HR Practices of Reliance Jio 1

HR PRACTICES OF
RELIANCE JIO
INTRODUCTION
Reliance Jio is a new organisation founded by Reliance industries limited chairman Mr. Mukesh
Ambani. Reliance Jio was established in 2014 with the aim of making India digitalised in coming
years. And for every organisation Human resource is a most valuable asset with machines, material
and even money, nothing can be effectively used without having right manpower in organisation.
Today companies are trying to reinvent HR practices. Likewise Reliance Jio also is continuously
adopting new changes that can be in mutual benefit of their employees and organisation’s business.
Reliance Jio Human resource team is reconfiguring their HR processes and run innovative employee
engagement programs to improve motivation among employees and reduce costs.
Reliance Jio HR practices includes:-
 Talent Acquisition and Talent Management
 Resourcing from referrals, online portals, campus placements and walk-ins.
 Payroll Administration and Compensation Management
 Workforce Management
EMPLOYEE ENGAGEMENT
Employee engagement is based on trust, integrity, two way commitment and communication between
an organisation and its members. It is an approach that increases the chances of business success,
contributing to organisational and individual performance, productivity and well-being. It can be
measured. It varies from poor to great. It can be nurtured and dramatically increased; it can lose and
thrown away. Employee engagement is a workplace approach resulting in the right conditions for all
members of an organisation to give of their best each day, committed to their organisation’s goals and
values, motivated to contribute to organisational success, with an enhanced sense of their own well-
being.
It’s said that employees don’t leave companies, they leave people, and it’s true. Many of the reasons
employees claim they aren’t engaged in their company have to do with people.
The three Key drivers of employee engagement include:-
 Employees’ relationships with their direct managers- 80% of employees who were dissatisfied
with their direct manager were disengaged.
 Employees’ belief in senior leadership- 70% of employees who lack confidence in the abilities of
senior leadership are not fully engaged.
 Employees’ pride in working for the company- 54% of employees who were proud of their
company’s contributions to society are engaged.
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EMPLOYEE ENGAGEMENT IN JIO
It includes the satisfaction of the employees with the employee engagement activities done by the
company to make the employees feel valued and to rather make them feel a part of organisation. It
also revolves around whether the tired employees are beneficial for the company.
Employee engagement is being a Vital part of reliance Jio. It helps not only engaging the employees
in the activities like birthday bash, mother’s day, Diwali decoration etc. Rather they involve the
employees and make them feel a part of the organisation. Every member is not just an employee in the
organisation but they are treated by the heads in the manner they are a family altogether. Employee
engagement activities should be monitored as to see the impact on the employees who are working in
the organisation. Not only making the activities are important but rather also seeing how employees
are being engaged in the activities and also recording their interest to retain them for long is also
considered .This is the reason as to why proper employee engagement activities are done in a
designated manner. One to one feedback was recorded through word of mouth and questionnaire was
also formed to gain responses by the employees so as to generate authenticity.
TALENT ACQUISITION
Talent Acquisition is a process of hiring or acquiring skilled human labour for organisation need and
to meet the requirement of labour. Talent acquisition is the most essential function of HR and is given
a priority in respect to manage the required manpower.
It is a continuous process where a pool of candidates is created so that the firm attempts to meet its
future requirement of the firm. It starts when a manager initiates an employee requisition for a specific
or anticipated vacancy.
Importance of Talent Acquisition:-
 Determines the future and present requirements of the organisation in conjunction with job
analysis activities.
 Increase the pool of job candidates at minimum cost.
 It helps reduce the profitability that job applicant once recruited and selected will leave the
organisation only after a short period of time.
 Identifying and preparing job applicant who will be appropriate candidates.
 Induct outsiders with a new perspective to lead the company.
Major challenges that Reliance Jio faces in respect new hiring are:-
1. Geographical challenges- This challenge deals with even if the CTC so provided in
accordance with the experience is good, the area of allotment in UP east is not acceptable for
the new hiring’s. This is the major issue so faced by the organisation.
2. Right fitments- Fitment challenge is an another issue i.e. like a position demands certain key
requirements by the candidate but the challenge is that the compensation provided by Jio does
not matches with their current pay. That is why they do not move easily leaving the previous
organisation.
3. Talent crunch is another challenge faced by the organisation i.e. deficiency of acquiring new
talents as the organisation is a start-up and to obtain-
 Right Company
 Right Profile
 Right Compensation
These three factors add to the talent crunch that is a major challenge that the organisation is facing.
Overcoming Challenges:-
A Proper procedure is followed by reliance Jio in order to hire the new talent for the vacant post. They
have a fixed criteria of judgment. Employees are quite updated as to which source of recruitment is
more followed and how referrals are given importance in regard to fill up the vacancy and rich
experience is also given equal weightage. It can be concluded that best employees from telecom
sector is hired in the organisation and this will help in bringing accomplishment of organisational
goals with best results.
RECRUITMENT PROCESS IN RELIANCE JIO

