Amity School Of Business, Noida

AMITY SCHOOL OF BUSINESS, NOIDA

A TRAINING REPORT ON Recruitment AT 2X600 MW, RAJIV GANDHI THERMAL POWER PLANT, HISAR Submitted in partial fulfilment for the award of the degree of Bachelor of Business Administration

Submitted To:

Submitted By:

Swati mittal

Saurav Ahuja

Lect. ASB

IV sem BBA

ACKNOWLEDGMENT Saurav Ahuja

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It is a matter of great pleasure and privilege for me to present this report on 60 days training at “RAJIV GANDHI THERMAL POWER PLANT, HISAR”. I take this opportunity to express my gratitude towards all those people who helped me successfully complete this summer training report. I am especially grateful to Mr. Pramod Choudhary, Mr. Ashutosh Sharma (HR), Mr. M. S. Patel, Mr. Praveen Daniel for providing me their elusive guidance during my training. I would also like to offer my sincere thanks to all those staff officials for their untiring support and help at various levels.

Saurav Ahuja A3906407350 BBA IV SEM. Amity School of Business

Executive summary Reliance infrastructure limited is a company which s involved in construction work. It is a company under the Reliance - Anil Dhirubhai Ambani Group banner, one of India's largest conglomerates. The company is headed by Anil Ambani. The company's corporate headquarters is situated in Sector 24, Noida. Reliance Infrastructure Ltd is not only India’s largest private sector enterprise in power Saurav Ahuja

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utility but also the largest private sector player in many other infrastructure sectors of India. Recently Reliance energy has bagged a 1200 MW Hissar and a 2×250 MW Pariccha EPC project contract. It is also building the 1200 MW Rosa Power Plant. This project looks at the company profile and the processed of the company Reliance Infrastructure in Hissar. Various analyses have been done to see te processes of recruitments in the industry. Reliance industry is one of the renowned company in India and is one of the major revenue sources of the economy. The future of this industry is remarkable. Primary and secondary data have been collected to compare the level of satisfaction of the employees. Along with how they feel about the flaws about the recruitment process.

TABLE OF CONTENTS S.NO

TOPICS

PAGE

1.Introduction Saurav Ahuja

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2.Research methodology

3.Data analysis

4.Conclusion

5.Appendices

6.Bibliography

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Introduction

RELIANCE INFRASTRUCTURE Reliance Infrastructure, formerly known as Reliance Energy and prior to that as Bombay Suburban Electric Supply (BSES), is a company under the Reliance - Anil Dhirubhai Ambani Group banner, one of India's largest conglomerates. Reliance Energy came into existence when it took over BSES in 2002.The company is headed by Anil Ambani. The company's corporate headquarters is situated in Sector 24, Noida. The company is the sole distributor of electricity to consumers in the suburbs of Mumbai. Reliance Energy plans to increase its power generation capacity by adding 16,000 MW with investments of $13 billion. Reliance Infrastructure Ltd is not only India’s largest private sector enterprise in power utility but also the largest private sector player in many other infrastructure sectors of India. In the power sector we are involved in generation, transmission, distribution and trading of electricity and constructing power plants as EPC partners. In the infrastructure space the company is focused on roads, Urban infrastructure which includes MRTS, Sealink and Airports, Specialty Real Estate which includes business districts, trade towers, convention centre and SEZ which includes IT & ITES SEZ and non IT SEZ as well as free trade zones.

Power Utility Saurav Ahuja

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Reliance Infrastructure distributes more than 28 billion units of electricity to cover 25 million consumers across different parts of the country including Mumbai and Delhi in an area that spans over 1, 24,300 sq. kms. We also generate 941 MW of electricity, from our power stations located in Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa. We are also emerging as one of the leading players in India in the Engineering, Procurement and Construction (EPC) segment of the power sector with an order book of Rs 8,300 crore, having executed projects worth Rs 10000 Crores in the past 4 years. We are also executing the first 100% private sector power transmission project for western grid with an investment worth Rs 2,250 crores.

Infrastructure Road: We are the largest developer of road and highway projects for the National Highways Authority of India under the build, own, transfer (BOT) scheme. With an investment involving Rs 3150 crores, the company is developing 5 major road projects in Tamil Nadu totalling over 400 kms of length. Urban Infrastructure: We are also the country’s first and only private sector builder and operator for Metro Systems. We are already into construction of the first line of Mumbai’s Metro system stretching 12 kms from Versova to Ghatkopar. Besides we have also won the Delhi Metro’s airport express link stretching a length of 22.5 kms. The total investment for these two projects is Rs 4900 crores Specialty Real Estate: We are also the country’s first and only private sector builder to build India’s first 100 storeyed building, a trade tower and business district in 80 acres of land in Hyderabad, The total investment for this project is Rs 6,500 crores. Special Economic Zones: We are also developing over 180 mn sq ft of SEZ for IT/ITES, retail hospitality in Mumbai and Noida with an investment worth Rs 31,000 crores Dadri & Sasan projects Reliance Energy is currently constructing a 5500 MW gas generation power plant in the district of Dadri in the northern state of Uttar Pradesh. It is planned to be the single largest gas grassroot gas fired generation plant in the world and will solve much of the power supply shortages of northern India. The ADAG group is in a bitter fight with Mukesh Ambani controlled Reliance Industries as the Gas for this project is not yet tied up. The matter was under litigation in the Bombay high court. On June 15, 2009 the Mumbai High court ruled the case in favour of the Reliance Natural Gas Limited. asking the Mukesh Ambani owned Reliance Industries to stick to its commitment of providing the gas to RNRL at a stipulated amount being agreed upon prior to the split between the brothers. The Sasan project (Madhya Pradesh) is a 6 * 660 MW coal fired generator currently under construction. The tender had initially been awarded to Lanco Group, before being disqualified

Other projects Reliance Energy won on competitive bidding last year for 280 MW Urthing Sobla hydro power project in Uttarakhand. It has also won two power projects totaling 1700 MW in Arunachal Pradesh. Recently Reliance energy has bagged a 1200 MW Hissar and a 2×250 MW Pariccha EPC project contract. It is also building the 1200 MW Rosa Power Plant. Relationship with Tata Power Tata Power is the India's oldest private power section company and considered Reliance Energy's biggest rival. However Tata Power and REL have an unusual business relationship in that Tata Power is a net generator of power and sells power to REL while REL has insufficient generation capacity to supply its Mumbai retail customers and thus must buy the shortfall from Tata Power. Tata Power and REL both compete directly against each other in the high end use industrial customer market. This has resulted in several contract disputes between the two rivals. Reliance Power Saurav Ahuja

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As at 15-Jan-08 Reliance Energy is in the process of structuring an IPO for its subsidiary Reliance Power. Reliance Energy will issue new shares in Reliance power equal to 80% while holding the remaining 20%. The IPO is expected to raise US$3.5 billion, which would make Reliance Power the largest IPO in India's history. The capital raising is to fund the new generation projects currently planned. Reliance infrastructure Limited, incorporated in 1929, is a fully integrated utility engaged in the generation, transmission and distribution of electricity. It ranks among India’s top listed private companies on all major financial parameters, including assets, sales, profits and market capitalization. It is also India’s foremost private sector utility with aggregate estimated revenues of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$ 2.4 billion). Reliance Energy 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. Reliance Energy 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. Reliance Energy 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 Energy Limited's Engineering, Procurement and Construction (EPC) division has bagged two major contracts totaling over Rupees 4200 crore. Together with these projects Reliance emerges as the largest EPC contractor in power sector in the country. Haryana Power Generation Corporation Ltd (HPGC) awarded the contract on the basis of a competitive bidding to Reliance Energy for setting up 2x600 MW coal based power project on turnkey basis at a cost of Rs.3763 crore making it the single largest EPC contract. The project is to be implemented in 35 & 38 months schedule for the first and second units contractually. The effort would be to commission the two units with 34 and 36 months schedule on best effort basis. Reliance Energy has emerged as the lowest bidder in a stiffly contested competitive bidding process for the project, which is proposed to be financed with debt: equity ratio of 80:20, with 20 percent of cost to be contributed by the state government. This is the first project in the Northern region to be awarded the Mega project status under Union Government's 'Mega' project policy. The project is expected to result in a drastic reduction in cost of generation. Once the project starts generating additional

