SUMMER TRAINING PROJECT

ON

RECRUITMENT & SELECTION POLICIES OF

Reliance infrastructure Ltd

Project Submitted in Partial fulfillment of BBM to

THE IIS UNIVERSITY

Submitted To: - Submitted By:-

Vandana ma’am Neha Goyal

BBM SEM VI ‘A’

ICG/2010/10657

ROLL NO. 100338

from may 16 to 30 june 2012 .

DECLARATION

I NEHA GOYAL, Student of BBM, Hereby declare that the Project

Report entitled ―Satisfaction level amongst employee about Recruitment

and Selection Process at RELIANCE INFRA STRUCTURE is a piece of

genuine work done under the guidance of Mr. ASHWIN KUMAR at

RELIANCE INFRA STRUCTURE . The project is undertaken as a part

of Summer Training Project accomplished for the partial fulfillment of

the RELIANCE INFRA STRUCTURE. The matter embodied in this

project report has not been submitted elsewhere by anybody for the award

of any degree or diploma.

NEHA GOYAL

BBM SEM VI ‘A’

ICG/2010/10657

ROLL NO. 100338

S.No. Contents Page No.

1 Acknowledgement 1

2 Preface 2

3 Introduction of the project 3

4 Company profile 4-11

Introduction to Company 4-7

History 8

Awards & Reorganization 9-11

Products & Services 11

5 Project Profile 12-24

Introduction to recruitment & selection

policies

12-20

Market Analysis of Company 21-23

SWOT Analysis 24

6 Review of literature 25-28

7 Research methodology 29-32

Objective of research 30

Scope of research 31

Hypothesis 32

8 Sampling Technique 33-34

9 Research Design & Instrument 35-36

10 Data Collection 37-39

11 Data analysis 40-56

12 Facts and findings 57-59

13 Recommendation 60

14 Conclusion 61

15 Limitation 62

16 Bibliography 63-64

17 Annexure 65-67

ACKNOWLEDGEMENT

Any job in this world, however trivial or tough cannot be accomplished

without the assistance of other. I would hereby take the opportunity to

express my indebtedness to people who have helped me to accomplish

this task. With a deep sense of gratitude , I once express my sincere

thanks to my project guide vandana Mam for their active support and

continuous guidance without which it would have been difficult for

me to sustain in this world . I would also like to thanks MR. ASHWANI

KUMAR (manager) of R infra for providing me with the required data.

I am very much thankful to the whole staff of R infra for their support

and suggestions.

Neha Goyal

PREFACE

Research work in management is extremely important for it gives a close

view of the real business world and bridges the gap between theory and

practical. For any BBM student who is striving to perform outstanding, it

is of paramount importance that apart from theoretical knowledge one

must also gain practical knowledge which in turn widely influences their

conceptions and perceptions.

This project was undertaken towards the partial fulfillment of the

requirements INTERNATIONAL COLLEGE FOR GIRLS (ICG)

Jaipur. This really provided me an opportunity to demonstrate my ability

in applying theory to practical business situations. The study undertaken

by me is "recruitment & selection policies.” In this, I have tried to

perform my best. In the forthcoming pages an attempt has been made to

present comprehensive report concerning different aspects of my project.

INTRODUCTION TO THE PROJECT

The success of modern organization is heavily dependent on the

contribution made by the employees as they perform the various tasks to

which they are assigned. Organization tend to be successful, employees

are satisfied and productive in performing their tasks.

Personnel management service to use human resource in an effective

manner so as to transform them for realizing the objective of

organization. Thus it aims at relating the people at work with the

activities necessary to achieve the organizational goals.

Personnel management activities include:

Planning, designing and evaluating the employee’s job and

agreement to ensure their effective implementation.

Recruitment, selecting, training and developing motivating

employees perform the job effectively.

Providing satisfactory relations between the organization and

people through fringe benefits and labour relations.

To contribute to the formulation of organization personnel

policies.

Company profile

Introduction

Reliance infrastructure ltd

Type Public company

Traded as BSE: 500390NSE: RELINFRA

Industry Utilities (energy)

Founded 2002

Headquarters

Mumbai, India

Key people AnildhirubhaiAmbani(Chairman)

Products electrical powernatural gas

Services Electricity generation and distributionnatural gas exploration,production, transportation and distribution

Revenue   17,906 crore (US$3.24 billion)(2012)

Net income   2,000 crore (US$362 million)(2012)

Total assets   34,018 crore (US$6.16

billion)(2011)

Employees 8,988 (2011)

Parent Reliance Anil Dhirubhai Ambani Group

Website www.rinfra.com

Reliance infrastructure, a part of Reliance Group, is India's largest

infrastructure company with turnover of over Rs.15,690 crore and market

capitalization of over Rs. 24,450 crore as on March 31, 2010.

Reliance Infrastructure Limited is India’s leading utility company having

presence in across the value chain of power business i.e. Generation,

Transmission, Distribution, EPC and Trading and the largest

infrastructure company by developing projects in all high growth areas in

infrastructure sector i.e. Roads, Highways, Metro Rails, Airports and

Speciality Real Estate.

Our presence spans across three verticals:

- Engineering, Procurement and Construction

- Energy

- Infrastructure

Engineering, Procurement and Construction 

EPC offers a single point solution to the execution of power plants

including project engineering, procurement, construction &

commissioning for its clients. The world of tomorrow will feature

abundant energy that will spark a million smiles and dreams. Our EPC

division is ushering this energy revolution with power plant projects.

Along with full service project advisory capabilities, we manage power

plants on a turnkey basis and provide industry specialist services such as

fuel management advice and fiscal advice. Our the turnover of the

division was Rs 557 crore (US$ 120 million) and order book position of

over Rs 18,530 crore (US$ 4 billion) as on June 30, 2010.

Energy

Our core competency in energy extends to generation, transmission,

distribution and trading. This comprehensive sphere of influence extends

our vision of a highly developed India within our realms. We distributed

more than 36 billion units of electricity to 30 million consumers and

generate 941 MW of electricity from our power stations. Our

transmission division is developing 5 transmission projects, with total

project outlay of Rs 6,640 crore (US$ 1.4 billion).

