MAN POWER RESOURCING IN RELIANCE JIO

Summer Training Project Report submitted in partial fulfilment of the

Requirement for the
Diploma of
Post Graduate Diploma in Management
At
Jaipuria Institute of Management, Lucknow
BY:SUKESHI RASTOGI
JL15PGDM168

Supervisor:- Preeti Singh ( HR field manager, employee engagement ) at

Reliance Jio Infocomm, gomti nagar Lucknow

TO WHOMSOEVER IT MAY CONCERN

This is to certify that the Summer Project Study Report, Titled MAN POWER RESOURCING
IN RELIANCE JIO INFOCOMM submitted by Ms. Sukeshi Rsdtogi as partial fulfilment of
requirement of the two year PGDM (2014-2016) is a bonafide work carried out by the student at
our Institute.

This Summer Project Study is her original work and has not been submitted to any other
University/Institute.
PROF. R.K Ojha

PROF. R.K Ojha

Project Supervisor Preeti Singh

PGDM

Program Director-

Date:
Place: Jaipuria Institute of Management, Lucknow

DECLARATION CERTIFICATE BY STUDENT

I, Sukeshi Rastogi, student of PGDM batch (2015-1017) declare that the project entitled Man
power resourcing in reliance jio infocomm, is my own work conducted under the supervision of
Mrs. Preeti Singh, HR Field manager as a partial fulfilment of Summer Internship Program for
the course of PGDM submitted to the Placement Team and Jaipuria Institute of Management,
Lucknow
I further declare that to the best of my knowledge the project does not contain any part of any
work which has been submitted for any other project either in this institute or in any other
without proper citation.

Place: Jaipuria Institute of Management, Lucknow

Date: June 26, 2016

Signature of the Candidate:

ATTENDANCE CERTIFICATE

This is to certify that Ms. Sukeshi Rastogi has completed her Summer
Internship on project Man power resourcing in Reliance Jio Infocomm, from
16TH MAY 2016 to 30TH JUNE 2016. Durig this period her attendance has been
satisfactory.
(Signature of Company Mentor with Seal)
Name of Industry Mentor: Preeti Singh
Contact no. And e-mail
Designation: HR field manager
Date:
Place:

ACKNOWLEDGEMENTMy summer internship experience has been filled with interesting challenges and people that I
will appreciate forever; numerous people have contributed in varying capacities which brought
about the completion of this project. I would like to begin by thanking Mrs. Preeti Singh, my
company mentor at Reliance Jio, Lucknow for his guidance, constant inspiration & keen interest
shown during my training and in my project that will go a long way in my career. I deliberate my
profound sense of gratitude to her for giving me practical insights into the HR Solutions Industry
by way of his rich personal corporate experience and also to the entire workforce of Reliance Jio
for accepting me with open arms into the organization and bestowing me with the freedom to
learn and innovate in my own unique ways.

I owe my thanks to my faculty mentor at Jaipuria Institute of Management, Mr. Dheeraj Mishra,
for his constant guidance, constructive criticism and valuable suggestions towards the
improvement of the presentation of my work. It is not a single persons effort which is sufficient
for the accomplishment of a research. Various factors, situations and people integrate to provide
the background for the accomplishment of a task. I also sincerely thank all my faculty members
and the placement cell of Jaipuria for allowing me to take up this project. I extend a heartfelt
thanks to Mr. Suneel Gupta, Placement Cell, Jaipuria, Lucknow for vesting his trust in me and
providing me with such an enriched internship opportunity. Last but not the least, I would like to
thank my family and friends who always stood by me and without whom I could not have
envisaged the completion of my project.

EXECUTIVE SUMMARY
Project Title : Manpower resourcing in Reliance Jio Infocomm
Duration: 6 weeks
Place of Work: Lucknow
Organization : Reliance Jio
Company Guide: Mrs.Preeti Singh

TABLE OF CONTENT1. Title Page {Use Standard Format as per Annexure (A)}
2. Certificate from Faculty Mentor {Use Standard Format as per Annexure
(B)}
3. Certificate from Company {Use Standard Format as per Annexure (C)}
4. Student Declaration {Use Standard Format as per Annexure (D)}
5. Acknowledgement
6. Executive Summary
7. Contents
8. List of Tables
9. List of Figures
10. Chapters
Chapter 1 INTRODUCTION
1.1 Industry Overview
1.2 Problem Statement
1.3 Rationale of the Problem
1.4 Methodology
1.5 Scope of the Study
1.6 Limitations of the Study
Chapter 2 DETAILS OF THE ORGANIZATION
2.1 Introduction
2.2 The Organization
2.2.1 Products / Services and Processes/ Facilities
2.2.2 Organization Structure
2.2.3 HR Practices
2.2.4 Competition Analysis
2.2.5 Industry Analysis
7

2.3 Organization Business Profile

2.4 Other Relevant Information
2.5 SWOT Analysis of Company
2.6 PESTEL Framework Analysis of Company
2.7 Michael Porters Five Forces Model- Industry Analysis
2.8 Conclusion
Chapter 3 THE PROBLEM ON HAND
3.1 Introduction
3.2 Problem Area Identification
3.3 Description of the Task/ Job
3.4 Detailed Analysis of the Task
3.5 Criticality of the Task
3.6 Conclusion
Chapter 4 LEARNING OUTCOMES
4.1 Comprehension of the Task
4.2 Problems faced during Accomplishment of the Task
4.3 Methods adopted to solve the Problems
4.4 Monitoring of Performance on Daily Basis
4.5 Overall Learning from the Task
4.6 Conclusion
Chapter 5 RECOMMENDATIONS
5.1 Brief Description of Recommendations
5.2 Details of Each Recommendation, Discussion of Its Technical Suitability,
Economic Justification and Feasibility of Implementation.
5.3 Suggested Scheme of Implementation, Precautions and Monitoring
Systems
5.4 Conclusion
Chapter 6 CONCLUDING REMARKS
8

6.1 Summary
6.2 Gains from the Project
6.3 Limitations of the Project
6.4 Scope for Further Work
6.5 Conclusion
11. References
12. Appendices

10

CHP 1- INTRODUCTION
1.1 INDUSTRY OVERVIEW
India is currently the worlds second-largest telecommunications market and has registered
strong growth in the past decade and half. The Indian mobile economy is growing rapidly and
will contribute substantially to Indias gross domestic product (GDP), according to report
prepared by Global System for Mobile Association (GSMA) in collaboration with the Boston
Consulting Group (BCG).
The liberal and reformist policies of the Government of India have been instrumental along with
strong consumer demand in the rapid growth in the Indian telecom sector. The government has
enabled easy market access to telecom equipment and a fair and proactive regulatory framework
that has ensured availability of telecom services to consumer at affordable prices. The
deregulation of foreign direct investment (FDI) norms has made the sector one of the fastest
growing and a top five employment opportunity generator in the country.

