Recruitemnt N Selection in Vodafone
Recruitemnt N Selection in Vodafone
Recruitemnt N Selection in Vodafone
On
Recruitment & Selection Life Cycle Process
Adopted
In
Submitted by
MBA. 3rd Sem.
A Report Submitted in Partial Fulfillment of
The Requirements of
MBA program (2010-11)
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CERTIFICATE
This to certify that the Summer Internship project titled “The study of recruitment
and selection life cycle adopted in Vodafone Essar Digilink Ltd.” (UPE),
This report has been submitted for awarding of any degree of either this university
or any other university.
I am pleased to say that her performance during the period was satisfactory.
Director.
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TABLE OF CONTENTS
Preface
Acknowledgement
Sources
Process
Factors Effecting Recruitment & Selection
Research Methodology
Data Collection
Data Analysis
Limitations
SWOT Analysis
Conclusion
Annexure
Bibliography
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PREFACE
This project of “RECRUITMENT & SELECTION in VODAFONE ESSAR”,
will give us the complete information about the VODAFONE ESSAR DIGILINK
Ltd’s Recruitment & Selection Process...
We can enter the record of new Employees and retrieve the details of
Candidates available in the company.
We can recruit the candidates and select them and maintain their records and can
also check how many candidates are selected and available in the Organization. In
this project we can maintain the all process of Data Base managed in Recruitment
& Selection.
Throughout the project the focus has been on presenting information and
comments in an easy and intelligible manner.
The project is very useful for those who want to know about Recruitment &
Selection Process.
In the last, we gratefully acknowledge and express our gratitude to all staff
members of Vodafone Essar Digilink Ltd. who supported us in preparing this
project.
INTRODUCTION
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(MANAGEMENT THESIS)
Management thesis is a detailed study of an activity being performed. The topic of
my thesis, that is, the Recruitment and Selection life cycle adopted in Vodafone
Essar Digilink Ltd. is the study of the procedure that is imbibed in the organization
to attain the best talent present in the society.
It includes the various methods that are used to draw the suitable candidates for the
job, the decision taken by the management in regard to the date, venue and time of
the interview, the procedure adopted in informing the candidates about their
selection and the formalities thereafter.
Although recruitment has always held an important place within organizations the
growing demand for highly skilled staff has meant that effective recruitment
practices are now becoming a considerable source of competitive advantage.
The business environment is changing rapidly and so the organizations need to stay
alert and be proactive.
Selecting the wrong candidate or rejecting the right candidate could turn out to be
costly mistake for the organization.
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OBJECTIVE of the STUDY
This Project Report has chosen the topic “Recruitment & Selection in” Vodafone
Essar Digilink. Ltd.” which is a Private Organization. (MNC).
Enterprise, keeping in views its diversified nature of work and the need of
manpower accordingly. The main objective of the study was to accomplish the
following objectives:
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COMPANY PROFILE
TOTAL
£44.47 billion (2010)
REVENUE
Employees 1,000,00 – March 31,
2009
Website Vodafone India
VODAFONE ESSAR,
Essar employs more than 50,000 people across offices in Asia, Africa,
Europe and the Americas. Vodafone Essar is owned by Vodafone 67% and
Essar Group 33%.
The whole company was valued at USD 18.8 billion. The transaction closed
on May 8, 2007. Despite the official name being Vodafone Essar, its
products are simply branded Vodafone.
It offers both prepaid and postpaid GSM cellular phone coverage throughout
India with good presence in the metros.
Vodafone Essar provides 2.75G services based on 900 MHz and 1800 MHz
digital GSM technology, offering voice and data services in 23 of the
country's 23 license areas. It is among the top three GSM mobile operators of
India.
Despite the official name being Vodafone Essar, its products are simply
branded Vodafone. It offers both prepaid and postpaid GSM cellular phone
coverage throughout India and is especially strong in the major metros.
Ownership
Vodafone Essar is owned by Vodafone 52%, Essar Group 33%, and other
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Indian nationals, 15%. On 11 February 2007, Vodafone agreed to acquire
the controlling interest of 67% held by Li Ka Shing Holdings in Hutch-Essar
for US$11.1 billion, pipping Reliance Communications, Hinduja Group, and
Essar Group, which is the owner of the remaining 33%.
The whole company was valued at USD 18.8 billion. The transaction closed
on 8 May 2007.
Previous brands
The company used to be named Hutchison Essar, reflecting the name of its
previous owner, Hutchison. However, the brand was marketed as Hutch.
After getting the necessary government approvals with regards to the
acquisition of a majority by the Vodafone Group, the company was
rebranded as Vodafone Essar.
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brand transition exercises in recent times.
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Andhra Pradesh and Chennai
2008: Vodafone acquired the License in remaining 7 circles and has started
its pending operations in Madhya Pradesh/Chhattisgarh with its headquarters
at Malviya Nagar, Bhopal as well as in Orissa, Assam, North East and Bihar
Hutch was often praised for its award winning advertisements which all
follow a clean, minimalist look.
A recurrent theme is that its message Hello stands out visibly though it uses
only white letters on red background.
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Wherever you go, our network follows.
2009: Vodafone Essar - 1st Indian Telecom operator to receive the Payment
Card Industry Security Standard (PCI DSS) certification for its Mumbai
operations and launches unlimited SMS offer in Mumbai
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Subscriber Base
The Vodafone subscriber base according to COAI - Cellular Operator
Association of India as of Subscriber Data for May 2010.
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Kerala Vodafone Essar : 4357308
Future Vision
The future is unfolding around us. Over the next decade we will be able to
see all sorts of differences that we can barely imagine today. In the Vodafone
Future Vision Website you can explore what we think that future might look
like, experience some of the changes we believe will happen, and tell us what
you think of them. Vodafone is working hard to mobilize tomorrow's world,
but we need your input.
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You are our partners in innovation; helping to shape a future that offers the
mobile services we want, and brings us closer to the people we care about,
wherever they are in the world. Together we can build a future that turns this
vision into reality.
Vodafone motto
GOALS
The Group's mobile subsidiaries operate under the brand name 'Vodafone'.
In the United States the Group's associated undertaking operates as Verizon
Wireless.
During the last two financial years, the Group has also entered into
arrangements with network operators in countries where the Group does not
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hold an equity stake.
