SUMMER TRAINING REPORT

ON

“CUSTOMERS PERCEPTION TOWARD RELIAINCE

COMMUNICATION”

Submitted in Partial Fulfillment of the Requirement for the Award of MBA

Degree From

DR. A.P.J. ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW

SUBMITTED TO: SUBMITTED BY:

Mr. NEERAJ DUBEY VIPIN SHARMA
(Asst. Professor) Roll No.:-1766670332
MBA – Final Year

(Batch 2018)
SRM BUSINESS SCHOOL B.K.T LUCKNOW (College Code: 666)
 DECLARATION

I, Vipin Sharma, a student of Master of Business Administration (MBA)

Programme from the Dr. A.P.J. Abdul Kalam Technical University Lucknow (AKTU)
hereby declare that all the information, facts used in this summer training report
titled “Customers Perception Towards Reliance Communications” have been
collected by me. I also declare that this training report has been prepared by me
and the same has never been submitted by the undersigned either the part or in full
to any other University or Institute or published earlier.

This information is true to the best of my knowledge and belief.

Date:

Place: Lucknow (Vipin Sharma)

Roll No.:-1766670332

MBA: Final Year

 ACKNOWLEDGEMENT

I express my sincere gratitude to my guide Mr. Tapesh Chauhan Human

Resource Manager, Reliance Communications Pvt. Ltd., for his able guidance,
continuous support and cooperation throughout my training without which the
present work would not have been possible.

I would also like to thank the entire team of Human Resource Department of
the company, for the constant support and help in the successful completion of my
project.

I would like to thank my college authorities and my HOD Mr. Niraj Dubey,
first for providing me the opportunity to work with one of the most prestigious
organization.

(Vipin Sharma)

Roll No.:-1766670332

MBA: Final Year

 EXECUTIVE SUMMARY

In this summer training I have tried to cover the whole matter which is relevant and in

short so that its process can be understood from a concise report.

The topic of my summer training is “The Study of Recruitment and Selection Process

at Reliance Communications Pvt. Ltd.” for that the report includes various trends that

are followed in the organization.

The study included analyzing previous recruitment sources and methods, changes

implemented in the past and their effects, the selection process and thereby the

success of the recruitment and selection process. The entire study was concentrated

around recruitment and selection; hence the following would be pursued:

• Studying the posts to be filled

• Planning the number of persons to be recruited

• Preparing the job description and person specification

• Studying the knowledge, skills, and abilities of the job.

• Consulting the recruitment policy and procedure of the company.

• Studying the recruitment sources and methods of the company screening.

 • Then, studying the selection process of the company.

• At last, analyzing in a comprehensive manner the Recruitment and Selection process.

5
 TABLE OF CONTENTS

Sr. No. TOPIC Page No.

1 Certificate issued by organization II.

2 Declaration III.
3 Acknowledgement IV.
4 Executive summary V.

5 Introduction. 1-25

6 Profile of the Company. 26-73

7 Research Methodology 74-78

8 Data Analysis & Interpretations 79-87

9 Findings 88-89

10 Recommendations 90-92

11 Conclusion 93-94

12 Limitations 95-96

13 Bibliography 97-98

14 Annexure 99-104

6
 CHAPTER-1

INTRODUCTION
OF THE TOPIC

7
 RECRUITMENT AND SELECTION PROCESS

According to Edwin B. Flippo, “Recruitment is the process of searching the

candidates for employment and stimulating them for jobs in the organization.”

Recruitment is the activity that links the employers and job seekers.

Recruitment is the linking activity- bringing together jobs to fill and those seeking

jobs. A good recruitment program should attract the qualified and not unqualified.

Recruitment is a costly affair. There are legal implications of incompetent selection

negligent hiring.

Organizations must consider recruitment as a strategic war to attract talent, and must

develop and implement aggressive talent acquisition strategies in order to dominate

the labor market within a given industry. With the impending retirement of the baby-

boomer and the lack of availability of high quality of senior level talent, many

companies consider talent acquisitions to be the most important business challenge

facing them today”.

Recruitment of the candidates is the function preceding the selection which helps

create the pool of prospective employees for the organization so that the management

can select the right candidate foe the right job from this pool. The main objective of

the recruitment process is to expedite the selection process. Recruitment is a

continuous process whereby the firm attempts to develop a pool of qualified

applicants for the future human resource needs even though specific vacancies do not

exist.
 Purpose and Importance of Recruitment


Attract and encourage more and more candidates to apply in the organization.


Create a talent pool for candidates to enable the selection of best candidates for the
organization.


Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

Recruitment is the process which links the employers and employees.

Increase the pool of job candidates at minimum cost.


Begin identifying and preparing potential job applicants who will be appropriate
candidates.


Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants.

10
Management’s Role in Recruitment

Recruitment planning is anticipating and using all available flexibilities and strategies

to maintain the workforce. Human Resources Responsibilities along with the civilian

recruitment team can help through this process by further explaining strategies and

helping to find easier ways to accomplish them.

Responsibilities include:

• Determining a vacancy exists.

• Choosing the right strategies to fill the position

• Defining and capturing the need (understanding the position, its functions, duties,

responsibilities, and skill requirements.)

• Initiating the final action.

11
Recruitment needs are of three types

• PLANNED

i.e. the needs arising from changes in organization and recruitment policy.

• ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal external environment.

• UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

12
The Recruitment Process

Recruitment Planning

Source of Recruitment

Contacting Sources

Application Pool

Selection Process

13
 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. The sources

within the organization itself (like transfer of employees from one department to

other, promotions) to fill a position are known as internal sources of recruitment.

Recruitment candidates from all the other sources (like outsourcing agencies etc.)

are known as the external sources of recruitment.

14
 Internal Sources of Recruitment

1. TRANSFERS

The employees are transferred from one department to another according to their

efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and

greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their

performance.

4. Retired and Retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work.

5. The dependents and relatives of deceased employees and disabled employees are

also done by many companies so that so that the members of the family do not

become dependent on the mercy of others.

15
 The advantages of internal recruitment are:-

1. Considerable savings can be made. Individuals with inside knowledge of how a

business operates will need shorter periods of training and time for „fitting in‟.

