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I.T. POINT11, H.I.G. DOUBLE STOREY, RATAN LAL NAGAR

KANPUR (CENTRE CODE NO. 0918)

APROJECT REPORT

ON

Human Resource practices inReliance Communication

IN P RTI L FULFILLMENT OF

M STER OF BUSSINESS

DMINISTR TION

SIKKIM MANIPAL UNIVERSITY OFMANAGEMENT

MANIPAL

BYKomal Saluja

Reg No.510822879

Distance Educati n !in"Si##i$ Mani%a& Uni'e(sit) * +ea&t,- Medica&

Tec,n & "ica& SciencesS)ndicat + use- Mani%a& / 012345

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DECLARATION

I here by declare that the project report entitled 6+u$an Res u(ce P(actices in

RELIANCE COMMUNICATION is submitted in partial fulfillment of therequirements for the degree Master of Business Administration to Sikkim Manipal

University, India is my original ork ! not submitted for the a ard of any other degree,

diploma fello ship or any other similar title or pri"es#

Date7 Na$e7 KOMAL SALUJA Reg. no. 510822879

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E8AMINER9S CERTIFICATION

$he project report of %omal Saluja entitled 6+u$an Res u(ce P(actices in

RELIANCE COMMUNICATION is approved and is acceptable in quality and form#

Internal &'amine &'ternal &'aminer

:M(. S.K. A( (a;Cente( +ead

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UNIVERSITY STUDY CENTRE CERTIFICATE

this is certify that the project report entitled ( +u$an Res u(ce P(actices in

RELIANCE COMMUNICATION is submitted in partial fulfillment of therequirements for the degree of Master of Business Administration of Sikkim Manipal

University of health, medical and technological sciences#

%omal Saluja has orked under my supervision and guidance and that no part of

this report has been submitted for the a ard of any other degree, diploma, fello ship or

other similar titles or pri"es and that the ork has not been published in any journal or

maga"ines#

)eg# no# *+ -..-/0 1ertified

2S3AI4&S3 %UMA) 5I6I$7

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+u$an Res u(ce P(actices

In

Reliance CommunicationsAnil Dhirubhai Ambani Group

Su

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%anpur

TA=LE OF CONTENTS

P(e*aceAc#n >&ed"e$ent

3 Int( ducti n

+#+ &mployee 1lassification+#. )ecruitment+#> ?oining+#@ orking 3our, 3oliday and 4eaves+#*1ompensation+# Separation+#/ &SS+#- ;robation

? O("ani@ati na& P( *i&e

.#+ 1ompany profile

.#. Cvervie of 3) ;ractices

Detai&s * t,e Stud)

>#+ Cbjective of the Study>#. )esearch 5esign>#> Sample ;lan>#@ 5ata 1ollection ;rocedure

5 Ana&)sis * t,e Buesti nnai(e

0 C nc&usi n and Rec $$endati ns

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@#+ 1onclusion and )ecommendations

=i

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ACKNO!LEDGEMENT

It is ith real pleasure that, I record my indebtedness to my academic Euide, 4ecturer

M(. S,ai&es, Ku$a( Di it for her counsel and guidance during the preparation of this

project#

I am grateful to 25irector, and 1entre 3ead7 Mr# S#%# Arora and my sincere thanks to all

faculty members of $he SMU, I$ ;oint %anpur 21entre 1ode 0+-7

P&ace7 Kan%u( K $a& Sa&u a

Date7 Re" N 034 ?? 1

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INTRODUCTION

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EMPLOYEE CLASSIFICATION

PERMANENT EMPLOYEE = A permanent employee is an employee ho isengaged on a regular basis and includes any person ho has been confirmed inriting as a permanent employee#

PRO=ATIONER = A probationer is a person ho is employed to fill a regularvacancy of a position and has not completed the stipulated ;robationary periodapplicable to Fhis or her level# Cn satisfactory completion of the probation period,the probationerFs services are confirmed in riting#

TRAINEE = $rainee is a person engaged for being imparted in9house training onspecific areas of operations under a training agreement specifying the training

period# After the e'piry of training period, the performance of trainee is assessedto determine that hether heGshe should be confirmed or should his training

period be concluded#

CONTRACT STAFF = A contract staff is one hose contract of agreement is fora specific period or task# $he contract e'pires after the e'piry of period or afterthe completion of the task#

9

RECRUITMENT POLICY

)eliance Infocomm 4imited is committed to the mission of creating aStake 3older 1entric, ;ositive &nergy Crgani"ation ith a culture of Innovation, 1orporate &'cellence and &nthusiasm# &mployees are

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&ssential building blocks and important stakeholders in creating this, Crgani"ation# $herefore, during )ecruitment of candidates, the )ecruiters look for thefollo ing attributes in the candidates= 9

FAIT+ = $he candidate should have faith in oneself, respective goals#

MEMORY = $he candidate should have good memory so that he can recall$hings, hich he has learnt previously#

INTELLIGENCE = $he candidate should have a common sense# 3e should havethe ability of understanding comple' issues#

EDUCATION = $he candidate should have determination of learning ne thingsand should also have the habit of learning from otherFs e'periences#

RATIONALITY = $he candidate should have the capacity to think, focus andcreate kno ledge#

RESOURCES = )esources are really scarce in our country and therefore# $hecandidate should have the potential of making the ma'imum utili"ation ofresources#

STRENGT+ = $he candidate should have the capacity to carry out the tasksneeded to reach organi"ational goals#

LONGEVITY = $he candidate should have enough time to help the organi"ationgro #

GOOD+EALT+ = $he candidate should have good health so that he doesnFtabsent himself from ork too often#