MARKET SIZE

11

Driven by strong adoption of data consumption on handheld devices, the total mobile services
market revenue in India is expected to touch US$ 37 billion in 2017, registering a Compound
Annual Growth Rate (CAGR) of 5.2 % between 2014 and 2017, according to research firm IDC.
According to a study by GSMA, smartphones are expected to account for two out of every three
mobile connections globally by 2020 making India the fourth largest smartphone market. The
broadband services user-base in India is expected to grow to 250 million connections by 2017,
according to GSMA. International Data Corporation (IDC) predicts India to overtake US as the
second-largest smartphone market globally by 2017 and to maintain high growth rate over the
next few years as people switch to smartphones and gradually upgrade to 4G.

DIGITILIZATION IN INDIA
The Indian economy, which is currently 50 percent digitized, is expected to reach 100 percent by
2020, a top official said on Thursday,The digital transformation is being fueled by rapid
innovation in the technology space, said National Cyber Security Coordinator GulshanRai at the
3rd edition of the National CIO Summit organized by Confederation of Indian Industry.On the
flip side, this transformation makes any country vulnerable to cyber threats, he said. India ranks
amongst the five top most countries for malware penetration and security breaches.
Mobility, social networking, customer centricity and optimization of supply chain are four key
forces driving the digital transformation, said KPMG director ArnabMitra.
Organisations need to build capabilities to walk through this transformation, he said, adding
successful digital transformation depend on degree of simplicity from adoption perspective, the
risks identified and a proper mitigation plan needs to be in place.

Government Initiatives in Telecom Industry

The government has fast-tracked reforms in the telecom sector and continues to be proactive in
providing room for growth for telecom companies. Some of the other major initiatives taken by
the government are as follows:
12

The Telecom Regulatory Authority of India (TRAI) has directed the telecom companies
or mobile operators to compensate the consumers in the event of dropped calls with a
view to reduce the increasing number of dropped calls.

With a view to encourage consolidation in the telecom sector, the Government of India
has approved the rules for spectrum trading that will allow telecom companies to buy and
sell rights to unused spectrum among themselves. The Union Cabinet chaired by the
Prime Minister, Mr NarendraModi, gave its approval to the guidelines on spectrum.
sharing, aimed to improve spectral efficiency and quality of service, based on the
recommendations of the Telecom Regulatory Authority of India (TRAI).

The Central Governments several initiatives to promote manufacturing in the country,

such as Make in India campaign appears to have had a positive impact on mobile
handsets manufacturing in the country. Companies like Samsung, Micromax and Spice
had been assembling handsets in the country already. Xiaomi and Motorola, along with
Lenovo have also started assembly of smartphones in India. Firms like HTC, Asus and
Gionee too have shown interest in setting up a manufacturing base in the country.

The Government of India plans to roll out free high-speed WiFi in 2,500 cities and towns
across the country over the next three years. The program entails an investment of up to
Rs 7,000 crore (US$ 1.06 billion) and will be implemented by state-owned Bharat
Sanchar Nigam Ltd (BSNL).

1.2PROBLEM STATEMENT:
To study the man power planning and recruitment process to generate efficient employee lead in
upcoming digitalized industry.

1.3 RATIONALE OF THE PROBLEM:

Primary Objective

To study the recruitment process in newly established industry.

13

Structured questionnaire method adopted to know the efficiency of HR practices in the

organization.

Secondary objective

To study the HR practices followed in the industry.

How lead generation of the employees is different from other industry

1.4 METHODOLOGY:
Primary DataStructured questionnaire method is used for collecting information and feedback from the new
joiners regarding their hiring process undertaken at Reliance Jio.
Secondry DataI referred the internet to collect information which could not be gathered from company people.
I have also gone through the MIS of the company for reference.
ObservationI personally observed the talent acquisition procedures rendered by Mrs Preeti Singh, Senior
Executive-HR and my supervisor. My supervisor has been a part of the HR field since 5 years
and thus provided a hand full of knowledge.As Reliance Jio is an upcoming organization their
ways and methods differ from other leading organizations and thus it proves to be a competitive
edge to the industry.

1.5 SCOPE OF THE STUDYIn the recent days, the HR Department of any organization is vested with the responsibility of
providing good human capital to an organization. In order to perform this function, they use the
following methods viz

Identifying the requisite talent

Right Selection of the Talent
Aligning the acquired Talent with the goals and objectives of the firm
Developing and nurturing the Talent
Retaining the Talent
14

Human Resource Development is a modest attempt to present a comprehensive treatment of

concept, principle, functions and techniques of Human Resource Development in the context of
the politico-legal, socio-economic and technological environment of modern organization.

1.6 LIMITATION OF THE STUDYVarious limitations occurred in performing this task are

The employees found it difficult to answer questions properly because of their busy work

schedule.
Total time allowed by the company to do the project was limited
All the information required was not available by the company for confidential norms

and standards
The answer given by the respondents have to be believed and have to be taken for granted
as truly reflecting their perception.

Chapter 2- DETAILS OF THE ORGANIZATION2.1 INTRODUCTION:

RIL
Reliance is Indias largest private sector company on key financial parameters. Its is a significant
global player in integrated energy value chain, has a growing presence in retail industry and
digital services in India. RIL is built on strong values, incorporates the culture of safety, integrity
and commitment.
RIL is dedicated to its vision of partnering Indias economic growth and social wellbeing. RIL
attempts to be a product and service leader across its industries and a perfect workplace and

15

above all to create long term value for its stakeholders and the society. It is into following
business

Refining and Marketing- Petroleum refining

Petrochemicals- Polyester, Polymers, Fiber Intermediates, Elastomers and Chemicals
Oil and Gas- Exploration and Production of Oil & Gas
Retail- Pan India footprint in organized retail
JIO Infocomm- Digital Services
Media and Entertainment- Broadcasting and Digital properties

Inspiring PeopleRIL inspires its people to pursue goals in the face of challenges, and convert those challenges
into opportunities. RIL believes in creating a competency framework. This enables it to
institutionalize the spirit of entrepreneurship and develop an ecosystem of collective ownership.
RIL employs over 24,000 people, each of whom are encouraged to lead the value-creation
journey, and become examples of inspired thinking. RILs employees are its partners in progress.
RIL continues to focus on implementing a robust Human Capital Management system to support
its global, multi-geographical and diversified organization on one common platform. RIL-HR
Transformation journey was initiated to revamp its people processes and implement world-class
HR practices. At RIL, the leadership team inculcates a culture of inspiring people through six
basic tenets:

Clear communication of vision and purpose

Motivate and inspire employees to succeed and aspire for the best globally
Develop capability through continuous learning
Show passion to excel
Effective teamwork, trust and collaboration
Integrate diverse perspectives

Inspiring Sustainability-

16

Sustainability at RIL is a combination of small, but critical steps, which help redefine the future
for businesses and for the nation. RILs sustainability initiatives are geared by the dream of its
Founder Chairman Late Shri Dhirubhai Ambani, who envisioned India as a superpower in which
the industry, government and society partner each other constructively. RILs CSR initiatives
help elevate the quality of life of millions. It seeks to touch and transform lives by promoting
healthcare, education, rural wellbeing and employment opportunities. RIL aims to continue its
efforts to build on its tradition of social responsibility to empower people and deepen its social
engagements.

