HRM Assignment

Reliance

Submitted by: Rishabh Singh

Roll no: 2K20/BBA/129
Submitted to: Dr. Monika Bhati
About Company
Reliance telecommunications LTD is an Indian telecommunication company founded by Anil
Ambani in 2004.The headquarters of the company is in Navi Mumbai India. Reliance
telecommunication is the 15th largest telecommunication provider in the world with 150
million subscribers and the second largest telecommunication provider in India. The company
has segments like wireless and broadband in telecommunication industry.

The company achieved a high growth in telecommunication industry from the beginning
stage itself. Customer satisfaction and good company policies made them too competitive
with other companies.

Reliance communications follows good human resource policies and procedures even though
it has some draw backs.

Vision of the company- Providing information, communication, entertainment services and

being the benchmark in customer experience, employee centricity and innovation is the main
vision of the company.

Mission of the company- meeting beyond customer needs and wants with a segmented
approach, relentless offering of services and products that are value for cash and stimulate
customers, offer a network experience that is best in the communication industry, make
reliance in to an international brand which is a iconic brand by others and lead industry in
target to purchase and faithfulness.

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human resource management refers to an assortment of policies used to systematize work in
the employment relationship and centres on the management of work and the management of
people who undertakes this work.

Therefore, HRM is concerned with recruitment, selection, learning and development, reward,
communication, teamwork and routine management. While it is relatively easy to list
activities that make up HRM, it is a subject that stimulates much debate and disagreement.

The hr process is considered as important for the management of the consumer pleasure with
human recourses. The clients find comfortable and will be satisfied when they understand the
hr processes and how they are connected and the hr processes interact. Modern hr processes
are measured and frequently analysed and identifies the irregularities in the activities and it
brings the improvements for the benefits of the organisation.

The success of Human Resources Management is in the connection of all HR processes as

they provide the adequate supports to workers and the managers. So the main aim of Human
Resource Management is to keep the human capital ready for action on the market and the
rational grouping of HR Processes helps to interact and manage the individual processes.

Every organisation has their own HR processes, but the main HR Processes are always same
in all companies as it is the market HR Best Practices.
Human Resource Management is considered as a comparatively new approach to Personnel
Management. HRM emphasizes primarily on its strategic contributions and its closer
alignment to business, HRM is a vital component of any organization, its involvement among
other components of line management is notable (Paauwe. J, Jan 2009). Paauwe further
suggests that HRM aims on its ultimate goals such as High job performance, low absence and
high-cost effectiveness through the efficient utilization of the man power of the company.
Human resource is really the major component of any organization, the success or failure of
an organization heavily relies on its Man power management. Maslow’s need Hierarchy
theory is considered as guiding principle for HR Management across the globe. Maslow
identified the very basics of human motivation factors. Following this principle, it can be
assumed that to motivate an employee HR manager should understand his level of
expectations, potential of the employee, and should evaluate the performance before and after
certain motivational measures implemented.

KEY HUMAN RESOURCE ACTIVITIES OF RELIANCE

TELECOMMUNICATIONS
 Main HR process areas
 Manpower planning
 Recruitment and staffing
 Human resource development
 Compensation and benefits
 Leadership development

MANPOWER PLANNING
Human Resource Planning is the integral part of Human Resource Management Human
Resource Planning estimates the optimal level of Man power requirement on the basis of
quality and quantity. Thus, HRP can be considered as the foundation of Human Resource
management. Although HR planning is very important it cannot be executed faultlessly in all
cases, as HR is dependent on various factors such as employment situation of the country,
influence of technological advancement, changes in the organization structures, Demographic
factors such as age, population, composition of workforce, lack of skill, multicultural
workforce etc. Certain pressure groups will also affect the precision of the HRP.
Understanding of competencies of the Human resource is vital in forming a successful HR
frame work. Legnica-Hall, 1988, Milliman et al., 1991, describes the terms Internal and
External fit, “Internal fit” refers to the extent to which the manpower constituents are linked
in a logical way and how effectively they support themselves, on the other hand external fit
primarily focus on the strategy of the organization, external fit reveals to what extent human
resources systems are integrated.

Manpower Planning or Human Resource Planning includes putting exact number of people,
exact kind of people at the exact place, exact time at a low cost. Personnel Planning hold an
important place in the world of industrialization. Personnel Planning has to be a systematic
approach and is managed in a set of model operations. The procedure is as follows:

 Assessing the present manpower in the company

 Forecasting the future needs
 budding employment programmes
  Organising training programmes

BENEFITS OF MAN POWER PLANNING

Manpower planning is very important part of human resource management. A few
importance of man power planning is:

 Concentrated labour cost: with the help of manpower planning there is most

favourable operation of labour force in the organisation workers are given those jobs
to implement for which they are skilled (right person for the right job).it leads to
overall progress of the man power in the organisation.
 Optimum utilisation of manpower: it helps to utilise the labour force in the company
which helps in the growth of manpower in the organisation.
 Develops business plan- Man power planning is an important part of overall business
planning. No business can survive without having the right type and number of people
doing the right work at the right time.
 Helps in career succession planning-with the help of better manpower planning it
helps to produce a good career succession of employees which provides much lead
time for internal succession of workers through higher position through
encouragement.
 Development of the organisation- The man power planning helps in the expansion of
an organisation.
 Growth in overall business planning-  Manpower planning is a main part of overall
business planning. Efficient manpower planning will help to improve the business.

