recruitment and selection policy of reliance

SUMMER TRAINING PROJECT
ON
RECRUITMENT & SELECTION POLICIES OF
Reliance infrastructure Ltd
Project Submitted in Partial fulfillment of BBM to
THE IIS UNIVERSITY
Submitted To: - Submitted By:-
Vandana ma’am Neha Goyal
BBM SEM VI ‘A’
ICG/2010/10657
ROLL NO. 100338

DECLARATION
I NEHA GOYAL, Student of BBM, Hereby declare that the Project
Report entitled ―Satisfaction level amongst employee about Recruitment
and Selection Process at RELIANCE INFRA STRUCTURE is a piece of
genuine work done under the guidance of Mr. ASHWIN KUMAR at
RELIANCE INFRA STRUCTURE . The project is undertaken as a part
of Summer Training Project accomplished for the partial fulfillment of
the RELIANCE INFRA STRUCTURE. The matter embodied in this
project report has not been submitted elsewhere by anybody for the award
of any degree or diploma.
NEHA GOYAL
BBM SEM VI ‘A’
ICG/2010/10657
ROLL NO. 100338

S.No. Contents Page No.
1 Acknowledgement 1
2 Preface 2
3 Introduction of the project 3
4 Company profile 4-11
 Introduction to Company 4-7
 History 8
 Awards & Reorganization 9-11
 Products & Services 11
5 Project Profile 12-24
 Introduction to recruitment & selection
policies
12-20
 Market Analysis of Company 21-23
 SWOT Analysis 24
6 Review of literature 25-28
7 Research methodology 29-32
 Objective of research 30
 Scope of research 31
 Hypothesis 32
8 Sampling Technique 33-34
9 Research Design & Instrument 35-36
10 Data Collection 37-39
11 Data analysis 40-56
12 Facts and findings 57-59
13 Recommendation 60

14 Conclusion 61
15 Limitation 62
16 Bibliography 63-64
17 Annexure 65-67

ACKNOWLEDGEMENT
Any job in this world, however trivial or tough cannot be accomplished
without the assistance of other. I would hereby take the opportunity to
express my indebtedness to people who have helped me to accomplish
this task. With a deep sense of gratitude , I once express my sincere
thanks to my project guide vandana Mam for their active support and
continuous guidance without which it would have been difficult for
me to sustain in this world . I would also like to thanks MR. ASHWANI
KUMAR (manager) of R infra for providing me with the required data.
I am very much thankful to the whole staff of R infra for their support
and suggestions.
Neha Goyal

PREFACE
Research work in management is extremely important for it gives a close
view of the real business world and bridges the gap between theory and
practical. For any BBM student who is striving to perform outstanding, it
is of paramount importance that apart from theoretical knowledge one
must also gain practical knowledge which in turn widely influences their
conceptions and perceptions.
This project was undertaken towards the partial fulfillment of the
requirements INTERNATIONAL COLLEGE FOR GIRLS (ICG)
Jaipur. This really provided me an opportunity to demonstrate my ability
in applying theory to practical business situations. The study undertaken
by me is "recruitment & selection policies.” In this, I have tried to
perform my best. In the forthcoming pages an attempt has been made to
present comprehensive report concerning different aspects of my project.

INTRODUCTION TO THE PROJECT
The success of modern organization is heavily dependent on the
contribution made by the employees as they perform the various tasks to
which they are assigned. Organization tend to be successful, employees
are satisfied and productive in performing their tasks.
Personnel management service to use human resource in an effective
manner so as to transform them for realizing the objective of
organization. Thus it aims at relating the people at work with the
activities necessary to achieve the organizational goals.
Personnel management activities include:
 Planning, designing and evaluating the employee’s job and
agreement to ensure their effective implementation.
 Recruitment, selecting, training and developing motivating
employees perform the job effectively.
 Providing satisfactory relations between the organization and
people through fringe benefits and labour relations.
 To contribute to the formulation of organization personnel
policies.

Company profile
Introduction
Reliance infrastructure ltd
Type
Public company
Traded as
BSE: 500390
NSE: RELINFRA
Industry Utilities (energy)
Founded 2002
Headquarters Mumbai, India
Key people AnildhirubhaiAmbani
(Chairman)
Products electrical power
natural gas
Services Electricity generation and
distribution
natural
gas exploration,production,
transportation and
distribution
Revenue 17,906 crore (US$3.24
billion)(2012)
Net income 2,000 crore (US$362
million)(2012)
Total assets 34,018 crore (US$6.16
billion)(2011)

Employees 8,988 (2011)
Parent Reliance Anil Dhirubhai
Ambani Group
Website www.rinfra.com
Reliance infrastructure, a part of Reliance Group, is India's largest
infrastructure company with turnover of over Rs.15,690 crore and market
capitalization of over Rs. 24,450 crore as on March 31, 2010.
Reliance Infrastructure Limited is India’s leading utility company having
presence in across the value chain of power business i.e. Generation,
Transmission, Distribution, EPC and Trading and the largest
infrastructure company by developing projects in all high growth areas in
infrastructure sector i.e. Roads, Highways, Metro Rails, Airports and
Speciality Real Estate.
Our presence spans across three verticals:
- Engineering, Procurement and Construction
- Energy
- Infrastructure
Engineering, Procurement and Construction
EPC offers a single point solution to the execution of power plants
including project engineering, procurement, construction &
commissioning for its clients. The world of tomorrow will feature
abundant energy that will spark a million smiles and dreams. Our EPC
division is ushering this energy revolution with power plant projects.
Along with full service project advisory capabilities, we manage power