Infrastructure

RInfra has a significant presence in the construction of roads, metros,

airports and real estate. Infrastructure is decidedly the most visible and

important form of development in a nation. We signify this with our 11

road projects of 970 kms worth about Rs 12,000 crore (US$ 2.6 billion).

We are currently implementing 3 metro rail projects in Mumbai and

Delhi worth around Rs 16,000 crore (US$ 3.4 billion).In the real estate

space, we are in various stages of bidding/negotiation/planning with over

400 million sq. feet of mixed use built up potential.

Enhancing Our Legacy/ Carrying the Legacy

Our passion to excel in every endeavor emanates from the legacy of our

founder Late Shri Dhirubhai Ambani. His values and ideals stand

with us as we collectively seek to further develop the society,

landscape and the nation we are a proud part of. In the years ahead of

us, we will keep exploring the unknown in our quest for excellence.

Highlights for Company Profile

One of the largest Indian business conglomerate.

Leading Private Utility Firm in Transmission.

Significant presence in EPC, Energy and Infrastructure.

 

History

Reliance Infrastructure Ltd. (BSE: 500390, NSE: RELINFRA)

formerly known as Reliance Energy and prior to that as Bombay

Suburban Electric Supply (BSES), Its India's largest private sector

enterprise in power utility and its a company under the Reliance Anil

Dhirubhai Ambani Group banner, one of India's largest conglomerates.

The company is headed by Anil Ambani. The company's corporate

headquarters is situated in Mumbai. The company is the sole distributor

of electricity to consumers in the suburbs of Mumbai. It also runs power

generation, transmission and distribution businesses in other parts of

Maharashtra, Goa and Andhra Pradesh.

Awards & Accolades

Environmental Awards

2006 - Greentech Award for Environmental Excellence" for the year

2006.

2005 - Greentech Award for Environmental Excellence" for the year

2004-2005.

2001 - Indo-German Award for Environmental Excellence" by Greentech

Foundation.

2000 - Indo-German Award for Environmental Excellence" by Greentech

Foundation.

2000 - Federation of Indian Chambers of Commerce & Industry (FICCI)

Award.

2000 - Millennium Business Award for Environmental Achievement" by

United Nations (UN) and International Chamber of Commerce (ICC) at

BUDAPEST.

1999 - Environment Performance Award" by Council of Power Utilities

(CPU ) as a part of Thermal Centenary Celebration-1999.

1998 - The G-51 Millennium Award in the field of Mother Earth

protection.

1998 - Dr.R.J.Rathi Environmental Award.

1997 - International Greenland Society National Award.

Safety Awards

2006 - NSC- Maharastra Chapter - Safety Awards - 2005 for "Lowest

Accident frequency rate" during the year 2005.

2005 - NSC - Maharashtra Chapter - Safety Awards – 2004.

2004 - Four Stars" Ranking by British Safety Council, UK for

Occupational Health and Safety Management System.

2004 - National Safety Council-Maharashtra Chapter.

2004 - National Safety Award-2003" by Govt. of India.

2001 - Safety Award-2001- Yogyata Pramanpatra" by "National Safety

Council of India" for good performance in OSH for 1998 to 2000.

1999 - National Safety Council-Maharashtra Chapter" for longest

accident free period during 1999.

Operational Performance Awards

2006 - 2006 - International Quality Crown Award (IQC Award) in Gold

Category" by Business Initiative Directions (BID) , Spain.

2006 - CII - National Award for Excellence in Energy Management" for

2006 - by Confederation of Indian Industry(C I I ).

2006 - First Prize - National Award for Meritorious Performance by

Central Electricity Authority (CEA), Govt. of India for its Excellent

PERFORMANCE amongst Indian Thermal Power Plants in the year

2004-05.

2005 - Maharastra Energy Development Agency (MEDA) Award for

Excellence in Energy Conservation & Management in Thermal Power

Station sector for the year 2005.

2005 - Vishwakarma Rashtriya Purasakar - 2004 (Eight Employees) - by

Ministry of Labour and Employment., Govt. of India.

2005 - CII - National Award for excellence in Water Management" for

2005 - by Confederation of Indian Industry(C I I ).

2004 - Reliance Energy was presented the prestigious "QIMPRO

Benchmark 2004" award by the QIMPRO Foundation in the "Service

Category" on the basis of its performance in 15 parameters including

attributes such as Leadership, Strategic planning, Communication,

Quality Management System, and Customer Interaction Management,

among others - by QIMPRO Foundation.

2004 - Dahanu TPS was named as one of the worlds top 12 power plants

of 2004 by Platts Power Magazine, in its July/August 2004 edition based

on several selection criteria such as operational efficiency, minimal

environmental impact, technology use, financing structure, etc.

Products / Services

Products:

Electricity

Services:

Generation of power

Designing, engineering, erection, installation and maintenance of

power projects

Transmission of power

Distribution of power

Engineering, Procurement and Construction contracts

Infrastructure projects

PROJECT PROFILE

RECRUITMENT AND SELCTION POLICIES

Recruitment RU

Recruitment is a process of locating and encouraging potential applicant

to apply for existing or anticipated job openings. It is actually s linking

function, joining together those with jobs to be to fill and those seeking

jobs. Recruitment process, logically aim at

(i) Attracting large number of qualified applicants who are ready to take

up the job if offered

(ii) offering enough information for unqualified persons to self select

themselves out.

R E C R U I T M E N T P R O C E S S

1. Identification of a Vacancy

 Its duty of every employee having grade of Deputy General Manager

and above to identify the Vacancy and inform the HR as soon as

possible. The reason for a vacancy may be:

  Staffing changes: Resignation by an employee, termination from

his /her duty, person went for retirement, long/short leave Like in case of

illness, maternity leave, secondment, promotion of a person resulting

into vacancy of that particular post, coming of new projects which needs

more employee .Work Requirement Changes coming up of unexpected

work l ike very short term preparation of bidding team which comes

into existent just before the floating of a project by government,

temporary additional workload like visiting of CEO, DO or Chairperson

Anil Ambani -for that preparation of reports, presentation are required

which make busy employee of  various department.