RECRUITMENT AND STAFFING

Recruitment and staffing is the process of selecting the right labours in to the organisation.
The main aim of recruitment is to look for and be a magnet for persons with skilled to fill the
vacancies. This process includes job analysis preparing personnel requirement sources of
skilled employees.

Job analysis
Job analysis is a process of analysing the job in detail and providing the details of job needs
to the HR planning department they present details as job specification and job analysis. Job
analysis is important in the whole organisation. And they will provide the details of
manpower requirements.

The main sources of recruitment are

Reliance communications have two main sources of recruitment internal and external

Internal sources of recruitment are.

 Promotion-This is a normal source of recruitment, which means providing higher
position, salary and responsibilities to the employee. So the position of the job
vacancy is filled by promoting the suitable employee within the organisation.
  Transfers-It means transferring one employee to the other organisation without
change in salary and position, so the vacancy can be filled by transfer.

 Advertising internally-Here the job vacancy is advertised within the organisation so

the existing employees in the organisation can apply for the post. So the recruitment is
take place inside the organisation.

External sources of recruitment are.

 Selective recruitment through job boards-This is a major source of recruitment. To
ensure most appropriate qualified candidates are being applied for the major position.
The agency considers the following details for every position junior, intermediate,
senior, Level of education degree, diploma etc. Using these details the company
determines which job boards, communication channels, and advertisement strategies
are suitable for attract the right skilled candidates to apply for the job positions.

 Management consultants-For the vacancies in the higher positions in the company,

management consultants are used to find the qualified and skilled employees. They
act as a recruiter on the behalf of the company.

 Advertisement for public-The Company advertises the vacancy in internet,

newspapers, Television etc. And this will provide the details of the company, job and
the qualification required for the position.

NEED AND IMPORTANCE OF STAFFING

 Keep space with new development- new developments are happening every day. A
business will have to keep phase with new changes. This will be possible only if
competent persons are employed who can adjust as per the new situation.

 Manpower Development-man power planning will have to be done in advance. The

future requirements of personnel will be estimated quite in advance. The new staff
will be recruited, people will be prepared for talking up higher responsibility jobs, and
all this will be possible with a well-planned staffing function.

HUMAN RESOURCE DEVELOPEMENT

This function helps the employees to develop their skills and knowledge for increasing their
output. This process is not only done for the fresher’s but also to the existing employees in
the firm to develop their skills and responsibilities. Human resource development helps to
increase the total knowledge, abilities, skills, talents, and aptitudes of an organisation’s work
force. Human resource development includes function such as training, career development.

Training-Training is providing to improve the knowledge and skills of the employees there
are mainly two types of training they are on the job training and off the job training.

On the job training is a process of giving training in normal working situations using actual
materials or documents, equipment, actual tools trainees will make use when completely
moulded.
Off the job training is usually provided away from the usual working environment, it may
include more general skills and knowledge which is useful for the job. This type of training is
given by the specialised trainers or from an outside company who outsource the trainers.

METHODS OF TRAINING

 Programmed learning- It is a step-by-step process of self-learning method, providing

questions, facts, and problems to the learner then allowing the person to respond and
providing feedback on the accuracy of the answer.

 Apprentice training- It is a method of process that the employees will become

efficient workers through grouping of classroom coaching and also through on job
training.

 Audio visual based training- This method of training includes tools like power point
presentation, online video conferencing, audiotapes and video tapes.

 Computer based training- This training method is widely used to provide good
training to employees, it is time consuming and easy way to provide training. It is cost
effective while comparing to other training methods.

 Simulated training- In this method trainees will learn from the actual or simulated
equipment they will use on the job, but actually trained off the job.

 Lectures- When there is a large number of trainees, this method is used it is the
immediate way to give instruction of job-related activities within a specified period of
time.

 Internet and distance Training – Internet training includes video conferencing and
web-based training, distance training means traditional training paper and pencil
correspondence course.

i) Tele training – where a trainer in a central location teaches groups of employees

at remote locations via television hook-ups.

ii) Videoconferencing – allows people in one location to communicate live via a

combination of audio and visual equipment with people in different locations-
another city or country or with groups in several cities.

iii) Training via the Internet – the Internet based learning programs are very popular.
Several companies simply let their employees to take online courses provided by
online course providers while others use their intranets to facilitate computer-based
training.

CAREER DEVELOPEMENT
Career development of employees is a crucial part of the organisation, It helps to identifies
the overall achievement of the employees. Career development is becoming an essential part
of HR department due to today’s everchanging organisation environment and work place.

