RESEARCH REPORT

ON
THE RECRUITMENT AND SELECTION PROCESS
AT
RELIANCE COMMUNICATIONS LTD.,
LUCKNOW

Submitted in
Partial
Fulfillment of
Master of Business Administration from G.B.Technical University
Lucknow

Under the Valuable guidance of

Mr.KK.Mishra HOD(MBA)

Submitted To: Submitted By:

Mr.KK.Mishra Manmeet Kaur
HOD(MBA) MBA IV Semester
0914170028

SAGAR INSTITUDE OF TECHNOLOGY &

MANAGEMENT
BARABANKI.

1
 ACKNOWLEDGEMENT

Research Report is the most vital part of an MBA course, I therefore,

consider myself fortunate to receive this Research report yet the
opportunity could not have been utilized without the guidance and support
of many individuals who although held varied positions, but were equally
instrumental for successful completion of my research report.

I would like to express gratitude to the respected Director Prof. Mr. J.K
Jauhari and Associate Prof. Mr K.K Mishra(HOD) MBA for their
valuable inputs and direction that rendered success to the project.

I owe a deep intellectual debt to all of them who through their rich &varied
contribution have greatly improved my understanding of various concepts
of my report.
.

2
 PREFACE

This research report covers the process of RECRUITMENT AND SELECTION in

RELIANCE COMMUNICATION LIMITED. The report covers purpose and importance

of recruitment and selection, management role in recruitment, sources of recruitment,

recruitment policy of company, Components of recruitment policy, factors affecting

recruitment policy, selection procedure.

The survey on employees opinion about these processes is also done by the use

Of questionnaire so that the objectives to meet the goals of employee satisfaction and

maximum utilization is achieved.

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 TABLE OF CONTENT
Certificate from the head of Institute……………………….......

Preface…………………………………………………………….I

Acknowledgement………………………………………………..II

Executive Summary……………………………………………...III

CHAPTER I

• Company profile…………………………………..

i. Reliance capital.

ii. Reliance Energy Limited.

iii. Reliance Health.

iv. Reliance Media & Entertainment.

v. Reliance Communication Limited.

vi. Its Structure.

vii. Company Vision.

viii. Chairman Message.

ix. An Overview.

x. Its Business.

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 xi. HR Department in Reliance Communication.

xii. Reliance HR Services Private Limited.

xiii. Organization Structure.

CHAPTER II

• Project profile…………………………………………..

i. Recruitment & Selection Process.

ii. Purpose & Importance of recruitment.

iii. Management Role in Recruitment.

iv. Recruitment Process.

v. Sources of Recruitment.

vi. Recruitment Policy of Company.

vii. Components of Recruitment Policy.

viii. Factors affecting Recruitment Policy.

ix. Selection Process.

x. Selection procedure.

xi. Recruitment & Selection Process at Reliance HR Services.

xii. Data Base Recruitment.

xiii. Data base Generation.

xiv. Field Recruitment.

xv. Advertisement Based Recruitment.

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CHAPTER III

• Research methodology……………………………..

i. Definition

ii. Research Statement.

iii. Nature of Research.

iv. Research Problem.

v. Universe of study.

vi. Sample unit.

vii. Sample Size..

viii. Data collection.

ix. Data Analysis.

CHAPTER IV

• Analysis………………………………………………..

i. Are you aware of application blank.

ii. What was your satisfaction regarding filling application blank.

iii. Did you find recruitment process to be.

iv. Over satisfaction regarding selection process.

v. Likeliness of Recommendation.

vi. Is recruitment or selection adequately advertised

vii. Satisfied with application form standard

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 viii. Process based towards experience rather than qualification

ix. Was information regarding Parametetersfor judging are provided

x. Did you apply for change in interview time or request feedback.

xi. If yes, was the request dealt up to your satisfaction

xii. Did the recruiter you were engaged with keep you updated
on the status of your selection process?

CHAPTER V

Finding and suggestion …………………………………….

Limitation

Conclusion

Bibliography

Appendix

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 EXECUTIVE SUMMARY
OBJECTIVES

• To study the existing Recruitment &Selection Process of Reliance

Communication Lucknow
• To find out the satisfaction of employees with the existing Recruitment &
Selection Process of Reliance Communication Lucknow.
• To compare the existing Recruitment & Selection Process with the standard one.
• To formulate an effective Recruitment &Selection Process of Reliance
Communication Lucknow.
RESEARCH METHODOLOGY
Research Statement:
My research is mainly focused on Recruitment &Selection Process of Reliance
Communication Lucknow.
Nature of Research:
Explorative & Analytical Research.
Research Problem:
Function of HR Department in relation to Recruitment &Selection Process of
Reliance Communication Lucknow.
Universe of study:
Lucknow.
Sample Unit:

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 Employees of Reliance Communication Lucknow.
Data Collection:
Primary & Secondary Data.

