Vous êtes sur la page 1sur 98

SUS GROUP OF

COLLEGES
(TANGORI PUNJAB)

A REPORT ON
RECRUITMENT AND
SELECTION PROCESS

AT

BY
ANJU
DAHIYA

BBA. FINAL
YEAR

CERTIFICATE FROM FACULTY GUIDE


This is to certify that Anju Dahiya, Registration no.
....................has completed project titled, Recruitment and
Selection under my guidance and supervision. To the best of
my knowledge, the present work is the result of their original
investigation and study. No part of the dissertation has ever been
submitted for any other degree at any University.
This project is fit for submission and the partial fulfillment of the
conditions for the award of degree of Bachelors of Business
Administration.
Signature:
Name of the Research Supervisor:
Designation:
School:
SUS R&T COLLEGE
TANGORI
MOHALI
PUNJAB

CONTENTS
1. ACKNOWLEDGEMENT
2. INTRODUCTION
A. OBJECTIVE
B. SCOPE
C. METHODOLOGY
D. LIMITATIONS
3. COMPANY PROFILE
4. LITRATURE REVIEW
A. RECRUITMENT
B. SELECTION
5. RECRUITMENT POLICY OF RELIANCE
COMMUNICATION
6. DATA INTERPRETATION
7. QUESTIONNAIRE
8. BIBLOGRAPHY

ACKNOWLEDGEMENT
I express my sincere thanks to my project guide, MS. Ashti Khan HR
department, Reliance Communications Ltd. at Reliance Center Delhi ,
New Delhi-110002 for guiding me right from the inception till the successful
completion of the project. I sincerely acknowledge him for extending his valuable
guidance, support for literature, critical reviews of project and the report and
above all the moral support he had provided to me at all stages of this project.
I would also like to thank Ms. Shuchi Choubey Ms. Leena Sharma, Mr.
Prem Rawat, Mr. Shekher Sharma, Mr. Kaushal(HR Staff of
Reliance Communications- New Delhi) for guiding me to complete this
project and providing me with necessary help on different aspects of the project.
I would also like to thank my college and college mentor, Mr. Ankit sir, Mr.
Shishir sir and Ms. Aman mam and all teachers of HR department for supporting
me.

INTRODUCTION TO THE PROJECT

Being one of the giant organizations, Reliance Communications


Ltd. primary motive is Employee welfare. And hence there is a
large scope for bringing a new projects and idea in the
organization. Reliance Communications Ltd. has developed and
covered all the area in the HR practices. And this has given an
opportunity to understand the policies of Recruitment and
Selection of the Organization.
In the superheated struggle for competitive advantage, the
human capital has become the most essential resource. Thus, it
is necessary to understand various tools of proper Management
of Human resources. Recruitment and Selection, which is the
most important HR tool, which leads in attracting the best talent
and hire them. Thus to have depth knowledge and research of
Recruitment and Selection, this project has been taken.

OBJECTIVES OF THE PROJECT

To find the recruitment Procedure and Process of Reliance


Communication.
To critically evaluate the Recruitment Procedure and the
process.

SCOPE
This study is to bring out the signification of Recruitment and
Selection .
This study is to bring out the significance of recruitment and
selection.
This study can be extended to other Geographical work
centers of Reliance Communication.
It will help to find what employee thinks about the
Recruitment and Selection.

METHODOLOGY
(1)

Research Methodology
Research design: Desk research.

Research Instrument: Personal interview, literature, and


questionnaire.
Sample unit Employees
Sampling technique Random

(2)

Data collection technique:


Secondary data: Manuals, from existing frame work and
Internet.

Primary data: Through discussions & interviews with the


employees

LIMITATION
Due to small sample size, the model and study has to be
revised and updated according to the increase in samples.
Lack of time: The duration of the project is 5 months so time is
less to perform
the project.
The information is not completely provided by the organization
due to security reasons.

RELIANCE COMMUNICATIONS LIMITED

India is a booming trillion dollar economy.An overwhelmingly young country,


with more than 55% of its population i.e. over 550 million people below the age
of 30. Steady GDP growth rate in excess of 7% has translated into rising income
levels, complementing Indias ongoing economic revolution coupled with the
energy, dynamism and ambition of its youth. Indias future will be propelled by
strategic drivers such as the quality of its human capital, their access to cuttingedge technology, availability of hi-quality products and services at a lower cost
and their will power to make India shine on the world map. The Reliance Anil
Dhiru Bhai Ambani Group, strongly believes that it has a pivotal role to play, in
shaping the destiny of our great nation. Through its various consumer facing
businesses, the group provides a robust platform to every Indian to realize his
potential and shape his / her destiny, through its state-of-the art products and

services. The group, barely three years in the making, now ranks among Indias
top 3 business houses with respect to key financial parameters. Its dominant
presence across a wide array of high- growth consumer facing businesses, range
from telecom and financial services to infrastructure, entertainment and
healthcare.
Across different companies, the group positively influences the lives of over 100
million customers or 1 in every 10 young and aspirational Indians every single
day across 4.5 lakh villages and 20000 towns. It enjoys unparalleled trust, faith
and confidence of nearly 12 million shareholders, the largest such family in India,
perhaps even in the world. It is one of the largest employers in the country with a
young, highly trained and motivated workforce approaching 100,000 strong. All
this is focused towards achieving two goals. Building a great enterprise for its
stakeholders and a great future for our country.
Reliance Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group
founded by Shri Dhirubai 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 Ventures
Ltd.) to financial services (Reliance Capital Ltd.) to the generation and
distribution of power (Reliance Energy Ltd.)
Reliance-ADA Groups flagship company, Reliance Communication, is Indias
largest private sector information and Communications Company with over 20
million subscribers.The company has established a pan-India, high-capacity,
integrated (wireless and wire line), convergent (voice, data and video) digital
network, to offer services spanning the entire RCOM value chain.

GROUP STRUCTURE

ORGANIZATIONAL SETUP
BAND
DESIGNATION
TOP MANAGEMENT

PRESIDENT/JOINT

PRESIDENT
SENIOR MANAGEMENT

EXEC SR.VP
SR. VP/EXEC.

VP/VP
MIDDLE MANAGEMENT

AVP
GM
ADDITIONAL

GM
DGM
JUNIOR MANAGEMENT

AGM
SR. MANAGER
MANAGER

FRONTLINE BAND

DY MANAGER

ASST
MANAGER

Strength

Weakness

Low Entry Cost

Branding Image

Commission Structure

Distribution problem

Fast Activation Process

Limited product portfolio- Only Mobile

Network

Lack of Competitive Strength

Connectivity

Limited Budget

Data GPRS

Opportunity

Threat

Preference of GSM over CDMA

Political destabilization.

New Specialist Application

New Entrants

Rural Telephony

IT Development

New Market, Vertical, Horizontal

Market Demand

Competitors` Vulnerabilities

SWOT ANALYSIS OF RELIANCE COMMUNICATION LIMITED

COMPETITORS

LITERATURE REVIEW
HUMAN RESOURCE MANAGEMENT:It is designing management systems to ensure that human talent
is used effectively and efficiently to accomplish organizational
goals .