2. Review the need for the position to fill the vacancy HR manager

will review the short and long term requirement from the position

and need to fill the vacancy for that HR manager will consider

Staffing Plan which indicates how much more employees are

required and where are the surplus and what work area, how

many people are handling .

Budget: Budget has been allocated among various department for

spending on employee salaries, recruitment etc.

Job description and job specification:

This task is jointly done by HR manager and various department

head. In Reliance infra structure, it is bottom up approach;

  Where in requirements for new employees some time come up

the bottom of the pyramid. For example, need for extra

  employee job description and specifications are passed on from

DGM to GM, from GM to Assistant VP, from Assistant VP to

Sr. vp. Finally consensus is done by HR manager and Sr. VP.

Then the request is forward to director of operations with whom

Lies the ultimate power.DGM, GM, Assistant VP etc. are all

Involved in deciding upon job title, job summary, job activities,

Working conditions and social environment. Fundamental

Attributes of a job specification are mostly decided by the HR

Manager only after a talk with different departments. Contra

indicators like job involving frequent visits to site should be

given to females etc. are mostly provided by DGM,GM etc.

S O U R C E S O F R E C R U I T E M N T

In R infra ltd., both internal as well as external sources of recruitment

are used.

Internal Sources:

Persons who are already working in R infra constitute internal sources.

Also retrenched employees, retired employees, dependent of deceased

employees, children of existing employee constitute the internal

sources. Where any vacancy arises, someone from within R infra is

upgraded, transferred, promoted or even demoted.

Methodology adopted:

 Internal communication through notice boards, e-mails and by

updating on the internal server blue ocean.

External Sources Campus Recruitment

CAMPUS RECRUITMENT:

R infra hires fresher directly from IITs, NITs, Regional engineering

college like Punjab Engineering College, Delhi College of Engineering

etc. for the post of Assistant Manager. Also for higher managerial

posts, it goes to management institutes like IIML,

IIMI, XLRI, and NITIE.

Methodology

 

Certain parameters are being used for deciding upon which college to

go to. First one, it rely on the ranking given to various colleges by

different magazines, Second, depending upon location of project site

e.g. if the upcoming project is located in West Bengal, they will prefer

to hire from that state as it is the requirement of such kind of  jobs.

Third, depending upon the location of corporate office that is in Noida.

Also they used one more parameter that is how much people

actually joined out of recruited from particular College. They

maintain a database for it and where this ratio is high become the top

priority college.

 

Electronic Recruiting

This is done through various job portals likenaukri.com, yuva job.com

etc. this is generally used to hire work experience people only and not

freshers .

Unsolicited Applicants/Walk in

This method is generally used to hire people on contract and usually for

the department like administrative. The company makes a data bank

and whenever a suitable vacancy arises, the company would intimate

the candidates to apply through a formal channel. Any walk-ins R

infra treat very courteously.

 Company times saved for searching for candidates. Eligible candidates

themselves applied for it. One of the disadvantages is that the jobseekers

generally apply to number of organization and when they are actually

required by the organization they are either already employed or simply

not interested.

A L T E R N A T I V E T O R E C R U I T M E N T

Overtime

This followed in great deal in R infra where in short term fluctuations in

work volume could best be solved through overtime like a new project

is being floated by Govt. To evaluate such project and then apply for it

needs a bidding team which is prepared from within the

 Company. They hold dual responsibility of their previous department

and also bidding department work.

Temporary employees

Reliance hire temporary workers on contract based for some of

administrative post and other department also to meet sudden increase in

work.

OUTSOURCING

This is used in reliance infra a lot where in some specialized work is

outsourced to outside parties like to prepare a design for wind tunnel,

Outsourcing is done iit Kanpur etc.

RECRUITMENT POLICY STATEMENT

1 .Advertise vacation created in organization internally and provides the

opportunity to internal employee first to respond to it.

2. Recruitment and selection will be guided by requirements of relevant

legislation and diversity policies, strategies and initiatives and by its

agreed priorities for developing a workforce profile that reflects the

diversity and characteristics of the student population and the wider

community.

3All appointments will be made on the basis of careful and consistent

application of the principle of merit and adherence to the guidelines.

4. Appointments will be made in open competition from the widest field

of applicants, attracted by internal and normally external advertising.

5. Recruitment and selection processes will be conducted on the basis

of fair and equitable treatment of all applicants.

6. All processes will be conducted so as to guard the confidentiality of

applicants and preserve the integrity of the process.

7. Recruitment and selection processes will be consistent, transparent,

professional and timely.

 8. The company will foster continuous improvement of recruitment and

selection policy and procedures, and supporting technology to deliver

high quality services efficiently and effectively.

Selection

Selection is the process by which companies who or who will not be

allowed into organizations.

For selection reliance infra uses a series of steps:

1. Resume filtering

2. Interview Process

 3. Final Decision

4. Probation

5. R infra Employee

R E S U M E F I L T E R I N G

1. A mechanical method is employed for resume filtering which is done

by HR Managers himself. A database is created in excel through which

it is cross checked that a candidate rejected by the company could not

apply within less than six months of rejection.

2. The resume are scrutinized for the following things-

 In case of fresher’s: Percentage/CGPA marks in 10th, 12th and degree.

Usually the criteria are to filter only those resumes which have more

than 65% in all the cases. Then how many technical projects had been

under took by candidate and its relevance to their company, academic

achievement in technical area. For fresher’s, R infra remains limited to

Electrical, Civil and Mechanical.

In case of work ex people: The companies where in the candidate

Had worked his role and responsibility over there and number of year

of experience. Then came at the end academic part. Usually people with

work ex in NTPC are preferred.

