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TABLE OF CONTENTS

CHAPTERS

1. INTRODUCTION

2. ORGANIZATION STRUCTURE

3. PRODUCTS AND SERVICES OF RELIANCEJIO

4. CORPORATE OFFICE

5. RECRUITMENT AND SELECTION

6. COMPETITION ANALYSIS

7. DATA ANALYSIS

8. AND INTERPRETATION

9. FINDINGS

10.RECOMMENDATIONS

11.LIMITATIONS

12.BIBLIOGRAPHY

1
INTRODUCTION

2
INTRODUCTION

Industry Overview- Telecom Industry

India is currently the worlds second-largest telecommunications market

and has registered strong growth in the past decade and half. The Indian

mobile economy is growing rapidly and will contribute substantially to

Indias gross domestic product (GDP), according to report prepared by

Global System for Mobile Association (GSMA) in collaboration with the

Boston Consulting Group (BCG).

The liberal and reformist policies of the Government of India have been

instrumental along with strong consumer demand in the rapid growth in

the Indian telecom sector.

3
The government has enabled easy market access to telecom equipment

and a fair and proactive regulatory framework that has ensured availability

of telecom services to consumer at affordable prices. The deregulation of

foreign direct investment (FDI) norms has made the sector one of the

fastest growing and a top five employment opportunity generator in the

country.

Industry Analysis:

Indian Telecom Industry has revolutionized over past decades. Since 1850

electric telegraph started for the first time in India between Calcutta

(Kolkata) and Diamond Harbor (Southern Suburbs of Kolkata). Then from

1920 telecom sector was drastically changed from cable wired telegraph to

wireless telegraph, radio telegraph, radio telephone, trunk dialing (system

allowed users to dial calls with operator assistance). After a decade this

scenario changed to digital microwave, optical fiber, satellite earth station,

and all major cities and town were linked to telephone. Earlier in 1975 DoT

(Department of Telecom) was responsible for telephone services in India. In

1990s telecom was opened for private sector as well and then in 1995 TRAI

(Telephone Regulatory Authority of India) was setup which reduced

government intervention in case of tariffs and policy making. In 2000

4
government corporatized DoT and renamed it as BSNL (Bharat Sanchar

Nigam Limited). After this for next 10 years many private telecom operators

came

in Indian telecom sector- Telenor, Docomo, Vodafone, Sistema, Sing Tel,

etc. invested in Indian as mobile operators. If we look for wireless

communication in 1995, pager was looked as device offering much mobility

in communication, were Motorola was the big player with approx. 80%

market share and other companies- Usha Martin Telecom, Mobilink,

Pagelink,etc.

5
6
Telecom subscriber base expands substantially-

India is currently the second-largest telecommunication market and

has the third highest number of internet users in the world.

Between FY 07-16 Indias telephone subscriber base expanded at a

Compound Annual Growth Rate (CAGR) of 19.5 per cent to 1,022.61

million and tele-density to 80.98

In September 2015, total telephone subscription stood at 1,022.61

million, while tele-density was at 80.98 percent.

Wireless segment dominates the market-

Indias telephone subscriber base reached 1,022.61 million in

September, 2015

The wireless segment 97.46 % of total telephone subscriptions

dominates the market, while the wire-line segment accounts for the

rest.

Urban regions account for 58.58 % of telecom subscriptions, while

rural areas constitute the remaining.

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Market Size

Driven by strong adoption of data consumption on handheld devices, the

total mobile services market revenue in India is expected to touch US$ 37

billion in 2017, registering a Compound Annual Growth Rate (CAGR) of 5.2

% between 2014 and 2017, according to research firm IDC.

According to a study by GSMA, smartphones are expected to account for

two out of every three mobile connections globally by 2020 making India

the fourth largest smartphone market. The broadband services user-base in

India is expected to grow to 250 million connections by 2017, according to

GSMA. International Data Corporation (IDC) predicts India to overtake US

as the second-largest smartphone market globally by 2017 and to maintain

high growth rate over the next few years as people switch to smartphones

and gradually upgrade to 4G.

8
In spite of only 5 % increase in mobile connections in 2015, overall

expenditure on mobile services in India is expected to increase to US $ 21.4

billion in 2015, led by 15 % growth in data services expenditure, as per

research firm Gartner. The Indian telecom sector is expected to generate

four million direct and indirect jobs over the next five years according to

estimates by Randstad India. The employment opportunities are expected

to be created due to combination of governments efforts to increase

penetration in rural areas and the rapid increase in smartphone sales and

rising internet usage.

Digitalization in India

By: IANS | Published: December 11, 2015 4:49 PM

The Indian economy, which is currently 50 percent digitized, is expected to

reach 100 percent by 2020, a top official said on Thursday,

The digital transformation is being fueled by rapid innovation in the

technology space, said National Cyber Security Coordinator GulshanRai at

the 3rd edition of the National CIO Summit organized by Confederation of

Indian Industry.

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On the flip side, this transformation makes any country vulnerable to cyber

threats, he said. India ranks amongst the five top most countries for

malware penetration and security breaches.

Mobility, social networking, customer centricity and optimization of supply

chain are four key forces driving the digital transformation, said KPMG

director ArnabMitra.

Organizations need to build capabilities to walk through this

transformation, he said, adding successful digital transformation depend on

degree of simplicity from adoption perspective, the risks identified and a

proper mitigation plan needs to be in place.

Government Initiatives in Telecom Industry

The government has fast-tracked reforms in the telecom sector and

continues to be proactive in providing room for growth for telecom

companies. Some of the other major initiatives taken by the government

are as follows:

The Telecom Regulatory Authority of India (TRAI) has directed the

telecom companies or mobile operators to compensate the

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consumers in the event of dropped calls with a view to reduce the

increasing number of dropped calls.

With a view to encourage consolidation in the telecom sector, the

Government of India has approved the rules for spectrum trading

that will allow telecom companies to buy and sell rights to unused

spectrum among themselves. The Union Cabinet chaired by the

Prime Minister, Mr NarendraModi, gave its approval to the

guidelines on spectrum sharing, aimed to improve spectral efficiency

and quality of service, based on the recommendations of the

Telecom Regulatory Authority of India (TRAI).

The Central Governments several initiatives to promote

manufacturing in the country, such as Make in India campaign

appears to have had a positive impact on mobile handsets

manufacturing in the country. Companies like Samsung, Micromax

and Spice had been assembling handsets in the country already.

Xiaomi and Motorola, along with Lenovo have also started assembly

of smartphones in India. Firms like HTC, Asus and Gionee too have

shown interest in setting up a manufacturing base in the country.

The Government of India plans to roll out free high-speed WiFi in

2,500 cities and towns across the country over the next three years.

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The program entails an investment of up to Rs 7,000 crore (US$ 1.06

billion) and will be implemented by state-owned Bharat Sanchar

Nigam Ltd (BSNL).

12
Introduction:

RIL

Reliance is Indias largest private sector company on key financial

parameters. It is a significant global player in integrated energy value chain,

has a growing presence in retail industry and digital services in India. RIL is

built on strong values, incorporates the culture of safety, integrity and

commitment.

