The Late Dhirubhai Ambani dreamt of a digital India an India
where the common man would have access to affordable means of
information and communication
PROJECT REPORT
ON
THE RECRUITMENT AND SELECTION PROCESS
AT
RELIANCE COMMUNICATIONS LTD., LUCKNOW
Report Submitted in Partial Fulfillment of the Requirements for
the
award of the degree of
Master Of Business Administration
Under the Valuable guidance of
Mr
Jr. Resource Management Executive (RME) - U.P.
Reliance HR Services Private LtdName of Faculty Guide
Mrs.
Submitted By:
MBA IIIrd
ACKNOWLEDGEMENT
Summer training is the most vital part of an MBA course, both as
a link between theory and actual industrial practices as well as an
opportunity for hands on experience in corporate environment. I
therefore, consider myself fortunate to receive the training in an
esteemed organization viz. Reliance Communication Ltd. Yet the
opportunity could not have been utilized without the guidance and
support of many individuals who although held varied positions, but
were equally instrumental for successful completion of my summer
training.
I would like to take this opportunity to express my humble
gratitude to ms .shaliniyadav, Location Head, for her kind support
and guidance.
I also express my profound indebtedness to Mr. Arshad Rizivi
Resource Management Executive (RME) - U.P., for his guidance and
mentoring throughout the tenure of my summer training.
I would also like to thank the management, employees and the
entire unit of Reliance Communication Ltd., Lucknow for their
cooperation.
In addition I would also like to express gratitude to the
respected faculty member for her invaluable inputs and direction
that rendered success to the project.
I thank my family, friends, mentors and all well-wishers without
whose cooperation this project would not have been a success.
Redards
PREFACE
I consider myself very fortunate to get the opportunity to
conduct the training approval and project assignment by RELIANCE
COMMUNCATION. I got opportunity to get a practical exposure into
actual environment and it provided me the golden opportunity to
make my theoretical concept of Recruitment and selection process in
a more clear way.
I am very much thankful to Mr. Arshad Rizvi for providing me the
opportunity to do the training in RELIANCE COMMUNCATION,LUCKNOW.
Also, I am thankful to all the officials at RELIANCE COMMUNCATION,
LUCKNOW for their cooperation during my training for providing me
necessary information without which this project report would not
have been completed.
I have gone through various Sites, Research Books, Magazines and
Newspapers to get the accurate information for analysis and tried
to find the best conclusion.
.
TABLE OF CONTENTS
(i) Synopsis..(4)
(ii) Introduction.. (5)
(iii) About Reliance ADAG Group Company..(6)
(iv) About Reliance Communication Ltd..(16)
(v) About Reliance HR Services Private Ltd...(20)
(vi) Recruitment and Selection process....(23)
(vii) Recruitment and Selection process at
Reliance HR Services Private Ltd .(42)
(viii) Methodology followed..........(53)
(ix) Appendices..(78)
(x) Bibliography....(97)
SYNOPSIS
The objective of the project was to study and analyze the
recruitment and selection process of Reliance Communication Ltd.
The study included analyzing previous recruitment sources and
methods, changes implemented in the past and their effects, the
selection process and thereby the success of the both the
recruitment and selection process. The entire study was
concentrated around recruitment and selection; hence the following
would be pursued:
Studying the posts to be filled
Planning the Number of persons to be recruited
Duties to be performed
Preparing the job description and person specification
Studying the KSAs ( Knowledge, Skills and Abilities) of the
job
Consulting the recruitment policy and procedure of the
company
Studying the recruitment sources and methods of the company
screening of the responses
Then, studying the selection process of the company
At last, analyzing in a comprehensive manner the whole
Recruitment and Selection process
Back to Table of ContentsINTRODUCTION
With a strong population of over 1.1 Billion, India has become
one of the most dynamic and promising telecom markets of the world.
In recent times, the country has emerged as one of the fastest
growing telecom markets in the world. During 2003-2007, the country
witnessed the number of phones increasing more than triple and
total tele-density rose from 5.1% to 18.2%, according to Indian
Telecom Analysis (2008-2012), a new research report by RNCOS:
Key Findings The total telecom subscription in India surged at a
CAGR of over 38% from fiscal 2003 to fiscal 2007, making the
country the third largest telecom market in the world.
Mobile phones accounted for 80.2% of the total telephone
subscriber base at the end of March 2007.
The Internet subscriber base in the country, as on March 31,
2007, stood at 9.3 Million as compared to 6.9 Million on March 31,
2006 registering a growth of 34.8%.
By fiscal 2010, Indian will require around 330,000 telecom
network towers. To meet this enormous need, the telecom operators
are resorting to network infrastructure sharing.
This sector thus, has a huge manpower requirement and the
attrition rate is also on the higher side. Hence, the role of HR
department is crucial and critical for an organizations success in
this sector.
Back to Table of Contents
Reliance Anil Dhirubhai Ambani Group, an offshoot of the
Reliance Group founded by Shri Dhirubhai H Ambani (1932-2002),
ranks among Indias top three private sector business houses in
terms of net worth. The group has business interests that range
from telecommunications (Reliance Communications Limited) to
financial services (Reliance Capital Ltd) and the generation and
distribution of power (Reliance Energy Ltd).
Reliance ADA Groups flagship company, Reliance Communications,
is India's largest private sector information and communications
company, with over 40 million subscribers. It has established a
pan-India, high-capacity, integrated (wireless and wireline),
convergent (voice, data and video) digital network, to offer
services spanning the entire infocomm value chain.
Other major group companies Reliance Capital and Reliance Energy
are widely acknowledged as the market leaders in their respective
areas of operation.
back to Table of ContentsReliance Capital
Reliance Capital is one of Indias 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.
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 Indias top listed
private companies on all major financial parameters, including
assets, sales, profits and market capitalization.
It is Indias 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 revolutionizing healthcare in India by
enabling a healthcare environment that is both affordable and
accessible through partnerships with government and private
businesses.
Reliance Media & EntertainmentAs part of the Reliance - ADA
Group, Reliance Entertainment is spearheading the Groups foray into
the media and entertainment space. Reliance Entertainments 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 Indias
largest private FM radio network with 12 radio stations across the
country.
Reliance Communications Limited
The flagship company of the Reliance ADA Group, Reliance
Communications Limited, is the realization of our founders dream of
bringing about a digital revolution that will provide every Indian
with affordable means of communication and a ready access to
information.
The 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.
Apart from these some other businesses are:
Reliance Mutual Fund Reliance Life Insurance
back to Table of ContentsIts Structure
Companys Values
Shareholder Interest
They value the trust of shareholders, and keep their interests
paramount in every business decision we make, every choice they
exercise.
People Care
They possess no greater asset than the quality of their human
capital and no greater priority than the retention, growth and
well-being of their vast pool of human talent
Consumer Focus
They rethink every business process, product and service from
the standpoint of the consumer so as to exceed expectations at
every touch point.
Excellence in Execution
They believe in excellence of execution in large, complex
projects as much as small everyday tasks. If something is worth
doing, it is worth doing well.
Team Work
The whole is greater than the sum of its parts; in their
rapidly-changing knowledge economy, organizations can prosper only
by mobilizing diverse competencies, skill sets and expertise; by
imbibing the spirit of thinking together -- integration is the
rule, escalation is an exception.
Proactive Innovation
They nurture innovation by breaking silos, encouraging
cross-fertilization of ideas & flexibility of roles and
functions. They create an environment of accountability, ownership
and problem-solving based on participative work ethic and
leading-edge research
Leadership by Empowerment
They believe leadership in the new economy is about consensus
building, about giving up control; about enabling and empowering
people down the line to take decisions in their areas of operation
and competence.
Social Responsibility
They believe that organizations, like individuals, depend on the
support of the community for their survival and sustenance, and
must repay this generosity in the best way they can.
