SUMMER TRAINING PROJECT

ON
RECRUITMENT & SELECTION POLICIES OF

Reliance infrastructure Ltd

Project Submitted in Partial fulfillment of BBM to

THE IIS UNIVERSITY
Submitted To: -

Submitted By:-

Vandana maam

Neha Goyal
BBM SEM VI A
ICG/2010/10657
ROLL NO. 100338

from may 16 to 30 june

2012 .

DECLARATION

I NEHA GOYAL, Student of BBM, Hereby declare that the Project

Report entitled Satisfaction level amongst employee about Recruitment
and Selection Process at RELIANCE INFRA STRUCTURE is a piece of
genuine work done under the guidance of Mr. ASHWIN KUMAR at
RELIANCE INFRA STRUCTURE . The project is undertaken as a part
of Summer Training Project accomplished for the partial fulfillment of
the RELIANCE INFRA STRUCTURE. The matter embodied in this
project report has not been submitted elsewhere by anybody for the award
of any degree or diploma.

NEHA GOYAL
BBM SEM VI A
ICG/2010/10657
ROLL NO. 100338

S.No.
1
2
3
4

6
7

8
9
10
11
12
13
14
15
16
17

Contents
Acknowledgement
Preface
Introduction of the project
Company profile
Introduction to Company
History
Awards & Reorganization
Products & Services
Project Profile
Introduction to recruitment & selection

Page No.
1
2
3
4-11
4-7
8
9-11
11
12-24
12-20

policies
Market Analysis of Company
SWOT Analysis
Review of literature
Research methodology
Objective of research
Scope of research
Hypothesis
Sampling Technique
Research Design & Instrument
Data Collection
Data analysis
Facts and findings
Recommendation
Conclusion
Limitation
Bibliography
Annexure

21-23
24
25-28
29-32
30
31
32
33-34
35-36
37-39
40-56
57-59
60
61
62
63-64
65-67

ACKNOWLEDGEMENT
Any job in this world, however trivial or tough cannot be accomplished
without the assistance of other. I would hereby take the opportunity to
express my indebtedness to people who have helped me to accomplish
this task. With a deep sense of gratitude , I once express my sincere
thanks to my project guide vandana Mam for their active support and
continuous guidance without which it would have been difficult for
me to sustain in this world . I would also like to thanks MR. ASHWANI

KUMAR (manager) of R infra for providing me with the required data.

I am very much thankful to the whole staff of R infra for their support
and suggestions.

Neha Goyal

PREFACE
Research work in management is extremely important for it gives a close
view of the real business world and bridges the gap between theory and
practical. For any BBM student who is striving to perform outstanding, it
is of paramount importance that apart from theoretical knowledge one
must also gain practical knowledge which in turn widely influences their
conceptions and perceptions.
This project was undertaken towards the partial fulfillment of the
requirements INTERNATIONAL COLLEGE FOR GIRLS (ICG)
Jaipur. This really provided me an opportunity to demonstrate my ability
in applying theory to practical business situations. The study undertaken
by me is "recruitment & selection policies. In this, I have tried to
perform my best. In the forthcoming pages an attempt has been made to
present comprehensive report concerning different aspects of my project.

INTRODUCTION TO THE PROJECT

The success of modern organization is heavily dependent on the
contribution made by the employees as they perform the various tasks to
which they are assigned. Organization tend to be successful, employees
are satisfied and productive in performing their tasks.
Personnel management service to use human resource in an effective
manner so as to transform them for realizing the objective of
organization.

Thus it aims at relating the people at work with the

activities necessary to achieve the organizational goals.

Personnel management activities include:
Planning, designing and evaluating the employees job and
agreement to ensure their effective implementation.
Recruitment, selecting, training and developing motivating
employees perform the job effectively.
Providing satisfactory relations between the organization and
people through fringe benefits and labour relations.
To contribute to the formulation of organization personnel
policies.

Company profile
Introduction
Reliance infrastructure ltd

Type

Public company

Traded as

BSE: 500390
NSE: RELINFRA

Industry

Utilities (energy)

Founded

2002

Headquart
ers

Mumbai, India

Key people AnildhirubhaiAmbani

(Chairman)
Products

electrical
natural gas

power

Services

Electricity
generation and
distribution
natural
gas exploration,produc
tion,
transportation
and distribution

Revenue

17,906 crore (US$3

.24 billion)(2012)

Net income

2,000 crore (US$36

2 million)(2012)

Total assets

34,018 crore (US$6

.16 billion)(2011)

Employees

8,988 (2011)

Parent

Reliance
Dhirubhai
Group

Anil
Ambani

Website

www.rinfra.com

Reliance infrastructure, a part of Reliance Group, is India's largest

infrastructure company with turnover of over Rs.15,690 crore and market
capitalization of over Rs. 24,450 crore as on March 31, 2010.
Reliance Infrastructure Limited is Indias leading utility company having
presence in across the value chain of power business i.e. Generation,
Transmission,

Distribution,

EPC

and

Trading

and

the

largest

infrastructure company by developing projects in all high growth areas in

infrastructure sector i.e. Roads, Highways, Metro Rails, Airports and
Speciality Real Estate.
Our presence spans across three verticals:
-

Engineering, Procurement and Construction

Energy
Infrastructure

Engineering,

Procurement

and

Construction

EPC offers a single point solution to the execution of power plants

including

project

engineering,

procurement,

construction

&

commissioning for its clients. The world of tomorrow will feature

abundant energy that will spark a million smiles and dreams. Our EPC
division is ushering this energy revolution with power plant projects.
Along with full service project advisory capabilities, we manage power
plants on a turnkey basis and provide industry specialist services such as
fuel management advice and fiscal advice. Our the turnover of the
division was Rs 557 crore (US$ 120 million) and order book position of
over Rs 18,530 crore (US$ 4 billion) as on June 30, 2010.

