ON

“TO STUDY THE EMPLOYEE JOB SATISFACTION AND EMPLOYEE

RETENTION OF RELIANCE COMMUNICATION ”

TABLE OF CONTENTS

S. NO. DESCRIPTION PAGE NO.

Executive summary 7-8

1. Introduction of the study 9-19
2. Company Profile 20-30
3. Business overview 31-38
4. Objective of the study 39-40
5. Research methodology 41-43
6. Data analysis and interpretation 44-60
7. Findings 61-63
8. Limitations 64-65
9. Suggestion 66-67
10. Recommendation 68-71
11. Conclusion 72-74
12. Questionnaire 75-78
13. Bibliography 79-80

1
 Executive Summary

India is the fastest growing major mobile market in the world. Building on leading position in the

market, RELIANCE COMMUNICATION LTD. aims to capitalize on that growth potential to

significantly increase the subscriber base and market share. RELIANCE COMMUNICATION

LTD. is one of the leading telecom service providers in India. With 19.08% and around 11.41

million customers, company is looking for turning bigger stones in Indian telecom industry.

Through this research I have tried to analyze the Management of the Human Resource System in

the RELIANCE COMMUNICATION. It is an honest attempt in understanding the Human

Resource management in the reliance communication through understanding the ways of

employees satisfaction and retention which are used by the Human Resource Department of the

reliance communication.

In this research, my prominent focus was in understanding the job satisfaction and retention in

the reliance communication. As we all know that RELIANCE COMMUNICATION has done

wonders in the telecom Industry through its innovative technology. Hence, future of RELIANCE

COMMUNICATION looks promising.

As a researcher I have tried to determine the present Information and analyze the factors. These

are also used to by the Human resource department to maintaining the record or data or

information of the employee of the company of every department.

2
The objective of the research is to understand and find the relationships between various factors,

which are responsible for nourishing a smooth flow of business between company and its

employees through vast pool of organized and unorganized retailers. The exploratory research

design was used along with non-probability sampling technique. To overcome the problem a

Research questionnaire was made based on the problems identified and circulated to the sample

of people of the human resource department in the Reliance communication about 100 employee

of that department. Thus, the primary data collected is being used for evaluating and analyzing

results computing through statistical tools. On the basis on this information, results and analysis

was given along with the recommendations.

3
INTRODUCTION OF THE STUDY

4
 INTRODUCTION OF THE STUDY

I did a research project at RELIANCE JIO INFOCOMM LTD, Delhi on job satisfaction and

retention of employees. I choose employee satisfaction and retention as our topic because

welfare of employees in an organization contributes greatly to any organization. HRM is the

management of human resource in an organization. HRM is relatively modern concept which

involved a range of human ideas and practice in management people. It is the organization

function that deals with issues related to people such as competition, hiring, performance,

management, organization development, safety. Wellness, benefits, employee motivation,

communication, administration and training. In an organization satisfaction of workers means a

workforce that is motivated and committed to high quality performance. There, are various

components limit arc considered to be vital to employee’s satisfaction. There are recruiting,

selection process, interview, test, on-boarding, pre-boarding, joining, welcome in organization

and satisfaction about position. Each of these factors, figures into an individual's satisfaction

differently. One might think pay is considered to be the most important in employee satisfaction,

although this has not been found to be true. Employees are more concerned with working in an

environment they enjoy. To the employees satisfaction brings a pleasurable emotional state that

often leads to a positive work attitude of satisfied worker is more likely to be creative, flexible,

innovative and loyal.

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 EMPLOYEE SATISFACTION
Definitions

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has
argued that job satisfaction is an attitude but points out that researchers should clearly distinguish
the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we from attitudes towards our jobs by taking into account our feelings,
our beliefs, and our behaviors.

Objectives of satisfaction

1.Commissions and Bonuses

One objective of employee satisfaction is to reward hardworking employees by offering

commission payments and bonuses. This can include commission payments on high-priced items
sold by salesmen or providing a bonus if an employee has successfully helped answer a specific
amount of customer questions during a single month. The objective to reward hardworking
employees with monetary bonuses is a successful method in maintaining employee satisfaction
in the workplace, as employees get some control over their income.

2.Increasing Employee Involvement

Increasing employee involvement is another step in keeping employees satisfied. An objective

for increasing opinions and ideas from employees can result in employees feeling more involved
in the business. The objective must provide guidelines regarding how the employees can
contribute more in the workplace and how the ideas are evaluated. Employee involvement can
result in the employees feeling as valuable assets to the business.

3.Addressing Employee Needs

Addressing employee needs in the workplace is another way of improving and maintaining the
satisfaction. Workers may feel dissatisfied if they do not have the resources or tools available to
complete their tasks. An objective can be to address employee needs by providing the necessary

6
resources and tools, such as computers, new printers or scanners and additional outsourced help
so the employees can feel accomplished and proud of their work.

4.Internal Promotions and Recognition

Internal promotions and professional recognition is another method of maintaining employee

satisfaction within a given company. An objective can be to analyze existing employees and
consider them for the new openings as a method of maintaining employee satisfaction, rather
than hiring new employees for new job positions or openings. Internal promotions show existing
employees that they are valued and appreciated.

EMPLOYEE RETENTION

Why is retention so important? Is it just to reduce the turn over costs ?

Well, the answer is a definite no. It’s not only the cost incurred by a company that emphasizes
the need of retaining employees but also the need to retain talented employees from getting
poached.

Retention involves five major things:

 Compensation
 Environment
 Growth
 Relationship
 Support

 Compensation:
Compensation constitutes the largest part of the employee retention process. The employees
always have high expectations regarding their compensation packages.

