Project report on employees satisfaction

Summer Internship Project Report
on
“ A Study on Satisfaction of Employees on Joining
Process at
Reliance JIO infocomm Ltd.”
!
Submitted in the partial fulfillment of the degree of Masters of
Business Administration of Ansal University, Gurgaon
Under the guidance of: Submitted by:
Dr. Aparna Sethi Pooja Deswal
(160MBAGEN069)

Certificate of Internal Guide
This is to certify that the project titled “A Study on satisfaction of Employees on Joining
Process at Reliance JIO Infocomm Ltd.” is a bonafide work carried out by Pooja Deswal a
candidate for the award of Master of Business Administration of Ansal University, Gurgaon
under my guidance and direction.
Signature of guide
Date: Dr. Aparna Sethi
Place: Assistant Professor
2

Certificate of External Guide/ Organization
This is to certify that the project titled “A Study on Satisfaction of Employees on Joining
Process at Reliance JIO Infocomm Ltd.” is a bonafide work carried out by Pooja Deswal a
candidate for the award of Master of Business Administration of Ansal University, Gurgaon
under my guidance and direction.
Signature of guide
Date: Mr. Ram Khilavan
Place: Assistant Manager, HR
3

Acknowledgement
A summer project is a golden opportunity for learning and self-development. I consider
myself very lucky and honored to have so many wonderful people lead me through in
completion of this project.
I express my deepest thanks to Reliance JIO Infocomm Ltd Pvt. Ltd. for providing me with
this wonderful opportunity and giving necessary advices and guidance to make my internship
easier and fulfilling.
I wish to express my indebted gratitude to Mr. Asit Shekhar (State Head) and Ms. Rashmi
Singh (State HR Head), Reliance JIO Infocomm Ltd Pvt. Ltd. for providing me with an
opportunity to work with their organization.
I would like to express a special thanks to my company mentor Mr. Ram Khilavan who
despite being extraordinarily busy with his duties, took time out to hear, guide and keep me
on the correct path. His judicious and precious guidance were extremely valuable for my
study both theoretically and practically.
I express my deepest thanks to my faculty mentor Dr. Aparna Sethi for her guidance and
support. She supported me by showing different method of information collection about the
company. She helped all time when I needed and gave right direction toward completion of
project
Pooja Deswal
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INDEX
CHAPTER: 1
Introduction & Rationale for the study…………………………………………………8-10
Introduction……………………………………………………………………………………9
Rationale………………………………………………………………………………..……10
CHAPTER: 2
Objectives ,Scope & Limitations of the Study………………………………………..11-13
Objectives of the study……………………………………………………………………….12
Scope of study………………………………………………………………………………..12
Limitation of the study……………………………………………………………………….13
CHAPTER: 3
Profile of the company………………………………………………………………….14-29
About Telecom Industry…………………………………………………………………..15-17
About the company……………………………………………………………………….18-29
a. Product and Services
b. Organization Management – HR Platform
c. About Reliance JIO wi-fi
d. Competitors
e. Conceptual Architecture of JIO Culture
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f. Laying foundation to the future
g. Mission, vision & Value
CHAPTER: 4
Conceptual framework & Theoretical Perspective……………………………………30-57
Meaning & Importance Of Employee Satisfaction……………………………………….31-32
Joining Process at RJIL
Sources of Manpower supply……………………………………………………………..33-39
a. Internal
b. External
Selection Procedure at RJIl……………………………………………………………….40-52
a. Job Analysis
b. Screening
c. Telephone Interview
d. Face To Face Interview
e. RPAT Test
f. Psychometric Test
g. Salary Fixation
h. Job offer
Pre Employment Activities .…………………………………………………………………53
Joining Formalities…………………………………………………………………………..54
Theoretical Review……………………………………………………………………….55-57
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CHAPTER: 5
Research Methodology………………………………………………………………….58-60
Research Design
Sample Design
Sample Size
Samling Methods
Sample Type
Data Collection Method
CHAPTER: 6
Data Analysis & Interpretations………………………………………………………..61-82
Data Analysis process………………………………………………………………………..62
Detail Analysis & Inferences……………………………………………………………..63-82
CHAPTER: 7
Finding , Conclusion & Suggestions……………………………………………………83-87
Findings…………………………………………………………………………………..84-85
conclusion…………………………………………………………………………………….86
Suggestions…………………………………………………………………………………..87
CHAPTER: 8
Future scope of the study……………………………………………………………….88-89
Sample Questionnaire…………………………………………………………………….90-95
Bibliography……………………………………………………………………………..96-97
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Chapter 1
INTRODUCTION & RATIONALE FOR THE STUDY
8

INTRODUCTION
I did a main project as a part of our Internship of Master of Business Administration in
RELIANCE JIO INFOCOMM LTD.,GURGAON on satisfaction of employees. I choose
employee satisfaction as our topic because welfare of employees in an organization
contributes greatly to any organization. HRM is the management of human resource in an
organization. HRM is relatively modern concept which involved a range of human ideas and
practice in management people. It is the organization function that deals with issues related to
people such as competition, hiring, performance, management, organization development,
safety. Wellness, benefits, employee motivation, communication, administration and training.
In an organization satisfaction of workers means a workforce that is motivated and
committed to high quality performance. There, are various components limit arc considered
to be vital to employee’s satisfaction. There are recruiting, selection process, interview, test,
on-boarding, pre-boarding, joining, welcome in organization and satisfaction about position.
Each of these factors, figures into an individual's satisfaction differently. One might think pay
is considered to be the most important in employee satisfaction, although this has not been
found to be true. Employees are more concerned with working in an environment they enjoy.
To the employees satisfaction brings a pleasurable emotional state that often leads to a
positive work attitude of satisfied worker is more likely to be creative, flexible, innovative
and loyal.
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RATIONALE
Employee satisfaction is an important aspect as far as an organization is considered.
Employees are back bone of every organization. So it is responsibility of the management to
keep the employees to contribute more.
It is said that satisfied employees are more productive. So every organization is giving high
priority to keep their employees satisfied by providing several facilities which improves
satisfaction and reduce dissatisfaction.
I want to know whether the employees in RELIANCE JIO INFOCOMM
LTD.,GURGAON are satisfied or not. So I had to address the problem in my study.
Job satisfaction describes how content an individual is with Joining process. There are a
variety of factors that can influence a person’s level of joining process satisfaction. Some of
these factors include the level of on-boarding and pre-boarding, interview and satisfaction
about position and company. 
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Chapter 2
OBJECTIVE, SCOPE & LIMITATIONS OF THE
STUDY
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OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
•The primary objective of the research is to know how employees opinion about joining process
and organization.
SECONDARY OBJECTIVES
• To understand the problems of the employees during joining process.
• To study and analyses the various factors affecting the job satisfaction level.
• To understand the complete joining process.
SCOPE OF THE STUDY
The study aims to understand the employee satisfaction in RELIANCE JIO
INFOCOMM LTD. This Project which covers the joining process so, this project will help
the company to know the how much employees satisfied with the company joining process
by using this project the organization may find some remedy. The scope is to understand the
employee satisfaction.
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LIMITATIONS OF THE STUDY
• This is subjected to the basis and prejudices of the respondents, hence 100% of
accuracy cannot be assured.
• The research was carried out in a short span of time, where in the research could not
widen the study.
• The period of study was too short. So it was not possible to collect the relevant
information with in that period.
• The findings are based on the answers given by the employees, so any error or bias
may be affect the validity of the finding
13

