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Summer Internship Report On EMPLOYEE WELFARE SCHEME OF RELIANCE COMMUNICATION By KRITI MISHRA MBA Class of 2010 Under the Supervision of Dr. R.SUJATHA Professor Department of HR In Partial Fulfillment of Award of Master of Business Administration AMITY BUSINESS SCHOOL 1
Transcript

Summer Internship Report On EMPLOYEE WELFARE SCHEME OF RELIANCE COMMUNICATION

By

KRITI MISHRA MBA Class of 2010

Under the Supervision of

Dr. R.SUJATHAProfessor Department of HR In Partial Fulfillment of Award of Master of Business Administration AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH SECTOR 125, NOIDA - 201303, UTTAR PRADESH, INDIA 2010

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AMITY UNIVERSITY UTTAR PRADESHAMITY BUSINESS SCHOOLDECLARATION I, kriti mishra student of Masters of Business Administration from Amity Business School, Amity University Uttar Pradesh hereby declare that I have completed Summer Internship on EMPLOYEE WELFARE SCHEME OF RELIANCE COMMUNICATION as part of the course requirement .

I further declare that the information presented in this project is true and original to the best of my knowledge.

Date: 03/07/10 Place: Lucknow

KRITI MISHRA Enroll. No: A0102309087 MBA Class of 2010

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AMITY UNIVERSITY UTTAR PRADESHAMITY BUSINESS SCHOOLCERTIFICATE I hereby certify that kriti mishra students of Masters of Business Administration at Amity Business School, Amity University Uttar Pradesh has completed Summer Internship on EMPLOYEE WELFARE SCHEME OF RELIANCE COMMUNICATION, under my guidance.

(Lecturer/Asst. Prof./Prof.) Department of HR

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AcknowledgementThis project bears the imprints of many people without whose presence and spot this would have not being possible for me to draft it out in the manner it now lays in the hand of the reader. I would like to express the gratitude to the people who are an important part of this report. I would partially like to thank my industry guide Mr. Manish Srivastava and who is also my project guide and the entire HR team for their support and guidance and all my friends who have encourged me and inspired me to perform better and better each time. I dedicate this project to them who have been the facilitator in this journey of mine. I thank them all.

With regards, kriti Mishra A0102309087 MBA(HR)-10

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CONTENTS.No. No. 1 2 3 4 5 Chapter Name Introduction Human resource management Facilities for employee Research Methodology Suggestions, Recommendations & Conclusions Page 8 30 40 56 58

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INTRODUCTIONA DREAM COME TRUEThe Late Dhirubhai Ambani dreamt of a digital India an India where the common man would have access to affordable means of information and communication. Dhirubhai, who single-handedly built Indias largest private sector company virtually from scratch, had stated as early as 1999: Make the tools of information and communication available to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of mobility. It was with this belief in mind that Reliance Communications (formerly Reliance Infocomm) started laying 60,000 route kilometres of a pan-India fibre optic backbone. This backbone was commissioned on 28 December 2002, the auspicious occasion of Dhirubhais 70th birthday, though sadly after his unexpected demise on 6 July 2002. Reliance Communications has a reliable, high-capacity, integrated (both wireless and wireline) and convergent (voice, data and video) digital network. It is capable of delivering a range of services spanning the entire infocomm (information and communication) value chain, including infrastructure and services for enterprises as well as individuals, applications, and consulting. Today, Reliance Communications is revolutionising the way India communicates and networks, truly bringing about a new way of life.

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INDIA S LEADING INTEGRATED TELECOM COMPANYReliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock Exchange, it is Indias leading integrated telecommunication company with over 80 million customers. Our business encompasses a complete range of telecom services covering mobile and fixed line telephony. It includes broadband, national and international long distance services and data services along with an exhaustive range of value-added services and applications. Our constant endeavour is to achieve customer delight by enhancing the productivity of the enterprises and individuals we serve. Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002, coinciding with the joyous occasion of the late Dhirubhai Ambanis 70th birthday, was among the initial initiatives of Reliance Communications. It marked the auspicious beginning of Dhirubhais dream of ushering in a digital revolution in India. Today, we can proudly claim that we were instrumental in harnessing the true power of information and communication, by bestowing it in the hands of the common man at affordable rates. We endeavour to further extend our efforts beyond the traditional value chain by developing and deploying complete telecom solutions for the entire spectrum of society.

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LOOKING BACK, LOOKING FORWARDReliance Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by Shri Dhirubhai H Ambani (1932-2002), ranks among Indias top three private sector business houses in terms of net worth. The group has business interests that range from telecommunications (Reliance Communications Limited) to financial services (Reliance Capital Ltd) and the generation and distribution of power (Reliance Infrastructure Limited). Reliance ADA Groups flagship company, Reliance Communications, is India's largest private sector information and communications company, with over 80 million subscribers. It has established a pan-India, high-capacity, integrated (wireless and wireline), convergent (voice, data and video) digital network, to offer services spanning the entire infocomm value chain. Other major group companies Reliance Capital and Reliance Infrastructure are widely acknowledged as the market leaders in their respective areas of operation.

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ABOUT SH. DHIRUBHAI AMBANIFew men in history have made as dramatic a contribution to their countrys economic fortunes as did the founder of Reliance, Sh. Dhirubhai H Ambani. Fewer still have left behind a legacy that is more enduring and timeless. As with all great pioneers, there is more than one unique way of describing the true genius of Dhirubhai: The corporate visionary, the unmatched strategist, the proud patriot, the leader of men, the architect of Indias capital markets, the champion of shareholder interest. But the role Dhirubhai cherished most was perhaps that of Indias greatest wealth creator. In one lifetime, he built, starting from the proverbial scratch, Indias largest private sector enterprise. When Dhirubhai embarked on his first business venture, he had a seed capital of barely US$ 300 (around Rs 14,000). Over the next three and a half decades, he converted this fledgling enterprise into a Rs 60,000 crore colossusan achievement which earned Reliance a place on the global Fortune 500 list, the first ever Indian private company to do so. Dhirubhai is widely regarded as the father of Indias capital markets. In 1977, when Reliance Textile Industries Limited first went public, the Indian stock market was a place patronised by a small club of elite investors which dabbled in a handful of stocks. Undaunted, Dhirubhai managed to convince a large number of first-time retail investors to participate in the unfolding Reliance story and put their hard-earned money in the Reliance Textile IPO, promising them, in exchange for their trust, substantial return on their investments. It was to be the start of one of great stories of mutual respect and reciprocal gain in the Indian markets.

