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Case study

on

HUMAN RESOURCES MANAGEMENT

Of

“RELIANCE”(ADA GROUP)

The Reliance – Anil Dhirubhai Ambani Group is among India’s top three

private sector business houses on all major financial parametersAcross

different companies, the group has a customer base of over 50 million, the

largest in India, and a shareholder base of over 8 million, among the largest

in 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 and entertainment.

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HUMAN RESOURCE MANAGEMENT

For any business to run one needs four M’s namely Man, Money, Machineand Material. Managing other three resources other than men, are easy tohandle.

Men are very difficult to handle because no two human beings are similar inall way. Human beings can think, feel and give response.

Handling humans is more important for any business because human beinghave crucial potential that may be very profitable for the business. And thesepotential can be developed to an unlimited extent if they are provided withproper environment. So the function of managing men is as important asfinance or marketing function in any business.

HRM refers to practices and policies framed for the management of humanresources in an organization, including Recruiting, screening, rewarding andappraising.”

Human resources have at least two meanings depending on context. Theoriginal usage derives from political economy and economics, where it wastraditionally called labor, one of three factors of production. The morecommon usage within corporations and businesses refers to the individualswithin the firm, and to the portion of the firm's organization that deals withhiring, firing, training, and other personnel issues. This article addressesboth definitions.

The objective of Human Resources is to maximize the return oninvestment from the organization's human capital.

THE SCOPE OF HRM is indeed very vast. All major activities in theworking life of a worker-from the time of his or her entry into theorganization until he or she leaves- come under the purview of HRM.

Specifically, the activities include are

HR Planning Job analysis and design Recruitment and selection

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PRESIDENTHR

CORPORATE HR ENTITYHR

CIRCLEHR

CEO

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 theseactivities in an effective, legal, fair, and consistent manner.

"Human resource management aims to improve the productive contributionof individuals while simultaneously attempting to attain other societal andindividual employee objectives." Schwind, Das & Wagar (2005).

HR STRUCTURE

CORPORATE HR:

Activities taken up by Corporate HR are

Policy making

Implementing suggestions - HEWITT CONSULTANT

Strategic planning

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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

Exit full & final

HUMAN RESOURCES MANAGEMENTFUNCTIONS

TALENT ACQUASITION

Sourcing activity

TALENT DEVELOPMENT

Performance management system Training Carrier planning

TALENT MANAGEMENT

Operation HR

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RECRUITMENT PROCESS

INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitablecandidates are first searched internally within the organization. This is basedupon in-house talent which could be redeployed.

Advertisement for internal vacant position is done by following two ways:

Through sending mail to all Reliance Infocomm employees across alllocations including DAKC (Dhirubhai Ambani Knowledge City)

Through DAKC Circular

Employees of Reliance Communication who have completed more than 12months of continuous service only those employees can apply for positionplaced on Intranet.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can refera candidate with whom he/ she have worked in his/ her previousemployment. Employees can check available vacancies on Intranet and cansubmit the resumes of prospective candidates who fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employeedone in Reliance Communication with a view to take trained manpowerback in the company. Re Hiring is done as per the policy issued by CentralRecruitment Cell at Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes ofprospective candidates, which act as a good source of recruitment for thecompanies. Consultant’s interview candidates and shortlist those accordingto the criteria laid down by the companies. This helps the employer tointerview a limited number of potential candidates, the minimizing the timetaken in receiving and sorting applications, etc.

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Reliance Communication chooses Consultants having national presence.This sourcing option is only considered by the company when there isscarcity for candidates with requisite experience and skills.

JOB PORTAL: The spread of Internet has enabled employers to search forcandidates globally and has made recruitment easier. If vacancy arises,Reliance Communication browses the profile of candidates from the Jobportal like naukri.com, monsterindia.com and then candidates are accessedthrough e-mail or telephone.

CAMPUS RECRUITMENT: Reliance Communication goes for Campusrecruitment every year for technical department. For management levelrecruitment, it goes for campus recruitment as per requirement.

For filling up position for MT (Management Trainee), following procedureis followed by Reliance Communication:

INTERVIEW

Interview is the oral assessment of the candidates for employment. This is

the most essential step in the selection process. To size up the candidate

personally

MODE OF INTERVIEW

PERSONAL INTERVIEW: Personal Interview is a formal in-depthconversation conducted to evaluate the applicant’s acceptability. In apersonal interview, candidates are accessed on behavioral andpersonality characteristics, functional and managerial competenciesand other factors like education, experience etc. Based on thecandidate’s performance in the interview, the interview panel rates thecandidate and takes the selection decision.

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VIDEO CONFERENCE: At Reliance Communication, usually face toface interviews are conducted but for those candidates who are locatedat other state for them video conference interviews are conducted. Theuse of video conferencing can add value to the process by allowingreal time, face-to-face interactions without the costs associated withphysically transporting candidates to the campus.

TELEPHONIC INTERVIEW: There are various reasons to take atelephonic interview. For example, in certain location RelianceCommunications does not have its Webworld, so in that case theinterview of that candidate will be taken over telephone. Even if theinterview of a candidate cannot happen through video conferencebecause of unavailability of any Webworld timings, then telephonicinterview is taken.

CAMPUS RECRUITMENT: For GET, Interview is taken by respectivefunctional head and HR head and for MT Interview is taken by 2-3functional heads, HR head and final interview is taken by Circle CEO.