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LOVELY PROFESSIONAL UNIVERSITY PHAGWARA

SUMMER TRANING PROJECT REPORT

ORGANISATION- RELIANCE MONEY LTD.

TOPIC- TO STUDY THE HUMAN RESOURCE MANAGEMENT

PROCESSES, STRATEGIES AND PLANS IN RELIANCE GROUP

PROJECT INCHARGE-

MR.SHAKTI SHARMA

CENTRAL MANAGERRELIANCE MONEY

FACULTY GUIDE-

MR.ROHAN SHARMA

SUBMITTED BY-

VARINDER KAUR

BBA-MBA(DUAL INTEGRATED)

REG.NO.-3020070236

SEMESTER-5th


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CONTENTS

CERTIFICATE OF THE COMPANY

PREFACE

ACKNOWLEDGEMENT

EXECUTIVE SUMMARY

CHAPTER 1 INTRODUCTION

1. ADA group, founder, chairmen profile

2 Mission and vision

3. Group structure and companies of ADA Group

CHAPTER 2 PRODUCTS AND ACTIVITIES

PRODUCT OFFERING

1. Trading Portal

2. Financial Products

3 .Value-Added Services

.4 Credit Cards

.5 Gold coins retailing

CHAPTER 3 LITERATURE REVIEW Significance of

Study

CHAPTER 4 HUMAN RESOURCE MANAGEMENT

1. Human resource mgt

2. scope of HRM

3. HR structure and functions


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4. Recruitment and selection process (types, steps & levels)

5. Employees issues (incentives, allowances, pay, facilities & leaves)

6. Forms & letters required in this process

7. induction & placements (exit, full & final)

CHAPTER 5 HR SUPPORT SYSTEM

CHAPTER 6 RESULTS AND FINDINGS

1. OBJECTIVE .

2. METHODOLOGY

3. SWOT ANALYSIS

4. MY ROLE IN THE ORGANISATION

5. LIMITATION

6. LEARNINGS

CHAPTER 7 CONCLUSION AND RECOMMENDATIONS

APPENDIX

1. QUESTIONNAIRE

2. BIBLOGRAPHY

3.REFERENCES


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Preface

In my book, we have no greater asset than the quality of our intellectual capital, and no

greater priority than the growth and retention of our vast pool of talent

Anil Dhirubhai Ambani

Mr. Ambani meant the above mentioned words said by him, and his priorities,

intellectual resource, even in his physical absence were kept unchanged by his group of

companies. At Reliance, to satisfy the man-power requirements, an HR Services

company is was up instead of setting up an HR department in each office.

This report is meant for giving a complete idea as to how the Reliance HR Services Pvt.

Ltd. handles and manages the Human Resources i.e. its vast pool of talent at Anil

Dhirubhai Ambani Group.

Proficient HR management consulting can enhance the efficiency of business houses and

result in considerable savings, in terms of both time and money. HR consulting supports

businesses in refinement their human resource processes.

HR consulting serves several purposes. It helps companies in guarantying that their HR

systems are line up with their employment philosophy and business goals. It also helps in

outlining actions to use, retain and coach, or discipline and terminate employees. In

addition, HR consulting makes it feasible to defend business investments by controlling

costs and plummeting exposure to the many conformity regulations having an impact on

today's workplace.

Thus, this report gives an overview of how the company works as a proficient HR

consultancy house.


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Acknowledgement

I am Varinder kaur, the student from Lovely Professional University Phagwara under

BBA-MBA integrated really glad to express my sincere gratitude to Mr. Sachin

Sharma, Shakti Sharma the central Manager at Reliance Money Ltd., for their

guidance and constant inspiration and valuable suggestion during my summer traning.

This training provided me a valuable guidance; otherwise it would have been difficult to

work in corporate with high spirit.I hereby take the opportunity to gain valuable

information about HR resources, practices, strategical processes and inputs at various

stages of work.The Management moulded me into a management product.


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Executive Summary

The Project work is undertaken as a traineeship at Reliance money

Ltd.

This report deals with HR department of ADA Group. It encompasses the entire,

Recruitment, Induction and Placement, Training, Employee issues. This report starts with

an overview of companys background which includes many aspects of company:

The p ro ject i s done under exper t s uper vi si on and gui dance o f

Mr.Rohan sharma (Lecture in LPU) and Mr. Shakti sharma (Center The

Manager, Reliance Money)


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The Project is about the study of human resource mgt processes and

sales of financial products and also the efforts done to make

improvements in the recruitment and selection process for better results.

At RELIANCE MONEY , the t rainees were also impar ted process

and product knowledge. They had to work with the HR representat ives of

the MGT and think of ways of HR practices,processes and implementing

them. The main aim was to increase an effective co-ordination within the

whole system.

As a t ra inee I a ls o got t he oppor tuni ty t o l ea rn about a ll t he

products and with the range of products Reliance money offered i t made

the task a bit easier and I gained the knowledge about sales and marketing

concepts also.

