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case study of Reliance comapny

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Case study of HRD of Reliance company. useful for management students as well as students of engineering.

Veröffentlicht in: Leadership & Management
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case study of Reliance comapny

  1. 1. 1 Case study on HUMAN RESOURCES MANAGEMENT Of “RELIANCE” (ADA GROUP) The Reliance – Anil Dhirubhai Ambani Group is among India’s top three private sector business houses on all major financial parametersAcross 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. 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.
  2. 2. 2 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
  3. 3. 3 PRESIDENT HR CORPORATE HR ENTITY HR CIRCLE HR CEO  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 CORPORATE HR: Activities taken up by Corporate HR are  Policy making  Implementing suggestions - HEWITT CONSULTANT  Strategic planning
  4. 4. 4 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  Exit full & final HUMAN RESOURCES MANAGEMENT FUNCTIONS  TALENT ACQUASITION  Sourcing activity  TALENT DEVELOPMENT  Performance management system  Training  Carrier planning  TALENT MANAGEMENT  Operation HR
  5. 5. 5 RECRUITMENT PROCESS 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. 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.
  6. 6. 6 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: INTERVIEW Interview is the oral assessment of the candidates for employment. This is the most essential step in the selection process. To size up the candidate personally 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.
  7. 7. 7  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.  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.

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