Interview Process

1. For fresher’s different methodology has been adopted as compare

to experienced one-

For freshers:

First a group discussion is conducted wherein allowed 10-12

candidates to participate. A general topic is given for discussion.

This round is checking for communication level, behaviour,

leadership quality and attitude in a group of candidate.

Second a written test is conduction which is totally technical in

nature. It is different branches of engineers like it is different for

electrical candidate to mechanical guy.

Third, written ability test is conducted to check the writing skill of

a person. The topic is very general in nature.

Fourth, only one round of interview is conducted which is mix of

technical and HR interview.

2. For work ex people the procedure is very different:-

First, they were sending to concerned department from where the

requirement has come. The senior person (position changes as per

the department) of that department conducts the interview. He asks

in detail about candidate work experience, project undertake etc. if

he/she passed this round then send to director of operations with

whom final talk regarding job position and salary is held. It means

final authority lies with DO in case.

3. Interviewers for this process are from different department like

engineering, project control, project management, engineering core

group etc. and are of different levels ranging from DGM to VP.

Final decision

On the basis of various interview rounds the human resource department

takes final decision that weather the candidates are qualified for probation

round or not.

ProbationA trial period during which your character and abilities are tested to see

whether you are suitable for work or for membership.

R infra EmployeeIf the trail period result came positive then the candidate became R infra

employee.

Market Analysis of Company

Reliance Infrastructure- Key Fundamentals

Market Cap (Rs Cr.) 13,189

EPS - TTM (Rs) 72.12

P/E Ratio (x) 6.95

Face Value (Rs) 10.00

Latest Div. (%) 73.00

Div. Yield (%) 1.45

Book Value / sh. (Rs) 705.00

P/B Ratio (x) 0.71

Reliance Infrastructure- Future & Options Quote

GO

502.55 -2.60 (-o.51%)

Open 511.15

30-08-2012

Futures

Option type

Strike price

priceHigh price 515.00

Low price 500.10

Prev. close

505.15

Average price

506.90

Contracts traded

7931

Turnover (rs lakh)

2, 0101

Open interest

433, 5500

Open int. chg

10, 8500

Open int. chg (%)

0.57%

Industry Competitors: Power - Generation/Distribution

SYMBOL PRICE % CHANGE VOLUME

Neyveli Lignite Corporation Ltd.

80.50 1.22% 40746

Adani Power Ltd.

40.90 2.15% 235917

SJVN Ltd. 20.80 0.23% 197111

Jaiprakash Power Ventures Ltd.

31.45 1.41% 69637

JSW Energy Ltd. 48.15 1.23% 136342

Torrent Power Ltd.

152.90 0.87% 18730

CESC Ltd. 321.00 0.72% 30911

NHPC Ltd. 18.30 0.27% 1261243

India bulls Power Ltd.

11.58 1.78% 175685

Tata Power Company Ltd.

99.45 0.75% 225368

Reliance Power Ltd.

84.20 1.52% 1796500

SWOT ANALYSIS

Strengths

Large size of the group.

Experience of complete cycle of transmission lines – from erection

to maintenance.

Strong human resource development programmes.

Proactive approach towards implementation of new technologies

such as GIS.

Threats

Delays in project execution due to delays in obtaining statutory

clearances from various authorities such as MCGM, MMRDA, etc.

Shrinking ROWs, space constraints.

Delay in land acquisition and spiraling land prices.

Weakness

Non-availability of quality manpower given the projects’ size.

Dependency on central groups for some processes.

Opportunities

Large scale commercial and residential projects coming up leading

to increase in the demand.

Leveraging on organization’s skill-sets, capabilities and

knowledge database for external/ other utilities’ activities.

REVIEW OF LITERATURE

The aim of this report stands at the development of knowledge about the

issues of human resource management’s (human resource management),

past, present and future trends of recruitment and selection procedure in

reliance infra structure.

The concept which used in the project is drawn from the following

sources:-

Author –French Wendell L.

Name of the book – human resource management

Publisher – Houghton Mifflin Company

Author –Hogget’s Richard M, Hagen Kathryn W.

Name of the book – modern human relation at work

Publisher – south-western colleges

The study is on recruitment and selection of human resource which is the

movable asset of the company. In today’s rapidly changing business

environment organizations have to respond quickly to recruitments for

people. Hence, it is important to have a well defined recruitment policy in

place which can be executed effectively to get the best fits for the

vacancy positions.

Selecting the wrong candidate or rejecting the right candidate could turn

out to be costly mistakes for the organization. Selection is one area where

the interference of external factor is minimal. Hence, human resource

department can use its discretion in framing its selection policy and using

various selection methods for the best results. This case lets discuss the

importants of having an effective recruitment and selection policies. They

discuss the importants of good selection process that start with gathering

complete information about the applicant from his application form and

ends with inducting the candidates into the organizations.

Employee recruitment forms a major part of an organization’s

soverall strategies which seek to identify and secure the people needed

for organization. To survive and succeed in the short to medium –term

recruitment activities need to responsive to the ever increasingly

competitive market to secure suitably qualified and capable recruits at all

levels.

To be effective this initiatives need to include now and when to

source the best recruits internally or externally common to the succeeds

of either are, well defined organizational structure with sound on design,

robust task and person specification and versatile selection processes,

reward employment relation and human resource policies, underpinned

by a commitment your strong employer branding and employee

engagement strategies’.

COMMON SOURCE FOR RECRUITING SALES STAFF

BY: FLIPPO EDWIN B

FROM: CONTENT WRITTEN.IN

CURRENT SALES PERSONNE: - A company’s sales personnel have a

large circle of acquaintances both on and off the job. Hence, they act as

an excellent source for recommending other suitable people to join the

organization. Such prospective candidates already know much about the

company policy.

MCMAHON GERARD V. investigated that,” the success of an

organization greatly depends on efficiency of its employees and the

selection task is arguably most important of all decision making

processes that employees and their line manager have to

undertake”.