Respect for Competition
They respect competition because theres more than one way of
doing things right. They can learn as much from the success of
others as from their own failures
back to Table of ContentsChairmans Message
A New Reliance For A New World
If the last century was about meeting human needs, the new
millennium is about matching human aspirations.
We live in a world where the young are reaching higher, dreaming
bigger and demanding more; a world that is challenging the limits
of hope and possibility.
Nowhere is this more strikingly visible than in India a country
that wakes up every morning a little younger in age, but infinitely
more ambitious in spirit.
Indias demographic transition is an extraordinary moment in
world history. Today, over 600 million young people, or more than 1
in 2 Indians, are below the age of 25. In 15 years, this number is
set to touch 700 million, making India the largest community of
youth anywhere in the world.
New India shows the impatience of youth; the desire for real and
rapid change -- for a quality of life that is second to none.
Transportation, communications, energy, information,
entertainment, technology, education, healthcare and personal
finance, New India wants world-class products and services.
Reliance Anil Dhirubhai Ambani Group embodies the spirit of this
new resurgent India.
Our goal is not just to build a great enterprise for our
stakeholders, but, more importantly, to build a great future for
our country and the world at large; to give hundreds of millions of
people the power to fulfill their dreams, shape their own destiny,
and the means to realize their true and diverse potential.
Energy and communications, financial services and
infrastructure, new economy and old --- our businesses will span
the entire varied landscape of emerging human aspirations.
We will work with commitment and resolve to create pathways that
connect ambition to achievement, promise to performance, potential
to reality....
We will bridge the gap between quantity and quality; leveraging
our strength in managing large-scale operations even as we deliver
best-of-class products and services to our consumers. Focussing on
the burgeoning aspirations of our young consumers will remain one
of our key driving values.
We will rethink every business process, product and service from
the standpoint of the consumer with a commitment to enhance
experience at every touch point.
Our founder, the legendary Dhirubhai Ambani, gave us a simple
mantra for entrepreneurship: Think big. Think fast. Think
Ahead.
We will think bigger. We will think faster. But, most important
of all, we will Think Better to stay ahead of competition and of
our times.
Welcome to the Reliance Anil Dhirubhai Ambani Group.
It is the New Reliance for the New World!
Anil Dhirubhai Ambaniback to Table of Contents Group Chairman
& CEO
An Overview
The Late Dhirubhai Ambani dreamt of a digital India an India
where the common man would have access to affordable means of
information and communication. Dhirubhai, who single-handedly built
Indias largest private sector company virtually from scratch, had
stated as early as 1999: Make the tools of information and
communication available to people at an affordable cost. They will
overcome the handicaps of illiteracy and lack of mobility.
It was with this belief in mind that Reliance Communications
(formerly Reliance Infocomm) started laying 60,000 route kilometres
of a pan-India fibre optic backbone. This backbone was commissioned
on 28 December 2002, the auspicious occasion of Dhirubhais 70th
birthday, though sadly after his unexpected demise on 6 July
2002.
Reliance Communications has a reliable, high-capacity,
integrated (both wireless and wireline) and convergent (voice, data
and video) digital network. It is capable of delivering a range of
services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services
for enterprises as well as individuals, applications, and
consulting.
Today, Reliance Communications is revolutionizing the way India
communicates and networks, truly bringing about a new way of
life.
Its Businesses
Reliance Communications is the flagship company of the Anil
Dhirubhai Ambani Group (ADAG) of companies. Listed on the National
Stock Exchange and the Bombay Stock Exchange, it is Indias leading
integrated telecommunication company with over 40 million
customers.
Our business encompasses a complete range of telecom services
covering mobile and fixed line telephony. It includes broadband,
national and international long distance services and data services
along with an exhaustive range of value-added services and
applications. Our constant endeavor is to achieve customer delight
by enhancing the productivity of the enterprises and individuals we
serve.
Reliance Mobile (formerly Reliance India Mobile), launched on 28
December 2002, coinciding with the joyous occasion of the late
Dhirubhai Ambanis 70th birthday, was among the initial initiatives
of Reliance Communications. It marked the auspicious beginning of
Dhirubhais dream of ushering in a digital revolution in India.
Today, we can proudly claim that we were instrumental in harnessing
the true power of information and communication, by bestowing it in
the hands of the common man at affordable rates.
We endeavor to further extend our efforts beyond the traditional
value chain by developing and deploying complete telecom solutions
for the entire spectrum of society.
HR Department In Reliance Communications
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 AmbaniAt
Reliance - Anil Dhirubhai Ambani Group, they recognize the critical
role that their people play in the success and growth of each of
their businesses. It is the skill and initiative of their workforce
that sets them apart from their peers in todays knowledge-driven
economy. It is their commitment and dedication that lends them the
competitive edge, and helps them stay ahead of the curve.
Their strong team of professionals is among the youngest in the
country, and consists of some of the most dynamic, motivated and
qualified individuals to be found anywhere in the world. First-rate
management graduates, highly trained engineers, top-notch financial
analysts and razor sharp accountants they have on their rolls some
of the brightest minds in the business.
The Departments Mission
Their transparent HR policies and robust processes are driven by
a single overarching objective: To attract, nurture, grow and
retain the best leadership talent in every sector and industry is
which they operate.
Their aim is to create a team of world beaters that is:
Committed to excellence in quality,
Focused on creation and enhancement of stakeholder value
Responsive to evolving business needs and challenges
Dedicated to uphold the core values of the Group
The Departments Promise
In order to achieve their objective, they offer their
people:
Growth opportunities to expand leadership capabilities
True meritocracy and freedom to choose career paths
Opportunities to develop and hone leadership and functional
capabilities
An entrepreneurial environment where people can pursue their
dreams
Competitive compensation
In addition, they follow a well-defined Rewards &
Recognitions programme that periodically identifies exceptional
individual and team achievers among the various business functions
and verticals in the Group.
The Departments Expectations
Reliance ADAG encourages its employees to take leadership, at
all levels of the organization, and participate in accelerating
growth of their businesses to build a formidable enterprise.
Leaders in Reliance - ADAG are expected to:
Always keep the customers needs in mind and constantly
innovate
Execute flawlessly and with speed
Sustain and strengthen the groups spirit of
entrepreneurshiptaking ownership and accountability for their
actions
Leverage synergies to learn and build on the diverse experiences
and skill sets of their various businesses and teams
Create a true meritocracy with a pervasive commitment to
transparent systems and processes
Do all this with unquestionable Integrity to ensure total
compliance with the laws of the land.
RELIANCE HR SERVICES PRIVATE LIMITEDAnil Ambani wants to go
one-up on the likes of HR consulting giants like Manpower. The ADAG
chairman wants to expand the scope of recently-formed group company
Reliance HR Services-whose present mandate is to handle in-house
staffing requirements-to one which is capable of meeting similar
needs of other companies so that it can emerge as a highly
lucrative cash cow.
The company which came into being on April 1, 2008 intends to
close 2008-09 with a turnover of Rs. 300-500 crore. Amitabh Ghosh,
CEO of Reliance HR Services Private Limited wants to move out from
merely meeting internal needs of group to cover third-parties also
from 2009-10. Thus, the company intends to handle both domestic and
global corporations.
The company recently employs 20,000, who are seconded to various
ADAG firms. In the next five years the company intends to employ 5
lakh professionals for the group itself. Reliance HR Services
Private Limited currently operates out of office premises of
various ADAG companies. The offices of the company would be spread
all over the country in the manner shown below:
back to Table of Contents
Organization Structure - Location
RECRUITMENT AND SELECTION PROCESS
According to Edwin B. Flippo, Recruitment is the process of
searching the candidates for employment and stimulating them to
apply for jobs in the organization. Recruitment is the activity
that links the employers and the job seekers.