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Salient features of Rajiv Gandhi Thermal power plant • • • • • • • • • • • • •

Installed Capacity: 2×600 MW Annual Generation: 10512 MW at 100% PLF Type of plant: Coal fired Land availability: 989 Acre Water source: Barwala branch of Bhakra Canal Water requirement: 4800 cum/hr Coal linkage: Mahanadi Coal fields Ltd Orissa Coal requirement: 6.4 million ton per annum Power evacuation: Through two Double circuit 400kv transmission line Beneficiary state: Haryana Outlet emission: 40mg/Nm^3 Green belt: Provision for development of green belt around the periphery of the plant with rain water harvesting system. Commissioning schedule: Unit#1 28.12.2009( 35 months) ○ Unit#2 28.03.2010( 38 months)

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RESEARCH METHODOLOGY

The objective of recruitment is: Saurav Ahuja

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• •

To hire talented people meeting the job specifications through appropriate internal & external sources. To adopt a professional approach in recruitment & selection which enables to attract and select the best fit between the job requirements and the candidates knowledge, skills and attitude

Research Design: The research that was conducted included a questionnaire survey which addressed the satisfaction or the dissatisfaction of the users of the telecom services of a network provider.

Sampling Technique: • • •

Sampling Unit: NCR Region Sampling Technique: The technique of sampling which was used to determine the sample units was Simple Random Sampling Sampling Size: 20 individuals

Data Collection: The information that has been collected to construct this project has been by both primary as well as secondary data. To get a clearer picture of the users of telecom, it is better to use both the primary and secondary data. Primary data: This has been collected through a questionnaire designed to understand the level of satisfaction or dissatisfaction of the users of telecom from their services of the network provider. Secondary data: This has been collected by the use of the internet as well as articles from the newspapers. This helped in getting a better picture of the industry and its impact.

Limitations faced in the project: • • •

Collecting information made out to be a challenge since the employees of the company had a shortage of time Collecting primary information was also a challenge since feedback was biased Competitor analysis was not up to satisfactory level since the competitors did not disclose much information also they are located in different locations

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Data analysis

Recruitment & Selection Recruitment is the process of discovering potential applicants for actual or anticipated organizational vacancies. It is a ‘linking activity’ bringing together those with jobs and those seeking jobs. As Yoder and others point out: “ Recruitment is process to discover the sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Accordingly the purpose of Recruitment is to locate sources of manpower to meet job requirements and job specifications. Saurav Ahuja

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Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans of organization charts and control systems would not do much better. Flippo views recruitment both as positive as well as negative activity. He says; ‘It is a process for searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio i.e. the number of applicants for a job. Selection on the other hand tends to be negativebecause it rejects a good number of those who apply, leaving only best to be hired.

FACTORS AFFECTING RECRUITMENT All organizations, whether large or small do engage in recruitment activity, though not to the same extent. This differs with: 1. The size of the organization. 2. The employment condition in the community where the organization is located. 3. The effects of past recruiting efforts which show the organization’s ability to locate and keep good performing people. 4. Working conditions, salary and benefit packages offered by the organization. 5. The rate of growth of the organization. 6. The level of seasonality of operations and future expansion and production programs. 7. Cultural, economic and legal factors.

Methods of recruitment: Whether recruiting internally or externally, the HR manager may relay on certain methods of recruitment. There are two methods of recruitmet: 1. Internal Methods 2. External Methods

Internal Methods: Organization Database: Databases are records of employee related information that all firms maintain routinely. The employee profiles available on database include information related to employee’s background, skills, knowledge, work history, work experience, training received , performance Appraisal, records, and the like. In the event of a job opening in the firm, the HR manager can access the Saurav Ahuja

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database, key in the job requirement, and select the best candidate from the list of current employees that the database provides.

Job Posting This method requires management to publicize and notify the current or anticipated job openings in the firm & allows the current employees to bid for jobs they might be interested in it. A firm may notify job openings in a number of ways, e.g. by posting notice on bulletin boards, through company’s news letters or by e-mailing managers and employees. Some company website are designed to be interacting and allow an employee to match his/her skills, education, experience etc. with the skills and other demands of the job.

Inside Moonlighting Sometime firms have temporary shortage of workforce, and at other times, there is some additional work to be done. At these time instead of hiring new employees, a firm may encourage the current non-salaried employees of the firm to accept additional work return for a bonus.

External Methods: Direct Applicants Potential candidates who apply to a firm although it has not solicited applications are called direct applicants. There applications are called unsolicited applications, and may reach the employer by letter, telephone or in person.

Employee Referrals and Recommendation New employees are often located and hired by firms with the assistance of current employees. Before recruiting through other methods, some organization prefer to ask present employees to recommend names of friends, relatives, of professional colleagues for a particular job opening with in the firm. It is an excellent means of locating potential employees for difficult to fill positions or hard-to-find skills. Referrals constitute a quick, relatively inexpensive, and a powerful means of recruitment.

Employment Agencies Job seekers register themselves at employment agencies; the agencies maintain the database of jobseekers. Organization searching for candidates can access these database for a fee an obtain a list of eligible candidates, or they can specify their job requirements and request a shortlist of appropriate candidates. Both public & private agencies have a same objective. However, they differ with respect to their image, quality of candidates, and the nature of applicants they provide. Private agencies enjoy a better image, provide candidates of good quality, cater to jobs that are more prestigious, and serve as a source of mid-level or high-level managerial or professional employees.

Advertisement Traditionally, the most widely-used methods of recruitment has been advertisements in The print media the most common being daily newspapers. Since all households subscribe to newspapers, recruitment advertisement find a big readership and reach a large audience in a short Saurav Ahuja

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time. Though radio and television are also used to advertise vacancies, an increasing trend is to use the company website to post job openings.

Campus recruitment This is one of the most popular but also one of the most expensive method of recruiting For entry-level professional in managerial jobs. Firms also offer lateral placement on campuses to recent graduates with previous job experience. The colleague gives the firm information about the profile of students available on campus, their functional specializations, and type of courses offered on campus. The recruiting firm on its part gives the college information. The recruiting firm on its parts gives the college information about the firm, its vision, business, future plans, work culture, nature of jobs, reputation of the firm, etc.

New Approaches to Recruitment • • • •

Employer Branding Special Events Recruiting Contest Recruitment E-Recruitment

Selection Next to recruitment, the logical step in HR process is selection of best suitable candidates. Selection is the process of picking individuals with requisite qualifications and competence to fill jobs in the organization. Recruitment and selection are the two crucial steps in the HR process and are often use interchangeably. It is necessary to select the right person at the right time at the right Place.Otherwise it could prove hazardous for the organization Which makes the function of R&S more important.