2.2 THE ORGANIZATION

RELIANCE JIO INFOCOMM
Home to the worlds second largest population of 1.2 billion, India is a young nation with 63% of
its population under the age of 35 years. It has a fast growing digital audience with 800 million
mobile connections and over 200 million internet users. Reliance thoroughly believes in Indias
potential to lead the world with its capabilities in innovation. Towards that end, Reliance
envisages creation of a digital revolution in India.
Reliance Jio aims to enable this transformation by creating not just a cutting-edge voice and
broadband network, but also a powerful ecosystem on which a range of rich digital services will
be enabled a unique green-field opportunity.
The three-pronged focus on broadband networks, affordable smartphones and the availability of
rich content and applications has enabled Jio to create an integrated business strategy from the
very beginning, and today, Jio is capable of offering a unique combination of telecom, high
speed data, digital commerce, media and payment services.
Reliance Jio is creating the most extensive and future-proof network in India, and perhaps, in the
world. It will provide next generation legacy-free digital services over an end-to-end all-IP
network, which can be seamlessly upgraded even to 5G and beyond. In addition to the existing
pan India 2300 MHz spectrum and 1800 MHz in 14 circles, Jio invested over Rs 10,000 crore
during this year's auction to acquire 800 MHz spectrum in 10 circles and 1800 MHz spectrum in
17

6 circles. This brings the cumulative investment in spectrum assets to nearly Rs 34,000 crores.
Jio now has the largest footprint of liberalized spectrum in the country, acquired in an extremely
cost effective manner.
Reliance Jio has laid more than 2.5 lakh kilometres of fibre-optic cables, covering 18,000 cities
and over one lakh villages, with the aim of covering 100% of the nations population by 2018. It
has an initial end-to-end capacity to serve in excess of 100 million wireless broadband and 20
millionFibre-to-Home customers. Reliance Jio has also built nearly half-a-million square feet of
cloud data centres and a multi-Terabit capacity international network.
The infrastructure is being built in partnership with some of the worlds most technologically
advanced companies. Financial year 2016-17 will be the first full year of commercial operations.
2.2.1 PRODUCTS AND SERVICES OF RELIANCE JIO
Relaince Jio with a mission to make India Digital is about to introduce with offers like
broadband service and digital service to corporate clients and Individual customers. True 4G
Volte- Face to face conversation, String connectivity, Speedy internet connection, Video calling 4
contacts at a time, Audio calling 7 contacts at a time, etc. Company has already come up with
Two products FLY smartphone with variants- Earth, Water Wind and Flame having feature like
True 4G, No latency, Gorilla glass protection front and back, Silent background noise, Crystal
clear voice, HD based video calling, Dual camera build 13MP+2MP, etc. many more and LED
television. Relaince Jio is about to come up with almost every retail electronic and electrical

products in the market, that can be easily accessible, easy to operate, easy to handle, low
maintenance and superior quality features, in coming 4 to 5 years.

Affordable Devices: Jio has worked with all the leading device manufacturers of the
world to ensure availability of 4G LTE smartphones across all price points from ultrapremium models on one hand, to entry level models on the other.

18

Digital Currency: Jio envisions a new India which will use digital currency instead of
paper money for a more secure and convenient way to transact. Jio Money, will play a
crucial role in this by offering a platform for ubiquitous, affordable and secure digital
payments.

Jio Drive: Micro and small businesses will soon have access to cutting-edge cloud
storage technologies which were once affordable to big companies only, giving them a
new edge to compete on a global landscape. Jio Drive is an application that brings
powerful cloud capabilities to every smartphone. Using Jio Drive, anyone can store,
synchronize and share any content between own devices and also with their friends.

Digital Education: Teachers and students from far flung areas can connect with each
other, crowd-source knowledge and adapt new age learning techniques and thus lift the
level of education to a completely different plane.

Digital Healthcare: Expert medical advice would be available anytime, anywhere - with
medical practitioners able to grow their practice without constraint, and provide quality
of life to the crores that make up our country.

Digital Entertainment and social connectivity: Jio Chat is a powerful communication

application that integrates chat, voice, video calling, conferencing, file sharing, photo
sharing and much more. Jio Play enables users to watch HD TV anytime, anywhere on
any device, from hundreds of channels, across categories and languages. Jio Beats is a
premier digital music streaming service that gives instant access to millions of songs and
curated playlists. Jio Mags and Jio News provide access to the most popular collection of
magazines and news from leading publishing houses across multiple languages.

Digital Entrepreneurship: Jio is building is a powerful platform on which a range of

rich digital products and services can be enabled - digital currency, digital commerce,
digital education, digital healthcare, e-governance, Smart Cities, M2M and the Internet of
Things. It does not matter whether these services are created by Jio itself, its ecosystem
partners or anyone globally. Reliance is committed to the principles of Net Neutrality.

19

2.2.2 ORGANIZATION STRUCTURE

In this organization, there is CEO Mr. PranayPathak to whom various functional heads report
like- Marketing CLVM (Mrs. BhavnaPandey), Human Resource (Mr. Akhilesh Singh), and
Finance (Mr. Dixit), Sales (Mr. MahendraAgarwal), Device (Mr. Rajesh Sharma), Connectivity
Service Department CSD (Mr. Rajesh Sharma) and Chief Technical Officer CTO (Mr.
Bhupendra Singh). Now there are 1072 Jio Centers across India and across Uttar Pradesh there
are 55 jio Centers. If we talk about UP, there is 1 Jio Circle Office The Solitaire and 4 Jio
Centers in Gomti Nagar, Jankipuram, Rajajipuram,

CEO

Head
CLVM

Head HR

Head
Sales

Mentor

Head
Device

Area Head

Head JCM

20

Head
Finance

Head
customer
service
Department

Head
Chief
Technical
Officer

Core Mumbai reliance corporate(NHQ)

State-wise Head Office (22 Circles)

UP East (6 Circles)
Varana
si

UP West
Jhansi

Kanpu
r

Luckno

Allahaba
d

Gorakhp
ur

Jio Circle Office (The Solitaire)

Jio
center

Jio
center

Jio
center

Jio
center

2.2.3 HR PRACTICES:
Today companies are trying to reinvent HR practices. Likewise Relaince Jio also is continuously
adopting new changes that can be in mutual benefit of their employees and organizations
business. Relaince Jio human resource team is reconfiguring their HR processes and run
innovative employee engagement programs to improve motivation among employees and reduce
costs.
Relaince Jio HR practices includes

Talent Acquisition and Talent Management

Resourcing from referrals, online portals, campus placements and walk ins.
Payroll Administration
Compensation Management
Workforce Management
21

2.2.4 COMPETETION ANALYSIS

Competition analysis deals with the competitors that the company is facing. Reliance Jio is a
again under a telecom sector which is focusing totally on 4G, it is bringing out a new digital
world. Reliance jio is focusing on to bring in the new technology to make a new digital world
and let people experience the same.

