28918973 reliance hr policies
TRANSCRIPT
What is HRM….?
Human Resource Management (HRM) provides an effective work force in order to meet the goals of the Organization.
Key Activities of Human Resources
• Human Resource Planning• Human Resource Policies• Salary and Benefit Administration• Human Rights and Labour Laws• Recruitment, Selection and Orientation• Performance Management • Training and Staff Development• Communications and Counselling
About RIL - :-)
• Reliance Group, founded by Dhirubhai H. Ambani (1932-2002),
• Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration ,
• Major Group Companies are Reliance Industries Limited (including main subsidiary Reliance Retail Limited) and Reliance Industrial Infrastructure Limited
Contd…
• Turnover US $ 33 Billion • Total Assets US $ 35.6 Billion • Top Indian Private Company Ranked 204 in
Fortune 500 Global List –Jul`08• Ranked 23 (Fortune) among 30 ‘fastest
climber’organizations • Ranked 103 (Fortune) based on Profits & 161
based on Stockholders’equity• Their exports reach over 100 countries • RIL contributes 5 % of Government of India’s
indirect tax revenues
HR Structure
Global HRRajesh Padmanabhan
HR Operations- India T P Aswath
Business HR & International HRM T Lakshmanan
Corporate, L&D & Americas
Dayanand Allapur
Japan EMEA USA HR Operations
Corporate HRPardeep Pahal
Learning & Development
Dipankar Mukherjee
Values that work at workplace
• Excellence.• Integrity.• Accountability.• Organizational
Pride.• Fairness.• Learning.
Work Environment
• It gives employees the freedom to explore Care & concern for people
• An organization where people are empowered to perform and be accountable for results
• An environment where people “Dare to dream”• Respect for development of Employees through
self help and guidance to foster common purpose and cohesion.
Organization discipline & decorum
Dress code Policy.
Smoke free work place.
Alcohol and Drug abuse.
Betting and Gambling.
Personal property.
Lost and Found.
Housekeeping.
Use of Electronic Communication.
Security.
Recruitment
InternalPromotionTransferInternal advertisement
ExternalManagement consultantCampus recruitmentNews paper advertisementJob sites
Selection Criteria
Selection tests• Aptitude tests• Personality tests• Physical test
Interviews• Three rounds• Panel interview• Group discussion
WHO THEY HIRE
• Freshers : Qualification
• Engr Graduates• MBAs• CA/ ICWAs• Company Sectys• Law School Graduates
• Experienced : Sites Area / Qualification
• Process Industries• Petrochemicals• Polyesters• EPC Companies• Shared Services• Technical/ Engineering• Graduates• HR Professionals• MBAs• CA/ ICWAs• Company Sectys• Law School Graduates
HOW THEY HIRE• Merit is the sole criteria for selection• • Attitude is given as much weightage as functional competencies.• • Panel interviews comprising of Functional Head & HR Head.• • Sources for recruitment are through campus, consultants,
employee• referrals, internal job postings and the internet.• • Positions in Officer Cadre, GET and MT involve written tests.• • Antecedent verification is an integral part of our recruitment
process.• • Medical fitness is pre-requisite and do not discriminate on the• basis of race, community, religion or sex
Staffing
• Talent is drawn from diverse academic backgrounds, & the emphasis is on recruiting people with formal training that matches their job profile. Reliance has 2% Ph.Ds, 12% MBAs, 79% Engineers and 7% CA/ ICWAs.
• Reliance's employee turnover at 3.26% is among the lowest in the industry
Induction Programme
• to orient the new employees• insight into the organisation• integrate in the new environment• an overview of the Organisation as a whole• to engrain the original values and ethics as
well as the style of functioning.
Training & Development
To develop cross-functional skills. • During the year, 336 training programs
covering over 5,000 employees are conducted.
• Separate department• On the job training• Fresher-2mths• Experienced -15days
Employment Development
• Competency Development
• Performance Management
• Performance Appraisal
• Appraisal Events
Objective of performance appraisal
To judge the gap
To review the performance
To reduce the grievances
To judge the effectiveness
Provide clarity of the expectations
Provide informatio
n
To provide feedback
To diagnose strengths and weaknesses
Helps to strengthen the
relationship
To help the management
Appraisal
• Done Annually
• Done during January to
December
• Implemented during
Financial Year April to
March
Compensation and Benefits
Compensation
Educational Qualification
Experience inRILAnd
Performance level
Experience Before
joining RILrelevance of work
Salary and Incentive Systems important?
• Internal equity
• External competitiveness
• Attract, retain and motivate employees
• Communication and transparency
Entitlements
• Leave
• Yearly Holidays
• Leave Travel Allowance
• Medical Reimbursement
• Bonus / Ex – Gratia
• Gratuity
• Mediclaim- maximum of 5 Lacs
• Company Leased Accommodation or Guest House Facility.
• Subsidised Company Transport Policy.
- Basic Salary
- Allowance - House Rent Personal Conveyance
ComponentsOf Salary -
Medical Reimbursement against bills
- Bonus or Ex Gratia
- Contribution to PF
- Company Performance Linked Incentive
- Variable Pay
- Flexible Benefit
Grievances & Disputes
• ID cards are important to carry and nobody can play with the security.
• Nobody can use ESS on behalf of others.• Strict action taken against those breaking rules
and policies of company.• Cannot copy the data from internal sources.• Internet access only to HR’s and higher
authority.
A final word…
Perhaps the best Return On Investment an organization will realize is the investment in their staff.