Original Report Recruitment

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A STUDY ONRECRUITMENT

PROCESS AT

RELIANCECOMMUNICATIONS


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CHAPTERS TOPIC PAGE NO.

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


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INDUSTRY PROFILE:

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


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total number of subscribers within a

month, against 543.20 million in

November 2009.

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


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population i.e. 612 million cellular phone

subscribers by mid 2012.

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 TheCommunication Industry In India:-

Over the past one decade, the flourishing

Indian Communication industry has been

successful in drawing the attention of


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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) isexpecting to increase the total

number of telecom towers by

constructing 56,596 telecom towers


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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 660.1million 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 Sistema-

Shyam 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.

CHAPTER 2


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COMPANY

PROFILE


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RELIANCE COMMUNICATION

PROFILE:

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 netdebt.

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.

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
http://en.wikipedia.org/wiki/Corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Corporation


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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.

MISSION:

Think big. Think different. Think

ahead.


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The mission is to create world-class

benchmarks by:

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 ofProducts and

Services

that are value for money and excite

customers

Providing a Network experience that

is

best in the industry


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Building Reliance into an iconic Brand

which

is benchmarked by others and leads

industry

in Intention to Purchase and Loyalty

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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RelianceAnil 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).

RelianceADA 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

Infrastructureare 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 shareholderswe 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.

RelianceADAG 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.

CODE OF CONDUCT:

Our code of conduct and business policiesencompasses the following areas:

Values and commitments

Code of ethics

Business policiesEthics management

Prevention of sexual harassment

Policy on insider trading

MAIN SUBSIDIARIES:-

RELIANCETELECOMMUNICATION

LIMITED (RTL).


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RELIANCE GLOBALCOM.RELIANCE INTERNET DATA

CENTER (RIDC).

RELIANCE DIGITIAL TV.

Reliance Telecommunication Limited(RTL)

In July 2007, the company announced it

was buying US-based

managed ethernet and application delivery

services companyYipes 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
http://en.wikipedia.org/wiki/Ethernethttp://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://www.flagtelecom.com/http://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://www.flagtelecom.com/http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Yipes_Enterprise_Services&action=edit&redlink=1http://en.wikipedia.org/wiki/Ethernet


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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.

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
http://www.flagtelecom.com/http://www.flagtelecom.com/http://www.flagtelecom.com/http://www.flagtelecom.com/http://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/wiki/GSMhttp://www.flagtelecom.com/


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markets in India, the Middle East, Asia,

Europe, and the U.S.

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
http://en.wikipedia.org/wiki/Data_Centerhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Colocationhttp://en.wikipedia.org/wiki/Colocationhttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Data_Center


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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 pay-

per-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 DVD-
http://en.wikipedia.org/wiki/Big_TVhttp://en.wikipedia.org/wiki/Big_TV


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quality pictures on over 200 channels

using MPEG-4 technology.

ACQUISITIONS:

FLAG Telecom Yipes ethernet service

Digicable

OFFICES:

Reliance Communications Limited has its

offices inAhmedabad, Bangalore,

Chandigarh, Chennai, Hyderabad, Jaipur,


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Kochi, Kolkata, Lucknow, Patna and

Pune.

COMPETITORS:-

Reliance Communications competes with

14 other mobile operators throughout

India.

They areAircel,AirtelCheers

Mobile,BSNL,Idea,Loop

Mobile,MTNL,MTS, Ping Mobile, S

Tel, Tata

DoCoMo,TataIndicom, Uninor, Videocon,Virgin Mobile (GSM & CDMA)

andVodafone.
http://en.wikipedia.org/wiki/Aircelhttp://en.wikipedia.org/wiki/Airtel_(India)http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/BSNLhttp://en.wikipedia.org/wiki/Idea_Cellularhttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/MTNLhttp://en.wikipedia.org/wiki/MTS_Indiahttp://en.wikipedia.org/w/index.php?title=Ping_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_Indicomhttp://en.wikipedia.org/wiki/Uninorhttp://en.wikipedia.org/wiki/Videocon_Telecommunications_Limitedhttp://en.wikipedia.org/wiki/Virgin_Mobile_Indiahttp://en.wikipedia.org/wiki/Vodafone_Essarhttp://en.wikipedia.org/wiki/Vodafone_Essarhttp://en.wikipedia.org/wiki/Virgin_Mobile_Indiahttp://en.wikipedia.org/wiki/Videocon_Telecommunications_Limitedhttp://en.wikipedia.org/wiki/Uninorhttp://en.wikipedia.org/wiki/Tata_Indicomhttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/Tata_DoCoMohttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/wiki/S_Telhttp://en.wikipedia.org/w/index.php?title=Ping_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/MTS_Indiahttp://en.wikipedia.org/wiki/MTNLhttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Loop_Mobile_Indiahttp://en.wikipedia.org/wiki/Idea_Cellularhttp://en.wikipedia.org/wiki/BSNLhttp://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Cheers_Mobile&action=edit&redlink=1http://en.wikipedia.org/wiki/Airtel_(India)http://en.wikipedia.org/wiki/Aircel