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Under Dhirubhais extraordinary vision and leadership, Reliance scripted one of the greatest growth stories in corporate history anywhere in the world, and went on to become Indias largest private sector enterprise. Through out this amazing journey, Dhirubhai always kept the interests of the ordinary shareholder uppermost in mind, in the process making millionaires out of many of the initial investors in the Reliance stock, and creating one of the worlds largest shareholder families.

CHAIRMAN'S PROFILERegarded as one of the foremost corporate leaders of contemporary India,Shri Anil D Ambani, 48, is the chairman of all listed companies of the Reliance ADA Group, namely, Reliance Communications, Reliance Capital, Reliance Energy and Reliance Natural Resources limited. He is also Chairman of the Board of Governors of Dhirubhai Ambani Institute of Information and Communication Technology, Gandhi Nagar, Gujarat. Till recently, he also held the post of Vice Chairman and Managing Director of Reliance Industries Limited (RIL), Indias largest private sector enterprise. Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and was centrally involved in every aspect of the companys management over the next 22 years. He is credited with having pioneered a number of path-breaking financial innovations in the Indian capital markets. He spearheaded the countrys first forays into the overseas capital markets with international public offerings of global depositary receipts, convertibles and bonds. Starting in 1991, he directed Reliance Industries in its efforts to raise over US$ 2 billion. He also steered the 100-year Yankee bond issue for the company in January 1997.

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HISTORY OF RELIANCE COMMUNICATIONLate Dhirubhai Ambani had a vision of making tools of communication available to commoners thereby allowing them to overcome barriers of mobility. Likewise, Reliance Communications is capable of delivering services covering entire gamut of information and communication value chain. Their products and services include infrastructure setting, applications and consultancy. Brief history Reliance Communications was set up as Reliance Infocomm in 1999 and from 2000 onwards laying of optical fibers started in Maharashtra, Gujarat and Andhra Pradesh. Reliance Infocomm was inaugurated in 2002 and first of interconnect (POI) was established in New Delhi in same year. Also in that year, Reliance Communications commissioned their 1st optic fiber backbone. In 2005, this company launched global roaming facility and CDMA services. Reliance Communications was formed in 2006 and listed in Bombay and National stock exchanges. Reliance Communications Limited founded by the late Shri. Dhirubhai H Ambani (1932-2002) is the flagship company of the Reliance Anil Dhirubhai Ambani Group. It is India's foremost truly integrated telecommunications service provider. With a customer base of over 36 million including close to one million individual overseas retail customers, Reliance Communications ranks among the top ten Asian Telecom companies. Its corporate clientele includes 600 Indian, 250 multinational corporations and over 200 global carriers and owns and operates the world's largest next generation, IP enabled connectivity infrastructure, comprising over 150,000 kilometers of fiber optic cable systems in India, USA, Europe, Middle East and the Asia Pacific region. For more information, visit: Regarded as one of the foremost corporate leaders of contemporary India, Shri Anil D Ambani, 48, is the chairman of all listed companies of the Reliance ADA Group,

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namely, Reliance Communications, Reliance Capital, Reliance Energy and Reliance Natural Resources. He is also the president of the Dhirubhai Ambani Institute of Information and Communications Technology, Gandhinagar An MBA from the Wharton School of the University of Pennsylvania, Shri Ambani is credited with pioneering several financial innovations in the Indian capital markets. He spearheaded the countrys first forays into overseas capital markets with international public offerings of global depositary receipts, convertibles and bonds. Under his chairmanship, the constituent companies of the Reliance ADA group have raised nearly US$ 3 billion from global financial markets in a period of less than 15 months. Shri Ambani has been associated with a number of prestigious academic institutions in India and abroad. He is currently a member of:

Wharton Board of Overseers, The Wharton School, USA Board of Governors, Indian Institute of Management (IIM), Ahmedabad Board of Governors, Indian Institute of Technology (IIT), Kanpur Executive Board, Indian School of Business (ISB), Hyderabad

In June 2004, Shri Ambani was elected as an Independent member of the Rajya Sabha Upper House, Parliament of India, a position he chose to resign voluntarily on March 25, 2006. Select Awards and Achievements

Voted the Businessman of the Year in a poll conducted by The Times of India Voted the Best role model among business leaders in the biannual Mood of Conferred the CEO of the Year 2004 in the Platts Global Energy Awards

TNS, December 2006

the Nation poll conducted by India Today magazine, August 2006

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Conferred 'The Entrepreneur of the Decade Award' by the Bombay Awarded the First Wharton Indian Alumni Award by the Wharton India

Management Association, October 2002

Economic Forum (WIEF) in recognition of his contribution to the establishment of Reliance as a global leader in many of its business areas, December 2001 Selected by Asiaweek magazine for its list of 'Leaders of the Millennium in Business and Finance' and was introduced as the only 'new hero' in Business and Finance from India, June 1999.

