Infosys

Infosys had many healthy HR practices viz., they believe in the people recruited, give them required training, put them under capable Project Managers who help them understand and execute the work. This way, the employee gets more interested in the job and delivers what is required of him. There are frequent review meetings where employee is made to come out with ideas. Project Managers analyze the strengths and capabilities of each employee and assign jobs that go with these traits. Thus, there is greater job satisfaction that make employee retain the job. Moreover, Infosys hires people strictly according to the job profile. This means, for all jobs, they do not hire the best. Candidates with lesser aptitute are also hired who are trained and best output obtained. This way, the retention is higher. The hr practices: Most of the HR practices of Infosys were a result of the vision of its founders and the culture that they had created over the years. The founders advocated simplicity and maintained the culture of a small company. The employees were encouraged to share their learning experiences... Recruitment: While recruiting new employees, Infosys took adequate care to identify the right candidates. On the qualities that Infosys looked for in a candidate, Nilekani said, "We focus on recruiting candidates who display a high degree of 'learnability.' By learn ability we mean the ability to derive generic knowledge from specific experiences and apply the same in new situations.

We also place significant importance on professional competence and academic excellence. Other qualities we look for are analytical ability, teamwork and leadership potential, communication and innovation skills, along with a practical and structured approach to problem solving." Training: Training at Infuses was an ongoing process. When new recruits from colleges joined Infuses, they were trained through fresher training courses. They were trained then on new processes and technologies. As they reached the higher levels, they were trained on project management and later were sent for management development programs, followed by leadership development programs... Training new recruiters: Infuses conducted a 14.5 week technical training program for all new entrants. The company spent around Rs 200,000 per year on training each new entrant. The new recruits were trained at the Global Education Center (GEC) in My sore, which had world class training facilities and the capacity to train more than 4500 employees at a time. GEC, which was inaugurated in February 2005 was spread over 270 acres and was the largest corporate training center in the world with 58 training rooms and 183 faculty rooms... Training program for employees: Infuses also conducted training programs for experienced employees. The company had a competency system in place which took into account individual performance, organizational priorities, and feedback from the clients... Performance appraisal: The first step toward carrying out performance appraisal at Infuses was the evaluation of personal skills for the tasks assigned to an employee during the period of appraisal. To evaluate the performance, different criteria like timeliness, quality of work carried out by

the employee, customer satisfaction, peer satisfaction, and business potential, were considered. The personal skills of the employees were also evaluated based on their learning and analytical ability, communication skills, decision making, change management, and planning and organizing skills. Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying above the expected performance level and 5 below the expected performance level). Performance management system: The first step toward carrying out performance appraisal at Infuses was the evaluation of personal skills for the tasks assigned to an employee during the period of appraisal. To evaluate the performance, different criteria like timeliness, quality of work carried out by the employee, customer satisfaction, peer satisfaction, and business potential, were considered. The personal skills of the employees were also evaluated based on their learning and analytical ability, communication skills, decision making, change management, and planning and organizing skills. Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying above the expected performance level and 5 below the expected performance level). 360-Degree Feedback: The employees also look at aspects of the managers' performance, strategic vision, ability to communicate, problem-solving skills, responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see. Recognition for Adding Value: 'What gets measured gets reviewed and what gets reviewed gets improved' is what the company believes in and rewards each employee whose innovation is lauded by the customer. Employee-Management Interface: It reduces the gap between the manager and the employee. Direct Q&A link with the President himself, who is to respond within a given time-frame.

Focus on Learning: A lot of investment in employee-focused resources (e-Learning) and creating libraries for employees, holding workshops. All employees are eligible for ESOPs after one year of joining. Innovation: To innovate and nurture your own business ideas by getting support and guidance from the company itself. Innovate@HCL is one such e-forum that enables employee involvement and participation towards innovations in their work environment and beyond. Business Continuity Plan: The Companys comprehensive succession plan ensures continuity in the event of an employee-related contingency. Training Programs for Employees Infuses also conducted training programs for experienced employees. The company had a competency system in place which took into account individual performance, organizational priorities, and feedback from the clients. The challenges: With the IT industry growing at a rapid pace, Infuses planned to recruit around 25,000 people in the financial year 2006-07, in order to maintain its growth. Though it had started hiring its workforce globally, it mainly recruited engineering graduates from India. If the industry continued to grow at a similar pace, analysts opined that companies like Infuses would not be able to find enough people, especially with several multinationals entering India and recruiting aggressively. To address this issue, Infuses started recruiting science graduates with a mathematics background to create an alternate talent pool...