ROBERTS GARETH argued that recruitment and selection is

the foundation of all other human resource activity. Get it wrong

and its does not matters how good your development programme is

, how well you motivate your staff , how you manage their

performance or even how well you reward them , you are always

making up that one bad decision. It is also one of the your principal

point of contract with line manager.

RECRUITMENT & SELECTING THE PERFECT

CANDIDATES

BY: AGARWAL ABHISHEK

FROM: WWW. ARTICLEBASE.COM

Recruiting and selecting the perfect candidate is a skill in itself. Properly

preparing for the hiring process is crucial for success. Outlining

expectation, goals, responsibilities, people managed, day to day activities,

prerequisites for the job, compensation, training etc. prior the initial

interview will provide important details that can be overlooked. you may

also want to include a behavioral trait check list which will help to

determine the right fit for four team , thus check list can include items

like persistence decisiveness, poise, motivation, patience, concentration

and should be rated from one thorough five, five being above average.

You cannot ignore conventional process such as job postings or the

classified sections but be prepared to expand beyond this, particularly

Whenever you are attempting to reach a higher caliber group of people

who have not been attained through your conventional recruiting process

with a dynamic diverse and ever changing work force, proper recruiting

methods play an essential and almost critical role to organization that

want to attract the most favorable and most qualified talents.

RESEARCH METHODOLOGY:-

Research methodology is a way to systematically show the research

problem. It may be understood as a science of studying how research is

done scientifically. It is necessary for the researcher to know not only the

research methods but also the methodology.

To know the employees perceptions about selection & recruitment policy

of Reliance infra.

To study the satisfaction level of employees.

To study the problems faced by employees in recruitment

procedure.

Sample size:-

For the questionnaire I have taken the sample size of 60.

OBJECTIVES OF STUDY

The project report is based on the topic “recruitment and selection

policies” at reliance infrastructure ltd. The following are the objectives:

To find out the detail procedure of the human resource department of

reliance infrastructure regarding the supply of human resource to

company.

For understanding the technical methods used in the process of

recruitment, selection, retraining, and development.

To understand the recruitment and selection policies of the company.

To revise the selection and training manual used by the personnel

department for the selection and training of the staff.

To identify the other suitable and practical selection and training

methods or program for the company.

To know about the workers job satisfaction etc. with the help of

questionnaire.

Scope of the study

Taking into account the rapid growth of the service industry it has

become mandatory on the part of the management to professionalize their

service. In order to this objective the need of the hour is to trim the

various functional aspects over and above this , in this service sector

human resources management has become a key area to deliver the

quality services .

Hence to update the skills require among the human resources of the

organization (to have proper liaison with the customers need to be trained

and kept him). Hence the significance of the study lies in the exploring

the avenues for the recruitment and updating the training package.

HYPOTHESIS

Hypothesis is a preposition condition or principle which is assumed

without belief in order to draw out its logical consequences and by

method to test its validity with facts which are known and determined

hypothesis basically is a statement of belief which is to be tested.

NULL HYPOTHESIS (H0):

40 Employees and Candidates are satisfied with the recruitment and

selection policies of the company.

ALTERNATE HYPOTHESIS (H1):

20 Employees and Candidates are not satisfied with the recruitment and

selection policies of the company.

Sampling Technique

This research has used convenience sampling technique .Convenience

sampling is used in exploratory research where the researchers interested

in getting an inexpensive approximation of the truth. As the name

implies, the sample is selected because they are convenient.

Since the probability of inclusive of any unit (of population) in a sample

is unknown taking in view the size of the population it is better to go for

non profitability convenience sampling method. This is also called

“accidental sampling” as the respondents in the samples are included

merely because of their presence on the spot.

Several important considerations for me while my research using

convenience samples include:

1) Is there good reason to believe that a particular convenience sample

would or should not respond or behave differently than a random sample

from the same population?

2) Is the question being asked by research one that can adequately be

answered .Every project work is based on certain methodology, which is

a way to systematically solve the problems or attain its objective. It is

very important guidelines can lead to completion of any project work

through observation, data collection and analysis and sampling technique.

RANDOM SAMPLING: Based on theory of population it is called

random sampling .It provide non –zero chance of selection for each

population element .alternative method of random sampling is selected

for the study which is known as systematic random selection. When

population is divided into homogeneous group or strata is known as

stratified random sampling. When equal chance of selection is provided

then it is known as simple random sampling.

RESEARCH DESIGN:-

Research design is the overall description of all the steps though which

the project has preceded from the setting of objectives to the writing of

the project report. The success of the project depends upon the soundness

of the research design, which includes problem definition, specific

method of data collection and analysis and time required for the project.

Research design is considered as a "blueprint" for research, dealing with

at least four problems: which questions to study, which data are relevant,

what data to collect, and how to analyze the results. The best design

depends on the research question as well as the orientation of the

researcher. Every design has its positive and negative sides. In sociology,

there are three basic designs, which are considered to generate reliable

data; these are cross-sectional, longitudinal, and cross-sequential.

Research design can be divided into fixed and flexible research designs

(Robson, 1993). Others have referred to this distinction as ‘quantitative

research designs’ and ‘qualitative research designs,’ respectively.

However, fixed designs need not be quantitative, and flexible design need

not be qualitative. In fixed designs, the design of the study is fixed before

the main stage of data collection takes place. Fixed designs are normally

theory driven; otherwise it’s impossible to know in advance which

variables need to be controlled and measured. Often, these variables are

measured quantitatively. Flexible designs allow for more freedom during

the data collection process. One reason for using a flexible research

design can be that the variable of interest is not quantitatively measurable,

such as culture. In other cases, theory might not be available before one

starts the research.

EXPLORATORY RESEARCH DESIGN

The exploratory studies are carried out to explore a subject. The main

objective is to help in defining a research problem and generate a set of

research questions which could be work upon at a later stage. Therefore

the research design must be flexible enough to permit the consideration of

Many different aspect of phenomenon.

The exploratory research is carried out by using a survey of the literature,

survey of experienced individual and analysis of selected case studies.