plants on a turnkey basis and provide industry specialist services such as
fuel management advice and fiscal advice. Our the turnover of the
division was Rs 557 crore (US$ 120 million) and order book position of
over Rs 18,530 crore (US$ 4 billion) as on June 30, 2010.
Energy
Our core competency in energy extends to generation, transmission,
distribution and trading. This comprehensive sphere of influence extends
our vision of a highly developed India within our realms. We distributed
more than 36 billion units of electricity to 30 million consumers and
generate 941 MW of electricity from our power stations. Our
transmission division is developing 5 transmission projects, with total
project outlay of Rs 6,640 crore (US$ 1.4 billion).
Infrastructure
RInfra has a significant presence in the construction of roads, metros,
airports and real estate. Infrastructure is decidedly the most visible and
important form of development in a nation. We signify this with our 11
road projects of 970 kms worth about Rs 12,000 crore (US$ 2.6 billion).
We are currently implementing 3 metro rail projects in Mumbai and
Delhi worth around Rs 16,000 crore (US$ 3.4 billion).In the real estate
space, we are in various stages of bidding/negotiation/planning with over
400 million sq. feet of mixed use built up potential.
Enhancing Our Legacy/ Carrying the Legacy
Our passion to excel in every endeavor emanates from the legacy of our
founder Late Shri Dhirubhai Ambani. His values and ideals stand
with us as we collectively seek to further develop the society,

landscape and the nation we are a proud part of. In the years ahead of
us, we will keep exploring the unknown in our quest for excellence.
Highlights for Company Profile
 One of the largest Indian business conglomerate.
 Leading Private Utility Firm in Transmission.
 Significant presence in EPC, Energy and Infrastructure.

History
Reliance Infrastructure Ltd. (BSE: 500390, NSE: RELINFRA)
formerly known as Reliance Energy and prior to that as Bombay
Suburban Electric Supply (BSES), Its India's largest private sector
enterprise in power utility and its a company under the Reliance Anil
Dhirubhai Ambani Group banner, one of India's largest conglomerates.
The company is headed by Anil Ambani. The company's corporate
headquarters is situated in Mumbai. The company is the sole distributor
of electricity to consumers in the suburbs of Mumbai. It also runs power
generation, transmission and distribution businesses in other parts of
Maharashtra, Goa and Andhra Pradesh.

Awards & Accolades
Environmental Awards
 2006 - Greentech Award for Environmental Excellence" for the year
2006.
 2005 - Greentech Award for Environmental Excellence" for the year
2004-2005.
 2001 - Indo-German Award for Environmental Excellence" by Greentech
Foundation.
 2000 - Indo-German Award for Environmental Excellence" by Greentech
Foundation.
 2000 - Federation of Indian Chambers of Commerce & Industry (FICCI)
Award.
 2000 - Millennium Business Award for Environmental Achievement" by
United Nations (UN) and International Chamber of Commerce (ICC) at
BUDAPEST.
 1999 - Environment Performance Award" by Council of Power Utilities
(CPU ) as a part of Thermal Centenary Celebration-1999.
 1998 - The G-51 Millennium Award in the field of Mother Earth
protection.
 1998 - Dr.R.J.Rathi Environmental Award.
 1997 - International Greenland Society National Award.
Safety Awards
 2006 - NSC- Maharastra Chapter - Safety Awards - 2005 for "Lowest
Accident frequency rate" during the year 2005.
 2005 - NSC - Maharashtra Chapter - Safety Awards – 2004.

 2004 - Four Stars" Ranking by British Safety Council, UK for
Occupational Health and Safety Management System.
 2004 - National Safety Council-Maharashtra Chapter.
 2004 - National Safety Award-2003" by Govt. of India.
 2001 - Safety Award-2001- Yogyata Pramanpatra" by "National Safety
Council of India" for good performance in OSH for 1998 to 2000.
 1999 - National Safety Council-Maharashtra Chapter" for longest
accident free period during 1999.
Operational Performance Awards
 2006 - 2006 - International Quality Crown Award (IQC Award) in Gold
Category" by Business Initiative Directions (BID) , Spain.
 2006 - CII - National Award for Excellence in Energy Management" for
2006 - by Confederation of Indian Industry(C I I ).
 2006 - First Prize - National Award for Meritorious Performance by
Central Electricity Authority (CEA), Govt. of India for its Excellent
PERFORMANCE amongst Indian Thermal Power Plants in the year
2004-05.
 2005 - Maharastra Energy Development Agency (MEDA) Award for
Excellence in Energy Conservation & Management in Thermal Power
Station sector for the year 2005.
 2005 - Vishwakarma Rashtriya Purasakar - 2004 (Eight Employees) - by
Ministry of Labour and Employment., Govt. of India.
 2005 - CII - National Award for excellence in Water Management" for
2005 - by Confederation of Indian Industry(C I I ).
 2004 - Reliance Energy was presented the prestigious "QIMPRO
Benchmark 2004" award by the QIMPRO Foundation in the "Service

Category" on the basis of its performance in 15 parameters including
attributes such as Leadership, Strategic planning, Communication,
Quality Management System, and Customer Interaction Management,
among others - by QIMPRO Foundation.
 2004 - Dahanu TPS was named as one of the worlds top 12 power plants
of 2004 by Platts Power Magazine, in its July/August 2004 edition based
on several selection criteria such as operational efficiency, minimal
environmental impact, technology use, financing structure, etc.
Products / Services
Products:
 Electricity
Services:
 Generation of power
 Designing, engineering, erection, installation and maintenance of
power projects
 Transmission of power
 Distribution of power
 Engineering, Procurement and Construction contracts
 Infrastructure projects