Under the terms of these Partner Network Agreements, the Group and its
partner networks co-operate in the development and marketing of global
services under dual brand logos.
The Company's ordinary shares are listed on the London Stock Exchange
and the Company's American Depositary Shares ('ADSs') are listed on the
New York Stock Exchange. The Company had a total market capitalization
of approximately £99 billion at 31 December 2007.
WHAT WE DO?
Products and Services
We offer our voice, messaging, data and fixed broadband services through
many devices and supporting technologies. Use of our data services
continues to grow, driven by advances in our 3G networks and handset
capabilities.
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Voice services are the largest part of our business. We offer our customers a
wide range of innovative tariffs and services for use at home, in the office
and while travelling.
Vodafone at Home
Quick Stats:
You can also take out a subscription for unlimited calling to fixed line
numbers from your mobile, reducing the need for fixed line devices and
allowing cheaper calls when on the move.
Vodafone Office
Quick Stats:
3 Million customers.
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Zonal tariffs available in some European markets.
Closed user tariff available.
Vodafone Office is the umbrella name for a series of products and services
designed to meet all our business customers’ communications needs. With
Vodafone Wireless Office, companies can transfer voice minutes from a
fixed line to the mobile network, reducing the need for fixed desk phones.
Existing fixed line and extension numbers can be assigned so that all calls
are easily transferred to your mobile. A closed user group tariff is available
allowing employees to call each other for a flat monthly fee.
In Germany, Spain, Greece, Italy and Portugal, location based zonal tariffs
allow preferential rates when calling from the office. Geographic numbers
enable increased fixed to mobile substitution, allowing you the freedom to
use a single
Vodafone Passport
Quick Stats:
17.5 Million customers.
Simpler roaming tariffs.
No charge calls with one off connection fee per call.
Vodafone Passport makes it possible for your home tariff to travel with you,
offering better value and simplicity when you go abroad.
With Vodafone Passport, you know exactly what the charges will be when
you use roaming services, and in some cases Vodafone Passport includes
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free minutes bundles and the option to receive calls at no charges.
Our services are accessed on a wide range of handsets, the Vodafone Mobile
Connect card with 3G broadband and the Vodafone Mobile Connect USB
modem.
Vodafone email:
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Vodafone email gives you full messaging functionality. You can use it to
send, store and manage emails, just like you would on your PC. You can
even view and edit attachments in popular document formats such as
Microsoft Word, PowerPoint and Excel.
Vodafone live!
To provide better and richer content and make it easier for you to access it.
The 3G service also supports full-track music downloads. You can use your
phone to listen to music, choosing from more than 750,000 music tracks to
download.
Handsets
Quick Stats:
75 New models launched in the 2008 financial year.
53% of handsets sold were 3G models.
10 Million Vodafone own-brand devices shipped in 30 countries.
Our handset portfolio ranges from handsets for our core voice services, to
premium multimedia devices and includes a range of low-cost Vodafone
handsets for the emerging markets.
The Vodafone 125 and Vodafone 225 were the first ultra low cost handsets
under the Vodafone brand, and the lowest cost mobile phones we have ever
launched.
Business handsets
In addition, the BlackBerry 8100 series and the BlackBerry 8110 series
continue to be in demand along with the Nokia E series range.
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Vodafone live! – Internet on Your Mobile
Quick Stats:
2 Million Customers.
Simple and secure browsing of online services.
Unlimited browsing tariff available.
Vodafone live! Offers 750,000 songs.
Vodafone live! Includes selection of latest games on handsets.
Mobile TV has an average of 850,000 subscribers a month.
“Internet on your Mobile” offers easy to use and secure browsing, including
Google search, an unlimited browsing tariff and access to some of the most
popular online services.
You can use your mobile to access and update your social networking
profiles, view and upload YouTube videos, buy and sell items on eBay, and
check locations on Google Maps.
You can also chat to friends easily with Yahoo! and MSN instant messaging
using an easy to use dedicated interface.
Using the new Vodafone live! Mobile and PC music player you can search
for music, artist pages and previews from a catalogue of more than 750,000
songs.
Music from some of the world’s greatest artists is available, with music
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secured from agreements with major record labels such as Sony BMG Music
Entertainment, EMI, Universal Music, Warner Music, as well as independent
music labels.
Vodafone has local agreements with broadcasters, such as the BBC, ZDF,
RAI, Pro-Sieben, Channel 4 and RTL, as well as international broadcasts
from HBO, Fox, NBC Universal, Warner Brothers, UEFA Champions
League, Vodafone McLaren Mercedes and MTV, ensuring diverse and
relevant mobile content.
Quick Stats:
2.7 Million customers.
Built-in 3G broadband on 44 laptop models.
7.2 Mbps down and 2.1 Mbps up using Vodafone Mobile Connect card with
HSPA technology.
Vodafone Mobile Connect enables you to access the internet on your laptop
or PC via Vodafone Mobile Connect data cards or Vodafone Mobile Connect
USB modems. Business customers can access services such as email,
corporate applications and company intranets using the service.
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The Vodafone Mobile Connect card with 3G broadband offers enhanced
speeds which can be up to 7.2 Mbps downlink and up to 2.0 Mbps uplink by
utilizing HSPA technology.
There are a range of Vodafone Mobile Connect USB modems with exclusive
designs. The USB modems are “plug and play” compatible, allowing for a
fast set up and making the device easy to use.
19 September 2007:
Vodafone Essar announced today that the Vodafone brand will be launched
in India from 21st September onwards. The popular and endearing brand,
Hutch, will be transitioned to Vodafone across India.
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This marks a significant chapter in the evolution of Vodafone as a dynamic
and ever-growing brand.
The brand change over the next few weeks will be unveiled nationally
through a high profile campaign covering all important media.
Asim Gosh, Managing Director, Vodafone Essar, said "We’ve had a great
innings as Hutch in India and today marks a new beginning for us.
Harit Nagpal, Marketing and New Business Director, Vodafone Essar, said,
"This transition is probably the largest brand change ever undertaken in this
country and arguably as big as any in the world.
It is even larger than our own previous brand transitions as it touches over 35
million customers, across 400,000 shops and thousands of our own and our
business associates' employees."
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About Vodafone Essar Limited
Over the years, Vodafone Essar, under the Hutch brand, has been named the
'Most Respected Telecom Company', the 'Best Mobile Service in the country'
and the 'Most Creative and Most Effective Advertiser of the Year'.