Compensation packages vary from industry to industry. So an attractive

compensation package plays a critical role in retaining the employees.
Compensation includes salary and wages, bonuses, benefits, prerequisites, stock

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options, bonuses, vacations, etc. While setting up the packages, the following
components should be kept in mind:
 Salary and monthly wage: It is the biggest component of the compensation package. It
is also the most common factor of comparison among employees. It includes
 Basic wage
 House rent allowance
 Dearness allowance
 City compensatory allowance

Salary and wages represent the level of skill and experience an individual has. Time to time
increase in the salaries and wages of employees should be done. And this increase should be
based on the employee’s performance and his contribution to the organization. Bonus: Bonuses
are usually given to the employees at the end of the year or on a festival. Economic benefits: It
includes paid holidays, leave travel concession, etc. Long-term incentives: Long term incentives
include stock options or stock grants. These incentives help retain employees in the
organization's start up stage.

 Health insurance: Health insurance is a great benefit to the employees. It

saves employees money as well as gives them a peace of mind that they have
somebody to take care of them in bad times. It also shows the employee that the
organization cares about the employee and its family.

 After retirement: It includes payments that an Employee gets after he retires like EPF
(Employee Provident Fund) etc.

 Miscellaneous compensation: It may include employee assistance

programs (like psychological counseling, legal assistance etc), discounts on
company products, use of a company cars, etc.

 Employers And Their Key Drivers To Attract And Retain Talent

8
  Employers Key Drives To Attract And Retain Talent

It is not about managing retention. It is about managing people. If an organization manages

people well, employee retention will take care of itself. Organizations should focus on managing
the work environment to make better use of the available human assets. People want to work for
an organization which provides
 Appreciation for the work done
 Ample opportunities to grow
 A friendly and cooperative environment
 A feeling that the organization is second home to the employee
Organization environment includes
 Culture
 Values
 Company reputation
 Quality of people in the organization
 Employee development and career growth

Types of environment the employee needs in an organization

 Learning environment: It includes continuous learning and improvement of the
individual, certifications and provision for higher studies, etc.
 Support environment: Organization can provide support in the form of work-life
balance. Work life balance includes:
 Flexible hours
 Telecommuting
 Dependent care
 Alternate work schedules
 Vacations
 Wellness

 Work environment: It includes efficient managers, supportive co-workers, challenging

work, involvement in decision-making, clarity of work and responsibilities, and

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 recognition. Lack or absence of such environment pushes employees to look for new
opportunities. The environment should be such that the employee feels connected to the
organization in every respect.
Growth and Career Growth and development are the integral part of every individual’s
career. If an employee can not foresee his path of career development in his current
organization, there are chances that he’ll leave the organization as soon as he gets an
opportunity. The important factors in employee growth that an employee looksfor himself
are:
Work profile: The work profile on which the employee is working
should be in sync with his capabilities. The profile should not be too low.
Personal growth and dreams: Employees responsibilities in the organization should
help him achieve his personal goals also. Organizations can not keep aside the individual
goals of employees and foster organizations goals. Employees’ priority is to work for
themselves and later on comes the organization. If he’s not satisfied with his growth, he’ll
not be able to contribute in organization growth.
Training and development: Employees should be trained and given chance to improve
and enhance their skills. Many employers fear that if the employees are well rained,
they’ll leave the organization for better jobs. Organization should not limit the resources
on which organization’s success depends. These trainings can be given toimprove many
skills like:
 Communications skills
 Technical skills
 In-house processes and procedures improvement related skills or customer satisfaction
related skills
 Special project related skills

Relationship with the immediate manager: A manger plays the role of a mentor and a
coach. He designs and plans work for each employee. It is his duty to involve the
employee in the processes of the organization. So an organization should hire managers
who can make and maintain good relations with their subordinates.

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 Relationship with colleagues: Promote team work, not only among teams but in
different departments as well. This will induce competition as well as improve the
Relationship among colleagues.
Recruit whole heartedly: An employee should be recruited if there is a proper place and
duties for him to perform. Otherwise he’ll feel useless and will be dissatisfied.
Employees should know what the organization expects from them and what their expectation
from the organization is. Deliver what is promised. Promote an
employee based culture: The employee should know that the organization is there to support him
at the time of need. Show them that the organization cares and he’ll show the same for the
organization. An employee based culture may include decision making authority, availability of
resources, open door policy, etc.
Individual development: Taking proper care of employees includes acknowledgement
to the employee’s dreams and personal goals. Create opportunities for their career growth
by providing mentorship programs, certifications, educational courses, etc.
Induce loyalty: Organizations should be loyal as well as they should promote loyalty in
the employees too. Try to make the current employees stay instead of recruiting new
ones.
Support Lack of support from management can sometimes serve as a reason for employee
retention. Supervisor should support his subordinates in a way so that each one of them is a
success. Management should try to focus on its employees and support them not only in their
difficult times at work but also through the times of personal crisis. Management can support
employees by providing them recognition and appreciation. Employers can also provide valuable
feedback to employees and make them feel valued to the organization.

The feedback from supervisor helps the employee to feel more responsible,
confident and empowered. Top management can also support its employees in their personal
crisis by providing personal loans during emergencies, childcare services, employee assistance
Programs, conseling services, etc
Employers can also support their employees by creating an environment of trust
and inculcating the organizational values into employees. Thus employers can
support their employees in a number of ways as follows:

11
 By providing feedback
 By giving recognition and rewards
 By counseling them
 By providing emotional support

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Objectives of retention

1.Employee Engagement

Increasing employee engagement is another common objective of employee retention. Without

proper management, employee retention issues can have an extremely negative effect on

organizational finances. Howard Adamsky, author of “Employee Retention: Notes from the

Underground,” says, “Poor retention creates a “revolving door” culture within the organization,

lowering morale and confidence.” Low morale, as well as low levels of confidence in the

organization, can affect employee job satisfaction and productivity, which in turn affects the

organization’s bottom line.

