Escolar Documentos
Profissional Documentos
Cultura Documentos
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.
2.
3.
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.
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.
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.
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
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
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Bank Account
11
PC indent form
STATUTORY FORMALITIES:
EPF form 2 (nomination & declaration)
NSSN Form
EPF/EPS transfer form (form 13) (If Required)
ESI Declaration Form (If Required)
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
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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
Orientation about access ESS and Portals like Gyanmandir Portal etc
Incase of employee unable to swipe the card updating the attendance through SAP
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
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
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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
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.
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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)
17
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.
Cost of employees can minimized because employees selected from this source
are generally placed in minimum pay scale.
Latest knowledge, skill, innovative or creative talent can also be flowed into the
organization.
19
Similar organizations
Trade unions
Recruitment Practices:
20
Internal sources.
Casual laborers.
Labor contractors.
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.
21
Selection:
22
(ii)
(iii)
(iv)
(v)
(vi)
23
(i)
Brief the agency about the requirements, terms and conditions and
employment;
(ii)
(iii)
(iv)
Ensuring that all arrangements are made for conducting test and
interview.
Profile matching.
(ii)
(iii)
Successive hurdles.
(iv)
Multiple correlations.
Job Analysis
Recruitment
Application Form
Written Examination
Preliminary Interview
Business Games
Tests
Final Interview
Medical Examination
Reference Checks
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.
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)
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(v)
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.
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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.
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
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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:
31
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.
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.
32
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
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.
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
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
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
.
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
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
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.
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
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
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
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
Aptitude Test
Psychometric Test
Technical Test
Others
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
Average
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
Average
Average
57