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HUMAN RESOURCE PLANNING AND DEVELOPMENT
HUMAN RESOURCE STARTGEIES OF THE COMPANY
NAME OF THE COMPANY: RELIANCE COMMUNICTAIONS
INTRODUCTION TO THE COMPANY:
INDIA ’S LEADING INTEGRATED TELECOM COMPANY
Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group
(ADAG) of companies. It is India’s leading integrated telecommunication company with
over 80 million customers.
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 Ambani’s 70th birthday, was
among the initial initiatives of Reliance Communications. It marked the auspicious
beginning of Dhirubhai’s 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.
SCOPE OF HUMAN RESOURCE MANAGEMENT:
THE SCOPE OF HRM is indeed very vast. All major activities in the working lifeof a worker-from the time of his or her entry into the organization until he or sheleaves- come under the purview of HRM.
Specifically, the activities include are
HR Planning
Job analysis and design
Recruitment and selection
Orientation and placement
Training and development
Performance Appraisal and Job evaluation
Employee and executive remuneration
Employee Motivation
Employee Welfare
It is the responsibility of human resource managers to conduct these activities in aneffective, legal, fair, and consistent manner."Human resource management aims to improve the productive contribution ofindividuals while simultaneously attempting to attain other societal and individualemployee objectives." Schwind, Das & Wagar (2005).
HR STRUCTURE
CORPORATE HR: Activities taken up by Corporate HR are
Policy making
Implementing suggestions -HEWITT CONSULTANT
Strategic planning
ENTITY HR: Activities taken up by Entity HR are
Execution of policies and practices
Targets for recruitment of Circle HR
CIRCLE HR: Activities taken up by Circle HR are
Recruitment
Appointment
Training
Payroll
Employees issues
Exit full & final
HR FUNCTIONS
TALENT ACQUASITION
Sourcing activity
TALENT DEVELOPMENT
Performance management system
Training
Carrier planning
Suggestion planning
TALENT MANAGEMENT
Operation HR
RECRUITMENT PROCESS
STEP 1:MANPOWER PLANNING.AOP (Annual Operating Plan), this process is taken up every year. It istaken up at Personal Level and Entity Level. Several points like Revenuegeneration, Acquisition number, etc.
STEP 2:SOURCING ACTIVITY.There are three types of sourcing done at Reliance. After the resumes ofcandidates are
chosen then the same is sent to the department head wherethe vacancy arises. The department head will then shortlist the same andthey ask the HR department to fix an interview with the selected candidates.There are two type of interview which is taken up at Reliance, firstly theFunctional interview and then the Functional Head and HR Head takes theinterview.
INTERNAL SORCING
Employee Reference
Re-employment of former employee
EXTERNAL SOUCING
Job Portals - Monster, NAUKRI.
Campus Recruitment
STEP 3: APPROVAL.
The HR executives will negotiate the CTC with the candidate.
The approval is sent to theC RC (Corporate Recruitment Cell).
Then after it is sent toEC RC.
Then the same is sent toCRL.
The same is then sent to Management for SAP Applicant Code.
The applicant code is given to HR CIRCLE.
OFFER is made to the candidate, which leads to the JoiningProcedure.AVERAGE TIME PERIOD:
The process of recruitment takes about 10 – 15 days
ELIGIILITY CRITERIA:
Education Qualification – MBA with any specialization
Not frequent job changes
Tenure of last job should at least be 1.5 – 2 yrs.’
OTHER REQUIREMENTS:
Reference check is usually done for High level job
The recruitment may differ with the current position of the business
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable candidates arefirst searched internally within the organization. This is based upon in-house talentwhich could be redeployed.
Advertisement for internal vacant position is done by following two ways:
Through sending mail to all Reliance Infocomm employees across all locations
Including DAKC (Dhirubhai Ambani Knowledge City)
Through DAKC Circular
Employees of Reliance Communication who have completed more than 12 months of
Continuous service only those employees can apply for position placed on Intranet.Internal candidates are considered in accordance with their abilities and potential. Theprocess is coordinated by CRC (Central Recruitment Cell) at Corporate Office.
EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a
Candidate with whom he/ she have worked in his/ her previous employment. Employees can check available vacancies on Intranet and can submit the resumes of prospective candidates who fit the Job profile.
RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee
Done in Reliance Communication with a view to take trained manpower back in thecompany. Re Hiring is done as per the policy issued by Central Recruitment Cell atCorporate Office
EXTERNAL SOURCING
PLACEMENT CONSULTANCY: The placement agencies call for resumes of
prospective candidates, which act as a good source of recruitment for the companies.Consultant’s interview candidates and shortlist those according to the criteria laiddown by the companies. This helps the employer to interview a limited number ofpotential candidates, the minimizing the time taken in receiving and sortingapplications, etc.
Reliance Communication chooses Consultants having national presence. Thissourcing option is only considered by the company when there is scarcity forcandidates with requisite experience and skills.
JOB PORTAL: The spread of Internet has enabled employers to search for
candidates globally and has made recruitment easier. If vacancy arises, RelianceCommunication browses the profile of candidates from the Job portal likenaukri.com, monsterindia.com and then candidates are accessed through e-mail ortelephone.
EMPLOYEE REMUNERATION
Remuneration is the compensation receives in return for his/ her contribution to the
organization.
Reliance Communication follows the cost to company (CTC) structure that reflectsthe total cost of an employee to an organization. It is designed to provide flexibility toan employee to structure their benefit package.
PHILOSOPHY OF CTC
Within the committed salary of an employee, provide maximum flexibility to
an employee
Cost all perquisites and benefits to an employee and make the employee
appreciate the total costs incurred by the company on such benefits
Enable the company realize and recognize the hidden payroll costs incurred
on such benefits
Why CTC is divided in two parts?
As per the Indian Income Tax Rules the total Basic Salary paid to the
employee is taxable.
So Choice Pay can make your 60% salary nontaxable.
PLI (PERFORMANCE LINKED INCENTIVE)
15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid
once in a year depending on his performance during the assessment period.
CTC STRUCTURE
The following are the main components to CTC structure. The CTC structure
includes costing of all components of Compensation and Benefits an employee is
entitled to.
BASE PAY
This constitutes up to 40% o the total annual compensation and it includes
Basic Salary
Employer’s contribution to the PF @ 12% of basic salary
Employer’s contribution to the company’s gratuity fund @ 4.81% of basic
salary
BASIC SALARY
Basic Pay = Base pay/pf + gratuity
Base Pay = 100
Basic Pay = 100/1.1681
PROVIDENT FUND
Provident fund is to provide Social Security Benefit to the employee afterretirement. PF is deducted from the first day of employment. The Company deducts12% of the employee’s basic salary and makes an equal contribution. The employeecan take loans for specific purposes against his/her provident fund accumulation.
The employee is also covered under an Insurance Scheme, which provides for a
payment of Rs. 37,000 / - in case ofhis /her death.
GRATUITY
Under the scheme Company contributes 4.81% of Basic Salary of an employee to the
Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years
of service. Employees who have completed 5 years continuous service with the
company are eligible to get gratuity on separation from the company. In case of death,the minimum service requirement of 5 years does not apply. For calculating Gratuity,periods of service greater than 6 months will be considered as equivalent to 1year andless than 6 months will not be counted.
As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .
Any amount paid in addition to 3, 50,000 /- will attract tax.
All employees who have completed 1 year continuous service with the
Company is eligible to get gratuity on separation from the company.
CHOICE PAY This constitutes up to 60% of the total annual compensation and it includes
Company Leased Accommodation Company Owned Accommodation Office Wear Allowance Leave Travel Allowance Company Leased Car Children Education Allowance Gift Coupons Conveyance Allowance Food Coupons Medical Expense House Rent Allowance Superannuation Special Personnel Allowance
FACILITIES RENDERED BY RELIANCE
COMMUNICATION
COMPANY LEASED HOUSE
Company will arrange the house through an authorized real estate agent as perthe choice of the employee.
Security deposit by company.
12% percent Interest will be charged on deposit amount. The same will be debited in CTC. Rent would be exempted from income tax.
10% Perquisite Tax would be charged to the employee on his taxable income.
