Summer Training Project Report On Sales and Distribution of Financial Products at Reliance Money

Submitted in the Partial Fulfilment of the Requirement for Award of the Degree of

Master of Business Administration Of Uttar Pradesh Technical University, Lucknow

By

NITESH AHALAWAT

Project Supervisor:

Project Guide:

Mrs. Lata Dwivedi

Department of Business Administration, Institute of Technology & Management, Limited, Gorakhpur.

Ms. Bhavna Singh

Center Manager, Reliance Money Gorakhpur.

Department of Business Administration Institute of Technology & Management Gorakhpur 2009-10

ACKNOWLEDGEMENT
It gives me great pleasure to express my gratitude towards all the individuals who have directly or indirectly helped me in completing this report. I am deeply grateful to -----------------------who assigned this project to me. Throughout the project he was source of continuous guidance and inspiration to me. I am indebted to my guide ------------------for her guidance and valuable suggestions relating to the preparation of this report. I gratefully acknowledge the guidance and encouragement received from ------------------------------------------------------. I am extremely thankful to -------------------------------- for his kind guidance and immense support during the course of the project. I extend my sincere thanks to ------------------------------- for his support and help in collection of various information required for the project.

NITESH AHLAWAT
MBA Programme Department of Business Administration Institute of Technology & Management Gorakhpur

Date:

CERTIFICATE
This is to certify that Mr. NITESH AHLAWAT has completed the Summer Training Project Report titled Sales and Distribution of Financial Products at Reliance Money in partial fulfilment of the requirement for award of the degree of Master of Business Administration under my guidance. To the best of my knowledge it is his original work.

Date:

Mrs. Lata Dwivedi Project Supervisor Department of Business Institute of Technology &

Administration Management Gorakhpur

Reliance Money Limited Reliance Money House 250-A/1 Baburao Pendharkar Marg off Dr Annie Besant Road Worli, Mumbai 400 025 Tel: +91 22 3044 3300/3301 Fax: +91 22 3044 3306 www.reliancemoney.com

July 30th, 2009

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Mr. Nitesh Ahlawat Student of ----------------------------------------- has completed 8 weeks Summer Internship i.e. from 1st June 2009 to 25th July 2009 with Reliance Money Ltd, Gorakhpur. During this time he has exhibited great interest and enthusiasm. He has successfully completed the following project Sales and Distribution of Financial Products at Reliance Money We value his contribution to Reliance Money Ltd. The insights and recommendations of his project reports were extremely useful for company. We wish all the best for his career

For Reliance Money Ltd. (Authorized Signatory)

STUDENT DECLARATION
I NITESH AHLAWAT, student of MBA 3rd Sem., studying at BANKEBIHARI INSTITUTE OF MANAGEMENT AND STUDIES, MEERUT here by declare that the summer training report on TRANING AND DEVOLPMENT submited to M.T.U UNIVERSITY, NOIDA. In partial fulfilment of degree of Master of Business Administration is the original work conducted by me. The information and data given in the report is authentic to the best of my knowledge. The summer training report is not being submitted to any other university for award of any other degree, diploma and fellowship.

NITESH AHLAWAT Roll No. 9863569 B.B.A VI Sem

PREFACE
The project report on Recruitment and selection process in RELIANCE has been successfully done in RELIANCE, Hardwar. It helped me to gain lots of experience to motivate, to bring out the maximum efficiency of the various Department of Human Resources. I would like to thanks .) for encouraging me in the promotions of the training. Mr. G.K. Sinha (senior officer of Human Resource Management Dept This report enlightens the management skills used for the advancement of the employees. It brings out the lowest input and maximum output to give maximum efficiency. Further motivations and ideas come from the various reference books. Specially. I would be thankful to the books, Evaluation of Control of training, Mc Grawhill, Training Methodology and

Development. I would also like to remember the names of the persons who efficiently affected me in my training period to gain new experiences. My efforts in presenting

this project report will by ably rewarded if the invigilator and my senior members satisfy with my project report. I would gratefully acknowledge the contribution of the faculty member by way of bringing to my attention the errors and printing mistakes that might have inadvertently crept into the report. NITESH AHLAWAT

COMPANY PROFILE Reliance Infocomm is an Indian telecommunications company, and is the brainchild of Mukesh Ambani, CMD, Reliance Industries. It is the flagship company of the Reliance-Anil Dhirubhai Ambani Group, comprising the power Reliance Energy, financial services Reliance Capital, telecom and infocomm initiatives of the Reliance Group. Reliance Infocomm is currently managed by Anil Dhirubhai Ambani. Reliance Infocomm is the outcome of the late visionary Dhirubhai Ambani's (1932-2002) dream to herald a digital revolution in India by bringing affordable means of information and communication to the doorsteps of India's vast population. Dhirubhai Ambani charted out the mission for Reliance Infocomm in late 1999. He saw in the potential of information and communication technology a once-in-a-lifetime opportunity for India to leapfrog over its historical legacy of backwardness and underdevelopment. Working at breakneck speed, from late 1999 to 2002 Reliance Infocomm built the backbone for India 60,000 kilometres of

fibre optic backbone, crisscrossing the entire country. This network was commissioned on December 28, 2002, the 70th birthanniversary of Dhirubhai. This day also marked his first birth anniversary after his demise July 6, 2002. RIC also offered for the first time in India high-speed mobile data services though its R-World mobile portal. This portal leverages the high-speed data capability of the next generation CDMA 1X network. It provides 70 applications such as news, astrology, T.V. guides, movie clips etc. and 35 games and logs more than 1 billion hits a month. As of May 2006 Reliance Infocomm had user base of 19.3 million. RIC is aggressively expanding the reach of its network in order to reach more subscribers by extending its services to cover an additional 3,800 towns. It is estimated that the mobile market in India will grow to 140 million subscribers by FY 2008. There are reports that Reliance plans to enter the GSM market, perhaps by March 2007. Whether they would eventually shut down their CDMA network and migrate all their users to GSM is unclear at the moment.

In January 2004, Reliance Infocomm (RIC) acquired 100 per cent of the undersea cable company, FLAG Telecom for US$ 211 million through Reliance Gateway Net Limited, a wholly owned subsidiary of RIC. This acquisition provides RIC with an international gateway to global markets. Today, Reliance Infocomm, along with Reliance Telecom and Flag Telecom, is part of Reliance Communications Ventures (RCoVL), which listed on Indian Stock exchanges on March 6, 2006. The current market capitalisation is about Rs 36,000 crores (US$ 8 billion).

