Você está na página 1de 57

1

INTRODUCTION:
The Late Dhirubhai Ambani dreamt of a digital India an India where the common man
would have access to affordable means of information and communication. Dhirubhai, who
single-handedly built Indias largest private sector company virtually from scratch, had stated as
early as 1999: Make the tools of information and communication available to people at an
affordable cost. They will overcome the handicaps of illiteracy and lack of mobility.
It was with this belief in mind that Reliance Communications (formerly Reliance Infocomm)
started laying 60,000 route kilometers of a pan-India fiber optic backbone. This backbone
was commissioned on 28 December 2002, the auspicious occasion of Dhirubhai 70th
birthday, though sadly after his unexpected demise on 6 July 2002.
Reliance Communications has a reliable, high-capacity, integrated (both wireless and wire
services spanning the entire information and communication value chain, including
infrastructure and services for enterprises as well as individuals, applications, and
consulting.
Today, Reliance Communications is revolutionizing the way India communicates and
networks, truly bringing about a new way of life.
Reliance Communications will offer a complete range of telecom services, covering mobile
and fixed line telephony including broadband, national and international long distance
services, data services and a wide range of value added services and applications that will
enhance productivity of enterprises and individuals.
Reliance India Mobile, the first of Reliance Communications' initiatives was launched on
December 28, 2002, the 70th birthday of the Reliance group founder, Shri. Dhirubhai H.
Ambani.
This marks the beginning of Reliance's dream of ushering in a digital revolution in India by
becoming a major catalyst in improving quality of life and changing the face of India. It aims
to achieve this by putting the power of information and communication in the hands of the
people of India at affordable costs. Reliance Communications will extend its efforts beyond
the traditional value chain to develop and deploy telecom solutions for India's farmers,
businesses, hospitals, government and public sector organizations.

RECRUITMENT:
It is a process of searching perspective employees and stimulating them to apply for
jobs in the organization approved resource requisitions are given to the unit hr which
will acknowledge receipt of the same and work out with the requesting group head the
feasible time frame by which it can be met. The following are the sources of
manpower of the organization:
web based recruitment- (naukri.com,monster.com etc)
existing data base-( a separate data base is maintained by hr dept)
employee referrals
walk in advertisements
Placement agencies-(Adecco, Team lease etc.)
campus recruitment
transfers and promotions

SELECTION PROCESS:
It is a process of choosing best applicant among job seekers from the pool of
applicants.
In Reliance Communications all applicants should fill in the company prescribed
application format and sign a dated declaration present in the same. Reference to any
advertisement or web posting should be made in the application.
The HR dept will organize with the Hospitals /Medical Test centers for certifying
fitness of offered candidates.

Objectives:
The following are the objective of the study.
1.

To study the research and development practices in reliance.

2.

To elicit the opinion of respondents about the effective-ness of research


and development practices.

3.

To offer suggestions to improve the practice

Need of the study:


Recruitment and selection study is to recruit and retain the human resource of
required quantity and quality and this study involve the forecasting of human resource
needs in the organization in designing appropriate course of action for carrier
development based on the environment. Through the effective recruitment and
selection process the eligible and efficient manpower will existed in the correct time
and at the correct place.

Scope of the study:


In reliance communications ltd., the total number of Employees including
Technical associates and non technical employees is out of employees Onsite and
Offshore employees typically includes Team members/Project leaders/ Project
members/ Administration Staff were covered while doing the survey. The findings
arrived from the study are used with caution.

Importance of Study:
Recruitment and selection study is to recruit the human resource of required
quantity and quality and this study involve the forecasting of Human Resource needs
in the organization in designing appropriate course of action for carrier development
based on the Environment. Through the effective recruitment and selection process
the eligible and efficient manpower will existed in the correct time and at the correct
place.

RESEARCH METHODLOGY:
Sample:
Stratified, Random sampling has been adopted and the size of the sample of
this study is 150 employees consisting of all the types of employees includes
technical Associates, Non-Technical Employees of both Permanent and Contract
employees and this sample also covers male and female employees.

Tools of Data Collection:


Primary Data:
Any research study for the collection for the primary data the methods like
Questionnaire, Interview and Observation methods has been used very frequently.
Among these methods the Questionnaire Technique being used as the most versatile
of all and capable of interacting opinion and interventions was used for the purpose of
data collection. The employees are the primary data.

Secondary Data:
The Secondary information will be collected in this category is as follows:
By go through the intranet i.e., the part of 1-R.P. system in Reliance
communications Ltd.
By collecting information (through informal interaction) from the employees.
By observing and studying the previous research studies.

The questions are prepared on Optional/choices based and these choices are:

Strongly Agree

Agree

Disagree

Strongly Disagree

After taking the filled questionnaires from all the employees the data analysis and
interpretation part will be the next step, in this the whole data will be presented in
tabular form and also presented in Pi-diagrams or graphical representation.

Limitations of study:
The study does not cover the entire organization.
The respondents preferably Technical people are very busy with their
projects
The preparation of the questionnaire is very difficult that some time it
may not suits for employees of all categories.
So there is a possibility of some extent for not getting the real information what the4
respondent really feels.

Human Resource Management:

PROCUREMENT/MANPOWER PLANNING:
Drawing from the corporate business plan, the units will create an annual Business
plan for the forthcoming year and this would be used to develop a resource plan
specifying the staffing levels and core skill profiles.

