PREFACE

In my book, we have no greater asset than the quality of our intellectual capital, and no
greater priority than the growth and retention of our vast pool of talent
Anil Dhirubhai Ambani
Mr. Ambani meant the above mentioned words said by him, and his priorities,
intellectual resource, even in his physical absence were kept unchanged by his group of
companies. At Reliance, to satisfy the man-power requirements, an HR Services company
is was up instead of setting up an HR department in each office.
This report is meant for giving a complete idea as to how the Reliance HR Services Pvt.
Ltd. handles and manages the Human Resources i.e. its vast pool of talent at Anil
Dhirubhai Ambani Group.
Proficient HR management consulting can enhance the efficiency of business houses and
result in considerable savings, in terms of both time and money. HR consulting supports
businesses in refinement their human resource processes.
HR consulting serves several purposes. It helps companies in guarantying that their HR
systems are line up with their employment philosophy and business goals. It also helps in
outlining actions to use, retain and coach, or discipline and terminate employees. In
addition, HR consulting makes it feasible to defend business investments by controlling
costs and plummeting exposure to the many conformity regulations having an impact on
today's workplace.
Thus, this report gives an overview of how the company works as a proficient HR
consultancy house.

EXECUTIVE SUMMARY
This report deals with HR department of Reliance BIG Group. It encompasses the entire,
Recruitment, Induction and Placement, Training, Employee issues. This report starts with
an overview of companys background which includes following aspects of company:
Mission & Vision
Business
After making you acquaint to companys background this report takes you through the
HR polices and functions of the company which includes following aspects:
Manpower Planning as per AOP
Recruitment
Induction and Placement
Training Co-ordination
Employees Issues
PMS implementation
HR Audit
Exit, Full and Final

CHAPTER I RELIANCE BROADCAST NETWORK LIMITED

Think Bigger Think Better

The Reliance Anil Dhirubhai Ambani Group is among Indias top three private sector
business houses on all major financial parameters.
Across different companies, the group has a customer base of over 50 million, the largest
in India, and a shareholder base of over 8 million, among the largest in the world.

1. History & Business Overview

Reliance Broadcast Network Limited is a media entertainment conglomerate
with play across radio, television, intellectual properties, and television
production. It is part of the Reliance Group and specializes in creating and
executing integrated media solutions for brands. The company houses the
following verticals:

 92.7 BIG FM India's largest FM Network with 45 stations, reaching over four
crore Indians each week;
BIG CBS Networks A joint venture with CBS Studios International offering
English Entertainment Channels - Love and Prime (which is available in dual
feeds of English and Hindi), as well as a regional General Entertainment Channel
for the Punjab, Chandigarh, Himachal Pradesh (PCHP) region called Spark
Punjabi;
BIG RTL THRILL A channel from the Company's joint venture with Europe's
RTL Group, targeted at male audiences and positioned as the ultimate action
destination available in dual feeds of English and Hindi;
BIG MAGIC A General Entertainment Channel featuring regional family
dramas, crime shows, sitcoms, reality shows and weekend blockbuster movies.
The Company has also launched BIG MAGIC Bihar and Jharkhand, with
specially created programming for the Bihar and Jharkhand region. BIG MAGIC
has also expanded into the United States, Canada and Australia under the brand
name BIG MAGIC INTERNATIONAL;
BIG PRODUCTIONS the television content production division that caters to
the

creative

needs

of

the

diverse

Indian

television

landscape.

Reliance Broadcast Network also distributes Bloomberg TV India, the countrys

premier business news channel as part of its television bouquet.

Having built significant and all-inclusive media capabilities, each of these business
verticals come together to offer clients a truly integrated media solution.
Through its integrated media sales team, BIG Connect, that serves 1000 + clients each
month through 52 offices across the country, RBNL represents one window to the big
world of the Reliance Group's 200 million + consumers. The sales team maximizes
every opportunity available across the Reliance Group's advertising assets to create
unmatched value for advertisers and brand owners.

The reach and spread of the Reliance Group is known to all. With business interests that
permeate almost every aspect of a consumer's life, the group offers multiple business and
consumer touch points across communications, infrastructure, power and entertainment.
Reliance Group's media assets across infrastructure, telecommunication, retail,
broadcasting, television production and online, form an enviable portfolio that touch the
lives of millions of Indians across the country, everyday. This world of consumers offers
advertisers multiple touch points to connect with their audience.
2. Business Overview
RADIO

92.7 BIG FM India's No. 1 FM station, adjudged 'Best Radio Broadcaster of the
Year 2011 and 2012, at the Golden Mikes, has, since the launch of its first station
in September 2006, expanded at a phenomenal pace, creating history by launching
its 45 station network in record time of 18 months. Through its tagline of 'Suno
Sunao, Life Banao!, BIG FM's endeavour is to use the power of radio to not only
entertain

listeners

but

also

positively

influence

their

lives.

Within a short span of time, through distinctive content and innovative promotion,
92.7 BIG FM has established leadership in the FM space and firmly laid a
foundation for an exciting future. The station enjoys leadership in cities where the
company has brought in the new wave of private FM which has enabled it to be
the most sought after radio network across the country. The brand has thus taken
FM as a medium of entertainment beyond the metros, to virgin markets, offering
consumers and advertisers a new experience of this medium of entertainment. Its
presence spans 45 cities, 1000 towns, and 50,000 villages, and a weekly reach of
over four crore Indians across the country.
5

TELEVISION BUSINESS

BIG CBS Networks Pvt. Ltd.:

An equal joint venture between Reliance Broadcast Network Limited and CBS
Studios International, BIG CBS Networkshas changed the way English
entertainment is served to Indian audiences. The JV has seen the successful
launch of two English entertainment channels in a span of five months,
highlighting

speed

to

market

from

the

company.