Recruitment is a linking activity- bringing together jobs to
fill and those seeking jobs. A good recruitment program should
attract the qualified & not unqualified. Recruitment is a
costly affair. There are legal implications of incompetent
selection negligent hiring. Organizations must consider recruitment
as a strategic war to attract talent, and must develop and
implement aggressive talent acquisition strategies in order to
dominate the labor market within a given industry. With the
impending retirement of the baby-boomer generation and the lack of
availability of high quality senior-level talent, many companies
consider talent acquisition to be the most important business
challenge facing them today.
Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective employees for
the organization so that the management can select the right
candidate for the right job from this pool. The main objective of
the recruitment process is to expedite the selection
process.Recruitment is a continuous process whereby the firm
attempts to develop a pool of qualified applicants for the future
human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated
vacancy. back to Table of ContentsPurpose & Importance Of
Recruitment:
Attract and encourage more and more candidates to apply in the
organization.
Create a talent pool of candidates to enable the selection of
best candidates for the organization.
Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis
activities.
Recruitment is the process which links the employers with the
employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by
decreasing number of visibly under qualified or overqualified job
applicants.
Help reduce the probability that job applicants once recruited
and selected will leave the organization only after a short period
of time.
Meet the organizations legal and social obligations regarding
the composition of its workforce.
Begin identifying and preparing potential job applicants who
will be appropriate candidates.
Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job
applicants.
So, those people who are involved in the process have a high
level of responsibilities.back to Table of ContentsManagements Role
in Recruitment
Recruitment planning is anticipating and using all available
flexibilities and strategies to maintain the workforce. Human
Resources Responsibilities along with the civilian Recruitment Team
can help through this process by further explaining strategies and
helping to find easier ways to accomplish them.
Responsibilities include:
Determining a vacancy exists.
Choosing the right strategies to fill the position.
Defining and capturing the need (understanding the position, its
functions, duties, responsibilities, and skill requirements.)
Initiating the final action.
Recruitment needs are of three types PLANNEDi.e. the needs
arising from changes in organization and retirement policy.
ANTICIPATEDAnticipated needs are those movements in personnel,
which an organization can predict by studying trends in internal
and external environment.
UNEXPECTEDResignation, deaths, accidents, illness give rise to
unexpected needs.
back to Table of Contents
SOURCES OF RECRUITMENTEvery organization has the option of
choosing the candidates for its recruitment processes from two
kinds of sources: internal and external sources. The sources within
the organization itself (like transfer of employees from one
department to other, promotions) to fill a position are known as
the internal sources of recruitment. Recruitment candidates from
all the other sources (like outsourcing agencies etc.) are known as
the external sources of recruitment.
SOURCES OF RECRUITMENT Internal Sources Of Recruitment
1. TRANSFERSThe employees are transferred from one department to
another according to their efficiency and experience.
2. PROMOTIONSThe employees are promoted from one department to
another with more benefits and greater responsibility based on
efficiency and experience.
3. Others are Upgrading and Demotion of present employees
according to their performance.
4. Retired and Retrenched employees may also be recruited once
again in case of shortage of qualified personnel or increase in
load of work. Recruitment such people save time and costs of the
organizations as the people are already aware of the organizational
culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and
Disabled employees are also done by many companies so that the
members of the family do not become dependent on the mercy of
others.
The advantages of internal recruitment are that:
1. Considerable savings can be made. Individuals with inside
knowledge of how a business operates will need shorter periods of
training and time for 'fitting in'.
2. The organization is unlikely to be greatly 'disrupted' by
someone who is used to working with others in the organization.
3. Internal promotion acts as an incentive to all staff to work
harder within the organization.
4. From the firm's point of view, the strengths and weaknesses
of an insider will have been assessed. There is always a risk
attached to employing an outsider who may only be a success 'on
paper'.
The disadvantages of recruiting from within are that:
1. You will have to replace the person who has been promoted
2. An insider may be less likely to make the essential
criticisms required to get the company working more effectively
3. Promotion of one person in a company may upset someone
else.
back to Table of ContentsExternal Sources Of Recruitment
External recruitment makes it possible to draw upon a wider
range of talent, and provides the opportunity to bring new
experience and ideas in to the business. Disadvantages are that it
is more costly and the company may end up with someone who proves
to be less effective in practice than they did on paper and in the
interview situation.
There are a number of stages, which can be used to define and
set out the nature of particular jobs for recruitment purposes:
Job analysis is the process of examining jobs in order to
identify the key requirements of each job. A number of important
questions need to be explored: the title of the job to whom the
employee is responsible for whom the employee is responsible a
simple description of the role and duties of the employee within
the organization.
Job analysis is used in order to:
1. Choose employees either from the ranks of your existing staff
or from the recruitment of new staff.
2. Set out the training requirements of a particular job.
3. Provide information which will help in decision making about
the type of equipment and materials to be employed with the
job.
4. Identify and profile the experiences of employees in their
work tasks (information which can be used as evidence for staff
development and promotion).
5. Identify areas of risk and danger at work.
6. Help in setting rates of pay for job tasks.
Job analysis can be carried out by direct observation of
employees at work, by finding out information from interviewing job
holders, or by referring to documents such as training manuals.
Information can be leaned directly from the person carrying out a
task and/or from their supervisory staff. Some large organizations
specifically employ 'job analysts'. In most companies, however, job
analysis is expected to be part of the general skills of a training
or personnel officer.
Job description
A job description will set out how a particular employee will
fit into the organization. It will therefore need to set out:
the title of the job
to whom the employee is responsible
for whom the employee is responsible
a simple description of the role and duties of the employee
within the organization.
A job description could be used as a job indicator for
applicants for a job. Alternatively, it could be used as a
guideline for an employee and/or his or her line manager as to his
or her role and responsibility within the organization.
back to Table of ContentsJob specificationA job specification
goes beyond a mere description - in addition, it highlights the
mental and physical attributes required of the job holder. For
example, a job specification for a trainee manager's post in a
retail store included the following:
'Managers at all levels would be expected to show
responsibility. The company is looking for people who are tough and
talented. They should have a flair for business, know how to sell,
and to work in a team.
Job analysis, description, and specification can provide useful
information to a business in addition to serving as recruitment
instruments. For example, staff appraisal is a means of monitoring
staff performance and is a feature of promotion in modern
companies. In some companies, for example, employees and their
immediate line managers discuss personal goals and targets for the
coming time period (e.g. the next six months). The appraisal will
then involve a review of performance during the previous six
months, and setting new targets. Job details can serve as a useful
basis for establishing dialogue and targets. Job descriptions can
be used as reference points for arbitrating in disputes as to 'who
does what' in a business. Selection involves procedures to identify
the most appropriate candidates to fill posts. An effective
selection procedure will therefore take into consideration the
following:
keeping the costs of selection down making sure that the skills
and qualities being sought have been identified, developing a
process for identifying them in candidates making sure that the
candidates selected, will want the job, and will stay with the
company.
Keeping the costs of selection down will involve such factors as
holding the interviews in a location, which is accessible to the
interviewing panel, and to those being interviewed. The
interviewing panel must have available to them all the necessary
documentations, such as application forms available to study before
the interviews take place. A short list must be made up of suitable
candidates, so that the interviews do not have to take place a
second time, with new job advertisements being placed.
The skills required should have been identified through the
process of job analysis, description and specification. It is
important then to identify ways of testing whether candidates meet
these requirements. Testing this out may involve: interviewing
candidates asking them to get involved in simulated work scenarios
asking them to provide samples of previous work getting them to
fill in personality and intelligence tests giving them real work
simulations to test their abilities.
The external sources Of Recruitment are:
1. PRESS ADVERTISEMENTSAdvertisements of the vacancy in
newspapers and journals are a widely used source of recruitment.
The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical
Colleges etc. are a good source of recruiting well qualified
executives, engineers, medical staff etc. They provide facilities
for campus interviews and placements. This source is known as
Campus Recruitment.