2. The organization is unlikely to be greatly disputed by someone who is used to be

working with others in the organization.

2. Internal promotion acts as an incentive to all staff to work harder within the

organization.

The disadvantages of internal recruitment are:-

1. You will have to replace the person who has been promoted.

2. An insider may be less likely to make the essential criticisms required to get

the company working more effectively.

3. Promotion of one person in a company may upset someone else.

16
 External Sources of Recruitment

External recruitment makes it possible to draw upon a wider range of talent and

provides the opportunity to bring new experiences and ideas into the business.

Disadvantages are that it is more costly and the company may end up with someone

who proves to be less effective in practice than they did on paper and the interview

situation.

There are a number of stages, which can be used to define and set out the nature of

particular jobs for recruitment purposes. They are:-

Job analysis is the process of examining jobs in order to identify the key

requirements of each job. A number of important questions need to be explored: the

title of job to whom the employee is responsible, for whom the employee is

responsible, a simple description of the role and duties of the employee within the

organization.

17
Job analysis is used in order to:

1. Choose employees either from the rank of your existing staff or from the

recruitment of new staff.

2. Set out the training requirements of a particular job.

3. Provide information which will help in decision making about the type of

equipment and materials to be employed with the job.

4. Identify the profile and experiences of employees in their work tasks.

5. Help in setting rates of pay for job tasks.

18
Job description
A job description will set out how a particular employee will fit into the organization.

It will therefore need to set out:

• The title of the job.

• To whom the employee is responsible.

• For whom the employee is responsible.

• A simple description of the role and duties of the employee in the organization. A

job description could be used as a job indicator for applicants for a job.

Alternatively, it could be used as a guideline for an employee and/or his or her line

manager or to his or her role and responsibility within the organization.

Job specification

A job specification goes beyond a mere description - in addition, it highlights the

mental and physical attributes required of the job holder. For example, a job

specification for a trainee manager‟s post in a retail store included the following:

„Managers at all levels would be expected to show responsibility. The company is

looking for people who are tough and talented. They should have a flair for business,

know how to sell, and to work in a team‟.

19
 The external sources of recruitment are:

1. PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers and journals are a widely used source

of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical colleges etc. are a

good source of recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements. This source is known

as campus recruitment.

3. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment function on behalf of client

companies by charging a fee. These agencies are particularly suitable for recruitment

of executives and specialists.

4. EMPLOYEE EXCHANGES

Government establishes public employment exchanges throughout the country.

These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

20
5. LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close contracts

with the sources of such workers. This source is used to recruit labor for construction

jobs.

6. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the

organization can refer their friends and relatives for same position in their

organization.

7. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate. These may be employed

whenever a permanent worker is absent. More efficient among these may be recruited

to fill permanent vacancies.

21
 RECRUITMENT POLICY OF A COMPANY

In today‟s rapidly changing business environment, a well defined recruitment policy

is necessary for organizations to respond its human resource requirements in time.

Therefore, it is important to have a clear and concise recruitment policy in place,

which can be executed effectively to recruit the best talent pool for the selection of

the right candidate at the right place quickly.

It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve organizational system to

be developed for implementing recruitment programmes and procedures by filling up

vacancies with best qualified people.

Components of the recruitment policy

• The general recruitment policies and terms of the organization

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

• The selection process

• The job descriptions

• The terms and conditions of the employment.

22
 Factors Affecting Recruitment Policy


Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

23
 Selection Process
Selection is the system of functions and devices adopted in a given company to

ascertain whether a candidate‟s specifications are matched with the job

specifications and requirements or not.

The obvious guiding policy in selection is the intention to choose the individual

candidate who can successfully perform the job from the pool of qualified

candidates.

The ability of an organization to attain its goals effectively and to develop in a

dynamic environment largely depends on its selection programme. If right

personnel are selected, the remaining functions of personnel management become

easier, the employee contribution and commitment will be at optimum level and

employee-employee relations will be congenial. If the right person is selected, he

is a valuable asset to the organization and if faulty selection is made, the

employee will become a liability to the organization.

Selection Procedure


Job Analysis: Job analysis forms the basis for selecting the right candidate. It
includes a detailed study of the position for which recruitments are to be made, in

the form of job description and job specification.


Human Resource Plan: Under this plan, estimates are laid for the future
requirements of employees. This forms the basis for the future requirement

function.

24

Recruitment: It refers to the process of searching for prospective employees and
stimulating them to apply for jobs in an organization.


Development of Basis for Selection: This involves the selection of appropriate
candidates from applicants‟ pool by adopting suitable techniques of screening.


Application Form: This is also known as application blank. This technique is used
for securing information from the prospective candidates.


Written Examination: Application form is followed by written examination for
the short listed candidates for assessing the candidate‟s ability, aptitude, reasoning

and knowledge in various disciplines.


Preliminary Interview: Preliminary interview is to solicit necessary information
from the prospective applicants and to assess the applicant‟s

suitability to the job.


Test: Test is essentially an objective and standardized measure of sample of
behavior and performance of the candidate can be drawn. Tests can be following

types:

• Aptitude Test: This test measures whether an individual has the capacity or

latent ability to learn a given job.

25
Aptitude test can be further subdivided into:

1. Intelligence test

2. Emotional test

3. Skill test

4. Psychometric test

• Achievement Test: These tests are conducted to measure the values of a

specific achievement when an organization wishes to employ experienced

candidate.

• Situational Test: This test evaluates a candidate in a real life situation.

• Interest Test: These tests are the inventories of the likes and the dislikes of

the candidate in relation to the job, work, occupations, hobbies and recreational

activities.

• Personality Test: These tests prove deeply to discover clues to an individual‟s

value system.

• Multi-Dimensional Testing: Organizations develop such tests in order to find

out whether the candidates possess a variety of skills or not, candidate‟s ability to

integrate the multi-skills and potentially to apply them based on situational and

functional requirement.

26
 CHAPTER-2

COMPANY PROFILE

27
 1. COMPANY INFORMATION

Reliance - India‟s largest business house

Reliance - Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group

founded by Shri Dhirubhai 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 40 million subscribers. It 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 infocomm value chain.

