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Summer Training Project Report
On
Sales and Distribution of Financial Products at RelianceMoney
Submitted in the Partial Fulfilment of the Requirement for Award ofthe Degree of
Master of Business AdministrationOf
Uttar Pradesh Technical University, Lucknow
By
NITESH AHALAWAT
Project Supervisor: Project Guide:
Mrs. Lata Dwivedi Ms. Bhavna SinghDepartment of Business Administration, Center Manager,Institute of Technology & Management, Reliance MoneyLimited,Gorakhpur. Gorakhpur.
Department of Business AdministrationInstitute of Technology & Management
Gorakhpur2009-10
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ACKNOWLEDGEMENT
It gives me great pleasure to express my gratitude towards all theindividuals who have directly or indirectly helped me in completing this
report. I am deeply grateful to -----------------------who assigned this projectto me. Throughout the project he was source of continuous guidanceand inspiration to me.
I am indebted to my guide ------------------for her guidance and valuablesuggestions relating to the preparation of this report. I gratefullyacknowledge the guidance and encouragement received from -------------------------------------------------------.I am extremely thankful to -------------------------------- for his kind guidance
and immense support during the course of the project. I extend mysincere thanks to ------------------------------- for his support and help incollection of various information required for the project.
NITESH AHLAWAT Date:
MBA ProgrammeDepartment of Business AdministrationInstitute of Technology & ManagementGorakhpur
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CERTIFICATE
This is to certify that Mr. NITESH AHLAWAT has completed the Summer
Training Project ReporttitledSales and Distribution of Financial Products atReliance Money in partial fulfilment of the requirement for award of the
degree ofMaster of Business Administration under my guidance. To the best
of my knowledge it is his original work.
Date: Mrs. Lata Dwivedi
Project Supervisor
Department of Business
Administration
Institute of Technology &
Management
Gorakhpur
Reliance Money Limited
Reliance Money House
250-A/1 Baburao Pendharkar Marg
off Dr Annie Besant Road
Worli, Mumbai 400 025
Tel: +91 22 3044 3300/3301
Fax: +91 22 3044 3306
www.reliancemoney.com
July 30th, 2009
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TO WHOM SO EVER IT MAY CONCERN
This is to certify that Mr. Nitesh Ahlawat Student of---------------------------
--------------- has completed 8 weeks Summer Internship i.e. from 1stJune 2009 to 25th July 2009 with Reliance Money Ltd, Gorakhpur.During this time he has exhibited great interest and enthusiasm. He has successfully completed the following project
Sales and Distribution of Financial Products at Reliance Money
We value his contribution to Reliance Money Ltd. The insights andrecommendations of his project reports were extremely useful for
company. We wish all the best for his career
ForReliance Money Ltd.
(Authorized Signatory)
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STUDENT DECLARATION
I NITESH AHLAWAT, student of MBA 3rd Sem., studying at
BANKEBIHARI INSTITUTE OF MANAGEMENT AND STUDIES, MEERUT
here by declare that the summer training report on TRANING AND
DEVOLPMENT submited to M.T.U UNIVERSITY, NOIDA.
In partial fulfilment of degree of Master of Business Administration
is the original work conducted by me.
The information and data given in the report is authentic to the
best of my knowledge.
The summer training report is not being submitted to any other
university for award of any other degree, diploma and fellowship.
NITESH AHLAWAT
Roll No. 9863569
B.B.A VI Sem
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PREFACE
The project report on Recruitment and selection process in
RELIANCE has been successfully done in RELIANCE,
Hardwar. It helped me to gain lots of experience to
motivate, to bring out the maximum efficiency of the
various Department of Human Resources.
I would like to thanks .) for encouraging me in the
promotions of the training. Mr. G.K. Sinha (senior officer of
Human Resource Management Dept
This report enlightens the management skills used for the
advancement of the employees. It brings out the lowest
input and maximum output to give maximum efficiency.
Further motivations and ideas come from the various
reference books. Specially.
I would be thankful to the books, Evaluation of Control of
training, Mc Grawhill, Training Methodology and
Development. I would also like to remember the names of
the persons who efficiently affected me in my training
period to gain new experiences. My efforts in presenting
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this project report will by ably rewarded if the invigilator
and my senior members satisfy with my project report. I
would gratefully acknowledge the contribution of the
faculty member by way of bringing to my attention the
errors and printing mistakes that might have inadvertently
crept into the report.
NITESH AHLAWAT
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COMPANY PROFILE
Reliance Infocomm is anIndiantelecommunicationscompany, and
is the brainchild ofMukesh Ambani, CMD, Reliance Industries. It
is the flagship company of the Reliance-Anil Dhirubhai Ambani
Group, comprising the power Reliance Energy, financial services
Reliance Capital, telecom and infocomm initiatives of the Reliance
Group.
Reliance Infocomm is currently managed by Anil Dhirubhai
Ambani.
Reliance Infocomm is the outcome of the late visionary Dhirubhai
Ambani's (1932-2002) dream to herald a digital revolution in India
by bringing affordable means of information and communication to
the doorsteps of India's vast population.
Dhirubhai Ambani charted out the mission for Reliance Infocomm
in late 1999. He saw in the potential of information and
communication technology a once-in-a-lifetime opportunity for
India to leapfrog over its historical legacy of backwardness and
underdevelopment.
Working at breakneck speed, from late 1999 to 2002 Reliance
Infocomm built the backbone for India 60,000 kilometres of
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fibre optic backbone, crisscrossing the entire country. This network
was commissioned on December 28, 2002, the 70th birth-
anniversary of Dhirubhai. This day also marked his first birth
anniversary after his demiseJuly 6,2002.
RIC also offered for the first time in India high-speed mobile data
services though its R-World mobile portal. This portal leverages
the high-speed data capability of the next generation CDMA 1X
network. It provides 70 applications such as news, astrology, T.V.
guides, movie clips etc. and 35 games and logs more than 1 billion
hits a month.
As of May 2006 Reliance Infocomm had user base of 19.3 million.
RIC is aggressively expanding the reach of its network in order to
reach more subscribers by extending its services to cover an
additional 3,800 towns. It is estimated that the mobile market in
India will grow to 140 million subscribers by FY 2008.
There are reports that Reliance plans to enter the GSM market,
perhaps by March 2007. Whether they would eventually shut down
their CDMA network and migrate all their users to GSM is unclear
at the moment.
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In January 2004, Reliance Infocomm (RIC) acquired 100 per cent
of the undersea cable company, FLAG Telecom for US$ 211
million through Reliance Gateway Net Limited, a wholly owned
subsidiary of RIC. This acquisition provides RIC with an
international gateway to global markets.
Today, Reliance Infocomm, along with Reliance Telecom and Flag
Telecom, is part of Reliance Communications Ventures (RCoVL),
which listed on Indian Stock exchanges on March 6, 2006. The
current market capitalisation is about Rs 36,000 crores (US$ 8
billion).
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TECHONOLOGY
Infocomm is the synergy of information and communication
services brought about by the digitalization and convergence. In
the fast moving and competitive knowledge -era, Infocomm is not
only a driver of growth but also competitiveness. Reliance
Infocomm is revolutionizing telecommunication in India by
provisioning services that would match with the leading operators
of the most developed countries.