This report takes you through the HR polices and functions of the company which

includes following aspects:

Manpower Planning as per AOP

Recruitment

Induction and Placement

Training Co-ordination

Employees Issues

PMS implementation

HR Audit


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Exit, Full and Final

RELIANCE ADA GROUP


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Think Bigger Think Better

The Reliance Anil Dhirubhai Ambani Group is among Indias top three private sector

business houses on all major financial parameters, with a market capitalisation of

Rs.100,000 crore (US$ 22 billion), net assets in excess of Rs.31,500 crore (US$ 7

billion), and net worth to the tune of Rs.27,500 crore (US$ 6 billion).

Across different companies, the group has a customer base of over 50 million, the largest

in India, and a shareholder base of over 8 million, among the largest in the world.

Through its products and services, the Reliance - ADA Group touches the life of 1 in 10

Indians every single day. It has a business presence that extends to over 4,500 towns and

300,000 villages in India, and 5 continents across the world.

The interests of the Group range from communications (Reliance Communications) and

financial services (Reliance Capital Ltd), to generation, transmission and distribution ofpower (Reliance Energy), infrastructure and entertainment.

MISSION AND VISION

Vision : Empowering everyone live their dreams

Mission : Create unmatched value for everyone through dependable ,

effective, transparent and profitable life insurance and pension plans

Guiding Principles

Customer Care and Satisfaction

Corporate Governance

Creativity and Innovation

Competitiveness


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COMPANIES OF ADA GROUP


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RELIANCE CAPITAL

Reliance Capital is one of Indias leading and fastest growing private sector financial

services companies, and ranks among the top 3 private sector financial services and

banking companies, in terms of net worth.

The company has interests in asset management and mutual funds, life and general

insurance, private equity and proprietary investments, stock broking and other activities

in financial services.

For more information click here: www.reliancecapital.co.in, www.reliancemutual.com,

www.reliancelife.co.in, www.reliancegeneral.co.in

RELIANCE COMMUNICATIONS LIMITED

The flagship company of the Reliance ADA Group, Reliance Communications Limited,

is the realisation of our founders dream of bringing about a digital revolution that will

provide every Indian with affordable means of communication and a ready access to

information.

The company began operations in 1999 and has over 20 million subscribers today. It

offers a complete range of integrated telecom services. These include mobile and fixed

line telephony; broadband, national and international long distance services, data services

and a wide range of value added services and applications aimed at enhancing the

productivity of enterprises and individuals.

RELIANCE ENERGY LIMITED

Reliance Energy Limited, incorporated in 1929, is a fully integrated utility engaged in the

generation, transmission and distribution of electricity. It ranks among Indias top listed
http://www.reliancecapital.co.in/http://www.reliancemutual.com/http://www.reliancelife.co.in/http://www.reliancegeneral.co.in/http://www.reliancecapital.co.in/http://www.reliancemutual.com/http://www.reliancelife.co.in/http://www.reliancegeneral.co.in/


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private companies on all major financial parameters, including assets, sales, profits and

market capitalization.

It is Indias foremost private sector utility with aggregate estimated revenues of Rs 9,500

crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$ 2.4 billion).

Reliance Energy Limited distributes more than 21 billion units of electricity to over 25

million consumers in Mumbai, Delhi, Orissa and Goa, across an area that spans 1,24,300

sq. kms. It generates 941 MW of electricity, through its power stations located in

Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa.

The company is currently pursuing several gas, coal, wind and hydro-based power

generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh and Uttaranchal

with aggregate capacity of over 12,500 MW. These projects are at various stages of

development.

Reliance Energy Limited is vigorously participating in emerging opportunities in the

areas of trading and transmission of power. It is also engaged in a portfolio of services in

the power sector in Engineering, Procurement and Construction (EPC) through a network

of regional offices in India.

RELIANCE HEALTH

In a country where healthcare is fast becoming a booming industry, Reliance Health is a

focused healthcare services company enabling the provision of solution to Indians, at

affordable prices. The company aims at providing integrated health services that will

compete with the best in the world. It also plans to venture into diversified fields like

Insurance Administration, Health care Delivery and Integrated Health, Health Informatics

and Information Management and Consumer Health.

Reliance Health aims at revolutionising healthcare in India by enabling a healthcare

environment that is both affordable and accessible through partnerships with government

and private businesses.


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RELIANCE MEDIA & ENTERTAINMENT

As part of the Reliance - ADA Group, Reliance Entertainment is spearheading the

Groups foray into the media and entertainment space. Reliance Entertainments core

focus is to build significant presence for Reliance in the Entertainment eco-system: across

content and distribution platforms. The key content initiative are across Movies, Music,

Sports, Gaming, Internet & mobile portals, leading to direct opportunities in delivery

across the emerging digital distribution platforms: digital cinema, IPTV, DTH and

Mobile TV.

Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the largest

entertainment companies in India, which has interests in film processing, production,

exhibition & digital cinema.

Reliance Entertainment has made an entry into the FM Radio business through Adlabs

Radio www.big927fm.com. Having won 45 stations in the recent bidding, BIG 92.7 FM

is already Indias largest private FM radio network with 12 radio stations across the

country as on 28th February 2007, with many more to be launched in the coming months.

Other major group companies Reliance Capital and Reliance Energy are widely

acknowledged as the market leaders in their respective areas of operation.