The BIG CBS JV has also made a regional foray with SPARK PUNJABI - a
regional General Entertainment Channel for the Punjab, Chandigarh, and
Himachal Pradesh (PCHP) region targeting the 15+ age group. The Channel treats
audiences to daily sitcoms, reality shows, music, and weekend blockbuster
movies, ensuring a complete entertainment experience. The channel seamlessly
integrates into and benefits from the extensive radio network of 92.7 BIG FM in
the region, reaching 22 cities, thus offering marketers unparalleled reach in the
region. SPARK PUNJABI is well distributed on digital and analog platforms,
covering 100 per cent of the market with a reach to 3mn+ households.
With Reliance Broadcast Network Limited's multi-media presence and an
integrated sales offering combined with the content muscle of CBS Corporation,
BIG CBS is already making a significant impact in India's burgeoning
entertainment industry.
BIG MAGIC:

BIG Magic marked the entry of RBNL into the Hindi GEC (general
entertainment channel) space. It is positioned as a General Entertainment Channel
featuring regional family dramas, crime shows, sitcoms, reality shows and
weekend blockbuster movies. The channel's prime time shows are targeted at the
15-35 SEC ABC audiences, providing advertisers with an ideal platform to create
greater impact. The channel derives huge synergies with RBNL's already wellestablished radio brand - 92.7 BIG FM, the leading radio network, which together
offer a unique advertising platform to brands and combined with holistic
properties executed in the region, deliver incomparable value to advertisers. The
Channel has also launched BIG MAGIC Bihar and Jharkhand, with programming
tailored

for

the

Bihar

and

Jharkhand

region.

The Channel has also expanded internationally to markets like the US, Canada
and Australia, which have an enormous South Asian Diaspora. Named BIG
MAGIC INTERNATIONAL, the Channel has been customised to ensure it offers
the perfect blend of variety entertainment, infotainment, and business news from
India designed to resonate excellently with its target audiences.
BIG RTL

RBNL and leading European Entertainment Network RTL Group have signed a
50:50 joint venture agreement to launch thematic television channels in India.
This venture marks RTL Group's entry into the burgeoning Asian television
market and Reliance Broadcast Network's second international joint venture.
The JV has launched its Channel BIG RTL Thrill, which is positioned as an
action entertainment channel targeted at male audiences between 15-44 years of
age and is available in the dual feeds of Hindi and English available across all
7

Hindi Speaking Markets in India. The channel is also available on OTT platforms
like Ditto TV, Apalya TV and Zenga TV
.
The content for BIG RTL Thrill has been acquired from some of the most reputed
production houses across the globe, including Fremantle Media & Endemol, etc,
along with a library of international action films. Key shows, which feature on the
channel, are Fear Factor, Hole In The Wall, WipeOut among others.
BIG PRODUCTIONS

This vertical is RBNL's television content production division, which caters to the
diverse creative needs of the Indian television landscape. It is well-equipped to
create content appealing to all strata of television audiences, spanning different
genres ranging from fiction to nonfiction and reality, with a presence in both
regional and national markets.
BIG Productions promises to be the broadcaster's gateway to the most compelling
fiction and non-fiction-based concepts or reality formats. Its strength lies in
creating concepts and formats based on a strong understanding of the
broadcaster's needs with a clear focus on the Indian viewer's sensibilities,
preferences and insights.

MILESTONES
July 2013
BIG MAGIC launches across HSMs
June 2013
BIG RTL THRILL launches English Feed
March 2013
8

BIG RTL THRILL launches in Mumbai and Delhi

February 2013
BIG CBS PRIME launches Hindi Feed
January 2013
Launch of BIG MAGIC BIHAR AND JHARKHAND, a Regional General Entertainment
channel for the Bihar and Jharkhand region
November 2012
BIG MAGIC INTERNATIONAL launches in Australia
November 2012
Launch of BIG RTL THRILL, our first TV channel with RTL Group in Uttar Pradesh
October 2012
BIG MAGIC INTERNATIONAL launches in USA
June 2012
BIG MAGIC INTERNATIONAL launches in Canada
February 2012
Launches BIG CBS channels in Sri Lanka
January 2012
Launch of BIG CBS SPARK PUNJABI, our third TV channel with CBS Studios
International
May 2011
Signing of equally owned joint venture with RTL Group (RTL), the leading European
Entertainment Network which is a part of Bertelsmann AG
April 2011
Launch of BIG MAGIC, a Hindi TV channel marking our entry in the regional
entertainment space (UP, MP and Bihar)
March 2011
Launch of BIG CBS LOVE, our second TV channel with CBS Studios International
November 2010
Launch of BIG CBS PRIME, our first TV channel with CBS Studios International
August 2010

Signing of equally owned joint venture with CBS Studios International, a division of
CBS Corporation
June 2010
Company changes name to Reliance Broadcast Network Limited
December 2009
Company lists on BSE and NSE India
July 2009
Company Demerges from Adlabs, called Reliance Media World Limited
July 2009
45th Radio Station goes on-air
March 2007
Launch of BIG LIVE, this division develops, executes and owns televised IP properties
September 2006
Launch of First Radio Station
February 2006
Commencement of Business, CEO Mr. Tarun Katial joins

KEY Management and the corporate hierarchy : Reliance Broadcast Network Ltd.
10

Tarun Katial: Chief Executive Officer, RBNL

At the helm of one of Indias youngest media houses Reliance Broadcast Network Ltd.,
and with impressive stints at Star TV and Sony Entertainment Television, Tarun Katial, is
considered to be one of the most successful executives in the Indian media industry.
In 1998, Tarun earned an MBA in marketing, and his self-confessed urge to do something
"different and exciting" saw him jump into the world of advertising where he spent three
rewarding years with agencies like Saatchi & Saatchi, Enterprise Nexus and Ogilvy &
Mather. He then joined the Star Network as Executive Vice President - Content and
Communications before moving to Sony Entertainment Television as Business Head.
Tarun has an established record of accomplishment through successful shows and has
always

been

in

perfect

tune

with

what

captivates

the

Indian

consumer.

