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A STUDY ONRECRUITMENT
PROCESS AT
RELIANCECOMMUNICATIONS
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CHAPTERS TOPIC PAGE NO.
I
II
III
IV
V
VI
VII
VIII
IX
X
INDUSTRY PROFILE
COMPANY PROFILE
ORGANISATIONAL CHART
PRODUCT PROFILE
RECRUITMENT
FUNCTIONAL AREA
SKILLS ACQUIRED
CONCLUSION
WEBLIOGRAPHY
ANNEXURE
1
4
13
15
24
44
50
52
54
56
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CHAPTER 1
INDUSTRY PROFILE
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INDUSTRY PROFILE:
COMMUNICATION INDUSTRY IN
INDIA :-
The Communication Industry in India is
one of the rapidly emerging sectors in
India and is estimated to surface as the
second biggest international telecom
market. As per the report carried out by
Telecom Regulatory Authority of India
(TRAI), Indian communication industry
has registered a 3.5% increase in its total
telecom subscribers in December 2009.
The sector touched 562.21 million in its
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total number of subscribers within a
month, against 543.20 million in
November 2009.
The growth in communication industry
was triggered by an increase in the
revenues generated from both landline and
mobile facilities. On December 31, 2009
the sector earned the revenue of USD 8.56
billion. As per the Business Monitor
International report, the nation is all set to
include 8 to 10 million cellular phone
subscribers on monthly basis. At this pace
the communication industry is expected to
encompass more than half of India's
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population i.e. 612 million cellular phone
subscribers by mid 2012.
In addition, as per a research carried out by
Nokia, the communications sector is
estimated to surface as the biggest driving
component in India's GDP with a
contribution of about 15.4% by the
FY2014.
Chief Investments In TheCommunication Industry In India:-
Over the past one decade, the flourishing
Indian Communication industry has been
successful in drawing the attention of
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conglomerates that have invested and are
willing to invest more in the sector. With
the influx of new telecom giants in Indian
market, the investments are likely to gain
immense momentum:
Investment of USD 6 bn by
Vodafone Essar for the next 3 fiscal
years in order to expand its list of
cellular phone subscribers to 100
million against the existing 40
million.
By 2010, Reliance
Communications (RCom) isexpecting to increase the total
number of telecom towers by
constructing 56,596 telecom towers
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and attaining the preset target of
100,000.
Telenor, Norway based telecom
giant has purchased 7% of shares in
Unitech Wireless and now possesses
67.25% by bringing in an
investment of USD 431.70 million
Indian government owned telecom
player, BSNL will invest USD1.17
billion in its WiMax scheme
A proposal of foreign direct
investment worth USD 660.1million by Federal Agency for State
Property Management of the
Russian Federation has been
recently approved by the Indian
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government. The Agency would be
acquiring 20% stake in Sistema-
Shyam after bringing in the
investment.
A USD 1 billion investment will
be brought in by Tata Teleservices
in its newly introduced GSM facility
Tata DoCoMo.
CHAPTER 2
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COMPANY
PROFILE
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RELIANCE COMMUNICATION
PROFILE:
Reliance Communications Limited
founded by the late Shri Dhirubhai H
Ambani (1932-2002) is the flagship
company of the Reliance Anil Dhirubhai
Ambani Group. The Reliance Anil
Dhirubhai Ambani Group currently has a
net worth in excess of Rs. 63,000 crore
(US$ 14 billion), cash flows of Rs. 12,000
crore (US$ 3 billion), net profit of Rs.
8,000 crore (US$ 2 billion) and zero netdebt.
Reliance Communications is India's
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foremost and truly integrated
telecommunications service provider. The
Company, with a customer base of around
71 million including over 2 million
individual overseas retail customers, ranks
among the Top 10 Telecom companies in
the world by number of customers in a
single country. Reliance Communications
corporate clientele includes 2,100 Indian
and multinational corporations, and over
800 global, regional and domestic carriers.
Reliance Communications has established
a pan-India, next generation, integrated
(wireless GSM ^ CDMA Both ) and
wireline), convergent (voice, data and
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video) digital network that is capable of
supporting best-of-class services spanning
the entire communications value chain,
covering over 24,000 towns and 600,000
villages. Reliance Communications owns
and operates the world's largest next
generation IP enabled connectivity
infrastructure, comprising over 190,000
kilometers of fiber optic cable systems in
India, USA, Europe, Middle East and the
Asia Pacific region.
It ranks among the top 5
telecommunications companies. Retrieved
2010-04-14. in the world by number of
customers in a single country. Reliance
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Communications corporate clientele
includes 2,100 Indian and multinational
corporations, and over 800 global, regional
and domestic carriers.
Reliance Communications is Indias
largest information and communications
service provider with over 50 million
subscribers. The company is the realisation
of our founders dream of bringing about a
digital revolution that will provide every
Indian with affordable means of
communication and a ready access to
information.
The flagship company of the Reliance
ADA Group, Reliance Communications
http://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Corporation8/2/2019 Original Report Recruitment
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began operations in 1999 and has over 50
million subscribers today. It offers a
complete range of integrated telecom
services. These include mobile and fixed
line telephony, broadband, national and
international long distance services, data
services and a wide range of value added
services and applications aimed at
enhancing the productivity of enterprises
and individuals.
MISSION:
Think big. Think different. Think
ahead.
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The mission is to create world-class
benchmarks by:
Meeting and exceeding Customer
expectations with a segmented
approach
Establishing, re-engineering and
Automating Processes to make them
customer centric, efficient and effective
Incessant offering ofProducts and
Services
that are value for money and excite
customers
Providing a Network experience that
is
best in the industry
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Building Reliance into an iconic Brand
which
is benchmarked by others and leads
industry
in Intention to Purchase and Loyalty
Developing a professional Leadership
team
that inspires, nurtures talent and
propagates RCOM Values by
personal example.
THE RELIANCE GROUP:
Looking back, looking forward
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RelianceAnil Dhirubhai Ambani Group,
an offshoot of the Reliance Group founded
by Shri Dhirubhai H Ambani (1932-2002),
ranks among Indias top three private
sector business houses in terms of net
worth. The group has business interests
that range from telecommunications
(Reliance Communications Limited) to
financial services (Reliance Capital Ltd)
and the generation and distribution of
power (Reliance Infrastructure Limited).