SOURCES OF RECRUITMENT

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+#INTERNAL SOURCING

In case of a vacancy, suitable candidates are first searched internally ithin the

organi"ation so that the in9house talent can be utili"ed# ith reference to this, variousforms of internal sourcing are as follo s= 9

EMPLOYEE REFERRAL = &mployees are encouraged to refer a candidate ithhom they have orked in their previous employment2s7 or they have an

informal contact either as friends or peer# &mployees can check for availablevacancies on the Intranet and select appropriate vacancy and submit resume of

prospective candidates hom they feel ill fit the job profile#

CONSULTANCY = )ecruiters also look into consultancy firms to get thecandidate hom they feel ill fit the job profile#

PROMOTION TRANSFER = ;romotion and $ransfer is one of the mosttrusted and common methods hich the recruiters use to fill in a vacancy#;romotion to higher position leads to good public relation , increases morale ofthe employee and also sets an e'ample for other

employees ho are equally competent and ambitious#

.# E8TERNALSOURCING

In case of a vacancy, the recruiters also look outside the organi"ation to find the mostsuitable and deserving candidate ho can effectively fill in the vacancy#

ith reference to this, fe forms of e'ternal sourcing are as follo s= 9

CAMPUS RECRUITMENT = )ecruiters also visit Universities and 1olleges torecruit the most talented and deserving employee#1ampus )ecruitment process is divided in > stages=

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+# P(e Ca$%us Rec(uit$ent P( cess involves campus identification andscheduling according to the availability of dates .

.# +i(in" Acti'ities involve various stages of intervie s and short H listing process#

># P st Ca$%us Rec(uit$ent P( cess involves ?oinee confirmation 8ollo

H Ups#

Se&ecti n P( cess/

3. P(e P&ace$ent Ta a# 1orporate ;resentation

b# Crgani"ational culturec# ?ob profile and candidates profile

.# A%titude test/ Aptitude tests are designed to test the presence of certaininnate abilities required for a particular line of ork or study# $hey generallytest students in areas such as=

a. Buantitati'e Met, ds

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ADVERTISEMENTS = Advertisement is the best and cheapest method ofreaching through advertisements in $elevision, )adio,

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.# JO= DESCRIPTION = Second step is providing the ?ob 5escription #?ob 5escriptionincludes= 92i7 %ey result areas e'pected out of a jobJ 2ii7 1omplete list of functional tasks

performed in a jobJ2iii7 &ducation, e'perience, personal attributes of jobholder andJ 2iv7Span of control#

. JO= EVALUATION = $he methods and practices of ordering jobs or positions ith respect to their value or orth to the organi"ation#

5. JO= POSTING = In this step, vacant positions are notified by posting

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hether the candidate is physically fit for the job or not#

33. FINAL SELECTION = Cnce the candidate is declared medically fit, heGshe is finallyselected and is issued a letter, hich invites him to come and ork in )eliance Infocomm

4imited#

CENTRAL RECRUITMENT CELL :CRC ;

$o automate 3) processes they have created a Cent(a& Rec(uit$ent Ce&& :CRC; online system for automating the approval process for e'ternal recruitments#

+# 1reate proposal9 1oncerned 3) makes approval requests for managementthrough a proposal#

.# Approval9 $he proposal is then send to the Business or entity 3) forapproval# If he approves then the entity 3) send the proposal to thecorporate 3) in prescribed format# $hen after approving, 1orporate 3)submits for management approval ith MIS#

JOINING KIT FORMALITIES

Cn joining, an employee is given an &mployee ?oining %it to facilitate the filling of

necessary forms for benefit enrollment as given belo = 9

PROVIDENT FUND7 In case an employee ishes to transfer the;rovident 8und accumulation from hisGher previous employment#3e Gshe is required to fill up the ;8 $ransfer 8orm# 8or joining )eliance;8 $rust, the ;8

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SUPERANNUATION = In case an employee ishes to transfer theSuper annuation accumulation from hisGher previous employment,heGshe is required to fill up the Super annuation $ransfer form# 8or

joining )eliance Superannuation $rust, the Superannuation form is to be filled up#

MEDICAL = An employee is required to fill up the personal accident

insurance coverage and nomination forms# 3e is also required to fill3ospitali"ation Insurance 1overage 8orms for family members# A3ealth 5eclaration 8orm for dependant parents for coverage under hospitali"ation and medical e'penses is also required to be filled by theemployee# $he ?oining %it also consists of Eratuity

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4. 1ubicle4> ork Station4@ ork Station

DESKTOP PC

All fulltime permanent employees, hose job requires, them to be available at theiroffice desk and hose job doesnFt involves large field travel on regular basis, are given a5esktop ;1 at their orkstation# 8or employees on field jobs, ;1 is given only on need#

LAPTOP ALLOTMENT

4aptops are allo ed strictly on a job need basis individual# herever the laptop is neededfor technical and ork related reasons, it is made available# 4aptops are not a prerequisiteor a ork level related automatic entitlement#3o ever, a ork group or a team of related functionaries may be issued a laptop forcollective use of the group and that laptop has to be shared by all the group members#

E/MAIL

Cn joining, an employee is given an &9Mail ld configured as*i(st na$eHsu(na$e (e&iancein* .c $

EP=A8 E8TENSIONS

Cn joining, an employee is required to contact the I$ 3elpdesk to receive the &;BA6&'tension at his orkplace# 1ubicles and cabins are provided ith an individual phonehile a single &;BA6 line is shared bet een t o users in a orkstation# 3o ever, as perneed, an individual &;BA6 connection is provided#

