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    18005421 hr-reliance 18005421 hr-reliance Document Transcript

    • Preface “In my book, we have no greater asset than the quality of our intellectual capital, and no greater priority than the growth and retention of our vast pool of talent” Anil Dhirubhai Ambani Mr. Ambani meant the above mentioned words said by him, and his priorities, intellectual resource, even in his physical absence were kept unchanged by his group of companies. At Reliance, to satisfy the man-power requirements, an HR Services company is was up instead of setting up an HR department in each office. This report is meant for giving a complete idea as to how the Reliance HR Services Pvt. Ltd. handles and manages the Human Resources i.e. its vast pool of talent at Anil Dhirubhai Ambani Group. Proficient HR management consulting can enhance the efficiency of business houses and result in considerable savings, in terms of both time and money. HR consulting supports businesses in refinement their human resource processes. HR consulting serves several purposes. It helps companies in guarantying that their HR systems are line up with their employment philosophy and business goals. It also helps in outlining actions to use, retain and coach, or discipline and terminate employees. In addition, HR consulting makes it feasible to defend business investments by controlling costs and plummeting exposure to the many conformity regulations having an impact on today's workplace. Thus, this report gives an overview of how the company works as a proficient HR consultancy house.
    • Acknowledgement We, as a team, would like to express our sincere gratitude to Mr. Sachin S. Thakkar and Ms. Birva Patel, HR Manager at Reliance HR Services Pvt. Ltd., Gujarat for their guidance and constant inspiration and valuable suggestion during my summer internship. We also would like to thank Mr. Ruchir Shah, Mr.Kautiliya Desai, Ms.Pratima Upadhyay, Shishir Jani and Ms. Jyoti Agarwal for providing their valuable time and guidance; otherwise it would have been difficult to keep the constant high spirit of work. We hereby take the opportunity to thank them for their extensive help and for providing valuable information, suggestion and inputs at various stages of work. We would also extend my deepest thanks to Mr. Ramkrishanan Reddy, Regional Head of the company, for giving us an opportunity to be a part of this organization and take up our internship Programme successfully. Moreover, our team feels greatly obliged and takes the pleasure to thank the Director, Mr Nishit Bhatt, S.K. School of Business Management for moulding us into a management product.
    • Executive Summary This report deals with HR department of ADA Group. It encompasses the entire, Recruitment, Induction and Placement, Training, Employee issues. This report starts with an overview of company’s background which includes following aspects of company: ADA Group, Founder & Chairman’s Profile Mission & Vision Business After making you acquaint to company’s background this report takes you through the HR polices and functions of the company which includes following aspects: Manpower Planning as per AOP Recruitment Induction and Placement Training Co-ordination Employees Issues PMS implementation HR Audit Exit, Full and Final
    • RELIANCE – ADA GROUP Think Bigger Think Better The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private sector business houses on all major financial parameters, with a market capitalisation of Rs.100,000 crore (US$ 22 billion), net assets in excess of Rs.31,500 crore (US$ 7 billion), and net worth to the tune of Rs.27,500 crore (US$ 6 billion). Across different companies, the group has a customer base of over 50 million, the largest in India, and a shareholder base of over 8 million, among the largest in the world. Through its products and services, the Reliance - ADA Group touches the life of 1 in 10 Indians every single day. It has a business presence that extends to over 4,500 towns and 300,000 villages in India, and 5 continents across the world. The interests of the Group range from communications (Reliance Communications) and financial services (Reliance Capital Ltd), to generation, transmission and distribution of power (Reliance Energy), infrastructure and entertainment.
    • RELIANCE – ADA GROUP STRUCTURE
    • COMPANIES OF ADA - GROUP RELIANCE CAPITAL Reliance Capital is one of India’s leading and fastest growing private sector financial services companies, and ranks among the top 3 private sector financial services and banking companies, in terms of net worth. The company has interests in asset management and mutual funds, life and general insurance, private equity and proprietary investments, stock broking and other activities in financial services. For more information click here: www.reliancecapital.co.in, www.reliancemutual.com, www.reliancelife.co.in, www.reliancegeneral.co.in RELIANCE COMMUNICATIONS LIMITED The flagship company of the Reliance – ADA Group, Reliance Communications Limited, is the realisation of our founder’s dream of bringing about a digital revolution that will provide every Indian with affordable means of communication and a ready access to information.