In early 2006, Tarun set out to launch 92.7 BIG FM, now Indias largest FM network with
45 Stations. He has been credited with achieving leadership position and taking the
medium to the farthest corners of India. Moving quickly from being a radio company to a
holistic media entity with an integrated and diversified portfolio, Tarun has led Reliance
Broadcast to grow into a multi-media conglomerate with its landmark television foray
through a joint venture with CBS Studios International, USs No. 1 television company.
Since then, he has helped grow the television business to offer consumers a robust
bouquet of offerings across premium English Channels BIG CBS Prime, Love and
Spark, as well as regional forays with Spark Punjabi and BIG MAGIC all of which are
leaders in their respective genres. Tarun also spearheaded the Companies second joint
venture with Europes RTL Group to launch BIG RTL Thrill, a channel positioned as the
ultimate male entertainment destination.
A well-crafted portfolio of synergetic businesses also includes BIG LIVE, which creates
and markets intellectual properties, and BIG Productions, a division that functions as a
content production house catering for the diverse creative needs of the Indian television
landscape.

11

Other significant achievements in Taruns cap include being voted the NewsCorp
Achiever for Asia and being included among the best in the India Today 30 on 30 list. He
was also part of the team that won the first Media Gold at Cannes.
With RBNLs multi-media composition and diverse business portfolios to pilot, Katial is
at the heart of the next BIG revolution in communication.
Asheesh Chatterjee: Chief Financial Officer, RBNL

Asheesh Chatterjee leads the Finance and Legal aspects of the business, spearheading key
initiatives like fund raising, M&A and JVs whilst strengthening credibility and reputation
of the Company within the investor community.
A Chartered Accountant and Cost Accountant by qualification, Asheesh brings with him
over 15 years of post qualification experience across varied sectors viz. Assurance and
Consulting, Financial services, Manufacturing and Media and Entertainment. Having
held senior finance positions with leading companies like Moser Baer, Sony
Entertainment Television (Multi Screen Media), ICICI Prudential Asset Management and
Ernst & Young, he has worked on a diverse portfolio covering strategic finance, corporate
structuring, operational finance, tax planning, audit, treasury, and investor/analyst
relations.
Anand Chakravarthy: Executive Vice President, Marketing and Business Head BIG CBS Networks

A reckoning and well known name in the world of Advertising, Anand brings with him
the creativity and knowledge apt for an ambitious set-up that is poised to revolutionize
the media industry.

12

Armed with a Masters in Business Administration and with over 15 years of rich and
diverse experience of brand building and advertising, Anand has been with the Company
since its launch in 2006 and has been at the helm of the marketing function, across
business verticals. Prior to joining RBNL, Anand was at Lowe India and has led the
servicing of diverse clientele including a wide product range from the Unilever stable,
ICICI Prudential Life Insurance, ICICI Bank, Tata Mutual Fund, IL&FS Investsmart and
HSBC, among others.
Sunil Kumaran: Business Head Language TV, RBNL

Sunil Kumaran is the Business Head for the Language TV business of Reliance Broadcast
Network Limited.
In 2008, Sunil joined Reliance Broadcast Network Limiteds radio network, 92.7 BIG
FM as the Cluster Head for Karnataka and Kerala. Since then, Sunil has moved to
Reliance Broadcast Network Limiteds television business as Business Head for the
Language Channels which include BIG MAGIC, Spark Punjabi and the recently launched
channel, BIG RTL Thrill. An engineering graduate and an MBA from the Mumbai
University, Mr. Kumaran started his career with Saatchi & Saatchi Advertising in 1994 as
a media supervisor. He then moved on to JWT in 1996 where he undertook the role of a
media director, following which he undertook multiple media opportunities at
organizations including Lowe & Partners Worldwide, Rediffusion DY&R and even
worked at Universal McCann in Bahrain.

13

Ashwin Padmanabhan: Business Head 92.7 BIG FM, RBNL

Ashwin Padmanabhan is the Business Head of Reliance Broadcast Networks 92.7 BIG
FM. A multifunctional sales, marketing, business development and professional services
executive, Ashwins core competency and skills lie in building businesses, and in
implementing differentiated marketing programs. He has strong general management
skills and has a track record of transforming businesses and organizations and has applied
it to 92.7 BIG FM, where he began his career as the station head for the Hyderabad
station and growing very quickly to become the National Business Head for 92.7 BIG
FM.
Soumen

Ghosh

Choudhury:

Executive

qualification,

Soumen

Vice

President

Technology

and

Electronics

and

Administration

An

engineer

by

has

specialized

in

Communications. With over 20 years of rich industry experience, Soumen began his
career as an R&D engineer, before he moved on to the telecom sector in project
management and operations across an array of entertainment channels and other service
sectors. He was responsible for design and installation of first Private FM radio station in
India, Radio City in Bangalore in the year 2000.