Vodafone has partnered with the Essar Group as its principal joint venture
partner for the Indian market. The Essar Group is a diversified business
corporation with interests spanning the manufacturing and service sectors
like Steel, Energy, Power, Communications, Shipping & Logistics and
Construction.
The Group has an asset base of over Rs.400 billion (US$ 10 billion) and
employs over 20,000 people.
Business Principles
Our Vision and Values guide the way we act. Our Vision is to be the
world’s mobile communication leader – enriching customers’ lives,
helping individuals, businesses and communities be more connected in a
mobile world.
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Our Values are about how we feel – in other words the Passions that make us
the company we are. One of our four corporate Values is 'Passion for the
world around us':
"We will help the people of the world to have fuller lives - both
through the services we provide and through the impact we have on the
world around us."
These define our relationships with all our stakeholders and govern how
Vodafone conducts its day-to-day business.
If employees have concerns about the application of the Principles, they can
ask their local human resources managers for further advice, or contact the
Group Human Resources Director or the Group Audit Director.
Internal audits in 2002-03 show they have been communicated to over 90%
of employees.
The value added services provided are same in all the states. It is providing
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good services. All value added services are significant and have charges
which are applicable. These value added services serve as the main source of
revenue for the organization. The VAS provided by all the telecom operators
is almost the same with few differentiations.
Responsible Marketing
They cover advertising, direct marketing, and point-of-sale material and also
third-party mobile advertising on the Vodafone network.
All our operating companies must comply with the guidelines, in addition to
relevant national regulations and codes.
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We have developed a responsible marketing checklist to help our marketing
teams and creative agencies identify any potential issues when developing
advertising campaigns.
The assessments are signed off by the chief marketing officer of each
operating company. Complaints are sometimes made about our advertising.
We monitor these complaints as a measure of our performance.
Insufficiently clear pricing and extensive small print can affect the level of
trust our customers place in Vodafone and the service packages we offer.
Vodafone Romania put this into practice with a fun 'no asterisk' advertising
campaign in 2006/07.
In the Czech Republic, a 'no small print' campaign was launched entitled "No
flea text. No hidden hooks". In Germany, we reduced the amount of small
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print by around 40% in 2006/07.
Our People
We aim to ensure that all our working environments are inclusive, safe,
promote wellbeing, treat people with respect, engage employees, and offer
attractive incentives and opportunities.
Informed and engaged employees are essential for our business to operate
effectively. We communicate our business strategy and new developments to
our people and engage with them to gain feedback on how we are doing as
an employer. This also helps to create a sense of global community across
the Group.
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Internal communications :
This improves knowledge of our products and services, and helps reinforce
our total communications strategy. A key focus in 2007/08 has been
informing and engaging our employees on our total
communications strategy.
This included:
Group intranet
Online videos, including monthly video-casts from the Chief
Executive.
Wikis and webinars.
Vital, an online news hub updated daily.
VGS News, a monthly email news bulletin.
Internal TV channel & Induction packs for new employees.
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Employee engagement
We engage with our people informally every day, through team meetings and
discussions with immediate managers. All employees have access to our
intranet site, with around 30% of our employees using it every day.
Monthly messages from the Chief Executive Officer, Arun Sarin, using a
wiki platform, 'Arun’s channel', and video-cast help our people understand
how we are progressing against our company goals and provide an
opportunity to give feedback directly to the CEO.
Since its launch in February 2008, Arun's channel has received more than
35,000 individual hits and 100 responses from employees.
We hold regular 'Talk about' sessions at our local operating companies where
the CEO and members of the executive team meet with employees in person.
This enables them to discuss our business strategy with employees and listen
to their feedback about the business and the issues that matter most to them.
Around 5,000 employees attended these sessions in 2007/08.
We also engage with employees more formally through the Vodafone People
Survey and their annual performance dialogues with line managers.
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the results of the latest survey.
We consult employees on changes to the business and other issues that affect
them through the Vodafone European Employee Consultative Council. Some
local operating companies also consult recognized trade unions.
Online training
These include:
We also use online webinars (web seminars) and wikis to inform employees
about key business strategies, embedding our commitment to total
communications.
Performance dialogues
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All employees complete an annual performance dialogue with their line
manager, enabling them to review their performance annually and set clear
goals and development plans for the year ahead.
The process ensures our people can make a clear connection between their
goals and Vodafone’s business objectives. See details on our performance
2007/08.
Promoting leadership
These are designed to build their awareness of leadership style and working
culture. Our development initiatives emphasize the role of local operating
companies in tailoring development support to individual needs.
Inspire program
They also gain from exposure to and learning from members of our
Executive Committee.
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The program promotes cross-cultural understanding within Vodafone and
encourages employees to take advantage of the breadth of experience across
the Group.
This encourages people to progress their careers within the company, either
through promotion or a change of role to broaden their experience.
All vacancies across Vodafone are advertised on the job-posting page of our
global intranet, which encourages the transfer of talent across the Group.
“We believe employee diversity is an asset to our business – men and women
of various ages from different backgrounds and cultures with a range of
different experiences help us understand and serve our customers around the
world.”
Our equal opportunities policy states that Vodafone does not condone unfair
treatment of any kind and requires employees to act with integrity and
respect for their colleagues and customers.
We are building a culture that respects the value of differences among us and
encourages individuals to contribute their best within an environment that is
inclusive, open, flexible and fair.
Cultural diversity
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With operations worldwide, Vodafone is not only multinational but
multicultural.
International rotation is a key part of our new Inspire program for employees
with high potential. See Learning and development.
Gender diversity
Disabled people are assured of full and fair consideration for all vacancies
for which they offer themselves as suitable candidates.
Vodafone offers competitive and fair rates of pay and benefits to attract and
retain the best employees. Competitive rates of pay and benefits vary in each
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local market where we operate.
We want to ensure that our people feel their efforts are recognized and their
rewards are connected with their performance.
Rewarding performance
The annual bonus plan for all our global managers, which covers
approximately 4,500 employees, includes an individual performance element
measured over the year and assessed through our global performance
dialogue process.
Most of our local operating companies offer employees not covered by the
global bonus plan the opportunity to participate in local plans that reward
their performance.