RelianceADA Groups flagship
company, Reliance Communications, is
India's largest private sector information
and communications company, with over
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100 million subscribers. It has established
a pan-India, high-capacity, integrated
(wireless and wireline), convergent (voice,
data and video) digital network, to offer
services spanning the entire infocomm
value chain.
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Other major group companies
Reliance Capital and Reliance
Infrastructureare widely acknowledged
as the market leaders in their respective
areas of operation.
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CORPORATE GOVERNANCE:
Organisations, like individuals, depend for
their survival, sustenance and growth on
the support and goodwill of the
communities of which they are an integral
part, and must pay back this generosity in
every way they can...
This ethical standpoint, derived from the
vision of our founder, lies at the heart of
the CSR philosophy of the Reliance
ADA Group.
While we strongly believe that our primary
obligation or duty as corporate entities is to
our shareholderswe are just as mindful
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of the fact that this imperative does not
exist in isolation; it is part of a much larger
compact which we have with our entire
body of stakeholders: From employees,
customers and vendors to business
partners, eco-system, local communities,
and society at large.
We evaluate and assess each critical
business decision or choice from the point
of view of diverse stakeholder interest,
driven by the need to minimise risk and to
pro-actively address long-term social,
economic and environmental costs and
concerns.
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For us, being socially responsible is not an
occasional act of charity or that one-time
token financial contribution to the local
school, hospital or environmental NGO. It
is an ongoing year-round commitment,
which is integrated into the very core of
our business objectives and strategy.
RelianceADAG continually reviews
corporate governance best practices to
ensure that they reflect global
developments. It takes feedback into
account, in its periodic reviews of the
guidelines to ensure their continuing
relevance, effectiveness and
responsiveness to the needs of local and
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international investors and other
stakeholders.
CODE OF CONDUCT:
Our code of conduct and business policiesencompasses the following areas:
Values and commitments
Code of ethics
Business policiesEthics management
Prevention of sexual harassment
Policy on insider trading
MAIN SUBSIDIARIES:-
RELIANCETELECOMMUNICATION
LIMITED (RTL).
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RELIANCE GLOBALCOM.RELIANCE INTERNET DATA
CENTER (RIDC).
RELIANCE DIGITIAL TV.
Reliance Telecommunication Limited(RTL)
In July 2007, the company announced it
was buying US-based
managed ethernet and application delivery
services companyYipes Enterprise
Services for a cash amount of 1200 crore
(the equivalent of US$300 million). The
deal was announced of the overseas
acquisition, the Reliance group has
amalgamated the United States-based Flag
http://en.wikipedia.org/wiki/Ethernethttp://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://www.flagtelecom.com/http://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://www.flagtelecom.com/http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/wiki/Ethernet8/2/2019 Original Report Recruitment
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Telecom for $210 million (roughly 950
crore). RTL operates in Madhya Pradesh,
West Bengal, Himachal Pradesh, Orissa,
Bihar, Assam, Kolkata and Northeast,
offering GSM services.
Reliance Globalcom
RGL owns the worlds largest private
undersea cable system, spanning
65,000 km seamlessly integrated with
Reliance Communications. Over
110,000 km of domestic optic fiber
provides a robust Global Service Delivery
Platform, connecting 40 key business
http://www.flagtelecom.com/http://www.flagtelecom.com/http://www.flagtelecom.com/http://www.flagtelecom.com/http://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/wiki/GSMhttp://www.flagtelecom.com/8/2/2019 Original Report Recruitment
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markets in India, the Middle East, Asia,
Europe, and the U.S.
Reliance Internet Data Center (RIDC)
RIDC provides Internet Data Center (IDC)
services located
in Mumbai, Bangalore, Hyderabad and Ch
ennai. Spread across 650,000 sq ft (60,000
m2) of hosting space, it offers IT
infrastructure management services to
large, medium and small enterprises. It is
one of the leading data center service
provider in India and provides services
like colocation, managed server hosting,
virtual private server and data security. It
http://en.wikipedia.org/wiki/Data_Centerhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Colocationhttp://en.wikipedia.org/wiki/Colocationhttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Data_Center8/2/2019 Original Report Recruitment
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has launched cloud computing services,
offering product under its infrastructure as
a server (Iaas) and software as a service
(Saas) portfolio, which enables enterprises,
mainly small and medium, a cost-effective
IT infrastructure and application on pay-
per-user model.
Reliance Digital TV ( Big TV)
Reliance Big Tv launched in August
2008 and thereafter acquired 1 million
subscribers within 90 days of launch, the
fastest ramp-up ever achieved by any DTH
operator in the world. Reliance Big TV
offers its 1.7 million customers DVD-
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quality pictures on over 200 channels
using MPEG-4 technology.
ACQUISITIONS:
FLAG Telecom Yipes ethernet service
Digicable
OFFICES:
Reliance Communications Limited has its
offices inAhmedabad, Bangalore,
Chandigarh, Chennai, Hyderabad, Jaipur,
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Kochi, Kolkata, Lucknow, Patna and
Pune.
COMPETITORS:-
Reliance Communications competes with
14 other mobile operators throughout
India.