These services are the outcome of state-of-the-art network
technologies that has been inducted in the Reliance Infocomm
network. Our network consists of the latest switching, transmission
and access technologies. The core of the network consists of fiber
deployed throughout the country. Deployed over the fiber media is
the DWDM and SDH transmission technologies in ring topology to
provide ultra-high bandwidth capacity and failure proof backbone.
Besides circuit switched technologies, the backbone also has IP
architecture and uses MPLS technology to carry data on an overlay
network. In addition gigabit Ethernet will provide broadband
services on wire line access. The switching technology deployed in
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our network is based on a combination of wire line and wireless
switches.
While state-of-the-art digital feature-rich wire line switches will
meet the growing needs of Indian corporate, the CDMA 1X based
wireless switches are advanced enough to provision not only
quality spectrum efficient voice services but also 144 kbps of data
rates besides SMS and MMS Services.
CDMA 1X provides an in-built connectivity to internet which
gives users the power of accessing Internet and data services
anytime. These switching technologies will enable us to provide
high quality of voice and data services to give a new experience to
users. The entire network is seamlessly integrated with the
deployment of a range of operations and business support systems
(OSS / BSS). These systems help to make our operations more
efficient and customer friendly. In addition, the state-of-the-art
NOC helps us monitor our entire network at one place. Call center
technologies developed would help us give the best customer
service.
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Finally, the most important aspect of our services is the range
of feature-rich CDMA 1X handsets with wider color display at
attractive prices. All handsets are data enabled that will permit
users to access our bouquet of services. The technologies will help
Reliance Infocomm to provide world-class telecom services in both
voice and data at prices affordable by the Indian masses.
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VISION
Reliance Infocomm envisions a digital revolution that will sweep
the country and bring about a new way of life. A digital way of life
for a new India. With mobile devices, net ways and broadband
systems linked to powerful digital networks, Reliance Infocomm
will use the fundamental changes. In the social and economic
landscape of India, Reliance Infocomm will help men and women
connect and communicate with each other.
It will enable citizens to reach out to their work place, home and
interests, while on the move. It will enable people to work, educate
and entertain themselves round the clock, both in the virtual world
and in the physical world. It will make Available television
programmer, movies and news capsules on demand. It will unfurl
new simulated virtual worlds with increasing experiences behind
the screens of computers and televisions.
Users of Reliance Infocom has full range of services would no
longer need audiotapes and CDs to listen to music, videotapes and
DVDs would not be necessary to see movies. Books and CD
ROMs would not be needed to get educated. Newspapers and
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magazines would not be required to keep abreast of events.
Vehicles and wallets will become unnecessary for shopping.
Reliance Infocomm will disseminate information at a low cost.
"Make a telephone call cheaper than a post card".
These prophetic words of Dhirubhai Ambani will be a metaphor of
profound significance for Reliance Infocomm.Reliance Infocomm
will regularly unfold new applications. Continually adapt new
digital technologies, create new customer experiences. Constantly
strive to be ahead of the world. Reliance Infocomm will transform
thousands of villages and hundreds of towns and cities across the
country. Above all, Reliance Infocomm will create the way to
make India a global leader in the knowledge age. Educate and to
motivate. He employed telephone as a powerful tool to achieve
these goals. He used telephone to defeat distance, to compress time
and to remain abreast of events. He was acutely aware of the power
of information and Communications.
He would often say: "make the tools of Infocomm available to
people at an affordable cost, they will overcome the handicaps of
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illiteracy and lack of mobility". He wanted a telephone call to be
cheaper than a post card. This, he believed, would transform every
home, empower every Indian, remove the roadblocks to
opportunity and demolish the barriers that divide our society.
Dhirubhai Ambani was of the conviction that Infocomm would
energies enterprises, galvanizes governance, make livelihood an
enjoyment, learning an experience, and living an excitement.
Reliance Infocomm is a fascinating outcome of this powerful
conviction. It is a major initiative to translate his inspiring dream
into reality.
HUMAN RESOURCE MANAGEMENT IN
RELIANCE
Organisation structure
The whole organisation behaves as a Privar, with one legal guardian.
All directors and shareholders are from among workers and all of the
have taken an oath through affidavit. In the court of law that neither
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their family members shall have claim or share in the assets or profits
of the company. All workers of company are the proud owners of the
organisation. The workers believe in the concept that manpower is
superior to money power.
Recruitment and selection Recruitment is the process of seeking out
and attempting to attract individuals in external labour markets, who
are capable of and interested in filling available vacancies.
Recruitment is an intermediate activity whose primary function is to
server as a linked between Human Resource Planning on the one hand
and selection on the other. Sources of recruitment are through internal
and external channels. reliance recruits its employees both externally
as well as internally. Recruitment for the airline is done through
interviews of selected applicants and people who pass the interviews
of selected applicants and people who pass the interview are required
to undergo a medical test before he/she is finally placed in the
airlines.Employees are also recruited through internal mobility. This
is done on the basis of merit and seniority. After passing the
examination the candidates are called for an interview along with the
employees who have become eligible for promotion on the basis of
seniority.
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Training And Development
Training is the systematic modification of behavior through learning,
which occurs as a result of education, instruction, development and
planned experience. Training needs exist when there is a gap between
the present performance of employees of group of employees and the
desired performance.
Development on the other hand implies educational process aimed at
growth and maturity of managerial personnel in terms of insight
attitudes, adaptability leadership and human relations on the basis of
conceptual and theoretical knowledge. Sahara airlines has various
training programme, which are spread over every field. These
trainings are aimed at imparting particle knowledge of the specific
area and to make employees more capable to work not only efficiently
but with accuracy. This also facilitates the customer to have their
work done fast as per their requirements, because in most of the cases
customer do not have the technical knowledge of the airlines business.
RELIANCE also conducts training on human behaviour in order to
update its employees on how to deal with its customers. In
RELIANCE training is immediately called for whenever an
employee is elevated to next promotional post.
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Future growth proposals:
RELIANCE Literacy programme Hub centre
Basic flying training
Induction of simulators
Instrument training simulators
Boeing simulators
Job Analysis & Job Description
Job analysis is the process by which data in regard to each job is
systemically observed and noted. It provides information about the
nature of job and characteristics or qualifications that are desirable in
the job holder. Job description generally describe the work performed,
the responsibilities involved, skill and training required, conditions
under which job is done, relationship with other jobs are personal
requirement of the job. Job description study gives a better
understanding of tasks performed and the type of qualifications
required to perform them. It is also used to give a measures for setting
job standards, which gives an indication of productivity of each
employee performing job. In RELIANCE subordinates and junior
staff level employees eligibility criteria is metric. The junior staff
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should be able to read and write English as well as Hindi. The jobs are
properly defined to all structure of the hierarchy.
Performance Appraisal
It has many facets. It is an exercise of observation and judgement, it is
a feedback process, and it is organization intervention. Performance
appraisal is a measurement process as well as emotional process.
While it is fairly easy to pre-describe how the process should work,
descriptions of how it actually works in practice are rather
discouraging.
Functions and objectives of performance appraisal:
1. It seeks to provide an adequate feedback to each individual on
his/her performance.
2. Its purpose is to serve as a basis for improving or changing
behavior towards more effective working habits.