Chapter 3
PROFILE OF THE COMPANY
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ABOUT TELECOMM INDUSTRY
India is currently the world’s second-largest telecommunications market and has registered
strong growth in the past decade and half. The Indian mobile economy is growing rapidly and
will contribute substantially to India’s Gross Domestic Product (GDP), according to report
prepared by GSM Association (GSMA) in collaboration with the Boston Consulting Group
(BCG).
The liberal and reformist policies of the Government of India have been instrumental along
with
strong consumer demand in the rapid growth in the Indian telecom sector. The government
has enabled easy market access to telecom equipment and a fair and proactive regulatory
framework that has ensured availability of telecom services to consumer at affordable prices.
The deregulation of Foreign Direct Investment (FDI) norms has made the sector one of the
fastest growing and a top five employment opportunity generator in the country.
Driven by strong adoption of data consumption on handheld devices, the total mobile
services market revenue in India is expected to touch US$ 37 billion in 2017, registering a
Compound Annual Growth Rate (CAGR) of 5.2 per cent between 2014 and 2017, according
to research firm IDC.
Figure1: Industry Analysis 1
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According to a report by leading research firm Market Research Store, the Indian
telecommunication services market will likely grow by 10.3 per cent year-on-year to reach
US$ 103.9 billion by 2020.
According to the Ericsson Mobility Report India, smartphone subscriptions in India is
expected to increase four-fold to 810 million users by 2021, while the total smartphone traffic
is expected to grow seventeen-fold to 4.2 Exabytes (EB) per month by 2021.
According to a study by GSMA, smartphones are expected to account for two out of every
three mobile connections globally by 2020 making India the fourth largest smartphone
market. India is expected to lead in the growth of smartphone adoption globally with an
estimated net addition of 350 million by year 2020. Total number of smartphone shipments in
India stood at 25.8 million units in the quarter ending December 2016, and smartphone
shipments during 2016 stood at 109.1 million units, up by 5.2 per cent year-on-year.
Broadband services user-base in India is expected
to grow to 250 million connections by 2017.
Figure2: Industry Analysis 2
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The Indian telecoms sector has traditionally been voice driven. Commoditizing voice calls
and offering tiered data tariffs would shift the business model from a voice to a data centric
one.
In August 2016, spectrum auction took place with the largest quantum of spectrum being
made available by the Government of India. However, the auctions witnessed muted
response, primarily because high reserve prices. Of the 2,355 megahertz (MHz) total
spectrum across seven bands put
up for auction, only 40% of the spectrum got sold with no activity seen in 700MHz and
900MHz band. Telecom operators bid selectively to plug coverage gaps and enhance
spectrum portfolio, especially for 4G services.
In another significant development, 2016 saw the entry of a Greenfield 4G operator,
introducing aggressive tariff plans, with free voice calls and low-cost data. It is expected to
usher in exponential growth in data. Leading operators have launched 4G services in select
circles, which would further boost data growth.
India is already one of the largest smartphone markets in the world in terms of volume.
According to Ovum, India’s smartphone penetration stood at 24% of total connections in
2015. The average handset price for smartphones has been declining, with an entry-level 4G
smartphone available for INR2,999. Prices are expected to further reduce helping drive data
usage.
!
Figure 3: Industry Analysis 3
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ABOUT COMPANY
RELIANCE JIO INFOCOMM LTD
Reliance Group, was founded by Mr. Dhirubhai Ambani. The group has businesses that
ranges from telecommunications (Reliance Communications Limited) to financial
services (Reliance Capital Ltd) to generation and distribution of power (Reliance Power
Limited and Reliance Infrastructure Limited) to lifestyle products (Reliance Trends).
Reliance Jio is integrated telecommunications service provider. The Company has a
customer base of above 118 million including over 2.6 million individual overseas retail
customers. Reliance Communications corporate clientele includes over 39,000 Indian and
multinational corporations including small and medium enterprises and over 290 global,
regional and domestic carriers.
Reliance Jio is a LTE mobile network operator in India . It provides integrated (wireless
and wireline), convergent (voice, data and video) digital network that is capable of
supporting services spanning and covering over 21,000 cities and towns and over 400,000
villages. It provides wireless 4G LTE service network (without 2G/3G based services)
and is the only ‘VoLTE-only' (Voice over LTE) operator in the country.
Reliance Jio owns and operates the world's largest next generation IP enabled connectivity
infrastructure, comprising over 280,000 kilometers of fiber optic cable systems in India,
USA, Europe, Middle East and the Asia Pacific region.
The organization is divided into various Jio centres in a state. Delhi NCR region comprises of
thirty-four Jio Centres. The head office or headquarters of Reliance Jio is at Mumbai.
“Reliance Jio promises to shape the future of India by providing end to end digital solutions
for business, institutions and households and seamlessly bridging the rural-urban divide.”
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PRODUCTS AND SERVICES
1. 4G Broadband - It offers data and voice services with peripheral services like
instant messaging, live TV, movies on demand, news, streaming music, and a digital
payments platform
2. LYF Smartphones - Jio tied up with domestic handset maker intex to supply 4G
handset enabled with voice over LTE (VoLTE) feature. Through this network, it plans to offer
4G voice calling besides rolling out high-speed Internet services
3. Jionet Wifi – Jio has started providing free Wifi hotspot services in cities throughout
India
4. Jio apps - Jio launched multiple of multimedia applications on Google Play as part
of its upcoming 4G services. While the apps are available to download for everyone, a user
will require a Jio SIM card to use them. Some of the applications are –
! ! !
! ! !
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! ! !
! ! !
Figure4: JIO Products
Home to the world’s second largest population of 1.2 billion, India is a young nation with
63% of its population under the age of 35 years. It has a fast-growing digital audience with
800 million mobile connections and over 200 million internet users. Reliance thoroughly
believes in India’s potential to lead the world with its capabilities in innovation. Towards that
end, Reliance envisages creation of a digital revolution in India.
Reliance Jio aims to enable this transformation by creating not just a cutting-edge voice and
broadband network, but also a powerful ecosystem on which a range of rich digital services
will be enabled – a unique green-field opportunity.
The three-pronged focus on broadband networks, affordable smartphones and the availability
of rich content and applications has enabled Jio to create an integrated business strategy from
the very beginning, and today, Jio can offer a unique combination of telecom, high speed
data, digital commerce, media and payment services.
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Why JIO?
• Unmatched 4G Network with lowest data rate globally
• Instant Ekyc Adhaar Card activation
• Nationwide free voice calls to any network. Roaming FREE
• No complex telecom charges
• Extra discounts for students
• Enterprise friendly solutions and plans
• JIO Platinum Customer Service – the first of its kind
ORGANIZATION MANAGEMENT – HR PLATFORM
!
Figure5: Human Resource – Data Structure
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WE ARE RELIANCE
Reliance’s vision for India is that broadband and digital services will no longer be a luxury
item. Rather, Reliance envisions an India where these are necessities to be consumed in
abundance by consumers and small businesses alike, as much in far-flung villages as in our
largest cities. The initiatives are truly aligned with the Government of India's ‘Digital India’
vision for our nation.
Affordable Devices: Jio has worked with all the leading device manufacturers of the world
to ensure availability of 4G LTE smartphones across all price points – from ultra-premium
models on one hand, to entry level models on the other.
Digital Communication: The application Jio4GVoice brings the 4G communication suite to
all smartphones. With its RCS (Rich Communication Services) features like Enriched calling,
Chat, File share and Unified Messaging, it redefines the calling and messaging experience. It
also enables Jio’s cutting edge voice and video call service on non-VoLTE smartphones.
Digital Currency: Jio envisions a new India which will use digital currency instead of paper
money for a more secure and convenient way to transact. Jio Money, Jio’s digital currency
and digital payments business, will play a crucial role in this by offering a platform for
ubiquitous, affordable and secure digital payments.
Jio Drive: Micro and small businesses will soon have access to cutting-edge cloud storage
technologies which were once affordable to big companies only, giving them a new edge to
compete on a global landscape. Jio Drive is an application that brings powerful cloud
capabilities to every smartphone. Using Jio Drive, anyone can store, sync and share any
content between their own devices and also with their friends.
Digital Education: Teachers and students from far flung areas can connect with each other,
crowd-source knowledge and adapt new age learning techniques and thus lift the level of
education to a completely different plane.
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Digital Healthcare: Expert medical advice would be available anytime, anywhere - with
medical practitioners able to grow their practice without constraint, and provide quality of
life to the crores that make up our country.
Digital Entertainment and social connectivity: Jio Chat is a powerful communication
application that integrates chat, voice, video calling, conferencing, file sharing, photo sharing
and much more. Jio Play enables users to watch HD TV anytime, anywhere on any device,
from hundreds of channels, across categories and languages. Jio Beats is a premier digital
music
streaming service that gives instant access to millions of songs and curated playlists. Jio
Mags and Jio News provide access to the most popular collection of magazines and news
from leading publishing houses across multiple languages.
Digital Entrepreneurship: Jio is building is a powerful platform on which a range of rich
digital products and services can be enabled - digital currency, digital commerce, digital
education, digital healthcare, e-governance, Smart Cities, M2M and the Internet of Things. It
does not matter whether these services are created by Jio itself, its ecosystem partners or
anyone globally. Reliance is committed to the principles of Net Neutrality.
!
Figure6: Mission, Vision, Values
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ABOUT RELIANCE JIO-FI
!
Figure7: Reliance JioFi
JioFi, a device that helps in converting any 2G or 3G device into 4G by simply pressing a
button. This device speeds up the existing speed of internet on any 2G/3G device to the 4G
speed in minutes, without having to buy a device that supports 4G. 
JioFi was introduced to enable the clear majority of 2G and 3G smartphone users to enjoy Jio
Digital experience, including HD voice and video calling. Many of these users were unaware
of the fact that they could enjoy Jio without upgrading or changing their smartphones.
Few other highlights of JioFi are that if a user downloads Jio4GVoice from the Play Store on
their 2G/3G smartphone then they can enjoy voice calls. The mobile phone can then also be
connected to JioFi’s WiFi network. Making Jio4GVoice the default calling option will ensure
that users start enjoying high-speed internet, unlimited voice calls, video calls, and SMS,
anytime anywhere. Moreover, the VoLTE features of video and HD calls will now be
available on 2G/3G.smartphones and the users will be able to speak to their contacts in a
crystal-clear HD voice
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The main objective of introducing JioFi is to bring the customers who are still using 2G 3G
phones into the digital scenario and the vast amount of opportunities related with it.
What is Reliance Jio JioFi?
The JioFi is a personal hotspot - the kind of thing you've seen some all mobile carriers. The
Reliance JioFi is a small device that will fit into your pocket, and acts as a bridge between the
4G network and a local Wi-Fi network that it creates, which your phone, laptop, and other
devices can connect to. It's a very simple way of getting your home online, and it comes with
a rechargable battery - that means that you can plug it in at home, or put it in your pocket and
take your connection with you when you head out.
The Reliance JioFi comes with a Reliance Jio SIM that, once activated, can be used to
connect to the network. You can of course use SIM cards of other operators in the JioFi if
needed, though obviously, you will need to pay for usage on that network.
How to buy a Reliance JioFi?
Just walk into the nearest Reliance Digital/ Reliance Digital Xpress Mini store and purchase a
JioFi. You'll need to carry a passport photo, one photo ID, and an address proof. Once you fill
out the forms the number will be activated, and you'll have to call 180089011977 for
televerification - the exact steps are given on the package and it's straightforward.
The store executives say that the process should happen within four hours, though in our
experience with getting two Reliance Jio connections activated, it took more than a day each
time.
Reliance JioFi Price and tariff plans
The JioFi is priced at Rs. 1,999, down from its earlier price of Rs. 2,899 and data is free to
use until April 15
th
2017.
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Competitors
Airtel
Airtel launched its own wifi 4G wifi device. The Huawei made Airtel WiFi hotspot is
powered by a 1500 mAh Li-ion Polymer battery and can connect 10 devices for up to 6
hours. The battery lasts for 5 – 5.5 hours and takes up to four hours to completely get
charged. The device can fall back to 2G or 3G network at places where there is no 4G
coverage.
Airtel has priced the product at 2,299 INR.
!
VODAFONE
The Vodafone wifi device is powered to last upto 6 hours with a 1500 mah li-ion battery. It
provides speed upto 150 mbps and can connect 10 devices at max.
The product is priced at a value of 2,399
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!
CONCEPTUALARCHITECTURE OF JIO CULTURE
• Jio Mindset in Action 
