Preface

“In my book, we have no greater asset than the quality of our

intellectual capital, and no greater priority than the growth and
retention of our vast pool of talent”

Anil Dhirubhai Ambani

Mr. Ambani meant the above mentioned words said by him, and his
priorities, intellectual resource, even in his physical absence were
kept unchanged by his group of companies. At Reliance, to satisfy the
man-power requirements, an HR Services company is was up instead
of setting up an HR department in each office.

This report is meant for giving a complete idea as to how the Reliance
HR Services Pvt. Ltd. handles and manages the Human Resources i.e.
its vast pool of talent at Anil Dhirubhai Ambani Group.

Proficient HR management consulting can enhance the efficiency of

business houses and result in considerable savings, in terms of both
time and money. HR consulting supports businesses in refinement
their human resource processes.

HR consulting serves several purposes. It helps companies in

guarantying that their HR systems are line up with their employment
philosophy and business goals. It also helps in outlining actions to
use, retain and coach, or discipline and terminate employees. In
addition, HR consulting makes it feasible to defend business
investments by controlling costs and plummeting exposure to the
many conformity regulations having an impact on today's workplace.

Thus, this report gives an overview of how the company works as a

proficient HR consultancy house.
 Acknowledgement

We, as a team, would like to express our sincere gratitude to Mr.

Sachin S. Thakkar and Ms. Birva Patel, HR Manager at Reliance
HR Services Pvt. Ltd., Gujarat for their guidance and constant
inspiration and valuable suggestion during my summer internship.

We also would like to thank Mr. Ruchir Shah, Mr.Kautiliya Desai,

Ms.Pratima Upadhyay, Shishir Jani and Ms. Jyoti Agarwal for
providing their valuable time and guidance; otherwise it would have
been difficult to keep the constant high spirit of work. We hereby
take the opportunity to thank them for their extensive help and for
providing valuable information, suggestion and inputs at various
stages of work.

We would also extend my deepest thanks to Mr. Ramkrishanan

Reddy, Regional Head of the company, for giving us an opportunity
to be a part of this organization and take up our internship
Programme successfully.

Moreover, our team feels greatly obliged and takes the pleasure to
thank the Director, Mr Nishit Bhatt, S.K. School of Business
Management for moulding us into a management product.
 Executive Summary

This report deals with HR department of ADA Group. It encompasses

the entire, Recruitment, Induction and Placement, Training, Employee
issues. This report starts with an overview of company’s background
which includes following aspects of company:

ADA Group, Founder & Chairman’s Profile

Mission & Vision

Business

After making you acquaint to company’s background this report takes

you through the HR polices and functions of the company which
includes following aspects:

Manpower Planning as per AOP

Recruitment

Induction and Placement

Training Co-ordination

Employees Issues

PMS implementation

HR Audit

Exit, Full and Final

 RELIANCE – ADA GROUP

Think Bigger Think Better

The Reliance – Anil Dhirubhai Ambani Group is among India’s top

three private sector business houses on all major financial
parameters, with a market capitalisation of Rs.100,000 crore (US$ 22
billion), net assets in excess of Rs.31,500 crore (US$ 7 billion), and net
worth to the tune of Rs.27,500 crore (US$ 6 billion).

Across different companies, the group has a customer base of over 50

million, the largest in India, and a shareholder base of over 8 million,
among the largest in the world.

Through its products and services, the Reliance - ADA Group

touches the life of 1 in 10 Indians every single day. It has a business
presence that extends to over 4,500 towns and 300,000 villages in
India, and 5 continents across the world.
The interests of the Group range from communications (Reliance
Communications) and financial services (Reliance Capital Ltd), to
generation, transmission and distribution of power (Reliance
Energy), infrastructure and entertainment.
RELIANCE – ADA GROUP STRUCTURE
 COMPANIES OF ADA - GROUP
RELIANCE CAPITAL

Reliance Capital is one of India’s leading and fastest growing private

sector financial services companies, and ranks among the top 3
private sector financial services and banking companies, in terms of
net worth.

The company has interests in asset management and mutual funds,

life and general insurance, private equity and proprietary
investments, stock broking and other activities in financial services.

For more information click here: www.reliancecapital.co.in,

www.reliancemutual.com, www.reliancelife.co.in,
www.reliancegeneral.co.in

RELIANCE COMMUNICATIONS LIMITED

The flagship company of the Reliance – ADA Group, Reliance

Communications Limited, is the realisation of our founder’s dream of
bringing about a digital revolution that will provide every Indian
with affordable means of communication and a ready access to
information.
The company began operations in 1999 and has over 20 million
subscribers today. It offers a complete range of integrated telecom
services. These include mobile and fixed line telephony; broadband,
national and international long distance services, data services and a
wide range of value added services and applications aimed at
enhancing the productivity of enterprises and individuals.

