Professional Documents
Culture Documents
I Snehlata Jaiswal hereby declare that the project work entitled “ Recruitment &
Selection “ at Reliance Jio is piece of genuine work done by me under the guidance of
HR Shashank Singh at Reliance Jio Area Office ,Varanasi . The project is undertaken
in the fulfilment of the requirements at Reliance Jio..The results embodied in this
dissertation project has not been submitted by anyone to any other University or
Institute for the award of any degree.
Any job in this world, however trivial or tough cannot be accomplished without the
assistance of other. I would hereby tak the opportunity to express my indebtedness and
sincerest thanks to each and everyone who has helped me in accomplishing this project
work.
I would also like to thank to Dr Raju Manjhi Sir, Professor ,Faculty Of Law Banaras
Hindu University, Course Coordinator Ajendra Srivastav & other faculties for their
constant support & motivation throughout the dissertation.
Finally, I would like to express my greatest thanks to my parents and dedicate this
project to them without whose support and encouragement everything would have
been impossible .
Snehlata Jaiswal
This is to certify that Ms. Snehlata Jaiswal student of Diploma in HRM, Service &
Industrial law 2nd Semester, Faculty Of Law Banaras Hindu University did her
dissertation project on the topic “Recruitment & Selection at Reliance Jio under
supervision and guidance of mine HR Shashank Singh.
Her dissertation project entitled “ Recruitment & Selection “ embodies the result of her
investigation. During the project she was found sincere and dedicated towards her work
and eager to learn new things.
I wish her All the very best for her better future ahead.
Supervisor
Shashank Singh
Area HR
Reliance Jio
Varanasi
CONTENTS
PREFACE
Research work is extremely important for anyone a it gives a close view of the real
scenario and aspect of the business world and help in bridging the gap between the
theoretical and practical conceptions and perceptions.
I feel greatly enthusiastic in presenting the dissertation project report. I have tried to
create an understanding on the current prevailing scenario of Recruitment & Selection
process .
SNEHLATA JAISWAL
FACULTY OF LAW
Human Resource in this regard has become an important function in any organization.
All practices of marketing and finances can be easily emulated but the capability, the
skills and talent of a person cannot be emulated. 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 vacant positions. Selecting the wrong candidate or rejecting the right candidate
could turn out to be costly mistakes for the organization. Therefore a recruitment
practice in an organization must be effective and efficient in attracting the best
manpower.
CHAPTER : 1
INTRODUCTION
A research has its own importance in any business organization. It is a systematic and
scientific investigation of any idea either précis or abstract from continuous basis of
learning. As we know in the present time and scenario the modern world is progressing
with a very high pace. Due to the high and rapid competition and expectations, every
organization need an effective recruitment and selection process.
Successful recruitment methods include a thorough analysis of the job and the labour
market conditions . Recruitment is almost central to any management process and
failure in recruitment can create hindrances and difficulties for any company including
an adverse effect on its profitability and inappropriate level of staffing or skills.
Inadequate recruitment can lead to shortage of labour and problem in management
decision making.
Recruitment is however not just a simple process but also requires management
decision making and extensive planning to employ the most suitable manpower.
Competition among the organizations for recruiting the best potential has increased the
focus on innovation and management decision making. The selectors aim to recruit only
the best candidates who would suit the corporate culture and ethics of the organization.
The process of recruitment does not however end with application and selection of the
right candidate but also involves maintaining and retaining the employees chosen.
Personnel management service to use human resource in an effective manner so as to
transform them for realizing the objective of the organization. Thus it aims at relating
the people at work with the activities necessary to achieve the organizational goal.
Planning , designing and evaluating the employee’s job and agreement to ensure
their effective implementation.
Recruitment , selection , training and developing the employees to perform the
job effectively.
Providing the satisfactory relation between the organization and employees
through various fringe benefits and labour relations.
To contribute to the formulation of the organizational personnel policies.
Broad Objective:
To know overall about the company and also know each and every parts of the
recruitment and selection process of the company.
Specific Objectives:
To focus on major elements of Recruitment and Selection process.2.
Source of Information:
1.
Primary:
The primary information collected through face to face interview,observation, and by
participation in the recruitment and selection process.
2. Secondary:
The report deals with the recruitment and selection process in terms of theoretical
point of view and the practical use. The study will allow learning about the recruitment
and selection issues, importance, modern techniques and models used to make it more
efficient. The study will help to learn the practical procedures followed by the leading
organizations. Moreover the study will help to differentiate between the practice and
the theories that direct to realize how the organization can improve their recruitment
and selection process.
Before we define HRM, it seems pertinent to first define the term ‘human resources’. In
common parlance, human resources means the people. However, different management
experts have defined human resources differently. For example, Michael J. Jucius has
defined human resources as “a whole consisting of inter-related, inter-dependent and
interacting physiological, psychological, sociological and ethical components”.
According to Leon C. Megginson “From the national point of view human resources are
knowledge, skills, creative abilities, talents, and attitudes obtained in the population;
whereas from the view-point of the individual enterprise, they represent the total of the
inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitude of its employees”.
In simple words, HRM is a process of making the efficient and effective use of human
resources so that the set goals are achieved. Let us also consider some important
definitions of HRM.
The National Institute of Personnel Management (NIPM) of India has defined human
resource/personnel management as “that part of management which is concerned with
people at work and with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and women who make
up an enterprise and having regard for the well-being of the individuals and of working
groups, to enable them to make their best contribution to its success”.
According to Decenzo and Robbins “HRM is concerned with the people dimension in
management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment to the organization are essential to
achieving organizational objectives. This is true, regardless of the type of organization-
government, business, education, health, recreation, or social action”.
The historical rule of thumb for Human Resource staffing requirements is one full-time
professional Human Resource person should be hired for every 100 employees. The
actual ratio for a business can vary depending upon factors such as the degree of HR
centralization, the geographic distribution of the employees served, the sophistication
level of the employees, and the relative complexity of the organization.
Behind production of every product or service there is an human mind, effort and man
hours (working hours). No product or service can be produced without help of human
being. Human being is fundamental resource for making or construction of anything.
Every organisation desire is to have skilled and competent people to make their
organisation competent and best.
Among the five Ms of management, i.e., men, money, machines, materials, and methods,
HRM deals about the first M, which is men. It is believed that in the five Ms, "men" is not
so easy to manage. "every man is different from other" and they are totally different
from the other Ms in the sense that men possess the power to manipulate the other Ms.
Whereas, the other Ms are either lifeless or abstract and as such, do not have the power
to think and decide what is good for them.
Why do we call it as Human Resource Management?
Today many experts claim that machines and technology are replacing human resource
and minimizing their role or effort. However, machines and technology are built by the
humans only and they need to be operated or at least monitored by humans and this is
the reason why companies are always in hunt for talented, skilled and qualified
professionals for continuous development of the organization.
Therefore humans are crucial assets for any organisation, although today many tasks
have been handing over to the artificial intelligence but they lack judgement skills which
cannot be matched with human mind.
Evolution of an employee
Past Future
"You must treat your employees with respect and dignity because in the most
automated factory in the world, you need the power of human mind. That is what
brings in innovation. If you want high quality minds to work for you, then you must
protect the respect and dignity. " Mr N.R. Narayana Murthy, Chairman Emeritus,
Infosys Ltd .
“Our progress as a nation can be no swifter than our progress in education. The
human mind is our fundamental resource.”
- John F. Kennedy (35th President of the United States).
Human Resource Management Definitions by Authors
Many great scholars had defined human resource management in different ways and
with different words, but the core meaning of the human resource management deals
with how to manage people or employees in the organisation.
The National Institute of Personal Management (NIPM) of India has defined human
resources – personal management as “that part of management which is concerned with
people at work and with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and women who make
up enterprise and having regard for the well – being of the individuals and of working
groups, to enable them to make their best contribution to its success”.
Human resource management is evolved form the Personnel management which was
erstwhile management system which used to manage employees. To know evolution of
personnel management one needs to see the history of centuries of research by great
psychologists on human behaviour and their response at particular situations. One
among them was Elton Mayo who was a psychologists from the Australia, did many
experiments on human behaviour at different situations in 1924. He strongly believed
in work life balance for improving productivity of workers and did emphasis on human
relations influence the productivity of workers and finally he has been regarded as
father of Human resources management.
Going back to roots of evolution Personnel management , Robert Owen was regarded as
creator and originator for introducing reforms for workers in his own Lanark cotton
mills. He created a principle of 8 hours day work, 8 hours rest and 8 hours sleep. Owen
identified the importance of better working conditions at workplace and its impact on
the productivity and efficiency of the workers. Owen after implementation of better
working conditions at workplace, he observed change in the productivity of his workers
as their efficiency increased. He in those olden days implemented many social and
welfare practices for his workers and saw his workers got happy, motivated and
worked better. Therefore he was referred as father of Personnel management.
It's believed that the first personnel management department (later evolved as Human
resource management) began at the National Cash Register Co. in the early 1900s,
according to an Human Resource Magazine article. After several strikes and employee
lockouts, NCR leader John H. Patterson organized a personnel department to handle
grievances, discharges, and safety, as well as training for supervisors on new laws and
practices.
The U.S. Office of Personnel Management (OPM) is the world's largest HR department.
OPM provides Human Resource services for the federal governments workforce of
nearly 2.8 million workers. It's staff carry out the tasks to recruit, interview, and
promote employees; oversee merit pay, benefits and retirement programs; and ensure
that all employees and applicants are treated fairly and according to the law.
Women and children in the England were granted the ten-hour day in 1847. The 8-hour
day movement forms part of the early history for the celebration of the Labour Day, and
the May Day in many nations and cultures.
The purpose of the Human resource management is to make the job and deal with the
job holder (employee). So as to perform a job in an organisation, one needs to be
identified. In order to identify right person for a particular job, notification should be
issued which contains job description (duties and responsibilities) and specifications (
academic qualifications and physical qualifications). So as to verify the correctness of
the candidates invited, they should be tested by the suitable selection methods for
picking-up right person. Subsequently selected candidates should be provided with the
proper training for performing his duties & responsibilities mentioned in the
Notification . Later, assessment of employees' performance should be done to know
whether employees are performing to the desired standards set by the management.
Accordingly employees should be rewarded or paid for the job they did in the
organisation and their safety in the job is the responsibility of Hr manager or safety
officer who should instruct safety measures for the employees and see that they are
scrupulously followed. Healthy and welfare measures are so-so important to keep
employees happy and motivated which has direct impact on their productivity. Doing so
all, maintaining proper and healthy relationships between employees and management
avoids conflicts which will effect the overall performance of the organisation. Most
important thing is adherence and not to ignore employment and labour laws which
govern all the above said activities for a job. Contravenes of employment laws will cost
to the organisation and its branding. Hence the Human resource management is like a
guardian angel for the organisation to sail smoothly and long-live.