TECHONOLOGY
Infocomm is the synergy of information and communication services brought about by the digitalization and convergence. In the fast moving and competitive knowledge -era, Infocomm is not only a driver of growth but also competitiveness. Reliance Infocomm is revolutionizing telecommunication in India by provisioning services that would match with the leading operators of the most developed countries. These services are the outcome of state-of-the-art network technologies that has been inducted in the Reliance Infocomm network. Our network consists of the latest switching, transmission and access technologies. The core of the network consists of fiber deployed throughout the country. Deployed over the fiber media is the DWDM and SDH transmission technologies in ring topology to provide ultra-high bandwidth capacity and failure proof backbone. Besides circuit switched technologies, the backbone also has IP architecture and uses MPLS technology to carry data on an overlay network. In addition gigabit Ethernet will provide broadband services on wire line access. The switching technology deployed in

our network is based on a combination of wire line and wireless switches. While state-of-the-art digital feature-rich wire line switches will meet the growing needs of Indian corporate, the CDMA 1X based wireless switches are advanced enough to provision not only quality spectrum efficient voice services but also 144 kbps of data rates besides SMS and MMS Services. CDMA 1X provides an in-built connectivity to internet which gives users the power of accessing Internet and data services anytime. These switching technologies will enable us to provide high quality of voice and data services to give a new experience to users. The entire network is seamlessly integrated with the deployment of a range of operations and business support systems (OSS / BSS). These systems help to make our operations more efficient and customer friendly. In addition, the state-of-the-art NOC helps us monitor our entire network at one place. Call center technologies developed would help us give the best customer service.

Finally, the most important aspect of our services is the range of feature-rich CDMA 1X handsets with wider color display at attractive prices. All handsets are data enabled that will permit users to access our bouquet of services. The technologies will help Reliance Infocomm to provide world-class telecom services in both voice and data at prices affordable by the Indian masses.

VISION
Reliance Infocomm envisions a digital revolution that will sweep the country and bring about a new way of life. A digital way of life for a new India. With mobile devices, net ways and broadband systems linked to powerful digital networks, Reliance Infocomm will use the fundamental changes. In the social and economic landscape of India, Reliance Infocomm will help men and women connect and communicate with each other.

It will enable citizens to reach out to their work place, home and interests, while on the move. It will enable people to work, educate and entertain themselves round the clock, both in the virtual world and in the physical world. It will make Available television programmer, movies and news capsules on demand. It will unfurl new simulated virtual worlds with increasing experiences behind the screens of computers and televisions. Users of Reliance Infocom has full range of services would no longer need audiotapes and CDs to listen to music, videotapes and DVDs would not be necessary to see movies. Books and CD ROMs would not be needed to get educated. Newspapers and

magazines would not be required to keep abreast of events. Vehicles and wallets will become unnecessary for shopping. Reliance Infocomm will disseminate information at a low cost. "Make a telephone call cheaper than a post card".

These prophetic words of Dhirubhai Ambani will be a metaphor of profound significance for Reliance Infocomm.Reliance Infocomm will regularly unfold new applications. Continually adapt new digital technologies, create new customer experiences. Constantly strive to be ahead of the world. Reliance Infocomm will transform thousands of villages and hundreds of towns and cities across the country. Above all, Reliance Infocomm will create the way to make India a global leader in the knowledge age. Educate and to motivate. He employed telephone as a powerful tool to achieve these goals. He used telephone to defeat distance, to compress time and to remain abreast of events. He was acutely aware of the power of information and Communications.

He would often say: "make the tools of Infocomm available to people at an affordable cost, they will overcome the handicaps of

illiteracy and lack of mobility". He wanted a telephone call to be cheaper than a post card. This, he believed, would transform every home, empower every Indian, remove the roadblocks to opportunity and demolish the barriers that divide our society. Dhirubhai Ambani was of the conviction that Infocomm would energies enterprises, galvanizes governance, make livelihood an enjoyment, learning an experience, and living an excitement. Reliance Infocomm is a fascinating outcome of this powerful conviction. It is a major initiative to translate his inspiring dream into reality.

HUMAN RESOURCE MANAGEMENT IN RELIANCE

Organisation structure
The whole organisation behaves as a Privar, with one legal guardian. All directors and shareholders are from among workers and all of the have taken an oath through affidavit. In the court of law that neither

their family members shall have claim or share in the assets or profits of the company. All workers of company are the proud owners of the organisation. The workers believe in the concept that manpower is superior to money power. Recruitment and selection Recruitment is the process of seeking out and attempting to attract individuals in external labour markets, who are capable of and interested in filling available vacancies. Recruitment is an intermediate activity whose primary function is to server as a linked between Human Resource Planning on the one hand and selection on the other. Sources of recruitment are through internal and external channels. reliance recruits its employees both externally as well as internally. Recruitment for the airline is done through interviews of selected applicants and people who pass the interviews of selected applicants and people who pass the interview are required to undergo a medical test before he/she is finally placed in the airlines.Employees are also recruited through internal mobility. This is done on the basis of merit and seniority. After passing the examination the candidates are called for an interview along with the employees who have become eligible for promotion on the basis of seniority.

Training And Development Training is the systematic modification of behavior through learning, which occurs as a result of education, instruction, development and planned experience. Training needs exist when there is a gap between the present performance of employees of group of employees and the desired performance. Development on the other hand implies educational process aimed at growth and maturity of managerial personnel in terms of insight attitudes, adaptability leadership and human relations on the basis of conceptual and theoretical knowledge. Sahara airlines has various training programme, which are spread over every field. These trainings are aimed at imparting particle knowledge of the specific area and to make employees more capable to work not only efficiently but with accuracy. This also facilitates the customer to have their work done fast as per their requirements, because in most of the cases customer do not have the technical knowledge of the airlines business. RELIANCE also conducts training on human behaviour in order to update its employees on how to deal with its customers. In RELIANCE training is immediately called for whenever an

employee is elevated to next promotional post.