2.Reducing Turnover Cost

The reduction of the costs associated with high turnover is also a typical objective of employee

retention. Turnover costs the organization time, money and a variety of other resources that are

not always easily accounted for. For example, according to the Employee Retention Strategies

website, high turnover also increases “job stress when remaining employees are burdened with

the distribution of the departed employee’s workload.”

3.Knowledge Retention

The retention of knowledge and skills is a common objective of employee retention and is

essential to the long-term success of the organization. High turnover rates result in what is

referred to in human resources as “brain drain.” This occurs when an organization is unable to

maintain employees who are knowledgeable about the organization. Without access to such

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knowledgeable employees, organizations lose knowledge that is typically passed on from

employee to employee rather than imparted in formal training programs.

4.Diversity

Maintaining a diverse work force is another common objective of employee retention strategies.

Diversity includes workers of varying sexes, ages and races as well as educational and workplace

experiences. This is difficult to maintain within an organization that experiences high turnover.

According to the Society for Human Resource Management website, organizations that maintain

high retention levels, “typically have strong, sustainable corporate cultures that can act as key

differentiators in the marketplace.”

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COMPANY PROFILE

15
 RELIANCE GROUP

The Reliance Group, India's largest private sector enterprise and one of the 500 largest

enterprises in the world, launched Reliance Communication Limited with an investment of $ 275

million on December 28, 2002.

The date of the launch commemorates the birthday of late DhirubhaiAmbani, the Founder

Chairman of the Reliance Group. His dream of harnessing the power of information technology

and communications to build a New India is the seedling that has grown into Reliance

Communication.

The Reliance Group founded by Dhirubhai H. Ambani (1932-2002) is India's largest business

house with total revenues of over Rs. 99,000 crore (US$ 22.6 billion), cash profit of Rs 12,500

crore (US$ 2.8 billion), net profit of Rs 6,200 crore (US$ 1.4 billion) and exports of Rs 15,900

crore (US$ 3.6 billion).

16
The Group's activities span exploration and production (E&P) of oil and gas, refining and

marketing, petrochemicals (polyester, polymers, and intermediates), textiles, financial services

and insurance, power, telecom and communication initiatives. The Group exports its products to

more than 100 countries the world over. Reliance emerged as India's Most Admired Business

House, for the third successive year in a TNS Mode survey for 2003.

Reliance Group revenue is equivalent to about 3.5% of India's GDP. The Group contributes

nearly 10% of the country's indirect tax revenues and over 6% of India's exports. Reliance is

trusted by an investor family of over 3.1 million - India's largest.

The Reliance Group Companies include: Reliance Industries Limited, Reliance Capital Limited,

Reliance Industrial Infrastructure Limited, Reliance Telecom Limited, Reliance Communication

Limited, Reliance General Insurance Company Limited, Indian Petrochemicals Corporation

Limited and Reliance Energy Limited.

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 Reliance Industries Limited

Reliance Energy Ltd.

Indian Petrochemicals Corporation Limited (IPCL)

Reliance Capital Mutual Fund

18
 Reliance Life Sciences

DhirubhaiAmbani -

International School (DA -

DhirubhaiAmbani - Institute of Information and
IS)
Communication Technology (DA - IICT)

19
 RELIANCE

ANIL DHIRUBHAI AMBANI

GROUP

Reliance - Anil DhirubhaiAmbani Group, an offshoot of the Reliance Group founded by

ShriDhirubhai H. Ambani (1932-2002), ranks among India’s top three private sector business

houses in terms of net worth. The group has business interests that range from

telecommunications (Reliance Communications Ltd.) to financial services (Reliance Capital

Ltd.) to the generation and distribution of power (Reliance Energy Ltd.)

Reliance – ADA Group’s flagship company, Reliance Communications, is India's largest private

sector information and Communications Company with over 20 million subscribers. The

company has established a pan-India, high-capacity, integrated (wireless and wireline),

convergent (voice, data and video) digital network, to offer services spanning the entire

infocomm value chain.

Other major group constituents – Reliance Capital, Reliance Energy – are widely acknowledged

as the market leaders in their respective areas of operation.

20
21
 HISTORY OF RELIANCE

Looking back, looking forward

Reliance – Anil DhirubhaiAmbani Group, an offshoot of the Reliance Group founded by

ShriDhirubhai H Ambani (1932-2002), ranks among India’s top three private sector business

houses in terms of net worth. The group has business interests that range from

telecommunications (Reliance Communications Limited) to financial services (Reliance Capital

Ltd) and the generation and distribution of power (Reliance Energy Ltd).

Reliance – ADA Group’s flagship company, Reliance Communications, is India's largest private

sector information and Communications Company, with over 21 million subscribers. It has

established a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, data

and video) digital network, to offer services spanning the entire Communication value chain.

22
Thoughts Of The Legend-Late. DhirubhaiAmbani

Other major group companies — Reliance Capital and Reliance Energy — are widely

acknowledged as the market leaders in their respective areas of operation.

23
GLOBAL SCENARIO

24
 GLOBAL SCENARIO

Reliance Communication will offer a complete range of telecom services, covering mobile and

fixed line telephony including broadband, national and international long distant services, data

services and a wide range of value added services and applications that will enhance productivity

of enterprise and individual.

