iti project report

ORGANIZATIONAL STUDY OF INDIAN TELEPHONE INDUSTRIES LTD (ITI) , RAEBARELI, UTTAR PRADESH

CHAPTER I

INTRODUCTION

INDIAN TELEPHONE INDUSTRIES LTD (ITI) , RAEBARELI, UTTAR PRADESH

1.1 THE ORGANISATIONAL OVERVIEW

India’s first Public Sector Unit (PSU) - ITI Ltd was established in 1948. Ever since, as a

pioneering venture in the field of telecommunications, it has contributed to 50% of the present

national telecom network. With state-of-the-art manufacturing facilities spread across six

locations and a countrywide network of marketing/service outlets, the company offers a

complete range of telecom products and total solutions covering the whole spectrum of

Switching, Transmission, Access and Subscriber Premises equipment.

ITI joined the league of world class vendors of Global System for Mobile (GSM)

technology with the inauguration of mobile equipment manufacturing facilities at its Mankapur

and Rae Bareli Plants in 2005-06. This ushered in a new era of indigenous mobile equipment

production in the country. These two facilities supply more than nine million lines per annum to

both domestic as well as export markets.

The company is consolidating its diversification into Information and Communication

Technology (ICT) to hone its competitive edge in the convergence market by deploying its rich

telecom expertise and vast infrastructure. Network Management Systems, Encryption and

Networking Solutions for Internet Connectivity are some of the major initiatives taken by the

company.

Secure communications is the company's forte with a proven record of engineering

strategic communication networks for India's Defence forces. Extensive in-house R&D work is

devoted towards specialized areas of Encryption, NMS, IT and Access products to provide

complete customized solutions to various customers.

1KARUNYA SCHOOL OF MANAGEMENT, KARUNYA UNIVERSITY, COIMBATORE, TAMILNADU


1.2 OBJECTIVES OF THE STUDY

The main objective of the training is to get a practical knowledge about the various

functional department of the company. Mainly the production process and other deparments of

the company are concentrated. Various methods of techniques involved in the operational

department in the company are observed.

The objectives of the training are to learn about the following matters.

Manpower planning in the company.

Identification of the potentiality expected from employees for different jobs in the

company.

Identification of the market requirement.

Production procedures.

Salary and other allowances fixation.

1.3 SCOPE OF THE STUDY

This training is concentrating on the various functional departments taking place in ITI

LTD. company

1.4 LIMITATIONS OF THE STUDY

The time given for industrial training was limited of four weeks only. Lack of

co-operation from certain departments due to their work load.

1.5 ITI TODAY

ITI has also acquired the technology for manufacture of broadband infra equipment,

NGN (New Generation Network) equipment based on IP technology and SDH (Synchronous

Digital Hierarchy) products. ITI has a dedicated Network Systems Unit for carrying out

installation and commissioning of equipment as well as for undertaking turnkey jobs and

providing value-added services. The successful completion of the mammoth strategic

communication network ASCON for the Indian Army underlines ITI’s ability in standing up to



the challenge of enhancing the reach of communication and information seamlessly over diverse

media. In a fitting testimony, the Company continues to hold the numero uno position as India’s

top telecom turnkey solutions provider.

ITI joined the league of world-class vendors of GSM technology with the inauguration

of mobile equipment manufacturing facilities at its Mankapur and Rae Bareli Plants, which

opened a new era of indigenous mobile equipment production in the country. These two lines

will augment the capacity to more than nine million lines for catering to both domestic as well as

export markets. By deploying its rich telecom expertise and vast infrastructure, the Company is

consolidating its diversification into ICT (Information and Communication Technologies) space

to hone its competitive edge in the convergence market.

Network Management Systems, Encryption and Networking Solutions for Internet

Connectivity are some of the major initiatives by the Company. ITI’s competency in the WAN

(Wide Area Networking) segment is reflected through two major projects commissioned

successfully for BSNL; countrywide MLLN (Managed Leased Line Network), VoIP (Voice over

Internet Protocol) and the nation’s first broadband network IP-MPLS (Internet Protocol-Multi

Protocol Label Switching) technology based VPN (Virtual Private Network) in ten major cities.

The Company has struck a strategic 38 alliance with BSNL for building a V-SAT based network

in Ku band for IP-based satellite broadband services. The successful implementation of the

project to expand Internet Services equipment of MTNL is a significant step.

The CDMA-WLL (Wireless in Local Loop) turnkey project that ITI has completed for

TCIL (Telecommunications Consultants India Limited) in Afghanistan is a boost to the

Company’s export business. Secure communications is the Company’s forte with a proven

record of engineering strategic communication networks for India’s Defence forces. Extensive

in-house R&D work is devoted towards specialized areas of Encryption, NMS, IT and Access

products to provide complete customized solutions to various customers.



1.6 THE COMPANY PROFILE

Raebareli is a city and a municipal boardin the Indian state of Uttar Pradesh. It is the

administrative headquarters of Raebareli District. The town is situated at the bank of the Sai

River, 82 km (50 miles) southeast of Lucknow.

Raebareli Manufacturing unit was setup in 1973 and boasts a world-class infrastructure.

Presently, this unit manufactures GSM network equipments and CDMA handsets. ITI Raebareli

has taken a leap to enter broadband equipment G-PON and WiMAX. This unit is India's first

telecom equipment manufacturer to conduct field trial of G-PON technology in India, and is all

set to rollout India's first lot of G-PON equipment.

ITI makes GSM equipment in technical collaboration with French major Alcatel at

Mankapur and Rae Bareili plants (3 million lines each). The plant will also be India's first 3G

equipment manufacturing unit by next year.

1.7 ITI -THE TELECOM PIONEER

India’s first telecom equipment manufacturer.Total telecom solutions provider

Recognised as Top Turnkey Services Company, for 4 successive years.Multi-locational state-of-

the-art electronic assembly & component manufacturing facilities accredited with ISO

9001:2000.

Multi-locational ISO 140001:2004 Environmental Management System certified

plants.First Indian company to manufacture BTS & other infra products for GSM / WiMAX and

other new generation products.Complete range of Telecom products, value added services and

customized Integrated Logistic Support to a variety of users.Countrywide marketing and

customer care centers.Strategic alliances with global Telecom/IT majors.Countrywide dedicated

network system centers to provide comprehensive network solutions.

Strong In-house R&D for indigenous development of products for in-house

manufacturing and absorption of technology.Dedicated engineers for State of the Art Customised

Defence products.Core Competency in Development of Crypto Products for Indian Defence &

Para Military forces.First R&D to successfully develop Encryption Systems at STM 16 bit

rate.Encryption products range from 16Kbps bit rate for Voice Applications to SDH Encryptor


http://en.wikipedia.org/wiki/Lucknow

http://en.wikipedia.org/w/index.php?title=Sai_River&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Sai_River&action=edit&redlink=1

http://en.wikipedia.org/wiki/Raebareli_District

http://en.wikipedia.org/wiki/Uttar_Pradesh

http://en.wikipedia.org/wiki/States_and_territories_of_India

http://en.wikipedia.org/wiki/India

http://en.wikipedia.org/wiki/Municipal_board


up to STM 16 Bit Rate. Latest Encryption systems include IP Encryptors for Broadband

applications.

1.8 VISION & MISSION

VISSION

"To become a World class, Innovative, Competitive & Profitable Telecom & IT sector to

achieve Customer Satisfaction as top priority, powering India’s growth, with increasing global

presence."

MISSION

“Develop and provide reliable telecom power, related products and IT services at

competitive prices, integrating multiple energy sources with innovative and eco-friendly

technologies and contribute to society.”

1.9 OBECTIVES OF THE ITI COMPANY

To focus attention on women and educated un-employed youths.

Utmost satisfaction of the customers and suppliers.

Emphasis on transparency

Equal opportunity for human resources development

Care and compassion for employees

Team work

Socially Responsible

1.10 CORE VALUES

1. Integrity

2. Trust ,mutual respect

3. Transparency to all the stack holders

4. Commitment for quality

5. Innovative Approach

1.11 COMPANY LOCATIONS



Fig. 1.11.1

1.12 ORGANIZATION CHART



Chart 1.12.1

CHAPTER II



THE ORGANISTIONAL STUDY

2.1 HUMAN RESOURCES DEPARTMENT

ITI Human Resources Department strives to build technological and managerial

excellence in the organization through best HR policies and practices in the industry. We are

committed to build a creative workforce with emphasis on quality and customer satisfaction.

