Rishav Dugar Sharon Sunny Roshny Koshy Rishu Nasaria Suthin Chacko Click to edit Master subtitle style

Ravi Kiran Vibhu Kesharwini BestSoumiPractices HR Pouddar Rakesh Babu

A brief about Airtel

Contents

4/4/12 04:15:04 AM

Organization Awards

structure & department levels

& recognition rate management

Attrition HR

practices followed insight

Compensation Employees HR

challenges environment, culture & values investments

22

Work

People Code

of conduct for employees

4/4/12 04:15:04 AM

strategic business units (SBU)

33

Organizational Structure

4/4/12 04:15:04 AM
44

Departments Levels

4/4/12 04:15:04 AM
55

4/4/12 04:15:04 AM
66 Sources : Business Todays 10th annual edition of Best Companies to Work For

Awards & Recognitions

Airtel

was adjudged the 'Company with the Most Innovative HR Practices in the Asia Pacific Region' at the Asia Pacific HRD conclave held in Mumbai.

4/4/12 04:15:04 AM
77

4/4/12 04:15:04 AM

Attrition rate
The

average attrition in telecom sector is 15% across Indian companies, a rate that may rise to 25% in 2011-12 with improved salaries.

88

For Employees

It has 25000 employees & with increase in network, it has wide prospects. attractive salary to employees, performance turnover, ESOPs( Employee Stock Options Program)

4/4/12 04:15:04 AM

Provide

Provides Gives Gives

an opportunity for career growth from Management trainee to CEO. an opportunity to employee to grow vertically as well as horizontally. an opportunity to move any part of 99 the country considering they have network everywhere.

HR Practices followed
Strong Walk

4/4/12 04:15:04 AM

Team building activities compensation structure

the talk

Flexible HR

steering committee (HRSC)

PACE

(Progressive Assessment of Culture & Environment) Setting group meetings houses communication forum
10 10

Goal

Family Open HR

interface & HR intranet

Managers

4/4/12 04:15:05 AM

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. department mold the young entrants and relatively less experienced professionals to the company. by a strong training programme, they let their employees decide their training needs.

HR

Backed

To

encourage learning within the organization, the company has set up a state-of-the-art learning 11 centre. 11 can get logged on to customized

Employees

Healthy practices
A

philosophy of constant monitoring has been established. Measurement Boards for every department are prominent where the performance indicators are displayed graphically. job description documents have been issued to all employees that clearly mention the key result areas also seeks to certify and re-certify every employee on quality and IT on a continuous basis. quality of service and customer care is a reflection of the quality of people and belief in constant improvement and upgradation.

4/4/12 04:15:05 AM

Formal

Airtel

The

12 12

4/4/12 04:15:05 AM

Walk the talk

The

senior management is advised to walk the talk and invite criticism from the employees interaction with the senior managers, they began to play a more pro-active role in teambuilding efforts

Better

HR

success was powered by a well defined rewards and recognition system.

13 13

4/4/12 04:15:05 AM

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. bonuses, 60 per cent of the employees are on a variable pay structure.

Performance-related

14 14

4/4/12 04:15:05 AM

Goal Setting
This

goal setting helped in communicating to each employees, experiencing them and establishing role clarity

Strong Team building activities

The

HR department sets up cross-functional teams in times of product or service launches. teams typically constitute high performers from each department, who collectively make it happen.

Such

15 15

4/4/12 04:15:05 AM

HR steering committee (HRSC)

HR

steering committee (HRSC) of the company that has acted as the fulcrum of the HRD efforts in the organization consists of the CEO, the COO and all other functional heads. committee meets once a week to discuss various initiatives and the plan of action.

HRSC

The

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 the16 16 company's annual strategy.

4/4/12 04:15:05 AM

Managers' communication forum

Key

HR initiatives include to undertaken once a quarter, facilitates direct interaction of the employees with the top management. 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. HOD conducts meetings with his direct reportees once a month, wherein issues other than those related to work are discussed. open house conducted between the departments and HR takes up individual

Discuss

Family group meetings

Each

Open house
The

17 17

Internal job postings (IJP)

There

4/4/12 04:15:05 AM

is a strong IJP system at Airtel and jobs are uploaded onto the website, wherein people can apply and move across different businesses. promoting talent councils which identify the people who are ready to take up senior positions.

Started

These

people are then put through in-house training and are also participants of a plan which aims at total development by seeking out the right experiences.
18 18

4/4/12 04:15:05 AM

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. HR Intranet provides information on HR policies, organizational structure, training calendar and the house journal.

The

19 19

compensation management - strategic intent

4/4/12 04:15:05 AM

At

airtel, philosophy of external competitiveness and a strong pay for performance culture whilst maintaining internal equity 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.

Compensation

20 20

innovative work practices

Online

4/4/12 04:15:05 AM

directory that allows an employee to search for solutions to problems ranging from routine to complex. do not just rotate from circle to circle but also from function to function to make aware about practices across India. two employees to go on a sabbatical with full pay and spend two years with the "Teach for India" initiative. One even got the promotion while on the sabbatical.