3. It aims at providing data to managers with whom they may judge
future job assignments and compensation.
Performance Appraisal is used for:
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1.Identifying employees for salary increase, promotion, transfer lay-
off or termination of services.
2.Determining training needs for further improvement in
performance.
3.Motivating employees by indicating their performance levels.
4.Establishing a basis of research and reference for personnel
decisions in future.
In RELIANCE employees are required to fill up a self appraisal
form. Employees are appraised every year in the RELIANCE .
Performance appraisal is carried out in RELIANCE for determining
training needs for further improvements in performance, identifying
employees for salary increases, motivating employees by indicating
their performance level.
Transfer & promotions:
It refers to a horizontal or lateral movement of an employee from one
job to another in the same organization without any significant change
in status or pay. In RELIANCE two main situations generate transfer
situations
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1.An individual employee may request a transfer in seeking his own
preference and his own benefits.
2.Airlines may also initiate transfer as a requirement for more
effective operations or as a solution to human relations problems.
Whereas promotion refers to advancement of an employee to a higher
position carrying responsibilities, higher status and better salary. In
RELIANCE promotion is given under following conditions:
1. It is a device to retain a reward, to an employee for his years of
service.
2. It is to impress upon others that opportunities are open to them also
in airlines, if they perform well.
3. It is to increase individual effectiveness.
4. It is to build loyalty, morale and a sense of belongings in the
employees.
5. It is recognition of a job well done by an employee.
6. It is to promote a sense of job satisfaction in the employees.
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Pay and Allowances
The pay and allowances of an employee are payable from the date
from which he takes charge of the post or service to which he is
appointed. If the charge is service to which he is appointed. If the
charge is before 12.00 noon, the pay and allowances shall be
admissible from the same day, if at 12.00 noon or thereafter, they
shall be payable from the following day.
Increments:
1)Advance of salary while proceeding on leave:An employee proceeding on Privilege leave, Maternity Leave and/or
Sick Leave shall be eligible to be paid in advance against the salary
due for the full period of the leave subject to the usual deductions e.g.
on account of provident fund subscription, Income - tax etc. In case in
which the leave granted to an employee extends beyond he next pay-
day, the amount of advance should also include the pay and allowance
due to him, upto the date of his proceeding on leave.
2)Temporary Duty (tourwithin India):
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The employees undertaking duty tour will be eligible for payment of
Daily Allowance/ Hotel Accommodation as per conditions laid down
from time to time.
3)For Employees required to travel by Rail/Road/SeaDaily Allowance shall be admissible for the period of stay at
outstation. No. D.A. will be given for the period of journey. For the
day of arrival at the outstation and the day of departure from the
outstation only half daily allowance shall be admissible.
4)For employees required to travel by AirEmployees will be entitled for the payment of daily allowance at the
applicable rates for each day of absence from HQrs. The Day in this
case shall mean a period of 24 hours or part thereof from the time the
outward journey commences to the time the return journey ends at the
base station.
5)Temporary duty tour abroad:
The duty tour undertaken by an employee at a foreign station, will be
subject to the following conditions:
(i) The employees going abroad for temporary duty
tour/training/conference, etc. are released foreign exchange by
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the company on he basis of the prescribed per diem rates. The
employees are required to meet all their expenses in the foreign
country, like boarding and lodging, transportation expenses,
incidental expenses and cash allowance from the amount of
foreign exchange so advanced to them. If the stay abroad is for
the same number of days for which foreign exchange had been
released to an employee, then the total expenses shall, not be
more than the amount of foreign exchange released to him.
(ii) In the unlikely event of an employee having to extend his stay
abroad for official purposes, beyond the sanctioned period, he
should contact his Departmental Head well in advance, so that
release of additional foreign exchange could be arranged for
him.
(iii) In the case of hotel expenditure being less than the amount of
foreign exchange released to an employee, the unspent amount
has to be refunded by the employee, the unspent amount has to
refunded by the employee, to the company in foreign currency.
(iv) In case, in which the entitled class of accommodation is not
available, the competent authority may permit the employee to
travel by a higher class.
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6) Transportation of personal effects:
The employees will also be reimbursed the actual cost of
transportation by the goods train and where the two stations are not
connected by train, by the cheapest mode of surface transport of his
personal effects not exceeding the limits shown below:-
Basic Pay (Pre-
Revised)
Total Baggage allowance when travelling
With family
(kgs)
Witbout
family (kgs)
Rs 10,000 and
above
720 360
Rs. 5,000 and above 540 270
Below 5,000 360 180
Provided that:
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(a)The competent authority may permit transportation of such effects
in the companys own services in which case the limits will be
deemed to be inclusive of free baggage allowance permissible
under its tariffs and the transportation will be made as and when
and to the extent that space and load are available in the aircraft.
(b) No costs other than those of actual transportation such packing,
unpacking, storage, insurance, handling agent charges and the like
will be borne by the company.
Medical Facilities For Temporary Employees:
The Medical facilities applicable to permanent employees of the
company are also applicable to temporary employees.
Working Hours
All employees except the member of flying crew will, according to
the nature of duties assigned to and performed by them, be classified,
from time to time into the following categories.
a)Those observing 38 hours work per week including a daily break of
half an hour on all working days except Saturdays.
b)Those observing 44 hours work per week including a daily break of
half an hour on all working days (except Saturdays)
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c)The actual hours of daily work shall be such as are notified from
time to time by the regional Head at region branch.
Overtime
Overtime is payable only to subordinate & clerical staff members
@twice the rate of Basic Salary + D.A. for number of hours.
Pay Day
Staff will be paid their monthly salary usually two working days prior
to the end of the months.
Mode of payments
An employees is required to open a serving Bank A/c in a designated
branch, (consult manager/reporting head) salary will be deposited into
the account. On payday, employees will be handed a pay slip
containing a detailed breakup of the remuneration for the month the
required deductions and the net pay.
An employees commencement salary:
Commencement salary will very according to the category of
employment, which will be advised to the employee in the
appointment letter. Any increases or other adjustments arising from a
salary review, change of job etc will be notified to the employee.
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Retirement benefits
Every employee who has completed one years continuous service
shall, subject to the regulations to be made hereafter in this behalf,
contribute the contributory provident fund each month a minimum of
10 percent a maximum of 20 percent of his provident fund pay. The
companys contribution to the fund shall, however, be limited to 10
percent of his provident fund pay.
The companys contribution to the fund is payable to the employee
after five years of membership of the fund. Subject to this an the
other regulations to be made thereafter in this behalf, all the
accumulated balance to the credit of an employee on the day he ceases
to be an employee of the company, is payable to him or his nominee
or nominees or executors.
Gratuity
The company also pays gratuity to all its employees calculated at the
rate of 15 days wages for every completed year of service or part
thereof in excess of six months subject to a minimum service period
of 5 years a maximum of 20 months wages. The gratuity liability of
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the company is funded through the group gratuity scheme (cash
accumulation scheme) of the life insurance Corporation of India. This
scheme includes a special feature, namely, whereas gratuity payable
on death under the payment gratuity act is limited by the length of
service rendered upto the time of death, the scheme provides for the
payment of an amount based on the length of service which the
employee could have put in upto the normal retirement date but for
his untimely death.