Soumens achievements include

planning, execution and launch of the encrypted satellite TV channels in record time,
designing the countrys first state-of-the-art private FM radio station, and even
developing VHF radio amplifier modules for the Indian Army. At RBNL, Soumen heads
the international division of the television channel BIG MAGIC BIG MAGIC
International, which has excellent synergies with the television business.

14

Meenakshi Roy: Sr. Vice President, Human Resources, RBNL

Meenakshi is a Sociology Graduate from Fergusson College, Pune who subsequently did
her Masters in Social Work from the Tata Institute of Social Sciences, Mumbai. She has
almost two decades of work experience in Human Resources, HR Consulting and
Executive Coaching.
Meenakshi joins RBNL from being an independent HR consultant and Executive Coach
with national, multinational and entrepreneurial clients through Great Place to Work
Institute and Right Management amongst others in the area of Executive Coaching for
360 degree feedback, role transition, career transition, performance management and role
alignment.
Prior to her consulting foray, she was Head of HR at L'Oreal India, and has also served
with ABP Limited, Times of India (NIE) and Tata Special Steels in diverse roles leading
to experience across Industrial Relations, Sales and Human Resource Management
Gururaja Rao: Vice President (Legal) & Company Secretary, RBNL

Gururaja Rao is the Company Secretary and Compliance Officer of the Company.
Gururaja is a commerce graduate with a Masters in Law Degree from Mumbai
University. He is an Associate member of the Institute of Company Secretaries of India
and has also completed his Post Graduate Diploma in Intellectual Property Rights. He has
over 12 years of experience in wide range of industries which includes media,
pharmaceuticals and hospitality. Gururaja has worked with companies like Thomas Cook
India, UTV, McDonalds, Glaxo Pharmaceuticals and People Group.

15

CHAPTER II HUMAN RESOURCE MANAGEMENT AT RBNL

For any business to run one needs four Ms namely Man, Money, Machine and Material.
Managing other three resources other than men, are easy to handle. Men are very difficult
to handle because no two human beings are similar in all way. Human beings can think,
feel and give response. Handling humans is more important for any business because
human being have crucial potential that may be very profitable for the business. And
these potential can be developed to an unlimited extent if they are provided with proper
environment. So the function of managing men is as important as finance or marketing
function in any business.
HRM refers to practices and policies framed for the management of human resources in
an organization, including Recruiting, screening, rewarding and appraising.
Human resources have at least two meanings depending on context. The original usage
derives from political economy and economics, where it was traditionally called labor,
one of three factors of production. The more common usage within corporations and
businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues. This
article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from the
organization's human capital.

16

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

HR Planning

Job analysis and design

Recruitment and selection

Orientation and placement

Training and development

Performance Appraisal and Job evaluation

Employee and executive remuneration

Employee Motivation

Employee Welfare

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

effective, legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution of
individuals while simultaneously attempting to attain other societal and individual
employee objectives." Schwind, Das & Wagar (2005)

17

HR STRUCTURE
CORPOR
PRESIDENT
HR

CORPORATE HR

CEO

ENTITY
HR
CIRCLE
HR

ATE HR: Activities taken up by Corporate HR are

Policy making

Implementing suggestions - HEWITT CONSULTANT

Strategic planning

ENTITY HR: Activities taken up by Entity HR are

Execution of policies and practices

Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are

18

Recruitment

Appointment

Training

Payroll

Employees issues

Exit full & final

HR FUNCTIONS

TALENT ACQUASITION

Sourcing activity

TALENT DEVELOPMENT

Performance management system

Training

Carrier planning

Suggestion planning

TALENT MANAGEMENT

Operation HR

Life @ RBNL

19

BIG is a federation of exceptional teams with an incredible breadth of experience and

opportunity. We encourage our employees to rotate across several sectors to broaden
their skill sets and explore their interests. And in turn, we benefit from your
understanding of the big picture of our operations, goals, and business climate.
Talent Management
We have created a robust Talent Management system to attract, motivate , nurture and
promote employees. We continuously identify and review our need for business leaders
at various levels across the Group, mapping succession patterns in the short term and
over the next 3-5 years. The Individual Development Plan provides a snapshot of each
employee's past and current performance and future potential. In addition to the programs
run for developing functional competence, we have several Group-wide training and
career development initiatives.

Engagement
All Friday evenings are 'Fun Fridays' and are filled with fun and frolic inside the office
premise! Big events festivals, birthdays, even small / good deals become reasons for
celebrating! Games, food & beverages, parties are all part of it!
Rewards and Recognition
At BIG, we propagate appreciation for simply doing ones job. Thus in addition to the
monetary incentives we have non-monetary incentives (NMIs) like Fully paid
International holidays, Apple products, other Electronic gadgets etc are carefully chosen
as rewards. We believe in Organizational success is shared with one and all through pan
India announcements by CEO himself through Video Conferencing facilities or road
shows conducted across the company. Small and Big milestones and achievement are
shared through Internal Communication platforms.
CSR activities are organized as part of the CSR calendar on specific occasions.