The ten "Cs" of human resources management are: cost effectiveness, competitive,
coherence, credibility, communication, creativity, competitive advantage, competence,
change, and commitment. The ten "Cs" framework was developed by Alan Price in his
book "Human Resource Management in a Business Context".
Why are these concepts and techniques important to all managers? ' Perhaps it's easier
to answer this by listing some of the personnel mistakes you don't want to make while
managing. For example, you don't want to:
The HR Director is a top-level manager responsible for the administration of all human
resource activities and policies. The director oversees compensation, benefits, staffing,
affirmative action, employee relations, health and safety, and training/development
functions. They also supervise professional human resources staff.
The Human Resource Manager is responsible for overseeing human resources activities
and policies according to executive level direction. They supervise human resources
staff as well as see staffing, compensation , assessing and providing employee benefits,
providing training & development, safety & welfare of staff, maintaining healthy labour
relations, providing employee handbook and maintaining employment records as
required by the employment laws.
Human Resource Management: Meaning, Objectives, Scope and
Functions:
Objectives:
The primary objective of HRM is to ensure the availability of right people for right jobs
so as the organizational goals are achieved effectively.
This primary objective can further be divided into the following sub-objectives:
1. To help the organization to attain its goals effectively and efficiently by providing
competent and motivated employees.
4. To develop and maintain the quality of work life (QWL) which makes employment in
the organization a desirable personal and social situation.
5. To help maintain ethical policies and behavior inside and outside the organization.
The National Institute of personnel Management, Calcutta has specified the scope
of HRM as follows:
2. Welfare Aspect:
It deals with working conditions, and amenities such as canteen, crèches , rest and lunch
rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.
3. Industrial Relations Aspects:
Functions:
The definition of HRM is based on what managers do. The functions performed by
managers are common to all organizations. For the convenience of study, the function
performed by the resource management can broadly be classified into two categories,
viz.
Planning:
Organizing:
Organizing is a process by which the structure and allocation of jobs are determined.
Thus organizing involves giving each subordinate a specific task establishing
departments, delegating authority to subordinates, establishing channels of authority
and communication, coordinating the work of subordinates, and so on.
Staffing:
TOs is a process by which managers select, train, promote and retire their subordinates
This involves deciding what type of people should be hired, recruiting prospective
employees, selecting employees, setting performance standard, compensating
employees, evaluating performance, counseling employees, training and developing
employees.
Directing/Leading:
Directing is the process of activating group efforts to achieve the desired goals. It
includes activities like getting subordinates to get the job done, maintaining morale
motivating subordinates etc. for achieving the goals of the organization.
Controlling:
It is the process of setting standards for performance, checking to see how actual
performance compares with these set standards, and taking corrective actions as
needed.
(2) Operative Functions:
The operative, also called, service functions are those which are relevant to specific
department. These functions vary from department to department depending on the
nature of the department viewed from this standpoint, the operative functions of HRM
relate to ensuring right people for right jobs at right times. These functions include
procurement, development, compensation, and maintenance functions of HRM.
Procurement:
It involves procuring the right kind of people in appropriate number to be placed in the
organization. It consists of activities such as manpower planning, recruitment, selection
placement and induction or orientation of new employees.
Development:
This function involves activities meant to improve the knowledge, skills aptitudes and
values of employees so as to enable them to perform their jobs in a better manner in
future. These functions may comprise training to employees, executive training to
develop managers, organization development to strike a better fit between
organizational climate/culture and employees.
Compensation:
Maintenance:
It is concerned with protecting and promoting employees while at work. For this
purpose virus benefits such as housing, medical, educational, transport facilities, etc. are
provided to the employees. Several social security measures such as provident fund,
pension, gratuity, group insurance, etc. are also arranged.
It is important to note that the managerial and operative functions of HRM are
performed in conjunction with each other in an organization, be large or small
organizations. Having discussed the scope and functions of HRM, now it seems pertinent
to delineate the HRM scenario in India.
Recruitment:
The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs. In simple words, the term recruitment refers to discovering the
source from where potential employees may be selected. The scientific recruitment
process leads to higher productivity, better wages, high morale, reduction in labor
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a
positive process.
Definition:
In the words of Dale Yoder, Recruitment is the process to “discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force.”
Kempner writes, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”
In personnel recruitment, management tries to do far more than merely fill job
openings. As a routine the formula for personnel recruitment would be simple i.e., just
fill the job with any applicant who comes along.
Joseph J. Famularo has said, “However, the act of hiring a man carries with it the
presumption that he will stay with the company-that sooner or later his ability to
perform his work, his capacity for job growth, and his ability to get along in the group in
which he works will become matters of first importance.”
In human resource management, “recruitment” is the process of finding and hiring the
best and most qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization”.
It is one whole process, with a full life cycle, that begins with identification of the needs
of the company with respect to the job, and ends with the introduction of the employee
to the organization.
Obviously, the main reason why the recruitment process is implemented is to find the
persons who are best qualified for the positions within the company, and who will help
them towards attaining organizational goals. But there are other reasons why a
recruitment process is important.
To ensure proper alignment of skill sets to organizational goals.
Through recruitment, organizations make sure that the skill sets of the staff or
manpower of the company remains aligned to its initiatives and goals.
In the event that they notice some positions do not really contribute to the advancement
of the organization towards its goals, then it can take the proper action to correct this,
probably through job redesign, restructuring of the workforce, or conduct of job
enrichment programs.
Effective recruiting means that the person employed for the job is the best possible
candidate for it, with all the required skills, talents and qualifications of the job. Efficient
recruiting, on the other hand, means that the process has been carried out without
incurring a lot of costs on the part of the organization. By following the process, there is
a greater chance that the human resources department can get the best possible person
for the job.
Organizations may carry out their hiring processes their own way, but without a system
or set guidelines in place for its conduct and implementation, there is a risk that the
company may incur more expenses than necessary.
The company will also end up wasting its resources if the wrong or unqualified person
was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization
would also have wasted its resources in training an employee that is not right for the job
after all.
There are various rules, laws and regulations that organizations must adhere to when it
comes to its human resources management. Equal opportunity employment and non-
discrimination in hiring are two of them. By following a recruitment process, the
chances of the organization violating these policies will be low.
Process of Recruitment:
(i) Searching out the sources from where required persons will be available for
recruitment. If young managers are to be recruited then institutions imparting
instructions in business administration will be the best source.
(ii) Developing the techniques to attract the suitable candidates. The goodwill and
reputation of an organization in the market may be one method. The publicity about the
company being a professional employer may also assist in stimulating candidates to
apply.
(iii) Using of good techniques to attract prospective candidates. There may be offers of
attractive salaries, proper facilities for development, etc.
(iv)The next stage in this process is to stimulate as many candidates as possible to apply
for jobs. In order to select a best person, there is a need to attract more candidates.
The number of persons to be recruited will depend upon the size of an enterprise. A big
enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees. A big business house will always be in touch with
sources of supply and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating prospective candidates. So the
size of an enterprise will affect the process of recruitment.
2. Employment Conditions:
The wages offered and working conditions prevailing in an enterprise greatly influence
the availability of personnel. If higher wages are paid as compared to similar concerns,
the enterprise will not face any difficulty in making recruitments. An organization
offering low wages can face the problem of labor turnover.
4. Rate of Growth:
Importance of Recruitment
Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.
Definition: E-Recruitment
E-recruitment is the use of technology and electronic resources for the process of
larger number of potential employees and facilitation of the recruitment process like
this process. However, e-recruitment has certain disadvantages such as being too
Online recruitment uses the power of the internet to match people to jobs.
Fundamentally, it is about advertising vacancies on either job sites or corporate
websites. At this very basic level it is particularly effective at getting a high level of
response. While it may generate hundreds more applications than traditional print
advertising, simply attracting more candidates is only part of the job. The buzz word
and the latest trends in recruitment is the “E-recruitment”. Also known as “On line -
recruitment”, it is the use of technology or the web based tools to assist the recruitment
process. “We are witnessing a change in the nature of jobs. Muscle jobs are
disappearing, finger and brain jobs are growing or, to put it more formally, labour -
based industries have been displaced by skill-based industries and these in turn will
have to be replaced by knowledge-based industries.” -Charles Handy (1984)
The tool can be either a job website like naukri.com, the organization‘s corporate web
site or its own intranet. Many big and small organizations are using Internet as a source
of recruitment. They advertise job vacancies through worldwide web. The job seekers
send their applications or curriculum vitae (CV) through an e-mail using the Internet.
The main elements of e-recruitment are as follows:
Kinds of E-Recruitment:
1. Recruitment Sites : It is a site that the job websites linked to apply directly to the
company.
2. Recruitment Agencies:- This is a Agency are need people to fill their vacancies, the
candidates can register their CV and get the information about the jobs
3. Websites Links :- through the websites links a candidate can search the jobs
a]. browse general recruitment sites
6. Job portals – i.e. posting the position with the job description and the job specification
on the job portal and also searching for the suitable resumes posted on the site
corresponding to the opening in the organization.
7. Resume scanner:- Resume scanner is one major benefit provided by the job portals to
the organizations. It enables the employees to screen and filter the resumes through
pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of
the job. Creating a complete E-recruitment / Application section in the companies own
website. –
Companies have added an application system to its website, where the ‘passive’ job
seekers can submit their resumes into the database of the organization for
consideration in future, as and when the roles become available.
Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on
the site almost immediately and is also cheaper than advertising in the employment
newspapers. Sometimes companies can get valuable references through the “passers-
by” applicants. E-recruitment helps the organizations to automate the recruitment
process, save their time and costs on E-recruitments.
(a) email recruitment through 2 types 1]. emailing lists and 2]. email snowballing
(b)website recruitment through 2 types 1]. notices placed on websites and 2]. postings
on online forums.
(c) Internet advertising through 2 types 1]. keyword search and 2]. content-related
placements.
3]. To study the need and importance of E-recruitment.
The aim of this research is to examine the impact of the e-recruitment on the quality of
applicants, cost and time involved in acquiring applications, wider choice of applicants
and employees job search behaviour and the development of the resulting conceptual
model.
Lower costs to the organization. Also, posting jobs is cheaper than advertising in the
newspapers.
No intermediaries.
Reduction in the time for recruitment (over 65 percent of the hiring time).
Facilitates the recruitment of right type of people with the required skills.
Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in industry etc.
To support the organization such that it is able to get, maintain and improve the best
talent and skills.
To be certain about the present and future manpower needs of the organization in
relation with planning & job evaluation activities.