This plan will take into account following things


Project business trends and assumptions
Numerical and qualitative gaps in current resources vs. future forecasts
Outsourcing opportunities
Projected attrition and promotion rates as per industry bench marks
Redeployment/retooling of existing personnel.
The unit management will work out strategies under the following areas in meeting
the above planed requirements
Resourcing
Development (Training & Development)
Career Management (Including succession planning , career progression norms,
role enhancement)

RECRUITMENT:
It is a process of searching perspective employees and stimulating them to apply for
jobs in the organization approved resource requisitions are given to the unit hr which
will acknowledge receipt of the same and work out with the requesting group head the
feasible time frame by which it can be met. The following are the sources of
manpower of the organization:
web based recruitment- (naukri.com,monster.com etc)
existing data base-( a separate data base is maintained by hr dept)
employee referrals
walk in advertisements
Placement agencies-(Adecco, Team lease etc.)
campus recruitment

transfers and promotions

SELECTION PROCESS:
It is a process of choosing best applicant among job seekers from the pool of
applicants.
In Reliance Communications all applicants should fill in the company prescribed
application format and sign a dated declaration present in the same. Reference to any
advertisement or web posting should be made in the application.
The HR dept will organize with the Hospitals /Medical Test centers for certifying
fitness of offered candidates.

ON BOARDING PROCESS;
1. The decision to offer a selected candidate will be made by city HR on basis of the
interview panels inputs, technical reviews, reference checks and other relevant
criteria.
2. Offers should be made as per the compensation guidelines, exceptions need to be
dealt with in consultation with HR. Offer letters formats are enclosed.
3. The offer decision will be influenced by Current compensation- component wise
like
Excepted compensation (CTC)
Comparison with like profiles within the city or comparable city
Any industry benchmarks
Specific items of offer like joining period, relocation frame and expenses, notice
pay reimbursement, role agreed upon tentative locations, commitment to review
compensation after a time frame and any other specific assistance to be provided
on joining
The compensation structure of existing personnel taken from the same
company/organization in which the candidate is working

PREJOINING PROCESS:
The pre-joining process includes following
Antecedent verification: verification of residence proofs, experience
certificates and educational certificates.
Pre-employment medical : The minimum lists of tests and acceptable
levels are enclosed.
Reference checks: A minimum two references should be received from the
candidate for conducting reference check.
Induction: It is a process of receiving and welcoming and employee when he
first joins the Company and giving him basic information he needs to settle
down quickly and start work. Induction to trainees should be organized in
batches
Based on the joining date specified by the offered candidate, the HR dept should
ensure the following:
1. Setting up necessary environment
2. Intimation to the candidates likely functional heads or basic force
head
3. Drawing up the list of city leadership team members who should meet
the candidate
4. Orientation checklist

10

On the date of joining or immediately thereafter, the candidate


should be made to attend a group/unit orientation including the
following;

Corporate values and culture

Business objectives and stated values of the organization

Company and organizational structure

The city business plans and activities

the groups business plans and activities

salient features of applicable policies

employee benefits and services

computing and information facilities, and other appropriate issues

JOINING FORMALITIES when a candidate joins the company, there will be


official forms that will be required to be filled in, such as

Joining report (j1)

Personal history form(j2)

Personal data input form (j3)

Medical and hospitalization insurance scheme (j4)

Group personal accident insurance scheme (j5)

Health declaration form (j6)

Personal accident nomination form (j7)

Superannuation scheme application form (j8) (where applicable)

Superannuation scheme nomination form (J9)

Superannuation scheme transfer form (j10)

Gratuity nomination form (j11)

Self declaration form for income-tax (j12)

Bank Account

Visiting card (where applicable)

Telephone extension connection form

11

PC indent form

Internet access registration form

STATUTORY FORMALITIES:
EPF form 2 (nomination & declaration)
NSSN Form
EPF/EPS transfer form (form 13) (If Required)
ESI Declaration Form (If Required)

DOCUMENTS TO BE VERIFIED: Collect a set of copies and verify with the


originals, the following records: last drawn salary slip
relieving letter / copy of duly accepted, resignation letter from employee
certificates pertaining to educational qualifications, proof of age
service certificates of all previous employment

HUMAN RESOURCE DEVELOPMENT


HRD it is the act of increasing the knowledge and skill of an employee for doing a
particular job. It is a planned programme designed to improve performance and bring
about measurable changes in knowledge, skills attitude and social behavior of
employees it involves following issues:
Identifying the Areas of training Knowledge, technical skills, social
skills, and techniques.
Methods of training On the job Training and off the job Training.
Training Content for different category of employees

Process of training:
The process of training will includes following steps
1. Identifying or determine training needs:
a) Organizational analysis
b) Manpower analysis
c) Task or role analysis
2. Identifying training objectives: (set objectives to meet the training needs)
a) Basic training through orientation
12

b) Problem solving
c) Innovation
3. Select training methods
4. Conduct training
5. compare training out comes against criteria. (To know the feedback about the
training programme)

TALENT MANAGEMENT:
Talent management includes the following Key issues

Allotting him employee ID Card and Mail Ids

Maintaining employee details

Orientation about access ESS and Portals like Gyanmandir Portal etc

Maintaining the RMATRIX (Report matrix)

Incase of employee unable to swipe the card updating the attendance through SAP

Updating The employee data

Medical / Welfare benefits

Handling PMS Process

Meaning of recruitment:
Once the required number and kind of human resources are determined the
management has to find the places where required human resources are/will be
available and also find the means of attracting them towards the organization before
selecting suitable candidates for jobs. All this process is generally known as
recruitment, some people use the term recruitment for employment. These two are
not one and the same. Recruitment is only one of the steps in the entire employment
process. Some others use the term recruitment for selection. These two terms are not
one and the same either.

13

Technically speaking the function of recruitment precedes the selection function


and it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates
attracted (i.e., recruited).formal definition of recruitment would give clear cut idea
about the function of recruitment.