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VISION OF RELIANCE COMMUNICATION VISION We will leverage our strengths to execute complex global-scale projects to facilitate leading-edge information and communication services affordable to all individual consumers and businesses in India. We will offer unparalleled value to create customer delight and enhance business productivity. We will also generate value for our capabilities beyond Indian borders and enable millions of India's knowledge workers to deliver their services globally. Reliance Communications is now among the three most valuable private sector companies in India, and the five most valuable telecom companies in Asia. In the current Fiscal, Reliance Communications will spend Rs 16,000 crore to further expand and strengthen its network coverage across India and the rest of the world. In addition to organic growth, Reliance Communications will leverage the advantages derived from this impressive financial platform to explore and pursue any significant Opportunities available in the telecommunications sector. "We are currently evaluating a number of inorganic opportunities in select international markets to further expand our footprint," Ambani said. Reliance Communications One India, One Tariff plan allowed millions to connect across India at just one rupee a minute. The company was the first one to break the Rs 1,000 entry-barrier with the launch of the lowest-cost classic brand handset at Rs 777. As per its expansion plan, Reliance Communications will have the single largest wireless network in the world, covering over 900 mn Indians or more than 15% of the global population. It will cover 23,000 towns or every single Indian habitation with a population of over 1,000. Reliance Communications will cover almost 100% of all rail

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routes, providing seamless voice, video, radio, and Internet connectivity to 14 mn commuters every day. It will also cover almost 100% of all national highways, and 84% of all state highways, giving millions of users the power to talk, text, surf, play, chat or simply stay in touch across nearly the entire length of India's 2,00,000-km-long road network. Having achieved tremendous growth, the main challenge for Reliance Communications is to improve quality of service and ARPU. Its enterprise business is also not in a position to compete with the global majors. Stock market valuations may boost the fortunes of an entrepreneur, but Ambani needs to address the issues faced by the growing mobile customer base, especially in India, where bureaucracy takes pride in checking the businessman.

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CORPORATE PROFILEOrganizations, like individuals, depend for their survival, sustenance and growth on the support and goodwill of the communities of which they are an integral part, and must pay back this generosity in every way they can... This ethical standpoint, derived from the vision of our founder, lies at the heart of the CSR philosophy of the Reliance ADA Group. While we strongly believe that our primary obligation or duty as corporate entities is to our shareholders we are just as mindful of the fact that this imperative does not exist in isolation; it is part of a much larger compact which we have with our entire body of stakeholders: From employees, customers and vendors to business partners, ecosystem, local communities, and society at large. We evaluate and assess each critical business decision or choice from the point of view of diverse stakeholder interest, driven by the need to minimize risk and to pro-actively address long-term social, economic and environmental costs and concerns. For us, being socially responsible is not an occasional act of charity or that one-time token financial contribution to the local school, hospital or environmental NGO. It is an ongoing year-round commitment, which is integrated into the very core of our business objectives and strategy. Because we believe that there is no contradiction between doing well and doing right. Indeed, doing right is a necessary condition for doing well. Board of Directors

Shri Anil D. Ambani - Chairman Prof. J Ramachandran Shri S.P. Talwar Shri Deepak Shourie Shri A.K.Purwar

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ORGANIZATIONAL SET UPCHAIRMAN

PRESIDENT PRESIDENT

PRESIDENT

(PRESONAL BUSINESS) (ENTERPRISES BUSINESS) BUSINESS) SENIOUR V.P V.P GM DGM AGM SENIOUR MANAGER MANAGER DUPTY MANAGER ASST. MANAGER MANAGEMENT TRAINING

(HOME

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Code of Conduct(Adopted by the Company) Reliance Anil Dhirubhai Ambani Group of Companies continually reviews corporate governance best practices to ensure that they reflect global developments. It takes feedback into account, in its periodic reviews of the guidelines to ensure their continuing relevance, effectiveness and responsiveness to the needs of local and international investors and other stakeholders. The Code of Conduct(s) and Business Policies adopted by the Reliance Anil Dhirubhai Ambani Group (RADAG) Companies are given here. Values and Commitments Introduction Every significant management decision has ethical value dimensions. Managing ethics is particularly relevant for RADAG Companies today because it is critical to understand and manage highly diverse values in the workplace. Attention to business ethics is critical during times of fundamental change times much like those faced now by businesses like ours. In times of such fundamental change, values that were previously taken for granted are now strongly questioned. Many of these values are no longer followed. Consequently, there is no clear compass to guide us through complex dilemmas about what is right or wrong. To that end, RADAG Companies Values and Commitments are presented here. These should be used to guide our actions in business conduct.

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Ethics and Values at RADAG Companies Background At RADAG Companies, the issue of ethics is simple: it is a simple process that involves defining what is right or wrong, and then doing the right thing. Ethics Management at RADAG Companies is about values and associated behaviors. It is a process of defining values and ensuring that corporate and individual employee behaviors epitomize those values. We at RADAG Companies believe that any business conduct can be ethical only when it rests on the nine core values of Honesty, Integrity, Respect, Fairness, Purposefulness, Trust, Responsibility, Citizenship and Caring. Strong commitments to these high values have long been building principles for RADAG Companies. These values are not to be lost sight of by anyone at RADAG Companies under any circumstances irrespective of the goals that are intended to be achieved. To us, means are as important as the ends. Though the deeper significance of these values for us can not be captur ed in words, a brief description of what we really feel about these virtues is outlined below: Honesty We are committed to be truthful in all our actions. We strive to be honest and forthright with one another and with all our stakeholders. Integrity RADAG Companies insists on honesty, integrity and fairness in all aspects of its business and expects the same in its relationships with all those with it does business. There exists a clear vision and picture of integrity throughout RADAG Companies. Our reward and promotion systems are aligned with this vision of integrity. Upholding the RADAG Companies reputation is paramount. We are judged by how we act. Our reputation will be upheld if we act with integrity in all our dealings, even at a personal level, and we always do what we think is right at all times. We say what we mean, and deliver what we promise, and promise to stand for what is right. We always honour all our commitments. We stand for loyalty and trustworthiness.

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Respect We are committed to treat everyone fairly and with respect and dignity. We appreciate and value the skills, strengths, and perspectives of our diverse workforce. We request the uniqueness of each employee. We believe that each employee makes a meaningful contribution in RADAG Companies success. Fairness RADAG Companies is firmly committed to fairness and objectivity in all its action and interactions. Justice and fairness imbibed in the Organizations fabric ensure procedural fairness, impartiality and consistency in RADAG Companies operations.