Provident fundstatutory contribution:
The provident fund deduction forms are part of the employees salary
and represents statutory deduction of 10% from the basic salary and
DDA. The company contributes and equivalent amount towards an
exempted provident fund scheme managed by Trustees drawn among
the staff of Sahara Airlines. This is a retirement benefit.
Employees staff insurance (ESIS)
The company is legally obliged to deduct from an employees salary
contribution to ESIS provided that the monthly salary does not exceed
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Rs 6500 (Rupees six thousand and five hundred only) the company
also pays a higher amount as its contribution.
Insurance premium under salary saving schemes
An employee may have the premier on selected life insurance policies
deducted from the salary each pay day and credited directly to the
employees policy account with the life insurance corporation.
Loans
Equated monthly installments (EMI) towards of any loans, availed by
an employee from either the company or the financial institutions will
be deducted from salary, on the employees authorising the company
for such deduction. This authority letter has to be routed through the
financial institutions granting the loans.
Motivation
In appreciation and recognition of exemplary performance,
contribution, length of service to the RELIANCE , the management
rewards the employee appropriately. The award is in the form of a
gift or certificate as decided by the management.
The management also rewards its employees employee of the
month and employee of the year for their outstanding
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performance. The employees selected become the member of staff
welfare committee also. Long service awards are given to those
employees who have completed their 5 years or 10 years of service
and are entitled for gifts along with certificates.
A part from this, the company motivates its employees by providing
them good infrastructure. Monthly culture activities are organised to
keep the employees motivation high. Employees are given
responsibility & authority in their selected area, in order to enhance
their capabilities. And promotions are given based on their
performance in the company. All these rewards given by the
company attracts & motivates the employees to work better and prove
themselves.
Grievances
If any employee has a problem he can directly speak to the CEO, who
is accessible to anyone at anytime. In case a grievance arises, round
the table meeting is called and problems is dealt in best possible
manner.
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Communication
In RELIANCE communication is very formal. The company prefers
communication in a two way process. The company prefers to be
more informal in dealing with employees on daily basis. Since, this
style of working makes the employees feel much happier and
motivated.
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SCOPE OF MY STUDY
The scope of my study is to observe the degree of satisfaction levels
of the employer as well as the employees as per my sample size
towards the process of Recruitment and Selection Techniques adopted
by the company. I will also study the deviations if any, towards this
effect that I will be experiencing in my research. Apart from getting
an idea of the techniques and methods in the recruitment procedures I
will take a close look at the insight of corporate culture prevailing out
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there in the organization. This would not only help me to aquanaut
with the corporate environment but it would also enable me to get a
close look at the various levels authority responsibility relationship
prevailing in the organization. Also the stipulated time for the project
is insufficient to undergo an exhaustive study about the topic assigned
and moreover the scope of the topic (Recruitment and Selection) is
wide enough, so it is difficult to cover all the topic within the
stipulated time.
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INTRODUCTION
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The recruitment and selection procedure of the company determines
the level of achieving organizational goals in the long run. As per
definition it is stated that which is all about selecting right person for
the right job at the right time at the best possible position. Although it
sounds quite simple but it is also not an easier job to evaluate a person
with his ability and skills that may satisfy the core competency for the
job so that his degree of willingness to pursue a job becomes positive.
From job seekers prospective it is the core competencies which
matter much for a job. So it is the effective recruitment and selection
procedure which determines not only the right candidature for a job
but also a long-term accomplishment of organizational goals.
In my research as I go further I come to know the different
techniques adopted by the software company towards this effect. I
have chosen BEHL, for studying their methods of recruitment and
selection function. In the course of my study I came to know that, it
has the probability of achieving more than 50% of the people to be
placed for the right job, which reflects some of the unique ways for
recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organisational goal
not only by way of fulfilling the targeted top-line but also employee
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satisfaction towards various position of job to the maximum level.
This I will see as I proceed subsequently in my project.
RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure.
This includes overall research design, the sampling procedure, the
data collection method, and the fried methods and analysis procedure.
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Out of total universe 30 respondents from each airline have been
taken for convenience. The sample procedure chosen for this are
statistical sampling method. Here randomly employees are selected
and interviewed. An in depth interview is conducted with the Human
Resource Head. Information, which I collected, was based on the
questionnaires filled up by the sample employees.
Under secondary method I took the help of various reference books
which I have mentioned in bibliography and also by way of surfing
through the company website.
PRIMARY DATA
Questionnaire: Corresponding to the nature of the study direct,
structured questionnaires with a mixture of close and open-ended
questions will be administered to the relevant respondents within
the Personnel and other Departments of the organisation.
In-depth interviews will be conducted with the top level
management personnel involved as panel members of the
recruitment & selection committees of the organisation to
substantiate the questionnaire administered.
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SECONDARY DATA
Organisational literature: Any relevant literature available from the
organisation on the Company profile, recruitment & selection
procedures, Job specifications (KSAs), department-wise break up of
manpower strength and the orgnaisational structure.
Other Sources: Appropriate journals, magazines such as Human
Capital, relevant newspaper articles, company brochures and
articles on www sites will also be used to substantiate the identified
objectives.
SAMPLING PLAN AND DESIGN
A questionnaire will be used for the purpose of research:
Questionnaire: To test the validity and effectiveness of the
recruitment and selection procedures within the organisation and to
test the validity and effectiveness of the policies and procedures
within the organisation.
The basic rationale of Questionnaire is to ascertain the perception
of the non-HR departments in terms of the validity and
effectiveness of the policies and procedures used by the
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organisation. It is also in line with the assessment of any
suggestions/recommendations that the respondents from these
Departments might have in terms of the use of an alternative
source/device of recruitment and selection, than what already
forms the current practice of the HR Department.
Questionnaire would be administered to 15 respondents, holding a
senior designation within the Personnel Department of the
organisation. It will also be administered to at least 15 respondents
belonging to typical Departments within the organisation and
holding senior designations within their respective Departments.
In depth interviews would also be conducted with these
respondents with the aim of substantiating their views entailed
from the Questionnaire.
The total number of employees covered in the questionnaires are
30, 20 Business Executives and 10 Non-Business Executives.
SAMPLING ELEMENT
For the purpose of administering the Questionnaire, the
respondents would comprise of personnel holding senior
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designations within the Personnel Department of the organisation.
The respondents for the Questionnaire will also be preferably be
panel members of the Recruitment & Selection Board of the
organisation.
The respondents would comprise of personnel holding senior
designations within certain typical Departments identified within
the organisation, namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sample Extent: The extent of the sample is confined to the Delhi
operations of theAir India, specifically to theAdministration Wing
of the AI, International Airports Division; Indira Gandhi
International Airport.
SAMPLING TECHNIQUE
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Judgement Sampling would be used for the purpose of choosing
the sample for the purpose of administering Questionnaire. The
identified expert would have a thorough knowledge about all the
respondents within the Personnel Department of the organisation.
Thus his/her expertise would be incorporated in locating,
identifying and contacting the required respondents.
Again Judgement sampling would be effectively used in identifying
the typical non - HR Departments within the organisation and
subsequently for the location and identification of suitable
respondents forQuestionnaire.