They areAircel,AirtelCheers
Mobile,BSNL,Idea,Loop
Mobile,MTNL,MTS, Ping Mobile, S
Tel, Tata
DoCoMo,TataIndicom, Uninor, Videocon,Virgin Mobile (GSM & CDMA)
andVodafone.
http://en.wikipedia.org/wiki/Aircelhttp://en.wikipedia.org/wiki/Airtel_(India)http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/BSNLhttp://en.wikipedia.org/wiki/Idea_Cellularhttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/MTNLhttp://en.wikipedia.org/wiki/MTS_Indiahttp://en.wikipedia.org/w/index.php?title=Ping_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_Indicomhttp://en.wikipedia.org/wiki/Uninorhttp://en.wikipedia.org/wiki/Videocon_Telecommunications_Limitedhttp://en.wikipedia.org/wiki/Virgin_Mobile_Indiahttp://en.wikipedia.org/wiki/Vodafone_Essarhttp://en.wikipedia.org/wiki/Vodafone_Essarhttp://en.wikipedia.org/wiki/Virgin_Mobile_Indiahttp://en.wikipedia.org/wiki/Videocon_Telecommunications_Limitedhttp://en.wikipedia.org/wiki/Uninorhttp://en.wikipedia.org/wiki/Tata_Indicomhttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/w/index.php?title=Ping_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/MTS_Indiahttp://en.wikipedia.org/wiki/MTNLhttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Idea_Cellularhttp://en.wikipedia.org/wiki/BSNLhttp://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/Airtel_(India)http://en.wikipedia.org/wiki/Aircel8/2/2019 Original Report Recruitment
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CHAPTER 3
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ORGANISATIONAL
CHART
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Organaisation Structure :-
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CHAPTER 4
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PRODUCT PROFILE
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Product profile:
3G and BWAOn 19 May 2010, the 3G spectrum auction
in India ended. Reliance Communications
paid 5864.29 crores for spectrum in 13
circles. The circles it will provide 3G in
are Assam, Bihar, Delhi, Himachal
Pradesh, Jammu & Kashmir, Kolkata,
Madhya Pradesh, Mumbai, North East,
Orissa, Punjab, Rajasthan and West
Bengal.
[8]
On 5 November 2010, RCom became the
second private sector telecom company
(fourth overall) to launch 3G services in
http://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Northeast_Indiahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-7http://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-7http://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Northeast_Indiahttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Assam8/2/2019 Original Report Recruitment
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India, with a 4 city launch in Chandigarh,
Delhi, Kolkata and Mumbai.[9]
On 11 June 2010, the broadband wireless
access (BWA) spectrum auction in India
ended. However, RCom said that it exited
the broadband wireless access (BWA)
auction a week before, after auction prices
significantly exceeded its business case
estimates. They are planning to focus on
broadband wireless through 3G-ready pan
India CDMA. RCOM has 3G spectrum for
13 circles. RCOM also said that they
prefer LTE standard offering a single
evolution path for both, CDMA & GSM
networks, and that the WiMAX
http://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-8http://en.wikipedia.org/wiki/Wireless_broadbandhttp://en.wikipedia.org/wiki/3GPP_Long_Term_Evolutionhttp://en.wikipedia.org/wiki/CDMAhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/WiMAXhttp://en.wikipedia.org/wiki/WiMAXhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/CDMAhttp://en.wikipedia.org/wiki/3GPP_Long_Term_Evolutionhttp://en.wikipedia.org/wiki/Wireless_broadbandhttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-8http://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Chandigarh8/2/2019 Original Report Recruitment
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ecosystem has weakened after WiMAX
operators like Clearwire and Yota moved
to LTE.[10]
3G Coverage
Reliances 3G service is currently
available in the following cities in 13
telecom circles:
This is an incomplete list, which may
never be able to satisfy particular
standards for completeness.
Teleco
State/Regi
No. Cities/Town
http://en.wikipedia.org/wiki/Clearwirehttp://en.wikipedia.org/wiki/Yotahttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-9http://en.wikipedia.org/wiki/Wikipedia:WikiProject_Lists#Incomplete_listshttp://en.wikipedia.org/wiki/Wikipedia:WikiProject_Lists#Incomplete_listshttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-9http://en.wikipedia.org/wiki/Yotahttp://en.wikipedia.org/wiki/Clearwire8/2/2019 Original Report Recruitment
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m
Circle
on of
Town
s
s
Assam Assam 0
Bihar
Bihar 10 Arrah,
Bhagalpur,
Bihar Sharif,
Chhapra,
Gaya,
Hajipur,Katihar,
Muzaffarpur,
Patna
http://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Arrahhttp://en.wikipedia.org/wiki/Bhagalpurhttp://en.wikipedia.org/wiki/Bihar_Sharifhttp://en.wikipedia.org/wiki/Chhaprahttp://en.wikipedia.org/wiki/Gaya,_Indiahttp://en.wikipedia.org/wiki/Hajipurhttp://en.wikipedia.org/wiki/Katiharhttp://en.wikipedia.org/wiki/Muzaffarpurhttp://en.wikipedia.org/wiki/Patnahttp://en.wikipedia.org/wiki/Patnahttp://en.wikipedia.org/wiki/Muzaffarpurhttp://en.wikipedia.org/wiki/Katiharhttp://en.wikipedia.org/wiki/Hajipurhttp://en.wikipedia.org/wiki/Gaya,_Indiahttp://en.wikipedia.org/wiki/Chhaprahttp://en.wikipedia.org/wiki/Bihar_Sharifhttp://en.wikipedia.org/wiki/Bhagalpurhttp://en.wikipedia.org/wiki/Arrahhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Assam8/2/2019 Original Report Recruitment
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Jharkhand 6Bokaro,Chas,
Dhanbad,
Jamshedpur,
Jharia,
Ranchi
Delhi Delhi NCR N/A Delhi
Himach
alPradesh
Himachal
Pradesh
13
Baddi,
Dharamshala
, Dalhousie,Hamirpur,
Kangra,
Kullu,
http://en.wikipedia.org/wiki/Jharkhandhttp://en.wikipedia.org/wiki/Bokarohttp://en.wikipedia.org/wiki/Chashttp://en.wikipedia.org/wiki/Dhanbadhttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Jhariahttp://en.wikipedia.org/wiki/Ranchihttp://en.wikipedia.org/wiki/National_Capital_Region_%28India%29http://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Baddihttp://en.wikipedia.org/wiki/Dharamshalahttp://en.wikipedia.org/wiki/Dalhousie,_Indiahttp://en.wikipedia.org/wiki/Hamirpur,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Kangra,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Kulluhttp://en.wikipedia.org/wiki/Kulluhttp://en.wikipedia.org/wiki/Kangra,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Hamirpur,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Dalhousie,_Indiahttp://en.wikipedia.org/wiki/Dharamshalahttp://en.wikipedia.org/wiki/Baddihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/National_Capital_Region_%28India%29http://en.wikipedia.org/wiki/Ranchihttp://en.wikipedia.org/wiki/Jhariahttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Dhanbadhttp://en.wikipedia.org/wiki/Chashttp://en.wikipedia.org/wiki/Bokarohttp://en.wikipedia.org/wiki/Jharkhand8/2/2019 Original Report Recruitment
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Mandi,
Nalagarh,
Palampur,
Paonta
Sahib,
Chaupal,
Shimla,
Rampur,Roh
ru, Solan,
Una
Jammu
&
Kashmir
Jammu &Kashmir
2 Jammu,Srinagar
Kolkata
Kolkata1 1 Kolkata
http://en.wikipedia.org/wiki/Mandihttp://en.wikipedia.org/wiki/Nalagarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Chaupalhttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Rampurhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Solanhttp://en.wikipedia.org/wiki/Una,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%28city%29http://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/wiki/Jammu_%28city%29http://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Una,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Solanhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rampurhttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Chaupalhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Nalagarhhttp://en.wikipedia.org/wiki/Mandi8/2/2019 Original Report Recruitment
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1
Madhya
Pradesh
Madhya
Pradesh
Jabalpur ,
Bhopal,
Indore,
Chinndwara
and other
major cities
of MP.
