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Summer Internship Report

On

EMPLOYEE WELFARE SCHEME OF


RELIANCE COMMUNICATION

By
KRITI MISHRA

MBA Class of 2010

Under the Supervision of


Dr. R.SUJATHA
Professor
Department of HR

In Partial Fulfillment of Award of Master of Business


Administration

AMITY BUSINESS SCHOOL


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

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AMITY UNIVERSITY UTTAR PRADESH
AMITY BUSINESS SCHOOL

DECLARATION

I, kriti mishra student of Masters of Business Administration from Amity Business


School, Amity University Uttar Pradesh hereby declare that I have completed
Summer Internship on “

EMPLOYEE WELFARE SCHEME OF RELIANCE COMMUNICATION

” as part of the course requirement .

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

Date: 03/07/10 KRITI MISHRA


Enroll. No:
A0102309087
Place: Lucknow MBA Class of 2010

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AMITY UNIVERSITY UTTAR PRADESH
AMITY BUSINESS SCHOOL

CERTIFICATE

I hereby certify that kriti mishra students of Masters of Business Administration at


Amity Business School, Amity University Uttar Pradesh has completed Summer
Internship on “EMPLOYEE WELFARE SCHEME OF RELIANCE

COMMUNICATION”, under my guidance.

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

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Acknowledgement

This project bears the imprints of many people without whose presence and spot

this would have not being possible for me to draft it out in the manner it now lays in

the hand of the reader.

I would like to express the gratitude to the people who are an

important part of this report.

I would partially like to thank my industry guide Mr. Manish

Srivastava and who is also my project guide and the entire HR team for their support

and guidance and all my friends who have encourged me and inspired me to perform

better and better each time.

I dedicate this project to them who have been the facilitator in this journey of mine.

I thank them all.

With regards,

kriti Mishra

A0102309087
MBA(HR)-10

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CONTENT

S.No. Chapter Name Page


No.
1 Introduction 8

2 Human resource management 30

3 Facilities for employee 40

4 Research Methodology 56

5 Suggestions, Recommendations & Conclusions 58

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INTRODUCTION

A DREAM COME TRUE

The Late Dhirubhai Ambani dreamt of a digital India — an India where the common
man would have access to affordable means of information and communication.
Dhirubhai, who single-handedly built India’s largest private sector company virtually
from scratch, had stated as early as 1999: “Make the tools of information and
communication available to people at an affordable cost. They will overcome the
handicaps of illiteracy and lack of mobility.”

It was with this belief in mind that Reliance Communications (formerly Reliance
Infocomm) started laying 60,000 route kilometres of a pan-India fibre optic
backbone. This backbone was commissioned on 28 December 2002, the auspicious
occasion of Dhirubhai’s 70th birthday, though sadly after his unexpected demise on 6
July 2002.

Reliance Communications has a reliable, high-capacity, integrated (both wireless and


wireline) and convergent (voice, data and video) digital network. It is capable of
delivering a range of services spanning the entire infocomm (information and
communication) value chain, including infrastructure and services — for enterprises
as well as individuals, applications, and consulting.

Today, Reliance Communications is revolutionising the way India communicates and


networks, truly bringing about a new way of life.

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INDIA ’S LEADING INTEGRATED TELECOM COMPANY

Reliance Communications is the flagship company of the Anil Dhirubhai Ambani


Group (ADAG) of companies. Listed on the National Stock Exchange and the
Bombay Stock Exchange, it is India’s leading integrated telecommunication company
with over 80 million customers.

Our business encompasses a complete range of telecom services covering mobile and
fixed line telephony. It includes broadband, national and international long distance
services and data services along with an exhaustive range of value-added services and
applications. Our constant endeavour is to achieve customer delight by enhancing the
productivity of the enterprises and individuals we serve.

Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002,


coinciding with the joyous occasion of the late Dhirubhai Ambani’s 70th birthday,
was among the initial initiatives of Reliance Communications. It marked the
auspicious beginning of Dhirubhai’s dream of ushering in a digital revolution in
India. Today, we can proudly claim that we were instrumental in harnessing the true
power of information and communication, by bestowing it in the hands of the
common man at affordable rates.

We endeavour to further extend our efforts beyond the traditional value chain by
developing and deploying complete telecom solutions for the entire spectrum of
society.

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LOOKING BACK, LOOKING FORWARD

Reliance – Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group


founded by Shri Dhirubhai H Ambani (1932-2002), ranks among India’s top three
private sector business houses in terms of net worth. The group has business interests
that range from telecommunications (Reliance Communications Limited) to financial
services (Reliance Capital Ltd) and the generation and distribution of power
(Reliance Infrastructure Limited).

Reliance – ADA Group’s flagship company, Reliance Communications, is India's


largest private sector information and communications company, with over 80 million
subscribers. It has established a pan-India, high-capacity, integrated (wireless and
wireline), convergent (voice, data and video) digital network, to offer services
spanning the entire infocomm value chain.

Other major group companies — Reliance Capital and Reliance Infrastructure — are
widely acknowledged as the market leaders in their respective areas of operation.

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ABOUT SH. DHIRUBHAI AMBANI

Few men in history have made as dramatic a contribution to their country’s economic
fortunes as did the founder of Reliance, Sh. Dhirubhai H Ambani. Fewer still have
left behind a legacy that is more enduring and timeless.

As with all great pioneers, there is more than one unique way of describing the true
genius of Dhirubhai: The corporate visionary, the unmatched strategist, the proud
patriot, the leader of men, the architect of India’s capital markets, the champion of
shareholder interest.

But the role Dhirubhai cherished most was perhaps that of India’s greatest wealth
creator. In one lifetime, he built, starting from the proverbial scratch, India’s largest
private sector enterprise.

