SIKKIM MANIPAL UNIVERSITY

5th Mile, Tadong, Gangtok 737102

Human Resource Management

(MU0014)

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SIKKIM MANIPAL UNIVERSITY

PROJECT TOPIC

A STUDY OF RECRUITMENT PRACTICES AT RELIANCE HR

SERVICES PVT LTD

SUBMITTED TO:
SIKKIM MANIPAL UNIVERSITY

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SUBMITTED BY:
Satya Narayana Panda
Reg No. 571113947
MBA 4th Sem

ACKNOWLEDGEMENT
Im extremely grateful to my all my team members in RELIANCE HR
SERVICES PVT.LTD whose help me a lot and under their constant guidance and
abundant interest have always enabled me to work hard for my project. Without
their guidance this project would not have been completed.
Im highly indebted to SACHIN KAITWADE (Location Head MP-CG)
RELIANCE HR SERVICES PVT LTD employees for providing me with immense
help and guidance for this project.
A word of thank to PROF DR.RESHAM CHOPRA who helped me in
completion of the project.

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CONTENTS
S.NO

TITLE

PAGE NO.

Executive Summary

Introduction

Research Methodology

Review of Literature

Company Profile

28

The Report

48

Observation and Inferences

56

Suggestion

59

Bibliography

60

10

Appendix

61

11

Annexure

62

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EXECUTIVE SUMMARY
This Project is on the topic A STUDY ON RECRUITMENT
PRACTICES AT RELIANCE HR SERVICES PVT LTD. In this project I
have explain the recruitment process, how the recruitment is done in an
organization. I have explained the recruitment process of RELIANCE HR
SERVICES LTD. In reliance how selection and recruitment is done. Which
recruitment software is used in Reliance? How many vacancy are there in the
whole year and how many have been selected by the organization for the various
post. What are the sources of recruitment, what are the factors which are affecting
recruitment? I have asked several question regarding recruitment to employees and
questionnaire is been filled by the reliance employees. To know what is the gap in
position approved by top management and the position filled in the organization.

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CHAPTER 1
INTRODUCTION

INTRODUCTION
PROJECT
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The topic is RECRUITMENT. This project is being prepared to know the whole process
related to that topic. How recruitment process is done in reliance. What are the criteria for
recruitment in reliance?

Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm. For some components of the recruitment process, mid- and largesize organizations often retain professional recruiters or outsource some of the process to
recruitment agencies. Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many resources and time.
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time.
Recruitment refers to the process of sourcing, screening, and selecting people for a job or
vacancy within an organization. Though individuals can undertake individual components of the
recruitment process, mid- and large-size organizations generally retain professional recruiters.

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CHAPTER 2
RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
Universe:
All the employees of the reliance.

Sample Size:
Sample is Universe because all employee were considered for the study
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Size taken is Random

Research Type:
Descriptive:-Why descriptive?
Descriptive research studies are those studies which are concerned with describing the
characteristic of a particular individual or of a group.

Data Type:

Primary data:-Through questionnaire, interview, Observation

Data for the study was collected through Primary source i.e. records of Reliance HR
Services and by discussion with the staff and HR manager.

Secondary data:-Books, Journal, Newspaper, Business Magazine, Company Manual

Through different books and reliance

Time Period

Research period chosen was 15 May to 15 July 2010.

Limitations of the Study

Data collection was not easy

Records were not maintained
Time was the major constraint.
The accuracy of indications given by the respondents may not be consider adequate

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CHAPTER 3
REVIEW OF
LITERATURE

OBJECTIVE OF RECRUITMENT

Create a pool of candidates so that the management can select the right candidate for the
right job from this pool.
Attract and encourage more and more candidates to apply in the organization.
Increase the pool of candidates at minimum cost.

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Obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
To attract potential employees into the rolls of the company
To make a positive impact with our clients, thereby increase the goodwill and equity for
the Company, leading to better market standing.

SCOPE OF RECRUITMENT

To structure the Recruitment policy of company for different categories of employees.

To analyze the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.

RECRUITMENT PROCESS
Recruitment is a process of attracting pool of potential candidates from the labour market to
apply for the job where as selection is an elimination process to choose the best fit for the job.
Recruitment is the process of searching for the attracting qualified candidates to apply for the
positions that are available.
Ensure precisely channeled selection of resources, to enable achievement of the companys
business goals. In other words, to make a positive impact with clients, thereby increase the
goodwill and equity for the Company, leading to better market standing.
Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and
computer skills. Qualifications may be shown through rsums, job applications, interviews,
educational or professional experience, the testimony of references, or in-house testing, such as
for software knowledge, typing skills, numeracy, and literacy, through psychological tests or
employment testing. Other resume screening criteria may include length of service, job titles and
length of time at a job. In some countries, employers are legally mandated to provide equal
opportunity in hiring. Business management software is used by many recruitment agencies to
automate the testing process. Many recruiters and agencies are using an applicant tracking
system to perform many of the filtering tasks, along with software tools for psychometric testing.
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On boarding
"On boarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and environment.
On boarding is included in the recruitment process for retention purposes. Many companies have
on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may
last anywhere from 1 week to 6 months.
Internet recruitment and websites
Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job
boards allow member companies to post job vacancies. Alternatively, candidates can upload a
rsum to be included in searches by member companies. Fees are charged for job postings and
access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass
end-to-end recruitment. Websites capture candidate details and then pool them in client accessed
candidate management interfaces (also online). Key players in this sector provide e-recruitment
software and services to organizations of all sizes and within numerous industry sectors, who
want to e-enable entirely or partly their recruitment process in order to improve business
performance.
The online software provided by those who specialize in online recruitment helps organizations
attract, test, recruit, employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that are very actively looking
for work and post their resumes online, but they will not attract the "passive" candidates who
might respond favorably to an opportunity that is presented to them through other means. Also,
some candidates who are actively looking to change jobs are hesitant to put their resumes on the
job boards, for fear that their current companies, co-workers, customers or others might see their
resumes.

