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A STUDY ON RECRUITMENT PROCESS AT RELIANCE COMMUNICATIONS

CHAPTERS

TOPIC

PAGE NO.
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I II III IV V VI VII VIII IX X

INDUSTRY PROFILE COMPANY PROFILE ORGANISATIONAL CHART PRODUCT PROFILE RECRUITMENT FUNCTIONAL AREA SKILLS ACQUIRED CONCLUSION WEBLIOGRAPHY ANNEXURE

1 4 13 15 24 44 50 52 54 56

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CHAPTER 1

INDUSTRY PROFILE

INDUSTRY PROFILE:
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COMMUNICATION INDUSTRY IN INDIA :The Communication Industry in India is one of the rapidly emerging sectors in India and is estimated to surface as the second biggest international telecom market. As per the report carried out by Telecom Regulatory Authority of India (TRAI), Indian communication industry has registered a 3.5% increase in its total telecom subscribers in December 2009. The sector touched 562.21 million in its
4

total number of subscribers within a month, against 543.20 million in November 2009.
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The growth in communication industry was triggered by an increase in the revenues generated from both landline and mobile facilities. On December 31, 2009 the sector earned the revenue of USD 8.56 billion. As per the Business Monitor International report, the nation is all set to include 8 to 10 million cellular phone subscribers on monthly basis. At this pace the communication industry is expected to encompass more than half of India's
5

population i.e. 612 million cellular phone subscribers by mid 2012.

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In addition, as per a research carried out by Nokia, the communications sector is estimated to surface as the biggest driving component in India's GDP with a contribution of about 15.4% by the FY2014.

Chief Investments In The Communication Industry In India:Over the past one decade, the flourishing Indian Communication industry has been successful in drawing the attention of
6

conglomerates that have invested and are willing to invest more in the sector. With the influx of new telecom giants in Indian market, the investments are likely to gain immense momentum: Investment of USD 6 bn by Vodafone Essar for the next 3 fiscal years in order to expand its list of cellular phone subscribers to 100 million against the existing 40 million. By 2010, Reliance Communications (RCom) is expecting to increase the total number of telecom towers by constructing 56,596 telecom towers
7

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and attaining the preset target of 100,000. Telenor, Norway based telecom giant has purchased 7% of shares in Unitech Wireless and now possesses 67.25% by bringing in an investment of USD 431.70 million Indian government owned telecom player, BSNL will invest USD1.17 billion in its WiMax scheme A proposal of foreign direct investment worth USD 660.1 million by Federal Agency for State Property Management of the Russian Federation has been recently approved by the Indian
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government. The Agency would be acquiring 20% stake in SistemaShyam after bringing in the investment. A USD 1 billion investment will be brought in by Tata Teleservices in its newly introduced GSM facility Tata DoCoMo.
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CHAPTER 2

COMPANY PROFILE
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10

RELIANCE COMMUNICATION PROFILE:

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Reliance Communications Limited founded by the late Shri Dhirubhai H Ambani (1932-2002) is the flagship company of the Reliance Anil Dhirubhai Ambani Group. The Reliance Anil Dhirubhai Ambani Group currently has a net worth in excess of Rs. 63,000 crore (US$ 14 billion), cash flows of Rs. 12,000 crore (US$ 3 billion), net profit of Rs. 8,000 crore (US$ 2 billion) and zero net debt.

Reliance Communications is India's

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foremost and truly integrated telecommunications service provider. The Company, with a customer base of around 71 million including over 2 million individual overseas retail customers, ranks among the Top 10 Telecom companies in the world by number of customers in a single country. Reliance Communications corporate clientele includes 2,100 Indian and multinational corporations, and over 800 global, regional and domestic carriers.
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Reliance Communications has established a pan-India, next generation, integrated (wireless GSM ^ CDMA Both ) and wireline), convergent (voice, data and
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video) digital network that is capable of supporting best-of-class services spanning the entire communications value chain, covering over 24,000 towns and 600,000 villages. Reliance Communications owns and operates the world's largest next generation IP enabled connectivity infrastructure, comprising over 190,000 kilometers of fiber optic cable systems in India, USA, Europe, Middle East and the Asia Pacific region. It ranks among the top 5 telecommunications companies. Retrieved 2010-04-14. in the world by number of customers in a single country. Reliance
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Communications corporate clientele includes 2,100 Indian and multinational corporations, and over 800 global, regional and domestic carriers. Reliance Communications is Indias largest information and communications service provider with over 50 million subscribers. The company is the realisation of our founders dream of bringing about a digital revolution that will provide every Indian with affordable means of communication and a ready access to information. The flagship company of the Reliance ADA Group, Reliance Communications
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began operations in 1999 and has over 50 million subscribers today. It offers a complete range of integrated telecom services. These include mobile and fixed line telephony, broadband, national and international long distance services, data services and a wide range of value added services and applications aimed at enhancing the productivity of enterprises and individuals.
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MISSION: Think big. Think different. Think ahead.

