SUBJECT – HUMAN RESOURCE MANAGEMENT

COMPANY – RELIANCE DIGITAL

PROFILE – ADVERTISING EXECUTIVE
GROUP - 6

PREPARED BY :-

MANAS SRIVASTAV
MAHIMA PAL
MOLIKA MATHUR
NIHAL SRIVASTAV
LALIT RAJPUT
SECTOR-RETAIL

RELIANCE DIGITAL IS THE LARGEST AND THE MOST PROFITABLE RETAILER IN INDIA WITH
THE WIDEST REACH.
RELIANCE RETAIL HAS NEARLY 200 MILLION REGISTERED CUSTOMERS BUYING ACROSS ALL
ITS FORMATS. THEY
DEALS IN JIO STORES, RELIANCE TRENDS, RELIANCE CONSUMER BRAND.
GDP OF RETAIL SECTOR IN INDIA IN 2022-US$250 BILLION
ATTRITION RATE - 40% TO 45% IN 2022
MARKET SIZE - US$ 1,407 BILLION BY 2026,  PROJECTED TO GROW AT 9% OVER 2019-2030
TOP COMPANIES -
 RELIANCE RETAIL (1.9 TRILLIONS)
 TRENT (RS.130.51CR)
 ADITYA BIRLA RETAIL (78 BILLIONS)
 TITAN COMPANY (RS.274 BILLIONS)
 SPENCER LTD. (RS. 686.81CR)
COMPANY INFORMATION
COMPANY NAME- RELIANCE DITIGAL

 RELIANCE DIGITAL IS AN INDIAN CONSUMER ELECTRONICS RETAILER. IS A

SUBSIDIARY OF RELIANCE RETAIL,
A WHOLLY OWNED SUBSIDIARY OF RELIANCE INDUSTRIES. OPEN ITS FIRST
STORE ON 24 APRIL 2007 IN DELHI.

 FOUNDER- MUKESH AMBANI

 FOUNDED – 8,MAY 1973, MAHARASHTRA.
 HEADQUARTER - MUMBAI
 OWNER - MUKESH AMBANI(49.46%); PUBLIC(50.54%)
 NO OF EMPLOYEES - 3,42,982(YEAR 2022)
 TRADE AS - BSE:500325 ;NSE: RELIANCE
PRODUCT AND SERVICES

PRODUCT SERVICES

 MOBILE & TABLETS  EASY RETURNS

 TELEVISIONS  NEXT DAY DELIVERY
 AUDIO
 FREE PICKUP AND DROP
 HOME APPLIANCES
 STAND BY UNIT SUPPORT
 COMPUTERS
 CAMERA’S
 PERIODICAL PRODUCT HEALTH
CHECK UP
 KITCHEN APPLIANCES
 PERSONAL CARE
 ACCESSORIES
Business Model

Key Activities Value Propositions Product offering Customer Segments

Key Partners
 Electronic retailer  Mobile & tablets  Luxury
 Reliance group  Launching products  Brand promise  Audio  premium
 Multi brands  Consumer  Home appliances  Mid segment
 Multi location satisfaction  Computers  Value fashion
 Offering national  Unmatched network  Camera’s  Value apparel
and international  High quality  Kitchen appliances
brands  Easy return policy  Personal care
 Extra cash back  accessories
offers
Key Resources  Wider range of Channels

 Distributors product
 RBL careers
 Store managers  Personalizing
 Website
 Customer service techniques
 Service guarantee  Online platform
staff members  Offline stores

Cost Structure Revenue Streams

 Operation costs  Online sales

 Product purchase  Offline sales
 Wages & salaries  Services
 Transportation cost
Original version: Strategyzer.com
This work is licensed under the Creative Commons Attribution-ShareAlike 4.0 International License.

businessmodelanalyst.com
 ORGANISATIONAL STRUCTURE
CHAIRMAN
Mukesh Ambani

Member Board of director

Damodar Mall

Product & Engineering Human Resource Legals

Finance
Karthik Ramanathan Chitra Padmanbhan Ravi Gandhi
Ashwin Khasgiwala
Staff Engineer Vice President HR President/Chief of
Chief Financial Officer
Public

Operation Sales
Marketing
Vishal Naik Balaji C
Nivedita Yadav
Vice President and Regional Sales Manager
Chief Marketing Manger
business
 HR FUNCTIONS
 Recruitment and Selection

