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LOVELY PROFESSIONAL UNIVERSITY PHAGWARA
SUMMER TRANING PROJECT REPORT
ORGANISATION- RELIANCE MONEY LTD.
TOPIC- TO STUDY THE HUMAN RESOURCE MANAGEMENT
PROCESSES, STRATEGIES AND PLANS IN RELIANCE GROUP
PROJECT INCHARGE-
MR.SHAKTI SHARMA
CENTRAL MANAGERRELIANCE MONEY
FACULTY GUIDE-
MR.ROHAN SHARMA
SUBMITTED BY-
VARINDER KAUR
BBA-MBA(DUAL INTEGRATED)
REG.NO.-3020070236
SEMESTER-5th
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CONTENTS
CERTIFICATE OF THE COMPANY
PREFACE
ACKNOWLEDGEMENT
EXECUTIVE SUMMARY
CHAPTER 1 INTRODUCTION
1. ADA group, founder, chairmen profile
2 Mission and vision
3. Group structure and companies of ADA Group
CHAPTER 2 PRODUCTS AND ACTIVITIES
PRODUCT OFFERING
1. Trading Portal
2. Financial Products
3 .Value-Added Services
.4 Credit Cards
.5 Gold coins retailing
CHAPTER 3 LITERATURE REVIEW Significance of
Study
CHAPTER 4 HUMAN RESOURCE MANAGEMENT
1. Human resource mgt
2. scope of HRM
3. HR structure and functions
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4. Recruitment and selection process (types, steps & levels)
5. Employees issues (incentives, allowances, pay, facilities & leaves)
6. Forms & letters required in this process
7. induction & placements (exit, full & final)
CHAPTER 5 HR SUPPORT SYSTEM
CHAPTER 6 RESULTS AND FINDINGS
1. OBJECTIVE .
2. METHODOLOGY
3. SWOT ANALYSIS
4. MY ROLE IN THE ORGANISATION
5. LIMITATION
6. LEARNINGS
CHAPTER 7 CONCLUSION AND RECOMMENDATIONS
APPENDIX
1. QUESTIONNAIRE
2. BIBLOGRAPHY
3.REFERENCES
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Preface
In my book, we have no greater asset than the quality of our intellectual capital, and no
greater priority than the growth and retention of our vast pool of talent
Anil Dhirubhai Ambani
Mr. Ambani meant the above mentioned words said by him, and his priorities,
intellectual resource, even in his physical absence were kept unchanged by his group of
companies. At Reliance, to satisfy the man-power requirements, an HR Services
company is was up instead of setting up an HR department in each office.
This report is meant for giving a complete idea as to how the Reliance HR Services Pvt.
Ltd. handles and manages the Human Resources i.e. its vast pool of talent at Anil
Dhirubhai Ambani Group.
Proficient HR management consulting can enhance the efficiency of business houses and
result in considerable savings, in terms of both time and money. HR consulting supports
businesses in refinement their human resource processes.
HR consulting serves several purposes. It helps companies in guarantying that their HR
systems are line up with their employment philosophy and business goals. It also helps in
outlining actions to use, retain and coach, or discipline and terminate employees. In
addition, HR consulting makes it feasible to defend business investments by controlling
costs and plummeting exposure to the many conformity regulations having an impact on
today's workplace.
Thus, this report gives an overview of how the company works as a proficient HR
consultancy house.
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Acknowledgement
I am Varinder kaur, the student from Lovely Professional University Phagwara under
BBA-MBA integrated really glad to express my sincere gratitude to Mr. Sachin
Sharma, Shakti Sharma the central Manager at Reliance Money Ltd., for their
guidance and constant inspiration and valuable suggestion during my summer traning.
This training provided me a valuable guidance; otherwise it would have been difficult to
work in corporate with high spirit.I hereby take the opportunity to gain valuable
information about HR resources, practices, strategical processes and inputs at various
stages of work.The Management moulded me into a management product.
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Executive Summary
The Project work is undertaken as a traineeship at Reliance money
Ltd.
This report deals with HR department of ADA Group. It encompasses the entire,
Recruitment, Induction and Placement, Training, Employee issues. This report starts with
an overview of companys background which includes many aspects of company:
The p ro ject i s done under exper t s uper vi si on and gui dance o f
Mr.Rohan sharma (Lecture in LPU) and Mr. Shakti sharma (Center The
Manager, Reliance Money)
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The Project is about the study of human resource mgt processes and
sales of financial products and also the efforts done to make
improvements in the recruitment and selection process for better results.
At RELIANCE MONEY , the t rainees were also impar ted process
and product knowledge. They had to work with the HR representat ives of
the MGT and think of ways of HR practices,processes and implementing
them. The main aim was to increase an effective co-ordination within the
whole system.
As a t ra inee I a ls o got t he oppor tuni ty t o l ea rn about a ll t he
products and with the range of products Reliance money offered i t made
the task a bit easier and I gained the knowledge about sales and marketing
concepts also.
This report takes you through the HR polices and functions of the company which
includes following aspects:
Manpower Planning as per AOP
Recruitment
Induction and Placement
Training Co-ordination
Employees Issues
PMS implementation
HR Audit
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Exit, Full and Final
RELIANCE ADA GROUP
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Think Bigger Think Better
The Reliance Anil Dhirubhai Ambani Group is among Indias top three private sector
business houses on all major financial parameters, with a market capitalisation of
Rs.100,000 crore (US$ 22 billion), net assets in excess of Rs.31,500 crore (US$ 7
billion), and net worth to the tune of Rs.27,500 crore (US$ 6 billion).