Aditya Birla Group

HR schemes : Aditya Birla Group classifies its various HR initiatives over the last five years into the following categories: recruitment and staffing, nurturing talent, performance management, opportunities for learning, rewards and recognition, Group-wide people process, quality of life beyond work, and integrating effectively. With regards to recruitment and staffing, Misra says: "When hiring in markets and varied sectors across the globe, we grapple with a variety of local market realities. Appreciating ground realities in various geographies includes complying with local laws, understanding business practices and customs, as well as respecting social norms. In the last two years, over 3,400 new hires (not including acquisitions) have joined our businesses in the management cadre." The Group has a multi-pronged recruitment approach, Misra explains. Policies are common at the Group level, while execution is tailored to meet the needs of individual businesses. To ensure a fit with Group values, senior level potential recruits meet with the Chairman before an offer of employment is made. Also, all openings are offered to existing employees via the Group intranet. "Employees compete with external candidates for suitability in terms of competency and qualifications," he says. "We aim to make the recruitment process as transparent as possible and a warm experience for those who apply". The Group is particular about honouring commitments made during the hiring process. HR partners with immediate supervisors, departrnental heads and peers to make the transition smooth and help new employees become productive as early as possible. At the unit level, families are included in the onboarding process to ensure easy assimilation into the Aditya Birla Group family. However, Misra notes that with mergers and acquisitions becoming the order of the day, staff often face new challenges in terms of quick turnaround on turnkey projects and hiring for key positions arising out of acquisitions. Recruitment process:

Recruitment process K.M.Birla also changed the groups policy in house recruitment. In 1996,he also made changes in groups HR system. He hired professionals from other companies into his management team: Performance appraisal: K.M.Birla introduced a 360 degree feedback program in 1999 that permitted managers to raise questions over his leadership style, managerial ability and also personal traits but he could not define what he expected from his employees. After the feedback, he issued each senior manager a six page letter mentioning the areas of improvement and his expectations. Gyanodaya The Group varsity for management learning: The vision is, "to be at the core of an effective learning network, that as a strategic business partner harnesses knowledge and intellectual capital to contribute to the Group's vision of being a premium conglomerate, with a clear business focus at each business level", says Misra. Over the last five years, 7,000 managers across a range of businesses have participated in managerial and strategy programmes, conducted by the leading academics from Indian and overseas business schools like London Business School, Harvard Business School, Indian Institute of Management, Kolkata etc.

The virtual campus GVC: The main objective was to reach out to 20,000 managers and provide them with the "freedom to learn at their own pace and time". The GVC's 'Efacilitators' in the units work to support the 'E-learners'. Over 250 online courses spanning areas such as leadership, sales, marketing and engineering are available on the learning network. Knowledge integration programme (KIP): These foster learning from within and across the Group's businesses and provide a platform for the sharing of best practices. About 400 managers have participated in 20 KIPs in the last three years. These KIPs have covered topics such as marketing, manufacturing excellence, human resources, research

and technology, legal, information technology, etc. Continued learning mid-career education: This facilitates continuing education of management staff. In partnership with Universitas 21, a Singapore based e-university, the Group The learning channels deployed by Aditya Birla Group to transform into a learning organization are:offers online MBA programmes. Knowledge @ desktop Gyandhara: A knowledge portal which offers three unique services: 1) A research assistance facility which guarantees less than 72 hours' response time; 2) E-books to help managers stay at the cutting edge of thought leadership; and 3) A bi-monthly e-newsletter focusing on industry updates, latest industry news and management updates. The Group intranet Adityadisha: The Group intranet is the information gateway for the businesses and the corporate, which serves as the repository of organization information and the channel for organization communication. It hosts features like career helpdesk, management circulars and access for multiple learning micro sites. Organization case studies Anubhav: This captures the tacit learning of managers across various businesses of the Group. It is a knowledge repository of over 600 cases documenting the success stories, as well as learning from practical problems and issues from real-life experiences and their solutions by practising managers of the Group.

CocaCola
Human Resource Management within Coca Cola: Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the

company. Human Resource Management at Coca Cola Company has many advantages. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and political differences need to be taken into account. Therefore, the focus of this paper will be on four tasks and duties of Human Resource Management (performance management, compensation, career development, succession planning) based on the United States procedures.

Basically the HRM practices are necessary for every organization. But unfortunately in Pakistan not so much used HRM practices. In multinational companies like coca cola have their own separate department of HRM. According senior executive of HR Waqar Mahmood our HR department consist of 29 people in Gujranwala plant.