Effective Recruitment & Selection The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant to the job itself. Once these criteria are agreed and shared it is possible to make more rational. A-two Process It is important for both the job applicant and the organization to ensure that the right job goes to the right person. Taking the wrong job may be just as disastrous for the employee as for the organization. The traditional approach to recruitment and selection is based on the view that organizations should specify the requirements of the job as closely as possible and then look for individuals whose personal

Specifying job & person requirements Initial Assessment To find the right person for the job, you need to have an accurate idea of the job itself and of the particular skills and attributes it demands. This can be carried out in a series of stages, as shown:

Job Analysis Saurav Ahuja

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Job analysis involves examining a job systematically and in detail. There is no single way of doing this. Direct observation may be helpful if you are analyzing repetitive manual jobs, for example. Discussion

Organizational Analysis The broader organizational requirements can be as important as the specific ones for the job itself. The organization needs creativity, flexibility, the ability to work in a small team, and so on. Job Description From your analysis of the job you can write a job description which will state what the job holder is responsible for and what they are required to. Person Specification Once the job and organizational analyses and the job description have been completed the next stage is to write a specification of the kind of person needed to fill the job

Recruiting & selecting Internal candidates Where an existing member of staff is applying for a post, you will already have knowledge of their personality, skills, fit with the organization and so on. However, whether the job they are applying for.

Attracting Applicants You have now established the criteria for recruiting the kind of person you are looking for the next step is to find someone who meets these criteria. Advertising If you are managing the recruitment process by a traditional route you will now need to consider advertising the vacancy. Your organization may have a specific policy or rules governing advertising Application form & paper work One way of offering more information than can be put into an advertisement is to send further particulars to people who respond. These could explain, for example, current and future developments Short listing It is common to shortlist up to six applicants per position, but the exact number may reflect the time you have available for interviewing and the strength of the applicants References References can be useful, but they do have some limitations: no one would supply the name of a referee who was likely to give a bad reference. Interview as a selection method Traditionally, the interview has been the main means of assessing the suitability of candidates for a job. Almost all organizations use the interview at some stage in their selection process Tests as a selection method There are various types of tests and ways in which they might be used as part of the selection process Before using any kind of test you should ensure that you know why ou are using it The selection interview Resource The aim of the selection interview is to determine whether the candidate is interested in the job and competent to do it. A selection interview also has the following functions Saurav Ahuja Page 15

Structuring the interview Resource n a panel interview one member will need to take the chair; this person will then be responsible for initiating, controlling and closing the interview. It is also the role of the chair to link and control. Closing and deciding Resource Up to now we have been considering how to control and conduct the main body of n interview. There remains, however, the need to draw it to a satisfactory close. H.R.D. DEPARTMENT

Head of the H.R.D. Deptt. is responsible for the execution of Policies regarding the Recruitment, Discharge, Classification of Employees And wages, which are laid down by Board of Directors. Main function Of this Deptt. is to recruit the personnel, trained them and place them to the jobs for which they are best suited. The personnel are selected from Industrial Training Institute, Various Polytechnics, Engineering and Business Management school in India as well as export’s from abroad.

Recruitment & Selection The Recruitment at Reliance Infrastructure aims at augmenting the human resources through attracting and retaining people with requisite competencies to achieve its business objectives.

Objectives The objective of recruitment is to hire talented people meeting the job specifications through appropriate internal & external sources.To adopt a professional approach in recruitment & selection which enables to attract and select the best fit between the job requirements and the candidates knowledge, skills and attitude.

Process The categories of appointment are as follows: Permanent Appointments to fill a permanent position in the regular grade of the company. Candidates up to the level of managers will be initially appointed on probation and after successful completion of probation will be confirmed.

Temporary/ contract Appointment for a specify period for doing work of a temporary nature as per the requirements of the company. Such appointments will be for a limited company.

Trainee Engagement of fresh candidates in area of technical/ commercial/ administration. Duration of training would be one or two years as may be specified.\

Recruitment is at following levels:• • • •

Entry Level Appointment Graduate Engineer Trainee/ Management Trainee Diploma/ BSC Trainees ITI Trainees

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Lateral appointment Recruitment of experienced people with requisite qualifications: All recruitments in the grade of senior manager and above will be handled by corporate HR Delhi, Recruitment up to the level of managers will be handled by HR department at Hisar. HR in consultation with the respective department will plan the detailed manpower set up for each function and prepare a job description for each position. The job descriptionshall be reviewed from time to time, as required. Recruitment will be made only against clear vacancy.

Identification of vacancies 1) Recruitment starts when any vacancy come up because of following reasons • • •

Resignation/ Retirement Increased work load Creation of new job

In case the vacancies came up because of resignation/ retirement/ increased work load we must know about: • • • • •

Is the post will required? Could the task be allocated? Should the post be enriched? Is the job content accurate? How was the prior appointment done?

Incase the vacancies came up because of new position following things may be considered: Description of post (job title, department, tenure, reporting to)Role the past will fulfill (prime objectives, supervisory objectives, duties, range of decision-making) Employee specification (age, gender, qualifications, experience, general & special knowledge, skills, personal attributes) Time for filling the post Compensation package Consequences for not filling the post 2) Fill the job requisition form • • • • • • • • • • • • • • •

Company Position/ Designation vacant No. of people required in that position Educational qualifications Skills sets Experience in years A brief description of the Job/ responsibility location Compensation offered Any other perks Urgency of the requirement Remarks Name Designation Signature (in the case of hard copy) Date

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3) Intimate HR department A brief the HR department of the requirement along with submitting the requisition form.

4) Approval A HR department assesses the available resources, justification of vacancy, & approves for further actions. Sources of Recruitment

Sourcing for all positions will be done using the most appropriate and cost effective medium. HR will first examine the availability of candidates from the following internal sources: • • • • •

Redeployment within the unit Employees from other group companies Waitlisted/ on panel candidates Internal Job posting Employee Referrals

If Suitable candidates is not available through above sources. HR department will initiate recruitment through any of the external sources: • Databank applications • Advertising on web based portals, newspaper media • Consultants • Campus Recruitment • Employment Exchange • Internal job posting: To fill positions by encouraging internal employees possessing the desired qualifications, and to promote / route from within the organization whenever possible. Job posting will be used to notify employees of vacancy availability.

Process Human resource will post the job posting at all job posting locations, starting a description of the position with grade, essential qualifications, and the date by which applications must be received. Job posting locations: The employee information bulletin boards and web services (e-mail, intranet, etc.) Any eligible employee may apply for a job posting after taking clearance from present HOD and by completing an application supplied by human resources.

The following eligibility criteria shall be used for short listing:Evidence of the required qualifications. Existence in current position for at least past 18 months. If the position is of next gradethen at least 24 months in present grade are necessary for applications. Absence of any disciplinary during the past 12 months. No ore than 3 applications in a year will be allowed.

Employee from other group companies Saurav Ahuja

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Sometimes firm have shortage of employees and the other times there is some additional work to be done. At these time instead of hiring new employee, company hires employee from other group companies as per the requirements n case other group company has additional workforce.

Waitlisted Candidates Waitlisted candidates are likely to be considered in case candidates from the selected don’t response or company have requirement of additional workforce then a chance can be given to waitlisted candidates.

External Sources

Databank Applications Databank application are those applications which had records about applicant’s profile including information related to his background, skills, knowledge, work history, work experience etc. In the event of job opening in the firm, the HR manager can access databank applications, key in the job requirements, and the select the best applicant from the list of current applicants that the data bank provides.