Reliance communications helps the employees to attain a good career graph based on the
company HR policies and procedures. First of all, the company gather the strength and
weakness of every individual, then they provide different opportunities to develop their
career based on the strength and weakness. The basic formula for the career development is
self-awareness every individual ass their own problems and issues and then the company will
help to overcome these issues. Now days people are changing their jobs to attain a good
career success. Reliance communication identifies this problem and they had a good career
succession plan for every individual employee in the organisation.

COMPENSATION AND BENEFITS

Compensation and benefits are a basic motivational factor to the employees. Every employee
will search for high paid jobs, benefits is also another important factor if the company
provides good benefits the employees will get good attachment to the company. Benefits
include bonus, medical insurance, retirement policies, life insurance, vacation etc. Reliance
communications provide basic pay which is satisfiable for every employee to motivate the
employees and to attract to qualified employees to the organisation.

LEADERSHIP DEVELOPEMENT

Leadership development helps the organisation to achieve the goals, through the development
of good leadership in each employee reliance aims at the overall development of the
organisation as well as the growth in employees functioning. Every employee in the
organisation is gaining a better leadership quality through the leadership development
function. Each employee in the company are closely monitored by the management and if
they are weak in the work the company will encourage them. And the workers are counselled
by the management to increase work efficiency. And there will be a structured plan to create
a positive working environment’s main aim of leadership development is to leading self,
leading others and leading the organisation.

MAJOR HR ISSUES FACED BY RELIANCE COMMUNICATION

 ISSUES IN RELIANCE COMMUNICATIONS

 EMPLOYEE RETENTION
 POOR HR POLICIES
 CASH AND COMPENSATION ISSUES

1.CASH AND COMPENSATION ISSUES:

Cash and compensation issues is a major problem faced by HR managers in reliance

communications. There is more pressure on HR function to pay more incentives and basic
pay for the employees. However, reliance paying basic salary to each individual employees
the company faces more pressure to meet the employee benefits.

2.EMPLOYEE RETENTION ISSUES:

Most of the companies face the same problem of employee lay-offs. So the organisation have
to prevent the issue by retaining the employee by providing good working condition and
benefits whichever the employees need. In reliance industries there are so many employees
leave the company due to lack of co-ordination between workers. The organisation tries to
check the issue but fails sometimes.

3. POOR HR POLICIES:

The policies and practices adopted by the HR managers regarding their networking sector is
an important example. They brought some new plans in mobile networking sector like low
call rate for mobile users, low internet browsing charge. Etc., but the competitors like
AIRTEL communications, BSNL network, VODAFONE facilitated some more exciting
offers than the reliance. In that situation the Reliance communication hesitated to change
their HR policies and techniques.

From the graphical representation of reliance communications profit from 2007 to 2012, we
can easily determine that the profit is coming down in last two years comparing to the past
this is due to the poor HR issues as mentioned above. The company is earning a high growth
in 2008 and 2009 which is around 55000 million and it is dramatically falling down in the
upcoming years. That means the company is facing some major HR issues and also high
competition from other companies, so the organisation must change their HR policies
eventually.

SUGGESTIONS TO OVERCOME THE HR ISSUES

Nowadays telecommunication industry is facing high competition from other
telecommunication companies,

If the company has no good HR strategies the company cannot exist in the highly competitive
world. Reliance communication is facing some HR issues as mentioned above, to overcome
this problems company must do some good HR restructuring process in the company. The
first main issue is;

Cash and compensation issues- As it is a major problem the company must find a good
solution to overcome this issue, the suggestion to solve this problem is to pay cash and
compensation based on the experience of the employees. As mentioned above the company is
paying a basic salary to each individual, first of all the company must change this basic
payment method, and the compensation and benefits must be paid according to the
experience and skills of each individual. So the company can reduce the cost of labour so the
company can meet the compensation and benefits of each individual according to the profit
earned by the company.

Employee retention issues– Retention of employees is another HR issue faced by the

company, nowadays a lot of employees are leaving the company due to high pressure of work
and lack of co-ordination between employees are the main employee retention issues faced
by reliance communication, to reduce this problems reliance must provide good working
environment to reduce the pressure of work, communication is another way to overcome this
problem good communication between the management and staff will make a good
understanding between the employees and management, this will increase employees
confidents and reduce the work pressure. A high rate of employees resigning their job and
going to other companies who offer better working environment. Better co-ordination is
another way to improve employee retention-ordination will improve better relationship
between employees and management. And this will result increase employee’s confidence
and work efficiency.

Poor HR policies- Due to high competition in communication industry lots of companies

introducing new HR techniques to improve their company goodwill .Reliance communication
is following the traditional HR policies and plans so the company is facing high market
competition from other companies, to exists in the competitive market company must
improve their HR strategies and policies. Nowadays companies are providing good offers to
the employees so the company must realise the problems and try to overcome such issues.