The JIO Mindset displays an understanding or insight (darshan) into RIL
!
Table1: JIO Mindset
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• Evidence of Culture in Behaviour
!
Table2: JIO Cultutre
Jio Culture is evident when our employees exhibit the core values of RIL in their behaviour:
➢ Satyam = Acting with Integrity and an Ownership Mindset 
➢ Shivam = Treating people with Respect and having a One Team Spirit 
➢ Sundaram = Delivering Excellence and superior Customer Values
THE REVOLUTIONARY JOURNEY
!
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Table3: Reliance Timeline
LAYING FOUNDATION TO THE FUTURE
Reliance Jio is creating the most extensive and future-proof network in India, and perhaps, in
the world. It will provide next generation legacy-free digital services over an end-to-end all-
IP network, which can be seamlessly upgraded even to 5G and beyond. In addition to the
existing pan India 2300 MHz spectrum and 1800 MHz in 14 circles, Jio invested over Rs
10,000 crore during this year's auction to acquire 800 MHz spectrum in 10 circles and 1800
MHz spectrum in 6 circles. This brings the cumulative investment in spectrum assets to
nearly Rs 34,000 crores. Jio now has the largest footprint of liberalized spectrum in the
country, acquired in an extremely cost effective manner.
Reliance Jio has laid more than 2.5 lakh kilometres of fibre-optic cables, covering 18,000
cities and over one lakh villages, with the aim of covering 100% of the nation’s population by
2018. It has an initial end-to-end capacity to serve in excess of 100 million wireless
broadband and 20 million Fibre-to-Home customers. Reliance Jio has also built nearly half-a-
million square feet of
cloud data centres and a multi-Terabit capacity international network.
Equity Revolution First IPO that ensured prosperity for common Indian
Plastic Revolution Plastic Bottles and other objects available to the masses
Energy Revolution
Converted India from a net importer to a net importer of
petroleum products
Mobile Revolution Call rates made cheaper than a post card
Retail Revolution The final scalable, equitable domestic retail ecosystem
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Chapter 4
THEORTICAL PERSPECTIVE / CONCEPTUAL
FRAMEWORK
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THEORETICAL PERSPECTIVE
Meaning
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be tremendous benefit to any
organization, as happy workers will be likely to benefit to any company. There are many
factors for maintaining high employee satisfaction, which wise employers would do will to
implement.
Employee Satisfaction
To increase employee satisfaction, many companies will have mandatory survey or face to
face meeting either employees to gather information. Both of these tactics have pros and cons
and should be chose carefully. Surveys are often annoying allowing workers more freedom to
be honest without fear. Interview with company management can feel intimating but if done
carefully can let to workers know their voice has been heard and their concern addressed by
those in changes. Surveys and meetings can truly got the center of data surrounding employee
satisfaction and can be great tools to identify specific problems leading to lowering morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and
group outings can help close bonds among workers. Many companies also participate in team
building retreats that are designed strengthen the working relationship of the employers in the
non-working related settings. Company trips, pain ball wars and guided back parking trips are
versions of this type of team building strategy, with which many employees have founded
success.
Of course, few will not experience a boost in morale after receiving more and many raises
and bonuses can seriously affect employee satisfaction and should be given when possible.
Yet money cannot solve all morale issues and of a company with wide spread problems for
workers cannot improve their overall improvement, a bonus may be quickly forgotten as
daily stress of an unpleasant job continuous to mount.
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If possible, provide amenities to your workers to improve morale. Make sure they have a
comfortable, learn, break, rooms which basic necessities such as a running mates keep
facilities such as clean bathroom stocked with supplies. While professionalism is necessary
for most business allowing workers to keep family photos or small trinkets on their desk can
make them fed more comfortable and nested at their workstation. Basic consideration like
these can improve employee satisfaction, as workers will fed well asked for by their
employers.
The backbone of employee satisfaction in respect for workers and the job they perform. In
every interaction with management, employees should be treated with courtesy and interest.
In easy avenue for employers to discuss problems, with upper management should be
maintained and carefully monitored. Even if management cannot meet all the demands of
employees. Showing workers that they are being heard and putting honest dedications into
compromising will often help to improve morale.
Importance Of Employee Satisfaction
Purpose or benefits of employee satisfaction include as following,
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction.
• Reduce turnover, recurring and training cost.
• Enhance customer satisfaction and loyalty.
• Energetic employers
• Improve team work
• Higher quality products and or services due to more competent, energized employees.
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JOINING PROCESS AT RJIL
SOURCES OF MANPOWER SUPPLY
The following are the sources used by Reliance Jio Infocomm Limited for recruiting people:
INTERNAL:
Reliance Jio Infocomm Limited mainly uses one internal source of recruitment which is
employee referrals. RJIL focuses on this source because they believe it is the reliable and
safest sources of recruitment. Let us have a look at this source in detail.
Employee Referrals:
Employee referrals means using personal contacts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. The logic behind
employee referrals is that “it takes one to know one”. Employees working in the organization,
in this case, are encouraged to recommend the name of their friends working in other
organizations for a possible vacancy in the near future. In fact, this has become a popular way
of recruiting people in the highly competitive Information Technology industry nowadays.
Companies offers rich rewards also to employees whose recommendations are accepted –
after the routine screening and examining process is over- and job offers extended to the
suggested candidates.
To obtain effective results, the details of a referral scheme should percolate down to all levels
using various means such as posters, e-mails, kick of parties etc. Employees should
understand that they are being entrusted with a critical task. And those making a referral
should get prompt feedback so that they come back with more referrals. An upper limit for
the number of referrals and the rewards to be doled out could be fixed in advance to avoid
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any disappointment in this regard later on. Every attempt, however should be made to ensure
quality. The firm should constantly measure the quality and performance of employees
recruited through the programme. Finally, when the firm decides to shut down the
programme, it should give advance notice and clearly communicate the reason for doing so.
Internal Job Postings/External Job Postings:
This method is used for identifying qualified internal candidates. It has the advantage of
redeploying people already acquainted with the company’s business processes and culture
and hence, job training can be reduced. It provides opportunity for promotion and employee
development.
This procedure applies to all budgeted vacancies as well as vacancies created due to
replacement requirements in levels M4 to M8
Input Approved manpower requisition/job description(JD)
SLA • Post the vacancy on the Intranet, within 1 day of
receiving a requisition.
• Receive CVs from internal candidates within 7
days of job posting.
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Activities • The manpower requisition should be signed &
forwarded by the function head and mailed to the
GM HR corporate.
• Check JDs for level & location and post it to the
intranet
• Collect the applications received from the hiring
manager on the 7th day of job posting.
• Applicants have been in the current assignment
for a min. of 6 months period & are confirmed
employees.
• If candidate selected make offer.
• If offer is accepted – update personal file,
Update SAP, inform Finance, inform reporting
manager about candidate’s date of joining.
Input Approved manpower requisition/Job description
• If candidate is not selected;
o File CV and Interview Assessment sheet in
rejected candidates folder
o Begin sourcing Activity
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CV databank:
The internal databank of CVs is an important source of profiles, specifically with regard to
local candidates. After the applications are received, they are screened and short-listed for
further processing.
Employee Referral Scheme “Bring buddy”:
E m p l o y e e r e f e r r a l i s a n e f f i c i e n t a n d c o s t e f f e c t i v e w a y o f
attracting qualified candidates. Employees not only get the referral fee but also they play a
role in shaping the company’s future.
Any employee who wants to refer an individual can forward to the HR function either
through email or by submitting a hard copy.
Inputs CVs received from various sources
SLA Ongoing activity
Activities • Segregate CVs received through email, post, walk-in
candidates, employee referrals
• Classify CVs as per function and date of receipt
• File CVs in a function – wise manner
inputs CVs from employees
SLA Ongoing activity
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Off- roll employees:
Hiring an outsourced employee simplifies the induction process as the employee is
acquainted with the job complexities and the organization culture. The term “off – role
employees” refers to the employees working on the rolls of an agency providing results and
services to Reliance jio Infocomm. These employees are on the payroll of an external agency.
Appointment on rolls:
It is based purely on the availability of a vacancy and suitability of the outsourced employee
as an applicant.
Criteria
• The applications are for entry level positions only (M8 – M7)
• The applicant has served for a minimum period of 12 months continuously with an
agency providing services to Reliance jio Infocomm.
• The application is screened by dept. head
EXTERNAL
For the post of technical and field engineers, company looks for external sources which
include;
Activities • All CVs received are to be placed in the databank
• Maintain record of the name of the employee and date of
receipt of CV
• If the CV is short-listed, organize interview/if rejected tell
referee
• Informed the employee about the outcome if refer
candidate attends interview
• Update personal file
• Update recruitment Tracker
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Unsolicited Applicants/Walk-ins:
This is the most common and least expensive approach for candidates is direct applications,
in which job seekers submit unsolicited application letters or resumes. Direct applications
provide a pool of potential employees to meet future needs. Companies
generally receive unsolicited applications from job seekers at various point of time. The
number of such applications depends on economic conditions, the image of the company
and the job seeker’s perception of the types of jobs that might be available etc. Such
applications are generally kept in a data bank and whenever a suitable vacancy arises, the
company would intimate the candidate to apply through a formal channel. One important
problem with this method is that job seekers generally apply to a number of organizations
and when they are actually required by the organization, either they are already employed in
other organizations or are simply not interested in the position. The walk-ins, in any case,
should be treated courteously and diplomatically, for the sake of both the recruiting
company’s community image and the applicant’s self-esteem.
Advertisements:
Placing advertisements in the newspaper is a method of recruiting external applicants, to be
used in specific cases such as walk in’s, special positions etc. Since potential candidates are
first introduced to the company through advertisements, this helps in building a positive
image. Either Reliance Jio Infocomm or the vendor can release an advertisement for
vacancies.
Campus Recruitment:
It is method of recruiting by visiting and participating in college campuses and their
placement centres. Here the recruiters visit reputed educational institutions such as IITs,
IIMs, colleges and universities with a view to pick up job aspirants having requisite
technical or professional skills. Job seekers through provided information about the jobs,
and the recruiters, in turn, get a snapshot of job seekers through constant interchange of
information with respective institutions. A preliminary screening is done within the campus
and shortlisted students are then subjected to the remainder of selection process. In view of
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the growing demand for young managers, most reputed organizations (such as Hindustan
Lever Ltd, Reliance Industries Ltd, Proctor & Gamble) visit IIMs, IITs, and other
institutions regularly and even sponsor certain popular campus activities with a view to
learn goodwill in the job market. Advantages of this method include: the placement centre
helps locate
applicants and provides resumes to organizations; applicants can be prescreened; applicants
will not have to be lured away from a current job and lower salary expectations.
If campus recruiting is used, steps should be taken by the Human Resource Department to
ensure that recruiters are knowledgeable concerning the jobs that are to be filled in the
organization and understand and employ effective interviewing skills.
Engineering Institutes:
Campus hiring at engineering institutes typically starts in May and continues through
September. Senior managers and officers from RJIL actively participate in the hiring, to bring
on board next generation of bright, young and talented leaders for the company. We
encourage current students at the campuses we visit to use this opportunity to interact with
the RJIL recruitment teams during the hiring process to understand the company and our
people philosophy. We hire engineering graduates and post-graduates from all disciplines.
Management Institutes:
Campus hiring at management institutes typically starts in December and continues through
March. We hire management graduates from all disciplines, with or without prior work
experience in different fields.
Internet Recruiting:
In recent years companies have found it useful to develop their own website and list job
openings on it. The website offers a fast, convenient and effective means for job applicants to
39