Recruitment Process:
Identifying the vacancy: The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company

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1.
2.
3.
4.
5.
6.
7.

Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.
These are the main recruiting stages.

Sourcing
Sourcing involves:
1) Advertising, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad newspapers,
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professional publications, window advertisements, job centers, and campus

graduate recruitment programs; and
2) Recruiting research, which is the proactive identification of relevant talent who
may not respond to job postings and other recruitment advertising methods done in
#1. These initial researches for so-called passive prospects, also called namegeneration, results in a list of prospects who can then be contacted to solicit
interest, obtain a resume/CV.

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RECRUI TMENT FLOW CHART

Purpose and Importance of Recruitment

Attract and encourage more and more candidates to apply in the organization.
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 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants.

SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the external sources of recruitment.

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SOURCES OF RECRUITMENT

Internal Sources of Recruitment

1. TRANSFERS: The employees are transferred from one department to another according
to their efficiency and experience.
2. PROMOTIONS: The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their
performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage
of qualified personnel or increase in load of work. Recruitment such people save time and
costs of the organizations as the people are already aware of the organizational culture
and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also
done by many companies so that the members of the family do not become dependent on
the mercy of others.

External Sources of Recruitment

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and
journals are a widely used source of recruitment. The main advantage of this method is
that it has a wide reach
2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well qualified executives, engineers,
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medical staff etc. They provide facilities for campus interviews and placements. This
source
is
known
as
Campus
Recruitment.
3. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee. These agencies are particularly
suitable for recruitment of executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges
throughout the country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.
5. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This source is used to recruit
labour for construction jobs.
6. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known
companies on their own. Such callers are considered nuisance to the daily work routine of
the enterprise. But can help in creating the talent pool or the database of the probable
candidates for the organization.
7. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have
structured system where the current employees of the organization can refer their friends
and relatives for some position in their organization. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are formal agreements to give
priority in recruitment to the candidates recommended by the trade union.
8. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the
factory gate these may be employed whenever a permanent worker is absent. More
efficient among these may be recruited to fill permanent vacancies.

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organization. And the external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment function of an organization
are:

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FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organization are:
1. RECRUITMENT POLICY: The recruitment policy of an organization specifies the
objectives of recruitment and provides a framework for implementation of recruitment
program me. It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified
people. Factors affecting recruitment process:
Organizational objectives
Personnel policies of the organization and its competitors
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications
2. HUMAN RESOURCE PLANNING: Effective human resource planning helps in
determining the gaps present in the existing manpower of the organization. It also helps
in determining the number of employees to be recruited and what qualification they must
possess.
3. SIZE OF THE FIRM: The size of the firm is an important factor in recruitment process.
If the organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations.

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4. COST: Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization for
each candidate.
5. GROWTH AND EXPANSION: Organization will employ or think of employing more
personnel if it is expanding its operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The major
external
forces
are:
1. SUPPLY AND DEMAND: The availability of manpower both within and outside the
organization is an important determinant in the recruitment process. If the company has a
demand for more professionals and there is limited supply in the market for the professionals
demanded by the company, then the company will have to depend upon internal sources by
providing
them
special
training
and
development
programs.
2. LABOUR MARKET: Employment conditions in the community where the organization is
located will influence the recruiting efforts of the organization. If there is surplus of manpower at
the time of recruitment, even informal attempts at the time of recruiting like notice boards
display of the requisition or announcement in the meeting etc will attract more than enough
applicants.
3. IMAGE / GOODWILL: Image of the employer can work as a potential constraint for
recruitment. An organization with positive image and goodwill as an employer finds it easier to
attract and retain employees than an organization with negative image. Image of a company is
based on what organization does and affected by industry. For example finance was taken up by
fresher MBAs when many finance companies were coming up.
4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT: Various government regulations
prohibiting discrimination in hiring and employment have direct impact on recruitment practices.
For example, Government of India has introduced legislation for reservation in employment for
scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important
role in recruitment. This restricts management freedom to select those individuals who it believes
would be the best performers. If the candidate cant meet criteria stipulated by the union but
union regulations can restrict recruitment sources.
5. UNEMPLOYMENT RATE: One of the factors that influence the availability of applicants is
the growth of the economy (whether economy is growing or not and its rate). When the company
is not creating new jobs, there is often oversupply of qualified labour which in turn leads to
unemployment.
6. COMPETITORS: The recruitment policies of the competitors also affect the recruitment
function of the organizations. To face the competition, many a times the organizations have to
change their recruitment policies according to the policies being followed by the competitors.
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RECRUITMENT POLICY OF THE COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is
necessary for organizations to respond to its human resource requirements in time. Therefore, it
is important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation of
recruitment program me. It may involve organizational system to be developed for implementing
recruitment programs and procedures by filling up vacancies with best qualified people.