We have realigned our HR policies, in line with the company’s business plans.

2.2 HR VISION

To make ITI a dynamic, highly competitive and value based learning organization with

skilled and motivated human resources to face present and future challenges in the fast

changing telecom scenario.

2.3 HR OBJECTIVES

Transform the company into a lean and efficient organization.

Promote culture of excellence.

Ensure empowerment.

Build and upgrade skills and competencies for growth and challenges in the job.

Build HR Information System for present and future HR plans.

HR focuses on the following key thrust areas to meet the company’s business plans.

2.3.1 Seven dimension of HR that produce profits through people

1. Employment security

2. Selective hiring of new personnel



3. Self-mangaed teams and decentralized of decision making as the basic principle of

organisational design.

4. Comparatively high compensation contingents on organisational performance

5. Extensive training

6. Reduced status distinctions and barriers,including dress, language, office arrangements

and wage differences across levels.

7. Extensive sharing of financial and performance information throughout the

organisation.

2.4 RECRUITMENT PROCESS

The company inducts skilled and professionally qualified manpower at various levels in

Technical, HR, Finance, Materials Management and Medical areas through all India selection

procedure. Candidates recruited at an induction level in Technical, HR and Finance are provided

both induction and on-the-job training before their placement. Senior level executives are

directly posted to plants/project areas. Candidates belonging to reserved categories are given due

relaxations/concessions as applicable to them.

The recruitment and selection is the major function of the human resource department

and recruitment process is the first step towards creating the competitive strength and

the recruitment strategic advantage for the organisations. Recruitment is the process of locating

and encouraging potential applicants to apply for the existing or anticipated job. It is actually a

linking function joining together those with jobs to fill and those seeking jobs.

Recruitment locally aims at –

Attracting a large number of qualified applicants who are ready to take up the job if it is

offered.

Offering enough information for unqualified persons to self select themselves out.

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time. A general

recruitment process is as follows:



a) Identifying the vacancy

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company.

These contain:

• Posts to be filled

• Number of persons

• Duties to be performed

• Qualifications required

b) Preparing the job description and person specification.

c) Locating and developing the sources of required number and type of employees

(Advertising etc).

d) Short-listing and identifying the prospective employee with required characteristics.

e) Arranging the interviews with the selected candidates.

f) Conducting the interview and decision making.

g) Select the right person for the position.

h) Appoint the successful candidate.

The company recruits the potential applicants by the following ways:-

a) Newspaper Advertisement

The specifications are given properly and concisely in the newspaper advertisement

regarding the salary (negotiable), experience required, No. of the posts, designation, minimum

qualification required, pay scale etc in the local newspapers at state level or national level and

accordingly the applications are invited.

b) Campus Recruitments



The Company also recruits the potential applicants for the selection procedure through

the campus visits which involves mainly the technical institutions, polytechnic colleges in Durg,

Bhilai and Raipur and also the colleges of Orissa for the mechanical, electrical, metallurgy,

chemical specifications as per the requirement.

c) Employees Exchange By Government Policy

To cater to the needs of the manpower the National Employment Service renders

Vocational Guidance and Employment Counseling to applicants, assisting them to get

employment either in private sector or in public sector and besides that unemployment

allowances and stipends are also given.

d) By conducting the Walk-in-interview

Interview is the oral examination of the candidates for the employment this is the most

essential step in the selection process in which the interviewer tries to obtain and synthesise

information about the abilities of the interviewee and the requirements of the job. The Human

Resource department conducts the walk-in-interview in the department itself and it is executed

by the interview board which consists of –

An officer from the personnel department (Permanent)

An officer from the concerned department ( Temporary and can be changed according to

the department)

Training head (Permanent)

2.5 THE SELECTION PROCESS

After the recruitment the selection process is done to select the potential and the eligible

applicant based on the detailed analysis of their academic and educational qualifications, the area

of knowledge, the abilities of the candidates, the communication skills etc which have been

scored by the candidates during various interviews. After the analysis of the data which have

been received the candidates are contacted by the email or by the ordinary post with the

appointment letter and the reporting date for the joining and the other formalities.

2.5.1 THE SELECTION PROCESS PROCCEDINGS

The Need for the additional employee11

KARUNYA SCHOOL OF MANAGEMENT, KARUNYA UNIVERSITY, COIMBATORE, TAMILNADU


Requisition to the general manager by the existing employees

Analysis of the requirement of the by the general manager

Requisition to the concerned HOD by the general manager

Analysis of the requirement by the HOD

Requisition to the HR Department by the concerned HODs

Analysis of the requirement by the HR Department

Requisition to the Head Office by the HR Department

Analysis by the Chairman cum Managing Director (CMD)

S

S



Approval for the fulfilment of the requirement

Job Analysis

Job Description

Advertisement

Issue of Application

Staff Selection Committee

Assessment Sheet

Screening

Depending On Requirement – Final Sheet

S

S



Call Letter

Interview

SSC Head Approval For Candidate

Offer Of Employee ( Terms & Conditions)

Medical Test ( Physical Test)

Joining Letter

( Dependig On Requirement By Department, Unit Head Will Decide)

Officers Non- Officers

( Provision Period + 6 Months) ( Provision Period + 1 Years)

Fig. 2.5.1

Service bond is 65,000 rs depending on provision period. For engineers the service bond

is 1,20,000 rs.

2.6 INDUCTION PROCESS



Staff induction programs serve to welcome new appointees, deliver critical information

about the organisation and job role and also clarify what both parties expect from the

employment relationship. Addressing employee expectations at this stage will often reassure the

new appointee that they have made the right employment decision and also ensure greater job

satisfaction in the long term.

2.6.1 Benefits of Induction

Benefits of effective induction processes include:

Lower staff turnover and therefore lower recruitment and on-the-job training costs (both

time and money).

Improved staff morale and greater loyalty and commitment to the organisation (reduction

of new staff members’ anxiety & early achievement of productivity and job proficiency.)

2.7 PERFORMANCE APPRAISAL SYSTEM

The appraisal system is one of the essential tools for rewards as well as for deciding the

career growth of officers. Performance appraisal is formulated with the emphasis on assessment

of executives and other employees to ensure their growth in line with the company objectives.

High performers are ensured faster growth and more opportunities in the company. Evaluating

the performance of an employee and communicating the results of the evaluation for the purpose

of rewarding or developing the employee.“performance appraisal is a formal assessment and

rating of individuals by their managers at-usually-an annual review meeting”

In order to know whether the selection of an employee was right or wrong, performance

appraisal is resorted to Personal Promotion, transfer, salary increase etc. are all linked with

performance. Appraisal of employees reveals as to how efficiently the subordinate is performing

his job and also to know his aptitudes and other qualities necessary for performing the job

assigned to him. The qualities of employees that are appraisal through performance appraisal are

ability to do work, spirit of co-operation, managerial ability, self-confidence, initiative,

intelligence etc.

a) Alternative performance reviews



The best performance reviews let managers and employees communicate -- share ideas,

opinions, and information. Unfortunately, most traditional reviews put managers into the position

of uncomfortable judges, ostensibly telling employees how their work either fit the bill -- or

didn't. Possibly because of this, most traditional reviews are no better than the manager's off-the-

cuff judgements, and some may be illegal.

Most require that evaluations be done not for raises, promotions, or bonusses, but for

growth, development, and communication. The most important aspect in every case

is communication between the employee and other people, instead of one-way communication,

for higher performance.

b) Peer Reviews

Peer reviews often have a high level of worker acceptance and involvement; they tend to

be stable, task-relevant, and accurate. By helping peers to understand each others' work and by

airing grievances in a non-threatening manner, peer reviews may also help people to get along

better. For the organization, this means higher performance. For the people, this means a better

place to work and less frustration; it may also help people to concentrate less on politics or

working around people, and to spend more time on their work (or to put in less overtime).

c) Self-Reviews

Self-reviews are based on the idea that employees are most familiar with their work, and

that their involvement is essential. Employees rate themselves on a number of criteria, usually

with a formal survey form, and suggest improvements. They help to clarify their own goals, and

expose areas of weakness so they may be worked on. The manager may be left out of the

process, although an exchange of views between the worker and manager may help their

relationship, and boost the employee's own understanding.

d) Upward Assessments16



Most managers do not realize that what they say sometimes does not match up to what

they do. Upward assessments can help managers to keep their words and actions consistent,

while showing areas where managers can improve their performance. This can greatly increase

their credibility.