20

21

CHAPTER III HR PRACTICES OF RBNL

RECRUITMENT PROCESS
STEP 1: MANPOWER PLANNING.
AOP (Annual Operating Plan), this process is taken up every year. It is taken up
at Personal Level and Entity Level. Several points like Revenue generation,
Acquisition number, etc.
STEP 2: SOURCING ACTIVITY.
There are three types of sourcing done at Reliance. After the resumes of
candidates are chosen then the same is sent to the department head where the
vacancy arises. The department head will then shortlist the same and they ask
the HR department to fix an interview with the selected candidates. There are
22

two type of interview which is taken up at Reliance, firstly the Functional

interview and then the Functional Head and HR Head takes the interview.
INTERNAL SORCING

Employee Reference

Re-employment of former employee

EXTERNAL SOUCING

Placement Consultant Ruchika, the Age, the Avenue.

Job Portals - Monster, NAUKRI.

Campus Recruitment

STEP 3: APPROVAL.

The HR executives will Negotiate the CTC with the candidate.

The approval is sent to the CRC (Corporate Recruitment Cell).

Then after it is sent to ECRC.

Then the same is sent to CRL.

The same is then sent to Management for SAP Applicant Code.

The applicant code is given to HR CIRCLE.

OFFER is made to the candidate, which leads to the Joining Procedure.

AVERAGE TIME PERIOD:

The process of recruitment takes about 10 15 days
23

ELIGIILITY CRITERIA:

Education Qualification MBA with any specialization

Not frequent job changes

Tenure of last job should at least be 1.5 2 yrs

OTHER REQUIREMENTS:

Reference check is usually done for High level job

The recruitment may differ with the current position of the business

INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable candidates are first
searched internally within the organization. This is based upon in-house talent which
could be redeployed.
Advertisement for internal vacant position is done by following two ways:

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

Through DAKC Circular

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

continuous service only those employees can apply for position placed on Intranet.
Internal candidates are considered in accordance with their abilities and potential. The
process is coordinated by CRC (Central Recruitment Cell) at Corporate Office.
EMPLOYEE REFERENCE: In Reliance Broadcast, Employees can refer a candidate
with whom he/ she have worked in his/ her previous employment. Employees can check
24

available vacancies on Intranet and can submit the resumes of prospective candidates
who fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee done in

Reliance Broadcast with a view to take trained manpower back in the company. Re
Hiring is done as per the policy issued by Central Recruitment Cell at Corporate Office

EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes of

prospective candidates, which act as a good source of recruitment for the companies.
Consultants interview candidates and shortlist those according to the criteria laid down
by the companies. This helps the employer to interview a limited number of potential
candidates, the minimizing the time taken in receiving and sorting applications, etc.
Reliance Broadcast network limited chooses Consultants having national presence. This
sourcing option is only considered by the company when there is scarcity for candidates
with requisite experience and skills.

JOB PORTAL: The spread of Internet has enabled employers to search for candidates
globally and has made recruitment easier. If vacancy arises, Reliance Broadcast browses
the profile of candidates from the Job portal like naukri.com, monsterindia.com and then
candidates are accessed through e-mail or telephone.
CAMPUS RECRUITMENT: Reliance Broadcast goes for Campus recruitment every
year for Technical, Commercial and Finance department. For management level
recruitment, it goes for campus recruitment as per requirement.
25

For filling up position for MT (Management Trainee), following procedure is followed by

Reliance Broadcast:

HR representative of Reliance Broadcast gives Description about Job to all

candidates

Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has
got aggregate 60% in all semesters.

GD (Group Discussion) is conducted for those candidates who had successfully

pass MAT.

At last PI (Personal Interview) is conducted for those candidates who had passed
out GD and Personal Interview is taken by respective head of department and HR
Head.

For filling up position for GET (Graduate Engineering Trainee), following procedure is
followed by Reliance Communication:

HR representative of Reliance Broadcast gives Description about Job to all

candidates

Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has
got aggregate 60% in all semesters.

At last PI (Personal Interview) is conducted and Personal Interview is taken by

respective head of department and HR Head.

MT position includes candidates having Educational qualification in MBA and GET

Position includes candidates having Educational qualification in BE (E&C, Electronics).

MT is placed in either of the following departments:

Prepaid

Postpaid
26

PCO

Customer Care

Commercial

HR

Web world

GET is placed in Network Department.

INTERVIEW
Interview is the oral assessment of the candidates for employment. This is the most
essential step in the selection process. In this step the interviewer matches the information
obtained about the candidate through various means to the job requirements and to the
information obtained through his own observation during the interview. Interview gives
the recruiter an opportunity:

To size up the candidate personally

To ask questions that are not covered in tests

To make judgments on candidates enthusiasm and intelligence.

To assess subjective aspects of the candidate facial expressions,

appearance, nervousness and so forth.

To give facts to the candidate regarding the company, the policies,

programmes, etc. and promote goodwill towards the company.

MODE OF INTERVIEW

PERSONAL INTERVIEW:

Personal

Interview

is

formal

in-depth

conversation conducted to evaluate the applicants acceptability. In a personal

interview, candidates are accessed on behavioral and personality characteristics,
functional and managerial competencies and other factors like education,
experience etc. Based on the candidates performance in the interview, the
interview panel rates the candidate and takes the selection decision.
27

VIDEO CONFERENCE: At Reliance Broadcast, usually face to face interviews

are conducted but for those candidates who are located at other state for them
video conference interviews are conducted. The use of video conferencing can
add value to the process by allowing real time, face-to-face interactions without
the costs associated with physically transporting candidates to the campus.
Reliance Broadcast uses Video conference for following reasons:

Time savings

Faster Decision making

Cost savings in candidate travel, lodging, etc.

An opportunity to meet the candidates before narrowing the list

An opportunity to see and converse with candidates, evaluate their

responses to questions and gauge their interest in the position.