Components of Recruitment Policy

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relationship.
Integrates employee needs with the organizational needs.

Factors affecting recruitment policy:

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
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Preferred sources of recruitment.

Need of the organization.
Recruitment costs and financial implications.

ELEMENTS OF RECRUITMENT STRATEGY

1. What are your primary goals? (Why hire?)
The first element of recruiting strategy is to determine "why" you are hiring outside people. First,
you must determine your firm's business goals and then what recruiting can do to contribute to
each of them.
Some of the more common business reasons for hiring include:
Replacements for turnover
Current or future business expansion
Upsizing the caliber of talent because top talent has become available
Limiting the talent available in the market in order to hurt a competitor's ability to staff
adequately
Learning from other firms
Increasing the capability of your firm by adding new skill sets
which of these focus areas you select are important because each requires that you direct youre
recruiting efforts in a different way. For example, if you are hiring for geographic expansion, you
will need to implement a strategy that allows you to enter new geographic regions -- as opposed
to hiring to hurt, where you need to focus on hiring away key talent directly from competitors.
2. Performance level to target
Recruiting top performers require a different strategy and set of tools than recruiting average
performers. As a result, you must first determine what level of performance you are primarily
targeting before you determine the other elements of your recruiting strategy.
Performance targets include:
Focus on average performers in all jobs
Focus on top performers in all jobs
Focus on top performers just in key job
3. Experience level to target
Some employment strategies require you to take the long-term approach and develop your own
talent, while other approaches target bringing in experienced talent for immediate help or to
bring in new skills.
Experience target ranges include:
Inexperienced talent that can be trained
Temporary and contract labor that can be converted
Hire at the bottom and promote within
Undergraduate college hires (interns, Internet and on-campus hires)
Postgraduate hires
Experienced hires
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Trainees

4. When to begin searching for candidates

Most firms begin a search once a requisition has been created. But there are a multitude of
approaches available:
Begin recruiting when an opening occurs
Continuous search (evergreen jobs where there is a constant need)
Begin before an opening occurs (pre-need hiring can be done to build a talent pool or to
build a relationship over time, in order to increase applications and offer acceptance rates
from employed individuals and top performer candidates)
5. Where to look for candidates
There are three sub-categories within the "where" element. They include:
Internal versus external:
Focus on all internal candidates (laterals or promotions)
Settle on a fixed ratio of internal to external hires
Hire primarily from college campuses
Hire primarily from external sources
Inside or outside the industry:
Target within the industry only
A fixed proportion outside the industry
6. Who does the recruiting?
There are two sub-categories under this element. They include: Internally, who is responsible for
recruiting?
Generalists do most recruiting.
Primarily internal recruiters working in HR
Separate sourcing and recruiting efforts within a centralized recruiting function
A mix of corporate and contract recruiters that work internally
Line managers do most recruiting.
Employees contribute significantly to recruiting through a heavy emphasis on employee
referrals.
Utilizing external recruiters:
Utilize external recruiting agencies mostly at the very top or bottom jobs
Third-party recruiters are utilized only for hard-to-fill or key jobs
primarily utilize external recruiting agencies
Outsource the entire recruiting function
7. Primary sourcing tools
Identifying candidates and convincing them to apply is essential to great recruiting. Some of the
possible sourcing focus areas include:
Traditional media (newspapers, walk-ins)
Sourcing using events (job fairs and industry events)
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Traditional Internet sourcing (large and niche job boards)

Acquiring intact teams and a large amount of talent through mergers and acquisitions
(buy firms for talent)
8. What skills should you prioritize when selecting candidates?
When selecting the most appropriate candidates from the candidate pool organizations can use a
variety of approaches. Those target skills or competencies could include:
Hiring brains or intelligence
Selecting based primarily on personality
Selecting based on the technical skills required for this job
Selecting based on skills (technical and people) required for this and "the next" job
Selecting primarily based on pre-identified, company-wide competency needs (present
and future)
Selecting primarily based on the candidate's experience (industry or job)
Selecting primarily based on the candidate's contacts and network
Selecting the "best athlete" available at the time (hire and then find the best job for them)
Selecting primarily based on cultural fit
9. How to assess candidates An essential part of any recruiting strategy is the process you will
utilize to assess the candidates. Common choices include:
Interviews
Personality tests
Skills tests
References (business, personal or educational)
Grades or academic performance (primarily for college hires)
Drug screening
Job simulations
On-the-job assessment (primarily for temp-to-permanent conversions)
Hire more than you need and intentionally "wash out" the poor performers
10. Primary sales approach
Candidates can be "sold" on a job and company based on a variety of strategies. They often
include:
Compensation
Opportunities for promotion
Benefits
A great team and manager
An excellent culture and values
Bonus and stock option opportunities
Challenge, growth, and learning opportunities
The firm's employment brand and image

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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:
1. OUTSOURCING: In India, the HR processes are being outsourced from more than a
decade now. Reliance is also doing this. If the candidate is in excess it is outsourced. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people
for them and make available personnel to various companies as per their needs. In turn,
the outsourcing firms or the intermediaries charge the organizations for their services.
Advantages of outsourcing are:

Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage
turning the management's focus to strategic level processes of HRM
Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
Company can save a lot of its resources and time

2. POACHING/RAIDING: Buying talent (rather than developing it) is the latest mantra
being followed by the organizations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same or
different industry; the organization might be a competitor in the industry. A company can
attract talent from another firm by offering attractive pay packages and other terms and
conditions, better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software and the retail sector are
the sectors facing the most severe brunt of poaching today. It has become a challenge for
human resource managers to face and tackle poaching, as it weakens the competitive
strength of the firm.
3. E-RECRUITMENT: Many big organizations use Internet as a source of recruitment. ERecruitment is the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or curriculum
vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs
in worldwide web, which can be drawn by prospective employees depending upon their
requirements. Advantages of recruitment are:
Low cost.
No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process

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THE RECRUITMENT INDUSTRY

The recruitment industry has four main types of agencies. Their recruiters aim to channel
candidates into the hiring organizations application process. As a general rule, the agencies are
paid by the companies, not the candidates.
TRADITIONAL RECRUITMENT AGENCY
Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agencys books. Recruitment Consultants then endeavor to match their pool of
candidates to their clients' open positions. Suitable candidates are with potential employers.
Remuneration for the agency's services usually takes one of two forms:

A contingency fee paid by the company when a recommended candidate accepts a job
with the client company (typically 20%-30% of the candidates starting salary)

An advance payment that serves as a retainer, also paid by the company.

In some states it may still be legal for an employment agency to charge the candidate
instead of the company, but in most states that practice is now illegal, due to past unfair
and deceptive practices.

Online recruitment websites

Such sites have two main features: job boards and a rsum/Curriculum Vitae (CV) database. Job
boards allow member companies to post job vacancies. Alternatively, candidates can upload a
rsum to be included in searches by member companies. Fees are charged for job postings and
access to search resumes.
In recent times the recruitment website has evolved to encompass end to end recruitment.
Websites capture candidate details and then pool then in client accessed candidate management
interfaces (also online). Key players in this sector provide e-recruitment software and services to
organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or
partly their recruitment process in order to improve business performance.
The online software provided by those who specialize in online recruitment helps organizations
attract, test, recruit, employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that are very actively looking
for work and post their resumes online, but they will not attract the "passive" candidates who
might respond favorably to an opportunity that is presented to them through other means. Also,
some candidates who are actively looking to change jobs are hesitant to put their resumes on the
job boards, for fear that their current companies, co-workers, customers or others might see their
resumes.

Headhunters
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Headhunters are third-party recruiters often retained when normal recruitment efforts
have failed.
Headhunters are generally more aggressive than in-house recruiters. They may use advanced
sales techniques, such as initially posing as clients to gather employee contacts, as well as
visiting candidate offices. They may also purchase expensive lists of names and job titles, but
more often will generate their own lists. They may prepare a candidate for the interview, help
negotiate the salary, and conduct closure to the search. They are frequently members in good
standing of industry trade groups and associations. Headhunters will often attend trade shows
and other meetings nationally or even internationally that may be attended by potential
candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidates annual compensation). Due to their higher costs,
headhunters are usually employed to fill senior management and executive level roles, or to find
very specialized individuals.
While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract
candidates and actively seek them out as well. To do so, they may network, cultivate
relationships with various companies, maintain large databases, purchase company directories or
candidate lists, and cold call.

In-house recruitment
Larger employers tend to undertake their own in-house recruitment, using their Human
Resources department. In addition to coordinating with the agencies mentioned above, in-house
recruiters may advertise job vacancies on their own websites, coordinate employee referral
schemes, and/or focus on campus graduate recruitment. Alternatively a large employer may
choose to outsource all or some of their recruitment process (Recruitment process outsourcing)

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CHAPTER 4
COMPANY
PROFILE

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ANIL DHIRUBHAI AMBANI

Anil Ambani (born 4 June 1959) is an Indian business baron and chairman of Reliance Anil
Dhirubhai Ambani Group. Anil's elder brother, Mukesh Ambani, is also worth more than 28
billion dollars, and owns another company called Reliance Industries. As of 2010, he is the
fourth richest Indian with a personal wealth of $13.7 billion, behind Mukesh Ambani, Lakshmi
Mittal and Azim Premji.
He is a member of the Board of Overseers at the Wharton School of the University of
Pennsylvania. He is also the member of the Board of Governors of the Indian Institute of
Technology Kanpur; Indian Institute of Management, Ahmadabad. He is a member of the
Central Advisory Committee, Central Electricity Regulatory Commission. In March 2006, he
resigned. He is also the Chairman of Board of Governors of DA-IICT, Gandhinagar.