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Purposefulness RADAG Companies sees its activities in terms of higher purposes and ideals. This purposefulness is a way of operating which ties RADAG Companies to its environment at a mutually beneficial dimension. Trust We endeavor to foster a participatory work environment where trust and confidence between team members is spontaneous. We always encourage teamwork with open, candid and speedy communication. Responsibility Our employees are expected to demonstrate highest levels of personal responsibility and continually affirm that they are responsible to themselves for the pursuit of excellence. At RADAG Companies accountability is individual rather than collective. Our employees are committed and enthusiastic to assume responsibility for actions for the organization. Citizenship We are a fiercely patriotic company, fully committed to achieving and participating in every conceivable way in the progress and integrity of India. We are committed to obey all the law s of India and the countries in which we do business and to do our part to make the communities in which we live better. Caring Compassion, sharing and kindness are values that we try to inculcate in our decision making process to achieve fairness. It is imperative that each one of us gets intensely driven from the heart towards upholding of these values in our day to day conduct. This initiative will further stimulate the creation and maintenance of a highly ethical work environment.

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COMMITMENTSBackground A firm belief that every RADAG Companies team member holds is that the other persons interests count as much as his / her own. It is not surprising that RADAG Companies has always been able to strike a mutually profitable equilibrium with ease while interacting with diverse internal and external stakeholder groups. RADAG Companies strives to make the good of these diverse stakeholder groups as part of its good. RADAG Companies recognizes that maintaining the trust and confidence of all its stakeholders is crucial to its continued growth and success. We are aware that a company must be an integral part of the society in which it operates: that it must fulfill a number of different expectations financial, social and environmental: and tha t there is no substitute to being right. We seek success by being sensitive and alive to the interests and concerns of others in the society, and by working constructively with them to find solutions of mutual benefit. In pursuit of these values outlines above, we are committed to the ethical treatment of all our stakeholders. Commitment to Stakeholders In all our relationships we demonstrate our steadfast commitment to all our stakeholders: Our employees RADAG Companies recognize that its commercial success depends on the full commitment of all employees. We are committed to respect the human rights of our employees. We strive to treat our employees with honesty, just management, due dignity and fairness. We are committed to provide our employees with a good, safe and healthy environment and competitive terms and conditions of service. RADAG Companies promotes the development and best use of human talent. It encourages the involvement of employees in the planning, direction and fair appraisal of their work. The employees are also encouraged to participate in the application of these ethics and values within the company.

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Our customers We are committed to produce reliable, world-class quality products and services, delivered on time, at a fair price. RADAG Companies strives to win and maintain customers by developing and providing products and services which offer value in terms of price, quality, safety and environmental impact, which are supported by the requisite technological, environmental and commercial expertise. Our environment RADAG Companies are committed to acting as a concerned and responsible community participant reflecting all aspects of good corporate citizenship. RADAG Companies are committed to achieving the global standards of health, safety and environment. RADAG Companies works with its community by volunteering and supporting education, medical welfare and other worthy causes that lead to sustainable development. Our shareholders We are committed to pursuing sound growth and earnings objectives and to exercising prudence in the use of our assets and resources. Enhancing shareholder value remains the prime driving force of RADAG Companies business and financial decisions. We will ensure our success by satisfying our customers and increasing shareholder value. Our lenders and other investors We are committed to truthful disclosure of all material facts and the regular and timely payment of all our debt service obligations. Our Suppliers and other service providers We are committed to fair competition and the sense of responsibility required of a good customer.

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The government RADAG Companies are fiercely patriotic company and is enthused and proud to be a home-grown enterprise. We are committed to the payment of all-applicable taxes and duties and adherence to allapplicable laws and regulations. Ethics Management RADAG Companies have established an elaborate Ethics Management Organization to underscore our commitment to ethical conduct throughout our Company. It is a key part of vigorous corporate-wide efforts to p romote a positive and ethical work environment. Ethics Compliance Process RADAG Companies Code of Ethics and Business Policies are applicable to: all personnel in the management cadre; and all full-time consultants, representatives, suppliers, contract ors and agents Applicability of the code and policies to other employees will be reviewed at a later date. Step 1 : Adoption and Acceptance of the Code and Policies All employees should adopt and accept the code and policies with immediate effect. A letter containing an affirmation / undertaking to that effect will be kept on record from each employee in and above the management cadre. This will be a one-time requirement. Such acceptance of the code and the policy will be considered as an automatic amendment of the terms and conditions of employment as outlined in the letter of appointment. Refusal by an employee to accept this policy / code will lead to his / her dismissal. Step 2 : Disclosure Every person covered under this code shall submit, no later than fifteen days from the date of the acceptance letter as explained in step 1, to the Ethics Office all the information required for the implementation and enforcement of the Code of Ethics. This will also be a one-time requirement

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Step 3 : Annual Reporting Every person covered under this code shall file, before each January 1, with the Ethics Office: an affirmation of personal compliance with Code of Ethics and Business Policies in the preceding year, and a statement listing all his potential conflicts of interest as defined in the Code of Ethics, or if there are none, a statement to that effect. the duly filled questionnaire on ethics compliance; and the duly filled information disclosure forms. Step 4: Compliance review process The Ethics Compliance Process comprises of the following: 1. Employees are urged to resolve all conflicts of interest and violations of the policy by self-regulation. 2. Ethics Office will use information collected from the disclosure and annual report process and if required obtain additional information to ensure that no conflict of interest or violation of ethics policy exists. 3. Conflicts of interest and violation of the policy will be promptly resolved by immediate termination of relevant contracts and / or appropriate disciplinary action. 4. For current year (2006 ), all conflicts of interest and violation of the policy will be resolved by termination and / or disciplinary action within 15 days of acceptance of the policy / code. The employee should note the following details: All actual / existing conflicts of interest and violations of the code should be promptly resolved by the employee by the process of self-regulation involving immediate termination of relevant contracts / arrangements. If the employee cannot for any reasons resolve conflicts and violations by self-regulation, he or she should to seek clarification of, and discuss questions about, each actual or potential conflicts and violations of the policy with the Ethics Office. Each actual or potential conflict of interest or violation of policy should be reported promptly with full disclosures to the

