INSTITUTE OF PROFESSIONAL EDUCATION AND

RESARCH BHOPAL

PROJECT TOPIC

“A STUDY OF RECRUITMENT PRACTICES AT RELIANCE HR

SERVICES PVT LTD”

SUBMITTED TO: SUBMITTED BY:

PROF DR. RESHAM CHOPRA MEENAL BUNKAR
FACULTY – IPER MBA 2ND SEM

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 ACKNOWLEDGEMENT
I’m extremely grateful to my all my team members in RELIANCE HR SERVICES PVT.LTD
whose help me a lot and under their constant guidance and abundant interest have always
enabled me to work hard for my project. Without their guidance this project would not have been
completed.

I’m highly indebted to SACHIN KAITWADE (Location Head MP-CG) RELIANCE HR

SERVICES PVT LTD employees for providing me with immense help and guidance for this
project.

A word of thank to PROF DR.RESHAM CHOPRA who helped me in completion of the

project.

CONTENTS
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S.NO TITLE PAGE NO.
1 Executive Summary 4

2 Introduction 5

3 Research Methodology 7

4 Review of Literature 9

5 Company Profile 28

6 The Report 48

7 Observation and Inferences 56

8 Suggestion 59

9 Bibliography 60

10 Appendix 61

11 Annexure 62

EXECUTIVE SUMMARY
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This Project is on the topic “A STUDY ON RECRUITMENT PRACTICES AT
RELIANCE HR SERVICES PVT LTD”. In this project I have explain the
recruitment process, how the recruitment is done in an organization. I have
explained the recruitment process of RELIANCE HR SERVICES LTD. In
reliance how selection and recruitment is done. Which recruitment software is used
in Reliance? How many vacancy are there in the whole year and how many have
been selected by the organization for the various post. What are the sources of
recruitment, what are the factors which are affecting recruitment? I have asked
several question regarding recruitment to employees and questionnaire is been
filled by the reliance employees. To know what is the gap in position approved by
top management and the position filled in the organization.

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 CHAPTER 1
INTRODUCTION

INTRODUCTION
PROJECT

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 • The topic is RECRUITMENT. This project is being prepared to know the whole process
related to that topic. How recruitment process is done in reliance. What are the criteria
for recruitment in reliance?

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the process to recruitment
agencies. Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time.

Recruitment refers to the process of sourcing, screening, and selecting people for a job or
vacancy within an organization. Though individuals can undertake individual components of the
recruitment process, mid- and large-size organizations generally retain professional recruiters.

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 CHAPTER 2
RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY

Universe:
 All the employees of the reliance.

Sample Size:
Sample is Universe because all employee were considered for the study
Size taken is Random

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Research Type:
 Descriptive:-Why descriptive?
Descriptive research studies are those studies which are concerned with describing the
characteristic of a particular individual or of a group.

Data Type:
• Primary data:-Through questionnaire, interview, Observation
Data for the study was collected through Primary source i.e. records of Reliance HR
Services and by discussion with the staff and HR manager.

• Secondary data:-Books, Journal, Newspaper, Business Magazine, Company Manual

Through different books and reliance

Time Period
• Research period chosen was 15 May to 15 July 2010.

Limitations of the Study

• Data collection was not easy
• Records were not maintained
• Time was the major constraint.
• The accuracy of indications given by the respondents may not be consider adequate

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 CHAPTER 3
REVIEW OF
LITERATURE

OBJECTIVE OF RECRUITMENT

• Create a pool of candidates so that the management can select the right candidate for the
right job from this pool.

• Attract and encourage more and more candidates to apply in the organization.

• Increase the pool of candidates at minimum cost.

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 • Obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.

• To attract potential employees into the rolls of the company

• To make a positive impact with our clients, thereby increase the goodwill and equity for
the Company, leading to better market standing.

SCOPE OF RECRUITMENT

• To structure the Recruitment policy of company for different categories of employees.

• To analyze the recruitment policy of the organization.
• To compare the Recruitment policy with general policy.
• To provide a systematic recruitment process.
• It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
• It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.

RECRUITMENT PROCESS

Recruitment is a process of attracting pool of potential candidates from the labour market to
apply for the job where as selection is an elimination process to choose the best fit for the job.
Recruitment is the process of searching for the attracting qualified candidates to apply for the
positions that are available.

Ensure precisely channeled selection of resources, to enable achievement of the company’s

business goals. In other words, to make a positive impact with clients, thereby increase the
goodwill and equity for the Company, leading to better market standing.

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and
computer skills. Qualifications may be shown through résumés, job applications, interviews,
educational or professional experience, the testimony of references, or in-house testing, such as
for software knowledge, typing skills, numeracy, and literacy, through psychological tests or
employment testing. Other resume screening criteria may include length of service, job titles and
length of time at a job. In some countries, employers are legally mandated to provide equal
opportunity in hiring. Business management software is used by many recruitment agencies to
automate the testing process. Many recruiters and agencies are using an applicant tracking
system to perform many of the filtering tasks, along with software tools for psychometric testing.

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On boarding

"On boarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and environment.
On boarding is included in the recruitment process for retention purposes. Many companies have
on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may
last anywhere from 1 week to 6 months.