3. PLACEMENT AGENCIESSeveral private consultancy firms perform
recruitment functions on behalf of client companies by charging a
fee. These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing)
4. EMPLOYMENT EXCHANGESGovernment establishes public employment
exchanges throughout the country. These exchanges provide job
information to job seekers and help employers in identifying
suitable candidates.
5. LABOUR CONTRACTORSManual workers can be recruited through
contractors who maintain close contacts with the sources of such
workers. This source is used to recruit labor for construction
jobs.
6. UNSOLICITED APPLICANTSMany job seekers visit the office of
well-known companies on their own. Such callers are considered
nuisance to the daily work routine of the enterprise. But can help
in creating the talent pool or the database of the probable
candidates for the organization.
7. EMPLOYEE REFERRALS / RECOMMENDATIONSMany organizations have
structured system where the current employees of the organization
can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often
aware of the suitability of candidates. Management can inquire
these leaders for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the candidates
recommended by the trade union.
8. RECRUITMENT AT FACTORY GATEUnskilled workers may be recruited
at the factory gate these may be employed whenever a permanent
worker is absent. More efficient among these may be recruited to
fill permanent vacancies.
Apart from these there are some other sources which are nowadays
commonly used by the organizations. These sources are
Headhunting
Third party recruitment
Recruitment Process Outsourcing (RPO)
E-RecruitmentHEADHUNTING is a frequently used name when
referring to third party recruiters, but there are significant
differences. In general, a company would employ a head-hunter when
the normal recruitment efforts have failed to provide a viable
candidate for the job. Head-hunters are generally more aggressive
than in-house recruiters and will use, advanced sales techniques
such as initially posing as clients to generate names of employees
and their positions and personally visiting candidate offices. They
can also purchase expensive lists of names and job titles. They
will prepare a candidate for the interview, negotiate salary, and
conduct closure to the search. In general, in house recruiters will
do their best to attract candidates for specific jobs while
head-hunters will actively seek them out, utilizing large
databases, internet strategies, purchasing company directories or
lists of candidates, networking, and often cold calling. Many
companies go to great efforts to make it difficult for head-hunters
to locate their employees.
THIRD PARTY RECRUITMENT firms are usually distinguished by the
method in which they bill a company. Outside recruitment agencies
charge a placement fee when the candidate they recruited has
accepted a job with the company that has agreed to pay the fee.
Fees of these agencies generally range from a straight contingency
fee to a fully retained service which is similar to placing an
attorney on retainer. All recruitment agencies are defined by the
placement of a candidate to a particular job within a company.
RECRUITMENT PROCESS OUTSOURCING (RPO) is a form of business
process outsourcing (BPO) where an employer outsources or transfers
all or part of its recruitment activities to an external service
provider. RPO may involve the outsourcing of all or just part of
recruitment functions and process. The external service provider
may serve as a virtual recruiting department by providing a
complete package of skills, tools, technologies and activities. The
RPO service provider is "the" source for in-scope recruitment
activity.
On the other hand, occasional recruitment support, for example
temporary, contingency and executive search services are more
analogous to out-tasking, co-sourcing or just sourcing. In this
example the service provider is "a" source for certain types of
recruitment activity differentiating. The biggest distinction
between RPO and other types of staffing is Process. In RPO the
service provider assumes ownership of the process, while in other
types of staffing the service provider is part of a process
controlled by the organization buying their services.
e-RECRUITMENT covers a range of Web-based application tools used
for the provisioning (typically) of human resources. These
applications assist in the recruitment of suitable candidates for
vacant positions. Some applications do this by semi-automating the
entire recruitment and hiring process. E-recruitment applications
(or software packages that are web-enabled) typically enable
recruitment teams to create job postings, manage job application
responses, schedule interviews and manage other recruitment tasks.
This dramatically reduces the labor and money spent improves the
quality and quantity of the applicant pool.
Recruitment Policy Of a CompanyIn todays rapidly changing
business environment, a well defined recruitment policy is
necessary for organizations to respond to its human resource
requirements in time. Therefore, it is important to have a clear
and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of
the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a
sound recruitment process.
It specifies the objectives of recruitment and provides a
framework for implementation of recruitment programme. It may
involve organizational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies with
best qualified people.
Components of The Recruitment Policy The general recruitment
policies and terms of the organization
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally
with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full
potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit
organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and
employment relationship.
Integrates employee needs with the organizational needs.
Factors Affecting Recruitment Policy Organizational
objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
back to Table of ContentsSelection Process
Selection is the system of functions and devices adopted in a
given company to ascertain whether the candidates specifications
are matched with the job specifications and requirements or not.
The obvious guiding policy in selection is the intention to choose
the individual candidate who can most successfully perform the job
from the pool of qualified candidates.
Selection of personnel to man the organization is a crucial,
complex and continuing function. The ability of an organization to
attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection
programme. If right personnel are selected, the remaining functions
of personnel management become easier, the employee contribution
and commitment will be at optimum level and employee-employee
relations will be congenial. If the right person is selected, he is
a valuable asset to the organization and if faulty selection is
made, the employee will become a liability to the organization.
Selection Procedure JOB ANALYSIS: Job analysis forms the basis
for selecting the right candidate. It includes a detailed study of
the positions for which recruitments are to be made, in the form of
Job Description and Job Specification
HUMAN RESOURCE PLAN: Under this plan estimates are laid for the
future requirement of employees. This forms the basis for the
future recruitment function.
RECRUITMENT: It refers to the process of searching for
prospective employees and stimulating them to apply for jobs in an
organization.
DEVELOPMENT OF BASIS FOR SELECTION: This involves the selection
of appropriate candidates from the applicants pool by adopting
suitable techniques for screening.
APPLICATION FORM: This is also known as application blank. This
technique is utilized for securing information from the prospective
candidates.
WRITTEN EXAMINATION: Application form is followed by written
examination for the short listed candidates for assessing the
candidates ability, aptitude, reasoning and knowledge in various
disciplines.
PRELIMINARY INTERVIEW: Preliminary interview is to solicit
necessary information from the prospective applicants and to assess
the applicants suitability to the job.
TEST: Test is essentially an objective and standardized measure
of sample of behavior from which inferences about future behavior
and performance of the candidate can be drawn. Tests can be of
following type:
Aptitude Test: This test measure whether an individual has the
capacity or latent ability to learn a given job if adequate
training. Aptitude test can be further subdivided in to
Intelligence test
Emotional test
Skill test
Psychometric test
Achievement Test: These tests are conducted to measure the value
of a specific achievement when an organization wishes to employ
experienced candidate. Situational Test: This test evaluates a
candidate in a real life situation
Interest Test: These tests are inventories of the likes and the
dislikes of the candidate in relation to the job, work,
occupations, hobbies and recreational activities.
Personality Test: These tests prove deeply to discover clues to
an individuals value system.
Multi-Dimensional Testing: Organizations develop such tests in
order to find out whether the candidates possess a variety of
skills or not, candidates ability to integrate the multi-skills and
potentiality to apply them based on situational and functional
requirement.
INTERVIEW: 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. Tests can be of following
types:-
Background information interview
Job and probing interview
Stress interview
Group discussion interview
Panel interview
Decision making interview
MEDICAL EXAMINATION: Certain jobs require certain physical
qualities like clear vision, percept hearing, unusual stamina,
tolerance of hard working conditions, clear tone etc. medical
examination reveals whether or not a a candidate possesses these
qualities.
REFERENCE CHECK: At this step candidates are required to give
the names of references in their application forms. This is done in
order to verify the information provided by the candidate.
JOB OFFER: After taking the final decision, the organization has
to intimate this decision to the successful as well as unsuccessful
candidates. Those selected are offered the job and the candidate
has to communicate his/her acceptance to the offer. He/she can also
approach the organization for the modification of the job letter
and in case things are not working out the offer is rejected by the
candidate.