Reliance India Mobile, the first of Communication's initiatives was launched on December 28,

2002, the 70th birthday of the Reliance group founder, Shri. Dhirubhai H. Ambani.

This marks the beginning of Reliance's dream of ushering in a digital revolution in India by

becoming a major catalyst in improving quality of life and changing the face of India. It aims to

achieve this by putting the power of information and communication in the hands of the people

of India at affordable costs.

Reliance Communication will extend its efforts beyond the traditional value chain to develop and

deploy telecom solutions for India's farmers, businesses, hospitals, government and public sector

organizations.

25
 ABOUT BUSINESS UNITS

Business group

Increase business with diversified means.

Reliance Communication has established a pan-India, high capacity, integrated (wireless and

wire line) and convergent (voice, data and video) digital network, to offer services spanning the

entire Communication value chain - infrastructure, services for enterprises and individuals,

applications and consulting.

The Business Units of Reliance Communication comprises of six main groups.

Wireless business of Reliance Communication consists of Reliance India Mobile, R-

World, Wireless POS for Credit Card transaction processing, Wireless ATM's, Mobile VPN,

Vehicle Tracking System and R Connect. This pan India wireless network runs on CDMA2000

1x technology, which offers superior voice and data experience compared to other competing

technologies.

Wire line business of RIC uses bleeding edge technologies in the fields of Fiber Optics, Ethernet,

and Microwave radios, Switching, Routing, Digital Compression and Encoding.

Home Net way is a revolutionary concept, which heralds a breakthrough in the worldwide

research and development for providing television on telecommunication infrastructure.

26
Reliance Web World is a countrywide network of retail outlets offering a host of state-of-the art

communication and information services along with food and beverages in a modern ambience.

It probably is also the world's largest network of public access broadband centers.

All Web World outlets have three components: Customer Convenience Centre, Broadband

Centre and Gourmet Café Reliance is India's largest Internet Data Centre (IDC) service provider,

hosting business critical applications of Indian and foreign blue chip companies, financial

institutions and other important organizations.

Reliance Communication is also a National Long Distance (NLD) and International Long

Distance (ILD) Service Provider. This business involves the bulk sale of our Communications

capabilities (bandwidth) to carry voice and data traffic for other Service Providers. The

documents found in the business unit libraries are related to Sales, Marketing (Branding,

communications, advertising etc), Bids and Proposals, Product Management and related

commercial and legal documents.

27
NETWORK

 80,000 kms of optic fiber backbone.

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  Wireless network covering over 2,400 cities/towns, to expand to over 5,700 cities AND 4,

00,000 villages by December.

 Data and Voice services.

 4,300 Base Transceiver Stations (BTSs) across the country, to increase to around 8,500 by

December.

 Network with superior reliability.

 All this managed from our state-of-the-art national network operations centre in Mumbai.

Telecommunication networks are the infrastructure for provisioning Communications services. All

businesses today are dependent on telecom to continue their day-to-day operations. The range and quality

of services that can be provisioned is determined by the quality of the network deployed.

The Reliance Communications network consists of 60,000 kilometers of optical fibre cables

spanning the length and breadth of India. These cables can carry thousands of billions of bits per

second and can instantly connect one part of the country with another. This physical network and

its associated infrastructure will cover over 600

cities and towns in 18 of the country's 21 circles, 229 of the nation’s 323 Long Distance

Charging Areas (LDCAs) and broadband connectivity to over 190 cities. Thisinfrastructure will

be backed by state-of-the-art information management systems and a customer-focused

organization.

An interesting aspect of the network is the manner in which these fibres are interconnected and

deployed. Reliance's architecture is so fault-tolerant that the chances of failure are virtually nil.

29
Reliance's ring and mesh architecture topology is the most expensive component to implement,

but assures the highest quality of uninterrupted service, even in the event of failure or breakage

in any segment of the network. Reliance has 77 such rings across the country with at least three

alternative paths available in metros. Connected on this topology, the service has virtually no

chance of disruption in quality performance.

Reliance's objective is to create value for our customers. Reliance will innovate ceaselessly so

that state-of-the-art technology can be leveraged to create products and services that are

affordable.

Access networks determine the services that can finally be delivered to customer. Our network

has wireline access technologies based on fibre as well as copper. Fibre in the access network

makes broadband services easy to deploy. The wireless access network deployed for CDMA 1X

is spectrum efficient and provides better quality of voice than other networks and higher data

rates. CDMA 1X also provides an up gradation path to future enhancements.

To make this dream a reality, Reliance Communication, under the leadership of Mukesh Ambani, has

created an overarching digital infrastructure using state-of-the-art technology on the strength of a85,000

kilometer (53,125 miles) terabit capacity optic fiber network covering over 2400 cities investing around $

2.85 billion. Commenting on the network, Mukesh Ambani, Chairman and Managing Director, Reliance

Industries Limited, said, "The architecture and functionality of this network is dynamic to keep pace with

the evolution of technology in the future"

The goal of Reliance Communication is to progressively expand its optic fiber network and eventually

cover 116,000 km, with the ability to seamlessly connect every individual, home, and office in all

640,000 villages and 2,500 towns and cities of India.

30
NATIONAL
SCENARIO

31
Mumbai: Reliance Industries Ltd (RIL), India’s largest company by revenue, plans to spend in

three years 75% of what it has invested in the past 37 years, as it returns in 2015 to the telecom

industry after a decade’s hiatus and expands businesses ranging from oil to yarn and retail.

The company’s debt will multiply more than 33 times as a result, but it will return to debt-free

status by 2017-18, chairman Mukesh Ambani said at RIL’s 40th annual general meeting (AGM)

on Wednesday.