Reliance Energy Ltd. Reliance Mutual Fund
http://www.big927fm.com/http://www.rel.co.in/http://www.rel.co.in/http://www.reliancemutual.com/http://www.reliancemutual.com/http://www.reliancemutual.com/http://www.rel.co.in/http://www.big927fm.com/http://www.rel.co.in/http://www.reliancemutual.com/


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Harmony Reliance Communications

Reliance General Insurance Reliance Anil Dhirubhai Ambani Group

Reliance Life Insurance Reliance Portfolio Management Service

PRODUCTS AND ACTIVITIES

Reliance Money i s promoted by Rel iance Capi tal ; one of India 's

leading and fastest growing private sector f inancial services companies,

ranking among the top 3 pr ivate sector f inancial services and banking

compani es , i n t er ms o f net wor th . Rel iance Cap it al i s a par t o f t he

Reliance Anil Dhirubhai Ambani Group.

Thus, Reliance Money provides a comprehensive platform, offering

an investment avenue for a wide range of asset classes. I ts endeavor is to

change the way India t ransacts in f inancial market and avai ls f inancial

services. Reliance Money offers a single window facil i ty, enabling you to

access amongs t o thers , Equi ti es, Equi ty and Commodity deriva t ives,

Offshore Investments, IPOs, Mutual Funds, Life Insurance and General

Insurance products.

Advantages offered by Reliance money over other companies:
http://www.harmonyindia.org/http://www.reliancecommunications.co.in/http://www.reliancegeneral.co.in/insurance/home.htmhttp://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttps://www.reliancepms.com/https://www.reliancepms.com/http://www.reliancelife.co.in/http://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttp://www.reliancecommunications.co.in/http://www.harmonyindia.org/http://www.harmonyindia.org/http://www.reliancecommunications.co.in/http://www.reliancegeneral.co.in/insurance/home.htmhttp://www.relianceadagroup.com/adportal/ADA/index.jsphttp://www.reliancegeneral.co.in/insurance/home.htmhttps://www.reliancepms.com/


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Cost Effective

Convenience

Security

Single Window for Multiple Products 3 in 1 Integrated Access

Demat Account with Reliance Capital

Other Services like research, live news from Reuter and Dow Jones,

etc.

PRODUCT OFFERING

1. Trading Porta l (with almost negligible brokerage )

Equity Broking

Commodity Broking

Derivatives ( Futures & Options )

Offshore Investments (Contract For Differences)

D-Mat Account.

2 . F inancial Products

Mutual Funds Life Insurance

o ULIP plan

o Term Plan

o Money Back Plan

General Insurance

oVehicle/Motor Insurance

o

Health InsuranceoHouse insurance

IPOs

NFOs

3. Value-Added Services


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Retirement Planning

Financial Planning

Tax Saving

Children Future Planning4 . C re di t Ca rd s

5. Gold coins retai ling

Activities

The products of RHRS includes providing complete HR solutions to the following

Reliance Groups:

Reliance Communication:

Broad Band

Corporate Wireless Group

Direct Sales Team (Handsets, prepaid and postpaid)

Direct to Home (DTH)

Wi-Max

Reliance Global (For ISD Calls)

Reliance Capital Services Pvt. Ltd.:

RCF Reliance Consumer Finance

RLI Reliance Life Insurance

RGI Reliance General Insurance

R.Money Reliance Money

RMF Reliance Mutual Funds


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Reliance Webworld Customer Care

LITERATURE REVIEW

SIGNIFICANCE OF STUDY

The need of the s tudy ar ises because of the reason that a t rainee

must unders tand the company, i t s achievements and tasks , products andservices and also to collect information about its competitors, its products

and services offered. As go though a project under the organizat ion to

collect the knowledge about the HR activities done in Reliance Group how

they manage thei r man power , How they recrui t and select good people

who prove worth to them. So tha t, a ft er unders tanding and coll ec t ing

information about the organization i ts competi tors and HR Management

system, a trainee will be able to work well for the organization.

HUMAN RESOURCE MANAGEMENT

For any business to run one needs four Ms namely Man, Money, Machine and Material.

Managing other three resources other than men, are easy to handle. Men are very difficult

to handle because no two human beings are similar in all way. Human beings can think,

feel and give response. Handling humans is more important for any business because

human being have crucial potential that may be very profitable for the business. And

these potential can be developed to an unlimited extent if they are provided with proper


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environment. So the function of managing men is as important as finance or marketing

function in any business.

HRM refers to practices and policies framed for the management of human resources in

an organization, including Recruiting, screening, rewarding and appraising.

Human resources have at least two meanings depending on context. The original usage

derives frompolitical economy and economics, where it was traditionally called labor,

one of three factors of production. The more common usage within corporations and

businesses refers to the individuals within the firm, and to the portion of the firm's

organization that deals with hiring, firing, training, and other personnel issues. This

article addresses both definitions.

The objective of Human Resources is to maximize the return on investment from

the organization's human capital.

THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a

worker-from the time of his or her entry into the organization until he or she leaves- come

under the purview of HRM.

Specifically, the activities include are

HR Planning

Job analysis and design

Recruitment and selection

Orientation and placement

Training and development

Performance Appraisal and Job evaluation

Employee and executive remuneration

Employee Motivation

Employee Welfare
http://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_(economics)http://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_(economics)http://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Business


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It is the responsibility of human resource managers to conduct these activities in an

effective, legal, fair, and consistent manner.