To recruit competent employees who can achieve organizational goals & objectives
Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
Along with the back-office support a comprehensive website to receive and process job
applications (through direct or e-advertising) should be developed.
6. It Relatively cheap
17. Automating the application process also gives a level playing field to all candidates
Disadvantages of e recruitment
1. It needs a higher expectations regarding relocation costs .
COMPANY PROFILE
Jio
Mobile network operator company
jio.com
Description
Reliance Jio Infocomm Limited, d/b/a Jio, is an Indian mobile network operator. Owned
by Reliance Industries and headquartered in Mumbai, Maharashtra, it operates a
national LTE network with coverage across all 22 telecom circles.
Founded: 2007
Subsidiary: LYF
Reliance Jio Infocomm Limited, d/b/a Jio, is an Indian mobile network operator.
Owned by Reliance Industries and headquartered in Mumbai, Maharashtra, it operates a
national LTE network with coverage across all 22 telecom circles. Jio does not offer 2G
or 3G service, and instead uses voice over LTE to provide voice service on its network.
Jio soft launched on 27 December 2015 (the eve of what would have been the 83rd
birthday of Reliance Industries founder Dhirubhai Ambani), with a beta for partners
and employees, and became publicly available on 5 September 2016. As of 31 January
2019, it is the third largest mobile network operator in India and the ninth largest
mobile network operator in the world with over 289.44 million subscribers.
On 5 July 2018, fixed line broadband service named Giga fibre, was launched by the
Reliance Industries Limited's chairman Mukesh Ambani , during the company's Annual
General Meeting.
Jio
Reliance Jio promises to shape the future of India by providing end-to-end digital
solutions for businesses, institutions and households and seamlessly bridging the
rural-urban divide.
Home to the world’s second largest population of 1.2 billion, India is a young nation
with 63% of its population under the age of 35 years. It has a fast growing digital
audience with 800 million mobile connections and over 200 million internet users.
Reliance thoroughly believes in India’s potential to lead the world with its capabilities in
innovation. Towards that end, Reliance envisages creation of a digital revolution in
India.
Reliance Jio aims to enable this transformation by creating not just a cutting-edge voice
and broadband network, but also a powerful ecosystem on which a range of rich digital
services will be enabled – a unique green-field opportunity.
The three-pronged focus on broadband networks, affordable smart phones and the
availability of rich content and applications has enabled Jio to create an integrated
business strategy from the very beginning, and today, Jio is capable of offering a unique
combination of telecom, high speed data, digital commerce, media and payment
services.
A Vision That Touches All
Reliance’s vision for India is that broadband and digital services will no longer be a
luxury item. Rather, Reliance envisions an India where these are basic necessities to be
consumed in abundance by consumers and small businesses alike, as much in far-flung
villages as in our largest cities. The initiatives are truly aligned with the Government of
India's ‘Digital India’ vision for our nation.
Affordable Devices: Jio has worked with all the leading device manufacturers of the
world to ensure availability of 4G LTE smart phones across all price points – from ultra-
premium models on one hand, to entry level models on the other.
Digital Currency: Jio envisions a new India which will use digital currency instead of
paper money for a more secure and convenient way to transact. Jio Money, Jio’s digital
currency and digital payments business, will play a crucial role in this by offering a
platform for ubiquitous, affordable and secure digital payments.
Jio Drive: Micro and small businesses will soon have access to cutting-edge cloud
storage technologies which were once affordable to big companies only, giving them a
new edge to compete on a global landscape. Jio Drive is an application that brings
powerful cloud capabilities to every smart phone. Using Jio Drive, anyone can store,
sync and share any content between their own devices and also with their friends.
Digital Education: Teachers and students from far flung areas can connect with each
other, crowd-source knowledge and adapt new age learning techniques and thus lift the
level of education to a completely different plane.
Digital Healthcare: Expert medical advice would be available anytime, anywhere - with
medical practitioners able to grow their practice without constraint, and provide quality
of life to the crores that make up our country.
Reliance Jio is creating the most extensive and future-proof network in India, and
perhaps, in the world. It will provide next generation legacy-free digital services over an
end-to-end all-IP network, which can be seamlessly upgraded even to 5G and beyond. In
addition to the existing pan India 2300 MHz spectrum and 1800 MHz in 14 circles, Jio
invested over Rs 10,000 crore during this year's auction to acquire 800 MHz spectrum
in 10 circles and 1800 MHz spectrum in 6 circles. This brings the cumulative investment
in spectrum assets to nearly Rs 34,000 crores. Jio now has the largest footprint of
liberalized spectrum in the country, acquired in an extremely cost effective manner.
Reliance Jio has laid more than 2.5 lakh kilometres of fibre-optic cables, covering 18,000
cities and over one lakh villages, with the aim of covering 100% of the nation’s
population by 2018. It has an initial end-to-end capacity to serve in excess of 100
million wireless broadband and 20 million Fibre-to-Home customers. Reliance Jio has
also built nearly half-a-million square feet of cloud data centres and a multi-Terabit
capacity international network
Founder Chairman
Whatever action a great man performs, common men follow. And whatever
standards he sets by exemplary acts, all the world pursues.
Dhirubhai Ambani (28 December 1932 – 6 July 2002) epitomised the dauntless
entrepreneurial spirit of a visionary always on the march to change the destiny of a
nation. Acclaimed as the top businessman of the 20th century and lauded for his
dynamic, pioneering and innovative genius, Dhirubhai was an inspiring leader with
sterling qualities. His success story fired the imagination of a generation of Indian
entrepreneurs, business leaders and progressive companies. For many, he still remains
an icon, a role model to be emulated.
Dhirubhai’s unique vision redefined the potential of the Indian corporate sector and he
challenged conventional wisdom in several areas. He was probably the first Indian
businessman to recognise the strategic significance of investors and discover the vast
untapped potential of the capital markets and channelize it for the growth and
development of industry. The corporate philosophy he followed was short, simple and
succinct: “Think big. Think differently. Think fast. Think ahead. Aim for the best.” It was
under Dhirubhai’s visionary leadership the Reliance Group emerged as the largest
business conglomerate in India, and carved out a distinct place for itself in the global
pantheon of corporate giants.
He visualised the growth of Reliance as an integral part of his grand vision for India. He
was convinced that India could become an economic superpower within a short period
of time and wanted Reliance to play an important role in realising this goal. Today, the
Group's turnover represents nearly 3 percent of India's GDP.
- Dhirubhai Ambani
Memorable Speeches
The collection of memorable speeches by Dhirubhai that shed light on his persona and
also inspired scores of people to believe in their dreams:
Mr. Mukesh D. Ambani (DIN 00001695) is a Chemical Engineer from the Institute of
Chemical Technology, Mumbai (erstwhile the University Department of Chemical
Technology, University of Mumbai). He pursued an MBA from Stanford University in the
US. He has been on the Board of Reliance since 1977. He initiated Reliance’s backward
integration journey – from textiles to polyester fibres and further onto petrochemicals
and petroleum refining, and going upstream into oil and gas exploration and
production. He created multiple new world-class manufacturing facilities involving
diverse technologies that have raised Reliance’s petrochemicals manufacturing
capacities from less than a million tonnes to about 21 million tonnes per year.
In the late nineties, Mr. Mukesh Ambani spearheaded the creation of the world’s largest
grassroots petroleum refinery at Jamnagar in Gujarat, India, with a capacity of 660,000
barrels per day (33 million tonnes a year), and integrated it with petrochemicals, power
generation, port and related infrastructure. Further, he steered the setting up of another
580,000-barrels-per-day refinery next to the first one in Jamnagar. With an aggregate
refining capacity of 1.24 million barrels of oil per day at a single location, Jamnagar has
become the refining hub of the world.
has created global records in customer acquisition for Jio, Reliance’s digital services
initiative. He led and established one of the world’s most expansive 4G broadband
wireless network offering end-to-end solutions that address the entire value chain
across various digital services in key domains of national interest, such as education,
healthcare, security, financial services, government-citizen interfaces, and
entertainment.
Mr. Mukesh Ambani is a member of the Prime Minister’s Council on Trade and Industry,
Government of India, and the Board of Governors of the National Council of Applied
Economic Research, India. He is the Chairman of the Board of Governors, Pandit
Deendayal Petroleum University in Gujarat. He is a Board Member of the Interpol
Foundation, and a member of The Foundation Board of the World Economic Forum.
Mr. Mukesh Ambani is an elected Foreign Member of the prestigious United States
National Academy of Engineering. Only nine other Indians have received this honour.
He is the Chairman of Reliance Jio Infocomm Limited and Reliance Retail Ventures
Limited, and a Director of Reliance Foundation and Reliance Europe Limited. At
Reliance Industries, he is the Chairman of the Board of Directors and Finance
Committee.
Jio Launch and 2016 Annual General Meeting Speech
Chairman's Awards
2017
2017
2016
2016
2016
2013
2013
2013
2011
2010
5th best performing CEO in the world - Harvard Business Review ranking of top 50
global CEOs
2010
2010
2010
2010
2000
Mukesh D. Ambani
Chairman and Managing Director
Nita M. Ambani
Executive Director
Nikhil R. Meswani
Executive Director
Board Committees
The Board has appointed various committees to assist it in discharging its
responsibilities. The Board has adopted charters setting forth the roles and
responsibilities of each of the committees as well as qualifications for committee
membership, procedures for committee members' appointment and removal,
committee structure and operations and reporting to the Board. The Board may
constitute new committees or dissolve any existing committee as it deems necessary for
the discharge of its responsibilities.
Objective
The Audit Committee assists the Board in its responsibility for overseeing the quality
and integrity of the accounting, auditing and reporting practices of the Company and its
compliance with the legal and regulatory requirements. The Committee's purpose is to
oversee the accounting and financial reporting process of the Company, the audits of the
Company's financial statements, the appointment, independence, performance and
remuneration of the statutory auditors including the Cost auditors, the performance of
internal auditors and the Company's risk management policies.
Terms of Reference
The terms of reference / powers of the Audit Committee are as under :
Oversight of the Company’s financial reporting process and the disclosure of its
financial information to ensure that the financial statement is correct, sufficient and
credible;
Recommending the appointment, remuneration and terms of appointment of
statutory auditors, including cost auditors of the Company;
Approving payment to statutory auditors, including cost auditors, for any other
services rendered by them;
Reviewing with the management, the annual financial statements and auditors
report thereon before submission to the Board for approval, with particular
reference to:
o Matters required to be included in the Directors’ Responsibility Statement to be
included in the Board’s Report in terms of clause (c) of sub-section 3 of Section
134 of the Companies Act, 2013;
o Changes, if any, in accounting policies and practices and reasons for the same;
o Major accounting entries involving estimates based on the exercise of judgement
by the management;
o Significant adjustments made in financial statements arising out of audit findings;
o Compliance with listing and other legal requirements relating to financial
statements;
o Disclosure of any related party transactions; and
o Modified opinion(s) in the draft audit report.