Data Analysis:
Pie Chart & Bar Charts.

Bibliography:
CR.Kothari.
WWW.Reliance Communication .com.

FINDINGS

• About 80% of respondent feel that during this process more

relevance is given to experience than qualification.
• Almost 46% of respondents are agreeing that Recruitment &
Selection Process are adequately advertised.
• About 73% of respondent are satisfied with application standard &
27% are not satisfied.
• About 65% of respondent who were appearing for an interview are
unaware of judging parameters.
• Almost 75% of them are satisfied that there request are dealt by
company.
• Usually updates on status are been shown

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 SUGGESTIONS

1. 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
2. Evaluate the recruitment strategy to determine its efficiency. For
example:
• Conduct a cost-benefit analysis in terms of the number of applicants
referred, interviewed, selected, and hired
• Compare the effectiveness of applicants hired from various sources.

3. Continuation of the Employee Referral Scheme and to monitor and

expand the scheme dependent on its success. But other sources
should also be Incorporated to bring high quality of talent to the
company.
4. More information about job openings should be circulated at web-
worlds all over the country and the candidates could be screened
through video conferencing at the web-worlds itself so that the
candidates don’t have to come all the way to another city for the first
round.

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CHAPTER-

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12
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 wireline), 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 operation.

Reliance Capital

Reliance Capital is one of India’s leading and fastest growing private

sector financial services companies, and ranks among the top 3 private
sector financial services and banking companies, in terms of net worth.

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The company has interests in asset management and mutual funds, life
and general insurance, private equity and proprietary investments, stock
broking and other activities in financial services.

Reliance Energy Limited

Reliance Energy Limited, incorporated in 1929, is a fully integrated utility

engaged in the generation, transmission and distribution of electricity. It
ranks among India’s top listed private companies on all major financial
parameters, including assets, sales, profits and market capitalization.

It is India’s foremost private sector utility with aggregate estimated

revenues of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs 10,700
crore (US$ 2.4 billion).

Reliance Energy Limited distributes more than 21 billion units of

electricity to over 25 million consumers in Mumbai, Delhi, Orissa and Goa,
across an area that spans 1,24,300 sq. kms. It generates 941 MW of
electricity, through its power stations located in Maharashtra, Andhra
Pradesh, Kerala, Karnataka and Goa.

The company is currently pursuing several gas, coal, wind and hydro-
based power generation projects in Maharashtra, Uttar Pradesh,
Arunachal Pradesh and Uttaranchal with aggregate capacity of over
12,500 MW. These projects are at various stages of development.

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Reliance Energy Limited is vigorously participating in emerging
opportunities in the areas of trading and transmission of power. It is also
engaged in a portfolio of services in the power sector in Engineering,
Procurement and Construction (EPC) through a network of regional offices
in India.

Reliance Health

In a country where healthcare is fast becoming a booming industry,

Reliance Health is a focused healthcare services company enabling the
provision of solution to Indians, at affordable prices. The company aims at
providing integrated health services that will compete with the best in the
world. It also plans to venture into diversified fields like Insurance
Administration, Health care Delivery and Integrated Health, Health
Informatics and Information Management and Consumer Health.

Reliance Health aims at revolutionizing healthcare in India by enabling a

healthcare environment that is both affordable and accessible through
partnerships with government and private businesses.

Reliance Media & Entertainment

As part of the Reliance - ADA Group, Reliance Entertainment is

spearheading the Group’s foray into the media and entertainment space.
Reliance Entertainment’s core focus is to build significant presence for
Reliance in the Entertainment eco-system: across content and distribution
platforms.

The key content initiative are across Movies, Music, Sports, Gaming,
Internet & mobile portals, leading to direct opportunities in delivery across
the emerging digital distribution platforms: digital cinema, IPTV, DTH and
Mobile TV.

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Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the
largest entertainment companies in India, which has interests in film
processing, production, exhibition & digital cinema.

Reliance Entertainment has made an entry into the FM Radio business

through Adlabs Radio www.big927fm.com Having won 45 stations in the
recent bidding, BIG 92.7 FM is already India’s largest private FM radio
network with 12 radio stations across the country.

Reliance Communications Limited

The flagship company of the Reliance – ADA Group, Reliance

Communications Limited, is the realization of our founder’s dream of
bringing about a digital revolution that will provide every Indian with
affordable means of communication and a ready access to information.

The company began operations in 1999 and has over 20 million

subscribers today. It offers a complete range of integrated telecom
services. These include mobile and fixed line telephony, broadband,
national and international long distance services, data services and a
wide range of value added services and applications aimed at enhancing
the productivity of enterprises and individuals.