    • The company began operations in 1999 and has over 20 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. RELIANCE ENERGY LIMITED Reliance Energy Limited, incorporated in 1929, is a fully integrated utility engaged in the generation, transmission and distribution of electricity. It ranks among India’s top listed private companies on all major financial parameters, including assets, sales, profits and market capitalization. It is India’s foremost private sector utility with aggregate estimated revenues of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$ 2.4 billion). Reliance Energy Limited distributes more than 21 billion units of electricity to over 25 million consumers in Mumbai, Delhi, Orissa and Goa, across an area that spans 1,24,300 sq. kms. It generates 941 MW of electricity, through its power stations located in Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa. The company is currently pursuing several gas, coal, wind and hydro-based power generation projects in Maharashtra, Uttar
    • Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity of over 12,500 MW. These projects are at various stages of development. Reliance Energy Limited is vigorously participating in emerging opportunities in the areas of trading and transmission of power. It is also engaged in a portfolio of services in the power sector in Engineering, Procurement and Construction (EPC) through a network of regional offices in India. RELIANCE HEALTH In a country where healthcare is fast becoming a booming industry, Reliance Health is a focused healthcare services company enabling the provision of solution to Indians, at affordable prices. The company aims at providing integrated health services that will compete with the best in the world. It also plans to venture into diversified fields like Insurance Administration, Health care Delivery and Integrated Health, Health Informatics and Information Management and Consumer Health. Reliance Health aims at revolutionising healthcare in India by enabling a healthcare environment that is both affordable and accessible through partnerships with government and private businesses.
    • RELIANCE MEDIA & ENTERTAINMENT As part of the Reliance - ADA Group, Reliance Entertainment is spearheading the Group’s foray into the media and entertainment space. Reliance Entertainment’s core focus is to build significant presence for Reliance in the Entertainment eco-system: across content and distribution platforms. The key content initiative are across Movies, Music, Sports, Gaming, Internet & mobile portals, leading to direct opportunities in delivery across the emerging digital distribution platforms: digital cinema, IPTV, DTH and Mobile TV. Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the largest entertainment companies in India, which has interests in film processing, production, exhibition & digital cinema. Reliance Entertainment has made an entry into the FM Radio business through Adlabs Radio www.big927fm.com. Having won 45 stations in the recent bidding, BIG 92.7 FM is already India’s largest private FM radio network with 12 radio stations across the country as on 28th February 2007, with many more to be launched in the coming months. Other major group companies — Reliance Capital and Reliance Energy — are widely acknowledged as the market leaders in their respective areas of operation.
    • Reliance Energy Ltd. Reliance Mutual Fund Harmony Reliance Communications Reliance General Insurance Reliance Anil Dhirubhai Ambani Group Reliance Life Insurance Reliance Portfolio Management Service
    • Products And Activities The products of RHRS includes providing complete HR solutions to the following Reliance Groups: Reliance Communication: Broad Band Corporate Wireless Group Direct Sales Team (Handsets, prepaid and postpaid) Direct to Home (DTH) Wi-Max Reliance Global (For ISD Calls) Reliance Capital Services Pvt. Ltd.: RCF – Reliance Consumer Finance RLI – Reliance Life Insurance RGI – Reliance General Insurance R.Money – Reliance Money RMF – Reliance Mutual Funds Reliance Webworld – Customer Care
    • HUMAN RESOURCE MANAGEMENT For any business to run one needs four M’s namely Man, Money, Machine and Material. Managing other three resources other than men, are easy to handle. Men are very difficult to handle because no two human beings are similar in all way. Human beings can think, feel and give response. Handling humans is more important for any business because human being have crucial potential that may be very profitable for the business. And these potential can be developed to an unlimited extent if they are provided with proper environment. So the function of managing men is as important as finance or marketing function in any business. HRM refers to practices and policies framed for the management of human resources in an organization, including Recruiting, screening, rewarding and appraising.” Human resources have at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of three factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions. The objective of Human Resources is to maximize the return on investment from the organization's human capital.
    • THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a worker-from the time of his or her entry into the organization until he or she leaves- come under the purview of HRM. Specifically, the activities include are  HR Planning  Job analysis and design  Recruitment and selection  Orientation and placement  Training and development  Performance Appraisal and Job evaluation  Employee and executive remuneration  Employee Motivation  Employee Welfare It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. "Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives." Schwind, Das & Wagar (2005).
    • HR STRUCTURE PRESIDENT HR CEO ENTITY CORPORATE HR HR CIRCLE HR CORPORATE HR: Activities taken up by Corporate HR are  Policy making  Implementing suggestions - HEWITT CONSULTANT  Strategic planning ENTITY HR: Activities taken up by Entity HR are  Execution of policies and practices  Targets for recruitment of Circle HR
    • CIRCLE HR: Activities taken up by Circle HR are  Recruitment  Appointment  Training  Payroll  Employees issues  Exit full & final HR FUNCTIONS  TALENT ACQUASITION  Sourcing activity  TALENT DEVELOPMENT  Performance management system  Training  Carrier planning  Suggestion planning  TALENT MANAGEMENT  Operation HR
    • RECRUITMENT PROCESS STEP 1: MANPOWER PLANNING. AOP (Annual Operating Plan), this process is taken up every year. It is taken up at Personal Level and Entity Level. Several points like Revenue generation, Acquisition number, etc. STEP 2: SOURCING ACTIVITY. There are three types of sourcing done at Reliance. After the resumes of candidates are chosen then the same is sent to the department head where the vacancy arises. The department head will then shortlist the same and they ask the HR department to fix an interview with the selected candidates. There are two type of interview which is taken up at Reliance, firstly the Functional interview and then the Functional Head and HR Head takes the interview.  INTERNAL SORCING  Employee Reference  Re-employment of former employee  EXTERNAL SOUCING  Placement Consultant – Ruchika, the Age, the Avenue.  Job Portals - Monster, NAUKRI.  Campus Recruitment STEP 3: APPROVAL.  The HR executives will Negotiate the CTC with the candidate.  The approval is sent to the CRC (Corporate Recruitment Cell).  Then after it is sent to ECRC.  Then the same is sent to CRL.  The same is then sent to Management for SAP Applicant Code.  The applicant code is given to HR CIRCLE.
    •  OFFER is made to the candidate, which leads to the Joining Procedure. AVERAGE TIME PERIOD:  The process of recruitment takes about 10 – 15 days ELIGIILITY CRITERIA:  Education Qualification – MBA with any specialization  Not frequent job changes  Tenure of last job should at least be 1.5 – 2 yrs OTHER REQUIREMENTS:  Reference check is usually done for High level job  The recruitment may differ with the current position of the business INTERNAL SOURCING In the event of an open position in Reliance Communication, suitable candidates are first searched internally within the organization. This is based upon in-house talent which could be redeployed. Advertisement for internal vacant position is done by following two ways:  Through sending mail to all Reliance Infocomm employees across all locations including DAKC (Dhirubhai Ambani Knowledge City)  Through DAKC Circular Employees of Reliance Communication who have completed more than 12 months of continuous service only those employees can apply for position placed on Intranet.