RIL is dedicated to its vision of partnering Indias economic growth and

social wellbeing. RIL attempts to be a product and service leader across its

industries and a perfect workplace and above all to create long term value

for its stakeholders and the society. It is into following business-

Refining and Marketing- Petroleum refining

Petrochemicals- Polyester, Polymers, Fiber Intermediates,

Elastomers and Chemicals

Oil and Gas- Exploration and Production of Oil & Gas

Retail- Pan India footprint in organized retail

JIO Infocomm- Digital Services

Media and Entertainment- Broadcasting and Digital properties

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Inspiring People-

RIL inspires its people to pursue goals in the face of challenges, and convert

those challenges into opportunities. RIL believes in creating a competency

framework. This enables it to institutionalize the spirit of entrepreneurship

and develop an ecosystem of collective ownership. RIL employs over 24,000

people, each of whom are encouraged to lead the value-creation journey,

and become examples of inspired thinking. RILs employees are its partners

in progress. RIL continues to focus on implementing a robust Human Capital

Management system to support its global, multi-geographical and

diversified organization on one common platform. RIL-HR Transformation

journey was initiated to revamp its people processes and implement world-

class HR practices. At RIL, the leadership team inculcates a culture of

inspiring people through six basic tenets:

Clear communication of vision and purpose

Motivate and inspire employees to succeed and aspire for the best

globally

Develop capability through continuous learning

Show passion to excel

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Effective teamwork, trust and collaboration

Integrate diverse perspectives

Inspiring Sustainability-

Sustainability at RIL is a combination of small, but critical steps, which help

redefine the future for businesses and for the nation. RILs sustainability

initiatives are geared by the dream of its Founder Chairman Late Shri

DhirubhaiAmbani, who envisioned India as a superpower in which the

industry, government and society partner each other constructively. RILs

CSR initiatives help elevate the quality of life of millions. It seeks to touch

and transform lives by promoting healthcare, education, rural wellbeing

and employment opportunities. RIL aims to continue its efforts to build on

its tradition of social responsibility to empower people and deepen its

social engagement.

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ORGANIZATION STRUCTURE

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ORGANIZATION STRUCTURE

Reliance JioInfocomm Ltd. Company of Mr. Mukesh D Ambani is coming

with the latest technology which changed Telecom tag to a different

concept i.e. Digitalization. They are not only coming with 4G but they are

about to launch with a Digital platform. They have been regressively

working since year to make this project the most successful one. Jio means

blessing and yes this project is and will be blessing for customers as well as

people who got employment from this brand new huge project.

Jio is not only coming up with 4G Internet but with the powerful ecosystem

on which a range of rich digital services will be enabled a unique green-

field opportunity. There first product which came out in the market is there

handsets LYF which is their own brand. As they have launched new

technology VoLTE, they have launched supportable handsets for the

same. Jio also made their own customized applications which are useful in

to the customers For E.g. Jio Money, Jio Chat, Jio Buzz, Jio Drive and also a

website known as AJIO which is a complete shopping site with Reliance

brand clothes, apparels etc.

Jios vision is to provide digital services to all the mass and they dont want

it to remain a luxury item for people. The initiatives are truly aligned with

17
the Government of India's Digital India vision for our nation. Thus the Buzz

about Jio will surely come out with a positive outcome for both Reliance

and for people across India.

18
FUNCTIONAL AREAS

HR Practices:

Today companies are trying to reinvent HR practices. Likewise RelianceJio

also is continuously adopting new changes that can be in mutual benefit of

their employees and organizations business. RelianceJio human resource

team is reconfiguring their HR processes and run innovative employee

engagement programs to improve motivation among employees and

reduce costs.

RelianceJio HR practices includes-

Talent Acquisition and Talent Management

Resourcing from referrals, online portals, campus placements and

walk ins.

Payroll Administration

Compensation Management

Workforce Management

Organization Structure:

In this organization, there is CEO Mr. PranayPathak to whom various

functional heads report like- Marketing CLVM (Mrs. BhavnaPandey),

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Human Resource (Mr. Akhilesh Singh), and Finance (Mr. Dixit), Sales (Mr.

MahendraAgarwal), Device (Mr. Rajesh Sharma), Connectivity Service

Department CSD (Mr. Rajesh Sharma) and Chief Technical Officer CTO (Mr.

Bhupendra Singh). Now there are 1072 Jio Centers across India and across

Uttar Pradesh there are 55 jio Centers. If we talk about UP, there is 1 Jio

Circle Office The Solitaire and 4 Jio Centers in Gomti Nagar, Jankipuram,

Rajajipuram,

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Organisational Structure:

CEO Mentor

Head Head Head Head Head


Head
Head HR customer Chief
CLVM Sales Device Finance
service Technical
Department Officer

Area Head

Head JCM

21
PRODUCTS AND SERVICES

OF RELIANCEJIO

22
PRODUCTS AND SERVICES OF RELIANCEJIO

Reliance Jio with a aim to make India Digital is about to introduce with

offers like broadband service and digital service to corporate clients and

Individual customers. True 4G Volte- Face to face conversation, String

connectivity, Speedy internet connection, Video calling 4 contacts at a time,

Audio calling 7 contacts at a time, etc. Company has already come up with

Two products FLY smartphone with variants- Earth, Water Wind and Flame

having feature like True 4G, No latency, Gorilla glass protection front and

back, Silent background noise, Crystal clear voice, HD based video calling,

Dual camera build 13MP+2MP, etc. many more and LED television.

RelianceJio is about to come up with almost every retail electronic and

electrical products in the market, that can be easily accessible, easy to

operate, easy to handle, low maintenance and superior quality features, in

coming 4 to 5 years.

Affordable Devices:Jio has worked with all the leading device

manufacturers of the world to ensure availability of 4G LTE

smartphones across all price points from ultra-premium models on

one hand, to entry level models on the other.

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Digital Currency:Jio envisions a new India which will use digital

currency instead of paper money for a more secure and convenient

way to transact. JioMoney, will play a crucial role in this by offering a

platform for ubiquitous, affordable and secure digital payments.

Jio Drive: Micro and small businesses will soon have access to

cutting-edge cloud storage technologies which were once affordable

to big companies only, giving them a new edge to compete on a

global landscape. Jio Drive is an application that brings powerful

cloud capabilities to every smartphone. Using Jio Drive, anyone can

store, synchronize and share any content between own devices and

also with their friends.

Digital Education: Teachers and students from far flung areas can

connect with each other, crowd-source knowledge and adapt new

age learning techniques and thus lift the level of education to a

completely different plane.

Digital Healthcare: Expert medical advice would be available

anytime, anywhere with medical practitioners able to grow their

practice without constraint, and provide quality of life to the crores

that make up our country.

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Digital Entertainment and social connectivity:Jio Chat is a powerful

communication application that integrates chat, voice, video calling,

conferencing, file sharing, photo sharing and much more. Jio Play

enables users to watch HD TV anytime, anywhere on any device,

from hundreds of channels, across categories and languages. Jio

Beats is a premier digital music streaming service that gives instant

access to millions of songs and curated playlists. JioMags and Jio

News provide access to the most popular collection of magazines and

news from leading publishing houses across multiple languages.