ENTRY LEVEL
Intex Aqua 4g

MID RANGE
Moto G 3rd Gen

HIGH END
Samsung Galaxy S6, S6 Edge,

Moto E 2nd Gen

Samsung Galaxy A5, A7, A5

S6 Edge+
Samsung Galaxy Note 4, 5,

LG Spirit 4g
LG G4 Stylus
Samsung Galaxy Core

(2016), A7 (2016), A8
ZTE Blade S6, S6+
Oppo F1 (16k)
LG G3

Edge
Sony Z5, Z5 Premium
LG Nexus 5X
iPhone 6 Plus, 6S Plus

Prime
Samsung Galaxy J5, J7,
Samsung Galaxy On 5, On

LG G4
Lumia 950, XL

7
Lenovo A6000+
Karbon Aura
Micromax Canvas Amaze
Yureka Plus
Xiaomi Redmi Note 3
Lumia 550

Moto X Force
Yu Yunique

22

Competition analysis is the assessment of strengths and weakness of current and the potential
competitors.

2.2.5 INDUSTRY ANALYSIS:

Telecom subscriber base expands

substantially

India is currently the second-largest

telecommunication market and has the
third highest number of internet users
in the world.

Between FY 07-16 Indias telephone

subscriber base expanded at a Compound Annual Growth Rate (CAGR) of 19.5 per cent
to 1,022.61 million and tele-density to 80.98

In September 2015, total telephone subscription stood at 1,022.61 million, while teledensity was at 80.98 percent.

Wireless segment dominates the market

Indias telephone subscriber base reached 1,022.61 million in September, 2015

23

The wireless segment 97.46 % of total telephone subscriptions dominates the market,
while the wire-line segment accounts for the rest.

Urban regions account for 58.58 % of telecom subscriptions, while rural areas constitute
the remaining.

2.3 ORGANIZATION BUSINESS PROFILE:

Reliance Jio Infocomm Ltd. Company of Mr. Mukesh D Ambani is coming with the latest
technology which changed Telecom tag to a different concept i.e. Digitalization. They are not
only coming with 4G but they are about to launch with a Digital platform. They have been
regressively working since year to make this project the most successful one. Jio means blessing
and yes this project is and will be blessing for customers as well as people who got employment
from this brand new huge project.
Jio is not only coming up with 4G Internet but with the powerful ecosystem on which a range of
rich digital services will be enabled a unique green-field opportunity. There first product which
came out in the market is there handsets LYF which is their own brand. As they have launched
new technology VoLTE, they have
launched supportable handsets for the
same. Jio also made their own customized
applications which are useful in to the
customers For E.g. Jio Money, Jio Chat,
Jio Buzz, Jio Drive and also a website
known as AJIO which is a complete
shopping site with Reliance brand clothes,
apparels etc.

24

Jios vision is to provide digital services to all the mass and they dont want it to remain a luxury
item for people. The initiatives are truly aligned with the Government of India's Digital India
vision for our nation. Thus the Buzz about Jio will surely come out with a positive outcome for
both Reliance and for people
across India.

2.4 OTHER RELEVANT INFORMATION:

Telecom Subcriber (Wireless &Wireline)

Total Subscriber
% Change over previous quarter
Urban Subscriber
Rural Subscriber
Market share of Private Operators
Market share of PSU Operators
Total Tele-density
Urban Tele-density
Rural Tele-density

996.49 million
2.63
577.18 million
419.31 million
89.89%
10.11%
79.38
148.61
48.37

Wirelinevs Wireless Subscribers

Total Wireline Subscriber
Total Wireless Subscriber
Market Share of Private Operators (Wireline)
Market Share of PSU Operator (Wireline)
Market Share of Private Operator (Wireless)
Market Share of PSU Operator (Wireless)
Tele-density (Wireline)
Tele-density (Wireless)

29.59 million
969.89 million
24.93%
75.07%
91.68%
8.32%
2.12%
77.27%

Internet Broadband Subscribers

Broadband subscribers
Narrowband subscribers
Total Subscribers
Wired Internet Subscribers
Wireless Internet Subscribers
Total Internet Subscribers

99.20 million
19.07 million
118.27 million
19.07 million
283.29 million
302.35 million
25

Urban Internet Subscribers

Rural Internet Subscribers
Data Usage (Mobile users)
Data Usage per subscriber per month - GSM
Data Usage per subscriber per month - CDMA
Data Usage per subscriber per month Total(GSM+CDMA)

190.6 million
111.76 million
89.06 MB
278.22 MB
99.46 MB

2.5 SWOT ANALYSIS OF RELIANCE JIO INFOCOMM:

The present SWOT for the Reliance Jio would beSTRENGTHS:

Well established Indian company with good brand image.

Better profitability of the company.

Ample and competent manpower.

High degree of diversification.

WEAKNESSES:

4G is a new service in market, cant comment of its success yet

OPPURTINITIES:

High scope for expansion.

Alliances and tie ups can always be a good opportunity.

Expansion of broadband and digital services to rural areas also.

26

THREATS:

Competitors like Airtel, Vodafone, Docomo, Telenor, Samsung, Lenovo etc.

Increasing prices of resources.

Strict Regulations in this industry.

2.6 PESTELF RAMEWORK:

PESTEL analysis is used for determining the Political, Economic, Social, Technological,
Environmental and Legal factors associated with a particular business. These factors often differ
domestically and internationally. It provides framework for the national and multinational
companies and also mitigates their risk.
1) POLITICAL: These are all about how and to what degree a government intervenes in
business. This can include government policy, tax policy, labour law, environmental
law, trade restrictions and so on.It is clear from the list above that political factors often
have an impact on organisations and how they do business. Organisations need to be able
to respond to the current and anticipated future legislation, and adjust their marketing
policy accordingly. Relaince Jio follows all the health and safety of labour and
environmental policies and abides all tax policies as well.
2) ECONOMIC: Economic factors have a significant impact on how an organisation does
business and also how profitable they are. Factors include economic growth, interest
rates, exchange rates, inflation, disposable income of consumers and businesses and so
on.These factors can further be broken down into macro-economic and micro-economic
factors. Macro-economic factors deal with the management of demand in any given
economy. Governments use interest rate control, taxation policy and government
expenditure as their main mechanisms. Micro-economic factors are all about the way
people spend their incomes. This has a large impact on B2C organisations like Relaince
Jio in particular.
27

3) SOCIAL: these are the areas that involve the shared belief and attitude of the population.
These factors include population growth, age distribution, health consciousness, and
career attitudes and so on. These factors are of particular interest as they have a direct
effect on how marketers understand customers and what drives them. Relaince Jio would

be deeply affected by this factor.

Jio keeps all these cultural, social, religious, demographical factors in mind and

accordingly plans the business activities.

Jio gives their customers some extra features and benefits in products so as to satisfy

customers.
Jio has feedback mechanism Jio Portal through which existing and potential customers
can interact by sharing, discussing any query and for feedback purpose.

