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HUMAN RESOURCE MANAGEMENT

For any business to run one needs four M’s namely Man, Money, Machine
and
Material. Managing other three resources other than men, are easy to
handle. Men are
very difficult to handle because no two human beings are similar in all way.
Human
beings can think, feel and give response. Handling humans is more
important for any
business because human being have crucial potential that may be very
profitable for
the business. And these potential can be developed to an unlimited extent if
they are
provided with proper environment. So the function of managing men is as
important
as finance or marketing function in any business.
HRM refers to practices and policies framed for the management of human
resources
in an organization, including Recruiting, screening, rewarding and
appraising.”
Human resources have at least two meanings depending on context. The
originalusage derives from political economy and economics, where it was
traditionallycalled labor, one of three factors of production. The more
common usage withincorporations and businesses refers to the individuals
within the firm, and to theportion of the firm's organization that deals with
hiring, firing, training, and otherpersonnel issues. This article addresses both
definitions.
The objective of Human Resources is to maximize the return on
investment from
the organization's human capital.
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THE SCOPE OF HRM

is indeed very vast. All major activities in the working life
of a worker-from the time of his or her entry into the organization until he or
she
leaves- come under the purview of HRM.
Specifically, the activities include are

HR Planning

Job analysis and design

Recruitment and selection

Orientation and placement

Training and development

Performance Appraisal and Job evaluation

Employee and executive remuneration

Employee Motivation

Employee Welfare
It is the responsibility of human resource managers to conduct these
activities in an
effective, legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution
of
individuals while simultaneously attempting to attain other societal and
individual
employee objectives." Schwind, Das & Wagar (2005).
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HR STRUCTURE
CORPORATE HR: Activities taken up by Corporate HR are

Policy making

Implementing suggestions -HEWITT CONSULTANT

Strategic planning
ENTITY HR: Activities taken up by Entity HR are

Execution of policies and practices

Targets for recruitment of Circle HR
CIRCLE HR: Activities taken up by Circle HR are
PRESIDENT
HR
CORPORATE HR
ENTITY
HR
CIRCLE
HR
CEO33


Recruitment

Appointment

Training

Payroll

Employees issues

Exit full & final
HR FUNCTIONS

TALENT ACQUASITION
 
Sourcing activity

TALENT DEVELOPMENT

Performance management system

Training

Carrier planning

Suggestion planning

TALENT MANAGEMENT

Operation HR
RECRUITMENT PROCESS
STEP 1:MANPOWER PLANNING.
AOP (Annual Operating Plan), this process is taken up every year. It is
taken up at Personal Level and Entity Level. Several points like Revenue
generation, Acquisition number, etc.
STEP 2:SOURCING ACTIVITY.
There are three types of sourcing done at Reliance. After the resumes
ofcandidates are chosen then the same is sent to the department head
wherethe vacancy arises. The department head will then shortlist the same
and
34

they ask the HR department to fix an interview with the selected

candidates.There are two type of interview which is taken up at Reliance,
firstly theFunctional interview and then the Functional Head and HR Head
takes theinterview.

INTERNAL SORCING

Employee Reference

Re-employment of former employee

 EXTERNAL SOUCING

Placement Consultant – Ruchika, the Age, the Avenue.

Job Portals - Monster, NAUKRI.

Campus Recruitment
STEP 3: APPROVAL.

The HR executives will Negotiate the CTC with the candidate.

The approval is sent to theC RC (Corporate Recruitment Cell).

Then after it is sent toEC RC.

Then the same is sent toCRL.

The same is then sent to Management for SAP Applicant Code.

The applicant code is given to HR CIRCLE.

OFFER is made to the candidate, which leads to the Joining
Procedure.
AVERAGE TIME PERIOD:

The process of recruitment takes about 10 – 15 days
35

ELIGIILITY CRITERIA:

Education Qualification – MBA with any specialization

Not frequent job changes

Tenure of last job should at least be 1.5 – 2 yrs
OTHER REQUIREMENTS:

Reference check is usually done for High level job

The recruitment may differ with the current position of the business
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable
candidates arefirst searched internally within the organization. This is based
upon in-house talentwhich could be redeployed.
Advertisement for internal vacant position is done by following two ways:

Through sending mail to all Reliance Infocomm employees across all
locations
including DAKC (Dhirubhai Ambani Knowledge City)

Through DAKC Circular
Employees of Reliance Communication who have completed more than 12
months of
continuous service only those employees can apply for position placed on
Intranet.
Internal candidates are considered in accordance with their abilities and
potential. The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.
EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer
a
candidate with whom he/ she have worked in his/ her previous
employment.Employees can check available vacancies on Intranet and can
submit the resumes ofprospective candidates who fit the Job profile.