Composition
Terms of Reference
The terms of reference of the Nomination, Human Resources and Remuneration
Committee are as under:
To identify persons who are qualified to become Directors and who may be
appointed in senior management in accordance with the criteria laid down and to
recommend to the Board their appointment and/or removal;
To carry out evaluation of every Director’s performance;
To formulate the criteria for determining qualifications, positive attributes and
independence of a Director, and recommend to the Board a policy relating to the
remuneration of the Directors, key managerial personnel and other employees;
To formulate the criteria for evaluation of Independent Directors and the Board;
To recommend to the Board whether to extend or continue the term of appointment
of the independent director, on the basis of the report of performance evaluation of
independent directors;
To devise a policy on Board diversity;
To recommend/review remuneration of the Managing Director(s) and Whole-time
Director(s) based on their performance and defined assessment criteria;
To administer, monitor and formulate detailed terms and conditions of the
Employees’ Stock Option Scheme including:
o the quantum of options to be granted under Employees’ Stock Option Scheme per
employee and in aggregate;
o the conditions under which option vested in employees may lapse in case of
termination of employment for misconduct;
o the exercise period within which the employee should exercise the option, and
that the option would lapse on failure to exercise the option within the exercise
period;
o the specified time period within which the employee shall exercise the vested
options in the event of termination or resignation of an employee;
o the right of an employee to exercise all options vested in him at one time or
various points of time within the exercise period;
o the procedure for making a fair and reasonable adjustment to the number of
options and to the exercise price in case of corporate actions, such as rights issues,
bonus issues, merger, sale of division and others;
o the granting, vesting and exercising of options in case of employees who are on
long leave; and
o the procedure for cashless exercise of options.
To carry out any other function as is mandated by the Board from time to time and /
or enforced by any statutory notification, amendment or modification, as may be
applicable;
To perform such other functions as may be necessary or appropriate for the
performance of its duties
History
Jio's headquarters in RCP, Navi Mumbai
In June 2015, Jio announced that it would start its operations all over the country by the
end of 2015 . However, four months later in October, the company's spokesmen sent out
a press release stating that the launch was postponed to the first quarter of the financial
year 2016–2017.
Later, in July, a PIL filed in the Supreme Court by an NGO called the Centre for Public
Interest Litigation, through Prashant Bhushan, challenged the grant of a pan-India
licence to Jio by the Government of India. The PIL also alleged that Jio was allowed to
provide voice telephony along with its 4G data service, by paying an additional fee of
just ₹165.8 crore (US$23 million) which was arbitrary and unreasonable, and
contributed to a loss of ₹2,284.2 crore (US$320 million) to the exchequer.
Commercial launch
The company commercially launched its services on 5 September 2016. Within the first
month, Jio announced that it had acquired 16 million subscribers. This is the fastest
ramp-up by any mobile network operator anywhere in the world. Jio crossed 50 million
subscriber mark in 83 days since its launch subsequently crossing 100 million
subscribers on 22 February 2017. By October 2017 it had about 130 million
subscribers.
Alliance
In February 2016 Jio announced a global alliance of Mobile Network Operators which
include:
BT Group
Deutsche Telekom
Millicom
Orange S.A.
Rogers Communications
MTS
Telia Company
Assam
Delhi
Gujarat
Haryana
Himachal Pradesh
Karnataka
FDD-LTE FDD-LTE TDD-LTE
Telecom circle 1800MHz 850MHz 2300MHz
Band 3 Band 5 Band 40
Kerala
Kolkata
Maharashtra
Goa
North East
Odisha
Punjab
Rajasthan
Tamil Nadu
West Bengal
Partnerships
Jio shares spectrum with Reliance Communications. The sharing deal is for 800 MHz
band across seven circles other than the 10 circles for which Jio already owns.
In September 2016, Jio signed a pact with BSNL for intra-circle roaming which would
enable users of the operators to use each other's 4G and 2G spectrum in national
roaming mode.
Reliance Jio Infocomm Ltd. Company of Mr. Mukesh D Ambani is coming with the latest
technology which changed Telecom tag to a different concept i.e. “Digitalization”. They
are not only coming with 4G but they are about to launch with a Digital platform. They
have been regressively working since year to make this project the most successful one.
Jio means blessing and yes this project is and will be blessing for customers as well as
people who got employment from this brand new huge project.
Jio is not only coming up with 4G Internet but with the powerful ecosystem on which a
range of rich digital services will be enabled – a unique green-field opportunity. There
first product which came out in the market is there handsets LYF which is their own
brand. As they have launched new technology “VoLTE”, they have launched supportable
handsets for the same. Jio also made their own customized applications which are useful
in to the customer’s For E.g. Jio Money, Jio Chat, Jio Buzz, Jio Drive and also a website
known as AJIO which is a complete shopping site with Reliance brand clothes, apparels
etc.
Jio’s vision is to provide digital services to all the mass and they don’t want it to remain
a luxury item for people. The initiatives are truly aligned with the Government of India's
‘Digital India’ vision for our nation. Thus the Buzz about Jio will surely come out with a
positive outcome for both Reliance and for people across India.
FUNCTIONAL AREAS
HR Practices:
Today companies are trying to reinvent HR practices. Likewise Reliance Jio also is
continuously adopting new changes that can be in mutual benefit of their employees
and organization’s business. Reliance Jio human resource team is reconfiguring their HR
Resourcing from referrals, online portals, campus placements and walk ins.
Payroll Administration
Compensation Management
Workforce Management
Organization Structure:
In this organization, there is CEO Mr. Pranay Pathak to whom various functional heads
report like- Marketing CLVM (Mrs. Bhavna Pandey), Human Resource (Mr. Akhilesh
Singh), and Finance (Mr.Dixit), Sales (Mr. Mahendra Agarwal), Device (Mr. Rajesh
Sharma), Connectivity Service Department CSD (Mr. Rajesh Sharma) and Chief
Technical Officer CTO (Mr. Bhupendra Singh). Now there are 1072 Jio Centers across
India and across Uttar Pradesh there are 55 jio Centers. If we talk about UP, there is 1 Jio
Circle Office The Solitaire and 4 Jio Centers in Gomti Nagar, Jankipuram , Rajajipuram
Office:
NHQ
Regional Offices
UP EAST (STATE
OFFICE)
AREA OFFICE
CEO Mentor
Area Head
Head JCM
WHY RELIANCE JIO
Unmatched 4G network with lowest data rate globally
LYF devices starting Rs. 2,999
Complimentary Jio Apps
No complex telecom charges
Jio simple 4G Tariff Plans
Enterprise friendly solutions and plans
On 21 July 2017, Jio introduced its first affordable 4G feature phone, powered by KaiOS,
named as JioPhone. This phone was released for beta users on 15 August 2017 and pre-
booking for regular users started on 24 August 2017.
JioPhone 2
4G broadband
The company launched its 4G broadband services throughout India in September 2016
.It was slated to release in December 2015 after some reports said that the company
was waiting to receive final permits from the government. Jio offers fourth-generation
(4G) data and voice services, along with peripheral services like instant messaging and
streaming movies and music. The company has a network of more than 250,000 km of
fiber optic cables in the country, over which it will be partnering with local cable
operators to get broader connectivity for its broadband services. With its multi-service
operator (MSO) licence, Jio will also serve as a TV channel distributor and will offer
television-on-demand on its network.
LYF smartphones
In June 2015, Jio entered into an agreement with domestic handset maker Intex to
supply 4G handsets capable of voice over LTE (VoLTE). However, in October 2015, Jio
announced that it would be launching its own mobile handset brand named LYF.
On 25 January 2016, the company launched its LYF smart phone series starting with
Water 1, through its chain of electronic retail outlets, Reliance Retail. Three more
handset models have been released so far, namely Water 2, Earth 1, and Flame 1.
Jionet WiFi
Prior to its pan-India launch of 4G data and telephony services, Jio has started providing
free Wi-Fi hotspot services in cities throughout India including Surat, Ahmedabad in
Gujarat, and Visakhapatnam in Andhra Pradesh, Indore, Jabalpur, Dewas and Ujjain[47]
in Madhya Pradesh, select locations of Mumbai in Maharashtra, Kolkata in West Bengal,
Lucknow in Uttar Pradesh, Bhubaneswar in Odisha, Mussoorie in Uttarakhand,
Collectorate's Office in Meerut, and at MG Road in Vijayawada among others.
In March 2016, Jio started providing free Wi-Fi internet to spectators at six cricket
stadiums hosting the 2016 ICC World Twenty20 matches. Jionet was made available in
Wankhede Stadium (Mumbai), Punjab Cricket Association IS Bindra Stadium (Mohali),
Himachal Pradesh Cricket Association Stadium (Dharamshala), Chinnaswamy Stadium
(Bengaluru), Feroz Shah Kotla (Delhi), and Eden Gardens (Kolkata) in India
Jio Apps
In May 2016, Jio launched a bundle of multimedia apps on Google Play as part of its
upcoming 4G services. While the apps are available to download for everyone, a user
will require a Jio SIM card to use them. Additionally, most of the apps are in the beta
phase. Notable apps include:
MYJIO
JIOSAAVN
JIOTV
JIOCINEMA
JIOCHAT
JIOMAGS
JIOXPRESSNEWS
JIOCLOUD
JIO4GVOICE
JIOMONEY
JIOSECURITY
JIONEWSPAPER
Reliance Jio has partnered with Google to manufacture affordable 4G handsets. These
phones will run exclusively on Jio network. The two companies are also working on
developing software for smart-TV services. Both were expected to launch in 2017.
JioFi
Jio has also launched Wi-Fi routers by the name JioFi.
JMR 540
JioFi M2
Router M2S Black
Petroleum refining and marketing (R&M) is the second link in Reliance's drive for
growth and global leadership in the core energy and materials value chain.
The Jamnagar manufacturing division is the world's largest refining hub. The entire
refining complex was built in a record time at globally competitive capital costs – in fact,
at costs much lower than comparable refineries around the world. Its scale, design,
flexibility, level of automation and degree of integration heralded the way refineries of
the future would be built. The speedy growth of the complex lies at the heart of India's
transformation. It has transformed India from being a net importer of petroleum
products to a net exporter, thereby ensuring the nation's energy security.
