I.T.

POINT
11, H.I.G. DOUBLE STOREY, RATAN LAL NAGAR KANPUR (CENTRE CODE NO. 0918)

A PROJECT REPORT ON
Human Resource practices in Reliance Communication

IN PARTIAL FULFILLMENT OF MASTER OF BUSSINESS ADMINISTRATION

SIKKIM MANIPAL UNIVERSITY OF MANAGEMENT MANIPAL

BY
Komal Saluja Reg No.510822879

Distance Educati n !in" Si##i$ Mani%a& Uni'e(sit) * +ea&t,- Medica& . Tec,n & "ica& Sciences S)ndicat + use- Mani%a& / 012345

DECLARATION
I here by declare that the project report entitled 6+u$an Res u(ce P(actices in RELIANCE COMMUNICATION is submitted in partial fulfillment of the requirements for the degree Master of Business Administration to Sikkim Manipal University, India is my original ork ! not submitted for the a ard of any other degree, diploma fello ship or any other similar title or pri"es# Date7 Na$e7 KOMAL SALUJA Reg. no. 510822879

E8AMINER9S CERTIFICATION

$he project report of %omal Saluja entitled 6+u$an Res u(ce P(actices in RELIANCE COMMUNICATION is approved and is acceptable in quality and form#

Internal &'amine

&'ternal &'aminer

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

UNIVERSITY STUDY CENTRE CERTIFICATE

this is certify that the project report entitled (+u$an Res u(ce P(actices in RELIANCE COMMUNICATION is submitted in partial fulfillment of the requirements for the degree of Master of Business Administration of Sikkim Manipal University of health, medical and technological sciences#
%omal Saluja has

orked under my supervision and guidance and that no part of

this report has been submitted for the a ard of any other degree, diploma, fello ship or other similar titles or pri"es and that the ork has not been published in any journal or maga"ines#

)eg# no# *+,-..-/0

1ertified 2S3AI4&S3 %UMA) 5I6I$7

+u$an Res u(ce P(actices In

Reliance Communications
Anil Dhirubhai Ambani Group

Su<$itted t 7 Mr# Shailesh 5i'it 8aculty 3) I$9;oint

Su<$itted <)7 %omal Saluja MBA , Sem9 I: )eg <o= *+,-..-/0

%anpur

TA=LE OF CONTENTS
P(e*ace Ac#n >&ed"e$ent 3 Int( ducti n +#+ &mployee 1lassification +#. )ecruitment +#> ?oining +#@ Aorking 3our, 3oliday and 4eaves +#*1ompensation +#B Separation +#/ &SS +#- ;robation ? O("ani@ati na& P( *i&e .#+ 1ompany profile .#. Cvervie of 3) ;ractices A Detai&s * t,e Stud) >#+ Cbjective of the Study >#. )esearch 5esign >#> Sample ;lan >#@ 5ata 1ollection ;rocedure 5 0 Ana&)sis * t,e Buesti nnai(e C nc&usi n and Rec $$endati ns

@#+ 1onclusion and )ecommendations =i<&i "(a%,) AnneCu(e

PREFACE
$hese days institutes have started giving more stress on the management training , as it is the interface of a management student ith the culture of the corporate orld and it also gives the first hand e'perience to use the kno ledge acquired by them in the corporate orld# My institute has also been looking in the same direction and is determined to produce quality students ho have a balanced kno ledge of both theoretical aspects and the practical kno ledge as ell# In the same conte't I had to prepare a Management $hesis in a company# 3erein I got to do a live project for the )eliance 1ommunication, hich as basically to kno the (3) ;ractices of )eliance 1ommunication, luckno #D In the )eliance 1ommunication 3) 5epartment ork as recruitment ! selection , joining process , induction , compensation and benefits , reimbursement, grievances handling procedure , SA; , leaves and attendance#

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

M(. S,ai&es, Ku$a( DiCit for her counsel and guidance during the preparation of this project# I am grateful to 25irector, and 1entre 3ead7 Mr# S#%# Arora and my sincere thanks to all faculty members of $he SMU, I$ ;oint %anpur 21entre 1ode ,,0+-7

P&ace7 Kan%u( Date7

K $a& Sa&uDa Re" N 034E??E1F

INTRODUCTION

EMPLOYEE CLASSIFICATION

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

PRO=ATIONER= A probationer is a person ho is employed to fill a regular vacancy of a position and has not completed the stipulated ;robationary period applicable to Fhis or her level# Cn satisfactory completion of the probation period, the probationerFs services are confirmed in riting# TRAINEE= $rainee is a person engaged for being imparted in9house training on specific areas of operations under a training agreement specifying the training period# After the e'piry of training period, the performance of trainee is assessed to determine that hether heGshe should be confirmed or should his training period be concluded#

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

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

&ssential building blocks and important stakeholders in creating this , Crgani"ation# $herefore, during )ecruitment of candidates, the )ecruiters look for the follo ing attributes in the candidates= 9 FAIT+= $he candidate should have faith in oneself, respective goals# MEMORY= $he candidate should have good memory so that he can recall $hings, hich he has learnt previously# INTELLIGENCE= $he candidate should have a common sense# 3e should have the ability of understanding comple' issues# EDUCATION= $he candidate should have determination of learning ne things and should also have the habit of learning from otherFs e'periences# RATIONALITY= $he candidate should have the capacity to think, focus and create kno ledge# RESOURCES= )esources are really scarce in our country and therefore# $he candidate should have the potential of making the ma'imum utili"ation of resources# STRENGT+= $he candidate should have the capacity to carry out the tasks needed to reach organi"ational goals# LONGEVITY= $he candidate should have enough time to help the organi"ation gro #

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

SOURCES OF RECRUITMENT

+# INTERNAL SOURCING In case of a vacancy, suitable candidates are first searched internally ithin the organi"ation so that the in9house talent can be utili"ed# Aith reference to this, various forms of internal sourcing are as follo s= 9 EMPLOYEE REFERRAL= &mployees are encouraged to refer a candidate ith hom they have orked in their previous employment2s7 or they have an informal contact either as friends or peer# &mployees can check for available vacancies on the Intranet and select appropriate vacancy and submit resume of prospective candidates hom they feel ill fit the job profile# CONSULTANCY= )ecruiters also look into consultancy firms to get the candidate hom they feel ill fit the job profile# PROMOTION . TRANSFER= ;romotion and $ransfer is one of the most trusted and common methods hich the recruiters use to fill in a vacancy# ;romotion to higher position leads to good public relation , increases morale of the employee and also sets an e'ample for other employees ho are equally competent and ambitious#

.# E8TERNALSOURCING In case of a vacancy, the recruiters also look outside the organi"ation to find the most suitable and deserving candidate ho can effectively fill in the vacancy# Aith reference to this, fe forms of e'ternal sourcing are as follo s= 9

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

+# P(e Ca$%us Rec(uit$ent P( cess involves campus identification and scheduling according to the availability of dates. .# +i(in" Acti'ities involve various stages of intervie s and short H listing process# ># P st Ca$%us Rec(uit$ent P( cess involves ?oinee confirmation 8ollo H Ups#