Internet recruitment and websites

Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job
boards allow member companies to post job vacancies. Alternatively, candidates can upload a
résumé to be included in searches by member companies. Fees are charged for job postings and
access to search resumes. Since the late 1990s, the recruitment website has evolved to
encompass end-to-end recruitment. Websites capture candidate details and then pool them in
client accessed candidate management interfaces (also online). Key players in this sector provide
e-recruitment software and services to organizations of all sizes and within numerous industry
sectors, who want to e-enable entirely or partly their recruitment process in order to improve
business performance.

The online software provided by those who specialize in online recruitment helps organizations
attract, test, recruit, employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that are very actively looking
for work and post their resumes online, but they will not attract the "passive" candidates who
might respond favorably to an opportunity that is presented to them through other means. Also,
some candidates who are actively looking to change jobs are hesitant to put their resumes on the
job boards, for fear that their current companies, co-workers, customers or others might see their
resumes.

Recruitment Process:

Identifying the vacancy: The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company

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 1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.

These are the main recruiting stages.

Sourcing

Sourcing involves:

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1) Advertising, a common part of the recruiting process, often encompassing multiple media,
such as the Internet, general newspapers, job ad newspapers, professional publications, window
advertisements, job centers, and campus graduate recruitment programs; and

2) Recruiting research, which is the proactive identification of relevant talent who may not
respond to job postings and other recruitment advertising methods done in #1. These initial
researches for so-called passive prospects, also called name-generation, results in a list of
prospects who can then be contacted to solicit interest, obtain a resume/CV.

RECRUITMENT FLOW CHART

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 In itia

Re
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R e fe r e n c e s

Purpose and Importance of Recruitment

 Attract and encourage more and more candidates to apply in the organization. Sc
 Create a talent pool of candidates to enable the selection of best candidates for the
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 organization.
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organization itself
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(like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment

1. TRANSFERS: The employees are transferred from one department to another according
to their efficiency and experience.
2. PROMOTIONS: The employees are promoted from one department to another with
more benefits and greater responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their
performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage
of qualified personnel or increase in load of work. Recruitment such people save time
and costs of the organizations as the people are already aware of the organizational
culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also
done by many companies so that the members of the family do not become dependent on
the mercy of others.

External Sources of Recruitment

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 1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and
journals are a widely used source of recruitment. The main advantage of this method is
that it has a wide reach

2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges,

medical Colleges etc. are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide facilities for campus interviews and placements. This
source is known as Campus Recruitment.

3. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment

functions on behalf of client companies by charging a fee. These agencies are particularly
suitable for recruitment of executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges

throughout the country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.

5. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who

maintain close contacts with the sources of such workers. This source is used to recruit
labour for construction jobs.

6. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known

companies on their own. Such callers are considered nuisance to the daily work routine
of the enterprise. But can help in creating the talent pool or the database of the probable
candidates for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have

structured system where the current employees of the organization can refer their friends
and relatives for some position in their organization. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are formal agreements to give
priority in recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the

factory gate these may be employed whenever a permanent worker is absent. More
efficient among these may be recruited to fill permanent vacancies.

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organization. And the external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment function of an organization
are:
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 FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organization are:

1. RECRUITMENT POLICY: The recruitment policy of an organization specifies the

objectives of recruitment and provides a framework for implementation of recruitment
program me. It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified
people. Factors affecting recruitment process:
• Organizational objectives
• Personnel policies of the organization and its competitors
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications

2. HUMAN RESOURCE PLANNING: Effective human resource planning helps in

determining the gaps present in the existing manpower of the organization. It also helps
in determining the number of employees to be recruited and what qualification they must
possess.

3. SIZE OF THE FIRM: The size of the firm is an important factor in recruitment process.
If the organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations.

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 4. COST: Recruitment incur cost to the employer, therefore, organizations try to employ
that source of recruitment which will bear a lower cost of recruitment to the organization
for each candidate.

5. GROWTH AND EXPANSION: Organization will employ or think of employing more

personnel if it is expanding its operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The major
external forces are:

1. SUPPLY AND DEMAND: The availability of manpower both within and outside the
organization is an important determinant in the recruitment process. If the company has a
demand for more professionals and there is limited supply in the market for the professionals
demanded by the company, then the company will have to depend upon internal sources by
providing them special training and development programs.

2. LABOUR MARKET: Employment conditions in the community where the organization is

located will influence the recruiting efforts of the organization. If there is surplus of manpower
at the time of recruitment, even informal attempts at the time of recruiting like notice boards
display of the requisition or announcement in the meeting etc will attract more than enough
applicants.

3. IMAGE / GOODWILL: Image of the employer can work as a potential constraint for
recruitment. An organization with positive image and goodwill as an employer finds it easier to
attract and retain employees than an organization with negative image. Image of a company is
based on what organization does and affected by industry. For example finance was taken up by
fresher MBA’s when many finance companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT: Various government regulations

prohibiting discrimination in hiring and employment have direct impact on recruitment practices.
For example, Government of India has introduced legislation for reservation in employment for
scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important
role in recruitment. This restricts management freedom to select those individuals who it
believes would be the best performers. If the candidate can’t meet criteria stipulated by the union
but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE: One of the factors that influence the availability of applicants is
the growth of the economy (whether economy is growing or not and its rate). When the company
is not creating new jobs, there is often oversupply of qualified labour which in turn leads to
unemployment.

