Professional Documents
Culture Documents
COLLEGES
(TANGORI PUNJAB)
A REPORT ON
RECRUITMENT AND
SELECTION PROCESS
AT
BY
ANJU
DAHIYA
BBA. FINAL
YEAR
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.
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.
(2)
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.
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
Branding Image
Commission Structure
Distribution problem
Network
Connectivity
Limited Budget
Data GPRS
Opportunity
Threat
Political destabilization.
New Entrants
Rural Telephony
IT Development
Market Demand
Competitors` Vulnerabilities
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.
(A)
RECRUITMENT:-
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
IMPORTANCE OF RECRUITMENT
It helps in
process.
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
Short-listing
Arrange interviews
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:-
keep
arising
at
various
levels
in
every
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.
ADAPTABILITY TO
GLOBALIZATION
LACK OF MOTIVATION
PROCESS ANALYSIS
STRATEGIC PRIORITIZATION
is
achieving
results,
HR
department
or
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
OUT SOURCING
POACHING/RAIDIN
G
E-RECRUITING
resumes/candidates.
3.
depending
upon
their
requirements.
(B) SELECTION
Systematic process of selecting the most appropriate people for
the organization
Reorganization
Transfer of
employees to
different business
group/location
Separation of an
employee
of
employees
to
different
business
JOB DESCRIPTIONS
It describes the work performed, responsibilities involved,
experience profile, skill
to
understand
the
evolving
nature
of
job
Application Form
Test
Interview
Background Investigation
Additional Interview
(Optional)
Conditional Job Offer
Medical Exam
Job Placement
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.
on
the
other
employment
hand,
profile.
may
In
want
general
terms,
more
the
(1)
TEST:-
and
standardization.
Reliability
refers
to
(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
supervisor,
potential
The comprehensive
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:-
stress.
4. Background Investigation :-
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.
The
general
recruitment
policies
and
terms
of
the
organization
Unbiased policy.
Organizational objectives
RECRUITMENT
POLICY
OF
RELIANCE
COMMUNICATONS LIMITED
follow
guidelines
Management Policy.
as
specified
in
the
Manpower
Contract
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:
Planning,
Decision
Making,
Technical
Sl.
R Com
Associate
no.
Companies
1)
B.E.
B.Tech.
/ Diploma
B.Arch.
qualification
(after10+2,
10
or
12).
2)
M.B.A.
Equivalent
qualification from
top tier institutes.
3)
4)
C.A. , I.C.W.A.
5)
,M.Sc.,etc
1)
Probationer
2)
3)
4)
Consultants
5)
Vendor consultants
6)
Ex- Patraites
7)
Eligibility criterion: -
RECRUITMENT PLAN:-
shall
include
new
vacancies
(as
per
SOURCES OF RECRUITMENT
INTRODUCTION :
existing
employees
capabilities,
experience,
sectoral
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)
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.
PLACEMENT CONSULTANTS :-
Suitable
Placement
consultants
shall
be
short
listed
and
(4)
Present Clientele.
(6)
(7)
Conflict of Interest.
HR
representative
shall
evaluate
the
Basis
and
send
Consolidated
Consultants
ADVERTISEMENTS :-
on
the
business
requirements
specifications,
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.
requirements and the Job Description for the portion and as per
the parameters as specified in the CRC Guidelines.
INTERVIEW
representative
shall
use
teleconferencing
and
stay
conveyance
and
other
entitlement
for
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.
RAG status
SOURCING
The
Circle
Entity
HR
Volume
of
recruitment
v/s
candidates
will
year.
(2)
Company
rolls
Business/Function.
to
accommodate
the
change
in
PLACEMENT CONSULTANTS
HR
representative
and
Placement
Consultant
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.
format
is
forwarded
to
CCD
(Corporate
WEB SOURCING
CAMPUS RECRUITMNET :
Designation
(GM,
DGM,
Assistant
GM,
Senior
Manager,
Providing
summer
training
and
projects
placement
Instituting chairs/scholarships.
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
INTERVIEW
schedule
Minimum
candidate.
waiting
time
for
the
organization.
Interviews shall also receive a copy of this.
(1)
(2)
Resumes.
(3)
Job descriptions.
(4)
INTERVIEW PROCESS
Stage 1 HR screening
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.
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/- .
2)
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
Introduction to R Com
Organization
structure
and
reporting
relationships
Snapshot
of
HR
company.
HR Helpdesk details
policies
and
practices
of
Introduction to ESS
details in SAP.
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 :-
Delivery
time taken v/s Proposed Delivery time
Number
of
Recruitment
cost incurred to close a position.
RECRUITMENT
PROCESS AUDIT :
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-
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
Q3.
60
50
40
30
20
10
0
Q3.
Q4.
70
60
50
40
30
20
10
0
Q4.
Q5.
60
50
40
30
20
10
0
Q5.
Q6.
80
70
60
50
Q6.
40
30
20
10
0
Yes
No
Q7.
120
100
80
Q6.
60
40
20
0
Yes
Category 2
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
2nd
Edition,
New
Age
&
International
Internet :www.scribd.com
www.telecomlive.com
www.sharetermpapers.com
myworld.relianceada.com
www.relianceinfo.com