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The mission is to create world-class benchmarks by:

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Meeting and exceeding Customer expectations with a segmented approach

Establishing, re-engineering and

Automating Processes to make them customer centric, efficient and effective

Incessant offering of Products and Services that are value for money and excite customers

Providing a Network experience that is best in the industry

16

Building Reliance into an iconic Brand which is benchmarked by others and leads industry in Intention to Purchase and Loyalty
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Developing a professional Leadership team that inspires, nurtures talent and propagates RCOM Values by personal example.

THE RELIANCE GROUP: Looking back, looking forward

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Reliance Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by Shri Dhirubhai H Ambani (1932-2002), ranks among Indias top three private sector business houses in terms of net worth. The group has business interests that range from telecommunications (Reliance Communications Limited) to financial services (Reliance Capital Ltd) and the generation and distribution of power (Reliance Infrastructure Limited). Reliance ADA Groups flagship company, Reliance Communications, is India's largest private sector information and communications company, with over
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100 million subscribers. It has established a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, data and video) digital network, to offer services spanning the entire infocomm value chain.
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Other major group companies Reliance Capital and Reliance Infrastructure are widely acknowledged as the market leaders in their respective areas of operation.
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CORPORATE GOVERNANCE: Organisations, like individuals, depend for their survival, sustenance and growth on the support and goodwill of the communities of which they are an integral part, and must pay back this generosity in every way they can... This ethical standpoint, derived from the vision of our founder, lies at the heart of the CSR philosophy of the Reliance ADA Group. While we strongly believe that our primary obligation or duty as corporate entities is to our shareholders we are just as mindful
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of the fact that this imperative does not exist in isolation; it is part of a much larger compact which we have with our entire body of stakeholders: From employees, customers and vendors to business partners, eco-system, local communities, and society at large. We evaluate and assess each critical business decision or choice from the point of view of diverse stakeholder interest, driven by the need to minimise risk and to pro-actively address long-term social, economic and environmental costs and concerns.
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For us, being socially responsible is not an occasional act of charity or that one-time token financial contribution to the local school, hospital or environmental NGO. It is an ongoing year-round commitment, which is integrated into the very core of our business objectives and strategy. Reliance ADAG continually reviews corporate governance best practices to ensure that they reflect global developments. It takes feedback into account, in its periodic reviews of the guidelines to ensure their continuing relevance, effectiveness and responsiveness to the needs of local and
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international investors and other stakeholders.

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CODE OF CONDUCT: Our code of conduct and business policies encompasses the following areas: Values and commitments Code of ethics Business policies Ethics management Prevention of sexual harassment Policy on insider trading MAIN SUBSIDIARIES: RELIANCE TELECOMMUNICATION LIMITED (RTL).
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 RELIANCE GLOBALCOM. RELIANCE INTERNET DATA CENTER (RIDC). RELIANCE DIGITIAL TV.

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Reliance Telecommunication Limited (RTL) In July 2007, the company announced it was buying US-based managed ethernet and application delivery services company Yipes Enterprise Services for a cash amount of 1200 crore (the equivalent of US$300 million). The deal was announced of the overseas acquisition, the Reliance group has amalgamated the United States-based Flag
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Telecom for $210 million (roughly 950 crore). RTL operates in Madhya Pradesh, West Bengal, Himachal Pradesh, Orissa, Bihar, Assam, Kolkata and Northeast, offering GSM services.
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Reliance Globalcom RGL owns the worlds largest private undersea cable system, spanning 65,000 km seamlessly integrated with Reliance Communications. Over 110,000 km of domestic optic fiber provides a robust Global Service Delivery Platform, connecting 40 key business
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markets in India, the Middle East, Asia, Europe, and the U.S.
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Reliance Internet Data Center (RIDC) RIDC provides Internet Data Center (IDC) services located in Mumbai, Bangalore, Hyderabad and Ch ennai. Spread across 650,000 sq ft (60,000 m2) of hosting space, it offers IT infrastructure management services to large, medium and small enterprises. It is one of the leading data center service provider in India and provides services like colocation, managed server hosting, virtual private server and data security. It
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has launched cloud computing services, offering product under its infrastructure as a server (Iaas) and software as a service (Saas) portfolio, which enables enterprises, mainly small and medium, a cost-effective IT infrastructure and application on payper-user model. Reliance Digital TV ( Big TV ) Reliance Big Tv launched in August 2008 and thereafter acquired 1 million subscribers within 90 days of launch, the fastest ramp-up ever achieved by any DTH operator in the world. Reliance Big TV offers its 1.7 million customers DVDPage | 29

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quality pictures on over 200 channels using MPEG-4 technology.