DISCRIPTIVE RESEARCH DESIGN

Descriptive studies are related to potray accurately the characteristics of a

particular individual situation or group and to det6ermine the frequency

with which it is associated with something else. Thus, the design needed

is one where the bias is minimized and the relevance of data collected is

maximized.

This project is based on descriptive study. It was descriptive study when

detailed study was made for comparison of recruitment and selection

policies by different companies.

DATA COLLECTION

The mode of collection of data will be based on Survey Method and Field

Activity. Primary data collection was based on personal & telephonic

interview. I have prepared the questionnaire according to the necessity of

the data to be collected.

1. PRIMARY DATA- “Primary data may be described as those data

have been observed and recorded by the researcher for the first time to

their knowledge”.

There are several methods of collecting data.

Important ones are:

Observation method

Interview method

Questionnaires

Schedules

Other methods etc.

A brief up of the different methods:

Observation

It is one of the most antique method of research firstly adopted by

Galileo Galilei. In this method the research is done through the

personal observation by the researcher, and there is a deep and long

study of the subject or sample under study in this case.

Observation is an effective and the most reliable method of

research. But it also one of the most time consuming and expensive

method, as well as it is reliable it takes also a long period only in

the collection of the information and research time and only after

that the research will start.

Interview Method

Is also known as visa-a-visa method, it is a method in which the

interviewer and interviewee interact face to face.

Under this method the research is conducted by asking question to

the interviewee and his answer is noted and after the collection of

the required information the whole data is analysed for research

purpose.

There are different types of interview:

1. Direct Interview: Is the one where there is face to face

interaction.

2. Indirect Interview: is the one where there the interview is

accomplished through the telephone calls.

Schedules

Is a method under which the consumer does not have the choice to

express his real feedback or thought about the subject matter.

It is due to the absence of choice, because there is a list of options

to be ticked out or marked according to their perception.

Questionnaire

This method of data collection is quite popular, particularly in case

of big enquiries. In this method a questionnaire is sent to the person

concern with a request to answer the question and return the

questionnaire.

In survey approach we had selected a questionnaire method for taking an

employees view because it is feasible from the point of view of my

subject & survey purpose. I conducted 60 sample of survey in our project

to judge the satisfaction level of employees towards the recruitment and

selection policies of the company.

2. SECONDARY SOURCE:-

It was collected from internal sources. The secondary data was collected

on the basis of organizational file, official records, news papers,

magazines, management books, preserved information in the company’s

database and website of the company.

DATA ANALYSIS

1. Identify the source from where you came to know about the job?

SOURCES

INTERNAL RESOURCES

ADVERTISEMENT

CONSULTANT

OTHERS

32 24 0 4

0

5

10

15

20

25

30

35

INTERNAL RESOURCESADVERTISEMENTCONSULTANTOTHERS

SOURCES

NO

. OF

RE

SP

ON

DA

NT

INTERPRETATION

From the chart above we find that 32 of the employees came to know

about the job through internal resources, 24 of the employees through

advertisements, 4 from others and 0 came to know from consultant.

It is evident that internal Reference and Advertisement were the

prevailing sources of Recruitment in reliance infrastructure.

2. Were you satisfied with recruitment process by which you are selected?

Satisfaction level satisfied Unsatisfied

. 54 6

INTERPRETATION

54 employees were satisfied with the recruitment process and 6 were not

satisfied. It is evident that majority of the employees were satisfied with

Recruitment process of reliance infrastructure.

3. You ever met with your interviewer before your interview?

0

10

20

30

40

50

60

satisfiedunsatisfied

satisfaction level

no. o

f re

spon

dant

Met with interviewer Yes No

10 50

INTERPRETATION

50 employees fell that they had not met ever with their interviewer and 10

employees met with their interviewer.

4. Were you comfortable with your interviewer while interviewed?

Comfortable with Yes No

0

10

20

30

40

50

60

familierunfamilier

met with interviewer

no. o

f re

spon

dant

interviewer58 2

INTERPRETATION

58 employees fell that they were comfortable while interviewed and 2

employees were not comfortable.

5. Do you feel that your colleagues have been undergone similar process?

Recruitment process Same process Different process

0

10

20

30

40

50

60

comfertableuncomfertable

comfertable with interviewer

no. o

f res

pond

ant

50 10

0

10

20

30

40

50

60

same processdifferent process

recruitment process

no. o

f res

pond

ant

INTERPRETATION

50 employees fell that their colleagues have been selected by the same

process.10 employees fell that their colleagues have not been selected by

the same process. It is evident that their colleagues have been selected by

the same process. It is evident that Recruitment Policy of the organization

is quite visible and process is followed impartially.

6. In public would you like to talk about this organization?

like to talk about yes No

organization

50 10

INTERPRETATION

In order to assess organization commitment in employees, 50 employees

gave favorable response. 10 employees gave unfavorable response. It is

evident that organization commitment is very high in employees, which

show that Recruitment & selection process is quite effective in reliance

infrastructure.

7. Would you like to refer your relatives/friends for the job in this organization?

like to refer your

relatives/friends

like Don’t like No response

0

10

20

30

40

50

60

yesno

like to talk about organisation

no. o

f res

pond

ant

for the job

42 16 2

INTERPRETATION

42 employees gave positive response, where 16 don’t like and 2 did not

give any response. So it is evident that most of the employees are

committed enough to put their relatives and friends in this organization. It

also shows that they find career growth in this organization and place to

work for reliance infra structure is effective enough to hire right person

at right place at right time.

8 a. You were interested to perform the job which is:

0

5

10

15

20

25

30

35

40

45

likedon't likeno response

like to refer friends

no. o

f res

pond

ant

perfor

m the

job

Routin

e in

nature

Deman

d

creative

thinking

Deman

d new

ideas

Finding

method

s

Challengin

g in nature

Participatio

n indecision

making

6 8 16 8 10 12

0

2

4

6

8

10

12

14

16

18

Routine in nature Demand creative think-ing Demand new ideas Finding methods Challenging in nature Participation in decision making

job nature

no. o

f res

pond

ant

INTERPRETATION

6 employees like routine work in nature, 8 creative thinking, 16 demand

new ideas,8 finding methods, 10 challenging work and 12 like to

participate in decision making .So it is evident that different persons are

having different experience and interest areas. It is one of the important

dimensions of Recruitment and Selection effectiveness because when

employees find their job interesting they do enjoy the work and again

they are quite effective in performing their role.