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STUDY OF TOPIC
THEORETICAL OVERVIEW
Recruitment is the discovering of potential applicants for actual or
anticipated organisational vacancies. Certain influences constrain
managers in determining recruiting sources such as image of the
organisation, internal policies, and attractiveness of the job, union
requirements, government requirements and recruiting budgets.
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Popular sources of recruiting employees include internal search,
advertisements, employee referrals, employment agencies, schools,
colleges and universities; professional organisations and casual or
unsolicited applicants. In practice, recruitment methods appear to vary
according to job level and skill.
Proper selection can minimise the costs of replacement and training,
reduce legal challenges, and result in more productive workforce. The
primary purpose of selection activities is to predict which job
applicant will be successful if hired. During the selection process,
candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial
screening interview, completion of the application form, employment
tests, comprehensive interview, background investigations, physical
examination and final employment decision. In the discrete selection
process, an unsuccessful performance at any stage results in the
rejection of the applicant.
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An alternative to the discrete selection process is the comprehensive
approach, where all applicants go through every step in the selection
process and the final decision is based on a comprehensive evaluation
of the results of each stage. To be an effective predictor, a selection
device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help
them predict whether an applicant will prove to be a successful job
performer. The application blank is effective for acquiring hard
biographical data, while the weighted application can provide
information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traitscan predict job proficiency but suffer from being non-job related. Onthe other hand, interviews consistently achieve low marks forreliability and validity. Background investigations are valuable whenthey verify hard data from the application, although they offer littlepractical value as selection devices. Physical examinations are validwhen certain physical characteristics are required to be able to
perform a job effectively.
RELEVANCE OF RECRUITMENT AND
SELECTION PROCEDURES IN HR
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Recruitment and selection procedure is a vital factor of an
organization. If it is not done properly the production procedure will
be hampered. Hence productivity will fall down. So the organization
will be in trouble and it will affect the employer- employee
relationship. So recruitment and selection procedure should be done
in proper and correct manner. The new candidates should replace the
vacant post so that the production of the company does not hamper.
By this the productivity will increase and the organization will gain
profit. So the employer will be happy and will not hesitate to
distribute bonus and increments to the workers. The workers will also
be more motivated to work. Hence there will be harmonious
relationship in the organization. It will also stabilize the organization
in the long run.
WHY I CHOSE RECRUITMENT ANDSELECTION
FOR MY STUDY -JUSTIFICATION
Basically recruiting is the discovering of potential candidates for
actual or anticipated organizational vacancies. It also can be said in
another way that bringing together those with jobs to fill and those
seeking jobs.It is important to study Recruitment and Selection
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because through it I can identify our human resource needs. I can
know what kind of people must be select to fill up the specified
vacancies.
The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide
information so that unqualified applicants can self select them out of
job candidacy, that is, a good recruiting program should attract the
qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to
know the recruiting sources. There are internal and external sources as
well as employee referrals/recommendation.
In this project I am studying recruitment and selection process of
RELIANCE , . To find out actual recruitment and selection process of
Company is my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment
program of the company where for all kinds of operational level
technical qualification is needed. I also have the picture of Selection
cost of the company. It is very interesting to study recruitment and
selection process as it will give me clearer picture of the process.
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RELIANCE INFOCOMM
Reliance Infocomm is the outcome of late Dhirubhai Ambanis dream of
bringing about a digital revolution in India that will bring to every Indians
doorstep an affordable means of information and communication.
"Make the tools of infocomm available to people at an affordable cost. They
will overcome the handicaps of illiteracy and lack of mobility", was how
Dhirubhai, as he was fondly called, spelt out Reliance Infocomms mission
in late 1999. He firmly believed the country could use information and
communication technology to overcome its backwardness and
underdevelopment.
It was with this belief that Reliance Infocomm began laying its 60,000 route
kilometers of pan-India fiber optic backbone in 1999. The backbone was
commissioned on December 28, 2002, Dhirubhais 70th birth anniversary,
first since his sad demise on July 6, 2002.
Reliance Infocomms network is a high-capacity, integrated (wireless and
wire line), and convergent (voice, data and video) digital network. The
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network is designed to offer services that span the entire Infocomm value
chain - infrastructure, services, both for enterprises and individuals,
applications, and consulting. The network is designed to deliver services and
applications that will change the way we Indians live. It will harbinger a
New India.
RELIANCE TELECOM
Reliance Telecom Limited (RTL) is promoted by the Reliance Group. The
Company has two divisions - Basic and Cellular telephony Services. The
company has filed an application with the Ahmedabad High Court for
demerger of its Basic Services in Gujarat with effect From March 6, 2003.
The approval from the Court on the scheme of demerger is awaited.
RTL provides cellular services, using GSM standard, in 7 telecom circles
encompassing 15 states of India. RTL has met its rollout obligation by
covering 50 per cent of District Headquarters in 5 applicable circles.
The total subscriber base was over 5, 40,000 at the end of the year under
review, registering a year on year growth of 42 per cent.
RTL's financial performance marked a significant improvement over the
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previous year, and cash generation of over Rs 100 crores was used to meet
its capital expenditure obligations besides repayment of its existing loans.
During the year, the government permitted cellular operators to expand
operations in Assam and North East circles. RTL is planning to expand
services in commercially viable areas in this region.
RTL has commenced national roaming facility with all domestic operators
and will soon be commencing international roaming facility covering all
major countries.
RECRUITMENT
Recruitment and selection are the most important functions in an
organization because with the help of these functions the management
selects the best available candidate from a batch of them. The
organizations, in this growing competitive world, need to have the best of
the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply
for jobs in an organization."
In the words of Yoder,"Recrutiment is a process to discover the
sources of manpower to meet the requirements of the staffing schedule
and to employ effective measured for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working
force."
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The recruitment needs can be classified into-
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement
policy. These occur due the expected changes in the organization so the
management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an
organisation can predict by studying the trends in the internal and
external environments.
Resignations, deaths, accidents and illness result in to the unexpected
needs.
FEATURES: Recruitment is a process or a series of activities rather than a
single event.
It is a linking activity as it brings together the employers and
employees.
It is positive process because in this activity the employers want to
have the maximum number of job seekers so as to have a wider
scope for choice ultimately leading in spotting right persons for job.
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It is an important function as it makes it possible to acquire the
number and type of persons required for the effective functioning
of the organization.
It is an on going function in all the organizations, but the volume
and nature of recruitment varies with the size, nature and
environment of the organization.
It is a complex process because a number of factors affect it --the
nature of the job offered, image of the organization, organizational
policies, working conditions etc.
SOURCES OF RECRUITMENT:The various sources of recruitment are -
Internal Sources: Include-
Present Employees who can be transferred or given promotions.
The retired and retrenched employees who want to return to the
company.
Dependents and relatives of the deceased and disabled
employees.
External Sources: Consist of-
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
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Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment
need of DIL is diversified. It needs persons who have knowledge of
use, processing of natural ingredients of number of varied products,
technical know-how of latest industrial technical knowledge, and
computer applications to pharmaceutical industry to manual workers.
The importance of the process could be understood that the present
work force of DIL is 2,500 employees. Hence, the recruitment and
selection procedure should match the complexities of the need and at
the same should commensurate with the complex need of the
organization.