Our Global Long Term Incentive (GLTI) Plan awards shares based on an
assessment of an individual’s potential, future performance and their
business criticality in supporting the delivery of Vodafone’s strategy.
Share plans
All permanent employees are made an award of shares on the condition that
they remain at Vodafone for a further two years. Our communications with
employees about share plans have been recognized externally.
Vodafone received the ifs ProShare award for most effective communication
of an employee share plan in 2007, and awards from the Global Equity
Organization for best share plan communications in 2006 and 2007.
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Benefits
Each of our local operating companies offers a competitive range of benefits
for employees. The benefits packages offered are determined by local
legislative and tax requirements and industry benchmarks.
Product
A product with many different features provides customers with
opportunities to chat, play games, send and receive pictures, change ring
tones, receive information about travel and sporting events, obtain billing
information - and soon view video clips and send video messages.
PREPAID CONNECTION.
POSTPAID CONNECTION.
VODAFONE HANDYPHONE.
VODAFONE PCO.
Prepaid Connection:
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In Vodafone Essar Digilink Limited U.P. (East) circle the number of prepaid
subscribers is far ahead of post paid subscribers.
Vodafone offers the following benefits to its prepaid customers. The major
subscriber base is concentrated to this part.
BONUS CARDS.
Benefits:
The recharge cards are easily available at all the retail outlets for the
subscribers.
The prepaid subscribers get exciting offers every now and then. Some
of them are as follows:
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Apne Minutes.
Become a VIP.
One can save up to 30% on his ISD & STD calls with World Calling Card
from Vodafone for his Vodafone mobile phones. That’s right – you don’t
need individual ISD calling cards and STD calling cards anymore. With the
help of this Prepaid World Calling Card, you can keep a tab on your long-
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distance call expenses. Plus no security deposit.
World Calling Card from Vodafone is a prepaid long distance calling card
that you can use with your Vodafone Prepaid and Postpaid mobile phones to
make ISD & STD calls. It’s easy to buy World Calling Cards in India. World
Calling Cards are available at your nearest Vodafone Store, Vodafone Mini
Store or at any shop that displays the “World Calling Card” sign.
Benefits:
Vodafone Home Calling Card is a prepaid card that allows you to make calls
from landlines, PCOs & mobile phones from over 100 countries.
Benefits:
Key features:
Postpaid connection:
Buy a special postpaid mobile handset for your Vodafone Postpaid mobile
SIM card with their postpaid mobile handset offers.
Pick the right Vodafone Postpaid talk plan that suits your usage best for your
Vodafone Postpaid mobile phone.
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Stop worrying about your Vodafone Postpaid mobile bill subscribe to their
Vodafone Postpaid offers and Vodafone Postpaid services.
Payment pickup.
Collection agencies.
Direct Debit.
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Pay by IVR.
Bargain Deal
Benefits:
Place
Vodafone UK operates over 300 of its own stores. It also sells through
independent retailers e.g. Car phones Warehouse. Customers are able to see
and handle products they are considering buying.
People are on hand to ensure customers' needs are matched with the right
product and to explain the different options available.
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Price
Vodafone wants to make its services accessible to as many people as
possible from the young, through apprentices and high powered business
executives, to the more mature users. It offers various pricing structures to
suit different customer groups. Monthly price plans are available as well as
prepay options.
Phone users can top up their phone on line. Vodafone UK gives NECTAR
reward points for every £1 spent on calls, text messages, picture messages
and ring tones.
Promotion
Vodafone works with icons such as David Beckham to communicate its
brand values.
Stores have special offers, promotions and point of sale posters to attract
those inside the stores to buy. Vodafone's stores, its products and its staff all
project the brand image.
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Total communications of Vodafone:
Their mobile services are offered over the GSM network on which a
General Packet Radio Service (GPRS) is also provided.
Mobile is always at the heart of what they do, but now they are moving into
integrated mobile and PC communication services, by combining fixed-line
Digital Subscriber Line (DSL) broadband offers with their core mobile
services.
Vodafone must feed this back into its product strategy. In the UK, the mobile
phone market has approached maturity in a very short space of time,
particularly with young people.
To keep its leading edge, Vodafone is continually looking to add value to the
services it provides and to the packages it offers to customers. Soon, within
the UK, there will be few new customers available.
For example, young people think hard about which mobile phone to buy.
In their search for the widest range of appropriate services and the best value
for money, young people in particular examine catalogues, surf the Internet
and study what their friends have bought.
Vodafone also communicates regularly with its customers to keep them well
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informed of the benefits of all Vodafone.
Vodafone Released.....
Zoo Zoo’s……..
Parrot sethji
MAIN BUSINESS
Vodafone offers a large range of telecom services, covering mobile services,
national and international long distance services, data services and a wide
range of value added services and applications that will enhance productivity
of enterprises and individuals.
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VODAFONE
ESSAR
LIMITED
VODAFONE
NATIONAL INTER- VODAFONE DATA
NATIONAL MAIL ACCESS
With more than 8m subscriber additions per month, India had 238m mobile
subscribers as of January and they expect it to overtake the USA in terms of
mobile subscribers by mid-2008.
A low overall telephone density (or teledensity) of 25% coupled with a huge
population base of1.1b should provide sufficient growth opportunities for the
telecom sector in India.
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should drive the future growth of the Indian telecom industry.
They expect consolidation in the next two to three years, with industry
revenue growth of 33% and earnings growth of 25% in FY09.
Sector valuations:
They expect the core businesses to trade at 20x FY09E P/E with incremental
contribution from the demerger of tower assets.
India is the fourth largest telecom market in Asia after China, Japan and
South Korea.
The Indian telecom network is the eighth largest in the world and the second
largest among emerging economies.
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Basic Service
Cellular service
Internet Service Provider (ISP)
Since my project deals with cellular services, I would like to lay main
emphasis on it.
CELLULAR SERVICES
The Indian telecommunications market for mobile services comprises of 25
private companies providing services to 23 “Circles” covering 1500 villages
across the country.
There are four “metropolitan” Circles, covering the cities of Mumbai, Delhi,
Kolkata and Chennai, and 19 Circles classified by the Government as
category “A”, category “B” or category “C”, which cover the rest of India.
Presently, there are five private service operators in each area, and an
incumbent state operator. Almost 80% of the cellular subscriber base belongs
to the pre-paid segment.