6. COMPETITORS: The recruitment policies of the competitors also affect the recruitment
function of the organizations. To face the competition, many a times the organizations have to
change their recruitment policies according to the policies being followed by the competitors.
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RECRUITMENT POLICY OF THE COMPANY

In today’s rapidly changing business environment, a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time. Therefore, it is
important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of

recruitment program me. It may involve organizational system to be developed for implementing
recruitment programs and procedures by filling up vacancies with best qualified people.

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Components of Recruitment Policy

The general recruitment policies and terms of the organization

• Recruitment services of consultants

• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment

A recruitment policy of an organization should be such that:

• It should focus on recruiting the best potential people.

• To ensure that every applicant and employee is treated equally with dignity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weightage during selection given to factors that suit organization needs.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and employment relationship.
• Integrates employee needs with the organizational needs.

Factors affecting recruitment policy:

• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.
ELEMENTS OF RECRUITMENT STRATEGY

1. What are your primary goals? (Why hire?)

The first element of recruiting strategy is to determine "why" you are hiring outside people.
First, you must determine your firm's business goals and then what recruiting can do to
contribute to each of them.
Some of the more common business reasons for hiring include:
• Replacements for turnover
• Current or future business expansion
• Upsizing the caliber of talent because top talent has become available
• Limiting the talent available in the market in order to hurt a competitor's ability to staff
adequately
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 • Learning from other firms
• Increasing the capability of your firm by adding new skill sets
which of these focus areas you select are important because each requires that you direct you’re
recruiting efforts in a different way. For example, if you are hiring for geographic expansion,
you will need to implement a strategy that allows you to enter new geographic regions -- as
opposed to hiring to hurt, where you need to focus on hiring away key talent directly from
competitors.

2. Performance level to target

Recruiting top performers require a different strategy and set of tools than recruiting average
performers. As a result, you must first determine what level of performance you are primarily
targeting before you determine the other elements of your recruiting strategy.
Performance targets include:
• Focus on average performers in all jobs
• Focus on top performers in all jobs
• Focus on top performers just in key job
3. Experience level to target

Some employment strategies require you to take the long-term approach and develop your own
talent, while other approaches target bringing in experienced talent for immediate help or to
bring in new skills.
Experience target ranges include:
• Inexperienced talent that can be trained
• Temporary and contract labor that can be converted
• Hire at the bottom and promote within
• Undergraduate college hires (interns, Internet and on-campus hires)
• Postgraduate hires
• Experienced hires
• Trainees

4. When to begin searching for candidates

Most firms begin a search once a requisition has been created. But there are a multitude of
approaches available:
• Begin recruiting when an opening occurs
• Continuous search (evergreen jobs where there is a constant need)
• Begin before an opening occurs (pre-need hiring can be done to build a talent pool or to
build a relationship over time, in order to increase applications and offer acceptance rates
from employed individuals and top performer candidates)
5. Where to look for candidates
There are three sub-categories within the "where" element. They include:
Internal versus external:
• Focus on all internal candidates (laterals or promotions)

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 • Settle on a fixed ratio of internal to external hires
• Hire primarily from college campuses
• Hire primarily from external sources

Inside or outside the industry:

• Target within the industry only
• A fixed proportion outside the industry
6. Who does the recruiting?
There are two sub-categories under this element. They include: Internally, who is responsible for
recruiting?
• Generalists do most recruiting.
• Primarily internal recruiters working in HR
• Separate sourcing and recruiting efforts within a centralized recruiting function
• A mix of corporate and contract recruiters that work internally
• Line managers do most recruiting.
• Employees contribute significantly to recruiting through a heavy emphasis on employee
referrals.
Utilizing external recruiters:
• Utilize external recruiting agencies mostly at the very top or bottom jobs
• Third-party recruiters are utilized only for hard-to-fill or key jobs
• primarily utilize external recruiting agencies
• Outsource the entire recruiting function

7. Primary sourcing tools

Identifying candidates and convincing them to apply is essential to great recruiting. Some of the
possible sourcing focus areas include:
• Traditional media (newspapers, walk-ins)
• Sourcing using events (job fairs and industry events)
• Traditional Internet sourcing (large and niche job boards)
• Acquiring intact teams and a large amount of talent through mergers and acquisitions
(buy firms for talent)
8. What skills should you prioritize when selecting candidates?
When selecting the most appropriate candidates from the candidate pool organizations can use a
variety of approaches. Those target skills or competencies could include:
• Hiring brains or intelligence
• Selecting based primarily on personality
• Selecting based on the technical skills required for this job
• Selecting based on skills (technical and people) required for this and "the next" job
• Selecting primarily based on pre-identified, company-wide competency needs (present
and future)
• Selecting primarily based on the candidate's experience (industry or job)
• Selecting primarily based on the candidate's contacts and network
• Selecting the "best athlete" available at the time (hire and then find the best job for them)
• Selecting primarily based on cultural fit