Energy
Our core competency in energy extends to generation, transmission,
distribution and trading. This comprehensive sphere of influence extends
our vision of a highly developed India within our realms. We distributed
more than 36 billion units of electricity to 30 million consumers and
generate 941 MW of electricity from our power stations. Our
transmission division is developing 5 transmission projects, with total
project outlay of Rs 6,640 crore (US$ 1.4 billion).

Infrastructure
RInfra has a significant presence in the construction of roads, metros,
airports and real estate. Infrastructure is decidedly the most visible and
important form of development in a nation. We signify this with our 11
road projects of 970 kms worth about Rs 12,000 crore (US$ 2.6 billion).
We are currently implementing 3 metro rail projects in Mumbai and Delhi
worth around Rs 16,000 crore (US$ 3.4 billion).In the real estate space,
we are in various stages of bidding/negotiation/planning with over 400

million sq. feet of mixed use built up potential.

Enhancing

Our

Legacy/

Carrying

the

Legacy

Our passion to excel in every endeavor emanates from the legacy of our
founder Late Shri Dhirubhai Ambani. His values and ideals stand
with us as we collectively seek to further develop the society,
landscape and the nation we are a proud part of. In the years ahead of
us, we will keep exploring the unknown in our quest for excellence.

Highlights for Company Profile

One of the largest Indian business conglomerate.
Leading Private Utility Firm in Transmission.
Significant presence in EPC, Energy and Infrastructure.

History
Reliance

Infrastructure

Ltd. (BSE: 500390, NSE: RELINFRA)

formerly known as Reliance Energy and prior to that as Bombay

Suburban Electric Supply (BSES), Its India's largest private sector
enterprise in power utility and its a company under the Reliance Anil
Dhirubhai Ambani Group banner, one of India's largest conglomerates.
The company is headed by Anil Ambani. The company's corporate
headquarters is situated in Mumbai. The company is the sole distributor
of electricity to consumers in the suburbs of Mumbai. It also runs power
generation, transmission and distribution businesses in other parts of
Maharashtra, Goa and Andhra Pradesh.

Awards & Accolades

Environmental Awards

2006 - Greentech Award for Environmental Excellence" for the

year 2006.

2005 - Greentech Award for Environmental Excellence" for the

year 2004-2005.

2001 - Indo-German Award for Environmental Excellence" by

Greentech Foundation.

2000 - Indo-German Award for Environmental Excellence" by

Greentech Foundation.

2000 - Federation of Indian Chambers of Commerce & Industry

(FICCI) Award.

2000

Millennium

Business

Award

for

Environmental

Achievement" by United Nations (UN) and International Chamber of

Commerce (ICC) at BUDAPEST.

1999 - Environment Performance Award" by Council of Power

Utilities (CPU ) as a part of Thermal Centenary Celebration-1999.

1998 - The G-51 Millennium Award in the field of Mother Earth

protection.

1998 - Dr.R.J.Rathi Environmental Award.

1997 - International Greenland Society National Award.

Safety Awards

2006 - NSC- Maharastra Chapter - Safety Awards - 2005 for

"Lowest Accident frequency rate" during the year 2005.

2005 - NSC - Maharashtra Chapter - Safety Awards 2004.

2004 - Four Stars" Ranking by British Safety Council, UK for

Occupational Health and Safety Management System.

2004 - National Safety Council-Maharashtra Chapter.

2004 - National Safety Award-2003" by Govt. of India.

2001 - Safety Award-2001- Yogyata Pramanpatra" by "National

Safety Council of India" for good performance in OSH for 1998 to 2000.

1999 - National Safety Council-Maharashtra Chapter" for longest

accident free period during 1999.

Operational Performance Awards

2006 - 2006 - International Quality Crown Award (IQC Award) in

Gold Category" by Business Initiative Directions (BID) , Spain.

2006 - CII - National Award for Excellence in Energy

Management" for 2006 - by Confederation of Indian Industry(C I I ).

2006 - First Prize - National Award for Meritorious Performance by

Central Electricity Authority (CEA), Govt. of India for its Excellent
PERFORMANCE amongst Indian Thermal Power Plants in the year
2004-05.

2005 - Maharastra Energy Development Agency (MEDA) Award

for Excellence in Energy Conservation & Management in Thermal Power
Station sector for the year 2005.

2005 - Vishwakarma Rashtriya Purasakar - 2004 (Eight

Employees) - by Ministry of Labour and Employment., Govt. of India.

2005 - CII - National Award for excellence in Water Management"

for 2005 - by Confederation of Indian Industry(C I I ).

2004 - Reliance Energy was presented the prestigious "QIMPRO

Benchmark 2004" award by the QIMPRO Foundation in the "Service
Category" on the basis of its performance in 15 parameters including
attributes such as Leadership, Strategic planning, Communication,
Quality Management System, and Customer Interaction Management,
among others - by QIMPRO Foundation.

2004 - Dahanu TPS was named as one of the worlds top 12 power
plants of 2004 by Platts Power Magazine, in its July/August 2004 edition
based on several selection criteria such as operational efficiency, minimal
environmental impact, technology use, financing structure, etc.

Products / Services
Products:
Electricity

Services:
Generation of power
Designing, engineering, erection, installation and maintenance of
power projects
Transmission of power
Distribution of power
Engineering, Procurement and Construction contracts
Infrastructure projects

PROJECT PROFILE
RECRUITMENT AND SELCTION POLICIES

Recruitment RU
Recruitment is a process of locating and encouraging potential applicant
to apply for existing or anticipated job openings. It is actually s linking
function, joining together those with jobs to be to fill and those seeking
jobs. Recruitment process, logically aim at
(i) Attracting large number of qualified applicants who are ready to take
up the job if offered
(ii) offering enough information for unqualified persons to self select
themselves out.