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=ANK ACCOUNT

)eliance Infocomm limited has a tie up ith 3581 and I1I1I bank for "ero balanceaccount facility# $he employee has to decide that in hich bankF he ill open his account#$he forms for the Savings Account are available in the 3) ,1ommercial# Cnce anemployee receives a bank account number, the same is communicated to respective 3)1oordinator for bank transfer of salary#

INCOME TA8 E8EMPTIONS

A detailed note of Income $a' &'emptions is made available to the employee,hich is periodically amended ith the latest changes taking place in Income $a' )ulesand applicabilityJ $his acts as a guideline for an employee to plan out his ta' and 1hoice;ay components#In addition , you can opt for e'emption under the follo ing heads up to the ma'imumlimits as specified belo subject to the production of bills in support of actual incurrenceof the same#

8uel reimbursement 2 for company leased car7 up to )s# - , G9 p#a# :ehicle maintenance 2 for company leased car7 up to )s# .*, G9 p#a# Medical allo ance up to )s# +*, G9 p#a# Cffice ear allo ance up to )s# > G9 p#a# 1onveyance allo ance up to )s# 0, G9 p#a 3)A up to * K of Basic 8ood passes up to )s# +*, G9 p#a#

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!ORKING +OURS - +OLIDAYS LEAVES

=USINESS +OURS

At the 3ead Cffice, regular orking hours are + => a#m# to = p#m# for alleekdays, i#e#, Monday to Saturday, ith a thirty minutes lunch break# Anemployee may choose the lunch period that is most convenient, as long as allorkstations are adequately covered and hisGher absence doesnFt creates a problem forhisGher co9 orkers and clients#

5ue to the nature of the ork,

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LEAVE POLICY

ELIGI=ILITYAll confirmed employees on roll of )eliance Infocomm 4imited are eligible for leaves#

ENTITLEMENT

All the employees of )eliance Infocomm 4imited are entitled to a total 1ombined &arned4eave 21&47 of >- days of leave in a calendar year, hich includes1asual 4eaves, Cptional 3oliday sand &arned 4eaves#

MODE OF AVAILING LEAVE

In a calendar year of >-days, / days can be availed ithout prior approval hile theremaining leaves can be availed only after getting the prior approval# Any leave that isapplied for in access of one eek has to be submitted +* days in advance, unless and untilit is being availed due to medical reasons#

ACCUMULATION

All unavailed leaves can be carried for ard, subject to a ma'imum of .@ days#

ENCAS+MENT

Any 1ombined &amed 4eave 21&47 that gets accumulated beyond > years isencashable at the 1ost $o the 1ompany 21$17rate# $his amount is ta'able as per therules of Income $a' rules#

&ncashment of 1ombined &arned 4eave 21&47 taking place due to anemployeeFs separation is done at the Basic ;ay )ate, on any leave that has beenaccumulated for less than > years#

SICK LEAVE

Sick leave is provided to meet the health problems of all the employees of )eliance Infocomm limited# &mployees are entitled to + Sick 4eaves in a

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1alendar year on a proportionate basis from the date of joining of an&mployee# A minimum of +9day leave is allo ed# 3o ever, Sick 4eave

beyond . days needs to be supported by a Medical 1ertificate from a)egistered Medical ;ractitioner# Sundays, holidays and other eekly off days falling ithin the period of Sick 4eave are counted as a part of Sick

4eave#

Sick leaves can be clubbed ith 1ombined &arned leave 21&47 only in&'ceptional cases# 8or instance, if an employee undergoes a period of

prolonged illness and requires leave, hich e'ceeds his accumulated Sick 4eave balance, then the same is adjusted against the 1ombined &arned4eave 21&47#

&mployees can en9cash Sick 4eaves in e'cess of daysL * K of BasicSalary# $he balance Sick leaves of an employee upto +- days can be encashedL+ Kof Basic Salary at the time of Superannuation#Advance of Sick leaves may be granted on the approval of 1ircleG&ntity3eadonly if the9Sick leaves balance of an employee, for the year, has been fullye'hausted and the employee still requires leaves due to sickness#

LEAVE CARDS

4eave 1ards are issued to all the employees of )eliance Infocomm limited at the time oftheir joining# &mployees are required to fill the leave 1ard and Same sanctioned by the3ead of the 5epartment# If an employee is unable to get prior sanction then the sameshould be regulari"ed ithin . days of resuming of the duty#

SPECIAL LEAVES

Apart from the aforesaid leaves, employees of )eliance Infocomm 4imited are alsoentitled to certain Special 4eaves hich are as follo s=

+# MATERNITY LEAVE

A%%&ica

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E&i"i#PATERNITY LEAVE

All married male employees of )eliance Infocomm 4imited are entitled to;aternity 4eave of + #days on the event of his ife delivering a child# $his isapplicable only for the first t o children #$his is limited to . days of leave during histenure of service# ;aternity 4eave ill be granted only if an employee submits a proofthat his ife has delivered a child, certified by a )egistered Medical ;ractitioner#

@#JOINING RELOCA TION LEAVE

?oining 4eave is given to outstaton employees to facilitate shifting of their families and personal belongings after joining# ?oining 4eave can be availed for a minimum of + dayand for a ma'imum of - days# $he number of days of joining leave s decided by the&ntity 3ead# $his leave must be availed ithin > months from the date of joining#

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Infocomm 4imited by virtue of the variable component, i#e#, ;erformance 4inkedincentive#