Across different companies, the group has a customer base of over 50 million, the largest
in India, and a shareholder base of over 8 million, among the largest in the world.
Through its products and services, the Reliance - ADA Group touches the life of 1 in 10
Indians every single day. It has a business presence that extends to over 4,500 towns and
300,000 villages in India, and 5 continents across the world.
The interests of the Group range from communications (Reliance Communications) and
financial services (Reliance Capital Ltd), to generation, transmission and distribution ofpower (Reliance Energy), infrastructure and entertainment.
MISSION AND VISION
Vision : Empowering everyone live their dreams
Mission : Create unmatched value for everyone through dependable ,
effective, transparent and profitable life insurance and pension plans
Guiding Principles
Customer Care and Satisfaction
Corporate Governance
Creativity and Innovation
Competitiveness
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COMPANIES OF ADA GROUP
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RELIANCE CAPITAL
Reliance Capital is one of Indias leading and fastest growing private sector financial
services companies, and ranks among the top 3 private sector financial services and
banking companies, in terms of net worth.
The company has interests in asset management and mutual funds, life and general
insurance, private equity and proprietary investments, stock broking and other activities
in financial services.
For more information click here: www.reliancecapital.co.in, www.reliancemutual.com,
www.reliancelife.co.in, www.reliancegeneral.co.in
RELIANCE COMMUNICATIONS LIMITED
The flagship company of the Reliance ADA Group, Reliance Communications Limited,
is the realisation of our founders dream of bringing about a digital revolution that will
provide every Indian with affordable means of communication and a ready access to
information.
The company began operations in 1999 and has over 20 million subscribers today. It
offers a complete range of integrated telecom services. These include mobile and fixed
line telephony; broadband, national and international long distance services, data services
and a wide range of value added services and applications aimed at enhancing the
productivity of enterprises and individuals.
RELIANCE ENERGY LIMITED
Reliance Energy Limited, incorporated in 1929, is a fully integrated utility engaged in the
generation, transmission and distribution of electricity. It ranks among Indias top listed
http://www.reliancecapital.co.in/http://www.reliancemutual.com/http://www.reliancelife.co.in/http://www.reliancegeneral.co.in/http://www.reliancecapital.co.in/http://www.reliancemutual.com/http://www.reliancelife.co.in/http://www.reliancegeneral.co.in/ -
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private companies on all major financial parameters, including assets, sales, profits and
market capitalization.
It is Indias foremost private sector utility with aggregate estimated revenues of Rs 9,500
crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$ 2.4 billion).
Reliance Energy Limited distributes more than 21 billion units of electricity to over 25
million consumers in Mumbai, Delhi, Orissa and Goa, across an area that spans 1,24,300
sq. kms. It generates 941 MW of electricity, through its power stations located in
Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa.
The company is currently pursuing several gas, coal, wind and hydro-based power
generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh and Uttaranchal
with aggregate capacity of over 12,500 MW. These projects are at various stages of
development.
Reliance Energy Limited is vigorously participating in emerging opportunities in the
areas of trading and transmission of power. It is also engaged in a portfolio of services in
the power sector in Engineering, Procurement and Construction (EPC) through a network
of regional offices in India.
RELIANCE HEALTH
In a country where healthcare is fast becoming a booming industry, Reliance Health is a
focused healthcare services company enabling the provision of solution to Indians, at
affordable prices. The company aims at providing integrated health services that will
compete with the best in the world. It also plans to venture into diversified fields like
Insurance Administration, Health care Delivery and Integrated Health, Health Informatics
and Information Management and Consumer Health.
Reliance Health aims at revolutionising healthcare in India by enabling a healthcare
environment that is both affordable and accessible through partnerships with government
and private businesses.
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RELIANCE MEDIA & ENTERTAINMENT
As part of the Reliance - ADA Group, Reliance Entertainment is spearheading the
Groups foray into the media and entertainment space. Reliance Entertainments core
focus is to build significant presence for Reliance in the Entertainment eco-system: across
content and distribution platforms. The key content initiative are across Movies, Music,
Sports, Gaming, Internet & mobile portals, leading to direct opportunities in delivery
across the emerging digital distribution platforms: digital cinema, IPTV, DTH and
Mobile TV.
Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the largest
entertainment companies in India, which has interests in film processing, production,
exhibition & digital cinema.
Reliance Entertainment has made an entry into the FM Radio business through Adlabs
Radio www.big927fm.com. Having won 45 stations in the recent bidding, BIG 92.7 FM
is already Indias largest private FM radio network with 12 radio stations across the
country as on 28th February 2007, with many more to be launched in the coming months.
Other major group companies Reliance Capital and Reliance Energy are widely
acknowledged as the market leaders in their respective areas of operation.