Advertisement In case any vacancy come up in RIL, the management use advertisement system to fill that vacancy in short period of time. Advertisement is made in newspapers such as: Times of India, The Tribune etc. The HR person also search the suitable candidates by job sites such as :naukri.com etc. Campus Recruitment This is the most popular method of recruiting entry level professional & managerial jobs. This method is mostly used in RIL for recruiting for appropriate candidates. RIL used to select Diploma Engineer Trainee(DET) & Graduate Engineer Trainee (GET) from campus. Last time RIL select some Diploma students from Job fair held in Govt. Polytechnic Hisar.

Consultants RIL used to recruit suitable candidates with the help of their consultant companies. As well as any vacancy come up the HR department used to inform consultancy company about the vacancy & ask them to provide best suitable candidates. • • • • • • • • • • •

Select the best source of recruitment Can requirement be met internally? Find out suitable candidates who could fill the vacancy If external source are to be tapped find out which source to go through Existing database Internet advertisement-job sites Consultants- which consultant Print/Newspaper media Referrals Decide the content of the ad if it has to be place Date of posting ad/ choosing data for applications

Selection Process

Screening Saurav Ahuja

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Screening of application can be regarded as an internal part of recruiting process, though many views, it as the first step in selection process. Applications received in response toadvertisements are screened . The HR team screen our irrelevant CV’s and forward CV’s to short listing committee. Short listed CV’s along with the form signed by short- listing committee forward to HR team.

Selection All these candidates shall provide their details as required in a prescribed applications form human resource shall adopt appropriate methods/ techniques to select the best candidates. HR team invites screened candidates for interview and put together schedule and paperwork for the panel. Relevant manager to provide any test material three days before the scheduled interviews. HR team to finalize interview venue, date and time and make necessary arrangements to conduct test and interview. Relevant managers should inform HR about the proposed interview panel members (which must include one HR representative) Interview

For Entry-level candidates In case of selection of entry-level (fresher) the HR team organize the written test , more than 15 candidates will not be called for written test. In case of large no. of applications, short listed for written test would be on the based on higher qualifying marks in descending order subject to cutoff limit of 15 applications for one position.

For experience candidates In case of experienced candidates, no written test is held, he only fill up bio-data form & questionnaire form & face interview after filling the form.

Interview Rounds Preliminary interview be conducted by the HR person. The interview is taken by the HR person and the concerned department’ HOD and one other person of that department.

The objective of this interview is assess: • Personality of the candidate • Communication skills • Whether will match with the organization culture • Probe a little on his job specific skills • Probe on his past experience • Find out about his family background • What is the notice period required • Ready to travel / relocate if required • Candidates’ expectations from the job/ compensation expected etc. Saurav Ahuja

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•

Short listed candidates undergo second round of interview

Second round of interview Second round of interview is conducted by HR department for selection of best suitable candidate for the organization.\\ •

• • • •

The objective of this round are: Leadership quality Motivation Teamwork Compensation

Third Round of Interview In this HR Head and Concerned department Head finalize the best suitable candidates (take final decision). HR team takes up at least one reference. This should be the current line manager of selected candidate. HR team makes offer, subject to medical fitness, to selected candidates. Agrees start date and starting salary (with support from HR team on flexible starting salaries etc.) If any candidates travels from outside the city to attend the interview fix his travel and other expenses to be reimbursed.

Interview Question From The Employer

Opener • • • • • • •

May I see your resume? What can I do for you? Why are you interested in joining our company? What do you think you can do for us? What attracts you to us? Tell me about your experiences? What pay do you have in mind?

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Regarding Motivation • • • • • • • •

Is your present employer aware of your interest in a job change? Why do you want to change your job? What caused you to enter your job field? Why do you want to change your field of work? What would you like to be doing five years from now when you retire? What is the ideal job for you? If you had completed freedom of choice to be great success in any job field, Which would you choose? Why?

Regarding Education • • • • • • • •

Describe your educational qualifications. Why did you choose your major? What was your class standing? What extra-curricular activities did you take part in? What honours did you earn? What were your average grades? Did your grades adequately reflect? What courses did you like best/least and why?

Regarding Experience • • • • •

Why should I hitre you? How do you fit the requriment for this job? What are the greatest strengths/limitations for this job? What equipments can you work on? Why have you changes jobs frequently?

Regarding Pay • • •

What do you require ? What is the minimum pay you will accept? What do you accept to be earning five years from now?

LETTER OF INTENT/OFFER LETTER

i. Make Provisional offer to the selected candidate. ii. If he accepts the offer, issue him LOI . iii. If he doesn’t accept the offer, find out the reasons & try to negotiable. iv. If the negotiations fail and he declines the offer, offer regret. v. Make offer to the other selected candidate. vi. Issue him a LOI once he accept the offer vii. Find out date of joining. viii.Inform him about various formalities to be taken care of an joining ix. Day (Document required /photograph reqd.)

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Orientation Programme INDUCTION OF NEW EMPLOYEES Every organization have Induction process which make new joinee feel familier with the organization..

Induction is equally important for employee who move jobs within the RIL As for new starters. Saurav Ahuja

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In Induction progam employee is explained about his duties and responsibilities. Other facilities like car parking, canteen. Employment condition Hour of work, overtime, annual leaves etc. After completing of induction process employee have to give feedback on the very first day , then after 30 days, then after 90 days.

Induction of New Employees Policy “You never get second chance to make your first impression.” The new employee gets the first impression of the organization from different touch points he comes across as he enters the organization – The Driver, Security Check, Guest House Attendant, Reception, HR Officer, His Boss, etc. To put the new comer at ease all these interactions should be smooth so as not to raise the anxiety level of the new comer. Induction is a systematic process, which enables new employees to become familiar with their job, the RIL, and the other people with whom they will be working. Induction is equally important for employees who move jobs within the RIL as for new starters. Purpose

•

Introduce new employees to the RIL in a positive way in line with good employment practice.

•

Meet the RIL’s initial legal obligations, in particular relating to Health & Safety.

•

Begin the process of engendering a corporate culture and commitment within the RIL.

•

Support new employees so that they can effectively and competently carry out their job as soon as possible.

• • •

Form the basis for further individual development. Demonstrate the RIL’s commitment to investing in its staff. Support individuals and reduce turnover rates amongst newly appointed staff.

Principles • •

All employees will be properly and fully inducted. Managers have the ultimate responsibility for the effective induction of their staff.

•

The major part of induction happens in the workplace not on an induction course.

• • • • • • •

All new employees will receive a copy of the RIL’s Induction Handbook – Parichay (A copy will be available via the Intranet also) The effectiveness of the induction process will be evaluated. The process will be structured to ensure that urgent knowledge is communicated immediately (e.g. fire exits) and important but less urgent information is dealt with later. Managers must be aware of the problem of information overload for new staff.

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•

New staff will have access to a co-worker who will assist their assimilation to the workplace

The Process

The whole process is underpinned by the flow chart explained in Annexure 1 and a comprehensive checklist given in Annexure II which will be used to monitor the progress on induction training of the individual. For familiarisation with the process and organisation, a separate schedule will be prepared by the induction manager. The check list and induction schedule for each employee shall be issued to the employee on joining. The check sheet will be returned by the employee to HR after one month of joining.

