Assignment 1

On
Jio HRM Process

Submission by-
Pranshu Porwal
MBA/1237/07

Submitted to –
Dr. Remya Lathabhavan,
Assistant professor,
IIM Bodh Gaya

This study source was downloaded by 100000833762728 from CourseHero.com on 06-13-2022 20:16:08 GMT -05:00

https://www.coursehero.com/file/137363245/1106-AniketSingh-HRM-Assignment1-converteddocx/
 Introduction
Jio is a new company formed by Mukesh Ambani, the chairman of Reliance Industries Limited. Jio was
founded in 2014 with the goal of digitalizing India in the next years. Furthermore, for each and every
organization human resource along with machinery, materials, and people is the most precious asset.
Nothing, not even money, can be used successfully without the correct staff in place. Companies are
currently attempting to revolutionize HR procedures. Similarly, Reliance Jio is constantly improving.
embracing new improvements that will help both their employees and their company's bottom line.
Reliance Jio's human resource staff is reorganizing its HR operations and implementing new employee
initiatives. Employee engagement initiatives to increase motivation and cut expenditures.

Reliance Jio HR practices includes: -

 Talent Acquisition and Talent Management
 Resourcing from referrals, online portals, campus placements and walk-ins.
 Payroll Administration and Compensation Management
 Workforce Management

Concept of HRM for Jio

HRM is the idea that ties together Jio and its workers. HRM encompasses a variety of ideas that
assure the benefit of both the business and the personnel. Workforce recruiting, training, performance
management, & monitoring, compensation, & HR data analytics are examples of these topics. The
goal of Jio's HR strategy is to create and implement rules that would allow the organization to make
better use of its people resources. This is the management branch concerned with the function of
employees, as well as their connection and relevance to the organization.

EMPLOYEE ENGAGEMENT IN JIO

It includes the satisfaction of the employees with the employee engagement activities done by the
company to make the employees feel valued and to rather make them feel a part of organization. It
also revolves around whether the tired employees are beneficial for the company.

Employee engagement is a critical component of Jio's success. It not only assists in involving employees
in events such as birthday parties, Mother's Day celebrations, Diwali decorations, and so on. Rather, they
involve employees and make them feel like they are a part of the company. Every member is not only an
employee in the organization; they are regarded as a family by the leaders. Employee engagement
initiatives should be tracked to understand how they affect the people who work for the company. Not
only is it vital to create activities, but it is also important to observe how employees engage in them and
to record their interest in order to keep them for a long time.

RECRUITMENT PROCESS IN JIO

1. Requirement is identified
The very first step is to identify the need in respect to the vacancy for the roles that organization needs
people. To identify the requirement is important, because in accordance to the need identified further
process is done.

This study source was downloaded by 100000833762728 from CourseHero.com on 06-13-2022 20:16:08 GMT -05:00

https://www.coursehero.com/file/137363245/1106-AniketSingh-HRM-Assignment1-converteddocx/
 2. Receiving of CV’s
Then in respect to the candidates applying, their CVs are received. They are compiled together and
are then made ready for the screening. Screening again follows a process which helps in matching the
requirement between the job roles and the candidate’s experience.

3. Screening
Under this according to the experience the bundling is done in respect to the vacancy available. The
CVs of freshers are kept separately and then the scheduling is done in the next step.

4. Functional Evaluation
Then the respective department head interviews the candidate based on the profile mentioned in the
resume. For instance, a sales head will interview a candidate applying for connectivity lead.

5. Negotiation
Once the candidate is selected the next step is to negotiate with respect to his pay or CTC. Under this
the approval of the offer letter is sanctioned by the head.

6. Offer Release
Then the offer letter is released or given to the candidate who then becomes the employee of the
Organization

7. On boarding
On boarding is when an employee is all new to the organization and the knowledge regarding each
problem is also shared and when an on boarding of an employee is done it is basically done to make
him familiar with the environment of the organization

SOURCES OF RECRUIMENT IN JIO

 Employee Referral
Any organization has a referral system in place where existing workers suggest their friends and
relatives for positions inside the company. Because there is a sense of trust and connection
development, these recommendations are quite valuable.
Employees who are recommended primarily from the telecom sector have a better chance of being
selected because they have a better understanding of what each function entails, but there is no
prejudice in the selection process. Employee recommendations are widespread in many businesses,
and Reliance Jio is no exception.

 E-Recruitment
Web based application tools are used. These applications assess in the recruitment of the best
candidate for the vacant position using the electronic resources typically the internet (HR software
Success Factor) to assessed the recruitment process in order to reduce cost burden and to gain wider
pool of talent. Success factor is used as a tool for e-recruitment in Reliance Jio. The hiring’s are also
done from online portal.

 Consultants
The consultants are recruited by the company, and then the job definition and description are
negotiated, and the empty position is filled appropriately. The consultation costs are paid to the
consultants in this manner. It acts as a link between employers looking to hire and job seekers
looking for a new opportunity or a temporary assignment. Many industry-specific consultancies or
agencies exist. In a competitive climate, they assist in identifying and developing client business
relationships. Reliance Jio employs consultants in the same way.

This study source was downloaded by 100000833762728 from CourseHero.com on 06-13-2022 20:16:08 GMT -05:00

https://www.coursehero.com/file/137363245/1106-AniketSingh-HRM-Assignment1-converteddocx/
 Conclusion
The Society for Human Resource Management (SHRM) has conferred Reliance Jio with a Special
Award for HR Impact in People Practices on 3rd October 2016. Reliance Jio was rewarded for
creating and launching Jio services across 18,000 cities and towns and more than 200,000 villages
through a network of 1,215 offices and a formidable team of over 60,000 employees across India. As
one of India’s youngest start-ups, the average age at Reliance Jio is 30 years, making Reliance Jio an
organization of the young, by the young, and for the young. It said that the HR team has created an
ecosystem across India, where the company has more than 500,000 partners, and considers them
part
of the Jio family. Together with all partners, the Jio family is nearly 5,000,000-strong.
SHRM -The Society for Human Resource Management

Well in today’s world, efficient man power resourcing is important for all sized organizations, with
no exception for small or big firms. In today’s society, organizations have begun to consider HR as
an essential component towards their survival for the reason of preparing themselves in the long run
domestically and internationally and to gain a competitive advantage in the market.

This study source was downloaded by 100000833762728 from CourseHero.com on 06-13-2022 20:16:08 GMT -05:00

https://www.coursehero.com/file/137363245/1106-AniketSingh-HRM-Assignment1-converteddocx/
Powered by TCPDF (www.tcpdf.org)