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9. How to assess candidates An essential part of any recruiting strategy is the process you will
utilize to assess the candidates. Common choices include:
• Interviews
• Personality tests
• Skills tests
• References (business, personal or educational)
• Grades or academic performance (primarily for college hires)
• Drug screening
• Job simulations
• On-the-job assessment (primarily for temp-to-permanent conversions)
• Hire more than you need and intentionally "wash out" the poor performers
10. Primary sales approach
Candidates can be "sold" on a job and company based on a variety of strategies. They often
include:
• Compensation
• Opportunities for promotion
• Benefits
• A great team and manager
• An excellent culture and values
• Bonus and stock option opportunities
• Challenge, growth, and learning opportunities
• The firm's employment brand and image

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

1. OUTSOURCING: In India, the HR processes are being outsourced from more than a
decade now. Reliance is also doing this. If the candidate is in excess it is outsourced. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people
for them and make available personnel to various companies as per their needs. In turn,
the outsourcing firms or the intermediaries charge the organizations for their services.
Advantages of outsourcing are:

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 • Company need not plan for human resources much in advance.
• Value creation, operational flexibility and competitive advantage
• turning the management's focus to strategic level processes of HRM
• Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
• Company can save a lot of its resources and time

2. POACHING/RAIDING: “Buying talent” (rather than developing it) is the latest mantra
being followed by the organizations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same or
different industry; the organization might be a competitor in the industry. A company can
attract talent from another firm by offering attractive pay packages and other terms and
conditions, better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software and the retail sector are
the sectors facing the most severe brunt of poaching today. It has become a challenge for
human resource managers to face and tackle poaching, as it weakens the competitive
strength of the firm.

3. E-RECRUITMENT: Many big organizations use Internet as a source of recruitment. E-

Recruitment is the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or curriculum
vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s
in worldwide web, which can be drawn by prospective employees depending upon their
requirements. Advantages of recruitment are:
• Low cost.
• No intermediaries
• Reduction in time for recruitment.
• Recruitment of right type of people.
• Efficiency of recruitment process

THE RECRUITMENT INDUSTRY

The recruitment industry has four main types of agencies. Their recruiters aim to channel
candidates into the hiring organization’s application process. As a general rule, the agencies are
paid by the companies, not the candidates.

TRADITIONAL RECRUITMENT AGENCY

Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agency’s books. Recruitment Consultants then endeavor to match their pool of
candidates to their clients' open positions. Suitable candidates are with potential employers.

Remuneration for the agency's services usually takes one of two forms:
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 • A contingency fee paid by the company when a recommended candidate accepts a job
with the client company (typically 20%-30% of the candidate’s starting salary)

• An advance payment that serves as a retainer, also paid by the company.

• In some states it may still be legal for an employment agency to charge the candidate
instead of the company, but in most states that practice is now illegal, due to past unfair
and deceptive practices.

Online recruitment websites

Such sites have two main features: job boards and a résumé/Curriculum Vitae (CV) database.
Job boards allow member companies to post job vacancies. Alternatively, candidates can upload
a résumé to be included in searches by member companies. Fees are charged for job postings and
access to search resumes.
In recent times the recruitment website has evolved to encompass end to end recruitment.
Websites capture candidate details and then pool then in client accessed candidate management
interfaces (also online). Key players in this sector provide e-recruitment software and services to
organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or
partly their recruitment process in order to improve business performance.
The online software provided by those who specialize in online recruitment helps organizations
attract, test, recruit, employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that are very actively looking
for work and post their resumes online, but they will not attract the "passive" candidates who
might respond favorably to an opportunity that is presented to them through other means. Also,
some candidates who are actively looking to change jobs are hesitant to put their resumes on the
job boards, for fear that their current companies, co-workers, customers or others might see their
resumes.

Headhunters
Headhunters are third-party recruiters often retained when normal recruitment efforts have
failed.
Headhunters are generally more aggressive than in-house recruiters. They may use advanced
sales techniques, such as initially posing as clients to gather employee contacts, as well as
visiting candidate offices. They may also purchase expensive lists of names and job titles, but
more often will generate their own lists. They may prepare a candidate for the interview, help
negotiate the salary, and conduct closure to the search. They are frequently members in good
standing of industry trade groups and associations. Headhunters will often attend trade shows
and other meetings nationally or even internationally that may be attended by potential
candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs,
headhunters are usually employed to fill senior management and executive level roles, or to find
very specialized individuals.

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While in-house recruiters tend to attract candidates for specific jobs, headhunters will both
attract candidates and actively seek them out as well. To do so, they may network, cultivate
relationships with various companies, maintain large databases, purchase company directories or
candidate lists, and cold call.

In-house recruitment
Larger employers tend to undertake their own in-house recruitment, using their Human
Resources department. In addition to coordinating with the agencies mentioned above, in-house
recruiters may advertise job vacancies on their own websites, coordinate employee referral
schemes, and/or focus on campus graduate recruitment. Alternatively a large employer may
choose to outsource all or some of their recruitment process (Recruitment process outsourcing)

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 CHAPTER 4
COMPANY
PROFILE

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ANIL DHIRUBHAI AMBANI

Anil Ambani (born 4 June 1959) is an Indian business baron and chairman of Reliance Anil
Dhirubhai Ambani Group. Anil's elder brother, Mukesh Ambani, is also worth more than 28
billion dollars, and owns another company called Reliance Industries. As of 2010, he is the
fourth richest Indian with a personal wealth of $13.7 billion, behind Mukesh Ambani, Lakshmi
Mittal and Azim Premji.