FUNCTIONS OF HR :1.
a.
b.
c.

STAFFING:Job analysis
Recruiting
Selection

2. Talent Management
a. Training & Development
b. Career Planning
c. Performance Management
3. Total Rewards
a. Compensation
b. Incentives
c. Benefits
4. Risk Management and Worker Protection
a. Health and wellness
b. Safety
c. Security
d. Disaster and recovery planning.

RECRUITMENT AND SELECTION

(A)

RECRUITMENT:-

Recruitment is an important part of an organizations human


resource planning and their competitive strength. Recruitment is
the process of obtaining the number and quality of employees
that can be selected in order to help the organization to achieve
its goals. Recruitment helps to 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.
Recruitment acts as a link between the employers and the job
seekers and ensures the placement of right candidate at the right
place at the right time. Using and following the right recruitment
processes can facilitate the selection of the best candidates for
the organization.

MEANING OF RECRUITMENT
According to Edwin B. Flippo, Recruitment is
the process of searching the candidates for employment
and

stimulating

organization.

them

to

apply

for

jobs

in

the

RECRUITMENT NEEDS ARE OF THREE TYPES


1. PLANNED
2. ANTICIPATED
3. UNEXPECTED
1.) PLANNED i.e. the needs arising from changes in organization
and retirement policy.
2.) ANTICIPATED needs are those movements in personnel, which
an organization can predict by studying trends in internal and
external environment.
3.) UNEXPECTED Resignation, deaths, accidents, illness give rise
to unexpected needs.

IMPORTANCE OF RECRUITMENT

To attract and encourage more and more candidates to


apply in the organization.

To create a pool of talented candidates which will help in


the selection of best candidates for the organization.

To determine present and future requirements of the


organization.

Recruitment links the employers with the employees.

To increase the pool of job candidates at minimum cost.

It helps in
process.

increasing the success rate of selection

RECRUITMENT PROCESS
The recruitment and selection is the important function of the
human resource department and recruitment process is the first
step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and
time. A general recruitment process is as follows:-

Identify vacancy
Prepare job description and person
specification
Advertising the vacancy

Managing the response

Short-listing

Arrange interviews

Conducting interview and decision making.

1. Identify Vacancy:In this step, identify the number of vacancies and see which all
posts are vacant and who all are eligible for it.
2. Prepare job description and person specification:In this roles and responsibilities of a particular job are identified
and required qualifications are specified. The person who
possesses the specified qualifications are called for the further
processing.
3. Advertising the vacancy:The identified vacancies are then advertised through various
mediums such as
job portals, newspapers, web portals etc.
4. Managing the response :The responses which are received are then arranged as per the
need and stored at one location.
5. Short listing:The responses are then sent for short listing. Those candidates
who are eligible are short listed for further process.
6.Arrange Interviews:Short listed candidates are then called for the interview by HR
department.
7. Conduct interview and decision making:After arranging the interview, the interview is conducted by
senior employees
and on the basis of the interview final
decision is made and conveyed to the candidate.

SOURCES OF RECRUITMENT
There are two sources of Recruitment i.e. Internal and External.
In Internal sources the organization itself tries to fill the position
(like transfer of employees from one department to other,
promotions). In External sources candidates from all the other
sources fill the position (like outsourcing agencies etc.)

SOURCES OF RECRUITMENT

INTERNAL

EXTERNAL

EMPLOYEE
REFERAL

MEDIA SOURCES

IJP

EDUCATIONAL
INSTITUTES

RETRENCHED
EMPLOYES

PLACEMENT
AGENCIES
JOB PORTALS

I.

INTERNAL SOURCES
1. INTERNAL JOB PORTAL (IJP)
A potential employee from any other office are called to fill the
position i.e. a candidate can be called from Jaipur Office to Delhi
or vice-versa.
2. EMPLOYEE REFERAL:A reliable source of people to fill vacancies is composed of
acquaintances, friends and family members of current employee.
The current employees acquaint potential applicants with the
advantage of a job, E-Mails to encourage candidates to apply.
3. RETRENCHED EMPLOYES :The organization tries to pull back their potential employees who
have left the organizations due to some reasons.

II.

EXTERNAL SOURCES
1. MEDIA SOURCES :Media sources such as newspaper, magazines, television, radio,
and billboards typically have been widely used in external
recruiting. Some firms have send direct mail using purchased
lists of individuals in certain fields or industries.
2. EDUCATIONAL INSTITUTES:Many companies visit education institutes to hire best talent.
College and university students are a significant source of entrylevel professional and technical employees. Most university
maintain career placement offices in which employers and
applicants can meet.
3. PLACEMENT AGENCIES:There are many agencies, both private and public, are a
recruiting source. Every state in the United State has its own
state- sponsored employment agency. Many companies do
contact them for recruitment.
4. JOB PORTALS:A recruiter finds the candidate though job portals and calls
him/her if suitable for the interview. Job portals used here is
Naukri.com.

RECRUITMENT STRATEGIES
Recruitment is of the most crucial roles of the human resource
professionals. The level of performance of and organization
depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies
to hire the best talent for their organization and to utilize their
resources optimally. A successful recruitment strategy should be
well planned and practical to attract more and good talent to
apply in the organization.
These important strategic decisions below:-

Identifying and prioritizing


jobs
Candidates to target
Sources of recruitment
Trained recruiters
How to evaluate the
candidates

1. Identifying and prioritizing jobs:Requirements

keep

arising

at

various

levels

in

every

organization; it is almost a never-ending process. It is impossible


to fill all the positions immediately. Therefore, there is a need to
identify the positions requiring immediate attention and action.
To maintain the quality of the recruitment activities, it is useful to
prioritize the vacancies whether to focus on all vacancies equally
or focusing on key jobs first.
2. Candidates to target:The recruitment process can be effective only if the organization
completely

understands the requirements of the type of

candidates that are required and will be beneficial for the


organization.
3. Sources of recruitment:The strategy should define various sources (external and
internal) of recruitment. Which are the sources to be used and
focused for the recruitment purposes for various positions?
Employee referral is one of the most effective sources of
recruitment.
4. Trained recruiters:The recruitment professionals conducting the interviews and the
other recruitment activities should be well-trained and
experienced to conduct the activities. They should also be aware

of the major parameters and skills (e.g.: behavioral, technical


etc.) to focus while interviewing and selecting a candidate.
5. How to evaluate the candidates:The various parameters and the ways to judge them i.e. the
entire recruitment process should be planned in advance. Like
the rounds of technical interviews, HR interviews, written tests,
psychometric tests etc.