With crude processing capacity of 1.24 million Barrels Per Stream Day (BPSD), the
Jamnagar refinery is a trendsetter and has won several awards, including the
prestigious 'International Refiner Of The Year' award. It also enjoys the distinction of
housing some of the world's largest units, such as the Fluidised Catalytic Cracker (FCC),
Coker, Alkylation, Paraxylene, Polypropylene, Refinery off gas (ROG) cracker and Pet
coke gasification plants.
Fuels from Jamnagar refinery are exported to several countries across the world. This
complex refinery is future ready and can produce gasoline and diesel of any grade.
Reliance also has another refinery – the sixth largest in the world – in the Special
Economic Zone at Jamnagar. This refinery has a capacity for processing 580,000 BPD of
crude.
Key Components of the R&M Business Model
Reliance's technical, operational and logistic strengths act as the fulcrum to leverage its
refineries' asset utilisation and optimisation, the key components of the R&M business
model. These strengths, coupled with our highly integrated plants and automated
processes, augment our R&M business's operating efficiencies. Moreover, our refineries
are strategically located on the west coast of India, offering the benefits of low
transportation costs for feedstock and proximity to high-growth markets.
The goal of R&M business is to deliver industry leading returns and be a source of
medium-term growth, while focusing on health, safety and environment.
Asset
Advantage
Asset
Optimisation
Reliance's integrated Supply and Trading team works real-time with the refinery
operations to optimise asset utilisation.
Ability to process all grades of crude oil and meet the increasingly differentiated and
more demanding product specifications.Our operations ensure access to a very wide
variety of feedstock to produce products, meeting the most stringent specifications
globally.
Products
Our refinery at Jamnagar processes a wide variety of crude oils and produces a range of
petroleum products for exports as well as supply in the Indian market.
Products Applications
Reliance is one of the largest exploration and production players in India having a
balanced domestic conventional and unconventional hydrocarbon portfolio.
Portfolio Snapshot
RIL’s upstream business comprises the complete chain of activity starting from
exploration, appraisal, development and production of hydrocarbons. Reliance entered
the Exploration and Production (E&P) business by becoming a 30% partner in an
unincorporated joint venture with Shell (erstwhile BG) and ONGC in the Panna Mukta
and Mid and South Tapti blocks. Our domestic portfolio comprises of five conventional
oil and gas blocks in Panna Mukta Tapti (PMT), Krishna Godavari, Mahanadi & Gujarat
Saurashtra and two Coal Bed Methane (CBM) blocks in Sohagpur East and West in
Madhya Pradesh.
Conventional
In 2002, Reliance struck gas in the D1-D3 field of KG D6 block. RIL is producing natural
gas from the gas fields since April 1, 2009.
The KG D6 fields rank amongst one of the largest green-field deepwater oil and gas
production facilities in the world. D1-D3 fields are the first and only deepwater
producing fields in India and remains among the most complex reservoirs in the world.
Reliance, along with its partners, has committed ~$6 billion for second wave of projects
in KG D6 over the next few years. To supplement the existing asset base, we continue to
look at new opportunities that are a strategic fit with capabilities and integrated
petroleum value chain.
Production from the CBM blocks (Sohagpur East and West) commenced in 2017. As part
of CBM development program, Reliance has drilled more than 200 wells and set up two
Gas Gathering Stations and 8 Water Gathering Stations. Reliance Gas Pipeline Limited
(RGPL), one of the subsidiary of RIL operates 300 KM of natural gas pipeline from
Shahdol in Madhya Pradesh to Phulpur in Uttar Pradesh to transport gas from RIL’s
CBM blocks. The CBM project is the largest surface footprint hydrocarbon project of the
country
Petrochemicals
Relwood™
RelWood™ is a natural fibre polymer composite material which can give the look and
feel of wood while overcoming its drawbacks. Made with German technology, it has a
unique homogeneous bonding between natural fibre and polymer. This creates a
material that is virtually indistinguishable from tropical wood in terms of optics and
haptic properties and at the same time is resistant to water, sun, wind and cold that
does not splinter – even after many years. It is 100% recyclable, waterproof, low
maintenance and is also resistant to termites, mould and fungi.
RelWood™ is available in the form of sheets (RelWood™ UPB) and also profiles of
various shapes and can be used in a variety of applications like furniture, door, flooring,
decking, wall cladding or façade.
R|Elan™
As an industry leader and a pioneer, the polyester division of RIL is always looking at
ways to come up with value-added, easy-care, and more comfortable fabrics for the
common man.
Following extensive research and development, and using its expertise in fibre re-
engineering, RIL has created R|Elan™ – a portfolio of speciality fabrics. It is a perfect
blend of art and smart, with fabrics providing enhanced aesthetics, performance and
comfort. Through these fabrics R|Elan™ aims to cater to all consumers across all apparel
segments – active wear, denim, formal wear and women wear. These fabrics have been
created with active participation of HEP partners, spread across various textile centres
of India.
R|ELan™ aims to create a robust fibre-to-fabric value chain to ensure that these
innovations match the commercial expectations of fashion brands. R|Elan fabrics will be
presented to consumers with leading domestic and international brands in the form of
co-branded apparels.
Retail
Reliance Retail is the retail initiative of the group and an epicentre of our consumer
facing businesses. It has in a short time forged strong and enduring bonds with millions
of consumers by providing them unlimited choice, outstanding value proposition,
superior quality and unmatched experience across all its retail stores.
Since its inception in 2006, Reliance Retail has grown to cater to millions of customers,
and thousands of farmers and vendors. Reliance Retail serves over 5 million customers
every week, and has the patronage of more than 50 million customers. Our nationwide
network of retail outlets delivers a world-class shopping environment and unmatched
customer experience powered by our state-of-the-art technology and seamless supply
chain
Reliance Retail has adopted a multi-prong strategy and operates neighbourhood stores,
supermarkets, hypermarkets, whole sale cash & carry stores, specialty stores and online
stores and has democratized access to all types of products and services across all
segments for all Indian consumers. Reliance Retail has achieved the distinction of being
the largest retailer in the country. Reliance Retail’s commitment to bettering lives has
been embodied in its pursuit to make a difference on social socio-economic issues in
India. The initiative has brought large number of farmers and small producers to the
forefront of the retail revolution by partnering with them for growth.
Deep insight into India’s economic, cultural and consumption diversity drives Reliance
Retail’s vision in the retail universe. The operating model is based on customer
centricity, while leveraging common centres of excellence in technology, business
processes and supply chain. More importantly, it has built a strong and unwavering
foundation through its extraordinary people.
Reliance Retail has emerged as the partner of choice for international brands and has
established exclusive partnerships with many revered international brands such as
Armani Exchange, Burberry, Marks and Spencer, Paul & Shark, Thomas Pink, Brooks
Brothers. Reliance Retail operates nearly 10,000 stores pan India with nearly 21 million
square feet of retail space and is growing rapidly.
KEY FACTS
69,198 Crore
Revenues in FY 2018
2,529 Crore
EBITDA in FY 2018
9,907
Retail Stores
21 Million Sqft
Retail Area
>6,400 Cities
And Growing
> 4 Million
Customers Served Every Week
> 50 Million
Reliance One loyalty membership base
> 104,000
People employed
> 14 Million
litres of milk sold every year
> 100
Distribution Centres across 23 states
MILESTONE
2006
Reliance Industries ventures into organised retail through Reliance Retail with its first
Reliance Fresh store in Hyderabad
2007
Launches Reliance Digital, a consumer electronics retail chain
2008
Reliance Retail opens its first fashion & lifestyle store under Reliance Trends and
Reliance Footprint brands
Enters into JVs with Marks and Spencer and Grand Vision
2010
Crosses 1,000 stores mark
2011
Launches wholesale cash-n-carry store chain - Reliance Market
Reliance Retail achieves $1 billion in sales
2012
Reliance Trends becomes India’s largest fashion Retailer. Announces partnerships with
Iconix, Kenneth Cole, Thomas Pink and Brooks Brothers
2013
Reliance Market, becomes India’s largest wholesales cash & carry store chain. Reliance
Retail achieves EBITDA break-even
2014
Launches Reliance Digital Express Mini, a chain of small stores dealing in mobility and
communication devices
Reliance Retail consolidates its market leadership as the largest retailer in India
2015
Reliance Retail 2.0 unveiled with launch of multi-channel initiatives
2016
Launches www.ajio.com a curated fashion e-commerce platform and
www.Footprint360.com a multi-channel e-commerce platform for Reliance Footprint
2017
Reliance Retail crosses $5 billion revenue mark
Launched Project Eve, a mid-premium fashion and lifestyle destination store for women
2018
Crosses revenue milestone of US$ 10 billion.
Largest store expansion by an Indian Retailer in a year - Launched 3,736 Jio Points
covering over 3,700 cities in India.
2018
Largest store expansion by an Indian Retailer in a year - Launched 3,736 Jio Points
across more than 4,400 cities in India.
Brands
Each of our brands is a natural extension of our philosophy of excellence. From Vimal to
Recron, our brands are tuned to not only the needs, but also the aspirations of our
customers. Today, our products and brands touch the lives and enhance the lifestyles of
millions of Indians.
Polymers
Polypropylene (PP)
Chemicals
Petroleum Retail
Transportation Fuels
Jet/Aviation Turbine Fuel
Foods
Neighbourhood store
Supermarket
In-Store Brands
Digital Services
Reliance Foundation
Nita M. Ambani
Nita Ambani is a board member of Reliance Industries and East India Hotels, and leads the
cricket team, Mumbai Indians, in the Indian Premier League. She is also the Founder and
Chairperson of Dhirubhai Ambani International School, one of India’s best international
schools. In 2015, Nita Ambani founded an organization called Football Sports Development
Limited, which focuses on developing sports in India through grassroots programs.
Direct Engagement
Leveraging Technology
Led by Smt. Nita M Ambani , Reliance Foundation was set up in 2010 to provide impetus to
various philanthropic initiatives of RIL. The efforts of the group have already touched the
lives of 22 million people across India in more than 15,500 villages and several urban
locations.
The Foundation has a comprehensive development approach. Its prime objective is to create
and support meaningful activities through innovative institutions to address some of India’s
most pressing developmental challenges.
Over the years, Reliance Foundation’s initiatives have continued to evolve, while remaining
responsive to the ever-changing needs of society. The Foundation is currently focusing on
creating change in areas of Rural Transformation, Health, Education, Sports for
Development, Disaster Response, Arts, Culture & Heritage and Urban Renewal.
To maximize its reach and improve outcomes, Reliance Foundation has also established
strategic partnerships with organizations that have the technical expertise and experience to
undertake various programs in the identified focus areas of operation.