TELEPHONIC INTERVIEW: There are various reasons to take a telephonic

interview. For example, in certain location Reliance Broadcasts does not have its
Web world, so in that case the interview of that candidate will be taken over
telephone. Even if the interview of a candidate cannot happen through video
conference because of unavailability of any Web world timings, then telephonic
interview is taken.

CAMPUS RECRUITMENT: For GET, Interview is taken by respective

functional head and HR head and for MT Interview is taken by 2-3 functional
heads, HR head and final interview is taken by Circle CEO.

LEVELS OF DESIGNATION & EXPERIANCE

L1: VICE PRESIDENT, Sr. VICE PRESIDENT, PRESIDENT.(LEADERSHIP

POSITIONS)

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EXPERIENCE: 17 20 + years

L2: DEPUTY GENERAL MANAGER, GENERAL MANAGER.(MAGERIAL

POSITIONS)

EXPERIENCE: 11 15 + years

L3: ASSISTANT MANAGER, MANAGER, Sr. MANAGER.(EXECUTIVE

POSITIONS)

L4: EXECUTIVE, Sr. EXECUTIVE.(SUPPORT POSITONS)

EXPERIENCE: 5 11 + years

EXPERIENCE: 2 4 + years

GET, MET, DET: Trainees/Interns.

EXPERIENCE: Fresher

REFERENCE CHECK
Once the hiring decision is taken, the candidate is contacted and informed about the
decision to conduct a reference check with the referees whose names have been provided
in the personal history form. Many employers request names, addresses and telephone
numbers of references for the purpose of verifying information and perhaps gaining
additional background information on an applicant.
References are checked for following reasons:

To check whether or not the applicant was truthful about his or her employment
history.

To know weaknesses, strengths of the applicant.

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SELECTION DECISION
After obtaining information through the preceding steps, selection decision is to be made.
The other stages of selection process have been used to narrow the number of candidates.
The final decision is to be made from the pool of individuals who pass the tests,
interviews.
MEDICAL CHECK-UP
All selected candidates are required to undergo a pre-employment medical check-up as a
part of selection process. After the selection decision and before the job offer is made, the
candidate is required to undergo a Medical check-up. A job offer is contingent upon the
candidate being declared fit after the Medical test.
EMPLOYEE REMUNERATION
Remuneration is the compensation receives in return for his/ her contribution to the
organization. Reliance Communication follows the cost to company (CTC) structure that
reflects the total cost of an employee to an organization. It is designed to provide
flexibility to an employee to structure their benefit package.

PHILOSOPHY OF CTC

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

employee

Cost all perquisites and benefits to an employee and make the employee
appreciate the total costs incurred by the company on such benefits

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Enable the company realize and recognize the hidden payroll costs incurred on
such benefits

Why CTC is divided in two parts?

As per the Indian Income Tax Rules the total Basic Salary paid to the employee is
taxable.

So Choice Pay can make your 60% salary non taxable.

PLI (PERFORMANCE LINKED INCENTIVE)

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

C T C

BA SE P AY
( 40 % O f C TC )

C H O IC E P A Y
( 60 % O f C TC )

The following are the main components to CTC structure. The CTC structure
includes costing of all components of Compensation and Benefits an employee is entitled
to.
BASE PAY
This constitutes up to 40% o the total annual compensation and it includes
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Basic Salary

Employers contribution to the PF @ 12% of basic salary

Employers contribution to the companys gratuity fund @ 4.81% of basic salary

BASIC SALARY

Basic Pay = Base pay/pf + gratuity

Base Pay = 100

Basic Pay = 100/1.1681

PROVIDENT FUND
Provident fund is to provide Social Security Benefit to the employee after retirement. PF
is deducted from the first day of employment. The Company deducts 12% of the
employees basic salary and makes an equal contribution. The employee can take loans
for specific purposes against his/her provident fund accumulation.
The employee is also covered under an Insurance Scheme, which provides for a payment
of Rs. 37,000 / - in case of his /her death.
GRATUITY
Under the scheme Company contributes 4.81% of Basic Salary of an employee to the
Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years of
service. Employees who have completed 5 years continuous service with the company
are eligible to get gratuity on separation from the company.
In case of death, the minimum service requirement of 5 years does not apply. For
calculating Gratuity, periods of service greater than 6 months will be considered as
equivalent to 1year and less then 6 months will not be counted.

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

Any amount paid in addition to 3, 50,000 /- will attract tax.

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All employees who have completed 1 year continuous service with the company
are eligible to get gratuity on separation from the company.

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

Company Leased Accommodation

Company Owned Accommodation

Office Wear Allowance

Leave Travel Allowance

Company Leased Car

Children Education Allowance

Gift Coupons

Conveyance Allowance

Food Coupons

Medical Expense

House Rent Allowance

Superannuation

Special Personnel Allowance

COMPANY LEASED HOUSE

Company will arrange the house through an authorized real estate agent as per the
choice of the employee.

Security deposit by company.

12% percent Interest will be charged on deposit amount.

The same will be debited in CTC.

Rent would be exempted from income tax.

10% Perquisite Tax would be charged to the employee on his taxable income.

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COMPANY OWNED ACCOMODATION

No deposit no interest.

Rent would be calculated @ 11 rupees per Square feet.

Monthly rental would be charged to CTC

Rental Amount will be exempted from tax

10% perquisite tax would be charged on employee.

Security Deposit

HRA House Rental Allowance

HRA can be maximum 40% of Basic Salary.

Deposit and rent has to be paid by employee by self

To get the tax exemption the employee has to produce the rental agreements and
rental receipts of the house.