When Dhirubhai embarked on his first business venture, he had a seed capital of
barely US$ 300 (around Rs 14,000). Over the next three and a half decades, he
converted this fledgling enterprise into a Rs 60,000 crore colossus—an achievement
which earned Reliance a place on the global Fortune 500 list, the first ever Indian
private company to do so.

Dhirubhai is widely regarded as the father of India’s capital markets. In 1977, when
Reliance Textile Industries Limited first went public, the Indian stock market was a
place patronised by a small club of elite investors which dabbled in a handful of
stocks.

Undaunted, Dhirubhai managed to convince a large number of first-time retail


investors to participate in the unfolding Reliance story and put their hard-earned
money in the Reliance Textile IPO, promising them, in exchange for their trust,
substantial return on their investments. It was to be the start of one of great stories of
mutual respect and reciprocal gain in the Indian markets.

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Under Dhirubhai’s extraordinary vision and leadership, Reliance scripted one of the
greatest growth stories in corporate history anywhere in the world, and went on to
become India’s largest private sector enterprise.

Through out this amazing journey, Dhirubhai always kept the interests of the ordinary
shareholder uppermost in mind, in the process making millionaires out of many of the
initial investors in the Reliance stock, and creating one of the world’s largest
shareholder families.

CHAIRMAN'S PROFILE

Regarded as one of the foremost corporate leaders of contemporary India,Shri Anil D


Ambani, 48, is the chairman of all listed companies of the Reliance ADA Group,
namely, Reliance Communications, Reliance Capital, Reliance Energy and Reliance
Natural Resources limited.

He is also Chairman of the Board of Governors of Dhirubhai Ambani Institute of


Information and Communication Technology, Gandhi Nagar, Gujarat.

Till recently, he also held the post of Vice Chairman and Managing Director of
Reliance Industries Limited (RIL), India’s largest private sector enterprise.

Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and was
centrally involved in every aspect of the company’s management over the next 22
years.

He is credited with having pioneered a number of path-breaking financial innovations


in the Indian capital markets. He spearheaded the country’s first forays into the
overseas capital markets with international public offerings of global depositary
receipts, convertibles and bonds. Starting in 1991, he directed Reliance Industries in
its efforts to raise over US$ 2 billion. He also steered the 100-year Yankee bond issue
for the company in January 1997.

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HISTORY OF RELIANCE COMMUNICATION

Late Dhirubhai Ambani had a vision of making tools of communication available to


commoners thereby allowing them to overcome barriers of mobility. Likewise,
Reliance Communications is capable of delivering services covering entire gamut of
information and communication value chain. Their products and services include
infrastructure setting, applications and consultancy.

Brief history

Reliance Communications was set up as Reliance Infocomm in 1999 and from 2000
onwards laying of optical fibers started in Maharashtra, Gujarat and Andhra Pradesh.
Reliance Infocomm was inaugurated in 2002 and first of interconnect (POI) was
established in New Delhi in same year. Also in that year, Reliance Communications
commissioned their 1st optic fiber backbone. In 2005, this company launched global
roaming facility and CDMA services. Reliance Communications was formed in 2006
and listed in Bombay and National stock exchanges.

Reliance Communications Limited founded by the late Shri. Dhirubhai H Ambani


(1932-2002) is the flagship company of the Reliance Anil Dhirubhai Ambani Group.
It is India's foremost truly integrated telecommunications service provider. With a
customer base of over 36 million including close to one million individual overseas
retail customers, Reliance Communications ranks among the top ten Asian Telecom
companies. Its corporate clientele includes 600 Indian, 250 multinational corporations
and over 200 global carriers and owns and operates the world's largest next
generation, IP enabled connectivity infrastructure, comprising over 150,000
kilometers of fiber optic cable systems in India, USA, Europe, Middle East and the
Asia Pacific region. For more information, visit:

Regarded as one of the foremost corporate leaders of contemporary India, Shri Anil D
Ambani, 48, is the chairman of all listed companies of the Reliance ADA Group,

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namely, Reliance Communications, Reliance Capital, Reliance Energy and Reliance
Natural Resources.

He is also the president of the Dhirubhai Ambani Institute of Information and


Communications Technology, Gandhinagar

An MBA from the Wharton School of the University of Pennsylvania, Shri Ambani is
credited with pioneering several financial innovations in the Indian capital markets.
He spearheaded the country’s first forays into overseas capital markets with
international public offerings of global depositary receipts, convertibles and bonds.

Under his chairmanship, the constituent companies of the Reliance ADA group have
raised nearly US$ 3 billion from global financial markets in a period of less than 15
months.

Shri Ambani has been associated with a number of prestigious academic institutions
in India and abroad.

He is currently a member of:

• Wharton Board of Overseers, The Wharton School, USA


• Board of Governors, Indian Institute of Management (IIM), Ahmedabad
• Board of Governors, Indian Institute of Technology (IIT), Kanpur
• Executive Board, Indian School of Business (ISB), Hyderabad

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

Select Awards and Achievements

• Voted ‘the Businessman of the Year’ in a poll conducted by The Times of


India – TNS, December 2006
• Voted the ‘Best role model’ among business leaders in the biannual Mood of
the Nation poll conducted by India Today magazine, August 2006
• Conferred ‘the CEO of the Year 2004’ in the Platts Global Energy Awards

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• Conferred 'The Entrepreneur of the Decade Award' by the Bombay
Management Association, October 2002
• Awarded the First Wharton Indian Alumni Award by the Wharton India
Economic Forum (WIEF) in recognition of his contribution to the establishment
of Reliance as a global leader in many of its business areas, December 2001

Selected by Asiaweek magazine for its list of 'Leaders of the Millennium in Business
and Finance' and was introduced as the only 'new hero' in Business and Finance
from India, June 1999.

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VISION OF RELIANCE COMMUNICATION

VISION

“We will leverage our strengths to execute complex global-scale projects to facilitate
leading-edge information and communication services affordable to all individual
consumers and businesses in India.