Digital Entrepreneurship:Jio is building is a powerful platform on

which a range of rich digital products and services can be enabled -

digital currency, digital commerce, digital education, digital

healthcare, e-governance, Smart Cities, M2M and the Internet of

Things. It does not matter whether these services are created by Jio

itself, its ecosystem partners or anyone globally. Reliance is

committed to the principles of Net Neutrality.

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CORPORATE OFFICE

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Registered Office

Reliance Communications Ltd

'H' block, 1st floor,DAKC,

Navi Mumbai - 400709

Business Headquarter

Reliance Communications Ltd

3rd floor, BHQ, DAKC Koparkhairane, Navi Mumbai

Mumbai - 400709

Ph No. 022-30370001

Andhra Pradesh

Reliance Communications Ltd

6th floor, Lakeshore Towers, Rajbhavan Road, Somajiguda

Hyderabad - 500082

Ph No. 040-30331583

Delhi

Reliance Communications Ltd

6th Floor, Vijaya Building, Barakhamba Road

27
New Delhi - 110001

Ph No. 011-30211126

Gujarat

Reliance Communication Ltd

Corporate House, Opp Platinum Banquet Hall Prahlad Nagar Road, Nr

Reliance Petrol Pump

Ahmedabad - 380052

Ph No. 079-30342257

Karnataka

Reliance Communications Ltd

5th Floor, Umiya Suntech 7B & 7C, Sadarmangala Indl. Estate Off ITPL,

Whitefield Road

Bangalore - 560 048.

Ph No. 080-30386000

Kerala

Reliance Communications Ltd

A & P ARCADE,2nd Floor

S.A road, Kadavnathara

28
Kochi - 682016.

Ph No . 0484-3031373

Madhya Pradesh

Reliance Communications Ltd

BCM Heights, Plot

No.A-5, Scheme No.54, PU-4, Commercial-2, Vijay

Nagar, Near Bombay Hospital, Indore- 452010

Maharashtra

Reliance Communications Ltd

6th Floor, Kumar Cerebrum,Behind Gold Adlabs Kalyaninagar,

Pune 411014

Ph No. 020-30346901/02

Mumbai

Reliance Communications Ltd

2nd Floor, Fortune 2000,

Bandra Kurla Complex.

Bandra (E). Mumbai -400051

Ph No. 022-30364242

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Punjab

Reliance Communications Ltd

Rajiv Gandhi IT Park,DLF Building, Tower -F, Near Kishangarh,

Chandigarh - 160101

Ph No. 0172-3032214

Rajasthan

Reliance Communications Ltd

3rd Floor , Orbit Mall,Ajmer Road, Civil Lines

Jaipur-302006

Ph No. 0141-3031637

Tamil Nadu

Reliance Communications Ltd

Reliance House no. 6, Haddows Road, Nungambakkam,

Chennai - 600006

Ph No. 044-3035 2450

Uttar Pradesh

Reliance Communications Ltd

1st Floor, Magnum Plaza,Eldeco Greens, Gomtinagar,

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Lucknow - 226 010

Ph No. 0522-3031600

West Bengal

Reliance Communications

34 Chowringhee Road,

Kolkata-700071

Ph No. 033-30900377

31
RECRUITMENT AND

SELECTION

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RECRUITMENT

All organizations are basically human organizations. They need people to

carry out the organizational mission, goals and objectives. Every

organization needs to recruit people .The recruitment policy should,

therefore, address itself to the key question; what are the

personnel/human resource requirement of the organization in terms of

number, skills, levels etc to meet present and future needs of production

and technical and other changes planned or anticipated in the next years.

Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization .To

recruit means to enlist, replenish or reinforce. It refers to the process of

bringing together prospective employees and employer with a view to

stimulate and encourage the former to apply for a job with the latter. The

primary purpose of recruitment and selection is to achieve one desired aim

i.e. picking the right person for the right jobs.

The recruitment process begins when an employee is to be transferred

or promoted to another post, notice of resignation or dismissal is given or

retirement is planned. The five keyways to develop top quality people:

Recruitment-getting the right people in the right job

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Developing people-through training & development.

Monitoring-to ensures long-term development and performance.

Developing Managers-ensuring that these key people are delivering

what the organization requires.

Managing for performance- techniques that ensure top quality

performance.

Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of

labor market, what sort of potential labor are available and how do look for

works.

The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help

management in estimating the available supply of qualified

personnel form, which it might recruit. A labor market consists of a

geographical area in which the forces of demand and supply interact

and thus affect the price of labor.

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Available Skills:- Companies must locate the areas where they can

find employees who fit the jobs according to their skills.

Economic Condition: Economic conditions also affect recruitment.

Unemployment worker may swamp a new plan located in a

depressed labor market whereas a firm trying to establish it or to

expand in an area where a few qualified workers are out of wok has

quite a different recruitment problem.

Attractiveness of the Company: The attractiveness of the company

in terms of higher wages, clean work, better fringe benefits and rapid

promotions serves as influencing factor in recruitment.

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1 PROCESS OF RECRUITMENTS

PLACING
HUMAN
2 RECRUITTING SELECTING
RESOURCE SELECTED
REQUIRED QUALIFIED
PLANNING PERSONNEL
PERSONNEL PERSONNEL
ON JOBS

SEARCH FOR
FINDING AND
PROSPECTIVE EVALUATING
DEVELOIPING
EMPLOYEES: EFFECTIVENESS
SOURCES OF
a). DEVELOPING OF
POTENTIAL
TECHNIQUES RECRUITING
EMPLOYEES
b). ATTRACTING
TRANSFERING TO
CANDIDATES
INTERNAL PERSONNEL
NEW JOBS
SOURCES
RESARCH

JOB POSTING UPGRADING IN

SAME POSITION
EXTERNAL
EXPERIENCE
SOURCES PROMOTING TO HIGHER
JOBS

EMPLOYEE REFERALS

PROVIDING
ADVERTISING INFORMATION

SCOUTING CLARIFYING

DOUBTS

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Recruitment begins by specifying the human resource recruitment,

initiating activities and action to identify the possible sources form where

they can be met, communicating the information about the jobs, terms and

conditions and prospects they offer, and enthuse the people who meet the

recruitment to respond to the invitation by applying for jobs. Thereafter the

selection process begins. The process is as follows:

a) Decide on how many people you really need:

If everything is being done to improve performance and still there is a

gap between what the current performance is and the goals set, then

the best way is to recruit more people.

b) Analyzing the job:

Analyzing the job is the process of assembling and studying information

relating to all aspects of a particular post. Analysis is done to find

possible details about:

Purpose: Identify the aims and objectives of job and what the

employee is expected to achieve within department and company.

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Position: The job title, its position in the hierarchy and for whom it is

responsible ought to be recorded. A sample organization chart may

be useful for this purpose.

Main Duties: A list of key tasks may be written out; standards that

need to be reached and maintained must also be maintained.

Methods of recording, assessing and recording the key tasks must be

determined.

The work Environment: Study the physical and social environment in

which the work is out because the work environment influences the

quantity and quality of work.

c) Drafting a job description:

After job analysis is done, job description is made. Job description

describes the job. The job description decides upon the exact

knowledge, skill and experience needed to do the job.