Every organization has its own policies and strategies by which they control the functions of their departments. Similarly, we also have own policies and strategies by which we control all the functions of our departments. coca cola HR department is also conducting all the practices of HRM like Job analysis and design of work, recruitment and selection, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies and some other things like that. These all practices are conducted by own policies and strategies. HR department not make decisions related of its own department, they also conduct in companys decision. Job analysis and designing:

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hire for it. Job analysis consists of two products one is job description and second job specification.

Job description: a list of job duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities- one product of a job. Job specification: a list of a jobs human requirements that is requisites education, skills, personality, and so on-other product of a job analysis.

Coca cola company HR department check its own job description and job analysis in which they get the information about employees work activities, human behavior, performance standard, job context and human requirements and also other information related to this conduct.

HR department of coca cola used this information for Recruiting, selection, compensation, performance appraisal, training, and employees relationship.

Planning and Forecasting:

The process of deciding what positions the firm will have to fill, and how to fill them. Coca cola HR department involves in company strategic planning and they also make sufficient planning for hiring new employees in the future. We forecast for the expected employees needs in the organization. We forecast of employees on the change technology and increasing in productivity.After planning we send this report to the head office for approval. If we get approval from the head office then we start recruitment process Recruitment process:

Our recruitment process is well established first of all we give ads in news papers, company website, institutions etc. Once we receive an application form, from candidates with required documents and C V.

1) Internal recruitment 2) External recruitment Selection process:

The selection process will vary depending on the position youre applying for, as one process cant fit all the different roles we have here at CCE. However, in most cases a combination of any of the following tools will be used: *Interview *Group exercises *Presentations *Psychometric tests *Role plays/Situational Exercises *Interview

The interview is designed to reveal more about you and your experiences. Well ask for examples of how you behaved in different situations, maybe at school, university, a club, at home or in previous jobs. This is not designed to 'catch you out' and our interviewers will never try and trick you into an answer. Be honest, be yourself and it should be an enjoyable experience.

Also, dont forget that this is your chance to find out more about us and ask questions. Remember, interviews are a two-way process so use it to understand the nature of the role and to make sure it really is what youre looking for.

Group exercises Were very much a team at CCE so these will show us how effectively you work with

people. Theyre a good opportunity for us to see how you communicate, influence and involve other people in the workplace. Presentations give you the chance to show your ability to communicate to a group of people on a specific topic. You may be given a topic in advance or on the day, but dont worry youll have plenty of time to prepare. Psychometric tests Psychometric tests are timed exercises that examine your abilities and potential. On occasions, we may also use a personality assessment tool that is designed to find out more specific things about you. If youre asked to complete a psychometric test, well send you information and advice in advance on how to prepare. Role Plays/Situational Exercises Designed to assess how you react in certain situations, these help to highlight particular skills and how well youre suited for a position. You may be given facts and figures to review, or a report to complete; we may also have an assessor acting as a customer or employee to simulate a situation that could occur in the workplace. Dont worry, youll be given a brief and ample time to prepare.

Training process of employees:

Training process is essential part of every employee with out training; employee can not come to now the procedure of work, rules and regulations of firm, some times when new technology is introduced it is also responsibility of a firm to train its employees.

After recruiting the fresh employee we train them for three months and also pay them salaries after three months they become part of a firm We also give training to already exist employee it depend upon condition for example if new technology is introduced first of all we give full training to them about new technology then we allow them to start their job .

Coca cola performance appraisal is annually Hr manger waqar mahmood said that we appraise the employee due to their performance about goals of the organization .we set the goals started the year and tell the employees about the goal if the employees achieve this goal we appraise the employees.

Steps in appraising performance: The performance appraisal process process contains three steps; 1.Define the job 2.Appraise the performance 3.Provide feedback Define the job; Means making sure that you and your subordinate agree on his or her duties and job standard. Appraise performance; Means comparing your sub ordinates actual performance to the standards that have been set. Provide feedback; Means discuss the subordinate performance and progress, and make plans for any development required. HR department manage says that employees are our assets, there for we are careful about their health and benefits. We give following compensation and benefits: Basic salary, Bonus, Medical facility ,Pick and drop, gratuity fund.