RECRUITMENT PROCESS
1. Identification of a Vacancy
Its duty of every employee having grade of Deputy General Manager
and above to identify the Vacancy and inform the HR as soon as
possible. The reason for a vacancy may be:
Staffing changes: Resignation by an employee, termination from
his /her duty, person went for retirement, long/short leave Like in case of
illness, maternity leave, secondment, promotion of a person resulting
into vacancy of that particular post, coming of new projects which needs
more employee .Work Requirement Changes coming up of unexpected
w o r k l i k e very short term preparation of bidding team which comes

into existent just before the floating of a project by government,

temporary additional workload like visiting of CEO, DO or Chairperson
Anil Ambani -for that preparation of reports, presentation are required
which make busy employee of various department.
2. Review the need for the position to fill the vacancy HR manager
will review the short and long term requirement from the position
and need to fill the vacancy for that HR manager will consider
Staffing Plan which indicates how much more employees are
required and where are the surplus and what work area, how
many people are handling .
Budget: Budget has been allocated among various department for
spending on employee salaries, recruitment etc.

Job description and job specification:

This task is jointly done by HR manager and various department
head. In Reliance infra structure, it is bottom up approach;
Where in requirements for new employees some time come up
the bottom of the pyramid. For example, need for extra
employee job description and specifications are passed on from
DGM to GM, from GM to Assistant VP, from Assistant VP to
Sr. vp. Finally consensus is done by HR manager and Sr. VP.
Then the request is forward to director of operations with whom
Lies the ultimate power.DGM, GM, Assistant VP etc. are all
Involved in deciding upon job title, job summary, job activities,
Working conditions and social environment. Fundamental
Attributes of a job specification are mostly decided by the HR
Manager only after a talk with different departments. Contra
indicators like job involving frequent visits to site should be

given to females etc. are mostly provided by DGM,GM etc.

SOURCES OF RECRUITEMNT
In R infra ltd., both internal as well as external sources of recruitment
are used.

Internal Sources:
Persons who are already working in R infra constitute internal sources.
Also retrenched employees, retired employees, dependent of deceased
employees, children of existing employee constitute the internal
sources. Where any vacancy arises, someone from within R infra is
upgraded, transferred, promoted or even demoted.
Methodology adopted:
Internal communication through notice boards, e-mails and by
updating on the internal server blue ocean.

External Sources Campus Recruitment

CAMPUS RECRUITMENT:
R infra hires fresher directly from IITs, NITs, Regional engineering
college like Punjab Engineering College, Delhi College of Engineering
etc. for the post of Assistant Manager. Also for higher managerial
posts,

it

goes

to

IIMI, XLRI, and NITIE.

management

institutes

like

IIML,

Methodology
Certain parameters are being used for deciding upon which college to
go to. First one, it rely on the ranking given to various colleges by
different magazines, Second, depending upon location of project site
e.g. if the upcoming project is located in West Bengal, they will prefer
to hire from that state as it is the requirement of such kind of jobs.
Third, depending upon the location of corporate office that is in Noida.
Also they used one more parameter that is how much people
actually joined out of recruited from particular College. They
maintain a database for it and where this ratio is high become the top
priority college.

Electronic Recruiting
This is done through various job portals likenaukri.com, yuva job.com
etc. this is generally used to hire work experience people only and not
freshers .

Unsolicited Applicants/Walk in
This method is generally used to hire people on contract and usually for
the department like administrative. The company makes a data bank
and whenever a suitable vacancy arises, the company would intimate
the candidates to apply through a formal channel. Any walk-ins R
infra treat very courteously.

Company times saved for searching for candidates. Eligible candidates

themselves applied for it. One of the disadvantages is that the jobseekers
generally apply to number of organization and when they are actually
required by the organization they are either already employed or simply
not interested.

ALTERNATIVE TO RECRUITMENT
Overtime
This followed in great deal in R infra where in short term fluctuations
in work volume could best be solved through overtime like a new
project is being floated by Govt. To evaluate such project and then apply
for it needs a bidding team which is prepared from within the
Company. They hold dual responsibility of their previous department
and also bidding department work.

Temporary employees
Reliance hire temporary workers on contract based for some of
administrative post and other department also to meet sudden increase in
work.

OUTSOURCING
This is used in reliance infra a lot where in some specialized work is
outsourced to outside parties like to prepare a design for wind tunnel,
Outsourcing is done iit Kanpur etc.

RECRUITMENT POLICY STATEMENT

1 .Advertise vacation created in organization internally and provides the

opportunity to internal employee first to respond to it.
2. Recruitment and selection will be guided by requirements of relevant
legislation and diversity policies, strategies and initiatives and by its
agreed priorities for developing a workforce profile that reflects the
diversity and ch a r a cteristics of the student population and the wider
community.
3All appointments will be made on the basis of careful and consistent
application of the principle of merit and adherence to the guidelines.
4. Appointments will be made in open competition from the widest field
of applicants, attracted by internal and normally external advertising.
5. Recruitment and selection processes will be conducted on the basis
of fair and equitable treatment of all applicants.
6. All processes will be conducted so as to guard the confidentiality of
applicants and preserve the integrity of the process.
7. Recruitment and selection proc e s s e s will be consistent, transparent,
professional and timely.

8. The company will foster continuous improvement of recruitment and

selection policy and procedures,

and supporting technology to deliver

high quality services efficiently and effectively.

Selection
Selection is the process by which companies who or who will not be
allowed into organizations.

For selection reliance infra uses a series of steps:

1. Resume filtering
2. Interview Process
3. Final Decision
4. Probation
5. R infra Employee

RESUME FILTERING
1. A mechanical method is employed for resume filtering which is done
by HR Managers himself. A database is created in excel through which
it is cross checked that a candidate rejected by the company could not
apply within less than six months of rejection.
2. The resume are scrutinized for the following things-

In case of freshers: Percen t a g e/CGPA marks in 10th, 12th and degree.