Evaluating the Effectiveness The effectiveness of induction shall be measured at 3 stages – • • •

One day after joining 30 days after joining 90 days after joining

H.R.D. DEPARTMENT

Head of the H.R.D. Deptt. Is responsible for the execution of Policies regarding the Recruitment, Discharge, Classification of Employees And wages, which are laid down by Bord of Directors. Main funcation Of this Deptt. is to recruit the personnel, trained them and place them to the jobs for which they are best suited. The personnel are selected from Industrial Training Institute, Various Polytechnics, Engineering and Business Management school in India as well as export’s from abord.

RECRUITMENT & SELECTION This is the operative function of HRD department. The function is employment of proper kind & number of people necessary to achieve the objective of the organization. This includes Recruitment, Selection Placement etc. Recruitment and Selection cover the course of supply Of labour and the device designed to select the right type of people for various jobs. It is necessary to select the right person at the right time at the rightPlace. Otherwise it could prove hazardous for the organization Which makes the function of R&S more important.

HUMAN RESOURCES IN STRATEGY Saurav Ahuja

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Human resources refer to the people who work In an organization. The term seeks to communicate the belief that the employees of an organization are not just people, but valuable resources that help an organization to achieve its objectives. People are central to organization. The financial capital, technology , or processes of the organization, by themselves ,cannot accomplish organizational goals. These resources depend on human resources for their effective and efficient utilization. At the same time, human resources also need to be managed. Human resources management (HRM) is concerned with a holistic approach towards the management of people working in an organization, who contribute to the achievement of organizational objectives. Human resource management ensures the most effective and efficient use of human talent for accomplishing the goals of an organization. In order to successfully utilize and manage the human resource of an organization to achievement organizational objectives, each organization needs to develop a

well-defined HR strategy.

Like strategy, HR strategy is concerned with two key elements:

1. Determining the strategic objectives(what goal is the strategy Supposed to achieve?

For example, the goals may be high productivity, reduced accidents, etc.). 2. Determining the strategic objectives(what goal is the strategy Supposed to achieve? For example, the goals may be high productivity, reduced accidents, etc.). Man Power Planning Man power planning in Human Resource Management is a core factor. Here the penalties for not being correctly staffed are costly. Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business.

Planning sufficiently Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. See the pros and cons Thus the first step is to take a clear and average view of the existing workforce profile such as numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees and then to adjust this for one or three and ten years ahead by amendments for normal turnover, planned Staff movements, retirements, etc, in line with the business plan for the Corresponding time frames. The result should be a series of crude supply situations as would be the outcome of present planning if left unmodified. This, clearly, requires a great deal of information accretion, classification and statistical analysis as a subsidiary aspect of personnel management. Saurav Ahuja

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Future plan The future demands will be is only influenced in part by the forecast of the personnel manager, whose main task may well be to scrutinize and modify the crude predictions of other managers. Staffing in the future needs is derived due to some factors: •

Variations in the efficiency, productivity, flexibility of labor as a result of Training, work study, organizational change, new motivations, etc.

•

Changes in employment practices (e.g. use of subcontractors or agency staffs, having-off tasks, buying in, substitution, etc.)

•

Sales and production forecasts

•

Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements.

•

The effects of technological change on task needs

Changes in Government policies (investment incentives, regional or trade What we understand from the above factors is that a thought out and logical staffing demand schedule for varying dates in the future which can then be compared with the crude supply schedules. The comparisons will then indicate what steps must be taken to achieve a equilibrium.

Evaluating the questionnaire

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1. This Organization has a great deal of personal meaning for me.

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 6 individuals which were 30% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 25% felt indifferent. Thirdly, 20% of individuals disagreed. Fourthly, 15% of them strongly disagreed. And lastly, 10% of the individuals strongly agreed. Thus, majority of the individuals were happy with the organization and felt that it had a great deal of personal meaning to them.

2. Right now, staying with my organization is a matter of necessity.

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 3 individuals which were 15% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 30% felt indifferent. Thirdly, 20% of individuals disagreed. Fourthly, 25% of them strongly disagreed. And lastly, 10% of the individuals strongly agreed. Thus, majority of the individuals felt indifferent that staying with the organization is a matter of necessity.

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3. I owe a great deal to my organization.

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 4 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 2 employees felt indifferent. Thirdly, 6 individuals disagreed. Fourthly, 2 of them strongly were disagreed. And lastly, 6 of the individuals strongly agreed. There was a tie between the strongly agreed and disagree who owe a great deal in organization.

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4. It would be very hard for me to leave my organization right now, even if I wanted to. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 5 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 2 felt indifferent. Thirdly, 4 individuals disagreed. Fourthly, 6 of them strongly disagreed. And lastly, 3 of the individuals strongly agreed. Thus, majority of the individuals were strongaly disagreed to leave the organization rite now if they want to do.

5. I feel that I have too few options to consider leaving this organization From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 2 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 4 felt indifferent. Thirdly, 3 of individuals disagreed. Fourthly, 7 of them strongly disagreed. And lastly, 4 of the individuals strongly agreed. Thus, majority of the individuals were having a very less option to be consider while leaving the organization. Saurav Ahuja

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6. I do not feel “emotionally” attached to this organization. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 4 individuals who are agree that the organization has a great deal of personal meaning for them. Secondly, 5 felt indifferent. Thirdly, 4 of individuals disagreed. Fourthly, 3 of them strongly disagreed. And lastly, 4 of the individuals strongly agreed. Thus, majority of the individuals were so indifferent who do not feel that they were emotionally attached to the organization.

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7 I would feel guilty if I leave my organization now. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 7 individuals which were 35% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 10% felt indifferent. Thirdly, 15% of individuals disagreed. Fourthly, 10% of them strongly disagreed. And lastly, 30% of the individuals strongly agreed. Thus, majority of the individuals were not happy while leaving the organization they feel guilty while doing this because they are woking with the company for a long time.

8. I really feel as if this organization’s problems are my own.

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From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First,4 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 6 felt indifferent. Thirdly, 3 of individuals disagreed. Fourthly, 1 of them strongly disagreed. And lastly, 6 of the individuals strongly agreed. Thus, majority of the individuals feel that the organization problems are their own problem and they are happy in solving all this problems.

9.

One of the few negative consequences of leaving this organization would be the scarcity of other job opportunities. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 4 individuals which were 20% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 15% felt indifferent. Thirdly, 25% of individuals disagreed. Fourthly, 10% of them strongly disagreed. And lastly, 30% of the individuals strongly agreed.

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10. I do not feel like “like “part of the family” at my organization. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 6 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 5 felt indifferent. Thirdly, 3 of individuals disagreed. Fourthly, 5 of them strongly disagreed. And lastly, 1 of the individuals strongly agreed. Thus, majority of the individuals were not feel like organization as a part of family they were just doing there jobs.

11. I would not leave my organization right now because I have a sense of obligation to its people. Saurav Ahuja

Page 34

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 3 individuals which were 15% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 15% felt indifferent. Thirdly, 25% of individuals disagreed. Fourthly, 35% of them strongly disagreed. And lastly, 10% of the individuals strongly agreed. Thus, majority of the individuals strongly felt a sense of obligation to the people of the organization.

12. I do no feel a strong sense of “belonging” to my organization. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 3 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 5 felt indifferent. Thirdly, 5 of individuals disagreed. Fourthly, 6 of them strongly disagreed. And lastly, 1 of the individuals strongly agreed. Thus, majority of the individuals disagreed to feeling the strong sense of belonging to the organization.

