Case Study

Reliance Energy Limited

Presented By: Group 5

Introduction
 Reliance Energy Limited (REL), a Anil
Dhirubhai Ambani Enterprise.
 Careers at REL are built on the concept
of forming a team of people or
individuals who are made responsible
for specific functions.
Questions and Answers
(1)
 The HR function at REL has begun to play a
role much broader in scope, stronger in
impact, and more effective.
 The HR policy provides employees, various
opportunities to develop their careers, with
exposure to latest technologies, world class
management practices to a fast career
growth.
Question and Answers
 Recruitment at REL involves translating corporate
strategies into manpower plan and developing a long
term programme with focus on attracting people with
multi- dimensional experiences and skills.
 A formal induction program for all new employees.
 A structured induction program for lateral inducts-
providing general overview of organisation to new
employees to familiarize them with culture and
business practices of the company.
 And for Graduate Engineer Trainees (GETs)- undergo
one year training program (covers technical,
functional training and managerial skill development.
Question and Answers
(3)
 A performance management system provides
appropriate working conditions to help employees
achieve its goals besides evaluating all jobs assigned
to them, designing customized jobs, creating
manpower configurations and balancing corporate
and employee interests.
 Besides motivating employees by creating a culture
of excellence, equip people with skills necessary to
perform their duties, clear growth paths, provide new
challenges, empower employees to take decisions
and imbibe team work.
Question and Answers
(4)
 The core function of training department is to bridge the gap
between the changing requirements of the job & the abilities
that individuals need to perform these tasks.
 Making learning one of the fundamental values of the company.
 Provide adequate resources and time for training to bridge the
gap with the external work.
 Providing retraining to upgrade employees skills.
 Installing training systems that substitute work experience and
evaluate the effectiveness of training.
 Ensure that training allows the staff skills to blooms.
THANK YOU