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RECRUITMENT
All organization is basically human resource organizations. They need people to
carry out the organizational mission, goals and objectives. Every organization
needs to recruit people.
The recruitment policy should therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of
number, skills, levels etc. to meet present and future needs of production and
technical and other changes planned or anticipated in the next few years.
Meaning of Recruitment
Recruitment is process of searching for prospective employees and stimulating
them to apply for jobs in the organization. To recruit means to enlist replenish or
reinforce.
The primary purpose of recruitment and selection is to achieve one desired aim i.e.
picking the right person for the right job.
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The recruitment process begins when an employee is to be transferred or promoted
to another post, notice of resignation or dismissal is given or retirement is planned.
Definition of Recruitment:
According to Fllipo: “Recruitment is a process of searching for prospective
employees and stimulating them to apply for jobs.”
LABOUR
LABOUR
MARKET
MARKET
BOUNDARIES
BOUNDARIES
ATTRACTIVENESS
ATTRACTIVENESS
OF
OF
THE
THE FACTORS AVAILABLE SKILLS
AVAILABLE SKILLS
COMPANY
COMPANY
ECONOMIC
ECONOMIC
CONDITIONS
CONDITIONS
A labor market consists of a geographical area in which the forces of demand and
supply interact and thus affect the price of labor.
Available Skills: Companies must locate the areas where they can find employees
who fit the jobs according to their skills.
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Attractive of the Company: The attractiveness of the company in terms of higher
wages clean work better fringe benefits and rapid promotions serves as an
influencing factor in recruitment.
SOURCES of RECRUITMENT
Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of
the recruitment.
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PROCESS OF RECRUITMENT
Recruitment begins by specifying the human resource requirements, initiating
activities and actions to identify the possible sources from where they can be met,
communicating the information about the job, terms and conditions and prospects
they offer, and enthuse the people who meet the requirement to respond to the
invitation by applying for jobs.
SOURCING STRATEGY
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FACTORS EFFECTING RECRUITMENT &
SELECTION
The recruitment function of the organizations is affected and governed
by a mix of various internal and external forces.
The internal forces or factors are the factors that can be controlled by the
organization. And the external factors are those factors which cannot be
controlled by the organization.
The internal and external forces affecting recruitment function of an
organization are:
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Internal Recruitment:
This is a practice of filling vacancies from within; through transfers and
promotions. All transfer decisions are usually taken by the management and
communicated to those concerned.
Existing employees are known to the organization and generally familiar with its
customs and practices. The cost and the time that external recruitment, selection
and induction procedures consume can be significantly reduced. Internal
recruitment to fill vacancies may be used as a means of career development,
widening opportunities and stimulating motivation among existing employees.
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External Recruitment:
When the organization has to use external sources, there are two main means of
conducting the search for employees:
A combination of these media may be used. The three main avenues available are
described and evaluated below.
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RECRUITMENT POCESS CHART
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Professional Agencies:
Several different kinds of agencies are included under this heading. The features
they have in common are that they are all agencies set up by particular
organizations to help their own members or ex-members find employment and that
they are generally non-profit making.
The agencies of this kind that employers are likely to need and use most regularly
are:
These agencies have the largest share of the market and are now quite well known
to most people from personal experience of local offices and advertisements in the
press.
Local employment agencies deal with clerical, junior administrative, shop staff, it
professional etc. the other type of agency concentrates on recruitment and
sometimes, the initial stages of selection of middle and senior manager or of
professional and specialist staff in field such as law, accountancy, engineering, etc.
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Private agencies provide at times a very valuable service, especially in recruiting
staff in situations where there is a shortage of the particular types of employees
required.
However, since they exist to make a profit, employers have to pay for any
employees they may recruit in this way.
As terms suggest, these are private firms and agencies of recruitment consultant
who earn fees by meeting the needs of organizations for specialist and senior
managerial staff.
This method has provided its value to the employer and employee clientele of these
agencies.
This is the most common method by which employers carry out their search for
suitable staff. Apart from the use of the national and local press and to a limited
extend television and radio, professional and trade journals are an important source
of recruitment by this means.
When specialist staff are needed this is a very convenient and appropriate method
for attracting the attention of those most likely to be produced for publication
whether the organization uses an agency or places its own advertisements.
The Internet:
There has been a growth in the use of the internet to attract applicants. Survey
shows that many organizations use the internet.
Benefits from this method are the speed by which applicants can be obtain
information about organization and application document may be made whether
the advertising method.
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Whilst the internet was initially was suitable for professional and technical
vacancies, one suspects that the spread of personal computing to all potential
applicant groups will see this tool develop further.
This aspect the recruitment process requires very special attention and skill. Its
objectives are to publish information that fulfills the following conditions:
What are the details of the job in terms of duties, opportunities, rewards,
conditions and special circumstances?
How should application be presented?
The preparation of the information needed the first question is based on the data
produced by the job analysis.
There is not much point in waxing eloquently, as some job advertisements do,
about the personal qualities needed.
On the other hand, it could well be relevant to mention any special features, such
as aptitudes or personal circumstances that are important to the job.
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The part of the advertisement advising applicants on the presentation of their
applications varies in practices. Sometimes a personal letter covering the
applicant’s curriculum vitae (CV) is the only form together with information on
requirement for testimonial and referees’ reports.
The use of an application form has the particular advantage that employer can
ensure that the information provided by the applicant is on the whole, relevant to
the job requirements.
At the same time, some flexibility and can cover every possible contingency.
Ample space should be included, therefore for any additional special point that
applicants may wish to make.
The advertisement needs to cover information derived from the job description and
person specification in such broad areas:
The work organization: its main occupation and location. The job its title; main
duties, location.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A simple organization charts may be useful for this purpose.
Main Duties: A list of key tasks may be written out, standards that need to be
reached and maintain must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The Work Environment: Study the physical and social environment in which the
work is carried out because the work environment influences the quantity and
quality of work.
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Drafting a Job Description: After job analysis, job description is made. Job
description describes the job. The job description decides upon the exact
knowledge skill and experience needed to the job.
Different forms may be necessary for different kinds of work. If economy or any
other reasons require the use of a general form for all appointments, then the form
has to be sufficiently comprehensive and flexible to cover all possible situations.
The items that will normally need to be included in application forms are:
Job Title
Applicants Full Names
Date of Birth
Address and Telephone Number
Nationality
Education
Academic Qualification
Professional Qualification
Present Employment – details of present post, duties, accountabilities, skills
used.
