Ankita Singh Project Report

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INTRODUCTION

HUMAN RESOURCE MANAGEMENT

For any business to run one needs four Ms namely Man, Money, Machine and

Material. Managing other three resources other than men, are easy to handle.

Men are very difficult to handle because no two human beings are similar in all

way. Human beings can think, feel and give response. Handling humans is

more important for any business because human being have crucial potential

that may be very profitable for the business. And these potential can be

developed to an unlimited extent if they are provided with proper

environment. So the function of managing men is as important as finance or

marketing function in any business.

HRM refers to practices and policies framed for the management of human

resources in an organization, including Recruiting, screening, rewarding and

appraising.

Human resources have at least two meanings depending on context. The

original usage derives from political economy and economics, where it was

traditionally called labor, one of three factors of production. The more common

usage within corporations and businesses refers to the individuals within the

firm, and to the portion of the firm's organization that deals with hiring, firing,training, and other personnel issues. This article addresses both definitions.

The objective of Human Resources is to maximize the return on

investment from the organization's human capital.

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EXECUTIVE SUMMARY

This report deals with HR department of ADA Group. It encompasses theentire, Recruitment, Induction and Placement, Training, Employee issues. This

report starts with an overview of companys background which includes

following aspects of company:

ADA Group, Founder & Chairmans Profile

Mission & Vision

Business

After making you acquaint to companys background this report takes youthrough the HR polices and functions of the company which includes following

aspects:

Manpower Planning as per AOP

Recruitment

Training

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OBJECTIVES OF THE PROJECT

The project report is based on the topic Recruitment, Selection and Training

at Reliance Communications Ltd. The following are the objectives of the

project report:

To find out the detailed procedure of Human Resources Department of

Reliance Communications Ltd. regarding the supply of human resources

to

company.

For understanding the techniques & methods used in the process of

recruitment, selection & training.

To understand the recruitment, selection, training policy of the

company.

To know about workers job satisfaction etc with the help of

questionnaire.

To suggest measures to overcome the shortcomings, if any.

LITERATURE REVIEW

The Indian Telecom Industry

- Vatsal Goyal and

Premraj Suman

The telecom network in India is the fifth largest network in the world meeting

up with global standards. Presently, the Indian telecom industry is currently

slated to an estimated contribution of nearly 1% to Indias GDP.

The Telecom Regulatory Authority of India (TRAI), the independent regulator,

has earned a reputation for transparency and competence. With the recent

resolution of a major dispute between cellular and fixed operators (see below),

Indian telecommunications, already among the most competitive markets in

the world, appears set to continue growing rapidly. In 1994, the government

released its National Telecommunications Policy (NTP-94), which allowed

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private fixed operators to take part in the Indian market for the first time

(cellular operators had been allowed into the four largest metropolitan centers

in 1992). Under the governments new policy, India was divided into 20 circles

roughly corresponding to state boundaries, each of which would contain two

fixed operators (including the incumbent), and two mobile operators.

OVERVIEW OF TELECOM INDUSTRY

Starting from telegraphic and telephonic systems in the 19th century, the field

of telephonic communication has now expanded to make use of advanced

technologies like GSM, CDMA, and WLL to the great 3G Technology in mobile

phones. The telecom network in India in is the fifth largest network in the

world (with 110.01 million connections) and the second largest among the

emerging economies in Asia and by the end of 2008, it ranks second in the

world, with over 225.7 million telephone subscription.

History of Indian Telecommunications

Year Developments

1851 First operational land lines were laid by the government near Calcutta

(seat

of British power)

1881 Telephone service introduced in India

1883 Merger with the postal system

1923 Formation of Indian Radio Telegraph Company (IRT)

1932 Merger of ETC and IRT into the Indian Radio and Cable Communication

Company (IRCC)

1947 Nationalization of all foreign telecommunication companies to form the

Posts, Telephone and Telegraph (PTT), a monopoly run by the

government's Ministry of Communications

1985 Department of Telecommunications (DOT) established, an exclusive

provider of domestic and long-distance service that would be its own

regulator (separate from the postal system)

1986 Conversion of DOT into two wholly government-owned companies: the

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Videsh Sanchar Nigam Limited (VSNL) for international

telecommunications and Mahanagar Telephone Nigam Limited (MTNL) for

service in metropolitan areas.