    • Internal candidates are considered in accordance with their abilities and potential. The process is coordinated by CRC (Central Recruitment Cell) at Corporate Office. EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a candidate with whom he/ she have worked in his/ her previous employment. Employees can check available vacancies on Intranet and can submit the resumes of prospective candidates who fit the Job profile. RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done in Reliance Communication with a view to take trained manpower back in the company. Re Hiring is done as per the policy issued by Central Recruitment Cell at Corporate Office EXTERNAL SOURCING PLACEMENT CONSULTANCY: The placement agencies call for resumes of prospective candidates, which act as a good source of recruitment for the companies. Consultant’s interview candidates and shortlist those according to the criteria laid down by the companies. This helps the employer to interview a limited number of potential candidates, the minimizing the time taken in receiving and sorting applications, etc. Reliance Communication chooses Consultants having national presence. This sourcing option is only considered by the company when there is scarcity for candidates with requisite experience and skills. JOB PORTAL: The spread of Internet has enabled employers to search for candidates globally and has made recruitment easier. If vacancy arises, Reliance Communication browses the profile of candidates
    • from the Job portal like naukri.com, monsterindia.com and then candidates are accessed through e-mail or telephone. CAMPUS RECRUITMENT: Reliance Communication goes for Campus recruitment every year for technical department. For management level recruitment, it goes for campus recruitment as per requirement. For filling up position for MT (Management Trainee), following procedure is followed by Reliance Communication:  HR representative of Reliance Communication gives Description about Job to all candidates  Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has got aggregate 60% in all semesters.  GD (Group Discussion) is conducted for those candidates who had successfully pass MAT.  At last PI (Personal Interview) is conducted for those candidates who had passed out GD and Personal Interview is taken by respective head of department and HR Head. For filling up position for GET (Graduate Engineering Trainee), following procedure is followed by Reliance Communication:  HR representative of Reliance Communication gives Description about Job to all candidates  Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has got aggregate 60% in all semesters.  At last PI (Personal Interview) is conducted and Personal Interview is taken by respective head of department and HR Head. MT position includes candidates having Educational qualification in MBA and GET Position includes candidates having Educational qualification in BE (E&C, Electronics).
    • MT is placed in either of the following departments:  Prepaid  Postpaid  PCO  Customer Care  Commercial  HR  Web world GET is placed in Network Department. INTERVIEW Interview is the oral assessment of the candidates for employment. This is the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during the interview. Interview gives the recruiter an opportunity:  To size up the candidate personally  To ask questions that are not covered in tests  To make judgments on candidate’s enthusiasm and intelligence.  To assess subjective aspects of the candidate – facial expressions, appearance, nervousness and so forth.  To give facts to the candidate regarding the company, the policies, programmes, etc. and promote goodwill towards the company.
    • MODE OF INTERVIEW  PERSONAL INTERVIEW: Personal Interview is a formal in-depth conversation conducted to evaluate the applicant’s acceptability. In a personal interview, candidates are accessed on behavioral and personality characteristics, functional and managerial competencies and other factors like education, experience etc. Based on the candidate’s performance in the interview, the interview panel rates the candidate and takes the selection decision.  VIDEO CONFERENCE: At Reliance Communication, usually face to face interviews are conducted but for those candidates who are located at other state for them video conference interviews are conducted. The use of video conferencing can add value to the process by allowing real time, face-to-face interactions without the costs associated with physically transporting candidates to the campus. Reliance Communications uses Video conference for following reasons:  Time savings  Faster Decision making  Cost savings in candidate travel, lodging, etc.  An opportunity to meet the candidates before narrowing the list An opportunity to see and converse with candidates, evaluate their responses to questions and gauge their interest in the position.
    •  TELEPHONIC INTERVIEW: There are various reasons to take a telephonic interview. For example, in certain location Reliance Communications does not have its Webworld, so in that case the interview of that candidate will be taken over telephone. Even if the interview of a candidate cannot happen through video conference because of unavailability of any Webworld timings, then telephonic interview is taken.  CAMPUS RECRUITMENT: For GET, Interview is taken by respective functional head and HR head and for MT Interview is taken by 2-3 functional heads, HR head and final interview is taken by Circle CEO. LEVELS OF DESIGNATION & EXPERIANCE  L1: VICE PRESIDENT, Sr. VICE PRESIDENT, PRESIDENT. (LEADERSHIP POSITIONS)  EXPERIENCE: 17 – 20 + years  L2: DEPUTY GENERAL MANAGER, GENERAL MANAGER. (MAGERIAL POSITIONS)  EXPERIENCE: 11 – 15 + years  L3: ASSISTANT MANAGER, MANAGER, Sr. MANAGER. (EXECUTIVE POSITIONS)  EXPERIENCE: 5 – 11 + years  L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)  EXPERIENCE: 2 – 4 + years  GET, MET, DET: Trainees  EXPERIENCE: Fresher
    • REFERENCE CHECK Once the hiring decision is taken, the candidate is contacted and informed about the decision to conduct a reference check with the referees whose names have been provided in the personal history form. Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and perhaps gaining additional background information on an applicant. References are checked for following reasons:  To check whether or not the applicant was truthful about his or her employment history.  To know weaknesses, strengths of the applicant. SELECTION DECISION After obtaining information through the preceding steps, selection decision is to be made. The other stages of selection process have been used to narrow the number of candidates. The final decision is to be made from the pool of individuals who pass the tests, interviews.