The process is more important than the survey form; it can't be successful unless both

raters and managers "open up". Managers must be helped to accept and deal with the results of

the assessment. Outside consultants may have experience, needed skills, and an "objective

outsider" image, so people can open up to them without fear of reprisal.

Once the assessment is completed, participants should be guided through their data —

ideally, making their own interpretations of it so they have ownership of their conclusions. The

consultant should be present to help correct misunderstandings, focus attention on action and

interpretation rather than blame and diversion, and to then guide the conversation to action steps.

These should be in some way observable or concrete and have definite milestones and

deadline dates, which are followed through by the manager or supervisor.

The manager or supervisor’s role can vary. In general it is best of sharing of the actual

numerical results is left to the person being “rated,” with the manager or supervisor receiving a

brief summary from the consultant to aid in following through with action plans. The action plan

itself should be shared with the manager or supervisor, who should take on the follow-through

process, scheduling meetings over the upcoming months to review progress.

e) 360 Degree Feedback (360 Degree Review)

360 degree feedback is the most comprehensive and costly type of appraisal. It includes

self ratings, peer review, and upward assessments; feedback is sought from everyone. It gives

people a chance to know how they are seen by others; to see their skills and style; and may

improve communications between people.

360 degree feedback helps by bringing out every aspect of an employee's life.

Cooperation with people outside their department, helpfulness towards customers and vendors,

etc. may not be rewarded by other types of appraisal. This system also helps those who have

conflicts with their manager.



360 degree feedback generally has high employee involvement and credibility; may have

the strongest impact on behavior and performance; and may greatly increase communication and

shared goals. It provides people with a good all-around perspective.

The results are better working relations; better communications; more information on

management performance and style; increased effectiveness and productivity of individuals and

the organization as a whole; knowledge of training needs; a better grasp of organizational

priorities; and greater employee input in designing self-development plans.

360 degree feedback may be given directly to the employees, who have the option of

discussing them with their managers; or it may be given to the managers for use in a feedback

meeting. Whichever method is chosen, training for the managers and ratees is necessary.

2.8 THE TRAINING AND DEVELOPMENT

ITI has well established Employee Development Centres in all units and at Corporate

level. These centers play an important role in employee’s learning, training and in developing

human resources in line with the company’s business plans. These centers design training

programs that impart and inculcate personality, motivation and stress management skills among

officers.

The HR Employee Development Centres focus on in-depth training on new telecom

technology, information technology, multi-skill and management development programmes and

awareness programmes. The training is imparted through in-house facilities. In addition, our

executives are sent to renowned training institutes to sharpen their skills.

The company believes that it is very essential for the job success as it can lead to higher

production, fewer mistakes, greater job satisfaction and higher turnover. These benefits accrue to

both the trainee and the organisation in a proper way. The purpose of the training department is

to create and improve the following skills:

a) Personality



The training improves the overall personality of the employee which is essential to

exploit the better performance in the workplace

b) Communication

The company strives for the good and ethical way of the communication for a better

effect on the customers, visitors, fellow employees, the officers etc.

c) Work knowledge

The knowledge of the work is improved so that there would be better performance every

time and increased productivity with minimum losses.

d) Dependability

The Company strives to decrease the dependability of the staffs and the workers by

imparting the good knowledge of the work and the working area so that there should not be any

interruption in the work and it should be fluent with the quality and the speed even if there is

absence of any particular staff or employee.

The training is given usually for 1 year to the new staff and during this period they are

provided the stipend on the monthly basis:-

Engineer Trainee - Rs 13500 per month

Science graduate / BSc – Rs 6500 per month

BA / BCom Graduate – Rs 5850 per month

Trade apprentice – Rs 4500 per month

Management Trainee – Rs 13500 per month

(PF and the ESI is deducted from the stipend)

2.9 EMPLOYEE WELFARE

A part from pay and perks, ITI extends many welfare facilities to its employees and these

include canteen, township, education, transport, medical, crèches, scholarships to the meritorious 19



children of SC/ST employees, promotion of sports and culture. The company has established full

fledged hospitals in some plants for free treatment of employees and their dependent family

members and has also introduced “Authorized Medical Attendant” scheme in all plants, regional

offices and GSM projects for employee's health care. Under the scheme, many reputed

government and private multi super specialty hospitals have been recognized in different parts of

the country for availing treatment wherever our establishments are located.

2.10 REWARD SYSTEM

The company has structured system to recognize and encourage individuals and ensure

excellence in performance. Under the scheme, individuals and teams are given cash awards and

commendation letters for their outstanding and exemplary work.

Reward Systems consist of the following elements:

a) Financial Rewards – Compensation

Base Salary

Pay Incentives

Employee Benefits

b) Non-financial Rewards

Intrinsic Rewards – centers on the work itself

Praise, recognition, time off and other rewards given to the employee by peers or

superiors.

2.11 WAGES AND SALARY ADMINISTRATION

The monthly remuneration received by officers and workmen including system of

compensation as provided in regulations.20



The remuneration of the officers of the Company is governed by the guidelines given by

the Dept. of Public Enterprises, Govt. of India. The remunerations of the workmen are arrived

through Negotiated Long Term Settlement with the recognised unions subject to the overall

guidelines of the Dept. of Public Enterprises, GOI.

The pay scales of the officers & workmen in the various grades / categories are as

follows:

Tabl 2.11.1



Table 2.11.2

Note : In addition to the above, Dearness Allowance, House Rent Allowance, City

Compensatory Allowance, Medical Reimbursement, Leave Travel Concessions, Provident Fund,

Gratuity, Superannuation Benefits etc., are provided as per the Company's rules from time to

time.



2.12 DICIPLINE AND GRIEVENCES HANDLING

Discipline involves the rules and the systems which are made to run the plant to follow in

a proper way. Human behaviour in the workplace is the major part of the discipline.

The company has a standing order which is standard or it could be even approved accordingly.

Disciplinary procedure followed in ITI –

Complaint from the Department

The issue of the show cause notice to the employee

Domestic enquiry executed by the enquiry officer

(Based on the witnesses and the evidences)

Disciplinary action taken according to the standing order of the company

Employee is agree with decision employee is not agree with decision

Enquiry by another enquiry

officer (can be an outsider)

Employee is agree with the decision employee is not agree

with the decision


COURT


2.12.1 GRIEVENCES HANDLING:

All complaints of individual nature regarding payment of wages, wage calculation

confirmation, transfer, leave, overtime, work assignments, working conditions, interpretation of

service agreement and other complaints of similar nature arising in course of employment may

constitute grievance and the same shall be redressed in the following manner.

a) Any employee/workman having a grievance shall first report to his immediate supervisor who

will decide it within two working days.

b) If the employee/workman is not satisfied with decision of the immediate supervisor he shall

give his complaint in written to the head of the department who will give his decision within

3 working days.

c) If the head of the department fails to give his decision within three working days he may then

make a written complaint to the grievance committee.

d) The grievance committee shall discuss the matter and submit its view to the general manager

within a week that will give his final decision in the matter within a week. The decision of

the general manager will be communicated to the concerned employee with intimation to the

HOD.

2.12.2 Rules, Regulations, Instructions, Manuals & Records for discharging functions:

The overall objective and frame work of rules and regulations of the Company is laid

down in the Memorandum and Articles of Association of the Company. Each Department of the

Company while discharging its functions, is guided by manuals, policy and guidelines, which are

periodically reviewed and updated. The conduct of the employees is regulated by the Employees'

(Conduct, Discipline and Appeal Rules) and Standing Orders. In addition, the Company follows

the directives and guidelines issued by the Government of India on various matters. The

operations of the Company is also guided by the Memorandum of Understanding entered into

with the Government of India.

The Company maintains various statutory documents, registers, books, licenses, manuals,

agreements etc. for the business operations of the Company, as required under various statutes,

rules and regulations as well as for the smooth functioning of the Company eg: HR Policy



guidelines/Rules/Procedure, Company Quality Manual, Company Manual on Materials

Management, Company Accounts Manual, Internal Audit Manual.