We will offer unparalleled value to create customer delight and enhance business
productivity.

We will also generate value for our capabilities beyond Indian borders and enable
millions of India's knowledge workers to deliver their services globally.”

Reliance Communications is now among the three most valuable private sector
companies in India, and the five most valuable telecom companies in Asia. In the
current

Fiscal, Reliance Communications will spend Rs 16,000 crore to further expand and
strengthen its network coverage across India and the rest of the world.

In addition to organic growth, Reliance Communications will leverage the advantages


derived from this impressive financial platform to explore and pursue any significant

Opportunities available in the telecommunications sector. "We are currently


evaluating a number of inorganic opportunities in select international markets to
further expand our footprint," Ambani said.

Reliance Communication’s One India, One Tariff plan allowed millions to connect
across India at just one rupee a minute. The company was the first one to break the Rs
1,000 entry-barrier with the launch of the lowest-cost classic brand handset at Rs 777.

As per its expansion plan, Reliance Communications will have the single largest
wireless network in the world, covering over 900 mn Indians or more than 15% of the
global population. It will cover 23,000 towns or every single Indian habitation with a
population of over 1,000. Reliance Communications will cover almost 100% of all

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rail routes, providing seamless voice, video, radio, and Internet connectivity to 14 mn
commuters every day. It will also cover almost 100% of all national highways, and
84% of all state highways, giving millions of users the power to talk, text, surf, play,
chat or simply stay in touch across nearly the entire length of India's 2,00,000-km-
long road network.

Having achieved tremendous growth, the main challenge for Reliance


Communications is to improve quality of service and ARPU. Its enterprise business is
also not in a position to compete with the global majors. Stock market valuations may
boost the fortunes of an entrepreneur, but Ambani needs to address the issues faced
by the growing mobile customer base, especially in India, where bureaucracy takes
pride in checking the businessman.

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CORPORATE PROFILE

Organizations, like individuals, depend for their survival, sustenance and growth on
the support and goodwill of the communities of which they are an integral part, and
must pay back this generosity in every way they can... This ethical standpoint,
derived from the vision of our founder, lies at the heart of the CSR philosophy of the
Reliance – ADA Group.

While we strongly believe that our primary obligation or duty as corporate entities is
to our shareholders – we are just as mindful of the fact that this imperative does not
exist in isolation; it is part of a much larger compact which we have with our entire
body of stakeholders: From employees, customers and vendors to business partners,
eco-system, local communities, and society at large.

We evaluate and assess each critical business decision or choice from the point of
view of diverse stakeholder interest, driven by the need to minimize risk and to pro-
actively address long-term social, economic and environmental costs and concerns.

For us, being socially responsible is not an occasional act of charity or that one-time
token financial contribution to the local school, hospital or environmental NGO. It is
an ongoing year-round commitment, which is integrated into the very core of our
business objectives and strategy.

Because we believe that there is no contradiction between doing well and doing right.
Indeed, doing right is a necessary condition for doing well.

Board of Directors

• Shri Anil D. Ambani - Chairman


• Prof. J Ramachandran
• Shri S.P. Talwar
• Shri Deepak Shourie
• Shri A.K.Purwar

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ORGANIZATIONAL SET UP

CHAIRMAN

PRESIDENT PRESIDENT
PRESIDENT

(PRESONAL BUSINESS) (ENTERPRISES BUSINESS) (HOME


BUSINESS)

SENIOUR V.P

V.P

GM

DGM

AGM

SENIOUR MANAGER

MANAGER

DUPTY MANAGER

ASST. MANAGER

MANAGEMENT TRAINING

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Code of Conduct

(Adopted by the Company)

Reliance Anil Dhirubhai Ambani Group of Companies continually reviews corporate


governance best practices to ensure that they reflect global developments. It takes
feedback into account, in its periodic reviews of the guidelines to ensure their
continuing relevance, effectiveness and responsiveness to the needs of local and
international investors and other stakeholders.

The Code of Conduct(s) and Business Policies adopted by the Reliance Anil
Dhirubhai Ambani Group (RADAG) Companies are given here.

Values and Commitments

Introduction

Every significant management decision has ethical value dimensions. Managing


ethics is particularly relevant for RADAG Companies today because it is critical to
understand and manage highly diverse values in the workplace. Attention to business
ethics is critical during times of fundamental change – times much like those faced
now by businesses like ours. In times of such fundamental change, values that were
previously taken for granted are now strongly questioned. Many of these values are
no longer followed. Consequently, there is no clear compass to guide us through
complex dilemmas about what is right or wrong. To that end, RADAG Companies’
Values and Commitments are presented here. These should be used to guide our
actions in business conduct.

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Ethics and Values at RADAG Companies

Background

At RADAG Companies, the issue of ethics is simple: it is a simple process that


involves defining what is right or wrong, and then doing the right thing. Ethics
Management at RADAG Companies is about values and associated behaviors. It is a
process of defining values and ensuring that corporate and individual employee
behaviors epitomize those values. We at RADAG Companies believe that any
business conduct can be ethical only when it rests on the nine core values of Honesty,
Integrity, Respect, Fairness, Purposefulness, Trust, Responsibility, Citizenship and
Caring. Strong commitments to these high values have long been building principles
for RADAG Companies. These values are not to be lost sight of by anyone at
RADAG Companies under any circumstances irrespective of the goals that are
intended to be achieved. To us, means are as important as the ends. Though the
deeper significance of these values for us can not be captur ed in words, a brief
description of what we really feel about these virtues is outlined below:

Honesty

We are committed to be truthful in all our actions. We strive to be honest and


forthright with one another and with all our stakeholders.