Reliance Energy Ltd. Reliance Mutual Fund
http://www.big927fm.com/http://www.rel.co.in/http://www.rel.co.in/http://www.reliancemutual.com/http://www.reliancemutual.com/http://www.reliancemutual.com/http://www.rel.co.in/http://www.big927fm.com/http://www.rel.co.in/http://www.reliancemutual.com/ -
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Harmony Reliance Communications
Reliance General Insurance Reliance Anil Dhirubhai Ambani Group
Reliance Life Insurance Reliance Portfolio Management Service
PRODUCTS AND ACTIVITIES
Reliance Money i s promoted by Rel iance Capi tal ; one of India 's
leading and fastest growing private sector f inancial services companies,
ranking among the top 3 pr ivate sector f inancial services and banking
compani es , i n t er ms o f net wor th . Rel iance Cap it al i s a par t o f t he
Reliance Anil Dhirubhai Ambani Group.
Thus, Reliance Money provides a comprehensive platform, offering
an investment avenue for a wide range of asset classes. I ts endeavor is to
change the way India t ransacts in f inancial market and avai ls f inancial
services. Reliance Money offers a single window facil i ty, enabling you to
access amongs t o thers , Equi ti es, Equi ty and Commodity deriva t ives,
Offshore Investments, IPOs, Mutual Funds, Life Insurance and General
Insurance products.
Advantages offered by Reliance money over other companies:
http://www.harmonyindia.org/http://www.reliancecommunications.co.in/http://www.reliancegeneral.co.in/insurance/home.htmhttp://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttps://www.reliancepms.com/https://www.reliancepms.com/http://www.reliancelife.co.in/http://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttp://www.reliancecommunications.co.in/http://www.harmonyindia.org/http://www.harmonyindia.org/http://www.reliancecommunications.co.in/http://www.reliancegeneral.co.in/insurance/home.htmhttp://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttps://www.reliancepms.com/ -
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Cost Effective
Convenience
Security
Single Window for Multiple Products 3 in 1 Integrated Access
Demat Account with Reliance Capital
Other Services like research, live news from Reuter and Dow Jones,
etc.
PRODUCT OFFERING
1. Trading Porta l (with almost negligible brokerage )
Equity Broking
Commodity Broking
Derivatives ( Futures & Options )
Offshore Investments (Contract For Differences)
D-Mat Account.
2 . F inancial Products
Mutual Funds Life Insurance
o ULIP plan
o Term Plan
o Money Back Plan
General Insurance
oVehicle/Motor Insurance
o
Health InsuranceoHouse insurance
IPOs
NFOs
3. Value-Added Services
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Retirement Planning
Financial Planning
Tax Saving
Children Future Planning4 . C re di t Ca rd s
5. Gold coins retai ling
Activities
The products of RHRS includes providing complete HR solutions to the following
Reliance Groups:
Reliance Communication:
Broad Band
Corporate Wireless Group
Direct Sales Team (Handsets, prepaid and postpaid)
Direct to Home (DTH)
Wi-Max
Reliance Global (For ISD Calls)
Reliance Capital Services Pvt. Ltd.:
RCF Reliance Consumer Finance
RLI Reliance Life Insurance
RGI Reliance General Insurance
R.Money Reliance Money
RMF Reliance Mutual Funds
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Reliance Webworld Customer Care
LITERATURE REVIEW
SIGNIFICANCE OF STUDY
The need of the s tudy ar ises because of the reason that a t rainee
must unders tand the company, i t s achievements and tasks , products andservices and also to collect information about its competitors, its products
and services offered. As go though a project under the organizat ion to
collect the knowledge about the HR activities done in Reliance Group how
they manage thei r man power , How they recrui t and select good people
who prove worth to them. So tha t, a ft er unders tanding and coll ec t ing
information about the organization i ts competi tors and HR Management
system, a trainee will be able to work well for the organization.
HUMAN RESOURCE MANAGEMENT
For any business to run one needs four Ms namely Man, Money, Machine and Material.
Managing other three resources other than men, are easy to handle. Men are very difficult
to handle because no two human beings are similar in all way. Human beings can think,
feel and give response. Handling humans is more important for any business because
human being have crucial potential that may be very profitable for the business. And
these potential can be developed to an unlimited extent if they are provided with proper
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environment. So the function of managing men is as important as finance or marketing
function in any business.
HRM refers to practices and policies framed for the management of human resources in
an organization, including Recruiting, screening, rewarding and appraising.
Human resources have at least two meanings depending on context. The original usage
derives frompolitical economy and economics, where it was traditionally called labor,
one of three factors of production. The more common usage within corporations and
businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues. This
article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from
the organization's human capital.
THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a
worker-from the time of his or her entry into the organization until he or she leaves- come
under the purview of HRM.
Specifically, the activities include are
HR Planning
Job analysis and design
Recruitment and selection
Orientation and placement
Training and development
Performance Appraisal and Job evaluation
Employee and executive remuneration
Employee Motivation
Employee Welfare
http://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_(economics)http://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_(economics)http://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Business -
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It is the responsibility of human resource managers to conduct these activities in an
effective, legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution of
individuals while simultaneously attempting to attain other societal and individual
employee objectives." Schwind, Das & Wagar (2005).