1997 Telecom Regulatory Authority of India created.

1999 Cellular Services are launched in India. New National Telecom Policy is

adopted.

2000 DoT becomes a corporation, BSNL

2001 The DoT opens up basic services to unlimited competition.

Opening of long distance service to competition

2002 Bharti starts cellular to cellular long distance services with sharp cuts intariffs.

ILD sector opened to competition. End of VSNL monopoly.

Bharti offers ILD services with sharp cuts in tariffs.

TRAI decides to forbear from regulating cellular tariffs.

2006 WPC set subscriber thresholds for GSM and CDMA operators for spectrum

allocation

2007 9 distinct operators had been allocated GSM spectrum

Subscriber thresholds were revised by TRAI.

2008 Government of India allocated start-up spectrum to all prior licenses

awaiting spectrum. It includes Aircel, Idea, RComm. and Vodafone

2009 TRAI plans to introduce MNP(Mobile No. Portability) on a pan-India basis.

The Indian telecom sector can be broadly classified into Fixed Line Telephonyand mobile telephony. The major players like BSNL, MTNL, VSNL in the fixed

line and Airtel, Vodafone, Idea, Tata, Reliance in the mobile segment are

coming up with new tariffs and discount schemes to gain the competitive

advantage.

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Fixed Line Telephony

This can be categorized as fixed wire line telephony and fixed wireless

telephony (called as WLL (F)).

It provides services such as local calls and long distance calls national and

international.

In India at present, fixed line telephone numbers are of 8 digits (initially 5

and 7). The sector is in the process of converting all fixed line numbers to

10 digits.

MTNL and BSNL are the leading public sector players, whereas Reliance

Communication, Tata Teleservices and Touchtel are the leading private

sector player

Duringfinancial

year

2005-06,

fixed line

telephony segment in Indian telecom sector witnessed a growth of 8.64%.

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Market Share of Public and Private

PlayersPublic Players

Private Players


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Mobile Telephony

Mobile telephony was introduced in Indian markets in mid- 1990s.

It recorded more than 52.2 million users in FY 2004-05, exceeding fixed line

telephone subscriber base. Also, mobile segment has welcomed more and

more players every year. Liberalized policies have ensured lower tariffs and

reduced roaming rentals.

Mobile telephony can be further categorized into WLL, CDMA and GSM. The

much-awaited 3G mobile technology is going to enter soon in Indian

telecom sector.

It provides services such as messaging- text and multimedia- mobile

commerce through GPRS enabled mobile Internet, with local calls and long

distance calls- national and international.

It started up with bulky handsets and has now reached to smart phones

with cameras, radio facility and lots of other multimedia applications.

Private Players capture most of the market share in Indian mobile segment.

Market Shares of Public Players and Private Players in Mobile

Telephony

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Subscriber Trend Of Mobile Telephony in India

Public Players

The Government of India has played a major role in the development of

telecommunication sector. Established in 1985, Department of

Telecommunications (DOT) was the first government division to provide

domestic and long-distance telephone service in India.

In India, public players in mobile telephony have 22% market share.

The two public players, MTNK and BSNL are providing services in India.

Market Share of Public Players in Indian Mobile Telephony

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Private Players

Private Players are dominating the mobile segment with 78% market share.

With technological advancements, Private Players have brought in WLL,

CDMA, and GSM mobile telephony in Indian telecom sector. They are now in

the process of launching 3G technology in India.

Bharti Airtel, Reliance Communication, Tata Teleservices, Idea Cellular,

Hutchison Essar, etc, are the leading Private Players in Indian mobile

telephony.

These have shown a high growth rate, taking the total subscriber base to

70.44 million.

Private Players Subscriber Base

With more than 70% share in market, Private Players are introducing more andmore discount scheme and tariff plans etc.

Market Shares of Wireless Operators

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SUBSCRIBER FIGURES OF WIRELESS OPERATORS

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GROUP OVERVIEW

Think big, think fast, think ahead.

Ideas are no ones monopoly.