PROJECT PROFILE
RECRUITMENT AND SELCTION POLICIES
Recruitment RU
Recruitment is a process of locating and encouraging potential applicant
to apply for existing or anticipated job openings. It is actually s linking
function, joining together those with jobs to be to fill and those seeking
jobs. Recruitment process, logically aim at
(i) Attracting large number of qualified applicants who are ready to take
up the job if offered
(ii) offering enough information for unqualified persons to self select
themselves out.
R E C R U I T M E N T P R O C E S S
1. Identification of a Vacancy
Its duty of every employee having grade of Deputy General Manager
and above to identify the Vacancy and inform the HR as soon as
possible. The reason for a vacancy may be:
Staffing changes: Resignation by an employee, termination from
his /her duty, person went for retirement, long/short leave Like in case of
illness, maternity leave, secondment, promotion of a person resulting
into vacancy of that particular post, coming of new projects which needs
more employee .Work Requirement Changes coming up of unexpected
wo rk like very short term preparation of bidding team which comes

into existent just before the floating of a project by government,
temporary additional workload like visiting of CEO, DO or Chairperson
Anil Ambani -for that preparation of reports, presentation are required
which make busy employee of various department.
2. Review the need for the position to fill the vacancy HR manager
will review the short and long term requirement from the position
and need to fill the vacancy for that HR manager will consider
Staffing Plan which indicates how much more employees are
required and where are the surplus and what work area, how
many people are handling .
Budget: Budget has been allocated among various department for
spending on employee salaries, recruitment etc.
Job description and job specification:
This task is jointly done by HR manager and various department
head. In Reliance infra structure, it is bottom up approach;
Where in requirements for new employees some time come up
the bottom of the pyramid. For example, need for extra
employee job description and specifications are passed on from
DGM to GM, from GM to Assistant VP, from Assistant VP to
Sr. vp. Finally consensus is done by HR manager and Sr. VP.
Then the request is forward to director of operations with whom
Lies the ultimate power.DGM, GM, Assistant VP etc. are all
Involved in deciding upon job title, job summary, job activities,
Working conditions and social environment. Fundamental
Attributes of a job specification are mostly decided by the HR
Manager only after a talk with different departments. Contra

indicators like job involving frequent visits to site should be
given to females etc. are mostly provided by DGM,GM etc.
S O U R C E S O F R E C R U I T E M N T
In R infra ltd., both internal as well as external sources of recruitment
are used.
Internal Sources:
Persons who are already working in R infra constitute internal sources.
Also retrenched employees, retired employees, dependent of deceased
employees, children of existing employee constitute the internal
sources. Where any vacancy arises, someone from within R infra is
upgraded, transferred, promoted or even demoted.
Methodology adopted:
Internal communication through notice boards, e-mails and by
updating on the internal server blue ocean.
External Sources Campus Recruitment
CAMPUS RECRUITMENT:
R infra hires fresher directly from IITs, NITs, Regional engineering
college like Punjab Engineering College, Delhi College of Engineering
etc. for the post of Assistant Manager. Also for higher managerial

posts, it goes to management institutes like IIML,
IIMI, XLRI, and NITIE.
Methodology
Certain parameters are being used for deciding upon which college to
go to. First one, it rely on the ranking given to various colleges by
different magazines, Second, depending upon location of project site
e.g. if the upcoming project is located in West Bengal, they will prefer
to hire from that state as it is the requirement of such kind of jobs.
Third, depending upon the location of corporate office that is in Noida.
Also they used one more parameter that is how much people
actually joined out of recruited from particular College. They
maintain a database for it and where this ratio is high become the top
priority college.
Electronic Recruiting
This is done through various job portals likenaukri.com, yuva job.com
etc. this is generally used to hire work experience people only and not
freshers .
Unsolicited Applicants/Walk in
This method is generally used to hire people on contract and usually for
the department like administrative. The company makes a data bank
and whenever a suitable vacancy arises, the company would intimate the
candidates to apply through a formal channel. Any walk-ins R infra
treat very courteously.

Company times saved for searching for candidates. Eligible candidates
themselves applied for it. One of the disadvantages is that the jobseekers
generally apply to number of organization and when they are actually
required by the organization they are either already employed or simply
not interested.
A L T E R N A T I V E T O R E C R U I T M E N T
Overtime
This followed in great deal in R infra where in short term fluctuations
in work volume could best be solved through overtime like a new
project is being floated by Govt. To evaluate such project and then apply
for it needs a bidding team which is prepared from within the
Company. They hold dual responsibility of their previous department
and also bidding department work.
Temporary employees
Reliance hire temporary workers on contract based for some of
administrative post and other department also to meet sudden increase in
work.
OUTSOURCING
This is used in reliance infra a lot where in some specialized work is
outsourced to outside parties like to prepare a design for wind tunnel,
Outsourcing is done iit Kanpur etc.

RECRUITMENT POLICY STATEMENT
1 .Advertise vacation created in organization internally and provides the
opportunity to internal employee first to respond to it.
2. Recruitment and selection will be guided by requirements of relevant
legislation and diversity policies, strategies and initiatives and by its
agreed priorities for developing a workforce profile that reflects the
diversity and characteristics of the student population and the wider
community.
3All appointments will be made on the basis of careful and consistent
application of the principle of merit and adherence to the guidelines.
4. Appointments will be made in open competition from the widest field
of applicants, attracted by internal and normally external advertising.
5. Recruitment and selection processes will be conducted on the basis
of fair and equitable treatment of all applicants.
6. All processes will be conducted so as to guard the confidentiality of
applicants and preserve the integrity of the process.
7. Recruitment and selection proc es s es will be consistent, transparent,
professional and timely.

8. The company will foster continuous improvement of recruitment and
selection policy and procedures, and supporting technology to deliver
high quality services efficiently and effectively.
Selection
Selection is the process by which companies who or who will not be
allowed into organizations.
For selection reliance infra uses a series of steps:
1. Resume filtering
2. Interview Process
3. Final Decision
4. Probation
5. R infra Employee
R E S U M E F I L T E R I N G
1. A mechanical method is employed for resume filtering which is done
by HR Managers himself. A database is created in excel through which
it is cross checked that a candidate rejected by the company could not
apply within less than six months of rejection.
2. The resume are scrutinized for the following things-

In case of fresher’s: Percentage/CGPA marks in 10th, 12th and degree.
Usually the criteria are to filter only those resumes which have more
than 65% in all the cases. Then how many technical projects had been
under took by candidate and its relevance to their company, academic
achievement in technical area. For fresher’s, R infra remains limited to
Electrical, Civil and Mechanical.
In case of work ex people: The companies where in the candidate
Had worked his role and responsibility over there and number of year
of experience. Then came at the end academic part. Usually people with
work ex in NTPC are preferred.
Interview Process
1. For fresher’s different methodology has been adopted as compare
to experienced one-
For freshers:
 First a group discussion is conducted wherein allowed 10-12
candidates to participate. A general topic is given for discussion.
This round is checking for communication level, behaviour,
leadership quality and attitude in a group of candidate.
 Second a written test is conduction which is totally technical in
nature. It is different branches of engineers like it is different for
electrical candidate to mechanical guy.
 Third, written ability test is conducted to check the writing skill of
a person. The topic is very general in nature.
 Fourth, only one round of interview is conducted which is mix of
technical and HR interview.