Future growth proposals: RELIANCE Literacy programme Hub centre Basic flying training Induction of simulators Instrument training simulators Boeing simulators

Job Analysis & Job Description

Job analysis is the process by which data in regard to each job is systemically observed and noted. It provides information about the nature of job and characteristics or qualifications that are desirable in the job holder. Job description generally describe the work performed, the responsibilities involved, skill and training required, conditions under which job is done, relationship with other jobs are personal requirement of the job. Job description study gives a better understanding of tasks performed and the type of qualifications required to perform them. It is also used to give a measures for setting job standards, which gives an indication of productivity of each employee performing job. In RELIANCE subordinates and junior staff level employees eligibility criteria is metric. The junior staff

should be able to read and write English as well as Hindi. The jobs are properly defined to all structure of the hierarchy.

Performance Appraisal
It has many facets. It is an exercise of observation and judgement, it is a feedback process, and it is organization intervention. Performance appraisal is a measurement process as well as emotional process. While it is fairly easy to pre-describe how the process should work, descriptions of how it actually works in practice are rather discouraging. Functions and objectives of performance appraisal: 1. It seeks to provide an adequate feedback to each individual on his/her performance. 2. Its purpose is to serve as a basis for improving or changing behavior towards more effective working habits. 3. It aims at providing data to managers with whom they may judge future job assignments and compensation. Performance Appraisal is used for:

1. Identifying employees for salary increase, promotion, transfer layoff or termination of services. 2. Determining performance. 3. Motivating employees by indicating their performance levels. 4. Establishing a basis of research and reference for personnel decisions in future. In RELIANCE employees are required to fill up a self appraisal form. Employees are appraised every year in the RELIANCE . Performance appraisal is carried out in RELIANCE for determining training needs for further improvements in performance, identifying employees for salary increases, motivating employees by indicating their performance level. training needs for further improvement in

Transfer & promotions:

It refers to a horizontal or lateral movement of an employee from one job to another in the same organization without any significant change in status or pay. In RELIANCE two main situations generate transfer situations

1. An individual employee may request a transfer in seeking his own preference and his own benefits. 2. Airlines may also initiate transfer as a requirement for more effective operations or as a solution to human relations problems.

Whereas promotion refers to advancement of an employee to a higher position carrying responsibilities, higher status and better salary. In RELIANCE promotion is given under following conditions: 1. It is a device to retain a reward, to an employee for his years of service. 2. It is to impress upon others that opportunities are open to them also in airlines, if they perform well. 3. It is to increase individual effectiveness. 4. It is to build loyalty, morale and a sense of belongings in the employees. 5. It is recognition of a job well done by an employee. 6. It is to promote a sense of job satisfaction in the employees.

Pay and Allowances

The pay and allowances of an employee are payable from the date from which he takes charge of the post or service to which he is appointed. If the charge is service to which he is appointed. If the charge is before 12.00 noon, the pay and allowances shall be admissible from the same day, if at 12.00 noon or thereafter, they shall be payable from the following day. Increments: 1) Advance of salary while proceeding on leave: An employee proceeding on Privilege leave, Maternity Leave and/or Sick Leave shall be eligible to be paid in advance against the salary due for the full period of the leave subject to the usual deductions e.g. on account of provident fund subscription, Income - tax etc. In case in which the leave granted to an employee extends beyond he next payday, the amount of advance should also include the pay and allowance due to him, upto the date of his proceeding on leave. 2) Temporary Duty (tour within India):

The employees undertaking duty tour will be eligible for payment of Daily Allowance/ Hotel Accommodation as per conditions laid down from time to time. 3) For Employees required to travel by Rail/Road/Sea Daily Allowance shall be admissible for the period of stay at outstation. No. D.A. will be given for the period of journey. For the day of arrival at the outstation and the day of departure from the outstation only half daily allowance shall be admissible. 4) For employees required to travel by Air Employees will be entitled for the payment of daily allowance at the applicable rates for each day of absence from HQrs. The Day in this case shall mean a period of 24 hours or part thereof from the time the outward journey commences to the time the return journey ends at the base station. 5) Temporary duty tour abroad: The duty tour undertaken by an employee at a foreign station, will be subject to the following conditions: (i) The employees going abroad for temporary duty

tour/training/conference, etc. are released foreign exchange by

the company on he basis of the prescribed per diem rates. The employees are required to meet all their expenses in the foreign country, like boarding and lodging, transportation expenses, incidental expenses and cash allowance from the amount of foreign exchange so advanced to them. If the stay abroad is for the same number of days for which foreign exchange had been released to an employee, then the total expenses shall, not be more than the amount of foreign exchange released to him. (ii) In the unlikely event of an employee having to extend his stay abroad for official purposes, beyond the sanctioned period, he should contact his Departmental Head well in advance, so that release of additional foreign exchange could be arranged for him. (iii) In the case of hotel expenditure being less than the amount of foreign exchange released to an employee, the unspent amount has to be refunded by the employee, the unspent amount has to refunded by the employee, to the company in foreign currency. (iv) In case, in which the entitled class of accommodation is not available, the competent authority may permit the employee to travel by a higher class.

6) Transportation of personal effects: The employees will also be reimbursed the actual cost of transportation by the goods train and where the two stations are not connected by train, by the cheapest mode of surface transport of his personal effects not exceeding the limits shown below:-

Basic

Pay

(Pre- Total Baggage allowance when travelling With family (kgs) Witbout family (kgs) 360

Revised)

Rs above

10,000

and 720

Rs. 5,000 and above 540 Below 5,000 360

270 180

Provided that:

(a)The competent authority may permit transportation of such effects in the companys own services in which case the limits will be deemed to be inclusive of free baggage allowance permissible under its tariffs and the transportation will be made as and when and to the extent that space and load are available in the aircraft. (b) No costs other than those of actual transportation such packing,

unpacking, storage, insurance, handling agent charges and the like will be borne by the company. Medical Facilities For Temporary Employees: The Medical facilities applicable to permanent employees of the company are also applicable to temporary employees.

Working Hours
All employees except the member of flying crew will, according to the nature of duties assigned to and performed by them, be classified, from time to time into the following categories. a) Those observing 38 hours work per week including a daily break of half an hour on all working days except Saturdays. b) Those observing 44 hours work per week including a daily break of half an hour on all working days (except Saturdays)

c) The actual hours of daily work shall be such as are notified from time to time by the regional Head at region branch.