RELIANCE ADA GROUP

Think Bigger Think Better

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Type Private Conglomerate

Founded 1966 as Reliance Commercial Corporation

Headquarters Mumbai, Maharashtra, India

Key People Anil Ambani, Chairman

Industry Energy, Telecommunication, Finance, Media

Projects Electricity, Wireless services, Bonds, Movies

Website www.relianceadagroup.com

THE COMPANY

Type Public (BSE: RCOM)

Founded 2004

Headquarters Navi Mumbai, India

Key People Anil Ambani, Chairman and

Managing Director

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Satish Seth, Vice Chairman

Reliance ADA Group

S.P. Shukla, CEO Personal

Business & Director Reliance

Telecom

Industry Telecommunications

Products CDMA service, GSM service,

Broadband Internet Service

Revenue US$ 4 Billion

Employees 33,000

Reliance Communications is the flagship company of the Anil DhirubhaiAmbani Group (ADAG) of companies. Listed on the National Stock Exchange

and the Bombay Stock Exchange, it is Indias leading integrated

telecommunication company with over 100 million customer base.

Our business encompasses a complete range of telecom services covering

mobile and fixed line telephony. It includes broadband, national and

international long distance services and data services along with an

exhaustive range of value-added services and applications. Our constant

endeavor is to achieve customer delight by enhancing the productivity of the

enterprises and individuals we serve.

Reliance Mobile (formerly Reliance India Mobile), launched on 28 December

2002, coinciding with the joyous occasion of the late Dhirubhai Ambanis

70th birthday, was among the initial initiatives of Reliance Communications.

It marked the auspicious beginning of Dhirubhais dream of ushering in a

digital revolution in India. Today, we can proudly claim that we were

instrumental in harnessing the true power of information and

communication, by bestowing it in the hands of the common man at

affordable rates.

We endeavor to further extend our efforts beyond the traditional value chain

by developing and deploying complete telecom solutions for the entire

spectrum of society.

COMPANY PROFILE

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The Reliance Anil Dhirubhai Ambani Group is among Indias top three

private sector business houses on all major financial parameters, with a

market capitalization of Rs.325,000 crores (US$ 81 billion), net assets in

excess of Rs.115,000 crores (US$ 29 billion), and net worth to the tune of

Rs.55,000 crores (US$ 14 billion)

Across different companies, the group has a customer base of over 100million, the largest in India, and a shareholder base of over 12 million, among

the largest in the world.

Through its products and services, the Reliance - ADA Group touches the life

of 1 in 10 Indians every single day. It has a business presence that extends

to over 20000 towns and 4.5 lakh villages in India, and 5 continents across

the world.

The interests of the Group range from communications (Reliance

Communications) and financial services (Reliance Capital Ltd), to generation,

transmission and distribution of power (Reliance Energy), infrastructure andentertainment.

STRUCTURE

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Vision:

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To build a global enterprise for all our stakeholders, and

A great future for our country,

To give millions of young Indians the power to shape their destiny,

The means to realize their full potential

Mission:

Our transparent HR policies and robust processes are driven by a single

overarching objective: To attract, nurture, grow and retain the best

leadership talent in every sector and industry is which we operate.

Our aim is to create a team of world beaters that is:

Committed to excellence in quality,

Focused on creation and enhancement of stakeholder value Responsive to evolving business needs and challenges

Dedicated to uphold the core values of the Group

Values:

Shareholder Interest

People Care

Consumer Focus Excellence in Execution

Team Work

Proactive Innovation

Leadership by Empowerment

Social Responsibility

Respect for Competition

Shareholder Interest

We value the trust of shareholders, and keep their interests paramount in

every business decision we make, every choice we exercise

People Care

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We possess no greater asset than the quality of our human capital and no

greater priority than the retention, growth and well-being of our vast pool of

human talent

Consumer Focus

We rethink every business process, product and service from the standpointof the consumer so as to exceed expectations at every touch point

Excellence in Execution

We believe in excellence of execution in large, complex projects as much

as small everyday tasks. If something is worth doing, it is worth doing well.