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Apart from these some other businesses are:

Reliance Mutual Fund Reliance Life Insurance

Reliance General Insurance Reliance Portfolio Management

Service

17
It’s Structure

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Company’s Values

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• Shareholder Interest

They value the trust of shareholders, and keep their interests

paramount in every business decision we make, every choice they
exercise.

• People Care

They possess no greater asset than the quality of their human capital
and no greater priority than the retention, growth and well-being of
their vast pool of human talent

• Consumer Focus

They rethink every business process, product and service from the
standpoint of the consumer – so as to exceed expectations at every
touch point.

• Excellence in Execution

They believe in excellence of execution – in large, complex projects as

much as small everyday tasks. If something is worth doing, it is worth
doing well.

• Team Work

The whole is greater than the sum of its parts; in their rapidly-changing
knowledge economy, organizations can prosper only by mobilizing
diverse competencies, skill sets and expertise; by imbibing the spirit of
“thinking together” -- integration is the rule, escalation is an exception.

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 • Proactive Innovation

They nurture innovation by breaking silos, encouraging cross-

fertilization of ideas & flexibility of roles and functions. They create an
environment of accountability, ownership and problem-solving –based
on participative work ethic and leading-edge research

• Leade rship by Empowerment

They believe leadership in the new economy is about consensus

building, about giving up control; about enabling and empowering
people down the line to take decisions in their areas of operation and
competence.

• Social Responsibility

They believe that organizations, like individuals, depend on the support

of the community for their survival and sustenance, and must repay
this generosity in the best way they can.

• Respect for Competition

They respect competition – because there’s more than one way of

doing things right. They can learn as much from the success of others
as from their own failures

Chairman’s Message

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A New Reliance For A New World

If the last century was about meeting human needs, the new millennium is
about matching human aspirations.

We live in a world where the young are reaching higher, dreaming bigger
and demanding more; a world that is challenging the limits of hope and
possibility.

Nowhere is this more strikingly visible than in India – a country that wakes
up every morning a little younger in age, but infinitely more ambitious in
spirit.

India’s demographic transition is an extraordinary moment in world

history. Today, over 600 million young people, or more than 1 in 2
Indians, are below the age of 25. In 15 years, this number is set to touch
700 million, making India the largest community of youth anywhere in the
world.

New India shows the impatience of youth; the desire for real and rapid
change -- for a quality of life that is second to none.

Transportation, communications, energy, information, entertainment,

technology, education, healthcare and personal finance, New India wants
world-class products and services.

Reliance Anil Dhirubhai Ambani Group embodies the spirit of this new
resurgent India.

It is the New Reliance for the New World!

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 Anil Dhirubhai Ambani
Group Chairman & CEO

An Overview

The Late Dhirubhai Ambani dreamt of a digital India — an India where the
common man would have access to affordable means of information and
communication. Dhirubhai, who single-handedly built India’s largest
private sector company virtually from scratch, had stated as early as
1999: “Make the tools of information and communication available 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 (formerly

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 Dhirubhai’s 70th 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

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infrastructure and services — for enterprises as well as individuals,
applications, and consulting.

Today, Reliance Communications is revolutionizing the way India

communicates and networks, truly bringing about a new way of life.

It’s Businesses
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 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
endeavor is to achieve customer delight by enhancing the productivity of
the enterprises and individuals we serve.

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.

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

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 rolls 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 is which they operate.

Their aim is to create a team of world beaters that is:

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 • Committed to excellence in quality,
• Focused on creation and enhancement of stakeholder value
• Responsive to evolving business needs and challenges
• Dedicated to uphold the core values of the Group

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 and hone leadership and functional
capabilities
• An entrepreneurial environment where people can pursue their dreams
• Competitive compensation

In addition, they follow a well-defined Rewards & Recognitions programme

that periodically identifies exceptional individual and team achievers
among the various business functions and verticals in the Group.

The Department’s Expectations

Reliance – ADAG encourages it’s employees to take leadership, at all

levels of the organization, and participate in accelerating growth of their
businesses to build a formidable enterprise. Leaders in Reliance - ADAG
are expected to:

• Always keep the customers’ needs in mind and constantly innovate

• Execute flawlessly and with speed

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• Sustain and strengthen the group’s spirit of entrepreneurship—taking
ownership and accountability for their actions
• Leverage synergies to learn and build on the diverse experiences and
skill sets of their various businesses and teams
• Create a true meritocracy with a pervasive commitment to transparent
systems and processes
• Do all this with unquestionable Integrity to ensure total compliance with
the laws of the land.

RELIANCE HR SERVICES PRIVATE LIMITED

Anil Ambani wants to go one-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.