2. For work ex people the procedure is very different:-
 First, they were sending to concerned department from where the
requirement has come. The senior person (position changes as per
the department) of that department conducts the interview. He asks
in detail about candidate work experience, project undertake etc. if
he/she passed this round then send to director of operations with
whom final talk regarding job position and salary is held. It means
final authority lies with DO in case.
3. Interviewers for this process are from different department like
engineering, project control, project management, engineering core
group etc. and are of different levels ranging from DGM to VP.
Final decision
On the basis of various interview rounds the human resource department
takes final decision that weather the candidates are qualified for probation
round or not.
Probation
A trial period during which your character and abilities are tested to see
whether you are suitable for work or for membership.
R infra Employee
If the trail period result came positive then the candidate became R infra
employee.

Market Analysis of Company
Reliance Infrastructure- Key Fundamentals
Market Cap (Rs Cr.)
13,189
EPS - TTM (Rs) 72.12
P/E Ratio (x)
6.95
Face Value (Rs)
10.00
Latest Div. (%)
73.00
Div. Yield (%)
1.45
Book Value / sh. (Rs)
705.00
P/B Ratio (x)
0.71
Reliance Infrastructure- Future & Options Quote
GO
Futures 30-08-
2012
Option
type
Strike
price
502.55 -2.60 (-o.51%)
Open 511.15

price
High price 515.00
Low price
500.10
Prev.
close
505.15
Average
price
506.90
Contracts
traded
7931
Turnover
(rs lakh)
2, 0101
Open
interest
433,
5500
Open int.
chg
10,
8500
Open int.
chg (%)
0.57%
Industry Competitors: Power - Generation/Distribution
SYMBOL
PRICE % CHANGE VOLUME
Neyveli Lignite
Corporation Ltd.
80.50
1.22%
40746
Adani Power
Ltd.
40.90
2.15%
235917
SJVN Ltd.
20.80
0.23%
197111
Jaiprakash Power
Ventures Ltd.
31.45
1.41%
69637

JSW Energy Ltd.
48.15
1.23%
136342
Torrent Power
Ltd.
152.90
0.87%
18730
CESC Ltd.
321.00
0.72%
30911
NHPC Ltd.
18.30
0.27%
1261243
India bulls Power
Ltd.
11.58
1.78%
175685
Tata Power
Company Ltd.
99.45
0.75%
225368
Reliance Power
Ltd.
84.20
1.52%
1796500

SWOT ANALYSIS
Strengths
 Large size of the group.
 Experience of complete cycle of transmission lines – from erection
to maintenance.
 Strong human resource development programmes.
 Proactive approach towards implementation of new technologies
such as GIS.
Threats
 Delays in project execution due to delays in obtaining statutory
clearances from various authorities such as MCGM, MMRDA, etc.
 Shrinking ROWs, space constraints.
 Delay in land acquisition and spiraling land prices.
Weakness
 Non-availability of quality manpower given the projects’ size.
 Dependency on central groups for some processes.
Opportunities
 Large scale commercial and residential projects coming up leading
to increase in the demand.
 Leveraging on organization’s skill-sets, capabilities and knowledge
database for external/ other utilities’ activities.

REVIEW OF LITERATURE
The aim of this report stands at the development of knowledge about the
issues of human resource management’s (human resource management),
past, present and future trends of recruitment and selection procedure in
reliance infra structure.
The concept which used in the project is drawn from the following
sources:-
Author –French Wendell L.
Name of the book – human resource management
Publisher – Houghton Mifflin Company
Author –Hogget’s Richard M, Hagen Kathryn W.
Name of the book – modern human relation at work
Publisher – south-western colleges
The study is on recruitment and selection of human resource which is the
movable asset of the company. In today’s rapidly changing business
environment organizations have to respond quickly to recruitments for
people. Hence, it is important to have a well defined recruitment policy in
place which can be executed effectively to get the best fits for the
vacancy positions.
Selecting the wrong candidate or rejecting the right candidate could turn
out to be costly mistakes for the organization. Selection is one area where
the interference of external factor is minimal. Hence, human resource

department can use its discretion in framing its selection policy and using
various selection methods for the best results. This case lets discuss the
importants of having an effective recruitment and selection policies. They
discuss the importants of good selection process that start with gathering
complete information about the applicant from his application form and
ends with inducting the candidates into the organizations.
Employee recruitment forms a major part of an organization’s
soverall strategies which seek to identify and secure the people needed
for organization. To survive and succeed in the short to medium –term
recruitment activities need to responsive to the ever increasingly
competitive market to secure suitably qualified and capable recruits at all
levels.
To be effective this initiatives need to include now and when to
source the best recruits internally or externally common to the succeeds
of either are, well defined organizational structure with sound on design,
robust task and person specification and versatile selection processes,
reward employment relation and human resource policies, underpinned
by a commitment your strong employer branding and employee
engagement strategies’.
 COMMON SOURCE FOR RECRUITING SALES STAFF
BY: FLIPPO EDWIN B
FROM: CONTENT WRITTEN.IN
CURRENT SALES PERSONNE: - A company’s sales personnel have a
large circle of acquaintances both on and off the job. Hence, they act as
an excellent source for recommending other suitable people to join the