HR CHALLENGES IN RECRUITMENT
Recruitment is a function that requires business perspective,
expertise, ability to find and match the best potential candidate
for the organization, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment
processes for the benefit of the organization. The HR
professionals handling the recruitment function of the
organization- are constantly facing new challenges. The biggest
challenge for such professionals is to source or recruit the best
people or potential candidate.

The major challenges faced by the HR in


recruitment are:

ADAPTABILITY TO
GLOBALIZATION

LACK OF MOTIVATION

PROCESS ANALYSIS

STRATEGIC PRIORITIZATION

1. Adaptability to globalization:The HR professionals are expected and required to keep in tune


with the changing times, i.e. the changes taking place across the
2.

globe. HR should maintain the timeliness of the process


Lack of motivation:Recruitment is considered to be a thankless job. Even if the
organization

is

achieving

results,

HR

department

or

professionals are not thanked for recruiting the right employees


and performers.
3.

Process analysis :The immediacy and speed of the recruitment process are the
main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements.
The recruitment process should also be cost effective.
4. Strategic prioritization:The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing
needs and prioritizing the tasks to meet the changes in the
market

has

professionals.

become

challenge

for

the

recruitment

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

OUT SOURCING

POACHING/RAIDIN
G

E-RECRUITING

1. OUTSOURCING:The outsourcing firms help the organization by the initial


screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization.
Advantages of outsourcing are:1. Company need not plan for human resources much in
advance.
2. Company is free from salary negotiations, weeding the
unsuitable

resumes/candidates.

3. Company can save a lot of its resources and time.


2. POACHING/RAIDING:It is the latest mantra being followed by the organizations today.
Poaching means employing a competent and experienced person
already working with another reputed company in the same or
different industry, the organization might be a competitor in the
industry. A company can attract talent from another firm by
offering attractive pay packages and other terms and conditions,
better than the current employer of the candidate. But it is seen
as an unethical practice and not openly talked about. Indian
software and the retail sector are the sectors facing the most
severe brunt of poaching today. It has become a challenge for
human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.

3.

E- RECRUITING :Many big organizations use Internet as a source of recruitment.


E- Recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web.
The job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place
their CVs in worldwide web, which can be drawn by prospective
employees

depending

upon

their

requirements.

Advantages of e-recruitment are: Low cost.


No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.

(B) SELECTION
Systematic process of selecting the most appropriate people for
the organization

selection is the process of differentiating

between applicants in order to identify

and hire those with a

greater likelihood of success in a job.


The process of interviewing and evaluating candidates for a
specific job and selecting an individual for employment based on
certain criteria. Employee selection can range from a very simple
process to a very complicated process depending on the firm
hiring and the position. Certain employment laws such as antidiscrimination laws must be obeyed during employee selection.

MEANING OF SELECTION:The process of choosing individual with the correct


qualifications needed to fill jobs in an organization.

NEED FOR SELECTION


In addition to planned hiring, vacancies can arise due to the
following reasons:-

Reorganization
Transfer of
employees to
different business
group/location
Separation of an
employee

1. Reorganization: A change in mode or timing of execution of business plans may


result in creation of vacancies that cannot be filled through
redeployment of existing manpower. In such cases, hiring activity
commences after formal approval from the concerned function
head and/or Circle COO and after JDs for these new roles has
been created.
2. Transfer

of

employees

to

different

business

group/location: The movement of an employee to a different function/Circle/


location/group company will lead to the creation of a vacancy.
The vacancy so created may be at the same level/location or at a
different level. Such a vacancy may not be incremental to the
existing manpower count i.e. all vacancies created on account of
such movements may not necessarily be filled.
3. Separation of an employee: Vacancies created through separation follow a pattern similar to
that of vacancies due to movement of employees. After the
finalization of manpower plan at the beginning of the fiscal year,
the hiring plan is charted out for each quarter. This plan lays
down the number of employees to be hired on a monthly basis at
each level, location and function. It serves as the master
document for initiating recruitment activity assuming that there
is no change in the business plans for the year.

JOB DESCRIPTIONS
It describes the work performed, responsibilities involved,
experience profile, skill

or training required and personal

requirements on the job. JDs give an understanding of the tasks


performed and the type of qualification required to perform them.
Job descriptions are used to define the criteria for selection and
subsequent performance evaluation.
The HR Function maintains an updated record of all job
descriptions

to

understand

the

evolving

nature

responsibilities, reporting relationships and skill sets.

of

job

STEPS IN SELECTION PROCESS


The steps involved in the process of selection are:

SELECTION PROCESS FLOWCHART:AppApplicant Job Interest

Pre employment Screening

Application Form

Test

Interview

Background Investigation

Additional Interview
(Optional)
Conditional Job Offer

Medical Exam

Job Placement

1. Applicant job Interest :-

Here the interest of the applicant is asked and accordingly the


profile of the job is offered to the candidate and if their interest
does not match the profile then the job is not offered to the
candidate.
2.

Initial Screening:As a culmination of our recruiting efforts, we initiate a preliminary


review of potentially acceptable candidates. This initial screening
is, in effect, a two step procedure:

Screening inquiries and

Screening interviews
If our recruiting efforts have been successful, we will have a pool
of potential applicants. We can eliminate some of these
respondents based on the job description and job specification.

3.

Application Form:Once the initial screening is completed, applicants are asked to


complete the organizations application form. This may require
only the applicants name, address, and telephone no. some
organization,
comprehensive

on

the

other

employment

hand,
profile.

may
In

want

general

terms,

more
the

application form gives a job-performance-related synopsis of


applicants adult life, their skills, and their accomplishments.
Applications obtain information the company wants.

(1)

TEST:-

Organizations historically relied to a considerable extent on


intelligence, aptitude, ability and interest test to provide major
input to the selection process.
Even handwriting analysis (graphology) and honesty test have
been used in attempts to learn more about the candidateinformation that supposedly leads to more effective selection.
Choosing Tests:Tests must be chosen based on the criteria of reliability, validity,
objectivity

and

standardization.

Reliability

refers

to

standardization of the procedure of administering and scoring the


best results. A person who takes a test one day and makes a
certain score should be able to take the same text the next day
or the next week and make more or less the same score. An
individuals intelligence, for example, is generally a stable
characteristic. Validity is a test which helps predict whether a
person will be successful in a given job. A validated test
increases possibility of success.
Performance test:In this type of test to avoid criticism and potential liability from
using psychological, aptitude, and other types of written test,
interest has been increasing in performance simulation test. The
single identifying characteristics of these tests are that they
require the applicant to engage in specific behaviors necessary

for doing the job successfully. As a result, performance simulation


tests should more easily meet the requirement of job
relatedness because they are made up of actual jobs behaviors
rather than the surrogates.
Work sampling:In work sampling creates a miniature replica of a job. Applicants
demonstrate that they possess the necessary talents by actually
doing the tasks. Carefully devised work samples based on job
analysis data determine the knowledge, skills, and abilities
needed for each job. Then, each work sample element is
matched with a corresponding job performance element. The
advantage of work sampling over traditional pencil-and-paper
tests should be obvious. Because work samples are essentially
identical to job content, work sampling should be better predictor
of short term performance and should minimize discrimination.