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ACQUISITIONS:

FLAG Telecom Yipes ethernet service Digicable

OFFICES: Reliance Communications Limited has its offices in Ahmedabad, Bangalore, Chandigarh, Chennai, Hyderabad, Jaipur,
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Kochi, Kolkata, Lucknow, Patna and Pune.

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COMPETITORS:Reliance Communications competes with 14 other mobile operators throughout India. They are Aircel, Airtel Cheers Mobile, BSNL, Idea, Loop Mobile, MTNL, MTS, Ping Mobile, S Tel, Tata DoCoMo,TataIndicom, Uninor, Videocon, Virgin Mobile (GSM & CDMA) and Vodafone.

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CHAPTER 3
32

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ORGANISATIONAL CHART

33

Organaisation Structure :Page | 34

34

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35

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CHAPTER 4
36

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PRODUCT PROFILE

37

Product profile:
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3G and BWA

On 19 May 2010, the 3G spectrum auction in India ended. Reliance Communications paid 5864.29 crores for spectrum in 13 circles. The circles it will provide 3G in are Assam, Bihar, Delhi, Himachal Pradesh, Jammu & Kashmir, Kolkata, Madhya Pradesh, Mumbai, North East, Orissa, Punjab, Rajasthan and West Bengal.[8] On 5 November 2010, RCom became the second private sector telecom company (fourth overall) to launch 3G services in
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India, with a 4 city launch in Chandigarh, Delhi, Kolkata and Mumbai.[9]

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On 11 June 2010, the broadband wireless access (BWA) spectrum auction in India ended. However, RCom said that it exited the broadband wireless access (BWA) auction a week before, after auction prices significantly exceeded its business case estimates. They are planning to focus on broadband wireless through 3G-ready pan India CDMA. RCOM has 3G spectrum for 13 circles. RCOM also said that they prefer LTE standard offering a single evolution path for both, CDMA & GSM networks, and that the WiMAX
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ecosystem has weakened after WiMAX operators like Clearwire and Yota moved to LTE.
[10]
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3G Coverage Reliances 3G service is currently available in the following cities in 13 telecom circles: This is an incomplete list, which may never be able to satisfy particular standards for completeness.

Teleco State/Regi
40

No.

Cities/Town

m Circle

on

of Town s

s
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Assam

Assam

Bihar Bihar

10

Arrah, Bhagalpur, Bihar Sharif, Chhapra, Gaya, Hajipur, Katihar, Muzaffarpur, Patna

41

Jharkhand

Bokaro,
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Chas, Dhanbad, Jamshedpur, Jharia, Ranchi

Delhi

Delhi NCR N/A

Delhi Baddi,

Himach Himachal al Pradesh Pradesh

13

Dharamshala , Dalhousie, Hamirpur, Kangra, Kullu,

42

Mandi, Nalagarh, Palampur, Paonta Sahib, Chaupal, Shimla, Rampur,Roh ru, Solan, Una Jammu Jammu & & Kashmir Kashmir Kolkata Kolkata1
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Jammu, Srinagar

Kolkata

Jabalpur , Madhya Pradesh Madhya Pradesh Bhopal, Indore, Chinndwara and other major cities of MP. Chhattisgar h Mumbai Mumbai2
2
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Arunachal
44

Pradesh North East

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Meghalaya

Manipur

Mizoram

Nagaland

Tripura

Orissa

Orissa

Bhubaneswa r, Cuttack, Rourkela, 15

45

other cities (expected March 2011)

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Punjab

Punjab

Amritsar, Batinda, Chandigarh3, Jalandhar, Ludhiana, Patiala

Rajastha Rajasthan n

12

Ajmer, Alwar, Bhilwara, Bhiwadi,

46

Bikaner, Jaipur, Jodhpur, Kota, Pali, Pilani, Sri Ganganagar, Udaipur

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West Bengal

West Bengal4

Kharagpur

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Subscriber base: The Reliance Communication subscriber base is about 128.87 million as of February 2011. GSM Circle name Andhra Pradesh Delhi Gujarat Kerala Karnataka Maharashtra & Goa
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Post paid