$he main components under $he 1ost $o the 1ompany 21$17 are as8ollo s= 9

+#=ASE PAY

Base ;ay constitutes upto @ K of the $otal Annual 1ompensation andincludes the follo ing=9

a7 =asic Sa&a()$he total Basic Salary paid to the employee is ta'able as per the Income $a')ules#

b7 E$%& )e(s c nt(i

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c7 E$%& )e(s c nt(i

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Medical allo ance 4eave travel assistance 24$A7 Superannuation 1hildren education fund21&A7 1onveyance 2 for those employees ho do not opt for company car7 3ouse rent allo ance 23)A7 Special personal allo ance Cffice ear allo ance

&mployees are supposed to declare to )eliance Infocomm 4imited the amounts that heG

she ill be claiming under above mentioned e'pense head at the beginning of financialyear or ithin / days of joining#

Most of the e'pense heads are subject to 8ringe Benefit $a' under proposed finance Bill,therefore, current rules of Income $a' ill apply on any of the above perquisites,reimbursements and allo ances#

>#PERFORMANCE LINKED INCENTIVE

;erformance Appraisal ;rocess is the major input hile making decisions on

;ayment of ;erformance 4inked Incentive to an employee of )eliance Infocomm4imited#

;erformance Management system supports a detailed scheme on operations of;erformance 4inked Incentive# Cutstanding performances are re arded beyond Incentivelimits by cas, (e>a(d and tea$ (e>a(d and %aid 'acati nT u( -%u

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SEPARATION

TYPES OF SEPARATION

)eliance Infocomm believes in treating all employees separating fro thecompany ith utmost dignity#

Separation occurs hen an employee on the payrolls of )eliance Infocommlimited leaves the company for any of the follo ing reasons= 9

+#E8PIRY OF TRAINING PERIOD CONTRACT

Some employees are employed by the company under trainingGcontract toundertake specific, time bound jobs# Separation of these employees occurs after the

e'piry of their training period or contract#

$he 3uman )esource Account )epresentative informs the 5epartment 3eadabout the e'piry of training period of trainee, + month in advance# $he5epartmental 3ead evaluates the performance of the trainee and also therequirement of the trainee to further undertake the prescribed activities# In case thetraineeFs services needs to be continued, the 5epartmental 3eadshould get an approval from entity 3ead# In case of discontinuing theservices of a trainee, the 5epartmental 3ead should inform the 3uman)esource Account )epresentative +* days in advance#

$he 3uman )esource Account )epresentative should inform the trainee +*days in advance about the e'piry of hisGher training periodGcontract

.# NON/CONFIRMATION OF PRO=ATION

All the employees are under probation for a period of months# $hey are1onfirmed in riting at the end of months based on 1onfirmation Appraisal#

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Separation occurs hen the management feels that the employee is unable to confirm tothe company s policies and the performance is not upto the mark#

In case of confirmationGnon9confirmation, the 5epartment 3ead shouldinform the 3uman )esource Account )epresentative . days in advanceand the 3uman )esource Account )epresentative should intimate theemployee in riting, +* days In advance#

>. RESIGNATION

)esignation occurs hen an employee of )eliance Infocomm 4imited ho is on the payrolls leaves the organi"ation voluntarily for personal or professional reasons#

$he employee is required to serve a ritten resignation to his 5epartment3ead, mentioning the relieving date# $he department 3ead discusses theOt matter ith the 1ircleGBusiness &ntityG8unctional 3ead and obtains an approval

$he accepted copy of the resignation letter ith the approved relieving date is for ardedto the respective 3uman )esource Account )epresentative#1onfirmed employees are required to give > months notice in advancehereas employees on probation are required to give +* days notice inadvance#

@#TERMINATION

$ermination is an undesirable happening both for )eliance Infocomm 4imited and for theemployee# An employee is terminated from his services hen= 9

2i7 3eGShe violates the companyFs policy on personal conduct andJ 2ii73eGShe is unable to meet the performance standards of the company #

$he 5epartment 3ead informs the 3uman )esource Account )epresentativeAbout the termination of the employee#

If the termination decision is on the ground of employeeFs performance not meeting theorgani"ation s e'pectation, the 3uman )esource Account)epresentative sends a termination letter to the employee#

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If termination recommendation is on the grounds of violation of companyFs policy on personal conflict, the 3uman )esource Account )epresentative investigates the matter#$he department 3ead obtains the approval for termination and date of relieving from

1ircleGBusiness entity# $he 3uman )esource Account )epresentative informs theemployee about his termination decision#

$he 3uman )esource Account )epresentative asks the employee to submitvoluntary resignation in view of interest of the employee and hisGher futurecareer prospects# #

$he employee submits hisGher resignation to the 3uman )esource Account)epresentative and the 3uman )esource Account )epresentative sends thesame to 3uman )esource 1ommercial#

*#JO= A=ANDONMENT

?ob Abandonment occurs hen an employee absents himself from ork ithoutinforming his supervisor# An employee is considered to be terminated from his job=

2i7 If heGshe absents himselfGherself from ork ithout giving prior notice and fails to return to ork ithin - days from the commencement of such absence andJ 2ii7 3eGShe fails to give an e'planation that issatisfactory in the eyes of the management#

$he 5epartment 3ead informs the 3uman )esource Account )epresentativeabout ?ob Abandonment of an employee and the 3uman )esource Account)epresentative tries to contact the employee through phone, e9mail or registered post#

$he 3uman )esource Account )epresentative obtains evidences hich proves that theemployee is not connectable or is not interested in containing the job and conveys hesame to &ntity 3ead So that he can get ?ob Abandonment Approval#

After the ?ob Abandonment of the employee, the 3uman )esource Account)epresentative informs the 3uman )esource 1ommercial#