Other major group companies - Reliance Capital and Reliance Energy - are

widely acknowledged as the market leaders in their respective areas of

operations.

28
 What Reliance is all about?


Reliance Energy Ltd.

Reliance Mutual Fund

Harmony

Reliance Communications

Reliance Life Insurance

Reliance Anil Dhirubhai Ambani Group

Reliance General Insurance

29
 Reliance Communications ltd.

Type Public company

Traded as NSE: RCOM

BSE: 532712

Industry Telecommunications

Founded 2004

Founder(s) Anil Ambani

Headquarters Mumbai, India

Area served India

Key people Anil Ambani (President)

Vinod Sawhny (CEO)

Revenue 218
billion (US$3.7 billion)(2013)

Net income 6.72

billion (US$110 million)(2013)

Total assets 902

billion (US$15 billion)(2013)

Employees 18,070 (2013)

Parent Reliance Group

Subsidiaries Reliance Globalcom Limited

Reliance Big TV Limited

Website www.rcom.co.in

30
31
 2. BUSINESS INFORMATION
RELIANCE COMMUNICATION

2.1 OVERVIEW

“A dream come true”

The Late Dhirubhai Ambani dreamt of a digital India - an India where the common

would have access to affordable means of information and communication.

Dhirubhai, who single-handedly built India‟s largest private sector company from

scratch has stated as early as 1999: “Make the tools of information and

communication affordable to people at an affordable cost. They will overcome the

handicaps of illiteracy and lack of mobility.

It was with this belief in mind that Reliance Communications (Reliance Infocomm)

started laying 60,000 route kilometers of a pan-India fiber optic backbone. This

backbone was commissioned on 28 December 2002, the auspicious occasion of

th th
Dhirubhai‟s 70 birthday, though sadly after his unexpected demise on 6 July,

2002.

Reliance Communications has a reliable, high-capacity, integrated (both wireless and

wire line) and convergent (voice, data and video) digital network. It is capable of

delivering a range of services spanning the entire infocomm (information and

communication) value chain, including infrastructure and services - for enterprises

as well as individuals, applications, and consulting. Today, Reliance Communication

is revolutionizing the way India communicates and networks, truly bringing about a

new way of life.

32
2.2.1 VISION

“We will leverage our strengths to execute complex global-scale projects to

facilitate leading edge information and communication services affordable to

all individual consumers and businesses in India.

We will offer unparalleled value to create customer delight and enhance

business productivity.

We will also generate value for our capabilities beyond Indian Borders and

enable millions of India‟s knowledge workers to deliver their services

globally.

2.2.2 INDIA’S Leading Integrated Telecomm Company

Reliance Communications is the flagship company of the Anil Dhirubhai

Ambani Group (ADAG) of companies. Listed on the National Stock

Exchange and the Bombay Stock Exchange, it is India‟s leading integrated

telecommunication company with over 40 million customers.

Our business encompasses a complete range of telecomm services covering

mobile and fixed line telephony. It includes broadband, national and

international long distance services along with an exhaustive range of value-

added services and applications. Our constant endeavour is to achieve

customer delight by enhancing the productivity of the enterprises and

individuals we serve.

33
Reliance Mobile (formerly Reliance India Mobile), launched on 28

December 2002, coinciding with the joyous occasion of the Late. Dhirubhai

th
Ambani‟s 70 birthday, was among the initial initiatives of Reliance

Communications.

It marked the auspicious beginning of Dhirubhai‟s dream of ushering in a

digital revolution in India.

Today we can proudly claim that we were instrumental in harnessing the true

power of information and communication, by bestowing it in the hands of the

common man at affordable rates.

34
2.2 PRODUCT LINE

35
 2.2 RELIANCE MOBILE


POSTPAID

FEATURES OF POSTPAID

a) INDIA ─ Now call any phone, anywhere in India for just one rupee per min.

b) My Plans - Presenting a range of postpaid plans designed to fit every

lifestyle. So go ahead get on to Local gossip, chat for hours on STD.

c) Joy Plans - Reliance Mobile postpaid is a joy to use. Our postpaid plans help

you save on costs. Take your pick from a wide choice of plans with economical

tariff rates, according to your rates and budgets.

d) On-net talk time pack- Get 1000 minutes of free talk time.

e) Get started kit. Now set yourself free with the new “Get Started kit” from

Reliance Mobile.

f) Convenient Bill Payments - Now pay your bills directly from your credit

card or bank account, and save precious time.

36
PREPAID

FEATURES OF PREPAID

a) Prepaid Tariffs: Choose the tariff plan that suits your needs.

b) E- Recharge: Now you can recharge your prepaid with any amount, from Rs. 10 to

Rs.10,000. So, don‟t let your budget stop you.

c) INDIA: Introducing 1 INDIA recharge options of 1 day, 1 week and 1 month

validity.

d) Get Started Kit - Gone are the days where you were bound particular handset and

certain phone number. You can set yourself free with the new Get Started Kit from

Reliance Mobile.

e) Chat & Play: Now you can recharge your prepaid with any amount, from Rs.10 to

Rs.10,000.

So don‟t let your budget stop you.

37
 Reliance HELLO
Reliance Landline :

FEATURES

A complimentary bouquet of features:

a) Next-Gen caller ID: Reliance landline displays the name and/or number of a

waiting caller while you are in the middle of a conversation. It allows you a

flexibility to choose between two calls or switch from one call to another.

b) Mobile Phone Features: Now enjoy all the interactive benefits of a mobile

phone. Store and recall numbers from the phone book, check the history of missed /

dialed / received calls.

c) Delayed Hotline: You can program your Reliance Landline to automatically call

a predefined number by lifting the receiver and holding it for seven seconds.

d) Navigation keys: Using the navigation keys on Reliance landline you can

activate phone features like delayed hotline, line locking, etc. ─ now you need not

remember complicated feature codes and cumbersome procedures.

e) Remote phone management: You can lock or unlock the STD / ISD facility or

hotline settings on your Reliance landline, remotely from anywhere.