Team Work

The whole is greater than the sum of its parts; in our rapidly-changing

knowledge economy, organizations can prosper only by mobilizing diversecompetencies, skill sets and expertise; by imbibing the spirit of thinking

together -- integration is the rule, escalation is an exception

Proactive Innovation

We nurture innovation by breaking silos, encouraging cross-fertilization of

ideas & flexibility of roles and functions. We create an environment of

accountability, ownership and problem-solving based on participative work

ethic and leading-edge research

Leadership by EmpowermentWe believe leadership in the new economy is about consensus building,

about giving up control; about enabling and empowering people down the

line to take decisions in their areas of operation and competence

Social Responsibility

We believe that organizations, like individuals, depend on the support of the

community for their survival and sustenance, and must repay this generosity

in the best way they can

Respect for Competition

We respect competition because theres more than one way of doing things

right. We can learn as much from the success of others as from our own

failures

Human Resources

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In my book, we have no greater asset than the quality of our

intellectual capital, and no greater priority than the growth

and retention of our vast pool of talent

Anil Dhirubhai Ambani

At Reliance - Anil Dhirubhai Ambani Group, we recognize the critical role thatour people play in the success and growth of each of our businesses. It is the

skill and initiative of our workforce that sets us apart from our peers in

todays knowledge-driven economy. It is their commitment and dedication

that lends us the competitive edge, and helps us stay ahead of the curve.

Our strong team of professionals is among the youngest in the country, and

consists of some of the most dynamic, motivated and qualified individuals to

be found anywhere in the world. First-rate management graduates, highly

trained engineers, top-notch financial analysts and razor sharp accountants

we have on our rolls some of the brightest minds in the business.

Promise

In order to achieve our objective, we offer our people...

Growth opportunities to expand leadership capabilities

True meritocracy and freedom to choose career paths

Opportunities to develop and hone leadership and functional

capabilities

An entrepreneurial environment where people can pursue their dreams

Competitive compensation

ExpectationsAt Reliance - Anil Dhirubhai Ambani Group, we encourage our colleagues to

take leadership, at all levels of the organization, and participate in

accelerating growth of our businesses to build a formidable enterprise.

Leaders in Reliance - Anil Dhirubhai Ambani Group are expected to

Always keep the customers needs in mind and constantly innovate

Execute flawlessly and with speed

Sustain and strengthen the groups spirit of entrepreneurshiptaking

ownership and accountability for their actions

Leverage synergies to learn and build on the diverse experiences and

skill sets of our various businesses and teams

Create a true meritocracy with a pervasive commitment to transparent

systems and processes

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HR STRUCTURE

19

PRESIDENT

HR

CORPORATE HR

ENTITY

HR

CIRCLE

HR

CEO


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HUMAN RESOURCE PLANNING

Right people, Right place, Right time

Human Resource Planning is the process by which management decides how

an organization should mare from its current manpower to its desiredmanpower position.

Through planning, the management strives to have the right numbers & right

kind of people at the right place at the right time to do things which results

in both the organization & the individual receiving the maximums long

range benefits.

The process of human resource planning consists of series of activities as

follows:-

Forecasting future manpower requirements either in terms of judgmental

estimates based upon the specific future plans of the company.Making

an inventory of present manpower resources & assessing the extent to

which these resources are employed to the optimum.

Anticipating manpower problems by comparing present resources into

the future & comparing them with forecast of requirements to

determine their adequate both quantitative & qualitatively.

Planning the necessary programs of recruitment, selection, training,

development, utilization, transfer, motivation & compensation to

ensure that the future manpower requirements are not met properly.

The nature of human resource planning cannot be rigid. It must adapt to

human resource planning the process of human resources planning is one

of the most important managerial functions which embraces organizational

development, management development & carrier planning,

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a. Deciding goals or objectives:

The Process of human resources planning is carried out in order to relate future

enterprise needs so as to maximize the future return on investment onhuman resources. The objective may be for short term or long term.

b. Estimation of future organizational structure for forecasting:

The human requirement unless the future organizational structure is estimated

the quantitative aspect of human resource required cannot be determined.

A lot of factors affect the determination viz expansion & growth, design &

structure changes, management policy business forecasts products &

human skill & completion.

After estimating the future organization structure & requirement for human

resource for both the existing & new vacancies is drawn up. This requires

active participation of all the departments the vacancies whether existing

or new must be intimated to the HR dept on a requisition based on

accurate job specification.