Overtime
Overtime is payable only to subordinate & clerical staff members @twice the rate of Basic Salary + D.A. for number of hours. Pay Day Staff will be paid their monthly salary usually two working days prior to the end of the months. Mode of payments An employees is required to open a serving Bank A/c in a designated branch, (consult manager/reporting head) salary will be deposited into the account. On payday, employees will be handed a pay slip containing a detailed breakup of the remuneration for the month the required deductions and the net pay. An employees commencement salary: Commencement salary will very according to the category of employment, which will be advised to the employee in the appointment letter. Any increases or other adjustments arising from a salary review, change of job etc will be notified to the employee.

Retirement benefits
Every employee who has completed one years continuous service shall, subject to the regulations to be made hereafter in this behalf, contribute the contributory provident fund each month a minimum of 10 percent a maximum of 20 percent of his provident fund pay. The companys contribution to the fund shall, however, be limited to 10 percent of his provident fund pay. The companys contribution to the fund is payable to the employee after five years of membership of the fund. Subject to this an the other regulations to be made thereafter in this behalf, all the accumulated balance to the credit of an employee on the day he ceases to be an employee of the company, is payable to him or his nominee or nominees or executors.

Gratuity
The company also pays gratuity to all its employees calculated at the rate of 15 days wages for every completed year of service or part thereof in excess of six months subject to a minimum service period of 5 years a maximum of 20 months wages. The gratuity liability of

the company is funded through the group gratuity scheme (cash accumulation scheme) of the life insurance Corporation of India. This scheme includes a special feature, namely, whereas gratuity payable on death under the payment gratuity act is limited by the length of service rendered upto the time of death, the scheme provides for the payment of an amount based on the length of service which the employee could have put in upto the normal retirement date but for his untimely death.

Provident fund statutory contribution: The provident fund deduction forms are part of the employees salary and represents statutory deduction of 10% from the basic salary and DDA. The company contributes and equivalent amount towards an

exempted provident fund scheme managed by Trustees drawn among the staff of Sahara Airlines. This is a retirement benefit.

Employees staff insurance (ESIS) The company is legally obliged to deduct from an employees salary contribution to ESIS provided that the monthly salary does not exceed

Rs 6500 (Rupees six thousand and five hundred only) the company also pays a higher amount as its contribution. Insurance premium under salary saving schemes An employee may have the premier on selected life insurance policies deducted from the salary each pay day and credited directly to the employees policy account with the life insurance corporation. Loans Equated monthly installments (EMI) towards of any loans, availed by an employee from either the company or the financial institutions will be deducted from salary, on the employees authorising the company for such deduction. This authority letter has to be routed through the financial institutions granting the loans. Motivation In appreciation and recognition of exemplary performance,

contribution, length of service to the RELIANCE , the management rewards the employee appropriately. The award is in the form of a gift or certificate as decided by the management. The management also rewards its employees employee of the month and employee of the year for their outstanding

performance. The employees selected become the member of staff welfare committee also. Long service awards are given to those employees who have completed their 5 years or 10 years of service and are entitled for gifts along with certificates. A part from this, the company motivates its employees by providing them good infrastructure. Monthly culture activities are organised to keep the employees motivation high. Employees are given responsibility & authority in their selected area, in order to enhance their capabilities. And promotions are given based on their All these rewards given by the

performance in the company.

company attracts & motivates the employees to work better and prove themselves.

Grievances
If any employee has a problem he can directly speak to the CEO, who is accessible to anyone at anytime. In case a grievance arises, round the table meeting is called and problems is dealt in best possible manner.

Communication In RELIANCE communication is very formal. The company prefers communication in a two way process. The company prefers to be more informal in dealing with employees on daily basis. Since, this style of working makes the employees feel much happier and motivated.

SCOPE OF MY STUDY
The scope of my study is to observe the degree of satisfaction levels of the employer as well as the employees as per my sample size towards the process of Recruitment and Selection Techniques adopted by the company. I will also study the deviations if any, towards this effect that I will be experiencing in my research. Apart from getting an idea of the techniques and methods in the recruitment procedures I will take a close look at the insight of corporate culture prevailing out

there in the organization. This would not only help me to aquanaut with the corporate environment but it would also enable me to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (Recruitment and Selection) is wide enough, so it is difficult to cover all the topic within the stipulated time.

INTRODUCTION

The recruitment and selection procedure of the company determines the level of achieving organizational goals in the long run. As per definition it is stated that which is all about selecting right person for the right job at the right time at the best possible position. Although it sounds quite simple but it is also not an easier job to evaluate a person with his ability and skills that may satisfy the core competency for the job so that his degree of willingness to pursue a job becomes positive. From job seekers prospective it is the core competencies which matter much for a job. So it is the effective recruitment and selection procedure which determines not only the right candidature for a job but also a long-term accomplishment of organizational goals. In my research as I go further I come to know the different techniques adopted by the software company towards this effect. I have chosen BEHL, for studying their methods of recruitment and selection function. In the course of my study I came to know that, it has the probability of achieving more than 50% of the people to be placed for the right job, which reflects some of the unique ways for recruiting the candidates to fill up various vacancies. The aim of the company is to achieve overall organisational goal not only by way of fulfilling the targeted top-line but also employee

satisfaction towards various position of job to the maximum level. This I will see as I proceed subsequently in my project.

RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This includes overall research design, the sampling procedure, the data collection method, and the fried methods and analysis procedure.

Out of total universe 30 respondents from each airline have been taken for convenience. The sample procedure chosen for this are statistical sampling method. Here randomly employees are selected and interviewed. An in depth interview is conducted with the Human Resource Head. Information, which I collected, was based on the questionnaires filled up by the sample employees. Under secondary method I took the help of various reference books which I have mentioned in bibliography and also by way of surfing through the company website. PRIMARY DATA Questionnaire: Corresponding to the nature of the study direct, structured questionnaires with a mixture of close and open-ended questions will be administered to the relevant respondents within the Personnel and other Departments of the organisation. In-depth interviews will be conducted with the top level management personnel involved as panel members of the recruitment & selection committees of the organisation to substantiate the questionnaire administered.

 SECONDARY DATA Organisational literature: Any relevant literature available from the organisation on the Company profile, recruitment & selection procedures, Job specifications (KSAs), department-wise break up of manpower strength and the orgnaisational structure. Other Sources: Appropriate journals, magazines such as Human Capital, relevant newspaper articles, company brochures and articles on www sites will also be used to substantiate the identified objectives.