SELECTION
Selection is the process of choosing the best candidate out of the all
the applicants. In this process, relevant information about the applicants
is collected through a series of steps so as to evaluate their suitability for
the job to be filled.It is the process of matching the qualifications with
those required for the job so that the candidate can be entrusted with the
task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally
identifying the most suitable candidates.
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This process divides the candidates into two categories-the suitable
ones and the unsuitable ones. The suitable people prove to be the asset
for the organization. Selection is a negative process because in this
process the management tries to minimize the number of people at each
step so that the final decision can be in the light of all the factors and at
the end of it best candidate is selected. Selected candidate the has to
pass through the following stages-
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the
undesirable candidates. This is mainly a sorting process in which the
prospective candidates are given the necessary information about the
nature of the job and the organization. Necessary information about the
candidate is also taken. If the candidate is found suitable then he is
selected for further screening else he is dropped. This stage saves the
time and effort of both the company and the candidate. It avoids
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unnecessary waiting for the candidate and waste of money for further
processing of an unsuitable candidate.
Application Form is a traditional and widely used device for collecting
information from candidates. This form asks the candidates to fill up the
necessary information regarding their basic information like name,
address, references, date of birth, marital status, educational
qualifications, experience, salary structure in previous organization and
other such information. This form is of great help because the scrutiny of
this form helps to weed out candidate who are lacking in education,
experience or any other criterion provided by the organization. It also
helps in formulation of questions, which will be asked in the interview.
These forms can also be stored for future references thus maintaining a
databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests
are sample of some aspect of an individual's attitudes, behavior and
performance. It also provides a systematic basis for comparing two or
more persons. The tests help to reduce bias in selection by serving as a
supplementary screening device. These are also helpful in better
matching of candidate and the job. These reveal the qualifications, which
remain covered in application form and interview.
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Selection Interview involves the interaction of the employer and the
employee. Selection involves a personal, observational and face-to-face
appraisal of candidates for employment. It is an essential element of the
selection procedure. The information obtained through application form
and test can be crosschecked in the interview.
The applicants who have crossed the above stages have to go through
Physical Examination either by the company's physician or the medical
officer approved for the purpose. The main aim is to ensure that the
candidate is physically fit to perform the job. Those who are found
physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked
to mention in his application form the names and addresses of two or
three person who know him well. The organization contacts them by mail
or telephone. They are requested to provide their frank opinion about the
candidate without incurring a liability. The opinion of the references can
be useful in judging the future behaviour and performance of a
candidate.
The executives of the concerned departments then finally approve the
candidates short-listed by the human resource department. Employment
is offered in the form of an appointment letter mentioning the post, the
rank, the salary grade, the date by which the candidate should join and
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other terms and conditions in brief. Appointment is generally made on
probation of one or two years. After satisfactory performance during this
period the candidate is finally confirmed in the job on permanent basis or
regularized.
Selection is an important function as no organization can achieve its
goals without selecting right persons for the required job. Faulty
selection leads to wastage of time and money and spoils the
environment of an organisation. Scientific selection and placement of
personnel can go a long way in building up a stable workforce. It helps to
reduce absenteeism and labour turnover. Proper selection is helpful in
increasing the efficiency and productivity of the enterprise.
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ANALYSIS & FINDINGS
The analysis of the various sources of recruitment and selection devices is
presented on the following pages.
The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms
of the sources of recruitment and selection devices used.
The analysis of the response entailed from all the other departments (as
analysed from Questionnaire) forming the sample, represents the perception
of the respondents from these Departments in terms of the validity and
effectiveness of the various sources/devices of recruitment/selection
(specific to these Departments)
The analysis further entails any suggestions/recommendations given by these
non-HR Departments (forming the sample for administering
Questionnaire), in terms of any recruitment source and/or selection device
that should be deployed by the organisation apart from what already
constitutes current practic (specific to these Departments)
Working period of employees in the
company
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The above chart depicts that most of the employees are doing service as per my
survey of 30 employees. Most of the employees are young in the RELIANCE
Airline and, they dont have the past experience of any change in recruitment
and selection. However in Air India it is just opposite they are working from
last 10-15 years in the company.
On a survey of 30 employees done by me shows that employees completed 1
year of service comprised 36.11%.
Similarly employees 1-2 years of service comprise 36.11. But there is only less
number of employees there about between 2-3 years comprised 19.44%. The
rest i.e. 8.33% comprised of the group of people who have been in the
organization for 3-5 year.
Chart showing Service Period of theemployees as per our survey of 30
employes
within 1year
between1-2yrbetween 2-3yr
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Candidates willingness to join the
company
Most of the Indian candidate looks in for the salary package and job security
before joining a company for job. All other things such as Reputation of the
company, working environment, job prospects, location of the company, career
growth opportunity, they look these things in either in isolation or in
combination to each other as a whole as shown in the above graph:
From the chart it can be understood that most of the employees are inspired by
the salary package of the company which resembles the personal traits of the
Indians. I can also see that matters much followed reputation of the company and
working environment, which comprised 17% and 16% respectively. Job prospect
plays a minor role in the minds of a candidate who had already joined the
17%
28%
16%11%
5%23%
Chart to showing candidates
willingness to join the company
reputation of the company salary packageworking enviornment job prospectlocation of the company career growth oppurtunity
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company. Location of the company (which comprised 5% of the sample size)
where majority of the employees are qualified with technical who in most of the
cases dare to bother the location of the company.
How candidates are recruited in the
company?
There are various ways of recruiting candidates in the company as depicted in
the chart below : -
From the chart it is quiet clear that the company adopts various process for
recruiting the right candidate. Actual recruitment procedure followed by the
company is by conducting written examination followed by interview which
comprised 85% of my sample survey of 30 employees. But still some
candidates are also chosen through written exam, Gd &interview comprising
5%
86% 6%
3%
9%
Chart showing candidates'recruitment process
Writtenexam
Writtenexam&interview
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only 6% and others comprising only 3%. These others include the reference of
the existing employees within the organization itself.
Job Specification of the employees
Almost all the candidates got the specified jobs offered to them. This implies
that the company have the organized manpower planning and well organized
recruitment policy as shown in the following chart : -
From the chart above it is crystal clear that the candidates gets exactly
the same job as specified. So from the companys perspective it is a good sign
for the overall growth and development. Still some employees which comprised
only 2.33% of my sample study
Role of union in the organization
There is a very hard presence of union in the organization. The
workers performing operational level to decision making are all well
Chart showing job specification of theresponse of the candidate
Ye
sNo
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educated employees. So for the welfare of the quality of work life
and other activities related to the welfare of the workers, they are
taken into consideration.
EMPLOYEE TURNOVER RATIO
So it is evident from the pie chart that majority of the respondents (14) have
mentioned Better promotion / Career Development Opportunity for the
7 2
4
22
3 2
Employee turnover ratio
Better salary package
More benifits
Improvement of workingcondition
Career developmentopportunity
Company not doinganything
Can't say
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retention of employees and thereby reducing the employee turnover ratio. Only
5 respondents have mentioned more benefits as the reason.
Satisfaction level of employee
All the employees are satisfied with their jobs, so they dont want to suggest
any further recommendations for recruitment and selection procedure. Only one
respondent has suggested that the organization should look more into employee
referral.