Se&ecti n P( cess/
3. P(e P&ace$ent Ta&# a# 1orporate ;resentation b# Crgani"ational culture c# ?ob profile and candidates profile .# A%titude test/ Aptitude tests are designed to test the presence of certain innate abilities required for a particular line of ork or study# $hey generally test students in areas such as= a. Buantitati'e Met, ds <. Ve(<a& a<i&it) c. L "ica& Reas nin" d. =asic D $ain Kn >&ed"e

># G( u% discussi n 7 A group discussion is conducted to test the follo ing skills of candidates H a# Inte( %e(s na& G listening, speaking, receptiveness, team spirit, etc. b# C&a(it) * t, u",t G kno ledge and the ability to link kno n facts c. C $$unicati n s#i&&s 5. Inte('ie> a# Fi(st ( und7 $he short listed candidates are called for the first round of intervie s# $his round is very general, and is conducted to test the candidateIs temperament, personality, communication skills and analytical abilities# b# Sec nd ( und7 $he second round of intervie ould be conducted ith the department 3eads, hich ould be functional in nature# c# T,i(d ( und7 $his ould be the final deciding session # the short listed candidates ould be presented ith offers to join#

ADVERTISEMENTS= Advertisement is the best and cheapest method of reaching through advertisements in $elevision, )adio, <e spapers, Maga"ines, Internet, etc#, the recruiters try to find the 1andidates from the masses#

># EMPLOYMENTOF RELATIVES &mployment of )elatives is different from Internal Sourcing# In case of Internal Sourcing recruiters look for candidates among those people ho are already orking in )eliance Infocomm 4imited hereas in case of &mployment of )elatives, the recruiter look for candidates ho are relatives of present employees and a currently not a part of )eliance Infocomm limited#

&mployment of relatives is not discouraged provided it is based on merit and against approved vacancy# 3o ever, it is ensured that relatives do not ork at the same location and especially not in the same department# 1lose relatives include spouse, son, daughter, brother, sister, cousin, Brother9in9la and sister9 in9la s# 3o ever, for employing close relatives of Senior &'ecutives at the 5epartmental 3ead and above, prior consent of the 5irectors is required#

STEPS IN RECRUITMENT PROCESS

+# PREPARING OF RECRUITMENT =UDGET= $he 3uman )esource Account )epresentative prepares a recruitment budget based on approved 3uman )esource )equirement ;lan#

.# JO= DESCRIPTION= Second step is providing the ?ob 5escription #?ob 5escription includes= 92i7 %ey result areas e'pected out of a jobJ 2ii7 1omplete list of functional tasks performed in a jobJ2iii7 &ducation, e'perience, personal attributes of jobholder andJ 2iv7 Span of control# A. JO= EVALUATION= $he methods and practices of ordering jobs or positions ith respect to their value or orth to the organi"ation# 5. JO= POSTING= In this step, vacant positions are notified by posting <otices, circulating publications or by making announcements in the Cfficial staff meetings#

0. SCANNING OF RESUMES= After ?ob ;osting, resumes are screened# In other ords, e can say that recruiters try to look for good candidate by judging the candidates on the basis of their resume# 2. CALL FOR TEST= After scanning the resumes, promising candidates are given a letter hich invites them to come to the )eliance InfocommFs office for giving the test# 1. !RITTEN TEST= After calling the candidates, a ritten test is conducted to measure the talent, functional and managerial competencies of the called candidates# E. INTERVIE!= $hose candidates ho e'cel in ritten test are called for an Intervie here the behavioral and personality characteristic of the 1andidates are judged# F. REFERENCE C+ECK= Cnce the hiring decision is taken on the basis of performance in intervie , the candidate is contacted and informed about the decision to conduct a reference check ith the referees hose names have been mentioned in the ;ersonal 3istory 8orm, 34. MEDICAL C+ECK/UP= All the selected candidates are required to Undergo a pre9employment medical check9up Fso that it can be kno n that

Ahether the candidate is physically fit for the job or not# 33. FINAL SELECTION= Cnce the candidate is declared medically fit, heGshe is finally selected and is issued a letter, hich invites him to come and ork in )eliance Infocomm 4imited#

CENTRAL RECRUITMENT CELL :CRC;

$o automate 3) processes they have created a Cent(a& Rec(uit$ent Ce&& :CRC; online system for automating the approval process for e'ternal recruitments# +# 1reate proposal9 1oncerned 3) makes approval requests for management through a proposal# .# Approval9 $he proposal is then send to the Business or entity 3) for approval# If he approves then the entity 3) send the proposal to the corporate 3) in prescribed format# $hen after approving, 1orporate 3) submits for management approval ith MIS#

JOINING KIT . FORMALITIES

Cn joining, an employee is given an &mployee ?oining %it to facilitate the filling of necessary forms for benefit enrollment as given belo = 9 PROVIDENT FUND7 In case an employee ishes to transfer the ;rovident 8und accumulation from hisGher previous employment# 3e Gshe is required to fill up the ;8 $ransfer 8orm# 8or joining )eliance ;8 $rust, the ;8 <omination 8orm is to be filled up#

 SUPERANNUATION= In case an employee ishes to transfer the Super annuation accumulation from hisGher previous employment, heGshe is required to fill up the Super annuation $ransfer form# 8or joining )eliance Superannuation $rust, the Superannuation form is to be filled up#

MEDICAL= An employee is required to fill up the personal accident insurance coverage and nomination forms# 3e is also required to fill 3ospitali"ation Insurance 1overage 8orms for family members# A 3ealth 5eclaration 8orm for dependant parents for coverage under hospitali"ation and medical e'penses is also required to be filled by the employee# $he ?oining %it also consists of Eratuity <omination 8orm, ;ersonal 3istory 8orm, Administration )equisition 8orms for allotment of Aork Space, &'tension, &mail ld and Internet 1onnectivity 8orm#

EMPLOYEE CODE NUM=ER

Cn joining, an employee is given an employee code number hich is used and referred for all official purposes# IDENTITY CARD

On joining, an employee is issued an Identity Card and he is required to display it while he is on duty. If the employee looses his Identity Card then he should immediately inform the Issuing Authority. He will be charged Rs. !! for issue of duplicate Identity Card.
!ORK SPACE Allocation of orkspace is based on the availability of space and the role of the employee# 3igher the role, better the space and vice9versa# ! (# Le'e& 4+ 1abin ! (# S%ace

4. 4> 4@

1ubicle Aork Station Aork Station

DESKTOP PC All fulltime permanent employees, hose job requires, them to be available at their office desk and hose job doesnFt involves large field travel on regular basis, are given a 5esktop ;1 at their orkstation# 8or employees on field jobs, ;1 is given only on need#

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

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

EP=A8 E8TENSIONS Cn joining, an employee is required to contact the I$ 3elpdesk to receive the &;BA6 &'tension at his orkplace# 1ubicles and cabins are provided ith an individual phone hile a single &;BA6 line is shared bet een t o users in a orkstation# 3o ever, as per need, an individual &;BA6 connection is provided#