    • MEDICAL CHECK-UP All selected candidates are required to undergo a pre-employment medical check-up as a part of selection process. After the selection decision and before the job offer is made, the candidate is required to undergo a Medical check-up. A job offer is contingent upon the candidate being declared fit after the Medical test. EMPLOYEE REMUNERATION Remuneration is the compensation receives in return for his/ her contribution to the organization. Reliance Communication follows the cost to company (CTC) structure that reflects the total cost of an employee to an organization. It is designed to provide flexibility to an employee to structure their benefit package. PHILOSOPHY OF CTC  Within the committed salary of an employee, provide maximum flexibility to an employee  Cost all perquisites and benefits to an employee and make the employee appreciate the total costs incurred by the company on such benefits  Enable the company realize and recognize the hidden payroll costs incurred on such benefits Why CTC is divided in two parts?  As per the Indian Income Tax Rules the total Basic Salary paid to the employee is taxable.
    •  So Choice Pay can make your 60% salary non taxable. PLI (PERFORMANCE LINKED INCENTIVE) 15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid once in a year depending on his performance during the assessment period. CTC SRUCTURE C T C BA SE P AY C H O IC E P A Y ( 40 % O f C TC ) ( 60 % O f C TC ) The following are the main components to CTC structure. The CTC structure includes costing of all components of Compensation and Benefits an employee is entitled to. BASE PAY This constitutes up to 40% o the total annual compensation and it includes  Basic Salary  Employer’s contribution to the PF @ 12% of basic salary  Employer’s contribution to the company’s gratuity fund @ 4.81% of basic salary
    • BASIC SALARY  Basic Pay = Base pay/pf + gratuity  Base Pay = 100  Basic Pay = 100/1.1681 PROVIDENT FUND Provident fund is to provide Social Security Benefit to the employee after retirement. PF is deducted from the first day of employment. The Company deducts 12% of the employee’s basic salary and makes an equal contribution. The employee can take loans for specific purposes against his/her provident fund accumulation. The employee is also covered under an Insurance Scheme, which provides for a payment of Rs. 37,000 / - in case of his /her death. GRATUITY Under the scheme Company contributes 4.81% of Basic Salary of an employee to the Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years of service. Employees who have completed 5 years continuous service with the company are eligible to get gratuity on separation from the company. In case of death, the minimum service requirement of 5 years does not apply. For calculating Gratuity, periods of service greater than 6 months will be considered as equivalent to 1year and less then 6 months will not be counted.  As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .  Any amount paid in addition to 3, 50,000 /- will attract tax.  All employees who have completed 1 year continuous service with the company are eligible to get gratuity on separation from the company.
    • CHOICE PAY This constitutes up to 60% o the total annual compensation and it includes  Company Leased Accommodation  Company Owned Accommodation  Office Wear Allowance  Leave Travel Allowance  Company Leased Car  Children Education Allowance  Gift Coupons  Conveyance Allowance  Food Coupons  Medical Expense  House Rent Allowance  Superannuation  Special Personnel Allowance COMPANY LEASED HOUSE  Company will arrange the house through an authorized real estate agent as per the choice of the employee.  Security deposit by company.  12% percent Interest will be charged on deposit amount.  The same will be debited in CTC.  Rent would be exempted from income tax.  10% Perquisite Tax would be charged to the employee on his taxable income. COMPANY OWNED ACCOMODATION  No deposit – no interest.  Rent would be calculated @ 11 rupees per Square feet.  Monthly rental would be charged to CTC  Rental Amount will be exempted from tax  10% perquisite tax would be charged on employee.