The company recently employs 20,000, who are seconded to various ADAG firms. In the next
five years the company intends to employ 5 lakh professionals for the group itself. Reliance HR
Services Private Limited currently operates out of office premises of various ADAG companies.
The offices of the company would be spread all over the country in the manner shown below:

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28
Organization Structure - Location

Location
Head

Resource
Payroll
Management Compliance MIS Executive
Executive
Executive Officer

Field
Recruiter

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CHAPTER-II

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31
 RECRUITMENT AND SELECTION PROCESS

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

the candidates for employment and stimulating them to apply for jobs in
the organization”. Recruitment is the activity that links the employers and
the job seekers.

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

seeking jobs. A good recruitment program should attract the qualified &
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 generation and the lack of availability of high quality
senior-level talent, many companies consider talent acquisition to be the
most important business challenge facing them today”.

Recruitment is a continuous process whereby the firm attempts to develop

a pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist.

Purpose & Importance Of Recruitment:

• Attract and encourage more and more candidates to apply in the

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

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 • 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 with the
employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
• Meet the organizations legal and social obligations regarding the
composition of its workforce.
• 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.
• So, those people who are involved in the process have a high level
of responsibilities.

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.

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• Defining and capturing the need (understanding the position, its
functions, duties, responsibilities, and skill requirements.)
• Initiating the final action.

The Recruitment Process

1 Determine the exact need 8 Implement the decision

2 Obtain approval 9 Allow time for response

3 Combine / update job description 10 Screen responses

and job specification
4 DetermineKPAsof the job 11Draw up acandiddateshortlist
5 Consult the recruitment policy 12 Provide feedback to applicants
& procedure
6 Choose the recruitmentsource(s) 13 Proceed to selection

7 Decide on a recruitment method 14 Evaluate the recruitment effort

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

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known as the internal sources of recruitment. Recruitment candidates
from all the other sources (like outsourcing agencies etc.) are known as
the external sources of recruitment.

SOURCES OF RECRUITMENT

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

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 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.
Recruitment such people save time and costs of the organizations as
the people are already aware of the organizational culture and the
policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled
employees are also done by many companies so that the members of
the family do not become dependent on the mercy of others.

The Advantages of internal recruitment are that:

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 'disrupted' by someone
who is used to working with others in the organization.
3. Internal promotion acts as an incentive to all staff to work harder
within the organization.
4. From the firm's point of view, the strengths and weaknesses of an
insider will have been assessed. There is always a risk attached to
employing an outsider who may only be a success 'on paper'.

The Disadvantages of recruiting from within are that:

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

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

External Sources Of Recruitment

External recruitment makes it possible to draw upon a wider range of talent, and
provides the opportunity to bring new experience and ideas in to 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 in 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:

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 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 within the organization.

Job Analysis is used in order to:

1. Choose employees either from the ranks 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.

37
 4. Identify and profile the experiences of employees in their work tasks
(information which can be used as evidence for staff development
and promotion).

5. Identify areas of risk and danger at work.

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

Job analysis can be carried out by direct observation of employees

at work, by finding out information from interviewing job holders, or
by referring to documents such as training manuals. Information can
be leaned directly from the person carrying out a task and/or from
their supervisory staff. Some large organizations specifically employ
'job analysts'. In most companies, however, job analysis is expected
to be part of the general skills of a training or personnel officer.

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 within

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

38
or her line manager as 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.

Job analysis, description, and specification can provide useful information

to a business in addition to serving as recruitment instruments. For
example, staff appraisal is a means of monitoring staff performance and is
a feature of promotion in modern companies. In some companies, for
example, employees and their immediate line managers discuss personal
goals and targets for the coming time period (e.g. the next six months).
The appraisal will then involve a review of performance during the
previous six months, and setting new targets. Job details can serve as a
useful basis for establishing dialogue and targets. Job descriptions can be
used as reference points for arbitrating in disputes as to 'who does what'
in a business. Selection involves procedures to identify the most
appropriate candidates to fill posts. An effective selection procedure will
therefore take into consideration the following:

Keeping the costs of selection down making sure that the skills and
qualities being sought have been identified, developing a process for
identifying them in candidates making sure that the candidates selected,
will want the job, and will stay with the company.

39
Keeping the costs of selection down will involve such factors as holding
the interviews in a location, which is accessible to the interviewing panel,
and to those being interviewed. The interviewing panel must have
available to them all the necessary documentations, such as application
forms available to study before the interviews take place. A short list must
be made up of suitable candidates, so that the interviews do not have to
take place a second time, with new job advertisements being placed.