RELIANCE ENERGY LIMITED

Reliance Energy Limited, incorporated in 1929, is a fully integrated

utility engaged in the generation, transmission and distribution of
electricity. It ranks among India’s top listed private companies on all
major financial parameters, including assets, sales, profits and market
capitalization.

It is India’s foremost private sector utility with aggregate estimated

revenues of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs
10,700 crore (US$ 2.4 billion).

Reliance Energy Limited distributes more than 21 billion units of

electricity to over 25 million consumers in Mumbai, Delhi, Orissa and
Goa, across an area that spans 1,24,300 sq. kms. It generates 941 MW
of electricity, through its power stations located in Maharashtra,
Andhra Pradesh, Kerala, Karnataka and Goa.

The company is currently pursuing several gas, coal, wind and

hydro-based power generation projects in Maharashtra, Uttar
Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity
of over 12,500 MW. These projects are at various stages of
development.

Reliance Energy Limited is vigorously participating in emerging

opportunities in the areas of trading and transmission of power. It is
also engaged in a portfolio of services in the power sector in
Engineering, Procurement and Construction (EPC) through a
network of regional offices in India.

RELIANCE HEALTH

In a country where healthcare is fast becoming a booming industry,

Reliance Health is a focused healthcare services company enabling
the provision of solution to Indians, at affordable prices. The
company aims at providing integrated health services that will
compete with the best in the world. It also plans to venture into
diversified fields like Insurance Administration, Health care Delivery
and Integrated Health, Health Informatics and Information
Management and Consumer Health.

Reliance Health aims at revolutionising healthcare in India by

enabling a healthcare environment that is both affordable and
accessible through partnerships with government and private
businesses.
RELIANCE MEDIA & ENTERTAINMENT

As part of the Reliance - ADA Group, Reliance Entertainment is

spearheading the Group’s foray into the media and entertainment
space. Reliance Entertainment’s core focus is to build significant
presence for Reliance in the Entertainment eco-system: across content
and distribution platforms. The key content initiative are across
Movies, Music, Sports, Gaming, Internet & mobile portals, leading to
direct opportunities in delivery across the emerging digital
distribution platforms: digital cinema, IPTV, DTH and Mobile TV.

Reliance ADA Group acquired Adlabs Films Limited in 2005, one of

the largest entertainment companies in India, which has interests in
film processing, production, exhibition & digital cinema.

Reliance Entertainment has made an entry into the FM Radio

business through Adlabs Radio www.big927fm.com. Having won 45
stations in the recent bidding, BIG 92.7 FM is already India’s largest
private FM radio network with 12 radio stations across the country as
on 28th February 2007, with many more to be launched in the coming
months.

Other major group companies — Reliance Capital and Reliance

Energy — are widely acknowledged as the market leaders in their
respective areas of operation.
 Reliance Energy Ltd. Reliance Mutual Fund

Harmony Reliance Communications

Reliance General Insurance Reliance Anil Dhirubhai Ambani Group

Reliance Life Insurance Reliance Portfolio Management Service

 Products And Activities
The products of RHRS includes providing complete HR solutions to
the following Reliance Groups:

Reliance Communication:
Broad Band
Corporate Wireless Group
Direct Sales Team (Handsets, prepaid and postpaid)
Direct to Home (DTH)
Wi-Max
Reliance Global (For ISD Calls)

Reliance Capital Services Pvt. Ltd.:

RCF – Reliance Consumer Finance

RLI – Reliance Life Insurance
RGI – Reliance General Insurance
R.Money – Reliance Money
RMF – Reliance Mutual Funds

Reliance Webworld – Customer Care

 HUMAN RESOURCE MANAGEMENT
For any business to run one needs four M’s namely Man, Money,
Machine and Material. Managing other three resources other than
men, are easy to handle. Men are very difficult to handle because no
two human beings are similar in all way. Human beings can think,
feel and give response. Handling humans is more important for any
business because human being have crucial potential that may be
very profitable for the business. And these potential can be
developed to an unlimited extent if they are provided with proper
environment. So the function of managing men is as important as
finance or marketing function in any business.

HRM refers to practices and policies framed for the management of

human resources in an organization, including Recruiting, screening,
rewarding and appraising.”