    •  Security Deposit  HRA – House Rental Allowance  HRA can be maximum 40% of Basic Salary.  Deposit and rent has to be paid by employee by self  To get the tax exemption the employee has to produce the rental agreements and rental receipts of the house.  The employee can’t claim this benefit if He/She has his own house. OFFICE WEAR ALLOWANCE  An amount of Rs.18, 000 P.A. is exempted for income tax.  To get the exemption original bills to be submitted.  Items covered under this head are as follows:  Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges LTA - LEAVE TRAVEL ALLOWANCE  An Employee can block two months of Basic Salary as Leave Travel Allowance.  He/She should take a minimum of 5 days leave (PL).  In case of air travel-economy class fare is exempted and in case of rail travel second class AC fare is exempted.  He/She can travel within India only.  He/She has to produce the original travel tickets. CAR  Company will arrange a car through a car lease agency.  Employee can choose any make/model.  The EMI that will be charged would be Rs. 2095/- per Lac per month.  The EMI amount per Annum would be exempted from Income Tax.
    • MAINTENANCE & RUNNING COST  Maintenance and Fuel Cost will be exempted as follows.  Maintenance can’t exceed Rs. 25, 000 per annum.  If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.  If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.  The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car  The above exemption would be provided on submission of original bills.  There would be no tax exemption against if the employee has his own car.  The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how much you have opted for.  At the time of leaving CO. before 48 months then the employee has to pay FCV (For Closer Value) to the company from whom the loan is taken.  If the employee is still stays after 48 months then employee will be charged 20% on the value of the car at that time for changing the name i.e. ownership. CHILDREN EDUCATION ALLOWANCE  Employee can claim exemption Rs. 2400 per year.  This exemption is restricted up to two children.  To pass the claim Employee has to submit the original bills.  To get this benefit child age should be greater then 3.5 years. GIFT COUPONS  A sum of Rs. 5000/- would be exempted against the Gift Coupons.  The company would provide coupons worth Rs. 5000/- during the months of October & November.  Validity of this coupons is one year  This coupon is accepted at major outlets in city.  FBT Tax – 16.67% is charged.
    • CONVEYANCE ALLOWANCE  If the employee is not using company’s car then and only then he can claim this option.  To getting the exemption bills are not required.  Conveyance allowance is up to Rs. 800/- per month. FOOD COUPONS  The Company gives SODEXHO passes in term of Food Coupons.  Food coupons are provided on monthly basis of Rs. 1300.  A sum of Rs. 15600 per annum will be exempted from the income tax. MEDICAL ALLOWANCE  The employee gets an exemption of Rs. 15000 p.a.  But to get exemption the employee must submit original bills. HOUSE RENT ALLOWANCE  Maximum 40% of basic salary can be calculated as HRA.  But if employee owns the house in another state then he/she can ask for HRA and also opt for Company Leased House. SUPERANNUATION  13-15% of basic salary is transferred to trust.  It can be given to employee only after the completion of 5 years with the company.  The money is collected by a trust.
    •  To withdraw the money the employee has two options, either he can take the money monthly or he can take the money after 5years. SPECIAL PERSONAL ALLOWANCE  Any amount which exceeds the limits of each allowance can be transferred under this head.  SPA is fully taxable as per income tax rules. LEAVES There are four types of leaves available with the employees.  PAID LEAVE  CASUAL LEAVE  SICK LEAVE  OPTIONAL LEAVE Additional Information:  No leaves can be clubbed with another leave.  Minimum 90 days leave should be in balance for the encashment of leaves.  PAID LEAVE  There are 30 days PL available with the employee after the conformation.  The PL is available after 180 days from the date of joining.  The employee can take only 3-5 PL at a single time
    •  CASUAL LEAVE  There are 5 days CL available to an employee from the date of joining.  The employee can take 1-3 days CL at a time.  SICK LEAVE  There are 10 days SL available to an employee from the date of joining.  The employee has to submit doctor’s certificate if the leave extends to 2 days.  OPTIONAL LEAVE  There are 3 days OL available to an employee from the date of conformation. JOINING FACILITATION Joining Day is the day when an employee recruited on the payrolls of the company. The HR Rep. should be in constant touch with the candidates till the date of joining. Collect the information from the candidate regarding the date and mode of arrival to the location of joining. Arrange for pick-up of the joinee & family from the station/airport and take them to the hotel as per the requirement. If pick-up arrangement can’t be arranged then give complete address/ directions to the hotel & the office to joinee. HR Rep. should give a brief introduction to the new joinee on the following:  Geography of the Location/City/Town.  Organization Structure.  Status of the Project/Operations of the circle.  Role of the employee.