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CHAPTER 3


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ORGANISATIONAL

CHART


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Organaisation Structure :-


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CHAPTER 4


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PRODUCT PROFILE


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Product profile:

3G and BWAOn 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
http://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Northeast_Indiahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-7http://en.wikipedia.org/wiki/File:Indian_Rupee_symbol.svghttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-7http://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Northeast_Indiahttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Assam


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India, with a 4 city launch in Chandigarh,

Delhi, Kolkata and Mumbai.[9]

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
http://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-8http://en.wikipedia.org/wiki/Wireless_broadbandhttp://en.wikipedia.org/wiki/3GPP_Long_Term_Evolutionhttp://en.wikipedia.org/wiki/CDMAhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/WiMAXhttp://en.wikipedia.org/wiki/WiMAXhttp://en.wikipedia.org/wiki/GSMhttp://en.wikipedia.org/wiki/CDMAhttp://en.wikipedia.org/wiki/3GPP_Long_Term_Evolutionhttp://en.wikipedia.org/wiki/Wireless_broadbandhttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-8http://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Chandigarh


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ecosystem has weakened after WiMAX

operators like Clearwire and Yota moved

to LTE.[10]

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

No. Cities/Town
http://en.wikipedia.org/wiki/Clearwirehttp://en.wikipedia.org/wiki/Yotahttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-9http://en.wikipedia.org/wiki/Wikipedia:WikiProject_Lists#Incomplete_listshttp://en.wikipedia.org/wiki/Wikipedia:WikiProject_Lists#Incomplete_listshttp://en.wikipedia.org/wiki/Reliance_Communications#cite_note-9http://en.wikipedia.org/wiki/Yotahttp://en.wikipedia.org/wiki/Clearwire


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m

Circle

on of

Town

s

s

Assam Assam 0

Bihar

Bihar 10 Arrah,

Bhagalpur,

Bihar Sharif,

Chhapra,

Gaya,

Hajipur,Katihar,

Muzaffarpur,

Patna
http://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Arrahhttp://en.wikipedia.org/wiki/Bhagalpurhttp://en.wikipedia.org/wiki/Bihar_Sharifhttp://en.wikipedia.org/wiki/Chhaprahttp://en.wikipedia.org/wiki/Gaya,_Indiahttp://en.wikipedia.org/wiki/Hajipurhttp://en.wikipedia.org/wiki/Katiharhttp://en.wikipedia.org/wiki/Muzaffarpurhttp://en.wikipedia.org/wiki/Patnahttp://en.wikipedia.org/wiki/Patnahttp://en.wikipedia.org/wiki/Muzaffarpurhttp://en.wikipedia.org/wiki/Katiharhttp://en.wikipedia.org/wiki/Hajipurhttp://en.wikipedia.org/wiki/Gaya,_Indiahttp://en.wikipedia.org/wiki/Chhaprahttp://en.wikipedia.org/wiki/Bihar_Sharifhttp://en.wikipedia.org/wiki/Bhagalpurhttp://en.wikipedia.org/wiki/Arrahhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Assam