The skills required should have been identified through the process of job
analysis, description and specification. It is important then to identify
ways of testing whether candidates meet these requirements. Testing this
out may involve: interviewing candidates asking them to get involved in
simulated work scenarios asking them to provide samples of previous
work getting them to fill in personality and intelligence tests giving them
real work simulations to test their abilities.

The external sources Of Recruitment are:

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.

1. 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.

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2. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on

behalf of client companies by charging a fee. These agencies are
particularly suitable for recruitment of executives and specialists. It is
also known as RPO (Recruitment Process Outsourcing)

3. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the

country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.

4.LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain

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

4. UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their

own. Such callers are considered nuisance to the daily work routine of
the enterprise. But can help in creating the talent pool or the database
of the probable candidates for the organization.

5. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current

employees of the organization can refer their friends and relatives for
some position in their organization. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Management

41
 can inquire these leaders for suitable jobs. In some organizations
these are formal agreements to give priority in recruitment to the
candidates recommended by the trade union.

6. 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.

Apart from these there are some other sources which are nowadays
commonly used by the organizations. These sources are

• Headhunting
• Third party recruitment
• Recruitment Process Outsourcing (RPO)
• E-Recruitment

HEADHUNTING is a frequently used name when referring to third party

recruiters, but there are significant differences. In general, a company
would employ a head-hunter when the normal recruitment efforts have
failed to provide a viable candidate for the job. Head-hunters are
generally more aggressive than in-house recruiters and will use,
advanced sales techniques such as initially posing as clients to generate
names of employees and their positions and personally visiting candidate
offices. They can also purchase expensive lists of names and job titles.
They will prepare a candidate for the interview, negotiate salary, and
conduct closure to the search. In general, in house recruiters will do their
best to attract candidates for specific jobs while head-hunters will actively
seek them out, utilizing large databases, internet strategies, purchasing
company directories or lists of candidates, networking, and often cold

42
calling. Many companies go to great efforts to make it difficult for head-
hunters to locate their employees.

THIRD PARTY RECRUITMENT firms are usually distinguished by the

method in which they bill a company. Outside recruitment agencies charge
a placement fee when the candidate they recruited has accepted a job
with the company that has agreed to pay the fee. Fees of these agencies
generally range from a straight contingency fee to a fully retained service
which is similar to placing an attorney on retainer. All recruitment
agencies are defined by the placement of a candidate to a particular job
within a company.

RECRUITMENT PROCESS OUTSOURCING (RPO ) is a form of business

process outsourcing (BPO) where an employer outsource or transfers all
or part of its recruitment activities to an external service provider. RPO
may involve the outsourcing of all or just part of recruitment functions and
process. The external service provider may serve as a virtual recruiting
department by providing a complete package of skills, tools, technologies
and activities. The RPO service provider is "the" source for in-scope
recruitment activity.

On the other hand, occasional recruitment support, for example

temporary, contingency and executive search services are more
analogous to out-tasking, co-sourcing or just sourcing. In this example the
service provider is "a" source for certain types of recruitment activity
differentiating. The biggest distinction between RPO and other types of
staffing is Process. In RPO the service provider assumes ownership of the
process, while in other types of staffing the service provider is part of a
process controlled by the organization buying their services.

43
e-RECRUITMENT covers a range of Web-based application tools used for
the provisioning (typically) of human resources. These applications assist
in the recruitment of suitable candidates for vacant positions. Some
applications do this by semi-automating the entire recruitment and hiring
process. E-recruitment applications (or software packages that are web-
enabled) typically enable recruitment teams to create job postings,
manage job application responses, schedule interviews and manage other
recruitment tasks. This dramatically reduces the labor and money spent
improves the quality and quantity of the applicant pool.

Recruitment Policy Of a Company

In today’s rapidly changing business environment, a well defined

recruitment policy is necessary for organizations to respond to 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. Creating a suitable recruitment policy is the first step
in the efficient hiring process. A clear and concise recruitment policy
helps ensure a sound recruitment process.

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.

44
Selection Process
Selection is the system of functions and devices adopted in a given
company to ascertain whether the candidates’ 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 most successfully perform the job from the pool of qualified
candidates.

Selection of personnel to man the organization is a crucial, complex and

continuing function. The ability of an organization to attain its goals
effectively and to develop in a dynamic environment largely depends upon
the effectiveness of 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 positions 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 requirement of employees. This forms the basis for the
future recruitment function.

45
• 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 the applicants’ pool by
adopting suitable techniques for screening.
• APPLICATION FORM : This is also known as application blank. This
technique is utilized 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 from which inferences about future behavior and
performance of the candidate can be drawn. Tests can be of
following type:
o Aptitude Test : This test measure whether an individual has the
capacity or latent ability to learn a given job if adequate training.
Aptitude test can be further subdivided in to
 Intelligence test
 Emotional test
 Skill test
 Psychometric test
o Achievement Test : These tests are conducted to measure the
value of a specific achievement when an organization wishes to
employ experienced candidate.