Usually the criteria are to filter only those resumes which have more
than 65% in all the cases. Then how many technical projects had been
under took by candidate and its relevance to their company, academic
achievement in technical area. For freshers, R infra remains limited to
Electrical, Civil and Mechanical.
In case of work ex people: The companies where in the candidate
Had worked his role and responsibility over there and number of year
of experience. Then came at the end academic part. Usually people with
work ex in NTPC are preferred.

Interview Process
1. For freshers different methodology has been adopted as compare
to experienced one-

For freshers:
First a group discussion is conducted wherein allowed 10-12
candidates to participate. A general topic is given for discussion.
This round is checking for communication level, behaviour,
leadership quality and attitude in a group of candidate.
Second a written test is conduction which is totally technical in
nature. It is different branches of engineers like it is different for
electrical candidate to mechanical guy.
Third, written ability test is conducted to check the writing skill of
a person. The topic is very general in nature.
Fourth, only one round of interview is conducted which is mix of
technical and HR interview.
2. For work ex people the procedure is very different:-

 First, they were sending to concerned department from where the

requirement has come. The senior person (position changes as per
the department) of that department conducts the interview. He asks
in detail about candidate work experience, project undertake etc. if
he/she passed this round then send to director of operations with
whom final talk regarding job position and salary is held. It means
final authority lies with DO in case.
3. Interviewers for this process are from different department like
engineering, project control, project management, engineering core
group etc. and are of different levels ranging from DGM to VP.

Final decision
On the basis of various interview rounds the human resource department
takes final decision that weather the candidates are qualified for probation
round or not.

Probation
A trial period during which your character and abilities are tested to see
whether you are suitable for work or for membership.

R infra Employee
If the trail period result came positive then the candidate became R infra
employee.

Market Analysis of Company

Reliance Infrastructure- Key Fundamentals

Market Cap (Rs Cr.)

13,189

EPS - TTM (Rs)

72.12

P/E Ratio (x)

6.95

Face Value (Rs)

10.00

Latest Div. (%)

73.00

Div. Yield (%)

1.45

Book Value / sh. (Rs)

705.00

P/B Ratio (x)

0.71

Reliance Infrastructure- Future & Options Quote

Futures
30-082012

Option
type
o.51%)

Strike
price

GO
502.55

-2.60 (-

Open
price

511.1
5

High
price

515.0
0

Low
price

500.1
0

Prev.
close

505.1
5

Average
price

506.9
0

Contract 7931
s traded
Turnover 2,
(rs lakh) 0101
Open
interest

433,
5500

Open int. 10,

chg
8500

Open int. 0.57

chg (%)
%

Industry
Competitors: Power
Generation/Distribution

SYMBOL
Neyveli
Lignite
Corporation Ltd.

PRICE
80.50

% CHANGE

VOLUME

1.22%

40746

Adani Power Ltd.

40.90

2.15%

235917

SJVN Ltd.

20.80

0.23%

197111

Jaiprakash Power 31.45

Ventures Ltd.

1.41%

69637

JSW Energy Ltd.

1.23%

136342

48.15

Torrent Power Ltd.

152.90

0.87%

18730

CESC Ltd.

321.00

0.72%

30911

NHPC Ltd.

18.30

0.27%

1261243

India bulls Power 11.58

Ltd.

1.78%

175685

Tata
Power 99.45
Company Ltd.

0.75%

225368

Reliance Power Ltd. 84.20

1.52%

1796500

SWOT ANALYSIS
Strengths
Large size of the group.
Experience of complete cycle of transmission lines from erection
to maintenance.
Strong human resource development programmes.
Proactive approach towards implementation of new technologies
such as GIS.
Threats
Delays in project execution due to delays in obtaining statutory
clearances from various authorities such as MCGM, MMRDA, etc.
Shrinking ROWs, space constraints.
Delay in land acquisition and spiraling land prices.
Weakness
Non-availability of quality manpower given the projects size.
Dependency on central groups for some processes.

Opportunities
Large scale commercial and residential projects coming up leading
to increase in the demand.
Leveraging on organizations skill-sets, capabilities and knowledge
database for external/ other utilities activities.

REVIEW OF LITERATURE

The aim of this report stands at the development of knowledge about the
issues of human resource managements (human resource management),
past, present and future trends of recruitment and selection procedure in
reliance infra structure.
The concept which used in the project is drawn from the following
sources:Author French Wendell L.
Name of the book human resource management
Publisher Houghton Mifflin Company

Author Hoggets Richard M, Hagen Kathryn W.

Name of the book modern human relation at work
Publisher south-western colleges
The study is on recruitment and selection of human resource which is the
movable asset of the company. In todays rapidly changing business
environment organizations have to respond quickly to recruitments for
people. Hence, it is important to have a well defined recruitment policy in
place which can be executed effectively to get the best fits for the
vacancy positions.
Selecting the wrong candidate or rejecting the right candidate could turn
out to be costly mistakes for the organization. Selection is one area where
the interference of external factor is minimal. Hence, human resource
department can use its discretion in framing its selection policy and using
various selection methods for the best results. This case lets discuss the

importants of having an effective recruitment and selection policies. They

discuss the importants of good selection process that start with gathering
complete information about the applicant from his application form and
ends with inducting the candidates into the organizations.
Employee recruitment forms a major part of an organizations
soverall strategies which seek to identify and secure the people needed
for organization. To survive and succeed in the short to medium term
recruitment activities need to responsive to the ever increasingly
competitive market to secure suitably qualified and capable recruits at all
levels.
To be effective this initiatives need to include now and when to
source the best recruits internally or externally common to the succeeds
of either are, well defined organizational structure with sound on design,
robust task and person specification and versatile selection processes,
reward employment relation and human resource policies, underpinned
by a commitment your strong employer branding and employee
engagement strategies.

COMMON SOURCE FOR RECRUITING SALES STAFF

BY: FLIPPO EDWIN B
FROM: CONTENT WRITTEN.IN
CURRENT SALES PERSONNE: - A companys sales personnel have a
large circle of acquaintances both on and off the job. Hence, they act as
an excellent source for recommending other suitable people to join the
organization. Such prospective candidates already know much about the
company policy.