Chhattisgar
h
0
Mumbai2
Mumbai
2
1
Arunachal 0
http://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradesh8/2/2019 Original Report Recruitment
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North
East
Pradesh
Meghalaya 0
Manipur0
Mizoram 0
Nagaland 0
Tripura 0
Orissa Orissa 3 Bhubaneswa
r,Cuttack,
Rourkela, 15
http://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Meghalayahttp://en.wikipedia.org/wiki/Manipurhttp://en.wikipedia.org/wiki/Mizoramhttp://en.wikipedia.org/wiki/Nagalandhttp://en.wikipedia.org/wiki/Tripurahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Cuttackhttp://en.wikipedia.org/wiki/Rourkelahttp://en.wikipedia.org/wiki/Rourkelahttp://en.wikipedia.org/wiki/Cuttackhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Tripurahttp://en.wikipedia.org/wiki/Nagalandhttp://en.wikipedia.org/wiki/Mizoramhttp://en.wikipedia.org/wiki/Manipurhttp://en.wikipedia.org/wiki/Meghalayahttp://en.wikipedia.org/wiki/Arunachal_Pradesh8/2/2019 Original Report Recruitment
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other cities
(expected
March 2011)
Punjab Punjab 6 Amritsar,
Batinda,
Chandigarh3,
Jalandhar,
Ludhiana,
Patiala
Rajasthan
Rajasthan 12 Ajmer,Alwar,
Bhilwara,
Bhiwadi,
http://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Batindahttp://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Jalandharhttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Patialahttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Alwarhttp://en.wikipedia.org/wiki/Bhilwarahttp://en.wikipedia.org/wiki/Bhiwadihttp://en.wikipedia.org/wiki/Bhiwadihttp://en.wikipedia.org/wiki/Bhilwarahttp://en.wikipedia.org/wiki/Alwarhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Patialahttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Jalandharhttp://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Batindahttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Punjab,_India8/2/2019 Original Report Recruitment
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Bikaner,
Jaipur,
Jodhpur,
Kota, Pali,
Pilani, Sri
Ganganagar,
Udaipur
West
Bengal
West
Bengal4
1 Kharagpur
http://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Jaipurhttp://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Pali,_Rajasthanhttp://en.wikipedia.org/wiki/Pilanihttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Udaipurhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Kharagpurhttp://en.wikipedia.org/wiki/Kharagpurhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Udaipurhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Pilanihttp://en.wikipedia.org/wiki/Pali,_Rajasthanhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Jaipurhttp://en.wikipedia.org/wiki/Bikaner8/2/2019 Original Report Recruitment
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Subscriber base:
The Reliance Communication subscriber
base is about 128.87 million as of February
2011.
GSM
Circle
name
Post paid Prepaid
Andhra
Pradesh
6182 1890923
Delhi 19172 2054393
Gujarat 19414 2480642
Kerala 8049 901829
Karnataka 18572 2168131
Maharashtra
& Goa
25288 3301389
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Mumbai 24884 2083175
Punjab,
Haryana &
Himachal
Pradesh
18630 2717375
Rajasthan 6631 2628940
Dhanbad 87695 10984683
Tamil Nadu
& Andaman
25704 1909641
Not Defined 136636 345658
Uttar
Pradesh
9093 6430945
West
Bengal
8765 22154
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RCOM
GSM -
Total sub
base
29262215
CDMACircle name Post
paid
Prepai
d
Prepai
d PCO
Andhra
Pradesh
25059
7
445434
1
476990
Delhi 50572
4
321187
5
114702
Gujarat 28848 299216 115298
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0 5
Kerala 200796
2054601
125214
Karnataka 23628
8
302495
4
253848
Maharashtra
& Goa
29553
4
345732
9
275002
Madhya
Pradesh &
Orissa
18786
0
449516
3
139575
Mumbai 55512
0
322321
1
166858
Punjab,Harya
na &
Himachal
19849
7
256999
8
92611
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Pradesh
Rajasthan 151260
2284651
96704
Tamil Nadu &
Andaman
30486
1
385483
9
374900
Uttar Pradesh 27062
7
797608
3
265494
West
Bengal,Bihar
& Jharkhand
24094
6
660605
0
203919
RCOMCDMA -
Total sub
base
56592965
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DTH
Circle name Total
Andhra Pradesh 209118
Bihar 41245
Chattisgarh 28965
Delhi 73148
Gujarat 109013
Haryana 65358
Himachal Pradesh 25822
Jammu & Kashmir 28643
Jharkhand 21060
Karnataka 309007
Kerala 171179Maharashtra & Goa 258365
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Madhya Pradesh 78525
Mumbai 96609
North East 28518
Orissa 79011
Rajasthan 177667
Tamil Nadu 208692
Uttar Pradesh (W) 124430
Uttar Pradesh (E) 115058
West Bengal 44280
DTH - Total sub
base
2334996
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Broadband
Circle name Data Voice
Andhra Pradesh 6182 1890923
Delhi 19172 2054393
Gujarat 19414 2480642
Kerala 8049 901829
Karnataka 18572 2168131
Maharashtra & Goa 25288 3301389Mumbai 24884 2083175
Punjab,Haryana &
Himachal Pradesh
18630 2717375
Rajasthan 6631 2628940
Tamil Nadu & 25704 1909641
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Andaman
Not Defined 136636 345658
Uttar Pradesh 9093 6430945
West Bengal 8765 22154
RCOM GSM - Total
sub base
29262215
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RTL
Circle name Post
paid
Prepaid
Assam 114942 1749992
Bihar & Jharkhand 7482 4152577
Calcutta 5524 2076028
Himachal Pradesh 2344 999493
Madhya Pradesh &Chhattisgarh
55911 4913590
North-East 21454 520513
Orissa 12684 2217043
West Bengal 2481 3212510
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RCOM RTL - Total
sub base
20064568
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CHAPTER 5
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RECRUITMENT
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RECRUITMENT :-
Definition: By Fipp , it is process o
searching for prospective employees &
stimulating & encouraging them to apply
for job in an organization . it is often
termed positive in that it stimulates people
to apply for jobs to increase hiring ratio i.e.