HR STRUCTURE
CORPORATE HR: Activities taken up by Corporate HR are
Policy making
PRESIDENT
HR
CORPORATE HRENTITY
HR
CIRCLE
HR
CEO
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Implementing suggestions - HEWITT CONSULTANT
Strategic planning
ENTITY HR: Activities taken up by Entity HR are
Execution of policies and practices
Targets for recruitment of Circle HR
CIRCLE HR: Activities taken up by Circle HR are
Recruitment
Appointment
Training
Payroll
Employees issues
Exit full & final
HR FUNCTIONS
TALENT ACQUASITION
Sourcing activity
TALENT DEVELOPMENT
Performance management system
Training
Carrier planning
Suggestion planning
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TALENT MANAGEMENT
Operation HR
RECRUITMENT PROCESS
STEP 1: MANPOWER PLANNING. AOP
(Annual Operating Plan), this process is taken up every year. It is taken up at
Personal Level and Entity Level. Several points like Revenue generation,
Acquisition number, etc.
STEP 2: SOURCING ACTIVITY.
There are three types of sourcing done at Reliance. After the resumes of
candidates are chosen then the same is sent to the department head where the
vacancy arises. The department head will then shortlist the same and they ask
the HR department to fix an interview with the selected candidates. There are
two type of interview which is taken up at Reliance, firstly the Functional
interview and then the Functional Head and HR Head takes the interview.
INTERNAL SORCING
Employee Reference
Re-employment of former employee
EXTERNAL SOUCING
Placement Consultant Ruchika, the Age, the Avenue.
Job Portals - Monster, NAUKRI.
Campus Recruitment
STEP 3: APPROVAL.
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The HR executives will Negotiate the CTC with the candidate.
The approval is sent to the CRC (Corporate Recruitment Cell).
Then after it is sent to ECRC.
Then the same is sent to CRL.
The same is then sent to Management forSAP Applicant Code.
The applicant code is given to HR CIRCLE.
OFFER is made to the candidate, which leads to the Joining
Procedure.
AVERAGE TIME PERIOD:
The process of recruitment takes about 10 15 days
ELIGIILITY CRITERIA:
Education Qualification MBA with any specialization
Not frequent job changes
Tenure of last job should at least be 1.5 2 yrs
OTHER REQUIREMENTS:
Reference check is usually done for High level job
The recruitment may differ with the current position of the business
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable candidates are first
searched internally within the organization. This is based upon in-house talent which
could be redeployed.
Advertisement for internal vacant position is done by following two ways:
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Through sending mail to all Reliance Infocomm employees across all locations
including DAKC (Dhirubhai Ambani Knowledge City)
Through DAKC Circular
Employees of Reliance Communication who have completed more than 12 months of
continuous service only those employees can apply for position placed on Intranet.
Internal candidates are considered in accordance with their abilities and potential. The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.
EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a candidate
with whom he/ she have worked in his/ her previous employment. Employees can check
available vacancies on Intranet and can submit the resumes of prospective candidates
who fit the Job profile.
RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done in Reliance
Communication with a view to take trained manpower back in the company. Re Hiring is
done as per the policy issued by Central Recruitment Cell at Corporate Office
EXTERNAL SOURCING
PLACEMENT CONSULTANCY: The placement agencies call for resumes of prospective
candidates, which act as a good source of recruitment for the companies. Consultants
interview candidates and shortlist those according to the criteria laid down by thecompanies. This helps the employer to interview a limited number of potential
candidates, the minimizing the time taken in receiving and sorting applications, etc.
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Reliance Communication chooses Consultants having national presence. This sourcing
option is only considered by the company when there is scarcity for candidates with
requisite experience and skills.
JOB PORTAL: The spread of Internet has enabled employers to search for candidates
globally and has made recruitment easier. If vacancy arises, Reliance Communication
browses the profile of candidates from the Job portal like naukri.com, monsterindia.com
and then candidates are accessed through e-mail or telephone.
CAMPUS RECRUITMENT: Reliance Communication goes for Campus recruitment every
year for technical department. For management level recruitment, it goes for campusrecruitment as per requirement.
For filling up position for MT (Management Trainee), following procedure is followed
by Reliance Communication:
HR representative of Reliance Communication gives Description about
Job to all candidates
Written Test i.e. (MAT) Mental Ability Test is taken for those candidates
who has got aggregate 60% in all semesters.
GD (Group Discussion) is conducted for those candidates who had
successfully pass MAT.
At last PI (Personal Interview) is conducted for those candidates who had
passed out GD and Personal Interview is taken by respective head of department
and HR Head.
For filling up position for GET (Graduate Engineering Trainee), following procedure is
followed by Reliance Communication:
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HR representative of Reliance Communication gives Description about
Job to all candidates
Written Test i.e. (MAT) Mental Ability Test is taken for those candidates
who has got aggregate 60% in all semesters.
At last PI (Personal Interview) is conducted and Personal Interview is
taken by respective head of department and HR Head.
MT position includes candidates having Educational qualification in MBA and GET
Position includes candidates having Educational qualification in BE (E&C, Electronics).
MT is placed in either of the following departments:
Prepaid
Postpaid
PCO
Customer Care
Commercial
HR
Web world
GET is placed in Network Department.
INTERVIEW
Interview is the oral assessment of the candidates for employment. This is the most
essential step in the selection process. In this step the interviewer matches the information
obtained about the candidate through various means to the job requirements and to the
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information obtained through his own observation during the interview. Interview gives
the recruiter an opportunity:
To size up the candidate personally
To ask questions that are not covered in tests
To make judgments on candidates enthusiasm and intelligence.