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

INCOME TA8 E8EMPTIONS A detailed note of Income $a' &'emptions is made available to the employee, hich is periodically amended ith the latest changes taking place in Income $a' )ules and applicabilityJ $his acts as a guideline for an employee to plan out his ta' and 1hoice ;ay components# In addition , you can opt for e'emption under the follo ing heads up to the ma'imum limits as specified belo subject to the production of bills in support of actual incurrence of the same# 8uel reimbursement 2 for company leased car7 up to )s# -B,,,,G9 p#a# :ehicle maintenance 2 for company leased car7 up to )s# .*,,,,G9 p#a# Medical allo ance up to )s# +*,,,,G9 p#a# Cffice ear allo ance up to )s# >,,,,G9 p#a# 1onveyance allo ance up to )s# 0,B,,G9 p#a 3)A up to *,K of Basic 8ood passes up to )s# +*,B,,G9 p#a#

!ORKING +OURS - +OLIDAYS . LEAVES

=USINESS +OURS
At the 3ead Cffice, regular orking hours are +,=>, a#m# to B=,, p#m# for all eekdays, i#e#, Monday to Saturday, ith a thirty minutes lunch break# An employee may choose the lunch period that is most convenient, as long as all orkstations are adequately covered and hisGher absence doesnFt creates a problem for hisGher co9 orkers and clients# 5ue to the nature of the ork, <C1, M1<s, I51 and 1all 1entre are manned .@ hours through shift duties# $he timings hile remaining - hours a day maybe implemented in different circles as per localGregional business hours# An employee is e'pected to be at ork at hisGher assigned time# In case an employee is not able to report for ork, heGshe should inform the supervisor Fbefore the start of hisGher respective ork hours# S ipe 1ards are used to sign in and sign out of the office# S ipe 1ards serve a medium for keeping a record9of attendance# <o one is allo ed to mark the attendance for other employee# If anyone found doing the same, he Gshe ould be subject to disciplinary action#

PAID +OLIDAYS
;ublic 3olidays or ;aid 3olidays are the days on hich the company provides time a ay from ork to all its employee in order to celebrate certain days of significance and remembrances based upon customs history and local tradition common to a specific circleG&ntity# +, ;ublic 3olidays during a calendar year are announced in advance that are applicable to the respective 1irclesG&ntities based on the 3oliday list released by the respective state government#

LEAVE POLICY
ELIGI=ILITY All confirmed employees on roll of )eliance Infocomm 4imited are eligible for leaves#

ENTITLEMENT All the employees of )eliance Infocomm 4imited are entitled to a total 1ombined &arned 4eave 21&47 of >- days of leave in a calendar year, hich includes 1asual 4eaves, Cptional 3oliday sand &arned 4eaves# MODE OF AVAILING LEAVE In a calendar year of >-days, / days can be availed ithout prior approval hile the remaining leaves can be availed only after getting the prior approval# Any leave that is applied for in access of one eek has to be submitted +* days in advance, unless and until it is being availed due to medical reasons# ACCUMULATION All unavailed leaves can be carried for ard, subject to a ma'imum of .@, days# ENCAS+MENT Any 1ombined &amed 4eave 21&47 that gets accumulated beyond > years is encashable at the 1ost $o the 1ompany 21$17rate# $his amount is ta'able as per the rules of Income $a' rules# &ncashment of 1ombined &arned 4eave 21&47 taking place due to an employeeFs separation is done at the Basic ;ay )ate, on any leave that has been accumulated for less than > years#

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

1alendar year on a proportionate basis from the date of joining of an &mployee# A minimum of +9day leave is allo ed# 3o ever, Sick 4eave beyond . days needs to be supported by a Medical 1ertificate from a )egistered Medical ;ractitioner# Sundays, holidays and other eekly off days falling ithin the period of Sick 4eave are counted as a part of Sick 4eave#

Sick leaves can be clubbed ith 1ombined &arned leave 21&47 only in &'ceptional cases# 8or instance, if an employee undergoes a period of prolonged illness and requires leave, hich e'ceeds his accumulated Sick 4eave balance, then the same is adjusted against the 1ombined &arned 4eave 21&47# &mployees can en9cash Sick 4eaves in e'cess of B, daysL *,K of Basic Salary# $he balance Sick leaves of an employee upto +-,days can be encashed L+,,Kof Basic Salary at the time of Superannuation# Advance of Sick leaves may be granted on the approval of 1ircleG&ntity3ead only if the9Sick leaves balance of an employee, for the year, has been fully e'hausted and the employee still requires leaves due to sickness# LEAVE CARDS 4eave 1ards are issued to all the employees of )eliance Infocomm limited at the time of their joining# &mployees are required to fill the leave 1ard and Same sanctioned by the 3ead of the 5epartment# If an employee is unable to get prior sanction then the same should be regulari"ed ithin . days of resuming of the duty#

SPECIAL LEAVES

Apart from the aforesaid leaves, employees of )eliance Infocomm 4imited are also entitled to certain Special 4eaves hich are as follo s= +# MATERNITY LEAVE A%%&ica<i&it)= All married female employees ith t o or lesser children#

E&i"i<i&it)= An9employee s should have completed nine months ith )eliance Infocomm 4imited# Entit&e$ent= Upto +. eeks on full pay# C $<inati n= Maternity leave is combined ith 1ombined &arned 4eave 21&47 or ith unavailed Sick 4eave 2S47 provided that the total leaves taken doesnFt e'ceed +/ eeks# C $$ence$ent= Maternity 4eave cannot commence earlier than B eeks prior to e'pected date of delivery# Maternity 4eave ill be granted only if an employee submits an application for the same along ith a Medical 1ertificate issued by )egistered Medical ;ractitioner# .# MISCARRIAGE LEAVE All married female employees of )eliance Infocomm 4imited are entitled to Miscarriage 4eave# Miscarriage 4eave ill be granted only if an employee submits an application for the same along ith a Medical 1ertificate issued by )egistered Medical ;ractitioner# ># PATERNITY LEAVE All married male employees of )eliance Infocomm 4imited are entitled to ;aternity 4eave of +,#days on the event of his ife delivering a child# $his is applicable only for the first t o children #$his is limited to ., days of leave during his tenure of service# ;aternity 4eave ill be granted only if an employee submits a proof that his ife has delivered a child, certified by a )egistered Medical ;ractitioner# @# JOININGJRELOCA TION LEAVE ?oining 4eave is given to outstaton employees to facilitate shifting of their families and personal belongings after joining# ?oining 4eave can be availed for a minimum of + day and for a ma'imum of - days# $he number of days of joining leave s decided by the &ntity 3ead# $his leave must be availed ithin > months from the date of joining#

LEAVE FOR TRAINEES

CASUAL LEAVE $he trainees are entitled to +. days 1asual 4eave during a year on a pro rata basis L + day per completed month of training#