Definition:
Recruitment is defined as, a process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce.
Edwin B.Flippo defined recruitment as the process of searching for prospective
employees and stimulating them to apply for jobs the organization. Those
definitions can be analyzed by discussing the processes of recruitment through
systems approach.

Objectives of recruitment:
The objectives of recruitment are:
To attract people with multi-dimensional skills and experiences that suits
the present and future organizational strategies
To induct outsiders with a new perspective to lead the company
To infuse fresh blood at all levels of the organization
To develop an organizational culture that attracts competent people to the
company
To search or head hunt/head pouch people whose skills fit the companys
values
To devise methodologies for assessing psychological traits
To seek out non-conventional development grounds of talent
14

To search for talent globally and not just within the company
To design entry pay that competes on quality but not on quantum
To anticipate and find people for positions that does not exist yet

Factors affecting recruitment:


Both internal and external factors affect recruitment. The external factors
include supply of and demand for human resources, employment opportunities and/or
unemployment rate, labour market conditions, political, legal requirement and
government policies, social factors, information system etc.
The internal factors include the companys pay package including salary,
fringe benefits and incentives, quality of work life, organizational culture, career
planning and growth opportunities, size of the company, companys product/services,
geographical spread of the companys operations viz., local, national or global,
companys growth rate, and role of trade unions and cost of recruitment.

Recruitment policy:
Recruitment policy of any organization is derived from the personnel policy of
the same organization. In other words the former is a part of the latter. However,
recruitment policy by itself should take into consideration the governments
reservation policy, policy regarding sons of soil etc., personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing
minority sections, women etc.
Recruitment policy should commit itself to the organizations personnel policy lied
enriching the organizations human resources or serving the community by absorbing
the weaker sections and disadvantaged people of the society, motivating the
employees through internal promotions, improving the employee loyalty to the
organization by absorbing the retrenched or laid-off employees or casual/temporary
employees or dependents of present/former employees etc. The following factors
should be taken into consideration in formulating recruitment policy.

15

They are as follows:

(a) Government policies


(b) Personnel policies of other competing organizations
(c) Organizations personnel policies
(d) Recruitment sources
(e) Recruitment needs
(f) Recruitment cost
(g) Selection criteria and preference etc.

Sources of recruitment:
Where are suitable candidates available in required number? How can they be
informed about the availability of jobs and about the jobs and organization? Now we
Sal with first question as the answer to it deal with the techniques of stimulating the
prospective candidates (or techniques of recruitment).
Generally, the learners of human resources management may feel that sources
and techniques of recruitment are one and the time. But they are different. Sources
are those where prospective employees are available like employment exchanges
while techniques are those which stimulate the respective employees to apply for jobs
like nomination by employees, advertising, promotion etc. Now we discuss the
sources of recruitment. Management has to find out and develop sources of
recruitment as early as possible because of high rate of me-lapse.

16

The sources of recruitment are broadly divided into internal sources and external
sources. Internal sources are the sources within an organization pursuit. External
sources outside organizational pursuits.
Internal sources:
Internal sources include:
Present permanent employees,
Present temporary/casual employees
Retrenched or retired employees
Dependents of decreased
Disabled, retired and present employees.

(a)

Present permanent employees: Organization consider the candidates


from its source for higher-level jobs due to:
(i) Availability of most suitable candidates forbs relatively or equally
To the external source
(ii) Meet the trade union demands
(iii) To the policy of the organization to motivate the present
employees.

(b) Present temporary or casual employees: Organizations find this source


to the vacancies relatively at the lower level owing to the availability of suitable
candidates or trade and pressures or in order to motivate them on the present job.
(c) Retrenched or retired employees: Generally a particular organization
trenches the employees due to lay-off. The organization takes the candidates for
employment from the retrenched employees due to obligation, trade union
pressure and the like. Sometimes the organizations prefer to re-employ their

17

retired employees as a token of their loyalty to the organization or to postpone


some inter-personal conflicts for promotion etc.
(d) Dependents of deceased, disabled, retired and present employees :
Some organizations with a view to developing the commitment and loyalty of not
only the employee but also his family members and to build up image provide
employment to the dependent(s) of deceased, disabled and present employees.
Such organizations find this source as an effective source of recruitment.

Organizations prefer internal source:


Organizations prefer this source to some extent for the following reasons:

Internal recruitment can be used as techniques of motivation.

Morale of the employees can be improved

Suitability of the internal candidates can be judged better than the


external candidates as known devils are better than unknown angles.

Loyalty, commitment, a sense of belongingness, and security of the


present employees can be enhanced.

Employees psychological needs can be met by providing an opportunity


for advancement.

Employees economic needs for promotion, higher income can be


satisfied.

Cost of selection can be minimized.

Cost of training, induction, orientation, period of adaptability to the


organization can be reduced.

Trade unions can be satisfied.

Social responsibility towards employees may be discharged.

Stability of employment can be ensured.

But organizations do not excessively rely on internal source as too much


consumption of even sugar tastes bitter. The excessive dependence on this source
results in in-breeding, discourages flow of new blood into the organization,
organization would become dull and back number without innovations, new ideas,
18

excellence and expertise. Hence, organizations depend on internal source to the


extent of motivating and then depend on external sources.

External sources:
External sources are those which are outside the organizational pursuits.
Organizations search for the required candidates from these sources for the following
reasons:

The suitable candidates with skill, knowledge, talent etc., are generally
available.

Candidates can be select without any pre-conceived notion or reservations.

Expertise, excellence and experience in other organizations can be easily


brought into the organization.

Cost of employees can minimized because employees selected from this source
are generally placed in minimum pay scale.

Human resources mix can be balanced with different background, experience,


skill etc.