Job description must be drafted around these heading:

Job title

Responsible to

Responsible for

Purpose of job

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Duties

Responsibility

Signature and date

d) Drawing of employee specification:

Employee specification is also known as job, person or personnel

specification. It lists the skills; knowledge and experiences required

doing the job successfully. Studying the description makes it. An

employee specification will help in deciding where to advertise what to

include in job advertisement to attach the right person. It is based upon:

Physical make-up

Attainment

Specific aptitude

Interest

Disposition

Circumstances

e) Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan

evolves studying the make-up of present work force, assessing

39
forthcoming changes and calculating future workforce, which is

required. Manpower planning helps in devising long-term recruitment

plans.

2.1

2.2 f) Finding sources of recruitment:

The human resource requirement can be met from internal or external

sources.

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2.2.1.1.1.1.1.1.1 SOURCES OF RECRUITMENT

2.2.1.1.1.1.1.1.2 Internal Sources

These refer to persons already employed in the organization. Promoting persons

from lower levels may fill up vacancies at higher levels. Shortage of manpower in

one branch \ factory may be met by transferring surplus staff from another

branch \ factory. Promotion means shifting of an employee to higher post caring

greater salary, status and responsibility. On the other hand transfer refer to the

shifting an employee with salary, status and responsibility. Some time ex-

employee of the organization may be re-employed.

2.2.2 Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the

organization helps to motivate and improved the morale of the employees.

This induces loyalty among them.

2. Internal requirement has to minimize labor turnover and absenteeism.

People wait for promotion and the work force is more satisfied.

3. Candidates working in organization do not require induction training. They

are already familiar with organization and with the people working in it.

41
2.2.3 Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained.

Internal candidates may not be given a new outlook and fresh ideas to

business.

2. Unsuitable candidates may not be promoted to positions of higher

responsibility because the choice is limited.

3. The employees may become lethargic if they are sure of time bound

promotion. There may be infighting among those who aspires for

promotion with in the organization.

4. Internal recruitment cannot be complete method in itself. The enterprise

has to resort to external recruitment at some stage because all vacancies

cannot be filled from with in organization.

2.2.3.1.1 External Sources

It refers to recruitment of employees from outside the organization. External

sources provide wide choice of the required number of the employees having the

desired qualification. It also provides the people with new ideas and specialized

skills required to cope with new challenge and to ensure growth of the

organization. Internal competitors have to compete with the outsiders. However,

existing employees resent the policy of filling higher-level vacancies from

42
outsiders. Moreover it is time consuming and expensive to recruit peoples from

outside. Recruitment from the outside may create frustration among the existing

employees that aspires for promotions. There is no guarantee that the

organizations will attract sufficient number of suitable candidates.

2.2.4 Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New

employees bring new ideas to the organization.

2. External sources provide wider sources of personnel to choose from.

3. Requisite type of personnel having the required qualifications, training

and skill are available from the external sources.

2.2.5 Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from

among a large number of applicants.

2. There is a greater decoration in employer- employee relationship, resulting

in industrial strikes, unrest, and lockouts.

3. The personnels selected from outside may suffer from the danger of

adjustment to the new work environment.

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METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method

b) Indirect method

c) Third-party method

a) Direct Method:

These include the campus interview and keeping a live register of job seekers.

Usually under this method, information about jobs and profile of persons

available for jobs is exchanged and preliminary screening is done. The short

listed candidates are then subjected to the remainder of the selection process.

Some organization maintains live registers or record of applicants and refers to

them as and when the need arises.

2.2.5.1.1.1 b) Indirect Method:

They cover advertising in newspapers, on the radio, in trade and professional

journals, technical journals and brochures.

When qualified and experienced persons are not available through other

sources, advertising in newspapers and professional and technical journals in

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made. Whereas all types of advertisements can be made in newspapers and

magazines, only particular types of posts should be advertised in the

professional and technical journals.

A well thought-out and planned advertisement for appointments reduces the

possibility of unqualified people applying. If the advertisement is clear and to

the point, candidates can assess their abilities and suitability for the position

and only those who possess the requisite qualifications will apply.

c) Third Party Method:

Various agencies are used for recruitment under these methods. These include

commercial and private employment agencies, state agencies, and placement

offices of schools, colleges and professional associations, recruiting firms,

management consulting firms, indoctrination seminars for college professors,

friends and relatives.

2.2.5.1.1.2 Employment Agencies:

They are specializing in specific occupation like general office help, salesman,

technical workers, accountants, computer staff, engineers and executives and

suitable persons available for a job. Because of their specialization, they can

interpret the needs of their clients and seek out particular types of persons.

45
State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for

public employment. They also provide a wide range of services, like

counseling, assistance in getting jobs, information about the labor market,

labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and

recommend persons of high caliber for managerial, marketing and production

engineers posts. These agencies are looked upon as head hunters, raiders,

and pirates.

Trade Unions:

The employers to supply whatever additional employees may be needed often

call on Trade Unions. Unions may be asked for recommendations largely as a

matter of courtesy and an evidence of goodwill and cooperation.

Professional Societies:

46
They may provide leads and clues in providing promising candidates for

engineering, technical and management positions. Some of these maintain

mail order placement services.

SELECTION

Selection is the process of carefully screening the candidates to choose the most

suitable person for the job vacancies to be filled. Under it qualifications, training,

experience, and background of applicant are evaluated in the light of job

requirement. It divides the candidates into two categories namely,

a) Those who are employed

b) Those who are to be rejected.

A formal definition of selection is as following:

It is the process of differentiating between applicants in order to identify (and

hire) those with a greater likelihood of success in a job.

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Selection process assumes and rightly so, that there are more number of

candidate actually selected candidates are made available through recruitment

process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and

commitment. This objective is often defeated because of certain barriers. The

impediments, which check effectiveness of selection, are perception, fairness,

validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of

women and other less-privileged sections of the society in middle and senior

management positions and open discrimination on the basis of age in job

advertisements and in the selection process would suggest that all the efforts to

minimize inequity have not been very effective.

48
Reliability: A reliable method is one that will produce consistent results when

repeated in similar situations. Like a validated test, a reliable test may fail to

predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats,

relatives, friends and peers to select particular candidates. Candidates selected

because of compulsions are obviously not the rights ones. Appointments to public

sector undertakings generally take place under such pressures.

SELECTION PROCEDEURE

The selection procedure is concerned with securing relevant information about an

applicant. This information is secured in a number of steps and stages. The

objective of selection process is to determine whether an applicant needs the

qualification for a specific job and to choose the applicant who is most likely to

perform in that job.

The hiring procedures not a single acts but it is essentially a series of methods

or steps or stages by which additional information is secured about the applicant.

At each stage, facts may come to light, which lead to the rejection of the

49
applicant. A procedure may be considered to a series of successive hurdles or

barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an

unqualified applicant at any point in this process. That technique is known as the

successive hurdle technique. Not all selection process includes all these hurdles.

The complexity of process usually increases with the level and responsibility of

the position to be fulfilled.

A well-organized selection procedure should be designed to select

sustainable candidates for various jobs. Each step in the selection process should

help in getting more and more information about the candidate. There is no idle

selection procedure appropriate for all cases.

