HUMAN RESOURCE PLANNING AND DEVELOPMENT

HUMAN RESOURCE STARTGEIES OF THE COMPANY

NAME OF THE COMPANY: RELIANCE COMMUNICTAIONS
INTRODUCTION TO THE COMPANY:
INDIA S LEADING INTEGRATED TELECOM COMPANY
Reliance Communications is the flagship company of the Anil Dhirubhai
Ambani Group (ADAG) of companies. It is Indias leading integrated
telecommunication company with over 80 million customers.
Our business encompasses a complete range of telecom services covering
mobile and fixed line telephony. It includes broadband, national and
international long distance services and data services along with an
exhaustive range of value-added services and applications. Our constant
endeavor is to achieve customer delight by enhancing the productivity of the
enterprises and individuals we serve.
Reliance Mobile (formerly Reliance India Mobile), launched on 28 December
2002, coinciding with the joyous occasion of the late Dhirubhai Ambanis
70th birthday, was among the initial initiatives of Reliance Communications.
It marked the auspicious beginning of Dhirubhais dream of ushering in a
digital revolution in India. Today, we can proudly claim that we were
instrumental

in

harnessing

the

true

power

of

information

and

communication, by bestowing it in the hands of the common man at

affordable rates.
We endeavor to further extend our efforts beyond the traditional value chain
by developing and deploying complete telecom solutions for the entire
spectrum of society.

SCOPE OF HUMAN RESOURCE MANAGEMENT:

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
sheleaves- come under the purview of HRM.
Specifically, the activities include are

HR Planning

Job analysis and design

Recruitment and selection

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
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

Payroll

Employees issues

Exit full & final

HR FUNCTIONS

TALENT ACQUASITION

Sourcing activity

TALENT DEVELOPMENT

Performance management system

Training

Carrier planning

Suggestion planning

TALENT MANAGEMENT

Operation HR
RECRUITMENT PROCESS
STEP 1:MANPOWER PLANNING.
AOP (Annual Operating Plan), this process is taken up every year. It is
taken up at Personal Level and Entity Level. Several points like Revenue
generation, Acquisition number, etc.
STEP 2:SOURCING ACTIVITY.
There are three types of sourcing done at Reliance. After the resumes
ofcandidates are chosen then the same is sent to the department head
wherethe vacancy arises. The department head will then shortlist the same
andthey ask the HR department to fix an interview with the selected
candidates.There are two type of interview which is taken up at Reliance,
firstly theFunctional interview and then the Functional Head and HR Head
takes theinterview.
INTERNAL SORCING
Employee Reference
Re-employment of former employee
EXTERNAL SOUCING
Job Portals - Monster, NAUKRI.
Campus Recruitment
STEP 3: APPROVAL.
The HR executives will negotiate the CTC with the candidate.

The approval is sent to theC RC (Corporate Recruitment Cell).

Then after it is sent toEC RC.
Then the same is sent toCRL.
The same is then sent to Management for SAP Applicant Code.
The applicant code is given to HR CIRCLE.
OFFER is made to the candidate, which leads to the Joining
Procedure.
AVERAGE TIME PERIOD:
The process of recruitment takes about 10 15 days
ELIGIILITY CRITERIA:
Education Qualification MBA with any specialization
Not frequent job changes
Tenure of last job should at least be 1.5 2 yrs.
OTHER REQUIREMENTS:
Reference check is usually done for High level job
The recruitment may differ with the current position of the business
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable
candidates arefirst searched internally within the organization. This is based
upon in-house talentwhich 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.
Internal candidates are considered in accordance with their abilities and
potential.
The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.
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 thecompany. Re Hiring is done as per the policy issued by Central
Recruitment Cell atCorporate 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.Consultants interview candidates and shortlist those according to
the criteria laiddown by the companies. This helps the employer to interview
a limited number ofpotential candidates, the minimizing the time taken in
receiving and sortingapplications, etc.
Reliance Communication chooses Consultants having national presence.
Thissourcing option is only considered by the company when there is scarcity
forcandidates 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,
RelianceCommunication browses the profile of candidates from the Job portal
likenaukri.com, monsterindia.com and then candidates are accessed through
e-mail ortelephone.
EMPLOYEE REMUNERATION
Remuneration is the compensation receives in return for his/ her contribution
to the
organization.