submit their resumes through the internet. Reliance Jio Infocomm Limited uses this as a
major source of recruitment. RJIL, for example, gets over 09 resumes per day from
prospective candidates through the net. For initial screening of resumes RJIL looks forward
for the following websites:
• www.naukri.com
• www.monster.com
• www.indiatimesjob.com
• www.placementindia.com
• www.carrerbuilder.co.in
SELECTION PROCEDURE OF RJIL
The selection procedure of Reliance JIO Infocomm Limited contains seven steps through
which effective personnel are hired. The steps are as follows:
40
JOB ANALYSIS SCREENING
TELEPHONIC
INTERVIEW
FACE TO FACE
INTERVIEW
RPAT TEST
PSYCHOMETRIC
TEST
SALARY
FIXATION
JOB OFFER

STAGE 1: JOB ANALYSIS:
The initial step of selection procedure in Reliance Jio Infocomm Limited starts with job
analysis. Job analysis is a formal and detailed examination of jobs. It is a systematic
investigation of the tasks, duties and responsibilities necessary to do a job. A task is an
identifiable work activity carried out for a specific purpose, for example, typing a letter. A
duty is a larger work segment consisting of several tasks (which are related with some
sequence of events) that are performed by an individual, for example, pick up, sort out and
deliver incoming mail. Job responsibilities are obligations to perform certain tasks and
duties. Job analysis is an important personnel activity because it identifies what people do in
their jobs and what they require in order to do the job satisfactorily. Once the jobs are
analyzed or examined properly the HR Manager is required to prepare the following:
• Job Specification
• Job Description
➡Job Specification:
Job specification summarizes the human characteristics needed for satisfactory job
completion. It tries to describe the key qualifications someone needs to perform the job
successfully. It spells out the important attributes of a person in terms of education,
experience, skills, knowledge and abilities (SKAs) to perform a particular job. The job
specification is a logical outgrowth of a job description. For each job description, it is
desirable to have a job specification. This helps the organization to determine what kind of
persons is needed to take up specific jobs.
A job specification can be developed by talking with the current job holders about the
attributes required to do the job satisfactorily. Opinions of supervisors could also be used as
additional inputs. Checking the job needs of other organizations with similar jobs will also
help in developing job specifications. Job specification is useful in the selection process
because it offers a clear set of qualifications for an individual to be hired for a specific job.
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Likewise, a well-written job specification offers a clear picture to new recruits of what they
will be doing in the organization.
➡Job Description:
A job description (JD) is a written statement of what the job holder does, how it is done,
under what conditions it is done and why it is done. It describes what the job is all about,
throwing light on job content, environment and conditions of employment. It is descriptive
in nature and defines the purpose and scope of a job. The main purpose of writing a job
description is to differentiate the job from other jobs and state its outer limits.
A job description usually covers the following information:
Job title: Tells about the job title, code number and department where it is done.
Job summary: A brief write-up about what the job is all about.
Job activities: A description of the tasks done, facilities used, extent of supervisory help,
etc.
Working conditions: The physical environment of job in terms of heat, light, noise and
other hazards.
Social environment: Size of work group and interpersonal interactions required to do the
job.
Job description offers a clear picture to new hired personnel of what the job is all about for
which they have been hired. For understanding the same two specimen job descriptions are
given below:
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Job Description of City Construction Manager
43
City Construction Manager is responsible for developing project plan with clearly defined
targets for all routes and adherences to the same. Developing coordination mechanism with
internal stakeholders like SCM (State Construction manager), financial planning,
infrastructure, quality team etc and conduct regular meetings to avoid gap and ensure timely
completion of project and ensure material planning.
The incumbent will be responsible for:
1. Designing and implementing and effective Performance
Management System and regularly upgrading the same,
with a view to increase the overall effectiveness and
efficiency of the Organization’s Performance.
2. Ensuring effective functioning of Performance
Management System.
3. Coordinating and helping HoDs to develop / finalize
individual KRAs / Goals and ensuring that it is in line
with the Organizational and Departmental Goals.
4. Coordinating and ensuring that the KRAs / Goals are
developed based on the concept, SMART Goals.
5. Evaluating the performance of employees half yearly,
yearly, and identifying the improvements required and
guiding employees to perform better.
6. Developing and implementing an Annual Increment
Pattern for the Organization, keeping in mind that the
best performers are rewarded accordingly and poor
performers are treated accordingly.
KRAs: Selected candidate would be responsible for