Employees

Permitted

21 21

4/4/12 04:15:05 AM

Employees Insight
Neha

Idnani, a commerce graduate and an MBA in Finance, has spent the last four years at Bharti Airtel first in Bangalore, then Delhi and now Colombo, as Strategic Business Advisor is a country where Airtel is a start-up, we are taking the lessons we have learnt from our start-up rivals in India was an opportunity for me to develop my management and soft skills

This

This

22 22

4/4/12 04:15:05 AM

HR Challenges in Airtel
Much

of the challenge for HR heads in Airtel is dealing with workers like Idnani; young, impatient and outwardly ambitious workforce.

Shankars

biggest challenge is at the lowest rungs of the ladder, where attrition is high, particularly with 14 telecom operators feeding off the same talent pool.

23 23

4/4/12 04:15:05 AM

KRISH SHANKAR, Director-Human Resources

HR

has always had an important role to play in talent building and acquisition in fact, we call this endeavor an HR mission. It was important that as a function, HR identified how and where it could add value to the larger picture. Our HR people then highlighted two major areas first to understand insights about the people and second to try and marry that to the given insights of the business. Therefore, it was all about understanding what the business wants and looking at new business trends.

24 24

Work Environment Life at Airtel

Encourage

employees to diversify their skill sets by moving across industry segments, after having proven their capabilities in their current roles systems aim to create a sharp, performanceoriented culture with the right reward mechanisms that are benchmarked against the best. of interesting and challenging opportunities in an intellectually stimulating workplace, and a chance to give back to community in a socially responsible manner

4/4/12 04:15:05 AM

HR

Variety

25 25

4/4/12 04:15:05 AM

Work culture and values

Entrepreneurship Respect Passion

for all for performance - the power of many collaborative partnerships

Teamwork Building Believes

in the power of informal communication. Much of their work gets done by picking up the phone or popping into a team members cabin.

26 26

 Campus

Recruitment:

People Investment

4/4/12 04:15:05 AM

On-the-job training with cross-functional project work to nurture and create a pool of potential talent who can deliver superior business performance.
Senior

Leadership Capability Development:

Tie-ups with international training institutes like INSEAD and Center for Creative Leadership (CCL) to value top talent with opportunities.

27 27

code of conduct for employees

All employees are required to follow, effectively embrace and sustain bhartis values
To To To

4/4/12 04:15:05 AM

be responsive to the needs of the customers trust and respect each and every employees

continuously improve the services innovatively and expeditiously be transparent and sensitive in dealings with all stakeholders to not only maintaining the highest standards of operations through thorough professionalism, but also creating an example of operational success

To

Committed

28 28

4/4/12 04:15:05 AM

This policy aims to:

Provide

an independent forum by means of the Office of the Ombudsperson, for employees to raise concerns and complaints about improper practices. in place a fair and equitable inquiry process and redressal mechanism. employees will be fully protected against possible reprisals, intimidation, coercive action, dismissal, demotion or victimization.

Put

Reassure

29 29

4/4/12 04:15:05 AM

HR relocation challenges in its first Africa deal

Unusual

human resource challenge as it will be completely different market than Bangladesh and Sri Lanka. operations were costly and lacking efficiency so making losses, thus Bharti will have trouble making profits on low cost model number of Bharti personnel will have to relocate to kick start Bharti style of operating with existing infrastructure. offers huge opportunities to people in Bharti for future growth as the company transform itself into a global enterprise.
30 30

Zain

Large

It

4/4/12 04:15:05 AM

airtel ambassadors (alumni)

Its

a great way for existing employee to connect online with other former colleagues, past employees & get reacquainted with the company. an ex-employee can connect for query related to Full and Final or Provident Fund.

Where

31 31

HR role at Airtel : the three legs of a stool

Expertise

4/4/12 04:15:05 AM

Role : Which focuses on people who specialize in certain fields like compensation and benefits, leave management etc. Services : Relating to transactional business services. Partners : People who directly deal with the business.

Shared

Business

In effect the three legs continuously meet people working in the various legs to takes feedback on diverse matters in order to develop solutions 32 which are then applied across the company.
32

Benefits for working women

Family

4/4/12 04:15:05 AM

friendly work options : Flexi time, telecommuting (home/ remote office), part time options. post natal benefits : 12 weeks maternity leave, leave extendable up to 6 months sabbatical policy : Allows for time off for enhancing education upto 1 year & personal exigencies upto 6 months. program : Initiated for high potential middle management women employees - mentoring by senior women leaders.

Maternity/

Revised

Mentoring

33 33

Snapshots of employee benefits

Medical

4/4/12 04:15:05 AM

support

Emergency medical assistance Critical case concierge service Emergency cash assistance
Temporary Group

loan to employees policy

accident/Life insurance allowance

Hardship

34 34

4/4/12 04:15:05 AM
35 35