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Reliance Infrastructure LTD: Summer Training Project ON Recruitment & Selection Policies of
Reliance Infrastructure LTD: Summer Training Project ON Recruitment & Selection Policies of
ON
RECRUITMENT & SELECTION POLICIES OF
Submitted By:-
Vandana maam
Neha Goyal
BBM SEM VI A
ICG/2010/10657
ROLL NO. 100338
DECLARATION
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
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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
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.
Company profile
Introduction
Reliance infrastructure ltd
Type
Public company
Traded as
BSE: 500390
NSE: RELINFRA
Industry
Utilities (energy)
Founded
2002
Headquart
ers
Mumbai, India
electrical
natural gas
power
Services
Electricity
generation and
distribution
natural
gas exploration,produc
tion,
transportation
and distribution
Revenue
Net income
Total assets
Employees
8,988 (2011)
Parent
Reliance
Dhirubhai
Group
Anil
Ambani
Website
www.rinfra.com
Distribution,
EPC
and
Trading
and
the
largest
Engineering,
Procurement
and
Construction
project
engineering,
procurement,
construction
&
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
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.
History
Reliance
Infrastructure
2000
Millennium
Business
Award
for
Environmental
Safety Awards
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
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.
it
goes
to
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.
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.
Selection
Selection is the process by which companies who or who will not be
allowed into organizations.
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-
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:-
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.
13,189
72.12
6.95
10.00
73.00
1.45
705.00
0.71
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
Industry
Competitors: Power
Generation/Distribution
SYMBOL
Neyveli
Lignite
Corporation Ltd.
PRICE
80.50
% CHANGE
VOLUME
1.22%
40746
40.90
2.15%
235917
SJVN Ltd.
20.80
0.23%
197111
1.41%
69637
1.23%
136342
48.15
152.90
0.87%
18730
CESC Ltd.
321.00
0.72%
30911
NHPC Ltd.
18.30
0.27%
1261243
1.78%
175685
Tata
Power 99.45
Company Ltd.
0.75%
225368
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
RECRUITMENT
&
SELECTING
THE
PERFECT
CANDIDATES
BY: AGARWAL ABHISHEK
FROM: WWW. ARTICLEBASE.COM
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.
OBJECTIVES OF 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.
Sampling Technique
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.
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.
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
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.
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.
Yes
No
10
50
60
50
40
no. of respondant
familier
unfamilier
30
20
10
0
INTERPRETATION
50 employees fell that they had not met ever with their interviewer and 10
employees met with their interviewer.
with Yes
58
No
2
60
50
40
no. of respondant
30
20
comfertable
uncomfertable
10
0
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.
No
organization
50
10
60
50
40
no. of respondant
30
20
yes
no
10
0
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
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
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.
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.
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.
Uncomfortable
job
54
60
50
40
no. of respondant
comfertable
uncomfertable
30
20
10
0
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
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.
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.
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.
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
is
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
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.
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
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 [ ]
No [ ]
No [ ]
5. Do you feel that your colleagues have been undergone similar process?
Yes [ ]
No [ ]
No [ ]
7. Would you like to refer your relatives/friends for the job in this
organization?
Yes [ ]
No [ ]
(v)Challenging in nature [ ]
[]
No [ ]
9. Have you been assigned the job was explained to you at the time of
selection?
Yes [ ]
No [ ]
No [ ]
11. How long will you like to continue with this organization?
(i) 0-3 yrs.
(ii)3-6 yrs.
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
No [ ]
No [ ]
No [ ]
.......