Integrity

RADAG Companies insists on honesty, integrity and fairness in all aspects of its
business and expects the same in its relationships with all those with it does business.
There exists a clear vision and picture of integrity throughout RADAG Companies.
Our reward and promotion systems are aligned with this vision of integrity.
Upholding the RADAG Companies reputation is paramount. We are judged by how
we act. Our reputation will be upheld if we act with integrity in all our dealings, even
at a personal level, and we always do what we think is right at all times. We say what
we mean, and deliver what we promise, and promise to stand for what is right. We
always honour all our commitments. We stand for loyalty and trustworthiness.

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Respect

We are committed to treat everyone fairly and with respect and dignity. We
appreciate and value the skills, strengths, and perspectives of our diverse workforce.
We request the uniqueness of each employee. We believe that each employee makes a
meaningful contribution in RADAG Companies’ success.

Fairness

RADAG Companies is firmly committed to fairness and objectivity in all its action
and interactions. Justice and fairness imbibed in the Organization’s fabric ensure
procedural fairness, impartiality and consistency in RADAG Companies operations.

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Purposefulness

RADAG Companies sees its activities in terms of higher purposes and ideals. This
purposefulness is a way of operating which ties RADAG Companies to its
environment at a mutually beneficial dimension.

Trust

We endeavor to foster a participatory work environment where trust and confidence


between team members is spontaneous. We always encourage teamwork with open,
candid and speedy communication.

Responsibility

Our employees are expected to demonstrate highest levels of personal responsibility


and continually affirm that they are responsible to themselves for the pursuit of
excellence. At RADAG Companies accountability is individual rather than collective.
Our employees are committed and enthusiastic to assume responsibility for actions
for the organization.

Citizenship

We are a fiercely patriotic company, fully committed to achieving and participating in


every conceivable way in the progress and integrity of India. We are committed to
obey all the law s of India and the countries in which we do business and to do our
part to make the communities in which we live better.

Caring

Compassion, sharing and kindness are values that we try to inculcate in our decision
making process to achieve fairness. It is imperative that each one of us gets intensely
driven from the heart towards upholding of these values in our day to day conduct.
This initiative will further stimulate the creation and maintenance of a highly ethical
work environment.

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COMMITMENTS

Background

A firm belief that every RADAG Companies team member holds is that the other
person’s interests count as much as his / her own. It is not surprising that RADAG
Companies has always been able to strike a mutually profitable equilibrium with ease
while interacting with diverse internal and external stakeholder groups. RADAG
Companies strives to make the good of these diverse stakeholder groups as part of its
good. RADAG Companies recognizes that maintaining the trust and confidence of all
its stakeholders is crucial to its continued growth and success. We are aware that a
company must be an integral part of the society in which it operates: that it must
fulfill a number of different expectations – financial, social and environmental: and
tha t there is no substitute to being right. We seek success by being sensitive and alive
to the interests and concerns of others in the society, and by working constructively
with them to find solutions of mutual benefit. In pursuit of these values outlines
above, we are committed to the ethical treatment of all our stakeholders.

Commitment to Stakeholders

In all our relationships we demonstrate our steadfast commitment to all our


stakeholders:

Our employees

RADAG Companies recognize that its commercial success depends on the full
commitment of all employees. We are committed to respect the human rights of our
employees. We strive to treat our employees with honesty, just management, due
dignity and fairness. We are committed to provide our employees with a good, safe
and healthy environment and competitive terms and conditions of service. RADAG
Companies promotes the development and best use of human talent. It encourages the
involvement of employees in the planning, direction and fair appraisal of their work.
The employees are also encouraged to participate in the application of these ethics
and values within the company.

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Our customers

We are committed to produce reliable, world-class quality products and services,


delivered on time, at a fair price. RADAG Companies strives to win and maintain
customers by developing and providing products and services which offer value in
terms of price, quality, safety and environmental impact, which are supported by the
requisite technological, environmental and commercial expertise.

Our environment

RADAG Companies are committed to acting as a concerned and responsible


community participant reflecting all aspects of good corporate citizenship. RADAG
Companies are committed to achieving the global standards of health, safety and
environment. RADAG Companies works with its community by volunteering and
supporting education, medical welfare and other worthy causes that lead to
sustainable development.

Our shareholders

We are committed to pursuing sound growth and earnings objectives and to


exercising prudence in the use of our assets and resources. Enhancing shareholder
value remains the prime driving force of RADAG Companies’ business and financial
decisions. We will ensure our success by satisfying our customers and increasing
shareholder value.

Our lenders and other investors

We are committed to truthful disclosure of all material facts and the regular and
timely payment of all our debt service obligations.

Our Suppliers and other service providers

We are committed to fair competition and the sense of responsibility required of a


good customer.

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The government

RADAG Companies are fiercely patriotic company and is enthused and proud to be a
home-grown enterprise. We are committed to the payment of all-applicable taxes and
duties and adherence to allapplicable laws and regulations.

Ethics Management

RADAG Companies have established an elaborate Ethics Management Organization


to underscore our commitment to ethical conduct throughout our Company. It is a key
part of vigorous corporate-wide efforts to p romote a positive and ethical work
environment. Ethics Compliance Process

RADAG Companies Code of Ethics and Business Policies are applicable to: · all
personnel in the management cadre; and · all full-time consultants, representatives,
suppliers, contract ors and agents Applicability of the code and policies to other
employees will be reviewed at a later date.

Step 1 : Adoption and Acceptance of the Code and Policies

All employees should adopt and accept the code and policies with immediate effect.
A letter containing an affirmation / undertaking to that effect will be kept on record
from each employee in and above the management cadre. This will be a one-time
requirement. Such acceptance of the code and the policy will be considered as an
automatic amendment of the terms and conditions of employment as outlined in the
letter of appointment. Refusal by an employee to accept this policy / code will lead to
his / her dismissal.