Prepaid

6182

1890923

19172 19414 8049 18572 25288

2054393 2480642 901829 2168131 3301389

Mumbai Punjab, Haryana & Himachal Pradesh Rajasthan Dhanbad Tamil Nadu & Andaman Not Defined Uttar Pradesh West Bengal

24884 18630

2083175 2717375
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6631 87695 25704

2628940 10984683 1909641

136636 9093

345658 6430945

8765

22154

49

RCOM GSM Total sub base

29262215
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CDMA Circle name Post paid Andhra Pradesh Delhi Prepai Prepai d d PCO

25059 445434 476990 7 1

50572 321187 114702 4 5

Gujarat

28848 299216 115298

50

0 Kerala

5
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20079 205460 125214 6 1

Karnataka

23628 302495 253848 8 4

Maharashtra 29553 345732 275002 & Goa Madhya Pradesh & Orissa Mumbai 55512 322321 166858 0 1 4 9

18786 449516 139575 0 3

Punjab,Harya 19849 256999 92611 na & Himachal

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Pradesh Rajasthan 15126 228465 96704

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Tamil Nadu & 30486 385483 374900 Andaman 1 9

Uttar Pradesh 27062 797608 265494 7 West Bengal,Bihar & Jharkhand 3

24094 660605 203919 6 0

RCOM CDMA Total sub base

52

56592965

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53

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DTH Circle name Andhra Pradesh Bihar Chattisgarh Delhi Gujarat Haryana Himachal Pradesh Jammu & Kashmir Jharkhand Karnataka Kerala Maharashtra & Goa
54

Total 209118 41245 28965 73148 109013 65358 25822 28643 21060 309007 171179 258365

Madhya Pradesh Mumbai North East Orissa Rajasthan Tamil Nadu Uttar Pradesh (W) Uttar Pradesh (E) West Bengal

78525 96609 28518 79011 177667 208692 124430 115058 44280

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DTH - Total sub base

2334996

55

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Broadband

Circle name Andhra Pradesh Delhi Gujarat Kerala Karnataka Maharashtra & Goa Mumbai Punjab,Haryana & Himachal Pradesh Rajasthan
56

Data 6182 19172 19414 8049 18572 25288 24884 18630

Voice 1890923 2054393 2480642 901829 2168131 3301389 2083175 2717375

6631 25704

2628940 1909641

Tamil Nadu &

Andaman Not Defined Uttar Pradesh West Bengal 136636 9093 8765 345658 6430945 22154
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RCOM GSM - Total 29262215 sub base

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RTL

Circle name

Post paid

Prepaid

Assam Bihar & Jharkhand Calcutta Himachal Pradesh Madhya Pradesh & Chhattisgarh North-East Orissa West Bengal
58

114942 1749992 7482 5524 2344 4152577 2076028 999493

55911 4913590

21454

520513

12684 2217043 2481 3212510

RCOM RTL - Total sub base

20064568
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CHAPTER 5
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RECRUITMENT

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RECRUITMENT :Definition: By Fipp , it is process o searching for prospective employees & stimulating & encouraging them to apply for job in an organization . it is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e. the no. of applications for a job. The process of generating a pool of qualified candidates for a particular job is the first step in the hiring process. The aim of recruitment is to attract qualified job candidates; the word qualified is stressed because attracting applicants who are unqualified for the job
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is a costly waste of time. Unqualified applicants need to be processed and perhaps tested or interviewed before it can be determined that they are not qualified, to avoid these costs the recruiting efforts should be targeted solely applicants who have the basic qualification for the job. Recruitment forms the first stage in the process which continues with selection & ceases with placement of the candidates. Recruitment & selection are critical elements of effective human managements. With the human resource management paradigm they are not simply mechanism for filling vacancies. Recruitment &
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Selection is a function of major importance to the success of an enterprise.

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Placing the individual may be done by: 1. Merit basis. 2. Considering the persons interest, backgrounds & physical capacities. 3. Examining the job available.
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4. Matching the available job recruitments with individual capacities.