Annual Report
2017 - 2018
Reliance Foundation was established in 2010 to support the efforts of Reliance Industries in
achieving economic equality and sustainable development; leading to transformational
change and improvement in the lives of marginalized sections of society. Under the
leadership of Smt. Nita M. Ambani
2016 - 2017
Reliance Industries Limited (RIL) has achieved significant milestones and measurable
progress in the last 40 years. The Company has always believed in creating societal value
through its philanthropic activities for more than two decades, with its approach towards
social development evolving as per contemporary needs over the years
2015 - 2016
Reliance Industries Limited (RIL) has made a significant contribution and measurable
progress towards its vision of inclusive development in India. Beyond its business operations,
RIL continuously strives to make a difference to underprivileged communities through its
philanthropic ventures.
2014 - 2015
Since its inception in 2010, Reliance Foundation has been working towards improving the
lives of the marginalized and vulnerable communities across rural and urban areas. The
Foundation strives to achieve sustainable inclusive development by undertaking initiatives
towards enhancing rural livelihoods, providing access to quality health care
2013 - 2014
The Foundation has a comprehensive development approach. Its prime objective is to create
and support meaningful activities through innovative institutions to address some of India’s
most pressing developmental challenges.
2012 - 2013
At Reliance, growth is not just centered on profits; we place sustainable development at the
core of our business decisions and align our sustainability strategy with our business goals.
WHAT WE DO
Rural Transformation
Reliance Foundation works toward enriching the lives of the marginalized communities of
India. It enhances livelihood opportunities and provides relevant information to help reduce
risks for rural communities.
Health
Reliance Foundation works towards enhancing access to quality and affordable healthcare in
India. The Foundation’s ‘Health for All’ motto and integrated healthcare model provides
continuum of care to the most vulnerable sections of society through a network of healthcare
delivery mechanisms.
Cumulatively, over 5.8 million consultations have benefitted vulnerable patients through
various health initiatives. Numerous health camps provide specialized care for HIV/AIDS,
TB, mother and child health as well as various non-communicable diseases like diabetes,
hypertension, cardiac ailments, bone and joint disorders, ophthalmic conditions among
others.
Education
There are significant inequalities in access to secondary education as far as income, gender,
social group and geography are concerned. The capacity of the secondary schooling system
needs to be significantly expanded across India.
For instance, only 16% of India’s education budget is spent on secondary education
compared to 62% for primary education (K. Biswal, 2011; Secondary education in India:
Development policies, programmes and challenges). The gross enrolment rate (GER) for
combined secondary and senior secondary stages (Classes IX–XII) was nearly 50% in 2009-
10. Besides, not a single Indian University figures in the top 200 of the QS World University
rankings 2013
Reliance Foundation is reimagining ways to protect and promote India’s priceless heritage to
not only sustain but also make art and culture relevant to the younger generation. India is a
land of diverse cultures and it is RF’s endeavour to ensure that the youth appreciates and
connects with its rich heritage and arts.
CHAPTER – 3
PROJECT PROFILE
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In human resource management, “recruitment” is the process of finding and hiring
the best and most qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization”.
It is one whole process, with a full life cycle, that begins with identification of the
needs of the company with respect to the job, and ends with the introduction of the
employee to the organization.
A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected”.
In this, the available vacancies are given wide publicity and suitable candidates are encouraged
to submit applications so as to have a pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc. are used.
Recruitment is the process which links the employers with the employees. The
purposes of recruitment are as follows:
Importance of Recruitment
Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy
In the event that they notice some positions do not really contribute to the advancement
of the organization towards its goals, then it can take the proper action to correct this,
probably through job redesign, restructuring of the workforce, or conduct of job
enrichment programs.
Organizations may carry out their hiring processes their own way, but without a system
or set guidelines in place for its conduct and implementation, there is a risk that the
company may incur more expenses than necessary.
The company will also end up wasting its resources if the wrong or unqualified person
was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization would
also have wasted its resources in training an employee that is not right for the job after
all.
This is how you can create your employer value proposition and convince talent to
join your company.
Factors Influencing Recruitment:
All enterprises, big or small, have to engage themselves in
recruitment of persons. A number of factors influence this process.
2. Employment Conditions:
The employment conditions in an economy greatly affect
recruitment process. In under-developed economies, employment
opportunities are limited and there is no dearth of prospective
candidates. At the same time suitable candidates may not be
available because of lack of educational and technical facilities. If
the availability of persons is more, then selection from large number
becomes easy. On the other hand, if there is a shortage of qualified
technical persons, then it will be difficult to locate suitable persons.
3. Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an
enterprise greatly influence the availability of personnel. If higher
wages are paid as compared to similar concerns, the enterprise will
not face any difficulty in making recruitments. An organisation
offering low wages can face the problem of labour turnover.
4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process.
An expanding concern will require regular employment of new
employees. There will also be promotions of existing employees
necessitating the filling up of those vacancies. A stagnant enterprise
can recruit persons only when present incumbent vacates his
position on retirement, etc.
RECRUITMENT PROCESS
Organizations, depending on their structure and specific needs, may have special
procedures that they integrate into their recruitment process. For purposes of discussion,
however, we will take a look at the general approach of a recruitment process, one that
is used by most organizations or companies across various industries.
Many say that recruitment begins when the job description is already in place and the
hiring managers begin the process of actually looking for candidates. However, if we are
looking at it more holistically, the process begins way earlier than that.
Prior to the recruitment process, the organization must first identify the vacancy and
evaluate the need for that position. Will the organization suffer if that vacancy is not filled
up? Is there really a need for that open position to be occupied by someone? If the
answer is affirmative, then you can proceed to the recruitment.
Basically, this step will allow the human resources manager, hiring manager, and other
members of management on what the new employee will be required to do in the
position that is currently open for filling up. This has to be done in a systematic manner,
which is what the job analysis is for.
According to human resource managers, the position or job description is the “core of a
successful recruitment process”. After all, it is the main tool used in developing
assessment tests and interview questions for the applicants.
Job analysis involves identification of the activities of the job, and the attributes that are
needed for it. These are the main parts that will make up the job description. This part
has to be done right, since the job description will also be used in the job advertisement
when it is time to source out talents.
The organization may also opt to include other preferred qualifications that they are
looking for, on top of the minimum or basic qualifications.
For example, if the position is that of a computer programmer, then the salary range
should be within the same range that other companies within the same industry offer.
This is the stage where the organization will let it be known to everyone that there is an
open position, and that they are looking for someone to fill it up.
Before advertising, however, the organization must first know where to look for potential
candidates. They should search out the sources where the persons that can potentially
fill the job are going to be available for recruitment. That way, they will know where to
direct their advertising efforts.
Various methods are employed by organizations in order to advertise the open position.
Networking. Word-of-mouth is the best form of advertising, and when it takes the form
of networking, it becomes more effective. In recruitment, this is often done through
representatives of the company attending college and career fairs, letting them know
about the opening in their organization. This is a tactic employed by large software and
tech companies that want to hire fresh, young and brilliant minds into their organization.
They personally visit colleges, targeting the top students. They also use their
connections within the industry to attract the attention of talents with the highest
potential.
Posting. Recruitment often involves the application of candidates both from within and
outside the company. Thus, in order to attract the best possible talents, it is
recommended that the posting of the open positions be made internally and externally.
Internal posting usually takes the form of the vacancy announcement being displayed in
bulletin boards and other areas within the business premises where the employees and
visitors to the company are likely to see it. Posting externally may be in the form of flyers
being distributed, or vacancy notices being displayed in other areas outside of the
business premises. Companies with websites often post open positions on their
company site, while some also use job boards.
Print and media advertising. One classic example of this would be the Classifieds
section of the local daily or weekly newspaper. Companies looking for people to fill up
open positions make the announcement in the newspapers, providing the qualifications
and the contact details where prospective applicants may submit their application
documents. When trying to attract the attention of suitable candidates, the organization
makes use of various tools and techniques. If it wants to get the best candidates, then it
should not be haphazard about things.
Developing and using proper techniques. The company may include various offerings
in order to attract the best candidates. Examples are attractive salaries, bonus and
incentive packages, additional perks and opportunities that come with the job, proper
facilities at work, and various programs for development.
Using the reputation of the company. Perhaps the best publicity that the company can
use to attract candidates is its own reputation in the market. If the company is known for
being a good employer – one that aids in its employees’ personal and professional
growth and development – then it is a good point for the company to capitalize on in
advertising its open positions.
This is most probably the part of the recruitment process that requires the most amount
of work. This is where the applicants’ skills and personalities are going to be tested and
evaluated, to ascertain whether they are a good fit for the job and its description.
Preliminary screening. It is often the case, especially in large organizations, where one
open position will receive hundreds to thousands of applications from candidates. In an
ideal world, it would be good for the hiring managers to be able to interview each and
every single one of them. However, that is also impractical, and very tedious. Not really
advisable, especially if the organization is in need of manpower in the soonest possible
time. Thus, there is a need to shorten the list of candidates, and that is done through a
preliminary screening. Usually, this is conducted by going through the submitted
resumes and choosing only those that are able to meet the minimum qualifications. It is
possible that this would shorten the list of applicants, leaving a more manageable
number.
Initial interview. The candidates who were able to pass the preliminary screening will
now undergo the initial interview. In most cases, the initial interview is done through
phone. There are those who also conduct interviews through videos using their internet
connection. Often a basic interview, this may involve the candidates being asked
questions to evaluate or assess their basic skills and various personal characteristics
that are relevant to the open position.
Conduct of various tests for recruitment. The hiring managers may conduct tests on
the skills of the candidates and how they use these skills and talents. Other tests that
are often employed are behavioral tests and personality assessment tests.
Final interview. Usually depending on the number of candidates for the job, and the
preference of the hiring managers and senior management, a series of interviews may
be conducted, gradually narrowing down the list of candidates. This may go on until the
company has finally come up with a shortlist of candidates that will undergo a final
interview. Often, the final interview requires a face-to-face meeting between the
candidate and the hiring managers, as well as other members of the organization. Top
management may even be involved during the final interview, depending on the job or
position that will be filled up.
Selection. In this stage, the hiring managers, human resources representatives, and
other members of the organization who participated in the process meet together to
finally make a selection among the candidates who underwent the final interview. During
the discussion, the matters considered are:
o Qualifications of the candidates who were able to reach the last stage of the screening
process
o Results of the assessments and interviews that the final pool of candidates were
subjected to
There will be no problem if they have a unanimous decision on the candidate that the job
will be offered to. In case of varying opinions, the majority will prevail.
If they do not arrive at a decision, there may be a need to restart the recruiting process,
until such time that they are able to reach a decision that everyone will be satisfied with.
Making the offer: To make things more formal, a representative of the company or of
the human resources department will contact the candidate and inform him that he has
been selected for the job. In this stage, complete details of the compensation
package will also be made known to the applicant.