Step 2 : Disclosure

Every person covered under this code shall submit, no later than fifteen days from the
date of the acceptance letter as explained in step 1, to the Ethics Office all the
information required for the implementation and enforcement of the Code of Ethics.
This will also be a one-time requirement

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Step 3 : Annual Reporting

Every person covered under this code shall file, before each January 1, with the
Ethics Office: · an affirmation of personal compliance with Code of Ethics and
Business Policies in the preceding year, and · a statement listing all his potential
conflicts of interest as defined in the Code of Ethics, or if there are none, a statement
to that effect. · the duly filled questionnaire on ethics compliance; and · the duly filled
information disclosure forms.

Step 4: Compliance review process

The Ethics Compliance Process comprises of the following:

1. Employees are urged to resolve all conflicts of interest and violations of the policy
by self-regulation.

2. Ethics Office will use information collected from the disclosure and annual report
process and if required obtain additional information to ensure that no conflict of
interest or violation of ethics policy exists.

3. Conflicts of interest and violation of the policy will be promptly resolved by


immediate termination of relevant contracts and / or appropriate disciplinary action.

4. For current year (2006 ), all conflicts of interest and violation of the policy will be
resolved by termination and / or disciplinary action within 15 days of acceptance of
the policy / code.

The employee should note the following details:

All actual / existing conflicts of interest and violations of the code should be promptly
resolved by the employee by the process of self-regulation involving immediate
termination of relevant contracts / arrangements. If the employee cannot for any
reasons resolve conflicts and violations by self-regulation, he or she should to seek
clarification of, and discuss questions about, each actual or potential conflicts and
violations of the policy with the Ethics Office. Each actual or potential conflict of

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interest or violation of policy should be reported promptly with full disclosures to the
Ethics Office as soon as the conflict / violation arise. Employee must also note the
conflicts / violation in his / her annual business ethics report. Requests for a conflict
of interest and violation of policy determination will be reviewed on a case-by-case
basis. The request should include, as a minimum, the following information: A
description of the employee’s duties and responsibilities with RADAG Companies .
In respect of actual or potential conflict of interest, a description, in general terms, of
the proposed outside activities to be performed by the employee, including the name,
product lines, and market of the outside company or business in which the employee
proposes to become involved.

A description of the relationship of the outside company or business to RADAG


Companies , if any (for example, supplier, customer, similar products o r,
competitor). The proposed level of the employee’s involvement in, or proposed
position to be held with, the outside company or business (for example, owner,
employee, representative, consultant, advisor). Any other details in respect of an
actual or p otential violation of the code. If the situation is deemed not to be a
potential conflict of interest or a violation of the code, management should notify the
employee of the decision in writing. When the potential conflict of interest or a
violation exists and it is considered to be unacceptable the Ethics Office should
promptly resolve the matter by initiating the actions that lead to termination of
relevant contracts and / or appropriate disciplinary action. All information disclosed
to management as required by this code shall be treated confidentially, except to the
extent necessary to protect the Company’s interest; principles of natural justice would
be applicable to the decisions and review processes of the Ethics Office.

Step 5: Ongoing Counseling and Ethics Education

In order to support its ethics programme, RADAG Companies will develop a


comprehensive ethics education and communication programme. These programmes
will be developed to provide employees with job-specific information to raise their
level of awareness and sensitivity to key ethical issues. While strongly recommending
that employees err on the side of the caution, to begin with, here are some practical
ways to hone individual sensitivities towards ethical dimensions in decision making.

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PRODUCTS AND SERVICES

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

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HUMAN RESOURCE MANAGEMENT

For any business to run one needs four M’s namely Man, Money, Machine and
Material. Managing other three resources other than men, are easy to handle. Men are
very difficult to handle because no two human beings are similar in all way. Human
beings can think, feel and give response. Handling humans is more important for any
business because human being have crucial potential that may be very profitable for
the business. And these potential can be developed to an unlimited extent if they are
provided with proper environment. So the function of managing men is as important
as finance or marketing function in any business.

HRM refers to practices and policies framed for the management of human resources
in an organization, including Recruiting, screening, rewarding and appraising.”

Human resources have at least two meanings depending on context. The original
usage derives from political economy and economics, where it was traditionally
called labor, one of three factors of production. The more common usage within
corporations and businesses refers to the individuals within the firm, and to the
portion of the firm's organization that deals with hiring, firing, training, and other
personnel issues. This article addresses both definitions.

The objective of Human Resources is to maximize the return on investment from


the organization's human capital.

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THE SCOPE OF HRM is indeed very vast. All major activities in the working life
of a worker-from the time of his or her entry into the organization until he or she
leaves- come under the purview of HRM.

Specifically, the activities include are

 HR Planning
 Job analysis and design
 Recruitment and selection
 Orientation and placement
 Training and development
 Performance Appraisal and Job evaluation
 Employee and executive remuneration
 Employee Motivation
 Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an


effective, legal, fair, and consistent manner.

"Human resource management aims to improve the productive contribution of


individuals while simultaneously attempting to attain other societal and individual
employee objectives." Schwind, Das & Wagar (2005).

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HR STRUCTURE

PRESIDENT
HR CEO

ENTITY
CORPORATE HR
HR

CIRCLE
HR

CORPORATE HR: Activities taken up by Corporate HR are

 Policy making
 Implementing suggestions - HEWITT CONSULTANT
 Strategic planning

ENTITY HR: Activities taken up by Entity HR are

 Execution of policies and practices


 Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are

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 Recruitment
 Appointment
 Training
 Payroll
 Employees issues
 Exit full & final

HR FUNCTIONS

 TALENT ACQUASITION

 Sourcing activity

 TALENT DEVELOPMENT

 Performance management system


 Training
 Carrier planning
 Suggestion planning

 TALENT MANAGEMENT

 Operation HR

RECRUITMENT PROCESS

STEP 1: MANPOWER PLANNING.