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Ethics Office as soon as the conflict / violation arise. Employee must also note the conflicts / violation in his / her annual business ethics report. Requests for a conflict of interest and violation of policy determination will be reviewed on a case-by-case basis. The request should include, as a minimum, the following information: A description of the employees duties and responsibilities with RADAG Companies . In respect of actual or potential conflict of interest, a description, in general terms, of the proposed outside activities to be performed by the employee, including the name, product lines, and market of the outside company or business in which the employee proposes to become involved. A description of the relationship of the outside company or business to RADAG Companies , if any (for example, supplier, customer, similar products o r, competitor). The proposed level of the employees involvement in, or proposed position to be held with, the outside company or business (for example, owner, employee, representative, consultant, advisor). Any other details in respect of an actual or p otential violation of the code. If the situation is deemed not to be a potential conflict of interest or a violation of the code, management should notify the employee of the decision in writing. When the potential conflict of interest or a violation exists and it is considered to be unacceptable the Ethics Office should promptly resolve the matter by initiating the actions that lead to termination of relevant contracts and / or appropriate disciplinary action. All information disclosed to management as required by this code shall be treated confidentially, except to the extent necessary to protect the Companys interest; principles of natural justice would be applicable to the decisions and review processes of the Ethics Office. Step 5: Ongoing Counseling and Ethics Education In order to support its ethics programme, RADAG Companies will develop a comprehensive ethics education and communication programme. These programmes will be developed to provide employees with job-specific information to raise their level of awareness and sensitivity to key ethical issues. While strongly recommending that employees err on the side of the caution, to begin with, here are some practical ways to hone individual sensitivities towards ethical dimensions in decision making.

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PRODUCTS AND SERVICES 1. Reliance Communication: 2. Broad Band 3. Corporate Wireless Group 4. Direct Sales Team (Handsets, prepaid and postpaid) 5. Direct to Home (DTH) 6. Wi-Max 7. Reliance Global (For ISD Calls)

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HUMAN RESOURCE MANAGEMENTFor any business to run one needs four Ms namely Man, Money, Machine and Material. Managing other three resources other than men, are easy to handle. Men are very difficult to handle because no two human beings are similar in all way. Human beings can think, feel and give response. Handling humans is more important for any business because human being have crucial potential that may be very profitable for the business. And these potential can be developed to an unlimited extent if they are provided with proper environment. So the function of managing men is as important as finance or marketing function in any business. HRM refers to practices and policies framed for the management of human resources in an organization, including Recruiting, screening, rewarding and appraising. Human resources have at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of three factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions. The objective of Human Resources is to maximize the return on investment from the organization's human capital.

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THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a worker-from the time of his or her entry into the organization until he or she leavescome under the purview of HRM. Specifically, the activities include are HR Planning Job analysis and design Recruitment and selection Orientation and placement Training and development Performance Appraisal and Job evaluation Employee and executive remuneration Employee Motivation Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. "Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives." Schwind, Das & Wagar (2005).

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HR STRUCTURE

PRESIDENT HR

CEO

CORPORATE HR

ENTITY HR CIRCLE HR

CORPORATE HR: Activities taken up by Corporate HR are Policy making Implementing suggestions - HEWITT CONSULTANT Strategic planning

ENTITY HR: Activities taken up by Entity HR are Execution of policies and practices Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are Recruitment Appointment 33

Training Payroll Employees issues Exit full & final HR FUNCTIONS

TALENT ACQUASITION Sourcing activity TALENT DEVELOPMENT Performance management system Training Carrier planning Suggestion planning TALENT MANAGEMENT Operation HR RECRUITMENT PROCESS

STEP 1: MANPOWER PLANNING. AOP (Annual Operating Plan), this process is taken up every year. It is taken up at Personal Level and Entity Level. Several points like Revenue generation, Acquisition number, etc. STEP 2: SOURCING ACTIVITY. There are three types of sourcing done at Reliance. After the resumes of candidates are chosen then the same is sent to the department head where the vacancy arises. The department head will then shortlist the same and they ask the HR department to fix an interview with the selected candidates. There are two type of interview which is taken up at Reliance, firstly the Functional interview and then the Functional Head and HR Head takes the interview. 34

INTERNAL SORCING Employee Reference Re-employment of former employee

EXTERNAL SOUCING

Placement Consultant Ruchika, the Age, the Avenue. Job Portals - Monster, NAUKRI. Campus Recruitment

STEP 3: APPROVAL. The HR executives will Negotiate the CTC with the candidate. The approval is sent to the CRC (Corporate Recruitment Cell). Then after it is sent to ECRC. Then the same is sent to CRL. The same is then sent to Management for SAP Applicant Code. The applicant code is given to HR CIRCLE. OFFER is made to the candidate, which leads to the Joining

Procedure.

AVERAGE TIME PERIOD: The process of recruitment takes about 10 15 days

ELIGIILITY CRITERIA: Education Qualification MBA with any specialization Not frequent job changes

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Tenure of last job should at least be 1.5 2 yrs

OTHER REQUIREMENTS: Reference check is usually done for High level job The recruitment may differ with the current position of the business

INTERNAL SOURCING In the event of an open position in Reliance Communication, suitable candidates are first searched internally within the organization. This is based upon in-house talent which could be redeployed. Advertisement for internal vacant position is done by following two ways: Through sending mail to all Reliance Infocomm employees across all locations including DAKC (Dhirubhai Ambani Knowledge City) Through DAKC Circular

Employees of Reliance Communication who have completed more than 12 months of continuous service only those employees can apply for position placed on Intranet. Internal candidates are considered in accordance with their abilities and potential. The process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a candidate with whom he/ she have worked in his/ her previous employment. Employees can check available vacancies on Intranet and can submit the resumes of prospective candidates who fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done in Reliance Communication with a view to take trained manpower back in the

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company. Re Hiring is done as per the policy issued by Central Recruitment Cell at Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes of prospective candidates, which act as a good source of recruitment for the companies. Consultants interview candidates and shortlist those according to the criteria laid down by the companies. This helps the employer to interview a limited number of potential candidates, the minimizing the time taken in receiving and sorting applications, etc. Reliance Communication chooses Consultants having national presence. This sourcing option is only considered by the company when there is scarcity for candidates with requisite experience and skills.