46
 o Situational Test : This test evaluates a candidate in a real life
situation
o Interest Test : These tests are inventories of the likes and the
dislikes of the candidate in relation to the job, work, occupations,
hobbies and recreational activities.
o Personality Test : These tests prove deeply to discover clues to
an individual’s value system.
o 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
potentiality to apply them based on situational and functional
requirement.
• INTERVIEW: In this step, the interviewer matches the information
obtained about the candidate through various means to the job
requirements and to the information obtained through his own
observation during the interview. Tests can be of following types:-

o Background information interview

o Job and probing interview
o Stress interview
o Group discussion interview
o Panel interview
o Decision making interview

• MEDICAL EXAMINATION : Certain jobs require certain physical

qualities like clear vision, percept hearing, unusual stamina,
tolerance of hard working conditions, clear tone etc. medical
examination reveals whether or not a a candidate possesses these
qualities.

47
• REFERENCE CHECK : At this step candidates are required to give
the names of references in their application forms. This is done in
order to verify the information provided by the candidate.
• JOB OFFER : After taking the final decision, the organization has to
intimate this decision to the successful as well as unsuccessful
candidates. Those selected are offered the job and the candidate
has to communicate his/her acceptance to the offer. He/she can
also approach the organization for the modification of the job letter
and in case things are not working out the offer is rejected by the
candidate.
• EMPLOYMENT : The Company may modify the terms and conditions
of employment as requested by the candidate and thereby place
them on the job.

48
RECRUITMENT AND SELECTION PROCESS
AT RELIANCE HR SERVICES
PRIVATE LIMITED
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 by recruitment within the firm, or externally by recruiting
people from outside. The recruitment and selection process at Reliance
HR Services Private Limited begins with management determining the
exact need of the posts to be filled. There are a number of posts which
have to be filled, for example ASM, SE, SA, FSA, TL etc. for the different
businesses. Then, 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 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 Interview Record Sheet as
shown in Appendix 1, which he takes along with him in the interview room.

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. It
also consists of taking two references of peers and providing job brief and

49
information regarding compensation, career progression and expectation
setting in the company.

. Then, after the formalities, a preliminary interview/ screening is

conducted by the personnel of the 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

Then, the screened candidates go through testing and evaluation stage .

Where selection tests are a valid method of assessing a candidate (i.e.
effectively measures the job criteria, is relevant, reliable, fair and
unbiased – also considering the predictive capacities of tests), 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 is given in Appendix 2 which the candidate
has to take if he has applied for any position in the sales department. The
RME evaluates the tests and also validates the cut offs for them. The
evaluation sheets are then attached with the interview record sheet of the
respective candidate before going in for the final interview.

As per the plan the final interview of the candidate will be with the
personnel’s of the Client company. But just now it is looking after the HR

50
process of only Reliance ADAG’s group companies. Thus, at last the
candidate goes through the final interview with the management
personnels 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 list of
selected, on hold and rejected candidates is also maintained by the
organization for future use.

The Recruitment Process

51
 E

(R eg istra

Reliance HR Services Private Limited’s

Sourcing Process
P

(Jo b U n
52
 Und

(Client’s Pr
Profile,

(Sourcin
Resource Planning

53
S o u rc ing C h a n ne ls

•
C am p u s •
C

•
R e fe rra ls •

T
D a ta b a s e
Database Recruitment

D
54
E
 Tele C alling

Database Generation

55
 Cam puses

(Degree Colleges, Priv

Institutes, Study Cente

Field Recruitment

Job Fairs/Job Mela

56
Competitors, DSAs & DS

Tele Calling on 20 resum

per day

Advertisement Based Recruitment

57
M essage/ Com m unicatio
(Eng/Local Language)

58
CHAPTER-III

59
Definition of Research

60
“Redman Morry” define research as a “systematic effort to gain a new knowledge.”

Definition of Research Methodology

Research Methodology is a set of procedures followed while conducting research.

Research Methodology:

Research Statement:

My research is mainly focused on Recruitment &Selection Process of Reliance

Communication Lucknow.
Nature of Research:

My research is Explorative & Analytical in nature.

Research Problem:

Function of HR Department in relation to Recruitment &Selection Process of

Reliance Communication Lucknow.

Universe of study:

The universe for conducting research is Lucknow citty.

Sample Unit:

61
 Sample unit of research report isare Employees of Reliance Communication
Lucknow.

Sample Size:

Sample size for research report is 50.

Data Collection:

My research report is based upon Primary & Secondary Data. Secondary data was

sourced from various published sources which include Annual Magazines, Websites;

Internet; Books was also referred.