2.2.5.1.1.2.1 Steps in the selection process:

Preliminary Screening

Application Blank

Employment Tests

Selection Interview

Medical or Physical Examination

Checking Reference

50
Final Approval

Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum

qualification. The preliminary interview is generally quite brief. Its aim is to

eliminate the unsuitable candidate. The job seekers are received at the reception

counter of the company. The receptionists or other official interviews the

candidates to determine whether he is worthwhile or the candidate to fill up the

application blank. Candidates processing the minimum qualification and having

some chances of being selected are given the prescribed application form known

as application blank.

Application Blank:

The candidates are required to give full information about their age, qualification,

experience, family background, aptitude and interests act in the application blank.

The application blank provides a written record about the candidate. The

application form should be designed to obtain all relevant information about the

candidates. All applications received from the candidates are carefully scrutinized.

After the scrutiny more suitable candidates among the applicants are short-listed

for written tests and others are rejected.

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Employment Tests:

Candidates are asked to appear for written or other tests. Tests have

become popular screening devices. These tests are based on the

assumption that human traits and work behaviors can be predicted by

sampling, however tests are not fully reliable and they also involve time

and money. Test is more useful in identifying and eliminating unsuitable

candidates therefore should be used only as supplements rather than an

independent technique of selection. The main types of tests are

Intelligence tests

Aptitude Test

Interest Test

Personality Test

Dexterity Test

Selection Interview:

It involves a face-to-face conversation between the employer and the candidate;

the selector asks a job related and general questions. The way in which a

candidate responds to the question is evaluated. The objectives of the interview

are as following:

52
To find out the candidates overall suitability for the job.

To cross-check the information obtained through application blank and

tests, and

To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview

suffers from several drawbacks:

Firstly, it is a time consuming and expensive device. Secondly, it can test only the

personality of the candidate and not his skill for the job. Thirdly, the interviewer

may not be an expert and may fill to extract all relevant information from the

candidate. Fourthly, the personal judgment or bias of the interviewer may make

the result of the interviews inaccurate.

Interview should be properly conducted in a proper physical environment. The

interview room should be free from noise and interruptions. The environment

should be confident and quite. People generally talk freely and frankly when there

is privacy and comfort. Therefore, candidates should be put at ease. The

interviewer should pay full attention to what the candidates have to say.

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Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical

examination. A Panel of doctors to insure that they are healthy and physically fit

for the job does a medical check-up of such candidates. A proper medical

examination will also ensure that the candidates selected do not suffer from any

serious desirous which may create problems in future.

Checking Reference:

Generally, every candidate if required to state in the application form, the name

and address of at least two responsible persons who know him. The reference

may not give their Frank opinion unless promises made that in all information will

be kept strictly confidential. Moreover the information given by them may be

biased in the form of candidate.

Final Approval:

The candidates who are found suitable after the medical check-up and

background investigation are formally appointed by issuing appointment letter to

them. They are asked to join duty by the specified date. No selection procedure is

foolproof and the best way judge a person is by observing him working on the job.

54
Candidate who gives satisfactory during the probationary period are made

permanent.

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

55
56
2.2.5.1.2 Suggested Selection Criteria for Students

It is imperative to not only recruit those students who do well academically but

also those who possess a winning attitude but may not have done as well

academically. The following selection criteria can be used as a guide:

a. Academics Focus on students who have consistently done exceptionally

well

b. Extra and Co curricular activities Focus on Leadership, Initiative

c. Personality and Attitude Focus on Communication, Presentation and

Teamwork

At the end of the selection process, the Campus Recruitment Team will compile a

list of selected candidates and handover the same to the Placement Officer. An

announcement can also be made to inform students at the same time.

57
Offer Letters:

Offer Letters will be sent to the selected candidates within 7 days of the selection

process at the Campus. Candidates have to indicate his/her acceptance by signing

and returning the copy of the letter to HR not more than15 days after receipt of

the letter. Where required blank offer letters will be carried to the Campus and

given at the time of placement itself.

A. Trainee Scheme (A)

Once selected, all trainees will be provided with an HR brochure that lists the

details of the trainee scheme as outlined below:

Travel: Management Trainees will be provided with AC class Train Fare from

home to the company. Conveyance expenses such as travel (taxi) from the

Railway station to the place of posting etc. will be provided.

Accommodation: Trainees will be provided with shared accommodation (for

bachelors/spinsters). Guest House (twin sharing) will be provided for one month

for outstation candidates. Any accommodation required after this period will be

deducted from the trainees stipend.

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TYPICAL REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT

Training and development can be initiated for a variety of reasons for an

employee or group of employees, e.g.

1.) When a performance appraisal indicates performance improvement is needed

2) To "benchmark" the status of improvement so far in a performance

improvement effort

3) As part of an overall professional development program

4) As part of succession planning to help an employee be eligible for a

planned change in role in the organization

5) To "pilot", or test, the operation of a new performance management system

6) To train about a specific topic (see below)

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2.2.6 TYPICAL TOPICS OF EMPLOYEE TRAINING

1. Communications: The increasing diversity of today's workforce brings a wide

variety of languages and customs.

2. Computer skills: Computer skills are becoming a necessity for conducting

administrative and office tasks.

3. Customer service: Increased competition in today's global marketplace makes

it critical that employees understand and meet the needs of customers.

4. Diversity: Diversity training usually includes explanation about how people

have different perspectives and views, and includes techniques to value diversity.

5. Ethics: Today's society has increasing expectations about corporate social

responsibility.

Also, today's diverse workforce brings a wide variety of values and morals to the

workplace.

6. Human relations: The increased stresses of today's workplace can include

misunderstandings and conflict. Training can people to get along in the

workplace.

7. Quality initiatives: Initiatives such as Total Quality Management, Quality

Circles, benchmarking, etc., require basic training about quality concepts,

guidelines and standards for quality, etc.

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8. Safety: Safety training is critical where working with heavy equipment ,

hazardous chemicals, repetitive activities, etc., but can also be useful with

practical advice for avoiding assaults, etc.

9. Sexual harassment: Sexual harassment training usually includes careful

description of the organization's policies about sexual harassment, especially

about what are inappropriate behaviors.

GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELPOMENT

There are numerous sources of on-line information about training and

development. Several of these sites (they're listed later on in this library) suggest

reasons for supervisors to conduct training among employees. These reasons

include:

1. Increased job satisfaction and morale among employees

2. Increased employee motivation

3. Increased efficiencies in processes, resulting in financial gain

4. Increased capacity to adopt new technologies and methods

5. Increased innovation in strategies and products

6. Reduced employee turnover

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7. Enhanced company image, e.g., conducting ethics training (not a good reason

for ethics training!)

8. Risk management, e.g., training about sexual harassment, diversity training

Every time I see a recruitment ad or manual that makes a reference to "on the job

training," I cringe. Would this be one of those situations where there is effectively

"no training?" Designing a program for employee training and development is not

a trivial process that can be left to chance. It is not enough to "hope" that

employees will get trained "on the job."

But, before I make a case for effective employee training and development, let us

examine the reasons for developing employees.