Human resources have at least two meanings depending on context.

The original usage derives from political economy and economics,
where it was traditionally called labor, one of three factors of
production. The more common usage within corporations and
businesses refers to the individuals within the firm, and to the
portion of the firm's organization that deals with hiring, firing,
training, and other personnel issues. This article addresses both
definitions.

The objective of Human Resources is to maximize the return on

investment from the organization's human capital.
THE SCOPE OF HRM is indeed very vast. All major activities in the
working life of a worker-from the time of his or her entry into the
organization until he or she leaves- come under the purview of HRM.

Specifically, the activities include are

 HR Planning
 Job analysis and design
 Recruitment and selection
 Orientation and placement
 Training and development
 Performance Appraisal and Job evaluation
 Employee and executive remuneration
 Employee Motivation
 Employee Welfare

It is the responsibility of human resource managers to conduct these

activities in an effective, legal, fair, and consistent manner.

"Human resource management aims to improve the productive

contribution of individuals while simultaneously attempting to attain
other societal and individual employee objectives." Schwind, Das &
Wagar (2005).
HR STRUCTURE

PRESIDENT
HR CEO

ENTITY
CORPORATE HR
HR

CIRCLE
HR

CORPORATE HR: Activities taken up by Corporate HR are

 Policy making
 Implementing suggestions - HEWITT CONSULTANT
 Strategic planning

ENTITY HR: Activities taken up by Entity HR are

 Execution of policies and practices

 Targets for recruitment of Circle HR
CIRCLE HR: Activities taken up by Circle HR are

 Recruitment
 Appointment
 Training
 Payroll
 Employees issues
 Exit full & final

HR FUNCTIONS
 TALENT ACQUASITION

 Sourcing activity

 TALENT DEVELOPMENT

 Performance management system

 Training
 Carrier planning
 Suggestion planning

 TALENT MANAGEMENT

 Operation HR
 RECRUITMENT PROCESS
STEP 1: MANPOWER PLANNING.
AOP (Annual Operating Plan), this process is taken up every
year. It is taken up at Personal Level and Entity Level. Several
points like Revenue generation, Acquisition number, etc.

STEP 2: SOURCING ACTIVITY.

There are three types of sourcing done at Reliance. After the
resumes of candidates are chosen then the same is sent to the
department head where the vacancy arises. The department
head will then shortlist the same and they ask the HR
department to fix an interview with the selected candidates.
There are two type of interview which is taken up at Reliance,
firstly the Functional interview and then the Functional Head
and HR Head takes the interview.

 INTERNAL SORCING

 Employee Reference
 Re-employment of former employee

 EXTERNAL SOUCING

 Placement Consultant – Ruchika, the Age, the Avenue.

 Job Portals - Monster, NAUKRI.
 Campus Recruitment

STEP 3: APPROVAL.

 The HR executives will Negotiate the CTC with the

candidate.
 The approval is sent to the CRC (Corporate Recruitment
Cell).
 Then after it is sent to ECRC.
 Then the same is sent to CRL.
  The same is then sent to Management for SAP Applicant
Code.
 The applicant code is given to HR CIRCLE.
 OFFER is made to the candidate, which leads to the
Joining Procedure.

AVERAGE TIME PERIOD:

 The process of recruitment takes about 10 – 15 days

ELIGIILITY CRITERIA:

 Education Qualification – MBA with any specialization

 Not frequent job changes
 Tenure of last job should at least be 1.5 – 2 yrs

OTHER REQUIREMENTS:

 Reference check is usually done for High level job

 The recruitment may differ with the current position of the
business

INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitable

candidates are first searched internally within the organization. This
is based upon in-house talent which could be redeployed.

Advertisement for internal vacant position is done by following two

ways:

 Through sending mail to all Reliance Infocomm employees across

all locations including DAKC (Dhirubhai Ambani Knowledge
City)
 Through DAKC Circular
Employees of Reliance Communication who have completed more
than 12 months of continuous service only those employees can
apply for position placed on Intranet.

Internal candidates are considered in accordance with their abilities

and potential. The process is coordinated by CRC (Central
Recruitment Cell) at Corporate Office.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can

refer a candidate with whom he/ she have worked in his/ her
previous employment. Employees can check available vacancies on
Intranet and can submit the resumes of prospective candidates who
fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee

done in Reliance Communication with a view to take trained
manpower back in the company. Re Hiring is done as per the policy
issued by Central Recruitment Cell at Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes

of prospective candidates, which act as a good source of recruitment
for the companies. Consultant’s interview candidates and shortlist
those according to the criteria laid down by the companies. This
helps the employer to interview a limited number of potential
candidates, the minimizing the time taken in receiving and sorting
applications, etc.

