Preface
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.
EXECUTIVE SUMMARYThis report deals with HR department of
Reliance BIG Group. It encompasses the entire, Recruitment,
Induction and Placement, Training, Employee issues. This report
starts with an overview of companys background which includes
following aspects of company:
Mission & Vision
Business
After making you acquaint to companys 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
CHAPTER I RELIANCE BROADCAST NETWORK LIMITED
Think Bigger Think BetterThe Reliance Anil Dhirubhai Ambani
Group is among Indias top three private sector business houses on
all major financial parameters.
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.
1. History & Business Overview Reliance Broadcast Network
Limitedis a media entertainment conglomerate with play across
radio, television, intellectual properties, and television
production. It is part of the Reliance Group and specializes in
creating and executing integrated media solutions for brands. The
company houses the following verticals: 92.7 BIG FM India's largest
FM Network with 45 stations, reaching over four crore Indians each
week;
BIG CBS Networks A joint venture with CBS Studios International
offering English Entertainment Channels - Love and Prime (which is
available in dual feeds of English and Hindi), as well as a
regional General Entertainment Channel for the Punjab, Chandigarh,
Himachal Pradesh (PCHP) region called Spark Punjabi;
BIG RTL THRILL A channel from the Company's joint venture with
Europe's RTL Group, targeted at male audiences and positioned as
the ultimate action destination available in dual feeds of English
and Hindi;
BIG MAGIC A General Entertainment Channel featuring regional
family dramas, crime shows, sitcoms, reality shows and weekend
blockbuster movies. The Company has also launchedBIG MAGIC Bihar
and Jharkhand, with specially created programming for the Bihar and
Jharkhand region. BIG MAGIC has also expanded into the United
States, Canada and Australia under the brand nameBIG MAGIC
INTERNATIONAL;
BIG PRODUCTIONS the television content production division that
caters to the creative needs of the diverse Indian television
landscape.
Reliance Broadcast Network also distributesBloomberg TV India,
the countrys premier business news channel as part of its
television bouquet.
Having built significant and all-inclusive media capabilities,
each of these business verticals come together to offer clients a
truly integrated media solution.
Through its integrated media sales team, BIG Connect, that
serves1000 + clientseach month through52 officesacross the country,
RBNL represents one window to the big world of the Reliance
Group's200 million + consumers. The sales team maximizes every
opportunity available across the Reliance Group's advertising
assets to create unmatched value for advertisers and brand
owners.
The reach and spread of the Reliance Group is known to all. With
business interests that permeate almost every aspect of a
consumer's life, the group offers multiple business and consumer
touch points across communications, infrastructure, power and
entertainment. Reliance Group's media assets across infrastructure,
telecommunication, retail, broadcasting, television production and
online, form an enviable portfolio that touch the lives of millions
of Indians across the country, everyday. This world of consumers
offers advertisers multiple touch points to connect with their
audience.
2. Business Overview
RADIO
92.7 BIG FMIndia's No. 1 FM station, adjudged 'Best Radio
Broadcaster of the Year 2011 and 2012, at the Golden Mikes, has,
since the launch of its first station in September 2006, expanded
at a phenomenal pace, creating history by launching its 45 station
network in record time of 18 months. Through its tagline of 'Suno
Sunao, Life Banao!, BIG FM's endeavour is to use the power of radio
to not only entertain listeners but also positively influence their
lives.
Within a short span of time, through distinctive content and
innovative promotion, 92.7 BIG FM has established leadership in the
FM space and firmly laid a foundation for an exciting future. The
station enjoys leadership in cities where the company has brought
in the new wave of private FM which has enabled it to be the most
sought after radio network across the country. The brand has thus
taken FM as a medium of entertainment beyond the metros, to virgin
markets, offering consumers and advertisers a new experience of
this medium of entertainment. Its presence spans 45 cities, 1000
towns, and 50,000 villages, and a weekly reach of over four crore
Indians across the country.
TELEVISION BUSINESS
BIG CBS Networks Pvt. Ltd.:An equal joint venture between
Reliance Broadcast Network Limited and CBS Studios
International,BIG CBS Networkshas changed the way English
entertainment is served to Indian audiences. The JV has seen the
successful launch of two English entertainment channels in a span
of five months, highlighting speed to market from the company.