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Jharkhand 6Bokaro,Chas,

Dhanbad,

Jamshedpur,

Jharia,

Ranchi

Delhi Delhi NCR N/A Delhi

Himach

alPradesh

Himachal

Pradesh

13

Baddi,

Dharamshala

, Dalhousie,Hamirpur,

Kangra,

Kullu,
http://en.wikipedia.org/wiki/Jharkhandhttp://en.wikipedia.org/wiki/Bokarohttp://en.wikipedia.org/wiki/Chashttp://en.wikipedia.org/wiki/Dhanbadhttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Jhariahttp://en.wikipedia.org/wiki/Ranchihttp://en.wikipedia.org/wiki/National_Capital_Region_%28India%29http://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Baddihttp://en.wikipedia.org/wiki/Dharamshalahttp://en.wikipedia.org/wiki/Dalhousie,_Indiahttp://en.wikipedia.org/wiki/Hamirpur,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Kangra,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Kulluhttp://en.wikipedia.org/wiki/Kulluhttp://en.wikipedia.org/wiki/Kangra,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Hamirpur,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Dalhousie,_Indiahttp://en.wikipedia.org/wiki/Dharamshalahttp://en.wikipedia.org/wiki/Baddihttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Himachal_Pradeshhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/National_Capital_Region_%28India%29http://en.wikipedia.org/wiki/Ranchihttp://en.wikipedia.org/wiki/Jhariahttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Dhanbadhttp://en.wikipedia.org/wiki/Chashttp://en.wikipedia.org/wiki/Bokarohttp://en.wikipedia.org/wiki/Jharkhand


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Mandi,

Nalagarh,

Palampur,

Paonta

Sahib,

Chaupal,

Shimla,

Rampur,Roh

ru, Solan,

Una

Jammu

&

Kashmir

Jammu &Kashmir

2 Jammu,Srinagar

Kolkata

Kolkata1 1 Kolkata
http://en.wikipedia.org/wiki/Mandihttp://en.wikipedia.org/wiki/Nalagarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Chaupalhttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Rampurhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Solanhttp://en.wikipedia.org/wiki/Una,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%28city%29http://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/wiki/Jammu_%28city%29http://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Jammu_%26_Kashmirhttp://en.wikipedia.org/wiki/Una,_Himachal_Pradeshhttp://en.wikipedia.org/wiki/Solanhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rohruhttp://en.wikipedia.org/wiki/Rampurhttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Chaupalhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Paonta_Sahibhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Nalagarhhttp://en.wikipedia.org/wiki/Mandi


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1

Madhya

Pradesh

Madhya

Pradesh

Jabalpur ,

Bhopal,

Indore,

Chinndwara

and other

major cities

of MP.

Chhattisgar

h

0

Mumbai2

Mumbai

2

1

Arunachal 0
http://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradesh


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North

East

Pradesh

Meghalaya 0

Manipur0

Mizoram 0

Nagaland 0

Tripura 0

Orissa Orissa 3 Bhubaneswa

r,Cuttack,

Rourkela, 15
http://en.wikipedia.org/wiki/Arunachal_Pradeshhttp://en.wikipedia.org/wiki/Meghalayahttp://en.wikipedia.org/wiki/Manipurhttp://en.wikipedia.org/wiki/Mizoramhttp://en.wikipedia.org/wiki/Nagalandhttp://en.wikipedia.org/wiki/Tripurahttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Cuttackhttp://en.wikipedia.org/wiki/Rourkelahttp://en.wikipedia.org/wiki/Rourkelahttp://en.wikipedia.org/wiki/Cuttackhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Tripurahttp://en.wikipedia.org/wiki/Nagalandhttp://en.wikipedia.org/wiki/Mizoramhttp://en.wikipedia.org/wiki/Manipurhttp://en.wikipedia.org/wiki/Meghalayahttp://en.wikipedia.org/wiki/Arunachal_Pradesh


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other cities

(expected

March 2011)

Punjab Punjab 6 Amritsar,

Batinda,

Chandigarh3,

Jalandhar,

Ludhiana,

Patiala

Rajasthan

Rajasthan 12 Ajmer,Alwar,

Bhilwara,

Bhiwadi,
http://en.wikipedia.org/wiki/Punjab,_Indiahttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Batindahttp://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Jalandharhttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Patialahttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Alwarhttp://en.wikipedia.org/wiki/Bhilwarahttp://en.wikipedia.org/wiki/Bhiwadihttp://en.wikipedia.org/wiki/Bhiwadihttp://en.wikipedia.org/wiki/Bhilwarahttp://en.wikipedia.org/wiki/Alwarhttp://en.wikipedia.org/wiki/Ajmerhttp://en.wikipedia.org/wiki/Rajasthanhttp://en.wikipedia.org/wiki/Patialahttp://en.wikipedia.org/wiki/Ludhianahttp://en.wikipedia.org/wiki/Jalandharhttp://en.wikipedia.org/wiki/Chandigarhhttp://en.wikipedia.org/wiki/Batindahttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Punjab,_India


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Bikaner,

Jaipur,

Jodhpur,

Kota, Pali,

Pilani, Sri

Ganganagar,

Udaipur

West

Bengal

West

Bengal4

1 Kharagpur
http://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Jaipurhttp://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Pali,_Rajasthanhttp://en.wikipedia.org/wiki/Pilanihttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Udaipurhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Kharagpurhttp://en.wikipedia.org/wiki/Kharagpurhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Udaipurhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Sri_Ganganagarhttp://en.wikipedia.org/wiki/Pilanihttp://en.wikipedia.org/wiki/Pali,_Rajasthanhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Jodhpurhttp://en.wikipedia.org/wiki/Jaipurhttp://en.wikipedia.org/wiki/Bikaner


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Subscriber base:

The Reliance Communication subscriber

base is about 128.87 million as of February

2011.