the no. of applications for a job.
The process of generating a pool of
qualified candidates for a particular job is
the first step in the hiring process.
The aim of recruitment is to attract
qualified job candidates; the word
qualified is stressed because attracting
applicants who are unqualified for the job
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is a costly waste of time. Unqualified
applicants need to be processed and
perhaps tested or interviewed before it can
be determined that they are not qualified,
to avoid these costs the recruiting efforts
should be targeted solely applicants who
have the basic qualification for the job.
Recruitment forms the first stage in the
process which continues with selection &
ceases with placement of the candidates.
Recruitment & selection are critical
elements of effective human managements.
With the human resource management
paradigm they are not simply mechanism
for filling vacancies. Recruitment &
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Selection is a function of major importance
to the success of an enterprise.
Placing the individual may be done by:
1. Merit basis.
2. Considering the persons interest,
backgrounds & physical capacities.
3. Examining the job available.
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4. Matching the available job recruitments
with individual capacities.
Recruitment & Selection Policy Of
Reliance Communications :
Objective: To attract select best suitable
talent in the industry & to provide a frame
work for all the hiring decisions of the
company.
Scope: It covers the hiring policy &
procedures for all levels.
Causes:
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1) Policy should be in conformity with its
general personnel policies & should be
flexible.
2) The company shall always keep its
business objective & the competency
requirements as the prime criteria while
selecting a candidate there is no
discrimination on the bases of cost,
language, domicile & sex while selecting a
candidate.
3) For each position there shall be job
description & specification & the company
shall hire candidates only with specified
qualification & experience. Any kind of
relaxation shall be recorded as policy
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deviation with proper justification &
authorized from concerned
authorities.
4) The company refers to hire candidates
with sufficient relevant experiences ,
however in exceptional cases a fresher canbe hired with
proper justification.
5) The company uses multiple sources to
search candidates such as newspaper
advertisements, recruitment constancies &
employee referrals etc.
6) The HR Manager/ Department shall
assess the credibility of each & every
recruitment agency with whose the
company may associate for its human
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resources sourcing association starts only
after a contract is signed on agreeable
terms & conditions.
7) The HR department shall ensure that all
the candidates those who come for the
interview are attended properly &
promptly.
8) Every selected candidates goes through
an induction program.
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Factors affecting Recruitment:
All organization whether large or small, doengage in recruiting activity this depends
upon:
1. Size of the organization.
2.The employment condition in the
organization, the efforts of the past
recruitment efforts which show the
organizations ability to locate good
performing people.
3. Working conditions & salary benefit
packages offered by the organization
which may influence & necessitate future
a) Recruiting
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b) The rate of growth of organization
c) The level of seasonal operations &future expansion & production programs.
d) Cultural, economic & legal factor etc.
Sources of Recruitment:
There are a great number of recruitment
sources available the most prominent ofthese sources are:
Current Employees: Many companies
have a policy of informing currentemployees about job openings before
trying to recruit them from other sources,
internal job postings give current
employees the opportunity to move into
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the forms more desirable jobs however; an
internal promotion automatically creates
another job opening that has to be filled.
Referrals from current employees:
Studies have shown that employees who
were hiring through referrals from current
employees tend to stay with the
organization longer & display greater
loyalty & job satisfaction than employees
tend to refer people who are
demographically similar to themselves
which can create equal employmentopportunity problems.
Former Employees: A firm may decide to
recruit employees who previously worked
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for the organization these are the people
who are laid off or who work seasonally
because the employer already has
experience with these people, they tend to
be safe hires.
Print Advertisement: Advertisements can
be used both for local recruitment efforts
(newspaper) & for targeted regional,
national or international searches for
instance; clinical psychologists often find
jobs through listing in American
psychological associations monthly
newspaper.
Internet Advertising: Employers are
increasingly turning to the web as a
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recruitment to because on line ads are
relatively cheap, are more dynamic & can
often produce faster results than newspaper
help wanted ads. In addition, the reach of
internet has expanded dramatically. So
companies can connect with people all
over the world looking for jobs.
Employment Agencies: Many
organizations use external contractors to
recruit & screen applicants for position.
Typically, the employment agencies are
paid free based on the salary offered to thenew employees. Agencies can be
particularly effective when the firm is
looking for an employee with a specialized
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skill. Another advantage of employment
agencies is that they often seek out
candidates who are presently employed &
not looking for a new job, which indicates
that their current employer is satisfied with
their performance.
e- recruitment: Managers now use emails
& to web to bypass campus career centers
an email, news letter to the student to get
them interested in the firm the manager
can take the complete responsibility for all
the recruiting. Doing their own recruitingalso put them in better touch with the
market & their needs.
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Recruitment in Reliance:
Recruitment in Reliance is made throughdifferent channels. Recruitment procedure
is quite systematic & not wholly scientific.