You will be perceived as a premium employer as employees' skill sets will

be enhanced while they are with you.

Superior employee training and development will ensure that serious

succession related issues do not creep up.

The organization will be able to constantly adapt to changes in technology,

regulation, and the business environment in general.

The list can go on and on. But, since I have made an effective case for

organizations to take interest in employee training and development, let us look

62
at some of the don't dos:

Employee training and employee development are not goals in themselves.

There is the risk of the HR function developing a divergent set of objectives

from the objective set of the organization.

Budgeting for employee training and development is a very tricky process.

On the one hand, I have noticed enthusiastic organizations which, in a fit,

allocate as much as 40% of personnel budgets on training. On the other, I

have seen employee training and development budgets being the first

victim of budget cuts. The ideal situation would be to budget moderately,

making sure that the development program can be sustained.

Gee-whiz and buzz word training can be fun (especially for the trainer), but

does not result in employee development. Care must be taken to ensure

that the trainer and the training program designer are the best that money

/ time / effort can buy.

Keeping some of these ideas in mind, the human resource manager can help

senior management chart out the organizational strategy for personnel planning.

Management training programs can be very beneficial for your business and your

employees. Ongoing education is a key ingredient to any firm's ability to grow,

63
both as a business and in terms of a competitive advantage.

If the employees are nurtured and provided with opportunities once on-board, it

will not only lead to a greater retention rate, but also growth potential in your

industry.

AREAS OF TRAINING

Areas of training can be classified into the following categories:

1. Training in company policies and procedures (induction training)

2. Training in particular skills

3. Training in human relations

4. Training in problem solving

5. Managerial and supervisory training

6. Apprentice training

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HYPOTHESIS

This survey is conducted under the presumption of the functioning of the

Recruitment and Selection Procedure in VADILAL ICE CREAM .

In testing the above hypothesis the following aspects will be considered: -

Manpower Planning

Recruitment Policy

Sources of Recruitment

Latest Techniques of Recruitment

Recruitment of Summer/In-plant Trainees

Selection Policy

Feedback of Recruitment and Selection Procedure

65
DATA ANALYSIS

AND INTERPRETATION

66
This chapter aims obtain the objective of the study by critically analysing the qualitative
data through thoroughly examining the interviewees responses and beliefs. This has been
achieved through evaluating the most relevant responses by the participants. The data has been
analysed and discussed by comparing the comments made by the respondents with the literature
review keeping in mind the research objective of the study. Thus, the rationale of this analysis is
based on the personal answers provided by the respondents.

An appropriately designed questionnaire was used to collect the primary data for the study. The
data for 100 respondents was organized systematically in tables and graphs and then was
subjected to analysis using appropriate statistical tools. The results of the analysis are presented
in the following section in order to assess the customer perception towards online shopping on
Reliance jio.com in India.

Here for analysing, we are considering two factors. That is:

Demographical factors
Behavioural factors

67
Demography:

1. Gender of Respondents:

Table : Gender wise respondents

Male Female Total


Responses 58 42 100
Percentage 58 42 100

Graph : Gender wise respondents

Gender

42%

58% Male
Female

Analysis and Interpretation:

According to demography profile, in this study 70 % male and 30% female respondents are part
of my target population and they help me to fulfil my questionnaire from different area of
Bareilly city. From these groups total respondents are 100. So, according to the survey result,the
male respondents are more and can be told that they interested to shop online than female, even
though both of them shop online.

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2. Age Group:

Table : Age wise respondents

15 -25 25 -35 35 - 45 45 & above Total


No of respondents 63 24 12 1 100
Percentage 63 24 12 1 100

Graph : Age wise respondents

Age Group
1%
12%

15 -25
24%
25 -35
63%
35 - 45
45 & above

Analysis and Interpretation:

Below figure shows that 63% respondents are between 15-25 years old, 24% respondents are
between 25-35 years old, 12% respondents between 35-45 years old, and 1% respondents are
between 45&above. Overall result shows that between all of them the respondents who has age
limit between 15 to 35 years (63%+24%= 87%) people are more familiar to shop online on my
target population.

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3. Occupation:

Table : Occupation wise respondents

Business House wife Salaried Student Total


person
No. of respondents 8 7 46 39 100
Percentage 8 7 46 39 100

Graph : Occupation wise respondents

Occupation

7%
8%
39%
Business person
House wife

46% Salaried
Student

Analysis and Interpretation:

In this survey, 46% of the respondents are salaried and 39% are students. So they both together
made majority of respondents percentage (85%). 8% are business persons and 7% are House
wife. Salaried persons and students will always look for new technologies and new services
which make them more comfort.

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4. Educational Qualification:

Table : Educational wise respondents

Graduate post SSC or Others


graduate Equivalent (PhD)
Number of respondents 63 36 0 1
Percentage 63 36 0 1

Graph : Educational wise respondents

Educational Qualifications
1%
0%

36%
Graduate
post graduate
63%
SSC or Equivalent
PhD

Analysis and Interpretation:

All of them in this survey are graduate and above qualified peoples only. Among these 63% are
graduates, 36% are post graduates and one person is PhD.

71
5. Annual Income:

Table : Income wise respondents

0- 3 L 3-6L 6-9L 9 & above


Number of respondents 60 23 13 4
Percentage 60 23 13 4

Graph : Income wise respondents

Annual Income
4%

13%

0- 3 L
23% 3-6L
60%
6-9L
9 & above

Analysis and Interpretation:

Since 39% of this survey is students most of them are of 0-3L income range, ie 60%. 23% of
them are in 3-6Lincome range, 13% in 6-9L and 4% is 9 & above.

72
Behavioural factors:

This survey is conducted on those people who do online shopping and are aware of Reliance jio.
So everyone answered yes for those two questions.

6) Frequency of purchase from online:

Table : online shopping usage

Always Often Sometimes Seldom Never Total


Male 5 21 29 3 0 58
Female 4 14 23 1 0 42
Total 9 35 52 4 0 100
Graph : online shopping usage

35
29
30

25 23
21
20
14
15

10
5 4
5 3
1 0 0
0
Always Often Sometimes Seldom Never

Male Female

Analysis and Interpretation:

More than half of them use online shopping sometimes, ie 52%. People who always and mostly
shop through online shopping are also good in number, 9 and 35, together 44%. And who use
online shopping rarely is very less in number 4%. Since only 44% are mostly using this, there is
a wide space to fill and to make online shopping a great success. And there is not much gender
difference inonline shopping, which means both males and females enjoying online shopping
and its benefits.

73
7)Mode of awareness about Reliance jio.com:

Table : Modes of awareness about Reliance jio

Word of Advertisements, Blog Links Promotional Search Total


Mouth newspapers, TV recomme- from emails engines(like
ndations other Google)
websites
No: of 39 22 2 15 5 17 100
respondents
Percentage 39 22 2 15 5 17 100
Graph : Modes of awareness about Reliance jio

No: of respondents
45
40
35 39
30
25
20
15 22
10 15 17
5 2 5
0 No: of respondents

74
Analysis and Interpretation:

Most of them are awareabout Reliance jio through word of mouth (39%) followed by television
and online advertisements (22%). Customers got awared through blog SUGGESTIONS (2%)
and promotional e-mails (5%) are very less in number.