The BIG CBS JV has also made a regional foray withSPARK PUNJABI-
a regional General Entertainment Channel for the Punjab,
Chandigarh, and Himachal Pradesh (PCHP) region targeting the 15+
age group. The Channel treats audiences to daily sitcoms, reality
shows, music, and weekend blockbuster movies, ensuring a complete
entertainment experience. The channel seamlessly integrates into
and benefits from the extensive radio network of 92.7 BIG FM in the
region, reaching 22 cities, thus offering marketers unparalleled
reach in the region. SPARK PUNJABI is well distributed on digital
and analog platforms, covering 100 per cent of the market with a
reach to 3mn+ households.
With Reliance Broadcast Network Limited's multi-media presence
and an integrated sales offering combined with the content muscle
of CBS Corporation, BIG CBS is already making a significant impact
in India's burgeoning entertainment industry. BIG MAGIC:
BIG Magicmarked the entry of RBNL into the Hindi GEC (general
entertainment channel) space. It is positioned as a General
Entertainment Channel featuring regional family dramas, crime
shows, sitcoms, reality shows and weekend blockbuster movies. The
channel's prime time shows are targeted at the 15-35 SEC ABC
audiences, providing advertisers with an ideal platform to create
greater impact. The channel derives huge synergies with RBNL's
already well-established radio brand - 92.7 BIG FM, the leading
radio network, which together offer a unique advertising platform
to brands and combined with holistic properties executed in the
region, deliver incomparable value to advertisers. The Channel has
also launched BIG MAGIC Bihar and Jharkhand, with programming
tailored for the Bihar and Jharkhand region.
The Channel has also expanded internationally to markets like
theUS, Canada and Australia, which have an enormous South Asian
Diaspora. Named BIG MAGIC INTERNATIONAL, the Channel has been
customised to ensure it offers the perfect blend of variety
entertainment, infotainment, and business news from India designed
to resonate excellently with its target audiences. BIG RTL
RBNL and leading European Entertainment Network RTL Group have
signed a 50:50 joint venture agreement to launch thematic
television channels in India. This venture marks RTL Group's entry
into the burgeoning Asian television market and Reliance Broadcast
Network's second international joint venture.
The JV has launched its ChannelBIG RTL Thrill, which is
positioned as an action entertainment channel targeted at male
audiences between15-44 yearsof age and is available in the dual
feeds of Hindi and English available across all Hindi Speaking
Markets in India. The channel is also available on OTT platforms
like Ditto TV, Apalya TV and Zenga TV
.The content for BIG RTL Thrill has been acquired from some of
the most reputed production houses across the globe, including
Fremantle Media & Endemol, etc, along with a library of
international action films. Key shows, which feature on the
channel, are Fear Factor, Hole In The Wall, WipeOut among
others.
BIG PRODUCTIONS
This vertical is RBNL's television content production division,
which caters to the diverse creative needs of the Indian television
landscape. It is well-equipped to create content appealing to all
strata of television audiences, spanning different genres ranging
from fiction to nonfiction and reality, with a presence in both
regional and national markets.
