Preface

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
Mr. Ambani meant the above mentioned words said by him,
and his priorities, intellectual resource, even in his physical
absence were kept unchanged by his group of companies. At
Reliance, to satisfy the man-power requirements, an HR
Services company is was up instead of setting up an HR
department in each office.
This report is meant for giving a complete idea as to how the
Reliance HR Services Pvt. Ltd. handles and manages the
Human Resources i.e. its vast pool of talent at Anil Dhirubhai
Ambani Group.
Proficient HR management consulting can enhance the
efficiency of business houses and result in considerable
savings, in terms of both time and money. HR consulting
supports businesses in refinement their human resource
processes.
HR consulting serves several purposes. It helps companies in
guarantying that their HR systems are line up with their
employment philosophy and business goals. It also helps in
outlining actions to use, retain and coach, or discipline and
terminate employees. In addition, HR consulting makes it
feasible to defend business investments by controlling costs
and plummeting exposure to the many conformity
regulations having an impact on today's workplace.
Thus, this report gives an overview of how the company
works as a proficient HR consultancy house.

Acknowledgement

We, as a team, would like to express our sincere gratitude to

Mr. Sachin S. Thakkar and Ms. Birva Patel, HR
Manager at Reliance HR Services Pvt. Ltd., Gujarat for
their guidance and constant inspiration and valuable
suggestion during my summer internship.
We also would like to thank Mr. Ruchir Shah, Mr.Kautiliya
Desai, Ms.Pratima Upadhyay, Shishir Jani and Ms. Jyoti
Agarwal for providing their valuable time and guidance;
otherwise it would have been difficult to keep the constant
high spirit of work. We hereby take the opportunity to thank
them for their extensive help and for providing valuable
information, suggestion and inputs at various stages of work.
We would also extend my deepest thanks to Mr.
Ramkrishanan Reddy, Regional Head of the company,
for giving us an opportunity to be a part of this organization
and take up our internship Programme successfully.
Moreover, our team feels greatly obliged and takes the
pleasure to thank the Director, Mr Nishit Bhatt, S.K.
School of Business Management for moulding us into a
management product.

Executive Summary

This report deals with HR department of ADA Group. It encompasses

the entire, 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
you through the HR polices and functions of the company which
includes following aspects:
Manpower Planning as per AOP
Recruitment
Induction and Placement
Training Co-ordination
Employees Issues
PMS implementation
HR Audit
Exit, Full and Final

RELIANCE ADA GROUP

Think Bigger Think Better

The Reliance Anil Dhirubhai Ambani Group is among Indias
top three private sector business houses on all major
financial parameters, with a market capitalisation of
Rs.100,000 crore (US$ 22 billion), net assets in excess of
Rs.31,500 crore (US$ 7 billion), and net worth to the tune of
Rs.27,500 crore (US$ 6 billion).
Across 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.
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 4,500 towns and
300,000 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 and entertainment.

RELIANCE ADA

GROUP

STRUCTURE

COMPANIES
RELIANCE CAPITAL

OF

ADA - GROUP

Reliance Capital is one of Indias leading and fastest growing

private sector financial services companies, and ranks
among the top 3 private sector financial services and
banking companies, in terms of net worth.
The company has interests in asset management and mutual
funds, life and general insurance, private equity and
proprietary investments, stock broking and other activities in
financial services.
For more information click here: www.reliancecapital.co.in,
www.reliancemutual.com, www.reliancelife.co.in,
www.reliancegeneral.co.in

RELIANCE COMMUNICATIONS LIMITED

The flagship company of the Reliance ADA Group, Reliance
Communications Limited, is the realisation of our founders
dream of bringing about a digital revolution that will provide
every Indian with affordable means of communication and a
ready access to information.
The company began operations in 1999 and has over 20
million subscribers today. It offers a complete range of
integrated telecom services. These include mobile and fixed
line telephony; broadband, national and international long
distance services, data services and a wide range of value

added services and applications aimed at enhancing the

productivity of enterprises and individuals.