38
 Fixed Wireless Phones

Benefits:

a) No wires attached

Get on the wireless connectivity bandwagon. Carry on the set along with you move

from one room to another or when you shift from home or office.

b) Wireless Internet (Reliance Net Connect)

The FWP has an in-built modem for high speed net connectivity.

c) Mobile Phone’s Features

Enjoy all features of a mobile phone: SMS, In-built caller line identification, voice

mail, 99-number phone book, speaker phone, a choice of many ringtones, etc.

d) City Mobility

You can use your FWP anywhere within your city and still receive and make calls, at

no extra cost.

39
 FIXED WIRELESS TERMINAL (FWT)

Fixed Terminal, Limitless Benefit

BENEFIT

a) Great Savings

Unbelievably low call rates. Substantial savings on ISD calls.

b) Zero Effective Rentals

Value of free costs almost equivalent to monthly plan charges.

c) Parallel connection facility

Two voice ports to connect two telephone instruments to be used as parallel

connections.

d) State-of-the-art features

Three-way call conferencing, speed dialing, hotline, call restrict / call lock, call wait/

call hold, call divert, alarm and caller line identification enabled.

40
1. BSNL

The Grand Daddy of all Operators. The state owned B.S.N.L was the first to launch

P.C.O service across the country under the guidance of Sam Pitroda who

revolutionized the telecomm industry in India. Besides its nationwide presence, it

enjoyed the first mover advantage and had no competition for almost a decade. The

advent of private operators made BSNL pull up its socks but still had an edge over

others in the market.

2. TATA INDICOM

Pay Telephony Business Unit (PTBU) is a strategic business unit of Tata

Teleservices Limited and has been the first branded and private player in the

payphone industry in the country. It provides its services under the brand name of

Tata. Starting with 5 circles in 2000 it has a nationwide presence in 20 circles and

200 towns across the country today. Tata also uses C.D.M.A wireless technology as

used by Reliance but with a much smaller infrastructure which is concentrated in

only a few states like Maharashtra and Andhra Pradesh.

41
3. AIRTEL

Airtel, the basic phone service of Bharti emerged as the private competitor in the

basic phone market.

Though using landline phones the service turned out to be a welcome break from the

inefficient government owned operators.

42
 CURRENT MARKET SCENARIO OF WLL PHONES IN INDIA

1. CDMA Mobile Segment

CDMA subscriber‟s base grew 5.7% mom to 14.49mn with Tata contributing a

chunk of additions in subscriber base. Tata witnessed a whooping 20.6% mom

growth in subscriber base, touching the 2.5mn mark. Reliance witnessed a sluggish

3.2% growth in the month of October. However, it maintained its market leadership

with a total subscriber base of 11.78mn.

43
44
2.FIXED WIRELESS TERMINALS (FWT)

FWT continues to be one of the fastest growing segments with 5.5mom growth. Tata

maintained its leadership position in FWT segment with 61% market share amongst

private players. In net additions, too, Tata led with 55% shares. However, Dot‟s

latest ruling removing FWT service from the ambit of basic service and instead

terming it a „limited mobile service‟ liable to ADC levy may be serious blow to the

growth of this segment.

We compared the above figures with the figures of March‟05 and realized that

reliance market share has gone up from 34.15% to 37.2% in six months to shows

that there is both potential in the market as well as in the company itself to increase

its market share further.

45
Initiatives:

Introduction of low cost telephony by launching free incoming services which took

the telecom market by storm.

Achievements:

Brought the mobile phone to the common man by introducing Monsoon Hungama

and happy Diwali offers in 2003.

Milestones:

Became the second largest mobile service in the country with more than 1 crore

subscribers within 2 years of launch.

46
Kar Lo Duniya Mutthi Mein, having the world in your palms caught the

imagination of people and launched Reliance India Mobile.

Milestones:

Ek Soch Thi, Ek Sapna Thaa, Dhirubhai‟s dream of a call at the cost of a postcard

was realized and entire India called out Mujhme Hai Wo Baat.

CUSTOMER SATISFACTION

We were more concerned about the factors that influence the consumers before

choosing any new connection or switching from the present connection. We rated the

different attributes from the scale of (1-5). We found the following results.

The network coverage was the factor that concerned the people to the greatest extent.

However, the factors like billing system and the voice quality were also important.

These factors were the desired attributes by any user.

47
This showed that the Voice Quality and Billing System were the two areas where

Reliance had performed pretty badly against its competitors. We came to know that

the Billing System by Reliance is said to have many discrepancies. Here Reliance

really needs to work upon.

48
Reliance Netway : Broadband TV at your home
As far as the broadcast centre is concerned however, it is Reliance broadband plans,

Ethernet broadband „Netway‟ for the home user in particular, that is the focus of

attention.

Reliance employees at the Jamnagar oil refinery have been wired up for this

purpose, Net way is still nearly a year away from commercial launch, clarifies

Khanna, though a „test run‟ of the services “has no parallel anywhere in the world

except in Italy on a very small scale” is already on at the Reliance Centre in

Jamnagar, Gujarat 3,000 households says Khanna.

Reliance is committing to give its home user customers is 100 mbps bandwidth

routed to a prototype set top box that will triple us as a TV remote, a phone, a

keyboard and even a karaoke microphone.

49
 CHAIRMAN’S PROFILE


Regarded as one of the foremost corporate leaders of contemporary India, Shri Anil
D Ambani, 50, is the chairman of all listed companies of the Reliance

Group, namely, Reliance Communications, Reliance Capital, Reliance Energy and

Reliance Natural Resources limited.


He is also Chairman of the Board of Governors of Dhirubhai Ambani Institute of
Information and Communication Technology, Gandhi Nagar, Gujarat.


Till recently, he also held the post of Vice Chairman and Managing Director of
Reliance Industries Limited (RIL), India‟s largest private sector enterprise.


Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and has been
centrally involved in every aspect of the company's management.


He is credited with having pioneered a number of path-breaking financial
innovations in the Indian capital markets. He spearheaded the country‟s first forays

into the overseas capital markets with international public offerings of global

depositary receipts, convertibles and bonds.

