TABLE OF CONTENTS CHAPTERS 1. INTRODUCTION 2. ORGANIZATION STRUCTURE 3. PRODUCTS AND SERVICES OF RELIANCEJIO 4. CORPORATE OFFICE 5. RECRUITMENT AND SELECTION 6. COMPETITION ANALYSIS 7. DATA ANALYSIS 8. AND INTERPRETATION 9. FINDINGS 10.RECOMMENDATIONS 10.RECOMMENDATIONS 11.LIMITATIONS 11.LIMITATIONS 12.BIBLIOGRAPHY 12.BIBLIOGRAPHY
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INTRODUCTION
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INTRODUCTION Industry Overview- Telecom Industry
India is currently the world’s second -largest telecommunications market
and has registered strong growth in the past decade and half. The Indian mobile economy is growing rapidly and will contribute substantially to India’s gross domestic product (GDP), according to report prepared by
Global System for Mobile Association (GSMA) in collaboration with the Boston Consulting Group (BCG).
The liberal and reformist policies of the Government of India have been instrumental along with strong consumer demand in the rapid growth in the Indian telecom sector.
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The government has enabled easy market access to telecom equipment and a fair and proactive regulatory framework that has ensured availability of telecom services to consumer at affordable prices. The deregulation of foreign direct investment (FDI) norms has made the sector one of the fastest growing and a top five employment opportunity generator in the country.
Industry Analysis:
Indian Telecom Industry has revolutionized over past decades. Since 1850 electric telegraph started for the first time in India between Calcutta (Kolkata) and Diamond Harbor (Southern Suburbs of Kolkata). Then from 1920 telecom sector was drastically changed from cable wired telegraph to wireless telegraph, radio telegraph, radio telephone, trunk dialing (system allowed users to dial calls with operator assistance). After a decade this scenario changed to digital microwave, optical fiber, satellite earth station, and all major cities and town were linked to telephone. Earlier in 1975 DoT (Department of Telecom) was responsible for telephone services in India. In 1990s telecom was opened for private sector as well and then in 1995 TRAI (Telephone Regulatory Authority of India) was setup which reduced government intervention in case of tariffs and policy making. In 2000
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government corporatized DoT and renamed it as BSNL (Bharat Sanchar Nigam Limited). After this for next 10 years many private telecom operators came
in Indian telecom sector- Telenor, Docomo, Vodafone, Sistema, Sing Tel, etc. invested in Indian as mobile operators. If we look for wireless communication in 1995, pager was looked as device offering much mobility in communication, were Motorola was the big player with approx. 80% market share and other companies- Usha Martin Telecom, Mobilink, Pagelink,etc.
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6
Telecom subscriber base expands substantially-
India is currently the second-largest telecommunication market and has the third highest number of internet users in the world.
Between FY 07-16 India’s telephone subscriber base expanded at a Compound Annual Growth Rate (CAGR) of 19.5 per cent to 1,022.61 million and tele-density to 80.98
In September 2015, total telephone subscription stood at 1,022.61 million, while tele-density was at 80.98 percent.
Wireless segment dominates the market-
India’s telephone subscriber base reached 1,022.61 million in
September, 2015
The wireless segment 97.46 % of total telephone subscriptions dominates the market, while the wire-line segment accounts for the rest.
Urban regions account for 58.58 % of telecom subscriptions, while rural areas constitute the remaining.
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Market Size
Driven by strong adoption of data consumption on handheld devices, the total mobile services market revenue in India is expected to touch US$ 37 billion in 2017, registering a Compound Annual Growth Rate (CAGR) of 5.2 % between 2014 and 2017, according to research firm IDC.
According to a study by GSMA, smartphones are expected to account for two out of every three mobile connections globally by 2020 making India the fourth largest smartphone market. The broadband services user-base in India is expected to grow to 250 million connections by 2017, according to GSMA. International Data Corporation (IDC) predicts India to overtake US as the second-largest smartphone market globally by 2017 and to maintain high growth rate over the next few years as people switch to smartphones and gradually upgrade to 4G.
