel India Limited. In the three

months of my internship I had to design the front page of the book along with making the details
of the following policies:

Open Door Policy

All the associates have the right and are encouraged to speak freely by ensuring mutual respect
with their supervisors and line managers about their job-related concerns. However, there is a
laid down procedure to be followed to access any senior team member and CEO, if an associate
has any issue or problem.

Equal Employment Opportunity

Airtel is an Equal Opportunity Employer (EOE) and provides equal employment opportunity to
the existing male and female associates against any vacant position. In case, there is no suitAILe
resource found within the company, HR department advertises such position externally. EOE is
the management commitment reflected in the internal and external hiring process.

Affirmative Action

Affirmative action leads to pursue and implement „merit‟ having no discrimination due to
gender, race, colour, religion, sex or national origin. Recruitment & Selection policy of Airtel is
free from such encumbrances and provides equal opportunity to all internal and external
 candidates for filling any position in the company.

Breaking of Glass Ceiling Effect

Glass ceiling is a perceived barrier in the growth and advancement of the female associates. The
associates in Airtel are evaluated and appraised based upon their performance and merit in their
perspective roles. Vertical and horizontal growth of all employees (male and female) is the result
of their performance and its effective measurement. Every associate as the equal right to perform
grow and continue as an important part of Airtel Family in achieving the set organizational goal

UDOS Reward and Recognition

In a competitive business climate, more business owners are looking at improvements in quality
while reducing costs. Meanwhile, a strong economy has resulted in a tight job market. So while
small businesses need to get more from their employees, their employees are looking for more
out of them. Employee reward and recognition programs are one method of motivating
employees to change work habits and key behaviors to benefit a small business.

To retain its employees and creating a good impression, AIL designs and updates its reward and
recognition program time to time; which is however named as “Airtel KUDOS Reward &
Recognition Program”. The aim of this program is to designing innovating and motivating ways
to engage and attract people towards the organization.

 Identification of company or group goals that the reward program will support is
important
 Identification of the desired employee performance or behaviors that will reinforce the
visions of AIL.
 Determination of key measurements of the performance or behavior, based on the
individual or group‟s previous achievements
 Determination of appropriate rewards
 Communication of program to employees

In order to reap benefits such as increased productivity, the HR team of airtel designs the reward
program in such a way that the company or group‟s goal must be identified and the behaviors or
performance will contribute to this. The reward program can be financial and non-financial as
well. HR team of Airtel India focuses on the non-financial rewards than financial because it is
long lasting and more awaited remuneration to the employees.

To achieve its vision by 2015 of being the most loved brand and enriching the lives of millions;
AIL continuously works to achieve its 3 values- alive, inclusive and respectful. A total reward
approach has developed for the achievement of the values- total cash, benefits, recognition,
development & career opportunities & work life balance.
 Chapter – 5
Critical Analysis
Critical Observations and Recommendations

In my work experience there at Airtel I had to undergo some unavoidAILe

circumstances from which I found out some areas needed to be improved along
with some recommendations:
 The tendency of having third party or contractual employees is very rare in the
company. It should be utilized for better management of their workforce since extra
pressure actually disrupts the workflow.
 Working hour should be changed since it is seems to be more than 8 hours.
Moreover if it can be 9:00 am to 5:00pm instead of 10:00am to 7:00pm it will be vey
helpful for the employees.
 The entry level executives are paid high in Airtel comparing to other telecom
companies. However they do not provide any benefits like transport, food or home
office like Grameenphone or Robi Axiata Ltd
 Comparing to business growth the salary of different levels employees is illogically
and surprisingly high that can be very pernicious for the business growth in the long
run. So the business output should be in an alignment with the salary structure.
 The resume collection process has been narrowed down that is basically done
under the auspices of the internal employees. However, it actually cannot bring about
the best talents from the competitive markets. They should go for more campus
recruitment, business case competition for getting the best people.
 The trainer should be taken from India as the Indian trainer has to be paid a lot
and he cannot know the in depth cultural facts of our country.
 Territory managers should be given more facilities regarding residence and
transport since most of them are out of their hometown and moreover, right now
the sales team should be the most dedicated one for the growth of the business. If
they are not provided with good atmosphere and facilities achieving the sales target
will be hard enough.