Submitted to

Prof. Rakhi Mam

PRESENTED BY
Umesh singh
ROLL- DM 10153
G 1 AIMT
 INTRODUCTION
Reliance Power Limited is under the Anil Ambani
Group and it is involved in the business of developing
large and medium size power projects.
 Reliance Power Limited has plans developing around
thirteen large and medium sized power projects.
The projects that are being developed by Reliance
Power Limited are located in southern India, western
India, north- eastern India and northern India.
 The total installed power generation capacity of all
the thirteen power projects would be around 28,200
MW
 MISSION
•To attain global best practices and become a leading power
generating company.
•To achieve excellence in project execution, quality, reliability,
safety and operational efficiency.

•To be a partner in nation building and contribute towards India’s

economic growth.
•To encourage ideas, talent and value systems and become the
employer of choice.
•To earn the trust and confidence of all stakeholders, exceeding
their expectations.
•To uphold the guiding principles of trust, integrity and
transparency in dealings.
 VISION
•To build a global enterprise for all our stakeholders.

•To be the largest private sector power generation

company in India.

•To be the largest hydro power generation company in

India.

•To be the largest green power company in India.

•To be the largest coal mining company INDIA.

 Staff mambers
Manager - Priyanka Tendon
HR at Reliance Power Ltd.
Board of Directors
Shri. Anil Dhirubhai Ambani
Shri S. L. Rao
Shri J. L. Bajaj
Dr. V. K. Chaturvedi
Shri. K.H. Mankad
Dr. Yogendra Narain
HUMAN RESOURCE MANAGEMENT

HRM refers to practices and policies framed for the

management of
human resources in an organization, including
Recruiting, screening, rewarding and appraising.
The objective of Human Resources is to maximize the
return on
investment from the organization's human capital.
The Recruitment & selection
Barriers to Selection Process

•Perception
•Unfairness
•religion
•Pressure
 Succession Planning
It is a process which Is condected by HR
department of Reliance power to fill important
post in current and future.
steps:
Identifying and analyzing key jobs.
Creating and targeting candidates.
Selecting best subject.
External & Internal Sources of Candidates
for hiring

INTERNAL SORCING
Employee Reference
Re-employment of former employee
EXTERNAL SOUCING
Placement Consultant – Ruchika, the Age, the Avenue.
Job Portals - Monster, NAUKRI.
Campus Recruitment
 TYPE INTERVIEW

PERSONAL INTERVIEW
VIDEO CONFERENCE
TELEPHONIC INTERVIEW
CAMPUS RECRUITMENT
 Employment Legislation &
Discrimination

Discrimination is an important public issue relevant

to any analysis of human rights.
There is a great deal of discussion on discrimination
(much of it rhetoric) but inadequate rational analysis
and understanding of the concept.
Discrimination is a problem which arises in relation to
equality before the law.
SWOT ANALYSIS
Strength:-
-huge Capacity generation in pipeline
-Growth in EPCdivision
Weak:-
-Effect on balance sheet due to funding of New project
Opportunities:-
-Huge scope in power sector.
-Setting up largest thermal plant in Orissa , which has huge deposits of Coal
Reserves.

Threat:-
-Any delay in project implementation.
-Increase in interest rate
Training and Development
Training Programs include:
communication skills training
computer and technical skills training
management and leadership training
safety training
conflict management
workplace wellness
supervisor skills development
team building skills training
 ALLOWANCE
OFFICE WEAR ALLOWANCE
CAR
MAINTENANCE & RUNNING COST
CHILDREN EDUCATION ALLOWANCE
FOOD COUPONS
MEDICAL ALLOWANCE
HOUSE RENT ALLOWANCE
 TRANSFER &
JOB ROTATION

Business needs may be required an employee to be

transferred on
permanent basis
One circle to another circle
One location to another location
 RESIGNATION
Resignation means employee voluntarily leaving the
services of company either for professional or personal
reasons.
Employees must serve a written resignation, mentioning
the relieving date to his/ her
departmental head that will discuss and obtain the
approval of the circle head.
The accepted copy of resignation letter with the approved
relieving date must be forwarded to the respective HR.
 PAYROLL
Employee can view their monthly updates on the
following:

Pay slips
Income tax projections
PF Statements
 PERFORMANCE APPRAISAL & REWARD

360 degree appraisal has four integral components:

1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Job Enlargement
Job Enrichment:
Pecuniary
Non-Pecuniary
THANK YOU
Pecuniary(Financial Incentives)
Non-Pecuniary (Non-Financial Incentives)
What is 360 Degree Appraisal?:
What is 360 Degree Appraisal? 360-degree Appraisal is
an assessment process used to improve managerial
effectiveness by providing the manager with a more
complete assessment of their effectiveness, and their
performance and development needs
Our Engineering, Procurement and Construction
(EPC) division focuses mainly on the power sector
provident fund(PF)

HR department or .... In this case, you

become part of a “pool of candidates”
categorized into a professional skill area