Reliance Communication chooses Consultants having national presence.

This sourcing option is only considered by the company when there is
scarcity for candidates with requisite experience and skills.
JOB PORTAL: The spread of Internet has enabled employers to search
for candidates globally and has made recruitment easier. If vacancy
arises, Reliance Communication browses the profile of candidates
from the Job portal like naukri.com, monsterindia.com and then
candidates are accessed through e-mail or telephone.

CAMPUS RECRUITMENT: Reliance Communication goes for Campus

recruitment every year for technical department. For management
level recruitment, it goes for campus recruitment as per requirement.

For filling up position for MT (Management Trainee), following

procedure is followed by Reliance Communication:

 HR representative of Reliance Communication gives

Description about Job to all candidates
 Written Test i.e. (MAT) Mental Ability Test is taken for those
candidates who has got aggregate 60% in all semesters.
 GD (Group Discussion) is conducted for those candidates who
had successfully pass MAT.
 At last PI (Personal Interview) is conducted for those
candidates who had passed out GD and Personal Interview is
taken by respective head of department and HR Head.

For filling up position for GET (Graduate Engineering Trainee),

following procedure is followed by Reliance Communication:

 HR representative of Reliance Communication gives

Description about Job to all candidates
 Written Test i.e. (MAT) Mental Ability Test is taken for those
candidates who has got aggregate 60% in all semesters.
 At last PI (Personal Interview) is conducted and Personal
Interview is taken by respective head of department and HR
Head.

MT position includes candidates having Educational qualification in

MBA and GET Position includes candidates having Educational
qualification in BE (E&C, Electronics).
MT is placed in either of the following departments:
 Prepaid
 Postpaid
 PCO
 Customer Care
 Commercial
 HR
 Web world

GET is placed in Network Department.

INTERVIEW
Interview is the oral assessment of the candidates for employment.
This is the most essential step in the selection process. In this step the
interviewer matches the information obtained about the candidate
through various means to the job requirements and to the
information obtained through his own observation during the
interview. Interview gives the recruiter an opportunity:
 To size up the candidate personally
 To ask questions that are not covered in tests
 To make judgments on candidate’s enthusiasm and
intelligence.
 To assess subjective aspects of the candidate – facial
expressions, appearance, nervousness and so forth.
  To give facts to the candidate regarding the company, the
policies, programmes, etc. and promote goodwill towards the
company.

MODE OF INTERVIEW
 PERSONAL INTERVIEW: Personal Interview is a formal in-depth
conversation conducted to evaluate the applicant’s
acceptability. In a personal interview, candidates are accessed
on behavioral and personality characteristics, functional and
managerial competencies and other factors like education,
experience etc. Based on the candidate’s performance in the
interview, the interview panel rates the candidate and takes the
selection decision.

 VIDEO CONFERENCE: At Reliance Communication, usually face

to face interviews are conducted but for those candidates who
are located at other state for them video conference interviews
are conducted. The use of video conferencing can add value to
the process by allowing real time, face-to-face interactions
without the costs associated with physically transporting
candidates to the campus.

Reliance Communications uses Video conference for

following reasons:

 Time savings
 Faster Decision making
 Cost savings in candidate travel, lodging, etc.
 An opportunity to meet the candidates before
narrowing the list
 An opportunity to see and converse with candidates, evaluate
their responses to questions and gauge their interest in the
position.

 TELEPHONIC INTERVIEW: There are various reasons to take a

telephonic interview. For example, in certain location Reliance
Communications does not have its Webworld, so in that case
the interview of that candidate will be taken over telephone.
Even if the interview of a candidate cannot happen through
video conference because of unavailability of any Webworld
timings, then telephonic interview is taken.

 CAMPUS RECRUITMENT: For GET, Interview is taken by

respective functional head and HR head and for MT Interview
is taken by 2-3 functional heads, HR head and final interview is
taken by Circle CEO.

LEVELS OF DESIGNATION & EXPERIANCE

 L1: VICE PRESIDENT, Sr. VICE PRESIDENT,
PRESIDENT.(LEADERSHIP POSITIONS)

 EXPERIENCE: 17 – 20 + years

 L2: DEPUTY GENERAL MANAGER, GENERAL

MANAGER.(MAGERIAL POSITIONS)

 EXPERIENCE: 11 – 15 + years

 L3: ASSISTANT MANAGER, MANAGER, Sr.

