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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/