This means a good communicaton about Reliance jio is going on through friends and families,
which proves that word of mouth strategy by them is the most successful means of making
people aware about their products. Success can only be gained through delighted customers who
act as advocates for their products and there is a wide scope of other digital advertisement
techniques like search engine marketing, email- marketing, providing links and blog
SUGGESTIONS inorder to make more customers.

75
Responses
45

40
41
35

30
29
25

20 Responses

15 17

10

5 8
5
0
Fast Delivery Availability After Sales Easy Payment Portal Features
Services options

Analysis and Interpretation:

One of the most efficient features in Reliance jio is fast delivery when compared to other online
shopping websites. So, most of the customers prefer this website for shopping with the
perception of quick delivery (41%) and availability of product (29%), followed by easy
payment options (17%). And there is a scope of increasing after sales services and portal
features when comparing with other features.

11) Product selection from the categories given by Reliance jio.com:

Table : On the basis where product is chosen

Rating of the Discounts and Review about the Brand of the Total
product features product product
No: of 14 48 26 12 100
Responses
Percentage 14 48 26 12 100

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Graph : On the basis where product is chosen

No: of Responses
60

50
48
40

30
No: of Responses
26
20

10 14
12

0
Rating of the Discounts and Review about the Brand of the
product features product product

Analysis and Interpretation:


Customer perception varies while using Reliance jio; it is one of the online shopping sites
which give high discounts and offers. Most of them in this survey (48%) are looking for good
featured product with high discounts while purchasing products from Reliance jio. And also
customers more often go through the product review (26%) before making their decision
topurchase. Product review is a kind of word of mouth strategy where product usersleave their
review on their experiences with Reliance jio. Customers are giving priority to these two
features while brand of product (12%) and rating of product (14%) also taken care by some
other customers.
12) Rating of services on Reliance jio.com (in a scale of Excellent, Good, Average,
below average, Poor)

77
Table : Rating of Reliance jio services

Excellent Good Average Below Poor


Average
Cash on delivery 46 45 5 2 2
30 days replacement 23 55 20 2 0
policy
EMI options 21 48 25 5 1
Free shipping 35 34 17 12 2

Graph : Rating of Reliance jio services

60

50

40

Cash on delivery
30 30 days replacement policy
EMI options
Free shipping
20

10

0
Excellent Good Average Below Poor
Average

78
Analysis and Interpretation:

46% of respondents are rated excellent for cash on delivery service, while for 30 days
replacement policy 55% rated good and 23% rated excellent. For EMI options 48% rated good
and 21% rated excellent, and for free shipping 35% rated excellent.

While analysing the data, customers have more interest in two services of Reliance jio: That is,
30 days replacement policy and EMI options.

Since Reliance jio is providing 30 days replacement policy for all the products in the platform.
And this combined mix service increased the customer trust.

In case of EMI options, Reliance jio is the only site which accepts all credit cards and thus it
provides a better payment options to the customers.

Cash on delivery is a compactable service that provided to the customers and they are much
satisfied on that service also. Even some rated less for this service, may be because of less
customised experience on cash on delivery.

In case of free shipping, Reliance jio provide this service for total purchase of rupees 300 and
above only. So it may affect some of the customers who purchase less price products frequently.

79
13) Issues faced by customers while shopping in Reliance jio.com?

Table : Issues faced when purchased from Reliance jio

Out of Payment Replacement Delay in Faulty No Others Total


stock issues issues Delivery product issues
No of 37 6 6 12 8 30 1 100
Responses
Percentage 37 6 6 12 8 30 1 100

Graph : Issues faced when purchased from Reliance jio

40 37

35
30
30

25

20

15 12
8
10 6 6

5 1

No of Responses

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Analysis and Interpretation:

In this survey, 30% of customers didnt face any of those problems that mentioned, while 37%
of customers faced out of stock issue. This is one of serious issue faced by most of customers.
Since discounts and features are the one feature that most of the customers looking for and
when a good product with high discount is displayed in Reliance jio platform, customers
brought it as soon as they could. Thus the products will be out of stocked.

Reliance jio started notifying the customers about the product when the stock got available.

Payment issues and replacement issues are less in number (total 12%) since different payment
options like EMI options, card payments, Cash on delivery, Wallet payments etc are
provided by Reliance jio and customers are satisfied with those.

In case of replacement also only less issues are happened, thus shows most of them are satisfied
with that service.

Delay in delivery happens because of shipping and courier service issues. It is a problem with
supply chain. Mostly it happens in the end part of the supply and in rural areas where courier
services are less active.

Faulty product issue also happened to 8% of the customers and one of the policies to overcome
this issue is 30 days replacement policy of Reliance jio.

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14) Recommending this website to others:

Table : Recommending Reliance jio to others

Yes No Total
No: of 95 5 100
Responses
Percentage 95 5 100

Graph : Recommending Reliance jio to others

95
100

80

60

40
5
20

0
Yes No

No: of Responses

Analysis and Interpretation:

In this survey, most of them (95%) are happy to recommend Reliance jio to others like friends
and family. And this shows word of mouth publicity is successfully running and this is one of the
great advantages for Reliance jio.

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15) Customers rating about services on Reliance jio.com: (in a scale of 5, 5 as highest and 1
asleast)

Table : Rating the experience from Reliance jio

1 2 3 4 5 Total
No of 7 11 16 49 17 100
Responses
Percentage 7 11 16 49 17 100

Graph : Rating the experience from Reliance jio

49
50

40

30

16 17
20
11
7
10

0
1 2 3 4 5

No of Responses

Analysis and Interpretation:

While analysing the rating of experiences, Reliance jio provides a good and excellent
experiences to most of the customers.

Mode of given data: 4 & Median of given data: 4

49% of customers rated 4 as the experience and more than half of the population (66%) rated 4 &
5 as experience.

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16) Satisfaction of customers while Reliance jio services are used:

Table : Satisfaction on services of Reliance jio

Yes No Total
No: of responses 81 19 100
Percentage 81 19 100

Graph : Satisfaction on services of Reliance jio

81
100

80

60
19
40

20

0
Yes No

No: of responses

Analysis and Interpretation:

81% of the population is satisfied with the service of Reliance jio. This helpsReliance jio to
retain the customers and also shows that the branding and marketing techniques of Reliance jio
also got succeed.

84
FINDINGS,

RECOMMENDATIONS AND

LIMITATIONS

85
FINDINGS, RECOMMENDATIONS AND LIMITATIONS

Criticality of the Task:

The significance of this task (training feedback) is primarily to understand whether

employees are satisfied with the training programs conducted in the organization

by the training and development team.

Basically the focus was on to fetch the feedback of DSS (Digital Sales Specialists)

as theyre the frontier of the organization in the market and deals with the

customers to make sales as much as possible for the organization. So proper

induction program and training sessions have to be conducted timely, so that

there may left no gap between training program concepts and the DSS, as they

must be properly introduced and trained about any existing or upcoming product,

service or scheme and that the methods adopted to train them is best.