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13. Even if it were to my advantage, I do not feel it would be right to leave my organization now. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 4individuals which were 20% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 10% felt indifferent. Thirdly, 10% of individuals disagreed. Fourthly, 15% of them strongly disagreed. And lastly, 45% of the individuals strongly agreed. Thus, majority of the individuals were strongly disagreed to leave the organization even they felt like this.

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14. I do not feel any obligation to remain with my current employer.

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 5 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 4 felt indifferent. Thirdly, 3 of individuals disagreed. Fourthly, 1 of them strongly disagreed. And lastly, 7 of the individuals strongly agreed. Thus, majority of the individuals were they don’t feel any obligation to remain with the current employer.

15. This organization deserves my loyalty. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First,5 individuals which were 25% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 25% felt indifferent. Thirdly, 5% of individuals disagreed. Fourthly, 10% of them strongly disagreed. And lastly, 35% of the individuals strongly agreed. Thus, majority of the individuals strongly felt that there organization deserves there loyalty.

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16. Too much of my life would be disrupted if I decided I wanted to leave my organization now. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 7 individuals which were 35% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 20% felt indifferent. Thirdly, 5% of individuals disagreed. Fourthly, 0% of them strongly disagreed. And lastly, 40% of the individuals strongly agreed. Thus, majority of the individuals think that if they leave the organization there life would be disrupted.

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17. I would be very happy to spend the rest of my career with this organization. From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 6 individuals said that they agree that the organization has a great deal of personal meaning for them. Secondly, 3 felt indifferent. Thirdly, 2 of individuals disagreed. Fourthly, 1 of them strongly disagreed. And lastly, 8 of the individuals strongly agreed. Thus, majority of the individuals would like to spend their rest of the career in the same organization.

18. If I had not already put so much of myself into this organization, I might consider working elsewhere.

From the analyses of the sample size of 20 individuals for the above question, the following data has been collected. First, 7 individuals which were 35% said that they agree that the organization has a great deal of personal meaning for them. Secondly, 25% felt indifferent. Thirdly, 5% of individuals disagreed. Fourthly, 10% of them strongly disagreed. And lastly, 25% of the individuals strongly agreed. Thus, majority of the individuals agreed in the question asking” If I had not already put so much of myself into this organization, I might consider working

elsewhere.” Saurav Ahuja

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Conclusion Saurav Ahuja

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Recruitment and selection plays a very vital role in any organization. It helps in selecting the potentials employees from the whole pool of candidates. It‘s a very extensive process and requires a clear set of frameork to select the employees. Recruitment and selection of employees depends on firm to firm, some require highly qualified manpower where as some require just unskilled labour force. Thus discrimination in the manpower pattern affect the overall selection and recruitment process. Reliance Infrastructure need to go for much more stringent selection processes as it involves in selecting highly qualified engineers and technicians who can operate their costly machinery properly and also gets high outputs for the firm. The requirment of highly skilled manpower is much less then from others company as it is labour intensive company. Therefore we can conclude by analyzing that the recruitment and selection process depends on type of firm it is, i.e. labour intensive or capital intensive and the kind of services they are offring. Materials, People, systems, tools, knowledge, management, equipment, processes, skill and attitudes all are input for any king of production cycle in an organization. To increase productivity of any organization they need to develop staffing process properly and consider the following important ISSUES:

Transformation of the demographic makes up of the workforce, including internationalization, Quality of employee recruitment decision must be ensured, Recruitment and selection processes are complex and involve human making so that, there should careful monitoring to minimize subjectivity and ensure fairness, Human is the most dynamic resources for an organization, getting the best person is a critical task, Recruitment and selection are an integral component of

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human resources activities, which include employees training, development, compensation and employee relation. To increase productivity, growth and progress, effective and dynamic recruitment and selection procedures are essential. A qualified person is the beginning of better performance. All organization needs a strong team to accomplish their goals and objectives. Without proper recruitment and selection process, it’s too tough to build up dynamic working group and successive atmosphere for all tasks. I suggest to the honorable principal of London College of Legal Studies to take necessary steps to develop the HRD as well as recruitment and selection procedures of this organization.

Recommendation Recommendation:

To improve the present ‘Recruitment and Selection Policy” of Reliance Infrastructure the following recommendations have been suggested:

         

An ideal and independent HR Department should be functioned Lengthy and time consuming should be Revised into their policy Every recruitment and selection process should be according to job analysis As an interviewer at least one women is to be added in the interview panel Manpower planning is to be established Recruitment policy should be checked from time to time by experts so that necessary change can be made in the policy Recruitment is to be done exclusively under HRD or a single department Preparation and maintenance of service rule is needed. Always quality should be kept up and to be set up with the objective of recruitment and selection procedures to the company objectives. They should avoid relative biasness in terms of recruitment

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Appendices

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Reliance Infrastructure :Hisar MANPOWER REQUISITION FORM

DEPARTMENT:

POSITION:

SECTION:

REPORTS TO:

Replacement : Yes

No

Additional requirement : Yes

NUMBER OF VACANCIES:

Number of vacancies : No

Number of vacancies :

BRIEF JOB DESCRIPTION : (Mention in sufficient details about duties, responsibilities)

PROFILE SPECIFICATION: Qualification :

Age :

Experience :

Special Requirements , if any :

JUSTIFICATION FOR HIRE:

CAN THIS POSITION BE FILLED INTERNALLY: YES

NO

IF YES, GIVE DETAILS:

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REQUISITION RAISED BY

APPROVAL OF HOD

APPROVAL OF JMD

Date :

Date :

Date :

RECEIVED BY HR ON (date) :

DETAILS OF ACTION TAKEN BY HR :

Signature

Reliance Infrastructure : HIsar

Position

____________________ BRANCH / Discipline: ________________

Name in full

_____ ____________________________ Source ______________ (Block letters please)

Present Address

______________________________________

_____________________________________

_____________________________________

Permanent Address _____________________________________

_____________________________________

_____________________________________

Telephone No. (Residence)________________E-mail id:

______

_____________

Father's Name ______________________ Occupation ___________________________

Date of birth ________________________ Age (in years) ________________________

Marital status ____________ Age of Children, if any: Saurav Ahuja

Boy(s) ___________________ Page 45

(Married/Unmarried) Girl(s)__________________ __ Education Examination Passed Matric (10th) Inter (12th)

Year

School / College

Board / University

% of Marks

Diploma / B.Sc. ( Mech. / Elect./ Instrmn./ Met.)

Any other qualify.

Present and previous employment Details / Work experience From To Name & Address of Industry (Date) (Date)

Job Assignments

Salary (Rs.)

Relatives employed in the company : YES / NO (Name : ______________________________ Position :_________________________)

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Reliance Infrastructure : HIsar Personal Profile Questionnaire

Name : _____________________________________ Date : _____________

_

Please answer the following (in the space provided)

1. Describe yourself in brief. ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ 2. What is your career ambition? ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ 3. Who is your role model in life & why ? ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ 4. What kind of job / assignment are you looking forward to? ______________________________________________________________ _ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ _______________________________________________________________

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5. Why would you choose Reliance Infrastructure Industry Ltd. as your preferred

organization? ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________

Reliance Infrastructure:Hissar BY COURIER/HAND Date

Mr. ,

, , – (). Dear Sir, 1. This refers to the personal interview and subsequent discussions you had with us. 2. We are pleased to offer you an appointment as at Hisar (Haryana) on the terms and conditions as discussed and agreed by you. Saurav Ahuja Page 48

3. You are advised to report for duty at Hisar on or before , ’2008, to take up the

assignment. 4. Please bring the following documents at the time of your joining : ✔ Educational certificates and relevant documents. ✔ Relieving certificate from the previous employer (alongwith accepted copy of resignation letter). ✔ Medical fitness certificate (from a registered medical practitioner) ✔ Five copies of passport photographs. 5. Please sign the duplicate copy of this letter as a token of your acceptance. We welcome you and look forward to a mutually rewarding association.