2.13 EMPLOYEE RELATIONS

Employee Relations involves the body of work concerned with maintaining employer-

employee relationships that contribute to satisfactory productivity, motivation, and morale.

Essentially, Employee Relations is concerned with preventing and resolving problems involving

individuals which arise out of or affect work situations.

Employee relations is used to denote the collective relationships between management

and the workers. Traditionally, the term industrial relations is used to cover such aspects of

industrial life as trade unionism, collective bargaining, workers’ participation in management,

discipline and grievance handling, industrial disputes and interpretation of labor laws and rules

and code of conduct.

Employee relations involve attempts at arriving at solutions between the conflicting

objectives and values; between the profit motive and social gain; between discipline and

freedom, between authority and industrial democracy; between bargaining and co-operation; and

between conflicting interests of the individual, the group and the community”.

2.14 TRADE UNION & COMPANY STRIKE

1. Karamchari sangh

The first Trade Union established in 1977, the other unions are derieved from

Karamchari union.

2. Mazdoor sangh

3. Samiksha sangh

4. Mazdoor parishad

5. Worker union

6. Employees union

7. Azad mazdoor dal25



For any union to come in power a particular union,must get atleast 55% of vote, if any

union is not able to acheive 55% of vote. Then the union which has got highest number vote

and the next succeeding union join together and comes to the perform and perform all the

function of union in the company.

COMPANY STRIKES

First strike was hit at 1980,( Pay revision problem ) started in bangalore which went for

98 days, the bangalore employees forced the raebareli employees also to go on strike,which

went for 47 days. Their slogan was “no wages, no work” . Supreme court handled the matter.

They ended the strike together as the matter was settled. There were also others few token

strikes took place in company later on.

2.15 ITI COMMITTEES FOR THE WELFARE OF WORKING EMPLOYEES

a) Bhavishay nidhi

It is basically for provident fund, 10% of salary is deducted every month, for the

employees who have gained 5 years of experience in the ITI company. It can be returnable to the

employee during performing the job and also it can be non- returnable which will be given only

after retirement of the employee or any if accident takes place.

b) Town salahkar smiti

For the allotment of house, the house are allocated depending on seniority and for

handicap employees.

c) Infoset salahkar

For providing cable tv for entertainment, charges are applied 10 rupees per

month( includes all taxes).

d) Sports club

12 rupees yearly membership for the ITI employees which includes games like cricket,

volley ball, carom etc. Every year tournament takes place among employees.



e) Yatayat salahkar

ITI has 23 buses running on the contract which covers 35 kms to bring the employees

from the outer part of raebareli.

f) Hindi salahkar

The Indian government policy is to use maximum of hindi ( national language ) in the

public sector. All the official works has to be done in hindi. Many events are conducted to

promote hindi such as kavi samelen( hindi poem compititions ), mushaira( hindi song

compititions).

g) Colony kalyan

Includes distribution of LPG gas(indian oil corporation)

h) Death end kalyan

It is a relief society, rupees 55,000 is given to the family, when any employee is dead (not

in working place), for which every month 10 rupees deducted from salary of employee.

i) Aam kalyan kosh

It is for the welfare of the employees living in the ITI colony.(eg. water facility,

electricity)

j) Parivaar kalyan smiti

Free schooling is given to the employee’s children in the ITI primary school.

k) Bachat sahit samahik bima yojana

It is a insurance facility for which any employee can get enrolled by paying monthly

insurance fee.

l) Chikitsalay salahkar smiti

It is a medical committe which provides upto 2 lakhs to the employees for the medical

treatment.



2.16 PUBLIC RELATION

a) Travel

Inland- arrangement of train, air tickets, taxi & related payments.

Foriegn-arrangement of passport, visa, forex & international tickets.

b) Publicity

Internal - massages, appeals, in-house magazine, news clippings for appraisalof unit

management.

External - publication of display & courtesy advertisement and related payments.

Subscription - newspaper, magazine & related payments.

Exhibition - technical broucher publication & related payments.

Photography - In plant photography & related payments.

c) Visits

Organising visits of vvip, business delegation, foreigners, arrangement of conference,

seminars, technicals discussion / presentation and farewell of vrs optees etc.

d) Events

Organising various events round the year like productivity day / week, world

telecommunication day, international labour day, sadbhawana diwas, national festivals

(republic day & independance day) and other festivals ( deepawali and holi etc.), social

projects( eye camp, health camp and other community development programmes ).

e) Souvenirs

Procurement, stock & issuance of souvenirs / memonto, wall clocks, garlands & bouquets

etc.



f) Awards

National level - National safety Awards, Sharam Awards.

Unit / Corporate level – performance / efficiency awards etc.

g) Material gate pass

Iindenting, printing, stock & issuance of material gate pass booklets, authorisation of

signatories annually and monitoring for timely return of materials.

h) Periodic reports

Submission of Monthly, Quaterly & Annual Reports related to various information

required at Unit and Corporate level.

i) Retention schedule

Preparation of draft retention schedule of record at Unit level for vetting by Directorate,

National Archives.

j) RTI ACT 2005

Dealing with application recieved under RTI ACT -2005.

2.17 HR SERVICE

a. Control dak dispatch

Collections of dak from all the officers of RB plant

Booking of dak through postal service ie. By registered post , speed

post,registered parcel , under posting certificate and ordinary post.

Booking of dak through railways mail service

Booking of dak through courier agency.

Distribution of office copy to concerned offices.

Processing/verification of bill received from courier agency for payment.

Cash book/received maintanance of postal expenditure / postal stamps etc.



b. Central dak receipt

Receipt of dak from post office , courier and others.

Sorting it out in various categories – registered dak , registered parcel ,tenders ,

ordinary postal, couriers etc.

Re-sorting it out as division wire/department wise.

Registration of all the daks in concerned registers for distribution.

Ratification of tenders due date/enquring and division /division wise and

distribution along with covering letters.

c. Procurement /issue of office stationary items and printed terms

Collection /consolidation of annual requirement received from all the

department /office of RB plant.

Submission of consolidated statement of annual requirement to prescribed

committee.

Raising of purchase requisitions of various items base on above approval to

purchase department.

Coordinate / follow up with purchase department for procurement.

Inspection of the items for quality assurance.

Inventory control / issue of the items.

Arrangement of urgently required essential items.

Coordinate with IED / follow up with printing section for timely publishing of

printed forms.

Inventory / issue of printed forms as per specification od IED & procedure laid

down by management.

d. Other miscellaneous assignment of HR Services

Provision of vehicle stand service in factory premises for motor cars, two

wheelers and bicycles etc.

Provision of washing facility.

Procurement / issuance of soap cakes to the eligible staff working in production

shops.



Processing of claims received from ITI Parivar / Kalyan Samiti.

Reparing of office furnitures and other equipment along with the office furniture

issued to residences of Senior Executives.

Procurement / issue of new office furniture & equipment subject to budget &

financial concurrence.

withdrawal of office furniture and accommodation etc, from the seperating

Executives.

Provission of calculators, crockery items to various department / Senior

Executives / conferences & meeting as per actual requirement.

Furnishing of offices(eg. arrangement of curtains, provision of duster & towels

etc. ).

Arrangement / Maintainance of Notice Board for all the wings of ITI (Raibareli)

Plant.

Provission of Rubber Stamp and Name Plates / Display Board for all the Offices

as and when required.

Arrangement of any essential items required by management at any moment for

official purpose.

Other miscellaneous works as assigned by Management time to time.

2.18 HUMAN RESOURCE POLICY MANUAL IN ITI



General Definitions and Policies

Employee Classification Definitions Employee Status Definitions

Employment At Will Policy Campus Violence Policy

Personnel File Privacy Policy Employee Visitors Policy

Telephone Use Policy

• Cellular Telephone Policy Electronic Media Policy

Patents and Copyrights Policy Indebtedness and Collection Policy

Professional Appearance Policy Attendance Policy

Solicitation Policy Employee Service Dates Policy

Motor Vehicle Record Policy

Employment Policies

Nepotism Policy.

Workforce Reorganization Policy.

Pre-Employement Drug Screening Pre-Employment.

Background Investigation Policy.

Background Investigation Packages and Pricing.

Employee Counseling and Progressive Discipline Policies

Employee Counseling and Progressive Discipline Policy.



Staff Dispute Resolution Policy.