BIG Productions promises to be the broadcaster's gateway to the
most compelling fiction and non-fiction-based concepts or reality
formats. Its strength lies in creating concepts and formats based
on a strong understanding of the broadcaster's needs with a clear
focus on the Indian viewer's sensibilities, preferences and
insights.MILESTONES
July 2013
BIG MAGIC launches across HSMs
June 2013
BIG RTL THRILL launches English Feed
March 2013
BIG RTL THRILL launches in Mumbai and Delhi
February 2013
BIG CBS PRIME launches Hindi Feed
January 2013
Launch of BIG MAGIC BIHAR AND JHARKHAND, a Regional General
Entertainment channel for the Bihar and Jharkhand region
November 2012
BIG MAGIC INTERNATIONAL launches in Australia
November 2012
Launch of BIG RTL THRILL, our first TV channel with RTL Group in
Uttar Pradesh
October 2012
BIG MAGIC INTERNATIONAL launches in USA
June 2012
BIG MAGIC INTERNATIONAL launches in Canada
February 2012
Launches BIG CBS channels in Sri Lanka
January 2012
Launch of BIG CBS SPARK PUNJABI, our third TV channel with CBS
Studios International
May 2011
Signing of equally owned joint venture with RTL Group (RTL), the
leading European Entertainment Network which is a part of
Bertelsmann AG
April 2011
Launch of BIG MAGIC, a Hindi TV channel marking our entry in the
regional entertainment space (UP, MP and Bihar)
March 2011
Launch of BIG CBS LOVE, our second TV channel with CBS Studios
International
November 2010
Launch of BIG CBS PRIME, our first TV channel with CBS Studios
International
August 2010
Signing of equally owned joint venture with CBS Studios
International, a division of CBS Corporation
June 2010
Company changes name to Reliance Broadcast Network Limited
December 2009
Company lists on BSE and NSE India
July 2009
Company Demerges from Adlabs, called Reliance Media World
Limited
July 2009
45th Radio Station goes on-air
March 2007
Launch of BIG LIVE, this division develops, executes and owns
televised IP properties
September 2006
Launch of First Radio Station
February 2006
Commencement of Business, CEO Mr. Tarun Katial joins
KEY Management and the corporate hierarchy : Reliance Broadcast
Network Ltd.Tarun Katial: Chief Executive Officer, RBNL
At the helm of one of Indias youngest media houses Reliance
Broadcast Network Ltd., and with impressive stints at Star TV and
Sony Entertainment Television, Tarun Katial, is considered to be
one of the most successful executives in the Indian media
industry.In 1998, Tarun earned an MBA in marketing, and his
self-confessed urge to do something "different and exciting" saw
him jump into the world of advertising where he spent three
rewarding years with agencies like Saatchi & Saatchi,
Enterprise Nexus and Ogilvy & Mather. He then joined the Star
Network as Executive Vice President - Content and Communications
before moving to Sony Entertainment Television as Business Head.
Tarun has an established record of accomplishment through
successful shows and has always been in perfect tune with what
captivates the Indian consumer.In early 2006, Tarun set out to
launch 92.7 BIG FM, now Indias largest FM network with 45 Stations.
He has been credited with achieving leadership position and taking
the medium to the farthest corners of India. Moving quickly from
being a radio company to a holistic media entity with an integrated
and diversified portfolio, Tarun has led Reliance Broadcast to grow
into a multi-media conglomerate with its landmark television foray
through a joint venture with CBS Studios International, USs No. 1
television company. Since then, he has helped grow the television
business to offer consumers a robust bouquet of offerings across
premium English Channels BIG CBS Prime, Love and Spark, as well as
regional forays with Spark Punjabi and BIG MAGIC all of which are
leaders in their respective genres. Tarun also spearheaded the
Companies second joint venture with Europes RTL Group to launch BIG
RTL Thrill, a channel positioned as the ultimate male entertainment
destination. A well-crafted portfolio of synergetic businesses also
includes BIG LIVE, which creates and markets intellectual
properties, and BIG Productions, a division that functions as a
content production house catering for the diverse creative needs of
the Indian television landscape.Other significant achievements in
Taruns cap include being voted the NewsCorp Achiever for Asia and
being included among the best in the India Today 30 on 30 list. He
was also part of the team that won the first Media Gold at
Cannes.With RBNLs multi-media composition and diverse business
portfolios to pilot, Katial is at the heart of the next BIG
revolution in communication.
Asheesh Chatterjee: Chief Financial Officer, RBNL
Asheesh Chatterjee leads the Finance and Legal aspects of the
business, spearheading key initiatives like fund raising, M&A
and JVs whilst strengthening credibility and reputation of the
Company within the investor community.A Chartered Accountant and
Cost Accountant by qualification, Asheesh brings with him over 15
years of post qualification experience across varied sectors viz.
Assurance and Consulting, Financial services, Manufacturing and
Media and Entertainment. Having held senior finance positions with
leading companies like Moser Baer, Sony Entertainment Television
(Multi Screen Media), ICICI Prudential Asset Management and Ernst
& Young, he has worked on a diverse portfolio covering
strategic finance, corporate structuring, operational finance, tax
planning, audit, treasury, and investor/analyst relations.