"Human resource management aims to improve the productive contribution of

individuals while simultaneously attempting to attain other societal and individual

employee objectives." Schwind, Das & Wagar (2005).

HR STRUCTURE

CORPORATE HR: Activities taken up by Corporate HR are

Policy making

PRESIDENT

HR

CORPORATE HRENTITY

HR

CIRCLE

HR

CEO


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Implementing suggestions - HEWITT CONSULTANT

Strategic planning

ENTITY HR: Activities taken up by Entity HR are

Execution of policies and practices

Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are

Recruitment

Appointment

Training

Payroll

Employees issues

Exit full & final

HR FUNCTIONS

TALENT ACQUASITION

Sourcing activity

TALENT DEVELOPMENT

Performance management system

Training

Carrier planning

Suggestion planning


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TALENT MANAGEMENT

Operation HR

RECRUITMENT PROCESS

STEP 1: MANPOWER PLANNING. AOP

(Annual Operating Plan), this process is taken up every year. It is taken up at

Personal Level and Entity Level. Several points like Revenue generation,

Acquisition number, etc.

STEP 2: SOURCING ACTIVITY.

There are three types of sourcing done at Reliance. After the resumes of

candidates are chosen then the same is sent to the department head where the

vacancy arises. The department head will then shortlist the same and they ask

the HR department to fix an interview with the selected candidates. There are

two type of interview which is taken up at Reliance, firstly the Functional

interview and then the Functional Head and HR Head takes the interview.

INTERNAL SORCING

Employee Reference

Re-employment of former employee

EXTERNAL SOUCING

Placement Consultant Ruchika, the Age, the Avenue.

Job Portals - Monster, NAUKRI.

Campus Recruitment

STEP 3: APPROVAL.


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The HR executives will Negotiate the CTC with the candidate.

The approval is sent to the CRC (Corporate Recruitment Cell).

Then after it is sent to ECRC.

Then the same is sent to CRL.

The same is then sent to Management forSAP Applicant Code.

The applicant code is given to HR CIRCLE.

OFFER is made to the candidate, which leads to the Joining

Procedure.

AVERAGE TIME PERIOD:

The process of recruitment takes about 10 15 days

ELIGIILITY CRITERIA:

Education Qualification MBA with any specialization

Not frequent job changes

Tenure of last job should at least be 1.5 2 yrs

OTHER REQUIREMENTS:

Reference check is usually done for High level job

The recruitment may differ with the current position of the business

INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitable candidates are first

searched internally within the organization. This is based upon in-house talent which

could be redeployed.

Advertisement for internal vacant position is done by following two ways:


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Through sending mail to all Reliance Infocomm employees across all locations

including DAKC (Dhirubhai Ambani Knowledge City)

Through DAKC Circular

Employees of Reliance Communication who have completed more than 12 months of

continuous service only those employees can apply for position placed on Intranet.

Internal candidates are considered in accordance with their abilities and potential. The

process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a candidate

with whom he/ she have worked in his/ her previous employment. Employees can check

available vacancies on Intranet and can submit the resumes of prospective candidates

who fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done in Reliance

Communication with a view to take trained manpower back in the company. Re Hiring is

done as per the policy issued by Central Recruitment Cell at Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes of prospective

candidates, which act as a good source of recruitment for the companies. Consultants

interview candidates and shortlist those according to the criteria laid down by thecompanies. This helps the employer to interview a limited number of potential

candidates, the minimizing the time taken in receiving and sorting applications, etc.


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Reliance Communication chooses Consultants having national presence. This sourcing

option is only considered by the company when there is scarcity for candidates with

requisite experience and skills.

JOB PORTAL: The spread of Internet has enabled employers to search for candidates

globally and has made recruitment easier. If vacancy arises, Reliance Communication

browses the profile of candidates from the Job portal like naukri.com, monsterindia.com

and then candidates are accessed through e-mail or telephone.

CAMPUS RECRUITMENT: Reliance Communication goes for Campus recruitment every

year for technical department. For management level recruitment, it goes for campusrecruitment as per requirement.

For filling up position for MT (Management Trainee), following procedure is followed

by Reliance Communication:

HR representative of Reliance Communication gives Description about

Job to all candidates

Written Test i.e. (MAT) Mental Ability Test is taken for those candidates

who has got aggregate 60% in all semesters.

GD (Group Discussion) is conducted for those candidates who had

successfully pass MAT.

At last PI (Personal Interview) is conducted for those candidates who had

passed out GD and Personal Interview is taken by respective head of department

and HR Head.

For filling up position for GET (Graduate Engineering Trainee), following procedure is

followed by Reliance Communication:


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HR representative of Reliance Communication gives Description about

Job to all candidates

Written Test i.e. (MAT) Mental Ability Test is taken for those candidates

who has got aggregate 60% in all semesters.

At last PI (Personal Interview) is conducted and Personal Interview is

taken by respective head of department and HR Head.

MT position includes candidates having Educational qualification in MBA and GET

Position includes candidates having Educational qualification in BE (E&C, Electronics).

MT is placed in either of the following departments:

Prepaid

Postpaid

PCO

Customer Care

Commercial

HR

Web world

GET is placed in Network Department.