50
 He is a member of:

Wharton Board of Overseers, The Wharton School, USA


Central Advisory Committee, Central Electricity Regulatory Commission


Board of Governors, Indian Institute of Management, Ahmadabad


Board of Governors Indian Institute of Technology, Kanpur


In June 2004, he was elected for a six- year term as an independent member of the
Rajya Sabha, Upper House of India‟s Parliament a position he chose to resign

voluntarily on March 25, 2006.

51
 Awards and Achievements:

Conferred the „CEO of the Year 2004‟ in the Platts Global Energy Awards


Rated as one of „India‟s Most Admired CEOs‟ for the sixth consecutive year in the
Business Barons – TNS Mode opinion poll, 2004


Conferred „The Entrepreneur of the Decade Award‟ by the Bombay Management
Association, October 2002


Awarded the First Wharton Indian Alumni Award by the Wharton India Economic
Forum (WIEF) in recognition of his contribution to the establishment of Reliance as

a global leader in many of its business areas, December 2001


Selected by Asia week magazine for its list of „Leaders of the Millennium in
Business and Finance‟ and was introduced as the only „new hero‟ in Business and

Finance from India, June 1999.

52
 MISSION OF THE COMPANY


Meeting and exceeding Customer expectations with a segmented approach.


Establishing, re-engineering and automating Processes to make them customer
centric, efficient and effective.


Providing a Network experience that is best in the industry.


Building Reliance into an iconic Brand which is benchmarked by others and leads
industry in Intention to Purchase and Loyalty.


Developing a professional Leadership team that inspires, nurtures talent and
propagates RCOM Values by personal example.

53
 BUSINESS


India‟s leading integrated telecom company Reliance Communications is the
flagship company of the Reliance Group Listed on the National Stock Exchange and

the Bombay Stock Exchange, it is India‟s leading integrated telecommunication

company with over 150 million customers.


Our business encompasses a complete range of telecom services covering mobile
and fixed line telephony. It includes broadband, national and international long

distance services and data services along with an exhaustive range of value- added

services and applications. Our constant endeavour is to provide an enhanced

customer experience and achieve customer satisfaction by upscaling the productivity

of the enterprises and individuals we serve.

54

Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002,
coinciding with the joyous occasion of the late Dhirubhai Ambani‟s 70th birthday,

was among the initial initiatives of Reliance Communications. It marked the

auspicious beginning of Dhirubhai‟s dream of ushering in a digital revolution in

India. Today, we can proudly claim that we were instrumental in harnessing the true

power of information and communication, by bestowing it in the hands of the

common man at affordable rates.


We endeavour to further extend our efforts beyond the traditional value chain by
developing and deploying complete telecom solutions for the entire spectrum of

society.

55
 INTRODUCTION TO
RELIANCE COMMUNICATIONS


Reliance Communications Ltd. (commonly called RCOM) is an Indian Internet
access (commonly called “broadband”) and telecommunications company

headquartered in Navi Mumbai, India.


RCOM is India‟s second largest telecom operator, only after Bharti Airtel. It is the
th
15 largest phone mobile operator with over 150 million subscribers.

Established in 2004, it is a subsidiary of Reliance Industries.


Reliance Communications is the flagship company of the Anil Dhirubhai Ambani
Group (ADAG) of companies. Listed on the National Stock Exchange and the

Bombay Stock Exchange, it is India‟s leading integrated telecommunication

company with over 85 million customers.


The company has five segments:-

1. Wireless segment

2. Broadband segment (Internet access operations)

3. Global segment: national and international long-distance operations.

4. Investment segment: investment activities of the reliance group companies.

5. Other segment: customer care and direct- to- home (DTH) activities.

56
 Major Subsidiaries of Reliance Communications Pvt. Ltd.

1. Reliance Telecommunication Limited

Subsidiary Reliance Telecommunication Limited (RTL) operates in Gujarat,

Madhya Pradesh, West Bengal, Himachal Pradesh, Odisha,

Bihar, Assam, and the northeast of India. It first offered GSM services in January

2009.

2. Reliance Tech Services

Reliance Tech Services is the IT services wing of Reliance Anil Dhirubhai Ambani

group. It provides IT consultancy, business process outsourcing and software

development for Reliance Communications and other ADA group companies. It

provides services to industry sectors such as telecommunications, financial services,

utilities, entertainment, infrastructure, BPO operations and health care.

3. Reliance Globalcom

Reliance Globalcom owns the Fiber-Optic Link around the Globeundersea cable

system, which spanned 65,000 km in 2006. Over 110,000 km of domestic optic-fibre

connects 40 markets in India, the Middle East, Asia, Europe, and the United States.

57
4. Reliance Internet Data Centre

RIDC provides Internet data centre (IDC) services located in Mumbai, Bangalore,

2
Hyderabad and Chennai. Spread across 650,000 sq ft (60,000 m ) of hosting space, it

offers IT infrastructure management services to large, medium and small enterprises.

It is one of the leading data-centre service provider in India and provides services

like collocation, managed server hosting, virtual private server and data security. It

has launched cloud computing services, offering product under its infrastructure as a

server (Iaas) and software as a service (Saas) portfolio, which enables enterprises,

mainly small and medium, a cost-effective IT infrastructure and application on pay-

per-user model.

5. Reliance Digital TV

Reliance Big TV launched in August 2008 and thereafter acquired 1 million

subscribers within 90 days of launch, the fastest ramp-up ever achieved by any DTH

operator in the world. Reliance Big TV offers its 1.7 million customers DVD-quality

pictures on over 200 channels using MPEG-4 technology.

58
 OFFICES

Reliance Communications Limited has its offices in :-

• Ahmadabad

• Bangalore

• Chandigarh

• Chennai

• Hyderabad

• Jaipur

• Kochi

• Kolkata

• Lucknow

• Patna, and

• Pune.

59
 SWOT ANALYSIS

STRENGTH

Low entry cost

Commission structure

Fast activation process

Network

Connectivity

Data GPRS

Flexible plans

WEAKNESS

Branding image

Distribution problem

Limited product portfolio- only mobile

Lack of competitive strength

Untapped rural market

60
OPPORTUNITY

Fast expanding cellular market

Latest and low cost technology

Preference of GSM over CDMA

Competitors vulnerabilities

THREAT

Political destabilization

New entrants

IT development

Market demand

Mobile Number portability

61
 HR Department in Reliance Communications

“In my book, we have no greater asset than the quality of our intellectual capital,

and no greater priority than the growth and retention of our vast pool of talent” -

Anil Dhirubhai Ambani.