MANAGER.(EXECUTIVE POSITIONS)

 EXPERIENCE: 5 – 11 + years

 L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)

  EXPERIENCE: 2 – 4 + years

 GET, MET, DET: Trainees

 EXPERIENCE: Fresher

REFERENCE CHECK

Once the hiring decision is taken, the candidate is contacted and

informed about the decision to conduct a reference check with the
referees whose names have been provided in the personal history
form.

Many employers request names, addresses and telephone numbers of

references for the purpose of verifying information and perhaps
gaining additional background information on an applicant.

References are checked for following reasons:

 To check whether or not the applicant was truthful about his or
her employment history.
 To know weaknesses, strengths of the applicant.

SELECTION DECISION

After obtaining information through the preceding steps, selection

decision is to be made.

The other stages of selection process have been used to narrow the
number of candidates. The final decision is to be made from the pool
of individuals who pass the tests, interviews.
 MEDICAL CHECK-UP

All selected candidates are required to undergo a pre-employment

medical check-up as a part of selection process.

After the selection decision and before the job offer is made, the
candidate is required to undergo a Medical check-up. A job offer is
contingent upon the candidate being declared fit after the Medical
test.

EMPLOYEE REMUNERATION

Remuneration is the compensation receives in return for his/ her

contribution to the organization.

Reliance Communication follows the cost to company (CTC)

structure that reflects the total cost of an employee to an
organization. It is designed to provide flexibility to an employee to
structure their benefit package.

PHILOSOPHY OF CTC

 Within the committed salary of an employee, provide

maximum flexibility to an employee
 Cost all perquisites and benefits to an employee and make the
employee appreciate the total costs incurred by the company on
such benefits
  Enable the company realize and recognize the hidden payroll
costs incurred on such benefits

Why CTC is divided in two parts?

 As per the Indian Income Tax Rules the total Basic Salary paid
to the employee is taxable.
 So Choice Pay can make your 60% salary non taxable.

PLI (PERFORMANCE LINKED INCENTIVE)

15% on Fixed CTC would be would the base figure for PLI. Normally
PLI is paid once in a year depending on his performance during the
assessment period.

CTC SRUCTURE

C T C

BA SE P AY C H O IC E P A Y
( 40 % O f C TC ) ( 60 % O f C TC )

The following are the main components to CTC structure. The CTC
structure includes costing of all components of Compensation and
Benefits an employee is entitled to.

BASE PAY
This constitutes up to 40% o the total annual compensation and it
includes
  Basic Salary
 Employer’s contribution to the PF @ 12% of basic salary
 Employer’s contribution to the company’s gratuity fund @
4.81% of basic salary

BASIC SALARY
 Basic Pay = Base pay/pf + gratuity
 Base Pay = 100
 Basic Pay = 100/1.1681

PROVIDENT FUND

Provident fund is to provide Social Security Benefit to the employee

after retirement. PF is deducted from the first day of employment.
The Company deducts 12% of the employee’s basic salary and makes
an equal contribution. The employee can take loans for specific
purposes against his/her provident fund accumulation.

The employee is also covered under an Insurance Scheme, which

provides for a payment of Rs. 37,000 / - in case of his /her death.

GRATUITY

Under the scheme Company contributes 4.81% of Basic Salary of an

employee to the Gratuity Fund. Last drawn basic salary/26 days*15
days*no. of completed years of service. Employees who have
completed 5 years continuous service with the company are eligible
to get gratuity on separation from the company. In case of death, the
minimum service requirement of 5 years does not apply. For
calculating Gratuity, periods of service greater than 6 months will be
considered as equivalent to 1year and less then 6 months will not be
counted.
  As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000
/- .
 Any amount paid in addition to 3, 50,000 /- will attract tax.
 All employees who have completed 1 year continuous service
with the company are eligible to get gratuity on separation
from the company.

CHOICE PAY
This constitutes up to 60% o the total annual compensation and it
includes

 Company Leased Accommodation

 Company Owned Accommodation
 Office Wear Allowance
 Leave Travel Allowance
 Company Leased Car
 Children Education Allowance
 Gift Coupons
 Conveyance Allowance
 Food Coupons
 Medical Expense
 House Rent Allowance
 Superannuation
 Special Personnel Allowance

COMPANY LEASED HOUSE

 Company will arrange the house through an authorized real

estate agent as per the choice of the employee.
 Security deposit by company.
 12% percent Interest will be charged on deposit amount.
 The same will be debited in CTC.
 Rent would be exempted from income tax.
  10% Perquisite Tax would be charged to the employee on his
taxable income.