8b. your job meet you’re above stated interest?

job meet you’re above

stated interest

Yes No

48 12

0

10

20

30

40

50

60

yesno

intersting job

no. o

f res

pond

ant

INTERPRETATION

48 employees said that their job met with their interest.12 employees said

that their job not met with their interest.

9. Have you been assigned the job was explained to you at the time of selection?

job was explained to you at the time of selection

yes No

56 4

0

10

20

30

40

50

60

yesno

job explanation

no. o

f res

pond

ant

INTERPRETATION

56 employees said that the job was explained them at the time of

selection and 4 employees said that the job was not explained them at the

time of selection.

10. Were you comfortable with your job?

comfortable with your

job

comfortable Uncomfortable

54 6

0

10

20

30

40

50

60

comfertableuncomfertable

comfertable with job

no. o

f res

pond

ant

INTERPRETATION

54 employees were comfortable with their job. 6 employees were not

comfortable with their job That again shows that job person fit is there.

11. How long will you like to continue with this organization?

Work in

organization

0-3 years 3-6 years 6-10 years Till

retirement

12 14 26 8

0

5

10

15

20

25

30

0-3 years3-6 years6-10 yearstill retirement

work in organization

no. o

f res

pond

ant

INTERPRETATION

12 employees will like to continue with the organization for 0-3 years, 14

for 3-6, 26 for 6-10 and 8 for till retirement.

So it is evident that on an average that less no. of employees want to

continue for a long time with the organization, so some effective strategy

should be implemented.

12. What could be the only one reason of your leaving the job?

one reason

for leaving

the job

With an

increase in

pay

With more

freedom in

use of

authority

With an

increase in

designation

To work

with friendly

and helping

people

12 42 6 0

0

5

10

15

20

25

30

35

40

45

With an increase in pay With more freedom in use of authority With an increase in designation To work with friendly and helping people

reason for leaving job

no. o

f re

spon

dant

INTERPRETATION

12 people said the only one reason for leaving the job is an increase in

pay, 42 said more freedom in use of authority, and 6 said increase in

designation.

13. Your organization is considered as:

organization is

considered as

People oriented Task oriented Combination of

both

2 2 56

0

10

20

30

40

50

60

People oriented Task oriented Combination of both

consideration

no. o

f res

pond

ant

INTERPRETATION

2 employees said organization is considered as people oriented, 2 said

task oriented and 56 said it was a combination of both.

So this is strongly evident that organization is purely considered as

people and task oriented both.

14. Did you ever get advice from your senior or your colleagues to improve your performance?

ever get advice from

your senior or your

colleagues to improve

your performance

yes No

56 4

INTERPRETATION

On job nature Quality of work life dimensions question was asked

whether they ever got advice from their colleagues and supervisor for the

improvement in performance 56 employees gave favorable response. 4

employees gave unfavorable response. That shows that organization is

making efforts towards their career growth and continuous improvement.

15. Did you have the clarity of your roles and responsibility?

0

10

20

30

40

50

60

yesno

performance improvement

no. o

f re

spon

dant

clarity of your roles and responsibility

Yes No

48 12

0

10

20

30

40

50

60

yesno

clearity of roles

no. o

f res

pond

ant

INTERPRETATION

48 employees said that they had the clarity of their roles and

responsibility 12 employees said that they had not the clarity of their

roles and responsibility.

16. Your suggestions for improvement in recruitment and selection

process, (if any)

Respondent did not give lot of suggestions in order to improve

recruitment and selection process effectiveness that shows respondent are

quite satisfied with existing system. But some suggestions are given by

the employees are as follows:

Decrease the waiting time before going for interview an applicant gets

nervous.

Give appreciation to whom through which a referred person is selected

for the vacant post.

Mention logo or company detail when a vacancy is advertised.

FACTS AND FINDINGS

From the chart above we find that 32 of the employees came to

know about the job through internal resources, 24 of the employees

through advertisements, 4 from others and 0 came to know from

consultant. It is evident that internal Reference and Advertisement

were the prevailing sources of Recruitment in reliance

infrastructure.

54 employees were satisfied with the recruitment process and 6

were not satisfied. It is evident that majority of the employees

were satisfied with Recruitment process of reliance infrastructure.

50 employees fell that they had not met ever with their interviewer

and 10 employees met with their interviewer.

58 employees fell that they were comfortable while interviewed

and 2 employees were not comfortable.

58 employees fell that they were comfortable while interviewed

and 2 employees were not comfortable.

50 employees fell that their colleagues have been selected by the

same process.10 employees fell that their colleagues have not been

selected by the same process. It is evident that their colleagues

have been selected by the same process. It is evident that

Recruitment Policy of the organization is quite visible and process

is followed impartially.

In order to assess organization commitment in employees, 50

employees gave favorable response. 10 employees gave

unfavorable response. It is evident that organization commitment is

very high in employees, which show that Recruitment & selection

process is quite effective in reliance infrastructure.

42 employees gave positive response, where 16 don’t like and 2

did not give any response. So it is evident that most of the

employees are committed enough to put their relatives and friends

in this organization. It also shows that they find career growth in

this organization and place to work for reliance infra structure is

effective enough to hire right person at right place at right time.

6 employees like routine work in nature, 8 creative thinking, 16

demand new ideas,8 finding methods, 10 challenging work and 12

like to participate in decision making .So it is evident that different

persons are having different experience and interest areas.

It is one of the important dimensions of Recruitment and Selection

effectiveness because when employees find their job interesting

they do enjoy the work and again they are quite effective in

performing their role.

56 employees said that the job was explained them at the time of

selection and 4 employees said that the job was not explained them

at the time of selection.