CAREER
Ambani joined Reliance; the company founded by his late father Dhirubhai Ambani, in 1983 as
Co-Chief Executive Officer and is credited with having pioneered many financial innovations in
the Indian capital markets. For example, he led India's first forays into overseas capital markets
with international public offerings of global depositary receipts, convertibles and bonds. He
directed Reliance in its efforts to raise, since 1991, around US$2 billion from overseas financial
markets; with a 100-year Yankee bond issue in January 1997 being the high point, after which
people regarded him as a financial wizard. He along with his brother, Mukesh Ambani, has
steered the Reliance Group to its current status as India's leading textiles, petroleum,
petrochemicals, power, and telecom company.
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He has been linked with several starlets in his long career including his current wife of more than
15 years. He is a close friend of movie star Amitabh Bachchan and Subrata Roy.One of his major
achievements in the entertainment industry is the takeover of Ad labs, the movie production to
distribution to multiplex company that owns India's only dome theatre and the recently
announced joint venture worth US$ 825 million with Steven Spielberg
He has been embroiled in a dispute with his brother, Mukesh Ambani, over the supply of gas
from the latter's KG basin.
He recently topped Business Sheet's "world's biggest loser" list of business leaders who lost
money in the Late 2000s recession, losing $32.5 billion in 2008, which brought him out of the
top ten list to number 34 in 2009.

AWARDS AND RECOGNITION

Anil Ambani (right) with Narendra Modi during VGGIS 2003

Voted the 3rd most powerful person in India in the 2009 India Today Power List, in
March.[11]
Voted Businessman of the Year 2006 by Times of India-TNS poll[12]

Adjudged as the CEO of the Year at the prestigious Platts Global Energy Awards for
2004.

Voted as 'MTV Youth Icon of the Year for 2003' in September 2003.

Conferred 'The Entrepreneur of the Decade Award' by the Bombay Management

Association, October 2002.

Awarded the First Wharton Indian Alumni Award by the Wharton India Economic Forum
(WIEF) in recognition of his contribution to the establishment of Reliance as a global
leader in many of its business areas, December 2001.

Conferred the ' Businessman of the Year 1997' award by India's leading business
magazine Business India, December 1997.

RELIANCE ANIL DHIRUBHAI AMBANI GROUP

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India is booming trillion dollar economy .An overwhelmingly young country more than 55% of
its population i.e. over 550 million people, below the age of 30. Steady GDP growth rate in
excess of seven percent has translated into rising income levels, complementing Indias ongoing
economic revolution coupled with the energy, dynamism and ambition of its youth. Indias future
will be propelled by strategic drivers such as quality of its human capital, their access to cuttingedge technology, availability of hi- quality products and services at lower cost and their will
power to make India shine on the world map.
Across different companies, the group positively influences the lives of over 100 millions
customers- or in every 10 young and aspirational Indians- every single day, across 20,000 towns
and 4.5lakh villages. It enjoy the unparalleled trust, faith and confidence of nearly 12 million
shareholders, the largest such family in India, and perhaps even in the world. The Group is one
of the largest employers in the country with nearly 100,000 young, highly trained and motivated
professionals. All this focused towards achieving two goals: building a great enterprise for its
shareholders and a great future for our country.
WEBSITE: - www.relianceada.com
Reliance Anil Dhirubhai Ambani Group
Reliance Capital Ltd.
Reliance Mutual Fund
Reliance Life Insurance Company Ltd
Reliance General Insurance Company Ltd
Reliance Money Ltd
Reliance Consumer Finance
Reliance Communications Ltd.
Reliance Telecom Ltd
Reliance Communications Infrastructure Ltd
Reliance Globalcom Ltd
Reliance Infratel Ltd
Reliance BIG TV
Reliance Infrastructure Ltd
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Reliance Natural Resources Ltd

Reliance Power Ltd
Rosa
Butibori
Sasan
Shahapur
Krishnapatnam
Urthing Sobla
Reliance Big Entertainment
BIG 92.7FM
BIG Street
BIG Reach
BIG Events
BIG Live
Zapak.com
Adlabs Flims Ltd
Reliance HR services
Reliance Transport and Travels
Reliance Health Ventures
Medi Assist India
Medybiz
Mudra Communications

Institutions
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 NIS Sparta
DA_IICT
MICA
Dhirubhai Ambani Memorial trust

INTRODUCTION OF RELIANCE HR SERVICES

Reliance ADA Group is one of the fast growing diversified groups in the country. With
business growing at a breathtaking pace across all verticals, one of the critical challenges of the
group was to recruit, develop and retain competent manpower in the years to come To take
adequate care of the field level roles of sales, front and back offices, Reliance HR Services was
started in September 2007. The vision of Reliance HR Services is to Enrich Organization
Globally, through Innovative HR Solutions and the set of core values are integrity, dignity,
Passion, Teamwork, Quality Orientation and Growth for all stakeholders. Today there are more
than 25,000 proud employees working for Reliance HR Services who are helping the Reliance
ADA Group companies in different Functions.
Reliance HR Services Pvt Ltd. operates as a human resource consultancy. The company is based
in India. Reliance HR Services Pvt Ltd. operates as a subsidiary of Reliance Anil Dhirubhai
Ambani Group. Reliance HR Services provide manpower to Reliance communications, Reliance
Capital, Reliance Power Ltd etc.

HIERARCHY IN RELIANCE HR SERVICES

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Reliance HR Service Pvt Ltd is having 14 CIRCLE OFFICES in India.