EMPLOYMENT: The Company may modify the terms and conditions of
employment as requested by the candidate and thereby place them on
the job.
back to Table of ContentsRECRUITMENT AND SELECTION PROCESS
AT RELIANCE HR SERVICES
PRIVATE LIMITEDRecruitment is the process of identifying that
the organization needs to employ someone up to the point at which
application forms for the post have arrived at the organization.
Selection then consists of the processes involved in choosing from
applicants a suitable candidate to fill a post. Recruiting
individuals to fill particular posts within a business can be done
either internally by recruitment within the firm, or externally by
recruiting people from outside. The recruitment and selection
process at Reliance HR Services Private Limited begins with
management determining the exact need of the posts to be filled.
There are a number of posts which have to be filled, for example
ASM, SE, SA, FSA, TL etc. for the different businesses. Then, the
management shortlists the resume of the candidate whose attributes
match with the job description and specification required for the
job. The organization get many resumes of unsolicited applicants on
a daily basis which they shortlist according to the qualification
and experience for a particular post. As the candidate visits to
submit his resume he is asked to fill in the first page of
Interview Record Sheet as shown in Appendix 1, which he takes along
with him in the interview room.
The recruitment process at Reliance starts with the enquiry/
walk-in management of the candidate when he submits his resume,
which consists of registration of the candidates and eligibility
verification of the candidates name, phone number, age,
qualification and experience. It also consists of taking two
references of peers and providing job brief and information
regarding compensation, career progression and expectation setting
in the company.
Then, after the formalities, a preliminary interview/ screening
is conducted by the personnel of the HR department who screen and
shortlist the candidates on the following attributes:
Job Understanding
Willingness to work
Compensation clarity
Functional Knowledge Validation
Target Orientation
Energy Level
Sample sales
Then, the screened candidates go through testing and evaluation
stage. Where selection tests are a valid method of assessing a
candidate (i.e. effectively measures the job criteria, is relevant,
reliable, fair and unbiased also considering the predictive
capacities of tests), they are an extremely useful tool and are
recommended for use. The candidates undergo a selection test and
those who manage to score more than the cut off make it to the next
round. A sample of Sales and Service Employability Aptitude Test is
given in Appendix 2 which the candidate has to take if he has
applied for any position in the sales department. The RME evaluates
the tests and also validates the cut offs for them. The evaluation
sheets are then attached with the interview record sheet of the
respective candidate before going in for the final interview.
As per the plan the final interview of the candidate will be
with the personnels of the Client company. But just now it is
looking after the HR process of only Reliance ADAGs group
companies. Thus, at last the candidate goes through the final
interview with the management personnels of the department and
business for which the candidate has applied for. The selected
candidates are then made to complete the joining formalities and
the rejected ones are given feedback. A list of selected, on hold
and rejected candidates is also maintained by the organization for
future use.
The Recruitment Process
back to Table of ContentsReliance HR Services Private
Limiteds
Sourcing Process
Understanding of Client Requirement1. Clients Businesses-
Understanding the clients business Profile and its expectation.
2. Candidates Profile- Understanding the candidates age,
qualification, experience, and language.
3. Compensation- Understanding the salary and incentive
pattern.
4. Benefits- Understanding the PF (Provident Fund), ESIC
(Employee State Insurance) and other allowances.
5. Location- Understanding the mobility and conveyance
factors.
Resource Planning
back to Table of ContentsCoordination with Clients
1. Sharing of Sourcing plan
a. Walk-in dates
b. Campus Interview dates
c. Up country travel
2. Coordination with ASMs, CMP heads for:
a. Walk-in interviews
b. Campus Interviews
c. Referral Schemes
Sourcing Activity (Tools)
1. Campus Interviews
2. Referral Schemes
3. Recruitment from Database
4. Field Recruitment
5. Job Portal & Head Hunting
6. Advertisements
7. Job Fairs
Campus Recruitment
1. Minimum two campuses are covered in a month.
2. List of UG, PG, Engineering, MBA Colleges , Coaching centers,
Spoken English Institutes, Computer Institutes, Study centers with
contact details and student strength to be maintained.
3. Target is majorly on Post Graduate Colleges (MA, MCOM, MSC
etc.)
4. Only Tier 3 or Up country MBA Institutes are targeted.
5. Posters are pasted on Notice boards, library, Placement
office, Canteens and hostels.
6. Appointments for campus recruitment are fixed well in
advance.
7. Referrals from campus can taken for:
a. Candidates
b. Other institutes
c. Ex-students
d. Coaching Centers
e. Study Centers
f. Hostels and Lodges
Internal Referrals-SAARATHI
1. List of SAs, SEs and ASMs with email addresses.
2. List of email address of employees in CMP locations.
3. Posters of advertisement in Reliance offices, Web stores.
4. Drop boxes at CMP locations and Web stores.
5. Rewards and recognition on weekly/ fortnightly basis.
Database Recruitment
back to Table of ContentsDatabase Generation
back to Table of ContentsField Recruitment
Job Portal and Head Hunting
1. Job posting for SAs/ SEs on Naukri.com and other portals.
2. Headhunting for SEs/TL/FSA from competitors.
3. A target of two SEs/TL/FSA per week from competitors.
back to Table of ContentsAdvertisement Based Recruitment
back to Table of ContentsMETHODOLOGY FOLLOWED
The research methodology adopted during this project was divided
into three parts:
Questionnaire Design
Field Study or Survey, and
Compilation and Analysis of data
All the three parts were carried out under the guidance of the
in-charge project guide complying with the organizational
standards.
A Questionnaire meets the research objectives only it meets the
two basic criteria i.e. Relevance and Accuracy. Keeping these
criteria in mind a Questionnaire was designed to extract all the
relevant information from the respondents. Majority of the
questions were closed ended to extract exact information from the
respondents. The concerned department examined the questionnaire
and a pilot survey was successfully carried out to gauge its
response and effectiveness. Only after the successful pilot run was
the actual study conducted.
Field Study or Survey is a method of data collection. For the
Field Study, a list of respondents was created with definite
criteria in mind. The criteria included the various departments,
roles, demographics and experience to give an overall
representation to the sample. A few extra people were also listed
to manage any contingency. The questionnaire was circulated among
the respondents and instructions for filling up were also provided,
a sufficient period of time was given to them for responding. Later
the questionnaires were collected for further processing.
Any study is incomplete if the data gathered is not collated and
a meaningful inference is not deduced from it. Compilation and
Analysis was carried out after the survey was duly completed. The
compilation was done according to the desired format, using
requisite tools. All standards were met in carrying out this part
of the project. Necessary checks were put in place to check for the
authenticity and consistency of the information gathered.
Sampling Frame- The sampling frame is the list of ultimate
sampling entities, which may be people, households, organizations,
or other units of analysis. It is the list of element from which
sample may be drawn. The sampling frame of the project included all
the employees presently working in Reliance Communication Ltd.,
Lucknow. Target Population- The target population for our study
comprises of all the employees presently working in any of the
office of Reliance Communication Ltd all over India.Sample Size-
The sample size of a statistical sample is the number of
observations that constitute it. A sample size of 50 was taken.
Sampling Method- The method of convenient sampling is used to study
and analyze the recruitment and selection process of Reliance
Communication Ltd.. A convenience sample of 50 respondents was
decided upon, with respondents making up a good representation of
the overall organizational mix. Convenience sampling is used in
exploratory research where the researcher is interested in getting
an inexpensive approximation of the truth. As the name implies, the
sample is selected because they are convenient.
back to Table of ContentsTABULATION, FINDINGS AND
INTERPRETATION
After due collation of data gathered, the entire data was
subjected to the analysis phase, data was tabulated and meaningful
results were derived from it. Appropriate tools used to draw graphs
and charts to display the results collected from the survey.
