Case study of HRD of Reliance company. useful for management students as well as students of engineering.

1. 1
Case study
on
HUMAN RESOURCES MANAGEMENT
Of
“RELIANCE”
(ADA GROUP)
The Reliance – Anil Dhirubhai Ambani Group is among India’s top three
private sector business houses on all major financial parametersAcross
different companies, the group has a customer base of over 50 million, the
largest in India, and a shareholder base of over 8 million, among the largest
in the world.
The interests of the Group range from communications (Reliance
Communications) and financial services (Reliance Capital Ltd), to
generation, transmission and distribution of power (Reliance Energy),
infrastructure and entertainment.

2. 2
HUMAN RESOURCE MANAGEMENT
For any business to run one needs four M’s namely Man, Money, Machine
and Material. Managing other three resources other than men, are easy to
handle.
Men are very difficult to handle because no two human beings are similar in
all way. Human beings can think, feel and give response.
Handling humans is more important for any business because human being
have crucial potential that may be very profitable for the business. And these
potential can be developed to an unlimited extent if they are provided with
proper environment. So the function of managing men is as important as
finance or marketing function in any business.
HRM refers to practices and policies framed for the management of human
resources in an organization, including Recruiting, screening, rewarding and
appraising.”
Human resources have at least two meanings depending on context. The
original usage derives from political economy and economics, where it was
traditionally called labor, one of three factors of production. The more
common usage within corporations and businesses refers to the individuals
within the firm, and to the portion of the firm's organization that deals with
hiring, firing, training, and other personnel issues. This article addresses
both definitions.
The objective of Human Resources is to maximize the return on
investment from the organization's human capital.
THE SCOPE OF HRM is indeed very vast. All major activities in the
working life of a worker-from the time of his or her entry into the
organization until he or she leaves- come under the purview of HRM.
Specifically, the activities include are
 HR Planning
 Job analysis and design
 Recruitment and selection

3. 3
PRESIDENT
HR
CORPORATE HR ENTITY
HR
CIRCLE
HR
CEO
 Orientation and placement
 Training and development
 Performance Appraisal and Job evaluation
 Employee and executive remuneration
 Employee Motivation
 Employee Welfare
It is the responsibility of human resource managers to conduct these
activities in an effective, legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution
of individuals while simultaneously attempting to attain other societal and
individual employee objectives." Schwind, Das & Wagar (2005).
HR STRUCTURE
CORPORATE HR:
Activities taken up by Corporate HR are
 Policy making
 Implementing suggestions - HEWITT CONSULTANT
 Strategic planning

4. 4
ENTITY HR:
Activities taken up by Entity HR are
 Execution of policies and practices
 Targets for recruitment of Circle HR
CIRCLE HR:
Activities taken up by Circle HR are
 Recruitment
 Appointment
 Training
 Exit full & final
HUMAN RESOURCES MANAGEMENT
FUNCTIONS
 TALENT ACQUASITION
 Sourcing activity
 TALENT DEVELOPMENT
 Performance management system
 Training
 Carrier planning
 TALENT MANAGEMENT
 Operation HR

5. 5
RECRUITMENT PROCESS
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable
candidates are first searched internally within the organization. This is based
upon in-house talent which could be redeployed.
Advertisement for internal vacant position is done by following two ways:
 Through sending mail to all Reliance Infocomm employees across all
locations including DAKC (Dhirubhai Ambani Knowledge City)
 Through DAKC Circular
Employees of Reliance Communication who have completed more than 12
months of continuous service only those employees can apply for position
placed on Intranet.
EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer
a candidate with whom he/ she have worked in his/ her previous
employment. Employees can check available vacancies on Intranet and can
submit the resumes of prospective candidates who fit the Job profile.
RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee
done in Reliance Communication with a view to take trained manpower
back in the company. Re Hiring is done as per the policy issued by Central
Recruitment Cell at Corporate Office
EXTERNAL SOURCING
PLACEMENT CONSULTANCY: The placement agencies call for resumes of
prospective candidates, which act as a good source of recruitment for the
companies. Consultant’s interview candidates and shortlist those according
to the criteria laid down by the companies. This helps the employer to
interview a limited number of potential candidates, the minimizing the time
taken in receiving and sorting applications, etc.

6. 6
Reliance Communication chooses Consultants having national presence.
This sourcing option is only considered by the company when there is
scarcity for candidates with requisite experience and skills.
JOB PORTAL: The spread of Internet has enabled employers to search for
candidates globally and has made recruitment easier. If vacancy arises,
Reliance Communication browses the profile of candidates from the Job
portal like naukri.com, monsterindia.com and then candidates are accessed
through e-mail or telephone.
CAMPUS RECRUITMENT: Reliance Communication goes for Campus
recruitment every year for technical department. For management level
recruitment, it goes for campus recruitment as per requirement.
For filling up position for MT (Management Trainee), following procedure
is followed by Reliance Communication:
INTERVIEW
Interview is the oral assessment of the candidates for employment. This is
the most essential step in the selection process. To size up the candidate
personally
MODE OF INTERVIEW
 PERSONAL INTERVIEW: Personal Interview is a formal in-depth
conversation conducted to evaluate the applicant’s acceptability. In a
personal interview, candidates are accessed on behavioral and
personality characteristics, functional and managerial competencies
and other factors like education, experience etc. Based on the
candidate’s performance in the interview, the interview panel rates the
candidate and takes the selection decision.

7. 7
 VIDEO CONFERENCE: At Reliance Communication, usually face to
face interviews are conducted but for those candidates who are located
at other state for them video conference interviews are conducted. The
use of video conferencing can add value to the process by allowing
real time, face-to-face interactions without the costs associated with
physically transporting candidates to the campus.
 TELEPHONIC INTERVIEW: There are various reasons to take a
telephonic interview. For example, in certain location Reliance
Communications does not have its Webworld, so in that case the
interview of that candidate will be taken over telephone. Even if the
interview of a candidate cannot happen through video conference
because of unavailability of any Webworld timings, then telephonic
interview is taken.
 CAMPUS RECRUITMENT: For GET, Interview is taken by respective
functional head and HR head and for MT Interview is taken by 2-3
functional heads, HR head and final interview is taken by Circle CEO.