SICK/LEAVE As far as Sick 4eaves are concerned, the trainees are entitled to +* days Sick 4eave during a year on a pro rata basis at the rate . day per completed month of training# 3o ever, if the trainee needs sick leave hen eligibility on pro rata basis has been e'hausted, heGshe is granted leave ithout pay hich is regulari"ed on completion of hisGher training or confirmation, provided total leaves availed by the trainee doesnFt e'ceeds hisGher entitlement# $he stipend deduction on account of leave ithout pay is credited back to himGher# E8TRAORDINARY LEAVE If a trainee has e'hausted all the leaves available to himGher, the management may allo an &'traordinary 4eave upto +, days at its o n discretion# &'traordinary 4eave ill not be granted hen a trainee has either 1asual 4eave or Sick 4eave in hisGher balance# Cn successful completion of training and subsequent confirmation, the unavailed leave upto ., days from both 1asual 4eave and Sick 4eave is converted into ;rivilege 4eave and the trainee is permitted to avail such leave as per the rules applicable to employees in hisGher category#

COMPENSATION
COMPONENTS OF COMPENSATION :CTC;
$he 1ompensation structure of )eliance Infocomm 4imited follo s the 1ost to the 1ompany 21$17 structure that reflects the total cost of an employee to the organi"ation# It is so designed that it provides fle'ibility to all the employees in structuring their benefit package# It also conforms to the regulatory frame ork, i#e#, Income $a' and Cther Applicable )ules# $he 1ost $o the 1ompany 21$17 structure also aims at initiating a performance driven culture in )eliance

Infocomm 4imited by virtue of the variable component, i#e#, ;erformance 4inked incentive# $he main components under $he 1ost $o the 1ompany 21$17 are as 8ollo s= 9 +# =ASE PAY Base ;ay constitutes upto @,K of the $otal Annual 1ompensation and includes the follo ing=9 a7 =asic Sa&a() $he total Basic Salary paid to the employee is ta'able as per the Income $a' )ules# b7 E$%& )e(s c nt(i<uti n t t,e P( 'ident Fund I 3?K O* =asic Sa&a() ;rovident 8und is aimed at providing Social Security Benefit to the &mployees on 1ontributory basis in accordance ith the provisions of the ;rovident 8und ! Miscellaneous ;rovisions Act and its subsequent amendments# )eliance Infocomm 4imited deducts +.K of the employees Basic Salary and makes a makes an equal contribution, as per the ;rovident 8und )ules applicable currently# Both of these are remitted on a monthly basis to the ;rovident 8und $rust of )eliance Infocomm 4imited# A part of companyFs contribution is deposited to &mployees ;ension 8und to provide pension to its employees on retirement or on successful completion of a specified period of service# An employee is allo ed to take loan against hisGher ;rovident 8und accumulations for specific purposes, based on the provisions of ;rovident 8und Act# &very employee is entitled for payment of hisGher ;rovident 8und accumulations on retirement# 3eGShe is paid lump9sum amount as ell as a monthly pension# In case of separation prior to retirement, an employee ill get hisGher ;rovident 8und and ;ension 8und accumulations transferred to hisGher ne't employer# If heGshe is not taking any further employment, heGshe can claim the ;rovident 8und accumulations after aiting for a period of B, days# In case the employee up further employment overseas, the aiting period of B, days can be aived# As per the Income $a' rules, .,K of the contribution made by the employee to ards hisGher ;rovident 8und can be claimed as a deduction from the gross ta' payable, subject to a ma'imum of )s#B,, ,,,, under Section -- of Income $a' Act, +0B.# $he contributions made by )eliance Infocomm limited on behalf of the employee are not ta'able#

c7 E$%& )e(s c nt(i<uti n t t,e c $%an)9s "(atuit) *und I 5.E3K * <asic sa&a() Eratuity 8und is maintained to provide benefits to the employees , on separation from the services of )eliance Infocomm 4imited , in accordance ith the payment of Eratuity Act# Under this scheme, the company contributes @#-+K of Basic Salary of its employees to Eratuity 8und, hich is administered by )eliance Infocomm Eratuity $rustG4I1, etc# administered scheme# &very employee ho has completed one year of service in )eliance Infocomm 4imited is eligible9to get gratuity on separation from )eliance Infocomm 4imited#

3o ever, contribution to Eratuity 8und commences from the very first day of job# Eratuity is calculated as under= Eratuity M 4ast dra n Basic Salary G.Bdays N +* days N <umber of 1ompleted years of service# 8or the purpose of calculating Eratuity, periods of service greater than B months are considered as equivalent to + year and less than B months ill not be counted# As per the Income $a' )ules, Eratuity is not ta'able up to limits prescribed in the ;ayment Cf Eratuity Act vi"# Eratuity is calculated at the rat of +* days basic for each completed year of service subject to a ma'imum of )s#>*, ,,,# Any amount paid in addition to this is ta'able# .# C+OICE PAY $his is a second component of 1ost to the 1ompany 21$17 based compensation structure# $he proportion of 1ost to the 1ompany 21$17 that is classified as 1hoice pay depends on the ork level of the employee# 1hoice pay gives fle'ibility to its employees in structuring their allo ances under various elements , hich suit their requirements under the follo ing e'pense head=9 1ompany o ned housing G company leased accommodation 1ompany leased car 8uel e'pense ! medical reimbursement

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

&mployees are supposed to declare to )eliance Infocomm 4imited the amounts that heG she ill be claiming under above mentioned e'pense head at the beginning of financial year or ithin / days of joining# Most of the e'pense heads are subject to 8ringe Benefit $a' under proposed finance Bill, therefore, current rules of Income $a' ill apply on any of the above perquisites, reimbursements and allo ances# ># PERFORMANCE LINKED INCENTIVE ;erformance Appraisal ;rocess is the major input hile making decisions on ;ayment of ;erformance 4inked Incentive to an employee of )eliance Infocomm 4imited# ;erformance Management system supports a detailed scheme on operations of ;erformance 4inked Incentive# Cutstanding performances are re arded beyond Incentive limits by cas, (e>a(d and tea$ (e>a(d and %aid 'acati nJ T u( -%u<&ic (ec "niti n Re>a(d, etc# $his is purely a variable pay and is linked to achievements of responsibilities assigned# It is made clear to every employee that there is no guaranteed payment of this amount set aside out of 1ost $o the 1ompany 21$17# As per the Income $a' )ules, the entire amount under this head is ta'able#

SEPARATION
TYPES OF SEPARATION
)eliance Infocomm believes in treating all employees separating fro the company ith utmost dignity# Separation occurs hen an employee on the payrolls of )eliance Infocomm limited leaves the company for any of the follo ing reasons= 9 +# E8PIRY OF TRAINING PERIOD J CONTRACT Some employees are employed by the company under trainingGcontract to undertake specific, time bound jobs# Separation of these employees occurs after the e'piry of their training period or contract# $he 3uman )esource Account )epresentative informs the 5epartment 3ead about the e'piry of training period of trainee, + month in advance# $he 5epartmental 3ead evaluates the performance of the trainee and also the requirement of the trainee to further undertake the prescribed activities# In case the traineeFs services needs to be continued, the 5epartmental 3ead should get an approval from entity 3ead# In case of discontinuing the services of a trainee, the 5epartmental 3ead should inform the 3uman )esource Account )epresentative +* days in advance# $he 3uman )esource Account )epresentative should inform the trainee +* days in advance about the e'piry of hisGher training periodGcontract .# NON/CONFIRMATION OF PRO=ATION All the employees are under probation for a period of B months# $hey are 1onfirmed in riting at the end of B months based on 1onfirmation Appraisal#