AOP (Annual Operating Plan), this process is taken up every year. It is
taken up at Personal Level and Entity Level. Several points like Revenue
generation, Acquisition number, etc.

STEP 2: SOURCING ACTIVITY.


There are three types of sourcing done at Reliance. After the resumes of
candidates are chosen then the same is sent to the department head where
the vacancy arises. The department head will then shortlist the same and

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they ask the HR department to fix an interview with the selected candidates.
There are two type of interview which is taken up at Reliance, firstly the
Functional interview and then the Functional Head and HR Head takes the
interview.

 INTERNAL SORCING

 Employee Reference
 Re-employment of former employee

 EXTERNAL SOUCING

 Placement Consultant – Ruchika, the Age, the Avenue.


 Job Portals - Monster, NAUKRI.
 Campus Recruitment

STEP 3: APPROVAL.

 The HR executives will Negotiate the CTC with the candidate.


 The approval is sent to the CRC (Corporate Recruitment Cell).
 Then after it is sent to ECRC.
 Then the same is sent to CRL.
 The same is then sent to Management for SAP Applicant Code.
 The applicant code is given to HR CIRCLE.
 OFFER is made to the candidate, which leads to the Joining
Procedure.

AVERAGE TIME PERIOD:

 The process of recruitment takes about 10 – 15 days

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ELIGIILITY CRITERIA:

 Education Qualification – MBA with any specialization


 Not frequent job changes
 Tenure of last job should at least be 1.5 – 2 yrs

OTHER REQUIREMENTS:

 Reference check is usually done for High level job


 The recruitment may differ with the current position of the business

INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitable candidates are


first searched internally within the organization. This is based upon in-house talent
which could be redeployed.
Advertisement for internal vacant position is done by following two ways:

 Through sending mail to all Reliance Infocomm employees across all locations
including DAKC (Dhirubhai Ambani Knowledge City)
 Through DAKC Circular

Employees of Reliance Communication who have completed more than 12 months of


continuous service only those employees can apply for position placed on Intranet.
Internal candidates are considered in accordance with their abilities and potential. The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a


candidate with whom he/ she have worked in his/ her previous employment.
Employees can check available vacancies on Intranet and can submit the resumes of
prospective candidates who fit the Job profile.

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RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee
done in Reliance Communication with a view to take trained manpower back in the
company. Re Hiring is done as per the policy issued by Central Recruitment Cell at
Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes of


prospective candidates, which act as a good source of recruitment for the companies.
Consultant’s interview candidates and shortlist those according to the criteria laid
down by the companies. This helps the employer to interview a limited number of
potential candidates, the minimizing the time taken in receiving and sorting
applications, etc.

Reliance Communication chooses Consultants having national presence. This


sourcing option is only considered by the company when there is scarcity for
candidates with requisite experience and skills.

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

EMPLOYEE REMUNERATION

Remuneration is the compensation receives in return for his/ her contribution to the
organization.

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Reliance Communication follows the cost to company (CTC) structure that reflects
the total cost of an employee to an organization. It is designed to provide flexibility to
an employee to structure their benefit package.

PHILOSOPHY OF CTC

 Within the committed salary of an employee, provide maximum flexibility to


an employee
 Cost all perquisites and benefits to an employee and make the employee
appreciate the total costs incurred by the company on such benefits
 Enable the company realize and recognize the hidden payroll costs incurred
on such benefits

Why CTC is divided in two parts?

 As per the Indian Income Tax Rules the total Basic Salary paid to the
employee is taxable.
 So Choice Pay can make your 60% salary non taxable.

PLI (PERFORMANCE LINKED INCENTIVE)

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

CTC STRUCTURE

C T C

B A S E PC A H Y O I C 38E P A
( 4 0 % O ( f 6 C0 T % C ) O f C
The following are the main components to CTC structure. The CTC structure
includes costing of all components of Compensation and Benefits an employee is
entitled to.

BASE PAY
This constitutes up to 40% o the total annual compensation and it includes

 Basic Salary
 Employer’s contribution to the PF @ 12% of basic salary
 Employer’s contribution to the company’s gratuity fund @ 4.81% of basic
salary

BASIC SALARY
 Basic Pay = Base pay/pf + gratuity
 Base Pay = 100
 Basic Pay = 100/1.1681

PROVIDENT FUND
Provident fund is to provide Social Security Benefit to the employee after
retirement. PF is deducted from the first day of employment. The Company deducts
12% of the employee’s basic salary and makes an equal contribution. The employee
can take loans for specific purposes against his/her provident fund accumulation.

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The employee is also covered under an Insurance Scheme, which provides for a
payment of Rs. 37,000 / - in case of his /her death.

GRATUITY

Under the scheme Company contributes 4.81% of Basic Salary of an employee to the
Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years
of service. Employees who have completed 5 years continuous service with the
company are eligible to get gratuity on separation from the company. In case of death,
the minimum service requirement of 5 years does not apply. For calculating Gratuity,
periods of service greater than 6 months will be considered as equivalent to 1year and
less then 6 months will not be counted.

 As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .


 Any amount paid in addition to 3, 50,000 /- will attract tax.
 All employees who have completed 1 year continuous service with the
company are eligible to get gratuity on separation from the company.

CHOICE PAY

This constitutes up to 60% o the total annual compensation and it includes

 Company Leased Accommodation


 Company Owned Accommodation
 Office Wear Allowance
 Leave Travel Allowance
 Company Leased Car
 Children Education Allowance
 Gift Coupons
 Conveyance Allowance

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 Food Coupons
 Medical Expense
 House Rent Allowance
 Superannuation
 Special Personnel Allowance

FACILITIES RENDERED BY RELIANCE


COMMUNICATION

COMPANY LEASED HOUSE

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

COMPANY OWNED ACCOMODATION

 No deposit – no interest.
 Rent would be calculated @ 11 rupees per Square feet.
 Monthly rental would be charged to CTC
 Rental Amount will be exempted from tax
 10% perquisite tax would be charged on employee.