4) TECHNOLOGICAL:We all know how fast the technological landscape changes and how
this impacts the way company market their products and services. Technological factors
affect marketing and the management thereof in three distinct ways:

New ways of producing goods and services

New ways of distributing goods and services

New ways of communicating with target markets

a) Point of Sales (POS) system at retail outlets use barcode readers and scanners to identify
an item, use pre-stored data to calculate the cost and generate the total bill for the
customer.
b) Enterprise Resource Planning systems help in integrating all functions from warehousing
to distribution, front and back office store system and merchandising.
c) SAP used in store is an enterprise resource planning system which provides an integrated
solution that incorporates key operations here.
5) ENVIRONMENTAL: These factors have become important due to the increasing scarcity
of raw materials, pollution targets, doing business as an ethical and sustainable company,
carbon footprint targets set by governments (this is a good example were one factor could
be classes as political and environmental at the same time). These are just some of the
issues marketers are facing within this factor. More and more consumers are demanding
that the products they buy are sourced ethically and if possible from a sustainable source.
28

6) LEGAL:Legal factors include- health and safety, equal opportunities, advertising

standards, consumer rights and laws, product labelling and product safety.

If an

organisation trades nationally this becomes a very tricky area to get right as each state has
its own set of rules and regulations. Jio is in a telecom and retail industry, has to comply
by certain laws namely- Telecom Regulatory Authority of India Act, 1997 (TRAI),
Standard of Quality of Wireless Data Service Regulations, 2015, Quality of Broadband
Service Regulation, 2014, Telecom Consumers Complaint Redressal Regulation, 2014,
etc.

2.7 Michael Porters Five Force Model- Industry Analysis:

Threat of
New Entrants

Degree of
Rivalry

Threats of
Substitute

Porters
5
Forces

Bargaining
Power of
Suppliers

Bargaining
Power of
Buyers

29

Threats of New Entrants: Threats from new entrants increases competition in some
particular sectors. It depends on barriers to new entry in the industry, initial
investments and government policies. Basically in Telecom sector this threat is low,
whereas, for real estate sector its high. Till now, there doesnt exist any new entrant in
telecom and broadband and digital service sector.

Threats of Substitutes: This threat affects the price elasticity of demand for the
product and makes demand curve more elastic, as customers have more options in the
market for a particular product or service. It depends on following parametersCustomers willingness to substitute, Relative price and comparison of substitute
product and services and Switching costs to substitute.
In 4G services there is no as such powerful substitute available in market soon may
exists, expect 3G and 2G which provide less speed internet connection. In digital
services few substitute available like for Jiochat- Watsapp, Snapchat, etc. for JiobeatsSawaan, Gaana, etc. Therefore high threat of substitute is good for customers view
point while low for companys view point in an industry.

Bargaining Power of Supplier: This affects the price elasticity of the offering in an
industry. Higher the bargaining power of supplier leads to higher price of product or
service and makes demand curve less elastic. Parameters on which it depends in
Telecom sector- Many buyers and few dominant suppliers in the market. But it is not
much in telecom sector.

Bargaining Power of Buyers: High bargaining power of buyers leads to low price of
a product or service. Normally buyers have high bargaining power in case of large
number of substitute in the market and high switching costs by users leading to high
competition; as a result it affects the profitability of the companies. In case of
Telecom industryhaving many operators, subscribers have the bargaining power but
as Jio is coming up with 4G which is new in the industry with no other operator
would provide so soon hence currently bargaining power will be low.

30

Intensity of Rivalry: High intensity of competition in industry decreases

attractiveness of the service and product. In Telecom sector the rivalry is obviously
high there are many players- BSNL, Airtel, Vodafone, Aircel, Telenor, Docomo
present in industry, in case of voice and 2G and 3G data services. But in case of 4G
none have come up with this service yet to launch, soon degree of rivalry will
increase in this segment also. In case of LYF smartphone by Relaince Jio there are
already smartphone companies like Intex, Lenovo, HTC, Xiaomi, Samsung, hece
degree of rivalry is pretty high.

CONCLUSIONSWOT analysis is done to mark the major weakness and threats that are identified which has
helped in knowing the USP and related opportunities that can build a new digital world. Porters
analysis has helped in identifying the major five forces to see the extent of rivalry and
competition from the outside world.

31

Chapter 3- THE PROBLEM ON HAND

3.1 INTRODUCTION:
Manpower Planning which is also called as Human Resource Planning consists of putting right
number of people, right kind of people at the right place, right time, doing the right things for
which they are suited for the achievement of goals of the organization. Human Resource
Planning has got an important place in the arena of industrialization. Human Resource Planning
has to be a systems approach and is carried out in a set procedure. The procedure is as follows:
1. Analysing the current manpower inventory
2. Making future manpower forecasts
3. Developing employment programmes
4. Design training programme

Steps in Manpower Planning

1. Analysing the current manpower
inventory-Before a manager makes
forecast of future manpower, the current
manpower status has to be analysed. For
this the following things have to be
noted

Type of organization

Number of departments

Number and quantity of such

departments

Employees in these work units

Once these factors are registered by a

manager, he goes for the future
forecasting.

2. Making future manpower forecasts- Once the factors affecting the future manpower
forecasts are known, planning can be done for the future manpower requirements in
several work units.
32

The Manpower forecasting techniques commonly employed by the organizations are as

follows:
i.

Expert Forecasts: This includes informal decisions, formal expert surveys and
Delphi technique.

ii.

Trend Analysis: Manpower needs can be projected through extrapolation

(projecting past trends), indexation (using base year as basis), and statistical
analysis (central tendency measure).

iii.

Work Load Analysis: It is dependent upon the nature of work load in a

department, in a branch or in a division.

iv.

Work Force Analysis: Whenever production and time period has to be analysed,
due allowances have to be made for getting net manpower requirements.

v.

Other methods: Several Mathematical models, with the aid of computers are
used to forecast manpower needs, like budget and planning analysis, regression,
new venture analysis.

3. Developing employment programmes- Once the current inventory is compared with

future forecasts, the employment programmes can be framed and developed accordingly,
which will include recruitment, selection procedures and placement plans.
4. Design training programmes- These will be based upon extent of diversification,
expansion plans, development programmes,etc. Training programmes depend upon the
extent of improvement in technology and advancement to take place. It is also done to
improve upon the skills, capabilities, knowledge of the workers.

Manpower Planning is a two-phased process because manpower planning not only analyses the
current human resources but also makes manpower forecasts and thereby draw employment
programmes. Manpower Planning is advantageous to firm in following manner:
1. Shortages and surpluses can be identified so that quick action can be taken wherever
required.
2. All the recruitment and selection programmes are based on manpower planning.
3. It also helps to reduce the labour cost as excess staff can be identified and thereby
overstaffing can be avoided.
4. It also helps to identify the available talents in a concern and accordingly training
programmes can be chalked out to develop those talents.
33

5. It helps in growth and diversification of business. Through manpower planning, human

resources can be readily available and they can be utilized in best manner.
6.

It helps the organization to realize the importance of manpower management which

ultimately helps in the stability of a concern.

Thus, man power panning (MPP) is a complex and continuous process which helps determine
the manpower requirement of the organization. It helps to translate the organization's objectives
and plans into the number of workers needed to meet the objectives. Hence, it claims at:
* Balancing demand and supply of workers
* Controlling cost of human labor
* Formulating policies on transfer, succession, relocation of manpower
* Ensuring right kind of people at the right time and right place.