STAGE 2: SCREENING:
Once the initial step of selection procedure is completed the next step takes place that is
screening. Screening resumes is the process of sorting resumes to disqualify candidates using
successively more detailed examinations of the resumes. The objective is to locate the most
qualified candidates for an open job. While some of this can be done with the aid of
automation and computers, there are still skills and techniques that help quickly eliminate
unqualified candidates.
In Reliance Jio Infocomm Limited 09 resumes are selected from various sources mainly from
job portals (www.naukri.com) everyday, which are screened twice by HR Executive and HR
Head. The short listed candidates are then given call regarding the job in the organization and
request for some basic information related to their current job profile (i.e. current
organization, CTC, designation, their interest regarding job opening etc.) and at the same
time selected candidates are asked about their interest regarding the designation they have
been selected for. All the collected information then send to HR Department which further
short lists the candidates for next round that is telephonic interview.
STAGE 3: TELEPHONIC INTERVIEW:
The third step in selection procedure of Reliance Jio Infocomm Limited is telephonic
interview. Telephonic interviews are often conducted by employers in the initial interview
round of the hiring process, this type of interview allows an employer to screen candidates on
the candidate’s experience, qualifications, and salary expectations pertaining to the position
and the company. The telephonic interview saves the employers' time and eliminates
candidates that are unlikely to meet the company’s expectations. Employers tend to perform
telephonic interviews as a structured interview. The questions are custom tailored to meet the
position in question. With the telephonic interview there may not be direct contact between
the employer and employee, however, the expectations are still there. Telephonic interviews
are scheduled and questions are generally prepared in advance, similar to the way other
44

interviews are conducted. Another common reason a company looks to the telephonic
interview is that these interviews can be conducted on-the-fly. The interviewer does not have
to assign company resources to the phone interview. It is a cost-effective method to short-list
candidates for the position being interviewed for. The telephonic interview allows both
interviewee and interviewer to be in a more relaxed state. The interviewer can use the relaxed
state to better gauge the interviewee, and pick up on things that may be disguised during the
more formal interview process. Once telephonic interviews are conducted the short- listed
candidates are informed about the next round of hiring process that is RPAT (Reliance
Personal Aptitude Test).
STAGE 4: FACE TO FACE INTERVIEW
The second last step of selection procedure of Reliance Jio Infocomm Limited is face to face
interview. Once all the above steps are completed the selected candidates appear for the last
round that is face to face interview, it is the oral examination of candidates for employment.
This is the most essential step in the selection process. In this step, the interviewer tries to
obtain and synthesize information about the abilities of the interviewee and the recruitments of
the job. Interview gives the interviewer an opportunity to:
1. size up the interviewee’s agreeableness;
2. ask questions that are not covered in tests;
3. obtain as much pertinent information as possible;
4. assess subjective aspects of the candidate- facial expressions, appearances,
nervousness and so forth;
5. make judgments on interviewee’s enthusiasm and intelligence;
6. give facts to the candidate regarding the company, its policies, programmes, etc.,
promote goodwill towards the company.
Face to face interview splits into six parts that are as follows:
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1. The non-directive interview:
In a non-directive interview thee recruiter ask questions as they come to mind. There is no
specific format to be followed. The questions can take any direction. As it is an open interview
there is free communication between interviewer and interviewee. Difficulties with a non-
directive interview include keeping it job related and obtaining comparable data on various
applicants.
2. The directive or structured interview:
In the directive interview, the recruiter uses a predetermined set of questions that are clearly
job related. Since every applicant is asked the same basic questions, comparison among
applicants can be made easily. Structure question improve the reliability of the interview
process, eliminate biases and errors and even may enhance the ability of a company to
withstand legal challenge. On the negative side, the whole process is somewhat mechanical,
restricts the freedom of interviewers and may even convey disinterest to applicants who are
used to more flexible interviews.
3. Situational interview:
One variation of the structured interview is known as the situational interview. In this
approach, the applicant is confronted with a hypothetical incident and asked how he or she
would respond to it. The applicant’s response is then evaluated relative to pre-established
benchmark standards.
4. The behavioral interview:
The behavioral interview focuses on actual work incidents (as against hypothetical situations
in the situational interview) in the applicant’s past. The applicants is supposed to reveal what
he or she did in the given situation, for example, how he disciplined an employee who was
smoking inside the factory premises.
5. Stress interview:
In stress interview, the interviewer attempts to find how applicants would respond to
aggressive, embarrassing, rude and insulting questions. The whole exercise is meant to see
46

whether the applicant can cope with highly stress-producing, anxious and demanding
situations while at work, in a calm and composed manner. Such an approach may backfire
also, because the typical applicant is already somewhat anxious in any interview. So, the
applicant that the firm wants to hire might even turn down the job offer under such trying
conditions.
6. Panel interview:
In a typical panel interview, the applicant meets with three to five interviewers who take turn
asking questions. After the interview, the interviewers pool their observations to arrive at a
consensus about the suitability of the applicant. The panel members can ask new and incisive
questions based on their expertise and experience and elicit deeper and more meaningful
responses from candidates. Such an interview could also limit the impact of the personal
biases of any individual interviewer. On the negative side, as an applicant, a panel interview
may make you feel more stressed than usual.
At Reliance Jio Infocomm Limited mostly structured and panel interviews are conducted. For
senior level designation panel interviews are held. At the time of face to face interview,
interviewer or panel is provided with an interview assessment sheet which contains some
criteria, on the basis of these criteria interviewees are being judged and on the same sheet
feedback about the interviewee is being written by panel or interviewer, which later helps the
HR Department in evaluating the result and offering the suitable candidate with appointment
letter. Specimen interview assessment sheet is given below:
STAGE 5: RPAT (RELIANCE PERSONALAPTITUDE TEST):
The forth step in the selection procedure of Reliance Jio Infocomm Limited is RPAT
(Reliance Personal Aptitude Test). RPAT is an aptitude test which measure an individual’s
potential to learn certain skills- clerical, mechanical, mathematical, etc. This test indicates
whether or not an individual has the ability to learn a given job quickly and efficiently. In
47

order to recruit efficient office staff, aptitude tests are necessary. This test is generally
conducted for junior level designations. The candidates appearing in RPAT are required to
follow series of instructions which are as follows:
Instructions to be followed:
1. This test contains 50 Questions.
2. Duration of test is 12 minutes.
3. It is unlikely that you will finish all of them, but do your best.
4. Do not go so fast that you make mistakes since you must try to get as many rights as
possible.
5. Do not spend too much time on any problem.
6. The questions become increasingly difficult, so do not skip about.
7. Click in the space provided to indicate the right answer. For few questions you would
be required to enter correct answer in the space provided.
8. Those questions, whose answers need to be entered in the blanks, should be strictly
written in numeric. If the answer is written in words then system will treat it as a
wrong answer. E.g. What is 2 times 2? Ans: 4 (correct) Ans: Four (wrong)
9. For some questions the answers may be in a decimal or fraction form, please answer
only in the decimal form e.g. Ans: 4.3 (correct) Ans: 4/3 (wrong)
10. If you want to correct an answer you can go back to that question and make the
required changes.
11. To mark any question for later review you can click in the small box on the top right
side of the question that says ‘Mark for review’. If you click on the box that says
‘Summary Table’, you will be able to view the entire question that you have marked
for review.
12. Once you click ‘Submit’ option you cannot go back or retake the test.
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13. Use of Calculators and Mobile phones are not permitted.
14. The examiner will not answer any questions after the testy begins.
15. To help gain familiarity with the actual test, you will have a practice test which will
last for 1 minute.
As the RPAT is conducted and results are being evaluated the short-listed candidates are then
scheduled for next round that is psychometric test.
STAGE 6: PSYCHOMETRIC TEST:
The next step in hiring process is psychometric test. Psychometric testing is designed to find
job-relevant information about an individual which an interview wouldn't be able to do.
Psychometric testing typically includes a combination of aptitude and personality tests online
which measure your job-relevant cognitive abilities and personality. Psychometric tests could
be conducted separately, as well as with face to face interviews. There are various tools used
for conducting psychometric tests one of the tool is PI (Predictive Index) which is used by
Reliance Jio infocomm Limited. Now let us discuss in detail about predictive index.
PI (Predictive Index):
Predictive index is software which is used by many organizations for hiring the right
personnel for the right designation. The main function of PI tool is to observe the psychology
of the employees, this tools works by asking same questions in different ways which reveals
the personality traits of an employee e.g. (shy, team building, supportive, people orientation,
etc.), with this result HR Department of an organization is able to judge the person whether
an employee is eligible for next round or not.
The PI has been in wide-spread commercial use since 1955. Minor revisions were made to
the assessment in 1958, 1963, 1988 and 1992 to improve the PI’s psychometric
49