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In spite of only 5 % increase in mobile connections in 2015, overall expenditure on mobile services in India is expected to increase to US $ 21.4 billion in 2015, led by 15 % growth in data services expenditure, as per research firm Gartner. The Indian telecom sector is expected to generate four million direct and indirect jobs over the next five years according to estimates by Randstad India. The employment opportunities are expected to be created due to combination of government’s efforts to increase
penetration in rural areas and the rapid increase in smartphone sales and rising internet usage.
Digitalization in India
By: IANS | Published: December 11, 2015 4:49 PM The Indian economy, which is currently 50 percent digitized, is expected to reach 100 percent by 2020, a top official said on Thursday, The digital transformation is being fueled by rapid innovation in the technology space, said National Cyber Security Coordinator GulshanRai at the 3rd edition of the National CIO Summit organized by Confederation of Indian Industry.
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On the flip side, this transformation makes any country vulnerable to cyber threats, he said. India ranks amongst the five top most countries for malware penetration and security breaches. Mobility, social networking, customer centricity and optimization of supply chain are four key forces driving the digital transformation, said KPMG director ArnabMitra. Organizations
need
to
build
capabilities
to
walk
through
this
transformation, he said, adding successful digital transformation depend on degree of simplicity from adoption perspective, the risks identified and a proper mitigation plan needs to be in place. Government Initiatives in Telecom Industry
The government has fast-tracked reforms in the telecom sector and continues to be proactive in providing room for growth for telecom companies. Some of the other major initiatives taken by the government are as follows:
The Telecom Regulatory Authority of India (TRAI) has directed the telecom companies or mobile operators to compensate the
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consumers in the event of dropped calls with a view to reduce the increasing number of dropped calls.
With a view to encourage consolidation in the telecom sector, the Government of India has approved the rules for spectrum trading that will allow telecom companies to buy and sell rights to unused spectrum among themselves. The Union Cabinet chaired by the Prime Minister, Mr NarendraModi, gave its approval to the guidelines on spectrum sharing, aimed to improve spectral efficiency and quality of service, based on the recommendations of the Telecom Regulatory Authority of India (TRAI).
The
Central
Government’s
several
initiatives
to
promote
manufacturing in the country, such as ‘Make in India’ campaign
appears to have had a positive impact on mobile handsets manufacturing in the country. Companies like Samsung, Micromax and Spice had been assembling handsets in the country already. Xiaomi and Motorola, along with Lenovo have also started assembly of smartphones in India. Firms like HTC, Asus and Gionee too have shown interest in setting up a manufacturing base in the country.
The Government of India plans to roll out free high-speed WiFi in 2,500 cities and towns across the country over the next three years. 11
The program entails an investment of up to Rs 7,000 crore (US$ 1.06 billion) and will be implemented by state-owned Bharat Sanchar Nigam Ltd (BSNL).