At Reliance - Anil Dhirubhai Ambani Group, they recognize the critical role that

their people play in the success and growth of each of their businesses. It is the

skill and initiative of their workforce that sets them apart from their peers in

today‟s knowledge driven economy. It is their commitment and dedication that

lends them the competitive edge, and helps them stay ahead of the curve.

Their strong team of professionals is among the youngest in the country. And

consists of some of the most dynamic, motivated and qualified individuals to be

found anywhere in the world. First - rate management graduates, highly trained

engineers, top notch financial analysts and razor sharp accountants - they have on

their roles some of the brightest minds in the business.

The Department’s Mission

Their transparent HR policies and robust processes are driven by a single

overarching objective: to attract, nurture, grow and retain the best leadership

talent in every sector and industry in which they operate.

62
The Department’s Promise

In order to achieve their objective, they offer their people:

• Growth opportunities to expand leadership capabilities.

• True meritocracy and freedom to choose career paths.

• Opportunities to develop leadership and functional capabilities.

• An entrepreneurial environment where people can pursue their dreams.

• Competitive Compensation

The Department’s Expectations

Reliance - ADAG encourages its employees to take leadership, at all levels of the

organization, and participate in accelerating growth of their businesses to build a

formidable enterprise.

Reliance ADAG are expected to:

• Always keep the customers‟ need in mind and constantly innovative

• Execute flawlessly with speed

• Sustain and strengthen the group spirit of entrepreneurship - taking ownership

and accountability for their actions.

63
 Reliance HR Services Private Limited

Anil Ambani wants go on-up on the likes of HR consulting giants like manpower.

The ADAG chairman wants to expand the scope of recently formed group company

Reliance Hr Services- whose present mandate is to handle in-house staffing

requirements to one which is capable of meeting similar needs of other companies so

that it can emerge as a highly lucrative cash cow.

The company which came into being on April 1, 2008 intends to close 2008-09 with

a turnover of Rs. 300-500 crore. Amitabh Ghosh, CEO of Reliance HR Services

Private Limited wants to move out from merely meeting internal needs of group to

cover third - parties. Also from 2009-10. Thus, the company intends to handle both

domestic and global corporations.

64
 RECRUITMENT AND SELECTION PROCESS

IN RELIANCE HR SERVICES PVT. LTD.

Recruitment is the process of identifying that the organization needs to employ

someone up to the point at which application forms for the post have arrived at the

organization. Selection then consists of the processes involved in choosing from

applicants a suitable candidate to fill a post. Recruiting individuals to fill particular

posts within a business can be done either internally or by recruitment within the

firm, or externally or by recruiting people from outside.

The recruitment and selection process at Reliance HR Services Pvt. Ltd. begins with

management determining the exact need of the post to be filled, for example ASM,

SE, SA, FSA, TL, etc. for the different businesses. Thus the management shortlists

the resume of the candidate whose attributes match with the job description and

specification required for the job. The organization get many resumes of the

unsolicited applicants on a daily basis which they shortlist according to the

qualification and experience for a particular post.

As the candidate visits to submit his resume he is asked to fill in the first page of the

Interview Record Sheet which he takes along with him in the interview room.

65
The recruitment process at Reliance starts with the enquiry/ walk-in management of

the candidate when he submits his resume, which consists of registration of the

candidates and eligibility verification of the candidate‟s name, phone number, age,

qualification and experience.

Then after the formalities, a preliminary interview/ screening is conducted by the

personnel of HR department who screen and shortlist the candidates on the

following attributes:

• Job understanding

• Willingness to work

• Compensation clarity

• Functional knowledge validation

• Target orientation

• Energy level

• Sample sales

66
Then the screened candidates go through testing and evaluation stage. Where

selection tests are a valid method of assessing a candidate, they are an extremely

useful tool and are recommended for use. The candidates undergo a selection test

and those who manage to score more than the cut off make it to the next round. A

sample of sales and service employability Aptitude Test in which the candidate

has to take if he has applied for any position in the sales department.

The candidate goes through the final interview with the management personnel of

the department and business for which the candidate has applied for the selected

candidates are then made to complete the joining formalities and the rejected ones

are given feedback. A list of selected, on hold and rejected candidates is also

maintained by the organization for future use.

67
THE RECRUITMENT PROCESS

68
RECRUITMENT PROCESS

69
 Sourcing Process of
Reliance HR Services

70
Understanding of Client Requirement

1. Client‟s Business- Understanding the client‟s business profile and its expectation.

2. Candidate‟s Profile- Understanding the candidate‟s age, qualification,

experience, and language.

3. Compensation- Understanding the salary and incentive pattern.

4. Benefits- Understanding the PF (provident fund), ESIC (employee state

insurance) and other allowance.

5. Location- Understanding the mobility and conveyance factors.

71
Resource Planning

SOURCING CHANNELS RESOURCE ACTIVITY

1. Campus ── • Degree, MBA colleges

• Institute- Sponsor Eng.

computers, counseling centers

2. Referrals ── • Internal Employees

• External-Walk-ins, Campus,

DST;DSA

3. Database ── • Campus Database, Employment

Exchange

72 4. Field Recruitment ── • List of DSA and DST‟s of

Competitors, poste

5. Advertisement ── • Local newspapers, Radio

Co-ordination with Clients

1. Sharing of sourcing plan.

a) Walk-in dates

b) Campus Interview dates

c) Up country travel

2. Coordination with ASM‟s, CMP heads for:

a) Walk-in Interviews

b) Campus Interview

c) Referral Schemes

Sourcing Activity (Tools)

1. Campus Interviews

2. Referral Schemes

3. Recruitment from Database

4. Field Recruitment

5. Advertisement

6. Job Fairs

73
Campus Recruitment

1. Minimum two campuses are covered in a month.

2. Target is mostly on Post Graduate Colleges (MA, MCOM, MSC etc)

3. Appointments for campus recruitment are fixed well in advance.

4. Referrals from campus can taken for:

a) Candidates

b) Other Institutes

c) Ex-students

d) Coaching centers

74
 CHAPTER-3

RESEARCH
METHODOLOGY

75
 OBJECTIVE OF THE STUDY

1. To study and analyze the recruitment and selection process of Reliance

Communications Pvt. Ltd.