From the sample size of 50 questionnaires distributed only 30
questionnaires were recovered. A total of fifteen questions were
incorporated in the questionnaire, which spanned from basic
information to very relevant business information. Starting from
the first question onwards the results are displayed in the form of
charts and the deduced result is mentioned below it.
The first question was an open-ended question asking the
position for the person apply for in the organization. It was just
to make candidate a little comfortable and attentive.
Recruiting talent is seeing a new high as organizations are
spending a lot to attract the right talent. Organizations are using
a host of innovative and at the same time run-of-the-mill methods
to hire employees. But in order to be effective and innovative, the
compromise has been settled on the high costs. Personal referral is
the most effective and cheapest mode of recruitment. Companies
encourage their employees to refer people for different positions.
It ensures that they attract the best talent and also gives an
empowering signal to employees about their engagement within the
country.
Now as the study suggests that more than half the respondents
had come to know about the job openings at Reliance through
Personal Referrals, we can easily conclude that the employees at
Reliance are happy with the organization and in turn are attracting
more talent to the organization. Secondly, we can also conclude
that the information dissemination internally is very good. It also
shows that the number of people with personal referrals getting
selected in the organization is the highest in number. Thus, the
organization is successful in saving a lot of cost on
recruitment.
The negative point which comes out of this is that our Websites,
Advertising and Newspaper Ads are not attracting many people.
Though, there are direct applications also which are an inexpensive
source of recruitment. In this way too, they are able to capture
the profiles of a significant number of potential candidates that
help in recruitment process.
The result from the next question justifies it why the personnel
referrals are most important source in Reliance. The respondents
who have already been through the Reliance Recruitment/Selection
process find it to be efficient except for one person who finds it
In-efficient. It also showed that all those 7 who gave neutral
responses were mostly from Finance and Marketing department and
mostly all managers.
Before we get on with the analysis of the next part it is
important that we differentiate between Efficiency and
Satisfaction. By definition Efficiency is the effectiveness or
competence of the job whereas Satisfaction refers to the agreement
or the contentment with the job.
According to the study it is evident that though many people
found the process to be efficient though a few were dissatisfied
with the process. The dissatisfaction is shown with the increase in
the number from one to three. This should be looked into very
seriously and the dissatisfaction be removed before it spreads out
of the organization, as more than fifty percent of our recruits are
personal referrals. It was also seen that out of the three who were
dissatisfied two were from finance department. It also means that
out of the four employees from the finance department two are
dissatisfied and that too all are managers.
Here again we can see that how are employees are referring the
organization to potential employees. This goes on to show the
satisfaction level of employees is very high. As satisfied internal
customers means satisfied external customers this is a positive
aspect for the organization.
As a regular complaint from most employees in all big
organizations, the response remains same here as well, almost
eighty percent of people feel that during the process more
relevance is given to Experience than Qualification. This needs to
be looked at and it should be clearly mentioned in the application
form as well as in the job description as to what would be
preferred for a particular position and job and why. This would not
only make the employees more satisfied with the process but also
make those rejected feel that they are not cheated.
With a major percentage of respondents not coming through
Newspaper Ads or websites, it is difficult to say that the
Recruitment/Selection process is adequately advertised. The results
show a contrary picture, with almost half the respondents agreeing
to the advertising presence of Reliance. These respondents should
again be quizzed on the places and the content of the advertisement
to gain clarity. Of the employees agreeing that the process is
adequately advertised most of them were from sales department. And
from amongst the employees disagreeing most of them were from
marketing department. As the marketing department themselves feel
that the process is not adequately advertised some steps should be
taken if need arises.
Though majority of the respondents are satisfied with the
standard of the Application form and its content a few have shown
reservation regarding the same. Another study should be carried out
to find out the dissatisfaction and changes that people suggest
that would make the Application form more agreeable.
Here we can see that Information regarding the parameters was
not propagated and hence almost Sixty five percent of the
respondents who were appearing for an interview were unaware of the
judging parameters. This is one of a drawback of the process as the
candidates should be properly informed on what parameters they
would be rejected or selected so that they can try their best.
Interestingly, a lot of people had applied for a change in
interview time or requested feedback during their selection
process. Almost 9 out of 30 applied for a change in the interview
process. The figure below shows the satisfaction level of the
people who had made these requests.
The company should look into the nature of the request which
were not satisfied and check if such things can be avoided in the
future. As we can see that on an average 25% of the requests were
not satisfied which is not a good sign as this can bring a bad name
to the company.
The next set of questions consisted of many parts and judged the
amount of transparency generated by the HR ppersonnels amongst the
candidates through the recruitment process. The response to the
first part of the question is overwhelming and it seems everybody
was given quality information regarding the orgainzation. The only
thing that needs to be looked into is the varying degree of
dissemination of the information and in future, efforts need to be
made to see that the information is uniformly distributed.
Now, here we can see a great contrast with respect to the above,
though people were provided adequate information regarding the
organization, there was not enough information regarding the roles
that they were about to play in it. The job description which
consists of the title of the job, to whom the employee is
responsible, for whom the employee is responsible and a simple
description of the role and duties of the employee within the
organization should be very clear in the minds of the candidate
before they starting working on the organization.
Here the response takes a swing in favour of the information
provider as the respondents feel that they were given adequate
information about the department that they were about to join.
The salary and compensation structure was again a sore in the
information dissemination, with many respondents feeling that the
quality of the information provided was average or below average.
Since salary is an important information hence care must be taken
to explain it in detail so that all doubts are removed.
Taking a cue from the response we can conclude that a little
more effort is required to make every single candidate applying for
the job be aware of the responsibilities expected out of him/her.
This needs to be looked into as until the candidates properly knows
what their job is all about they would not be able to perform
hundred percent and this can later lead to dissatisfied employees
and thus a high attrition rate, which is a major problem facing the
telecom sector in India.
It seems as if everybody knew about the job location that they
were being interviewed for, hence a very high percentage of people
were satisfied with the information provided. Care must also be
taken that any changes in the work location at a future date should
also be communicated in advance.
It is almost an identical situation as the earlier question
except that there is a small tilt towards the average to below
average side. A lot of care must be taken to explain the hierarcy
and the reporting structure to the candidate as it helps him
understand more about the organizational structure and his position
in it.
Since this parameter is an important one in making a decision to
join a n organization or nat, we should ensure that the applicant
is well aware of all the growth oppurtunities in the organization.
Here probably, some people were dissatisfied with the quality of
the information provided. Today everyone wants to grow
professionally and that too in very less time. Reliance which is an
organization with high growth opportunities should inform all
candidates about it so that they feel satisfied and happy about
joining such an organization.
Here the flow of information is not adequate with around thirty
five percent respondents were either averagely satisfied or below
satisfation level. Before an employee joins the organization it is
important he knows about the culture followed in it so that he can
easily adapt to it.
In this question we can see that the employees feel that they
were usually kept updated about the status of the selection
process. Thus, the organization should ensure that regular updates
are always dispatched to the applicants during the entire process.
This would instill more transparency in the system and develop more
trust in the organization.
Now for this part of the questionnaire the intention was to
capture the potential problems with the process that were faced by
the applicants. The largest chunk belonged to the Test and
Interview scheduling. Most of the employees felt that the test/
interview was not properly scheduled and the recruitment process
was very lengthy. These aspects should be considered so that the
candidates dont feel any inconvenience during the process. Apart
from this 8 of the employees also felt that the recruitment
brochures/ information was not up to date and this can also be
improved upon.