organization. Such prospective candidates already know much about the
company policy.
 MCMAHON GERARD V. investigated that,” the success of an
organization greatly depends on efficiency of its employees and the
selection task is arguably most important of all decision making
processes that employees and their line manager have to
undertake”.
 ROBERTS GARETH argued that recruitment and selection is
the foundation of all other human resource activity. Get it wrong
and its does not matters how good your development programme is
, how well you motivate your staff , how you manage their
performance or even how well you reward them , you are always
making up that one bad decision. It is also one of the your principal
point of contract with line manager.
 RECRUITMENT & SELECTING THE PERFECT
CANDIDATES
BY: AGARWAL ABHISHEK
FROM: WWW. ARTICLEBASE.COM
Recruiting and selecting the perfect candidate is a skill in itself. Properly
preparing for the hiring process is crucial for success. Outlining

expectation, goals, responsibilities, people managed, day to day activities,
prerequisites for the job, compensation, training etc. prior the initial
interview will provide important details that can be overlooked. you may
also want to include a behavioral trait check list which will help to
determine the right fit for four team , thus check list can include items
like persistence decisiveness, poise, motivation, patience, concentration
and should be rated from one thorough five, five being above average.
You cannot ignore conventional process such as job postings or the
classified sections but be prepared to expand beyond this, particularly
Whenever you are attempting to reach a higher caliber group of people
who have not been attained through your conventional recruiting process
with a dynamic diverse and ever changing work force, proper recruiting
methods play an essential and almost critical role to organization that
want to attract the most favorable and most qualified talents.

RESEARCH METHODOLOGY:-
Research methodology is a way to systematically show the research
problem. It may be understood as a science of studying how research is
done scientifically. It is necessary for the researcher to know not only the
research methods but also the methodology.
To know the employees perceptions about selection & recruitment policy
of Reliance infra.
 To study the satisfaction level of employees.
 To study the problems faced by employees in recruitment
procedure.
Sample size:-
 For the questionnaire I have taken the sample size of 60.

OBJECTIVES OF STUDY
The project report is based on the topic “recruitment and selection
policies” at reliance infrastructure ltd. The following are the objectives:
 To find out the detail procedure of the human resource department of
reliance infrastructure regarding the supply of human resource to
company.
 For understanding the technical methods used in the process of
recruitment, selection, retraining, and development.
 To understand the recruitment and selection policies of the company.
 To revise the selection and training manual used by the personnel
department for the selection and training of the staff.
 To identify the other suitable and practical selection and training
methods or program for the company.
 To know about the workers job satisfaction etc. with the help of
questionnaire.

Scope of the study
Taking into account the rapid growth of the service industry it has
become mandatory on the part of the management to professionalize their
service. In order to this objective the need of the hour is to trim the
various functional aspects over and above this , in this service sector
human resources management has become a key area to deliver the
quality services .
Hence to update the skills require among the human resources of the
organization (to have proper liaison with the customers need to be trained
and kept him). Hence the significance of the study lies in the exploring
the avenues for the recruitment and updating the training package.

HYPOTHESIS
Hypothesis is a preposition condition or principle which is assumed
without belief in order to draw out its logical consequences and by
method to test its validity with facts which are known and determined
hypothesis basically is a statement of belief which is to be tested.
NULL HYPOTHESIS (H0):
40 Employees and Candidates are satisfied with the recruitment and
selection policies of the company.
ALTERNATE HYPOTHESIS (H1):
20 Employees and Candidates are not satisfied with the recruitment and

Sampling Technique
This research has used convenience sampling technique .Convenience
sampling is used in exploratory research where the researchers interested
in getting an inexpensive approximation of the truth. As the name
implies, the sample is selected because they are convenient.
Since the probability of inclusive of any unit (of population) in a sample
is unknown taking in view the size of the population it is better to go for
non profitability convenience sampling method. This is also called
“accidental sampling” as the respondents in the samples are included
merely because of their presence on the spot.
Several important considerations for me while my research using
convenience samples include:
1) Is there good reason to believe that a particular convenience sample
would or should not respond or behave differently than a random sample
from the same population?
2) Is the question being asked by research one that can adequately be
answered .Every project work is based on certain methodology, which is
a way to systematically solve the problems or attain its objective. It is
very important guidelines can lead to completion of any project work
through observation, data collection and analysis and sampling technique.

RANDOM SAMPLING: Based on theory of population it is called
random sampling .It provide non –zero chance of selection for each
population element .alternative method of random sampling is selected
for the study which is known as systematic random selection. When
population is divided into homogeneous group or strata is known as
stratified random sampling. When equal chance of selection is provided
then it is known as simple random sampling.

RESEARCH DESIGN:-
Research design is the overall description of all the steps though which
the project has preceded from the setting of objectives to the writing of
the project report. The success of the project depends upon the soundness
of the research design, which includes problem definition, specific
method of data collection and analysis and time required for the project.
Research design is considered as a "blueprint" for research, dealing with
at least four problems: which questions to study, which data are relevant,
what data to collect, and how to analyze the results. The best design
depends on the research question as well as the orientation of the
researcher. Every design has its positive and negative sides. In sociology,
there are three basic designs, which are considered to generate reliable
data; these are cross-sectional, longitudinal, and cross-sequential.
Research design can be divided into fixed and flexible research designs
(Robson, 1993). Others have referred to this distinction as ‘quantitative
research designs’ and ‘qualitative research designs,’ respectively.
However, fixed designs need not be quantitative, and flexible design need
not be qualitative. In fixed designs, the design of the study is fixed before
the main stage of data collection takes place. Fixed designs are normally
theory driven; otherwise it’s impossible to know in advance which
variables need to be controlled and measured. Often, these variables are
measured quantitatively. Flexible designs allow for more freedom during
the data collection process. One reason for using a flexible research
design can be that the variable of interest is not quantitatively measurable,
such as culture. In other cases, theory might not be available before one
starts the research.