(2)
Interview:Applicants who pass the initial screening, application form, and
required tests typically receive a comprehensive interview. The
applicant may be interviewed HRM interviewers, senior managers
within

the

organization,

potential

colleagues, or some or all of these.

supervisor,

potential

The comprehensive

interviews is designed to probe areas not easily addressed by the


application form or tests such as assessing ones motivation,

values, ability to work under pressure , and ability to fit in with


the organization.
One to one interview:There are only two participants the interviewer and the
interviewee. This can be the same as the preliminary interviews.

Sequential interview:This takes the one to one a step further and involves a series of
interviews, usually utilizing the strength and knowledge base of
each interviewer, so that each interviewer can ask questions in
relation to his or her subject area of each candidate, as the
candidate moves from room to room.
Panel interview:This consists of two or more interviewers and the figure may go
up to as many 15.
Structured interview:The interviewer uses preset standardized questions which are put
to all interviewees. This interview is also called as guided or
patterned interview.
Unstructured interview:-

The interview is largely unplanned and the interviewee does


most of the talking. Unguided interview is advantageous in as
much as it leads to a friendly conversation between the
interviewer and the interviewee and in the process, the later
reveals more of his or her desires and problems. The unpatterned interview lacks uniformity.
Mixed interview:A blend of structured and unstructured questions is used by the
interviewer while interviewing the job seekers.

Behavioural interview :This focuses on a problem or a hypothetical situation that the


applicant is expected to solve. These are hypothetical situation
and the applicant is asked what he or she would do in the given
circumstances. This interview technique has a limited scope.
Stress interview:This attempt to learn how the applicant will respond to the
pressure. This

technique is more relevant in jobs involving

stress.

4. Background Investigation :-

The next step in the process is to undertake a background


investigation of applicants who appear to offer potential as
employees. Background investigation or reference checks are
intended to verify that information on the application form is
correct and accurate information. This can include contracting
former employers to confirm the candidates work records and to
obtain their appraisals of his or her performance, contacting
other job related and personal references, verifying educational
accomplishments.

5. Conditional Job Offers:If a job applicant has passed each step of the selection process
so far, a conditional job offer is usually made. Conditional job
offers typically comes from an HRM representative. In essence,
the conditional job offer implies that if everything checks outsuch as passing a certain medical, physical, or substance abuse
test- the conditional job offer will be removed and offer will be
permanent.

6. Medical Examination:The nextto last step in the selection process may consist of
having the applicant take a medical/ physical examination.
Physical exams can only be used as a selection device to screen
out individuals who are unable to comply with the requirements
of a job. However, this must includes a small proportion of the job
today. A company must show that any required medical
clearance is job-related.

7. Job Offer:Individuals who perform successfully in the preceding steps are


now considered eligible the employment offer. Who makes the
final employment depends on several factors. For administrative
purpose, the offer typically is made by an HRM representative.
The actual hiring decision should be made by the manager in the
department where the vacancy exists.

RECRUITMENT POLICY OF A COMPANY


In 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 programmed.

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.

Weight age 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

RECRUITMENT

POLICY

OF

RELIANCE

COMMUNICATONS LIMITED

OBJECTIVE AND PURPOSE :-

Recruitment Policy is a guide to HR professional across R Com Ltd


including Associate Companies.
To acquire right kind of talent for the organization to deliver its
business goal.

To ensure timely and quality recruitment in a cost effective


manner within approved budget.

It is designed to provide a guiding framework and develop


integrated systems and processes to achieve end to end
Recruitment Policy Efficiencies including : Recruitment Need Analysis and Planning
Sources of Recruitment
Conducting Interviews
Short Listing and Compensation Fixation
Approval Methodology
Joining , Hiring and Induction
Employee Data Updating in SAP

Recruitment Process and Data Audits.


To ensure effective monitoring and control on the recruitment
process so that recruitment in various employment categories is
conducted in transparent and consistent manner.

SCOPE AND APPLICABILITY :-

All the Business / Function / Circle Entities in R Com and

Associates Companies are covered under this policy, unless it is


decided to have separate policy for its purpose.
Covers recruitment of all categories of employees such as

Regular Employees, Full Time Consultants, Fixed Term Retainers,


Ex-Patraites, Trainees, etc.
Doesnt cover recruitment of Agency Manpower, which will

follow

guidelines

Management Policy.

as

specified

in

the

Manpower

Contract

POLICY OF RECRUITMENT AND SELECTION

EMPLOYEMENT CATEGORIES: R Com recruits people for a large number and type of profiles in 2
categories of companies:
R Com
Associate companies
The general guidelines based on which, HR shall decide the rolls
on which the candidate shall be recruited as follow:

Incumbent Role:- Role Description shall be the


primary element of decision making as to which rolls a candidate
should be recruited.

Nature of Job:- If the jobs involve high level of


conceptualization,

Planning,

Decision

Making,

Technical

Knowledge, etc., the candidate shall be recruited on the rolls of R


Com. Candidates for jobs of repetitive nature, having established

processes, and requiring minimal level of conceptualization,


planning and decision making shall be recruited on Associated
Company Rolls.

Educational qualifications:- The Educational


Qualifications parameters shall serve as a reference for decision
of Company rolls for the employee:-

Sl.

R Com

Associate

no.

Companies
1)

B.E.

B.Tech.

/ Diploma

B.Arch.

qualification
(after10+2,

10

or

12).
2)

M.B.A.

Other B.Com., B.Sc., B.A.,

Equivalent

B.B.A., B.M.S., etc.

qualification from
top tier institutes.
3)

M.E. / M.Tech. / M.A.,M.Com.


M.C.A.

4)

C.A. , I.C.W.A.

5)

L.L.B., L.L.M., etc

,M.Sc.,etc

Employment Categories :- Various Categories for which


recruitment shall be carried out are:Sl. no.

R Com / Associates Companies

1)

Probationer

2)

Graduate Engineering Trainees(GET)


Diploma Engineering Trainees(DET)

3)

Management Trainees (MT)

4)

Consultants

5)

Vendor consultants

6)

Ex- Patraites

7)

OSD (offices on special duty)

Eligibility criterion: -

The eligibility criterion for recruiting

candidates in each of the above Employment Categories is as per


the laid terms and conditions.

RECRUITMENT PLAN:-

The recruitment plan shall be closely linked to the


Business Plan and shall be worked out in a scientific and
systematic manner phased out month wise and quarter wise over
the financial year, based on the requirements in consultation with
the Business Head. Business HR Head and Corporate HR through
the HR AOP. The RAG (Required Availability Gap) shall be defined

Businesswise / Function wise / Location wise / Role wise / and


based on productivity norms.
This

shall

include

new

vacancies

(as

per

Management Approval based on Business requirements) as


replacements vacancies (as per the guidelines from Corporate
HR).
Based upon approved requirements, individual

manpower recruitment requisition shall be submitted to HR


Representative by Business / Entity / Function / Circle Head.