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 Security Deposit
 HRA – House Rental Allowance
 HRA can be maximum 40% of Basic Salary.
 Deposit and rent has to be paid by employee by self
 To get the tax exemption the employee has to produce the rental agreements
and rental receipts of the house.
 The employee can’t claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE

 An amount of Rs.18, 000 P.A. is exempted for income tax.


 To get the exemption original bills to be submitted.
 Items covered under this head are as follows:
 Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE

 An Employee can block two months of Basic Salary as Leave Travel


Allowance.
 He/She should take a minimum of 5 days leave (PL).
 In case of air travel-economy class fare is exempted and in case of rail travel
second class AC fare is exempted.
 He/She can travel within India only.
 He/She has to produce the original travel tickets.
CAR
 Company will arrange a car through a car lease agency.
 Employee can choose any make/model.

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 The EMI that will be charged would be Rs. 2095/- per Lac per month.
 The EMI amount per Annum would be exempted from Income Tax.

MAINTENANCE & RUNNING COST

 Maintenance and Fuel Cost will be exempted as follows.


 Maintenance can’t exceed Rs. 25, 000 per annum.
 If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.
 If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.
 The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
 The above exemption would be provided on submission of original bills.
 There would be no tax exemption against if the employee has his own car.
 The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.
 At the time of leaving CO. before 48 months then the employee has to pay
FCV (For Closer Value) to the company from whom the loan is taken.
 If the employee is still stays after 48 months then employee will be charged
20% on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE


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

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

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 FBT Tax – 16.67% is charged.

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

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

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

HOUSE RENT ALLOWANCE

 Maximum 40% of basic salary can be calculated as HRA.


 But if employee owns the house in another state then he/she can ask for HRA
and also opt for Company Leased House.

SUPERANNUATION

 13-15% of basic salary is transferred to trust.


 It can be given to employee only after the completion of 5 years with the
company.

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 The money is collected by a trust.
 To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE

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

LEAVES
There are four types of leaves available with the employees.

• PAID LEAVE
• CASUAL LEAVE
• SICK LEAVE
• OPTIONAL LEAVE

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

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 CASUAL LEAVE
 There are 5 days CL available to an employee from the date of joining.
 The employee can take 1-3 days CL at a time.

 SICK LEAVE
 There are 10 days SL available to an employee from the date of
joining.
 The employee has to submit doctor’s certificate if the leave extends to
2 days.
 OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.

JOINING 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:

 Geography of the Location/City/Town.


 Organization Structure.
 Status of the Project/Operations of the circle.
 Role of the employee.

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RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the role and
responsibility level and should not be treated as Perquisite. The Residential &
Cellular Phone provided by the company will be on the name of company.

Circle / Business Entity Head can take any of the following decisions with respect to
Residential Telephone Connection:

 Obtain the telephone connection on priority basis by paying higher amounts.


 Provision of STD / ISD Facility.
 Reimburse only Telephone Rental expenses.
 Reimburse the Local Call Expenses.
 Reimburse expenses related to only official calls.
 Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP

All full time permanent employees who will be available at their office desk for more
than 80% of the working hours on daily basis will be provided with a desktop PC on
their workstation.

The circle/Business Entity head can take decision to allotment of Lap Top in lieu of
desktop PC based on the role of the employee.

INDUCTION

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Induction is also called orientation, which is designed to provide a new employee
with the information he or she needs to function comfortably and effectively in the
organization.

iNEP INDUCTION PROGRAM

The Human Resources Department structures an appropriate induction programmes


to orient the new employees to various businesses and services at Reliance
communication.

A two-day Induction program (iNEP- Infocomm new employees program) is


offered to all new employees. The company which takes the induction program for
reliance communications is RELNIS NI SPARTA.The induction program helps the
employee to integrate in the new environment and provide an overview of the
Organization as a whole. It also provides an opportunity to the new entrant to engrain
the original values and ethics as well as the style of functioning.

This program is all about:

 Developing a shared understanding of Reliance communication’s vision and


mission.
 Familiarization with leaders at Reliance Communication.
 Networking and integrating with Reliance Communication employees.

This program provides information on:

 The history of reliance group


 The fundamentals of telecom business
 Introduces technologies and key concepts of the business.
 This program shares the company’s strategic objectives, organization structure
and processes and systems.
 Presentations are made from representatives from various business units and
functions.

EXITS

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DEPUTATION

Due to business requirements, employee may be required to be posted to other


location than your primary location.

If such posting requires you to relocate from your base location beyond 29 days, then
it is defined as deputation.

If such posting requires you to relocate from your base location beyond 3 months,
then it is defined as Transfer.

Deputation letter is given and respective deputation allowance is paid to the


employees as per policy.

TRANSFER

Business needs may be required an employee to be transferred on permanent basis

 One circle to another circle


 One location to another location

Departmental head initiates the request for transfer of an employee and forwards the
same to the circle HR Representative. Employee will receive transfer letter from
Circle HR Representative of the primary circle/location.

SEPARATION

RHRS believes in treating all employees separating from the company with utmost
dignity.

RESIGNATION

Resignation means employee voluntarily leaving the services of company either for
professional or personal reasons. Employees must serve a written resignation,
mentioning the relieving date to his/ her departmental head that will discuss and
obtain the approval of the circle head. The accepted copy of resignation letter with the
approved relieving date must be forwarded to the respective HR.

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Confirmed employees are required to give 3 months notice in advance and employees
on probation are required to provide 15 days notice in advance.

JOB ABANDONMENT

If an employee remains absent without leave or remains absent beyond the period of
leave originally granted, he shall be considered as having voluntarily terminated his/
her employment without giving any notice unless he/ she:

Returns to work within 8 days from the commencement of such absence.