Over the next two years, RIL will focus on bringing its petrochemicals, refining, retail and

telecom projects on stream.

“In the past 37 years, we invested ₹ 240,000 crore and in this current three years’ investment

cycle, we will be investing over₹ 180,000 crore," Ambani said.

Of the total investment planned, ₹ 70,000 crore will flow into RIL’s much-anticipated and much

delayed telecom venture under Reliance Jio Infocomm Ltd. That will mark the return of RIL to

the telecom business that Ambani’s younger brother Anil Ambani took over under a 2005 split of

the family businesses .

RIL, in the middle of the largest investment programme in its history, is betting on the long-term

prospects of the Indian economy as it seeks rapid expansion. The company’s three-year

investment target has increased 20% from the ₹ 1.5 trillion it had set at last year’s AGM.

32
“...the commissioning of each of our large projects will propel us closer to our aspiration of

being a Fortune 50 company," said Ambani, 57.

“What we are trying to do in the next three years is unique," Ambani said. “While we were debt-

free, we will go up in debt to about ₹ 60,000 crore in the next two years. But our goal is that

again in the year 2017-18, after one full year of 2016-17 we will be debt-free on a much larger

basis," he said in response to a question from a shareholder.

The increase in debt would be temporary, most analysts said.

“As long as the company is generating sufficient cash flows equivalent to the debt being raised,

there is not really much concern on the part of the investments and debt raised," said S.P.

Tulsian, an independent investment advisor.

33
SWOT Analysis

34
Strengths in the SWOT Analysis of Reliance :
Strong market position in various categories: RIL is the first Indian private sector company to
feature into the Fortune Global 500. With leading market position in many of its businesses,
Reliance is a business giant in India with strong positions in Textile, energy, Retail etc. Reliance
has also entered Telecom industry in India with Jio and is sweeping the market.
Brand Name and financial position allow RIL to expand: Reliance is a strong brand name and
capital position which allows it to expand its businesses and also venture into newer businesses.
The operational advantage in refining: RIL has the world’s largest oil refinery in Jamnagar and is
one of the world’s largest private owned refining companies. With the use of latest technology,
Reliance’s refinery in Jamnagar is operationally efficient which gives great benefits for Reliance
as it gets higher yields.
Expansion in the retail industry: Reliance Retail (RRL) is expanding throughout the country with
putting emphasis on backwards integration. With great improvements in the value chain from
procurement from farmers to selling to customers, Reliance has increased its revenues
substantially and was the largest Indian retailer in FY 2015.

Weaknesses in the SWOT Analysis of Reliance :

Production declining in exploratory blocks: RIL’s gas production from two of its major plants,
KG-D6 project and Tapti Fields is decreasing due to various natural and operational challenges.
A decrease in production affects supply and operational margins.

Recent divesting and relinquishing activities affects growth: RIL recently divested in some of
its production sharing contracts in Dubai, Yemen etc. This affects global expansion plans for
RIL.

Legal proceedings and litigations: RIL has been subjected to various legal proceedings and
litigations in the past. Recently, RIL has had to pay a hefty penalty amount to the government.
Such instances impact the reputation of the company.

35
Opportunities in the SWOT Analysis of Reliance :

New Plants: RIL has commissioned a few new plants recently, for instance, PET resin plant and
Purified Terephthalic Acid (PTA) plant at Dahej, Gujarat. Expanding its operations facilities will
further increase production and strengthen RIL’s position in the market.

Investing in attractive international oil and gas destinations: In 2015, RIL won the bid for
Myanmar Offshore block with 96% interest. RIL should continue making such investments to
expand its operations globally.

CBM as unconventional natural gas: CBM is a natural gas extracted from coal beds. RIL has
two CBM blocks under it and is set to utilise CBM as the unconventional natural gas resource.

Threats in the SWOT Analysis of Reliance :

Intense competition in all sectors: RIL faces strong competition from various state-owned
companies in the Oil, Petroleum and Gas industries. IOC, HPCL and BPC are state owned
companies which are its biggest competitors.

In Retail, RIL faces stiff competition from the Future group, D-Mart etc. Such competition
limits market share.

In telecom, Jio is up against the giants of the industry like Vodafone, Airtel and Idea. These
companies are looking for a chance to regain customers lost to Jio.

Reliance Jio free offers ending: Reliance Jio has provided the customers with free data and
calling offers in its introductory package and has extended the offers a few times. Now, these

offers are about to end very soon. This will test the retaining capacity of Reliance Jio .

36
OBJECTIVE OF
THE STUDY

37
 OBJECTIVE OF THE STUDY

The objectives of the study are as follows:

(a) Measure job satisfaction of the employees of RELIANCE COMMUNICATION Pvt.Ltd,

Delhi.

(b) To assess the general attitude of the employees towards RELIANCE

COMMUNICATION Pvt. Ltd, Delhi.

(c) To assess the level of commitment across process and facilities.

(d) To help the management of the company to know about the actions to be taken to
increase the level of satisfaction of the employees.