There is a procedure followed by each organisation in respect to hire employee. Reliance Jio is a start-
up and has a proper recruitment procedure.
The process is briefly described below:-
1. Requirement is identified
The very first step is to identify the need in respect to the vacancy for the roles that organisation needs
people. To identify the requirement is important, because in accordance to the need identified further
process is done.
2. Receiving of CV’s
Then in respect to the candidates applying, their CV’s are received. They are compiled together and
are then made ready for the screening. Screening again follows a process which helps in matching the
requirement between the job roles and the candidate’s experience.
3. Screening
Under this according to the experience the bundling is done in respect to the vacancy available. The
CV’s of freshers are kept separately and then the scheduling is done in the next step.
4. Functional Evaluation
Then the respective department head interviews the candidate based on the profile mentioned in the
resume. For instance a sales head will interview a candidate applying for connectivity lead.
5. Negotiation
Once the candidate is selected the next step is to negotiate with respect to his pay or CTC. Under this
the approval of the offer letter is sanctioned by the head.
6. Offer Release
Then the offer letter is released or given to the candidate who then becomes the employee of the
organisation.
7. On boarding
On boarding is when an employee is all new to the organisation and the knowledge regarding each
problem is also shared and when an on boarding of an employee is done it is basically done to make
him familiar with the environment of the organi9ation.On boarding has its own process and collection
of important documents are done under this head:-
 The address proof needs to be given to the organi9ation once the employee is on boarded. The
address proof is a very important document that is mandatory to submit to the organisation.
 Education documents are other important documents that need to be submitted the degree that
an individual holds, the copy of the documents needs to be submitted to the HR department.
 The copy of medical certificates also needs to be submitted once you join the organisation and
is made mandatory to submit it.
 Cancel cheque needs to be carried by the candidate at the time of on boarding.
 Passport size photographs are needed to be kept by the employee for dealing with various
documents filling.
 Copy of Pan Card is must, as it is scanned and uploaded on the ESS software that is created
for each employee in respect to salaries etc.
 Portal updating is done i.e. the ESS software for the new hired employees and all mandatory
documents are verified and scanned copy is uploaded on ESS.
 Pre boarding: Under this the employee fill in their personal details on the link provided to
them themselves and then the further processing is done by the organisation.
 Then the final filled details are transferred to the NHQ i.e. is the main office situated in
Mumbai and all the verification is done from NHQ.
 Finally NHQ sends the employee code and g! of each employee to the respective offices in
UP east.
 The next step is the laptop requisition. The laptops are allotted in respect to maintain the
authenticity of work and has high security is also maintained.
 Then the date of joining email Id location and allotment of task is done and it completes the
on boarding process.
SOURCES OF RECRUITMENT
IMPORTANCE OF INTERNAL RECRUITMENT:-

 Individual who already has internal knowledge that how the business operates will need less
training and time to get comfortable in the job position.
 Internal recruitment acts as a motivator to the staff that will initiate them to work hard within
the organisation.
 From the company’s point of view the strength of an individual could be assessed as there is
always a risk attached in the external sources of recruitment.
 It also lowers the cost of the organisation than external sources of recruitment as advertising
in online, newspapers etc will increase the cost of the company.
 The external candidate might not be compatible with the knowledge and skill require needed
for the specific position and may not fit into company’s culture as internal candidate is
already familiar with the company’s culture, policies and procedures.
IMPORTANCE OF ETERNAL RECRUITMENT:-