INTERVIEW

Interview is the oral assessment of the candidates for employment. This is the most

essential step in the selection process. In this step the interviewer matches the information

obtained about the candidate through various means to the job requirements and to the


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information obtained through his own observation during the interview. Interview gives

the recruiter an opportunity:

To size up the candidate personally

To ask questions that are not covered in tests

To make judgments on candidates enthusiasm and intelligence.

To assess subjective aspects of the candidate facial expressions,

appearance, nervousness and so forth.

To give facts to the candidate regarding the company, the policies,

programmes, etc. and promote goodwill towards the company.

MODE OF INTERVIEW

PERSONAL INTERVIEW: Personal Interview is a formal in-depth

conversation conducted to evaluate the applicants acceptability. In a personal

interview, candidates are accessed on behavioral and personality characteristics,

functional and managerial competencies and other factors like education,

experience etc. Based on the candidates performance in the interview, the

interview panel rates the candidate and takes the selection decision.

VIDEO CONFERENCE: At Reliance Communication, usually face to face

interviews are conducted but for those candidates who are located at other state

for them video conference interviews are conducted. The use of video

conferencing can add value to the process by allowing real time, face-to-face

interactions without the costs associated with physically transporting candidates

to the campus.

Reliance Communications uses Video conference for following reasons:


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Time savings

Faster Decision making

Cost savings in candidate travel, lodging, etc.

An opportunity to meet the candidates before narrowing the list

An opportunity to see and converse with candidates, evaluate their responses to

questions and gauge their interest in the position.

TELEPHONIC INTERVIEW:There are various reasons to take a telephonic

interview. For example, in certain location Reliance Communications does not

have its Webworld, so in that case the interview of that candidate will be taken

over telephone. Even if the interview of a candidate cannot happen through video

conference because of unavailability of any Webworld timings, then telephonic

interview is taken.

CAMPUS RECRUITMENT:For GET, Interview is taken by respective

functional head and HR head and for MT Interview is taken by 2-3 functional

heads, HR head and final interview is taken by Circle CEO.

LEVELS OF DESIGNATION & EXPERIANCE

L1: VICE PRESIDENT, Sr. VICE PRESIDENT, PRESIDENT.

(LEADERSHIP POSITIONS)

EXPERIENCE: 17 20 + years

L2: DEPUTY GENERAL MANAGER, GENERAL MANAGER.

(MAGERIAL POSITIONS)



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L3:ASSISTANT MANAGER, MANAGER, Sr. MANAGER.

(EXECUTIVE POSITIONS)


L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)


GET, MET, DET: Trainees

EXPERIENCE: Fresher

REFERENCE CHECK

Once the hiring decision is taken, the candidate is contacted and informed about the

decision to conduct a reference check with the referees whose names have been provided

in the personal history form.

Many employers request names, addresses and telephone numbers of references for the

purpose of verifying information and perhaps gaining additional background information

on an applicant.

References are checked for following reasons:

To check whether or not the applicant was truthful about his or her employment

history.

To know weaknesses, strengths of the applicant.


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SELECTION DECISION

After obtaining information through the preceding steps, selection decision is to be made.

The other stages of selection process have been used to narrow the number of candidates.

The final decision is to be made from the pool of individuals who pass the tests,

interviews.

EMPLOYEES ISSUES

MEDICAL CHECK-UP

All selected candidates are required to undergo a pre-employment medical check-up as a

part of selection process.

After the selection decision and before the job offer is made, the candidate is required to

undergo a Medical check-up. A job offer is contingent upon the candidate being declared

fit after the Medical test.

EMPLOYEE REMUNERATION

Remuneration is the compensation receives in return for his/ her contribution to the

organization.


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Reliance Communication follows the cost to company (CTC) structure that reflects the

total cost of an employee to an organization. It is designed to provide flexibility to an

employee to structure their benefit package.

PHILOSOPHY OF CTC

Within the committed salary of an employee, provide maximum flexibility to an

employee

Cost all perquisites and benefits to an employee and make the employee

appreciate the total costs incurred by the company on such benefits

Enable the company realize and recognize the hidden payroll costs incurred onsuch benefits

Why CTC is divided in two parts?

As per the Indian Income Tax Rules the total Basic Salary paid to the employee is

taxable.

So Choice Pay can make your 60% salary non taxable.

PLI (PERFORMANCE LINKED INCENTIVE)

15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid once in

a year depending on his performance during the assessment period.

CTC SRUCTURE

B A S E

( 4 0 %

C H O I C

( 6 0 %

C T C


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The following are the main components to CTC structure.The CTC structure

includes costing of all components of Compensation and Benefits an employee is entitled

to.

BASE PAY

This constitutes up to 40% o the total annual compensation and it includes

Basic Salary

Employers contribution to the PF @ 12% of basic salary

Employers contribution to the companys gratuity fund @ 4.81% of basic salary

BASIC SALARY

Basic Pay = Base pay/pf + gratuity

Base Pay = 100

Basic Pay = 100/1.1681

PROVIDENT FUND


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Provident fund is to provide Social Security Benefit to the employee after retirement. PF

is deducted from the first day of employment. The Company deducts 12% of the

employees basic salary and makes an equal contribution. The employee can take loans

for specific purposes against his/her provident fund accumulation.