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

In case of confirmationGnon9confirmation, the 5epartment 3ead should inform the 3uman )esource Account )epresentative ., days in advance and the 3uman )esource Account )epresentative should intimate the employee in riting, +* days In advance# >. RESIGNATION )esignation occurs hen an employee of )eliance Infocomm 4imited ho is on the payrolls leaves the organi"ation voluntarily for personal or professional reasons# $he employee is required to serve a ritten resignation to his 5epartment 3ead, mentioning the relieving date# $he department 3ead discusses the Ot matter ith the 1ircleGBusiness &ntityG8unctional 3ead and obtains an approval $he accepted copy of the resignation letter ith the approved relieving date is for arded to the respective 3uman )esource Account )epresentative# 1onfirmed employees are required to give > months notice in advance hereas employees on probation are required to give +* days notice in advance# @# TERMINATION $ermination is an undesirable happening both for )eliance Infocomm 4imited and for the employee# An employee is terminated from his services hen= 9 2i7 3eGShe violates the companyFs policy on personal conduct andJ 2ii7 3eGShe is unable to meet the performance standards of the company # $he 5epartment 3ead informs the 3uman )esource Account )epresentative About the termination of the employee# If the termination decision is on the ground of employeeFs performance not meeting the organi"ationIs e'pectation, the 3uman )esource Account )epresentative sends a termination letter to the employee#

If termination recommendation is on the grounds of violation of companyFs policy on personal conflict, the 3uman )esource Account )epresentative investigates the matter# $he department 3ead obtains the approval for termination and date of relieving from 1ircleGBusiness entity# $he 3uman )esource Account )epresentative informs the employee about his termination decision# $he 3uman )esource Account )epresentative asks the employee to submit voluntary resignation in view of interest of the employee and hisGher future career prospects# # $he employee submits hisGher resignation to the 3uman )esource Account )epresentative and the 3uman )esource Account )epresentative sends the same to 3uman )esource 1ommercial# *# JO= A=ANDONMENT ?ob Abandonment occurs hen an employee absents himself from ork ithout informing his supervisor# An employee is considered to be terminated from his job= 2i7 If heGshe absents himselfGherself from ork ithout giving prior notice and fails to return to ork ithin - days from the commencement of such absence andJ 2ii7 3eGShe fails to give an e'planation that is satisfactory in the eyes of the management# $he 5epartment 3ead informs the 3uman )esource Account )epresentative about ?ob Abandonment of an employee and the 3uman )esource Account )epresentative tries to contact the employee through phone, e9mail or registered post# $he 3uman )esource Account )epresentative obtains evidences hich proves that the employee is not connectable or is not interested in containing the job and conveys he same to &ntity 3ead So that he can get ?ob Abandonment Approval# After the ?ob Abandonment of the employee, the 3uman )esource Account )epresentative informs the 3uman )esource 1ommercial#

B. SUPERANNUATION An employee is superannuated from hisGhe job on attaining the age of *years#

$he 3uman )esource Account )epresentative obtains the approval of 1ircle Business &ntity, + month before the date of superannuation of an employee# $he 3uman )esource Account )epresentative informs the employee and the 3uman )esource 1ommercial, in riting, + month before the date of superannuation# /# DEAT+ An employee is also separated due to death hile on the payrolls of the 1ompany# $he 3uman )esource Account )epresentative inform the 1ircleGBusiness &ntity about the death of an employee# $he 3uman )esource Account )epresentative is also supposed to state the cause of the death of the employee to the 1ircleGBusiness &ntity#

-# CLOSURE OF =USINESS 1losure of business occurs hen the company decides to close the business activities for 8inancialG)egulatory reasons and asks the employees to leave the company# $he 3uman )esource Account )epresentative supposed to inform all the employees about the closure of the business#

FORMALITIES =EFORE RELIEVING AN EMPLOYEE

+# E8IT INTERVIE! ;rior to leaving, an e'it intervie is conducted to gather feedback and recommendations of the parting employee# &'it Intervie s a one9to9one discussion here voluntary vie s and suggestions taken from the parting employee# $hrough &'it Intervie , the

organi"ation ants to kno that hat ere the e'pectations of the parting employee hen he joined the organi"ation# $he concerned authority asks the parting employee the reason for his leaving the organi"ation# .. FULL . FINAL SETTLEMENT Cn receiving the separation checklist from 3uman )esource 1ommercial, an employee is required to obtain the signatures of all concerned authorities and after getting the signatures of unconcerned authorities on 8ull !8inal Settlement 8orm, the employee is supposed to return it to the 3uman )esource 1ommercial# $he employee is required to settle all financial obligations like= 9 2a7 Cutstanding loans andJ 2ii7 Any undertakings that heGshe has given to the company in terms of cost to ards upgraded mobile phoneG1ost of mobile as per company policy, opting for a company leased car or any other undertaking given by himGher# $he employee is required to return hisGher Identity 1ard, keys and any other property that has been issued to him to the 3uman )esource 1ommercial# After this, the full and final amount is paid to the employee after recovering all the advances and dues from himGher on hisGher last orking day#

EMPLOYEE SELF SERVICE :ESS;

&mployee self Service 2&SS7 enables an employee to interact ith SA; 3uman )esource 5atabase here heGshe can vie and maintain hisGher personal data# &mployee Self Service 2&SS7 provides an employee ith a host of services and reports in the follo ing areas= 9

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

;ayroll )elated Information= An employee can vie hisGher monthly updates on the ;ay slips, Income $a' projection and ;rovident 8und statement# )eimbursements= An employee can submitted claim for the $elephone Bills )eimbursement, local 1onveyance )eimbursement ,Medical )eimbursements and Miscellaneous )eimbursement online by using &mployee Self Service 2&SS7# 1ost $o the 1ompany= 1ost $o the 1ompany 21$17 related services# &ntitlements= $his includes Medical Insurance and $ravel Insurance# # Income $a' )ules= details of Income $a' as applicable to different &mployees can be vie ed on &mployee Self Service 2&SS7#

LOGIN . PASS!ORD A personFs &mployee 1ode serves as his 4og in Id to log in to &mployee Self Service# 2&SS7#$he pass ord for the first time users is fi'ed as hisGher date of birth in the follo ing format= 9 yymmdd Ahere, yy is the year of birthJ mm is the month of birth andJ dd is the date of birth# 3o ever, an employee can change his pass ord according to his convenience#

EMPLOYEE SELF SERVICE :ESS; +ELPDESK Cne can contact the I$ 3elpdesk to ensure that &mployee Self Service 2&SS7 is configured on the individualFs computer# $o access &mployee Self Service 2&SS7, an employee should type= http=GGess#ril#com

PRO=ATION . CONFIRMATION
$he purpose of a probationary period is for both for employees superior to determine that one is able to perform the duties of the job satisfactorily# Cne might think of this time as the time to allo one to demonstrate overall suitability in the ne job and provides an opportunity to ones superior to evaluate as one learns the ork of the assignment#

An employee ill be assessed on the responsibilities handled during the probationary period and also on the follo ing attributes= 1ommunication ?ob kno ledge Puantity of ork Puality of ork Initiative Interpersonal Skills ;roblems Solving Ability 1ost 1onsciousness Attitude to ards Crgani"ationG Aork GAuthority Attendance ! ;unctuality