SOURCES OF RECRUITMENT

INTRODUCTION :

Sources of recruitment shall be deployed and


utilized in a cost effective and efficient manner.

HR Representative shall maintain a database of


the

existing

employees

capabilities,

experience,

sectoral

exposure, performance rating, etc. in SAP. Data mining from this


resource shall be a basis of scanning and identifying In-House
Talent and Redevelopment of the right fit to suit business
requirements, as and when they arise.

SOURCES OF RECRUITMENT MIX :-

HR representative shall use the various sources of


recruitment to fill up the vacant positions as per the %mentioned
in the following matrix.
SL.NO DESIGNATION/
.

SOURCES

GM ABOVE
OF

DGM
BELOW

RECRUITMENT
1)

Resumes

Data

10%

15%

25%

5%

20%

10%

10%

10%

Bank
2)

Networking

3)

IJP

(Internal

Job

Portal)
4)

Employee
Referrals

5)

Web Sourcing

10%

40%

6)

Head Hunters

25%

10%

7)

Campus

0%

10%

0%

0%

Recruitment
8)

Advertisements(m
ust be considered
as last resort)

Any campus visit and recruitment shall be carried out strictly


based on the guidelines circulated by Corporate HR from time to
time and specific approval of President, HR.

The appropriate usage of sourcing matrix based on management


approved RAG, Business requirements and critically of Role shall
form a part of the KRA for Talent Acquisition Team.

CROSS SECTOR / INDUSTRIAL MIX : HR Representative shall ensure that the candidates are sourced
from across Industries / Sectors, in order to ensure healthy mix of
Internal Opportunity and Infusion of Fresh Blood, thus making the
Organization, multifaceted, Dynamic and more Progressive than
ever.

INTERNAL SOURCING :Internal sourcing shall be undertaken for any


often position based on the availability of in house talent which
can be relocated / re-deployed. Since this will involve CrossFunctional movement of employees, all internal and sourcing
shall be through HR concerned with due approval from the
respective Function Heads.

Candidates will be considered in accordance


with their Potential, Competency, Performance and Aspirations.

PLACEMENT CONSULTANTS :-

Suitable

Placement

consultants

shall

be

short

listed

and

empanelled by Business / Corporate HR based on the following


parameters. Recruitment team shall avail services only from list
of empanelled consultants.
(1)
(2)

Type of Talent to be recruited.


Core Competencies of the Placement Consultants -

Area of specialization i.e. Technical, Sales and Marketing,IT,


etc.
(3)

Geographical Spread and Networking.

(4)

Internal Expertise available with the firm-Qualified

employees, Infrastructure, etc.


(5)

Present Clientele.

(6)

Past Track Records / References.

(7)

Service Quality in terms of Resumes Short listed,

Cycle time to close a requisition, candidates previously placed


in the organization, service tenure of previously placed
candidates, etc.
(8)

Conflict of Interest.

All placement consultants will be classified into


2 distinct grades:1) Grade-I - Premium (National and International players /
Executive Search firms).
2) Grade-II - Non-Premium / National / Regional level / City
Specific Consultants).

The empanelling authorities for Placement Consultants, in


conjunction with the Central Contracts Team at NHQ are as
under:1) Grade I- Corporate HR.
2) Grade II- Recommended by HR Representative approved by
Corporate HR.

In event, HR Representative would want to


change any consultant from Grade II to Grade I; they would have
to obtain the approval of Corporate HR for the same. The
intimation of this change in grade shall be sent to the consultant
and circulated to all HR representatives by Corporate HR after
revised contracts have been signed between Central Contracts
Team and Consultant.

All consultants Professional Charges will be on


flat fee basis communicated by Corporate HR from time to time.
The fee structure shall be revived and published by Corporate HR
along with Central Contracts Team every 6 months.

In the event of candidate leaving during the


probation period, free replacement shall be provided by the
placement consultant as per the terms and conditions of
contract; else the professional charge shall be recovered or
adjusted from his pending bills of the consultant in co-ordination
with respective commercial department. The default shall be
noted in the consultants dossier to be considered during vendor
appraisal.

HR

representative

shall

evaluate

the

performance of the Head Hunters operating in their circle on a


Quarterly

Basis

and

send

Consolidated

Consultants

Performance Evaluation Report to Corporate HR on a Half-Yearly


Basis.

M.T.s and G.E.T.s shall not be taken through


consultants.

ADVERTISEMENTS :-

Advertising is done when the number of people required is high,


say over 200, the candidates profile is homogeneous and the
target group is widespread.
Depending

on

the

business

requirements

specifications,

Geographical spread requiring the advertisement, Corporate HR


shall approve to advertise on a local, regional or nation wide
basis.
All advertisements for Circle specific requirements may be
released by Circle HR with prior written Approval of Corporate HR.
The Advertisement shall be released in a standard format
approved by Corporate HR.

CAMPUS RECRUITMENT : Campus recruitment would be centrally coordinated by Corporate


HR in order to leverage common resources and contacts with
leading campuses. Any Campus Visit / Recruitment shall be
carried out strictly based on the directions circulated by
Corporate HR from time to time and specific approval of
President HR.

RECRUITMENT OF FORMER EMPLOYEES : In cases where ex-employee wishes to re-join before 12 months
of being relieved, his candidature shall be strictly evaluated
based on the skills, competencies and experience against the
role requirements, subject to a reference check with his previous
employer.
The circumstances of separation from R Com / Associates
Company and his present employer shall be one of the key
parameters for consideration for such re-employment.
CTC fitment shall be as per the CRC guidelines issued by
Corporate HR from time to time.
In case an ex-employee wishes to re-join after of 12 months, he
shall follow the standard screening and recruitment process.
Any former employee shall not be issued appointment letter if his
full and final settlement was not completed.

SHORT LISTING OF CVS

All the C.V.s shall be short-listed based on identified skill

requirements and the Job Description for the portion and as per
the parameters as specified in the CRC Guidelines.

INTERVIEW

Candidates shall be assessed on the following parameters :1) Business knowledge


2) Knowledge of work process and systems
3) Functional Competence as required by the Role
4) Behavioral and Personality Traits
5) Reliance ADA Group Culture Fitment.
HR

representative

shall

use

teleconferencing

and

videoconferencing, extensively to conduct interviews of out


station candidates. Candidates of Sr. V.P. and above designations
may be called to DAKC/Circle Headquarters for the final stage of
their interview with NHQ Business Head and Business HR
Head/Circle Head.
Travel for the purpose of interview is permissible only in case of
candidates for designations of Sr. V.P. and above. For designation
below the designations of Sr. V.P., travel shall be allowed based
on the prior written consent of Business Head and Business HR
Head, subject to candidate submitting original tickets, etc.