The employee is also covered under an Insurance Scheme, which provides for a payment

of Rs. 37,000 / - in case of his /her death.

GRATUITY

Under the scheme Company contributes 4.81% of Basic Salary of an employee to the

Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years of

service. Employees who have completed 5 years continuous service with the company

are eligible to get gratuity on separation from the company. In case of death, the

minimum service requirement of 5 years does not apply. For calculating Gratuity, periods

of service greater than 6 months will be considered as equivalent to 1year and less then 6

months will not be counted.

As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .

Any amount paid in addition to 3, 50,000 /- will attract tax.

All employees who have completed 1 year continuous service with the company

are eligible to get gratuity on separation from the company.

CHOICE PAY

This constitutes up to 60% o the total annual compensation and it includes

Company Leased Accommodation

Company Owned Accommodation

Office Wear Allowance


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Leave Travel Allowance

Company Leased Car

Children Education Allowance

Gift Coupons

Conveyance Allowance

Food Coupons

Medical Expense

House Rent Allowance

Superannuation

Special Personnel Allowance

COMPANY LEASED HOUSE

Company will arrange the house through an authorized real estate agent as per the

choice of the employee.

Security deposit by company.

12% percent Interest will be charged on deposit amount.

The same will be debited in CTC.

Rent would be exempted from income tax.

10% Perquisite Tax would be charged to the employee on his taxable income.

COMPANY OWNED ACCOMODATION

No deposit no interest.

Rent would be calculated @ 11 rupees per Square feet.

Monthly rental would be charged to CTC Rental Amount will be exempted from tax

10% perquisite tax would be charged on employee.

Security Deposit

HRA House Rental Allowance


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HRA can be maximum 40% of Basic Salary.

Deposit and rent has to be paid by employee by self

To get the tax exemption the employee has to produce the rental agreements and

rental receipts of the house.

The employee cant claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE

An amount of Rs.18, 000 P.A. is exempted for income tax.

To get the exemption original bills to be submitted.

Items covered under this head are as follows:

Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE

An Employee can block two months of Basic Salary as Leave Travel Allowance.

He/She should take a minimum of 5 days leave (PL).

In case of air travel-economy class fare is exempted and in case of rail travel

second class AC fare is exempted.

He/She can travel within India only.

He/She has to produce the original travel tickets.

CAR

Company will arrange a car through a car lease agency.

Employee can choose any make/model.

The EMI that will be charged would be Rs. 2095/- per Lac per month.

The EMI amount per Annum would be exempted from Income Tax.


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MAINTENANCE & RUNNING COST

Maintenance and Fuel Cost will be exempted as follows.

Maintenance cant exceed Rs. 25, 000 per annum.

If CC of the car is less than 1000 Rs. 1, 11,000 per annum.

If CC of the car is more than 1000 Rs. 1, 50,000 per annum.

The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car

The above exemption would be provided on submission of original bills.

There would be no tax exemption against if the employee has his own car.

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how

much you have opted for.

At the time of leaving CO. before 48 months then the employee has to pay FCV

(For Closer Value) to the company from whom the loan is taken.

If the employee is still stays after 48 months then employee will be charged 20%

on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE

Employee can claim exemption Rs. 2400 per year.

This exemption is restricted up to two children.

To pass the claim Employee has to submit the original bills.

To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS

A sum of Rs. 5000/- would be exempted against the Gift Coupons.

The company would provide coupons worth Rs. 5000/- during the months of

October & November.

Validity of this coupons is one year


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This coupon is accepted at major outlets in city.

FBT Tax 16.67% is charged.

CONVEYANCE ALLOWANCE

If the employee is not using companys car then and only then he can claim this

option.

To getting the exemption bills are not required.

Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

The Company gives SODEXHO passes in term of Food Coupons.

Food coupons are provided on monthly basis of Rs. 1300.

A sum of Rs. 15600 per annum will be exempted from the income tax.

MEDICAL ALLOWANCE

The employee gets an exemption of Rs. 15000 p.a.

But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

Maximum 40% of basic salary can be calculated as HRA.

But if employee owns the house in another state then he/she can ask for HRA and

also opt for Company Leased House.

SUPERANNUATION


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13-15% of basic salary is transferred to trust.

It can be given to employee only after the completion of 5 years with the

company.

The money is collected by a trust.

To withdraw the money the employee has two options, either he can take the

money monthly or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE

Any amount which exceeds the limits of each allowance can be transferred under

this head.

SPA is fully taxable as per income tax rules.

LEAVES

There are four types of leaves available with the employees.

PAID LEAVE

CASUAL LEAVE

SICK LEAVE

OPTIONAL LEAVE

Additional Information:

No leaves can be clubbed with another leave.

Minimum 90 days leave should be in balance for the encashment of leaves.


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PAID LEAVE

There are 30 days PL available with the employee after the conformation.

The PL is available after 180 days from the date of joining.

The employee can take only 3-5 PL at a single time

CASUAL LEAVE

There are 5 days CL available to an employee from the date of joining.

The employee can take 1-3 days CL at a time.

SICK LEAVE

There are 10 days SL available to an employee from the date of joining.

The employee has to submit doctors certificate if the leave extends to 2

days.