Previous Employment – with details of achievement in each post.
Main current interest, pursuits and achievements outside work.
Health
Court Convictions
Additional Information
References
Source of information about vacancy.
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Processing and Assessing Application:
When all the applications have been received by the due date, the next task is to
select those applicants, who on the evidence available, to be the most suitable as
future employees of the organization, and therefore worth the time and the cost of
further examination in the selection procedures.
This will be based on the published requirements for the job and involves a
painstaking and scrupulous study of the information provided by applicants, a
comparison of this information with those job requirements and finally, a decision
whether to accept or reject at this stage.
With this method the main efforts can then be concentrated on deciding which of
the doubt applicants should be accepted and rejected.
To start with the general approach, those responsible for processing applications
need to be very throughout, first, that they have responsibility to their employers to
be careful and through as possible in selecting the most suitable of the applicants
and second, that they have a responsibility to the applicants themselves to examine
their applications conscientiously and fairly.
It is the first hurdle that the applicant has to overcome in obtaining employment
with an organization and is in effect, the first stage in the selection procedure.
A further important point that has to be made concerns the need for flexibility in
making the final decisions about acceptance or rejection.
This relates to the previous comment on the problems of making decisions solely
on the basis of documentary information.
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When job requirements are being established, room must always be left to decide
individual cases on their merits, as we balance and weight various attributes.
Finally, a word needs to be said about the use of testimonials and referee’s reports.
Report of this kind will regularly be used as evidence to assist in the final decision
of the selection procedures.
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SELECTION
INTRODUCTION
In human resource planning, we identified our personnel needs. Once these needs
were established a job analysis was conducted, which clarified the characteristics
of jobs being done and the individual qualities necessary to do these jobs
successfully.
This information was then used to recruit a pool of qualified applicants. It help in
assessing applicants against the criteria established in job analysis in order to
predict which job applicant will be successful if hired.
DEFINITION
The basic purpose is to chosen the individual who can most successfully perform
the job from the pool of qualified candidates.
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PURPOSE
The above figure outlines the important steps in the selection process of a typical
organization.
SCREENING MEDICAL
INTERVIEW EXAMINATION INDUCTION
APPLICATION BACKGROUND
BLANK INVESTIGATION
EMPLOYMENT COMPREHENSIVE
TESTING INTERVIEW
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STEP 1: RECEPTION
The first step starts with the receipt of applications. In order to attract people with
talents, skill and experience a company has to create a favorable impression on the
applicant’s right from the stage of reception.
If no jobs are available at that point of time, the applicant may be asked to call
back the personnel department after sometime.
If our recruiting effort has been successful, we will be confronted with a number of
potential applicants.
Based on the job description and job specification, some of these respondents can
be eliminated.
Another important point during the initial screening phase is opening is to identify
a salary range.
Most candidates are concerned about their salaries, and while a job opening may
sound exciting, a low salary may preclude an organization from obtaining excellent
talent.
During this phase, if proper HRM activities have been conducted, there should be
no need to masquerade the salary. Without the salary, only time and money are
wasted.
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STEP 3: APPLICATION BLANK
Personal Data
Marital Data
Physical Data
Educational Data
Employment Data
Extra Curricular Activities Data
References
In the step selection tests or employment tests that attempt to assess intelligence,
abilities, personality trait and other traits are administered.
The real value of the tests lies in eliminating those applicants who have very little
chance of job success than in selecting applicants who will definitely be successful
in jobs. Test is a standardize, objective measure of a person’s behavior,
performance or attitude.
It is standardized because the way the test is carried out and the way the individual
scores are calculated are uniformly applied. It is objective in the sense that it tries
to measure individual differences in a scientific way.
Intelligence tests are widely used in the selection of personnel for almost every
kind of job from the unskilled to the skilled.
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Personality Tests: Personality tests probe the qualities of the personality as a
whole, the combination of aptitude interest and usual mood and temperament.
It is very difficult to devise and use personality tests they are concerned with
discovering clues to an individual’s value system, his emotional reactions,
maturity, etc.
Achievement Tests: These are designed to measure what the applicant can do on
the job currently i.e. whether the applicant knows what he or she claims to know.
Interest Tests: Interest tests identify patterns of interests that are areas in which
the individual shows special concern, fascination and involvement.
These tests will suggest what types of jobs may be satisfying to the employees.
Interest tests are more often used for vocational guidance also. They help the
individuals in selecting occupations of their interest.
Those individuals who are still viable applicants after the initial screening,
application form, and required tests have been completed are given a
comprehensive interview.
These areas usually consist of assessing one’s motivation, ability to word under
pressure, and ability to “fit in” within the organization.
However this information should be job related. Interview gives the recruiter an
opportunity:
Types of Interview:
Several types of interviews are used depending on the nature and importance of
position to be filled within an organization.
During the interview, the standard questions are asked as they are written; the
order may be varied but not the phrasing of the questions. The interviewee is
supposed only to answer the questions put by the interviewer.
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Do’s and Don’ts of the INTERVIEW.
DO’s DON’T
Prepare for the interview. Be unprepared for the
interview.
Make the candidate feel Make the candidate feel
Comfortable and relaxed. stressed.
Allow the candidate to talk Interrupt the candidate
and gather all relevant frequently and gather
information. inadequate information.
Ask open-ended questions. Ask leading and
demanding questions.
Ask more questions and Ask personal and private
probe only if necessary. questions that disturb the
candidate.
Make note of the relevant Rely on your memory to
points during the interview assess the candidate after
for accurate assessment. the interview.
Stick to plan of the interview. Get too engrossed in the
interview to follow the
plan.
This may include contacting former employers to confirm the candidate’s work
record and to obtain their appraisal of his or her performance, contacting other job
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related and personal references, and verifying the educational accomplishments
shown on the application.
Certain jobs require physical qualities like clear vision, perfect hearing, unusual
stamina, tolerance of hard working conditions, clear tone etc.
Whether the applicants is medically suitable for the specific job or not;
Whether the applicants has health problems or psychological attitudes likely
to interfere with work efficiency;
Whether the applicant suffers from bad health, which should be corrected
before he can work satisfactorily;
Whether the applicant’s physical measurements are in accordance with the
job requirements or not.