If a shortage is there, the same is made ok by recruitment or promotion from

within. On the other hand if there is surplus the same is either transferred

or retrenched or given lay off as the situation demands.

c. Auditing Human Resources:

After the future needs are estimated the next step is to find out the quality and

quantity of existing stock of human resource. This indicates all the relevant

factors about a person which may prove his overall value to the company.

This helps in knowing what exist in the stock and what is needed to be

added to that stock taking into account the capability, qualification,

experience, knowledge skill and promotional potential of employees.

d. Job Analysis:

Job analysis assesses What employees are doing. From job analysis specific

details of what is being done and the skill utilize in the job, is obtained. Job

analysis enables managers to understand jobs and job structure to improve

the productivity. It also involves job design, coordinating demands on

available time, individual psychological needs, technical procedures and

desired performance.

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Job analysis is a procedure by which pertinent information is obtained about a

job it is detailed and systematic study of information relating to the

operation and responsibility of specific job.

The details of training, skills qualifications, abilities experience, and

responsibility can be given with the help of job analysis supported by jobdescription and job specification. Job analysis is very important for

effective functioning of recruitment and selection procedures. By indicating

the specific requirements for each job are solid base is made available for

taking some important decisions regarding hiring, placement, training,

transfer and promotion of personnel.

Every job description and job specification must have the following details:

a). A description of the firm.

b). A description of job and how the vacancy arises.

c). the responsibilities to be accepted.

d). the knowledge and experience required.

e). Conditions, salary and other benefits.

f). Future prospectus the firm can offer.

The process an organization uses to ensure that it has right amount and right

kind of people to deliver a particular level of output of services in future.Firms that do not conduct human resource planning may not be able to

meet the future labour needs. A labour shortage are may hare to resort to

lay off in the case of labour surplus. Failure to plan can let to significant

financial costs.

The human resource planning activity entails forecasting labour demand;

labour is likely to increase as demand for the firms products are service

increase.

The second part of human resource planning process entails estimating laboursupply. The labour supply may come from existing employees (The internal

labour or external labour force).

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Recruitment and Selection

Introduction:

Recruitment and Selection system in communication sector had becomevital for maximum output and effective business results.

This study will provide sufficient information about Recruitment and

Selection systems carried out in Reliance Communications Ltd.

Meaning:

Recruitment and Selection system refers to sourcing and building

efficient Human Resource to the organization to attain its objectives.

This policy complies with, and supports, the Companys Equal

Opportunities Policy by:

Ensuring that every stage of the recruitment and selection process

is carried out in a systematic way, based on pre-agreed criteria, to

eliminate the potential for personal bias affecting the decision making

process.

Ensuring that all decision points are fully documented to assist

with subsequent monitoring.

Making the whole procedure as open as possible, to ensure that all

candidates understand why decisions have been taken and, where they

wish, to obtain meaningful feedback.

Enabling demonstration of robust, transparent processes and

thereby providing a basis for defense in the event of challenge.

There are seven main stages to the procedure:

Pre-advertisement

placing advertisements and dealing with enquiries and

applicants short-listing

interviewing and selection

Post-selection procedures

Induction

monitoring

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Analyzing Your Workplace

To assist you analyze your workplace to identify recruitment or selection

issues for women, we suggest you:

Revisit your workforce profile to find where your female

employees are. Consult with your employees.

Examine your existing recruitment and selection policies and

practices.

Developing Policy and Procedures

Put in place a policy requiring recruitment and selection processes

to select the best person for the job.

Develop a quality, consistent process for recruitment that delivers

diverse recruits.

Have a recruitment strategy that links to your business plan, andto a strategy to retain employees.

Reviewing Recruitment and Selection Opportunities

Monitor each stage of the recruitment process to identify any

practice that may disadvantage some candidates.

Investigate whether women have equal opportunity in the

recruitment and selection process by collecting information on the

numbers of men and women:

applying for positions

being short-listed

being interviewed

being appointed, and

Survey staff about their perception of equity in recruitment

procedures.

Consider collecting diversity information as part of the process.

There could be a pool of diverse candidates youre not reaching or

unnecessarily excluding.

Reviewing Job Descriptions:

Ensure all job profiles/descriptions reflect the real requirements of

the job, rather than describing the person who filled that job previously.