The last question in the questionnaire was an open ended one
which asked their comments on the whole recruitment and selection
process. The responses were as follows:
Some told that the basic eligibility qualification for almost
all jobs should be raised to post-graduation
The recruitment process should be more smooth, flexible and less
time-taking
The recruitment process should be advertised more to attract
more talent
Experience should not be an important criterion for all jobs and
thus the freshers should be promoted easily to get a job easily
During the recruitment process, proper and timely feedback
should be given at each stage
Compensation schemes should be explained more comprehensively to
the employees
Other sources of recruitment should also be incorporated and the
company should not completely rely on personal referrals.
The designation and job profile should be made more clear for
different departments ande businesses.
back to Table of ContentsLIMITATIONS OF THE STUDY
It is always true that there is no end to learning and
experimentation, similarly we can never conclusively say that a
study is complete. This study could also have been more
comprehensive but due to paucity of time, the number of samples and
questions both were limited to a certain extent. Still the results
deduced from the study are well supported by the data
available.
Had time permitted, the study could have also included the
analysis of the interview process and the success of the entire
recruitment and selection process by calculating ratios which were
not included.
1. The data gathered over the entire span of this project may
not be completely accurate due to the unpredictability of human
nature.
2. A short time-frame of only two months might not be enough to
yield the desired results that were envisioned during the
commissioning of this project.
3. The results would had been better reflected if the study
would had covered other locations across the country
4. More representation from several departments at all levels
would had given a good mix to the respondents pool
5. Since a convenience sample was sought, many potential
respondents may have been missed
back to Table of ContentsRECOMMENDATIONS
Having considered all the responses available and the issues set
out above, following recommendations can be made:
1. Though Reliance follows a strict process for reference check
but still at occasions the existing format proves to be
inefficient. The main fault is the type of reference check used.
Resume check is the only method of background check adopted by
Reliance. Verifying the information furnished, with the references
provided by the candidate himself does this. This method is open to
ample amount of manipulation. Candidate may tend to conceal
information, which may reflect a negative picture of his
background, and the same could be critical for the organization.
For this purpose Reliance need to adopt other methods of background
check. These could be of following types:
Criminal check: Here the candidate is check for any involvement
in unlawful practices. This involves verifying with the local
authorities that he/she is not involved in any criminal activities.
Else the candidate can also be asked to get a certificate verifying
the same.
Resume check: This is most common method wherein the information
furnished by the candidate in the resume is cross checked with
his/her past employer, or the references provided in the
resume.
Education check: Education check demands the verification of the
various certificates and degrees awarded to the candidate. This
pertains to verification of the educational qualification assured
by the candidate.
Drug screening: This is checked by the medium of a medical
examination
Physical exam: Physical check is performed for the positions for
which strength and stamina is required. This can again be done by
medical check
Psychological testing: A psychological test is a standardized
instrument designed to measure objectively one or more aspects of a
total personality by means of samples of verbal or nonverbal
responses. Psychometric assessments are used to enhance the quality
and quantity of available information and to promote fairness and
equality of opportunity for all.
2. Ensure an up-to-date job description which contains
information related to:
Specific tasks and activities required for a job
The knowledge, skills and abilities required for effective
performance by the job incumbent
3. Evaluate the recruitment strategy to determine its efficacy.
For example:
Conduct a cost-benefit analysis in terms of the number of
applicants referred, interviewed, selected, and hired
Compare the effectiveness of applicants hired from various
sources.
4. Continuation of the Employee Referral Scheme and to monitor
and expand the scheme dependent on its success. But other sources
should also be Incorporated to bring high quality of talent to the
company.
5. More information about job openings should be circulated at
web-worlds all over the country and the candidates could be
screened through video conferencing at the web-worlds itself so
that the candidates dont have to come all the way to another city
for the first round.
6. Other statistics should also be calculated from time to time
to check the success of the recruitment and selection process. They
are:
Selection rate- Percentage hired from a given group of
candidates
Acceptance Rate- Percentage of rejected job offers
Success Base Rate-Comparing percentage rate of past applicants
who were good employees to that of current employees
Recruiting Yield Pyramid/ratio should be calculated: It is the
number of candidates who pass a particular recruitment hurdle
divided by the no. who attempted the hurdle.
back to Table of ContentsAPPENDICES
Appendix 1: Interview Record Sheet
Interview Record Sheet
For Office use only:
Name of candidate
Position considered for
_______________________________________________
City where the job exists
_______________________________________________________Language
Known
English Hindi VernacularSpoken
(Y/N)_________________________(Specify)
Written (Y/N)_________________________(Specify)
Read (Y/N)_________________________(Specify)
Current and previous Job (Nature of responsibility, critical
task performed, % of result achieved.
Ist Job :
Nature of responsibility
__________________________________________
Critical Tasks performed a.
______________________________________
b. ______________________________________
c. ______________________________________
Achievement _____________________________________________
Name of the supervisor (Ist Job)
____________________________(Reference)
IInd Job :
Nature of responsibility
__________________________________________
Critical Tasks performed a.
______________________________________
b. ______________________________________
c. ______________________________________
Achievement _____________________________________________
Name of the supervisor (IInd Job)
___________________________(Reference)
Why the candidates wants to leave the current job and wants to
join RHRS (Salary, Growth, Image and Reliance, etc)
What kind of Growth (Learning and Designation) the candidate is
expecting in the next 3 years.
ParameterRatings
1-4
1 low
4 highRemarks
Appearance and Mannerisms
Family Background
Self Image and Confidence
Communication and clarity in speech
Corporate Sales Experience
Experience from Telecom Industry
Market Orientation - Awareness about Reliance & the telecom
industry
Patience
Integrity and Reliability
Interpersonal Skills
TOTAL
/40(The score should not be less than 28)
Written test Score/8458 -Passing score
IQ Test Score/1511 - Passing score
Current CTC of the candidateMonthlyAnnual
Expected CTC
Assessment of the interviewer
Why the candidate should be offered?
Candidate selected for the position
Result of the InterviewSELECTED / REJECTED
Candidates acceptance of offerYES / No
Name of the RME/ LH
Signature
Name of the Interviewer (ASM/ CSM) Signature
back to Table of ContentsAppendix 2: SALES AND SERVICE
EMPLOYABILITY APTITUDE TEST
SALES AND SERVICE
EMPLOYABILITY APTITUDE TEST
PART A
Duration: 50 Minutes
Instructions:
1. Please read the instructions carefully.
2. Do not write anything on the Question Booklet. Separate
Answer sheets have been provided to you.
3. The test is divided into 2 Sections = Section 1 and Section
2. It is suggested that you spend 35 minutes on Section 1 and 15
minutes on Section 2.
4. The first part contains 21 questions and the second part
contains 15 questions.
5. Tick the appropriate box, to mark the correct answer.
For Example:
(a)(b) (c)(d)
1(
SECTION - 1
1. You need to meet the Commercial Manager of a large firm that
has about 15 offices. However, you do not know who he is or where
he can be contacted. Whom would you approach to acquire the
required information?
a. The receptionist of any one of the offices.
b. The Security Guard of the entire building.
c. Call up Yellow Pages to get the information.
d. Ask the neighbors, as they will certainly know.
2. This is in continuation to Question1. After making 5
unsuccessful visits, you are finally in discussions with the
Commercial Manager of the concerned firm. But during the meeting he
is continuously interrupted by visitors and phone calls and you are
not able to make much headway. Which of the options given below is
the best one in these circumstances?
a. Politely ask if he is busy and take an appointment for
another day.
b. Tolerate all the interruptions because there is a possibility
that he will be able to meet you only after several days.
c. Ask him to put you onto another person so that he could
continue with his other meetings.
d. Politely thank him, because you have decided that there is no
point wasting any more of your time.
3. If you are given a new game to play, would you:
a. Follow instructions given in the manual
b. Start experimenting with the toy without reading the
manual
c. Read from the manual and try out the toy simultaneously
d. Ask your friend to help you out.