RELIANCE ENERGY LIMITED

Reliance Energy Limited, incorporated in 1929, is a fully
integrated utility engaged in the generation, transmission
and distribution of electricity. It ranks among Indias top
listed private companies on all major financial parameters,
including assets, sales, profits and market capitalization.
It is Indias foremost private sector utility with aggregate
estimated revenues of Rs 9,500 crore (US$ 2.1 billion) and
total assets of Rs 10,700 crore (US$ 2.4 billion).
Reliance Energy Limited distributes more than 21 billion
units of electricity to over 25 million consumers in Mumbai,
Delhi, Orissa and Goa, across an area that spans 1,24,300
sq. kms. It generates 941 MW of electricity, through its
power stations located in Maharashtra, Andhra Pradesh,
Kerala, Karnataka and Goa.
The company is currently pursuing several gas, coal, wind
and hydro-based power generation projects in Maharashtra,
Uttar Pradesh, Arunachal Pradesh and Uttaranchal with
aggregate capacity of over 12,500 MW. These projects are at
various stages of development.

Reliance Energy Limited is vigorously participating in

emerging opportunities in the areas of trading and
transmission of power. It is also engaged in a portfolio of
services in the power sector in Engineering, Procurement
and Construction (EPC) through a network of regional offices
in India.

RELIANCE HEALTH
In a country where healthcare is fast becoming a booming
industry, Reliance Health is a focused healthcare services
company enabling the provision of solution to Indians, at
affordable prices. The company aims at providing integrated
health services that will compete with the best in the world.
It also plans to venture into diversified fields like Insurance
Administration, Health care Delivery and Integrated Health,
Health Informatics and Information Management and
Consumer Health.
Reliance Health aims at revolutionising healthcare in India by
enabling a healthcare environment that is both affordable
and accessible through partnerships with government and
private businesses.

RELIANCE MEDIA & ENTERTAINMENT

As part of the Reliance - ADA Group, Reliance Entertainment

is spearheading the Groups foray into the media and
entertainment space. Reliance Entertainments core focus is
to build significant presence for Reliance in the
Entertainment eco-system: across content and distribution
platforms. The key content initiative are across Movies,
Music, Sports, Gaming, Internet & mobile portals, leading to
direct opportunities in delivery across the emerging digital
distribution platforms: digital cinema, IPTV, DTH and Mobile
TV.
Reliance ADA Group acquired Adlabs Films Limited in 2005,
one of the largest entertainment companies in India, which
has interests in film processing, production, exhibition &
digital cinema.
Reliance Entertainment has made an entry into the FM Radio
business through Adlabs Radio www.big927fm.com. Having
won 45 stations in the recent bidding, BIG 92.7 FM is already
Indias largest private FM radio network with 12 radio
stations across the country as on 28th February 2007, with
many more to be launched in the coming months.
Other major group companies Reliance Capital and
Reliance Energy are widely acknowledged as the market
leaders in their respective areas of operation.

Reliance Energy Ltd.

Reliance Mutual Fund

Harmony

Reliance Communications

Reliance General Insurance

Reliance Anil Dhirubhai Ambani Group

Reliance Life Insurance

Reliance Portfolio Management Service

Products And Activities

The products of RHRS includes providing complete HR
solutions to the following Reliance Groups:

Reliance Communication:
Broad Band
Corporate Wireless Group
Direct Sales Team (Handsets, prepaid and postpaid)
Direct to Home (DTH)
Wi-Max
Reliance Global (For ISD Calls)

Reliance Capital Services Pvt. Ltd.:

RCF Reliance Consumer Finance
RLI Reliance Life Insurance
RGI Reliance General Insurance
R.Money Reliance Money
RMF Reliance Mutual Funds

Reliance Webworld Customer Care

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.