SAMPLING PLAN AND DESIGN A questionnaire will be used for the purpose of research:

Questionnaire: To test the validity and effectiveness of the recruitment and selection procedures within the organisation and to test the validity and effectiveness of the policies and procedures within the organisation. The basic rationale of Questionnaire is to ascertain the perception of the non-HR departments in terms of the validity and effectiveness of the policies and procedures used by the

organisation. It is also in line with the assessment of any suggestions/recommendations that the respondents from these Departments might have in terms of the use of an alternative source/device of recruitment and selection, than what already forms the current practice of the HR Department.

Questionnaire would be administered to 15 respondents, holding a senior designation within the Personnel Department of the organisation. It will also be administered to at least 15 respondents belonging to typical Departments within the organisation and holding senior designations within their respective Departments. In depth interviews would also be conducted with these respondents with the aim of substantiating their views entailed from the Questionnaire. The total number of employees covered in the questionnaires are 30, 20 Business Executives and 10 Non-Business Executives.

SAMPLING ELEMENT For the purpose of administering the Questionnaire, the respondents would comprise of personnel holding senior

designations within the Personnel Department of the organisation. The respondents for the Questionnaire will also be preferably be panel members of the Recruitment & Selection Board of the organisation.

The respondents would comprise of personnel holding senior designations within certain typical Departments identified within the organisation, namely: - Stores - Finance - Operations - Electronics - Engineering

Sample Extent: The extent of the sample is confined to the Delhi operations of the Air India, specifically to the Administration Wing of the AI, International Airports Division; Indira Gandhi International Airport.

SAMPLING TECHNIQUE

 Judgement Sampling would be used for the purpose of choosing the sample for the purpose of administering Questionnaire. The identified expert would have a thorough knowledge about all the respondents within the Personnel Department of the organisation. Thus his/her expertise would be incorporated in locating, identifying and contacting the required respondents. Again Judgement sampling would be effectively used in identifying the typical non - HR Departments within the organisation and subsequently for the location and identification of suitable respondents for Questionnaire.

STUDY OF TOPIC
THEORETICAL OVERVIEW
Recruitment is the discovering of potential applicants for actual or anticipated organisational vacancies. Certain influences constrain managers in determining recruiting sources such as image of the organisation, internal policies, and attractiveness of the job, union requirements, government requirements and recruiting budgets.

Popular sources of recruiting employees include internal search, advertisements, employee referrals, employment agencies, schools, colleges and universities; professional organisations and casual or unsolicited applicants. In practice, recruitment methods appear to vary according to job level and skill.

Proper selection can minimise the costs of replacement and training, reduce legal challenges, and result in more productive workforce. The primary purpose of selection activities is to predict which job applicant will be successful if hired. During the selection process, candidates are also informed about the job and the organisation.

The discrete selection process would include the following: initial screening interview, completion of the application form, employment tests, comprehensive interview, background investigations, physical examination and final employment decision. In the discrete selection process, an unsuccessful performance at any stage results in the rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach, where all applicants go through every step in the selection process and the final decision is based on a comprehensive evaluation of the results of each stage. To be an effective predictor, a selection device should be reliable, valid and predict a relevant criterion.

Selection devices provide managers with information that will help them predict whether an applicant will prove to be a successful job performer. The application blank is effective for acquiring hard biographical data, while the weighted application can provide information for predicting job success. Traditional tests that assess intelligence, abilities and personality traits can predict job proficiency but suffer from being non-job related. On the other hand, interviews consistently achieve low marks for reliability and validity. Background investigations are valuable when they verify hard data from the application, although they offer little practical value as selection devices. Physical examinations are valid when certain physical characteristics are required to be able to perform a job effectively.

RELEVANCE OF RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is not done properly the production procedure will be hampered. Hence productivity will fall down. So the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run.

WHY I CHOSE RECRUITMENT ANDSELECTION FOR MY STUDY -JUSTIFICATION

Basically recruiting is the discovering of potential candidates for actual or anticipated organizational vacancies. It also can be said in another way that bringing together those with jobs to fill and those seeking jobs.It is important to study Recruitment and Selection

because through it I can identify our human resource needs. I can know what kind of people must be select to fill up the specified vacancies. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified applicants can self select them out of job candidacy, that is, a good recruiting program should attract the qualified and not attract the unqualified. Recruiting people is done by various ways, for the study first I have to know the recruiting sources. There are internal and external sources as well as employee referrals/recommendation. In this project I am studying recruitment and selection process of RELIANCE , . To find out actual recruitment and selection process of Company is my main objective of study. Through this kind of surveys I will be able to achieve real recruitment program of the company where for all kinds of operational level technical qualification is needed. I also have the picture of Selection cost of the company. It is very interesting to study recruitment and selection process as it will give me clearer picture of the process.

RELIANCE INFOCOMM

Reliance Infocomm is the outcome of late Dhirubhai Ambanis dream of bringing about a digital revolution in India that will bring to every Indians doorstep an affordable means of information and communication.

"Make the tools of infocomm available to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of mobility", was how Dhirubhai, as he was fondly called, spelt out Reliance Infocomms mission in late 1999. He firmly believed the country could use information and communication technology to overcome its backwardness and

underdevelopment.

It was with this belief that Reliance Infocomm began laying its 60,000 route kilometers of pan-India fiber optic backbone in 1999. The backbone was commissioned on December 28, 2002, Dhirubhais 70th birth anniversary, first since his sad demise on July 6, 2002.

Reliance Infocomms network is a high-capacity, integrated (wireless and wire line), and convergent (voice, data and video) digital network. The

network is designed to offer services that span the entire Infocomm value chain - infrastructure, services, both for enterprises and individuals, applications, and consulting. The network is designed to deliver services and applications that will change the way we Indians live. It will harbinger a New India.

RELIANCE TELECOM

Reliance Telecom Limited (RTL) is promoted by the Reliance Group. The Company has two divisions - Basic and Cellular telephony Services. The company has filed an application with the Ahmedabad High Court for demerger of its Basic Services in Gujarat with effect From March 6, 2003.

The approval from the Court on the scheme of demerger is awaited. RTL provides cellular services, using GSM standard, in 7 telecom circles encompassing 15 states of India. RTL has met its rollout obligation by covering 50 per cent of District Headquarters in 5 applicable circles.

The total subscriber base was over 5, 40,000 at the end of the year under review, registering a year on year growth of 42 per cent.