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Recruitment & Selection Policy Of Reliance Communications : Objective: To attract select best suitable talent in the industry & to provide a frame work for all the hiring decisions of the company. Scope: It covers the hiring policy & procedures for all levels. Causes:

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1) Policy should be in conformity with its general personnel policies & should be flexible. 2) The company shall always keep its business objective & the competency requirements as the prime criteria while selecting a candidate there is no discrimination on the bases of cost, language, domicile & sex while selecting a candidate. 3) For each position there shall be job description & specification & the company shall hire candidates only with specified qualification & experience. Any kind of relaxation shall be recorded as policy
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deviation with proper justification & authorized from concerned authorities. 4) The company refers to hire candidates with sufficient relevant experiences , however in exceptional cases a fresher can be hired with proper justification. 5) The company uses multiple sources to search candidates such as newspaper advertisements, recruitment constancies & employee referrals etc. 6) The HR Manager/ Department shall assess the credibility of each & every recruitment agency with whose the company may associate for its human
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resources sourcing association starts only after a contract is signed on agreeable terms & conditions. 7) The HR department shall ensure that all the candidates those who come for the interview are attended properly & promptly. 8) Every selected candidates goes through an induction program.
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Factors affecting Recruitment: All organization whether large or small, do

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engage in recruiting activity this depends upon: 1. Size of the organization. 2.The employment condition in the organization, the efforts of the past recruitment efforts which show the organizations ability to locate good performing people. 3. Working conditions & salary benefit packages offered by the organization which may influence & necessitate future a) Recruiting
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b) The rate of growth of organization c) The level of seasonal operations &

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future expansion & production programs. d) Cultural, economic & legal factor etc.

Sources of Recruitment: There are a great number of recruitment sources available the most prominent of these sources are: Current Employees: Many companies have a policy of informing current employees about job openings before trying to recruit them from other sources, internal job postings give current employees the opportunity to move into
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the forms more desirable jobs however; an internal promotion automatically creates another job opening that has to be filled. Referrals from current employees: Studies have shown that employees who were hiring through referrals from current employees tend to stay with the organization longer & display greater loyalty & job satisfaction than employees tend to refer people who are demographically similar to themselves which can create equal employment opportunity problems. Former Employees: A firm may decide to recruit employees who previously worked
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for the organization these are the people who are laid off or who work seasonally because the employer already has experience with these people, they tend to be safe hires. Print Advertisement: Advertisements can be used both for local recruitment efforts (newspaper) & for targeted regional, national or international searches for instance; clinical psychologists often find jobs through listing in American psychological associations monthly newspaper. Internet Advertising: Employers are increasingly turning to the web as a
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recruitment to because on line ads are relatively cheap, are more dynamic & can often produce faster results than newspaper help wanted ads. In addition, the reach of internet has expanded dramatically. So companies can connect with people all over the world looking for jobs. Employment Agencies: Many organizations use external contractors to recruit & screen applicants for position. Typically, the employment agencies are paid free based on the salary offered to the new employees. Agencies can be particularly effective when the firm is looking for an employee with a specialized
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skill. Another advantage of employment agencies is that they often seek out candidates who are presently employed & not looking for a new job, which indicates that their current employer is satisfied with their performance. e- recruitment: Managers now use emails & to web to bypass campus career centers an email, news letter to the student to get them interested in the firm the manager can take the complete responsibility for all the recruiting. Doing their own recruiting also put them in better touch with the market & their needs.
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Recruitment in Reliance: Recruitment in Reliance is made through

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different channels. Recruitment procedure is quite systematic & not wholly scientific.

Channels of Recruitment In Reliance: - Recruitment through intermediaries - Recruitment through contractors - Direct Recruitment - Recruitment through employment exchange - Other Methods - Through Trade Union - Through Labour Office - Through referee
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- Recruitment through the web(erecruitment)

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Internal Recruitment: Internal recruitment involves findings someone already employed by the organization to fill the vacancy. If an internal transfer or selection can be done then the application is asked from employees who are interested in career shifts can be selected to the vacant place. The vacancies are internally advertised on the notice board.

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Internal Sources: Internal sources consist of employee referrals which enable quick availability of CVs to the HR department earning better posts through referrals benefits the employees & getting quickly eligible candidates & high moral of the employees benefit the company. But these internal references are limited to filling up vacancies at the lower level. The following guidelines are issued to streamline the internal recruitment procedure. - An employee must have at least worked for 5 years in the position where he is
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working to become eligible for internal Recruitment.

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- Employees in the contractual obligation should also be permitted to apply against internal advertisement but it depends on his qualification & efficiency work.

Advantages of Internal Recruitment : Applicants will already know the company & its methods of working & are therefore likely to settle into the job a great deal easier than external candidates. The cost of recruitment is reduced, there will be no need for external advertisements
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& all administrative cost & time involved in dealing with applications.
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Internal Recruitment & promotions will increase motivation of work force.

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Disadvantages of Internal Recruitment: There are through problems with using

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internal Recruitment. First, these will be limited range of applicants & there will be a reduced potential of finding new talent & less input of new ideas & methods of working, also as one person is promoted then another vacancy is created.