GSM

Circle

name

Post paid Prepaid

Andhra

Pradesh

6182 1890923

Delhi 19172 2054393

Gujarat 19414 2480642

Kerala 8049 901829

Karnataka 18572 2168131

Maharashtra

& Goa

25288 3301389


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Mumbai 24884 2083175

Punjab,

Haryana &

Himachal

Pradesh

18630 2717375

Rajasthan 6631 2628940

Dhanbad 87695 10984683

Tamil Nadu

& Andaman

25704 1909641

Not Defined 136636 345658

Uttar

Pradesh

9093 6430945

West

Bengal

8765 22154


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Page | 50

RCOM

GSM -

Total sub

base

29262215

CDMACircle name Post

paid

Prepai

d

Prepai

d PCO

Andhra

Pradesh

25059

7

445434

1

476990

Delhi 50572

4

321187

5

114702

Gujarat 28848 299216 115298


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Page | 51

0 5

Kerala 200796

2054601

125214

Karnataka 23628

8

302495

4

253848

Maharashtra

& Goa

29553

4

345732

9

275002

Madhya

Pradesh &

Orissa

18786

0

449516

3

139575

Mumbai 55512

0

322321

1

166858

Punjab,Harya

na &

Himachal

19849

7

256999

8

92611


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Page | 52

Pradesh

Rajasthan 151260

2284651

96704

Tamil Nadu &

Andaman

30486

1

385483

9

374900

Uttar Pradesh 27062

7

797608

3

265494

West

Bengal,Bihar

& Jharkhand

24094

6

660605

0

203919

RCOMCDMA -

Total sub

base

56592965


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Page | 53


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Page | 54

DTH

Circle name Total

Andhra Pradesh 209118

Bihar 41245

Chattisgarh 28965

Delhi 73148

Gujarat 109013

Haryana 65358

Himachal Pradesh 25822

Jammu & Kashmir 28643

Jharkhand 21060

Karnataka 309007

Kerala 171179Maharashtra & Goa 258365


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Madhya Pradesh 78525

Mumbai 96609

North East 28518

Orissa 79011

Rajasthan 177667

Tamil Nadu 208692

Uttar Pradesh (W) 124430

Uttar Pradesh (E) 115058

West Bengal 44280

DTH - Total sub

base

2334996


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Page | 56

Broadband

Circle name Data Voice

Andhra Pradesh 6182 1890923

Delhi 19172 2054393

Gujarat 19414 2480642

Kerala 8049 901829

Karnataka 18572 2168131

Maharashtra & Goa 25288 3301389Mumbai 24884 2083175

Punjab,Haryana &

Himachal Pradesh

18630 2717375

Rajasthan 6631 2628940

Tamil Nadu & 25704 1909641


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Andaman

Not Defined 136636 345658

Uttar Pradesh 9093 6430945

West Bengal 8765 22154

RCOM GSM - Total

sub base

29262215


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Page | 58

RTL

Circle name Post

paid

Prepaid

Assam 114942 1749992

Bihar & Jharkhand 7482 4152577

Calcutta 5524 2076028

Himachal Pradesh 2344 999493

Madhya Pradesh &Chhattisgarh

55911 4913590

North-East 21454 520513

Orissa 12684 2217043

West Bengal 2481 3212510


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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.

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.

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 canbe 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, doengage 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 &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 ofthese sources are:

Current Employees: Many companies

have a policy of informing currentemployees 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 employmentopportunity 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 thenew 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 recruitingalso put them in better touch with the

market & their needs.


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Recruitment in Reliance:

Recruitment in Reliance is made throughdifferent 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(e-

recruitment)

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.

- 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 greatdeal 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.

Internal Recruitment & promotions will

increase motivation of work force.


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Disadvantages of Internal Recruitment:

There are through problems with usinginternal 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.

External Sources :

1) Placement Agencies orconsultants:- 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 candidatefor 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.