The employee gives an explanation to the satisfaction of the management regarding


such absence.

TERMINATION

Termination is an undesirable outcome for employee as well as the company, but may
be necessary if the employee

 Violates the company policy


 Is unable to meet company’s performance standards

EXPIRY OF TRAINING/ CONTRACT

Employee under training /contract will be evaluated at the end of specified period by
HOD and decision whether to extend his/ her service will be taken.

EXIT INTERVIEW

An exit interview is typically a meeting between at least one representative from a


company's human resources (HR) department and a departing employee. The
departing employee usually has voluntarily resigned. The HR representative might
ask the employee questions while taking notes.

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Prior to leaving, an exit interview is conducted to gather feedback and
recommendations of the outgoing employee. Exit interview is a one-to-one discussion
where voluntary views and suggestions are taken from the outgoing employee on
what his/ her expectations had been at the time of joining the company and reason for
leaving the company. The circle HR arranges the exit interview.Listed below are
some of the exit interview questions that Reliance Communication asks to departing
employees in Exit interview.

To what extent did he/ she expect to experience following features of work at the
time of joining the company

 Job security
 Career prospects
 Good compensation
 Self development
 Welfare
 Operational freedom

To what extent did he/ she find that features of work in the company

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

FULL & FINAL SETTLEMENT

When the employee leaves his/her job it is required that all his/her financial
obligations are settled. Financial obligations like:

 Outstanding Advances/loans
 Any undertakings he/she has given to the company in terms of
 Cost of mobile as per company policy

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 Opting for company lease car
 Or any other undertaking given by him/her

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

HR SUPPORT SYSTEM

SAP – HR

The Reliance ADA group is on the move to e-enable all HR functions and the
employee interface. We are in the process of adopting state-of-the art ERP software -
SAP, across all locations and businesses.

As a service to the most valuable assets, i.e. the employees, the Group HR is
upgrading its extensive web-enabled services into an internet enabled employee portal
which will enable employees from across the country to interact with HR & Payroll
for any requirement i.e. applying for and sanctioning leave, information on policies
and procedures, entering expense claims, updating their own databases, etc.

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

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

 PERSONAL INFORMATION

 Employee can view and update their personal data such as


 Educational details
 Details of previous employers
 Family related information
 Change of marital status
 Change of residential address etc.

 PAYROLL RELATED INFORMATION

 Employee can view their monthly updates on the following:


 Pay slips
 Income tax projections
 PF Statements

 REIMBURSEMENT

Employee can submit their claims of following reimbursement online

 Telephone bills
 Local conveyance
 Medical reimbursement

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 COST TO COMPANY (CTC)

 CTC related activities

 ENTITLEMENTS

 Medical insurance
 Travel Entitlements

 INCOME TAX RULES

Details of exemptions and benefits as applicable to employee.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water
should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable


seating arrangements are to be provided.

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

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be


provided in the office and factory premises and are also to be maintained in a
neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer


so as to provide hygienic and nutritious food to the employees.

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

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

8. Washing places: Adequate washing places such as bathrooms, wash basins


with tap and tap on the stand pipe are provided in the port area in the vicinity
of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers


to change their cloth in the factory area and office premises. Adequate lockers
are also provided to the workers to keep their clothes and belongings.

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

NON- STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the


companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide


opportunity to employees to work with flexible working schedules. Flexible
work schedules are initiated by employees and approved by management to
meet business commitments while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged


like external counseling service so that employees or members of their
immediate family can get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind,


guidelines are provided for proper action and also for protecting the aggrieved
employee.

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

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate


insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme


is implemented to encourage employees to refer friends and relatives for
employment in the organization.

METHODOLOGIES

RESEARCH METHODOLOGY

A Research Design is a framework or a blue print which is


used in collecting the data it provides an objective which cannot be completed
without a research design.It specifies the methods by which the data has to be
collected and it also provides the procedures to conduct the research effectively.

Its is an overall operational pattern of the project that stipulates what


information has to be collected from what sources and methods.

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RESEARCH OBJECTIVE

• To determine whether employees have a healthy work culture.


• To obtain employees satiisfaction with the welfare propoganda offered to
them.
• To see whether employees motives being realised with company objectives.
• To see whether the employees get motivated through welfare activities.
• To see whether the welfare schemes helps in aligning targets as per the
business strategies.

SOURCES OF BUSINESS DATA

• Data collected from the company .


• Internet
• HR executives
• Trainees
• Articles

PROBLEM FACED WHILE COLLECTION OF DATA

• Diplomatic responses.
• False information.
• Misleading feedback.
• Unwillingness of respond.
• Limitation of time.

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FINDINGS

SWOT ANALYSIS

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STRENGTH WEAKNESS
• Laidback attitude of the
• Healthy ambience.
employees.
• Good work culture.
• Less motivated.
• Safe n protected work place.
• No proper place for each
• Performance linked remuneration. employees.
• Centrally located as per business • Lack of competitive strength.
requirements.
• Medical benefits. • Limited budget.

• Loyal and hardworking


workforce.

OPPORTUNITY THREAT
• Rooted base. • Wrong recruitment may effect
• Talent retention. future performance.

• Competitors vulnerbility. • Technological advancements.

• Enhancing business productively. • Increase in competition.

• Financially strong. • New entrants.

CONCLUSION

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

SUGGESTIONS

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

The reliance communications limited adheres to the policy of welfare schemes


realizing every employee’s needs, thus readily accepting the strengths and

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weaknesses allowing the workforce to be comfortable in the scenario. Its like
a “home away from home”.

BIBLIOGRAPHY

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• www.theoriginof,com/html
• www.rcom.co.in
• www.referenceforbusiness.com
• www.baselinemag.com
• http://industrialrelations.naukrihub.com/employee-welfare.html
• www.termpaperwarehouse.com
• Human resource management by aswathappa.

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