In such exceptional circumstances, entitlement pertaining to a


candidates

stay

conveyance

and

other

entitlement

for

attending the interview will be as per applicable Travel Policy for


the proposed designation in which the candidate is proposed to
be inducted.
Overnight stay shall be avoided in case outstation candidates are
called for interview to NHQ / Circle Headquarters. If overnight
stay is required, suitable arrangement shall be made by HR
representative in RADA Group Companys Guest house.
The Interview Panel shall be based on the Incumbent Role.

PROCEDURE

PROCEDURE OVERVIEW : Total cycle time taken to complete recruitment process, shall be
within 30 days from the date of receiving the Manpower
Recruitment requisition from Business / Circle Head.

Corporate HR shall release the business wise recruitment plan for


the year.
HR representative shall create; maintain and update the business
wise RAG matrix on quarterly basis.
The recruitment policy shall be linked to Integrated Recruitment
System (currently under design phase) as and when the same is
launched. This system shall enable online tracking of status of :

RAG status

Sourcing strategy used

Status of Candidates Interviewed


(at various stage of recruitment)

Interface provided to registered


placement consultants

Interview record forms

Avoiding Duplications of resumes.

SOURCING

The

Circle

Entity

HR

representative should utilize various sources of recruitment


based on following principles to optimize the internal resources
and costs :-

Need for Recruitment for the


Position.

Seniority of the Position.

Volume

of

recruitment

v/s

availability of manpower in the Industry


The Business / Entity / Function / Circle / Entity HR should
optimize the recruitment costs by first using the internal sources
of recruitment. This is in the line with organizational objectives to
provide and enhance growth and developmental opportunities on
priority to Internal Resources. Only if suitable candidates are
unavailable for fulfilling the requirement should they resort to
using external sources of recruitment.

INTERNAL SOURCING (INTERNAL JOB POSTING)

Business / Entity / Function /


Circle / Entity HR should raise the requisition through the IJP
portal based on Business Requirements. In case of a replacement
vacancy, approval of the Business HR head will suffice. The IJP is

published in IJP portal within 24 hours of getting the approval


from Business HR Head.
Interested

candidates

will

apply online on the basis of eligibility criterion mentioned in the


IJP. Their applications will be routed to their HOD and HR for
approval i.e. to check on the following parameters:(1)

Assessment of performance of candidate during preceding

year.
(2)

Remark whether the candidate can be released in

case of selection without detriment to the job currently


being handled by the candidate.
Their formal interviews are conducted to check the technical
suitability of the candidates for the job posted on IJP. If found
suitable then the Technical panel, Circle / Entity HR would
communicate the selection to his HOD and ask for a formal date
for relieve.
After/Once relieving both existing and new department heads, HR
of both department have to initiate and complete the transfer
action in SAP system, complete with handing one the employee
file with the transfer letter to the receiving end.
In case of cross functional movement of employee through IJP,
their CTC, Designation and other terms and conditions of
employment remain unchanged. There is a possibility of change
of

Company

rolls

Business/Function.

to

accommodate

the

change

in

In event Business / Entity / Function / Circle / Entity HR is unable


to source suitable candidates through IJP within 15 days, they
look at alternative and most cost-effective sources of recruitment
to fill in the vacancies.

PLACEMENT CONSULTANTS
HR

representative

and

Corporate HR shall identify and shortlist Placement Consultants.


HR representative negotiate

and finalize the most reasonable payment charges with the


consultants in their respective location, ensuring not to exceed
the specified maximum capital amount and then forward the
proposal for said placement consultant for empanelment to
Corporate HR.

Once Service Agreement is


signed between the company and the consultant, consultant
details shall be entered in SAP to generate a vendor code for the
consultant. The vendor code so generated shall be the PIN
(Permanent Identification Number) of that particular consultant

for all commercial transactions that occur in future between both


parties.
The

Placement

Consultant

should then provide a list of candidates who have cleared their


Preliminary Screening Tests for R Com to HR rep.
The HR representative should

have an online interface with the Tracking system (Online


Tracking System) receiving status of all resumes either by
consultants, company database etc. The consultants should also
maintain it.
Role

of

Consultants

in

recruitment process will be : Contact candidates, perform first level Preliminary Screening.
Assist in Scheduling Interview.
Support till joining of the selected candidate.
Intimation letter would be send to the concerned placement at
the joining.
Payment would be given on the completion of 30 days after the
candidate joins, to the consultants.
HR representative should evaluate the performance of the
Placement Consultants on the following parameters on quality
basis:-

Time
taken to process a recruitment assignment.

Quality
of candidates short listed to the position.

Past
experience of the candidate.

Life span
of the candidate in the organization, etc.

ADVERTISEMENTS : Standard templates shall be designed by the Marketing and


Branding Team for releasing recruitment advertisements.
Corporate HR approves these formats.
Requisition

format

is

forwarded

to

CCD

(Corporate

Communication Division) who will be responsible for preparing


Media Plan and designing the advertisement.
When recruitment is centralized applications, C.V.s are sent to
HR representative and when recruitment is decentralized then
C.V.s are asked to send to appropriate Group or Circle HR.
If budget exceeds then special approval has to be obtained from
the Business Head.
Advertisement is released through CCD.
All CVs are preserved at respective location for 6 months period
for future usage if any.

WEB SOURCING

JOBSITES: - Corporate HR had identified the job site based on


following parameters.
Proficiency of the site (network, marketing sales, commercial
etc.)
Current candidate database of the site.
Registration fees.
HR representative shall use this resource extensively and ensure
that most positions below Senior Manager Designations are filled
using this source. R Com is associated with :o www.naukari.com
o www.monster.com

RELIANCE COMMUNICATIONS WEBSITES (CAREERS JOB)


R Com websites should be selected as a source by the Business /
Entity / Function / Circle HR rep.
Vacancy Details must be entered in by the Business / Entity /
Function / Circle / HR rep. in the Careers Tab of R Com.
Applicants required to fill up the standard from and would also
allow attachment of the resume in soft copy.
Online Tracking system should accept / reject the application of
any candidate keeping in mind, if the application already exists in
the database and has been available within the specified time
duration (above GM - minimum 1 year, below GM and Trainees

minimum 6 months) for which no updated resumes would be


considered.
NETWORKING :-

It is to be used extensively by the Business / Entity / Function /


Circle HR rep. to map the suitable candidate from relevant and
other related industries using their formal / informal contacts
within a geographical area. They should also clearly list the
various existing organization from where the candidate can be
sourced.
Business / Entity / Function / Circle HR representative during the
course of interview of the candidate should extensively map the
organization structure of the candidate and list down the names
of the employee who could be considered for recruitment.
This exercise shall help in identifying source of candidate for each
position and this shall in turn, help in going to the next stage
which is initiating contact with the potential candidates.

CAMPUS RECRUITMNET :

The recruitment budget should send to Head Corporate


HR through the respective Business HR Heads. The requirements
specify the type of discipline, numbers required and justification.