3.2 PROBLEM AREA IDENTIFICATION:

Man power planning is a process of knowing that what kind of people should be recruited to
ensure the quality performance of the organization. It tries to ensure that the required
competency is maintain in line with organizational mission, vision and strategic objectives. It
also determines and organization's human resource needs.It identifies what is to be done to
ensure theavailability of human resources needed to achieve stated goals and objectives within
the given constraints.
As the organization is new established in 2014, that is why the efficiency and productivity of
employees can be increased considerably with right employee hiring methods.

3.3 DISCRIPTION OF THE TASK:

At Reliance Jio, Lucknow I worked directly with the recruitment team. I was allotted the task of
studying the talent acquisition and hiring patterns of digital Industry. My task was to work on the
process undertaken to accomplish talent acquisition, employee engagement and retaining
employees (different HR policies).
Initially I was given a training of around seven days before being given any assignments wherein
detailed information about Reliance Jio Infocomm goals and missions.

34

Once on the job, I was expected to take up the given job openings with utmost sincerity and
attention.. I was to develop a deep and clear understanding of the job description, the job role and
responsibilities, the job specifications and also the special skill set expected in the candidate for
any given job opening. During the telephonic conversation I was expected to brief the candidate
in detail about the job vacancy and job description and clear any queries of the candidate with
respect to the same. Once I and the candidate were equally convinced about forwarding his/her
candidature for the new job opening, the candidate was scheduled for a face-to-face interview
with the HR Head. If any of the candidates sent for interview by me were finalized by the HR
Head for the final job offer, I was also supposed to facilitate the process of documentation for the
candidate as part of value added services.

3.4 DETAILED ANALYSIS OF THE TASK:

As I had got the opportunity to work as a intern for Reliance Jio Infocomm of India for the
period of one months. During this period of time I got an opportunity to work as an HR
personnel and to conduct various different functions of HR department. There was some regular
and some periodical work like-

Hiring
Calling
Interview schedule
Jio jankipuram office visit
Update data on excel
Onboarding
Managing Field Visit
Updating Employees Profile

The climate of HR is an integral part of the climate of the organization. The climate of the
organization is the summary perception which employees have inside the organization. HR
climate can be highlighted as opinion the employees have inside the organization about the
development of the environment of the organization.
The HR climate has some characteristics which are as follows:

The behavior that how the top management treat with their most important employees.
It is the job of every manager/ supervisor to develop the competency of each and every
employee either by providing them a training or by orientations.
There should be a trust in the mind of manager for their employees that they are capable
to change their competencies according to the changing environment of the market.
There should be an openness in every communication inside the organization.
35

There should be a risk-taking capability inside the employee.

The manager should have a tendency to encourage their employees.
The manager should have a particular mission and vision in their mind for the growth of
the organization.
The manager should also have a tendency to identify the strength and weakness of the
employees.
There should be basic climate of the trust inside the organization.
Each and every employee should have a mind set of collaboration and helping each other
in their work.
There should be a team spirit or a group performance.
Each employee should avoid biasness such as castesism, favoritism.

3.4 DETAILED ANALYSIS OF THE TASK:

General Information

30

22

20
10
0

12

2
<25

25-35

35-45

45-55

>55

Age

1.

Age :

<25
25-35
35-45
45-55
>55

36

20

15
8

10
0

Male

Female
Sex

1. Sex : Male
Female

17

20
15
10
5
0

12
7

<5

20-Oct

20-Oct
14

>20

Years

2.

Number of years in a job

<5
5-10
10-20
>20
20
15
10
5
0

10

<20k

12

13

20k-40k

40k-60k

Salary

3. Salary: <20k
20k-40k
40k-60k
>60k

37

15

>60k

18

20
15
10

13

12

MA

BA/BCOM

5
0

Diploma Holder MBA/PGDM

Educational Qualification

4. Educational Qualification: Diploma Holder

MA
MBA/PGDM
BA/BCOM
Q1-Who should approve the HR Policies?
Table :1
Number of Employees

Percentage

HR Manager

27

54

Collectively by all Manager

13

26

Unit Head

05

10

Organization Head

05

10

Total

50

100

Fig:1

38

No. of Employees
HR Manager

Collectively by all Manager

Unit Head

Organization Head

10%
10%
54%
26%

The pie chart depicts that, 54% of employees are very satisfied with the fact that HR Manager
should approve the HR policies, 26% of employees are saying that the power should be
collectively on the hands of all the managers, 10% of employees are with Unit Head, 10% of
employees are with the Organization Head.

Q2-Policy statements of the company should be modified occasionally?

Table :2
Very Satisfied

Number of Employees
12

Percentage
24

Satisfied

17

34

Satisfied nor Dissatisfied

11

22

Dissatisfied

07

14

Very Dissatisfied

03

06

Total

50

100

Fig:2
39

No. of Employees

14%

6%

Very Satisfied

24%

Satisfied
Sattisfied nor Dissatisfied
Dissatisfied

22%

Very Dissatisfied

34%

The pie chart depicts that, 24% of employees are very satisfied with the fact that policy
statements should be modified occasionally, 34% of employees are satisfied, 22% of employees
are neither satisfied nor dissatisfied, 14% of employees are dissatisfied and 06% of employees
are very dissatisfied

Q3-Hand-Book of the organization should present all the personnel policies of the company?
Table :3
Very Satisfied

Number of Employees
02

Percentage
04

Satisfied

09

18

Satisfied nor Dissatisfied

15

30

Dissatisfied

10

20

Very Dissatisfied

14

28

Total

50

100

Fig:3
40

No. of Employees
Very Satisfied

Satisfied

Satisfied nor Dissatisfied

Dissatisfied

Very Dissatisfied

4%
28%

18%

30%

20%

The pie chart depicts that, 04% of employees are very satisfied that the hand-book should present
all the personnel policies of the company, 18% of employees are satisfied, 30% of employees are
neither satisfied nor dissatisfied, 20% of employees are dissatisfied and 28% of employees are
very dissatisfied.

Q4-Is it better to store all the personnel policies on PC instead of manual Hand-Book?
Table :4
Very Satisfied

Number of Employees
19

Percentage
38

Satisfied

11

22

Satisfied nor Dissatisfied

09

18

Dissatisfied

07

14

Very Dissatisfied

04

08

41

Total

50

100

Fig:4

No. of Employees vs. Percentage

Very Satisfied

Satisfied

Satisfied nor Dissatisfied

Dissatisfied

Very Dissatisfied

8%
14%

38%

18%
22%

The pie chart depicts that, 38% of employees are very satisfied with the fact that its better to
store all the personnel policies on PC instead of manual Hand-Book, 22% of employees are
satisfied, 18% of employees are neither satisfied nor dissatisfied, 14% of employees are
dissatisfied and 08% of employees are very dissatisfied.