Thanking you, Yours faithfully, for Reliance infrastructure Pramod choudhary

Joining Formalities

Name: Mr. Designation: SL. NO. 1.

ACTIVITY Intimation to Time Office

3.

Welcome Letter

4.

Training Details

5.

Employee Bio Data

6.

Letter of Intent (LoI) Detailed Letter of Appointment (LoA) Pay Fixation

8.

Department: PRESENT

PENDING

NOT REQUIRED

Joining Report

2.

7.

Date of Joining:

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9. 10. 11. 12. 13. 14. 15. 16.

PF Nomination Forms (Xerox) ESI Forms Certificates (Qualification, D.O.B., etc.) Medical Fitness Certificate Orientation Programme Relieving Letter/Certificate from the previous employer Reimbursement of joining expenses Reimbursement of Transportation Expenses

17.

Reimbursement of Notice Pay

18.

Passport Size Photographs

19.

Accomodation Status

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CHECKLIST Joining Report THE GENERAL MANAGER (HR) RELIANCE INFRASTRUCTURE, HISAR (HARYANA) Dear Sir, With reference to the Letter of Appointment / LOI No. ______________________. Dated _____________. I hereby Report for joining today i.e. . Thanking you, SIGNATURE_________________ NAME_() --------------------------------------------------------------------------------------------Name:__

Department:__

Designation:_ Grade:__

Date of Birth:______

Blood Group:_________

Martial Status:_________________

List of Family Members (Spouse/Children/Parents)

Sl. No. Name 1 2 3 4 5 Present Address _______________________ _______________________ _______________________ Phone No. ______________ Saurav Ahuja

Date of Birth/Age

Relation

Permanent Address _______________________ _______________________ _______________________ Phone No. ______________ Page 51

Emergency Address & Contact No. : _______________________________________________ _______________________________________________ _______________________________________________

Reliance Infrastructure : HIsar RIL: HRD: HR(R): 2008:

August 09, 2009

INTERNAL MESSAGE

From: (HR)

To:

Mr. (Personnel)-

Confidential Sub. : Details of new incumbent

Following person has been inducted effective «DOJ_» and he may be inducted in muster rolls as per the following details: -

Name «Employee_Name_ »

•

Grade «Grade_ »

Design. «Designation_NJ »

Qualification «Qualification_ »

Y.O.Q. «YOQ »

This has the approval of the competent authority.

Kindly do the needful at your end accordingly. Regards,

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Reliance Infrastructure : Hisar August 09, 2009 Dear Mr. , A warm welcome to you in Reliance Infrastructure Industry Ltd. You are now a part of an organisation, which is the largest Infrastructure Industry steel company in India with a turnover of Rs. 5,200 Crores. Reliance Infrastructure is accredited with ISO: 9000, ISO 14001 and ISO 18000 Quality & Environmental systems. At Reliance we believe that the employees are the prime assets of our organisation. The company grows through the development of its employees. The HR philosophy of Reliance facilitates sustained development of the competencies of its employees through systematic training. It promotes an open culture conducive to free and frank expression of views, provides work autonomy to experiment and to undertake challenging jobs. Now we would like to acquaint you with a few office norms as mentioned below:Working hours

:

Office: 9.00 a.m. to 6.00 p.m. (Monday to Saturday) Plant: As per shift schedule

Lunch

:

1.30 p.m. to 2.30 p.m.

I-card

:

You would soon be getting your I-Card, which you would carry with you all times while coming into and leaving the plant (please contact Head of Personnel department)

A formal induction program would follow soon, which would equip you with more information about the company, your work and personnel policies. In the meanwhile, should you want any further information, please feel free to contact Human Resource Department. We once again welcome you in our organization and look forward to a mutually rewarding association. With best wishes, Yours sincerely,

Human Resource Department

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Reliance Infrastructure : Hisar

THE GENERAL MANAGER (HR) Reliance Infrastructure , HISAR (HARYANA) Sub: REIMBURSEMENT OF JOINING EXPENSES Dear Sir, I have joined your company as on . Please find the necessary bills enclosed for joining reimbursement. Kindly reimburse the same at the earliest. HR Cost Code: H20000300 TRAVEL: From

To

Mode of Conveyance

Fare (Rs.)

Total :_____________ (Rupees

)

Signature () DATE _________

CHECKED BY:

SANCTIONED BY:

Associate Manager (HR)

(HR)

Saurav Ahuja

__

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REQUISITION FORROOM & CATERING Name: Mr.

Equivalent Designation:

Category:

New Employee

No of Persons:

………

No of Rooms:

………….

Event: ……………………………………..

Cost Code: H20000300

Date: From: To:

Time:From: ………….

To:

Requisitioned by:

………….

Approved by:(HOD)

..………………………

……………………….

Date: 09-Aug-09

Date 09-Aug-09

Received On…………………

Room No Alotted

Checkout

………………

Date: ………….

Time: ………….

Guest House I/C…………………….

Note: Hotel accomodation will be provided if guest house rooms are not available.

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APPOINTMENT LETTER

• •

Every employee must get Appointment Letter at the time of joining Format of appointment letter for management and non- management staff is different.

•

Important details in appointment letter are address, date of joining, basic salary and other components of his gross salary.

• •

Appointment letter is signed by appropriate authority. Original copy of appointment letter is given to employee & signed duplicate copy will be attach to his personal file.

•

Appointment letter contains terms and conditions of job.

Reliance Infrastructure : Hisar RIL:HRD::08: Date

PRIVATE & CONFIDENTIAL

Mr. , , , , - (). Dear Sir, We are pleased to appoint you as () at Hisar as per the following terms and conditions.

1.

Your consolidated salary will be Rs.0/- (Rupees 0 only) per month. 1.1 Annual increments and promotions will be made on the basis of merit in accordance with the guidelines of the company from time to time.

2.

In addition to your consolidated salary, you will be entitled to the perquisites listed in the attached Annexure.

2.1 The perquisites applicable to your grade are subject to alteration and amendment, and you will be entitled to the same as per the rules of the Company. 3.

Your appointment takes effect from , . You will be on probation for a period of one year from the date of your joining our services. You will be confirmed in your appointment in writing on successful completion of the said probationary period. If no confirmation is made at the end of the said probationary period, it will be deemed to have been extended until the company confirms you in writing.

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4.

Although your initial posting will be at Hisar, you may be transferred to other location anywhere in India at the discretion of the Company, depending upon the exigencies of business. On such transfer you will be governed by the perquisites, allowances, rules and regulations and such other conditions of employment as applicable at the place of transfer.

5.

You are expected to promote and expand the business of the Company and not directly or indirectly and either solely or jointly be engaged in any service or other business or profession whether during or after the hours of employment without written sanction from the company.

6.

In the course of employment with the Company, by virtue of the position held by you, you may acquire knowledge regarding the Company’s secret processes, methods of manufacture, business practices etc. Such secret knowledge, howsoever obtained by you, shall not be disclosed or allowed to be disclosed to other parties in the interest of the Company’s business. Therefore, you shall not, at any time during the term of service with the company or thereafter, make available or accessible such secret knowledge to any other party, directly or indirectly.