Acceptance of the offer by the applicant: The applicant should also communicate his
acceptance of the offer for it to be final. Take note that, if the selected applicant does not
accept the job offer and declines it, the recruitment process will have to start all over
again.
Usually, the beginning of the induction process is marked by the signing of the
employment contract, along with a welcome package given to the new employee. The
date for the first day that the employee will have to report for work and start working in
the company will be determined and communicated to the newly hired employee.
However, it doesn’t end there. The employee will still have to undergo pre-employment
screening, which often includes background and reference checks. When all these pre-
employment information have been verified, the employee will now be introduced to the
organization.
Sources of recruitment:
1. Promotion
Companies can give promotion to existing employees. This method of recruitment saves a lot of
time, money and efforts because the company does not have to train the existing employee.
Since the employee has already worked with the company. He is familiar with the working culture
and working style. It is a method of encouraging efficient workers.
2. Departmental examination
This method is used by government departments to select employees for higher level posts. The
advertisement is put up on the notice board of the department. People who are interested must
send their application to the HR department and appear for the exam. Successful candidates are
given the higher level job. The method ensures proper selection and impartiality.
3. Transfer
Many companies adopt transfer as a method of recruitment. The idea is to select talented
personnel from other branches of the company and transfer them to branches where there is
shortage of people.
4. Retirement
Many companies call back personnel who have already retired from the organization. This is a
temporary measure. The method is beneficial because it gives a sense of pride to the retired
when he is called back and helps the organization to reduce recruitment selection and training
cost.
5. Internal advertisement
In this method vacancies in a particular branch are advertised in the notice board. People who
are interested are asked to apply for the job. The method helps in obtaining people who are
ready to shift to another branch of the same company and it is also beneficial to people who want
to shift to another branch.
6. Employee recommendation
In this method employees are asked to recommend people for jobs. Since the employee is aware
of the working conditions inside the company he will suggest people who can adjust to the
situation. The company is benefited because it will obtain.
There are several methods for external recruiting. The firm must carefully
analyze the vacant positions and then use the method which best fulfils the
requirement. Following are the different types of external sources of
recruitment:
ii) Casual callers: the good organizations have a list of casual callers also who
apply them and the organization instead of giving new advertisement give a call to
these casual callers.
v) Labour union: the organization may select the candidate from the labor union of
the company to satisfy the labours also.
vii) Waiting lists: generally the organization s prepares the waiting lists of the
employees. Sometimes the selected candidates failed to join in that case the waiting
list employees are called.
These firms maintain data of all the job seekers, such as education,
qualification, experience, etc. and give their details to the companies who are
looking for men. Nowadays, the engineers, accountants, lawyers help their
counterparts to get suitable jobs in industrial organizations.
Thus the above said are the main sources of recruitment of the employees within the
organization and outside the organization which are used by the organization to
employ the employees.
Selection:
Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.
A good selection process will ensure that the organization gets the right
set of employees with the right attitude.
Importance of Selection
Selection is an important process because hiring good resources can help
increase the overall performance of the organization. In contrast, if there
is bad hire with a bad selection process, then the work will be affected
and the cost incurred for replacing that bad resource will be high
The purpose of selection is to choose the most suitable candidate, who
can meet the requirements of the jobs in an organization, who will be a
successful applicant. For meeting the goals of the organization, it is
important to evaluate various attributes of each candidate such as their
qualifications, skills, experiences, overall attitude, etc. In this process,
the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.
Advantages of Selection
A good selection process offers the following advantages−
It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
A good selection process helps in selecting the best candidate for the
requirement of a vacant position in an organization.
Selection Process
Here, the individuals are checked for their academic qualifications, skill sets,
family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable
candidates very much before proceeding with a full-fledged selection process.
6. Checking References: The firms usually ask for the references from the
candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the
candidate has completed his studies or from his previous employment where
he was formerly engaged. These references are checked to know the conduct
and behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate
are checked to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very beginning of the
selection process while in some cases it is done after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The
medical examination is an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the job requirements.
8. Final Selection: Finally, the candidate who qualifies all the rounds of a
selection process is given the appointment letter to join the firm.
1. Recruitment is the first part of the employment phase, which is looking and collecting more than
one applicant, the second part of the employment phase is selection which start to look for
applicants and evaluate them.
2. The goal of Recruitment is to create the differentiation and creativity applicants to give the
organization more options. The main goal for selection is to choose the best one to fill the
position.
3. Since recruitment searching for more employees to apply for a position, it is consider as a
positive process, and the negative process will be in selection since is reducing the applicants to
one for each position.
4. The source of human resources is most important part to recruitment, but in selection the most
important part is choosing the person via interviews or through tests.
5. There no contract between applicant and organization in recruitment process, but there is an
signing a contract between an applicant and organization.
Comparison Chart
BASIS FOR
RECRUITMENT SELECTION
COMPARISON
candidate
Reliance Jio, has explained its hiring process on its website - jio.com. Inviting applications
from eligible candidates for various positions in the telecom company, Reliance Jio
Infocomm said: "We are always looking out for people who can bring fresh perspective and
ideas in the team." With unlimited calling service, highly competitive data tariffs and now the
JioPhone, Jio looks set to increase the competitive intensity in the telecom sector in the
coming months, some analysts say. Reliance Jio Infocomm, which offers telecom services
under brand name Jio, is the telecom arm of conglomerate Reliance Industries.
Reliance Jio has come out with a set of guidelines on its portal - jio.com - to explain the
hiring process followed by it for recruitment of talent. "If you are someone who loves to
explore limitless opportunities, shares our enthusiasm of going the extra mile and would
want to be a part of the Digital India Movement, then Jio is the place you need to be in!" Jio
further said.
Jio has mentioned "three easy steps" for applying for a job in the company. These are:
application (starting from a search for opportunities on Reliance Jio's career portal -
careers.jio.com), assessment and selection.
How We Hire
How We Hire
We are always looking out for people who can bring fresh perspective and
ideas in the team. If you are someone who loves to explore limitless
opportunities, shares our enthusiasm of going the extra mile and would
want to be a part of the Digital India Movement, then Jio is the place you
need to be in!
1. Job search on Career Portal
Visit Jio Career portal and look for opportunities that match your
qualification and interest. Jobs are listed by service line as well as
geography. You may go through the Job Description and other relevant
details mentioned thereon.
2. Online Application
Create your “Candidate Profile” and fill all the details of application
process accurately. You will be asked to upload your resume. However,
before you upload your resume make sure it’s updated. Mentioned below
are few tips on how to prepare your resume to increase your chances of
being interviewed at Jio.
3. Review of application
Our team here will review your resume against the qualifications required
for the job. If they determine that you may be a fit, they will contact you to
schedule a brief telephonic interaction. This is the chance to know more
about the job role and us.
If your profile does not match with the position, your resume will be saved
in our database for future opportunities and you will be intimated suitably.
1. Tests
All at Jio go through an online aptitude test. This is an objective type test
that measures your basic numerical, logical reasoning and language skills.
Post that, depending upon type of job, functional/ technical tests are
conducted. For leadership roles, psychometric tests are scheduled to help
us understand your leadership style.
2. Interviews
The first interview will be scheduled with the subject matter experts. Be
prepared for technical, behavioral and situational questions that cover your
role-related knowledge. If the first interview goes well, a second interview
will be scheduled with your potential manager and a few other team
members.
If the candidate is based out of the same city, then a face to face interview
at the office location is preferred. If the candidate is based out of station,
first interview should be conducted over Video Conferencing (VCs) or
Skype or telephone.
INTERVIEW TIPS
How can you make a good first impression? Here are some helpful tips from our
interviewers:
1. Be prepared:
You need to prepare for a challenging interview. Be able to articulate how your
strengths, work experience and career goals will enable you to succeed in our
organization. It is not a secret that you can predict many of the questions you will
be asked at the interview. So, plan and prepare your answers.
Show us how you will use your skills and experience to the job? How would you
improve and bring out innovation in the existing job? Quantify your answers - for
example, how much % of target you have achieved in how much time?
3. Do your research:
The most successful candidates have more than a surface understanding of our
organisation, industry trends, the positions for which they are interviewing, the
product they’d be working on, and the market for those products.
5. Ask questions:
Technical knowledge
This part of interview is to evaluate your ability to do the job. We look for high performers,
who consistently deliver quality work while continually looking for ways to improve.
Behavioural Question
We ask open-ended question to understand how you approach and solve problems in a given
situation. Such Questions focus more on experiences, knowledge, skills and abilities.
Leadership
Jio believes in young leaders and is looking for more. You will be evaluated on your
decision-making and communication skills. Be prepared to answer question related to
situation where you have led a team and succeeded. Graduates can discuss about their
university project where they were part of the team and might have stepped up as a project
lead.
We are always looking for people with different perspectives, ideas and experiences to bring
dynamism to the organisation. Thus, we encourage openness during interviews. You are free
to ask questions related to organisation, job role, performance development, that will help
you to decide whether this job is right for you or not. The questions you ask will show your
interest towards the organisation and how well you are prepared for the interview.
1. Review
2. Offer
If you are selected, you will receive a phone call to extend a verbal offer.
You will then receive a written offer via email requiring on your registered
e-mail ID you to electronically accept the offer. You’ll have the
opportunity to ask any questions and if you’re happy with the offer, we’ll
look forward to welcome you on-board.
3. Join
After you have accepted the offer and decided to join our organisation, you
will be informed about the pre-boarding as well as joining formalities.
Being the company that Jio is, our pre-boarding and On-boarding process
is completely digital. We would share pre-reads and videos during this
period so that you “Discover Jio” before you join us.
Here are some other tips and guidelines as shared by Reliance Jio
1. Application: Reliance Jio lists jobs by service line as well as geography. "You may go
through the Job Description and other relevant details mentioned thereon," Jio said. A
candidate can upload his or her resume on the portal after creating a "Candidate Profile", it
said.
2. Jio's reviews the resume and contacts the candidate for a "brief" telephonic interaction. "If
your profile does not match with the position, your resume will be saved in our database for
future opportunities and you will be intimated suitably," Jio noted.
3. LinkedIn: Sharing some tips on how a resume should look like, Reliance Jio said: "Make
sure your resume is up-to-date with all your information and contact details...Keeping your
LinkedIn profile updated...is suggested."
4. Jio's careers portal enables users to upload their resume by attaching a digital file in pdf
format.
5. Jio assesses applications based on tests and interview, which includes an online aptitude
test, functional/technical tests and two rounds of interviews, according to the Jio website.
Each interview lasts anywhere between 20 minutes to an hour, it said.