2. To study the different method and source of recruitment and selection process.

3. To study the quality of information provided regarding the organization, job

description, department, salary and compensation.

4. To study the selection process and thereby the success of both recruitment and

selection process.

76
 Research Methodology

It is method adopted for collecting information for this project. The researcher

started the project by preparing questionnaires and respondents were asked to fill it.

In the project only primary data were used that was collected through a survey

conducted on customer.

Research methodology is a way to systematically solve the research problem. It may

be understood as a science of studying how research is to be done scientifically. In

research methodology, we not only talk about the research method but only

considered the logic behind them methods we used in the context of our research

study, and explain why we are using a particular method or the technique and why

we are not using others so that research results are capable of being evaluate either

by the research results are capable of being evaluate either by the researcher himself

or by the others. As regarding the sampling method non probability sampling

technique was used.

AREA OF RESEARCH: LUCKNOW

77
RESEARCH DESIGN

The type of research design adopted in the study is Descriptive Research Design.

Descriptive research design

Provides information that helps the executive take rational decisions typically

concerned with determining frequency with which something occurs or how to

variables vary together.

DATA COLLECTION

The task of data collection begins after a research for problem is defined and research

design / plan chalked out while deciding about research should keep in mind two

types are data viz: primary and secondary.

1) Primary data

Primary data are collected through questionnaire, interview etc.

2) Secondary Data

Qualitative and quantitative data are collected through newspaper, articles, previous

record files etc. Secondary data gave all relevant information about the particular

subject on which research is to be conducted.

78
 SURVEY METHOD
The method of sampling adopted is Questionnaire Method.

Questionnaire method

In this method a questionnaire is sent to the persons concerned with a request to

answer the question and return the questionnaire. It is to being adopted by private

individuals, research workers, private and public organization even by governments.

Survey research is systematic gathering of data from respondents through

questionnaire. Questionnaire may be administered by mail, telephone or personal

interview. In this project undertaken I have used the telephone and personal

interview methods to get the required information from the respondents.

UNIVERSE
Reliance communications Pvt. Ltd, Lucknow

SAMPLE TYPE
Convenience sampling

SAMPLE UNIT
Employees of Reliance communications Pvt. Ltd, HR Services, Lucknow

SAMPLE SIZE
A sample of around 50 people was taken on the basis of convenience.

RESEARCH PERIOD
The research period was carried for 1.5 months.

79
 Chapter-5

DATA
ANALYSIS &
INTERPRETATION

80
1. Where did you get to know about the new job opening in the organization?

Particulars Response
Newspaper 5
Personal referrals 48
Employment agencies 10
Direct application 37
Total no. of respondents 100

Employm Newspap
ent er

agencies 5%
Personal
10% referrals
48%

Direct
applicati
on
37%

INTERPRETATIONS

As the study suggests that more than half of the respondents had come to know about

the job openings at Reliance through Personal Referrals. The negative point which

comes out of this is that our Newspaper Ads are not attracting many people. Though

there are direct applications also, which are inexpensive sources of recruitment.
81
2. Did you find the reliance Recruitment/Selection process to be:

Particulars Response
Highly Efficient 20

Efficient 43

Neutral 27

Inefficient 9

Highly Inefficient 1

Total no. of respondents 100

Rating the Recruitment and Selection Process

Highly
Inefficient
Inefficient
1%
9%
Highly efficient
20%
Neutral
27%

Efficient
43%

INTERPRETATIONS

The study suggests that most of the respondents found the process to be efficient

with a 43%. 20% said the process was highly efficient,27% gave neutral response

and 9% were not too much satisfied with the process.

82
3. What was your overall satisfaction with the recruitment Process?

Particulars Response
Extremely satisfied 25

Satisfied 40

Neutral 20

Dissatisfied 15

Extremely Dissatisfied 0

Total no. of respondents 100

Dissatisfied Extremely Extremely

10% dissatisfied satisfied
1% 30%
Neutral
18%

Satisfied
41%

INTERPRETATIONS

According to the study it is evident that though many people found the process to be

efficient, a few were dissatisfied with the process. The number of satisfied

employees were the highest.

83
4. Do you think that the recruitment and Selection process is adequately advertisement?

Particulars Percentage (%)

Yes 54%
No 46%
Total no. of respondents 100

Is the Recruitment and Selection

Process adequately advertised?

No
42%

Yes
58%

INTERPRETATIONS
With a major percentage of respondents the Recruitment and Selection is adequately

advertised. 42% of them were disagreeing that proper advertisement was not done by

the company about their recruitment and selection process.

84
 5. Were you satisfied with the standards of application form?

Particulars Percentage (%)

Yes 73%
No 27%
Total no. of respondents 100

Satisfied with Application Form

Standard

No
27%

Yes
73%

INTERPRETATIONS
Though majority of the respondents were satisfied with the standard of the

application form and its content, a few have shown reservation regarding the same.

Another study should be carried out to find out the dissatisfaction and changes that

people suggest that would make the application form more agreeable.

85
 6. During the selection process did you contact the recruitment services to change
an interview time or request feedback?

Particulars Percentage (%)

Yes 81%
No 19%
Total no. of respondents 100

Did you apply for a change in interview

time or request feedback?

No
19%

Yes
81%

INTERPRETATIONS

Interestingly, a lot of people had applied for a change in interview time or requested

feedback during their selection process. Almost 20 out of 100 applied for a change in

the interview process. The figure above shows the percentage of the people who made

these requests.

86
 7. If yes, then you treated respectfully and was the issue dealt
were with by your satisfaction?
recruitment
Services to

Particulars Percentage (%)

Yes 75%
No 25%
Total no. of respondents 100

If YES, was the request dealt up to your

Satisfaction

No
25%

Yes
75%

INTERPRETATIONS

The company should look into the nature of request which were

not satisfied and check if such things can be avoided in the

future. As we can see that on average of 25% of the request

were not satisfied which is not a good sign as this can bring a

bad name to the company.