EXPLORATORY RESEARCH DESIGN
The exploratory studies are carried out to explore a subject. The main
objective is to help in defining a research problem and generate a set of
research questions which could be work upon at a later stage. Therefore
the research design must be flexible enough to permit the consideration of
Many different aspect of phenomenon.
The exploratory research is carried out by using a survey of the literature,
survey of experienced individual and analysis of selected case studies.
DISCRIPTIVE RESEARCH DESIGN
Descriptive studies are related to potray accurately the characteristics of a
particular individual situation or group and to det6ermine the frequency
with which it is associated with something else. Thus, the design needed
is one where the bias is minimized and the relevance of data collected is
maximized.
This project is based on descriptive study. It was descriptive study when
detailed study was made for comparison of recruitment and selection
policies by different companies.

DATA COLLECTION
The mode of collection of data will be based on Survey Method and Field
Activity. Primary data collection was based on personal & telephonic
interview. I have prepared the questionnaire according to the necessity of
the data to be collected.
1. PRIMARY DATA- “Primary data may be described as those data
have been observed and recorded by the researcher for the first time to
their knowledge”.
There are several methods of collecting data.
Important ones are:
 Observation method
 Interview method
 Questionnaires
 Schedules
 Other methods etc.
A brief up of the different methods:
 Observation
It is one of the most antique method of research firstly adopted by
Galileo Galilei. In this method the research is done through the
personal observation by the researcher, and there is a deep and long
study of the subject or sample under study in this case.
Observation is an effective and the most reliable method of
research. But it also one of the most time consuming and expensive

method, as well as it is reliable it takes also a long period only in
the collection of the information and research time and only after
that the research will start.
 Interview Method
Is also known as visa-a-visa method, it is a method in which the
interviewer and interviewee interact face to face.
Under this method the research is conducted by asking question to
the interviewee and his answer is noted and after the collection of
the required information the whole data is analysed for research
purpose.
There are different types of interview:
1. Direct Interview: Is the one where there is face to face
interaction.
2. Indirect Interview: is the one where there the interview is
accomplished through the telephone calls.
 Schedules
Is a method under which the consumer does not have the choice to
express his real feedback or thought about the subject matter.
It is due to the absence of choice, because there is a list of options
to be ticked out or marked according to their perception.
 Questionnaire
This method of data collection is quite popular, particularly in case
of big enquiries. In this method a questionnaire is sent to the person
concern with a request to answer the question and return the
questionnaire.

In survey approach we had selected a questionnaire method for taking an
employees view because it is feasible from the point of view of my
subject & survey purpose. I conducted 60 sample of survey in our project
to judge the satisfaction level of employees towards the recruitment and
2. SECONDARY SOURCE:-
It was collected from internal sources. The secondary data was collected
on the basis of organizational file, official records, news papers,
magazines, management books, preserved information in the company’s
database and website of the company.

DATA ANALYSIS
1. Identify the source from where you came to know about the job?
SOURCES
INTERNAL
RESOURCES
ADVERTISEMENT CONSULTANT OTHERS
32
24 0 4
35
30
25
20
15
10
5
0
NO. OF RESPONDANT
SOURCES
INTERPRETATION
INTERNAL
RESOURCES
ADVERTISEMENT
CONSULTANT
OTHERS
From the chart above we find that 32 of the employees came to know
about the job through internal resources, 24 of the employees through
advertisements, 4 from others and 0 came to know from consultant.
It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in reliance infrastructure.

2. Were you satisfied with recruitment process by which you are
selected?
Satisfaction level
satisfied Unsatisfied
. 54
6
60
50
40
30
20
10
0
no. of respondant
satisfaction level
INTERPRETATION
satisfied
unsatisfied
54 employees were satisfied with the recruitment process and 6 were not
satisfied. It is evident that majority of the employees were satisfied with
Recruitment process of reliance infrastructure.

3. You ever met with your interviewer before your interview?
Met with interviewer Yes
No
10 50
60
50
40
30
20
10
0
no. of respondant
INTERPRETATION
met with interviewer
familier
unfamilier
50 employees fell that they had not met ever with their interviewer and 10
employees met with their interviewer.
4. Were you comfortable with your interviewer while interviewed?

Comfortable with
interviewer
Yes No
58 2
60
50
40
30
20
10
0
no. of respondant
comfertable with interviewer
INTERPRETATION
comfertable
uncomfertable
58 employees fell that they were comfortable while interviewed and 2
employees were not comfortable.
5. Do you feel that your colleagues have been undergone similar process?

Recruitment process Same process Different process
50 10
60
50
40
30
20
10
0
no. of respondant
recruitment process
same process
different process
INTERPRETATION
50 employees fell that their colleagues have been selected by the same
process.10 employees fell that their colleagues have not been selected by
the same process. It is evident that their colleagues have been selected by
the same process. It is evident that Recruitment Policy of the organization
is quite visible and process is followed impartially.
6. In public would you like to talk about this organization?

like to talk about
organization
yes No
50 10
60
50
40
30
20
10
0
no. of respondant
like to talk about organisation
yes
no
INTERPRETATION
In order to assess organization commitment in employees, 50 employees
gave favorable response. 10 employees gave unfavorable response. It is
evident that organization commitment is very high in employees, which
show that Recruitment & selection process is quite effective in reliance
infrastructure.
7. Would you like to refer your relatives/friends for the job in this
organization?
like to refer your like Don’t like No response

relatives/friends
for the job
42 16 2
45
40
35
30
25
20
15
10
5
0
no. of respondant
like to refer friends
like
don't like
no response
INTERPRETATION
42 employees gave positive response, where 16 don’t like and 2 did not
give any response. So it is evident that most of the employees are
committed enough to put their relatives and friends in this organization. It
also shows that they find career growth in this organization and place to
work for reliance infra structure is effective enough to hire right person
at right place at right time.
8 a. You were interested to perform the job which is:

perform
the job
Routine
in
nature
Demand
creative
thinking
Demand
new
ideas
Finding
methods
Challenging
in nature
Participation
indecision
making
6 8 16 8 10 12
18
16
14
12
10
8
6
4
2
0
no. of respondant
job nature
Routine in nature
Demand creative
thinking
Demand new ideas
Finding methods
Challenging in nature
Participation in
decision making
INTERPRETATION
6 employees like routine work in nature, 8 creative thinking, 16 demand
new ideas,8 finding methods, 10 challenging work and 12 like to
participate in decision making .So it is evident that different persons are
having different experience and interest areas. It is one of the important
dimensions of Recruitment and Selection effectiveness because when
employees find their job interesting they do enjoy the work and again
they are quite effective in performing their role.