The employee cant claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE

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

To get the exemption original bills to be submitted.

Items covered under this head are as follows:

Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges

LTA - LEAVE TRAVEL ALLOWANCE

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

He/She should take a minimum of 5 days leave (PL).

In case of air travel-economy class fare is exempted and in case of rail travel
second class AC fare is exempted.

He/She can travel within India only.

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He/She has to produce the original travel tickets.

CAR

Company will arrange a car through a car lease agency.

Employee can choose any make/model.

The EMI that will be charged would be Rs. 2095/- per Lac per month.

The EMI amount per Annum would be exempted from Income Tax.

MAINTENANCE & RUNNING COST

Maintenance and Fuel Cost will be exempted as follows.

Maintenance cant exceed Rs. 25, 000 per annum.

If CC of the car is less than 1000 Rs. 1, 11,000 per annum.

If CC of the car is more than 1000 Rs. 1, 50,000 per annum.

The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car

The above exemption would be provided on submission of original bills.

There would be no tax exemption against if the employee has his own car.

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.

At the time of leaving CO. before 48 months then the employee has to pay FCV
(For Closer Value) to the company from whom the loan is taken.

If the employee is still stays after 48 months then employee will be charged 20%
on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE

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Employee can claim exemption Rs. 2400 per year.

This exemption is restricted up to two children.

To pass the claim Employee has to submit the original bills.

To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS

A sum of Rs. 5000/- would be exempted against the Gift Coupons.

The company would provide coupons worth Rs. 5000/- during the months of
October & November.

Validity of this coupons is one year

This coupon is accepted at major outlets in city.

FBT Tax 16.67% is charged.

CONVEYANCE ALLOWANCE

If the employee is not using companys car then and only then he can claim this
option.

To getting the exemption bills are not required.

Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

The Company gives passes in term of Food Coupons.

Food coupons are provided on monthly basis of Rs. 1300.

A sum of Rs. 15600 per annum will be exempted from the income tax.

MEDICAL ALLOWANCE
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The employee gets an exemption of Rs. 15000 p.a.

But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

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

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

SUPERANNUATION

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

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

The money is collected by a trust.

To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE

Any amount which exceeds the limits of each allowance can be transferred under
this head.

SPA is fully taxable as per income tax rules.

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

PAID LEAVE

CASUAL LEAVE

SICK LEAVE

OPTIONAL LEAVE

Additional Information:

No leaves can be clubbed with another leave.

Minimum 90 days leave should be in balance for the encashment of leaves.

PAID LEAVE

There are 30 days PL available with the employee after the conformation.

The PL is available after 180 days from the date of joining.

The employee can take only 3-5 PL at a single time

CASUAL LEAVE

There are 5 days CL available to an employee from the date of joining.

The employee can take 1-3 days CL at a time.

SICK LEAVE

There are 10 days SL available to an employee from the date of joining.

The employee has to submit doctors certificate if the leave extends to 2

days.
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OPTIONAL LEAVE

There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the company. The
HR Rep. should be in constant touch with the candidates till the date of joining. Collect
the information from the candidate regarding the date and mode of arrival to the location
of joining. Arrange for pick-up of the joinee & family from the station/airport and take
them to the hotel as per the requirement. If pick-up arrangement cant be arranged then
give complete address/directions to the hotel & the office to joinee.
HR Rep. should give a brief introduction to the new joinee on the following:

Geography of the Location/City/Town.

Organization Structure.

Status of the Project/Operations of the circle.

Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the role and
responsibility level and should not be treated as Perquisite. The Residential & Cellular
Phone provided by the company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with respect to
Residential Telephone Connection:

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

Provision of STD / ISD Facility.

Reimburse only Telephone Rental expenses.

Reimburse the Local Call Expenses.

Reimburse expenses related to only official calls.

Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP

All full time permanent employees who will be available at their office desk for more
than 80% of the working hours on daily basis will be provided with a desktop PC on their
workstation.
The circle/Business Entity head can take decision to allotment of Lap Top in lieu of
desktop PC based on the role of the employee.
FORMS & LETTERS REQUIRED IN THIS PROCESS

Welcome Letter.

Joining Report.

Brief Personal Details Form.

Transfer of EPF Account.

Nomination Form.

Gratuity Nomination Form.

Superannuation Transfer Form.

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Application to join Superannuation Scheme.

Choice Pay Form.

Personal Accident Insurance Form.

Nomination for payment of the amount secured under personal accident Insurance
Policy.

Hospitalization Insurance Form (Applicable for L3 & L4 )

Hospitalization Insurance Coverage for dependent parents.

Health Declaration Form

Health Certificate

PC Indent Form

New Telephone Extension Form

Electronic Mail Registration Form

Requisition for Visiting Cards.

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

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The Human Resources Department structures an appropriate induction programmes to

orient the new employees to various businesses and services at Reliance communication.
A two-day Induction program (iNEP- Infocomm new employees program) is offered to
all new employees. The company which takes the induction program for reliance
communications is RELNIS NI SPARTA.
The induction program helps the employee to integrate in the new environment and
provide an overview of the Organization as a whole. It also provides an opportunity to the
new entrant to engrain the original values and ethics as well as the style of functioning.
This program is all about:

Developing a shared understanding of Reliance Broadcasts vision and mission.

Understanding their organization and business model.

Familiarization with leaders at Reliance Broadcasts.

Networking and integrating with Reliance Broadcast employees.

This program provides information on:

The history of reliance group

The fundamentals of Broadcast and entertainment business

Introduces technologies and key concepts of the business.