THE SCOPE OF HRM is indeed very vast. All major activities

in the working life of a worker-from the time of his or her
entry into the organization 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
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 an effective, legal, fair, and
consistent manner.
"Human resource management aims to improve the
productive contribution of individuals while simultaneously
attempting to attain other societal and individual employee
objectives." Schwind, Das & Wagar (2005).

HR

STRUCTURE

PRESIDENT
HR

CORPORATE HR

CEO

ENTITY
HR
CIRCLE
HR

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 is taken up at Personal Level and Entity
Level. Several points like Revenue generation,
Acquisition number, etc.
STEP 2: SOURCING ACTIVITY.

There are three types of sourcing done at Reliance.

After the resumes of candidates are chosen then the
same is sent to the department head where the
vacancy arises. The department head will then
shortlist the same and they 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 the Functional interview and then the
Functional Head and HR Head takes the interview.

INTERNAL SORCING

Employee Reference
Re-employment of former employee

EXTERNAL SOUCING

Placement Consultant Ruchika, the Age, the

Avenue.

 Job Portals - Monster, NAUKRI.

Campus Recruitment
STEP 3: APPROVAL.

The HR executives will Negotiate the CTC with the

candidate.
The approval is sent to the CRC (Corporate
Recruitment Cell).
Then after it is sent to ECRC.
Then the same is sent to CRL.
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
Joining Procedure.
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 are first searched internally within the
organization. This is based upon 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 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. The process is coordinated by CRC
(Central Recruitment Cell) at Corporate Office.
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.
EMPLOYEE

REFERENCE:

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an

employee done in Reliance Communication with a view to

take trained manpower back in the company. Re Hiring is
done as per the policy issued by Central Recruitment Cell at
Corporate 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. Consultants
interview candidates and shortlist those according to the
criteria laid down by the companies. This helps the employer
to interview a limited number of potential candidates, the
minimizing the time taken in receiving and sorting
applications, etc.
Reliance Communication chooses Consultants having national presence.
This sourcing option is only considered by the company when there is
scarcity for candidates 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, Reliance Communication browses
the profile of candidates from the Job portal like naukri.com,
monsterindia.com and then candidates are accessed through
e-mail or telephone.
CAMPUS RECRUITMENT: Reliance Communication goes for

Campus recruitment every year for technical department.

For management level recruitment, it goes for campus
recruitment as per requirement.
For filling up position for MT (Management Trainee), following
procedure is followed by Reliance Communication:
HR representative of Reliance Communication gives
Description about Job to all candidates
Written Test i.e. (MAT) Mental Ability Test is taken for
those candidates who has got aggregate 60% in all
semesters.
GD (Group Discussion) is conducted for those
candidates who had successfully pass MAT.
At last PI (Personal Interview) is conducted for those
candidates who had passed out GD and Personal

Interview is taken by respective head of department

and HR Head.
For filling up position for GET (Graduate Engineering
Trainee), following procedure is followed by Reliance
Communication:
HR representative of Reliance Communication gives
Description about Job to all candidates
Written Test i.e. (MAT) Mental Ability Test is taken for
those candidates who has got aggregate 60% in all
semesters.
At last PI (Personal Interview) is conducted and Personal
Interview is taken by respective head of department
and HR Head.
MT position includes candidates having Educational
qualification in MBA and GET Position includes candidates
having Educational qualification in BE (E&C, Electronics).

MT is placed in either of the following departments:

Prepaid
Postpaid
PCO
Customer Care
Commercial
HR
Web world
GET is placed in Network Department.

INTERVIEW

Interview is the oral assessment of the candidates for

employment. This is the most essential step in the selection
process. In this step the interviewer matches the information
obtained about the candidate through various means to the
job requirements and to the information obtained through his
own observation during the interview. Interview gives the
recruiter an opportunity:
To size up the candidate personally
To ask questions that are not covered in tests
To make judgments on candidates enthusiasm
and intelligence.
To assess subjective aspects of the candidate
facial expressions, appearance, nervousness and
so forth.
To give facts to the candidate regarding the company, the
policies, programmes, etc. and promote goodwill towards the
company.