JOB PORTAL: The spread of Internet has enabled employers to search for candidates globally and has made recruitment easier. If vacancy arises, Reliance Communication browses the profile of candidates from the Job portal like naukri.com, monsterindia.com and then candidates are accessed through e-mail or telephone.

EMPLOYEE REMUNERATION

Remuneration is the compensation receives in return for his/ her contribution to the organization. Reliance Communication follows the cost to company (CTC) structure that reflects the total cost of an employee to an organization. It is designed to provide flexibility to an employee to structure their benefit package.

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PHILOSOPHY OF CTC Within the committed salary of an employee, provide maximum flexibility to an employee Cost all perquisites and benefits to an employee and make the employee appreciate the total costs incurred by the company on such benefits Enable the company realize and recognize the hidden payroll costs incurred on such benefits Why CTC is divided in two parts? As per the Indian Income Tax Rules the total Basic Salary paid to the employee is taxable. So Choice Pay can make your 60% salary non taxable.

PLI (PERFORMANCE LINKED INCENTIVE) 15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid once in a year depending on his performance during the assessment period.

CTC STRUCTURE

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The following are the main components to CTC structure. The CTC structure includes costing of all components of Compensation and Benefits an employee is entitled to. BASE PAY This constitutes up to 40% o the total annual compensation and it includes Basic Salary Employers contribution to the PF @ 12% of basic salary Employers contribution to the companys gratuity fund @ 4.81% of basic salary BASIC SALARY Basic Pay = Base pay/pf + gratuity Base Pay = 100 Basic Pay = 100/1.1681

PROVIDENT FUND Provident fund is to provide Social Security Benefit to the employee after retirement. PF is deducted from the first day of employment. The Company deducts 12% of the employees basic salary and makes an equal contribution. The employee can take loans for specific purposes against his/her provident fund accumulation. The employee is also covered under an Insurance Scheme, which provides for a payment of Rs. 37,000 / - in case of his /her death.

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GRATUITY Under the scheme Company contributes 4.81% of Basic Salary of an employee to the Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years of service. Employees who have completed 5 years continuous service with the company are eligible to get gratuity on separation from the company. In case of death, the minimum service requirement of 5 years does not apply. For calculating Gratuity, periods of service greater than 6 months will be considered as equivalent to 1year and less then 6 months will not be counted. As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- . Any amount paid in addition to 3, 50,000 /- will attract tax. All employees who have completed 1 year continuous service with the company are eligible to get gratuity on separation from the company.

CHOICE PAY This constitutes up to 60% o the total annual compensation and it includes Company Leased Accommodation Company Owned Accommodation Office Wear Allowance Leave Travel Allowance Company Leased Car Children Education Allowance Gift Coupons Conveyance Allowance Food Coupons Medical Expense House Rent Allowance Superannuation

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Special Personnel Allowance

FACILITIES RENDERED BY RELIANCE COMMUNICATIONCOMPANY LEASED HOUSE Company will arrange the house through an authorized real estate agent as per the choice of the employee. Security deposit by company. 12% percent Interest will be charged on deposit amount. The same will be debited in CTC. Rent would be exempted from income tax. 10% Perquisite Tax would be charged to the employee on his taxable income.

COMPANY OWNED ACCOMODATION No deposit no interest. Rent would be calculated @ 11 rupees per Square feet. Monthly rental would be charged to CTC Rental Amount will be exempted from tax 10% perquisite tax would be charged on employee. Security Deposit HRA House Rental Allowance HRA can be maximum 40% of Basic Salary. Deposit and rent has to be paid by employee by self

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To get the tax exemption the employee has to produce the rental agreements and rental receipts of the house. The employee cant claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE An amount of Rs.18, 000 P.A. is exempted for income tax. To get the exemption original bills to be submitted. Items covered under this head are as follows: Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE An Employee can block two months of Basic Salary as Leave Travel Allowance. He/She should take a minimum of 5 days leave (PL). In case of air travel-economy class fare is exempted and in case of rail travel second class AC fare is exempted. CAR Company will arrange a car through a car lease agency. Employee can choose any make/model. The EMI that will be charged would be Rs. 2095/- per Lac per month. The EMI amount per Annum would be exempted from Income Tax. He/She can travel within India only. He/She has to produce the original travel tickets.

MAINTENANCE & RUNNING COST

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Maintenance and Fuel Cost will be exempted as follows. Maintenance cant exceed Rs. 25, 000 per annum. If CC of the car is less than 1000 Rs. 1, 11,000 per annum. If CC of the car is more than 1000 Rs. 1, 50,000 per annum. The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car The above exemption would be provided on submission of original bills. There would be no tax exemption against if the employee has his own car. The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how much you have opted for. At the time of leaving CO. before 48 months then the employee has to pay FCV (For Closer Value) to the company from whom the loan is taken. If the employee is still stays after 48 months then employee will be charged 20% on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE Employee can claim exemption Rs. 2400 per year. This exemption is restricted up to two children. To pass the claim Employee has to submit the original bills. To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS A sum of Rs. 5000/- would be exempted against the Gift Coupons. The company would provide coupons worth Rs. 5000/- during the months of October & November. Validity of this coupons is one year This coupon is accepted at major outlets in city. FBT Tax 16.67% is charged.