Anand Chakravarthy: Executive Vice President, Marketing and
Business Head - BIG CBS Networks
A reckoning and well known name in the world of Advertising,
Anand brings with him the creativity and knowledge apt for an
ambitious set-up that is poised to revolutionize the media
industry. Armed with a Masters in Business Administration and with
over 15 years of rich and diverse experience of brand building and
advertising, Anand has been with the Company since its launch in
2006 and has been at the helm of the marketing function, across
business verticals. Prior to joining RBNL, Anand was at Lowe India
and has led the servicing of diverse clientele including a wide
product range from the Unilever stable, ICICI Prudential Life
Insurance, ICICI Bank, Tata Mutual Fund, IL&FS Investsmart and
HSBC, among others.Sunil Kumaran: Business Head Language TV,
RBNL
Sunil Kumaran is the Business Head for the Language TV business
of Reliance Broadcast Network Limited.In 2008, Sunil joined
Reliance Broadcast Network Limiteds radio network, 92.7 BIG FM as
the Cluster Head for Karnataka and Kerala. Since then, Sunil has
moved to Reliance Broadcast Network Limiteds television business as
Business Head for the Language Channels which include BIG MAGIC,
Spark Punjabi and the recently launched channel, BIG RTL Thrill.An
engineering graduate and an MBA from the Mumbai University, Mr.
Kumaran started his career with Saatchi & Saatchi Advertising
in 1994 as a media supervisor. He then moved on to JWT in 1996
where he undertook the role of a media director, following which he
undertook multiple media opportunities at organizations including
Lowe & Partners Worldwide, Rediffusion DY&R and even worked
at Universal McCann in Bahrain.Ashwin Padmanabhan: Business Head
92.7 BIG FM, RBNL
Ashwin Padmanabhan is the Business Head of Reliance Broadcast
Networks 92.7 BIG FM. A multifunctional sales, marketing, business
development and professional services executive, Ashwins core
competency and skills lie in building businesses, and in
implementing differentiated marketing programs. He has strong
general management skills and has a track record of transforming
businesses and organizations and has applied it to 92.7 BIG FM,
where he began his career as the station head for the Hyderabad
station and growing very quickly to become the National Business
Head for 92.7 BIG FM.Soumen Ghosh Choudhury: Executive Vice
President Technology and Administration
An engineer by qualification, Soumen has specialized in
Electronics and Communications. With over 20 years of rich industry
experience, Soumen began his career as an R&D engineer, before
he moved on to the telecom sector in project management and
operations across an array of entertainment channels and other
service sectors. He was responsible for design and installation of
first Private FM radio station in India, Radio City in Bangalore in
the year 2000. Soumens achievements include planning, execution and
launch of the encrypted satellite TV channels in record time,
designing the countrys first state-of-the-art private FM radio
station, and even developing VHF radio amplifier modules for the
Indian Army. At RBNL, Soumen heads the international division of
the television channel BIG MAGIC BIG MAGIC International, which has
excellent synergies with the television business.
Meenakshi Roy: Sr. Vice President, Human Resources, RBNL
Meenakshi is a Sociology Graduate from Fergusson College, Pune
who subsequently did her Masters in Social Work from the Tata
Institute of Social Sciences, Mumbai. She has almost two decades of
work experience in Human Resources, HR Consulting and Executive
Coaching.Meenakshi joins RBNL from being an independent HR
consultant and Executive Coach with national, multinational and
entrepreneurial clients through Great Place to Work Institute and
Right Management amongst others in the area of Executive Coaching
for 360 degree feedback, role transition, career transition,
performance management and role alignment.Prior to her consulting
foray, she was Head of HR at L'Oreal India, and has also served
with ABP Limited, Times of India (NIE) and Tata Special Steels in
diverse roles leading to experience across Industrial Relations,
Sales and Human Resource Management
Gururaja Rao: Vice President (Legal) & Company Secretary,
RBNL
Gururaja Rao is the Company Secretary and Compliance Officer of
the Company. Gururaja is a commerce graduate with a Masters in Law
Degree from Mumbai University. He is an Associate member of the
Institute of Company Secretaries of India and has also completed
his Post Graduate Diploma in Intellectual Property Rights. He has
over 12 years of experience in wide range of industries which
includes media, pharmaceuticals and hospitality. Gururaja has
worked with companies like Thomas Cook India, UTV, McDonalds, Glaxo
Pharmaceuticals and People Group.