They are: JK/Punjab
Delhi
Haryana
Gujarat
Rajasthan
Bihar/Jharkhand/West Bengal
Uttar Pradesh
Madhya Pradesh/Chhattisgarh
Andhra Pradesh
Maharashtra/Goa
RO-Mumbai
Karnataka
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 Tamilnadu
Kerala

HUMAN RESOURCE FUNCTIONS IN RELIANCE HR SERVICES

1. Pre-Recruitment Process
a. Receipt of requirement of manpower from various department heads.
b. Scrutinize them and take approval from concerned authorities if the post is new.
c. Prepare a recruitment budget and CTC for the employee and take approval.
d. Select the appropriate Recruitment process.
2. Recruitment Process
a. Prepare Advertisements etc for the recruitment.
B. Scrutinize and shortlist the applications received.
c. Send interview call letters/mails as required.
d. Conduct Interviews through panels.
e. Preparation of offer letters as required.
3. Joining Formalities:
a. Administrating Joining formalities.
b. Pre Employment Reference checks.
c. Preparation of Appointment Advice and intimating the same to other departments.
d. Preparing and entering new hire paperwork.
e. Co coordinating to get Employee ID Cards.
f. Handing over the new hire to the concerned HOD/Manager.
g. Preparation of Job Profiles co ordination with HOD/Managers for new posts.
4. Employee Personal File Maintenance:
a. Opening new file and Closing the Resigned employees File.
B. Make sure all Employee files are maintained safely with care.
C. Make sure all personal records are available in the files.
d. Periodic Personal File Auditing.
5. Employee Data Base:
a. Keeping Track of Knowledge Management Software.
b. Maintenance of HRIS.
6. Confirmation Formalities:
a. intimating the concerned HOD/Manager about the due dates for confirmation.
b. Conducting Confirmation Appraisals.
c. Coordinating for Skill Gap Analysis.
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d. Coordinating to set Quality Objectives for each job profile.

e. Ensuring updating of the existing Job Profiles.
f. Processing the Confirmation.
7. ISO Compliance:
a. ensuring all the updating of the ISO documentation and HR Formats.
b. Learning and enforcing Standard Operating Procedures (SOP).
c. Facing the Internal and External Audits, accountable to enforce the correctional actions.
8. Statutory Compliance:
a. Handling PF and ESI formalities and co coordinating with other departments.
b. Handling Apprentice Training, Submitting Periodic Returns to Board.
c. Submitting other returns to the labour Department as per Shops and establishment Act.
9. Training And Development:
a. Conducting Induction Training for new hires.
B. Training Need Analysis based on Skill Gap Analysis, Appraisal Feedback and suggestions.
c. Coordinating External and Internal Training Programs.
d. Maintaining Training Records.
e. Analysis of Training Feedback.
10. Performance Appraisal:
a. prepared the new Appraisal Form.
b. Educated employees about self-appraisal.
c. Provided inputs to HODs for Appraisals.
d. Prepared Appraisal Letters.
11. Employee Relation:
a. having formal and Informal counseling with employees.
b. Prepared Event Calendar of monthly recreation to motivate employees.
c. Handling Corporate Medical Insurance.
d. Processing required letters on employees request.
12. Report Generation:
a. Generating and analyzing Employee Attrition Reports, Training Evaluation, and Manpower
Status.
b. Weekly and monthly recruitment reports
c. Report generation of Pre appraisal, Appraisal and Post Appraisals.
d. Salary Details Reports to Accounts Department.
e. Reports as per the HODs request.
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13. Exit Formalities:

a. Administering Exit paper work including all statutory requirements.
b. Conducting Exit Interviews.
c. Preparing Exit Interview Summary.
d. Giving post employment reference for relieved employees.
e. Processing File to Accounts Department for final settlement.

RECRUITMENT PROCESS IN RELIANCE HR SERVICES

The recruitment process begins when you know you need someone new in the Department,
either because an existing staff member has left, or because there is new work to be done. It
doesn't finish until after the appointment has been made. The main stages are identified in the
below flow chart
Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

Call for Interview

Arrange Interviews

Conduct The Interview

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Decision Making

Convey The Decision

Appointment Action

PRE AND POST INTERVIEW IN RELIANCE HR SERVICES

PRE-INTERVIEW
Preparation of recruitment /selection document for the position
Advertising

Preparing advertisement

Media selection

Positioning

Response handling

Initial interview online or tele phone

Short-listing for interviews
Interview arrangement
Sending emails or calling short listed candidates
Interview details to the short listed candidates

HR interview
Technical interview
Conducting tests [Aptitude / Mathematical / Analytical etc.]
Initial final list of candidates.
Reference check (if required)

During Interview

POST-INTERVIEW
Email or Telephone call to unsuccessful candidates
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 Technical Manager Approval for a start up date.

Email or Telephone call to successful candidates
HRM prepares a letter of appointment
RECRUITMENT CYCLE TIME
To bring in more effectiveness in the recruitment process, HR would follow a specific project
deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a
new employee. For different position it was different I have taken the general one.
Phase