Job security
Since it is a Airline industry so growth opportunity is immense. The
facility provided by the organization are up to the mark. So overall
employees are satisfied with the job. As far as job security is
concerned it is high, but moderate so I have given 6 points out of 10
for job security.
Promotion/Career growth opportunities
On the basis of my interaction with the employees i came to know
that most of the employees have mentioned career growth
opportunity, as the reason of joining the both the organizations. All of
them are satisfied with the career growth opportunities. So on this
basis i have given 9 points for this aspect.
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Working conditions
The working environment in the companies is excellent. Most of the
employees are satisfied with the working conditions in Air India and Air
RELIANCE . On the basis of my perception. I have given 9 out of 10 for
working conditions.
Management loyalty
There is a very good relationship between the employees and the management.
Management is always helpful and also cooperative to the employees. They are
loyal to the organization .On the basis of my interview with the Human resource
manager I have come to know about it and I have given 7 points out of 10 in
this respect.
Tactful discipline
I have seen during my two visits to the organizations and according to the
interview with the HR Manager the organization follows tactful discipline. Even
the organization is very much strict to it. So according to my perception I have
given 9 out of 10 for discipline.
Appreciation
The appreciation is one of the basic factors for motivation. The
company always appreciates its employees for good performance. Even the
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employees are rewarded for that. Because if the employees are not appreciated
for their good performance they will not be motivated to do extra work. So it is
very much essential step for the motivation of the employee. The company
provides yearly increments and bonuses on special occasions to motivate the
employees .So on this ground I have given 7 points out of 10.
Understanding
The management has good understanding with the employees. Employees get
an equal opportunity to express their views at frequent intervals. Both key
elements Co-operation and co-ordination are followed in the organization to get
the best results.
As both the organisation under study have big role of trade union, employees
can easily approach them for their grievances and suggestion. The direct
information between them leads to better understanding between the
management and employees. On this ground I have given 8 points out of 10.
Attitudes of the employees towards their jobAccording to my interactions with the employees I came to know that most of
the employees are satisfied with their job. On this basis I have given 7 points
out of 10.
Other findings of the qualitative response entailed from the HR
Department (based on Questionnaire)
The organisation deploys both internal as well as external sources for the
process of recruitment.
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The internal sourcesof recruitment mainly comprise of:
Promotions
Transfers.
The external sourcesof recruitment include:
Employment exchange
Advertisements
The pipeline for recruitment with reference to the internal sources of
recruitment is 1 month, wherein in the case of the external sources, it is 3
months.
The detailed breakup of the process of selection is as follows:
Employment exchange Receipt of applications Screening of
applications Trait tests Written tests Interview (panel
of judges) Final selection.
Walk ins/write ins are deployed by the organisation only on compassionate
grounds. This is applicable under certain special circumstances wherein, in
the event of the death of an employee of the organisation, the laid job
specifications (in terms of KSAs) would be relaxed for recruiting a family
successor/son/daughter.
Background investigations are not used as a means for the verification of
data furnished by the candidate in the application blank.
Physical examinations are conducted on a very thorough basis for the
selection of lower level management. The organisation lays specific J ob
specifications in terms of specialised abilities, viz. height, eyesight and
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weight for potential candidates, applying at this level. E.g. All selection for
Lower level management employees, within the Fire
Department/Technical station, requires potential candidates to possess
specific requirements, in terms of physical dimensions.
As an indicator ofjob proficiency:
The Application form is not considered effective,as it simply furnishes
the bio-data/personal information of the applicant.
At the non-managerial level designations, involving routinised
operations, traditional paper-and-pencil tests constitute an effective
device.
Interviewsare considered as a moderately effectivedevice.
Other tests deployed as effective selection devices by the organisation are:
Aptitude tests
Trait tests
Typing tests
General communication tests
Shorthand tests
Driving tests
These tests form highly effective indicators/predictors forjob proficiency.
Summary of the recommendations given by the Non-HR departments as
entailed from the analysis
The recommendations given by the different Departments constituting the
sample for the analysis, are in terms of additional sources of recruitment and
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selection devices that should be deployed/used by the organisation in addition to
current practice (specific for these Departments)
Departme
nt
Recommendations in terms
of sources of recruitment to
be deployed in addition to
current practice
Recommendations in terms
of selection devices to be
deployed in addition to
current practice
Stores Employee referrals
Employee Job pools
Work samples
Reference checks
Finance Employment exchange Work Samples
Reference checks
Operations Employee referrals
Consultants
-
Electronics Campus interviews (Middle
Level Management)
Work samples
Reference checks ( for
Complex managerial
operations)
Engineerin
g
Campus interviews (Top,
middle and Lower Level
Management)
Work samples
Reference checks ( for
Complex managerial
operations)
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Qualitative responses (COMMENTS) given by the various
Department respondents (as entailed from Questionnaire)
Departmen
ts
From the point of view of
the organisation
From the point of view of
the Department
Stores Willing employees based on
their performance should be
recruited, instead of giving
promotion on seniority basis.
There is no cadre in the
Stores Department, therefore
the staff working in Stores on
rotation is incorrect. The
cadre should have been there,
which gives moral backup to
existing hard working
employees for their future
prospects.
Finance Right candidate for the right
job should be selected
irrespective of constraints
regarding caste, creed, age
etc.
Experience should be given
preference for middle level
managerial positions over
new candidates.
Operations There should be no
reservations for any
category; the only criteria
In all promotions, physical
fitness should be a specific
criterion.
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should be competence.
Engineering Selection of candidates for
various posts in different
cadres should be strictly on
the basis of qualification and
the merit of the candidates.
Management should lay
emphasis on selecting
professionally qualified
individuals.
Qualification of candidates
along with merit should be
the consideration for
promotion of candidates in
the Engineering Department.
Low Qualified engineers
should have promotions only
to a certain level.
Electronics As per the merit of the
candidate, selection should
be done.
We must segregate good and
bad workers during
selection/promotion
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CONCLUSIONS
The study which I conducted on Human Resource Management ofRELIANCE
has been a very knowledgeable experience. The extent of knowledge derived in
the process was colossal. At the outset, the objectives were to analyze the above
mentioned fields ofRELIANCE . The entire thesis report has been effort to do
just that the insight obtained has been helpful in undertaking what makes the
industry happening.
Survival of the fittest seems to be the mantra in the airline industry as many
ambitions plans toppled down in the work of varying problem. Lack capital
intensive nature of the industry regulations, the commercial decisions, poor long
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terms planing, over capacity, deep waters. Industry analysts place a minimum
FLF 68% to break even if the airline is using 737-200 series aircraft but most of
the airlines pl7ay near of this point. Default, Delayed payments and financial
crisis seems to be the buzzwords in the aviation industry if one goes by the
recent track record of some of the pvt airlines.
Factors ailing the airline Industry
Most airline companies dont adequately utilize their capacity
Lack of sound financial planning
Price wars for acquiring higher share of the pie.
Crippling government regulation like 10% coverage of category two routes
with yearly average PLF of 25%
Lack of co-ordinate among pvt airline to share the overheads
Uneconomic lease agreement with the foreign leasing companies.