This program shares the companys strategic objectives, organization structure

and processes and systems.

Presentations are made from representatives from various business units and
functions.

EXITS
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DEPUTATION & TRANSFER

DEPUTATION

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

than your primary location.
If such posting requires you to relocate from your base location beyond 29 days, then it is
defined as deputation.
If such posting requires you to relocate from your base location beyond 3 months, then it
is defined as Transfer.
Deputation letter is given and respective deputation allowance is paid to the employees as
per policy.
TRANSFER
Business needs may be required an employee to be transferred on permanent basis

One circle to another circle

One location to another location

Departmental head initiates the request for transfer of an employee and forwards the
same to the circle HR Representative. Employee will receive transfer letter from Circle
HR Representative of the primary circle/location.
SEPARATION
RHRS believes in treating all employees separating from the company with utmost
dignity.
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RESIGNATION
Resignation means employee voluntarily leaving the services of company either for
professional or personal reasons. Employees must serve a written resignation, mentioning
the relieving date to his/ her departmental head that will discuss and obtain the approval
of the circle head. The accepted copy of resignation letter with the approved relieving
date must be forwarded to the respective HR.
Confirmed employees are required to give 3 months notice in advance and employees on
probation are required to provide 15 days notice in advance.
JOB ABANDONMENT
If an employee remains absent without leave or remains absent beyond the period of
leave originally granted, he shall be considered as having voluntarily terminated his/ her
employment without giving any notice unless he/ she:
Returns to work within 8 days from the commencement of such absence.
The employee gives an explanation to the satisfaction of the management regarding such
absence.

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

Violates the company policy

Is unable to meet companys performance standards

EXPIRY OF TRAINING/ CONTRACT

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Employee under training /contract will be evaluated at the end of specified period by
HOD and decision whether to extend his/ her service will be taken.
EXIT INTERVIEW
An exit interview is typically a meeting between at least one representative from a
company's human resources (HR) department and a departing employee. The departing
employee usually has voluntarily resigned. The HR representative might ask the
employee questions while taking notes.
Prior to leaving, an exit interview is conducted to gather feedback and recommendations
of the outgoing employee. Exit interview is a one-to-one discussion where voluntary
views and suggestions are taken from the outgoing employee on what his/ her
expectations had been at the time of joining the company and reason for leaving the
company. The circle HR arranges the exit interview.
Listed below are some of the exit interview questions that Reliance Communication asks
to departing employees in Exit interview.
To what extent did he/ she expect to experience following features of work at the
time of joining the company

Job security

Career prospects

Good compensation

Self development

Welfare

Operational freedom

To what extent did he/ she find that features of work in the company
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Reasons for leaving the company in terms of relevance

Personal

Professional growth related

Lack of challenge in work

Lack of promotional opportunities

Overall opinion about company, how much hike and other benefits offered by new
company compare the one he/she is leaving, and is he/ she is interested in rejoining the
Reliance Broadcast and on what conditions are collected.
FULL & FINAL SETTLEMENT
When the employee leaves his/her job it is required that all his/her financial obligations
are settled. Financial obligations like:

Outstanding Advances/loans

Any undertakings he/she has given to the company in terms of

Cost of mobile as per company policy

Opting for company lease car

Or any other undertaking given by him/her

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

HR SUPPORT SYSTEM

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SAP HR
The Reliance ADA group is on the move to e-enable all HR functions and the employee
interface. We are in the process of adopting state-of-the art ERP software - SAP, across all
locations and businesses.
As a service to the most valuable assets, i.e. the employees, the Group HR is upgrading
its extensive web-enabled services into an internet enabled employee portal which will
enable employees from across the country to interact with HR & Payroll for any
requirement i.e. applying for and sanctioning leave, information on policies and
procedures, entering expense claims, updating their own databases, etc.
ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT SYSTEM)
ESS will enable you to interact with the SAP database, to view and maintain your
personal data. ESS provides you with a host of services in the following areas.
PERSONAL INFORMATION

Employee can view and update their personal data such as

Educational details

Details of previous employers

Family related information

Change of marital status

Change of residential address etc.

PAYROLL RELATED INFORMATION

Employee can view their monthly updates on the following:

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Pay slips

Income tax projections

PF Statements

REIMBURSEMENT

Employee can submit their claims of following reimbursement online

Telephone bills

Local conveyance

Medical reimbursement
COST TO COMPANY (CTC)

CTC related activities

ENTITLEMENTS

Medical insurance

Travel Entitlements

INCOME TAX RULES

Details of exemptions and benefits as applicable to employee.

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CHAPTER IV CONCLUSION AND RECOMMENDATION

Company should focus on Campus Recruitment.
It has been seen that there has been too much of work load recently results
into stress. RHRS should come up with stress management activities.
Refreshers Training & updates regarding the products must be given to each
employee so that they can get the proper knowledge of the products.
Front end should be there to deal with walk in customers.

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BIBLIOGRAPHY & REFERENCES

For the purpose of the preparation of the project and giving it the valuable paper form,
with an intention that this information can be used by other also, a helping hand is taken
from the most precious reserve of the knowledge i.e. the books
The books concerned for the accomplishment of the project are as below: Human Resource Management by Aswathappa, Fifth Edition - 2006
The introduction manual provided by Reliance Communications

Employees Handbook

Joining Kit

Book by Kokilaben .D. Ambani, The Man I Knew

The websites concerned are

gm.relianceada.com

www.reliancecommunications.co.in

www.relianceadagroup.com

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www.dhirubhai.net

www.reliancehrservices.com

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