38
 Research
methodology

39
 RESEARCH METHODOLOGY

Research methodology is a systematic way, which consists of series of action steps, necessary to

effectively carry out research and the desired sequencing to these steps. The marketing research is a

process of involves a no. of inter-related activities, which overlap and do rigidly follow a particular

sequence. It consists of the following steps:-

 Formulating the objective of the study

 Designing the methods of data collection

 Selecting the sample plan

 Collecting the data

 Processing and analyzing the data

 Reporting the findings

 SOURCES OF DATA : Primary data or secondary data

 RESEARCH DESIGN : DESCRIPTIVE RESEARCH

 SAMPLE UNIT : 100
 SAMPLE Area : GHAZIABAD
 TYPE OF STUDY : DIAGONOSTIC STUDIES
 DATA COLLECTION TOOLS : SURVEYS OR QUESTIONNARIES

40
SECONDARY DATA:-

Secondary data means data that are already available i.e. they refer the data which have already been

collected and analyzed by someone else. When the researcher utilizes secondary data, than he has to

look into various sources from where h e can obtain them, in this case he is certainly not confronted

with the problems that are usually associated with the collection of original data. Secondary data may

either be published data or unpublished data. Usually published data are available in:

 Old reports

 Company records

 Company web site

 Monthly journals

Area of study:
The area of study is confined to employees of RELIANCE COMMUNICATION LTD, DELHI.

Research instrument:
The Structured questionnaire is used as the research instrument for the study.

Scope of the Study. The scope of the study is as under:

(a) Conduct the study in the premises of RELIANCE COMMUNICATION Pvt Ltd,
Pune.

(b) Include 100 employees at random.

(c) Seek individual responses to questionnaires.

(d) Collect data from participants.

(e) No comparisons will be made with other organizations.

(f) Include open and close ended questions while seeking data.

(g) Protect the privacy of individuals responding to questionnaires.

41
 Data Collection

Following are the sources for the collection of data:

(a) Primary source

(b) Secondary source

I have selected survey method of data collection which is one of the very common and widely
used methods for collection of primary data. We can gather wide range of valuable information
about the behavior of the employee’s viz. attitude, motive and options etc.

Primary Data

The Primary Data required for this project work was collected through Questionnaires. This
method consisted of preparing detailed questions covering the Employee satisfaction standards in
the Company. Thereafter it was distributed amongst a total of 100 personnel of the Company
(respondents) who were randomly selected. Further, no names were sought from those filling in
this Questionnaire so as to obtain their free and frank opinion as also to protect their privacy. The
format of the Questionnaire is attached as Annexure I to this report.

Secondary Data

As Secondary Data is data which has been collected earlier for other purposes, the requirement
of this type of data with respect to this report was obtained from the company website.

STATISTICAL TOOLS AND TECHNIQUES

PERCENTAGE ANALYSIS:

Percentage = (No. Of respondents / total no. Of respondents)*100

42
DATA ANALYSIS &

INTERPRETATION

43
 DATA ANALYSIS & INTERPRETATION

1. PERCENTAGE ANAYLSIS

2. AWARENESS OF HR POLICIES

Q-1. Are you clear about the results expected of you in your job?
 Yes
 No
 Can’t say

3%
6%

Yes
No
Can't say

91%

Interpretation
 93% of the employee are clear about the results expected in the job.
 6% of the employee are not clear about the results expected in the job.
 3% are in employees are in confusion.

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Q-2 Are you clear about the overall goals of the company?
 Yes
 No

Yes
No

96%

Interpretation
 96% Employees are clear about the goals of the organization

 4% Employees are not clear about the goals of the organization

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Q-3 Are you satisfied with your job assignment?
 Yes
 No

11%

yes
no

89%

Interpretation

 89% of employees are satisfied with the job assignment.

 11% of employees are unsatisfied with the job assignment

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Q-4 Does your job make use of your skills and abilities?
 Yes
 No
 Can’t say

6%

3%

Yes
No
Can't say

91%

Interpretation
 91% of employees agree that job make use of your skills and abilities.
 3% of employees disagree that job don’t make use of your skills and abilities.
 6% of employees neither agree nor disagree with this that job make use of your skills and
abilities or not.

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Q-5 Do you get a sense of accomplishment from your work?
 Yes
 No

28%

Yes
No

72%

Interpretation
 72% of employees agree that they get a sense of accomplishment from the work.

 28% of employees disagree that they didn’t get any sense of accomplishment from the
work.

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Q-6 Would you like to continue in your current area of work?
 Yes
 No

4%

Yes
No

96%

Interpretation

 96% of employees would like to continue in current area of work.

 4% of employees wouldn’t like to continue in current area of work.

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Q-7 Does your job, through variety and challenge, provide opportunities for learning and
growth?
 Yes
 No
 Can’t say

6%

10%

Yes
No
Can't say

84%

Interpretation

More attention needs to be given to individual growth of employees of the company. A fair
proportion of the respondents seemed to be unsure of learning and growth prospects in the
company.

50
Q-8 Is the environment of your workplace safe clean, healthy and hygienic?
 Yes
 No

0%

Yes
No

100%

Interpretation

 100% of employees agrees that the environment at the work place is neat, clean,
tidy and hygienic.

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Q-9 Does your job leave you with sufficient time for your personal/family and social life?
 Yes
 No

2%

Yes
No

98%

Interpretation

Majority of employees are satisfied with availability of personal time, however, a fair proportion
is not satisfied with the same.

52
Q-10 Are your superiors fair and equitable in their dealings with people?
 Yes
 No
 Can’t say

1%
3%

Yes
No
Can't say

96%

Interpretation

Reveals, healthy inter personal relations between management and employees of the
company because majority of employees agree with this

53
Q-11 Have your performance appraisals been fair?
 Yes
 No

8%

Yes
No

92%

Interpretation

 92% of employees are satisfied with their appraisal.

 8% of employees are not satisfied with their appraisal.

54
Q-12 Are there clear criteria for giving rewards?
 Yes
 No

0%

Yes
No

100%

Interpretation

Reflects a healthy system of rewards in the company.