COMPANY OWNED ACCOMODATION

 No deposit – no interest.
 Rent would be calculated @ 11 rupees per Square feet.
 Monthly rental would be charged to CTC
 Rental Amount will be exempted from tax
 10% perquisite tax would be charged on employee.
 Security Deposit
 HRA – House Rental Allowance
 HRA can be maximum 40% of Basic Salary.
 Deposit and rent has to be paid by employee by self
 To get the tax exemption the employee has to produce the
rental agreements and rental receipts of the house.
 The employee can’t claim this benefit if He/She has his own
house.

OFFICE WEAR ALLOWANCE

 An amount of Rs.18, 000 P.A. is exempted for income tax.

 To get the exemption original bills to be submitted.
 Items covered under this head are as follows:
 Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE

 An Employee can block two months of Basic Salary as Leave

Travel Allowance.
 He/She should take a minimum of 5 days leave (PL).
 In case of air travel-economy class fare is exempted and in case
of rail travel second class AC fare is exempted.
 He/She can travel within India only.
 He/She has to produce the original travel tickets.
CAR

 Company will arrange a car through a car lease agency.

 Employee can choose any make/model.
 The EMI that will be charged would be Rs. 2095/- per Lac per
month.
 The EMI amount per Annum would be exempted from Income
Tax.

MAINTENANCE & RUNNING COST

 Maintenance and Fuel Cost will be exempted as follows.

 Maintenance can’t exceed Rs. 25, 000 per annum.
 If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.
 If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.
 The perquisite Tax charged would be Rs. 1200 irrespective of
the cc of the car
 The above exemption would be provided on submission of
original bills.
 There would be no tax exemption against if the employee has
his own car.
 The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is
6.73% on how much you have opted for.
 At the time of leaving CO. before 48 months then the employee
has to pay FCV (For Closer Value) to the company from whom
the loan is taken.
 If the employee is still stays after 48 months then employee will
be charged 20% on the value of the car at that time for changing
the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE

 Employee can claim exemption Rs. 2400 per year.

 This exemption is restricted up to two children.
  To pass the claim Employee has to submit the original bills.
 To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS

 A sum of Rs. 5000/- would be exempted against the Gift

Coupons.
 The company would provide coupons worth Rs. 5000/- during
the months of October & November.
 Validity of this coupons is one year
 This coupon is accepted at major outlets in city.
 FBT Tax – 16.67% is charged.

CONVEYANCE ALLOWANCE

 If the employee is not using company’s car then and only then
he can claim this option.
 To getting the exemption bills are not required.
 Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

 The Company gives SODEXHO passes in term of Food

Coupons.
 Food coupons are provided on monthly basis of Rs. 1300.
 A sum of Rs. 15600 per annum will be exempted from the
income tax.

MEDICAL ALLOWANCE

 The employee gets an exemption of Rs. 15000 p.a.

 But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

  Maximum 40% of basic salary can be calculated as HRA.
 But if employee owns the house in another state then he/she
can ask for HRA and also opt for Company Leased House.

SUPERANNUATION

 13-15% of basic salary is transferred to trust.

 It can be given to employee only after the completion of 5 years
with the company.
 The money is collected by a trust.
 To withdraw the money the employee has two options, either
he can take the money monthly or he can take the money after
5years.

SPECIAL PERSONAL ALLOWANCE

 Any amount which exceeds the limits of each allowance can be

transferred under this head.
 SPA is fully taxable as per income tax rules.

LEAVES

There are four types of leaves available with the employees.

 PAID LEAVE
 CASUAL LEAVE
 SICK LEAVE
 OPTIONAL LEAVE

Additional Information:

 No leaves can be clubbed with another leave.

 Minimum 90 days leave should be in balance for the
encashment of leaves.
  PAID LEAVE

 There are 30 days PL available with the employee after the

conformation.
 The PL is available after 180 days from the date of joining.
 The employee can take only 3-5 PL at a single time

 CASUAL LEAVE

 There are 5 days CL available to an employee from the date

of joining.
 The employee can take 1-3 days CL at a time.

 SICK LEAVE

 There are 10 days SL available to an employee from the

date of joining.
 The employee has to submit doctor’s certificate if the leave
extends to 2 days.

 OPTIONAL LEAVE
 There are 3 days OL available to an employee from the date of
conformation.

JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of
the company. The HR Rep. should be in constant touch with the
candidates till the date of joining. Collect the information from the
candidate regarding the date and mode of arrival to the location of
joining. Arrange for pick-up of the joinee & family from the
station/airport and take them to the hotel as per the requirement. If
pick-up arrangement can’t be arranged then give complete
address/directions to the hotel & the office to joinee.

HR Rep. should give a brief introduction to the new joinee on the

following:

 Geography of the Location/City/Town.

 Organization Structure.
 Status of the Project/Operations of the circle.
 Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the
role and responsibility level and should not be treated as Perquisite.
The Residential & Cellular Phone provided by the company will be
on the name of company.

Circle / Business Entity Head can take any of the following decisions
with respect to Residential Telephone Connection:

 Obtain the telephone connection on priority basis by paying

higher amounts.
 Provision of STD / ISD Facility.
 Reimburse only Telephone Rental expenses.
 Reimburse the Local Call Expenses.
 Reimburse expenses related to only official calls.
 Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP

All full time permanent employees who will be available at their
office desk for more than 80% of the working hours on daily basis
will be provided with a desktop PC on their workstation.

The circle/Business Entity head can take decision to allotment of Lap

Top in lieu of desktop PC based on the role of the employee.

FORMS & LETTERS REQUIRED IN THIS PROCESS

 Welcome Letter.
 Joining Report.
 Brief Personal Details Form.
 Transfer of EPF Account.
 Nomination Form.
 Gratuity Nomination Form.
 Superannuation Transfer Form.
 Application to join Superannuation Scheme.
 Choice Pay Form.
 Personal Accident Insurance Form.
 Nomination for payment of the amount secured under personal
accident Insurance Policy.
 Hospitalization Insurance Form (Applicable for L3 & L4 )
  Hospitalization Insurance Coverage for dependent parents.
 Health Declaration Form
 Health Certificate
 PC Indent Form
 New Telephone Extension Form
 Electronic Mail Registration Form
 Requisition for Visiting Cards.

INDUCTION

Induction is also called orientation, which is designed to provide a

new employee with the information he or she needs to function
comfortably and effectively in the organization.

iNEP INDUCTION PROGRAM

The Human Resources Department structures an appropriate

induction programmes to orient the new employees to various
businesses and services at Reliance communication.

A two-day Induction program (iNEP- Infocomm new employees

program) is offered to all new employees. The company which takes
the induction program for reliance communications is RELNIS NI
SPARTA.
The induction program helps the employee to integrate in the new
environment and provide an overview of the Organization as a
whole. It also provides an opportunity to the new entrant to engrain
the original values and ethics as well as the style of functioning.

This program is all about:

 Developing a shared understanding of Reliance

communication’s vision and mission.
 Understanding their organization and business model.
 Familiarization with leaders at Reliance Communication.
 Networking and integrating with Reliance Communication
employees.

This program provides information on:

 The history of reliance group

 The fundamentals of telecom business
 Introduces technologies and key concepts of the business.
 This program shares the company’s strategic objectives,
organization structure and processes and systems.
 Presentations are made from representatives from various
business units and functions.
 EXITS

DEPUTATION & TRANSFER

DEPUTATION

Due to business requirements, employee may be required to be

posted to other location than your primary location.

If such posting requires you to relocate from your base location

beyond 29 days, then it is defined as deputation.

If such posting requires you to relocate from your base location

beyond 3 months, then it is defined as Transfer.
Deputation letter is given and respective deputation allowance is
paid to the employees as per policy.

TRANSFER

Business needs may be required an employee to be transferred on

permanent basis

 One circle to another circle

 One location to another location

Departmental head initiates the request for transfer of an employee

and forwards the same to the circle HR Representative. Employee
will receive transfer letter from Circle HR Representative of the
primary circle/location.

SEPARATION

RHRS believes in treating all employees separating from the

company with utmost dignity.

RESIGNATION

Resignation means employee voluntarily leaving the services of

company either for professional or personal reasons. Employees must
serve a written resignation, mentioning the relieving date to his/ her
departmental head that will discuss and obtain the approval of the
circle head. The accepted copy of resignation letter with the approved
relieving date must be forwarded to the respective HR.
Confirmed employees are required to give 3 months notice in
advance and employees on probation are required to provide 15 days
notice in advance.

JOB ABANDONMENT

If an employee remains absent without leave or remains absent

beyond the period of leave originally granted, he shall be considered
as having voluntarily terminated his/ her employment without
giving any notice unless he/ she:

Returns to work within 8 days from the commencement of such

absence.