He is a member of the Board of Overseers at the Wharton School of the University of

Pennsylvania. He is also the member of the Board of Governors of the Indian Institute of
Technology Kanpur; Indian Institute of Management, Ahmadabad. He is a member of the
Central Advisory Committee, Central Electricity Regulatory Commission. In March 2006, he
resigned. He is also the Chairman of Board of Governors of DA-IICT, Gandhinagar.

CAREER

Ambani joined Reliance; the company founded by his late father Dhirubhai Ambani, in 1983 as
Co-Chief Executive Officer and is credited with having pioneered many financial innovations in
the Indian capital markets. For example, he led India's first forays into overseas capital markets
with international public offerings of global depositary receipts, convertibles and bonds. He
directed Reliance in its efforts to raise, since 1991, around US$2 billion from overseas financial
markets; with a 100-year Yankee bond issue in January 1997 being the high point, after which
people regarded him as a financial wizard. He along with his brother, Mukesh Ambani, has
steered the Reliance Group to its current status as India's leading textiles, petroleum,
petrochemicals, power, and telecom company.
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He has been linked with several starlets in his long career including his current wife of more than
15 years. He is a close friend of movie star Amitabh Bachchan and Subrata Roy.One of his
major achievements in the entertainment industry is the takeover of Ad labs, the movie
production to distribution to multiplex company that owns India's only dome theatre and the
recently announced joint venture worth US$ 825 million with Steven Spielberg

He has been embroiled in a dispute with his brother, Mukesh Ambani, over the supply of gas
from the latter's KG basin.

He recently topped Business Sheet's "world's biggest loser" list of business leaders who lost
money in the Late 2000s recession, losing $32.5 billion in 2008, which brought him out of the
top ten list to number 34 in 2009.

AWARDS AND RECOGNITION

Anil Ambani (right) with Narendra Modi during VGGIS 2003

• Voted the 3rd most powerful person in India in the 2009 India Today Power List, in
March.[11]
• Voted Businessman of the Year 2006 by Times of India-TNS poll[12]
• Adjudged as the CEO of the Year at the prestigious Platts Global Energy Awards for
2004.
• Voted as 'MTV Youth Icon of the Year for 2003' in September 2003.
• Conferred 'The Entrepreneur of the Decade Award' by the Bombay Management
Association, October 2002.
• Awarded the First Wharton Indian Alumni Award by the Wharton India Economic
Forum (WIEF) in recognition of his contribution to the establishment of Reliance as a
global leader in many of its business areas, December 2001.
• Conferred the ' Businessman of the Year 1997' award by India's leading business
magazine Business India, December 1997.

RELIANCE ANIL DHIRUBHAI AMBANI GROUP

India is booming trillion dollar economy .An overwhelmingly young country more than 55% of
its population i.e. over 550 million people, below the age of 30. Steady GDP growth rate in
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excess of seven percent has translated into rising income levels, complementing India’s ongoing
economic revolution coupled with the energy, dynamism and ambition of its youth. India’s
future will be propelled by strategic drivers such as quality of its human capital, their access to
cutting- edge technology, availability of hi- quality products and services at lower cost and their
will power to make India shine on the world map.

Across different companies, the group positively influences the lives of over 100 millions
customers- or in every 10 young and aspirational Indians- every single day, across 20,000 towns
and 4.5lakh villages. It enjoy the unparalleled trust, faith and confidence of nearly 12 million
shareholders, the largest such family in India, and perhaps even in the world. The Group is one
of the largest employers in the country with nearly 100,000 young, highly trained and motivated
professionals. All this focused towards achieving two goals: building a great enterprise for its
shareholders and a great future for our country.

WEBSITE: - www.relianceada.com

Reliance Anil Dhirubhai Ambani Group

Reliance Capital Ltd.

 Reliance Mutual Fund

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  Reliance Life Insurance Company Ltd

 Reliance General Insurance Company Ltd

 Reliance Money Ltd

 Reliance Consumer Finance

Reliance Communications Ltd.

 Reliance Telecom Ltd

 Reliance Communications Infrastructure Ltd

 Reliance Globalcom Ltd

 Reliance Infratel Ltd

 Reliance BIG TV

Reliance Infrastructure Ltd

Reliance Natural Resources Ltd

Reliance Power Ltd

 Rosa

 Butibori

 Sasan

 Shahapur

 Krishnapatnam

 Urthing Sobla

Reliance Big Entertainment

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  BIG 92.7FM

 BIG Street

 BIG Reach

 BIG Events

 BIG Live

 Zapak.com

 Adlabs Flims Ltd

Reliance HR services

Reliance Transport and Travels

Reliance Health Ventures

 Medi Assist India

 Medybiz

Mudra Communications

Institutions

 NIS Sparta

 DA_IICT

 MICA

 Dhirubhai Ambani Memorial trust

INTRODUCTION OF RELIANCE HR SERVICES

Reliance ADA Group is one of the fast growing diversified groups in the country. With business
growing at a breathtaking pace across all verticals, one of the critical challenges of the group was
to recruit, develop and retain competent manpower in the years to come To take adequate care of

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the field level roles of sales, front and back offices, Reliance HR Services was started in
September 2007. The vision of Reliance HR Services is to ‘Enrich Organization Globally,
through Innovative HR Solutions’ and the set of core values are integrity, dignity, Passion,
Teamwork, Quality Orientation and Growth for all stakeholders. Today there are more than
25,000 proud employees working for Reliance HR Services who are helping the Reliance ADA
Group companies in different Functions.