. SUPERANNUATION

An employee is superannuated from hisGhe job on attaining the age of *-years#

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$he 3uman )esource Account )epresentative obtains the approval of 1ircleBusiness &ntity, + month before the date of superannuation of an employee#

$he 3uman )esource Account )epresentative informs the employee and the

3uman )esource 1ommercial, in riting, + month before the date of superannuation#

/# DEAT+

An employee is also separated due to death hile on the payrolls of the1ompany#

$he 3uman )esource Account )epresentative inform the 1ircleGBusiness &ntity aboutthe death of an employee# $he 3uman )esource Account )epresentative is also supposed

to state the cause of the death of the employee to the 1ircleGBusiness &ntity#

-# CLOSURE OF =USINESS

1losure of business occurs hen the company decides to close the business activities for8inancialG)egulatory reasons and asks the employees to leave the company#

$he 3uman )esource Account )epresentative supposed to inform all theemployees about the closure of the business#

FORMALITIES =EFORE RELIEVING AN EMPLOYEE

+#E8IT INTERVIE!

;rior to leaving, an e'it intervie is conducted to gather feedback and recommendationsof the parting employee# &'it Intervie s a one9to9one discussion here voluntary vie sand suggestions taken from the parting employee# $hrough &'it Intervie , the

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organi"ation ants to kno that hat ere the e'pectations of the parting employeehen he joined the organi"ation# $he concerned authority asks the parting employee thereason for his leaving the organi"ation#

. . FULL FINAL SETTLEMENT

Cn receiving the separation checklist from 3uman )esource 1ommercial,an employee is required to obtain the signatures of all concernedauthorities and after getting the signatures of unconcerned authorities on8ull !8inal Settlement 8orm, the employee is supposed to return it to the3uman )esource 1ommercial#

$he employee is required to settle all financial obligations like= 9 2a7 Cutstanding loansandJ 2ii7 Any undertakings that heGshe has given to the company in terms of cost to ards

upgraded mobile phoneG1ost of mobile as per company policy, opting for a companyleased car or any other undertaking given by himGher# $he employee is required to returnhisGher Identity 1ard, keys and any other property that has been issued to him to the3uman )esource 1ommercial# After this, the full and final amount is paid to theemployee after recovering all the advances and dues from himGher on hisGher last orkingday#

EMPLOYEE SELF SERVICE :ESS;

&mployee self Service 2&SS7 enables an employee to interact ith SA; 3uman )esource5atabase here heGshe can vie and maintain hisGher personal data#

&mployee Self Service 2&SS7 provides an employee ith a host of services and reportsin the follo ing areas= 9

;ersonal Information= An employee can vie and update hisGher personal data such as educational details, family related information,details of previous employment, etc#

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;ayroll )elated Information= An employee can vie hisGher monthlyupdates on the ;ay slips, Income $a' projection and ;rovident 8undstatement#

)eimbursements= An employee can submitted claim for the $elephone Bills)eimbursement, local 1onveyance )eimbursement ,Medical

)eimbursements and Miscellaneous )eimbursement online by using&mployee Self Service 2&SS7#

1ost $o the 1ompany= 1ost $o the 1ompany 21$17 related services# &ntitlements= $his includes Medical Insurance and $ravel Insurance# # Income $a' )ules= details of Income $a' as applicable to different

&mployees can be vie ed on &mployee Self Service 2&SS7#

LOGIN PASS!ORD

A personFs &mployee 1ode serves as his 4og in Id to log in to &mployee Self Service#2&SS7#$he pass ord for the first time users is fi'ed as hisGher date of birth in thefollo ing format= 9 yymmdd

here, yy is the year of birthJ mm is the month of birth andJ dd is the date of birth#

3o ever, an employee can change his pass ord according to his convenience#

EMPLOYEE SELF SERVICE :ESS; +ELPDESK

Cne can contact the I$ 3elpdesk to ensure that &mployee Self Service 2&SS7 isconfigured on the individualFs computer# $o access &mployee Self Service2&SS7, an employee should type=

http=GGess#ril#com

PRO=ATION CONFIRMATION

$he purpose of a probationary period is for both for employees superior to determine thatone is able to perform the duties of the job satisfactorily# Cne might think of this time asthe time to allo one to demonstrate overall suitability in the ne job and provides anopportunity to ones superior to evaluate as one learns the ork of the assignment#

http://ess.ril.com/http://ess.ril.com/

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An employee ill be assessed on the responsibilities handled during the probationary period and also on the follo ing attributes=

1ommunication ?ob kno ledge Puantity of ork Puality of ork Initiative Interpersonal Skills ;roblems Solving Ability 1ost 1onsciousness Attitude to ards Crgani"ationG ork GAuthority Attendance ! ;unctuality

Cn receipt of confirmation from your immediate superior and revie ing authority, youill be issued a confirmation letter# In case of unsatisfactory performance at ork , therevie er in consultation ith appraiser , 1ircle G Business &ntity 3ead and &ntity 3))epresentative can decide to e'tend the probation period from > to months#

DEPUTATION5ue to business requirements, you may be required to be posted to other 1ircle G Business&ntity G 4ocation other than your primary base locationG 1ircle G Business &ntity# If such

posting requires you to relocate from your base location beyond .0 days, then it isdefined as 5eputation#

In such cases, you may be required to maintain parallel household although on a smallerscale for yourself at the place of deputation# $he company provides for deputationallo ance to meet such incidental cost#

hile on deputation, you ill be entitled to the follo ing=

+7Sta) 9 1ompany ill provide stay arrangements at the place of deputation as per theentitlements mentioned in the domestic travel section#