54 employees were comfortable with their job. 6 employees were

not comfortable with their job That again shows that job person fit

is there.

12 employees will like to continue with the organization for 0-3

years, 14 for 3-6, 26 for 6-10 and 8 for till retirement.

So it is evident that on an average that less no. of employees want

to continue for a long time with the organization, so some effective

strategy should be implemented.

12 people said the only one reason for leaving the job is an increase

in pay, 42 said more freedom in use of authority, and 6 said

increase in designation.

2 employees said organization is considered as people oriented, 2

said task oriented and 56 said it was a combination of both.

So this is strongly evident that organization is purely considered as

people and task oriented both.

On job nature Quality of work life dimensions question was asked

whether they ever got advice from their colleagues and supervisor

for the improvement in performance 56 employees gave favorable

response. 4 employees gave unfavorable response.

48 employees said that they had the clarity of their roles and

responsibility 12 employees said that they had not the clarity of

their roles and responsibility.

RECOMMENDATION

The data has been gathered by the survey conducted of the employee at

the various levels. We derived the satisfaction at each level for

development of recruitment process.

After analyzing the data & on the basis of my research. I would

recommend the following steps to match the satisfaction level of the

employee

1. Assess the recruitment process I find that Resume filtering

Interview Process, Final Decision, Probation, R infra Employee

are main source of the recruitment in reliance infrastructure .they should

adopt some other sources for right person at the right job.

2. Check the gap between the ideal & present recruitment process.

3. After analyzing the gap. We have to fill the gap by surveys, new

innovation, suggestions by employee who faced problem while they were

recruited.

4. We can use the following best practices for filling those gaps

Mentoring (longer-term developmental relationships),

Networks (connecting to others across the organization’s internal

boundaries),

Reflection (making sense of experience).

5 To meet management level demand recruit students from colleges like

power management institute, Noida etc.

CONCLUSION

Hr is playing administrative role only.

Recruitment and selection in case of freshers are very well

structured but for experienced people, it needs to be more

structured.

It focuses excessively on the intellectual and intelligence of people

and missing the organizational fit.

As it is in expansion stage, it’s improving its recruitment and

selection process.

So it can be concluded from above facts and findings that internal

Reference and Advertisement were the prevailing sources of Recruitment

in reliance infrastructure. Majority of the employees were satisfied with

the recruitment process it was found that their colleagues have been also

selected by the same process. It was found that Recruitment Policy of the

organization is quite visible and process is followed impartially. So

finally it can be concluded that organization is purely considered as

people and task oriented both.

LIMITATIONS OF THE STUDY:-

This study also includes some limitations which have been discussed as

follows:

i) The employees and candidate proved a limitation because of difficulty

in generalization of results.

ii) To collect the data from various companies’ been quite difficult due to

non cooperation of some companies. This proved to be major limitation

of the study.

iii) To access such a large number of employees were difficult because of

non cooperative attitude of respondents.

iv) There was limitation of time to conduct such a big survey in limited

available time.

Thus above all were the limitations in this research study. The maximum

efforts were made to overcome these limitations in the study.

Bibliography

Books:

C R Kothari Research methodology R.D publication,2009.

K Aswathappa, international business, Mc.Grawhill ,Publication

2010.

REFRENCE FROM REVIEW OF LITERATURE

Author –French Wendell L.,Name of the book – human resource

management ,Publisher – Houghton Mifflin Company.

Author –Hogget’s Richard M, Hagen Kathryn W.,Name of the

book – modern human relation at work ,Publisher – south-western

colleges.

Common source for recruiting sales staff BY: FLIPPO EDWIN B

From: Content written.in.

Recruitment and selecting the perfect candidates, By:

AGARWAL ABHISHEK , from:.Articlebase.com.

Newspapers:

Times of India

Hindustan times

Deink Bhaskar

Economic times

Financial express

Magazines:

Business today

Business world

Indian today

Websites:

www.rinfra.com

www.google.com

www.wikepidia.com

Annexure

Questionnaire

1. Identify the source from where you came to know about the job?

Advertisement [ ] Personal Reference [ ]

Consultant [ ] Others [ ]

2. Were you satisfied with recruitment process by which you are selected?

Yes [ ] No [ ]

3. You ever met with your interviewer before your interview?

Yes [ ] No [ ]

4. Were you comfortable with your interviewer while interviewed?

Yes [ ] No [ ]

5. Do you feel that your colleagues have been undergone similar process?

Yes [ ] No [ ]

6. In public would you like to talk about this organization?

Yes [ ] No [ ]

7. Would you like to refer your relatives/friends for the job in this organization?

Yes [ ] No [ ]

8 a. You are interested to perform the job which is:

(i)Routine in nature [ ] (ii) Demand creative thinking [ ]

(iii)Demand new ideas [ ] (iv) Finding methods [ ]

(v)Challenging in nature [ ] (vi) Participation in decision making [ ]

b. Your job meet you’re above stated interest?

Yes [ ] No [ ]

9. Have you been assigned the job was explained to you at the time of selection?

Yes [ ] No [ ]

10. Are you comfortable with your job? Yes [ ] No [ ]

11. How long will you like to continue with this organization?

(i) 0-3 yrs. (ii)3-6 yrs.

(iii) 6-10 yrs. (iv) Till Retirement

12. What could be the only one reason of your leaving the job?

(i)With an increase in pay

(ii)With more freedom in use of authority

(iii)With an increase in designation

(iv)To work with friendly and helping people

13. Your organization is considered as: (i)People oriented Yes [ ] No [ ]

(ii)Task oriented Yes [ ] No [ ]

(iii)Combination of both Yes [ ] No [ ]

14. Do you ever get advice from your senior or your colleagues to improve your performance?

Yes [ ] No [ ]

15. Do you have the clarity of your roles and responsibility?

Yes [ ] No [ ]

16. Your suggestions for improvement in recruitment and selection process, (if any) ……………………………………………………………………………………………………………………………....... ………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………………. ……………………………………………………………………