Classification and Compensation Policies

Compensation for Non-Exempt Employees Who Work During Factory Closings.

Overtime and Compensatory Time for Non-Exempt Employees.

Benefits Programs and Policies

Family and Medical Leave Policy.

Educational Benefits Policy.

Military Leave Policy.

On-The-Job Injury and Illness Policy.

2.19 VARIOUS RETIREMENT METHODS

a) Retirement on Superannuation

Normally, the employees retire from service on superannuation, on completion of 58

years of age. If the date of completion of 58 years of age falls on anyone of the dates of the

month, the retirement date will be the last date of the month.

b) Voluntary Retirement

An employee, who has attained the age of 50 years or who has completed 20 years of

qualifying service, may retire from service, by giving a notice of not less than three months, in

writing, direct to the appointing, authority, with a copy marked to his immediate superior

Officer. Before giving such notice he may satisfy himself by means of a reference to such

authority, that he has completed the required minimum number of years or qualifying service.

c) Compulsory Retirement as a measure of punishment

An employee may be retired compulsorily as a measure of punishment. The authorities,

who propose to impose the punishment of compulsory retirement, shall satisfy themselves, after

verifying the service Book of the employee concerned, that he has put in not less than 10 years of

qualifying service, to make him eligible for pension. Any order passed without ascertaining the

fact whether he is entitled to draw pension, will be bad in law.



d) Compulsory Retirement due to Administrative Reason

The appropriate authority shall. if it is of the opinion that it is in the interest of the

Electricity Board, have the absolute right to retire any Board employee compulsorily, by giving

him notice of not less than three months in writing or three months pay and allowances in lieu of

such notice, at any time after he has completed 30 years of qualifying service or he has attained

the age of 50 years.

e) Death While in Service

The term `while in service’ will include periods of leave, periods under suspension and

periods on tour.

f) Retirement due to invalidation on Medical Ground

Invalid pension is granted to an employee, who is by physical or mental infirmity,

permanently incapacitated for public service.

g) Resignation From Service

A Board employee may resign his appointment by giving a notice of not less than 3

months, in writing, to the appointing authority, with copy to his immediate superior officer. The

period of 3 months notice shall be reckoned from the date of receipt of such notice by the

appointing authority.

h) Removal/Dismissal from Service

An employee can be removed or dismissed from service, on the ground of misconduct

which has led to his conviction on a criminal charge. Employees, who had been in continuous

unauthorised absence from duty for more than 5 years, may be removed from service.

CHAPTER III



THE COMPANY OPERATIONS

3.1 ITI INFRASTUCTURE & FACILITIES

a) DATA CENTER

ITI Data Center is a joint attempt of ITI and Trimax to provide a reliable infrastructure

for IT operations. It emphasizes on maintaining business continuity, rapid information

availability, storage, backup and thereby minimising the chances of disruption.

Unique parentage – Indian SI, Global network service provider, Indian technology

PSU.

First public private partnership in the data center space bringing in the stability of a

PSU and the efficiency of an MNC .

Leadership team with combined data center experience of more than 100 years.

b) Hosting Services

Hosting solutions offered by ITI Data Center can help organisations achieve more from

their IT department which will contribute towards its overall success. Hosting Services are

comprehensive suite of services to host and manage mission critical infrastructure and

application through its rich portfolio. Our Services will ensure complete reliability, security,

low TCO, scalability, support and peace of mind.



c) Managed Services

Managed Services offered by ITI Data Center will ensure that your IT infrastructure is

dependable, efficient, flexible and secured while optimizing your IT return on investment. It

provides a comprehensive suite of services to support the design, installation, operation,

management, and continuous improvement of IT infrastructures which are tailored to meet

individual needs. The managed services are backed up with our unparalleled expert’s team.

INFRASTRUCTURE

Inhouse Research & Development.

Network System Unit capable of undertaking turnkey jobs.

Self contained component evaluation centre.

Fully automated assembly lines.

In circuit tester (ICT).

Modern Chemical, Metallurgical Labs.

Mechanical fabrication/Machine shops with modern CNC machines.

Moulding & Die casting.

Full fledged state of the art tool rooms.

SMT (Surface mount technology).

Environmental testing.

Component approval center approved by BSNL.



FACILITIES

PCB manufacturing facilities.

Mechanical Fabrication / Machine Shop with modern CNC machines and Finishing shop.

Card assembly and Testing including Incircuit tester.

SMT Line.

Plastic Injection Technology.

Through-Hole Component Assembly.

Manufacturing facilities for Mechanical items.

Fabrication of Towers and Shelters for GSM.

3.2 THE PRODUCTION DEPARTMENT

Infrastructure Available At Raebareli ITI Unit

a) Electronic Assembly-Versatility with Quality

At ITI Rae Bareli, the electronic assembly lines have been established in air-conditioned,

dust-free world class assembly hangars (approx 15,000 sq.m. air-conditioned area). Each of these

lines is multi-purpose and are well equipped for all types of P.C.B. assemblies, system

assemblies, system wiring and system integration and system burn-in at elevated temperature

(150 sq.m. area). We can make any type of PCB Assemblies, system assemblies/ Integration by

developing dedicated Testers/software to meet the customer's specific needs.

b) Surface Mount Technology(SMT)

An exclusive facility dedicated to Surface Mount Technology (SMT)offers a total

solution for a wide range of SMT production. We have two most modern zero defect SMT lines

which are capable of handling complex and fine pitch components with great accuracy. The

SMT lines are supported by latest and advanced BGA rework station. The manufacturing facility

is also equipped with latest and accurate connector fixing machines which provide total solution

for SMT art of work.



c) In-Circuit Tester

The state of art In-Circuit Tester TS 128 from Teradyne, USA, is capable of highly

reliable and accurate quality test for complex PCB assemblies. It can test upto 3840 test points

on any size of PCB with facility of DSM programming and Boundary Scan. It provides excellent

diagnostic accuracy because closed-loop, low-impedence driver remains accurate even under

fault conditions. It has the highest-capacity in-circuit test solution available in the market.

d) Mechanical manufacturing infrastructure

Rae Bareli has modern mechanical manufacturing infrastructure consisting of latest CNC

Punching, CNC Bending, Crimping and Pneumatic Riveting setup with conveyorised Powder

Coating Line, Electroplating Plant and welding (MIG/ARC/GAS/SPOT) facilities, supported by

Tool Room. We can produce a variety of items like Cabinet, Rack, pressed components, formed

components, welded assemblies required for Telecom, Power, Automobile, Defence and other

sectors

CNC Punch Press AMADA

CNC Press Brake AMADA, Godrej

Hydraulic Press Brakes LVD 300T & 400T

Shearing Machine LVD & Boutilion

Powder CoatingConveyorised Phosphating and Powder

Coating Line

Electroplating Facilities Zinc Plating and anodizing

Injection Moulding

MachinesBillion, Arburg

Table 3.2.1



e) Powder Coating Line

Conveyorised Powder Coating Line.

Powder coating booth with multi-cyclone recovery unit back to back type side cutout :

850 x 900 mm.

Roll out mechanism for spray booths.

Auto sieving, recycling & mixing unit.

Electrically heated convection type curing oven.

3.3 NETWORK SYSTEMS UNIT(NSU)

About NSU

An Independent business group of ITI Limited.

Specialises in providing Telecom Network and Services.

Major emphasis is given on Turnkey Telecommunication Solutions.

Employs professionals to comprehend and execute appropriate network configurations.

Turnkey Telecom Projects involving the following are undertaken:

1. Network Planning

2. Network Engineering

3. Network Implementation

4. Related Civil works

5. Network Maintenance

6. Consultancy Services

7. Telesolutions



3.2.1 ITI offers the folowing telecom services ( Voice and Data communication network )

Digital Switching Sysytem (Low,Medium & High capacity,Feature rich and ISDN

teminals).

Subscriber Access Network (Wired & Wireless access).

Customer Premises Equipment (DP/DTMF,Cordless,Feature telephones,ISDN

terminals,Fax machines and LANs) .

Connectivity to distant locations(UHF,Microwave,Fiber optics and Satellite).

High speed data network comprising of Dedicated or shared HUB.

VSATs of TDM/TDMA technology.

Telecommunication and SCADA network .

3.4 PROJECTS AT GLANCE

ASCON Project for Ministry of Defence.