The line manager concerned has to make the final decision now-whether to select
or reject the candidate after soliciting the required information through different
techniques.
The line manager has to take adequate care in taking the final decision.
After taking the final decision the organization has to intimate this decision to the
successful as well as unsuccessful candidates.
STEP 9: PLACEMENT
The placement decisions are taken by the line manager after matching the
requirements of a job with the qualification of the candidate.
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Most organizations put new recruits on probation for a given period of time after
which their services are confirmed.
Induction is the process through which a new employee is introduced to the job
and the organization.
OBJECTIVES:
The ten steps as stated above must be followed in an organization for effective
selection of the right person for the right job.
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RECRUITMENT
Method of Recruitment: The recruitment for various posts in the Company will
be made:
By Direct Recruitment
From among the management trainees available within the Company
From reputed Management institutes through Campus Interviews.
DIRECT RECRUITMENT
If suitable candidates are not available, these posts may be advertised again in the
other newspapers as may be decided by the appointing authority.
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Selection Tests: For selection to any post in the Company, selection interview are
held by the appropriate selection committee and in addition, for such posts
regarding which the management of the company considers it desirable to follow
any or all of the following procedures:
Written Tests.
Aptitude Tests.
Psychological Tests.
Where in exceptional cases such authority does not accept the recommendations of
selection committee, that authority, for reasons to be recorded in writing, modifies
or sets aside its recommendations.
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Induction: In Vodafone Essar after giving the letter of appointment an induction
programmed is conducted for the new employees. In induction programmed
relevant information of the organization is given to the employees.
After the induction process posting of new employees is done at the right place, on
the basis of manpower requirement at various branches of Vodafone Essar Digilink
Ltd.
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RESEARCH METHODOLOGY
The objectives of the study was accomplished by conducting a systematic
design, collection, analysis, and reporting of data and findings that are
relevant to different marketing situations facing the company.
The marketing research process adopted in the study consisted of the
following stages:
Defining the problem and the research objective: The research objective
states what information it needed to solve the problem.
The objective of the research was to see the change in the Training
Process due to the management change.
Developing the research plan: Once the problem is identified, the next
step is to prepare a plan for getting the information needed for the
research.
The present study adopted the exploratory approach where there was a
need to gather large amount of information before making a conclusion.
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Regarding the Research
Close ended Method:
Dichotomous
Multiple choice
Completely unstructured
Sentence completion
Descriptive research
Applied research
Qualitative research
Conclusion oriented
Scientific method
Sample survey
Computer application
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Descriptive Research:
Descriptive research includes surveys and fact finding enquires of different
kinds. The major purpose of descriptive research is description of the state of
affairs as it exists at present.
Qualitative Research:
Qualitative research on the other hand is connected with Qualitative
phenomenon i.e., phenomenon relating to or involving quality or kind. For
instance when we are interest in investing from the reasons for human
behavior i.e., why people think or do certain things.
Conclusion Oriented:
While doing conclusion-oriented research, awareness is free to pick up a
problem redesigning enquires as the proceeds and is prepared to
Conceptualize as he wishes.
Scientific Methods:
The scientific method is one and same in the branches (of sciences) and that
method is the method of all logically trained minds.
The utility of all sciences consists alone in its methods, not its material: the
man who classifies facts of any kind whatever, who sees their mutual relation,
and describes their sequences, is applying the scientific method and is a man
of science.
Sample Survey:
The respondents selected should be as representative of the total population
as possible in order to produce a miniature cross section.
The selected respondents constitute what is technically called a ‘Sample’ and
the selection process is called ‘Sampling Technique’. The survey so conducted
is known as Sample Survey.
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DATA COLLECTION
ANALYSIS: The data collected and compiled was analyzed to find out the
various aspects of recruitment and selection procedures as existing in
Vodafone Essar Digilink Ltd. and the way in which it could be made the best so
that it could help in achieving the goals of Vodafone Essar.
The opinions of the respondents were totaled under their respective heads.
The totals were further used for calculating the percentage of people
expressing their views on various aspects.
DATA ANALYSIS
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Analysis of data is a process of inspecting, cleaning, transforming, and
modeling data with the goal of highlighting useful information, suggesting
conclusions, and supporting decision making.
EDA focuses on discovering new features in the data and CDA on confirming
or falsifying existing hypotheses.
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All are varieties of data analysis. Data integration is a precursor to data
analysis, and data analysis is closely linked to data visualization and data
dissemination.
The term data analysis is sometimes used as a synonym for data modeling,
which is unrelated to the subject of this article.
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Lucknow,
Faizabad)
Territory
(Allahabad,
3. Area Sales 22 10 Varanasi, UPE
Manager Gorakhpur,
Kanpur,
Lucknow,
Faizabad)
Territory
(Allahabad,
4. Pilot Sales 24 14 Varanasi, UPE
Representative Gorakhpur,
Kanpur,
Lucknow,
Faizabad)
Territory
(Allahabad,
Varanasi, UPE
Gorakhpur,
5. Customer 32 * Kanpur,
Service Lucknow,
Faizabad)
Territory
(Allahabad,
6. Training 10 * Varanasi,
Executive/ Gorakhpur,
Training UPE
Kanpur,
Manager Lucknow,
Faizabad)
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*Interview in process
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SELECTION METHOD STANDARDS
Administration _____
HR _____
Marketing _____
Sales _____
Customer service Department _____
Other (please Specify) _____
10 5
5 10
Vacancies
25
Administration
HR
Marketing
Sales
Customer
Service
Finance
45
Influence: In the Survey, I found that Vodafone Essar Digilink Ltd. has
Maximum Number of vacancies in Sales Department i.e., 45%. Then
further it move to Customer Service Department i.e., 25%. Marketing
and Finance Department, they both have same Number of Vacancies i.e.,
10%. then Administration and HR department has 5% of vacancies.
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2. Are you aware of any position/profile which comes in department of
Vodafone Essar Digilink Ltd.?
Yes/No
Response Frequency
Yes 80
No 20
20%
YES
N0
80%
Influences: In the survey I find that more than 80% employee says Yes and
second more 20% employee says No.
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3. In your opinion,
What type of selection procedure will help in selecting the right kind of
Candidate?
Written Test.
Interview.
Group Discussion.