8b. your job meet you’re above stated interest?
job meet you’re above
stated interest
Yes No
48 12
60
50
40
30
20
10
0
no. of respondant
INTERPRETATION
intersting job
yes
no
48 employees said that their job met with their interest.12 employees said
that their job not met with their interest.

9. Have you been assigned the job was explained to you at the time of
selection?
job was explained to
you at the time of
selection
yes No
56
4
60
50
40
30
20
10
0
no. of respondant
job explanation
yes
no
INTERPRETATION
56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them at the
time of selection.

10. Were you comfortable with your job?
comfortable with your
job
comfortable Uncomfortable
54 6
60
50
40
30
20
10
0
no. of respondant
comfertable with job
INTERPRETATION
comfertable
uncomfertable
54 employees were comfortable with their job. 6 employees were not
comfortable with their job That again shows that job person fit is there.

11. How long will you like to continue with this organization?
Work in
organization
0-3 years 3-6 years 6-10 years Till
retirement
12 14 26 8
30
25
20
15
10
5
0
no. of respondant
work in organization
0-3 years
3-6 years
6-10 years
till retirement
INTERPRETATION
12 employees will like to continue with the organization for 0-3 years, 14
for 3-6, 26 for 6-10 and 8 for till retirement.
So it is evident that on an average that less no. of employees want to
continue for a long time with the organization, so some effective strategy
should be implemented.

12. What could be the only one reason of your leaving the job?
one reason
for leaving
the job
With an
increase in
pay
With more
freedom in
use of
authority
With an
increase in
designation
To work
with friendly
and helping
people
12
42 6 0
45
40
35
30
25
20
15
10
5
0
no. of respondant
reason for leaving job
With an increase in
pay
With more freedom
in use of authority
With an increase in
designation
To work with friendly
and helping people
INTERPRETATION
12 people said the only one reason for leaving the job is an increase in
pay, 42 said more freedom in use of authority, and 6 said increase in
designation.

13. Your organization is considered as:
organization is
considered as
People oriented Task oriented Combination of
both
2 2 56
60
50
40
30
20
10
0
no. of respondant
consideration
People oriented
Task oriented
Combination of
both
INTERPRETATION
2 employees said organization is considered as people oriented, 2 said
task oriented and 56 said it was a combination of both.
So this is strongly evident that organization is purely considered as
people and task oriented both.

14. Did you ever get advice from your senior or your colleagues to
improve your performance?
ever get advice from
your senior or your
colleagues to improve
your performance
yes No
56 4
60
50
40
30
20
10
0
no. of respondant
performance improvement
yes
no
INTERPRETATION
On job nature Quality of work life dimensions question was asked
whether they ever got advice from their colleagues and supervisor for the
improvement in performance 56 employees gave favorable response. 4
employees gave unfavorable response. That shows that organization is
making efforts towards their career growth and continuous improvement.

15. Did you have the clarity of your roles and responsibility?
clarity of your roles
and responsibility
Yes No
48 12
60
50
40
30
20
10
0
no. of respondant
clearity of roles
yes
no
INTERPRETATION
48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of their roles
and responsibility.

16. Your suggestions for improvement in recruitment and selection
process, (if any)
Respondent did not give lot of suggestions in order to improve
recruitment and selection process effectiveness that shows respondent are
quite satisfied with existing system. But some suggestions are given by
the employees are as follows:
Decrease the waiting time before going for interview an applicant gets
nervous.
for the vacant post.
Mention logo or company detail when a vacancy is advertised.

FACTS AND FINDINGS
 From the chart above we find that 32 of the employees came to
know about the job through internal resources, 24 of the employees
through advertisements, 4 from others and 0 came to know from
consultant. It is evident that internal Reference and Advertisement
were the prevailing sources of Recruitment in reliance
infrastructure.
 54 employees were satisfied with the recruitment process and 6
were not satisfied. It is evident that majority of the employees
were satisfied with Recruitment process of reliance infrastructure.
 50 employees fell that they had not met ever with their interviewer
and 10 employees met with their interviewer.
 58 employees fell that they were comfortable while interviewed
and 2 employees were not comfortable.
 58 employees fell that they were comfortable while interviewed
and 2 employees were not comfortable.
 50 employees fell that their colleagues have been selected by the
same process.10 employees fell that their colleagues have not been
selected by the same process. It is evident that their colleagues
have been selected by the same process. It is evident that

Recruitment Policy of the organization is quite visible and process
is followed impartially.
 In order to assess organization commitment in employees, 50
employees gave favorable response. 10 employees gave
unfavorable response. It is evident that organization commitment is
very high in employees, which show that Recruitment & selection
process is quite effective in reliance infrastructure.
 42 employees gave positive response, where 16 don’t like and 2
did not give any response. So it is evident that most of the
employees are committed enough to put their relatives and friends
in this organization. It also shows that they find career growth in
this organization and place to work for reliance infra structure is
effective enough to hire right person at right place at right time.
 6 employees like routine work in nature, 8 creative thinking, 16
demand new ideas,8 finding methods, 10 challenging work and 12
like to participate in decision making .So it is evident that different
persons are having different experience and interest areas.
It is one of the important dimensions of Recruitment and Selection
effectiveness because when employees find their job interesting
they do enjoy the work and again they are quite effective in
performing their role.
 56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them
at the time of selection.