Channels of Recruitment In Reliance:
- Recruitment through intermediaries
- Recruitment through contractors
- Direct Recruitment
- Recruitment through employment
exchange
- Other Methods
- Through Trade Union
- Through Labour Office
- Through referee
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- Recruitment through the web(e-
recruitment)
Internal Recruitment:
Internal recruitment involves findings
someone already employed by the
organization to fill the vacancy. If an
internal transfer or selection can be done
then the application is
asked from employees who are interested
in career shifts can be selected to
the vacant place. The vacancies are
internally advertised on the notice board.
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Internal Sources:
Internal sources consist of employee
referrals which enable quick availability of
CVs to the HR department earning better
posts through referrals benefits the
employees & getting quickly eligible
candidates & high moral of the employees
benefit the company. But these internal
references are limited to filling up
vacancies at the lower level.
The following guidelines are issued to
streamline the internal recruitment
procedure.
- An employee must have at least worked
for 5 years in the position where he is
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working to become eligible for internal
Recruitment.
- Employees in the contractual obligation
should also be permitted to apply against
internal advertisement but it depends on
his qualification & efficiency work.
Advantages of Internal Recruitment :
Applicants will already know the
company & its methods of working & are
therefore likely to settle into the job a greatdeal easier than external candidates.
The cost of recruitment is reduced, there
will be no need for external advertisements
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& all administrative cost & time involved
in dealing with applications.
Internal Recruitment & promotions will
increase motivation of work force.
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Disadvantages of Internal Recruitment:
There are through problems with usinginternal Recruitment. First, these will be
limited range of applicants & there will be
a reduced potential of finding new talent &
less input of new ideas & methods of
working, also as one person is promoted
then another vacancy is created.
External Recruitment:
External Recruitment means looking
outside the company for candidates for
vacancy. External Recruitment is
conducted when there is no internal force
to fill up the vacancy & the company is
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looking out for new candidates. The
external sources are used for recruiting
permanent employees or who are higher up
in positions.
External Sources :
1) Placement Agencies orconsultants:- The vacancy is
communicated to the placement agency
along with the job description & other
specification. The CVs are sent in to
the company where the HR Manager &
the concerned department
head specify according to their
recruitment.
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2) Advertising :- Advertisements are
given by- newspaper likes The Times Of
India,
Indian Express etc about the vacancy
along with minimum qualification
requirement. Advertisement is used
when qualified or experienced
personnel are not available from other
sources
3) Central Employment Exchange:- The
HR Manager contacts the employment
exchanges & gets the suitable candidatefor the required job.
Advantages of External Recruitment :
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1) Introduces new people with new ideas,
can allow leaps forward in thinking, helps
avoid getting stuck.
2) Wider range of candidates giving more
choice.
3) Takes advantage of training provided by
other companies, reduces costs & increase
skills.
There are a wide variety of methods
firm can use to find suitable candidates the
actual method or methods used will
depend upon the type of vacancy &
number of vacancies available.
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For skilled & professional workers it may
be appropriate to use to find suitable
candidates. The actual method or methods
used will depend upon the type of vacancy
& the number of vacancies.
Headhunters can be used when senior
management positions become vacant.
Head hunters will use their knowledge of
employment market to find suitable
candidates.
For semi skilled workers advertisements in
local & nation newspaper may be
appropriate. The job center can be used
for clerical administrative & unskilled
workers.
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SELECTION- THE ULTIMATE
OBJECTIVE
The process of making hire or no hire
decision regarding each applicant for a job.
The process typically involves
determination of the requirement for
effective work performance are typically
based on job analysis depending on
applicants scores on various test or
impressions they have made in interviews.
To retain & maximize the human
resources whom were so carefully
selected, organization must pay careful
attention to socialize them. Socialization
involves orienting new employees to the
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organization & to the unit in which they
will be working. It is important that the
new employees become familiar with the
company policies, procedures &
performance expectation. Socialization can
make a difference between a new workers
feeling like an outsides & a feeling like a
member of the team.
According to Dale Vader, selection is
the process in which the candidates for
employment are divided into two classes
those who are to be offered employment &
those who are not. The process of selection
begins with the undertaking & the
definition of job to be performed by those
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involved in selection. These are convicted
into job specializations that are made
public by using media. Job opportunities
should be publicized in such a way the
enable the organization to draw upon
prospective candidates from a wider cross
section of the society. Planned selection
through techniques that are the objectives,
reliable & valid ensures better choice of
employees. The process of selection begins
with manpower/human resource planning
that involves a through auditing of theexisting manpower & planning in advance
how to more form the present to the future
interns of human resources.
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The process continues in three stages,
& each stage is as important as the
previous one it starts with recruitment
followed by screening & finally ends with
selection. Recruitment is concerned with
the discovery of potential to locate the
sources of manpower & attract them
insufficient numbers so as to facilitate
better selection with a wider choice to
meet the job requirements & job
specifications.
Selection is choosing a few from those
who have applied. The process consists of
many stages in which every information
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decides if the candidate will go to the next
stages or fall out. It is the choice making
process in which those meeting the
minimum requirement keep going to the
next stage & those falling go out of the
race.
After a candidate is found to be most
suited, he is offered placement in the
organization at a price scientifically
arrived at by the process of job evaluation.
The terms & conditions of employment are
explained to him & finally he is inducted
to the new work environment.
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The various steps in the selection of the
desirable person in the employment
procedure starts only after the applications
from the prospective employees are
receive by the concern.
These applications are scrutinized
considering the standard set out by the
organization.
The application are screened out at each
step and those who are found borne job are
selected finally.
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The following are the necessary steps
generally involved in the selection
process ;-
1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5)Reference check
6)Medical examination
7)Final selection.
STEPS IN SELECTION
PROCEDURE:-
1) Preliminary interview:
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It is the first step after receipt & scrutiny
of the applications forms in the selection
process .The purpose of this type of
interview is to eliminate the unqualified or
unsuitable candidates .It should be quite
brief just to have an idea of general
education, experience ,training ,
appearance, personality etc. of the
candidate & to obtain his salary
requirements. If the application appears to
have some chance of being selected ,he is
given the applicationblank to fill.