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Write job profiles in language that encourages both men and

women to apply including women of and Differing backgrounds.

For example, avoid use of jargon and acronyms that tend to be

exclusive.

The topics that are covered are:

1. Human resource planning

a) Forecasting Manpower requirement

b) Job analysis

2. Requirement

a) Source of Manpower

b) Problems related to it

c) Advertising the vacancies

3. Screening

a) Eligibility

b) Suitability

c) Methods used in screening

4. Selection

a) Application blanks

b) Testing techniques

c) Interviewsd) Medical Tests

e) Sending of letters

5. Placement

6. Induction and orientation.

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METHODOLOGY

DATA COLLECTION

The study was based on questionnaire method. The study was about

the Recruitment and Selection System.

There are two types of data collection:

Primary data

Secondary data

Primary data

The primary data are those, which are collected a fresh and for the first

time happen to be original in character. It has been collected through a

Questionnaire and personal interview

Secondary data

Secondary data are those which have already been collected by

someone else and which have already been passed through the

stratified process. It has collected through the books, journals &

Internet.

RESEARCH INSTRUMENT

Questionnaire containing both closed and open endedquestions.

SAMPLE UNIT

Sample unit is 30 Reliance Communications, Lucknow.

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Total Employee strength of the particular branch is above

eighty.

SAMPLE PROCEDURES

In this study convenient sampling method was adopted. First

organization was divided into different departments like Operations,Customer Services, Human Resources, Internet Marketing and under

writing departments. From this department, the respondents were

selected on the basis of convenience.

CONTACT METHOD

Respondents were contacted personally.

INTERVEIW SCHEDULE

The interview schedule has been used to collect the data.

Information can be gathered even when the respondents happen to be

literate or illiterate.

Formula:

Simple percentage = No of Respondents

Total No of Sample Size

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ANALYSIS AND INTERPRETATION

CHART NO: 1

AGE OF THE RESPONDENTS

INTERPRETATION:

The above table depicts that 50% of the respondents are below the agegroup of 25-30 years age`, 30% of the respondents are comes under the

category of 35-40 years age group, 16.6% of the respondents are

between the age group of 30-35 years and 1% of the respondents are

comes under category of above below-25 years of age group.

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CHART NO: 2

GENDER OF THE RESPONDENTS

INTERPRETATION:

The above table reveals that 50% of the respondents are male and 50%

of the respondents are female.

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TABLE OF SALARY PARTICULARS OF RESPONDENTS

S.NO DESCRIPTION NO. OF

RESPONDENTS

PERCENTAGE %

1. 5000 1 3.3

2. 5000-10000 13 43.3

3. 10000-15000 11 36.6

4. Above 15000 5 16.6

TOTAL 30 100

INTERPRETATION:

The above table depicts that 43.3% of respondents are earned comes the

salary of 5000-10000, 36.6% of the respondents have got RS 10000-

15000 per month, 16.6% are fall in the income group of above 15000 and

3.3% of the respondents comes under the 5000 level of category

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CHART NO: 3

SALARY PARTICULARS OF RESPONDENTS

CHART NO: 4

RELATIONSHIP BETWEEN COMMUNICATION AND

QUALIFICATION

INTERPRETATION:The above table reveals that 36.33% of the respondents are considering about

the importance of communication skills necessary for the selection from the

organization.33.3% of the respondents gave second level of importance to the

same. 3. no one of the respondents says that Communication skills are not

important for the selection process. This data interprets that Communication

skills is necessary at all stage of the Recruitment and Selection Process.

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CHART NO: 5

RESPONDENTS FOR LEADERSHIP QUALITIES

INTERPRETATION:

The above table reveals that 60% of the employees state that they

have proven Leadership Qualities in them which had given the task of

leading a team of members and was given high responsibility over the

job. 20% and 13% of them have given scale 3 and 2 as their priority of

having the Leadership Qualities. No respondents says that they dont

have such qualities hence everyone has the quality of Leading from the

front at different efficiency levels.

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CHART NO: 6

PRIORITY GIVEN FOR THE QUALIFICATION

INTERPRETATION:

Table 6 reveals that 40% and 30% of the respondents were given

priority qualification as the important aspect of the selection process.