To assess subjective aspects of the candidate facial expressions,
appearance, nervousness and so forth.
To give facts to the candidate regarding the company, the policies,
programmes, etc. and promote goodwill towards the company.
MODE OF INTERVIEW
PERSONAL INTERVIEW: Personal Interview is a formal in-depth
conversation conducted to evaluate the applicants acceptability. In a personal
interview, candidates are accessed on behavioral and personality characteristics,
functional and managerial competencies and other factors like education,
experience etc. Based on the candidates performance in the interview, the
interview panel rates the candidate and takes the selection decision.
VIDEO CONFERENCE: At Reliance Communication, usually face to face
interviews are conducted but for those candidates who are located at other state
for them video conference interviews are conducted. The use of video
conferencing can add value to the process by allowing real time, face-to-face
interactions without the costs associated with physically transporting candidates
to the campus.
Reliance Communications uses Video conference for following reasons:
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Time savings
Faster Decision making
Cost savings in candidate travel, lodging, etc.
An opportunity to meet the candidates before narrowing the list
An opportunity to see and converse with candidates, evaluate their responses to
questions and gauge their interest in the position.
TELEPHONIC INTERVIEW:There are various reasons to take a telephonic
interview. For example, in certain location Reliance Communications does not
have its Webworld, so in that case the interview of that candidate will be taken
over telephone. Even if the interview of a candidate cannot happen through video
conference because of unavailability of any Webworld timings, then telephonic
interview is taken.
CAMPUS RECRUITMENT:For GET, Interview is taken by respective
functional head and HR head and for MT Interview is taken by 2-3 functional
heads, HR head and final interview is taken by Circle CEO.
LEVELS OF DESIGNATION & EXPERIANCE
L1: VICE PRESIDENT, Sr. VICE PRESIDENT, PRESIDENT.
(LEADERSHIP POSITIONS)
EXPERIENCE: 17 20 + years
L2: DEPUTY GENERAL MANAGER, GENERAL MANAGER.
(MAGERIAL POSITIONS)
EXPERIENCE: 11 15 + years
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L3:ASSISTANT MANAGER, MANAGER, Sr. MANAGER.
(EXECUTIVE POSITIONS)
EXPERIENCE: 5 11 + years
L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)
EXPERIENCE: 2 4 + years
GET, MET, DET: Trainees
EXPERIENCE: Fresher
REFERENCE CHECK
Once the hiring decision is taken, the candidate is contacted and informed about the
decision to conduct a reference check with the referees whose names have been provided
in the personal history form.
Many employers request names, addresses and telephone numbers of references for the
purpose of verifying information and perhaps gaining additional background information
on an applicant.
References are checked for following reasons:
To check whether or not the applicant was truthful about his or her employment
history.
To know weaknesses, strengths of the applicant.
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SELECTION DECISION
After obtaining information through the preceding steps, selection decision is to be made.
The other stages of selection process have been used to narrow the number of candidates.
The final decision is to be made from the pool of individuals who pass the tests,
interviews.
EMPLOYEES ISSUES
MEDICAL CHECK-UP
All selected candidates are required to undergo a pre-employment medical check-up as a
part of selection process.
After the selection decision and before the job offer is made, the candidate is required to
undergo a Medical check-up. A job offer is contingent upon the candidate being declared
fit after the Medical test.
EMPLOYEE REMUNERATION
Remuneration is the compensation receives in return for his/ her contribution to the
organization.
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Reliance Communication follows the cost to company (CTC) structure that reflects the
total cost of an employee to an organization. It is designed to provide flexibility to an
employee to structure their benefit package.
PHILOSOPHY OF CTC
Within the committed salary of an employee, provide maximum flexibility to an
employee
Cost all perquisites and benefits to an employee and make the employee
appreciate the total costs incurred by the company on such benefits
Enable the company realize and recognize the hidden payroll costs incurred onsuch benefits
Why CTC is divided in two parts?
As per the Indian Income Tax Rules the total Basic Salary paid to the employee is
taxable.
So Choice Pay can make your 60% salary non taxable.
PLI (PERFORMANCE LINKED INCENTIVE)
15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid once in
a year depending on his performance during the assessment period.
CTC SRUCTURE
B A S E
( 4 0 %
C H O I C
( 6 0 %
C T C
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The following are the main components to CTC structure.The CTC structure
includes costing of all components of Compensation and Benefits an employee is entitled
to.
BASE PAY
This constitutes up to 40% o the total annual compensation and it includes
Basic Salary
Employers contribution to the PF @ 12% of basic salary
Employers contribution to the companys gratuity fund @ 4.81% of basic salary
BASIC SALARY
Basic Pay = Base pay/pf + gratuity
Base Pay = 100
Basic Pay = 100/1.1681
PROVIDENT FUND
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Provident fund is to provide Social Security Benefit to the employee after retirement. PF
is deducted from the first day of employment. The Company deducts 12% of the
employees basic salary and makes an equal contribution. The employee can take loans
for specific purposes against his/her provident fund accumulation.
The employee is also covered under an Insurance Scheme, which provides for a payment
of Rs. 37,000 / - in case of his /her death.