Reliance Communication follows the cost to company (CTC) structure that

reflectsthe total cost of an employee to an organization. It is designed to
provide flexibility toan employee to structure their benefit package.
PHILOSOPHY OF CTC
Within the committed salary of an employee, provide maximum flexibility to
an employee
Cost all perquisites and benefits to an employee and make the employee
appreciate the total costs incurred by the company on such benefits
Enable the company realize and recognize the hidden payroll costs incurred
on such benefits
Why CTC is divided in two parts?
As per the Indian Income Tax Rules the total Basic Salary paid to the
employee is taxable.
So Choice Pay can make your 60% salary nontaxable.
PLI (PERFORMANCE LINKED INCENTIVE)
15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid
once in a year depending on his performance during the assessment period.
CTC STRUCTURE
The following are the main components to CTC structure. The CTC
structure
includes costing of all components of Compensation and Benefits an
employee is
entitled to.
BASE PAY
This constitutes up to 40% o the total annual compensation and it includes
Basic Salary
Employers contribution to the PF @ 12% of basic salary
Employers contribution to the companys gratuity fund @ 4.81% of basic

salary
BASIC SALARY
Basic Pay = Base pay/pf + gratuity
Base Pay = 100
Basic Pay = 100/1.1681
PROVIDENT FUND
Provident fund is to provide Social Security Benefit to the employee
afterretirement. PF is deducted from the first day of employment. The
Company deducts12% of the employees basic salary and makes an equal
contribution. The employeecan take loans for specific purposes against
his/her provident fund accumulation.
The employee is also covered under an Insurance Scheme, which provides
for a
payment of Rs. 37,000 / - in case ofhis /her death.
GRATUITY
Under the scheme Company contributes 4.81% of Basic Salary of an
employee to the
Gratuity Fund. Last
completed years

drawn

basic

salary/26

days*15

days*no.

of

of service. Employees who have completed 5 years continuous service with

the
company are eligible to get gratuity on separation from the company. In case
of death,the minimum service requirement of 5 years does not apply. For
calculating Gratuity,periods of service greater than 6 months will be
considered as equivalent to 1year andless than 6 months will not be
counted.
As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .

Any amount paid in addition to 3, 50,000 /- will attract tax.

All employees who have completed 1 year continuous service with the

Company is eligible to get gratuity on separation from the company.

CHOICE PAY
This constitutes up to 60% of the total annual compensation and it
includes

Company Leased Accommodation

Company Owned Accommodation
Office Wear Allowance
Leave Travel Allowance
Company Leased Car
Children Education Allowance
Gift Coupons
Conveyance Allowance
Food Coupons
Medical Expense
House Rent Allowance
Superannuation
Special Personnel Allowance

FACILITIES RENDERED BY RELIANCE

COMMUNICATION
COMPANY LEASED HOUSE

Company will arrange the house through an authorized real estate

agent as perthe choice of the employee.
Security deposit by company.

12% percent Interest will be charged on deposit amount.

The same will be debited in CTC.
Rent would be exempted from income tax.

10% Perquisite Tax would be charged to the employee on his taxable income.
COMPANY OWNED ACCOMODATION

No deposit no interest.

Rent would be calculated @ 11 rupees per Square feet.

Monthly rental would be charged to CTC

Rental Amount will be exempted from tax

10% perquisite tax would be charged on employee.

o Security Deposit
o HRA House Rental Allowance
HRA can be maximum 40% of Basic Salary.

Deposit and rent has to be paid by employee by self

To get the tax exemption the employee has to produce the rental
agreements
and rental receipts of the house.

The employee cant claim this benefit if He/She has his own house.
OFFICE WEAR ALLOWANCE

An amount of Rs.18, 000 P.A. is exempted for income tax.

To get the exemption original bills to be submitted.