RTL's financial performance marked a significant improvement over the

previous year, and cash generation of over Rs 100 crores was used to meet its capital expenditure obligations besides repayment of its existing loans. During the year, the government permitted cellular operators to expand operations in Assam and North East circles. RTL is planning to expand services in commercially viable areas in this region. RTL has commenced national roaming facility with all domestic operators and will soon be commencing international roaming facility covering all major countries.

RECRUITMENT
Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive. According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization." In the words of Yoder,"Recrutiment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force."

The recruitment needs can be classified into

Planned. Anticipated. Unexpected.

Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organisation can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.

It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.

It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organization.

It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.

It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational policies, working conditions etc.

SOURCES OF RECRUITMENT:
The various sources of recruitment are Internal Sources: Include

Present Employees who can be transferred or given promotions. The retired and retrenched employees who want to return to the company.

Dependents and relatives of the deceased and disabled employees.

External Sources: Consist of

Press advertisements. Campus Interviews. Placement Agencies. Recommendations.

Recruitment at factory gate. Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is diversified. It needs persons who have knowledge of use, processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match the complexities of the need and at the same should commensurate with the complex need of the organization.

SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following stages

Preliminary Interview. Application Form. Selection Test. Selection Interview. Physical Examination. Reference Check. Final Approval. Employment.

Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids

unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational

qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behaviour and performance of a candidate. The executives of the concerned departments then finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and

other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.

ANALYSIS & FINDINGS

The analysis of the various sources of recruitment and selection devices is presented on the following pages. The response entailed from the HR Department (as analysed from Questionnaire) represents current practice within the organisation in terms of the sources of recruitment and selection devices used. The analysis of the response entailed from all the other departments (as analysed from Questionnaire) forming the sample, represents the perception of the respondents from these Departments in terms of the validity and effectiveness of the various sources/devices of recruitment/selection (specific to these Departments) The analysis further entails any suggestions/recommendations given by these non-HR Departments (forming the sample for administering

Questionnaire), in terms of any recruitment source and/or selection device that should be deployed by the organisation apart from what already constitutes current practic (specific to these Departments)

Working company

period

of

employees

in

the

Chart showing Service Period of the employees as per our survey of 30 employes
within 1year between12yr between 23yr

The above chart depicts that most of the employees are doing service as per my survey of 30 employees. Most of the employees are young in the RELIANCE Airline and, they dont have the past experience of any change in recruitment and selection. However in Air India it is just opposite they are working from last 10-15 years in the company. On a survey of 30 employees done by me shows that employees completed 1 year of service comprised 36.11%. Similarly employees 1-2 years of service comprise 36.11. But there is only less number of employees there about between 2-3 years comprised 19.44%. The rest i.e. 8.33% comprised of the group of people who have been in the organization for 3-5 year.

Candidates company

willingness

to

join

the

Most of the Indian candidate looks in for the salary package and job security before joining a company for job. All other things such as Reputation of the company, working environment, job prospects, location of the company, career growth opportunity, they look these things in either in isolation or in

Chart to showing candidates willingness to join the company

17% 23% 5% 11% 28% 16%
salary package job prospect career growth oppurtunity

reputation of the company working enviornment location of the company

combination to each other as a whole as shown in the above graph:

From the chart it can be understood that most of the employees are inspired by the salary package of the company which resembles the personal traits of the Indians. I can also see that matters much followed reputation of the company and working environment, which comprised 17% and 16% respectively. Job prospect plays a minor role in the minds of a candidate who had already joined the

company. Location of the company (which comprised 5% of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother the location of the company.

How

candidates

are

recruited

in

the

company?
There are various ways of recruiting candidates in the company as depicted in

Chart showing candidates' recruitment processWritten

9% 86% 6% 3% 5%
exam Written exam&inter view

the chart below : -

From the chart it is quiet clear that the company adopts various process for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 30 employees. But still some candidates are also chosen through written exam, Gd &interview comprising

only 6% and others comprising only 3%. These others include the reference of the existing employees within the organization itself.

Job Specification of the employees

Almost all the candidates got the specified jobs offered to them. This implies that the company have the organized manpower planning and well organized recruitment policy as shown in the following chart : From the chart above it is crystal clear that the candidates gets exactly the same job as specified. So from the companys perspective it is a good sign for the overall growth and development. Still some employees which comprised only 2.33% of my sample study

Role of union in the organization

Chart showing job specification of the response of the candidate
Y e s N o

There is a very hard presence of union in the organization. The workers performing operational level to decision making are all well

educated employees. So for the welfare of the quality of work life and other activities related to the welfare of the workers, they are taken into consideration.

EMPLOYEE TURNOVER RATIO

Employee turnover ratio

Better salary package More benifits 3 22 2 7 4 2 Improvement of working condition Career development opportunity Company not doing anything Can't say

So it is evident from the pie chart that majority of the respondents (14) have mentioned Better promotion / Career Development Opportunity for the

retention of employees and thereby reducing the employee turnover ratio. Only 5 respondents have mentioned more benefits as the reason.

Satisfaction level of employee

All the employees are satisfied with their jobs, so they dont want to suggest any further recommendations for recruitment and selection procedure. Only one respondent has suggested that the organization should look more into employee referral.

Job security
Since it is a Airline industry so growth opportunity is immense. The facility provided by the organization are up to the mark. So overall employees are satisfied with the job. As far as job security is concerned it is high, but moderate so I have given 6 points out of 10 for job security.

Promotion/Career growth opportunities

On the basis of my interaction with the employees i came to know that most of the employees have mentioned career growth opportunity, as the reason of joining the both the organizations. All of them are satisfied with the career growth opportunities. So on this basis i have given 9 points for this aspect.

Working conditions
The working environment in the companies is excellent. Most of the employees are satisfied with the working conditions in Air India and Air RELIANCE . On the basis of my perception. I have given 9 out of 10 for working conditions.

Management loyalty
There is a very good relationship between the employees and the management. Management is always helpful and also cooperative to the employees. They are loyal to the organization .On the basis of my interview with the Human resource manager I have come to know about it and I have given 7 points out of 10 in this respect.

Tactful discipline
I have seen during my two visits to the organizations and according to the interview with the HR Manager the organization follows tactful discipline. Even the organization is very much strict to it. So according to my perception I have given 9 out of 10 for discipline.