2) Application Blank:
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A blank application or application blank
is the next important weeding out device in
the selection procedure .The successful
candidates in preliminary interview
supplied with the application blank to get a
written record of the following information
.
Identify information such as family
background date & place of birth, age, sex,
height , citizenship, marital status etc.
Information recording education .It include
information about his academic career ,subject taken at various levels ,school
certificate & degree level, grade, division
or place awarded in school & college,
technical qualification etc.
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Expected salary, allowance & other fringe
benefits
3) Employment test:
Psychological & other test are
becoming increasingly popular even in
India as a part of the selection process.
However their utility is controversial .Thepersonnel department can guide & help in
the selection of type of tests appropriate
for a particular position .
4) Employment Interview:
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Perhaps this is the most complex &
difficult part of the selection process. The
purpose of interview is to determine the
suitability of the applicant for the applicant
for the job & job for the applicant.
Interview must be conducted in a friendly
atmosphere & the candidate must be asked
the Basis of job specification. Unwanted
questions should be avoided.
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5) Reference Check:
Employers generally provide a column
in the application blank for Reference. If
the applicant crosses all the above hurdles
an investigation May be made on the
reference supplied by the applicants
regarding his Past employment, education,
character, personal reputation etc.
Reference may be called upon on
telephones or may be contracted Through
mail or personal visit. Additional
information can also be Recorded by
asking the questions from references.
6) Medical Examination:
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In almost all the companies even in
India medical examination is a part of The
selection process for all suitable
applicants. It is conducted of the final
decision has been made to select the
candidate. This is very important because a
person of poor health may generally be
absent from work & the training given to
him may go waste. A person suffering
from any disease nay spread it amongst
others & all this effects the working of the
concern.
7) Final Selection:
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If a candidate successfully overcomes
all the obstacles or tests given above he
would be declared selected. An
appointment letter will be given to him
mentioning the terms of appointment, pay
scales, post on which Selected, when he
joins the organization etc. It Is the primary
duty of the HR manager to introduce him
to the company & his job.
In the selection of the candidate
whatever may be the procedure the
personnel department plays an important
role. It should be kept in the mind
that the decision to recruit the personnel is
not taken by the personnel
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Department. It however assist the top
executives in selecting the candidate
by devising the application from preparing
the job description & setting the
job specification.
SELECTION PROCESS AT
RELIANCCE COMMUNICATIONS:
Scrutiny of CVs by HR Department
Scrutiny of CVs by concerned
departmental head
Interview call letter send to applicants
Personal interview
Reference check
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Selection
Induction
Scrutiny of CVs by the HR Department:
The CVs received are scrutinized by the
HR Department according to the
Qualifications & requirement. The CVs are
sorted accordingly.
Scrutiny of CVS by concerned
Department Head:
The concerned departmental head goes
through the CVs sorted by the HR
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Department taking into consideration for
which post the candidate has applied for.
Interview call letter send to Application:
After the CVs are scrutinized, the call
letter is send to the candidates to come for
the interview, & the HR head & the
concerned persons to conduct the interview
are informed.
Personal Interview:
The interviews are often best carried out
by panel consisting of a specialist, HR
Manager, a manager from the department
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concerned & an independent member, this
would allow an all round picture of the
candidate be arrived at. After the personal
interview the candidates undergo through
various test which are conducted by the
personnel department.
Reference Check:
For the recruitment of persons in higher
positions the reference check of that
Person is done with the previous employer
or company the person was working with
to know his reliability, character etc.
Selection:
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After the interview & other steps if the
candidate is found fit for the particular job
& is the right person for the job, then the
candidates are short listed.
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Appointment Letter:
A formal letter of appointment is sent tothe candidate who is selected he is offered
the job. It contains date of joining, terms of
job etc.
Finalization of terms of service:
1. Fixation of salary is done by the HRDepartment in consultation with the head
of the department concerned. This is
normally done as per the salary structure
already available in the company.
2. Before a person joins prior approval of
concerned head is invariably obtained.
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3. After the approval of the authority is
taken, candidates are given offer letter as
per procedure.
3. Offer letters are signed by concerned
executive.
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SCREENING OF THE EMPLOYEE:
In over all process of selection, screening
comes once the recruitment is over.
Screening is a process of reducing the
number of applicants to few who have a
better chance of getting selected than those
screened out. This is Also called the
process of short listing. Screening is
generally done by the HR department on
the basis of:
a) Eligibility
b) Suitability
Job specification must be referred to while
screening candidates on the basis of these
two criteria.
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Methods used in screening are,
a) Preliminary application
b) Screening Interview
While screening dose help reduce large
numbers to manageable proportions, it also
has a risk of losing those who could have
performed well in the subsequent
selection. With more dear understanding of
job description, the risk could be reduced.
P LACEMENT
Once an after of employment has been
made & it is accepted, the final stage is the
procurement function & is concluded it
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may be defined as the determination of the
job to which an accepted candidate is not
be assigned and his assignment to that job.
Joining Formalities:
On the day of joining, all the necessary
documents are verified against the
application blank filled by the candidatesearlier.
Documents verified are:
Education Qualification & certificates. Experience Certificates
Clearance or no objection certificate
from the previous employer
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Resume
Acknowledged copy of offer letter.
On joining the organization the
candidate has to sign the joining reportwhich consists :
Fill the CV in the company format;
Fill the induction feedback form; Fill the PF form;
Fill the investment declaration form.
A perfect placement can lead to low
labour turnover, higher productivity, high
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morale, low rate of absenteeism &
excellent work culture.
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CHAPTER 6
Functional area
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Human resource department at reliance
communications:-
HR department functions :-
1. Pre-Recruitment Process
a. Receipt of requirement of manpower
from various department heads.
b. Scrutinize them and take approval from
concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC
for the employee and take approval.
d. Select the appropriate Recruitment
process.