VSAT Based Broadband Aceess Network In Ku- Band and Extended C-Band.

Installation/Commissioning/Maintenance of CDMA WLL Project at Afghanistan.

WAN (Wide Area Network) Project For PGCIL.

Installation/Commissioning/Maintenance of OCB-283 AMC for BSNL and MTNL.

Outdoor Cable Plant Installation.

Indian Railway Projects.

Offshore Communication Network for ONGC.

a) Army Static Switch Communication Network (ASCON ) Project for Ministry of

Defence

The Company’s thrust on the speedy implementation of projects has resulted us in repeat

orders from Ministry of Defence for ASCON Phase III project. ASCON is the country’s

prestigious Telecom Network for Defence along the Borders. The network consists of large no.

of Voice and Data switches inter connected with various media types like microwave radio, OFC

etc., The Phase I and Phase II of the Network has already been established by ITI on Turnkey

basis and handed over to the Army. At present the network is being maintained by the company



under AMC (Annual Maintenance Contract). ASCON phase - III was entrusted by Ministry of

Defence to ITI on a Turnkey basis during April 2000 with an outlay of Rs.355 Cr. It uses state-

of- the art ATM (Asynchronous Transfer Mode) and ISDN (Integrated Services Digital Network)

switches, Satellite media, PAMA (Permanently Assigned Multiple Access) and DAMA (Demand

Assigned Multiple Access),Microwave Radio, PDH (Plesiochronous Digital Hierarchy) and

SDH (Synchronous Digital Hierarchy) and Optical Fiber communication (OFC) upto STM - 4

(Synchronous Transfer Mode level). Like in Phase - I and Phase - II, ASCON Phase III Network

is secured using Bulk Encryption. The project includes civil works for providing complete

infrastructure required at various stations in addition to supply, installation, commissioning and

Maintanence of Telecom equipment, Satcom equipment, Optical Fiber Cables and equipments.

b) VSAT Based Broadband Aceess Network In Ku- Band

Given the expertise of Network Systems Unit (NSU) of ITI LIMITED in the areas of

system integration, procurement, installation, commissioning and maintenance aided by the

nation wide presence of its Units and offices.NSU embarked on implementing VSAT based

Broad band Access network for BSNL. An MOU to this effect was signed with BSNL to handle

this project on revenue sharing basis. The project involved setting up of a HUB at Bangalore and

commissioning of VSATs at 200 locations initially.Currently VSAT base is nearing the 3500

mark and expected to reach 5000 numbers shortly.PSTN connectivity ensures seamless

integration with National Telecom Infracture for Voice, Data and Video applications, besides

Internet access. With this strategic alliance, NSU has made its debut into a new area of building

infrastructure for IP- base Satellite based Broadband services. These services are available for

both corporate users in large cities and to remote areas where OFC/Cables do not exist. Services

include VoIP (Voice over Internet Protocol), Internet upto 2 Mbps, extension of existing MLLN

(Managed Leased Line Network) and VPN (Virtual Private Network) services of BSNL. Ku-

Band High transponders, in INSAT are being employed for providing the above services. The

HUB among other items boasts of having a 24x7 Customers Helpdesk to attend to any customer

complaint and a data center for hoisting any customer database.

c) Installation/Commissioning/Maintenance of CDMA WLL Project at Afghanistan



Supply, Installation, Supervision of 11 (Eleven No’s) of Digital Telecommunication

Systems consisting of Digital CDOT Switch, CDMA Wireless Local Loop System based on

CDMA 2000 IX Standard and related infrastructure which includes:

• Digital switches.

• CDMA WLL Equipment of CDMA 2000-1X standards with BSC, BTS with OMS.

• Microwave Radio (15GHz) system.

• Supervisory System, Safety and Security system.

• Rectifiers MPS based.

• Batteries of VRLA type.

d) WAN (Wide Area Network) Project For PGCIL

• Project called for offering a Turnkey system package for Wide Area Communication Network.

• Scope of work includes Supply, Installation, Testing and Commissioning of VSAT and Leased

Lines.

• Maintenance of 3 VSATs to provide 128 Kbps of Data Services and 384 Kbps of Video

Services on demand.

• Providing 1 Mbps Internet Leased Line connectivity at Gurgoan.

• Testing and Commissioning of 2 Mbps Terrestrial Leased Line Links.

• VSAT bandwidth along with integration and fine tuning of 12 links at 11 sites as indicated in

the diagram.

e) Installation/Commissioning/Maintenance of OCB-283 AMC for BSNL and MTNL



The OCB 283 / CSN Exchange is a Multiservice Switching System which serves as

Local, TAX, Tandem, International Gateway Exchange and Service Switching Point (SSP) from

Mobile Radio and Intelligent Network (IN).

OCB 283 is the controller part of the exchange, which has a distributed architecture with

control station like Main Control Station (SMC) consisting of Call Processing, Data Base,

Charging, Message Distribution Management of connection etc.

CSN is Digital Subscriber Concentrated to Interface Subscribers. CSN could be co-

located (CSNL) or remoted (CSND). The switch also incorporates second level remoting (CNE)

at Distant Subscriber Equipment (CSND).

The main services are Plain Old Telephone Services (POTS) ISDN Services, Intelligent

Network Services, Digital Circular Radio Telephone Services etc.

As part of AMC (Annual Maintenance Contract) of new technology switches for BSNL

and MTNL, ITI has been awarded 40% of the total working lines of OCB 283 with respect of

BSNL and 70% of the total working lines of OCB 283 with respect of MTNL through Tender.

The total order value of the project being implemented by NS Unit is as follows:

1. OCB 283 AMC for BSNL is Rs. 33 Crores per annum.

2. OCB 283 AMC for MTNL (both Mumbai and Delhi) is Rs. 21 Crores per annum.

The BSNL OCB 283 AMC started in the year 2005-06 for a period of 3 years and

extended upto two more years.

The MTNL OCB 283 AMC started in the year 2007-08 for a period of 4 years.

f) Outdoor Cable Plant Installation



For Optical Networks

• Cable Blowing, Fusion splicing • System Engineering

• Outdoor Cable plant Installation • Trenching and Conduit placing

• Cable laying, Jointing and Termination • Civil Construction

• Warranty and post Warranty Maintenance • Emergency Services

• Equipment and Accessories supply

For Copper Cable Networks

• Cable laying, Jointing • System Engineering

• Outdoor Cable plant Installation. • Trenching and Cable laying

• Cable laying, Jointing and Termination • Civil Construction

• Warranty and post Warranty Maintenance • Emergency Services

• Equipment and Accessories supply

g) External Plant Works

Since 1995 ITI undertook major External Plant Projects for DoT / PGCIL / VSNL /

GAIL / RAILWAYS / DEFENCE all over the Country involving laying of PIJF cables/Optical

Fibre Cables including ducting. Also ITI very convincingly demonstrated its expertise in

supplementing the massive capacity expansion drive of all Exchanges of BSNL all over the

Country by having executed successfully several External Plant Cable Network Projects for

BSNL and Defence in different States of the country.

The Projects were executed on Turnkey assignment basis involving surveys, Design of

Networks, Trenching (both Manual & mechanical), duct laying, blowing of cable/splicing &



termination, including OLTE equipment installation and system acceptance testing and

documentation.

ITI have executed over 12,000 Km of PIJF cable laying works and over 25,000 Km of

OFC works all over the country including a prestigious assignment of Ministry of Defence in

border areas involving laying of Optic fibre backbone for over 45,000 Km.

h) Indian Railway Projects

MPLS (Multi Protocol Label Switching) BASED IP PROJECT FOR RAILTEL

ITI LIMITED carried out MPLS- based IP infrastructure project valued at Rs. 34.5 Crs.

For Railtel Corporation of India which include supply of MPLS Routers, Access Switches,

Firewall. Caching engine and high availability servers, NMS and PMS, Installation, Testing,

Commissioning, Training, warranty support & AMC. The deployment of this infrastructure

helped Railtel which is an ISP, in attracting corporate clients who want to set up their own

private Networks.

NS Unit implemented state-of-the –art Technology of OPTICAL FIBRE SDH

COMMUNICATION NETWORK in the different regions of Indian Railways like Raipur to

Titlagarh (North Eastern circles) covering 19 stations and Gomo to Pharsu (East Central circle)

covering 7 stations.