COMPANY OWNED ACCOMODATION
No deposit – no interest. Rent would be calculated @ 11 rupees per Square feet. Monthly rental would be charged to CTC Rental Amount will be exempted from tax 10% perquisite tax would be charged on employee.
o Security Deposito HRA – House Rental Allowance
HRA can be maximum 40% of Basic Salary. Deposit and rent has to be paid by employee by self To get the tax exemption the employee has to produce the rental agreements and rental receipts of the house. The employee can’t claim this benefit if He/She has his own house. OFFICE WEAR ALLOWANCE An amount of Rs.18, 000 P.A. is exempted for income tax. To get the exemption original bills to be submitted. Items covered under this head are as follows: Attire (2) Ties (3) Shoes (4) Socks(5) Tailoring charges LTA - LEAVE TRAVEL ALLOWANCE An Employee can block two months of Basic Salary as Leave Travel Allowance.
He/She should take a minimum of 5 days leave (PL). In case of air travel-economy class fare is exempted and in case of rail travel second class AC fare is exempted. He/She can travel within India only. He/She has to produce the original travel tickets.
CAR Company will arrange a car through a car lease agency. Employee can choose any make/model.
The EMI that will be charged would be Rs. 2095/- per Lac per month.
The EMI amount per Annum would be exempted from Income Tax.
MAINTENANCE & RUNNING COST
Maintenance and Fuel Cost will be exempted as follows.
Maintenance can’t exceed Rs. 25, 000 per annum.
If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.
If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.
The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
The above exemption would be provided on submission of original bills.
There would be no tax exemption against if the employee has his own car.
The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.
At the time of leaving CO. before 48 months then the employee has to pay
FCV (For Closer Value) to the company from whom the loan is taken.
If the employee is still stays after 48 months then employee will be charged
20% on the value of the car at that time for changing the name i.e. ownership.
CHILDREN EDUCATION ALLOWANCE
Employee can claim exemption Rs. 2400 per year.
This exemption is restricted up to two children.
To pass the claim Employee has to submit the original bills.
To get this benefit child age should be greater then 3.5 years.
GIFT COUPONS
A sum of Rs. 5000/- would be exempted against the Gift Coupons.
The company would provide coupons worth Rs. 5000/- during the months of
October & November.
Validity of this coupons is one year
This coupon is accepted at major outlets in city.
FBT Tax – 16.67% is charged.
CONVEYANCE ALLOWANCE
If the employee is not using company’s car then and only then he can claim
this option.
To getting the exemption bills are not required.
Conveyance allowance is up to Rs. 800/- per month.
FOOD COUPONS
The Company gives SODEXO passes in term of Food Coupons.
Food coupons are provided on monthly basis of Rs. 1300.
A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE
The employee gets an exemption of Rs. 15000 p.a.
But to get exemption the employee must submit original bills.
HOUSE RENT ALLOWANCE
Maximum 40% of basic salary can be calculated as HRA.
But if employee owns the house in another state then he/she can ask for HRA
and also opt for Company Leased House.
SUPERANNUATION
13-15% of basic salary is transferred to trust.
It can be given to employee only after the completion of 5 years with the
company.
The money is collected by a trust.
To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.
SPECIAL PERSONAL ALLOWANCE
Any amount which exceeds the limits of each allowance can be transferred
under this head.
SPA is fully taxable as per income tax rules.
LEAVES
There are four types of leaves available with the employees.
•
PAID LEAVE
•
CASUAL LEAVE
•
SICK LEAVE
•
OPTIONAL LEAVE
Additional Information:
No leaves can be clubbed with another leave.
Minimum 90 days leave should be in balance for the encashment of leaves.
PAID LEAVE
There are 30 days PL available with the employee after the
conformation.
The PL is available after 180 days from the date of joining.
The employee can take only 3-5 PL at a single time
CASUAL LEAVE
There are 5 days CL available to an employee from the date of joining.
The employee can take 1-3 days CL at a time.
SICK LEAVE
There are 10 days SL available to an employee from the date of
joining.
The employee has to submit doctor’s certificate if the leave extends to
2 days.
OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.
JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the company.The HR Rep. should be in constant touch with the candidates till the date of joining.Collect the information from the candidate regarding the date and mode of arrival tothe location of joining. Arrange for pick-up of the joinee& family from thestation/airport and take them to the hotel as per the requirement. If pick-uparrangement can’t be arranged then give complete address/directions to the hotel &the office to joinee. HR Rep. should give a brief introduction to the new joinee on thefollowing:
Geography of the Location/City/Town.
Organization Structure.
Status of the Project/Operations of the circle.
Role of the employee.
RESIDENTIAL & MOBILE TELEPHONE
Residential & Cellular Phone are allotted to employee based on the role andresponsibility level and should not be treated as Perquisite. The Residential &Cellular Phone provided by the company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with respect to
Residential Telephone Connection:
Obtain the telephone connection on priority basis by paying higher amounts.
Provision of STD / ISD Facility.
Reimburse only Telephone Rental expenses.
Reimburse the Local Call Expenses.
Reimburse expenses related to only official calls.
Reimburse all expenses including Long Distance Calls.
ALLOTMENT OF DESKTOP PC / LAPTOP
All full time permanent employees who will be available at their office desk for morethan 80% of the working hours on daily basis will be provided with a desktop PC ontheir workstation.
The circle/Business Entity head can take decision to allotment of Lap Top in lieu of
desktop PC based on the role of the employee.
INDUCTION
Induction is also called orientation, which is designed to provide a new employeewith the information he or she needs to function comfortably and effectively in theorganization.
iNEP INDUCTION PROGRAM
The Human Resources Department structures an appropriate induction programmesto orient the new employees to various businesses and services at Reliancecommunication.
A two-day Induction program (iNEP- Infocomm new employees program) isoffered to all new employees. The company which takes the induction program forreliance communications is RELNIS NI SPARTA.The induction program helps theemployee to integrate in the new environment and provide an overview of theOrganization as a whole. It also provides an opportunity to the new entrant to engrainthe original values and ethics as well as the style of functioning.
This program is all about:
Developing a shared understanding of Reliance communication’s vision and
mission.
Familiarization with leaders at Reliance Communication.
Networking and integrating with Reliance Communication employees.
This program provides information on:
The history of reliance group
The fundamentals of telecom business
Introduces technologies and key concepts of the business.
This program shares the company’s strategic objectives, organization structure
and processes and systems.
Presentations are made from representatives from various business units and
functions.
EXITS
DEPUTATION
Due to business requirements, employee may be required to be posted to other
location than your primary location.
If such posting requires you to relocate from your base location beyond 29 days, then
it is defined as deputation.
If such posting requires you to relocate from your base location beyond 3 months,
then it is defined as Transfer.
Deputation letter is given and respective deputation allowance is paid to the
employees as per policy.
TRANSFER
Business needs may be required an employee to be transferred on permanent basis
One circle to another circle
One location to another location
Departmental head initiates the request for transfer of an employee and forwards thesame to the circle HR Representative. Employee will receive transfer letter fromCircle HR Representative of the primary circle/location.
SEPARATION
RHRS believes in treating all employees separating from the company with utmost
dignity.
RESIGNATION
Resignation means employee voluntarily leaving the services of company either forprofessional or personal reasons. Employees must serve a written resignation,mentioning the relieving date to his/ her departmental head that will discuss and
obtain the approval of the circle head. The accepted copy of resignation letter with theapproved relieving date must be forwarded to the respective HR.
Confirmed employees are required to give 3 months notice in advance and employees
on probation are required to provide 15 days notice in advance.
JOB ABANDONMENT
If an employee remains absent without leave or remains absent beyond the period ofleave originally granted, he shall be considered as having voluntarily terminated his/her employment without giving any notice unless he/ she:
Returns to work within 8 days from the commencement of such absence.
The employee gives an explanation to the satisfaction of the management regarding
such absence.
TERMINATION
Termination is an undesirable outcome for employee as well as the company, but may
be necessary if the employee
Violates the company policy
Is unable to meet company’s performance standards
EXPIRY OF TRAINING/ CONTRACT
Employee under training /contract will be evaluated at the end of specified period by
HOD and decision whether to extend his/ her service will be taken.
EXIT INTERVIEW
An exit interview is typically a meeting between at least one representative from acompany's human resources (HR) department and a departing employee. Thedeparting employee usually has voluntarily resigned. The HR representative mightask the employee questions while taking notes.
