EMPLOYMENT PROCEDURES OF RELIANCE INDIA LIMITED The Reliance Group Companies include: Reliance Industries Limited, Reliance Capital

Limited, Reliance Industrial Infrastructure Limited, Reliance Telecom Limited, Reliance Infocomm Limited, Reliance General Insurance Company Limited, Indian Petrochemicals Corporation Ltd. and Reliance Energy Limited. Reliance believes "Growth is Life" - for Reliance and for all Reliance people. Aspiring to achieve growth rates well above our industrys average, we clearly have a need to hire, develop and motivate the best people in the world to help us drive that growth. o enable our growth, we are putting a great deal of effort behind creating a wor!place where every Reliance employee can reach their full potential and achieve ma"imum personal fulfilment and impact. At Reliance we offer world of opportunities to employees by giving them more freedom and responsibility to chart their own course within the company. #e offer comprehensive world-class training and development resources. $etwor!ing, coaching and mentoring provide additional opportunities for people to grow personally and professionally throughout their careers. %eople can prepare themselves for future opportunities by creating and e"ecuting employee development plans that will ma!e them stronger candidates for positions they would li!e to move into within the &rganisation. 'any of our (mployees change roles several times during their career, many moving within and across different businesses and functions. )o you can change *obs and move into new career areas without changing companies. his could open doors to valuable e"perience within your chosen field, but it could also give you opportunity to try something completely new. #ant a chance to grow and develop throughout a long-term career in a global company+ hin! about Reliance... Learning and Training Reliance believes that continuous learning, constant training and development, is necessary not only for self enrichment but also for

ensuring retention of the best talent, besides providing Reliance with a sustainable platform for growth in the business environment. raining programs have been devised to develop cross-functional s!ills. he ob*ective is to provide Reliances people with an opportunity to address areas, not immediately relevant to their *ob profile, but important from the perspective of all-round development and for holistic view. ,uring the year, --. training programs covering over /,000 employees were conducted. Management Programme for Reliance Engineers MPRE! Reliance has, in association with the 1ndian 1nstitute of 'anagement, 2angalore, created a customised management course for its engineers. he course, which provides managerial insights to engineers, !eeping Reliances specific needs in view, is now completing its 3th year. he course has now e"panded its scope to include, apart from 4'anufacturing ("cellence, the 4 echno-5ommercial aspects of business. he medium of education is Reliance-specific case studies, pro*ects and supplementary sessions, which are ta!en by Reliances e"ecutives. ypically, the participants, after undergoing '%R(, move on to assignments different from the ones they were holding earlier and subse6uently get rotated to different assignments facilitating them to get groomed as future leaders as a part of the individual based career plan. 5are is ta!en to match the aptitude of the person with the re6uirement of the organisation. Training Matrices he !ey to creating a cutting-edge organisation depends upon its ability to transform itself into a learning organisation. Reliance has developed specific matrices, which help to determine the s!ills7ability7!nowledge re6uired to do the present *ob, to do the present *ob better, and to prepare for the ne"t *ob. (very employee identifies his training needs 8based on gaps identified through matrices9 with the help of his superior. hese needs are then addressed by imparting the appropriate training to the employee. Performance appraisal and re"ard system Reliances appraisal and reward system is aimed at increasing employee involvement in the goals and ob*ectives of the organisation, and encouraging individuals to go beyond their scope of wor!, underta!e voluntary pro*ects that enable them to learn, and contribute innovative ideas in meeting the targets of the company. Reliance places great emphasis on soft, conceptual and

cross-functional s!ills, especially at managerial levels. (mployee commitment to areas li!e :uman Resource ,evelopment, 1ndustrial Relations, :ealth, )afety and (nvironment, and ;uality and ,ocumentation is given high importance. #RM$ 1n the year <000, :uman Resources 'anagement )ystem 8:R')9 was implemented to support the tas! of :uman Resource and %ersonnel Administration. his system, designed and developed in-house, is an efficient, online, user-friendly system, which provides an effective interface between :R and its employees spread over diverse locations. he system is built around a central comprehensive database of all employees which is lin!ed to the attendance system, payroll system and administrative system 8housing, transport and travel9, and which assists the :R department in carrying out recruitment, performance appraisal, transfer7deputation, separation and final settlement of employees. $%P & #R " he Reliance group is on the move to e-enable all :R functions and the employee interface. #e are in the process of adopting state-of-the art (R% software - )A%, across all locations and businesses. #hile %ayroll for over =>,000 employees has already been streamlined through )A% into a uniform set of standardised functionalities, the Group :R is reorganising its world class procedures on the concept of ")hared )ervices," based on the capabilities and the best practices embedded in )A%. As a service to the most valuable assets, i.e. the employees, the Group :R is upgrading its e"tensive web-enabled services into an internet enabled employee portal which will enable employees from across the country to interact with :R ? %ayroll for any re6uirement, i.e. applying for and sanctioning leave, information on policies and procedures, entering e"pense claims, updating their own databases, etc." Induction he :uman Resources ,epartment structures an appropriate induction programme to orient the new employees to various businesses and services at Reliance. he new employee interacts with people at various levels and functions to get an insight into the organisation. he induction

programme helps the employee to integrate in the new environment and provide an overview of the &rganisation as a whole. 1t also provides an opportunity to the new entrant to engrain the original values and ethics as well as the style of functioning. $o matter what your field or range of interests, there are vacancies where your talents can li!ely be applied and developed. #e have thousands of diverse people from different cultures and bac!grounds wor!ing in a variety of different *obs in different fields. Learning Content $olutions #ipro now e"tends its customer e"perience by offering innovative learning content solutions. he winning combination of #ipros e"isting !nowledge base and its strong customer orientation, along with its learning e"pertise provides an integrated and end-to-end solution. #ipros learning content solutions service coming from a world class learning organi@ation enhances your organi@ations !nowledge pool, leading to increased s!ills and ultimately to an empowered attitude. &ur team of learning consultants bring to the table a rich and diverse collective e"pertise to analy@e your learning needs, help you choose from a number of possible learning solutions, design and then develop a solution that is *ust right for your organi@ation. 'ur $olutions raining programs can yield rich dividends for your organi@ation. his is where we scoreAwith customi@ed learning content solutions that address specific needs of your enterprise. he Learning 5ontent )olution developed by #ipro is customi@ed to your organi@ations re6uirements. And the solutions can be delivered to you through the right mediumB