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

DEPUTATION
5ue to business requirements, you may be required to be posted to other 1ircle G Business &ntity G 4ocation other than your primary base locationG 1ircle G Business &ntity# If such posting requires you to relocate from your base location beyond .0 days, then it is defined as 5eputation# In such cases, you may be required to maintain parallel household although on a smaller scale for yourself at the place of deputation# $he company provides for deputation allo ance to meet such incidental cost# Ahile on deputation, you ill be entitled to the follo ing= +7 Sta)9 1ompany ill provide stay arrangements at the place of deputation as per the entitlements mentioned in the domestic travel section# .7 T(a'e&9 Qou ill be entitled for travel as per the entitlements specified in the 5omestic $ravel section#

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

ORGANILATIONAL PROFILE

1CM;A<Q ;)C8I4&
)eliance H Anil Dhirubhai Ambani Group, an offshoot of the Reliance "roup founded
by Shri Dhirubhai H Ambani (1932-2002), ran#s among India$s top three pri%ate sector business houses in terms of net worth. &he group has business interests that range from telecommunications 'Reliance Communications imite!( to financial ser%ices 'Reliance Capital t!( and the generation and distribution of power 'Reliance "ner#$ t!(.

Reliance ) A*A "roup$s flagship company, Reliance Communications, is India+s largest pri%ate sector information and Communications Company, with o%er ,! million subscribers. It has established a pan-India, high-capacity, integrated 'wireless and wireline(, con%ergent '%oice, data and %ideo( digital networ#, to offer ser%ices spanning the entire infocomm %alue chain. Cther major group companies R )eliance 1apital and )eliance &nergy R are ackno ledged as the market leaders in their respective areas of operation idely

%usiness )eliance 1ommunications ill offer a complete range of telecom services, covering mobile and fi'ed line telephony including broadband, national and international long distance services, data services and a ide range of value added services and applications that ill enhance productivity of enterprises and individuals# )eliance India Mobile, the first of )eliance 1ommunicationsF initiatives as launched on 5ecember .-, .,,., the /,th birthday of the )eliance group founder, Shri# 5hirubhai 3# Ambani#

$his marks the beginning of )elianceFs dream of ushering in a digital revolution in India by becoming a major catalyst in improving quality of life and changing the face of India# It aims to achieve this by putting the po er of information and communication in the hands of the people of India at affordable costs# )eliance 1ommunications ill e'tend its efforts beyond the traditional value chain to develop and deploy telecom solutions for IndiaFs farmers, businesses, hospitals, government and public sector organi"ations#

:ision

)eliance 1ommunications envisions a digital revolution that ill bring about a <e Aay of 4ife. A Digital Way of Life. For a New India. Aith mobile devices, net ays and broadband systems linked to po erful digital net orks, )eliance 1ommunications ill usher fundamental changes in the social and economic landscape of India# )eliance 1ommunications ill help men and omen connect and communicate ith each other# It ill enable citi"ens to reach out to their ork place, home and interests, hile on the move# It ill enable people to ork, shop, educate and entertain themselves round the clock, both in the virtual orld and in the physical orld# It ill make available television programmes, movies and ne s capsules on demand# It ill unfurl ne

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

Users of )eliance 1ommunicationsFs full range of services ould no longer need audiotapes and 15s to listen to music# :ideotapes and 5:5s ould not be necessary to see movies# Books and 15 )CMs ould not be needed to get educated# <e spapers and maga"ines ould not be required to keep abreast of events# :ehicles and allets ill become unnecessary for shopping#

)eliance 1ommunications ill disseminate information at a lo cost# SMake a telephone call cheaper than a post cardS# $hese prophetic ords of 5hirubhai Ambani ill be a metaphor of profound significance for )eliance 1ommunications# )eliance 1ommunications ill regularly unfold ne applications# 1ontinually adapt ne digital technologies# 1reate ne customer e'periences# 1onstantly strive to be ahead of the orld#

Missi n
Ae ill create an integrated infrastructure ith state9of9the art digital technology to provide innovative , cost effective and orld9class convergent services to our customers# Ae ill be IndiaIs defining service provider and the most preferred one#

!,e(e $e(it is (e>a(ded

)eliance 1ommunications is in the process of setting up best9in9class ork facilities across major cities in India# At Mumbai, the 5hirubhai Ambani %no ledge 1ity 25A%17 hosts more than +,,,, professionals ith a range of office comple'es, food courts, avenues and boulevards, fountains and video conferencing# Apart from the physical ork setting, )eliance 1ommunications is fostering a ork culture marked by positive energy, team ork and performance ethic# Ae are committed to building a non9hierarchical and open ork environment and a result9driven meritocracy

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

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

OVERVIE! OF +R ACTIVITIES
E$%& )ee C&assi*icati n7
$he employees are classified in four categories = ;ermanent ;robationary $rainee 1ontract

In )eliance, there are four levels of employees according to the role they perform= 4+ H 4eadership roles 4. H Managerial roles

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

+# Rec(uit$ent and se&ecti n = Sources of recruitment H Internal sourcing 9 &'ternal sourcing o Aalk H in o Advertising o Mails o &mployee referrals o ;rivate agencies o ?ob search engine o Intervie o )eference check o Medical checkup

.# J inin"= After selection joining procedure is as follo s9 Eenerate the offer letter ;hotocopy of offer letter Send original offer letter and joining kit %eep the photocopy of offer letter At the time of joining take the sign of employee on each sheet of the ?oining kit 8illing the ?oining kit ># Inducti n7 $ o days induction program is conducted by the organi"ation to introduce the ne joiners to different departmental heads and their

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

5. P( <ati n and c n*i($ati n7 In reliance ne employees are on probation for si' months after joining# After hich their performance is revie ed and joining is confined accordingly letter.

0. Pe(* ($ance a%%(aisa&7 ;rocedure of performance appraisal= Eenerate eligible employee list# ;repare an appraise matri'# 5istribute appraisal forms among department heads# 5epartment heads distribute it among the employees# Appraisal form filled by employees should be handed over to their department heads# 5epartmentsI heads discuss and make changes if required# 8orms are send to hr department, discussions take place and ratings are given# According to ratings performance linked incentives and salary hike is given. 2. T(ans*e(7 In case of transfer of an employee a transfer letter is issued# &ntitlements for travel, stay and shifting are given# &'penses can be reimbursed#

1.

