reliance nitesh

Upload: niteshahlawat

Post on 03-Apr-2018

231 views

Category:

Documents


0 download

TRANSCRIPT

  • 7/29/2019 Reliance Nitesh

    1/88

    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

  • 7/29/2019 Reliance Nitesh

    2/88

    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

  • 7/29/2019 Reliance Nitesh

    3/88

    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

  • 7/29/2019 Reliance Nitesh

    4/88

    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)

  • 7/29/2019 Reliance Nitesh

    5/88

    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

  • 7/29/2019 Reliance Nitesh

    6/88

    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

  • 7/29/2019 Reliance Nitesh

    7/88

    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

  • 7/29/2019 Reliance Nitesh

    8/88

  • 7/29/2019 Reliance Nitesh

    9/88

    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

    http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Telecommunicationshttp://en.wikipedia.org/wiki/Telecommunicationshttp://en.wikipedia.org/wiki/Telecommunicationshttp://en.wikipedia.org/wiki/Mukesh_Ambanihttp://en.wikipedia.org/wiki/Mukesh_Ambanihttp://en.wikipedia.org/wiki/Mukesh_Ambanihttp://en.wikipedia.org/wiki/Reliance_Industries_Limitedhttp://en.wikipedia.org/wiki/Reliance_Industries_Limitedhttp://en.wikipedia.org/wiki/Reliance_Energyhttp://en.wikipedia.org/wiki/Reliance_Energyhttp://en.wikipedia.org/wiki/Reliance_Capitalhttp://en.wikipedia.org/wiki/Reliance_Capitalhttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Reliance_Capitalhttp://en.wikipedia.org/wiki/Reliance_Energyhttp://en.wikipedia.org/wiki/Reliance_Industries_Limitedhttp://en.wikipedia.org/wiki/Mukesh_Ambanihttp://en.wikipedia.org/wiki/Telecommunicationshttp://en.wikipedia.org/wiki/India
  • 7/29/2019 Reliance Nitesh

    10/88

    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.

    http://en.wikipedia.org/wiki/December_28http://en.wikipedia.org/wiki/December_28http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/July_6http://en.wikipedia.org/wiki/July_6http://en.wikipedia.org/wiki/July_6http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/July_6http://en.wikipedia.org/wiki/2002http://en.wikipedia.org/wiki/December_28
  • 7/29/2019 Reliance Nitesh

    11/88

    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).

  • 7/29/2019 Reliance Nitesh

    12/88

    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

  • 7/29/2019 Reliance Nitesh

    13/88

    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.

  • 7/29/2019 Reliance Nitesh

    14/88

    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.

  • 7/29/2019 Reliance Nitesh

    15/88

    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

  • 7/29/2019 Reliance Nitesh

    16/88

    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

  • 7/29/2019 Reliance Nitesh

    17/88

    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

  • 7/29/2019 Reliance Nitesh

    18/88

    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.

  • 7/29/2019 Reliance Nitesh

    19/88

    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.

  • 7/29/2019 Reliance Nitesh

    20/88

    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

  • 7/29/2019 Reliance Nitesh

    21/88

    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:

  • 7/29/2019 Reliance Nitesh

    22/88

    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

  • 7/29/2019 Reliance Nitesh

    23/88

    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.

  • 7/29/2019 Reliance Nitesh

    24/88

    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):

  • 7/29/2019 Reliance Nitesh

    25/88

    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

  • 7/29/2019 Reliance Nitesh

    26/88

    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.

  • 7/29/2019 Reliance Nitesh

    27/88

    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:

  • 7/29/2019 Reliance Nitesh

    28/88

    (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)

  • 7/29/2019 Reliance Nitesh

    29/88

    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.

  • 7/29/2019 Reliance Nitesh

    30/88

    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

  • 7/29/2019 Reliance Nitesh

    31/88

    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

  • 7/29/2019 Reliance Nitesh

    32/88

    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

  • 7/29/2019 Reliance Nitesh

    33/88

    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.