4. You ring up your probable client to seek an appointment. He
gives you a date and time that clash with a prior appointment. Your
response on the phone to him will be:
a. Agree to the date and time, hopeful that you will be able to
reschedule the other meeting
b. Share your problem and ask him for an alternate date and
time
c. Ask him for an alternative date and time directly
d. Agree with his suggestion, but decide that you will give him
some excuse of the day of the meeting.
5. You have been meeting the HOD Administration over the last
three weeks. Today is your final meeting with him and he is ready
to sign on the dotted line. On meeting him he tells you that he is
not ready to sign but has given you the verbal go ahead and you can
take his word for it. What will you do?
a. Ask your supervisor for advice
b. Ask your supervisor to speak with the HOD
c. Ask the HOD to speak with your supervisor
d. Go back disappointed
6. Which of the following statements would be a compliment for
you:
a. Persuasive and patient and can see tasks through
completion
b. Aggressive and result-oriented and cannot tolerate
inefficiencies
c. Charming, well mannered and well groomed
d. Very dedicated and meticulous, soft spoken
7. You are in the middle of an important meeting. Another client
calls you and wishes to discuss something important. Which
according you is the best approach to take?
a. Tell him that you cannot talk now; and arrange to talk as
soon as possible.
b. Excuse yourself from the current meeting to speak with the
caller for only a few minutes
c. Talk to the caller at length as what he has to say is urgent
and important
d. Talk simultaneously to both sides; using a mixture of verbal
and non-verbal communication
8. You accompany a colleague to a meeting where the agenda is to
close a deal that will benefit the organization significantly. The
account has been primarily worked upon by your colleague. During
the meeting the customer states that he is very happy with the
proposal and is ready to place the order, but his only concern is
that he wants the services in 72 hours while you need one week time
as per your proposal. He also wants you to answer the question.
What will you do?
a. Assure him that it will be done. You also know that it is not
possible.
b. Tell him that you will be able to confirm only after speaking
with your office.
c. Tell him point blank that his request is unreasonable.
d. Explain the process and reiterate to him that your product is
far superior to that of competition.
9. The client is very interested in your product. To understand
his perspective and requirements better, you usually:
a. Ask the client several questions to understand his needs
better.
b. Make intelligent guesses on what he shares with you
c. Always arrange for a meeting between your supervisor and the
client
d. Tell him about the product and let his assess if it meets his
requirements
10. You have been pursuing an important client for several
months. Today he shares with you that he has called up some clients
of yours who have shared that customer service has been below
average. And he is apprehensive about the quality of customer
service that he will receive from your organization. What according
to you is the best response:
a. Agree with him completely, but tell him that this is top on
the organizations priority list
b. Out rightly deny it and tell him that it is not true at
all
c. Tell him that it is a propaganda by competition
d. You yourself start criticizing the company in the hope of
getting his sympathies
11. A husband and wife show keen interest in the telephone line
schemes that you offer. How will you proceed further?
a. Give them the brochure and ask them to read it
b. Explain in person all the details
c. Say that you would like to meet them with your supervisor
later
d. Answer only their queriesafter all why should you waste
time
12. When you think of the most difficult times you have faced in
the past, what is your first thought?
a. You cant think about it without getting physically ill
b. Thank God, it is behind you
c. You feel that it is a miracle that you survived it, you
cannot do it again.
d. You would not want to live it again, but you learned a lot
from it
13. You client is very social and likes to have a good chat. So
during meetings you normally:
a. Maintain the agenda for the meeting
b. Allow the conversation to take its own course
c. Initiate topics that interest the client
d. Bring the attention to yourself by bragging about your
achievements
14. You will achieve your annual targets by finalizing this one
deal. The client asks you for a service that you cannot under any
circumstances fulfill. You will:
a. Explain your inability to meet his requirement
b. Clearly refuse him as honoring your commitments is very
important to you
c. Ignore the issue in an attempt to distract the client
d. Accept his terms and conditions and deny it at a later
stage
15. To sell personal telephone connections, you would
normally:
a. Make cold calls and often meet the housewife herself
b. Wait till end of day to meet the head of the family
c. Make all your calls on holidays so that the head of the
family will be at home
d. Leave your visiting card and brochure in all mail boxes
16. You are most often described as a person who is:
a. A good listener and still be able to get his point
across.
b. Kind and sincere
c. Detached and unemotional
d. Able to get his point across irrespective of adverse
responses.
17. You start a hike up on a small mountain. Half mile from the
top you see that the trail is covered with snow. What will you
do?
a. Decide to continue. You have come this far and you cannot
stop now.
b. Immediately turn back. It does not matter whether you make it
to the top or not
c. Continue with the hike as long as it is fun and safe
d. Discontinue. It is disappointing but not worth risking an
injury
18. A client asks you for a clarification. You are very
uncertain of the response, but feel that your credibility is at
stake. How will you reply?
a. Give him a plausible but false answer.
b. Distract him by moving onto another topic for discussion
c. Tell him that you will get back at the earliest
d. Shrug your shoulders and keep quiet.
19. You approach a household to sell your telephone connection.
A busy and troubled housewife has answered the door. She is angry
at your interruption. And abuses you. How will you react?
a. Apologize for the interruption, and walk away
b. Tell her that you need to be spoken with respect
c. Apologize and ask her for a suitable time
d. Just turn around and walk away.
20. A very close relative heads a medium sized enterprise. He is
keen to place an order for your products. However, the sales team
in our organization is organized geographically. His office does
not fall within your geographical area. The area belongs to a
colleague to whom you are very close. What will you do?
a. Introduce the relative to your colleague, although this means
a financial loss to you
b. Ask your relative to place the order with your
competitors
c. Take the order because after all organization policies can be
bent a little
d. Take the order and request your supervisor to credit you with
the sale
21. While conversing with others you tend to
a. Involve them in the discussion
b. Focus on the topic of discussion
c. Let the conversation move in different directions. It helps
build the rapport
d. Discuss topics that others are interested in
back to Table of ContentsSECTION - 2
For Questions 1-3, Complete the Analogy.
1. Bacteria : Illness
A) Medicine : BacteriaB) Illness : Health
C) Bomb : ExplosionD) Humidity: Pressure
2. Shave: ? : : Cut: Knife
A) LatherB) BladeC) RazorD) Mirror
3. Door : ? : : Telephone : Ring
A) KeyB) KnockC) JamD) Room
4. 6 3 12 6 18
A) 9B) 12C) 24D) 36
5. H I K J L M O N P Q S R T U ___
A) WB) VC) XD) Y
6. A man started walking from North to South. He turned right at
right angles then again right at right angles. In which direction
was he ultimately walking?
A) East
B) West
C) North
D) South
7. Sujit, Mohan, Vishal and Mahesh are weight lifters. Mahesh
can outlift Vishal and Mohan can outlift Mahesh. Vishal cannot lift
Sujit. Therefore:
A) Both Sujit and Mohan can outlift Mahesh
B) Mahesh can outlift Sujit but cant outlift Vishal.
C) Mahesh can outlift Sujit by more than he can outlift
Vishal
D) None of the above is true
8. M is above N and O; N is above O and below P. Therefore:
A) M is not above O and P
B) O is above N
C) P is above O
D) O is above P
9. What would be the next number in this series?HDDHHDDH
Choose among the following
HDDHDDHHH
A B C D
10. What would be the next picture in this series?
Choose one of the following five:
11. If you spend Rs4000/- on the training of every new joinee.
You need to hire 15 new people for the next 6 months. What should
be your training budget for this lot of joinees?
A) Rs24,000/-B) Rs60,000/-C) Rs90,000/-D) Rs3,60,000/-
12. Solve:
____5
____6
____7
+ ____8
-----------------------
146
In the correctly worked addition problem above, each ____(blank)
represents the same digit. What is the value of ____?
a) 3
b) 4
c) 6
d) 8
For Questions 13- 15, Chose the right word:
13. This is a nice camera. I