Items covered under this head are as follows:

Attire (2) Ties (3) Shoes (4) Socks(5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE
An Employee can block two months of Basic Salary as Leave Travel
Allowance.
He/She should take a minimum of 5 days leave (PL).

In case of air travel-economy class fare is exempted and in case of rail

travel
second class AC fare is exempted.

He/She can travel within India only.

He/She has to produce the original travel tickets.

CAR
Company will arrange a car through a car lease agency.

Employee can choose any make/model.

The EMI that will be charged would be Rs. 2095/- per Lac per month.

The EMI amount per Annum would be exempted from Income Tax.
MAINTENANCE & RUNNING COST

Maintenance and Fuel Cost will be exempted as follows.

Maintenance cant exceed Rs. 25, 000 per annum.

If CC of the car is less than 1000 Rs. 1, 11,000 per annum.

If CC of the car is more than 1000 Rs. 1, 50,000 per annum.

The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the
car

The above exemption would be provided on submission of original bills.

There would be no tax exemption against if the employee has his own car.

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.

At the time of leaving CO. before 48 months then the employee has to pay
FCV (For Closer Value) to the company from whom the loan is taken.

If the employee is still stays after 48 months then employee will be charged

20% on the value of the car at that time for changing the name i.e.
ownership.
CHILDREN EDUCATION ALLOWANCE

Employee can claim exemption Rs. 2400 per year.

This exemption is restricted up to two children.

To pass the claim Employee has to submit the original bills.

To get this benefit child age should be greater then 3.5 years.
GIFT COUPONS

A sum of Rs. 5000/- would be exempted against the Gift Coupons.

The company would provide coupons worth Rs. 5000/- during the months of
October & November.

Validity of this coupons is one year

This coupon is accepted at major outlets in city.

FBT Tax 16.67% is charged.
CONVEYANCE ALLOWANCE

If the employee is not using companys car then and only then he can claim
this option.

To getting the exemption bills are not required.

Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

The Company gives SODEXO passes in term of Food Coupons.

Food coupons are provided on monthly basis of Rs. 1300.

A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE

The employee gets an exemption of Rs. 15000 p.a.

But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

Maximum 40% of basic salary can be calculated as HRA.

But if employee owns the house in another state then he/she can ask for HRA
and also opt for Company Leased House.
SUPERANNUATION

13-15% of basic salary is transferred to trust.

It can be given to employee only after the completion of 5 years with the
company.

The money is collected by a trust.

To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.
SPECIAL PERSONAL ALLOWANCE

Any amount which exceeds the limits of each allowance can be transferred
under this head.

SPA is fully taxable as per income tax rules.

LEAVES
There are four types of leaves available with the employees.

PAID LEAVE

CASUAL LEAVE

SICK LEAVE

OPTIONAL LEAVE
Additional Information:

No leaves can be clubbed with another leave.

Minimum 90 days leave should be in balance for the encashment of leaves.

PAID LEAVE
There are 30 days PL available with the employee after the

conformation.
The PL is available after 180 days from the date of joining.
The employee can take only 3-5 PL at a single time

CASUAL LEAVE
There are 5 days CL available to an employee from the date of joining.
The employee can take 1-3 days CL at a time.
SICK LEAVE
There are 10 days SL available to an employee from the date of
joining.
The employee has to submit doctors certificate if the leave extends to
2 days.
OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.
JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the
company.
The HR Rep. should be in constant touch with the candidates till the date of
joining.
Collect the information from the candidate regarding the date and mode of
arrival
to
the location of joining. Arrange for pick-up of the joinee& family from the
station/airport and take them to the hotel as per the requirement. If pick-up
arrangement cant be arranged then give complete address/directions to the
hotel
&
the office to joinee. HR Rep. should give a brief introduction to the new joinee
on
the
following:

Geography of the Location/City/Town.

Organization Structure.

Status of the Project/Operations of the circle.

Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE
Residential & Cellular Phone are allotted to employee based on the role and
responsibility level and should not be treated as Perquisite. The Residential &
Cellular Phone provided by the company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with
respect to
Residential Telephone Connection:

Obtain the telephone connection on priority basis by paying higher amounts.