.7 T(a'e& 9 Qou ill be entitled for travel as per the entitlements specified in the5omestic $ravel section#

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>7De%utati n a&& >ance :%e( $ nt,;/ A deputation allo ance ill be given during hedeputation period as per the table given belo # in order to avail this allo ance , a claimform has to be submitted at the end of every calendar month to the 3) #

ORGANI ATIONALPROFILE

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1CM;A

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%usiness

)eliance 1ommunications ill offer a complete range of telecom services, coveringmobile and fi'ed line telephony including broadband, national and international longdistance services, data services and a ide range of value added services and applications

that ill enhance productivity of enterprises and individuals#

)eliance India Mobile, the first of )eliance 1ommunicationsF initiatives as launched on5ecember .-, . ., the / th birthday of the )eliance group founder, Shri# 5hirubhai 3#Ambani#

$his marks the beginning of )elianceFs dream of ushering in a digital revolution in India by becoming a major catalyst in improving quality of life and changing the face of India#It aims to achieve this by putting the po er of information and communication in thehands of the people of India at affordable costs#

)eliance 1ommunications ill e'tend its efforts beyond the traditional value chain todevelop and deploy telecom solutions for IndiaFs farmers, businesses, hospitals,government and public sector organi"ations#

:ision

)eliance 1ommunications envisions a digital revolution that ill bring about a

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simulated virtual orlds ith e'hilarating e'periences behind the screens of computersand televisions#

Users of )eliance 1ommunicationsFs full range of services ould no longer needaudiotapes and 15s to listen to music# :ideotapes and 5:5s ould not be necessary tosee movies# Books and 15 )CMs ould not be needed to get educated#

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+R MISSION

+# &nsure attraction ! retention of orld class talent#.# Meet commitment made to employee ith speed ! service orientation#># 5esign, create ! institutionali"e robust, people management process#@# 8oster a climate here employees are respected , trusted ! motivated

*# ;romote a strong performance ethic ! generate positive energy## Institute a fair , objective revie system that re ard merit#/# Invest in training ! development for continuous competency enhancement#-# Maintain an open ! transparent organi"ation#0# 1reate a climate here employees enjoy their ork and orkplace#+ # 1ontinuously innovate people management practices#++# 5evelop leaders ! build competencies#+.# 1onduct 3) as a facilitating function aligned ith business goals#+># 1reate distinction ! recognition for reliance communication limited practices

OVERVIE! OF +R ACTIVITIES

E$%& )ee C&assi*icati n7$he employees are classified in four categories =

;ermanent ;robationary $rainee 1ontract

In )eliance, there are four levels of employees according to the role they perform=

4+ H 4eadership roles 4. H Managerial roles

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4> H &'ecutive roles 4@ H Support roles

+# Rec(uit$ent and se&ecti n =Sources of recruitment H Internal sourcing

9 &'ternal sourcingo alk H ino Advertisingo Mailso &mployee referralso ;rivate agencieso ?ob search engineo Intervieo )eference checko Medical checkup

.# J inin" =

After selection joining procedure is as follo s9 Eenerate the offer letter ;hotocopy of offer letter Send original offer letter and joining kit %eep the photocopy of offer letter At the time of joining take the sign of employee on each

sheet of the ?oining kit 8illing the ?oining kit

># Inducti n7 $ o days induction program is conducted by the organi"ationto introduce the ne joiners to different departmental heads and their

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colleagues and to brief them about the history of reliance group , andorgani"ation structure#

5. P(

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1. Se%a(ati n7

In )eliance separation ith employee is carried ith almost dignity#&mployees are supposed to give > months notice before resigning#Superannuation is given if they have completed *- years of service#)eliving letter is issued and e'it intervie is taken# $hen, full and finalsettlement is done for the settlement of financial obligations#

-# E$%& )ee >e&*a(e =8ollo ing benefits are given keeping employee elfare in mind# Marriage 4oan &mergency medical loan ;icnics G annual get together Assistance for ;E education Self development School admission &ducational aid and scholarship )eimbursement of professional certification fees#

. SAP +R7Sap 3) database facilitates employee s interaction ith the organi"ationand employees can interact ith SA; through &SS 2&mployee SelfService7 database to vie and maintain their personal data# &SS containsthe personal information, payroll, reimbursements, 1$1 details andincome ta' rules# &ach employee has his o n login and pass ord#

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+ # G(ie'ances Res &uti n =

$he organi"ation follo s procedure to resolve the grievances=

$he grieved employee first approach his immediate boss to make acomplain and the boss ill readdress his problem ithin > orkingdays#

If he is not satisfied then he can move to the ne't higher level i#e#3&A5 C8 5&;A)$M& orking days#

If still not satisfied he can go to the circle entity 3) manager If still not satisfied the matter goes to the central leadership team,

hich is e'pected to give its decision ithin * orking days#

++#T(ainin" and de'e& %$ent =

:arious training and developments programs are being organi"ed for theemployees to make them ork efficiently#

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RESEARC+ MET+ODOLOGY

O=JECTIVE OF T+E STUDY7

$he objective of this project report is to study the 3uman )esource ;ractices of)eliance Infocomm 4imited, U; 2 &ast 7 1ircle Cffice and the vie s of its employeeson the same, i#e#,

!,at d t,e e$%& )ees *ee& a< ut t,ese +u$an Res u(ce %(actices * Re&ianceIn* c $$ Li$ited

$o check the satisfaction level of the employees ith different 3) policies of )eliance1ommunications and to identify the areas here improvements are required to increasetheir commitment and subsequently increase the efficiency of ork#