    • RESIDENTIAL & MOBILE TELEPHONE Residential & Cellular Phone are allotted to employee based on the role and responsibility level and should not be treated as Perquisite. The Residential & Cellular Phone provided by the company will be on the name of company. Circle / Business Entity Head can take any of the following decisions with respect to Residential Telephone Connection:  Obtain the telephone connection on priority basis by paying higher amounts.  Provision of STD / ISD Facility.  Reimburse only Telephone Rental expenses.  Reimburse the Local Call Expenses.  Reimburse expenses related to only official calls.  Reimburse all expenses including Long Distance Calls. ALLOTMENT OF DESKTOP PC / LAPTOP All full time permanent employees who will be available at their office desk for more than 80% of the working hours on daily basis will be provided with a desktop PC on their workstation. The circle/Business Entity head can take decision to allotment of Lap Top in lieu of desktop PC based on the role of the employee. FORMS & LETTERS REQUIRED IN THIS PROCESS
    •  Welcome Letter.  Joining Report.  Brief Personal Details Form.  Transfer of EPF Account.  Nomination Form.  Gratuity Nomination Form.  Superannuation Transfer Form.  Application to join Superannuation Scheme.  Choice Pay Form.  Personal Accident Insurance Form.  Nomination for payment of the amount secured under personal accident Insurance Policy.  Hospitalization Insurance Form (Applicable for L3 & L4 )  Hospitalization Insurance Coverage for dependent parents.  Health Declaration Form  Health Certificate  PC Indent Form  New Telephone Extension Form  Electronic Mail Registration Form  Requisition for Visiting Cards. INDUCTION
    • Induction is also called orientation, which is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organization. iNEP INDUCTION PROGRAM The Human Resources Department structures an appropriate induction programmes to orient the new employees to various businesses and services at Reliance communication. A two-day Induction program (iNEP- Infocomm new employees program) is offered to all new employees. The company which takes the induction program for reliance communications is RELNIS NI SPARTA. The induction program helps the employee to integrate in the new environment and provide an overview of the Organization as a whole. It also provides an opportunity to the new entrant to engrain the original values and ethics as well as the style of functioning. This program is all about:  Developing a shared understanding of Reliance communication’s vision and mission.  Understanding their organization and business model.  Familiarization with leaders at Reliance Communication.  Networking and integrating with Reliance Communication employees. This program provides information on:
    •  The history of reliance group  The fundamentals of telecom business  Introduces technologies and key concepts of the business.  This program shares the company’s strategic objectives, organization structure and processes and systems.  Presentations are made from representatives from various business units and functions. EXITS
    • DEPUTATION & TRANSFER DEPUTATION Due to business requirements, employee may be required to be posted to other location than your primary location. If such posting requires you to relocate from your base location beyond 29 days, then it is defined as deputation. If such posting requires you to relocate from your base location beyond 3 months, then it is defined as Transfer. Deputation letter is given and respective deputation allowance is paid to the employees as per policy. TRANSFER Business needs may be required an employee to be transferred on permanent basis  One circle to another circle  One location to another location Departmental head initiates the request for transfer of an employee and forwards the same to the circle HR Representative. Employee
    • will receive transfer letter from Circle HR Representative of the primary circle/location. SEPARATION RHRS believes in treating all employees separating from the company with utmost dignity. RESIGNATION Resignation means employee voluntarily leaving the services of company either for professional or personal reasons. Employees must serve a written resignation, mentioning the relieving date to his/ her departmental head that will discuss and obtain the approval of the circle head. The accepted copy of resignation letter with the approved relieving date must be forwarded to the respective HR. Confirmed employees are required to give 3 months notice in advance and employees on probation are required to provide 15 days notice in advance. JOB ABANDONMENT If an employee remains absent without leave or remains absent beyond the period of leave originally granted, he shall be considered as having voluntarily terminated his/ her employment without giving any notice unless he/ she: Returns to work within 8 days from the commencement of such absence.