Data Analysis:
The term analysis refers to the computation of certain measures along with searching

for patterns of relationship that exists among data group. Analysis is essential for a

scientific study and for ensuring that we have all relevant data for making contemplated

comparisons. Therefore, I have used Tabulation, Graphs & Charts in my project.

62
CHAPTER-IV

63
1. Are you aware about application blank?

64
 Are you aware of application blank

30%

yes
no

70%

Almost 70 percent of respondents are aware of application form and

the rest 30 percent are not aware of application form.

65
2. If yes, what was your experience in filling up application blank?

Experience in filling up application blank

30

25

20

15

10

5 Series2

0
S1
exciting &
informative satisfactory but
lengthy discouraging
and boring

exciting & informative satisfactory but lengthy discouraging and boring

Series2 27 20 3

About 27 respondents are experiencing exciting and informative in filling

up application form,20 are experiencing satisfactory but lengthy& 3 are
experiencing discouraging and boring.

66
3. Did you find the Reliance Recruitment/Selection process to be?

Rating the Recruitment & Selection Process

20
18
16
14
12
10
8
6
4 Series1
2
0
highly S1
efficient
efficient neutral
ineffecient
highly
ineffecient

highly efficient efficient neutral ineffecient highly ineffecient

Series1 5 20 15 10 0

Only 20 among 50 are rating that Recruitment & Selection Process is efficient,5
are rating that process is highly efficient, 15 respondents are saying neutral, 10
are regarding process as inefficient .

67
4. What was your overall satisfaction with the recruitment process?

Satisfaction rating with recruitment process

25

20

15

Series2
10

0
extremely extremely
satisfied neutral dissatisfied
satisfied dissatisfied
Series2 7 23 10 10 0

According to the study it is evident that though many people found the
process to be efficient though a few were dissatisfied with the process.
This should be looked into very seriously and the dissatisfaction be
removed before it spreads out of the organization

68
5. How likely are you to recommend the company to a friend or a colleague?

Likeliness of Recommendation

30

25

20

15

10

5 Series1

0
extremely
likely S1
likely neutral
unlikrly
extremely
unlikely

extremely likely likely neutral unlikrly extremely unlikely

Series1 12 26 7 5 0

Here again we can see that how are employees are referring the
organization to potential employees. This goes on to show the satisfaction
level of employees is very high. As satisfied internal customers means
satisfied external customers this is a positive aspect for the organization.

69
6. The Reliance recruitment process is based more towards experience
than towards qualification

Process based towards experience than qualification

30

25

20

15
Series2

10

0
strongly agree agree neutral disagree strongly disagree
Series2 8 30 4 6 2

Almost 30 out of 50 are agree that process is based towards experience than
qualification.only 2 of them strongly disagree.

70
7. Do you think that the recruitment & selection process is adequately
advertised?

Is the recruitment/selection process adequately advertised

46%

yes
no

54%

About 46% of the respondents are responding that recruitment process is

adequately advertised & 54% of the respondents are not satisfied with it.

71
8. Were you satisfied with the standards of application form?

Satisfied with application form standard

27%

yes
no

73%

Though 73% of the respondents are satisfied with the standard of the
Application form & 27% are not satisfied with the standard of the
Application form

72
9. Were you informed about the parameters on which you would be judged
before the interview process?

Was information regarding the parameters for judgingduring interviw provided before
it

35%

yes
no

65%

Here we can see that Information regarding the parameters was not
propagated and hence almost Sixty five percent of the respondents who
were appearing for an interview were unaware of the judging parameters.
This is one of a drawback of the process as the candidates should be
properly informed on what parameters they would be rejected or selected
so that they can try their best.

73
10. During the selection process did you contact the recruitment services
to change an interview time or request feedback?

Did you apply for change in interview time or request feedback

30%

yes
no

70%

Only 30% of the respondents apply for change in interview time or request feedback.70% of the
respondents do not apply for change in interview time or request feedback.

74
11. If yes then were you treated respectfully & was the issue dealt with by
Recruitement Services to your satisfaction?

If YES was the request dealt upto your satisfaction.

25%

yes
no

75%

The company should look into the nature of the request which were not
satisfied and check if such things can be avoided in the future. As we can
see that on an average 25% of the requests were not satisfied which is
not a good sign as this can bring a bad name to the company.

75
12. Did the recruiter you were engaged with keep you updated on the
status of your selection process?

Updates on status of selection process

30

25

20

15

10

5
Series1
0
Consistently

Usually

S1
Often

Sometimes

Never

Consistently Usually Often Sometimes Never

Series1 15 30 3 2 0

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.