 MCMAHON GERARD V. investigated that, the success of an

organization greatly depends on efficiency of its employees and the
selection task is arguably most important of all decision making
processes that employees and their line manager have to
undertake.

ROBERTS GARETH argued that recruitment and selection is the

foundation of all other human resource activity. Get it wrong and
its does not matters how good your development programme is ,
how well you motivate your staff , how you manage their
performance or even how well you reward them , you are always
making up that one bad decision. It is also one of the your principal
point of contract with line manager.

RECRUITMENT

&

SELECTING

THE

PERFECT

CANDIDATES
BY: AGARWAL ABHISHEK
FROM: WWW. ARTICLEBASE.COM

Recruiting and selecting the perfect candidate is a skill in itself. Properly

preparing for the hiring process is crucial for success. Outlining
expectation, goals, responsibilities, people managed, day to day activities,
prerequisites for the job, compensation, training etc. prior the initial
interview will provide important details that can be overlooked. you may

also want to include a behavioral trait check list which will help to
determine the right fit for four team , thus check list can include items
like persistence decisiveness, poise, motivation, patience, concentration
and should be rated from one thorough five, five being above average.

You cannot ignore conventional process such as job postings or the

classified sections but be prepared to expand beyond this, particularly
Whenever you are attempting to reach a higher caliber group of people
who have not been attained through your conventional recruiting process
with a dynamic diverse and ever changing work force, proper recruiting
methods play an essential and almost critical role to organization that
want to attract the most favorable and most qualified talents.

RESEARCH METHODOLOGY:Research methodology is a way to systematically show the research

problem. It may be understood as a science of studying how research is
done scientifically. It is necessary for the researcher to know not only the
research methods but also the methodology.
To know the employees perceptions about selection & recruitment policy
of Reliance infra.
To study the satisfaction level of employees.
To study the problems faced by employees in recruitment
procedure.
Sample size: For the questionnaire I have taken the sample size of 60.

OBJECTIVES OF STUDY

The project report is based on the topic recruitment and selection

policies at reliance infrastructure ltd. The following are the objectives:
To find out the detail procedure of the human resource department of
reliance infrastructure regarding the supply of human resource to
company.
For understanding the technical methods used in the process of
recruitment, selection, retraining, and development.
To understand the recruitment and selection policies of the company.
To revise the selection and training manual used by the personnel
department for the selection and training of the staff.
To identify the other suitable and practical selection and training
methods or program for the company.
To know about the workers job satisfaction etc. with the help of
questionnaire.

Scope of the study

Taking into account the rapid growth of the service industry it has
become mandatory on the part of the management to professionalize their
service. In order to this objective the need of the hour is to trim the
various functional aspects over and above this , in this service sector
human resources management has become a key area to deliver the
quality services .
Hence to update the skills require among the human resources of the
organization (to have proper liaison with the customers need to be trained
and kept him). Hence the significance of the study lies in the exploring
the avenues for the recruitment and updating the training package.

HYPOTHESIS
Hypothesis is a preposition condition or principle which is assumed
without belief in order to draw out its logical consequences and by
method to test its validity with facts which are known and determined
hypothesis basically is a statement of belief which is to be tested.

NULL HYPOTHESIS (H0):

40 Employees and Candidates are satisfied with the recruitment and
selection policies of the company.

ALTERNATE HYPOTHESIS (H1):

20 Employees and Candidates are not satisfied with the recruitment and
selection policies of the company.

Sampling Technique

This research has used convenience sampling technique .Convenience

sampling is used in exploratory research where the researchers interested
in getting an inexpensive approximation of the truth. As the name
implies, the sample is selected because they are convenient.
Since the probability of inclusive of any unit (of population) in a sample
is unknown taking in view the size of the population it is better to go for
non profitability convenience sampling method. This is also called
accidental sampling as the respondents in the samples are included
merely because of their presence on the spot.
Several important considerations for me while my research using

convenience samples include:

1) Is there good reason to believe that a particular convenience sample
would or should not respond or behave differently than a random sample
from the same population?
2) Is the question being asked by research one that can adequately be
answered .Every project work is based on certain methodology, which is
a way to systematically solve the problems or attain its objective. It is
very important guidelines can lead to completion of any project work
through observation, data collection and analysis and sampling technique.

RANDOM SAMPLING: Based on theory of population it is called

random sampling .It provide non zero chance of selection for each
population element .alternative method of random sampling is selected
for the study which is known as systematic random selection. When
population is divided into homogeneous group or strata is known as
stratified random sampling. When equal chance of selection is provided
then it is known as simple random sampling.

RESEARCH DESIGN:Research design is the overall description of all the steps though which
the project has preceded from the setting of objectives to the writing of
the project report. The success of the project depends upon the soundness
of the research design, which includes problem definition, specific
method of data collection and analysis and time required for the project.
Research design is considered as a "blueprint" for research, dealing with
at least four problems: which questions to study, which data are relevant,
what data to collect, and how to analyze the results. The best design
depends on the research question as well as the orientation of the
researcher. Every design has its positive and negative sides. In sociology,
there are three basic designs, which are considered to generate reliable
data; these are cross-sectional, longitudinal, and cross-sequential.
Research design can be divided into fixed and flexible research designs
(Robson, 1993). Others have referred to this distinction as quantitative
research designs and qualitative research designs, respectively.
However, fixed designs need not be quantitative, and flexible design need
not be qualitative. In fixed designs, the design of the study is fixed before
the main stage of data collection takes place. Fixed designs are normally
theory driven; otherwise its impossible to know in advance which
variables need to be controlled and measured. Often, these variables are
measured quantitatively. Flexible designs allow for more freedom during
the data collection process. One reason for using a flexible research
design can be that the variable of interest is not quantitatively measurable,
such as culture. In other cases, theory might not be available before one
starts the research.