MODE

OF

INTERVIEW

PERSONAL INTERVIEW: Personal Interview is a formal indepth conversation conducted to evaluate the
applicants acceptability. In a personal interview,
candidates are accessed on behavioral and personality
characteristics, functional and managerial
competencies and other factors like education,
experience etc. Based on the candidates performance

in the interview, the interview panel rates the candidate

and takes the selection decision.

VIDEO CONFERENCE: At Reliance Communication,

usually face to face interviews are conducted but for
those candidates who are located at other state for
them video conference interviews are conducted. The
use of video conferencing can add value to the process
by allowing real time, face-to-face interactions without
the costs associated with physically transporting
candidates to the campus.
Reliance Communications uses Video conference
for following reasons:

Time savings
Faster Decision making
Cost savings in candidate travel, lodging, etc.
An opportunity to meet the candidates before
narrowing the list

An opportunity to see and converse with candidates,

evaluate their responses to questions and gauge their
interest in the position.

TELEPHONIC INTERVIEW: There are various reasons to

take a telephonic interview. For example, in certain
location Reliance Communications does not have its
Webworld, so in that case the interview of that
candidate will be taken over telephone. Even if the
interview of a candidate cannot happen through video
conference because of unavailability of any Webworld
timings, then telephonic interview is taken.

CAMPUS RECRUITMENT: For GET, Interview is taken by

respective functional head and HR head and for MT

Interview is taken by 2-3 functional heads, HR head and
final interview is taken by Circle CEO.

LEVELS

OF

DESIGNATION

&

EXPERIANCE

L1: VICE PRESIDENT, Sr. VICE PRESIDENT, PRESIDENT.

(LEADERSHIP POSITIONS)
EXPERIENCE: 17 20 + years
L2: DEPUTY GENERAL MANAGER, GENERAL MANAGER.
(MAGERIAL POSITIONS)
EXPERIENCE: 11 15 + years
L3: ASSISTANT MANAGER, MANAGER, Sr. MANAGER.
(EXECUTIVE POSITIONS)
EXPERIENCE: 5 11 + years
L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)
EXPERIENCE: 2 4 + years
GET, MET, DET: Trainees
EXPERIENCE: Fresher

REFERENCE CHECK
Once the hiring decision is taken, the candidate is contacted
and informed about the decision to conduct a reference
check with the referees whose names have been provided in
the personal history form.

Many employers request names, addresses and telephone

numbers of references for the purpose of verifying
information and perhaps gaining additional background
information on an applicant.
References are checked for following reasons:
To check whether or not the applicant was truthful
about his or her employment history.
To know weaknesses, strengths of the applicant.

SELECTION DECISION
After obtaining information through the preceding steps,
selection decision is to be made.
The other stages of selection process have been used to
narrow the number of candidates. The final decision is to be
made from the pool of individuals who pass the tests,
interviews.

MEDICAL CHECK-UP
All selected candidates are required to undergo a preemployment medical check-up as a part of selection process.
After the selection decision and before the job offer is made,
the candidate is required to undergo a Medical check-up. A

job offer is contingent upon the candidate being declared fit

after the Medical test.

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 reflects the total cost of an employee to an
organization. It is designed to provide flexibility to an
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 non taxable.
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 SRUCTURE

C T C

BA SE P AY
( 40 % O f C TC )

C H O IC E P A Y
( 60 % O f C TC )

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
Employers contribution to the PF @ 12% of basic salary
Employers contribution to the companys 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 after retirement. PF is deducted from the first day
of employment. The Company deducts 12% of the
employees basic salary and makes an equal contribution.
The employee can 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 of his
/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 and less
then 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 are eligible to get gratuity on
separation from the company.