Provision of STD / ISD Facility.

Reimburse only Telephone Rental expenses.

Reimburse the Local Call Expenses.

Reimburse expenses related to only official calls.

Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP
All full time permanent employees who will be available at their office desk
for morethan 80% of the working hours on daily basis will be provided with a
desktop PC ontheir workstation.

The circle/Business Entity head can take decision to allotment of Lap Top in
lieu of
desktop PC based on the role of the employee.
INDUCTION
Induction is also called orientation, which is designed to provide a new
employeewith the information he or she needs to function comfortably and
effectively in theorganization.
iNEP INDUCTION PROGRAM
The Human Resources Department structures an appropriate induction
programmes
to orient the new employees to various businesses and services at Reliance
communication.
A two-day Induction program (iNEP- Infocomm new employees program)
is
offered to all new employees. The company which takes the induction
program
for
reliance communications is RELNIS NI SPARTA.The induction program helps
the
employee to integrate in the new environment and provide an overview of
the
Organization as a whole. It also provides an opportunity to the new entrant
to
engrain
the original values and ethics as well as the style of functioning.
This program is all about:

Developing a shared understanding of Reliance communications vision and

mission.

Familiarization with leaders at Reliance Communication.

Networking and integrating with Reliance Communication employees.

This program provides information on:

The history of reliance group


The fundamentals of telecom business

Introduces technologies and key concepts of the business.

This program shares the companys strategic objectives, organization

structure
and processes and systems.

Presentations are made from representatives from various business units and
functions.
EXITS
DEPUTATION
Due to business requirements, employee may be required to be posted to
other
location than your primary location.
If such posting requires you to relocate from your base location beyond 29
days, then
it is defined as deputation.
If such posting requires you to relocate from your base location beyond 3
months,
then it is defined as Transfer.
Deputation letter is given and respective deputation allowance is paid to the
employees as per policy.
TRANSFER
Business needs may be required an employee to be transferred on
permanent basis

One circle to another circle


One location to another location
Departmental head initiates the request for transfer of an employee and
forwards
the
same to the circle HR Representative. Employee will receive transfer letter
from
Circle HR Representative of the primary circle/location.
SEPARATION
RHRS believes in treating all employees separating from the company with
utmost
dignity.
RESIGNATION
Resignation means employee voluntarily leaving the services of company
either
for
professional or personal reasons. Employees must serve a written
resignation,
mentioning the relieving date to his/ her departmental head that will discuss
and
obtain the approval of the circle head. The accepted copy of resignation
letter
with
the
approved relieving date must be forwarded to the respective HR.
Confirmed employees are required to give 3 months notice in advance and
employees
on probation are required to provide 15 days notice in advance.
JOB ABANDONMENT
If an employee remains absent without leave or remains absent beyond the
period ofleave originally granted, he shall be considered as having
voluntarily terminated his/her employment without giving any notice unless
he/ she:
Returns to work within 8 days from the commencement of such absence.
The employee gives an explanation to the satisfaction of the management
regarding
such absence.
TERMINATION

Termination is an undesirable outcome for employee as well as the company,

but may
be necessary if the employee

Violates the company policy

Is unable to meet companys performance standards

EXPIRY OF TRAINING/ CONTRACT
Employee under training /contract will be evaluated at the end of specified
period by
HOD and decision whether to extend his/ her service will be taken.
EXIT INTERVIEW
An exit interview is typically a meeting between at least one representative
from
a
company's human resources (HR) department and a departing employee.
The
departing employee usually has voluntarily resigned. The HR representative
might
ask the employee questions while taking notes.