Latest knowledge, skill, innovative or creative talent can also be flowed into the
organization.

Existing will also broadens their personality.

Long-run benefit to the organization in the sense that qualitative human


resources can be brought.

External sources include:


Campus recruitment
Public employment exchanges
Private employment agencies/consultants
Professional Associations
Data banks, casual applicants

19

Similar organizations
Trade unions

(a) Campus recruitment: Different types of organizations lied industries,


business firms, service organizations, social or religious organizations can get
inexperienced candidates of different types from various educational institutions
like colleges and universities imparting education in science, commerce, Arts,
engineering and technology, agriculture, medicine, management studies etc., and
trained candidates in different disciplines like vocational, engineering, medicine
from the training institutes like vocational training institutes for engineers etc.
Most of the universities and institutes imparting technical education in
various disciplines like engineering, technology, and management studies provide
facilities for campus recruitment and section. They maintain the bio-data and
performance required of the candidates. Organizations seeking to recruit the
candidates from this source can directly contact the institutes either in person or
by post and stimulate the candidates to apply for jobs. Most of the organizations
using this source perform the selection after completing recruitment in the campus
of the institute itself with a view to minimizing time lapse and to securing the
cream before it is attracted by some other organizations present the process of
campus recruitment.

Campus recruitment techniques:


Companies realize that campus recruitment is one of the best sources
for recruiting the cream of the new blood. The techniques of campus recruitment
include:
(i) Short listing the institutes based on the quality of students intake, faculty
facilities and past track record.
(ii) Selecting the recruiting team carefully

Recruitment Practices:

20

Finding of the various surveys conducted in foreign countries reveals that


various organizations use the following sources of recruitment in the order of the
relative practice: employment referrals, casual applicants, advertising, local
educational institutions, public employment exchange, private employment agencies
and unions.

Industries in India depend on the following sources:

Internal sources.

Lists of a central pool of candidates from which vacancies are filled.

Public employment exchanges.

Casual laborers.

Labor contractors.

Candidates introduced by friends and relatives.

Private employment agencies/consultants.

Campus recruitment like Indian institutes of management, Indian institutes


of Technology, Indian institute of science, national Institute for Training
Industrial Engineers.

Sons of the soil: Recently there has been a move in India that the
vacancies at the lower level should be filled by the local people (sons of
soil). Some organizations including public sector organizations have
started providing jobs to sons of sol on priority basis. The national
committee on Labor, in this connection, recommended for providing
employment to the local persons.
Further, the Government of India issued directives to public sector
enterprises to recruit local candidates on priority basis.

Specified Communities and Categories: According to the


Government directives the organizations, particularly public sector have to
recruit candidates to the specified extent from the schedule castes,
schedule tribes, backward communities and from specified classes like
physically handicapped, ex-servicemen and the like.

21

Selection:

Meaning and definition:


After identifying the sources of human resources, searching for prospective
employees and stimulating them to employee for jobs in an organization, the
management has to perform the function of selecting the right employees at the right
time. The obvious guiding policy in selection is the intention to choose the qualified
and suitable job candidates for each unfilled job. The objective of selection decision
is to choose the individual who can most successfully perform the job from the pool
of qualifies candidates. The selection procedure is the system of function from device
adopted in a given company to ascertain whether the candidates specifications are
matched with his job specification and requirements are not.

Essentials of selection procedure:


The selection process can be successful if the following requirements are satisfied:
1. Some one should have authority to select. This authority comes from the
employment requisition, as developed by an analysis of the word-load and
work force.
2. There must be standard of personnel with whom a prospective employee may
be compared, i.e. a comprehensive job description and job specification should
be available beforehand.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.

22

Significance of Selection Process:


Selection of personnel to man organization is a crucial, complex and continuing
function. The ability of an organization to attain its goals effectively and to develop
in a dynamic environment largely depends upon the effectiveness of its selection
programme. If right personnel are selected, the remaining functions of personnel
management become easier, the employee contribution and commitment will be at
optimum level and employee-employer relations will be congenial. In an opposite
situation where the right person is not selected, the remaining functions of personnel
management, employee-employer relations will not be effective. If the right person is
selected, he is a valuable asset to the organization and if faulty selection is made, the
employee will become a liability to the organization.

Using Selection Agencies/Consultants:

Some private agencies/consultants in India perform the function of recruitment and


selection so as to enable the organizations to concentrate on their main functions, they
advertise, conduct tests and interview and provide a short list. Some companies have
started using started using the services of these agencies as they provide expertise and
reduce work load. The organization has to take these following factors into
consideration in selecting an agency or a consultant:
(i)

Reputation, effectiveness, sincerity and punctuality of the organization;

(ii)

Advertisement copy, design and media plans of various agencies;

(iii)

Amount of fee, payment period and mode;

(iv)

Objectivity, fair and justice in selection;

(v)

Selection techniques to be adopted, particularly psychological tests,


interview methods etc;

(vi)

Competence of the human resources of the agency/consulting firm. The


company has to do the following in case of using an agency or a
consultant:

23

(i)

Brief the agency about the requirements, terms and conditions and
employment;

(ii)

Providing job and employee specifications and helping the consultant in


modifying them;

(iii)

Checking and reviewing the draft of the advertisement;

(iv)

Ensuring that all arrangements are made for conducting test and
interview.

Factors Affecting Selection Decisions:


The goal of selection is to sort out or eliminate those judged unqualified to meet the
job and organizational requirements, whereas the goal of recruitment is to create a
large pool of persons available and willing to work. Thus, it is said that recruitment
tends to be positive while selection tends to be somewhat negative. A number of
factors affect the selection decision of candidates. The important among them are:
(i)

Profile matching.