It should be carried out strictly based on the directions


circulated by Corporate HR from the time to time and specific
approval of President HR.

Designation

(GM,

DGM,

Assistant

GM,

Senior

Manager,

Management Trainee, GET, etc.) of resumes and functional skills


required.
Reputation, Infrastructure and Track Record of the Institute.
Functional focus of the Institute.
Geographical location / presence of the Institute.
Ability to accommodate communications requirement in terms of
skills, competencies, scheduling interview dates, etc.
The performance of the employee who have already been hired
from the Institute.
Corporate HR with assistance from the Circles will develop long
term relationship with campuses through the following initiatives:

Sponsorship of joint program

Providing

summer

training

and

projects

placement

Projects for faculty members

Instituting chairs/scholarships.

Inviting faculty members for talks and seminars.

Sponsoring campus events.

Visit of students to our sites / offices

Encouraging company executive to develop into


visiting faculty.

Business / Entity / Functional / Circle HR will actively


support Corporate HR in interview, travel co-ordination, material
preparation, etc.

Allocation of the institutes to HR shall be made on the


basis of their location by the Corporate HR to develop Goodwill,
Relationship and Brand Building with the institutes.

EMPLOYEE REFERRAL SCHEME :

Undertaken in R Com in order to :-

Lay down fair, transparent and objective guidelines and process


recruitment through internal referrals.
Reward employees for partnering the company in its talent
infusion efforts.
Institute a process this will generate references that are reliable
and good fit to the job.
Ensure seamless integration of the employee process to central
recruitment process.

SCREENING / SHORT-LISTING OF CVs :-

All the CVs should be short-listed based on identified skill


requirements and the role description for the position.
The short-listing of CVs will take place in 2 separate stages:-

Pre-Screening Stage: - Parameters derived from job description,


role description as per the unique role template as well as certain
key desirables indicated in the original requisition. Should be
carried out within the resume database based on objective
parameters/keywords

provided

by

the

respective

HR

representative.
Screening Stage: - Would be in accordance with the recruitment
authorization matrix keeping in mind the Designation and
functional role, and would include HR Representative and
functional resources.
This Panel will short-list CVs using the Resume screening check
list and the interview selection guide.
The HR Rep. shall prepare a consolidated summary of

the short-listed candidates based on the resume screening


format. This is designed to capture and summarize the
observations of the initial screening team and provide a basis for
seeking further information at the interview stage.

INTERVIEW

PREPARATION FOR INTERVIEW : Planning should be done by HR rep. and should

schedule

interviews, care should be taken for:1)

Minimum
candidate.

waiting

time

for

the

2) Schedule the candidates from the same company in different


time period.
HR rep. shall send a complete communication to candidates
about members, date, time, venue with appropriate introductory
material such as company information, geographical information,
and broad information about the job the candidate is being
considered for well in advance.
HR rep. shall ensure that the candidates appearing for the
interviews send the e-mail confirmations for attending the
interview as per schedule. Along with the confirmation mail, HR
rep shall seek the scanned copy of the following :(1) Appointment letter, subsequent promotion letters on letter
head of current organization.
(2) Pay slips / salary slips for the last 3 months in the current
Organization.
(3)

CTC statement on the letter head of current

organization.
Interviews shall also receive a copy of this.
(1)

A summary containing names and interview slots.

(2)

Resumes.

(3)

Job descriptions.

(4)

Interview assessment sheet.

Parameters shall be defined along with the scores prior to the


interview by HR representative and selection of the candidates

shall be based on role specific cut-off scores decided by the HR


and functional Panel.

INTERVIEW PROCESS

2 stage interview shall be carried at :-

Stage 1 HR screening

Stage 2 - Functional Panel consisting of Business / Entity /


Function / Circle Head, HR Head.

Functional panel shall thoroughly check the candidate in the


following :(1) Functional skills, experience / exposure
(2) Systems developed and implemented
(3) Managerial competencies
Close interview with information about compensation, notice
periods, etc.
Outcome should be documented in Interview Assessment Form
Maintain database of all resumes for future reference
Send regret letters to the candidates who are not found suitable.

DETERMINATION OF SALARY AND NEGOCIATIONS :-

Done in accordance to guidelines of Central Recruitment Cell.


Hike according to designation bands and roles and reviewed
every quarter.
Compensation decision within 3 days of selection of candidate.
Compensation negotiation with accordance to CRC guidelines
Role directory and the documents obtained.

R Com follows a CTC (Cost to Company) approach of


remuneration; the first step in these discussions is to captive
candidates current compensation on the basis of Cost to
Company.

Candidates cost to company compensation = Candidates current


gross pay / annum + Value of existing perquisites (as per
appointment / promotion letters) + Retrial and statutory benefits.

SELECTION : Based on the candidates performance in the interview the


interview panel shall rate the candidate and take the selection
decision.
HR rep. should intimate the short- listed candidate of their
selection and the process for remuneration fixation will be
undertaken.

Once, compensation for the portion has been negotiated and


mutually agreed upon by both parties, HR rep. shall initiate the erecruitment process.

E-RECRUITMENT PROCESS : HR rep. shall enter the following details in the e-recruitment
portal.
1) Business
2) Function
3) Sub-function
4) Lowest organization unit
5) Role
6) Position for which recruitment is being undertaken
7) Vacancy details
8) Candidate details
9) Interview details
10). Sources of Recruitment Details
If all the details are correctly entered and in accordance to
cardinal principles of recruitment, approving authority shall
accord their approval to recruiting the candidate on the
suggested company rolls.
The online offer letter shall be sent to the candidate along with
the personal history form, medical test covering letter and
medical test form post obtaining such approval.

HR rep. may receive 3 responses from the candidate once the


offer is sent to him :
1) Candidate rejects the offer
2) Candidate requests to change the Tentative Date of Joining
(decision on the

hands of HR representatives discussion with

Functional Head) change can be entertained or not and after


entertaining offer can be rejected by candidate.
3) Candidate accepts the offer.
Duly filled personal history form
Tentative date of joining
Medical forms and scanned copy of reports
References check with the referees (all these things should
be given and checked).
Outcome of the Reference Check:1) Negative outcome - Withdrawal of offer.
2) Positive outcome - E-joining kit shall be sent to the prospective
employees through e-mail, subject to positive medical reports.

PRE-EMPLOYMENT MEDICAL CHECK : Business / Entity / Function / Circle HR rep. will organize with
Doctor or Hospital / Medical Test Centers for certifying fitness of
offered candidates and arrange to receive the reports directly.
For out station candidates, if no medical center is identified then
the candidate can get his medical checkup done through a civil
surgeon by himself and can claim reimbursement up to RS.750/- .

Prospective employee is expected to send the scanned copies of


dully filled Pre-Employment Medical Test Forms and reports
certified by Empanelled Medical Practitioner within a week of
receiving.
Outcome of Medical Reports:1)

Negative Outcome - Withdraw the offer letter at


least 7 days prior to the days of joining.