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.


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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

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 theexisting 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.

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 ;-

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 applicationblank to fill.

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

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 .Thepersonnel 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.

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.

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.

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

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.

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.

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 tothe 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 HRDepartment 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

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.

Joining Formalities:

On the day of joining, all the necessary

documents are verified against the

application blank filled by the candidatesearlier.

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.

On joining the organization the

candidate has to sign the joining reportwhich 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

Functional area


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Human resource department at reliance

communications:-

HR department functions :-

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

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.

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.

5. Employee Data Base:

a. Keeping Track of KnowledgeManagement 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:

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.

9. Training And Development:

a. Conducting Induction Training for new

hires.

b. Training Need Analysis based on SkillGap 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.

10. Performance Appraisal:

a. Prepared the new Appraisal Form.

b. Educated employees about self-

appraisal.

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.

12. Report Generation:

a. Generating and analyzing Employee

Attrition Reports, Training Evaluation, andManpower 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:

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 ofwork. 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 andprocessing File to Accounts

Department for final settlement.

Maintaining employee files safely withcare & to make sure that all personal

records are available in the files.

SKILLS ACQUIRED:-

I underwent my internship in the HR

Department, where, I acquired skills like,


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Positive work ethicsInterpersonal skillProfessionalism

Communication skillGood attitude

Desire to learn and be trainedAdaptability

Planning/organizing skillSelf confidence

Ability to accept and learn fromcriticism


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CHAPTER

8

CONCLUSION


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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

WEBLIOGRAPH

Y


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WEBLIOGRAPHY:-

www.google.comwww.answers.com

www.reliancecommunications.com
http://www.google.com/http://www.google.com/http://www.answers.com/http://www.answers.com/http://www.reliancecommunications.com/http://www.reliancecommunications.com/http://www.reliancecommunications.com/http://www.answers.com/http://www.google.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 SethProducts:

Wireless

Telephone

InternetTelevisionData Cards

Recharge Vouchers

VC Revenue: $4.774 billion (2010)

Net income: $1.061 billion (2010)
http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=RCOM&section=7http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=532712http://en.wikipedia.org/wiki/Telecommunicationhttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Maharashtrahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Chairmanhttp://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/w/index.php?title=Visiting_Consultant&action=edit&redlink=1http://en.wikipedia.org/wiki/Wirelesshttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Televisionhttp://en.wikipedia.org/wiki/Internethttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Wirelesshttp://en.wikipedia.org/w/index.php?title=Visiting_Consultant&action=edit&redlink=1http://en.wikipedia.org/wiki/Anil_Ambanihttp://en.wikipedia.org/wiki/Chairmanhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Maharashtrahttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Telecommunicationhttp://www.bseindia.com/bseplus/StockReach/AdvanceStockReach.aspx?scripcode=532712http://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=RCOM&section=7http://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/Types_of_business_entity


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Total assets: $20.559 billion (2010)

Total equity : $9.776 billion (2010)

Employees: 30,974 (2010)

Parent: Reliance Anil DhirubhaiAmbani Group

Subsidiaries:

Reliance Telecom LimitedReliance Globalcom Limited

Reliance Tech ServicesReliance Communications

Infrastructure Limited (RCIL)

Reliance Big TV LimitedReliance Infratel Limited

Website: RelianceCommunications
http://en.wikipedia.org/wiki/Assethttp://en.wikipedia.org/wiki/Equity_%28finance%29http://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/w/index.php?title=Reliance_Telecom_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/w/index.php?title=Reliance_Tech_Services&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/BIG_TVhttp://en.wikipedia.org/w/index.php?title=Reliance_Infratel_Limited&action=edit&redlink=1http://www.rcom.co.in/http://www.rcom.co.in/http://www.rcom.co.in/http://www.rcom.co.in/http://en.wikipedia.org/w/index.php?title=Reliance_Infratel_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/BIG_TVhttp://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Communications_Infrastructure_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Reliance_Tech_Services&action=edit&redlink=1http://en.wikipedia.org/wiki/Reliance_Globalcomhttp://en.wikipedia.org/w/index.php?title=Reliance_Telecom_Limited&action=edit&redlink=1http://en.wikipedia.org/wiki/Subsidiaryhttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Reliance_Anil_Dhirubhai_Ambani_Grouphttp://en.wikipedia.org/wiki/Holding_companyhttp://en.wikipedia.org/wiki/Equity_%28finance%29http://en.wikipedia.org/wiki/Asset


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