6. After interviewing, feedback from the interview panel is compiled and reviewed, Reliance
Jio Infocomm explained. "It's important that we make the right decision not only for our
business, but for you as well," it noted.
7. At this stage, the interview feedback is taken up with the company's senior management
for final approval, it said.
8. Selected candidates are communicated the status of their application via a telephone call.
This is followed by "a written offer via email", Jio added. "You'll have the opportunity to ask
any questions and if you're happy with the offer, we'll look forward to welcome you on-
board," Reliance Jio, the telecom arm of conglomerate Reliance Industries, further said.
9. After a selected candidate accepts the offer, "you will be informed about the pre-boarding
as well as joining formalities", according to Jio.
10. "Being the company that Jio is, our pre-boarding and on-boarding process is completely
digital. We would share pre-reads and videos during this period so that you "Discover Jio"
before you join us," Reliance Jio added.
HR STRUCTURE
CORPORATE HR:
Policy making
Strategic planning
ENTITY HR:
PRESIDENTHR
CORPORATE HRENTITYHR
CIRCLEHRCEO
CIRCLE HR:
Recruitment
Appointment
Training
Payroll
Employees issues
HR FUNCTIONS
TALENT ACQUISITION
Sourcing activity
TALENT DEVELOPMENT
Training
Career 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
departmenth e a d w i l l t h e n s h o r t l i s t t h e s a m e a n d t h e y
a s k t h e H R 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.
INTERNAL SOURCING
Employee Reference
EXTERNAL SOUCING
Campus Recruitment
STEP 3:
APPROVAL.
w i t h t h e candidate.
CRC
ECRC
HR CIRCLE
OFFER
Joining Procedure
ELIGIILITY CRITERIA:
OTHER REQUIREMENTS:
T h e r e c r u i t m e n t m a y d i f f e r w i t h t h e c u r r e n t p o s i t i o n o f t h e business
INTERNAL SOURCING
EXTERNAL SOURCING
PLACEMENT CONSULTANCY:
The placement agencies call for resumes of prospective candidates, which act as a good
source of recruitment for the companies. Consultant’s interview candidates and
shortlist t h o s e a c c o r d i n g t o t h e c r i t e r i a l a i d d o w n b y t h e c o m p a n i e s .
T h i s helps the employer to interview a limited number of potential candidates, the
minimizing the time taken in receiving and sorting applications, etc.
JOB PORTAL:
The spread of Internet has enabled employers to search for candidates globally and
has made recruitment easier. If vacancy a r i s e s , R e l i a n c e C o m m u n i c a t i o n
browses the profile of
candidatesfrom the Job portal like naukri.com, monsterindia.com an
d t h e n candidates are accessed through e-mail or telephone.
CAMPUS RECRUITMENT:
Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who
has got aggregate 60% in all semesters.
At last PI (Personal Interview) is conducted for those candidates who had passed out GD and
Personal Interview is taken by respective head of department and HR Head.
F o r f i l l i n g u p p o s i t i o n f o r G E T ( Graduate Engineering Trainee) , following
procedure is followed by Reliance Communication:
Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who
has got aggregate 60% in all semesters.
A t l a s t P I ( P e r s o n a l I n t e r v i e w ) i s c o n d u c t e d a n d P e r s o n a l Inter
view is taken by respective head of department and HR Head. MT position
includes candidates having Educational qualification in
MBA and GET Position includes candidates having Educationa
l qualification in BE (E&C, Electronics).
Prepaid
Postpaid
Customer Care
Commercial
HR.
INTERVIEW
Interview is the oral assessment of the candidates for employment. This is the
most essential step in the selection process. In this step the interviewer matches the
information obtained about the candidate
through various means to the job requirements and to theinformation obtained through his own obs
ervation during theinterview. Interview gives the recruiter an opportunity:
T o g i v e f a c t s t o t h e c a n d i d a t e r e g a r d i n g t h e c o m p a n y , t h e poli
cies, programmes, etc. and promote goodwill towards the company.
MODE OF INTERVIEW
PERSONAL INTERVIEW
VIDEO CONFERENCE
At Reliance Communication, usually faceto face interviews are conducted but for those
candidates who are located at other state for them video conference interviews are
conducted. The use of video conferencing can add value to the process by allowing real
time, face-to-face interactions without the costs associated with physically transporting
candidates to the campus.
Time savings
TELEPHONIC INTERVIEW :
There are various reasons to take a telephonic interview. For example, in certain
location Reliance Communications does not have its Web world, so in that case the
interview of that candidate will be taken over telephone. Even if the interview of a
candidate cannot happen through video conference because of unavailability of any
Web world timings, then telephonic interview is taken.
CAMPUS RECRUITMENT:
For GET, Interview is taken by respective functional head and HR head and for MT
Interview is taken by 2-3 functional heads, HR head and final interview is taken by
Circle CEO.
L1:
EXPERIENCE:
17 – 20 + years
L2:
EXPERIENCE:
11 – 15 + years
L3
EXPERIENCE:
5 – 11 + years
L4:
EXPERIENCE:
2 – 4 + years
Trainees
EXPERIENCE:
Fresher
REFERENCE CHECK
To check whether or not the applicant was truthful about his or her employment history
SELECTION DECISION
MEDICAL CHECK-UP
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 anorganization. It is designed to
provide flexibility to an employee to structure their benefit package.
JOINING FACILITATION
Joining 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 can’t 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:
Educational Qualification/Skills
The candidate must have a Bachelor’s Degree in any discipline from recognized
university/institution with 60% marks in aggregate.
The candidate must not have education gap of more than 1 year.
The candidate must have good communication skills.
The candidate must have the knowledge about his/her concerned field.
First- the candidates will have to appear for an Online Test that would be of 60 marks
(Elimination Round)
Second- those who qualify Written Exam will be followed by Technical Interview.
Reliance Jio Campus Recruitment - 2018 Batch Batch 2018 Website https://www.jio.com Joining
Date 1 st Week of Jan 2018 Date of Campus 8 th or 9th Dec 17 (Will be confirmed through email)
Time 9:00 am Venue Gurgaon Office (Address will be informed through email) Job Title Jio Area HR
Trainee Eligible Degrees Post-Graduation specialization in Psychology from 2018 batch Eligible
Branches Psychology Eligibility Criteria 60% or above all throughout 10th, 12th, Graduation and Post-
Graduation Candidate should have completed their respective graduation in the same year and
should not have any gap in between completion and joining Candidate with no backlog Location
Should be open to relocate across North India, specifically category B and C class city in Rajasthan
Compensation (CTC) 3.5 LPA (Grade: Assistant Manager) Roles & Responsibilities HR Trainees will be
hired from all across India from local colleges. The objective is to build high quality HR Operations
Capability, hire local talent meeting standard threshold criteria who can and build an HR talent
pipeline in the organization. The training program will be for 2 yrs, during this tenure, Jio Area HR
Trainees will be taken through a series of development programs, to prepare Area HR Trainees for
handling higher responsibilities and roles. The performance of the Area HR Trainees will be reviewed
periodically. After two years Area HR Trainees will be placed in various roles across organization
based on their performance and business requirement. Responsibilities: The Jio Area HR Trainee will
be assigned different accountability areas for a specified duration during the training period which
could be any of the below: 1. Recruitment & On-boarding 2. Employee Master Data management 3.
Payroll, Reimbursements, Insurance and other HR related grievances. 4. Employee Engagement 5.
Transfer and deputation 6. Employee Exit Management 7. Employee Relations compliance 8. Area
MIS Other Desired Skills / Competencies Skills: 1. Problem solving and Analytical skills 2.
Communication skills (written and verbal) 3. Digital Literacy and Learnability 4. Comprehension and
Clarity of Thought 5. Group Dynamics and Cultural fit Process Selection process: The selection
process will evaluate the candidate’s skills required for the job and be culturally fit in Jio business.
Preference would be given to those candidates who have completed their graduation in Engineering.
Students need to clear a staged selection process: Step 1: Test – Aptitude and Trade Test Step 2:
Case Study Presentation Step 3: Personal Interviews
How We Care
1. Celebrating Life
Jio believes in celebrating life and all the important milestones in life. We
support and encourage the employees to enjoy these special moments with
their family and loved ones. To enjoy lovely beginning to a new chapter of
life, we provide options like marriage loan and marriage leaves.
Every child is precious, so we ensure that our employees take some time
off and spend those special moments by taking parental leaves for
adoption, surrogacy or child birth. During the most crucial months of a
childbirth, the expecting mothers can opt for special parking space for ease
of commuting. Post childbirth, the new mothers can also opt for lesser
working hours for six months, thus getting ample time to take care of the
newborn without putting the career on hold. In some of our campuses
employees can even get their kids to work and avail the crèche facility.
We believe learning is the way of life. Jio University ensures that each
employee has various options available for continuous learning.
Employees may choose from business, technology and leadership
programs to achieve personal and professional goals. Jio University
enables this by collaborating with various universities, institutes,
professionals and digital content providers.
3. Nurturing The Innovators
4. Supporting Life.
5. Enriching Life
We are enthusiastic about staying fit. Some of our offices are equipped
with gymnasiums, yoga halls, aerobic halls, lawn tennis courts, badminton
courts, basketball courts and volleyball courts, football grounds and cricket
grounds with professional coaches to guide the employees.
6. Empowering Life
CHAPTER – 4
RESEARCH METHODOLOGY
MEANING OF RESEARCH:
Research in common parlance refers to a search of knowledge. It is an art of scientific
investigation. According to Redman & Mary defines research as a systematic effort to
gain knowledge
RESEARCH METHODOLOGY:
Research methodology is way to systematically solve the research problem. It is
a plan of action for a research project and explains in detail how data are collected anda
nalyzed. The main methodology adopted for this project is surveyed method. Where
data was collected using a structured questionnaire. Questionnaire was administered
among the sample of 128 respondents.
RESEARCH DESIGN:
“A research design is the arrangement of conditions for collection and analysis
data in a manner that aims to combine relevance to the researcher purpose with
economy
in procedure”.
It constitutes the blueprint for the collection, measurement and analysis of data. As
such the design includes an outline of what the researcher will do form writing the
hypothesis and its operational implication to the final analysis of data. More explicitly,
the design decisions happen to be in respect of;
RESEARCH OBJECTIVES
Pvt, Ltd.,
FIELD WORK:
The field works is done at Reliance Jio
PERIOD OF SURVEY:
The period is from March to April, 2019
CHAPTER – 5
RESEARCH ANALYSIS
TABLE NO: 5.1.1GENDER OF THE RESPONDENTS
INFERENCE:
From the above table it is inferred that 66.4 % of the respondents are male and the
remaining 33.6% of the respondents are female.