Reliance HR Services Pvt Ltd. operates as a human resource consultancy. The company is based
in India. Reliance HR Services Pvt Ltd. operates as a subsidiary of Reliance – Anil Dhirubhai
Ambani Group. Reliance HR Services provide manpower to Reliance communications, Reliance
Capital, Reliance Power Ltd etc.

HIERARCHY IN RELIANCE HR SERVICES

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Reliance HR Service Pvt Ltd is having 14 CIRCLE OFFICES in India.

They are:-

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Recruitm en t
  JK/Punjab

 Delhi

 Haryana

 Gujarat

 Rajasthan

 Bihar/Jharkhand/West Bengal

 Uttar Pradesh

 Madhya Pradesh/Chhattisgarh

 Andhra Pradesh

 Maharashtra/Goa

 RO-Mumbai

 Karnataka

 Tamilnadu

 Kerala

HUMAN RESOURCE FUNCTIONS IN RELIANCE HR SERVICES

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1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.

2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
B. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.

3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co coordinating to get Employee ID Cards.
f. Handing over the new hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.

4. Employee Personal File Maintenance:

a. Opening new file and Closing the Resigned employee’s File.
B. Make sure all Employee files are maintained safely with care.
C. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.

5. Employee Data Base:

a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.

6. Confirmation Formalities:
a. intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Coordinating for Skill Gap Analysis.
d. Coordinating to set Quality Objectives for each job profile.
e. Ensuring updating of the existing Job Profiles.
f. Processing the Confirmation.

7. ISO Compliance:
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a. ensuring all the updating of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.

8. Statutory Compliance:
a. Handling PF and ESI formalities and co coordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.

9. Training And Development:

a. Conducting Induction Training for new hires.
B. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Coordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.

10. Performance Appraisal:

a. prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HOD’s for Appraisals.
d. Prepared Appraisal Letters.

11. Employee Relation:

a. having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employee’s request.

12. Report Generation:

a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower
Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HOD’s request.

13. Exit Formalities:

a. Administering Exit paper work including all statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.

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d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.

RECRUITMENT PROCESS IN RELIANCE HR SERVICES

The recruitment process begins when you know you need someone new in the Department,
either because an existing staff member has left, or because there is new work to be done. It

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doesn't finish until after the appointment has been made. The main stages are identified in the
below flow chart –

Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

Call for Interview

Arrange Interviews

Conduct The Interview

Decision Making

Convey The Decision

Appointment Action

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PRE AND POST INTERVIEW IN RELIANCE HR SERVICES

PRE-INTERVIEW

 Preparation of recruitment /selection document for the position

 Advertising

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 • Preparing advertisement

• Media selection

• Positioning

 Response handling

• Initial interview online or telephone

• Short-listing for interviews
• Interview arrangement
• Sending emails or calling short listed candidates
• Interview details to the short listed candidates
 During Interview

• HR interview
• Technical interview
• Conducting tests [Aptitude / Mathematical / Analytical etc.]
• Initial final list of candidates.
• Reference check (if required)

POST-INTERVIEW
 Email or Telephone call to unsuccessful candidates

 Technical Manager Approval for a start up date.

 Email or Telephone call to successful candidates

 HRM prepares a letter of appointment

RECRUITMENT CYCLE TIME

To bring in more effectiveness in the recruitment process, HR would follow a specific project
deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a
new employee. For different position it was different I have taken the general one.

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Phase Activities Time frame

Role Identification, Job Description, CV Sourcing & Initial

15 days
I HR short-listing

5 days
Organizing the Written Tests

Organizing the First Technical Interviews 5 days

II
Organizing the Final Interviews 4 days

Sessions to take the final decisions 3 days

Preparing the Salary Proposal, Negotiate with the selected

6 days
III candidates & offer closure

RECRUITMENT SOFTWARE

My HRMS Software

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HIRING FORMAT

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RECRUITMENT SOFTWARE

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Reliance HR Services Pvt Ltd is using software known as MY HRMS through which they hire
the employees but before using this software all the details of the employee joining the company
should be enter in the tracker.
A tracker is a excel software in which the entries related to the employee should be filled
correctly, if there is a mistake in the tracker the whole hiring get wrong .When entry is done in
tracker and it is saved there then it is automatically comes in the software(MY HRMS). My
HRMS software is used to give joining date through that software, according to the designation
the salary is automatic calculated.