This may be due to their job profile given accordingly. 23.3 % of the

respondents have given scale 3 as their priority for the qualification. For

other the considerations may be taken in account for technical

qualification such as typing skills. Operations department specifies the

technical qualification required for the applicants in the job description

before the interview process.

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CHART NO: 7

JOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION

PROCESS

INTERPRETATION:Table 7 reveals that 43.33% and 30% of the respondents were given

priority job knowledge is the important aspect of the selection process.

This may be due to their job profile, designation and higher

responsibility in the organization. 16.66 % of the respondents have

given scale 3 as their priority for the Job Knowledge. For other the

considerations may be taken in account for position and being a new

entrant to the profile or organization.

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FINDINGS

Majority of the respondents come under the age group of 25-30.

In the 30 respondents 50% of the respondents are men and 50%

of the respondents are women. 50% of the respondents have got the experience of 5-10 years.

46.3% of the respondents are getting the salary range between

Rs.8000-10000.

100% of the respondents are getting the on the job training.

Majority of the respondents are satisfied with their present salary.

60% of the respondents are satisfied with the incentive scheme

50% of the respondents are aware with the Job responsibility.

43.33% of the respondents have the Job knowledge before the

assignment of a particular job. 60% of the respondents believe that they possess the Leadership

qualities in them which will be the major consideration for the selection

process.

40% of the sample size reveals that qualification is an important

factor in the process of Recruitment and Selection

Majority of the respondents are satisfied with their relationship

between the top level management and the low level management.

80% of the respondents feels the communication must be

improved Majority of the respondents are satisfied with the workingcondition.

80% of the respondents agree that communication plays a major

role in the selection process

56.6% of the respondents are good with their communication skills

63.3% of the respondents have opinion saying that they are

satisfied with the safety measures provided by the organization.

45% of the respondents have neutral opinion about the grievances

handling procedure by the organization.

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RECOMMENDATIONS

The organization should provide or set up a communication lab for

the benefit of the fresher and existing employees that makes a career

development and new opportunity to grow up in the organization. This increases the employee morale and helps to attain the target.

Communication classes should be conducted timely to all

employees should be followed by organization.

Refresher courses may organize intermittently for all employees in

the rank and file category to relive job fatigue and monotony of every

day work life. So employees can gain skills by Communication.

Candidates who enter into the job market must make sure that

their efficiency in Communication is up to the expectation of an

organization which will make them to go through the Recruitment and

Selection system.

The respondents in the corporate exhibits that communication

skills are necessary for all the employees from different channels.

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CONCLUSION

In the present competitive & dynamic environment, it has become

essential for organization to build and sustain.

In competitive advantage, the communication skill set has acquired

more importance than even before. Dynamic and growth-oriented

organization recognizes communication as an important aspect of the

Recruitment and Selection system for managerial function in a rapidly

changing and economic environment.

Company should possess a valuable work force with good

communication skill sets to get a good deal or business from their

customers. In this sector the open Market channelis the main source of

revenue for the company for which they should be able to communicatewell with their clients. Then the company can reach its profitability and

objectives easily.

The company should take the suggestions and ideas from the employees

and can conduct and examine the communication skill set within the

employees so that they can analyze the need and act accordingly for a

better result and the growth of its own and valuable workforce.

BIBLIOGRAPHY & REFERENCES

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For the purpose of the preparation of the project and giving it the valuable

paper form, with an intention that this information can be used by other also, a

helping hand is taken from the most precious reserve of the knowledge i.e. the

books

The books concerned for the accomplishment of the project are as below: -

The introduction manual provided by Reliance Communications

Employees Handbook

Joining Kit

Book by Kokilaben .D. Ambani, The Man I Knew

The websites concerned are:

www.reliancecommunications.co.in

www.relianceadagroup.com

www.hrvillage.com/

www.citehr.com/

www.askforhrd.com

www.hrdirectory.org/
http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.hrvillage.com/http://www.citehr.com/http://www.askforhrd.com/http://www.reliancecommunications.co.in/http://www.relianceadagroup.com/http://www.hrvillage.com/http://www.citehr.com/http://www.askforhrd.com/

Documents

Ankita Singh Project Report