EXPLORATORY RESEARCH DESIGN

The exploratory studies are carried out to explore a subject. The main
objective is to help in defining a research problem and generate a set of
research questions which could be work upon at a later stage. Therefore
the research design must be flexible enough to permit the consideration of
Many different aspect of phenomenon.
The exploratory research is carried out by using a survey of the literature,
survey of experienced individual and analysis of selected case studies.

DISCRIPTIVE RESEARCH DESIGN

Descriptive studies are related to potray accurately the characteristics of a
particular individual situation or group and to det6ermine the frequency
with which it is associated with something else. Thus, the design needed
is one where the bias is minimized and the relevance of data collected is
maximized.

This project is based on descriptive study. It was descriptive study when

detailed study was made for comparison of recruitment and selection
policies by different companies.

DATA COLLECTION
The mode of collection of data will be based on Survey Method and Field
Activity. Primary data collection was based on personal & telephonic
interview. I have prepared the questionnaire according to the necessity of
the data to be collected.
1. PRIMARY DATA- Primary data may be described as those data have
been observed and recorded by the researcher for the first time to their
knowledge.
There are several methods of collecting data.
Important ones are:

Observation method
Interview method
Questionnaires
Schedules
Other methods etc.

A brief up of the different methods:

Observation
It is one of the most antique method of research firstly adopted by
Galileo Galilei. In this method the research is done through the
personal observation by the researcher, and there is a deep and long
study of the subject or sample under study in this case.
Observation is an effective and the most reliable method of
research. But it also one of the most time consuming and expensive
method, as well as it is reliable it takes also a long period only in
the collection of the information and research time and only after
that the research will start.
Interview Method

Is also known as visa-a-visa method, it is a method in which the

interviewer and interviewee interact face to face.
Under this method the research is conducted by asking question to
the interviewee and his answer is noted and after the collection of
the required information the whole data is analysed for research
purpose.
There are different types of interview:
1. Direct Interview: Is the one where there is face to face
interaction.
2. Indirect Interview: is the one where there the interview is
accomplished through the telephone calls.

Schedules
Is a method under which the consumer does not have the choice to
express his real feedback or thought about the subject matter.
It is due to the absence of choice, because there is a list of options
to be ticked out or marked according to their perception.

Questionnaire
This method of data collection is quite popular, particularly in case
of big enquiries. In this method a questionnaire is sent to the person
concern with a request to answer the question and return the
questionnaire.

In survey approach we had selected a questionnaire method for taking an

employees view because it is feasible from the point of view of my
subject & survey purpose. I conducted 60 sample of survey in our project
to judge the satisfaction level of employees towards the recruitment and
selection policies of the company.

2. SECONDARY SOURCE:It was collected from internal sources. The secondary data was collected
on the basis of organizational file, official records, news papers,
magazines, management books, preserved information in the companys
database and website of the company.

DATA ANALYSIS

1. Identify the source from where you came to know about the job?

SOURCE
S

INTERNAL
RESOURCE
S
32

ADVERTISEMEN
T

CONSULTAN
T

OTHER
S

24

35
30
25

NO. OF RESPONDANT

20
15
10
5

INTERNAL
RESOURCES
ADVERTISEME
NT
CONSULTANT
OTHERS

SOURCES

INTERPRETATION
From the chart above we find that 32 of the employees came to know
about the job through internal resources, 24 of the employees through
advertisements, 4 from others and 0 came to know from consultant.
It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in reliance infrastructure.

2. Were you satisfied with recruitment process by which you are selected?
Satisfaction level

satisfied

Unsatisfied

54

60
50
40

no. of respondant

satisfied
unsatisfied

30
20
10
0

satisfaction level

INTERPRETATION
54 employees were satisfied with the recruitment process and 6 were not
satisfied. It is evident that majority of the employees were satisfied with
Recruitment process of reliance infrastructure.

3. You ever met with your interviewer before your interview?

Met with interviewer

Yes

No

10

50

60
50
40

no. of respondant

familier
unfamilier

30
20
10
0

met with interviewer

INTERPRETATION
50 employees fell that they had not met ever with their interviewer and 10
employees met with their interviewer.

4. Were you comfortable with your interviewer while interviewed?

Comfortable
interviewer

with Yes
58

No
2

60
50
40

no. of respondant

30
20

comfertable
uncomfertable

10
0

comfertable with interviewer

INTERPRETATION
58 employees fell that they were comfortable while interviewed and 2
employees were not comfortable.

5. Do you feel that your colleagues have been undergone similar process?
Recruitment process

Same process
50

Different process
10

60
50
40

no. of respondant

30
20

same process
different
process

10
0

recruitment process

INTERPRETATION
50 employees fell that their colleagues have been selected by the same
process.10 employees fell that their colleagues have not been selected by
the same process. It is evident that their colleagues have been selected by
the same process. It is evident that Recruitment Policy of the organization
is quite visible and process is followed impartially.

6. In public would you like to talk about this organization?

like to talk about yes

No

organization
50

10

60
50
40

no. of respondant

30
20

yes
no

10
0

like to talk about organisation

INTERPRETATION
In order to assess organization commitment in employees, 50 employees
gave favorable response. 10 employees gave unfavorable response. It is
evident that organization commitment is very high in employees, which

show that Recruitment & selection process is quite effective in reliance

infrastructure.

7. Would you like to refer your relatives/friends for the job in this
organization?
like to refer your like

Dont like

No response

16

relatives/friends
for the job
42

45
40
35
30

no. of respondant

25
20
15
10
5
0

like to refer friends

like
don't like
no response

INTERPRETATION
42 employees gave positive response, where 16 dont like and 2 did not
give any response. So it is evident that most of the employees are
committed enough to put their relatives and friends in this organization. It
also shows that they find career growth in this organization and place to
work for reliance infra structure is effective enough to hire right person
at right place at right time.