 Company opens up and gets larger pool of applicants (wider choice) which will increase the
chance of searching the right person for the job.
 This will also bring fresh talent from the external environment and also provide new ideas.
 It will also help to find experienced, highly qualified and skilled candidates who will fill the
requirement of the company.
 External recruitment will also allow us to target key players of the market and act as a
competitive environment.
 It also increases diversity and allows different ideas in the organisation.
SOURCES OF RECRUIMENT IN RELIANCE JIO

 Employee Referral
Any organisations have structure system where the current employees refer their friends and relative
for some position in the organisation. These recommendation have a great value because there is a
sense of trust and relationship building.
Majorly recruitment in reliance Jio is done by referrals and the employee so referred majorly from
telecom sector have greater chances of selection as they have the idea of what each role defines but
there is no biasness done in the selection process. Employee referrals are common in many
organisations and Reliance Jio majorly follows the same.
 E-recruitment
Web based application tools are used. These applications assess in the recruitment of the best
candidate for the vacant position. )y using the electronic resources typically the internet (HR software-
Success Factor) to assessed the recruitment process in order to reduce cost burden and to gain wider
pool of talent. Success factor is used as a tool for e-recruitment in Reliance Jio. The hiring’s are also
done from naukri.com(online portal).
 Consultants
The consultants are hired in the organisation and then the job specification and job description is
discussed and accordingly the vacant post is filled. The consultation fees are so provided to the
consultants. It is an intermediary between organisations wishing to recruit and individual who are
seeking a career move or it may be a temporary assignment. There are many consultancies or agencies
are industry specific. They help in identify and develop client business relationship in a competitive
environment. Reliance Jio follows the same through consultant hiring.
 Internal Job positioning (IJP)

If there is vacancy in the organisation and there is an eligible employee for the same post in the
organisation then that eligible candidate is promoted and transferred to the vacant position. The job
posting that is opened to the internal employee of the organisation are only considered.
AWARDS AND ACHIEVEMENTS

Reliance Jio gets special award for HR impact in people practices
The Society for Human Resource Management (SHRM) has conferred Reliance Jio with a Special
Award for HR Impact in People Practices on 3rd October 2016. Reliance Jio was rewarded for creating
and launching Jio services across 18,000 cities and towns and more than 200,000 villages through a
network of 1,215 offices and a formidable team of over 60,000 employees across India. As one of
India’s youngest start-ups, the average age at Reliance Jio is 30 years, making Reliance Jio an
organisation of the young, by the young, and for the young. It said that the HR team has created an
ecosystem across India, where the company has more than 500,000 partners, and considers them part
of the Jio family. Together with all partners, the Jio family is nearly 5,000,000-strong.
SHRM India is a part of the world’s largest professional, not-for-profit Human Resource association,
SHRM -The Society for Human Resource Management.
CONCLUSION
Well in today’s world, efficient man power resourcing is important for all sized organizations, with no
exception for small or big firms. In today’s society, organizations have begun to consider HR as an
essential component towards their survival for the reason of preparing themselves in the long run
domestically and Internationally and to gain a competitive advantage in the market.
References
www.google.com
www.scribd.com
www.jio.com
www.wikipedia.com
https://www.greaterkashmir.com/news/business/reliance-jio-gets-
special-award-for-hr-impact-in-people-practices/229965.html
https://telecom.economictimes.indiatimes.com/news/reliance-jio-
idfc-bank-awarded-for-hr-practices/54649849
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HR PRACTICES OF

RECRUITMENT PROCESS IN RELIANCE JIO

IMPORTANCE OF INTERNAL RECRUITMENT:-

IMPORTANCE OF ETERNAL RECRUITMENT:-

SOURCES OF RECRUIMENT IN RELIANCE JIO

 Internal Job positioning (IJP)

AWARDS AND ACHIEVEMENTS

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