External Recruitment: External Recruitment means looking outside the company for candidates for vacancy. External Recruitment is conducted when there is no internal force to fill up the vacancy & the company is
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looking out for new candidates. The external sources are used for recruiting permanent employees or who are higher up in positions.
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External Sources : 1) Placement Agencies or

consultants:- The vacancy is communicated to the placement agency along with the job description & other specification. The CVs are sent in to the company where the HR Manager & the concerned department head specify according to their recruitment.
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2) Advertising :- Advertisements are given by- newspaper likes The Times Of India, Indian Express etc about the vacancy along with minimum qualification requirement. Advertisement is used when qualified or experienced personnel are not available from other sources 3) Central Employment Exchange:- The HR Manager contacts the employment exchanges & gets the suitable candidate for the required job. Advantages of External Recruitment :
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1) Introduces new people with new ideas, can allow leaps forward in thinking, helps avoid getting stuck. 2) Wider range of candidates giving more choice. 3) Takes advantage of training provided by other companies, reduces costs & increase skills.
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There are a wide variety of methods firm can use to find suitable candidates the actual method or methods used will depend upon the type of vacancy & number of vacancies available.
84

For skilled & professional workers it may be appropriate to use to find suitable candidates. The actual method or methods used will depend upon the type of vacancy & the number of vacancies. Headhunters can be used when senior management positions become vacant. Head hunters will use their knowledge of employment market to find suitable candidates. For semi skilled workers advertisements in local & nation newspaper may be appropriate. The job center can be used for clerical administrative & unskilled workers.
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SELECTION- THE ULTIMATE OBJECTIVE

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The process of making hire or no hire decision regarding each applicant for a job. The process typically involves determination of the requirement for effective work performance are typically based on job analysis depending on applicants scores on various test or impressions they have made in interviews. To retain & maximize the human resources whom were so carefully selected, organization must pay careful attention to socialize them. Socialization involves orienting new employees to the
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organization & to the unit in which they will be working. It is important that the new employees become familiar with the company policies, procedures & performance expectation. Socialization can make a difference between a new workers feeling like an outsides & a feeling like a member of the team. According to Dale Vader, selection is the process in which the candidates for employment are divided into two classes those who are to be offered employment & those who are not. The process of selection begins with the undertaking & the definition of job to be performed by those
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involved in selection. These are convicted into job specializations that are made public by using media. Job opportunities should be publicized in such a way the enable the organization to draw upon prospective candidates from a wider cross section of the society. Planned selection through techniques that are the objectives, reliable & valid ensures better choice of employees. The process of selection begins with manpower/human resource planning that involves a through auditing of the existing manpower & planning in advance how to more form the present to the future interns of human resources.
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The process continues in three stages, & each stage is as important as the previous one it starts with recruitment followed by screening & finally ends with selection. Recruitment is concerned with the discovery of potential to locate the sources of manpower & attract them insufficient numbers so as to facilitate better selection with a wider choice to meet the job requirements & job specifications.
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Selection is choosing a few from those who have applied. The process consists of many stages in which every information
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decides if the candidate will go to the next stages or fall out. It is the choice making process in which those meeting the minimum requirement keep going to the next stage & those falling go out of the race. After a candidate is found to be most suited, he is offered placement in the organization at a price scientifically arrived at by the process of job evaluation. The terms & conditions of employment are explained to him & finally he is inducted to the new work environment.
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The various steps in the selection of the desirable person in the employment procedure starts only after the applications from the prospective employees are receive by the concern. These applications are scrutinized considering the standard set out by the organization. The application are screened out at each step and those who are found borne job are selected finally.
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The following are the necessary steps generally involved in the selection process ;Page | 93

1) Preliminary interview 2) Application blank 3) Employment Test 4) Employment interview 5)Reference check 6)Medical examination 7)Final selection.

STEPS IN SELECTION PROCEDURE:1) Preliminary interview:

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It is the first step after receipt & scrutiny of the applications forms in the selection process .The purpose of this type of interview is to eliminate the unqualified or unsuitable candidates .It should be quite brief just to have an idea of general education, experience ,training , appearance, personality etc. of the candidate & to obtain his salary requirements. If the application appears to have some chance of being selected ,he is given the application blank to fill.
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2) Application Blank:
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A blank application or application blank is the next important weeding out device in the selection procedure .The successful candidates in preliminary interview supplied with the application blank to get a written record of the following information . Identify information such as family background date & place of birth, age, sex, height , citizenship, marital status etc. Information recording education .It include information about his academic career , subject taken at various levels ,school certificate & degree level, grade, division or place awarded in school & college, technical qualification etc.
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Expected salary, allowance & other fringe benefits

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3) Employment test: Psychological & other test are becoming increasingly popular even in India as a part of the selection process. However their utility is controversial .The personnel department can guide & help in the selection of type of tests appropriate for a particular position .

