Professional Documents
Culture Documents
This Summer Project Study is her original work and has not been submitted to any other
University/Institute.
PROF. R.K Ojha
Program Director-
Date:
Place: Jaipuria Institute of Management, Lucknow
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
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.
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 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.
Secondary objective
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
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.
15
above all to create long term value for its stakeholders and the society. It is into following
business
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:
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.
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.
19
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
UP East (6 Circles)
Varana
si
UP West
Jhansi
Kanpu
r
Luckno
Allahaba
d
Gorakhp
ur
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
ENTRY LEVEL
Intex Aqua 4g
MID RANGE
Moto G 3rd Gen
HIGH END
Samsung Galaxy S6, S6 Edge,
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.
In September 2015, total telephone subscription stood at 1,022.61 million, while teledensity was at 80.98 percent.
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.
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.
996.49 million
2.63
577.18 million
419.31 million
89.89%
10.11%
79.38
148.61
48.37
29.59 million
969.89 million
24.93%
75.07%
91.68%
8.32%
2.12%
77.27%
99.20 million
19.07 million
118.27 million
19.07 million
283.29 million
302.35 million
25
190.6 million
111.76 million
89.06 MB
278.22 MB
99.46 MB
WEAKNESSES:
OPPURTINITIES:
26
THREATS:
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
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:
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.
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
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
Type of organization
Number of departments
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
Expert Forecasts: This includes informal decisions, formal expert surveys and
Delphi technique.
ii.
iii.
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.
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
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.
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.
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
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.
<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
Educational Qualification
Percentage
HR Manager
27
54
13
26
Unit Head
05
10
Organization Head
05
10
Total
50
100
Fig:1
38
No. of Employees
HR 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.
Number of Employees
12
Percentage
24
Satisfied
17
34
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
15
30
Dissatisfied
10
20
Very Dissatisfied
14
28
Total
50
100
Fig:3
40
No. of Employees
Very Satisfied
Satisfied
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
09
18
Dissatisfied
07
14
Very Dissatisfied
04
08
41
Total
50
100
Fig:4
Satisfied
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
03
06
42
Dissatisfied
01
02
Very Dissatisfied
00
00
Total
50
100
Fig:5
Satisfied
Dissatisfied
Very Dissatisfied
10%
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
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.
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.
45
Table:8
Number of Employees
34
Very Satisfied
Percentage
68
Satisfied
11
22
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
Number of Employees
18
Percentage
36
Satisfied
13
26
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.
Number of Employees
00
Percentage
00
Satisfied
00
00
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.
49
50
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.
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
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
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
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.
54
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:
55
56