RELIANCE seems to have kept their slates clean as far as payments
and maintenance of aircraft is concerned. Initially after its
incorporations RELIANCE Airlines go before establishing market
leadership in the high court high risk, airline industry RELIANCE Airline
is still a fledgling one in an industry where size counts in spreading cost
and benefiting from economics of scale.
The following conclusion are what I perceive and have nothing to do with any
persons or organizations opinion.
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1. Reaching for the skies can be a tricky business. Needless to say, the
countrys air carries do not want to be reminded of that. They have learnt
it the hard way. Not with standing scenario, there will be still a demand
gap of about 10-12 million passengers per annum.
2. With the talks on dis-investment & Pvt. Participation in RELIANCE ,
prevailing domestic airlines airline will have to curve out strategic
approach to exploit the potential in the market and serve the customer as
well as the employees to the best possible extent.
3. A draft policy on civil aviation in awaiting the approval of the
government. This would enhance the infrastructural facilities for the
players ground
4. While marketing principle undoubting apply to airline product, there is an
important difference. Airlines marketing can never brook any delay. It is
highly perishable commodity if it is not used on a stipulated day, it
perishes. So, a quick and creative marketing response is called for.
Another different is that the product has to be brought unseen. The
customer has to come to it to consumer it. It is an expensive product, and
is bought on trust.
5. RELIANCE have, with time increased its fleet strength to grow as one of
the specialised service provider. The future plans do indicate the vision of
the airline to be a forerunner among the best domestic airlines.
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6. In true contemporary conditions and market cohesiveness RELIANCE
Airlines changed to focus form customer satisfaction to creating customer
delight. This is much better comprehended by the change in its corporate,
image.
7. The healthy competition of domestic airlines has set new trends in the
quality of service. With the oncoming the quality of services and the pride
of the job.
8. It is a matter of great significance that the airline staff new care about the
passenger comfort and take pains to see that the flights are on time. The
high percentage 98% of on time service.
9. RELIANCE do benefit by the efforts embarked by the RELIANCE
India to establish a long lasting support with the Indian masses. The
mother brand do support this organization in every possible way to set
was benchmarks in the aviation industry.
10. Emotion rather Rational approach is being used as an advertising tool.
The advertisements and sales promotional schemes to reflects this move.
Emotional year seem to making an impact.
11. People first, is what RELIANCE trusts upon, placing peoples interest
on top priority have made this organization a proud place to work with.
Profit sharing by RELIANCE Airlines and the corporate culture Oozing
in side the veins of its employees is surely a mater of envy for others.
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12. Valve for money objective of RELIANCE have worked, since its
competitors have started strategic shits in pricing policy, sales promotion
Schemes and quality of service.
13. All said and done, one most conclude by emphasizing that there is nothing
more interesting and stimulating then to come in close contact with a
company which is every employees dream place.
LIMITATIONS OF MY STUDY The scope of the study in terms of coverage is limited to the Technical
operationsof the RELIANCE .
Within the organisational layout, the research study would be largely
confined to the Personnel and Administration Department.
Within the organisation the study is limited to the top-level management of
the Personnel Department of the organisation (out of which a sample of the
respondents are also members of the Recruitment & Selection committee).
This is for the purpose of administering the questionnaire.
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In line with the purpose of conducting employee interviews, the study would
be confined to personnel holding typical designations within the organisation
at different levels of management.
Although the limitations that I faced in the organizations is the absence of Trade
Unions co-operation, otherwise which could have help me in understanding the
industrial relations in a comprehensive manner. Secondly, the limitation that I
have is the scope of collection of sample size which was confined to only one
department, which would have other wise made my study and observations in
an effective manner.
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RECOMMENDATIONS
The organisation should deploy a segmentation matrix for the purpose of
talent sourcing. This is in line with the identification of the talents that the
organisation needs to attract for value creation. At the same time, the matrix
also serves to screen any redundant talents that the organisation does not
require within its pool of RELIANCE .
The AI should endeavor to find out as to what attracts the right employees to
apply to the organisation. Thus, knowing what the potential candidates who
apply expect from the organisation and the reasons behind their desire to
work for the organisation will help in 'working out' relevant recruitment
policies. AI could emerge as a highly successful organisation in recruiting
and retaining desired applicants, when such applicants experience work
culture consistent with their expectations. For the same, the HR Department
needs to 'learn' the patterns and develop programs that support recruitment
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and retention strategies. They can follow a simplified 'waterfall recruitment
process' to recruit 'world class' talent.
Structured interviews: Interviews conducted by the Recruitment &
Selection Committee of RELIANCE , while hiring for senior executive
positions, should cover the following basic aspects:
Decision making
Problem solving
Achievement
Deadline consciousness
Crisis management
Customer orientation
Leadership
Motivation
Communication
Inter-personal skills
Planning
Adjustment
Emotional Intelligence: The recruitment policy of RELIANCE should
incorporate an evaluation of 'emotional intelligence', thus entailing the
assessment of self-awareness, self-regulation, motivation, empathy and
social skills, during the evaluation of the potential candidate.
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Containing political pressure: Political pressure exerted by trade unions is
one of the biggest problems faced by RELIANCE . These trade unions leaning
towards particular political groups hamper the natural process of recruitment.
The relevant authorities within the organisation should induce requisite efforts
in containing this emergent political influence coupled with appropriate
government assistance.
BIBLIOGRAPHY
1. News Paper
Times of India
Hindustan Times
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Economic Times
The Pioneer
The Hindu
Catalyst
Financial Express
Economic and Political Weekly
2. Magazines
India Today
Todays traveller
A&M
Business Today
Business World
Business Digest
3. Research Papers
ASSOCHAM (Aviation open house 2003)
PH.D Chamber of Commerce & Industry
4. Web sites
www.airRELIANCE .com
www.airindia.com
www.indiatimes.com
Air RELIANCE s brochures and pamphlets
5. BOOKS
http://www.airsahara.com/http://www.indiatimes.com/http://www.indiatimes.com/http://www.airsahara.com/ -
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Robbins P. Stephens, Organisational Behavior, Prentice Hall, 7th
Edition,
Chapter 16, pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw
Hill, 5th
Edition, Chapter 11, pages 217-245.
Decenzo A. David & Robbins P. Stephen,Personnel/HR Management,
Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.
QUESTIONNAIRE
NAME:
COMPANY:
DESIGNATION:
DEPARTMENT:
1. What is the working period of employees in the company? (Tick any one)
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Within 1 year
Between 1-2 years
Between 2-3 years
Between 3-5 years
2. What are the reason of the candidate to join the company? (Tick all that
apply)
Reputation of the company Salary package
Working environment Job prospects
Location of the company Career growth opportunity
3. How candidates are recruited in the company?
Written exam Written exam and interview
Written exam, GD and interview Others
4. Did you get the same job specification as offered during the interview?
Yes No
5. Is there any role of Union in the organization?
Yes No
6. Is there any changes occurred in the recruitment and selection procedures of
the company in the last five years?
Yes No
7. Is there any effect of recruitment and selection procedure towards gratitude of
employees?
Yes No
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8. Is the organization doing anything to reduce the employee turnover ration?
(Tick all that apply)
Better salary package
More benefits
Changing / Improvi