 54 employees were comfortable with their job. 6 employees were
not comfortable with their job That again shows that job person fit
is there.
 12 employees will like to continue with the organization for 0-3
years, 14 for 3-6, 26 for 6-10 and 8 for till retirement.
So it is evident that on an average that less no. of employees want
to continue for a long time with the organization, so some effective
strategy should be implemented.
 12 people said the only one reason for leaving the job is an increase
in pay, 42 said more freedom in use of authority, and 6 said
increase in designation.
 2 employees said organization is considered as people oriented, 2
said task oriented and 56 said it was a combination of both.
So this is strongly evident that organization is purely considered as
 On job nature Quality of work life dimensions question was asked
whether they ever got advice from their colleagues and supervisor
for the improvement in performance 56 employees gave favorable
response. 4 employees gave unfavorable response.
 48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of
their roles and responsibility.

RECOMMENDATION
The data has been gathered by the survey conducted of the employee at
the various levels. We derived the satisfaction at each level for
development of recruitment process.
After analyzing the data & on the basis of my research. I would
recommend the following steps to match the satisfaction level of the
employee
1. Assess the recruitment process I find that Resume filtering
Interview Process, Final Decision, Probation, R infra Employee
are main source of the recruitment in reliance infrastructure .they should
adopt some other sources for right person at the right job.
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new
innovation, suggestions by employee who faced problem while they were
recruited.
4. We can use the following best practices for filling those gaps
Mentoring (longer-term developmental relationships),
Networks (connecting to others across the organization’s internal
boundaries),
Reflection (making sense of experience).
5 To meet management level demand recruit students from colleges like
power management institute, Noida etc.

CONCLUSION
 Hr is playing administrative role only.
 Recruitment and selection in case of freshers are very well
structured but for experienced people, it needs to be more
structured.
 It focuses excessively on the intellectual and intelligence of people
and missing the organizational fit.
 As it is in expansion stage, it’s improving its recruitment and
selection process.
So it can be concluded from above facts and findings that internal
Reference and Advertisement were the prevailing sources of Recruitment
in reliance infrastructure. Majority of the employees were satisfied with
the recruitment process it was found that their colleagues have been also
selected by the same process. It was found that Recruitment Policy of the
organization is quite visible and process is followed impartially. So
finally it can be concluded that organization is purely considered as

LIMITATIONS OF THE STUDY:-
This study also includes some limitations which have been discussed as
follows:
i) The employees and candidate proved a limitation because of difficulty
in generalization of results.
ii) To collect the data from various companies’ been quite difficult due to
non cooperation of some companies. This proved to be major limitation
of the study.
iii) To access such a large number of employees were difficult because of
non cooperative attitude of respondents.
iv) There was limitation of time to conduct such a big survey in limited
available time.
Thus above all were the limitations in this research study. The maximum
efforts were made to overcome these limitations in the study.

Bibliography
Books:
 C R Kothari Research methodology R.D publication,2009.
 K Aswathappa, international business, Mc.Grawhill ,Publication
2010.
REFRENCE FROM REVIEW OF LITERATURE
 Author –French Wendell L.,Name of the book – human resource
management ,Publisher – Houghton Mifflin Company.
 Author –Hogget’s Richard M, Hagen Kathryn W.,Name of the
book – modern human relation at work ,Publisher – south-western
colleges.
 Common source for recruiting sales staff BY: FLIPPO EDWIN B
From: Content written.in.
 Recruitment and selecting the perfect candidates, By:
AGARWAL ABHISHEK , from:.Articlebase.com.
Newspapers:
 Times of India
 Hindustan times
 Deink Bhaskar
 Economic times
 Financial express

Magazines:
 Business today
 Business world
 Indian today
Websites:
 www.rinfra.com
 www.google.com
 www.wikepidia.com

Annexure
Questionnaire
1. Identify the source from where you came to know about the job?
Advertisement [ ] Personal Reference [ ]
Consultant [ ] Others [ ]
2. Were you satisfied with recruitment process by which you are
selected?
Yes [ ] No [ ]
3. You ever met with your interviewer before your interview?
Yes [ ] No [ ]
4. Were you comfortable with your interviewer while interviewed?
Yes [ ] No [ ]
5. Do you feel that your colleagues have been undergone similar process?
Yes [ ] No [ ]
6. In public would you like to talk about this organization?
Yes [ ] No [ ]
7. Would you like to refer your relatives/friends for the job in this
organization?

Yes [ ] No [ ]
8 a. You are interested to perform the job which is:
(i)Routine in nature [ ] (ii) Demand creative thinking [ ]
(iii)Demand new ideas [ ] (iv) Finding methods [ ]
(v)Challenging in nature [ ] (vi) Participation in decision making
[ ]
b. Your job meet you’re above stated interest?
Yes [ ] No [ ]
9. Have you been assigned the job was explained to you at the time of
selection?
Yes [ ] No [ ]
10. Are you comfortable with your job?
Yes [ ] No [ ]
11. How long will you like to continue with this organization?
(i) 0-3 yrs. (ii)3-6 yrs.
(iii) 6-10 yrs. (iv) Till Retirement
12. What could be the only one reason of your leaving the job?
(i)With an increase in pay
(ii)With more freedom in use of authority
(iii)With an increase in designation
(iv)To work with friendly and helping people

13. Your organization is considered as:
(i)People oriented Yes [ ] No [ ]
(ii)Task oriented Yes [ ] No [ ]
(iii)Combination of both Yes [ ] No [ ]
14. Do you ever get advice from your senior or your colleagues to
improve your performance?
Yes [ ] No [ ]
15. Do you have the clarity of your roles and responsibility?
Yes [ ] No [ ]
16. Your suggestions for improvement in recruitment and selection
process, (if any)
……………………………………………………………………………
……………………………………………….......
……………………………………………………………………………
……………………………………………………
……………………………………………………………………………
…………………………………………………….
……………………………………………………………………………
…………………………………………………….
……………………………………………………………………

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