  • 7/29/2019 Reliance Nitesh

    34/88

    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.

  • 7/29/2019 Reliance Nitesh

    35/88

    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

  • 7/29/2019 Reliance Nitesh

    36/88

    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.

  • 7/29/2019 Reliance Nitesh

    37/88

    INTRODUCTION

  • 7/29/2019 Reliance Nitesh

    38/88

    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

  • 7/29/2019 Reliance Nitesh

    39/88

    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.

  • 7/29/2019 Reliance Nitesh

    40/88

    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.

  • 7/29/2019 Reliance Nitesh

    41/88

    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

  • 7/29/2019 Reliance Nitesh

    42/88

    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

  • 7/29/2019 Reliance Nitesh

    43/88

    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

  • 7/29/2019 Reliance Nitesh

    44/88

    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.

  • 7/29/2019 Reliance Nitesh

    45/88

    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.

  • 7/29/2019 Reliance Nitesh

    46/88

    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.

  • 7/29/2019 Reliance Nitesh

    47/88

    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

  • 7/29/2019 Reliance Nitesh

    48/88

    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

  • 7/29/2019 Reliance Nitesh

    49/88

    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.

  • 7/29/2019 Reliance Nitesh

    50/88

    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

  • 7/29/2019 Reliance Nitesh

    51/88

    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

  • 7/29/2019 Reliance Nitesh

    52/88

    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."

  • 7/29/2019 Reliance Nitesh

    53/88

    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.

  • 7/29/2019 Reliance Nitesh

    54/88

    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.

  • 7/29/2019 Reliance Nitesh

    55/88

    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.

  • 7/29/2019 Reliance Nitesh

    56/88

    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

  • 7/29/2019 Reliance Nitesh

    57/88

    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.

  • 7/29/2019 Reliance Nitesh

    58/88

    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

  • 7/29/2019 Reliance Nitesh

    59/88

    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.

  • 7/29/2019 Reliance Nitesh

    60/88

  • 7/29/2019 Reliance Nitesh

    61/88

    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

  • 7/29/2019 Reliance Nitesh

    62/88

    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

  • 7/29/2019 Reliance Nitesh

    63/88

    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

  • 7/29/2019 Reliance Nitesh

    64/88

    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

  • 7/29/2019 Reliance Nitesh

    65/88

    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

  • 7/29/2019 Reliance Nitesh

    66/88

    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

  • 7/29/2019 Reliance Nitesh

    67/88

    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.

  • 7/29/2019 Reliance Nitesh

    68/88

    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

  • 7/29/2019 Reliance Nitesh

    69/88

    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.

  • 7/29/2019 Reliance Nitesh

    70/88

    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

  • 7/29/2019 Reliance Nitesh

    71/88

    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

  • 7/29/2019 Reliance Nitesh

    72/88

    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)

  • 7/29/2019 Reliance Nitesh

    73/88

    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.

  • 7/29/2019 Reliance Nitesh

    74/88

    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

  • 7/29/2019 Reliance Nitesh

    75/88

    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

  • 7/29/2019 Reliance Nitesh

    76/88

    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.

  • 7/29/2019 Reliance Nitesh

    77/88

    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.

  • 7/29/2019 Reliance Nitesh

    78/88

    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.

  • 7/29/2019 Reliance Nitesh

    79/88

    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.

  • 7/29/2019 Reliance Nitesh

    80/88

    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.

  • 7/29/2019 Reliance Nitesh

    81/88

    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

  • 7/29/2019 Reliance Nitesh

    82/88

    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.

  • 7/29/2019 Reliance Nitesh

    83/88

    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

  • 7/29/2019 Reliance Nitesh

    84/88

    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/
  • 7/29/2019 Reliance Nitesh

    85/88

    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)

  • 7/29/2019 Reliance Nitesh

    86/88

    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

  • 7/29/2019 Reliance Nitesh

    87/88

    8. Is the organization doing anything to reduce the employee turnover ration?

    (Tick all that apply)

    Better salary package

    More benefits

    Changing / Improvi