BSNL

Selection and recruitment process at BSNL: External sources *Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personnel Selection process:*Job analysis *Initial screening *Application bank *Test*Interview *Reference check *Medical final and job offer Motivation:The job of a manager in the workplace is to get things done through employees. To do thisthe manager should be able to motivate employees. But that's easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines.In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem! In B.S.N.L as we all know that its a government organization so they not give such motivational package which an employee get in private organization .But without motivation package no employee give their maximum to the organization .some motivational package which B.S.N.L give there employee is:Free telephone facility

Promotion Transfer Time to time revision of pay scale Central government facility Quarter for leaving Good working environment Employee Training: Employee training is the planned effort of an organization to help employees learn the job related behaviors and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below .1) Conduct Needs Assessment: A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level. In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come room job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace.

* Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) Implement Training Methods: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include: * Lecture: Lecture involves one-way communication, from instructor to learner - the learner impassive in the process. * On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will later be doing on their own. * Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced - the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly to prepare. * Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of Training. A more technical definition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To-do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviors and ideas on the job.

3) Training Evaluation: Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. Business results can be measured in "hard" data and "soft" data. Hard data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft data is items such as job satisfaction, teamwork, and organizational commitment on the part of the employees. Performance appraisal: :-IN the BSNL performance appraisal doesnt play a great role reason behind that its a government organization but its an important part of organization. In BSNL every employee has a service book which is written by his senior if employer not does his duty well then his senior mark in his service record book which create problem for gating promotion etc. 1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quarters. 2. Audit objectives:3. The manpower planning done by the Company was adequate to meet its 4. Objectives. 5.2. The Company ensured optimum deployment of manpower ; 6.3. The Company introduced new recruitment policies and practices and 7. Whether they were adequate; 8.4. Well defined, fair and transparent career progression policies and practices 9. Were in place; 10.5. Well defined, fair and transparent transfer policies and practices were in 11. Place; 12.6. An effective performance management system was in place;

13.7. The training imparted by the Company was effective; 14.8. Clearly defined and effective conduct and disciplinary rules were in place;

15.9. Incentive and welfare policies and practices were effective. 16. 10. An adequate exit policy had been formulated and implemented by the Company 18. But the finding which came out was something different than the thinking of managemen t. The committee has given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees. 19. There were many personnel in different part of organization who were idle and required to be deployed to be utilized effectively. 20.ITI also keep record of it employee in form of annual confidential report (ACR) which is used to compare with the target set for them by the company. 21. The company also follows open review system for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.

Wages and Salary Administration:In private organisationemployee generally get much more than that an employee of public organisationbut the difference comes in benefits thatpublic employee receives. Despite of huge profit, good public image, best among PSU it paysless to its employee than other PSU.If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate islow. According to analyst the wage rate is set in comparison with profit earned by company andwage rate of that industry.After pay revision some hard step where taken like,Minimum wage rate was fixed for its employee. 1.Different wage rate for executive and non executive employee 2.Employee s was retained to a great extent. 3.Annual incremental were fixed to 5%. 4.There was increment in DA and CCA(city compensation allowance)

RELIANCE
Recruiment and selection:Sucessful human resource planning should identifyour human resource needs.Once we knowthese needs ,we willwant to do something about meeting them.Recuritment is the discovering of potential applicants for actual or anticipated organizational vacancies.Certain influence constraint manager in determining recruiting sources:*Image of the organization*Attractiveness of the job*Internal policies*Union requirement*Recruiting budgetsSources of recruiting employee in Reliance infocomm:Internal sourcesExternal sources Internal sources *PromotioN *Transfer *Retired manager * Recall from long leave *Internal advertisement

External sources *Management consultant *Advertisement *Management institute *Recomendentaion *Deputation personne Selection: Selection is defined as the process of differentiating between applicants in order to identify (andhire) those with a greater likelihood of success in a job.Selection is basically picking an applicant from (a pool of applicants) who has the appropriatequalification and competency to do the job.The difference between Recruitment and selection: Recruitment is identifying n encouraging prospective employees to apply for a job.AndSelection is selecting the right candidate from the pool of applicants. Role of selection: Selection is crucial for the organizations effectiveness for 2 reasons 1) Work performance: Performance of the organization is very important to the success of thecompany. So the organization always employs people who are well qualified and competent. 2) Cost incurred: cost incurred while selection process also plays an important role.This can be explained with an example:Pepsi went on a crash recruitment drive. Six people from the company took over Oberoibusiness center for six days. 3000 people who had responded to the advertisements earlier issued were scanned: people were asked to respond within 100hrs by fax. People selected for the interview were flown into the city.This eg just shows how expensive selection can be. Hence cost incurred is very important for the success of the selection process TrainingMeaning of training (what is training?):