76
CHAPTER-V

77
78
• About 80% of respondent feel that during this process more
relevance is given to experience than qualification.
• Almost 46% of respondents are agreeing that Recruitment &
Selection Process are adequately advertised.
• About 73% of respondent are satisfied with application standard &
27% are not satisfied.
• About 65% of respondent who were appearing for an interview are
unaware of judging parameters.
• Almost 75% of them are satisfied that there request are dealt by
company.
• Usually updates on status are been shown.
• Quality of information regarding growth prospectus of Reliance
communication limited is average.
• Respondents are satisfied by the information regarding
organizational structure.

79
80
1. 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
2. Evaluate the recruitment strategy to determine its efficiency. For
example:
• Conduct a cost-benefit analysis in terms of the number of applicants
referred, interviewed, selected, and hired
• Compare the effectiveness of applicants hired from various sources.

3. Continuation of the Employee Referral Scheme and to monitor and

expand the scheme dependent on its success. But other sources
should also be Incorporated to bring high quality of talent to the
company.
4. More information about job openings should be circulated at web-
worlds all over the country and the candidates could be screened
through video conferencing at the web-worlds itself so that the
candidates don’t have to come all the way to another city for the
first round.
5. Other statistics should also be calculated from time to time to check
the success of the recruitment and selection process. They are:

• Selection rate - Percentage hired from a given group of candidates

• Acceptance Rate - Percentage of rejected job offers
• Success Base Rate -Comparing percentage rate of past applicants
who were good employees to that of current employees

81
82
Recruitment is a positive process & Selection is both positive & negative process.

• As recruitment is the process of searching for prospectives,employees &

stimulating them to apply for the jobs in organization.
• Recruitment is a linking activity as it brings together these with jobs & those
seeking jobs.
• The recruitment and selection process at Reliance HR Services
Private Limited begins with management determining the exact
need of the posts to be filled.
• The ability of an organization to attain its goals effectively and to
develop in a dynamic environment largely depends upon the
effectiveness of its selection programme. If right personnel are
selected, the remaining functions of personnel management
become easier.
• 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.

83
 LIMITATIONS OF THE STUDY
It is always true that there is no end to learning and
experimentation, similarly we can never conclusively say that a study is

84
complete. 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. Still the results deduced from the study are well
supported by the data available.

Had time permitted, the study could have also included the analysis of the
interview process and the success of the entire recruitment and selection
process by calculating ratios which were not included.

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 might not be enough to yield the desired
results that were envisioned during the commissioning of this
project.
3. The results would had been better reflected if the study would had
covered other locations across the country
4. More representation from several departments at all levels would
had given a good mix to the respondents pool
5. Since a convenience sample was sought, many potential
respondents may have been missed

85
86
• Tripathi, P.C., Human Resource Development, New
Delhi, Sultan Chand & sons, 2003.
• Rao, V.S.P., personal management, New Delhi, Sultan
Chand & Sons, 2001.
• Humanresource& personnelmanagement,”Ashwathappa”.
• Personnel Management,”Edwin.B.Flippo”.
• www.reliance.com.

87
n

QUESTIONNAIRE
Reliance Communication Ltd., a group company of Reliance ADAG is conducting a
survey to gauge the effectiveness of the88Recruitment and Selection Process, being
carried out through Reliance HR Services Private Ltd.. We will be highly grateful if
you take out some time to fill this questionnaire.
Q1. Are you aware about application form?
• Yes
• No

Q2 If yes, what was your experience in filling application blank?

• Exciting & informative.
• Satisfactory & lengthy
• Discouraging & boring

Q3. Did you find the Reliance recruitment/selection process to be:

• Extremely efficient
• Efficient
• Neutral
• Inefficient
• Highly Inefficient

Q4. What was your overall satisfaction with the recruitment process?
• Extremely satisfied
• Satisfied
• Neutral
• Dissatisfied
• Extremely dissatisfied

Q5How likely are you to recommend the company to a friend or a colleague?

• Extremely Likely
• Likely
• Neutral
• Unlikely
• Extremely Unlikely

89
Q6 The Reliance recruitment process is biased more towards experience than towards
qualifications.
• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

Q7. Do you think that the recruitment and selection process is adequately advertised?
• Yes
• No

Q8. Were you satisfied with the standards of the application form?
• Yes
• No

Q9. Were you informed about the parameters on which you would be judged before the
interview process?
• Yes
• No

Q10. During the selection process, did you contact the Recruitment Services to change an
interview time or request feedback?
• Yes
• No

Q11.If yes, then were you treated respectfully and was the issue dealt with by Recruitment
Services to your satisfaction?
• Yes
• No

90
Q12. Did the recruiter you were engaged with keep you updated on the status of your
selection process?
• Consistently
• Usually
• Often
• Sometimes
• Never

91