A PROJECT REPORT

ON
HR PRACTICES
AT
RELIANCE VADODARA
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PALAK PATWA
B.P.SHAH (HR MANAGER)
MBA (HR)
LEARNING CENTER,RIL
INTERNATIONAL INSTITUTE OF PLANNING AND MANAGEMENT,
AHMEDABAD
UNDER THE GUIDENCE OF
MR.DEEPAK RAO

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FLOW OF PRESENTATION

COMPANY PROFILE

ABOUT THE TOPIC

MY LEARNING

RECOMMENDATION

CONCLUSION

BIBLOGRAPHY
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"Growth

FOUNDER

has no limit at Reliance. I keep

revising my vision.
Only when you can dream it, you can do it."

Dhirubhai H. Ambani
Founder Chairman Reliance Group
December 28, 1932 - July 6, 2002
Dhirubhai Ambani founded Reliance as a textile company and led its
evolution as a global leader
in the materials and energy value chain businesses.
He is credited to have brought about the equity cult in India in the late
seventies and is regarded
as an icon for enterprise in India. He epitomized the spirit 'dare to dream
and learn to excel'.
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The
Reliance Group is a living testimony to his indomitable will, single-

COMPANY PROFILE
The Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India's
largest private sector enterprise, with businesses in the energy and
materials value chain. Group's annual revenues are in excess of US$ 58
billion. The flagship company, Reliance Industries Limited, is a Fortune
Global 500 company and is the largest private sector company in India.
Backward vertical integration has been the cornerstone of the evolution and
growth of Reliance. Starting with textiles in the late seventies, Reliance
pursued a strategy of backward vertical integration - in polyester, fiber
intermediates, plastics, petrochemicals, petroleum refining and oil and gas
exploration and production - to be fully integrated along the materials and
energy value chain.
The Group's activities span exploration and production of oil and gas,
petroleum refining and marketing, petrochemicals (polyester, fiber
intermediates, plastics and chemicals), textiles, retail, infidel and special
economic zones.
Accredited earlier for best performance award among petrochemical
companies worldwide(CL London), FICCI awards, ICMA awards, National
Energy award, several awards from national safety council, ISO 9001, ISO
14001 and OHSIS 18001 certificate for all plants and department of all site.

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HUMAN RESOURCE DEPARTMENT

For RIL-VMD its real wealth is over 4100 employee. The corporation follows a planned
approach to human resource
development. Training of manpower happen to be an integrated component of the
development stratergy.
Today VMD possesses one of the best pools of talents in the petrochemical industry in india.
Well maintained residential best pools of talent in the petrochemical industry in india.
Well maintained residential complexes, school, recreational center, transport, medical and
other such facilities ensures a
better quality of life for its employee, paving way of healthier industrial relation.
Other aspects of its employees related program include: training programs conducted on
regular basis.
Nearly a third of its employees receives training each year.
The program are conducted at three centers: petrochemical management development
institute, vadodara, and at training
center at vadodara, nagothane, dahej.
HR DEPARTMENT OF RIL-VMD
HR SECTION

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SAP HR Department

Rural development cell

Township administration
Guest houses

IR SECTION
Legal disciplinary department
IR department

ESTABLISHMENT SECTION
PMS Department
Advance department
Department of promotion cell

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GENERAL
ADMINISTRATION

Telecom
Canteen

Transport

Repair & maintenance

Liveries
Central registry
Printing
Holiday home

CENTRAL TIME OFFICE

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ABOUT THE TOPIC

WELFARE
The term welfare suggests many ideas, meanings and connotations, such as the state
of well-being, health, happiness, prosperity and the development of human resources.
As a total concept of welfare, it is a desirable state of existence involving physical,
mental, moral and emotional well-being.
The social concept of welfare implies the welfare of man, his family, and his
community.

EMPLOYEES WELFARE
It means the adoption of measures to promote the physical, social, psychological
and general well-being of the working population.
A significant definition describes labor welfare work as the voluntary efforts of
the employer to improve the living and working conditions of his employees; the
underlying assumption, of course, being that the first essentials to the welfare of
the employees are steady work, a fair wage and reasonable hours of labor.