Training plays an important role in human resource development. It is necessary and useful inthe case of all categories of operative employees, supervisory staff and managers. Trainingraises their skills and creates confidence and ability to perform the job efficiently . It alsofacilitates self development and career development of employees. The main purp ose of training is to develop the human resources present within the employees. In brief, training is thewatchword of present dynamic business world. Training is necessary due to technological changes rapidly taking place in the industrial field. Industrial training is for a short period but has wide coverage. It relates to Knowledge, information, technical skills, social skills, administrative skills and finally attitude building. Training is for developing overall personality of an employee. Training is the responsibility of the management as it is basically for raising the efficiency and productivity of employees. Expenditure on training is an investment for manpower development and gives rich dividend to employees and organization in the long run. Need for training: The need for training of employees is universally accepted and practical training in the form of information, instructions and guidance is given to all categories of employees. It is a must for raising efficiency of employees. Training is necessary in present competitive and ever changing industrial world. The following points (reasons) justify the need for training: Training is needed as a good supplement to school/college education. Training at the industry level is practical and is needed for creating confidence among employees. It is also needed for personal growth and development of employees. Training is needed due to continuous changes in the field of science and technology. Workers can work as per new methods or can use new machines only when suitable

practical training is given to them. Training is the only method by which the knowledge and skills of workers are updated. Training is needed in order to introduce modern methods or for the introduction of rationalization and computer technology in the industrial units. Training is needed for raising the efficiency and productivity of industrial employees. It is needed for improving the quality of production and also for avoiding accidents and wastages of all kinds in the industrial units. Training is needed for personal safety of employees and also for avoiding damage to machines and property of the company. Training is needed as it creates highly skilled manpower in an organization. Such skilled manpower is the real asset of an industrial unit. Training is needed for preventing manpower obsolescence, for improving health and safety of workers, for improving organizational climate and finally for meeting future personnel needs of the organization Performance appraisal: In simple terms, performance appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health and the alike. Assessment should note condensed to past performance alone. Potentials of the employee for future performance must also be assessed. A formal definition of performance appraisal is: It is the systematic evaluations of the individual with respect to his her performance on the job and his or her potential for development. A more comprehensive definition is: Performance appraisal is a formal, structured system of measuring and evaluating an employees job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization and society all benefit. The second definition includes employees behavior as part of the assessment. Behavior cane active

or passive- do something or do nothing. Either way, behavior affects job results. The other terms used for performance appraisal are: Performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and (perhaps the oldest of the terms used) merit rating. In a formal sense, employee assessment is an old as the concept of management, and in an informal sense, it is probably sold as mankind. Nor performance appraisal is done in isolation. Objectives of Performance Appraisal: Data relating to performance assessment of employees are recorded, stored, and used for several purposes. The main purposes of employee assessment are: 1. To effect promotions based on competence and performance 2. To confirm the services of probationary employees upon their completing the probationary period satisfactorily .3. To assess the training and development needs of employees .4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales have-not been fixed. 5. To let the employees know where they stand insofar as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development .6. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between theater and the rate .7. Finally, performance appraisal can be used to determine whether HR programmers such as selection, training, and transfers have been effective or not .8. Broadly, performance appraisal serves four objectives- I) development uses, ii)admini strative uses/decisions, iii) Organizational maintenance/objectives, and iv)documentation purposes.

Motivation: Motivation play a great role in the development on an employee in RELIANCE compare toBSNL .Reliance give both financial as well as non financial motivator to there employee .whattype of motivational tool given in reliance info comm.? Annual salary revision. Promotion Job enrichment Delegation & authority Telephone facility Bonus Quarter Reliance share etc

Reliance Infocomm CTC Policy Limits :Components Limit (Rs. p.a.): Office wear allowance All levels Rs.30000/-Medical Rs.15000/- all levelsFuel & Maintenance For all levels a. up to 1000 cc : Rs.111000/-b. above 1000 cc : Rs.150000/Persons choosing the above will not be able to choose Conveyance AllowanceFood coupons Rs.15600/- for all levelsGift vouchers Rs.5000/- for all levelsLTA 2 months Basic pay for all levels HRA 50% of Basic pay Conveyance allowance Rs.9600/- for all levels for persons not choosing Fuel & Maintenance Children Education Allowance (CEA) / Children Hostel Allowance (CHA)For all levels CEARs.24000/CHA Rs.7200/Superannuation Any amount unto 15% of Basic pay for all levels