Q5-In comparison of Words, Numeric values are more better for writing in appraisal?
Table :5
Very Satisfied

Number of Employees
41

Percentage
82

Satisfied

05

10

Satisfied nor Dissatisfied

03

06

42

Dissatisfied

01

02

Very Dissatisfied

00

00

Total

50

100

Fig:5

Number of Employees vs. Percentage

Very Satisfied

Satisfied

Dissatisfied

Very Dissatisfied

10%

Satisfied nor Dissatisfied

6% 2%

82%

The pie chart depicts that, 82% of employees are very satisfied with the fact that in comparison
of Words, Numeric values are more better for writing in appraisal, 10% of employees are
satisfied, 06% of employees are neither satisfied nor dissatisfied, 02% of employees are
dissatisfied and 00% of employees are very dissatisfied.

Q6-Do you agree that 360 degree appraisal system is more successful them other methods?
Table:6
Very Satisfied

Number of Employees
24

43

Percentage
48

Satisfied

14

28

Satisfied nor Dissatisfied

06

12

Dissatisfied

04

08

Very Dissatisfied

02

04

Total

50

100

Fig:6
48

50
40
30
20
10
0

28
24

12
8

14
6
4

No. of Employees

Percentage

The pie chart depicts that, 48% of employees are very satisfied and saying that 360 degree
appraisal system is more successful them other methods, 28% of employees are satisfied, 12% of
employees are neither satisfied nor dissatisfied, 08% of employees are dissatisfied and 04% of
employees are very dissatisfied.

Q7-HR Manager inside the organization should plays a role of

Manager
Boss
Change Agent
44

Table:7
Number of Employees
40

Manager

Percentage
80

Boss

00

00

Change Agent

10

20

Total

50

100

Fig:7
80
80
70
60
50

40

40

20

30
20
10

10

0
Manager

0
Boss
Change Agent
No. of Employees

Percentage

The pie chart depicts that, 80% of employees said that HR manager should plays a role of
manager , 00% of employees are with boss, 20% of employees are saying that hr manager should
plays a role of change agent.

Q8-HR Manager is a facility provider?

45

Table:8
Number of Employees
34

Very Satisfied

Percentage
68

Satisfied

11

22

Satisfied nor Dissatisfied

04

08

Dissatisfied

01

02

Very Dissatisfied

00

00

Total

50

100

68
70
60
50
40
30
20
10
0

34

22
8

11

1
0
0

No. of Employees

Percentage

Fig:8
The pie chart depicts that, 68% of employees are very satisfied with the fact that HR Manager is
a facility provider, 22% of employees are satisfied, 08% of employees are neither satisfied nor
dissatisfied, 02% of employees are dissatisfied and 00% of employees are very dissatisfied.

46

Q9-For another manager of organization in implementing HR policies and systems, HR Manager

is a role model for them?
Table:9
Very Satisfied

Number of Employees
18

Percentage
36

Satisfied

13

26

Satisfied nor Dissatisfied

04

08

Dissatisfied

07

14

Very Dissatisfied

08

16

Total

50

100

The pie chart depicts that, 36% of employees are very satisfied that for another manager of
organization in implementing HR policies and systems, HR Manager is a role model for them,
26% of employees are satisfied, 08% of employees are neither satisfied nor dissatisfied, 14% of
employees are dissatisfied and 16% of employees are very dissatisfied.

Q10-No paper work can be possible in HR practices?

Table :10
Very Satisfied

Number of Employees
00

Percentage
00

Satisfied

00

00

Satisfied nor Dissatisfied

09

18

Dissatisfied

19

36

Very Dissatisfied

22

44

Total

50

100

47

45
40
35
30
25
20
15
10
5
0

44

36
18
19

22

9
0
0

0
0

No. of Employees

Percentage

Fig:10
The pie chart depicts that, 00% of employees are very satisfied with the fact that no paper work
can be possible in HR practices, 00% of employees are satisfied, 18% of employees are neither
satisfied nor dissatisfied, 36% of employees are dissatisfied and 44% of employees are very
dissatisfied.

3.5-CRITICALITY OF THE TASKThe significance of this task (training feedback) is primarily to understand whether employees
are satisfied with the HR practices followed in the upcoming organization. Basically the focus is
on generating more and more manpower lead so that right person can be appointed for a right job
after the official launch of the organization plans. So proper induction programmes are being
conducted so that employees can be well aware about the organizational goals.

3.6-CONCLUSION-

48

As an intern working for HR, understanding and effectively addressing the complex dynamics of
sourcing and recruiting a modern workforce would take in-depth preparation, creative-problem

solving and an ability to develop solutions that will be flexible enough to address the talent needs
of many clients.

CHP4- LEARNING OUTCOMES4.1- COMPRESSION OF THE TASK:

During the period of Summer Internship, I have been a part in various activities related to man
power resourcing in the organization. And these activities are as follows:In Reliance Jio in this activity which was performed by the Human Resource Department we
interacted with approximately 150 employees and collected data of each and every employee and
letters were made to send to their families and we personally interacted and gave the cards to the
employees and wished them and some of the letters were sent personally to the respective houses
with one of the HR department employee. So as to have a connect with the employee and to
make sure they feel involved in the organization, As Mr.Mukesh Ambani treats employees as his
family member.
Walk in interviewA walk in interview was conducted at jankipuram jio center where huge people tried their luck to
be a part of Indias first ever digitalized platform.The interview was basically to generate
employee lead so that when in future need arises to fill the vacant position or to to introduce new
designations , company could have the efficient man power before hand.
So as an intern HR my task was to be dealt with a lot of sensitivity and maturity because if I
chose and sent the right people for the job which were also shortlisted by the departments and
those candidates were trained and treated appropriately by them, these candidates would not only
produce good results but also tend to stay with the organization longer. In such circumstances,
the organization's initial and ongoing investment in them would be well rewarded.
I was clear about one thing that I would not start working on any proposed job opening until and
unless I was completely sure about the requirement, the job position and the exact kind of skill
sets required in the candidate to perfectly fit into the job role and the company.

49

4.2-PROBLEM FACED DURING ACCOMPLISHMENT OF THE TASK:

As crucial a task as Man power resourcing is, there were many challenges to accomplish the
same throughout the span of 6 weeks.
Initially I found that almost all the profiles that I forwarded to my supervisor for any job position
would get rejected. This stood as challenge for me to understand and comprehend the potential of
a candidate just by reading his/her resume.
There were times when a few requirements that were new in the market and thus does not have
the clear Job Description of the job. To add to this were situations when I was not provided with
the JD in the first place and even the departments were not clear about the job roles of the
proposed job position and the exact skill set required for that job role.
A general problem that occurred was when candidates would not turn up for interviews even
when they had committed and agreed over the fixed schedule earlier while the HR Head would
keep waiting for the candidates as per the fixed schedule.

4.3-METHODS ADOPTED TO SOLVE THE PROBLEM:

When working in the recruitment department one must understand that patience is of utter
importance. This field is full of unplanned uncertainties but instead of getting flustered one needs
to keep calm and keep working in a consistent manner.
After being repeatedly ditched by candidates at the last moment on the scheduled interview dates
I started increased my number of calls and started maintaining a backup of candidates. So that in
case when my HR Head was waiting to interview one of my candidates as per the schedule,
keeping aside all other work while my candidate did not appear for the same, it was then that my
backup profiles came to my rescue and saved me from an embarrassing situation in front of her.