Limitations of the Study:

Various limitations occurred in performing this task are-

The employees found it difficult to answer questions properly because of

their busy work schedule.

Total time allowed by the company to do the project was limited.

86
In view of the limited time available for the study, only training process

could be studied.

All the information required was not available by the company for

confidential norms and standards.

The sample size is small to reflect the opinion of all reliance jio.

The answer given by the respondents have to be believed and have to be

taken for granted as truly reflecting their perception.

Conclusion:

Analyses of all the facts and figures, observation and experience during the

training period delivered to DSS gives a very positive impression on training

sessions imparted by the Learning (training) and Development Team and the

organization. Substantial number employees are content with the way the

training is conducted still there are few either non attentive, confused otherwise.

As majority of the employees were of opinion, that objectives behind conducting

any training session, theyre totally satisfied. In case of type of training being

conducted majority felt that traditional classroom learning and e- learning (Jio

University courses) are beneficial and convenient for them. And employees also

rated training team 4 or 5 on the scale of 5, where 1- very poor and 5- excellent.

87
It can be concluded that Learning and Development team is taking their role on

positive side and making employees ready for their respective role. Overall

employees are satisfied and motivated for the organization.

88
RECOMMENDATIONS

Brief Description of Recommendations:

Following are some of the possible recommendations-

Hiring on the basis of not only skills but also attitude.

Timely assessment of DSS training needs.

Implementation of pre and post training evaluation.

Motivating DSS for their work and the company.

Proper training reliance jio should be prepared continuously that may help

in identify who are trained and who are left.

Details of each Recommendation:

Hiring of employees should be not done only on the basis of skills and

talent but also the attitude they carry and show should be one of the

important parameter for selection. This is directly linked to effectiveness of

training, as if employees carry positive attitude then training for them can

be more effective.

Training needs should be assessed on regularly basis by observing the

performance of the employees and also through feedback.

89
Training records should be properly prepared, preserved and updated time

to time, so that dump can be created of those employees who are absent

from sessions.

Currently no evaluation is taking place so as to get feedback on training

been taken of DSS. This will help the trainersto know DSSs pre and post

training performance. This will benefit trainers as well as trainees in future.

As motivation is low in some of DSS which is affecting their performance in

their respective stores. So it is important that trainers must look at the

content part of training but also involve trainees showing them

motivational videos, etc.

To consider personal goals along with professional goals of employees by

which interest and satisfaction can be further increased.

Suggested Scheme of Implementation, Precautions and Monitoring systems:

Conclusion:

Training and development is a function of every organization which aims at

improving the performances of individuals and groups in the organizational

setting. Training if conducted in a proper way can be a prime opportunity to

expand the knowledge base of all employees. Providing the necessary training

90
creates a workplace wherein employees can take over one another when needed,

work on teams or work independently without constant help and supervision

from others. Structured training and development program ensures that

employees have a consistent experience and exposure. The investment in training

and development that a company makes shows the employees that they are

valued. It creates a supportive workplace. Employees who feel appreciated and

challenged through training opportunities may feel more satisfaction towards

their jobs and tasks. Overall, this program helps create benefits for the individuals

and the company as well that makes the cost and time a worthwhile investment.

CONCLUDING REMARKS

Summary:

On the basis of above mentioned facts and figures, the observation during

training period gives a positive conclusion regarding training imparted by Learning

and Development team at Reliance Jio. The company and its L&D team is

performing its role up to the mark and trainees are satisfied with the training

delivered to them.

Training imparted meets the objectives like-

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Assists the employees to acquire skills, knowledge and attitude and also

enhance the same.

Effectiveness of training and also resultant in the performance of the

employees.

Helps to motivate employees and help in avoiding mistakes and errors.

Its quite clear that there is no other alternative to the development of Human

Resource. Training and Development when used in a planned and purposeful

manner can be an effective management tool as it increases the skill sets,

knowledge and explore the mind set of employees (DSS), thereby increasing the

productivity and wealth of the organization.

Limitations of the Project:

Various limitation occurred in performing this task and preparing the project

includes-

In view of the limited time available for the study, only Training process

could be studied.

All the information required was not available by the company for

confidential norms and standards.

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The sample size is small to reflect the opinion of all the DSS (Digital Sales

Specialists).

The answer given by the respondents have to be believed and have to be

taken for granted as truly reflecting their perception.

Scope for the Further Works:

Scope of the study of this project could ensure following-

To study covers employees of Reliance JioInfocomm Ltd.

The study focuses on overall training of the employee workforce according

to the needs.

To help Management by giving recommendations based on observations.

To improve the patterns of training to minimize organizations cost.

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BIBLIOGRAPHY

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REFERENCES/BIBLIOGRAPHY

http://www.ril.com/ourBusinesses/Jio.aspx

http://www.ibef.org/industry/indian-telecommunications-industry-

analysis-presentation

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ANNEXURE

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Questionnaire for Customer

Name: Occupation:

Address:

Age: 15-20, 20-25, 25-35, 35-50, Above 50

Sex: Male/Female

Contact no.:

Signature:

Q1) Which mobile connection do you use?

Reliance GSM Vodafone

Reliance CDMA Idea

Airtel Aircel

Tata Indicom Virgin

BSNL

Q2) Why do you use this connection?

S.No. Services Excellent Very Fairly Average Poor


Good Good
1. Network Coverage
2. Low call rates/Tariff
3. Better Value Added
Services
4. Better customer support

Others please specify: ..

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Q3) What is your average monthly expenditure on mobiles (in Rs.)?

0-50 50-100

100-250 250-500

Above 500

Q4) What is the average no. of outgoing calls per day?

O 1-5

5-10 10-20

Above 20

Q5) What is the average no. of SMS sent by you per day?

O 1-5

5-10 10-20

Above 20

Q6) Are you aware about the value added services such as caller tunes, ringtones,
wallpapers, crickets, astrology, missed call alerts etc.?

Yes No

Q7) Do you use any of the following services?

Caller tunes Wallpapers

Ringtones Cricket updates

Astrology Missed call alerts

News updates Jokes

Gaming Others (Specify)

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Q8) How do you subscribe Value Added Services?

Voice Portal SMS

Hand set/Sim card menu IVR/OBD

Through your retailer

Q9) What is your monthly expenditure (in Rs.) on Value Added Services (VAS)?

O 1-25

25-50 50-100

Above 100

Q10) Through which source would you like to have information about VAS?

T.V./Newspaper Hoardings

Calls SMS

Through your retailer Company outlet

Posters at shops

Q11) If you use caller tune then how do you subscribe it?

Handset/Sim card menu * copy

SMS Voice Portal

Q12) How frequently do you change your caller tunes?

Weekly Fortnightly

Monthly Occasionally

Q13) What kind of caller tunes do you prefer?

Latest hits Devotional songs

Old melodies English songs

Regional Songs Others (Specify)

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Q14) Which of the following services would you prefer?

Mobile internet Mobile banking

Live T.V. Travel

Health/Beauty tips Stock/Share

Job opportunities Exam results

Mandi Rates Others (Specify).

Q15) If you are a Reliance user then how frequently do you browse R-World?

Daily 3-5 times a week

Fortnightly Monthly

Never

Thanks for your cooperation

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