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Q-13 Is credit for work well done given timely?
 Yes
 No

7%

Yes
No

93%

Interpretation

Reveals the fact that while most of the time, good work is being appreciated, however
more emphasis is required to ensure that good work does not go unrecognized.

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Q-14 How satisfied are you with your total remuneration package considering your
duties and responsibilities?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

5%
6%

7%
Extremely satisfied
satisfied
13% Neutral
Dissatisfied
Extremely dissatisfied
69%

Interpretation
 69% of employees are extremely satisfied with total remuneration package
considering their duties and responsibilities.
 13% of employees are satisfied with total remuneration package considering their
duties and responsibilities.
 7% of employees are neither satisfied nor dissatisfied with total remuneration
package considering their duties and responsibilities.
 6% of employees are dissatisfied with total remuneration package considering
their duties and responsibilities.
 5% of employees are extremely dissatisfied with total remuneration package
considering their duties and responsibilities

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Q-15 Roles and responsibilities of people in the workplace are clearly defined?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

2%

3%
5%

11%
Extremely satisfied
satisfied
Neutral
Dissatisfied
Extremely dissatisfied

79%

Interpretation
Roles and responsibilities in the company are well defined in most of the cases. However
more needs to be done towards better division and definition of the same.

58
Q-16 Superiors in the company welcome free and frank communication from
employees?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

2%

3%
5%

Extremely satisfied
21%
satisfied
Neutral
Dissatisfied
Extremely dissatisfied

69%

Interpretation.

Free and frank opinions from employees are welcome in the company, mostly are in

favor with this and satisfied.

59
Findings

60
 Findings

The findings consequent to the study are as enumerated in succeeding paragraphs.

(a) Majority(96%) of the employees were clear about their own role and the company

goals.

(b) Only 89% of the employees were satisfied with their job assignments.

(c) Only 91% of the employees feel that the company is utilising their skills and

abilities.

(d) 96% of the employees want to continue in their current area of work.

(e) 84% of respondents felt that their job provided opportunities for learning and

growth.

(f) 100% of respondents felt that environment of your workplace safe clean, healthy

and hygienic.

(g) 98% of respondents felt adequate private time for self and family was available.

(h) 96% of employees were of the opinion that their employees were fair and

equitable in their dealings with people.

(i) Only 93% of employees thought that credit for work well done was given timely.

(j) 69% of employees were satisfied with their remuneration package considering

their job and responsibilities.

(k) 69% of employees were satisfied with freedom for free and frank communication

with superiors.

61
Limitations

62
 Limitations
1. The findings of the study are subjected to bias and prejudice of the respondents as Employees
by and large are reluctant in expressing their feelings/thoughts in the Questionnaire and tend to
be biased.

2. Area of the study is confined to the employees in Delhi only.

3.Time factor can be considered as a main limitation.

4. The findings of the study are solely based on the information provided by the
respondents.

5. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.

6. Findings of the research may change due to area, demography, age condition of economy etc.

7. The student had no prior exposure to the Corporate environment, its work culture, work ethics
etc. To that extent, understanding its dynamics in a limited period, was difficult. This reflected
on obtaining data/information from the Organization for the purpose of this study.

8. The Organization is reluctant to openly share data/information and tend to keep sensitive
data/information confidential which is understandable.

9. Some personnel in the Organization, irrespective of their seniority, cannot pay adequate
attention to the requests of such studies given the constraints of time and the work pressures
prevalent in the Industry today.

63
Suggestions

64
 Suggestions

In general, level of employee satisfaction in the company is quite high. However as far
as satisfaction goes, sky is the limit and there is no end to expectations. Following suggestions
are made with the intention of further improvement:-

(a) System of reward and recognition may be improved. Though there is no bias in
rewards, employees have a feeling that their good work is not given credit in time.

(b) Remuneration to employees may be improved, if feasible.

(c) Communication (free and frank exchange between employees and employers)
may be given more attention.

(d) Opportunities for personal learning, growth and personal development of the
employees deserves due attention. Investment in employees is indirectly investment in
the company.

(e) Job assignment needs to be reviewed periodically in order to avoid monotony and
boredom.

 Employee should be provided with proper training.

 Employee should be appreciated for good work.
 Employee should be motivated to welcome the change.
 If any changes are brought in to software or any module is added then proper
training should be given.

65
Recommendations

66
 Recommendations

1. Develop an attractive employee value proposition.

An employee value proposition means that your company has something attractive to offer that is

perceived as valuable to an employee. as an employer, you must understand what makes your

organization attractive to potential recruits and current employees. Branding yourself as an

employer of choice is not just a slick set of marketing tactics. The best advocates for an

employer’s brand are its current employees. What messages do they send to others about their

employer? Are they honestly saying and believing that, “This is a great place to work.”

2. Create a total reward structure that includes more than compensation.

Every company should have all the normal compensation mechanisms common to their type of

employment. yet, total rewards packages go far beyond money. While money might temporarily

retain employees, it does not always equate with engagement. People want a chance to make a

difference and realize themselves. That self-realization is multi-dimensional and different for

each employee. The total reward structure should include, in addition to compensation, support

for employees to attain their personal objectives aligned with the goals of their organization.

3. Give feedback on employee performance on a regular basis.

Most managers and employees are not enamored with the performance appraisal process in their

organization. yet, an effective performance management process serves many purposes. Ongoing

performance feedback allows employees to better know where they stand, gives them a formal

means to provide input, indicates that their managers pay attention to them and that their

performance matters. This feedback contributes to employee engagement and retention.