GRATUITY
Under the scheme Company contributes 4.81% of Basic Salary of an employee to the
Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years of
service. Employees who have completed 5 years continuous service with the company
are eligible to get gratuity on separation from the company. In case of death, the
minimum service requirement of 5 years does not apply. For calculating Gratuity, periods
of service greater than 6 months will be considered as equivalent to 1year and less then 6
months will not be counted.
As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .
Any amount paid in addition to 3, 50,000 /- will attract tax.
All employees who have completed 1 year continuous service with the company
are eligible to get gratuity on separation from the company.
CHOICE PAY
This constitutes up to 60% o the total annual compensation and it includes
Company Leased Accommodation
Company Owned Accommodation
Office Wear Allowance
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Leave Travel Allowance
Company Leased Car
Children Education Allowance
Gift Coupons
Conveyance Allowance
Food Coupons
Medical Expense
House Rent Allowance
Superannuation
Special Personnel Allowance
COMPANY LEASED HOUSE
Company will arrange the house through an authorized real estate agent as per the
choice of the employee.
Security deposit by company.
12% percent Interest will be charged on deposit amount.
The same will be debited in CTC.
Rent would be exempted from income tax.
10% Perquisite Tax would be charged to the employee on his taxable income.
COMPANY OWNED ACCOMODATION
No deposit no interest.
Rent would be calculated @ 11 rupees per Square feet.
Monthly rental would be charged to CTC Rental Amount will be exempted from tax
10% perquisite tax would be charged on employee.
Security Deposit
HRA House Rental Allowance
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HRA can be maximum 40% of Basic Salary.
Deposit and rent has to be paid by employee by self
To get the tax exemption the employee has to produce the rental agreements and
rental receipts of the house.
The employee cant claim this benefit if He/She has his own house.
OFFICE WEAR ALLOWANCE
An amount of Rs.18, 000 P.A. is exempted for income tax.
To get the exemption original bills to be submitted.
Items covered under this head are as follows:
Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges
LTA - LEAVE TRAVEL ALLOWANCE
An Employee can block two months of Basic Salary as Leave Travel Allowance.
He/She should take a minimum of 5 days leave (PL).
In case of air travel-economy class fare is exempted and in case of rail travel
second class AC fare is exempted.
He/She can travel within India only.
He/She has to produce the original travel tickets.
CAR
Company will arrange a car through a car lease agency.
Employee can choose any make/model.
The EMI that will be charged would be Rs. 2095/- per Lac per month.
The EMI amount per Annum would be exempted from Income Tax.
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MAINTENANCE & RUNNING COST
Maintenance and Fuel Cost will be exempted as follows.
Maintenance cant exceed Rs. 25, 000 per annum.
If CC of the car is less than 1000 Rs. 1, 11,000 per annum.
If CC of the car is more than 1000 Rs. 1, 50,000 per annum.
The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
The above exemption would be provided on submission of original bills.
There would be no tax exemption against if the employee has his own car.
The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.
At the time of leaving CO. before 48 months then the employee has to pay FCV
(For Closer Value) to the company from whom the loan is taken.
If the employee is still stays after 48 months then employee will be charged 20%
on the value of the car at that time for changing the name i.e. ownership.
CHILDREN EDUCATION ALLOWANCE
Employee can claim exemption Rs. 2400 per year.
This exemption is restricted up to two children.
To pass the claim Employee has to submit the original bills.
To get this benefit child age should be greater then 3.5 years.
GIFT COUPONS
A sum of Rs. 5000/- would be exempted against the Gift Coupons.
The company would provide coupons worth Rs. 5000/- during the months of
October & November.
Validity of this coupons is one year
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This coupon is accepted at major outlets in city.
FBT Tax 16.67% is charged.
CONVEYANCE ALLOWANCE
If the employee is not using companys car then and only then he can claim this
option.
To getting the exemption bills are not required.
Conveyance allowance is up to Rs. 800/- per month.
FOOD COUPONS
The Company gives SODEXHO passes in term of Food Coupons.
Food coupons are provided on monthly basis of Rs. 1300.
A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE
The employee gets an exemption of Rs. 15000 p.a.
But to get exemption the employee must submit original bills.
HOUSE RENT ALLOWANCE
Maximum 40% of basic salary can be calculated as HRA.
But if employee owns the house in another state then he/she can ask for HRA and
also opt for Company Leased House.
SUPERANNUATION
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13-15% of basic salary is transferred to trust.
It can be given to employee only after the completion of 5 years with the
company.
The money is collected by a trust.
To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.
SPECIAL PERSONAL ALLOWANCE
Any amount which exceeds the limits of each allowance can be transferred under
this head.
SPA is fully taxable as per income tax rules.
LEAVES
There are four types of leaves available with the employees.
PAID LEAVE
CASUAL LEAVE
SICK LEAVE
OPTIONAL LEAVE
Additional Information:
No leaves can be clubbed with another leave.
Minimum 90 days leave should be in balance for the encashment of leaves.
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PAID LEAVE
There are 30 days PL available with the employee after the conformation.
The PL is available after 180 days from the date of joining.
The employee can take only 3-5 PL at a single time
CASUAL LEAVE
There are 5 days CL available to an employee from the date of joining.
The employee can take 1-3 days CL at a time.
SICK LEAVE
There are 10 days SL available to an employee from the date of joining.
The employee has to submit doctors certificate if the leave extends to 2
days.
OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.
JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the company. The
HR Rep. should be in constant touch with the candidates till the date of joining. Collect
the information from the candidate regarding the date and mode of arrival to the location
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of joining. Arrange for pick-up of the joinee & family from the station/airport and take
them to the hotel as per the requirement. If pick-up arrangement cant be arranged then
give complete address/directions to the hotel & the office to joinee.
HR Rep. should give a brief introduction to the new joinee on the following:
Geography of the Location/City/Town.
Organization Structure.
Status of the Project/Operations of the circle.
Role of the employee.
RESIDENTIAL & MOBILE TELEPHONE
Residential & Cellular Phone are allotted to employee based on the role and
responsibility level and should not be treated as Perquisite. The Residential & Cellular
Phone provided by the company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with respect to
Residential Telephone Connection:
Obtain the telephone connection on priority basis by paying higher amounts.
Provision of STD / ISD Facility.
Reimburse only Telephone Rental expenses.
Reimburse the Local Call Expenses.
Reimburse expenses related to only official calls.
Reimburse all expenses including Long Distance Calls.
ALLOTMENT OF DESKTOP PC / LAPTOP
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All full time permanent employees who will be available at their office desk for more
than 80% of the working hours on daily basis will be provided with a desktop PC on their
workstation.
The circle/Business Entity head can take decision to allotment of Lap Top in lieu of
desktop PC based on the role of the employee
FORMS & LETTERS REQUIRED IN THIS PROCESS
Welcome Letter.
Joining Report.
Brief Personal Details Form.
Transfer of EPF Account.
Nomination Form.
Gratuity Nomination Form.
Superannuation Transfer Form.
Application to join Superannuation Scheme.
Choice Pay Form.
Personal Accident Insurance Form.
Nomination for payment of the amount secured under personal accident Insurance
Policy.
Hospitalization Insurance Form (Applicable for L3 & L4 )
Hospitalization Insurance Coverage for dependent parents.
Health Declaration Form
Health Certificate
PC Indent Form
New Telephone Extension Form
Electronic Mail Registration Form
Requisition for Visiting Cards.
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INDUCTION
Induction is also called orientation, which is designed to provide a new employee with
the information he or
iNEP INDUCTION PROGRAM
The Human Resources Department structures an appropriate induction programmes toorient the new employees to various businesses and services at Reliance communication.
A two-day Induction program (iNEP- Infocomm new employees program) is offered to
all new employees. The company which takes the induction program for reliance
communications is RELNIS NI SPARTA.
The induction program helps the employee to integrate in the new environment and
provide an overview of the Organization as a whole. It also provides an opportunity to thenew entrant to engrain the original values and ethics as well as the style of functioning.
This program is all about:
Developing a shared understanding of Reliance communications vision and
mission.
Understanding their organization and business model.
Familiarization with leaders at Reliance Communication.
Networking and integrating with Reliance Communication employees.
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HR SUPPORT SYSTEM
SAP HR
The Reliance ADA group is on the move to e-enable all HR functions and the employee
interface. We are in the process of adopting state-of-the art ERP software - SAP, across
all locations and businesses.
As a service to the most valuable assets, i.e. the employees, the Group HR is upgrading
its extensive web-enabled services into an internet enabled employee portal which will
enable employees from across the country to interact with HR & Payroll for any
requirement i.e. applying for and sanctioning leave, information on policies and
procedures, entering expense claims, updating their own databases, etc.
ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT
SYSTEM)
ESS will enable you to interact with the SAP database, to view and maintain your
personal data. ESS provides you with a host of services in the following areas.
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PERSONAL INFORMATION
Employee can view and update their personal data such as
Educational details
Details of previous employers
Family related information
Change of marital status
Change of residential address etc.
PAYROLL RELATED INFORMATION
Employee can view their monthly updates on the following:
Pay slips
Income tax projections
PF Statements
REIMBURSEMENT
Employee can submit their claims of following reimbursement online
Telephone bills
Local conveyance
Medical reimbursement
COST TO COMPANY (CTC)
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CTC related activities
ENTITLEMENTS
Medical insurance
Travel Entitlements
INCOME TAX RULES
Details of exemptions and benefits as applicable to employee
OBSERVATION & FINDINGS
To study the HR practices of management and the recruitment and
select ion Process by analyzing the employee behavior , response and
mindset towards the job according to the company offers.
OBJECTIVE
To find the HR plans and strategies to manage manpower.
To col lect t he i nf or mati on about t he c ri te ri a o f s el ec ti ng t he
valuable employees from the pool of employees.
To go- through the screening of resumes, CV,s for leaning the
criteria of judgements.
To expand the knowledge about workers r ights and support system
in reliance group.
To provide effective suggestions to make the mgt more effective to
fight cut throat competition.
To increase the awareness of Reliance money as single window shop
employee solutions.
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METHODOLOGY
I was supposed to operate from reliance money Gill Road Ludhiana
p lace branch. I was made aware about al l the t erms of HR MGT of
Reli ance Group tha t was providing with a more s t ress on the ir HRconcepts.
TARGETS
The t ime duration of the project is s ix week start ing from 1 s t July and
end ing on 14t h Augus t. We were g iven t arge ts to be achieved during
training months. The targets of each month were:
To study the companys profile, status
To go-through the knowledge about HR Department of the company
To study the criteria of recruitment & selection for hiring valuable
employees.