(ii)

Organizational and social environment.

(iii)

Successive hurdles.

(iv)

Multiple correlations.

Steps in Scientific Selection Process:

Job Analysis

Recruitment

Application Form

Written Examination

Preliminary Interview

Business Games

Tests

Final Interview

Medical Examination

Reference Checks

Line Managers Decision

Employment

24

Job Analysis: job analysis is the basis for selecting the right candidate. Every
organization should finalize the job analysis, job description, job specification and
employee specifications before proceeding to the step of selection.

(1) Recruitment: Recruitment refers to the process of searching for prospective


employees and stimulating them to apply for jobs in an organization. It is the
basis for the remaining techniques of the selection and the latter varies depending
upon the former.

Application Form:
(a) Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing be used by the
management to know the suitability of the candidate regarding his socio-economic
background, neighborhood, family
status and background, sociological outlook, impact of these factors on employee
behavior etc.
(b) Educational Attainments: These include list of schools, colleges,
institutions attended, period of study, major subjects, class, percentage of marks,
rank secured, extra-curricular activities, positions and membership held during
educational career, hobbies, and interests, study either through regular course, or
correspondence course or through private study etc. This is the major area of
information gathered by the organization through application forms.
(c) Work Experience: It covers experience in all previous jobs with greater
particulars about the nature and quantum of work handled, period of experience in
each job, reasons for leaving the past employers, duties and responsibilities
involved, name of the immediate supervisor, salary drawn etc. This information
enables the organization to know the stability of the employee, his aptitude for the
nature of work, nature of relationship he maintained with the past employers etc.

(iii)

Salary: Salary drawn in the present employment and salary and benefits
etc.

(iv)

Personal Items: Association membership, personal likes and dislikes,


hobbies etc

25

(v)

References: Organizations ask candidates to send the names and


addresses of persons who can contract for reference purposes. Evaluation
of Application Forms

There are two methods of evaluating an application form, viz, clinical and method
and weighted method.

Clinical Methods: The clinical method takes the help of the psychology.
Under the clinical method the application forms will be analyzed in detail,
drawing all possible inferences, projecting the applicants personality and
forecasting future job success. A properly designed form can provide clues to a
persons leadership ability, emotional stability, assertiveness, writing ability,
attitude towards his supervisors etc.

Weighted method: under the second method, a certain points or weights are
weighted application form it is necessary to identity those items of personal
history of the employees. Assigning weights to the responses in an application
gives certain amount of objectivity to this device. But this approach requires a
different application blank for each occupation group as it is a statistical
technique.

Biographical Inventories: In some cases, management may wish to select


the existing employees for the higher positions. In such a case the employee is
asked to submit for up-to-date bio-data which include name, address, educational
qualifications, martial status, habits and attitudes, health, human relations, parental
home, childhood, personal attitudes, present home, spouse and children selfimpression, recreation hobbies, interests, values, openings and preferences etc.

(4) Written Examination: The organizations have to conduct written


examination for the qualified candidates after they are screened on the basis of the
app0lication blanks so as to measure the candidates ability in arithmetic
calculations, to know the candidates attitude towards the jobs, to measure the

26

candidates aptitude, reasoning, knowledge in various disciplines, General


knowledge and English language.
(5) Preliminary Interview: The preliminary interview is to solicit necessary
information from the prospective applicants and to assess the applicants suitability to
the job. This may be conducted by an assistant in the personnel department. The
information thus provided by the candidate may be related to the job or personal
specifications regarding education, experience, salary expected, aptitude towards the
job, age, physical appearance and other physical requirements etc. Thus, preliminary
interview is useful as a process of eliminating the undesirable and unsuitable
candidates. If a candidate satisfied the job requirements regarding most of the areas,
he may be selected for further process.
Preliminary interviews are short and known as stand-up interviews or sizing-up of the
applicants or screening interviews. However, certain required amount of care is to be
taken to ensure that the desirable workers are not eliminated. This interview is also
useful to provide the basic information about the company to the candidate.

Business Games: Business games are widely used as a selection technique for
selecting management trainees executive trainees, and managerial personnel at
junior, middle and top management positions. Business games help to evaluate
the applicants in the areas of decision-making, identifying the potentialities,
handling the situations, problem-solving skills, human relations skills etc.
Participants are placed in a hypothetical work situation and are required
to play the role situations in the game. The hypothesis is that the most successful
candidate in the game will be the most successful one on the job. Presents the
types of the business games and the skills that are evaluated by each game.

6) Group Discussion: The technique of group discussion is used in order to


secure further information regarding the suitability of the candidates for job.
Group discussion is a method where groups of the successful applicants are
brought around a conference table and are asked to discuss either a case study or a

27

subject-matter. The candidates in the group are required to analyze, discuss, find
alternative solutions and select the sound solution.
A selection panel then observes the candidates in the areas of
initiating the discussion, explaining the problem, soliciting unrevealing
information basing on the given information and using common sense, keenly
observing the discussion of others, clarifying controversial issues, influencing
others, speaking effectively, concealing and mediating arguments among the
participants and summarizing or concluding aptly. The selection panel basing on
its observation judges the candidates skill and ability and ranks them according to
their merit. In some cases the selection panel may also ask the candidates to write
the summary of the group discussion in order to know the candidates writing
ability as well.
7) Tests: The next stage in the selection process is conducting different tests as
given below. The objective of tests is to solicit further information to assess the
employee suitability to the job. The important tests are:
The most vital technique of selection which gained significance in
recent years is testing. It would be difficult for the organizations to evaluate the
candidates performance only on the basis of application blank and/or interviews.
Employment-tests help the management in evaluating the candidates suitability to
the job. These tests are also called psychological test.
Employment test is an instrument designed to measure the nature and degree of
ones psychological potentialities, based on psychological factors, essential to
perform a given job efficiently. The purpose of these tests is to help in judging the
ability of a candidate in a given job-situation. The tests help in ranking candidates
and are valuable in determining subsequent success on the job. Thus, tests are
useful in selection, placement, promotions performance appraisal and potential
appraisal.