CHOICE PAY
This constitutes up to 60% o 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

COMPANY LEASED HOUSE

Company will arrange the house through an authorized

real estate agent as per the 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.
Security Deposit
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 cant 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 cant 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 companys 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 SODEXHO 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 doctors 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 to the location of joining. Arrange for pick-up of the
joinee & family from the station/airport and take them to the
hotel as per the requirement. If pick-up arrangement cant
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
the following:
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 and responsibility 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 more than 80% of the working hours on
daily basis will be provided with a desktop PC on their
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.

FORMS & LETTERS REQUIRED IN THIS PROCESS

Welcome Letter.
Joining Report.
Brief Personal Details Form.
Transfer of EPF Account.
Nomination Form.
Gratuity Nomination Form.
Superannuation Transfer Form.
Application to join Superannuation Scheme.
Choice Pay Form.
Personal Accident Insurance Form.
Nomination for payment of the amount secured under
personal accident Insurance Policy.
Hospitalization Insurance Form (Applicable for L3 & L4 )

 Hospitalization Insurance Coverage for dependent

parents.
Health Declaration Form
Health Certificate
PC Indent Form
New Telephone Extension Form
Electronic Mail Registration Form
Requisition for Visiting Cards.

INDUCTION
Induction is also called orientation, which is designed to
provide a new employee with the information he or she
needs to function comfortably and effectively in the
organization.

iNEP

INDUCTION PROGRAM

The Human Resources Department structures an appropriate

induction programmes to orient the new employees to
various businesses and services at Reliance communication.

A two-day Induction program (iNEP- Infocomm new

employees program) is offered to all new employees. The
company which takes the induction program for reliance
communications is RELNIS NI SPARTA.
The induction program helps the employee to integrate in
the new environment and provide an overview of the
Organization as a whole. It also provides an opportunity to
the new entrant to engrain the original values and ethics as
well as the style of functioning.

This program is all about:

Developing a shared understanding of Reliance
communications vision and mission.
Understanding their organization and business model.
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 companys strategic
objectives, organization structure and processes and
systems.
Presentations are made from representatives from
various business units and functions.

EXITS
DEPUTATION & TRANSFER

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 the same to the circle HR
Representative. Employee will receive transfer letter from
Circle 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 for professional 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 the approved 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 of leave 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 companys 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 a company's human resources (HR)
department and a departing employee. The departing
employee usually has voluntarily resigned. The HR
representative might ask the employee questions while
taking notes.

Prior to leaving, an exit interview is conducted to gather

feedback and recommendations of the outgoing employee.
Exit interview is a one-to-one discussion where voluntary
views and suggestions are taken from the outgoing
employee on what 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 are some of the exit interview questions that
Reliance Communication asks to departing employees 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 freedom
To what extent did he/ she find that features of work in the
company

Reasons for leaving the company in terms of relevance

Personal
Professional growth related
Lack of challenge in work
Lack of promotional opportunities

Overall 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 undertakings he/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 had issued. The full & final amount is
paid to employee after recovering all advance/outstanding
dues.

HR SUPPORT SYSTEM

SAP HR
The Reliance ADA group is on the move to e-enable all HR
functions and the employee 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 is upgrading its extensive web-enabled
services into an internet enabled employee portal which will
enable employees from across the country to interact with
HR & Payroll for any requirement i.e. applying for and
sanctioning leave, information on policies and 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.

Conclusions and
Recommendations
Company should focus on Campus Recruitment.
It has been seen that there has been too much of work load
recently results into stress. RHRS should come up with
stress management activities.
Refreshers Training & updates regarding the products
must be given to each employee so that they can get the
proper knowledge of the products.
Front end should be there to deal with walk in customers.

BIBLIOGRAPHY & REFERENCES

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: Human Resource Management by Aswathappa, Fifth
Edition - 2006
The

introduction

manual

Communications
Employees Handbook

provided

by

Reliance

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

The websites concerned are

gm.relianceada.com
www.reliancecommunications.co.in
www.relianceadagroup.com
www.dhirubhai.net
www.reliancehrservices.com