4.4-MONITORING OF PERFORMANCE ON DAILY BASIS:

My routine work was supervised directly by the Senior Executive . I maintained the database
containing records of the candidates details and interview schedules using Microsoft Excel. My
performance was monitored daily by my supervisor.

50

4.5OVERALL LEARNING FROM THE TASK:

As Reliance Jio is hiring new and talented manpower for their operations- sales people (DSS),
connectivity lead, mobility lead, device lead, finance people, engineers. But the most important
role that is being played by DSS who are the representatives face of the company in selling Jio
LYF as brand to existing Smartphone consumers, as LYF hand sets are out in the market and the
4G SIM service is about to come soon this year and converting them into consumers of true 4G
Volte Smartphone users
Man power resourcing is all about being consistent and persistent at the same time. I came
across many challenges during this journey of learning but I also learnt to deal with them. I got a
chance to explore myself during trying times of pressure and stress and I came out as a fighter.I
can perfectly understand the essence of the famous saying that tough times dont last long;
tough people do!
I developed a deep understanding of hiring right person for the right job and person specification.
I can better understand the candidates career graph by reading his/her resumes. I came across
various job roles spread in different industries that increased my knowledge base.
Though I was an intern at Reliance Jio, I was given a lot of freedom to express my views and to
be creative in whatever I did.
My supervisor was generous enough to take time out to make me acquainted with the salary
structure and its components, the leave structure and its calculation, the structure of
questionnaires for appraisal process in an organization, the HR Policy and the performance
management.
HR is needed because:
It is helpful in making the congenial environment inside the organization and also creates
a healthy environment inside the organization.
It helps in making the competent worker to meet with the available opportunities.
It is also helpful in making the employees aware about their strength and weaknesses.
It helps in taping the creativity of every employee about their present or future to use
those for the development of the organization.
With the help of systematic development process, the members of the organization can
attain self-actualisation.

4.6-CONCLUSION:
Man power planning is one of the key functions of human resource management that manages to
maintain the good will of a business while giving duly importance to the M (for Men or human
element) than that no other M (Machine, Material or Money) is more valuable.

51

It endeavors to the organizational development in totality as well as the success of the business
respecting the skills of the employees, their knowledge, experience and talents. It is concerned
with effective recruitment and selection process in order that the skilled workers may be made
available each and every time that a business requires.
Manpower planning is of great significance for various reasons necessitating the process, at the
same time, contributing significantly to the achievement of organizational objectives. Many
factors will continue to drive man power planning need in the organizations.

CHP 5- RECOMMENDATIONS5.1-BRIEF DISCRIPTION OF RECOMMENDATIONS:

1. Work harder at identifying high performers
2. Work with managers to develop profiles of the high performers in each group and determine
the critical success factors.
3. Focus on competitive intelligence and keep a track of the high performers and all of their
whereabouts.
4. Gather information from competitors and from vendors and suppliers about where good
people may be located or make use of employee referral programs.
Sourcing quality candidates who have the necessary skills, education and training and who fit in
with the corporate culture seems as though it has never been harder. Sourcing is one area where
recruiters are spending more time than ever. The days of the post-and wait strategy have ended!
Deep Web- Relatively few integrated search products currently exist in the HR technology
ecosystem, but more are on the horizon. Even with advancements in user experience, it takes
time for practitioners to learn to manage and source multiple access points properly. Translating
the organizations needs into a sophisticated search of multiple sources can be overwhelming,
leaving valuable resources untouched
LinkedIn is a great example of something that can fall to the way side when recruiters are
overwhelmed. In the Talent Technology Corporations survey while a majority of recruiters
surveyed have a presence on LinkedIn, roughly 40 % fail to use the site for recruitment purposes.
Not actively sourcing, going out and proactively searching for candidates that havent applied to
the company leave untold numbers of potential candidates on the table - potentially increases
both time and cost to hire.

5.2- DETAILS OF RECOMMENDATIONS:

Hiring of employees should be not done only on the basis of skills and talent but also the
attitude they carryand show should be one of the important parameter for selection. This
52

is directly linked to effectiveness of training, as if employees carry positive attitude then

training for them can be more effective.

To consider personal goals along with professional goals of employees by which interest

and satisfaction can be further increased.

Competent: This is still the first factor to consider. Does the potential employee have the
necessary skills, experiences and education to successfully complete the tasks you need

performed?
Capable: Will this person complete not only the easy tasks but will he or she also find
ways to deliver on the functions that require more effort and creativity? For me, being
capable means the employee has potential for growth and the ability and willingness to

take on more responsibility.

Compatible: Can this person get along with colleagues, and more importantly, can he or
she get along with existing and potential clients and partners? A critical component to
also remember is the persons willingness and ability to be harmonious with you, his or
her boss. If the new employee cant, there will be problems.

Commitment: Is the candidate serious about working for the long term? Or is he or she
just passing through, always looking for something better? A history of past jobs and time
spent at each provides clear insight on the matter.

5.3-SUGGESTED SCHEMES:
Nothng as Reliance Jio is first ever digital platform and way to flexible towards the employees.

5.4-CONCLUSION:
Efficient HR can provide an organization with a much effective work force,therefore are the
foundation of a successful organization.
By studying the business trends as discussed, organizations of all sizes can gain insights that will
help them to streamline and enhance their current processes, choose the tools best suited to their
needs, and build the best possible HR teams.
53

CHP 6- CONCLUDING REMARK6.1 SUMMARY:

This study has set a context and rationale into the hiring patterns for human resource
development with RJIL. The discussion focused on the growing needs of acquiring talent while
recruiting in order to effectively align the strategic goals of the organization with that of the
employees career graph and skills in order to meet the challenges being faced by Industries.
Well in todays world, efficient man power resourcing is important for all sized organizations,
with no exception for small or big firms. In todays 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.

6.2-GAINS FROM THE PROJECT:

This project in its right spirit could be very useful for experts working in the recruitment and
talent acquisition domain and future aspirants.
1. This project gives a clear picture of the difference between plain vanilla recruitment and talent
acquisition with respect to an organizations short term and long term goals and objectives.
2. The project helps building talent acquisition strategies for projects, process, technology and
capabilities.
3. This study helps ensure whether the current process being observed at organizations for talent
management is appropriate and effective.
4. It also helps in identifying areas of improvement by recommending modern solutions.

6.3- LIMITATIONS:
1. Some of the most used methods are not the ones found to be most effective under all
circumstances and scenarios.
2. Study was conducted during a span of one month so many more techniques could have
been practiced but are missing in the report.

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6.4- SCOPE OF FURTHER WORK:

The present study can be extended to study the talent acquisition needs and hiring
patterns of RJIL across many other jio centres that were left out in this study

This study could be used by modern recruiters and talent acquisition experts to check
their observed process for hiring and acquiring talent and make accordingly amendments.

6.5- REFRENCES:
www.managementstudyguide.com
www.google.com; www.wikipedia.com; www.citehr.com

APPENDICES:

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