The Unit also implemented Turnkey project of dedicated Telecom Network in South-

Western Railways (Yesvantpur toTumkur) covering 8 stations. The project includes supply,

installation and commissioning of SDH-STM1 OPTICAL equipment with PRIMARY

DROP/INSERT MULTIPLEXER. The SDH link is mainly used for transmission of Railway

control circuits and also for extending of telephone extensions of one exchange to remote

location on optical fiber cable using exchange loop & subscriber loop cards and also providing

point to point data circuits for passenger reservation system.

i) Offshore Communication Network for ONGC



Network Systems unit had successfully carried out a prestigious telecommunication

project for ONGC. The project was to setup digital TDMA radio systems at 3 process complexes

of Western offshore, Mumbai and its integration with the existing electronic exchange and

SCADA system. The project was of turnkey nature involved Project Management, Site Survey,

System Engineering, Procurement, Supply, Installation & Commisioning.

The TDMA radio system had sourced from M/s. SR Telecommunications limited,

Canada and all other accessories like Antenna, Cables, NMS Hardware, Telephone etc., have

been sourced locally from various vendors. The TDMA Base Radio Equipment (SR 500) was

installed at the 3 Off shore Process Complexes located approximately 100 Km away from

Mumbai shore. Each of these process Complexes had 15 to 22 associated unmanned remote Oil

Wells. SRT Outstation Equipment (Slim 10/34) was installed at all these unmanned remote Oil

wells.

These outstations are connected and controlled by wireless Communication from the

Base Radio Equipment. The system as a whole has been energized for operations for voice has

been carried out by NSU field engineers in a tough Offshore environment.

Currently NSU is providing AMC services to this network for ONGC.

PRODUCTS : Cellular Mobile Infrastructule-GSM, WLL-CDMA

Switching-OCB-283, ISDN EPABX, IP-TAX, SSTP . Transmission- Satellite, Optical,

Microwave, VHF /UHF . Broadband Equipment-ADSL, WiMAX, G-PON, EDW AS . Customer

Premises P-quipment-IFWT, ADSL Modem, CLI Phones . GSM-FCT (Fixed Cellular

Telephone),; WiMAX CPE

SERVICES : Systems Integration - Telecom, IT . Shared Hub V -SAT Services . Customer Care

Service . Installation & Commissioning of Telecom Eqpt like GSM, CDMA, MLLN,

Microwave, Optical Fibre, etc. . Pre-warranty & Post-warranty maintenance services for all

Products/Projects . Services for all products/projects : . Enterprise businesses like Data Centers

etc

3.5 DIVERSIFIED PRODUCTS



a) SMPS -Switched Mode Power Supply

Fabrication of 100 A - 150A Power Plants with 25A base Module for GSM.

Fabrication of 200A-3000A' Power Plants with 100A base Modules for telecom

installation

Features

• Low cost & light weight • Controls up to three LVD

• Hot plug-in rectifiers • Fan cooling

• Temperature compensated battery charging • Wide AC Input range

• RS485 Compatible (Remote Monitoring)

b) GSM / CDMA Products

BTS

Base Trans-Receiver Station (BTS) “BTS A-9100”, is radio frequency mobile

communication product based on GSM technology. It is a set of equipments that facilitates

wireless communication between user equipment (UE) and a network. A BTS in general

consists of Trans-receiver module, Antenna Network Combiner, Controller (SUMA) & Alarm

Extension System (XIBM). It is a self contained unit for transmitting / receiving signal for

mobile communication.

Types of BTS

1. Indoor BTS 2. Outdoor BTS



3. Dual Band BTS 4. Twin TRX BTS

c) BTS SHELTER

Shelter is a portable Sealed cabin made up of sandwiched insulated panels with

polyurethane as filler material between galvanized pre-coated steel sheet.

Floor is made up of 19mm thick marine plywood and is covered with PVC antistatic

flooring. MS tube is reinforced inside floor panel for higher floor load capacity.

Secondary slanting roof is provided to protect primary roof from direct sunlight and

rainwater. Door is fixed with heavy-duty hinges. It is equipped with hydraulic closer &

three way locking arrangement.Shelter is installed on suitable base frame of galvanized I-

beam supported on concrete pedestal.

ITI LIMITED Rae Bareli is manufacturing Prefabricated Shelter for housing of BTS &

its accessories used in Telecom Mobile Service.

d) TRANSCEIVER

Alcatel's new Twin TRX radio transceiver doubles the capacity of existing equipment,

while occupying the same space in the rack.The new Twin TRX is particularly adapted for

densely populated urban areas, with a maximum capacity of 24 TRX per Base Station cabinet.

Twin TRX transceivers can be installed in the full range of Alcatel's indoor and outdoor BTS.

e) CDMA (Code Division Multiple Access)

CDMA (Code Division Multiple Access) is a digital wireless technology to provide

mobile communication. CDMA works by converting speech into digital information, which is

then transmitted as a radio signal over a wireless network. CDMA uses a unique code to

distinguish each different call. The receiving device is instructed to decipher only the data



corresponding to a particular code to reconstruct the signal. This enables many subscribers to

share the same frequency band and, at the same time, without any cross talk or interference.

CDMA WLL technology provides option of limited as well as full mobility to the

customers. This helps to provide faster last mile connectivity, where laying of cables is

difficult.

3.6 COMPONENTS PRODUCED IN OTHER UNITS OF ITI

a) OWS -ORDERWIRE SECRECY

Orderwire secrecy: (OWS) Orderwire Secrecy encrypts and Decrypts Voice calls

between operators on Radio. During alignment of Radio and setting up of the link the voice

information is secured by this encryptor. It uses state of the art Components with Proprietary

alogorithm. It has additional feature of working in repeater and Regenerator mode during long

hop working. It can work in Broadcast mode as well as Voice call mode. It can be customised to

work with any type of radio. The system design also use of this in static as well as Mobile

application.

b) MIL PCM SECRECY

Mil PCM Secrecy: MIL PCM Secrecy is a ruggedised encryptor to encryprt and decrypt 2

Mbps / E1 data of PCM Format. It can accept various types of Signalling format like CAS,

CCS, PRI, ADPCM, ATM etc., It can work from Internal, External or Recovered clock. It uses

Proprietary algorithm. It meets stingent Defence Envirommental Specifications of JSS 55555



and EMI/EMC Specifications of MIL STD 461C. It works from 230V AC or -48v DC.

Normally works from AC and in case of failure automatically swithches over to DC working.

c) ANANDA MK II BEU

ANANDA MK II encryptor to encryprt and decrypt 2 Mbps / E1 data of PCM Format. It

can accept various types of Signalling format like CAS, CCS, PRI, ADPCM, ATM etc., It can

work from Internal, External or Recovered clock. It can also work with Framed / Unframed

Data. It meets QM 333 Envirommental Specifications. It works from -48v DC with duplicated

power Supply. It is housed in a standard 19" subrack and a main rack can house 4 Such

subracks. Each subrack carries four independent 2 Mbps Channel effectively this can be used

as 8 Mbps Encryptor.

d) STM ENCRYPTOR

STM Encryptor encrypts/decrypts SDH formatted data at bit rates of 155Mbps. It accepts

either electrical / Optical Interface as clear data input and gives out encrypted data again as

Electrical or Optical Interface. Works with proprietary algorithm and Key management. The

encryptor provides NMS interface for monitoring and alarm indication. It is equipped in



standard 19” sub rack. While working on long haul Optical lines it has in built facility of

Optical regenerators. Unit has low power consumption and works from -48v DC Power

supply.

e) BEU IP

BEU IP is designed and developed by ITI to encrypt / decrypt Internet Protocol (IP) data

at layer 2 / layer 3 of OSI layer. It can work in either Tunnel mode or Transport mode. Uses

Proprietary algorithm and key Management. Designed to accept data from LAN / WAN and

give a throughput of 10/100 Base T. On media side it can work on Optical / Satellite media.

The unit is available as table top model or as standard 19” sub rack construction in 1’U’

height.

f) FAX ENCRYPTOR

FAX Encryptor is terminal end Secrecy device designed to encrypt / decrypt Voice / FAX

/ data. It accepts FAX data from either G3 FAX Machine or Super G3 FAX Machine and

encrypted data is sent on 2W PSTN line. When switched to Voice encryption it encrypts /

decrypts analog Voice data. It also can encrypt / decrypt digital data at 9.6 Kbps rate through

RS 232 interface. Uses Proprietary algorithm and key Management. The unit is available as

standard 19” sub rack construction in 1’U’ height. It works from either 230V AC supply or

from -24V DC supply.