28

29

Vision:
We will leverage our strengths to execute complex global-scale projects to facilitate
leading-edge information and communication services affordable to all individual
consumers and businesses in India.
We will offer unparalleled value to create customer delight and enhance business
productivity.
We will also generate value for our capabilities beyond Indian borders and enable
millions of India's knowledge workers to deliver their services globally.

Board of Directors:

Nature of Activity:
Reliance Communications will offer a complete range of telecom services,
covering mobile and fixed line telephony including broadband, national and

30

international long distance services, data services and a wide range of value added
services and applications that will enhance productivity of enterprises and individuals.
Reliance India Mobile, the first of Reliance Communications' initiatives was
launched on December 28, 2002, the 70th birthday of the Reliance group founder,
Shri. Dhirubhai H. Ambani.
This marks the beginning of Reliance's dream of ushering in a digital
revolution in India by becoming a major catalyst in improving quality of life and
changing the face of India. It aims to achieve this by putting the power of information
and communication in the hands of the people of India at affordable costs.
Reliance Communications will extend its efforts beyond the traditional value
chain to develop and deploy telecom solutions for India's farmers, businesses,
hospitals, government and public sector organizations.

Financial Result:

NET PROFIT UP BY 70.8% TO RS. 5,401 CRORE (US$ 1,350


MILLION)
REVENUES HIGHER BY 31.8% AT RS. 19,068 CRORE (US$ 4,765
MILLION)
EBITDA HIGHER BY 43.3% AT RS. 8,199 CRORE (US$ 2,049
MILLION)
RCOM IS THE MOST PROFITABLE INTEGRATED TELECOM COMPANY IN
INDIA EBITDA MARGIN EXPANDS FROM 39.5% TO 43.0%, HIGHEST IN
INDIA
BOARD APPROVES 1 5% DIVIDEND - RCOM REMAINS THE ONLY LISTED
TELECOM COMPANY IN INDIA TO REWARD 2 MILLION SHAREHOLDERS
DIVIDEND PAYOUT OF RS. 181 CRORE
NET WORTH EXPANDS TO RS. 25,643 CRORE (US$ 6.4 BILLION) AND NET
DEBT-EQUITY RATIO PLACED AT A CONSERVATIVE 0.39: 1

31

AGGRESSIVE NETWORK EXPANSION ACCELERATED WITH RS. 21,204


CRORE (US$ 5.3 BILLION) CAPITAL EXPENDITURE DURING THE YEAR
FY 2008 CAPEX LARGEST IN INDIAN TELECOM SECTOR
ONLY COMPANY TO HAVE NATIONWIDE GSM & CDMA SERVICES IN
INDIA

Mumbai, April 30, 2008: Reliance Communications Limited (RCOM) today


announced its audited consolidated financial results for the year ended March 31,
2008.
Highlights of the financial performance for the year are:

Net Profit of Rs. 5,401 crore (US$ 1,350 million), higher by 70.8%
compared to Net Profit of Rs. 3,164 crore (US$ 71 7 million) in the last year.

EBITDA at Rs. 8,199 crore (US$ 2,049 million), growth of 43.3%.


EBITDA margin expands from 39.5% to 43.0% with strong contribution

ns across all businesses -Wireless, Global and Enterprise

Revenue growth of 31.8% at Rs. 1 9,068 crore (US$ 4,765 million) from Rs.
14,468 crore (US$ 3,280 million).

Return on Net Worth for the year is 33.7% reflecting improved resource utilization.
Shareholders Equity (Net Worth) increases to Rs. 25,643 crore (US$ 6.4
billion) -among the top three companies in India. Conservative capital
structure - Net Debt to Equity Ratio maintained at a conservative level of
0.39:1, despite capex spend of Rs. 21,204 crore (US$ 5.3 billion) during the
year.

Commenting on the results, Mr. Anil Dhirubhai Ambani, Chairman, Reliance


Communications Limited, said:

32

Reliance Communications had a record year and we are confident


of improved performance in the future.

Business Review:
Wireless:
Reliance Communications added 4.6 million wireless customers during the quarter,
compared to 4.0 million in the corresponding quarter last year. At the close of the
quarter, RCOM had 41million wireless customers. During the quarter, RCOMs
ARPU marginally declined to Rs.339. However, wireless revenue per minute (RPM)
remained stable at 0.75 paisa, as against an industry-continuous decline.

Global:
FLAG Telecom continued its momentum of major new contract wins while
expanding presence into new countries and making strong progress on the
deployment of its Next Generation Network project. Overall, long distance
volumes increased by 22% compared to the corresponding quarter last year to
cross 754 crore (7.5 billion) minutes. Volumes in the international retail calling card
showed creditable improvement despite increased competition and the customer
base now exceeds 1.4 million.
EBITDA of the Global business during the quarter ended December 31, 2007 was at
Rs. 343 crore (US$ 87 million) and EBITDA margin was at 25.8%.

BROADBAND:
The number of access lines increased to 900,000 at the end of the quarter, a 70%
increase from 530,000 in the corresponding quarter last year. Leveraging its network
of 25,000 km. of metro fiber optic cables, RCOM expanded its wire line connectivity
by 91% to more than 727,000 buildings from 380,000 buildings in the corresponding
quarter last year.