CHAPTER II HUMAN RESOURCE MANAGEMENT AT RBNL For any business to
run one needs four Ms 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
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 HRCIRCLE 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
Life @ RBNLBIG is a federation of exceptional teams with an
incredible breadth of experience and opportunity. We encourage our
employees to rotate across several sectors to broaden their skill
sets and explore their interests. And in turn, we benefit from your
understanding of the big picture of our operations, goals, and
business climate.
Talent ManagementWe have created a robust Talent Management
system to attract, motivate , nurture and promote employees. We
continuously identify and review our need for business leaders at
various levels across the Group, mapping succession patterns in the
short term and over the next 3-5 years. The Individual Development
Plan provides a snapshot of each employee's past and current
performance and future potential.In addition to the programs run
for developing functional competence, we have several Group-wide
training and career development initiatives.
EngagementAll Friday evenings are 'Fun Fridays' and are filled
with fun and frolic inside the office premise! Big events
festivals, birthdays, even small / good deals become reasons for
celebrating! Games, food & beverages, parties are all part of
it!
Rewards and RecognitionAt BIG, we propagate appreciation for
simply doing ones job. Thus in addition to the monetary incentives
we have non-monetary incentives (NMIs) like Fully paid
International holidays, Apple products, other Electronic gadgets
etc are carefully chosen as rewards. We believe in Organizational
success is shared with one and all through pan India announcements
by CEO himself through Video Conferencing facilities or road shows
conducted across the company. Small and Big milestones and
achievement are shared through Internal Communication
platforms.
CSR activities are organized as part of the CSR calendar on
specific occasions.
CHAPTER III HR PRACTICES OF RBNLRECRUITMENT 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 daysELIGIILITY
CRITERIA:
Education Qualification MBA with any specialization Not frequent
job changes Tenure of last job should at least be 1.5 2 yrsOTHER
REQUIREMENTS:
Reference check is usually done for High level job The
recruitment may differ with the current position of the business
INTERNAL SOURCINGIn 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 Broadcast, 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 Broadcast 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 OfficeEXTERNAL SOURCING
PLACEMENT CONSULTANCY: The placement agencies call for resumes
of prospective candidates, which act as a good source of
recruitment for the companies. Consultants 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 Broadcast network limited 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 Broadcast 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 Broadcast goes for Campus
recruitment every year for Technical, Commercial and Finance
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
Broadcast:
HR representative of Reliance Broadcast 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 Broadcast 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 candidates 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 applicants
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 candidates performance in the
interview, the interview panel rates the candidate and takes the
selection decision. VIDEO CONFERENCE: At Reliance Broadcast,
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 Broadcast 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
Broadcasts does not have its Web world, 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 Web world 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/Interns.
EXPERIENCE: FresherREFERENCE 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 DECISIONAfter 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 REMUNERATIONRemuneration 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
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
Employers contribution to the PF @ 12% of basic salary
Employers contribution to the companys gratuity fund @ 4.81% of
basic salary
BASIC SALARY
Basic Pay = Base pay/pf + gratuity
Base Pay = 100
Basic Pay = 100/1.1681PROVIDENT 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 employees 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 cant 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 cant 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 companys 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 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 doctors 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 cant 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 Broadcasts vision
and mission.
Understanding their organization and business model.
Familiarization with leaders at Reliance Broadcasts. Networking
and integrating with Reliance Broadcast employees.This program
provides information on:
The history of reliance group
The fundamentals of Broadcast and entertainment business
Introduces technologies and key concepts of the business.
This program shares the companys strategic objectives,
organization structure and processes and systems.
Presentations are made from representatives from various
business units and functions.
EXITS
DEPUTATION & TRANSFERDEPUTATION
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.
SEPARATIONRHRS 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 companys performance standardsEXPIRY 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 opportunitiesOverall 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 Broadcast 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 SYSTEMSAP 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.CHAPTER IV CONCLUSION AND RECOMMENDATION
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.
Refreshers 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 - 2006The
introduction manual provided by Reliance Communications
Employees 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.comPRESIDENT
HR
CORPORATE HR
ENTITY
HR
CIRCLE
HR
CEO
EMBED Unknown
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