OPTIONAL LEAVE

There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATION

Joining Day is the day when an employee recruited on the payrolls of the company. The

HR Rep. should be in constant touch with the candidates till the date of joining. Collect

the information from the candidate regarding the date and mode of arrival to the location


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of joining. Arrange for pick-up of the joinee & family from the station/airport and take

them to the hotel as per the requirement. If pick-up arrangement cant be arranged then

give complete address/directions to the hotel & the office to joinee.

HR Rep. should give a brief introduction to the new joinee on the following:

Geography of the Location/City/Town.

Organization Structure.

Status of the Project/Operations of the circle.

Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the role and

responsibility level and should not be treated as Perquisite. The Residential & Cellular

Phone provided by the company will be on the name of company.

Circle / Business Entity Head can take any of the following decisions with respect to

Residential Telephone Connection:

Obtain the telephone connection on priority basis by paying higher amounts.

Provision of STD / ISD Facility.

Reimburse only Telephone Rental expenses.

Reimburse the Local Call Expenses.

Reimburse expenses related to only official calls.

Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP


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All full time permanent employees who will be available at their office desk for more

than 80% of the working hours on daily basis will be provided with a desktop PC on their

workstation.

The circle/Business Entity head can take decision to allotment of Lap Top in lieu of

desktop PC based on the role of the employee

FORMS & LETTERS REQUIRED IN THIS PROCESS

Welcome Letter.

Joining Report.

Brief Personal Details Form.

Transfer of EPF Account.

Nomination Form.

Gratuity Nomination Form.

Superannuation Transfer Form.

Application to join Superannuation Scheme.

Choice Pay Form.

Personal Accident Insurance Form.

Nomination for payment of the amount secured under personal accident Insurance

Policy.

Hospitalization Insurance Form (Applicable for L3 & L4 )

Hospitalization Insurance Coverage for dependent parents.

Health Declaration Form

Health Certificate

PC Indent Form

New Telephone Extension Form

Electronic Mail Registration Form

Requisition for Visiting Cards.


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INDUCTION

Induction is also called orientation, which is designed to provide a new employee with

the information he or

iNEP INDUCTION PROGRAM

The Human Resources Department structures an appropriate induction programmes toorient the new employees to various businesses and services at Reliance communication.

A two-day Induction program (iNEP- Infocomm new employees program) is offered to

all new employees. The company which takes the induction program for reliance

communications is RELNIS NI SPARTA.

The induction program helps the employee to integrate in the new environment and

provide an overview of the Organization as a whole. It also provides an opportunity to thenew entrant to engrain the original values and ethics as well as the style of functioning.

This program is all about:

Developing a shared understanding of Reliance communications vision and

mission.

Understanding their organization and business model.

Familiarization with leaders at Reliance Communication.

Networking and integrating with Reliance Communication employees.


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HR SUPPORT SYSTEM

SAP HR

The Reliance ADA group is on the move to e-enable all HR functions and the employee

interface. We are in the process of adopting state-of-the art ERP software - SAP, across

all locations and businesses.

As a service to the most valuable assets, i.e. the employees, the Group HR is upgrading

its extensive web-enabled services into an internet enabled employee portal which will

enable employees from across the country to interact with HR & Payroll for any

requirement i.e. applying for and sanctioning leave, information on policies and

procedures, entering expense claims, updating their own databases, etc.

ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT

SYSTEM)

ESS will enable you to interact with the SAP database, to view and maintain your

personal data. ESS provides you with a host of services in the following areas.


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PERSONAL INFORMATION

Employee can view and update their personal data such as

Educational details

Details of previous employers

Family related information

Change of marital status

Change of residential address etc.

PAYROLL RELATED INFORMATION

Employee can view their monthly updates on the following:

Pay slips

Income tax projections

PF Statements

REIMBURSEMENT

Employee can submit their claims of following reimbursement online

Telephone bills

Local conveyance

Medical reimbursement

COST TO COMPANY (CTC)


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CTC related activities

ENTITLEMENTS

Medical insurance

Travel Entitlements

INCOME TAX RULES

Details of exemptions and benefits as applicable to employee

OBSERVATION & FINDINGS

To study the HR practices of management and the recruitment and

select ion Process by analyzing the employee behavior , response and

mindset towards the job according to the company offers.

OBJECTIVE

To find the HR plans and strategies to manage manpower.

To col lect t he i nf or mati on about t he c ri te ri a o f s el ec ti ng t he

valuable employees from the pool of employees.

To go- through the screening of resumes, CV,s for leaning the

criteria of judgements.

To expand the knowledge about workers r ights and support system

in reliance group.

To provide effective suggestions to make the mgt more effective to

fight cut throat competition.

To increase the awareness of Reliance money as single window shop

employee solutions.


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METHODOLOGY

I was supposed to operate from reliance money Gill Road Ludhiana

p lace branch. I was made aware about al l the t erms of HR MGT of

Reli ance Group tha t was providing with a more s t ress on the ir HRconcepts.

TARGETS

The t ime duration of the project is s ix week start ing from 1 s t July and

end ing on 14t h Augus t. We were g iven t arge ts to be achieved during

training months. The targets of each month were:

To study the companys profile, status

To go-through the knowledge about HR Department of the company

To study the criteria of recruitment & selection for hiring valuable

employees.