33

New orders booked by the business during the quarter grew by 48% over the
preceding quarter. Reliance Communications has a market share of over 50% of new
business acquisitions in the enterprise connectivity space. The Broadband business
achieved revenue growth of 44.4% to Rs 456 crore (US$ 116 million), and EBITDA
grew by 49.5% to Rs. 222 crore (US$ 56 million). EBITDA margin was at 48.7% in
the quarter ended December 31, 2007, from 47% in the corresponding quarter in the
previous year.

CORPORATE DEVELOPMENTS:
RCOM received start-up spectrum to offer nationwide GSM services
RCOM recently received start-up spectrum to offer nationwide GSM services. RCOM
plans to launch GSM services all over India. The launch of nationwide GSM services
would enable RCOM to effectively target the fast-growing GSM market. Reliance
Telecom, a subsidiary of RCOM already offers GSM services in 8 circles. We will
now be nationwide GSM & CDMA player.
RCOM partners with Microsoft to deliver IPTV in India on the Microsoft Media
room Platform
Reliance Communications Limited founded by the late Shri. Dhirubhai H Ambani
(1932-2002) is the flagship company of the Reliance Anil Dhirubhai Ambani Group.
The Group currently has a market capitalization of over Rs.3, 20,000 crore, net worth
in excess of Rs.40,000 crore, cash flows of Rs.9, 000 crore, net profit of Rs. 5,000
crore and zero net debt.
Rated among "Asia's Top 5 Most Valuable Telecom Companies", Reliance
Communications is India's foremost and truly integrated telecommunications service
provider. The company, with a customer base of over 43 million including over 1.4
million individual overseas retail customers, ranks among the Top 10
Asian Telecom companies by number of customers. RCOM corporate clientele
includes 1850 Indian and multinational corporations, and over 200 global carriers.

34

Reliance Communications has established a pan-India, next generation, integrated


(wireless and wire line), convergent (voice, data and video) digital network that is
capable of

supporting best-of-class services spanning the entire infocomm value

chain, covering over 15,000 towns and 400,000 villages. Reliance Communications
owns and operates the world's largest next generation IP enabled connectivity
infrastructure, comprising over 165,000 kilometers of fiber optic cable systems in
India, USA, Europe, Middle East and the Asia Pacific region.

35

1Q. By which source of recruitment you have applied for job in RCOM
Responses
No. of
Respondents
%

Consultants Media

Internal

Campus

References

Recruitments

65

10

50

25

45

30

20

Inference:
45% of the respondents through consultants and 5% are recruited through media and
30% are recruited through internal reference and 20% of through campus recruitment.

2Q. Which among the tests are mostly used by RCOM?


Responses

Aptitude

Psychometric Technical

Test

Test

Interview

36

Others

No. of
Respondents
%

40

45

35

25

40

30

25

Inference:
40% of respondents said the aptitude test 30% of respondents said
Psychometric test and 25% said Technical interview and 5% others

37

3Q. Is RCOM giving more opportunities for the fresher?

Responses
No. of
Respondents
%

Agree

Strongly
Agree

Disagree

Strongly
Agree

70

50

20

10

50

35

10

Inference:
50% of respondents agree and 35% of respondents are strongly Agree and
10% of respondents are disagree and 5% of respondents are strongly
Disagree

4Q. Does RCOM follows the process of recruitment?

38

Responses
No. of
Respondents
%

Agree

Strongly
Agree

Disagree

Strongly
Disagree

90

40

20

60

30

10

Inference
30% of respondents strongly agree 60% respondents agree and 10% are Disagree that
process of recruitment
.

5Q. The selection process in RCOM is fair?

39

Responses
No. of
Respondents
%

Strongly

Agree

Strongly

Disagree

60

80

10

30

65

Disagree

Inference:
5% of respondents disagree and 30% of respondents are Agree and Agree and 65%
of respondents feel it is fair

6Q. Are interviews conducted based on requirements form different verticals of the
company?

40

Responses
No. of
Respondents
%

Very

Good

Poor

60

80

10

30

65

Good

Average

Inference:
30% of respondents agree and 65% of respondents strongly agree and 5%
of respondents are gives its average

7Q. Time allotted for the interview is sufficient

41

Responses
No. of
Respondents
%

Sufficient

Not Sufficient

125

25

84

16

Inference:
84% of respondents feel that the time allocated for interview is sufficient
And 16% are not satisfied.

8Q. candidates are given Briefed about job description adequate and reliable

42

Responses
No. of

Agree

50
Respondents
%
30

Strongly
Agree

Disagree

Strongly
Disagree

80

20

10

55

10

Inference:
30% of respondents are agree and 55% of respondents are strongly agree
And 10% are disagree and remaining 5% are strongly disagree about the
Company is giving reliable information about the job profile

9Q.Whether potential employees are been given equal opportunities in RCOM?


Responses

Agree

Strongly

Disagree

43

Strongly

Agree
No. of
Respondents
%

Disagree

60

70

20

10

35

50

10

Inference:
35% of respondents agree and 50% of respondents are strongly are strongly Agree
That company is giving more opportunity for experienced people and 10% are
Disagreed and 5% of respondents disagreed to this.

10Q. is panel interview practiced by High level?

Respondents Agree

Strongly
Agree

Disagree

44

Strongly
Disagree

Responses

75

40

25

10

60

25

10

No. of
Respondents

Inference:
60% of respondents agree and 25% of respondents strongly Agreed to this
And 10% are disagreeing and 5% are strongly disagreed for this.

11Q. The methods followed for recruitment on RCOM are good and efficient?