8 a. You were interested to perform the job which is:

perfor
m
job

Routin

the e

Deman

in d

nature

Deman
d

Finding

Challengin

Participatio

new method

g in nature

n indecision

creative ideas

making

thinkin
g
6

16

10

12

18
16
14
12

no. of respondant

10
8
6
4
2
0

Routine in nature
Demand creative
thinking
Demand new ideas
Finding methods
Challenging in
nature
Participation in
decision making

job nature
INTERPRETATION
6 employees like routine work in nature, 8 creative thinking, 16 demand
new ideas,8 finding methods, 10 challenging work and 12 like to
participate in decision making .So it is evident that different persons are
having different experience and interest areas. It is one of the important
dimensions of Recruitment and Selection effectiveness because when
employees find their job interesting they do enjoy the work and again
they are quite effective in performing their role.

8b. your job meet youre above stated interest?

job meet youre above Yes

No

stated interest
48

12

60
50
40

no. of respondant

yes
no

30
20
10
0

intersting job

INTERPRETATION
48 employees said that their job met with their interest.12 employees said
that their job not met with their interest.

9. Have you been assigned the job was explained to you at the time of
selection?
job was explained to yes
you at the time of
selection
56

No

60
50
40

no. of respondant

yes
no

30
20
10
0

job explanation

INTERPRETATION
56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them at the
time of selection.

10. Were you comfortable with your job?

comfortable with your comfortable

Uncomfortable

job
54

60
50
40

no. of respondant

comfertable
uncomfertable

30
20
10
0

comfertable with job

INTERPRETATION
54 employees were comfortable with their job. 6 employees were not
comfortable with their job That again shows that job person fit is there.

11. How long will you like to continue with this organization?
Work

in 0-3 years

3-6 years

6-10 years

Till

26

retirement
8

organization
12

14

30
25
20

no. of respondant

0-3 years
3-6 years
6-10 years
till retirement

15
10
5
0

work in organization

INTERPRETATION
12 employees will like to continue with the organization for 0-3 years, 14
for 3-6, 26 for 6-10 and 8 for till retirement.
So it is evident that on an average that less no. of employees want to
continue for a long time with the organization, so some effective strategy
should be implemented.

12. What could be the only one reason of your leaving the job?
one reason With
for

leaving increase

the job

an With

more With

in freedom

pay

use

12

authority
42

in increase

an To

in with friendly

of designation
6

work

and helping
people
0

no. of respondant

With an increase
in pay
With an increase
in designation

With more
freedom in use of
authority
To work with
friendly and
helping people

reason for leaving job

INTERPRETATION
12 people said the only one reason for leaving the job is an increase in
pay, 42 said more freedom in use of authority, and 6 said increase in
designation.

13. Your organization is considered as:

organization

is People oriented

Task oriented

Combination of

both
56

considered as
2

60
50
40

no. of respondant

30
20
10

People oriented
Task oriented
Combination of
both

consideration

INTERPRETATION
2 employees said organization is considered as people oriented, 2 said
task oriented and 56 said it was a combination of both.
So this is strongly evident that organization is purely considered as
people and task oriented both.

14. Did you ever get advice from your senior or your colleagues to
improve your performance?
ever get advice from yes
your senior or your
colleagues to improve
your performance

No

56

60
50
40

no. of respondant

yes
no

30
20
10
0

performance improvement

INTERPRETATION
On job nature Quality of work life dimensions question was asked
whether they ever got advice from their colleagues and supervisor for the
improvement in performance 56 employees gave favorable response. 4
employees gave unfavorable response. That shows that organization is
making efforts towards their career growth and continuous improvement.

15. Did you have the clarity of your roles and responsibility?
clarity of your roles Yes
and responsibility
48

No
12

60
50
40

no. of respondant

yes
no

30
20
10
0

clearity of roles

INTERPRETATION
48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of their
roles and responsibility.

16. Your suggestions for improvement in recruitment and selection

process, (if any)
Respondent did not give lot of suggestions in order to improve
recruitment and selection process effectiveness that shows respondent are
quite satisfied with existing system. But some suggestions are given by
the employees are as follows:

 Decrease the waiting time before going for interview an applicant gets
nervous.
Give appreciation to whom through which a referred person is selected
for the vacant post.
Mention logo or company detail when a vacancy is advertised.

FACTS AND FINDINGS

From the chart above we find that 32 of the employees came to
know about the job through internal resources, 24 of the employees
through advertisements, 4 from others and 0 came to know from
consultant. It is evident that internal Reference and Advertisement

were

the

prevailing

sources

of

Recruitment

in

reliance

infrastructure.
54 employees were satisfied with the recruitment process and 6
were not satisfied. It is evident that majority of the employees
were satisfied with Recruitment process of reliance infrastructure.
50 employees fell that they had not met ever with their interviewer
and 10 employees met with their interviewer.
58 employees fell that they were comfortable while interviewed
and 2 employees were not comfortable.
58 employees fell that they were comfortable while interviewed
and 2 employees were not comfortable.
50 employees fell that their colleagues have been selected by the
same process.10 employees fell that their colleagues have not been
selected by the same process. It is evident that their colleagues
have been selected by the same process. It is evident that
Recruitment Policy of the organization is quite visible and process
is followed impartially.
In order to assess organization commitment in employees, 50
employees

gave

favorable

response.

10

employees

gave

unfavorable response. It is evident that organization commitment is

very high in employees, which show that Recruitment & selection
process is quite effective in reliance infrastructure.

 42 employees gave positive response, where 16 dont like and 2 did

not give any response. So it is evident that most of the employees
are committed enough to put their relatives and friends in this
organization. It also shows that they find career growth in this
organization and place to work for reliance infra structure

is

effective enough to hire right person at right place at right time.

6 employees like routine work in nature, 8 creative thinking, 16
demand new ideas,8 finding methods, 10 challenging work and 12
like to participate in decision making .So it is evident that different
persons are having different experience and interest areas.
It is one of the important dimensions of Recruitment and Selection
effectiveness because when employees find their job interesting
they do enjoy the work and again they are quite effective in
performing their role.
56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them
at the time of selection.