1nstructor-led training #eb-based training 5omputer-based training Cideo-based learning 2lended learning #ipro is the recipient of the D2() D award from A) , 8American )ociety for raining and ,evelopment9 for <00>, <00/ and <00..

D2() D stands for (uilding talent, Enterprise-wide, $upported by the organi@ationDs leaders, fostering a Through-and-through learning culture. his award recogni@es the contribution of learning to the overall success of an organi@ationE it also demonstrates enterprise-wide success as a result of employee learning and development. #ipro is the only 1ndian 1 service provider to have received this award three years in a row.

bhel TIRUCHI, FEB.28. Employees working in indus ri!l uni s should imbibe s!"e y norms !s ! w!y o" li"e, he #ener!l $!n!ger, BHE%, &. &! hy!n!r!y!n!n, s!id. 'eli(ering his in!ugur!l !ddress ! he s!"e y r!ining )ourse "or indus ries, *oin ly org!nised by he +! ion!l &!"e y Coun)il,s Tiru)hi -) ion Cen re, BHE%, !nd he & ! e Inspe) or! e o" F!) ories here on Frid!y, he s!id he BHE% w!s )on inuously s ri(ing "or be er he!l h, s!"e y !nd en(ironmen . Comple e s!"e y !nd he!l h progr!mmes were being )ondu) ed regul!rly "or i s employees !nd heir wi(es o !)hie(e e.)ellen)e in o !l /u!li y m!n!gemen . The BHE% w!s org!nising he!l h )he)k0ups "or he employees o" i s sub0)on r!) ing )omp!nies !nd heir "!mily members. Con inuous r!ining progr!mmes "or m! eri!l h!ndlers like )r!ne oper! ors !nd riggers should be m!nd! ory, he s!id. The 'epu y Chie" Inspe) or o" F!) ories !nd Ch!irm!n, +! ion!l &!"e y Coun)il,s Tiru)hi -) ion Cen re, &. Ism!il, presided o(er he in!ugur!l "un) ion. The 'epu y Chie" Inspe) or o" F!) ories 1Tes ing !nd &!"e y2, 3. Th!ng!r!*, !nd he -ddi ion!l #ener!l $!n!ger, BHE%, #. Um! &h!nk!r, spoke.

Te)hni)!l sessions on opi)s su)h !s !))iden pre(en ion, o))up! ion!l he!l h, m! eri!l h!ndling, ergonomi)s, ele) ri)!l s!"e y !nd housekeeping were h!ndled by e.per s "rom BHE% !nd he T!mil +!du &!"e y Coun)il. 4(er 566 p!r i)ip!n s "rom BHE% !nd surrounding indus ries ! ended he )ourse. )afety wee! celebrations in railways The impor !n)e o" s!"e y !nd he need o )ons !n ly upd! e he knowledge o" r!ilw!y personnel espe)i!lly hose in(ol(ed in r!in oper! ing du ies on s!"e y !spe) w!s s ressed ! he (!ledi) ory "un) ion o" he !nnu!l s!"e y week )elebr! ions held here on 7ednesd!y. 8!r i)ip! ing in he "un) ion, he &ou hern R!ilw!y -ddi ion!l #ener!l $!n!ger, 9. 9. 8!nde, s!id he r!ilw!ys !))orded op priori y "or s!"e y, se)uri y, pun) u!li y !nd p!ssenger !meni ies. I !llo)! ed su""i)ien "unds "or repl!)ing !ged e/uipmen !s p!r o" i s e""or o impro(e s!"e y norms. & ressed he need o r!in r!ilw!y s !"" in(ol(ed in r!in oper! ing du ies periodi)!lly, he s!id i w!s imper! i(e o keep he s !"" !bre!s o" he l! es de(elopmen s on s!"e y rel! ed me!sures. He s!id he :on!l R!ilw!y Tr!ining Ins i u e ! Tiru)hi w!s imp!r ing yog! e.er)ise o !ll r!ilw!y s !"" in ! bid o impro(e heir )on)en r! ion le(el. &u)h kind o" r!ining would en!ble hem dis)h!rge heir du ies more e""e) i(ely. The Tiru)hi 'i(ision!l R!ilw!y $!n!ger, +. &. 9!s uri R!ng!n, Chie" Tr!)k Engineer, R!*!mony, $. C. $ur!li, Chie" Ele) ri)!l &er(i)e Engineer, Chie" &!"e y 4""i)er, ;. '. #osw!mi, were presen on he o))!sion. $r. 8!nde dis ribu ed pri<es o he r!ilw!ymen who emerged winners in he ess!y wri ing, dr!wing !nd pos er

designing )ompe i ions, )ondu) ed !s p!r o" he s!"e y week )elebr! ions. -ll he "i(e di(isions o" he &ou hern R!ilw!y = Chenn!i, Tiru(!n!n h!pur!m, Tiru)hi, $!dur!i !nd 8!l!kk!d = p!r i)ip! ed in he )ompe i ions org!nised by he &!"e y dep!r men .