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Introduction: RIL Reliance is India’s largest private sector company on key financial
parameters. It is a significant global player in integrated energy value chain, has a growing presence in retail industry and digital services in India. RIL is built on strong values, incorporates the culture of safety, integrity and commitment. RIL is dedicated to its vision of partnering India’s economic growth and
social wellbeing. RIL attempts to be a product and service leader across its industries and a perfect workplace and above all to create long term value for its stakeholders and the society. It is into following business-
Refining and Marketing- Petroleum refining
Petrochemicals-
Polyester,
Polymers,
Fiber
Intermediates,
Elastomers and Chemicals
Oil and Gas- Exploration and Production of Oil & Gas
Retail- Pan India footprint in organized retail
JIO Infocomm- Digital Services
Media and Entertainment- Broadcasting and Digital properties
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Inspiring People-
RIL inspires its people to pursue goals in the face of challenges, and convert those challenges into opportunities. RIL believes in creating a competency framework. This enables it to institutionalize the spirit of entrepreneurship and develop an ecosystem of collective ownership. RIL employs over 24,000 people, each of whom are encouraged to lead the value-creation journey, and become examples of inspired thinking. RIL’s employees are its partners
in progress. RIL continues to focus on implementing a robust Human Capital Management system to support its global, multi-geographical and diversified organization on one common platform. RIL-HR Transformation journey was initiated to revamp its people processes and implement worldclass HR practices. At RIL, the leadership team inculcates a culture of inspiring people through six basic tenets:
Clear communication of vision and purpose
Motivate and inspire employees to succeed and aspire for the best globally
Develop capability through continuous learning
Show passion to excel 14
Effective teamwork, trust and collaboration
Integrate diverse perspectives perspectives
Inspiring Sustainability-
Sustainability at RIL is a combination of small, but critical steps, which help redefine the future for businesses and for the nation. RIL’s sustainability initiatives are geared by the dream of its Founder Chairman Late Shri DhirubhaiAmbani, who envisioned India as a superpower in which the industry, government and society partner each other constructively. RIL’s
CSR initiatives help elevate the quality of life of millions. It seeks to touch and transform lives by promoting healthcare, education, rural wellbeing and employment opportunities. RIL aims to continue its efforts to build on its tradition of social responsibility to empower people and deepen its social engagement. engagement.
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ORGANIZATION STRUCTURE
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ORGANIZATION STRUCTURE
Reliance JioInfocomm Ltd. Company of Mr. Mukesh D Ambani is coming with the latest technology which changed Telecom tag to a different “Digitalization”. They are not only coming with 4G but they are concept i.e. “Digitalization”.
about to launch with a Digital platform. They have been regressively working since year to make this project the most successful one. Jio means blessing and yes this project is and will be blessing for customers as well as people who got employment from this brand new huge project. Jio is not only coming up with 4G Internet but with the powerful ecosystem on which a range of rich digital services will be enabled – a unique greenfield opportunity. There first product which came out in the market is there handsets LYF which is their own brand. As they have launched new technology “VoLTE”, they have launched supportable handsets for the
same. Jio also made their own customized applications which are useful in to the customer’s For E.g. Jio Money, Jio Chat, Jio Buzz, Jio Drive and also a
website known as AJIO which is a complete shopping site with Reliance brand clothes, apparels etc. Jio’s vision is to provide digital services to all the mass and they don’t want
it to remain a luxury item for people. The initiatives are truly aligned with
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the Government of India's ‘Digital India’ vision for our nation. Thus the Buzz
about Jio will surely come out with a positive outcome for both Reliance and for people across India.
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FUNCTIONAL AREAS HR Practices: Today companies are trying to reinvent HR practices. Likewise RelianceJio also is continuously adopting new changes that can be in mutual benefit of their employees and organization’s business. RelianceJ io human resource
team is reconfiguring their HR processes and run innovative employee engagement programs to improve motivation among employees and reduce costs. RelianceJio HR practices includes-
Talent Acquisition and Talent Management
Resourcing from referrals, online portals, campus placements and walk ins.