(psychological testing) properties and to ensure that each of the individual items on the
assessment conformed to appropriate and contemporary language norms.
The PI is currently used by over 8,000 organizations across a wide variety of industries and
company sizes and is available in 70 languages including Braille. In 2013, over two million
people around the world completed the PI assessment.
Predictive Index is a theory-based, self-report measurement of normal, adult, work-related
personality that has been developed and validated for use within occupational and
organizational populations.
The PI is used for a variety of personnel management purposes, including employee
selection, executive on-boarding, leadership development, succession planning, performance
coaching, team-building and organizational culture change, among others.
The test employs a free-choice (as opposed to forced-choice) response format, in which
individuals are presented with two lists of descriptive adjectives, both containing 86 items,
and are asked to endorse those which they feel describe them (the “self” domain), and then
those which they feel coincide with how they feel others expect them to behave (the “self-
concept” domain). Summing across these two domains yields a third implied domain (the
“synthesis”), which can be interpreted as reflecting an employee’s observable behavior in the
workplace. The assessment is un-timed, generally takes approximately five to ten minutes to
complete, and is available in paper-and-pencil, desktop and Web-based formats.
The PI measures four primary and fundamental personality constructs:
1. Dominance: The degree to which an individual seeks to control his or her environment.
Individuals who score high on this dimension are independent, assertive and self-confident.
Individuals who score low on this dimension are agreeable, cooperative and accommodating.
2. Extroversion: The degree to which an individual seeks social interaction with other
people. Individuals who score high on this dimension are outgoing, persuasive and socially-
poised. Individuals who score low on this dimension are serious, introspective and task-
oriented.
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3. Patience: The degree to which an individual seeks consistency and stability in his or her
environment. Individuals who score high on this dimension are patient, consistent and
deliberate. Individuals who score low on this dimension are fast-paced, urgent and intense.
4. Formality: The degree to which an individual seeks to conform to formal rules and
structure. Individuals who score high on this dimension are organized, precise and self-
disciplined. Individuals who score low on this dimension are informal, casual and
uninhibited.
The PI also measures two secondary personality constructs, which are derived from a
combination of each of the four primary personality constructs described previously:
1. Decision-making: Measures how an individual processes information and makes
decisions. Individuals who score high on this dimension are objective, logical and are
primarily influenced by facts and data. Individuals who score low on this dimension are
subjective, intuitive and are primarily influenced by feelings and emotions.
2. Response level: Measures an individual’s overall responsiveness to the environment,
which is reflected in his or her energy, activity level and stamina. Individuals who score high
on this dimension have an enhanced capacity to sustain activity and tolerate stress over
longer periods of time. Individuals who score low on this dimension have less of this
capacity.
3. Team Work: Measures an individual’s overall ability of teamwork which is "work done
by several associates with each doing a part but all subordinating personal prominence to the
efficiency of the whole". Individuals who score high on this dimension are highly team
workers and team builders.
STAGE 7: SALARY FIXATION:
The selected candidates are required to furnish Documents prior to an offer being made.
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• Salary comparator
An appropriate salary fitment is generated giving three possible options, based on
qualification, age, experience and compensation details of the selected person and
basic salary of existing employees at the same level.
• Approval & signature
The authority for finalization of salary for salary for levels M4 and below (for all
circle positions) shall rest with the Head – HR in each circle. All decisions pertaining
to salary determination for level M3 & above rest with corporate HR.
STAGE 8 : JOB OFFER:
Last but not the least step of selection procedure of Reliance Jio Infocomm Limited is offering
the job with an appointment letter and other formalities to the suitable candidate. With an end
of selection process the professional career of an employee’s starts. A job offer is a formal
offer of employment from a company. When a company makes a verbal job offer, the hiring
manager will call the selected candidate to let them know that they are being offered the job.
Companies may also make job offers via email or in writing, depending on company policy
and how the company handles hiring.
If the offer is made via the phone or email, it will most likely be followed by a formal job
offer letter which confirms the details of the offer of employment including some or all of the
following: job description, salary, benefits, paid time off, work schedule, reporting structure,
etc.
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The candidate may choose to accept the job offer and then will sign and return the letter as a
formal acceptance of the position. If the offer isn't for the compensation package that the
applicant expected, he or she may decide to make a counter offer or decline the offer.
At RJIL job offer is made through email and later on it is provided in hardcopy which
contains policies of the organization, package provided by the organization, job description,
and some common duties and responsibilities which are as follows:
1. Exclusivity
2. Non-solicitation
3. Other interests
4. Controlling interest
5. Work hours
6. Non-disclosure
7. Confidentiality
PRE-EMPLOYMENT ACTIVITIES
Once the selected candidate accepts the offer, the recruitment team communicates this
information to be concerned units within and outside the organization. There are various pre-
employment activities which are as follows: -
Reference Check
Background verification is required for appointment. This is done through third party of
repute. Following points may be considered during reference check:
• For group transfer it is not required
• Verification on qualification and last 3 employers
• Termination due to any disciplinary issues
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Medical Check-up
Medical fitness is also required for the eligible candidate, if he is found unfit; HR reserves the
right to withdraw the offer. Medical bills are also reimbursed.
Relocation
If an employee is an outstation candidate, he/she is reimbursed travel expenses for him/
herself. For outstation candidate they also provide temporary accommodation.
JOINING FORMALITIES
The employee is required to fill in his /her personal details in a joining report and submit
supporting documents related to academic qualification, date of birth, relieving letter and
salary details of last employment along with medical fitness reports. A welcome note signed
by the Circle HR Head is placed in a joining docket.
The candidate is permitted to join without a relieving letter from last employer provided he/
she submits proof of acceptance of resignation.
After completion of joining formalities, at M0 to M2 an organization announcement is
displayed and the same is circulated to all Circles by Corp.HR. At levels M3A-M8, a
welcome note is displayed as the same is circulated to other offices in the circle.
Induction
The new employee then joins the induction program organized by HR.
The induction Program is normally held in the last week of the month. It includes a formal
welcome by the Circle COO/Designated representative of CHRO in corporate and
presentations made by different function representatives on business operations of the
company. The employees are also introduced to the basics of telecom through a separate
training programme.
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THEORETICAL REVIEW
Goyal (1995)
Determined the extent of employee satisfaction experienced by textile workers due to
primarily the statutory labour welfare facilities provided in the private, public and co-
operative textile sectors in Punjab, the awareness and implementation of these labour welfare
facilities and their correlation with job satisfaction, including the relationship between labour
welfare and job satisfaction.
Judge, Timothy A.; Thoresen, Carl J.; Bono, Joyce E.; Patton,
Gregory K.Psychological Bulletin, Vol 127(3), May 2001,
Database: Psyc articles [Journal Article]
A qualitative and quantitative review of the relationship between job satisfaction and job
performance is provided. The qualitative review is organized around 7 models that
characterize past research on the relationship between job satisfaction and job performance.
Although some models have received more support than have others, research has not
provided conclusive confirmation or discontinuation of any model, partly because of a lack of
assimilation and integration in the literature.
Allen and Meyer, 1996; Karrasch, 2003;
Organization commitment can be defined as affiliation of employees to the organization and
involvement in it. In general there are three dimensions of commitment which are
continuance commitment, affective commitment and normative commitment.
55

Srivastava (2004)
The Impact of Labour Welfare on Employees Attitudes and Job Satisfaction, a comparative
study was conducted on workers in the private and public sectors of Kanpur city. The
researcher attempted to assess the quality oflabour welfare activities;measure the degree of
job satisfaction of workers provided
with labour welfare facilities in private and public sectors and evaluates the attitudes of
workerstowardsmanagement in both the sectors.
BrikendAziri 
Management Research and Practice 12/2011;
Employee Satisfaction represents one of the most complex areas facing today‟s managers
when it comes to managing their employees. Many studies have demonstrated an unusually
large impact on the job satisfaction on the motivation of workers, while the level of
motivation has an impact on productivity, and hence also on performance of business
organizations.Unfortunately, in our region, job satisfaction has not still received the proper
attention from neither scholars nor managers of various business organizations.
AlamSageer, Dr. SameenaRafat, Ms. Puja Agarwal 
ISSN: 2278-487X. Volume 5, Issue 1 (Sep-Oct. 2012), PP 32-39
 