3.7 RESEARCH & DEVELOPMENT

Research and Devolopment division is located at Bangalore.

a) NMS

Elemental as well as Umbrella.51



b) Optical

STM Interfaces.

O/E & E/O Converters.

2/34 Mbps Optimux.

c) Encryption equipment

Encryption equipment for Voice / Data for Bit Rates of 16 kbps/ 64 kbps.

E1, E3, STM-I, STM-4 & STM-16 for various media -wired & wireless.

Voice/Data/Fax Encryptor.

IP Encryptor.

d) Satellite

IDR (Intermediate Data Range) Systems.

Ku Band Satellite Systems.

e) Wireless

WISS SVBF (Wireless Siren System with Simultaneous Voice Broadcast).

Microwave Equipment 8 GHz E1/STM-1 Radio.

f) Digital Access Products

30 Ch1 PCM, MIL PCM MUX.

Programmable MUX.

Protocol Converters.

g) Consumer Premises Equipment

CLIP (Calling Line Identification Presentation) telephone for Navy.

5B & 5C telephone sets for Defence forces.

Sound Powered telephone.

h) System Engineering

Network Planning and Design.

Mobile Communication Vehicles.

Ruggedisation.



3.8 TECHNICAL COLLABORATIONS/ STRATEGIC ALLIANCES

In order to meet the emerging needs of the customers as well as to develop cutting edge

capabilities ITI Limited has select strategic alliance with leading companies from around the

world.

Alcatel Lucent, France GSM Infrastructure

ZTE, China CDMA Infrastructure, DWDM, GE-

PON, NGN (IP TAX) -Class 5

Alphion, USA G-PON

SemIndia, India ADSL-CPEs

Huawei, ChinaNGN (IP TAX)- Class 4, GSM

(South zone)

Tekelec Inc, USA SSTP

Tejas Networks India SDH Optical Transmission Eqpt

Xalted, India STM-64

Mobi, China Antenna for GSM & CDMA

SAF Tehnika,

Latvia 15/18 GHZ Microwave Equipment

WatchData, China SIM Card

Tellabs, Finland MLLN

Vuppala, India CLIP Phones



VNT, India Automated Integrated Management

System

C-DOT, IndiaSmall, Medium and Large Digital

Switches

Alcatel, France Large digital switches

Eltek / DACS, India SMPS

Table 3.8.1

3.9 MARKET SIZE

Share of ITI to National Telecom Network 1948-2008



Fig. 3.9.1

3.10 ITI COMPETITOR ANALYSIS



CompanySales

(Rs.Million)

CurrentPrice

Change (%)

P/E RatioMarket

Cap.(Rs.Million)

52-WeekHigh/Lo

w

ITI 17008.00 41.35 0.85 0.00 11822.40 67/34

Spice Mobility 7084.49 72.45 0.28 7.66 5403.79 82/12

Himachal Fut.

Comm1390.99 11.09 3.16 0.00 4979.66 17/9

FCI Oen Connect 2522.82 661.65 0.00 16.12 4166.73 695/682

FCI Oen Connect 2522.82 661.65 0.00 16.12 4166.73 695/682

FCI Oen Connect 2522.82 661.65 0.00 16.12 4166.73 695/682

Astra Microwave 1168.17 72.60 1.11 47.87 3905.79 95/55

AGC Networks 5107.70 259.95 0.95 10.49 3680.00 310/89

Gemini Comm 1954.77 29.40 2.62 32.44 2859.08 52/14

NELCO 3404.48 124.20 0.85 105.83 2804.38 152/36

Nu Tek India 1590.86 33.45 0.15 6.69 1114.95 55/21

Pujjab Comm. 1284.83 87.60 0.57 74.57 1048.45 122/21

Kavveri Telecom 1805.74 102.90 2.39 3.24 1009.92 118/38

Gold.Infra 456.06 26.40 0.00 14.02 948.92 41/17

Mobile Tele

Commun.345.87 6.48 -4.71 116.02 833.00 7/2

Shyam Telecom 1852.75 63.30 1.36 0.00 713.95 91/56

XL Energy 4257.08 34.20 1.63 0.00 702.19 61/27



Aishwarya Tel 420.10 28.20 1.62 9.79 606.67 31/8

ADC India

Communicat637.80 137.00 5.26 53.18 576.15 161/62

Pren.Elec 383.22 42.45 2.29 0.00 572.64 63/17

Kaleidoscope 2.75 10.71 -2.55 0.00 563.39 11/1

Valiant Comm 113.55 32.00 3.06 22.69 248.18 40/23

Table 3.10.1

3.11 OPPORTUNITIES & THREATS

ITI’s competency in the WAN (Wide Area Networking) segment is reflected through two

major projects commissioned successfully for BSNL; Countrywide MLLN (Managed Leased

Line Network) and SSTP (Standalone Signal Transfer Point). ITI is one of the agencies selected

for preparation of National ID Cards. The Company has struck strategic alliance with BSNL for

building a V-SAT based network in Ku band for broadband services. Thus ITI has made its

debut into revenue sharing with the Country’s largest operator in the new area of IP-based

satellite broadband services. The CDMA-WLL (Wireless in Local Loop) turnkey project in

Afganistan that ITI has completed for TCIL (Telecommunications Consultants India Limited) is

a boost to the Company’s export business.

In the changing environment, the Company has identified the following threats:

Keeping pace with technology change,

Private Participation in the Industry,

Large number of international players,

Exorbitant cost for sourcing of Technology.



Rising prices of Input.

3.12 RISK MANAGEMENT

The Company gives importance to risk management in all its business dealings. The

Company has adopted a Risk Management framework, which comprises the risk organization

structure, procedures and the risk management policies. The Company’s business, operating

results and financials are subject to various risks and uncertainties. Some of them are as Changes

in Economy, Financial Risk, Interest Risk, change in market and technology etc.

ITI has laid focus on Risk assessment for all projects thereby improving project

performance and avoiding uncertainties.

3.13 THE LAWS AND THE LEGAL ISSUES

The following legal issues are of major concern which can affect the companies venture:-

Registration & Incorporation of Company

Filling of annual returns & balance sheets

Filling for forms of change name/address/directors details

Registration modification & verification of charges.

Inspection of documents

Issue of certified copies

Application for permission required

Approval from central Government, Regional Director & ROC

Investor grievance redressal.

The pollution and its control

Following Acts could be of major importance and the company is liable to follow the

norms of these Acts



The Indian Contract Act 1956

The Employee State Insurance Act

The Indian Companies Act 1956

The Factories Act 1948

The Contract Labour ( Regulation & Abolition) Act 1970

4. CONCLUSION

ITI listens from stakeholders and act possibly, This helps ITI to create a transparency

within the company and outside the company. ITI always look for new technology and updates

company’s infrastructure with the latest technology which will always give you extra edge above

your competitors. ITI inspires employees to become brand ambassadors e.g., vision, mission ,

values, work culture. The only thing is to clear company goals, aims and future plans to make the

employees believe. Always make sure to take proper care of customers expectation. ITI provides

career growth to their employees, increases their level of skills and knowledge. Employees are

motivated more by monetary benefits & some are by intrinsic rewards but after certain level

growth, recognition, autonomy, responsibilities matters more than just a higher income.

Employees are promoted time to time by evaluating their performance.



5. BIBLIOGRAPGHY

BOOKS

1. Human Resources Management, VSP Rao, 1999

2. Human Resource Development: Theory & Practice, Ane Books, New Delhi, 2006

3. Training & Development: Concepts & Applications, Ane Books, New Delhi, 2006

4. Performance Appraisal and Management: Concepts, Antecedents & Implications, Excel

Books, New Delhi, 2008

5. Annual report of ITI(2007-2008)

6. Annual report of ITI(2008-2009)

WEBSITES

1. www.itiltd-india.com/

2. www.itiltd-india.com/upload/rbli.html



3. http://courses.ind.in/iti-ltd-raebareli

4. http://www.docstoc.com/docs/29453893/ITI-Limited-Raebareli


iti project report

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