7.

Your services with the company may be terminated during the probation period by either party giving one month’s notice to the other in writing, or salary in lieu of notice. Either party need not assign any reason for such termination.

7.1

After confirmation in the company’s services, your services may be terminated at one month’s notice by either party to the other in writing, or salary in lieu of notice.

7.2.

In case notice pay (salary in lieu of notice) is payable by either party, the notice pay shall mean the consolidated salary only and does not include the cash equivalent of any perquisites.

8.

During your services with the company, you will be governed by the rules and regulations in respect to conduct and discipline, retirement and other matters as may be framed by the company from time to time.

9.

You are expected to be always alive to the responsibilities and duties attached to an appointment to the “Supervisory Cadre” and should conduct yourself accordingly.

Any variation of the above terms and conditions will not be valid unless expressly made in writing. Please sign and return the duplicate of this Letter of Appointment (initialing each page, including Annexure) in token of your having accepted the above terms and conditions.

Thanking you for Reliance Infrastructure GM & Head (HR)

Encl.: as above

I have read and understood the terms and conditions of the appointment letter and accept the same without any reservation and undertake to abide by them. In token of my acceptance I have signed on the duplicate of this appointment letter. Signature Name: Place and Date:

Saurav Ahuja

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PERQUISITES APPLICABLE TO MR. , () •

House Rent Allowance @ Rs. /- (Rupees only) per month.

•

Medical Allowance @ Rs. /- (Rupees only) per month.

•

Leave Travel Concession Allowance @ Rs. /- (Rupees only) per month.

•

Bonus/Ex-gratia @ 20% of consolidated salary, payable annually.

•

Provident Fund as per rules thereof.

•

Skill Development Allowance @ Rs. 500/- (Rupees five hundred only) per month.

•

Uniform Maintenance Allowance @ Rs. 300/- (Rupees three hundred only) per month.

•

Special Allowance @ Rs. /- (Rupees only) per month.

•

Operator allowance – As per company rules (is payable @ Rs. 100 /- per day based on actual operation on machine / performance).

•

Transport Allowance @ Rs. /- (Rupees only) per month.

•

Gratuity as per rules thereof.

•

Hospitalization Benefits / ESI as per rules thereof.

•

Group Personal Accident Insurance as per rules thereof.

•

Production Incentive as per rules thereof.

My First Response Reliance Infrastructure

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Dear _______________________________

Thank you for choosing RIL as an employer. We look forward to a meaningful and mutually rewarding engagement. We would like to understand what we are doing well and what we need to improve and would appreciate your initial response on this brief survey. Thanks you! Regards

Name: __________________________________

Position Title_______________________

Department /Location______________________

Date of Hire________________________

Please mark the responses with a scale of 1 to 5 as below

5= Strongly Agree

4= Agree

3= Disagree 2=Strongly Disagree 1= Does not apply

1. I was made comfortable on my first day of joining 2. Parichay (Induction Program) provided me with the information I needed as a new employee 3. I was assigned a HR/ Department facilitator for my induction 4. I know about working hours, annual leaves, absence recording & reporting. 5. I get required support from induction manager.

6. I have fair idea of company’s policy & procedures. 7. My induction programme included visit to facilities like:- canteen, knowledge centre, dispencery etc..

8. I have been provided with the essential support (computer, desk, infrastructure, materials etc) to perform my job

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Signature of Employee:-

Date:

Please send the filled feedback to OR hand over to HR in a sealed envelope.

NJIP-30 DAYS RESPONSE We are pleased you chose RIL as your employer to fulfill your career objectives. It’s been one month since you have been engaged with RIL. We would like your candid opinion on your experience so far. Your input is valuable and will be used to continually improve our resources and programs for new joinees

Thank you Regards

DGM- HRD

Name__________________________________ Position Title_______________________

Department /Location______________________ Date of Hire________________________

Please mark the responses with a scale of 1 to 5 as below

5= Strongly Agree

4= Agree

3= Disagree 2=Strongly Disagree 1= Does not apply

1. I understand my job responsibilities. Reliance Infrastructure

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2. The expectation set during the interview reflected what my job would involve 3. I get required support from my colleagues 4. I get required support from the induction manager 5. I have been provided with the essential support (computer, desk, infrastructure, materials etc.) to perform my job 6. I am at ease while using shared services like:- telephone, library facilities, transport etc 7. I know about the company’s vision & future goals 8. I know about health & safety policy & procedure 9. I have understanding of company’s policy & procedures. 10. I am comfortable interacting with other departments like:- Purchase, Stores, Mis etc. Signature of Employee:

Date:

Please send the filled feedback to OR hand over in HR in a sealed envelope.

NJIP-90 DAYS RESPONSE We are pleased you chose RIL as your employer to fulfill your career objectives. It’s been three months since you have been engaged with RIL. We would like your candid opinion on your experience so far. Your input is valuable and will be used to continually improve our resources and programs for new joinees . Thank you Regards

Name__________________________________ Position Title_______________________

Department /Location______________________ Date of Hire_______________________ Please mark the responses with a scale of 1 to 5 as below Reliance Infrastructure

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5= Strongly Agree

4= Agree

3= Disagree 2=Strongly Disagree 1= Does not apply

1. I feel comfortable with working environment. 2. I understand my job responsibilities. 3. The expectation set during the interview reflected what my job would involve

4. I get required support from my colleagues 5. I know the company’s vision & future goals 6. I know company’s policies & procedures 7. I know about Grievances & disciplinary procedure & also about welfare measures 8. I am comfortable working with & getting support from other departments 9. I did not face any difficulty to perform my job in the last three months 10. I enjoy my work & my work environment. Signature of Employee:

Date:

Please send the filled feedback to OR hand over in HR in a sealed envelope.

Organizational Commitment Questionnaire In this questionnaire, you are asked to describe your commitment to the organization in which you are working with, as you perceive it. If an item is irrelevant or if you do not know the answer, leave the answer blank. 18 description statements are listed in this section. Judge how frequently each statement fits you by circling the number 1-5.

1 = Strongly Disagree 1

2= Disagree

3=Indifferent

This Organization has a great deal of personal meaning for me.

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4=Agree 1

5=Strongly Agree 2

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2 3 4 5 6

Right now, staying with my organization is a matter of necessity. I owe a great deal to my organization. It would be very hard for me to leave my organization right now, even if I wanted to. I feel that I have too few options to consider leaving this organization I do not feel “emotionally” attached to this organization.

7

I would feel guilty if I leave my organization now.

8

I really feel as if this organization’s problems are my own.

9

One of the few negative consequences of leaving this organization would be the scarcity of other job opportunities. I do not feel like “like “part of the family” at my organization.

10 11

I would not leave my organization right now because I have a sense of obligation to its people.

12

I do no feel a strong sense of “belonging” to my organization.

13

Even if it were to my advantage, I do not feel it would be right to leave my organization now.

14 15 16 17 18

I do not feel any obligation to remain with my current employer. This organization deserves my loyalty. Too much of my life would be disrupted if I decided I wanted to leave my organization now. I would be very happy to spend the rest of my career with this organization. If I had not already put so much of myself into this organization, I might consider working elsewhere.

Date____________ Designation____________________ Reliance Infrastructure

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Department_____________________________________

Bibliography • • • • • •

www.wikipedia.com www.rinfra.com www.ril.com www.rel.co.in. www.bing.com http://reliance-infrastructure.net/ret.html

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