Payroll Administration
Compensation Management
Workforce Management
Organization Structure:
In this organization, there is CEO Mr. PranayPathak to whom various functional heads report like- Marketing CLVM (Mrs. BhavnaPandey),
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Human Resource (Mr. Akhilesh Singh), and Finance (Mr. Dixit), Sales (Mr. MahendraAgarwal), Device (Mr. Rajesh Sharma), Connectivity Service Department CSD (Mr. Rajesh Sharma) and Chief Technical Officer CTO (Mr. Bhupendra Singh). Now there are 1072 Jio Centers across India and across Uttar Pradesh there are 55 jio Centers. If we talk about UP, there is 1 Jio Circle Office The Solitaire and 4 Jio Centers in Gomti Nagar, Jankipuram, Rajajipuram,
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Organisational Structure:
CEO
Head CLVM
Head HR
Head Sales
Mentor
Head Device
Head Finance
Head customer service Department
Area Head
Head JCM
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Head Chief Technical Officer
PRODUCTS AND SERVICES OF RELIANCEJIO
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PRODUCTS AND SERVICES OF RELIANCEJIO Reliance Jio with a aim to make India Digital is about to introduce with offers like broadband service and digital service to corporate clients and Individual customers. True 4G Volte- Face to face conversation, String connectivity, Speedy internet connection, Video calling 4 contacts at a time, Audio calling 7 contacts at a time, etc. Company has already come up with Two products FLY smartphone with variants- Earth, Water Wind and Flame having feature like True 4G, No latency, Gorilla glass protection front and back, Silent background noise, Crystal clear voice, HD based video calling, Dual camera build 13MP+2MP, etc. many more and LED television. RelianceJio is about to come up with almost every retail electronic and electrical products in the market, that can be easily accessible, easy to operate, easy to handle, low maintenance and superior quality features, in coming 4 to 5 years.
Affordable Devices:Jio has worked with all the leading device
manufacturers of the world to ensure availability of 4G LTE smartphones across all price points – from ultra-premium models on one hand, to entry level models on the other.
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Digital Currency:Jio envisions a new India which will use digital
currency instead of paper money for a more secure and convenient way to transact. JioMoney, will play a crucial role in this by offering a platform for ubiquitous, affordable and secure digital payments.
Jio Drive: Micro and small businesses will soon have access to
cutting-edge cloud storage technologies which were once affordable to big companies only, giving them a new edge to compete on a global landscape. Jio Drive is an application that brings powerful cloud capabilities to every smartphone. Using Jio Drive, anyone can store, synchronize and share any content between own devices and also with their friends.
Digital Education: Teachers and students from far flung areas can
connect with each other, crowd-source knowledge and adapt new age learning techniques and thus lift the level of education to a completely different plane.
Digital Healthcare: Expert medical advice would be available
anytime, anywhere – with medical practitioners able to grow their practice without constraint, and provide quality of life to the crores that make up our country.
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Digital Entertainment and social connectivity: Jio Chat is a powerful
communication application that integrates chat, voice, video calling, conferencing, file sharing, photo sharing and much more. Jio Play enables users to watch HD TV anytime, anywhere on any device, from hundreds of channels, across categories and languages. Jio Beats is a premier digital music streaming service that gives instant access to millions of songs and curated playlists. JioMags and Jio News provide access to the most popular collection of magazines and news from leading publishing houses across multiple languages.
Digital Entrepreneurship: Jio is building is a powerful platform on
which a range of rich digital products and services can be enabled digital currency, digital commerce, digital education, digital healthcare, e-governance, Smart Cities, M2M and the Internet of Things. It does not matter whether these services are created by Jio itself, its ecosystem partners or anyone globally. Reliance is committed to the principles of Net Neutrality.