RESEARC+ DESIGN

)esearch 5esign is simply the frame ork or plan for a study , hich is used as a guide incollecting and analy"ing the data# It is the blueprint that is follo ed in completing astudy# As objective of the research is 5escriptive in form, the research design must bemade accordingly=

8ormulating objective of the study 5esigning the method of data collection Selecting the sample si"e 1ollection of data Analysis ! findings 1onclusion ! interpretations 4imitations Suggestion and recommendations

5escriptive research includes surveys, observations, and fact finding enquiry of differentkind# Statistical method is used in this project under descriptive studies#

SAMPLE PLAN

T)%e O* Uni'e(se = $he type of universe selected in sample design for researches finite#

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Sa$%&in" Unit = Sampling Unit in this research is limited to the employees orking in)eliance Infocomm 4imited 2 U; 2 &ast 7 1ircle Cffice7#

Si@e * Sa$%&e= $he sample si"e is @ # @ filled questionnaires ere revived and the

analysis is completely based upon the information gathered through these @ filledquestionnaires#

DATA COLLECTION

+#PRIMARY DATA =

As far as primary data is concerned, Puestionnaires ere used to gather information from

the employees of )eliance Infocomm 4imited 24uckno , U#;#7#

.# SECONDARY DATA7

&mployee 3andbook, 3uman )esource Manual of )eliance Infocomm 4imited, and theebsite of )eliance Infocomm 4imited 2 #relianceinfo#com7 provided greatkno ledge hich proved to be of great help in the making of this project#

FINDINGS AND ANALYSIS

FINDING NO.3

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Ho& 'ere $ou recruite! in Reliance (n)ocommimite! *

!.

/!.

0!.

,!.

1!.!.

2!.

Internal 3ourcing 45ternal 3ourcing 4mployment of Relati%es

+ie& s o) "mplo$ees

, e r c e n

t a # e o )

" m p

l o $ e e s

ANALYSISe can say that most of the present employees of )eliance Infocomm 4imited arerecruited through &'ternal Sourcing# 3o ever in fe cases , employees are recruitedthrough Internal Sourcing # As far as &mployment of )elatives is concerned , it happensin very rare cases#

able .o/ 1

Res% nse N . * E$%& )ees Pe(centa"e

Inte(na& S u(cin" 3? 4

E te(na& S u(cin" ?4 04

E$%& )$ent *(e&ati'es

?4

T ta& 54 344

FINDING NO.?

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'hich one 0 !o $ou )eel 0 is a better &a$ o)recruitin# can!i!ates*

!./!.0!.,!.1!.!.2!.6!.

7!.

Internal 3ourcing 45ternal 3ourcing 8oth

+ie& s o) "mplo$ees

, e r c e n

t a # e o

)

" m p

l o $ e e s

ANALYSIS

Most of the employees feel that both Internal Sourcing and &'ternal sourcing are equallyimportant, hereas only + K of employees feel that Internal sourcing should be donemost#

Ta

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(s (nternal Sourcin# !iscoura#in# the entr$ o)those people &ho are not a part o) reliance*

!.

0!.

1!.

2!.

7!.

/!!.

9es :o

+ie& s o) "mplo$ees

, e r c e n

t a # e o

)

" m p

l o $ e e s

ANALYSIS

- K of the employee think that Internal Sourcing is not discouraging the entry of thosedeserving candidates ho are not a part of )eliance Infocomm 4imited#

Ta

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'hat !o the emplo$ees )eel about the 1oinin# 2it&hich Reliance is o))erin# to its emplo$ees*

!/!0!,!1!!2!6!

7!

;ery "ood "ood 3atisfactory

3ie&s o) "mplo$ees

, e r c e n

t a # e o

)

" m p

l o $ e e s

ANALYSIS

/ K of the employees feel fully satisfied ith the ?oining %it , hereas only + K feel itto be Satisfactory#

Ta

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'hich is a better &a$ o) recor!in# atten!ance*

!

/!

0!

,!

1!

!

2!

3wipe Card =aintaining Registers

+ie&s o) emplo$ees

, e r c e n

t a # e o

) e m p l o $ e e s

ANALYSIS3alf of the employees feel that s ipe card are better and half of the employees feel thatmaintaining registers is a better ay of recording attendance #the employees ho ere infavour of s ipe card ere those ho ere really comfortable ith it hereas theemployees ho favored maintaining of registers ere those ho believed that carrying as ipe card is a big headache#

Ta

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'hich is a better &a$ o) recor!in# atten!ance*

!

/!

0!

,!

1!

!

2!

3wipe Card =aintaining Registers

+ie&s o) emplo$ees

, e r c e n

t a # e o

) e m p l o $ e e s

ANALYSIS$he office starts at 0=> a#m# and ends at *= p#m# and most of the employees find it veryconvenient because the office doesn t starts too early and ends late# $his gives anopportunity to employee to spend time ith family#

Ta

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&hat ,ercenta#e o) emplo$ees ha3e e3erencashe! their C" *

!.

0!.

1!.

2!.

7!.

/!!.

9es :o

Action ta4en b$ the emplo$ee

, e r c e n

t a # e s o

) t h e

e m p

l o $ e e

ANALYSIS$here are very fe employees ho have encashed their 1&4# $his sho s that majority ofemployees utili"e their 1&4 completely#

Ta

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ANALYSISCnly *K of employees have changed their 1hoice ;ay component midcourse# )est hasnot used this facility# $his sho s that they need more a are ness#

Ta

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"SS is lin4e! to SA, HR !atabase / &hatpercenta#e o) emplo$ees are com)ortable &hile

&or4in# on "SS*

!.

0!.

1!.

2!.