Se%a(ati n7 In )eliance separation ith employee is carried ith almost dignity# &mployees are supposed to give > months notice before resigning #Superannuation is given if they have completed *- years of service# )eliving letter is issued and e'it intervie is taken# $hen, full and final settlement is done for the settlement of financial obligations#

-# E$%& 8ollo

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

F. SAP +R7 Sap 3) database facilitates employeeIs interaction ith the organi"ation and employees can interact ith SA; through &SS 2&mployee Self Service7 database to vie and maintain their personal data# &SS contains the personal information, payroll, reimbursements, 1$1 details and income ta' rules# &ach employee has his o n login and pass ord#

+,# G(ie'ances Res &uti n= $he organi"ation follo s procedure to resolve the grievances= $he grieved employee first approach his immediate boss to make a complain and the boss ill readdress his problem ithin > orking days# If he is not satisfied then he can move to the ne't higher level i#e# 3&A5 C8 5&;A)$M&<$, ho ill readdress his problem ithin > orking days# If still not satisfied he can go to the circle entity 3) manager If still not satisfied the matter goes to the central leadership team, hich is e'pected to give its decision ithin * orking days#

++# T(ainin" and de'e& %$ent= :arious training and developments programs are being organi"ed for the employees to make them ork efficiently#

RESEARC+ MET+ODOLOGY
O=JECTIVE OF T+E STUDY7 $he objective of this project report is to study the S3uman )esource ;ractices of )eliance Infocomm 4imited, U; 2 &ast 7 1ircle Cffice S and the vie s of its employees on the same, i#e#, !,at d t,e e$%& )ees *ee& a< ut t,ese +u$an Res u(ce %(actices * Re&iance In* c $$ Li$itedM $o check the satisfaction level of the employees ith different 3) policies of )eliance 1ommunications and to identify the areas here improvements are required to increase their commitment and subsequently increase the efficiency of ork# RESEARC+ DESIGN )esearch 5esign is simply the frame ork or plan for a study , hich is used as a guide in collecting and analy"ing the data# It is the blueprint that is follo ed in completing a study# As objective of the research is 5escriptive in form, the research design must be made accordingly= 8ormulating objective of the study 5esigning the method of data collection Selecting the sample si"e 1ollection of data Analysis ! findings 1onclusion ! interpretations 4imitations Suggestion and recommendations 5escriptive research includes surveys, observations, and fact finding enquiry of different kind# Statistical method is used in this project under descriptive studies#

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

Sa$%&in" Unit= Sampling Unit in this research is limited to the employees orking in )eliance Infocomm 4imited 2 U; 2 &ast 7 1ircle Cffice7# Si@e * Sa$%&e= $he sample si"e is @,# @, filled questionnaires ere revived and the analysis is completely based upon the information gathered through these @, filled questionnaires#

DATA COLLECTION +# PRIMARY DATA= As far as primary data is concerned, Puestionnaires ere used to gather information from the employees of )eliance Infocomm 4imited 24uckno , U#;#7# .# SECONDARY DATA7 &mployee 3andbook, 3uman )esource Manual of )eliance Infocomm 4imited, and the ebsite of )eliance Infocomm 4imited 2 #relianceinfo#com7 provided great kno ledge hich proved to be of great help in the making of this project#

FINDINGS AND ANALYSIS

FINDING NO.3

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

2!. ,ercenta#e o) "mplo$ees !. 1!. ,!. 0!. /!. !. Internal 3ourcing 45ternal 3ourcing +ie&s o) "mplo$ees 4mployment of Relati%es

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

-able .o/ 1
Res% nse Inte(na& S u(cin" ECte(na& S u(cin" E$%& )$ent * (e&ati'es T ta& N . * E$%& )ees 3? ?4 E 54 Pe(centa"e A4K 04K ?4K 344K

FINDING NO.?

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

7!. 6!. 2!. !. 1!. ,!. 0!. /!. !. Internal 3ourcing 45ternal 3ourcing +ie&s o) "mplo$ees 8oth

ANALYSIS Most of the employees feel that both Internal Sourcing and &'ternal sourcing are equally important, hereas only +,K of employees feel that Internal sourcing should be done most#

,ercenta#e o) "mplo$ees

Ta<&e N . ?
Res% nse Inte(na& S u(cin" ECte(na& S u(cin" = t, T ta& N . * E$%& )ees 5 2 A4 54 Pe(centa"e 34K 30K 10K 344K

FINDING NO.A

(s (nternal Sourcin# !iscoura#in# the entr$ o) those people &ho are not a part o) reliance*
/!!. ,ercenta#e o) "mplo$ees 7!. 2!. 1!. 0!. !. 9es +ie&s o) "mplo$ees :o

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

Ta<&e N . A
Res% nse Yes N T ta& N . * E$%& )ees E A? 54 Pe(centa"e ?4K E4K 344K

FINDING NO.5

'hat !o the emplo$ees )eel about the 1oinin# 2it &hich Reliance is o))erin# to its emplo$ees*
7! 6! 2! ! 1! ,! 0! /! ! ;ery "ood "ood 3ie&s o) "mplo$ees 3atisfactory

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

,ercenta#e o) "mplo$ees

Ta<&e N . 5
Res% nse Ve() G d G d Satis*act () T ta& N . * E$%& )ees E ?E 5 54 Pe(centa"e ?4K 14K 34K 344K

FINDING NO.0

'hich is a better &a$ o) re&ar!in# outstan!in# per)ormances*

6! 2! ,ercenta#e o) "mplo$ees ! 1! ,! 0! /! ! Cash Reward <aid ;acation +ie&s o) "mplo$ees <ublic Recognition

ANALYSIS As e all kno that everyone ants money, the employees of )eliance are no e'ception to it# Majority of employees prefer 1ash )e ard to ;aid 3oliday and ;ublic )ecognition# 3o ever, the fact is that there is an e'ception to everything and in )eliance also, there are fe people ho prefer )ecognition to 1ash )e ard#

Ta<&e N . 0
Res% nse Cas, Re>a(d Paid Vacati n Pu<&ic Rec "niti n T ta& N . * E$%& )ees ?5 5 3? 54 Pe(centa"e 24K 34K A4K 344K

FINDING NO.2

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

,ercenta#e o) emplo$ees 2! ! 1! ,! 0! /! ! 3wipe Card =aintaining Registers +ie&s o) emplo$ees

ANALYSIS 3alf of the employees feel that s ipe card are better and half of the employees feel that maintaining registers is a better ay of recording attendance #the employees ho ere in favour of s ipe card ere those ho ere really comfortable ith it hereas the employees ho favored maintaining of registers ere those ho believed that carrying a s ipe card is a big headache#

Ta<&e N . 2
Res% nse S>i%e Ca(d Maintainin" Re"iste(s T ta& N . * E$%& )ees ?4 ?4 54 Pe(centa"e 04K 04K 344K

FINDING NO.1

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

,ercenta#e o) emplo$ees 2! ! 1! ,! 0! /! ! 3wipe Card =aintaining Registers +ie&s o) emplo$ees

ANALYSIS $he office starts at 0=>, a#m# and ends at *=,, p#m# and most of the employees find it very convenient because the office doesnIt starts too early and ends late# $his gives an opportunity to employee to spend time ith family#

Ta<&e N . 1
Res% nse Ve() C n'enient C n'enient Fai( En u", T ta& N . * E$%& )ees A2 5 / 54 Pe(centa"e F4K 34K / 344K

FINDING NO.E

&hat ,ercenta#e o) emplo$ees ha3e e3er encashe! their C" *

/!!. ,ercenta#es o) the emplo$ee 7!. 2!. 1!. 0!. !. 9es :o Action ta4en b$ the emplo$ee