Prior to leaving, an exit interview is conducted to gather feedback and

recommendations of the outgoing employee. Exit interview is a one-to-one
discussion
where voluntary views and suggestions are taken from the outgoing
employee
on
what his/ her expectations had been at the time of joining the company and
reason
for
leaving the company. The circle HR arranges the exit interview.Listed below
are
some of the exit interview questions that Reliance Communication asks to
departing
employees in Exit interview.
To what extent did he/ she expect to experience following features
of work at the
time of joining the company


Job security

Career prospects

Good compensation

Self development

Welfare

Operational
freedom
To what extent did he/ she find that features of work in the company
Overall opinion about company, how much hike and other benefits offered by
new
company compare the one he/she is leaving, and is he/ she is interested in
rejoining
the Reliance Communication and on what conditions are collected.
FULL & FINAL SETTLEMENT
When the employee leaves his/her job it is required that all his/her financial
obligations are settled. Financial obligations like:

Outstanding Advances/loans

Any undertakingshe/she has given to the company in terms of

Cost of mobile as per company policy

Opting for company lease car

Or any other undertaking given by him/her

And turn in his/her identification cards, key and any other property, which
he/she
had
issued. The full & final amount is paid to employee after recovering all
advance/outstanding dues.
HR SUPPORT SYSTEM
SAP HR
The Reliance ADA group is on the move to e-enable all HR functions and the
employee interface. We are in the process of adopting state-of-the art ERP
software
SAP, across all locations and businesses.
As a service to the most valuable assets, i.e. the employees, the Group HR is
upgrading its extensive web-enabled services into an internet enabled
employee
portal
which will enable employees from across the country to interact with HR &
Payroll
for any requirement i.e. applying for and sanctioning leave, information on
policies
and procedures, entering expense claims, updating their own databases, etc.

ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT SYSTEM)

ESS will enable you to interact with the SAP database, to view and maintain
your
personal data. ESS provides you with a host of services in the following
areas.

PERSONAL INFORMATION

Employee can view and update their personal data such as

Educational details

Details of previous employers

Family related information

Change of marital status

Change of residential address etc.

PAYROLL RELATED INFORMATION

Employee can view their monthly updates on the following:

Pay slips

Income tax projections

PF Statements

REIMBURSEMENT
Employee can submit their claims of following reimbursement online

Telephone bills

Local conveyance

Medical reimbursement


COST TO COMPANY (CTC)

CTC related activities

ENTITLEMENTS

Medical insurance

Travel Entitlements

INCOME TAX RULES

Details of exemptions and benefits as applicable to employee.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking
water
should be provided.
2.Facilities for sitting: In every organization, especially factories, suitable
seatingarrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication
can
be provided to the needed employee.
4.Latrines and Urinals: A sufficient number of latrines and urinals are to be
provided in the office and factory premises and are also to be maintained in
a
neat and clean condition.
5.Canteen facilities: Cafeteria or canteens are to be provided by the
employer
so as to provide hygienic and nutritious food to the employees.
6.Spittoons: In every work place, such as ware houses, store places, in the
dock
area and office premises spittoons are to be provided in convenient places
and
same are to be maintained in a hygienic condition.

7.Lighting: Proper and sufficient lights are to be provided for employees so

that
they can work safely during the night shifts.
8.Washing places: Adequate washing places such as bathrooms, wash
basins
with tap and tap on the stand pipe are provided in the port area in the
vicinity
of the work places.
9.Changing rooms: Adequate changing rooms are to be provided for
workers
to change their cloth in the factory area and office premises. Adequate
lockers
are also provided to the workers to keep their clothes and belongings.
10.Rest rooms: Adequate numbers of restrooms are provided to the
workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
NON- STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
1.Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
2.Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules.
Flexiblework schedules are initiated by employees and approved by
management tomeet business commitments while supporting employee
personal life needs
3.Employee
arranged

Assistance

Programs: Various

assistant

programs

are

like external counseling service so that employees or members of their

immediate family can get counseling on various matters.
4.Harassment Policy: To protect an employee from harassments of any
kind,

guidelines are provided for proper action and also for protecting the
aggrieved employee.
5.Maternity&
adoption

Adoption Leave Employees can avail maternity or

leaves. Paternity leave policies have also been introduced by various

companies.
6.Medi-claim
adequate

Insurance

Scheme: This

insurance

scheme

provides

insurance coverage of employees for expenses related to hospitalization due

to
illness, disease or injury or pregnancy.
7.Employee Referral Scheme: In several companies employee referral
scheme
is implemented to encourage employees to refer friends and relatives for
employment in the organization.