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CORPORATE OFFICE
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Registered Office Reliance Communications Ltd
'H' block, 1st floor,DAKC, Navi Mumbai - 400709
Business Headquarter Reliance Communications Ltd
3rd floor, BHQ, DAKC Koparkhairane, Navi Mumbai Mumbai - 400709 Ph No. 022-30370001
Andhra Pradesh Reliance Communications Ltd
6th floor, Lakeshore Towers, Rajbhavan Road, Somajiguda Hyderabad - 500082 Ph No. 040-30331583
Delhi Reliance Communications Ltd
6th Floor, Vijaya Building, Barakhamba Road
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New Delhi - 110001 Ph No. 011-30211126
Gujarat Reliance Communication Ltd
Corporate House, Opp Platinum Banquet Hall Prahlad Nagar Road, Nr Reliance Petrol Pump Ahmedabad - 380052 Ph No. 079-30342257
Karnataka Reliance Communications Ltd
5th Floor, Umiya Suntech 7B & 7C, Sadarmangala Indl. Estate Off ITPL, Whitefield Road Bangalore - 560 048. Ph No. 080-30386000
Kerala Reliance Communications Ltd
A & P ARCADE,2nd Floor S.A road, Kadavnathara
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Kochi - 682016. Ph No . 0484-3031373
Madhya Pradesh Reliance Communications Ltd
BCM Heights, Plot No.A-5, Scheme No.54, PU-4, Commercial-2, Vijay Nagar, Near Bombay Hospital, Indore- 452010
Maharashtra Reliance Communications Ltd
6th Floor, Kumar Cerebrum,Behind Gold Adlabs Kalyaninagar, Pune 411014 Ph No. 020-30346901/02
Mumbai Reliance Communications Ltd
2nd Floor, Fortune 2000, Bandra Kurla Complex. Bandra (E). Mumbai -400051 Ph No. 022-30364242
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Punjab Reliance Communications Ltd
Rajiv Gandhi IT Park,DLF Building, Tower -F, Near Kishangarh, Chandigarh - 160101 Ph No. 0172-3032214
Rajasthan Reliance Communications Ltd
3rd Floor , Orbit Mall,Ajmer Road, Civil Lines Jaipur-302006 Ph No. 0141-3031637
Tamil Nadu Reliance Communications Ltd
Reliance House no. 6, Haddows Road, Nungambakkam, Chennai - 600006 Ph No. 044-3035 2450
Uttar Pradesh Reliance Communications Ltd
1st Floor, Magnum Plaza,Eldeco Greens, Gomtinagar,
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Lucknow - 226 010 Ph No. 0522-3031600
West Bengal Reliance Communications
34 Chowringhee Road, Kolkata-700071 Ph No. 033-30900377
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RECRUITMENT AND SELECTION
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RECRUITMENT
All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people .The recruitment policy should, therefore,
address
itself
to
the
key
question;
what
are
the
personnel/human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for a job with the latter. The primary purpose of recruitment and selection is to achieve one desired aim i.e. picking the right person for the right jobs. The recruitment process begins when an employee is to be transferred or promoted to another post, notice of resignation or dismissal is given or retirement is planned. The five keyways to develop top quality people:
Recruitment-getting the right people in the right job 33
Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the organization requires.
Managing for performance- techniques that ensure top quality performance. Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what sort of potential labor are available and how do look for works. The factor affecting can be summed up under the following heads:
Labor Market Boundaries:- The knowledge of the boundaries help
management in estimating the available supply of qualified personnel form, which it might recruit. A labor market consists of a geographical area in which the forces of demand and supply interact and thus affect the price of labor.
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Available Skills: - Companies must locate the areas where they can
find employees who fit the jobs according to their skills.
Economic Condition: – Economic conditions also affect recruitment.
Unemployment worker may swamp a new plan located in a depressed labor market whereas a firm trying to establish it or to expand in an area where a few qualified workers are out of wok has quite a different recruitment problem.
Attractiveness of the Company: –The attractiveness of the company
in terms of higher wages, clean work, better fringe benefits and rapid promotions serves as influencing factor in recruitment.
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1
PROCESS OF RECRUITMENTS
HUMAN 2 RESOURCE
FINDING AND DEVELOIPING SOURCES OF POTENTIAL
RECRUITTING
SELECTING
REQUIRED
QUALIFIED
PLACING SELECTED
SEARCH FOR PROSPECTIVE
EVALUATING
EMPLOYEES:
EFFECTIVENESS
a). DEVELOPING
OF
TECHNIQUES
TRANSFERING TO INTERNAL
PERSONNEL
SOURCES
JOB POSTING
NEW JOBS
UPGRADING IN SAME POSITION
EXTERNAL SOURCES
EXPERIENCE
PROMOTING TO HIGHER JOBS
EMPLOYEE REFERALS
PROVIDING ADVERTISING
INFORMATION
SCOUTING
CLARIFYING
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Recruitment begins by specifying the human resource recruitment, initiating activities and action to identify the possible sources form where they can be met, communicating the information about the jobs, terms and conditions and prospects they offer, and enthuse the people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter the selection process begins. The process is as follows: a) Decide on how many people you really need : If everything is being done to improve performance and still there is a gap between what the current performance is and the goals set, then the best way is to recruit more people. b) Analyzing the job:
Analyzing the job is the process of assembling and studying information relating to all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is expected to achieve within department and company.