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4. Be flexible in terms of work-life balance. Workers more and more value a balance between

work and life. They want more flexible ways to engage with their employer. To attract and retain

workers with different work and career expectations, organizations have to be more flexible in

structuring work and its expectations. It calls for a different managerial mindset and practices

that involve letting go of old ways of controlling workers’ time and attendance in favor of result

criteria such as output, productivity and quality.

5. Create a culture of engagement. Employees have become more connected with others in the

organization (and the broader supply-and-customer chain) through project-based team work and

process management activities. Employees are shifting their loyalty to people, teams and projects

and away from company loyalty. It is organizations that create the culture and climate that allow

people, processes and projects to become fully connected and engaged with one another.

Engaged employees are more likely to stay with their employer.

6. Train managers to be effective. Exit interviews consistently show that “poor and bad”

management practices greatly contribute to an employee’s decision to leave a company. It is

imperative to provide supervisors and managers with adequate tools to become effective

managers since we cannot assume that these competencies are innate. Professor Patrick Connor,

recently retired after teaching 25 years at the atkinson Graduate school of Management, is

famous among MBA students and alumni for his ‘Connorisms.’He told them, “your employees

do not work for you, they work for themselves.” When I teach my students about managing

organizations, I have them reflect on what really matters to employees and what they are

constantly asking of their managers and their organizations. In the end, what employees expect

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of their managers is fairly simple: Can I trust you? are you committed to excellence? Do you

care about me? What people constantly ask of their organization is: Do you tell the truth? Do you

keep promises? Do you act fairly? Do you respect me? Managers and organizations that keep

these questions in mind will have a competitive advantage over others in retaining their

employees.

69
CONCLUSION

70
 CONCLUSION

1. The project has given me an opportunity to interact with the Corporate Sector and to actually

see how academic teaching of the classrooms in Management is translated to reality and practice.

In fact it was very heartening to experience that all concepts and theories mentioned in various

books are actually implemented by the Company albeit under a different name to suit its

needs/style/culture.

2. Also, undertaking this project has helped me in learning to think of a topic/subject/issue in a

logical manner and examining the issue in its totality. This has also promoted interaction with

people from different walks of life, experiences and outlooks thus giving me a broader

perspective to the issue of training in particular and the business environment in general.

3. Finally to conclude, I would like to submit that while pursuing this research, I learnt that it is

very important to learn the background/genesis of the topic/subject/issues first, so as to

understand the requirement/problem at hand and then consider its present status and future

prospects so as to arrive at a suggested set of solutions/recommendations/suggestions so vital to

the purpose of such studies.

Retention is an important concept that has been receiving considerable attention from

academicians, researchers and practicing HR managers. In its essence, Retention comprises

important elements such as the need or content, search and choice of strategies, goal-directed

behaviour, social comparison of rewards reinforcement, and performance-satisfaction. The

increasing attention paid towards Retention is justified because of several reasons. Motivated

71
employees come out with new ways of doing jobs. They are quality oriented. They are more

productive.

Any technology needs motivated employees to adopt it successfully. Several approaches to

Retention are available. Early theories are too simplistic in their approach towards Retention. For

example, advocates of scientific Management believe that money is the motivating factor. The

Human Relations Movement posits that social contacts will motivate workers. Mere knowledge

about the theories of Retention will not help manage their subordinates. They need to have

certain techniques that help them change the behavior of employees. One such technique is

reward. Reward, particularly money, is a motivator according to need-based and process theories

of Retention. For the behavioral scientists, however, money is not important as a motivator.

Whatever may be the arguments, it can be stated that money can influence some people in

certain circumstance. Being an outgrowth of Herzberg’s, two factor theory of Retention, job

enrichment is considered to be a powerful motivator. An enriched job has added responsibilities.

The makes the job interesting and rewarding. Job enlargement refers to adding a few more task

elements horizontally. Task variety helps motivate job holders. Job rotation involves

shifting an incumbent from one job to another.

72
QUESTIONNAIRE

73
 QUESTIONNAIRE

Q-1. Are you clear about the results expected of you in your job?
 Yes
 No
 Can’t say

Q-2 Are you clear about the overall goals of the company?
 Yes
 No

Q-3 Are you satisfied with your job assignment?

 Yes
 No

Q-4 Does your job make use of your skills and abilities?
 Yes
 No
 Can’t say

Q-5 Do you get a sense of accomplishment from your work?

 Yes
 No

Q-6 Would you like to continue in your current area of work?

 Yes
 No

74
Q-7 Does your job, through variety and challenge, provide opportunities for learning and
growth?
 Yes
 No
 Can’t say

Q-8 Is the environment of your workplace safe clean, healthy and hygienic?
 Yes
 No

Q-9 Does your job leave you with sufficient time for your personal/family and social life?
 Yes
 No

Q-10 Are your superiors fair and equitable in their dealings with people?
 Yes
 No
 Can’t say

Q-11 Have your performance appraisals been fair?

 Yes
 No

Q-12 Are there clear criteria for giving rewards?

 Yes
 No

75
Q-13 Is credit for work well done given timely?
 Yes
 No

Q-14 How satisfied are you with your total remuneration package considering your
duties and responsibilities?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

Q-15 Roles and responsibilities of people in the workplace are clearly defined?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

Q-16 Superiors in the company welcome free and frank communication from
employees?
 Extremely satisfied

 Satisfied

 Neutral

 Dissatisfied

 Extremely Dissatisfied

76
BIBLIOGRAPHY

77
 BIBLIOGRAPHY

Reference websites.

1. http://www.avielectronic.com/

2. www.wikipedia.com

3. www.ril.com

Reference Books.

Research Methodology by C R Kothari.

・ Human Resource Management C.B.Memoria

・ Research methodology C.R.Kothari

・ Journals, Newspaper and Internet

78