7!./!!.

Comfortable :ot Comfortable

+ie&s o) emplo$ees

, e r c e n

t a # e o

)

e m p

l o $ e e s

ANALYSIS$here are . K of employees ho are not very comfortable hile orking on &SS# $hereason is that these employees are not very ell a are of the technalities of &SS# $he restare comfortable#

Ta

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ANALYSIS$he employees feel that 3) practices are very good# 3o ever only > K said that the3) practices are just satisfactory#

Ta

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RECOMMENDATION NO.?

Cn the > th of every month, a get together is organi"ed here the birthday of all thoseemployees ho ere born in that particular month is celebrated# hat I ould like to

recommend here is that they should celebrate the birthday on that particular day on hichthe employee as born because everyone feels special on his Gher (birthdayD# Bycelebrating the birthday on the > th of the month, the feeling of being special getsreduced#

RECOMMENDATION NO.

Cutstanding performances are either given cash re ard or paid vacation or public recognition# $he employees have to select one from them# &veryoneants recognition # &veryone ants to earn fame# $herefore, I ould like torecommend that for outstanding performances public recognition should be made mandatory, besides employees should be given a choice to selectone from either cash re ard or a paid holiday#

RECOMMENDATION NO.5

Most of the employees feel that they should utili"e their 1ombined &arned4eaves fully and should not let them go unutili"ed# 3o ever, as per the norms, any 1&4that gets accumulated beyond three years is e'cusable at 1$1 and any 1&4 that getsaccumulated under > years is e'cisable at the Basic# $herefore, I ould like torecommend this to employees that they should not take leave if they donFt really requirethem because if they ill ork on those days then these 1&4s ill get accumulated andthe employees ill be able to encash them#

RECOMMENDATION NO.0

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8e employees feel that they are not comfortable hile orking on soft are like &SSand SA;# $herefore, the organi"ation should arrange for training programs here theemployees ould be trained to master the art of using &SS and SA;#

SCOPE OF FURT+ER STUDY

$o study about &mployee &ngagement at )eliance1ommunications 4td#

$o study about &mployee turnover at )eliance 1ommunications4td#

$o study about )etention strategies of )eliance 1ommunications4td# in the ake of high attrition prevailing in organi"ation#

$o study about 1ompensation Management and ;erformance

Appraisal criterion follo ed at )eliance 1ommunications 4td#

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LIMITATIONS

T $ime 1onstraint#T &mployees are not responding seriously#T 8ear of top management for outer histling#

CONCLUSION

)eliance 1ommunications limited is a very big Crganisation and its 3uman )esource practices are as good as its name# &very employee, be it of 8inance 5epartment ,Marketing 5epartment , or any other department , is happy ith the 3uman )esource;ractices of )eliance 1ommunications 4imited # &very employee praises the ork ofhuman resource 5epartment # the human )esource team is very effective and everyone

agrees ith it#

$his as my first orking e'perience and I ould just like to say that it as a lovelye'perience orking ith )eliance 1ommunications 4imited and I really learned a lotfrom it# I got all the necessary e'posure at reliance 1ommunications 4imited , hich isnecessary for a fresher like me#

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=I=LIOGRAP+Y

Crgani"ational Behavior by Stephen ;# )obbins 3uman )esource management by :#S#; )ao

!E=SITES

#citehr#com

#rim#com #gm#ril#com

#relianceindia#com

#google#com

http://www.citehr.com/http://www.rim.com/http://www.gm.ril.com/http://www.relianceindia.com/http://www.google.com/http://www.citehr.com/http://www.rim.com/http://www.gm.ril.com/http://www.relianceindia.com/http://www.google.com/

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Annexure

BUESTIONNAIRE ON T+E +UMAN RESOURCE

PRACTICES OF RELIANCE INFOCOMM LIMITED

0. ?hich one, do you feel, is a better way of recruiting candidates@

a( Internal 3ourcing

b( 45ternal 3ourcing

c( 8oth

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> . Recruitment of candidates through internal sourcing is discouraging the entry of thosetalented candidates who are not a part of reliance Infocomm imited@

a( 9es

b( :o

P@# Motivation is a cardinal factor that encourages every employee to deliver hisGher best# 3o does )eliance Infocomm 4imited motivates youX

P*# hat do you about the ?oining %it , hich )eliance Infocomm 4imited offers , to itsemployeesX

a7 :ery good

b7 Eood

c7 Satisfactory

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P # )eliance Infocomm 4imited re ards outsatanding performances# hich one, do youthink, is a better ay of re arding outstanding performancesX

a7 1ash )e ard

b7 ;aid :acation

c7 ;ublic )ecognition

P/# hich one of the follo ing you feel is a better ay of recording attendance X

a7 S ipe 1ard

b7 Maintaining )egisters

P-# $he office starts at + => a#m# and ends at = p#m# hat do you feel about these business hours X

a7 :ery 1onvenient

b7 1onvenient

c7 8air &nough

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P0# &very employee is entitled to get + ;aid 3olidays during a calendar year# 5on tyou think so that it is lessX

a7 Qes

b7 - days of 1ombined &arned 4eaves 21&47# Should it be increasedX

a7 Qes

b7 years isencashable at 1ost to the company21$17 and any 1ombined &arned 4eave 21&47 thatgets accumulated under > years is encashable at Basic# 3ave you ever encashed your1ombined &arned 4eaves 21&47X

a7 Qes

b7

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P+.# 3ave you ever changed your 1hoice ;ay 1omponent midcourse X

a7 Qes b7 # Are you comfortable hile orking on soft ares like &SS and SA;X

a7 Qes

b7

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