4) Employment Interview:

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Perhaps this is the most complex & difficult part of the selection process. The purpose of interview is to determine the suitability of the applicant for the applicant for the job & job for the applicant. Interview must be conducted in a friendly atmosphere & the candidate must be asked the Basis of job specification. Unwanted questions should be avoided.
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5) Reference Check: Employers generally provide a column in the application blank for Reference. If the applicant crosses all the above hurdles an investigation May be made on the reference supplied by the applicants regarding his Past employment, education, character, personal reputation etc. Reference may be called upon on telephones or may be contracted Through mail or personal visit. Additional information can also be Recorded by asking the questions from references.
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6) Medical Examination:
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In almost all the companies even in India medical examination is a part of The selection process for all suitable applicants. It is conducted of the final decision has been made to select the candidate. This is very important because a person of poor health may generally be absent from work & the training given to him may go waste. A person suffering from any disease nay spread it amongst others & all this effects the working of the concern.
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7) Final Selection:

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If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. An appointment letter will be given to him mentioning the terms of appointment, pay scales, post on which Selected, when he joins the organization etc. It Is the primary duty of the HR manager to introduce him to the company & his job. In the selection of the candidate whatever may be the procedure the personnel department plays an important role. It should be kept in the mind that the decision to recruit the personnel is not taken by the personnel
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Department. It however assist the top executives in selecting the candidate by devising the application from preparing the job description & setting the job specification.
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SELECTION PROCESS AT RELIANCCE COMMUNICATIONS: Scrutiny of CVs by HR Department Scrutiny of CVs by concerned departmental head Interview call letter send to applicants Personal interview Reference check
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 Selection Induction
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Scrutiny of CVs by the HR Department: The CVs received are scrutinized by the HR Department according to the Qualifications & requirement. The CVs are sorted accordingly.

Scrutiny of CVS by concerned Department Head: The concerned departmental head goes through the CVs sorted by the HR
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Department taking into consideration for which post the candidate has applied for.
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Interview call letter send to Application: After the CVs are scrutinized, the call letter is send to the candidates to come for the interview, & the HR head & the concerned persons to conduct the interview are informed.

Personal Interview: The interviews are often best carried out by panel consisting of a specialist, HR Manager, a manager from the department
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concerned & an independent member, this would allow an all round picture of the candidate be arrived at. After the personal interview the candidates undergo through various test which are conducted by the personnel department.
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Reference Check: For the recruitment of persons in higher positions the reference check of that Person is done with the previous employer or company the person was working with to know his reliability, character etc.

Selection:
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After the interview & other steps if the candidate is found fit for the particular job & is the right person for the job, then the candidates are short listed.
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Appointment Letter: A formal letter of appointment is sent to

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the candidate who is selected he is offered the job. It contains date of joining, terms of job etc.

Finalization of terms of service: 1. Fixation of salary is done by the HR Department in consultation with the head of the department concerned. This is normally done as per the salary structure already available in the company. 2. Before a person joins prior approval of concerned head is invariably obtained.
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3. After the approval of the authority is taken, candidates are given offer letter as per procedure. 3. Offer letters are signed by concerned executive.
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SCREENING OF THE EMPLOYEE: In over all process of selection, screening comes once the recruitment is over. Screening is a process of reducing the number of applicants to few who have a better chance of getting selected than those screened out. This is Also called the process of short listing. Screening is generally done by the HR department on the basis of: a) Eligibility b) Suitability Job specification must be referred to while screening candidates on the basis of these two criteria.
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Methods used in screening are, a) Preliminary application

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b) Screening Interview While screening dose help reduce large numbers to manageable proportions, it also has a risk of losing those who could have performed well in the subsequent selection. With more dear understanding of job description, the risk could be reduced.

P LACEMENT Once an after of employment has been made & it is accepted, the final stage is the procurement function & is concluded it
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may be defined as the determination of the job to which an accepted candidate is not be assigned and his assignment to that job.
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Joining Formalities: On the day of joining, all the necessary documents are verified against the application blank filled by the candidates earlier. Documents verified are: Education Qualification & certificates. Experience Certificates Clearance or no objection certificate from the previous employer
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 Resume Acknowledged copy of offer letter.

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On joining the organization the candidate has to sign the joining report which consists : Fill the CV in the company format; Fill the induction feedback form; Fill the PF form; Fill the investment declaration form.