Responses

Good

Very
Good

Poor

45

Average

No. of
Respondents
%

75

65

10

60

35

Inference:
60% of the respondents are thinking its good and 35% are thinking its Very Good
And remaining 5% are thinking its Average

12Q. Comment on selection process in RCOM?

Responses
No. of
Respondents

Good
65

Very
Good
45

Poor

Average

10

30

46

45

35

15

Inference:
45% of employees agreed and 35% are strongly Agree to this and 5% of
Employees disagree and 15% of employees think its Average to this

47

FINDINGS:
45% of the respondents through consultants and 5% are recruited through
media and 30% are recruited through internal reference and 20% of through
campus recruitment.

48

40% of respondents said the aptitude test 30% of respondents said


Psychometric test and 25% said Technical interview and 5% others
50% of respondents agree and 35% of respondents are strongly Agree and
10% of respondents are disagree and 5% of respondents are strongly Disagree
30% of respondents strongly agree 60% respondents agree and 10% are
Disagree that process of recruitment
5% of respondents disagree and 30% of respondents are Agree and Agree and
65%
of respondents feel it is fair
30% of respondents agree and 65% of respondents strongly agree and 5% of
respondents are gives its average
84% of respondents feel that the time allocated for interview is sufficient and
16% are not satisfied.
30% of respondents are agree and 55% of respondents are strongly agree and
10% are disagree and remaining 5% are strongly disagree about the Company
is giving reliable information about the job profile
35% of respondents agree and 50% of respondents are strongly are strongly
Agree that company is giving more opportunity for experienced people and
10% are disagreed and 5% of respondents disagreed to this.
60% of respondents agree and 25% of respondents strongly Agreed to this and
10% are disagreeing and 5% are strongly disagreed for this.

60% of the respondents are thinking its good and 35% are thinking its Very
Good and remaining 5% are thinking its Average

49

45% of employees agreed and 35% are strongly Agree to this and 5% of
Employees disagree and 15% of employees think its Average to this

SUGGESTION AND CONCLUSION

50

Nothing is static in the contemporary world like to business practices, attitudes and
ambitions of the employees. To perform and on the top among competitors, the
organizations are adopting a wide variety of strategies and policies.
Reliance communications Ltd., is one of those organizations, which always
thrive ensure customer satisfaction and become a global leader. To become a leader in
the business, the organization not only needs dedicated workforce but also efficient
panning and strategies that support planning. The human resources are very tangible
and best people with skills and through knowledge should be recruited as it has become
very
vital to not only recruit the best bin also to retain them.
Some of the conclusions based on the analysis of recruitment process at RELIANCE
COMMUNICATIONS LTD.

51

52

BIBLIOGRAPHY
1. Kothari.C.R., Research methodologies, Wishwa prakasham publishers,
New
2. Prasad.L.M., Human resource management,
3. French, Windell., Human resource management, All India publishers
and distributors, Chennai, 2000.
4. Subba Rao. P., Human Resource Management and Industrial Relation,
Himalaya publishers, Mumbai 2004
5. Decenzo and Robbins., Personnel / Human Resource Management,
Prentice hall of India Pvt.Ltd.,2003
6. Flippo Edwin B., Personnel Management, McGraw Hill Book co. Ltd.,
Tokyo.
7. Aswathappa. K., Human Resource and Personnel Management, Tata
McGraw Hill Publication Co.Ltd. New Delhi.
8. Human Resource Management, Biswajeet Pattanayak
WEBSITES:
WWW.gm.relianceada.com
www.google.com
www.reliancecommunications.com www.altavista.com

53

ORGANIZATION STRUCTURE
EXECUTIVE DIRECTOR, SR-I

DGM
DGM
AGM
DGM
(FIN)
MR (HRD)
(FIN.)
(HRM)
&CH.
HOF
REGL.
RAMAGUNDAM
COMML
MANAGER
REGIONAL
DGMCOORDINATOR
(OS)
(SAFETY)
LAB
TLM

54DGM
(RP)

DGM
DGM
(TEL. ES (FQA)
DGM,
DGM
CHENNAI
DGM
AGM
- CAO
(C&M)
(Engg)
(SD)- CAO
- CAO
MKTG
) CM, WARANGAL

AGM
(O&M)

CH.
MGR
(VIG)

STATION INCHARGES
(FOR O & M)
HYDERABAD
DELHI
BANGLORE

QUESTIONNAIRE
1Q. By which source of recruitment you have applied for job in RCOM?
55

GM
(PROJ.)

Consultants

Media

Internal References

Campus Recruitments

2Q. which among the tests are mostly used by RCOM?

Aptitude Test

Psychometric Test

Technical Test

Others

3Q. Is RCOM giving more opportunities for the fresher?


Agree

Strongly Agree

Disagree

Strongly Disagree
4Q. Does RCOM follows the process of recruitment?
Agree

Strongly Agree

Disagree

Strongly Disagree
5Q. The selection process in RCOM is fair?
Agree

Strongly Agree

Disagree

Strongly Disagree
6Q. Are interviews conducted based on requirements form different verticals of
the company?
Good

Poor Very good

Average

7Q. Time allotted for the interview is sufficient


Sufficient Insufficient
8Q. candidates are given Briefed about job description adequate and reliable?
Agree

Strongly Agree

Disagree

Strongly Disagree
9Q.Whether potential employees are been given equal opportunities in RCOM?
Agree

Strongly Agree

Disagree

Strongly Disagree
10Q. is panel interview practiced by High level?

56

Agree

Strongly Agree

Disagree

Strongly Disagree
11Q. The methods followed for recruitment on RCOM are good and efficient?
Good

Poor Very good

Average

12Q. Comment on selection process in RCOM?


Good

Poor Very good

Average

57

Você também pode gostar