2)

Positive Outcome- E-joining link will be sent to the


prospective employee through e-mail.

ISSUE OF APPOITMENT LETTER : All original documents should be submitted on the Date of
Joining.
All photocopies should be validated with the original and should
be marked Verified with Originals and counter-signed by the
respective HR.
Appointment letter with their full name and date shall be issued
by HR rep.
Choice

Pay

components

are

subject

to

change

as

per

Compensation and Benefits Policy.


JOINING : Post validation of documents with originals, on the date of joining
of employee, hiring action through e-Joining in e-Recruitment
Portal, HR rep. should generate the employee code and forward
to the employee.

Relevant employee data including Personal Details of the


Employee, Position, Role and Organization Structure Details, RMatrix Mapping details, Family details, Educational Qualifications
and Skills Profile, Previous Experience Details, Physiological
information, Time Recording information, Cost-Center details, CTC
details, any other financial commitments made, etc. shall be
pushed into SAP as a part of e-Hiring Process through Portal.
HR rep. should create the employees personal file and facilitate
the employees to fill in his K.R.A.s within 15 days of joining.
HR rep. or Corporate HR shall send a joining circular to all
concerned and introduce to everyone at the joining location.
HR or Corporate HR shall facilitate administrative and I.T. support
within 4 days of joining.
INDUCTION : Formal induction program is necessary.

Introduction to R Com

Introduction to Associate Companies

Introduction to respective business / function /


sub-function in which candidate is hired.

Organization

structure

and

reporting

relationships

Snapshot

of

HR

company.

HR Helpdesk details

policies

and

practices

of

Introduction to ESS

Personal introduction to everyone and to ensure conformability


Shall ensure that each and every new joinee fills in the
employee survey available on Gyan Mandir within a week of
joining.
Shall track feedback received on the portal and a weekly MIS of
feedback as a part of weekly report.
HR rep. shall personally check introduction the employee once
he completes 3 months in organization as a re-bounding
exercise.

POST-RECRUITMENT DATABASE UPDATION :HR rep. shall complete entry of personal

details in SAP.

Talent Acquisition Team Member will

ensure that all the transactions are completed as required and


help in following :
Database generation.

Process Compliance.
Recruitment Planned v/s Completed.
Recruitment Cycle Time and Recruitment Costs.
Performance of the consultants.
Usage of various sources of recruitment - consultants,
advertisement, web, etc.

RECRUITMENT MIS :-

CRC (Corporate Recruitment Cell) shall

publish a list of recruitment MIS to be sent by HR on weekly,


fortnightly and monthly basis.

Delivery
time taken v/s Proposed Delivery time

Number

of

candidate who accepted the offer yet not joined Circle /


Business wise

Recruitment
cost incurred to close a position.

RECRUITMENT

PROCESS AUDIT :

Compliance report to be submitted on quarterly basis.

EXCEPTIONS / AMENDMENTS / INTEPRETATION : Subject to modification etc without assigning any reasons and
prior notice.
Company reserves the right to interpret the meaning of this
policy.

REVIEW AND CONTROL : Shall be reviewed for ensuring its adequacy, completeness, etc.
every year in month of March.
Written Suggestions shall be reviewed.
Any revisions will be put forward to management.

QUESTIONNAIRE
Name (Optional)
Designation.
Department...........
40)(40-50)(50and above)

Age Brackets(20-30)(31-

Please tick ( )the appropriate option according to you.


Q1. Since how many years have you been working with this organization?
a More than 15 years
( )
b 0-5 years
( )
c 5-10 years
( )
d 10-15 years
( )
Q2. Does the organization clearly define the position objective, requirements
and candidate specifications in the recruitment process?
a Yes
( )
b No
( )
Q3. Which of the following methods of recruitment did you use for your
recruitment?
a. Employee referrals
( )
b. Advertisement in local/ national paper
( )
c. Government employee exchange
( )
d. Professional journals
( )
e. Professional bodies
( )

f. Recruitment consultants
( )
Q4. Which of the followings methods of selection did you face for your
selection?
a. Aptitude test
( )
b. Personal interview
( )
c. Written test
( )
d. Practical Test
( )
e. Any other
( )

Q5. How much time did the company take to respond to your application?
a. Less than 5 days
( )
b. 5-10 days
( )
c. 11-15 days
( )
d. 15-20 days
( )
e. More than 20 days
( )
Q6. Is the organization doing timeliness recruitment and selection process?
a. Yes
( )
b. No
( )
Q7. Is recruitment process fair and unbiased?

a. Yes
( )
b. No

( )

DATA ANALYSIS

Q1.
60
50
40

Q1.

30
20
10
0
0-5 yrs

5-10 yrs

10-15yrs

more than 15

55% of the employees are working with the organization for 0-5
years,
30% are 5-10 years and 15% are 10-15 years. No one is above 15
years working with the organization.

Q2.
120
100
80
60
40
20
0

Series 1

Yes

No

100% employees feel that organization clearly define the position


objectives, requirements and candidate specification in the
recruitment process.

Q3.
60
50
40
30
20
10
0

Q3.

50% of the employees said that they followed Employment


Referral method whereas 40% followed Recruitment Consultant
and 10% follows both Referral and Consultant method.

Q4.
70
60
50
40
30
20
10
0

Q4.

60% said that they followed Personal Interview during their


recruitment, whereas 20% followed Written test & PI and 20%
followed Aptitude test & PI.

Q5.
60
50
40
30
20
10
0

Q5.

20% employees think that organization takes less than 5 days to


respond to their application whereas, 50% think that it takes 5-10
days, !5% thinks that it takes 11-15 days and 15% thinks that it
takes more than 20 days.

Q6.
80
70
60
50

Q6.

40
30
20
10
0
Yes

No

70% employees thinks that organization is doing timelines


recruitment and selection process, whereas, 30% thinks different.
.

Q7.
120
100
80

Q6.

60
40
20
0
Yes

Category 2

100% employees thinks that recruitment process followed in the


organization is fair & unbiased.

BIBLIOGRAPHY
Company Details of Reliance Communications
Recruitment Policy of Reliance Communications Ltd.
Telecom regulatory authority of Indias(TRAI) report on The
Indian telecom services
Magazines- Business world
1. India today

Newspaper:1. The Times of India


2. The Economic Times

Books referred :1. Khanka, S.S. (2005), Human Resource Management


(Text and Cases), S.Chand & Company Ltd.
Publication, New Delhi.
2. Decenzo, Robert (2009), Human Resource
Management, India: Pearson Education, Inc.
3. Gupta, S.P. and Gupta, M.P., Business Statistics, 14th
Edition, Sultan Chand & Sons Publications.
4. Kothari, C.R., Research Methodology-Methods
Techniques,
Publishers.

2nd

Edition,

New

Age

&

International

Internet :www.scribd.com
www.telecomlive.com
www.sharetermpapers.com
myworld.relianceada.com
www.relianceinfo.com