Activities

Role Identification, Job Description, CV Sourcing & Initial

15 days
HR short-listing
Organizing the Written Tests

Time frame

5 days

Organizing the First Technical Interviews

5 days

Organizing the Final Interviews

4 days

Sessions to take the final decisions

3 days

II

III

Preparing the Salary Proposal, Negotiate with the selected

6 days
candidates & offer closure

RECRUITMENT SOFTWARE
My HRMS Software

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HIRING FORMAT

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RECRUITMENT SOFTWARE
Reliance HR Services Pvt Ltd is using software known as MY HRMS through which they hire
the employees but before using this software all the details of the employee joining the company
should be enter in the tracker.
A tracker is a excel software in which the entries related to the employee should be filled
correctly, if there is a mistake in the tracker the whole hiring get wrong .When entry is done in
tracker and it is saved there then it is automatically comes in the software(MY HRMS). My
HRMS software is used to give joining date through that software, according to the designation
the salary is automatic calculated.
The basic steps needed to join a firm are:1. Fill the joining kit: - This the joining kit offered by the company to the person who is
ready to join the firm. Joining kit is prepared by the company so that details of the
employee can be known to the company; this joining kit is kept for future uncertainties,
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to make records which can be used at the time of audit. Joining kit includes several forms
like: Interview record sheet
Hand written application
Personal detail form
Joining form
Reference Check Format
Format For ID card
Form 11
Form 2
Form F
Form 1
This form must be filled by the joining candidate so that hiring can be done properly. After filling
joining kit the next step is
2. Tracker :- This is a software in excel format in which all the details of the candidate
joining the firm should be filled like Name, Address, City, CTC, Post, Mobile no.etc.
After this step the whole excel tracker is uploaded in the software MY HRMS.
3. MY HRMS: - The tracker is uploaded in this software if there is no error shown in the
uploading then the next step can take place but if error occurred then there is some thing
wrong in the tracker. While filling in the tracker may be some entry is not done properly
or duplicity is occurred. After uploading the next step is checklist
4. Checklist:-In this all the entries should be marked that the documents received by the
company or not. In this stage the scanned photo and signature is uploaded so that ID card
can be prepared.
5. Job Offer:-This is the next stage after Checklist. In this the joining date is given to the
candidate and the salary is mentioned there.
6. Job Approval:-This stage is performed by the circle head. In this the approval is given to
the candidate joining the company. After this stage only the candidate is approved. If
approval is not given the joining is not confirmed.
7. Appointment Letter:-After job approval the appointment letter is generated. In the
appointment letter the employee code is generated. Without this employee code there is
no proof the candidate is the employee of the company. The sales done are entered
through this employee code. Here completes the hiring in reliance HR services pvt ltd.

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CHAPTER 5
THE REPORT

Reliance HR services An Overview:

At Reliance HR Services Pvt Ltd, we not only provide recruitment but also give the applicants a
perfect platform to get their dream jobs. We also outsource the employee.
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We have adopted the international practices and procedures that are designed to attract and hire
the best talent available in the market. We provide our client companies with just not only a set
of candidates, but also provide discussion on best-fit market availability, comparative
benchmarking and a comfort knowing.

ANALYSIS OF THE STUDY

Analysis is the most important part of any research. It needs to be unbeaten from and with utmost
care in order to draw fair conclusion the report generated is in a analysis and interpretation from,
as when required bar graph have been draw to present a more comprehensive picture, however it
is important to mention that the research report represent the picture of the departments and
heads which were covered in the research and views given by the HR officer. Throughout the
training I got to know that the recruitment procedure is not long but it is good and effective for
the organization. So no need to make an analysis on recruitment thats why I have opted the
topic-why there was a GAP in the approved post and the candidates joining in the
organization? Why the GAP was there in the organization?

DATA ANALYSIS AND INTERPRETATION

Vacant position in Reliance HR services from 2008 to till July 2010

Here we know that in 2008 to 2010, the vacant position of Reliance HR

services was 550 because the business was not at small.
The profile was for sales and post was Sales associate and Sales executive for Reliance
communications.

2008 to 2009 the vacant position was 210 because recession period was there.
2009 to 2010 the vacant position was 340 because recession period was not so
much.

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The vacant position in Reliance capital was 90 from 2008 to 2009 and from
2009 to 2010 was 140.
The post in Reliance capital was of ASM, JSM, and SASM.

WALK IN IN RELIANCE HR SERVICES FROM 2008 to 2010.

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The application received in Reliance communication was 470 from 2008-2009.

From 2009-2010 was 680.

In Reliance capital it was 290 from 2008 to 2009 and from 2009 to 2010 it was
340.

FINDING AND INTERPRETATION

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Here we come to know that in 2008 to 2009 company selected

200 applicants after the Evaluation process and from 2009 to
2010 it was 400 in Reliance communications.

After evaluation 100 Application was selected in Reliance capital from 20082009 and from 2009 to 2010 was 210.

SHORTLISTED CANDIDATES
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In Reliance communication it was:

2008-2009= 130 out of 200
2009-2010=290 out of 400

In Reliance Capital it was:

2008-2009=60 out of 100
2009-2010=110 out of 210

CANDIDATES FINALLY SELECTED

In Reliance communication (Reliance HR Services) was:
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2008-2009= 105
2009-2010=265

In Reliance Capital it was:

2008-2009=49
2009-2010=102

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CHAPTER 6
OBSERVATION
AND
INFERENCES

OBSERVATION AND INFERENCES

Observation is the oldest method used by man in scientific investigation. In management
research the earliest method of investigation was properly the observation. On the basis of
observational analysis the research has been completed.
CONCLUSION
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After Research it was found that the gap was there in both the years. In both the years there was
a GAP between the post approved and the post filled. GAP in Reliance communication was due
to recession by which the vacant seat was not filled.