Employee satisfaction is the terminology used to describe whether employees are happy,
contended and fulfilling their desires and needs at work. Many measures support that
employee satisfaction is a factor in employee motivation, employee goal achievement and
positive employee morale in the work place. Basically employee satisfaction is a measure of
how happy workers are with their job and working environment. 
In this paper various variables responsible for employee satisfaction has been discussed such
56

as Organization development factors, Job security factors, Work task factors, Policies of
compensation and benefit factor and opportunities which give satisfaction to employees such
as Promotion and career development also has been described .This paper also deals the
various ways by which one can improve employee satisfaction.
HalilZaimSelimZaim 
Fatih University, TURKEY
Employee satisfaction is considered to be a critical success factor for organizations. The
concept of employee satisfaction has gained a special concern from both academicians and
practitioners. This study aims to provide a framework for employee satisfaction and
determine the critical factors of employee satisfaction and to measure their effect on overall
evaluation of employee satisfaction in small and medium sized enterprises (SME) based on
the data collected from Turkey. Data analysis revealed that there is a positive relationship
between the each factor of employee satisfaction which are named satisfaction from pay and
benefits (P&B), satisfaction from peers (P), satisfaction from management (M), satisfaction
from working environment (WE), satisfaction from superior (S) and overall employee loyalty
in SMEs.
Furthermore, relevant recommendations and measures for improving the employee
satisfaction are proposed.
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Chapter 5
RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented
through tables and charts.
RESEARCH DESIGN:
The study was based on survey method. The aim of the study is to find satisfaction levels of
employees.
Descriptive Research Design:
Descriptive research design studies are those studies, which are concerned with describing
the character of a group.
DATA COLLECTION METHODS:
The data collected for the study consists of both primary and secondary data.
Primary Data:
In this study primary data were collected through personnel interview using questionnaire.
The questionnaire was administered to thirty six employees of RELIANCE JIO INFOCOMM
LTD.
Secondary Data:
Secondary data for this study was collected from.
• Previously published records, research reports and documents.
• websites.
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SAMPLING DESIGN:
A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.
SAMPLING UNIT:
Reliance Jio Infocomm, Gurgaon
SAMPLING SIZE:
The sample size of this study is thirty six respondent
SAMPLING METHODS:
Survey is done by random sampling method.
QUESTIONNAIRE:
Questionnaire containing both closed and open ended questions
TOOLS USED FOR ANALYSIS:
Percentage Analysis, Likert scale are used as statistical tools for the analysis.
GRAPHICAL REPRESENTATION OF DATA:
Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.
60

Chapter 6
DATAANALYSIS AND INTERPRETATIONS
61

DATA ANALYSIS AND INTERPRETATION
Analysis is carried out to summarize the data to crystallize the outcome of the survey. In this
manner, it enables the researcher to relate critical points with the objectives of the study. Any
research is meaningful only if the data obtained is synergized systematically to provide
information. The following are the various phases of analysis in which the options of the
respondents have been analyzed and interpreted in detail. Each table is calculated from the
questionnaire which has segregation of employees it based on satisfaction of employees on
whole process
The survey is taken from 36 Employees.
62

Analysis on employees satisfaction on interview process:
1.Where did you hear about the position?
INTERPRETATION:
From the Table 6.1 and Figure 6.1, we can infer that 47% of the respondents hear about the post
from friend, 33% of the respondents hear from the recruiter and 14% of the respondent hear from
direct mail and 6% of the respondent search by themselves 
63
Figure 6.1: Analysis Interpretation 6.1
6%
14%
33%
47%
Newspaper Friend Recruiter
Radio Direct Mail self
Table 6.1: Analysis 6.1
S.No. Option Respondents Percentage(%)
1 Newspaper 0 0%
2 Friend 17 47%
3 Recruiter 12 33%
4 Radio 0 0%
5 Direct Mail 5 14%
6 Self search 2 6%
Total 36 100%

2. How were you recruited to Reliance JIO infocomm ltd?
INTERPRETATION:
From the Table 6.2 and Figure 6.2 , we infer that, 61% of the respondents recruited by
Employee referral and 17% of the respondents recruited by consultants. 14% of the
respondent recruited by online portal and 8% of the respondent recruited by walk in.
64
14%
8%
17% 61%
Employee Referral Consultants
Walk in Online Portal
Other
1 Employee Referral 22 61%
2 Consultants 6 17%
3 Walk in 3 8%
4 Online Portal 5 14%
5 Other 0 0%
Total 36 100%

3. How satisfied were you with the Organization and scheduling of
interview?
INTERPRETATION:
From the above Table 6.3 and Figure 6.3, we can observe 53% of the respondents are external
satisfied with the Organization and scheduling of interview and 41.5% of the respondent are
very satisfied and 5.5% of the respondent are neural satisfied and none of the respondent
dissatisfied about the statement.
65
1 External satisfied 19 53%
2 Very Satisfied 15 41.5%
3 Neutral 2 5.5%
4 Dissatisfied 0 0%
5 Very Dissatisfied 0 0%
Total 36 100%
0%
15%
30%
45%
60%
External satisfied Very Satisfied Neutral Dissatisfied Very Dissatisfied
0%0%5.5%
41.5%
53%

4. How satisfied were you with the Length of time it took from the
time you applied to the time you were hired?
INTERPRETATION:
satisfied about the time process during applied and hired and 30% of the respondent are very
satisfied and 33% of the respondent are neural satisfied and 2.5% respondent dissatisfied and
2.5% are very dissatisfied about the statement
66
Table 6.4:Analysis 6.4
2 Very Satisfied 11 30%
3 Neutral 12 33%
4 Dissatisfied 1 2.5%
5 Very Dissatisfied 1 2.5%
Total 36 100%
0%
10%
20%
30%
40%
External satisfied Very Satisfied Neutral Dissatisfied Very Dissatisfied
2.5%2.5%
33%
30%30%

5. Overall, how satisfied were you with reliance JIO interview
process?
INTERPRETATION:
satisfied about Overall interview process and 50% of the respondent are very satisfied and
13% of the respondent are neural satisfied and 5% are very dissatisfied about the statement
67
3 Neutral 5 13%
4 Dissatisfied 0 0%
Total 36 100%
0%
12.5%
25%
37.5%
50%
5%0%
13%
50%
32%

Analysis on employees satisfaction on pre-boarding and on-
boarding digital process:
6. After selection how you got your offer letter?
INTERPRETATION:
From the Table 6.6 and Figure 6.6, we can infer that 100% of the respondents got offer letter
by mail
68
1 E-mail 0 100%
2 Post 0 0
3 Inhand 0 0
4 Other 0 0
Total 36 100%
100%
E-mail Post Inhand Other

7. How you informed about pre-boarding and on-boarding
formalities?
From the Table 6.7 and Figure 6.7, we can infer that 72% of the respondents informed from
both mail and telephonic, 14% of the respondents informed from email, 8% of the
respondent informed from telephone and 6% of the respondent informed by all methods
69
1 E-Mail 5 14%
2 Telephonic 3 8%
3 Both Mail And
Telephonic
26 72%
4 Messages 0 0%
5 All above 2 6%
6 other 0 0%
Total 36 100%
6%
72%
8%
14%
E-Mail Telephonic
Both Mail And Telephonic Messages
All above

8. How satisfied are you with pre-boarding and on-boarding digital
process?
INTERPRETATION:
From the above Table 6.8 and Figure 6.8 , we can observe 47%of the respondents are external
satisfied about the digital process and 44% of the respondent are very satisfied and 5% of the
respondent are neural satisfied and 3% are very dissatisfied about the digital process
70
3 Neutral 2 5%
4 Dissatisfied 0 0%
Total 36 100%
0%
12.5%
25%
37.5%
50%
3%0%5%
44%
47%

9. Is it easy to find Reliance JIO career portal?
INTERPRETATION:
From the Table 6.9 and Figure 6.9, we can infer that 94% of the respondents found jio career
portal easy and 6% of the respondent found not easy portal.
71
1 Yes 34 94%
2 No 2 2%
Total 36 100%
6%
94%
Yes No

10. Is Reliance JIO career Portal Friendly user?
INTERPRETATION:
From the Table 6.10 and Figure 6.10, we can infer that 94% of the respondents found JIO
career portal friendly user and 6% of the respondent found not friendly user.
72
1 Yes 34 94%
2 No 2 2%
Total 36 100%
Figure 6.10: Analysis Interpretation6.10
6%
94%
Yes No

11. How you informed that your documents has successfully verified?
INTERPRETATION:
From the Table 6.11 and Figure 6.11, we can infer that 83% of the respondents informed from
both mail and messages, 11% of the respondents informed from mail, 6% of the respondent
informed from message
73
1 Mail 4 11%
2 Messages 2 6%
3 Telephonic 0 0%
4 All above 0 0%
5 Mail and Messages 30 83%
6 other 0 0%
total 36 100%
Figure 6.11: Analysis Interpretation6.11
83%
6%
11%
Mail Messages Telephonic
All above Mail and Messages other

12. Did you Find pre-boarding and on-boarding lengthy process?
INTERPRETATION:
From the Table 6.12 and Figure 6.12, we can infer that 53% of the respondents found pre-
boarding and on-boarding is lengthy process and 47% of the respondent found its not
lengthy process.
74
1 Yes 19 53%
2 No 17 47%
Total 36 100%
Figure 6.12: AnalysisInterpretation6.12
47%
53%
Yes No

Analysis on Employees satisfaction after joining the
Organization:
13. How satisfied are you with the first day in Organization?
From the above Table 6.13 and Figure 6.13, we can observe 14% of the respondents are
external satisfied about the first day in organization and 81% of the respondent are very
satisfied and 3% of the respondent are neural satisfied and 2% are very dissatisfied about the
statement.
75
1% External satisfied 5 14%
2% Very Satisfied 29 81%
3% Neutral 1 3%
4% Dissatisfied 0 0%
5% Very Dissatisfied 1 2%
Total 36 100%
0%
22.5%
45%
67.5%
90%
2%0%3%
81%
14%

14. How satisfied were you with the welcome you received from your
department?
INTERPRETATION:
external satisfied with the welcome received from organization and 69% of the respondent
are very satisfied and none respondent is dissatisfied with the statement.
76
3 Neutral 0 0%
4 Dissatisfied 0 0%
Total 36 100%
0%
17.5%
35%
52.5%
70%
0%0%0%
69%
31%