Response Frequency
Written Test 20
Interview 60
Group Discussion 20
20% 20%
Influences:
Written Test
InterviewIn the survey
I find that
Group discussion
60%
more over
60%
employee are
in favor of
interview,
20% employees are in favor of written test and 20% employees are in favor of
group discussion.
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4. Do you think references play a crucial role in the selection process?
Yes/No
Response Frequency
YES 60
No 40
40%
YES
60% NO
Influences: In the survey I find that more over 60% employee says Yes and
second more 40% employee says No.
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5. Do you think,
If there is a need to bring any suggestions for improvement in the
Recruitment & Selection process being followed in Vodafone Essar Digilink
Ltd.?
Yes/No
Response Frequency
YES 40
No 60
40%
YES
NO
60%
Influences: In the survey I find that more 40% employee says Yes and second
more 60% employee says No.
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6. Do you agree that Induction programmed play a vital role in motivating the
employees?
Yes/No
Response Frequency
YES 95
No 5
5%
YES
NO
95%
Influences: In the survey I find that more over 95% employee says Yes and
second more 05% employee says No.
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7. Do you think the Selection through campus interview is most appropriate
and is beneficial to the Company?
Yes/No
Response Frequency
YES 30
No 70
30%
YES
NO
70%
Influences: In the survey I find that more over 30 % employee says Yes and
second more 70% employee says No.
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8. In your opinion what should be the mode of Recruitment for Managerial Post in
Vodafone Essar Digilink Ltd.?
Management Trainees.
Open Advertising.
Response Frequency
Management Trainees 05
Open Advertising 65
5%
30%
Management Trainees
Open Advertisement
From Employment
Agencies
65%
Influences: In the survey I find that more over 65% of employee are in favor of
Open Advertisement while 05% are in favor of Management Trainee’s and 30%
from Employment Agencies.
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9. In your opinion,
While recruiting staff from outside the organization which type of
recruitment Process helps in Vodafone Essar Digilink Ltd.?
Response Frequency
Open Advertisement 20
Campus Recruitment 10
Consultancies 30
Job Sites 40
Sales
20
40 open advertisement
campus recruitment
10 consultancies
internet job sites
30
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RESULT’S AND FINDING’S
On the basis of the questionnaire and its analysis the result has came up to
certain conclusions which are interpreted under the following heads:
The first question was framed to find the awareness of the employees
about department of Vodafone Essar Digilink Ltd. which has generates
maximum number of vacancies. In this Survey, I found that Maximum
Number of vacancies is in Sales Department i.e., 45%. Then further in
Customer Service Department i.e., 25%. Where Marketing and Finance
Department, they both have same Number of Vacancies i.e., 10%. Then
Administration and HR department has 5% of vacancies. (Here its
mention about the all department’s of the company).
In the next step, to find out the awareness about the positions which
comes in departments of Vodafone? Mostly Internal candidates are
aware of this and by influence some are not aware about the
position/profile of Vodafone Essar Digilink Ltd. In this survey, I find that
more than 80% employee says Yes and second more 20% employee
says No.
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In next, we tried to frame that if there should any change in Recruitment
& Selection Process of Vodafone Essar Digilink Ltd. then by this Survey I
find that more 40% employee says Yes and second more 60% employee
says No.
In other step, we ask about Induction program, while it plays a vital role in
motivating the employees. And this is recommended by 95% candidates
among 100. Almost all the employees at top level as well as middle level
agree to the point that induction programmed plays a vital role in
motivating new employees. And In this survey I find that more over
95% employee says Yes and second more 05% employee says No.
In the Last question, we ask about that which type of Recruitment process
help in the Company while selecting the staff from outside the organization.
Then In this survey I find that 30% of employees are in favor of
Consultancies, while Campus Recruitment i.e. 10% and Open
Advertisement are in favors of 20% and where Job Sites i.e. 40%.
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108
LIMITATION’S
While making this project following limitation were encountered:
The training time period is very short to analyze the Recruitment &
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110
SUGGESTIONS & RECOMMENDATIONS
On the basis of the results and findings of the survey, I have given certain
suggestions after weighing the pros and cons of the present recruitment and
selection procedure followed in Vodafone Essar. The recommendations are as
follows:
The analysis reveals that Vodafone Essar does not make forecast of the
future Candidate’s requirements. However, the forecast of Candidate
requirement helps in proper planning which would lead to better recruitment
and selection in the organization. These forecasts may be based on past
trends, future Candidate’s needs etc.
After discussion with the various employees during the survey it was found
that most of them were not aware of the induction programmed, only the
employees in Personnel Division had the knowledge about it.
The company must look into this wide gap of opinion. This would help in
drawing out certain useful recommendations about how recruitment policy
could be improved to help in the achievement of organizational goals.
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CONCLUSION
The summer training Report topic I had got at Vodafone Essar Digilink Ltd.
was Recruitment & Selection of Vodafone Employees.
This was something which I had never seen happening practically and had
only read in the books.
At Vodafone I was given the opportunity to prepare the TNA Sheet through
PP&R Forms of all the Employees of Vodafone.
The project has been accomplished with full hard work, honesty and
dedication.
The project was successfully completed under the wise guidance of Mr. NITIN
JOSHI. H.R. Executive and Mrs. NEHA KAPOOR Executive of Human Resource
Operations.
Without the immense help and cooperation of these people my project would
not have been a success.
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QUESTIONNAIRE
113
The recruitment and selection life cycle adopted in Vodafone Essar Digilink
Ltd.
Employee’s opinion :
Name :
Age :
Address :
Date :
Contact No :
Administration
HR
Marketing
Sales
Finance
Yes :
No :
3) Which type of selecting Procedure which should follow in the company for
selecting the right kind of Candidate?
Witten Test :
Interview :
Group Discussion :
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4) What key capabilities/skills do you basically look for in the prospective
employees?
5) When recruiting staff from outside the organization, which method do you
prefer to use to attract candidates?
Management Trainee
Job sites
6) Do you agree that Induction Program play a vital role in Motivating the
Employee’s?
Yes :
No :
8) Do you think that selection through Campus Interview is most appropriate and
beneficial for the Company?
Yes :
No :
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BIBLIOGRAPHY
www.google.com
www.Vodafone.in
www.vodafone.comOm
http://en.wikipedia.org/wiki/Vodafone
http://www.vodafone.com/start/about_vodafone/who_we_are.html
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