Appreciation
The appreciation is one of the basic factors for motivation. The company always appreciates its employees for good performance. Even the

employees are rewarded for that. Because if the employees are not appreciated for their good performance they will not be motivated to do extra work. So it is very much essential step for the motivation of the employee. The company provides yearly increments and bonuses on special occasions to motivate the employees .So on this ground I have given 7 points out of 10.

Understanding
The management has good understanding with the employees. Employees get an equal opportunity to express their views at frequent intervals. Both key elements Co-operation and co-ordination are followed in the organization to get the best results. As both the organisation under study have big role of trade union, employees can easily approach them for their grievances and suggestion. The direct information between them leads to better understanding between the

management and employees. On this ground I have given 8 points out of 10.

Attitudes of the employees towards their job

According to my interactions with the employees I came to know that most of the employees are satisfied with their job. On this basis I have given 7 points out of 10. Other findings of the qualitative response entailed from the HR Department (based on Questionnaire) The organisation deploys both internal as well as external sources for the process of recruitment.

 The internal sources of recruitment mainly comprise of: Promotions Transfers. The external sources of recruitment include: Employment exchange Advertisements The pipeline for recruitment with reference to the internal sources of recruitment is 1 month, wherein in the case of the external sources, it is 3 months. The detailed breakup of the process of selection is as follows: Employment exchange applications of judges) Receipt of applications Written tests Screening of Interview (panel

Trait tests Final selection.

Walk ins/write ins are deployed by the organisation only on compassionate grounds. This is applicable under certain special circumstances wherein, in the event of the death of an employee of the organisation, the laid job specifications (in terms of KSAs) would be relaxed for recruiting a family successor/son/daughter. Background investigations are not used as a means for the verification of data furnished by the candidate in the application blank. Physical examinations are conducted on a very thorough basis for the selection of lower level management. The organisation lays specific Job specifications in terms of specialised abilities, viz. height, eyesight and

weight for potential candidates, applying at this level. E.g. All selection for Lower level management employees, within the Fire

Department/Technical station, requires potential candidates to possess specific requirements, in terms of physical dimensions. As an indicator of job proficiency: The Application form is not considered effective, as it simply furnishes the bio-data/personal information of the applicant. At the non-managerial level designations, involving routinised

operations, traditional paper-and-pencil tests constitute an effective device. Interviews are considered as a moderately effective device. Other tests deployed as effective selection devices by the organisation are: Aptitude tests Trait tests Typing tests General communication tests Shorthand tests Driving tests These tests form highly effective indicators/predictors for job proficiency. Summary of the recommendations given by the Non-HR departments as entailed from the analysis The recommendations given by the different Departments constituting the sample for the analysis, are in terms of additional sources of recruitment and

selection devices that should be deployed/used by the organisation in addition to current practice (specific for these Departments) Departme nt Recommendations in terms of sources of recruitment to be deployed in addition to current practice Stores Employee referrals Employee Job pools Finance Employment exchange Recommendations in terms of selection devices to be deployed in addition to current practice Work samples Reference checks Work Samples Reference checks Operations Employee referrals Consultants Electronics Campus interviews (Middle Work samples Level Management) Reference checks ( for Complex operations) Engineerin Campus interviews (Top, Work samples g middle and Lower Level Reference checks ( for Management) Complex operations) managerial managerial -

Qualitative responses (COMMENTS) given by the various Department respondents (as entailed from Questionnaire)

Departmen ts Stores

From the point of view of the organisation

From the point of view of the Department

Willing employees based on There is no cadre in the their performance should be Stores Department, therefore recruited, instead of giving the staff working in Stores on promotion on seniority basis. rotation is incorrect. The cadre should have been there, which gives moral backup to existing hard working

employees for their future prospects. Finance Right candidate for the right Experience should be given job should of be selected preference for middle level constraints managerial positions over

irrespective

regarding caste, creed, age new candidates. etc. Operations There should for be no In all promotions, physical any fitness should be a specific

reservations

category; the only criteria criterion.

should be competence. Engineering Selection of candidates for Qualification of candidates various posts in different along with merit should be cadres should be strictly on the consideration for

the basis of qualification and promotion of candidates in the merit of the candidates. the Engineering Department. Management emphasis on should lay Low Qualified engineers

selecting should have promotions only qualified to a certain level.

professionally individuals. Electronics

As per the merit of the We must segregate good and candidate, selection should bad be done. workers during

selection/promotion

CONCLUSIONS
The study which I conducted on Human Resource Management of RELIANCE has been a very knowledgeable experience. The extent of knowledge derived in the process was colossal. At the outset, the objectives were to analyze the above mentioned fields of RELIANCE . The entire thesis report has been effort to do just that the insight obtained has been helpful in undertaking what makes the industry happening. Survival of the fittest seems to be the mantra in the airline industry as many ambitions plans toppled down in the work of varying problem. Lack capital intensive nature of the industry regulations, the commercial decisions, poor long

terms planing, over capacity, deep waters. Industry analysts place a minimum FLF 68% to break even if the airline is using 737-200 series aircraft but most of the airlines pl7ay near of this point. Default, Delayed payments and financial crisis seems to be the buzzwords in the aviation industry if one goes by the recent track record of some of the pvt airlines. Factors ailing the airline Industry Most airline companies dont adequately utilize their capacity Lack of sound financial planning Price wars for acquiring higher share of the pie. Crippling government regulation like 10% coverage of category two routes with yearly average PLF of 25% Lack of co-ordinate among pvt airline to share the overheads Uneconomic lease agreement with the foreign leasing companies. RELIANCE seems to have kept their slates clean as far as payments and maintenance of aircraft is concerned. Initially after its incorporations RELIANCE Airlines go before establishing market leadership in the high court high risk, airline industry RELIANCE Airline is still a fledgling one in an industry where size counts in spreading cost and benefiting from economics of scale. The following conclusion are what I perceive and have nothing to do with any persons or organizations opinion.

1.

Reaching for the skies can be a tricky business. Needless to say, the countrys air carries do not want to be reminded of that. They have learnt it the hard way. Not with standing scenario, there will be still a demand gap of about 10-12 million passengers per annum.

2.

With the talks on dis-investment & Pvt. Participation in RELIANCE , prevailing domestic airlines airline will have to curve out strategic approach to exploit the potential in the market and serve the customer as well as the employees to the best possible extent.