GAP in Reliance Communications

2008-2009=105
2009-2010=75

GAP in Reliance Capital

2008-2009=42
2009-2010=8

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SUGGESTION
Campus placement techniques should be use to select appropriate candidates.
Exam should be conducted by company to check the candidate knowledge.
Multi skilling people should be appointed.
Proper motivation should be given.
It has been seen that there has been too much of work load recently results into stress.
RHRS should come up with stress management activities

BIBLIOGRAPHY
BOOKS
Human Resource Management- K. ASHWATHAPPA

COMPANYS RESOURCES
Company( Reliance HR Services) Data
WEBSITES
www.google.com
www.wikipedia.org
www.relianceadagroup.com

APPENDIX
ASM
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Area sales manager

JSM

Junior Sales Manager

SASM

Senior Area Sales Manager

HR

Human Resources

PVT

Private

LTD

Limited

ADA

Anil Dhirubhai Ambani

CV

Curriculum Vitae

HRMS

Human Resource Management System

CTC

Cost To Company

ID

Identity

HOD

Head of The Department

JK

Jammu Kashmir

SA

Sales Associate

SE

Sales Executive

MIS

Management Information System

ANNEXURE
Questionnaire

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Dear Sir/ Madam,

I am, MeenaL Bunkar of IPER Bhopal. Pursuing MBA (2 nd SEM). As
a part of academic requirement, I am doing a research on Recruitment followed in
the Reliance HR services Pvt Ltd.

I request you kindly to go through this

questionnaire and help me by filling this up. All the information given by you would
be kept confidential and will be used for academic purpose only.
Please fill the following information
1. Name:
2. Age:
3. Gender: (a) Male (b) Female
4. Marital Status:
(a) Single (b) Married
5. Post:
6. CTC:
7. Total Work Experience so far:
8. Educational Qualifications:
9. Organization:

Telecom

FMCG

Automobiles

To Study and Understand the Recruitment Process

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Others

1. How many rounds/ Sessions of the following are conducted before a candidate is offered
employment?
Yes

No

If Yes, then No. of Rounds

Group discussion
Written test
Aptitude test
Psychometric test
Interview preliminary
Interview final

2) If you choose internal recruitment, which is the most preferred source?

Promotions

Internal Job Postings (IJPs)

Employee Referral

Others

3) Are there any incentives/rewards given for employee referral?

Yes

No

4) Do you conduct telephonic interview?

Yes

No

5) Do you use video conferencing for interview?

Yes

No

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6) Is there any contract (bond) to be signed by the employees while joining your organization?

Yes

No

7) Do you have a recruitment pool database in your organization?

Yes

No

8) Do you take candidates grievances / compliments as feedback on recruitment procedures?

Yes

No

9) What is your opinion about the present recruitment policy?

Can be continued

Completely to be changed

Need some changes

Can be maintained as it is

10) Do you feel the recruitment process is long?

Yes

No

11) Does there is some basic requirements for Recruitment? If yes then

Yes

No

12) What are the hurdles that are faced while recruiting?

To know the use of Psychometric tools in Recruitment

1) Does your organization use any psychometric test for Recruitment?
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Yes

No

If yes, which tool is/are being used by your organization?

2) Why the psychometric tests are increasingly used?

To make recruitment more scientific

To reduce cost effectiveness

Use it as technological development

To reduce the work load of HR

Others : Please Specify _________________

3) Does the Psychometric test completely express the personality of an individual?

Yes

No

4) Do you think use of psychometric tests is a cheaper method in screening out the candidates?

Yes

No

5) For which HR function is your organization using these psychometric tests?

Recruitment and selection

Training and development

Counseling

Behavior analysis

Competency mapping

For building career development of employees

Talent Development

Others : Please Specify :__________

6) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
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Lower

Top and middle

All

7) According to your perception whether psychometric test determine full potential of a

candidate?

Yes

No

To know the recent Trends of Recruitment in Reliance HR services

1) Which of the following recruitment channels is used the MOST by you for recruitment
process? (Please tick () the appropriate one)

Ads in specialist newspaper

Ads in general newspapers

Employment Agencies

Public or State Agencies

Private Agencies

..

Educational institutions

Employee referral

Job-fairs

Company website

Job-Portals

Social Networking sites

Word of mouth

2) Do you use online recruitment channel as one of the tool?

Yes

No

3) Do you wish to outsource your recruitment?

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Yes

No

4) Are you willing to pay extra for different recruitment channels?

Yes

No

5) Which is the best Recruitment channel?

Ads in specialist newspaper

Ads in general newspapers

Employment Agencies

Private Agencies:

Educational institutions

Employee referral

Job-fairs

Company website

Job-Portals

Social Networking sites

To know the Significance of Background verification in recruitment

1) Do you think that Employee Screening and Background Investigation process is essential to
any organization?

Yes

No

2) Why do you conduct Employee Screening and Background Investigation?

Risk Management

Workplace Safety

DOT Guidelines

Quality of Hire

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To Reduce Turnover

To Reduce Theft & Fraud

Others: Please Specify :_______________

3) Who carries out Employee Screening and Background Investigation for your
Organization?

HR Department

Security Department

Background Investigation Department

Commercial / Third Party Vendor/Consultants

4) When do you screen the applicants?

Before beginning the Offer

During Application

After the offer

5) Who evaluates your Background Screening reports?

HR Department

Security Department

Background Investigation Department

Commercial / Third Party Vendor

6) What methods does your organization use to contact Job references?

Phone

Mail / Post

Email

Automated System

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