CONVEYANCE ALLOWANCE

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If the employee is not using companys car then and only then he can claim this option. To getting the exemption bills are not required. Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS The Company gives SODEXO passes in term of Food Coupons. Food coupons are provided on monthly basis of Rs. 1300. A sum of Rs. 15600 per annum will be exempted from the income tax.

MEDICAL ALLOWANCE The employee gets an exemption of Rs. 15000 p.a. But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE Maximum 40% of basic salary can be calculated as HRA. But if employee owns the house in another state then he/she can ask for HRA and also opt for Company Leased House. SUPERANNUATION 13-15% of basic salary is transferred to trust. It can be given to employee only after the completion of 5 years with the company. The money is collected by a trust. To withdraw the money the employee has two options, either he can take the money monthly or he can take the money after 5years.

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SPECIAL PERSONAL ALLOWANCE Any amount which exceeds the limits of each allowance can be transferred under this head. SPA is fully taxable as per income tax rules.

LEAVESThere are four types of leaves available with the employees. PAID LEAVE CASUAL LEAVE SICK LEAVE OPTIONAL LEAVE

Additional Information: No leaves can be clubbed with another leave. Minimum 90 days leave should be in balance for the encashment of leaves. PAID LEAVE There are 30 days PL available with the employee after the conformation. The PL is available after 180 days from the date of joining. The employee can take only 3-5 PL at a single time CASUAL LEAVE There are 5 days CL available to an employee from the date of joining. 45

The employee can take 1-3 days CL at a time. SICK LEAVE There are 10 days SL available to an employee from the date of joining. The employee has to submit doctors certificate if the leave extends to 2 days. OPTIONAL LEAVE There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATIONJoining Day is the day when an employee recruited on the payrolls of the company. The HR Rep. should be in constant touch with the candidates till the date of joining. Collect the information from the candidate regarding the date and mode of arrival to the location of joining. Arrange for pick-up of the joinee & family from the station/airport and take them to the hotel as per the requirement. If pick-up arrangement cant be arranged then give complete address/directions to the hotel & the office to joinee. HR Rep. should give a brief introduction to the new joinee on the following: Geography of the Location/City/Town. Organization Structure. Status of the Project/Operations of the circle. Role of the employee. RESIDENTIAL & MOBILE TELEPHONE Residential & Cellular Phone are allotted to employee based on the role and responsibility level and should not be treated as Perquisite. The Residential & Cellular Phone provided by the company will be on the name of company.

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Circle / Business Entity Head can take any of the following decisions with respect to Residential Telephone Connection: Obtain the telephone connection on priority basis by paying higher amounts. Provision of STD / ISD Facility. Reimburse only Telephone Rental expenses. Reimburse the Local Call Expenses. Reimburse expenses related to only official calls. Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP All full time permanent employees who will be available at their office desk for more than 80% of the working hours on daily basis will be provided with a desktop PC on their workstation. The circle/Business Entity head can take decision to allotment of Lap Top in lieu of desktop PC based on the role of the employee. INDUCTION Induction is also called orientation, which is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organization. iNEP INDUCTION PROGRAM

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The Human Resources Department structures an appropriate induction programmes to orient the new employees to various businesses and services at Reliance communication. A two-day Induction program (iNEP- Infocomm new employees program) is offered to all new employees. The company which takes the induction program for reliance communications is RELNIS NI SPARTA.The induction program helps the employee to integrate in the new environment and provide an overview of the Organization as a whole. It also provides an opportunity to the new entrant to engrain the original values and ethics as well as the style of functioning. This program is all about: Developing a shared understanding of Reliance communications vision and mission. Familiarization with leaders at Reliance Communication. Networking and integrating with Reliance Communication employees. This program provides information on: The history of reliance group The fundamentals of telecom business Introduces technologies and key concepts of the business. This program shares the companys strategic objectives, organization structure and processes and systems. Presentations are made from representatives from various business units and functions.

EXITSDEPUTATION Due to business requirements, employee may be required to be posted to other location than your primary location.

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If such posting requires you to relocate from your base location beyond 29 days, then it is defined as deputation. If such posting requires you to relocate from your base location beyond 3 months, then it is defined as Transfer. Deputation letter is given and respective deputation allowance is paid to the employees as per policy. TRANSFER Business needs may be required an employee to be transferred on permanent basis One circle to another circle One location to another location

Departmental head initiates the request for transfer of an employee and forwards the same to the circle HR Representative. Employee will receive transfer letter from Circle HR Representative of the primary circle/location. SEPARATION RHRS believes in treating all employees separating from the company with utmost dignity. RESIGNATION Resignation means employee voluntarily leaving the services of company either for professional or personal reasons. Employees must serve a written resignation, mentioning the relieving date to his/ her departmental head that will discuss and obtain the approval of the circle head. The accepted copy of resignation letter with the approved relieving date must be forwarded to the respective HR. Confirmed employees are required to give 3 months notice in advance and employees on probation are required to provide 15 days notice in advance.

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JOB ABANDONMENT If an employee remains absent without leave or remains absent beyond the period of leave originally granted, he shall be considered as having voluntarily terminated his/ her employment without giving any notice unless he/ she: Returns to work within 8 days from the commencement of such absence. The employee gives an explanation to the satisfaction of the management regarding such absence. TERMINATION Termination is an undesirable outcome for employee as well as the company, but may be necessary if the employee Violates the company policy Is unable to meet companys performance standards

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

Prior to leaving, an exit interview is conducted to gather feedback and recommendations of the outgoing employee. Exit interview is a one-to-one discussion where voluntary views and suggestions are taken from the outgoing employee on what 50

his/ her expectations had been at the time of joining the company and reason for leaving the company. The circle HR arranges the exit interview.Listed below are some of the exit interview questions that Reliance Communication asks to departing employees in Exit interview. To what extent did he/ she expect to experience following features of work at the time of joining the company Job security Career prospects Good compensation Self development Welfare Operational freedom

To what extent did he/ she find that features of work in the company Overall opinion about company, how much hike and other benefits offered by new company compare the one he/she is leaving, and is he/ she is interested in rejoining the Reliance Communication and on what conditions are collected.