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Position: The job title, its position in the hierarchy and for whom it is responsible ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be reached and maintained must also be maintained. Methods of recording, assessing and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the work is out because the work environment influences the quantity and quality of work. c) Drafting a job description:
After job analysis is done, job description is made. Job description describes the job. The job description
decides upon the exact
knowledge, skill and experience needed to do the job. Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job 38
Duties
Responsibility
Signature and date
d) Drawing of employee specification:
Employee specification is also known as job, person or personnel specification. It lists the skills; knowledge and experiences required doing the job successfully. Studying the description makes it. An employee specification will help in deciding where to advertise what to include in job advertisement to attach the right person. It is based upon:
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances
e) Evaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolves studying the make-up of present work force, assessing 39
forthcoming changes and calculating future workforce, which is required. Manpower planning helps in devising long-term recruitment plans. 2.1 2.2 f) Finding sources of recruitment: The human resource requirement can be met from internal or external sources.
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2.2.1.1.1.1.1.1.1
SOURCES OF RECRUITMENT
2.2.1.1.1.1.1.1.2
Internal Sources
These refer to persons already employed in the organization. Promoting persons from lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory may be met by transferring surplus staff from another branch \ factory. Promotion means shifting of an employee to higher post caring greater salary, status and responsibility. On the other hand transfer refer to the shifting an employee with salary, status and responsibility. Some time exemployee of the organization may be re-employed. 2.2.2 Advantages of Internal Sources:
1. Filling vacancies for higher job by promoting employees from with in the organization helps to motivate and improved the morale of the employees. This induces loyalty among them. 2. Internal requirement has to minimize labor turnover and absenteeism. People wait for promotion and the work force is more satisfied. 3. Candidates working in organization do not require induction training. They are already familiar with organization and with the people working in it.
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2.2.3 Disadvantages of Internal Sources:
1. There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates may not be given a new outlook and fresh ideas to business. 2. Unsuitable candidates may not be promoted to positions of higher responsibility because the choice is limited. 3. The employees may become lethargic if they are sure of time bound promotion. There may be infighting among those who aspires for promotion with in the organization. 4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to external recruitment at some stage because all vacancies cannot be filled from with in organization. 2.2.3.1.1
External Sources
It refers to recruitment of employees from outside the organization. External sources provide wide choice of the required number of the employees having the desired qualification. It also provides the people with new ideas and specialized skills required to cope with new challenge and to ensure growth of the organization. Internal competitors have to compete with the outsiders. However, existing employees resent the policy of filling higher-level vacancies from 42
outsiders. Moreover it is time consuming and expensive to recruit peoples from outside. Recruitment from the outside may create frustration among the existing employees that aspires for promotions. There is no guarantee that the organizations will attract sufficient number of suitable candidates. 2.2.4 Advantages of External Sources:
1. The entry of fresh talent in to the organization is encouraged. New employees bring new ideas to the organization. 2. External sources provide wider sources of personnel to choose from. 3. Requisite type of personnel having the required qualifications, training and skill are available from the external sources. 2.2.5 Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from among a large number of applicants. 2. There is a greater decoration in employer- employee relationship, resulting in industrial strikes, unrest, and lockouts. 3. The personnel’s selected from outside may suffer from the danger of adjustment to the new work environment.