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2. Recruitment Process
a. Prepare Advertisements etc for the
recruitment.
b. Scrutinize and shortlist the applications
received.
c. Send interview call letters/mails as
required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
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b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and
intimating the same to other departments.
d. Preparing and entering new hire
paperwork.
e. Co coordinating to get Employee ID
Cards.
f. Handing over the New hire to the
concerned HOD/Manager.
g. Preparation of Job Profiles co ordination
with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
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a. Opening new file and Closing the
Resigned employees File.
b. Make sure all Employee files are
maintained safely with care.
c. Make sure all personal records are
available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of KnowledgeManagement Software.
b. Maintenance of HRIS.
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6. Confirmation Formalities:
a. Intimating the concerned HOD/Manager
about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Co-coordinating for Skill Gap Analysis.
d. Co-coordinating to set Quality
Objectives for each job profile.
e. Ensuring updation of the existing Job
Profiles.f. Processing the Confirmation.
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7. ISO Compliance:
a. Ensuring all the updation of the ISO
documentation and HR Formats.
b. Learning and enforcing Standard
Operating Procedures (SOP).
c. Facing the Internal and External Audits,
accountable to enforce the correctional
actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co
coordinating with other departments.
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b. Handling Apprentice Training,
Submitting Periodic Returns to Board.
c. Submitting other returns to the labour
Department as per Shops and
establishment Act.
9. Training And Development:
a. Conducting Induction Training for new
hires.
b. Training Need Analysis based on SkillGap Analysis, Appraisal Feedback and
suggestions.
c. Co coordinating External and Internal
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Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. Prepared the new Appraisal Form.
b. Educated employees about self-
appraisal.
c. Provided inputs to HODs for
Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. Having formal and Informal counseling
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with employees.
b. Prepared Event Calendar of monthly
recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on
employees request.
12. Report Generation:
a. Generating and analyzing Employee
Attrition Reports, Training Evaluation, andManpower Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal,
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Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts
Department.
e. Reports as per the HODs request.
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13. Exit Formalities:
a. Administering Exit paper work
including all Statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for
relieved employees.
e. Processing File to Accounts Department
for final settlement.
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CHAPTER 7
SKILLS
ACQUIRED
NATURE OF JOB:-
The nature of job carried out was related to
recruitment process and other assignments.
I got an opportunity to witness the
organizational culture and perception ofwork. The study on recruitment was very
useful.
PF and ESI formalities.Recruitment process.
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An overview on apprentice Training.Preparing training Evaluation report.Co coordinating to get Employee ID
Cards.
Prepared the new Appraisal Form.Communication with various other
departments.
Preparing Exit Interview Summary andprocessing File to Accounts
Department for final settlement.
Maintaining employee files safely withcare & to make sure that all personal
records are available in the files.
SKILLS ACQUIRED:-
I underwent my internship in the HR
Department, where, I acquired skills like,
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Positive work ethicsInterpersonal skillProfessionalism
Communication skillGood attitude
Desire to learn and be trainedAdaptability
Planning/organizing skillSelf confidence
Ability to accept and learn fromcriticism
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CHAPTER
8
CONCLUSION
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At last I would like to conclude my
report by saying that all possible care
should be taken by a company to make
their workforce efficient & competent to
make it face the global competition. As per
my observation it can be said that
RELIANCE COMMUNICATIONS Pvt.
Ltd. policy regarding recruitment,
selection & induction are efficient and
improved that they can recruit the right
person with the required qualifications for
a right job.
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CHAPTER 9
WEBLIOGRAPH
Y
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WEBLIOGRAPHY:-
www.google.comwww.answers.com
www.reliancecommunications.com
http://www.google.com/http://www.google.com/http://www.answers.com/http://www.answers.com/http://www.reliancecommunications.com/http://www.reliancecommunications.com/http://www.reliancecommunications.com/http://www.answers.com/http://www.google.com/8/2/2019 Original Report Recruitment
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CHAPTER 10
ANNEXURE
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ANNEXURE I :-
COMPANY PROFILE:-Type: Public
(NSE: RCOM, BSE: 532712)
Industry: Telecommunications
Founded: 2004
Headquarters: Navi Mumbai,Maharashtra, India
Key people
Chairman: Anil Ambani
Visiting Consultant: Satish SethProducts:
Wireless
Telephone
InternetTelevisionData Cards
Recharge Vouchers
VC Revenue: $4.774 billion (2010)
Net income: $1.061 billion (2010)
http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=RCOM§ion=7http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=532712http://en.wikipedia.org/wiki/Telecommunicationhttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Maharashtrahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Chairmanhttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/w/index.php?title=Visiting_Consultant&action=edit&redlink=1http://en.wikipedia.org/wiki/Wirelesshttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Wirelesshttp://en.wikipedia.org/w/index.php?title=Visiting_Consultant&action=edit&redlink=1http://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Chairmanhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Maharashtrahttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Telecommunicationhttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=532712http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=RCOM§ion=7http://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/Types_of_business_entity8/2/2019 Original Report Recruitment
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Total assets: $20.559 billion (2010)
Total equity : $9.776 billion (2010)
Employees: 30,974 (2010)
Parent: Reliance Anil DhirubhaiAmbani Group
Subsidiaries:
Reliance Telecom LimitedReliance Globalcom Limited
Reliance Tech ServicesReliance Communications
Infrastructure Limited (RCIL)
Reliance Big TV LimitedReliance Infratel Limited
Website: RelianceCommunications
http://en.wikipedia.org/wiki/Assethttp://en.wikipedia.org/wiki/Equity_%28finance%29http://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/w/index.php?title=Reliance_Telecom_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/w/index.php?title=Reliance_Tech_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/BIG_TVhttp://en.wikipedia.org/w/index.php?title=Reliance_Infratel_Limited&action=edit&redlink=1http://www.rcom.co.in/http://www.rcom.co.in/http://www.rcom.co.in/http://www.rcom.co.in/http://en.wikipedia.org/w/index.php?title=Reliance_Infratel_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/BIG_TVhttp://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Tech_Services&action=edit&redlink=1http://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/w/index.php?title=Reliance_Telecom_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Equity_%28finance%29http://en.wikipedia.org/wiki/Asset8/2/2019 Original Report Recruitment
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