I was supposed to use the database provided by the company to make

cold calls to the applicants, interviewers for coming. To convince the

supposed people & try to fix their interview by calls or directly meet

them.

While making cold calls, we need to have:

Good Communication Skills (Voice quality is clear and articulate)

Persistent and able to bounce back from rejection

Good organizational skills.

Ability to project a telephone personality (Enthusiasm, friendliness)

Flexibil i ty : can adapt to di f ferent types of applicants and new

situations.

SWOT ANALYSIS


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Weakness

Inexperienced Staff

Low awareness due to lack

of advertisement.

Lack of loyal employees.

Strength

Co-operative and Experienced

Branch Managers

Good Database

Reliance Brand

Opportunity

Untapped Market

Increased spending power

Changing Mindset of workers

because of u nemployment

Threat

Reach

Stiff competition from existing

players in the market

Better position

MY ROLE IN THE ORGANISATION:

I worked wi th Rel iance money wi th a prof i le of recrui tment sub

advisor. This profi le offers me to understand the need of the applicants ,

f reshers and exist ing employees in the orgnisation. And teach me to

suggest the best deal both for the company as well as for the employee.

After the third week my performance also improved and I was able

to get close to the targets , though i t looked di f f icul t to achieve in the

beginning. To get awareness I at tended diversif ied calls . This helped me

to implement, as get better results.

DUTIES ASSIGNEDTo collect the data of eligible persons through questionnaires and

activities for the recruitment process.

To make the valuable people come to reliance money for job by

telephoning or direct meeting.

Fixing the interviews with eligible candidates.


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Screening of resumes and CVS and opinion for them for decisioning.

LIMITATIONS

Problems faced:

People dissatisfied with the pay.

People fear that Rel iance Money Being a Pr ivate company and a

new entrant may be able to sustain or not

Past experiences while facing an interview

Lack of knowledge and awareness about the status of the company

People r isk appeti te is very low, so they are afraid of s tress during

job in the insuran ce company.

P eo ple re la te the p ro ble ms of mo bile p hon es of R elia nc e

Communication with Reliance Money.

LEARNINGS

While talking to applicants, I analyze their needs. Whether they

want to go for a job in an insurance company or not and Suggest them

the that best suits them. If they agree to it then either we send across the

recruitment process.

To get ini t ial success in this f ield i s very di f f icul t . Al though the

business genera tion becomes easier with t ime as we have more

s ki ll ed peopl e who t hen get added up i n t he l oy al employer-

employee relat ions. Thus goodwill is the most factor to get in this

field.

Also the corporation remains a very important segment which gets

business.

Man power remains in the very first position.


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CONCLUSION AND RECOMMENDATIONS

RECOMMENDATIONS

Based on the findings of our project we would like to suggest the following

suggestions :

Company should focus on Campus Recruitment.

It has been seen that there has been too much of work load recently

results into stress. RHRS should come up with stress managementactivities.

Refreshers Training & updates regarding the products must be

given to each employee so that they can get the proper knowledge

of the products.

Front end should be there to deal with walk in customers.

Reliance is having too many financial products and not all the salespeople arefamiliar with each and every product so the man force should be segregated each

group dealing in a specific product and the sales target should be given likewise.


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Company should build up personal interaction with the employees to gain

good employer employee relations.

financial Reliance should provide periodic training for updating their people.

Company should have a scheme of rewards and recognition to employees and the field

persons to boost their motivation

APPENDIX

QUESTIONNAIRE

Q1. In which sector you want to get a job?

banking marketing finance

Q2. Are you aware of online interviews?

Yes No

Q3. Heard about Reliance money?

Yes No

Q4. Do you know about the facilities provided by Reliance money?

Yes No

Q5. Which company you seems as your favourite?

Reliance money ICICI Direct Kotak Mahindra India Bulls

Others (please specify)

Q6. What differentiates your favourite company from others? (in regards of jobs,

satisfaction, name and fame )

Q7. If you are doing a job somewhere, Are you currently satisfied with your earning?

Yes No

Q8. How do you rate these companies in concern to

To get a job in these companies?

1. 2. 3.

4. 5.

a. Reliance moneyb. ICICI Directc. India Bullsd. Kotak Mahindrae. Others (Please


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Q9. What more facilities do you think you require with your job?

Name:

Age:

Sex: Male Female

Phone No:

Occupation:

BIBLIOGRAPHY & REFERENCES

For the purpose of the preparation of the project this information is taken from the.

the books

The books concerned for the accomplishment of the project are as below: -

Human Resource Managementby Aswathappa, Fifth Edition 2006 and John M

Ivancevich

The introduction manual of Reliance Communicationsprovided by reliance money

. Employees Handbook

Joining Kit

Some articles from the book by Kokilaben .D. Ambani, The Man I Knew

Personal Information


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The websites concerned are

gm.relianceada.com

www.reliancecommunications.co.in

www.relianceadagroup.com

www.dhirubhai.net

www.reliancehrservices.com
http://gm.relianceada.com/http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.dhirubhai.net/http://www.reliancehrservices.com/http://gm.relianceada.com/http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.dhirubhai.net/http://www.reliancehrservices.com/


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