The basic steps needed to join a firm are:-

1. Fill the joining kit: - This the joining kit offered by the company to the person who is
ready to join the firm. Joining kit is prepared by the company so that details of the
employee can be known to the company; this joining kit is kept for future uncertainties,
to make records which can be used at the time of audit. Joining kit includes several forms
like:-
• Interview record sheet
• Hand written application
• Personal detail form
• Joining form
• Reference Check Format
• Format For ID card
• Form 11
• Form 2
• Form F
• Form 1

This form must be filled by the joining candidate so that hiring can be done properly. After
filling joining kit the next step is

2. Tracker :- This is a software in excel format in which all the details of the candidate
joining the firm should be filled like Name, Address, City, CTC, Post, Mobile no.etc.
After this step the whole excel tracker is uploaded in the software MY HRMS.

3. MY HRMS: - The tracker is uploaded in this software if there is no error shown in the
uploading then the next step can take place but if error occurred then there is some thing
wrong in the tracker. While filling in the tracker may be some entry is not done properly
or duplicity is occurred. After uploading the next step is checklist

4. Checklist:-In this all the entries should be marked that the documents received by the
company or not. In this stage the scanned photo and signature is uploaded so that ID card
can be prepared.

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 5. Job Offer:-This is the next stage after Checklist. In this the joining date is given to the
candidate and the salary is mentioned there.

6. Job Approval:-This stage is performed by the circle head. In this the approval is given to
the candidate joining the company. After this stage only the candidate is approved. If
approval is not given the joining is not confirmed.

7. Appointment Letter:-After job approval the appointment letter is generated. In the

appointment letter the employee code is generated. Without this employee code there is
no proof the candidate is the employee of the company. The sales done are entered
through this employee code. Here completes the hiring in reliance HR services pvt ltd.

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 CHAPTER 5
THE REPORT

Reliance HR services – An Overview:

At Reliance HR Services Pvt Ltd, we not only provide recruitment but also give the applicants a
perfect platform to get their dream jobs. We also outsource the employee.

We have adopted the international practices and procedures that are designed to attract and hire
the best talent available in the market. We provide our client companies with just not only a set
of candidates, but also provide discussion on best-fit market availability, comparative
benchmarking and a comfort knowing.
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ANALYSIS OF THE STUDY

Analysis is the most important part of any research. It needs to be unbeaten from and with
utmost care in order to draw fair conclusion the report generated is in a analysis and
interpretation from, as when required bar graph have been draw to present a more
comprehensive picture, however it is important to mention that the research report represent the
picture of the departments and heads which were covered in the research and views given by the
HR –officer. Throughout the training I got to know that the recruitment procedure is not long but
it is good and effective for the organization. So no need to make an analysis on recruitment
that’s why I have opted the topic-why there was a GAP in the approved post and the
candidates joining in the organization? Why the GAP was there in the organization?

DATA ANALYSIS AND INTERPRETATION

Vacant position in Reliance HR services from 2008 to till July 2010

Here we know that in 2008 to 2010, the vacant position of Reliance HR

services was 550 because the business was not at small.
The profile was for sales and post was Sales associate and Sales executive for Reliance
communications.
2008 to 2009 the vacant position was 210 because recession period was there.

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2009 to 2010 the vacant position was 340 because recession period was not so
much.

The vacant position in Reliance capital was 90 from 2008 to 2009 and from
2009 to 2010 was 140.
The post in Reliance capital was of ASM, JSM, and SASM.

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WALK IN – IN RELIANCE HR SERVICES FROM 2008 to 2010.

The application received in Reliance communication was 470 from 2008-2009.

From 2009-2010 was 680.

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In Reliance capital it was 290 from 2008 to 2009 and from 2009 to 2010 it was
340.

FINDING AND INTERPRETATION

Here we come to know that in 2008 to 2009 company selected

200 applicants after the Evaluation process and from 2009 to
2010 it was 400 in Reliance communications.

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After evaluation 100 Application was selected in Reliance capital from 2008-
2009 and from 2009 to 2010 was 210.

SHORTLISTED CANDIDATES

In Reliance communication it was:

2008-2009= 130 out of 200
2009-2010=290 out of 400

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In Reliance Capital it was:
2008-2009=60 out of 100
2009-2010=110 out of 210

CANDIDATES FINALLY SELECTED

In Reliance communication (Reliance HR Services) was:

2008-2009= 105
2009-2010=265

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In Reliance Capital it was:
2008-2009=49
2009-2010=102

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 CHAPTER 6
OBSERVATION
AND
INFERENCES

OBSERVATION AND INFERENCES

Observation is the oldest method used by man in scientific investigation. In management
research the earliest method of investigation was properly the observation. On the basis of
observational analysis the research has been completed.

CONCLUSION
After Research it was found that the gap was there in both the years. In both the years there was
a GAP between the post approved and the post filled. GAP in Reliance communication was due
to recession by which the vacant seat was not filled.

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GAP in Reliance Communications
2008-2009=105
2009-2010=75

GAP in Reliance Capital

2008-2009=42
2009-2010=8

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SUGGESTION

 Campus placement techniques should be use to select appropriate candidates.

 Exam should be conducted by company to check the candidate knowledge.