The employee gives an explanation to the satisfaction of the

management regarding such absence.

TERMINATION

Termination is an undesirable outcome for employee as well as the

company, but may be necessary if the employee

 Violates the company policy

 Is unable to meet company’s performance standards

EXPIRY OF TRAINING/ CONTRACT

Employee under training /contract will be evaluated at the end of

specified period by HOD and decision whether to extend his/ her
service will be taken.
EXIT INTERVIEW

An exit interview is typically a meeting between at least one

representative from a company's human resources (HR) department
and a departing employee. The departing employee usually has
voluntarily resigned. The HR representative might ask the employee
questions while taking notes.

Prior to leaving, an exit interview is conducted to gather feedback

and recommendations of the outgoing employee. Exit interview is a
one-to-one discussion where voluntary views and suggestions are
taken from the outgoing employee on what his/ her expectations had
been at the time of joining the company and reason for leaving the
company. The circle HR arranges the exit interview.

Listed below are some of the exit interview questions that Reliance
Communication asks to departing employees in Exit interview.

To what extent did he/ she expect to experience following features

of work at the time of joining the company

 Job security
 Career prospects
 Good compensation
 Self development
 Welfare
 Operational freedom

To what extent did he/ she find that features of work in the company

Reasons for leaving the company in terms of relevance

  Personal
 Professional growth related
 Lack of challenge in work
 Lack of promotional opportunities

Overall opinion about company, how much hike and other benefits
offered by new company compare the one he/she is leaving, and is
he/ she is interested in rejoining the Reliance Communication and on
what conditions are collected.

FULL & FINAL SETTLEMENT

When the employee leaves his/her job it is required that all his/her
financial obligations are settled. Financial obligations like:

 Outstanding Advances/loans
 Any undertakings he/she has given to the company in terms
of
 Cost of mobile as per company policy
 Opting for company lease car
 Or any other undertaking given by him/her

And turn in his/her identification cards, key and any other property,
which he/she had issued. The full & final amount is paid to
employee after recovering all advance/outstanding dues.
 HR SUPPORT SYSTEM

SAP – HR

The Reliance ADA group is on the move to e-enable all HR functions

and the employee interface. We are in the process of adopting state-
of-the art ERP software - SAP, across all locations and businesses.

As a service to the most valuable assets, i.e. the employees, the Group
HR is upgrading its extensive web-enabled services into an internet
enabled employee portal which will enable employees from across
the country to interact with HR & Payroll for any requirement i.e.
applying for and sanctioning leave, information on policies and
procedures, entering expense claims, updating their own databases,
etc.

ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE

SUPPORT SYSTEM)

ESS will enable you to interact with the SAP database, to view and
maintain your personal data. ESS provides you with a host of
services in the following areas.
 PERSONAL INFORMATION

 Employee can view and update their personal data such as

 Educational details
 Details of previous employers
 Family related information
 Change of marital status
 Change of residential address etc.

 PAYROLL RELATED INFORMATION

 Employee can view their monthly updates on the following:

 Pay slips
 Income tax projections
 PF Statements


 REIMBURSEMENT

Employee can submit their claims of following reimbursement online

 Telephone bills
 Local conveyance
 Medical reimbursement

 COST TO COMPANY (CTC)

 CTC related activities

 ENTITLEMENTS

 Medical insurance
  Travel Entitlements

 INCOME TAX RULES

 Details of exemptions and benefits as applicable to employee.

Conclusions and Recommendations

 Company should focus on Campus Recruitment.

 It has been seen that there has been too much of work load
recently results into stress. RHRS should come up with
stress management activities.

 Refresher’s Training & updates regarding the products

must be given to each employee so that they can get the
proper knowledge of the products.

 Front end should be there to deal with walk in customers.

 BIBLIOGRAPHY & REFERENCES

For the purpose of the preparation of the project and giving it the
valuable paper form, with an intention that this information can be
used by other also, a helping hand is taken from the most precious
reserve of the knowledge i.e. the books

The books concerned for the accomplishment of the project are as

below: -

Human Resource Management by Aswathappa, Fifth Edition

- 2006

The introduction manual provided by “Reliance Communications”

 Employee’s Handbook
 Joining Kit
 Book by Kokilaben .D. Ambani, “The Man I Knew”

The websites concerned are

 gm.relianceada.com
 www.reliancecommunications.co.in
 www.relianceadagroup.com
 www.dhirubhai.net
 www.reliancehrservices.com