A perfect placement can lead to low labour turnover, higher productivity, high

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morale, low rate of absenteeism & excellent work culture.

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CHAPTER 6
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Functional area

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Human resource department at reliance communications:HR department functions :Page | 115

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.

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2. Recruitment Process
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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.

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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.
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4. Employee Personal File Maintenance:

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a. Opening new file and Closing the Resigned employees 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.
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5. Employee Data Base:

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

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6. Confirmation Formalities:

a. Intimating the concerned HOD/Manager about the due dates for confirmation. b. Conducting Confirmation Appraisals. c. Co-coordinating for Skill Gap Analysis. d. Co-coordinating to set Quality Objectives for each job profile. e. Ensuring updation of the existing Job Profiles. f. Processing the Confirmation.

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7. ISO Compliance:
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a. Ensuring all the updation 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.

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b. Handling Apprentice Training, Submitting Periodic Returns to Board. c. Submitting other returns to the labour Department as per Shops and establishment Act.
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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. Co coordinating External and Internal
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Training Programs. d. Maintaining Training Records. e. Analysis of Training Feedback.

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10. Performance Appraisal: a. Prepared the new Appraisal Form. b. Educated employees about selfappraisal. c. Provided inputs to HODs for Appraisals. d. Prepared Appraisal Letters.

11. Employee Relation:

a. Having formal and Informal counseling

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with employees. b. Prepared Event Calendar of monthly recreation to motivate employees. c. Handling Corporate Medical Insurance. d. Processing required letters on employees request.
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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,
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Appraisal and Post Appraisals. d. Salary Details Reports to Accounts Department. e. Reports as per the HODs request.
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13. Exit Formalities:

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a. Administering Exit paper work including all Statutory requirements. b. Conducting Exit Interviews. c. Preparing Exit Interview Summary. d. Giving post employment reference for relieved employees. e. Processing File to Accounts Department for final settlement.

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CHAPTER 7

SKILLS ACQUIRED NATURE OF JOB:The nature of job carried out was related to recruitment process and other assignments. I got an opportunity to witness the organizational culture and perception of work. The study on recruitment was very useful. PF and ESI formalities. Recruitment process.
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 An overview on apprentice Training. Preparing training Evaluation report. Co coordinating to get Employee ID Cards. Prepared the new Appraisal Form. Communication with various other departments. Preparing Exit Interview Summary and processing File to Accounts Department for final settlement. Maintaining employee files safely with care & to make sure that all personal records are available in the files.

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SKILLS ACQUIRED:I underwent my internship in the HR Department, where, I acquired skills like,
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 Positive work ethics Interpersonal skill Professionalism Communication skill Good attitude Desire to learn and be trained Adaptability Planning/organizing skill Self confidence Ability to accept and learn from criticism

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CHAPTER 8 CONCLUSION

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CONCLUSION After the detailed study of the procedure of Recruitment & Selection process carried out at RELIANCE COMMUNICATIONS Pvt. Ltd., it can be concluded that the procedure is indeed very effective. A systematic procedure is followed by the company for recruitment & selection and more effective steps are applied to select right person for right job. Due to this special recruitment & selection procedure, employee can become more competitive in every field & rate of labour turnover may also get minimized.
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At last I would like to conclude my report by saying that all possible care should be taken by a company to make their workforce efficient & competent to make it face the global competition. As per my observation it can be said that RELIANCE COMMUNICATIONS Pvt. Ltd. policy regarding recruitment, selection & induction are efficient and improved that they can recruit the right person with the required qualifications for a right job.
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CHAPTER 9
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WEBLIOGRAPH Y

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WEBLIOGRAPHY:Page | 136

www.google.com www.answers.com www.reliancecommunications.com

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CHAPTER 10

ANNEXURE

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ANNEXURE I :COMPANY PROFILE:Type: Public (NSE: RCOM, BSE: 532712) Industry: Telecommunications Founded: 2004 Headquarters: Navi Mumbai, Maharashtra, India Key people Chairman: Anil Ambani Visiting Consultant: Satish Seth Products: Wireless Telephone Internet Television Data Cards Recharge Vouchers VC Revenue: $4.774 billion (2010) Net income: $1.061 billion (2010)
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Total assets: $20.559 billion (2010) Total equity : $9.776 billion (2010) Employees: 30,974 (2010) Parent: Reliance Anil Dhirubhai Ambani Group Subsidiaries: Reliance Telecom Limited Reliance Globalcom Limited Reliance Tech Services Reliance Communications Infrastructure Limited (RCIL) Reliance Big TV Limited Reliance Infratel Limited Website: Reliance Communications

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