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

Ta<&e N . E
Res% nse Yes N T ta& N . * E$%& )ees 5 A2 54 Pe(centa"e 34K F4K 344K

FINDING NO.F

Ha3e $ou e3er chan#e! $our Choice pa$ Component mi!-course * /!!. 7!. 2!. 1!. 0!. !. 9es :o Action ta4en b$ the emplo$ee ,erc enta #es o) the emp l$ee s

ANALYSIS Cnly *K of employees have changed their 1hoice ;ay component midcourse# )est has not used this facility# $his sho s that they need more a are ness#

Ta<&e N . F
Res% nse C,an"ed N t C,an"ed T ta& N . * E$%& )ees 5 A2 54 Pe(centa"e 34K F4K 344K

FINDING NO.34

"SS is lin4e! to SA, HR !atabase / &hat percenta#e o) emplo$ees are com)ortable &hile &or4in# on "SS*
/!!. ,ercenta#e o) emplo$ees 7!. 2!. 1!. 0!. !. Comfortable :ot Comfortable +ie&s o) emplo$ees

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

Ta<&e N . 34
Res% nse C $* (ta<&e N t C $* (ta<&e T ta& N . * E$%& )ees A? E 54 Pe(centa"e E4K ?4K 344K

'hat !o the emplo$ees )eel about the HR ,ractices o) HR in Reliance*

2!. ,ercenta#e o) emplo$ees !. 1!. ,!. 0!. /!. !. ;ery "ood "ood 3atisfactory :ot 3atisfactory

FINDING NO.33

+ie&s o) emplo$ees

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

Ta<&e N . 33
Res% nse Ve() " d G d Satis*act () N t Satis*act () T ta& N . * E$%& )ees E ?4 3? / 54 Pe(centa"e ?4K 04K A4K / 344K

RECOMMENDATIONS

$he follo ing recommendations are strictly based upon the @, filled Puestionnaires, hich I received, from the employees of )eliance Infocomm 4imited#

RECOMMENDATION NO.3 $he first thing, hich I ould like to recommend, is that )eliance Infocomm 4imited should motivate its employees# $he organi"ation hardly does anything to Motivate its employees# 8e employees ere speechless hen I asked them that ho the organi"ation motivates them but after some time, just for the heck of it, fe said that the compensation structure and the salary motivate them# $his sho s that the organi"ation hardly does anything to motivate its employees# $he employees should be given journals on motivation or any other thing that can motivate them and make them feel special#

RECOMMENDATION NO.? Cn the >,th of every month, a get together is organi"ed here the birthday of all those employees ho ere born in that particular month is celebrated# Ahat I ould like to recommend here is that they should celebrate the birthday on that particular day on hich the employee as born because everyone feels special on his Gher (birthdayD# By celebrating the birthday on the >,th of the month, the feeling of being special gets reduced#

RECOMMENDATION NO. A Cutstanding performances are either given cash re ard or paid vacation or public recognition# $he employees have to select one from them# &veryone ants recognition # &veryone ants to earn fame# $herefore, I ould like to recommend that for outstanding performances public recognition should be made mandatory, besides employees should be given a choice to select one from either cash re ard or a paid holiday#

RECOMMENDATION NO.5 Most of the employees feel that they should utili"e their 1ombined &arned 4eaves fully and should not let them go unutili"ed# 3o ever, as per the norms, any 1&4 that gets accumulated beyond three years is e'cusable at 1$1 and any 1&4 that gets accumulated under > years is e'cisable at the Basic# $herefore, I ould like to recommend this to employees that they should not take leave if they donFt really require them because if they ill ork on those days then these 1&4s ill get accumulated and the employees ill be able to encash them# RECOMMENDATION NO.0

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

SCOPE OF FURT+ER STUDY

$o study about &mployee &ngagement at )eliance 1ommunications 4td# $o study about &mployee turnover at )eliance 1ommunications 4td# $o study about )etention strategies of )eliance 1ommunications 4td# in the ake of high attrition prevailing in organi"ation# $o study about 1ompensation Management and ;erformance Appraisal criterion follo ed at )eliance 1ommunications 4td#

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

CONCLUSION

)eliance 1ommunications limited is a very big Crganisation and its 3uman )esource practices are as good as its name# &very employee, be it of 8inance 5epartment , Marketing 5epartment , or any other department , is happy ith the 3uman )esource ;ractices of )eliance 1ommunications 4imited # &very employee praises the ork of human resource 5epartment # the human )esource team is very effective and everyone agrees ith it# $his as my first orking e'perience and I ould just like to say that it as a lovely e'perience orking ith )eliance 1ommunications 4imited and I really learned a lot from it# I got all the necessary e'posure at reliance 1ommunications 4imited , hich is necessary for a fresher like me#

=I=LIOGRAP+Y

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

!E=SITES #citehr#com #rim#com #gm#ril#com #relianceindia#com #google#com

Annexure
BUESTIONNAIRE ON T+E +UMAN RESOURCE PRACTICES OF RELIANCE INFOCOMM LIMITED
<ame=UUUUUUUUUUUUUUUUUUUU Age=UUUUUU################## Pualification=U##########################################UUUU## 4evel=UUUUUUUUUU# 5epartment=UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU V $he Information provided by the employees ill be kept 1onfidential# W

P+# 3o

ere you recruited in )eliance Infocomm limited X

a7 Internal Sourcing
b( 45ternal 3ourcing c( 4mployment of relati%es

>0. ?hich one, do you feel, is a better way of recruiting candidates@ a( Internal 3ourcing b( 45ternal 3ourcing c( 8oth

>,. Recruitment of candidates through internal sourcing is discouraging the entry of those talented candidates who are not a part of reliance Infocomm Aimited@ a( 9es b( :o

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

P*# Ahat do you about the ?oining %it , hich )eliance Infocomm 4imited offers , to its employeesX a7 :ery good b7 Eood c7 Satisfactory

PB# )eliance Infocomm 4imited re ards outsatanding performances# Ahich one, do you think, is a better ay of re arding outstanding performancesX a7 1ash )e ard b7 ;aid :acation c7 ;ublic )ecognition

P/# Ahich one of the follo ing you feel is a better ay of recording attendance X a7 S ipe 1ard b7 Maintaining )egisters

P-# $he office starts at +,=>, a#m# and ends at B=,, p#m# Ahat do you feel about these business hours X a7 :ery 1onvenient b7 1onvenient c7 8air &nough

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

a7 Qes b7 <o

P+,# Qou are entitled to a total of >- days of 1ombined &arned 4eaves 21&47# Should it be increasedX a7 Qes b7 <o

P++# Any 1ombined &arned 4eave 21&47 that gets accumulated beyond > years is encashable at 1ost to the company21$17 and any 1ombined &arned 4eave 21&47 that gets accumulated under > years is encashable at Basic# 3ave you ever encashed your 1ombined &arned 4eaves 21&47X a7 Qes b7 <o

P+.# 3ave you ever changed your 1hoice ;ay 1omponent midcourse X a7 Qes b7 <o

P+># Are you comfortable hile orking on soft ares like &SS and SA;X a7 Qes b7 <o

P+@# Ahat do you feel about the 3uman )esource ;ractices of )eliance Infocomm 4imited X a7 :ery Eood b7 Eood c7 Satisfactory d7 <ot Satisfactory