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METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories: a) Direct method b) Indirect method c) Third-party method
a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subjected to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises. 2.2.5.1.1.1 b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals, technical journals and brochures. When qualified and experienced persons are not available through other sources, advertising in newspapers and professional and technical journals in
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made. Whereas all types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals. A well thought-out and planned advertisement for appointments reduces the possibility of unqualified people applying. If the advertisement is clear and to the point, candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply. c) Third Party Method:
Various agencies are used for recruitment under these methods. These include commercial and private employment agencies, state agencies, and placement offices of schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors, friends and relatives. 2.2.5.1.1.2
Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical workers, accountants, computer staff, engineers and executives and suitable persons available for a job. Because of their specialization, they can interpret the needs of their clients and seek out particular types of persons.
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State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for public employment. They also provide a wide range of services, like counseling, assistance in getting jobs, information about the labor market, labor and wage rates, etc. Executive Research Agencies:
They maintain a complete information records about employed executives and recommend persons of high caliber for managerial, marketing and production engineers’ posts. These agencies are looked upon as ‘head hunters’, ‘raiders’, and ‘pirates’.
Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy and an evidence of goodwill and cooperation. Professional Societies:
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They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services.
SELECTION
Selection is the process of carefully screening the candidates to choose the most suitable person for the job vacancies to be filled. Under it qualifications, training, experience, and background of applicant are evaluated in the light of job requirement. It divides the candidates into two categories namely, a) Those who are employed b) Those who are to be rejected.
A formal definition of selection is as following: “It is the process of differentiating between applicants in order to identify (and
hire) those wi th a greater likelihood of success in a job.”
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Selection process assumes and rightly so, that there are more number of candidate actually selected candidates are made available through recruitment process. BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments, which check effectiveness of selection, are perception, fairness, validity, reliability and pressure.
Fairness: Fairness is selection requires that no individual should be discriminated
against on the basis of religion, region, race or gender. But the low numbers of women and other less-privileged sections of the society in middle and senior management positions and open discrimination on the basis of age in job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective.
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Reliability: A reliable method is one that will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict job performance with precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats,
relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the rights ones. Appointments to public sector undertakings generally take place under such pressures. SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an applicant. This information is secured in a number of steps and stages. The objective of selection process is to determine whether an applicant needs the qualification for a specific job and to choose the applicant who is most likely to perform in that job. The hiring procedures not a single acts but it is essentially a series of methods or steps or stages by which additional information is secured about the applicant. At each stage, facts may come to light, which lead to the rejection of the
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applicant. A procedure may be considered to a series of successive hurdles or barriers, which an applicant must cross. These are indented as screens and they are designed to eliminate an unqualified applicant at any point in this process. That technique is known as the successive hurdle technique. Not all selection process includes all these hurdles. The complexity of process usually increases with the level and responsibility of the position to be fulfilled. A well-organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting more and more information about the candidate. There is no idle selection procedure appropriate for all cases. 2.2.5.1.1.2.1Steps in the selection process:
Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
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Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate. The job seekers are received at the reception counter of the company. The receptionists or other official interviews the candidates to determine whether he is worthwhile or the candidate to fill up the application blank. Candidates processing the minimum qualification and having some chances of being selected are given the prescribed application form known as application blank. Application Blank:
The candidates are required to give full information about their age, qualification, experience, family background, aptitude and interests act in the application blank. The application blank provides a written record about the candidate. The application form should be designed to obtain all relevant information about the candidates. All applications received from the candidates are carefully scrutinized. After the scrutiny more suitable candidates among the applicants are short-listed for written tests and others are rejected.
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Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular screening devices. These tests are based on the assumption that human traits and work behaviors can be predicted by sampling, however tests are not fully reliable and they also involve time and money. Test is more useful in identifying and eliminating unsuitable candidates therefore should be used only as supplements rather than an independent technique of selection. The main types of tests are
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. The objectives of the interview are as following:
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To find out the candidate’s overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.