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TYPES OF WELFARE FACILITIES:

INTRAMURAL
(Within the establishment)

EXTRAMURAL
(Outside the establishment)

Drinking water
Housing
Toilets
Education facilities
Crches
Maternity Benefits
Washing & Bathing facilities
Transportation
Uniforms and Protective clothing
Sports facilities
Recreation facilities
Leave travel
Subsidized food at canteens
Holiday homes
Medical Aid
Cooperative stores
Rest shelters
Social-Insurance,
Vocational training

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STATUTORY WELFARE SCHEMES:

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Drinking Water

Facilities for sitting

First aid appliance

Latrines and Urinals

Canteen facilities

Spittoons

Lighting

Washing places

Changing rooms

Rest rooms

NON STATUTORY WELFARE

SCHEMES:

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Personal Health Care (Regular medical checkups):

Flexi-time

Employee Assistance Programs

Harassment Policy

Maternity & Adoption Leave

Mediclaim Insurance Scheme

WELFARE FACILITIES AT RELIANCE

VMD

Canteen service

Medical facilities

Housing facilities

Recreational clubs and centers

Voluntary retirement scheme

Mediclaim policy for vrs employees

Ipcl (reliance) employees welfare co-operative scheme

Group savings linked insurance scheme (gslis)

Long service award

Productivity incentive scheme

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TYPES OF LEAVE
For non supervisory employees
Weekly off
Additional off
Causal leave
Sick leave
Privilege leaves
Festival

52

24
10

10

30
10+2

For supervisory employees

weekly off 52
Causal leave
10
Sick leave 10
Privilege leave 24
Festival
10+2

In reliance industries limited, Vadodara manufacturing division they provide

following welfare facilities:ITEMS
ELIGIBILITY
SCOPE
TENTATIVE
DISTRIBUTION
Uniforms
Every year
All employee
August
Man: 4 shirts
including
And 3 trousers
trainees and
Female: 4
retainers
Kurtas, 3
Pyjamas or
Else 4 sarees

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Safety shoes

Every year

All employee

August

MY LEARNING
During the training session the following things I have learned The HR department is
most important from the Foundation of the company.
In the whole summer training I am the under the Guidance of the RILs AGM (HRD)
of learning centre who provides guidance about the What is the Role of HR manager
in every Company.
They give us assignment of the different topics of the different managerial
functions after preparing the assignment they discuss with that and provides his
thoughts and share experience about that Topic with Company related.
In training, before visiting any department, they provided us an overview of
Department so that we do not go there with blank.
It was pleasure working with this company & it has helped me to enhance my
knowledge & learning.

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RECOMANDATION:

The company should give more attention towards the sitting arrangement within plant
area.
The company should make the employee aware about the welfare services provided to
them.
The company should avoid over staffing of fopes.
Not only HOD but direct supervisor should involve in the fillings of employees welfare
activities or facilities which offered to employees.
They should be understood with the employees experience with grades.

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CONCLUSION:
Reliance Industries Limited is a company, wellknown not all over india but throughout
the world for its best performance and stable growth. And IPCL, was one of the leading
company in petrochemical industries which was merged with reliance industries limited
in the year 2004.
Being a barodian, i am proud to have such a leading company in my city which not
only is popular for its products and high growth but has become one of the landmark
for baroda city itself.
Secondly, i express my gratitude towards each and every member of RIL VMD
(RELIANCE INDUSTRIES LIMITED AND VADODARA MANUFACTURING DIVISION) for
supporting me by providing the information of the company whole heartedly.
This opportunity of getting training as a vocational trainee has not only lead me to get
sufficient information about HR department of the company being HR student but has
given me an opportunity to work in a practical way in an industry before actually been
placed into a job during my ongoing studies itself, which i believe will be very fortunate
for my career.

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BIBLOGRAPHY
Human Resource development:Werner and desimone
Human Resource and personnel development:K. Aswathappa

WEBSITES
www.citehr.com
www.scribd.com
www.ril.com

5/27/12