15. How satisfied are you with your managers ability lead and provide
direction to you?
INTERPRETATION:
external satisfied about provided directions by manager and 31% of the respondent are very
satisfied and 14% are neutral about the statement and none respondent is dissatisfied.
77
3 Neutral 5 14%
4 Dissatisfied 0 0%
Total 36 100%
0%
15%
30%
45%
60%
0%0%
14%
31%
55%

16. How satisfied are you with the job was described during the
interview process compared to what you are actually doing?
INTERPRETATION:
external satisfied and 61% of the respondent are very satisfied and 28% are neutral about the
statement and none respondent is dissatisfied.
78
3 Neutral 10 28%
4 Dissatisfied 0 0%
Total 36 100%
Figure16: Analysis and Interpretation 16
0%
17.5%
35%
52.5%
70%
0%0%
28%
61%
11%

17. How satisfied are you with the review of company and objectives
explained by your manager?
INTERPRETATION:
external satisfied with the review and objective of company and 5% of the respondent are
very satisfied and none respondent is dissatisfied.
79
0%
15%
30%
45%
60%
0%0%0%
58%
32%
Neutral 0 0%
4 Dissatisfied 0 0%
Total 36 100%

18. Considering everything, how would you rate your overall
satisfaction with company this time?
external satisfied and 75% of the respondent are very satisfied and none respondent is
dissatisfied with the statement
80
3 Neutral 0 0%
4 Dissatisfied 0 0%
Total 36 100%
0%
20%
40%
60%
80%
0%0%0%
75%
25%

19. Would you recommend Reliance JIO as a good place to work?
81
1 Strongly Agree 19 53%
2 Agree 15 41.5%
3 Neither agree or
disagree
2 5.5%
4 Strongly Disagree 0 0%
5 Disagree 0 0%
Total 36 100%
0%
15%
30%
45%
60%
Strongly Agree Agree None Strongly Disagree Disagree
0%0%5.5%
41.5%
53%

LIKERT’S SCALE:
MEAN X = f(X)/N
= 161/36 = 4.47
Applying Liker’s Scale, it is found that the mean value obtained is 4.47. It is greater than the
normal score 3. So it is concluded that the respondents strongly agree to the point that
Reliance JIO is good place to work
82
Table 6.20: Likert’s Scale Analysis
sno Option
Responden
ts
Percentage
(%)
Likert's
Point
Likert's
Scale
1
Strongly
Disagree
0 0% 1 0
2 Disagree 0 0% 2 0
3 Neutral 2 5.5% 3 6
4 Agree 15 41.5% 4 60
5 Strongly Agree 19 53% 5 95
Total 36 100% 161

Chapter 7
FINDINGS , SUGGESTIONS AND CONCLUSIONS
83

FINDINGS
‣ Majority of employees heard about the position from friend and recruiter.
‣ Maximum of the employees are recruited by employee referral.
‣ Majority of the employees are extremely satisfied with the Organization and scheduling of
interview.
‣ half employees are satisfied about the time process during applied and hired and half are
dissatisfied.
‣ only few respondents are dissatisfied about Overall interview process.
‣ All respondents got offer letter by mail.
‣ Majority of the respondents informed by both mail and telephonic about on-boarding and
pre-boarding process.
‣ Majority of the employees external satisfied with the on-boarding and pre-boarding
process.
‣ only few of the respondent found career JIO portal is not easy.
‣ majority of the employees found career JIO friendly user.
‣ Most of the respondents informed from both mail and messages about verification of
document.
‣ Majority of the respondents found pre-boarding and on-boarding is lengthy process.
‣ Most of the respondents are satisfied with the first day in organization.
‣ Majority of employees are satisfied with the welcome received from organization.
‣ None respondent is dissatisfied about provided directions by manager
‣ Majority of the employees are satisfied about job described during the interview process
compared to what they actually doing.
84

‣ Majority of the respondent overall satisfied with the company.
‣ In RELIANCE JIO INFOCOMM LTD. test taken after interview.
‣ In RJIL during interview HR round is not compulsory.
‣ In RJIL whole joining process is paperless.
‣ Base location HR were not informed about 1-2 candidates joining by NHQ HR.who were
recruited from head office Mumbai.
85

CONCLUSIONS
From the study it was identified that the most of the employees are satisfied with the joining
process. Majority of the employees are satisfied with interview process ,Pre-boarding & On-
boarding process and And they are also satisfied with welcome in organization and about
position. mostly employees got every information regarding selction, offer letter, Pre-
boarding, On-boarding, documents successfully verified . But still 50% found joining process
is lengthy & time taking process.
Overall, employees are satisfied with joining process
86

SUGESSTIONS
• Management should try to fast & short the joining process. they should try to
complete it within 1month.
• The Reporting manger should arrange the short meeting and brief about the product
etc.
• Base location HR were not informed about 1-2 candidates joining by NHQ HR so,
Organization should take some steps to improve this.
87

Chapter 8
EXPECTED CONTRIBUTION FROM THE STUDY AND
FUTURE SCOPE
88

FUTURE SCOPE
The Study includes Employees satisfaction on Joining Process at RELIANCE JIO
INFOCOMM LTD. GURGAON. The future scope of study it will reduce the time limit of
joining process. however, this can also form a basis of a secondary study of similar nature
conducted on a large ,nationwide scale.
89

Questionnaire
Satisfaction on joining Process at Reliance Jio infocomm
1. Where did you hear about the position?
• Newspaper
• Friend
• Recruiter
• Radio
• Direct mail
• Other______
2. How were you recruited to Reliance Jio infocomm limited ?
• Employee Referral
• Consultants
• Walk in
• Online portal
• Any other___________
3. How satisfied were you with the organization and scheduling of your Interview?
• Extremely Satisfied
• Very Satisfied
• Neutral
• Dissatisfied
• Very Dissatisfied
90

4. How satisfied were you with the length of time it took from the time you applied to
the time you were hired?
• Very Satisfied
• Somewhat Satisfied
• Dissatisfied
5. Overall, how satisfied were you with reliance Jio interview process?
• Very Satisfied
• Dissatisfied
6. After selection how you got your offer letter?
• E-mail
• Post
• In hand
• Any other_____
7. How you informed about pre-boarding and as well as On-boarding formalities?
• E-mail
• Telephonic
• Messages
• All above
91

• Both E-mail and telephonic
• Any other ________
8. How satisfied are you with pre-boarding and on-boarding digital process?
• Very Satisfied
• Dissatisfied
9. Is it easy to find Reliance Jio career portal?
• Yes
• No
10. Is Reliance Jio career portal friendly user?
• Yes
• No
11. How you informed that your document has successfully verified?
• Mail
• Messages
• Telephonic
• All above
• Mail and messages
• Other____
12. Did you find pre-boarding and on-boarding lengthy process?
• Yes
• No
92

13. How satisfied are you with the first day in organization?
• Very Satisfied
• Dissatisfied
14. How satisfied were you with the welcome you received from your department?
• Very Satisfied
• Dissatisfied
15. How satisfied are you with your manager’s ability to lead and provide direction to
you?
• Very Satisfied
• Dissatisfied
16. How satisfied are you with how the job was described during the interview process
compared to what you are actually doing?
• Very Satisfied
• Dissatisfied
93

17. How satisfied are you with the review of Reliance Jio goals and objectives explained
by your manager?
• Very Satisfied
• Dissatisfied
18. Considering everything, how would you rate your overall satisfaction with Reliance
JIO at this time?
• Very Satisfied
• Dissatisfied
19. Would you recommend as a good place to work?
• Strongly Agree
• Agree
• Neither Agree or Disagree
• Disagree
• Strongly Disagree
94

20. What recommendations do you have that would improve the new hire process?
 
21. Please share any additional feedback or recommendations you may have.
95

BIBLIOGRAPHY
BOOKS:-
• Dr. Guptha C. Human Resource Management, Sultan Chand and Sons, New Delhi,
2004.
• Rakesh Chopre, Human Resource Management U.K Publishing 2 edition New Delhi,
2004.
• Kothari. C.R, Research Methodology, New Age International Private Ltd, New Delhi,
2004.
WEBSITES:-
www.scribd.com
http://www.ril.com/OurBusinesses/Jio.aspx
https://en.wikipedia.org/wiki/Reliance_Industries
http://www.reliancejio.website/2016/08/reliance-jio-wiki.html
http://scholar.google.co.in/scholar?q=literature+review+on+employee+satisfac
tion&hl=en&as_sdt=0&as_vis=1&oi=scholart&sa=X&ei=eI3IU72qN8KOuAS41
IGgAQ&ved=0CBkQgQMwAA
http://psycnet.apa.org/journals/bul/127/3/376/
htthttp://epoka.edu.al/new/icme/2.pdf
http://iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf
http://www.researchgate.net/publication/222103547_Job_Satisfaction_A_Liter ature_Review
http://files.eric.ed.gov/fulltext/ED492690.pdf
97

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