    • The employee gives an explanation to the satisfaction of the management regarding such absence. TERMINATION Termination is an undesirable outcome for employee as well as the company, but may be necessary if the employee  Violates the company policy  Is unable to meet company’s performance standards EXPIRY OF TRAINING/ CONTRACT Employee under training /contract will be evaluated at the end of specified period by HOD and decision whether to extend his/ her service will be taken. EXIT INTERVIEW An exit interview is typically a meeting between at least one representative from a company's human resources (HR) department and a departing employee. The departing employee usually has voluntarily resigned. The HR representative might ask the employee questions while taking notes. Prior to leaving, an exit interview is conducted to gather feedback and recommendations of the outgoing employee. Exit interview is a one-to-one discussion where voluntary views and suggestions are taken from the outgoing employee on what his/ her expectations had been at the time of joining the company and reason for leaving the company. The circle HR arranges the exit interview.
    • Listed below are some of the exit interview questions that Reliance Communication asks to departing employees in Exit interview. To what extent did he/ she expect to experience following features of work at the time of joining the company  Job security  Career prospects  Good compensation  Self development  Welfare  Operational freedom To what extent did he/ she find that features of work in the company Reasons for leaving the company in terms of relevance  Personal  Professional growth related  Lack of challenge in work  Lack of promotional opportunities Overall opinion about company, how much hike and other benefits offered by new company compare the one he/she is leaving, and is he/ she is interested in rejoining the Reliance Communication and on what conditions are collected.
    • FULL & FINAL SETTLEMENT When the employee leaves his/her job it is required that all his/her financial obligations are settled. Financial obligations like:  Outstanding Advances/loans  Any undertakings he/she has given to the company in terms of  Cost of mobile as per company policy  Opting for company lease car  Or any other undertaking given by him/her And turn in his/her identification cards, key and any other property, which he/she had issued. The full & final amount is paid to employee after recovering all advance/outstanding dues.
    • HR SUPPORT SYSTEM SAP – HR The Reliance ADA group is on the move to e-enable all HR functions and the employee interface. We are in the process of adopting state- of-the art ERP software - SAP, across all locations and businesses. As a service to the most valuable assets, i.e. the employees, the Group HR is upgrading its extensive web-enabled services into an internet enabled employee portal which will enable employees from across the country to interact with HR & Payroll for any requirement i.e. applying for and sanctioning leave, information on policies and procedures, entering expense claims, updating their own databases, etc. ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT SYSTEM) ESS will enable you to interact with the SAP database, to view and maintain your personal data. ESS provides you with a host of services in the following areas.
    •  PERSONAL INFORMATION  Employee can view and update their personal data such as  Educational details  Details of previous employers  Family related information  Change of marital status  Change of residential address etc.  PAYROLL RELATED INFORMATION  Employee can view their monthly updates on the following:  Pay slips  Income tax projections  PF Statements   REIMBURSEMENT Employee can submit their claims of following reimbursement online  Telephone bills  Local conveyance  Medical reimbursement  COST TO COMPANY (CTC)  CTC related activities  ENTITLEMENTS  Medical insurance  Travel Entitlements
    •  INCOME TAX RULES  Details of exemptions and benefits as applicable to employee. Conclusions and Recommendations  Company should focus on Campus Recruitment.  It has been seen that there has been too much of work load recently results into stress. RHRS should come up with stress management activities.  Refresher’s Training & updates regarding the products must be given to each employee so that they can get the proper knowledge of the products.  Front end should be there to deal with walk in customers.
    • BIBLIOGRAPHY & REFERENCES For the purpose of the preparation of the project and giving it the valuable paper form, with an intention that this information can be used by other also, a helping hand is taken from the most precious reserve of the knowledge i.e. the books The books concerned for the accomplishment of the project are as below: - Human Resource Management by Aswathappa, Fifth Edition - 2006 The introduction manual provided by “Reliance Communications”  Employee’s Handbook  Joining Kit  Book by Kokilaben .D. Ambani, “The Man I Knew” The websites concerned are  gm.relianceada.com  www.reliancecommunications.co.in  www.relianceadagroup.com  www.dhirubhai.net  www.reliancehrservices.com