I was supposed to use the database provided by the company to make
cold calls to the applicants, interviewers for coming. To convince the
supposed people & try to fix their interview by calls or directly meet
them.
While making cold calls, we need to have:
Good Communication Skills (Voice quality is clear and articulate)
Persistent and able to bounce back from rejection
Good organizational skills.
Ability to project a telephone personality (Enthusiasm, friendliness)
Flexibil i ty : can adapt to di f ferent types of applicants and new
situations.
SWOT ANALYSIS
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Weakness
Inexperienced Staff
Low awareness due to lack
of advertisement.
Lack of loyal employees.
Strength
Co-operative and Experienced
Branch Managers
Good Database
Reliance Brand
Opportunity
Untapped Market
Increased spending power
Changing Mindset of workers
because of u nemployment
Threat
Reach
Stiff competition from existing
players in the market
Better position
MY ROLE IN THE ORGANISATION:
I worked wi th Rel iance money wi th a prof i le of recrui tment sub
advisor. This profi le offers me to understand the need of the applicants ,
f reshers and exist ing employees in the orgnisation. And teach me to
suggest the best deal both for the company as well as for the employee.
After the third week my performance also improved and I was able
to get close to the targets , though i t looked di f f icul t to achieve in the
beginning. To get awareness I at tended diversif ied calls . This helped me
to implement, as get better results.
DUTIES ASSIGNEDTo collect the data of eligible persons through questionnaires and
activities for the recruitment process.
To make the valuable people come to reliance money for job by
telephoning or direct meeting.
Fixing the interviews with eligible candidates.
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Screening of resumes and CVS and opinion for them for decisioning.
LIMITATIONS
Problems faced:
People dissatisfied with the pay.
People fear that Rel iance Money Being a Pr ivate company and a
new entrant may be able to sustain or not
Past experiences while facing an interview
Lack of knowledge and awareness about the status of the company
People r isk appeti te is very low, so they are afraid of s tress during
job in the insuran ce company.
P eo ple re la te the p ro ble ms of mo bile p hon es of R elia nc e
Communication with Reliance Money.
LEARNINGS
While talking to applicants, I analyze their needs. Whether they
want to go for a job in an insurance company or not and Suggest them
the that best suits them. If they agree to it then either we send across the
recruitment process.
To get ini t ial success in this f ield i s very di f f icul t . Al though the
business genera tion becomes easier with t ime as we have more
s ki ll ed peopl e who t hen get added up i n t he l oy al employer-
employee relat ions. Thus goodwill is the most factor to get in this
field.
Also the corporation remains a very important segment which gets
business.
Man power remains in the very first position.
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CONCLUSION AND RECOMMENDATIONS
RECOMMENDATIONS
Based on the findings of our project we would like to suggest the following
suggestions :
Company should focus on Campus Recruitment.
It has been seen that there has been too much of work load recently
results into stress. RHRS should come up with stress managementactivities.
Refreshers Training & updates regarding the products must be
given to each employee so that they can get the proper knowledge
of the products.
Front end should be there to deal with walk in customers.
Reliance is having too many financial products and not all the salespeople arefamiliar with each and every product so the man force should be segregated each
group dealing in a specific product and the sales target should be given likewise.
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Company should build up personal interaction with the employees to gain
good employer employee relations.
financial Reliance should provide periodic training for updating their people.
Company should have a scheme of rewards and recognition to employees and the field
persons to boost their motivation
APPENDIX
QUESTIONNAIRE
Q1. In which sector you want to get a job?
banking marketing finance
Q2. Are you aware of online interviews?
Yes No
Q3. Heard about Reliance money?
Yes No
Q4. Do you know about the facilities provided by Reliance money?
Yes No
Q5. Which company you seems as your favourite?
Reliance money ICICI Direct Kotak Mahindra India Bulls
Others (please specify)
Q6. What differentiates your favourite company from others? (in regards of jobs,
satisfaction, name and fame )
Q7. If you are doing a job somewhere, Are you currently satisfied with your earning?
Yes No
Q8. How do you rate these companies in concern to
To get a job in these companies?
1. 2. 3.
4. 5.
a. Reliance moneyb. ICICI Directc. India Bullsd. Kotak Mahindrae. Others (Please
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Q9. What more facilities do you think you require with your job?
Name:
Age:
Sex: Male Female
Phone No:
Occupation:
BIBLIOGRAPHY & REFERENCES
For the purpose of the preparation of the project this information is taken from the.
the books
The books concerned for the accomplishment of the project are as below: -
Human Resource Managementby Aswathappa, Fifth Edition 2006 and John M
Ivancevich
The introduction manual of Reliance Communicationsprovided by reliance money
. Employees Handbook
Joining Kit
Some articles from the book by Kokilaben .D. Ambani, The Man I Knew
Personal Information
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The websites concerned are
gm.relianceada.com
www.reliancecommunications.co.in
www.relianceadagroup.com
www.dhirubhai.net
www.reliancehrservices.com
http://gm.relianceada.com/http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.dhirubhai.net/http://www.reliancehrservices.com/http://gm.relianceada.com/http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.dhirubhai.net/http://www.reliancehrservices.com/ -
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