Tweet on Twitter The competition between Indian telcos reached a higher point when Jio entered the arena with its cheaper 4G plans. This lead to many telcos bringing down their plan rates to compete with Reliance Jio.
Employee wellbeing In focus: Informed by the views of over 15, employees, it creates a consistent way of showing people around the world what we stand for and helps to ensure we remain an employer of choice.
In return, we expect our employees to: Living The Vodafone Way The Vodafone Way sets out a consistent way of working for all employees to deliver exceptional customer service see feature below.
It is supported by our Code of Conduct which sets out the high ethical standards all employees must uphold. The aim of the campaign is to improve understanding of, and engagement with, key topics including health and safety, anti-bribery, privacy, security and competition law. Every employee is expected to work in The Vodafone Way.
This is included in their performance objectives and assessed annually. Those demonstrating outstanding commitment to it are recognised as The Vodafone Way Heroes. The Vodafone Way The Vodafone Way helps us strengthen our position as an admired company in the eyes of our customers, shareholders and employees.
To achieve this objective, we must be customer obsessed, innovation hungry, ambitious and competitive, one company with local roots and operate with: Our Group-wide diversity and inclusion strategy outlines our commitment to creating an inclusive work environment that respects, values, celebrates and makes the most of the individual differences our people bring to Vodafone.
Key to our strategy is our recognition of diversity as a business asset that fosters innovation and helps us better understand and meet the needs of our customers. Inclusive leadership Inclusive leadership workshops for our most senior leaders highlight the business benefits of diversity and encourage them to act as role models to promote diversity and inclusion across Vodafone.
We offer similar workshops for human resources professionals and employees who report directly to senior leaders. Our online resource centre provides information on diversity and inclusion to help promote this agenda in each of our local markets.
Valuing diversity We value all types of diversity, but our global focus is on gender balance within teams and at all levels of the business. To understand and strengthen our female talent pipeline, we analyse the proportion of male and female promotions, new hires and leavers, through a talent management dashboard.
With operations worldwide, Vodafone is not only multinational but also multicultural.
We recognise the value that international experience brings by opening up new perspectives and spreading best practice. As part of our strategy to invest in talented employees, managers are encouraged to gain experience working in different countries.
Individual responsibility All employees have a duty to act with integrity and respect for their colleagues and customers at all times. We do not tolerate unfair treatment or discrimination on any grounds.
This applies to anyone working for Vodafone whether they are an employee, contractor, agency worker or self-employed. We promote an open culture that encourages people to raise issues and challenge any behaviour that excludes or discriminates against individuals. These programmes help our employees gain new skills and experiences through formal training, on-the-job experience, coaching and mentoring.
Building sales capabilities and equipping employees with the skills they need to deliver exceptional customer service is also an important focus.
We analyse our training needs across the business annually, to identify priorities and ensure that learning plans support our business strategy. All employees have a formal Performance Dialogue once a year with their line manager to review their performance and set clear goals and development plans for the year ahead.
Our global learning Academies in Technology, Sales, Marketing, Finance, Human Resources, Legal and Retail enable people to develop the critical skills employees need to work in these areas. We work with leading business schools and accredited external providers to develop and deliver the training, most of which is online.
Over the last twelve months, over one million courses were taken online and we have begun to develop mobile learning options to enable our people to learn at the exact point of need.
Training for our sales teams focuses on customer interactions and building customer relationships. We offer exceptional graduates the opportunity to participate in our two-year Discover programme. Our top graduates can further develop their capabilities through our Columbus programme, which gives them experience of varied cultures by working on international assignments over a two-year period.
Developing the skills of employees with strong leadership potential is a key focus to strengthen our succession planning.Sales Promotion in Telecom Industry of India 25 Sales promotion by creating Brand equity thus creates some added value for a given product.
Sales Promotion in Telecom Sector of India The way Telecom firms sales promotion, given an approximate idea about Telecom trends. Nov 01, · BBK Electronics-owned Realme is foraying into the offline channel by partnering with Reliance Retail to make their devices available in Reliance D.
May 01, · Bharti Airtel shares rose % to Rs at the close on the BSE on Monday, while Idea’s shares gained % after reporting a lower-than-expected Rs crore net loss in the March quarter, helped by a reduction in costs and higher other income.
The . Our Group-wide diversity and inclusion strategy outlines our commitment to creating an inclusive work environment that respects, values, celebrates and makes the most of the individual differences our people bring to Vodafone.
View Full Document 25,, GSM mobile and 1,, broadband & telephone (fixed line) customers (Status as at month ended August 31, ) Operational Network Provides GSM mobile services in all the 23 telecom circles in India, and was the first private operator to .
A. PROJECT REPORT ON “MARKET SURVEY & PRODUCT PROMOTION” IN “RELIANCE COMMUNICATIONS” In partial fulfillment of MBA Degree 4/4(6).