 Employee training and development

 Compensation and benefits

 Employee performance management

 Managerial relations

 Employee engagement & communication

 EMPLOYEE LIFE CYCLE

RECRUITMENT

OFF BOARDING ON BOARDING

DEVELOPMEN
RETAIN
T
 ANALYSE THE PROS AND CONS OF THE COMPANY
AS PER EMPLOYEES -

PROS CONS

 Low salary
 Huge pressure managing the campaign
 Strategy:- salary distribution should be done
Organisational productivity
 on the basis of the work and the experience
Good brand name globally
 No stipend
 Work life balance is present
Strategy:-variable salary based on
experience or longevity
 Slow growth
Strategy:- product development
Market expansions
 HR POLICIES AFTER COVID 19

RELIANCE WILL
PROVIDE 100%
TO BACHELOR’S RELIANCE WILL
MONTHLY SALARY DEGREE BEAR 100%
TO NOMINEE FOR 5 PAYMENT FOR
YEARS HOSPITALIZATION
 Recent updates in HR policies based on COVID 19
situation
The motto followed by the RELIANCE was – “ WE CARE ”

Company announced the Reliance Family Support and Welfare Scheme.

Under this scheme company promised to the families of the deceased
colleagues –
 To provide the last drawn monthly salary to the nominee for 5 years.
 To provide 100% payment of tuition fee, hostel accommodation, and book
fee up to bachelor’s degree at any institute in India, for all children.
 To bear 100% payment of premium for hospitalization coverage for
spouse, parents, and children (till the bachelor’s degree of the children).
 A lumpsum payment of Rs. 10 lakhs directly to the nominee to support
and care for the grieving family.

A key initiative to safeguard employees from the pandemic is R-Suraksha,

company’s own vaccination programmed.
 SOURCING STRATEGY OF ADVERTISEMENT EXECUTIVE
 Reliance Digital will go for external sourcing mix.

 In external sourcing mix company will choose Campus Recruitment.

 As the profile of candidate will comes under front level employee the candidate will go
through these kind of parameters:
1. Candidate should have minimum 60% in UG.
2. Candidate should be pursuing or completed his post graduation in MBA or PGDM should
scored minimum 60%.
3. The candidate should have knowledge in marketing field or in Digital marketing.

 Competencies required are:

1. Domain knowledge.
2. Communication skills.
3. Technical skills.
 SOURCING MIX

INTERNAL EXTERNAL

 Promotion

 Seniority Based Promotion

 Merit Based Promotion
 EXTERNAL
• HR Interview (2-3 candidates will
appear for HR interview then select 1 of
 CAMPUS RECRUITMENT
them.)
 Finalize institutes or universities • Personal
• Background Verification
• Professional
Check (because candidate
 Resume Screening (40-50 candidates) • Medical
is a front level employee)
• Education
 Resume Shortlisting (30-40 resume selected)
• Offer letter rolled out
 Aptitude Test (20-30 candidates selected)
• Offer letter accepted (If
 Group discussion (10-20 candidates selected) NOT then this process will
again continued..)
 Technical interview (5-10 candidates will be selected)
• Onboarding
 Recruitment and Selection Process
  Man Power
Planning
Process
On-
Job Analysis
Boarding

Offer Sourcing
Accepted Mix

Offer Issued Initial

Screening

BVC Resume
Shortlisting

HR Personal
Interview Interview
 INTERVIEW TYPE, LEVELS, MODE

ROUND LEVELS TYPES MODES

ROUND 1 APTITUDE STRESS VIDEO CALL

ROUND

ROUND 2 TECHNICAL • IN-DEPTH FACE-TO-FACE

ROUND • FORMAL

• STRESS FACE-TO-
ROUND 3 HR ROUND • UNSTRUC FACE
TURED
 CANDIDATE EVALUATION FORM
NAME OF THE INTERVIEWER :- …………………………….. INTERVIEW DATE :- ……………………
CANDIDATE NAME :- …………………………….. POSITION :- ………………………..
EXPERIENCE (IF ANY) :-
…………………………..
5- Exceptional 4- Above Average 3- Average 2- Satisfactory 1- Unsatisfactory

5 4 3 2 1
Technical Qualification
Prior Work Experience

Social Media Awareness

Advertising Strategic
Thinking
Problem Solving Skills
Domain Knowledge
Communication (Verbal,
Written)
 STEPS IN INDUCTION
PROCESS

 Welcome to the Organization.

 Explain about the company.

 Show the department/ location where new employee will work.

 Give company’s manual to new employees.

 Explain about future training opportunities & career prospectus.

 Clarify doubts by encouraging the employee to come out with questions.