FULL & FINAL SETTLEMENT When the employee leaves his/her job it is required that all his/her financial obligations are settled. Financial obligations like: Outstanding Advances/loans Any undertakings he/she has given to the company in terms of Cost of mobile as per company policy Opting for company lease car Or any other undertaking given by him/her

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And turn in his/her identification cards, key and any other property, which he/she had issued. The full & final amount is paid to employee after recovering all advance/outstanding dues.

HR SUPPORT SYSTEMSAP HR

The Reliance ADA group is on the move to e-enable all HR functions and the employee interface. We are in the process of adopting state-of-the art ERP software SAP, across all locations and businesses. As a service to the most valuable assets, i.e. the employees, the Group HR is upgrading its extensive web-enabled services into an internet enabled employee portal which will enable employees from across the country to interact with HR & Payroll for any requirement i.e. applying for and sanctioning leave, information on policies and procedures, entering expense claims, updating their own databases, etc.

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

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

PERSONAL INFORMATION Employee can view and update their personal data such as Educational details Details of previous employers Family related information Change of marital status Change of residential address etc.

PAYROLL RELATED INFORMATION Employee can view their monthly updates on the following: Pay slips Income tax projections PF Statements REIMBURSEMENT

Employee can submit their claims of following reimbursement online Telephone bills Local conveyance Medical reimbursement

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COST TO COMPANY (CTC) CTC related activities

ENTITLEMENTS Medical insurance Travel Entitlements INCOME TAX RULES

Details of exemptions and benefits as applicable to employee.

STATUTORY WELFARE SCHEMES The statutory welfare schemes include the following provisions: 1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

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4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. 55

NON- STATUTORY SCHEMES Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

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6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

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

METHODOLOGIESRESEARCH METHODOLOGYA Research Design is a framework or a blue print which is used in collecting the data it provides an objective which cannot be completed without a research design.It specifies the methods by which the data has to be collected and it also provides the procedures to conduct the research effectively. Its is an overall operational pattern of the project that stipulates what information has to be collected from what sources and methods. RESEARCH OBJECTIVE To determine whether employees have a healthy work culture. To obtain employees satiisfaction with the welfare propoganda offered to them. To see whether employees motives being realised with company objectives.

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To see whether the employees get motivated through welfare activities. To see whether the welfare schemes helps in aligning targets as per the business strategies.

SOURCES OF BUSINESS DATA Data collected from the company . Internet HR executives Trainees Articles

PROBLEM FACED WHILE COLLECTION OF DATA Diplomatic responses. False information. Misleading feedback. Unwillingness of respond. Limitation of time.

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FINDINGSSWOT ANALYSIS

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STRENGTH Healthy ambience. Good work culture. Safe n protected work place. Performance linked remuneration. Centrally located as per business requirements. Medical benefits. Loyal and hardworking workforce.

WEAKNESS Laidback attitude of the employees. Less motivated. No proper place for each employees. Lack of competitive strength. Limited budget.

OPPORTUNITY Rooted base. Talent retention. Competitors vulnerbility. Enhancing business productively. Financially strong.

THREAT Wrong recruitment may effect future performance. Technological advancements. Increase in competition. New entrants.

CONCLUSION

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Reliance Communications Ltd is a flat organisation leading its employees to achieve companys target as well as their own goals and objectives. The welfare schemes offered at Reliance Communications Ltd is encouraging attempt and gives the workforce a move towards Self Reliance. The various schemes like Employee status Insurance (ESI) offers the medical benefits to employees and to their families. The family also avails the benefit. The employees at Reliance Communications through such benefits have good standard of living. Their families also get a secure lifestyle and the company strives to aim at employee retention through employee retention schemes. The Human Resource scheme makes their lives colorful through schemes like celebration of festivals of Indian Culture and international days like Mothers Day and Fathers Day. Various plans and strategies of Human Resource strive to give their employees a global healthy Scenario and aim at strengthening work forces performance. It provides a beautiful experience for the employees to go through all the schemes and benefit from them. The distribution of schemes like Sodexho (food coupons) to employees who can avail them are given to the them. The welfare attempts by the organization like safe premises, healthy ambience, and central location gives the work force a good and encouraging atmosphere.

SUGGESTIONS

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The company should be flexible to recognize the talents of the workforce and distribute the schemes in order to retain universal and efficient workforce. The diversity of the employees can be welcomed only when the right facility is given at the right time. Feedback is an important tool when a new scheme is launched in the company. Need of an scheme should be given a serious thought thus forming a milestone for the next generation of schemes. Man power is everything for the company and this should be realized and with the welfare schemes the foundation can be made strong and deeply rooted. Man is the money and man is the resource and welfare schemes triggers him to perform to its optimum level. Good welfare schemes are the weapon which curbs the pangs of exploitation. Basic amenities should be fulfilled for employees. Man is family bounded so the company should let him prioritize his goal thus the welfare schemes should give him this leverage. Welfare Schemes given at Reliance Communication should be updated as per the requirements. The Welfare Schemes should be in link to the welfare guidelines of the Indian Government and state government. The growth of woman in every sphere need to be tackled with wit and competent schemes to retain the women talent. The company should give alumni culture so that the post retirement the learned employees can come back and share their experience and learnings with the new entrants.

The welfare schemes should encircle the employees totality of needs ranging from his business goals to his personal goals.

The reliance communications limited adheres to the policy of welfare schemes realizing every employees needs, thus readily accepting the strengths and weaknesses allowing the workforce to be comfortable in the scenario. Its like a home away from home.

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BIBLIOGRAPHY www.theoriginof,com/html www.rcom.co.in www.referenceforbusiness.com 63

www.baselinemag.com http://industrialrelations.naukrihub.com/employee-welfare.html www.termpaperwarehouse.com Human resource management by aswathappa.

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