87
 8. Did the recruiter you were engaged with kept You Updated on the status of your
selection process?

Particulars Response
Consistently 25

Usually 50

Often 15

Sometimes 10

Never 0

Total no. of respondents 100

Updates on Status of Selection Process

Sometimes Never
8% 2%
Often Consistently

25%
15%

Usually
50%

INTERPRETATIONS

In this question we can see that the employees feel that they were usually kept updated

about the status of the selection process. Thus, the organization should ensure that regular

updates are always dispatched to the applicants during the entire process. This would instill

more transparency in the system and develop more trust in the organization.

88
 CHAPTER-6

FINDINGS

89
 FINDINGS

1 While hiring a new talent for their job in order to make it effective and innovative

the company incurred high cost.

2. It has been found that personnel referrals are most important source in Reliance

company.

3. It has been found from the study that the process of recruitment process is

efficient and satisfactory.

4. It has been found that as a major percentage of respondents are coming through

Advertisements and Websites.

5. It has been found that the standard of the application form was satisfactory.

90
 CHAPTER-7

SUGGESTIONS AND
RECOMMENDATIONS

91
 SUGGESTIONS AND RECOMMENDATION

Having considered all the responses available and the issues set out above, following

recommendations can be made:

1. Though Reliance follows a strict process for reference check but still at occasions

the existing format proves to be inefficient. The main fault is the type of reference

check used. Resume check is the only method of background check adopted by

Reliance. Candidate may tend to conceal information which may reflect a negative

picture of his background and the same could be critical for the organization. For

this purpose Reliance need to adopt other methods of background check. These

could be of following types:

• Criminal check: Here the candidate is checked for any involvement in

unlawful practices. This involves verifying with the local authorities that he/she is

not involved in any criminal activities

• Drug screening: This is checked by the medium of a medical examination.

• Psychological testing: It is a standardized instrument designed to measure

objectively one or more aspects of a total personality by means of samples of verbal

and non-verbal responses.

92
2. Ensure an up to date job description which contains information related to:

• Specific tasks and activities required for a job.

• The knowledge, skills and abilities required for effective performance by the job

incumbent.

3. More information about job openings should be circulated at web-worlds all over

the country and the candidates could be screened through vides conferencing at web-

world itself so that the candidates don‟t have to come all the way to another city for

the first round.

93
 CHAPTER-8

CONCLUSION

94
 CONCLUSION

• HR policies and robust processes are driven by a single overarching objective.

To attract, nurture, grow and retain the best leadership talent in every sector

and industry in which they operate.

The main of recruitment and selection process is to create a team of world

beaters who are committed to excellence in quality, responsive to evolving

business needs and challenges, focused on creation and enhancement of

stakeholder value.

The department offers their people growth opportunities to expand their

leadership capabilities.

An entrepreneurial environment where people can pursue their dreams and

freedom to choose career paths.

95
 CHAPTER-9

LIMITATION OF
STUDY

96
 LIMITATIONS OF THE STUDY

1. The data gathered over the entire span of this project may not be completely

accurate due to the unpredictability of human nature.

2. A short time frame of only one and half months might not be enough to yield the

desired results that were envisioned during the commissioning of this project.

3. The results would have been better reflected if the study would have covered other

locations across the country.

4. More representation from several departments at all levels would have given a

good mix to the respondents‟ pool.

5. This study could also have been more comprehensive but due to paucity of time,

the number of samples and questions both were limited to a certain extent.

97
 CHAPTER-10

BIBLIOGRAPHY

98
 BIBLIOGRAPHY

BOOKS:

1. Rao V.S.P, Personal Management (Sultan Chand & sons),

Chaturvedi & Saxena, Managing Organization (Himalaya Publications),

Koontz Harold & Weihrich Heinz, Essentials of management (Tata Mc Graw

Hill)

2. C.R KOTHARI, Research Methodology tools and techniques (New

nd
age international publishers, 2 edition, 2004)

WEBSITES:

1. Rcom/aboutus/overview/reliancegroup.html

2. www.relianceada.com/ada/legal.html

3. www.naukrihub.com/recruitment-vs-selection.html

99
 CHAPTER-11

ANNEXURE

100
 QUESTIONNAIRE

Reliance communication Ltd., a group company of Reliance ADAG is conducting a

survey to gauge effectiveness of recruitment and selection process, being carried out

through Reliance HR services pvt. Ltd.We will be highly grateful if you take out

some time to fill this questionnaire.

Which position did you apply for in the company?

1. Where did you get to know about the new job opening in the organization?

Newspaper

Advertisements

Personal Referrals

Employee Agencies

Direct Applications

Websites

Others (Please Specify )

101
2. Did you find the recruitment/selection process to be:

Extremely efficient

Efficient

Neutral

Inefficient

Highly inefficient

3. What was overall satisfaction with the recruitment process?

Extremely likely

Likely

Neutral

Unlikely

Extremely unlikely

4. The recruitment process is based more towards experience than towards

qualification?

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

102
5. Do you think that the recruitment and selection process is adequately advertised?

Yes

No

6. Were you satisfied with the standards of application form?

Yes

No

7. Were you informed about the parameters on which you would be judged in the

interview process?

Yes

No

8. During the selection process did you contact the recruitment services to change an

interview time or request feedback?

Yes

No

9. If yes, then were you treated respectfully and was the issue dealt with by

recruitment services to your satisfaction?

Yes

No

103
10. Did the recruiters you were engaged with kept you updated on the status of your

selection process?

Consistently

Usually

Often

Sometimes

Never

11. Did you experienced (or are you experiencing) difficulty or concern with any of

the following aspects of recruitment/ selection process:

Recruitment brochures / information

Recruiters

The application form

Test / Interview scheduling

Test interview location

Written examination

Oral interview

104
 Others (please specify)

12. Is there any further comments you would like to make on the whole recruitment

and selection process?

Demographic Profile

Age 20-25 26-30 31-35 >35

Gender

Department

Designation

Work Experience

Monthly Income

Thank you for your response…

105