3.

A draft policy on civil aviation in awaiting the approval of the government. This would enhance the infrastructural facilities for the players ground

4.

While marketing principle undoubting apply to airline product, there is an important difference. Airlines marketing can never brook any delay. It is highly perishable commodity if it is not used on a stipulated day, it perishes. So, a quick and creative marketing response is called for. Another different is that the product has to be brought unseen. The customer has to come to it to consumer it. It is an expensive product, and is bought on trust.

5.

RELIANCE have, with time increased its fleet strength to grow as one of the specialised service provider. The future plans do indicate the vision of the airline to be a forerunner among the best domestic airlines.

6.

In true contemporary conditions and market cohesiveness RELIANCE Airlines changed to focus form customer satisfaction to creating customer delight. This is much better comprehended by the change in its corporate, image.

7.

The healthy competition of domestic airlines has set new trends in the quality of service. With the oncoming the quality of services and the pride of the job.

8.

It is a matter of great significance that the airline staff new care about the passenger comfort and take pains to see that the flights are on time. The high percentage 98% of on time service.

9.

RELIANCE

do benefit by the efforts embarked by the RELIANCE

India to establish a long lasting support with the Indian masses. The mother brand do support this organization in every possible way to set was benchmarks in the aviation industry. 10. Emotion rather Rational approach is being used as an advertising tool. The advertisements and sales promotional schemes to reflects this move. Emotional year seem to making an impact. 11. People first, is what RELIANCE trusts upon, placing peoples interest on top priority have made this organization a proud place to work with. Profit sharing by RELIANCE Airlines and the corporate culture Oozing in side the veins of its employees is surely a mater of envy for others.

12.

Valve for money objective of RELIANCE

have worked, since its

competitors have started strategic shits in pricing policy, sales promotion Schemes and quality of service. 13. All said and done, one most conclude by emphasizing that there is nothing more interesting and stimulating then to come in close contact with a company which is every employees dream place.

LIMITATIONS OF MY STUDY

The scope of the study in terms of coverage is limited to the Technical operations of the RELIANCE . Within the organisational layout, the research study would be largely confined to the Personnel and Administration Department. Within the organisation the study is limited to the top-level management of the Personnel Department of the organisation (out of which a sample of the respondents are also members of the Recruitment & Selection committee). This is for the purpose of administering the questionnaire.

In line with the purpose of conducting employee interviews, the study would be confined to personnel holding typical designations within the organisation at different levels of management. Although the limitations that I faced in the organizations is the absence of Trade Unions co-operation, otherwise which could have help me in understanding the industrial relations in a comprehensive manner. Secondly, the limitation that I have is the scope of collection of sample size which was confined to only one department, which would have other wise made my study and observations in an effective manner.

RECOMMENDATIONS
The organisation should deploy a segmentation matrix for the purpose of talent sourcing. This is in line with the identification of the talents that the organisation needs to attract for value creation. At the same time, the matrix also serves to screen any redundant talents that the organisation does not require within its pool of RELIANCE . The AI should endeavor to find out as to what attracts the right employees to apply to the organisation. Thus, knowing what the potential candidates who apply expect from the organisation and the reasons behind their desire to work for the organisation will help in 'working out' relevant recruitment policies. AI could emerge as a highly successful organisation in recruiting and retaining desired applicants, when such applicants experience work culture consistent with their expectations. For the same, the HR Department needs to 'learn' the patterns and develop programs that support recruitment

and retention strategies. They can follow a simplified 'waterfall recruitment process' to recruit 'world class' talent.

Structured interviews: Interviews conducted by the Recruitment & Selection Committee of RELIANCE , while hiring for senior executive positions, should cover the following basic aspects: Decision making Problem solving Achievement Deadline consciousness Crisis management Customer orientation Leadership Motivation Communication Inter-personal skills Planning Adjustment Emotional Intelligence: The recruitment policy of RELIANCE should

incorporate an evaluation of 'emotional intelligence', thus entailing the assessment of self-awareness, self-regulation, motivation, empathy and social skills, during the evaluation of the potential candidate.

Containing political pressure: Political pressure exerted by trade unions is one of the biggest problems faced by RELIANCE . These trade unions leaning towards particular political groups hamper the natural process of recruitment. The relevant authorities within the organisation should induce requisite efforts in containing this emergent political influence coupled with appropriate government assistance.

BIBLIOGRAPHY
1. News Paper Times of India Hindustan Times

 Economic Times The Pioneer The Hindu Catalyst Financial Express Economic and Political Weekly 2. Magazines India Today Todays traveller A&M Business Today Business World Business Digest 3. Research Papers ASSOCHAM (Aviation open house 2003) PH.D Chamber of Commerce & Industry 4. Web sites www.airRELIANCE .com www.airindia.com www.indiatimes.com Air RELIANCE s brochures and pamphlets 5. BOOKS

 Robbins P. Stephens, Organisational Behavior, Prentice Hall, 7th Edition, Chapter 16, pages 636-641. Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245. Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.

QUESTIONNAIRE
NAME: COMPANY: DESIGNATION: DEPARTMENT:

1. What is the working period of employees in the company? (Tick any one)

Within 1 year Between 1-2 years Between 2-3 years Between 3-5 years 2. What are the reason of the candidate to join the company? (Tick all that apply) Reputation of the company Working environment Location of the company Salary package Job prospects Career growth opportunity

3. How candidates are recruited in the company? Written exam Written exam, GD and interview Written exam and interview Others

4. Did you get the same job specification as offered during the interview? Yes No

5. Is there any role of Union in the organization? Yes No

6. Is there any changes occurred in the recruitment and selection procedures of the company in the last five years? Yes No

7. Is there any effect of recruitment and selection procedure towards gratitude of employees? Yes No

8. Is the organization doing anything to reduce the employee turnover ration? (Tick all that apply) Better salary package More benefits
Changing / Improving working conditions

Better promotion / Career Development Opportunity 9. Are you satisfied with the salary and job security provided by the company? Yes No

10. Is the company understanding, appreciating, providing interesting working conditions, promotion/ career growth opportunities for an employee? Yes No

11. In your views, do you think the way you are recruited in the company is fair? (If answer to this question is No, Please attend next question too) Yes No

12. If No, What all changes do you think required for fair recruitment and selection process in your company. ________________________________________________________________ ________________________________________________________________ __________________________________________________________