54 employees were comfortable with their job. 6 employees were

not comfortable with their job That again shows that job person fit
is there.
12 employees will like to continue with the organization for 0-3
years, 14 for 3-6, 26 for 6-10 and 8 for till retirement.

So it is evident that on an average that less no. of employees want

to continue for a long time with the organization, so some effective
strategy should be implemented.
12 people said the only one reason for leaving the job is an increase
in pay, 42 said more freedom in use of authority, and 6 said
increase in designation.
2 employees said organization is considered as people oriented, 2
said task oriented and 56 said it was a combination of both.
So this is strongly evident that organization is purely considered as
people and task oriented both.
On job nature Quality of work life dimensions question was asked
whether they ever got advice from their colleagues and supervisor
for the improvement in performance 56 employees gave favorable
response. 4 employees gave unfavorable response.
48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of
their roles and responsibility.

RECOMMENDATION
The data has been gathered by the survey conducted of the employee at
the various levels. We derived the satisfaction at each level for
development of recruitment process.
After analyzing the data & on the basis of my research. I would
recommend the following steps to match the satisfaction level of the
employee

1. Assess the recruitment process I find that Resume filtering

Interview Process, Final Decision, Probation, R infra Employee
are main source of the recruitment in reliance infrastructure .they should
adopt some other sources for right person at the right job.
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new
innovation, suggestions by employee who faced problem while they were
recruited.
4. We can use the following best practices for filling those gaps
Mentoring (longer-term developmental relationships),
Networks (connecting to others across the organizations internal
boundaries),
Reflection (making sense of experience).
5 To meet management level demand recruit students from colleges like
power management institute, Noida etc.

CONCLUSION
Hr is playing administrative role only.
Recruitment and selection in case of freshers are very well
structured but for experienced people, it needs to be more
structured.

 It focuses excessively on the intellectual and intelligence of people

and missing the organizational fit.
As it is in expansion stage, its improving its recruitment and
selection process.
So it can be concluded from above facts and findings that internal
Reference and Advertisement were the prevailing sources of Recruitment
in reliance infrastructure. Majority of the employees were satisfied with
the recruitment process it was found that their colleagues have been also
selected by the same process. It was found that Recruitment Policy of the
organization is quite visible and process is followed impartially. So
finally it can be concluded that organization is purely considered as
people and task oriented both.

LIMITATIONS OF THE STUDY:This study also includes some limitations which have been discussed as
follows:
i) The employees and candidate proved a limitation because of difficulty
in generalization of results.

ii) To collect the data from various companies been quite difficult due to
non cooperation of some companies. This proved to be major limitation
of the study.
iii) To access such a large number of employees were difficult because of
non cooperative attitude of respondents.
iv) There was limitation of time to conduct such a big survey in limited
available time.
Thus above all were the limitations in this research study. The maximum
efforts were made to overcome these limitations in the study.

Bibliography
Books:
C R Kothari Research methodology R.D publication,2009.
K Aswathappa, international business, Mc.Grawhill ,Publication

2010.
REFRENCE FROM REVIEW OF LITERATURE
Author French Wendell L.,Name of the book human resource
management ,Publisher Houghton Mifflin Company.
Author Hoggets Richard M, Hagen Kathryn W.,Name of the
book modern human relation at work ,Publisher south-western
colleges.
Common source for recruiting sales staff BY: FLIPPO EDWIN B
From: Content written.in.
Recruitment and selecting

the perfect candidates,

AGARWAL ABHISHEK , from:.Articlebase.com.

Newspapers:

Times of India
Hindustan times
Deink Bhaskar
Economic times
Financial express

Magazines:
Business today

By:

 Business world
Indian today
Websites:
www.rinfra.com
www.google.com
www.wikepidia.com

Annexure
Questionnaire
1. Identify the source from where you came to know about the job?
Advertisement [ ]
Consultant [ ]

Personal Reference [ ]
Others [ ]

2. Were you satisfied with recruitment process by which you are selected?
Yes [ ]

No [ ]

3. You ever met with your interviewer before your interview?

Yes [ ]

No [ ]

4. Were you comfortable with your interviewer while interviewed?

Yes [ ]

No [ ]

5. Do you feel that your colleagues have been undergone similar process?
Yes [ ]

No [ ]

6. In public would you like to talk about this organization?

Yes [ ]

No [ ]

7. Would you like to refer your relatives/friends for the job in this
organization?

Yes [ ]

No [ ]

8 a. You are interested to perform the job which is:

(i)Routine in nature [ ]

(ii) Demand creative thinking [ ]

(iii)Demand new ideas [ ]

(iv) Finding methods [ ]

(v)Challenging in nature [ ]
[]

(vi) Participation in decision making

b. Your job meet youre above stated interest?

Yes [ ]

No [ ]

9. Have you been assigned the job was explained to you at the time of
selection?
Yes [ ]

No [ ]

10. Are you comfortable with your job?

Yes [ ]

No [ ]

11. How long will you like to continue with this organization?
(i) 0-3 yrs.

(ii)3-6 yrs.

(iii) 6-10 yrs.

(iv) Till Retirement

12. What could be the only one reason of your leaving the job?
(i)With an increase in pay
(ii)With more freedom in use of authority
(iii)With an increase in designation
(iv)To work with friendly and helping people

13. Your organization is considered as:

(i)People oriented Yes [ ]

No [ ]

(ii)Task oriented Yes [ ] No [ ]

(iii)Combination of both Yes [ ] No [ ]
14. Do you ever get advice from your senior or your colleagues to
improve your performance?
Yes [ ]

No [ ]

15. Do you have the clarity of your roles and responsibility?

Yes [ ]

No [ ]

16. Your suggestions for improvement in recruitment and selection

process, (if any)

.......