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  Multi skilling people should be appointed.
 Proper motivation should be given.
 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

BIBLIOGRAPHY

BOOKS
 Human Resource Management- K. ASHWATHAPPA

COMPANY’S RESOURCES
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  Company( Reliance HR Services) Data

WEBSITES
 www.google.com
 www.wikipedia.org
 www.relianceadagroup.com

APPENDIX

ASM Area sales manager

JSM Junior Sales Manager

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 SASM Senior Area Sales Manager

HR Human Resources

PVT Private

LTD Limited

ADA Anil Dhirubhai Ambani

CV Curriculum Vitae

HRMS Human Resource Management System

CTC Cost To Company

ID Identity

HOD Head of The Department

JK Jammu Kashmir

SA Sales Associate

SE Sales Executive

MIS Management Information System

ANNEXURE
Questionnaire

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Dear Sir/ Madam,

I am, MeenaL Bunkar of IPER Bhopal. Pursuing MBA (2nd SEM). As

a part of academic requirement, I am doing a research on “Recruitment followed in
the Reliance HR services Pvt Ltd”. I request you kindly to go through this
questionnaire and help me by filling this up. All the information given by you would
be kept confidential and will be used for academic purpose only.
Please fill the following information

1. Name:

2. Age:

3. Gender: (a) Male (b) Female

4. Marital Status:

(a) Single (b) Married

5. Post:

6. CTC:

7. Total Work Experience so far:

8. Educational Qualifications:

9. Organization:  Telecom  FMCG  Automobiles  Others

To Study and Understand the Recruitment Process

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1. How many rounds/ Sessions of the following are conducted before a candidate is offered
employment?
Yes No If Yes, then No. of Rounds

Group discussion

Written test

Aptitude test

Psychometric test

Interview preliminary

Interview final

2) If you choose internal recruitment, which is the most preferred source?

• Promotions
• Internal Job Postings (IJP’s)
• Employee Referral
• Others
3) Are there any incentives/rewards given for employee referral?

• Yes
• No
4) Do you conduct telephonic interview?

• Yes
• No

5) Do you use video conferencing for interview?

• Yes
• No

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6) Is there any contract (bond) to be signed by the employees while joining your organization?

• Yes
• No
7) Do you have a recruitment pool database in your organization?

• Yes
• No
8) Do you take candidate’s grievances / compliments as feedback on recruitment procedures?

• Yes
• No
9) What is your opinion about the present recruitment policy?

• Can be continued
• Completely to be changed
• Need some changes
• Can be maintained as it is
10) Do you feel the recruitment process is long?

• Yes
• No
11) Does there is some basic requirements for Recruitment? If yes then…

• Yes
• No
12) What are the hurdles that are faced while recruiting?

To know the use of Psychometric tools in Recruitment

1) Does your organization use any psychometric test for Recruitment?

• Yes

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 • No
If yes, which tool is/are being used by your organization?

2) Why the psychometric tests are increasingly used?

• To make recruitment more scientific

• To reduce cost effectiveness
• Use it as technological development
• To reduce the work load of HR
• Others : Please Specify _________________
3) Does the Psychometric test completely express the personality of an individual?

• Yes
• No
4) Do you think use of psychometric tests is a cheaper method in screening out the candidates?

• Yes
• No
5) For which HR function is your organization using these psychometric tests?

• Recruitment and selection

• Training and development
• Counseling
• Behavior analysis
• Competency mapping
• For building career development of employees
• Talent Development
• Others : Please Specify :__________
6) At what level do you usually use these psychometric tests (managerial, supervisory etc?)

• Lower
• Top and middle
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 • All
7) According to your perception whether psychometric test determine full potential of a
candidate?

• Yes
• No
To know the recent Trends of Recruitment in Reliance HR services

1) Which of the following recruitment channels is used the MOST by you for recruitment
process? (Please tick (√) the appropriate one)

• Ads in specialist newspaper …………….

• Ads in general newspapers …………….
• Employment Agencies …………….
• Public or State Agencies ………………
• Private Agencies ……………..
• Educational institutions …………….
• Employee referral …………….
• Job-fairs …………….
• Company website …………….
• Job-Portals …………….
• Social Networking sites …………….
• Word of mouth …………….
2) Do you use online recruitment channel as one of the tool?

• Yes
• No

3) Do you wish to outsource your recruitment?

• Yes
• No
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4) Are you willing to pay extra for different recruitment channels?

• Yes
• No
5) Which is the best Recruitment channel?
• Ads in specialist newspaper
• Ads in general newspapers
• Employment Agencies
• Private Agencies:
• Educational institutions
• Employee referral
• Job-fairs
• Company website
• Job-Portals
• Social Networking sites
To know the Significance of Background verification in recruitment

1) Do you think that Employee Screening and Background Investigation process is essential to
any organization?

• Yes
• No
2) Why do you conduct Employee Screening and Background Investigation?

• Risk Management 
• Workplace Safety 
• DOT Guidelines 
• Quality of Hire 
• To Reduce Turnover 
• To Reduce Theft & Fraud 
• Others: Please Specify :_______________

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3) Who carries out Employee Screening and Background Investigation for your

Organization?

• HR Department 
• Security Department 
• Background Investigation Department 
• Commercial / Third Party Vendor/Consultants 
4) When do you screen the applicants?

• Before beginning the Offer 

• During Application 
• After the offer 
5) Who evaluates your Background Screening reports?

• HR Department 
• Security Department 
• Background Investigation Department 
• Commercial / Third Party Vendor 
6) What methods does your organization use to contact Job references?

• Phone 
• Mail / Post 
• Email 
• Automated System 

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