Prior to leaving, an exit interview is conducted to gather feedback andrecommendations of the outgoing employee. Exit interview is a one-to-one discussionwhere voluntary views and suggestions are taken from the outgoing employee onwhat his/ her expectations had been at the time of joining the company and reason for
leaving the company. The circle HR arranges the exit interview.Listed below aresome of the exit interview questions that Reliance Communication asks to departingemployees in Exit interview.
To what extent did he/ she expect to experience following features of work at the
time of joining the company
Job security
Career prospects
Good compensation
Self development
Welfare
Operational freedomTo what extent did he/ she find that features of work in the companyOverall opinion about company, how much hike and other benefits offered by new
company compare the one he/she is leaving, and is he/ she is interested in rejoining
the Reliance Communication and on what conditions are collected.
FULL & FINAL SETTLEMENT
When the employee leaves his/her job it is required that all his/her financial
obligations are settled. Financial obligations like:
Outstanding Advances/loans
Any undertakingshe/she has given to the company in terms of
Cost of mobile as per company policy
Opting for company lease car
Or any other undertaking given by him/her
And turn in his/her identification cards, key and any other property, which he/she hadissued. The full & final amount is paid to employee after recovering alladvance/outstanding dues.
HR SUPPORT SYSTEM
SAP – HR
The Reliance ADA group is on the move to e-enable all HR functions and theemployee interface. We are in the process of adopting state-of-the art ERP software -SAP, across all locations and businesses.
As a service to the most valuable assets, i.e. the employees, the Group HR isupgrading its extensive web-enabled services into an internet enabled employee portalwhich will enable employees from across the country to interact with HR & Payrollfor any requirement i.e. applying for and sanctioning leave, information on policiesand procedures, entering expense claims, updating their own databases, etc.
ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT SYSTEM)
ESS will enable you to interact with the SAP database, to view and maintain your
personal data. ESS provides you with a host of services in the following areas.
PERSONAL INFORMATION
Employee can view and update their personal data such as
Educational details
Details of previous employers
Family related information
Change of marital status
Change of residential address etc.
PAYROLL RELATED INFORMATION
Employee can view their monthly updates on the following:
Pay slips
Income tax projections
PF Statements
REIMBURSEMENT
Employee can submit their claims of following reimbursement online
Telephone bills
Local conveyance
Medical reimbursement
COST TO COMPANY (CTC)
CTC related activities
ENTITLEMENTS
Medical insurance
Travel Entitlements
INCOME TAX RULES
Details of exemptions and benefits as applicable to employee.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.
2.Facilities for sitting: In every organization, especially factories, suitable
seatingarrangements are to be provided.
First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication can
be provided to the needed employee.
4.Latrines and Urinals: A sufficient number of latrines and urinals are to be
provided in the office and factory premises and are also to be maintained in a
neat and clean condition.
5.Canteen facilities: Cafeteria or canteens are to be provided by the employer
so as to provide hygienic and nutritious food to the employees.
6.Spittoons: In every work place, such as ware houses, store places, in the dock
area and office premises spittoons are to be provided in convenient places and
same are to be maintained in a hygienic condition.
7.Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.
8.Washing places: Adequate washing places such as bathrooms, wash basins
with tap and tap on the stand pipe are provided in the port area in the vicinity
of the work places.
9.Changing rooms: Adequate changing rooms are to be provided for workers
to change their cloth in the factory area and office premises. Adequate lockers
are also provided to the workers to keep their clothes and belongings.
10.Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
NON- STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
1.Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
2.Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules. Flexiblework schedules are initiated by employees and approved by management tomeet business commitments while supporting employee personal life needs
3.Employee Assistance Programs: Various assistant programs are arranged
like external counseling service so that employees or members of their
immediate family can get counseling on various matters.
4.Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved employee.
5.Maternity& Adoption Leave – Employees can avail maternity or adoption
leaves. Paternity leave policies have also been introduced by various
companies.
6.Medi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.
7.Employee Referral Scheme: In several companies employee referral scheme
is implemented to encourage employees to refer friends and relatives for
employment in the organization.