Interview is the most widely used step in employee selection. However, interview suffers from several drawbacks: Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of the interviews inaccurate. Interview should be properly conducted in a proper physical environment. The interview room should be free from noise and interruptions. The environment should be confident and quite. People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates should be put at ease. The interviewer should pay full attention to what the candidates have to say.
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Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A Panel of doctors to insure that they are healthy and physically fit for the job does a medical check-up of such candidates. A proper medical examination will also ensure that the candidates selected do not suffer from any serious desirous which may create problems in future. Checking Reference:
Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their Frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate. Final Approval:
The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection procedure is foolproof and the best way judge a person is by observing him working on the job.
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Candidate who gives satisfactory during the probationary period are made permanent. SUCCESSIVE HURDLES IN THE SELECTION PROCESS
55
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2.2.5.1.2
Suggested Selection Criteria for Students
It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude but may not have done as well academically. The following selection criteria can be used as a guide:
a. Academics – Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities – Focus on Leadership, Initiative c. Personality and Attitude – Focus on Communication, Presentation and Teamwork
At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time.
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Offer Letters:
Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. A. Trainee Scheme (A)
Once selected, all trainees will be provided with an HR brochure that lists the details of the trainee scheme as outlined below: Travel: Management Trainees will be provided with AC class Train Fare from
home to the company. Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. will be provided. Accommodation: Trainees will be provided with shared accommodation (for
bachelors/spinsters). Guest House (twin sharing) will be provided for one month for outstation candidates. Any accommodation required after this period will be deducted from the trainees’ stipend.
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TYPICAL REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g. 1.) When a performance appraisal indicates performance improvement is needed 2) To "benchmark" the status of improvement so far in a performance improvement effort 3) As part of an overall professional development program 4) As part of succession planning to help an employee be eligible for a planned change in role in the organization
5) To "pilot", or test, the operation of a new performance management system
6) To train about a specific topic (see below)
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2.2.6 TYPICAL TOPICS OF EMPLOYEE TRAINING
1. Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs. 2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. 3. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers. 4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity. 5. Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace. 6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace. 7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. 60
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc. 9. Sexual harassment : Sexual harassment training usually includes careful
description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors. GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELPOMENT
There are numerous sources of on-line information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include: 1. Increased job satisfaction and morale among employees 2. Increased employee motivation 3. Increased efficiencies in processes, resulting in financial gain 4. Increased capacity to adopt new technologies and methods 5. Increased innovation in strategies and products 6. Reduced employee turnover
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7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) 8. Risk management, e.g., training about sexual harassment, diversity training Every time I see a recruitment ad or manual that makes a reference to "on the job training," I cringe. Would this be one of those situations where there is effectively "no training?" Designing a program for employee training and development is not a trivial process that can be left to chance. It is not enough to "hope" that employees
will
get
trained
"on
the
job."
But, before I make a case for effective employee training and development, let us examine the reasons for developing employees.
You will be perceived as a premium employer as employees' skill sets will be enhanced while they are with you.
Superior employee training and development will ensure that serious succession related issues do not creep up.
The organization will be able to constantly adapt to changes in technology, regulation, and the business environment in general.
The list can go on and on. But, since I have made an effective case for organizations to take interest in employee training and development, let us look
62
at some of the don't dos:
Employee training and employee development are not goals in themselves. There is the risk of the HR function developing a divergent set of objectives from the objective set of the organization.
Budgeting for employee training and development is a very tricky process. On the one hand, I have noticed enthusiastic organizations which, in a fit, allocate as much as 40% of personnel budgets on training. On the other, I have seen employee training and development budgets being the first victim of budget cuts. The ideal situation would be to budget moderately, making sure that the development program can be sustained.
Gee-whiz and buzz word training can be fun (especially for the trainer), but does not result in employee development. Care must be taken to ensure that the trainer and the training program designer are the best that money / time / effort can buy.
Keeping some of these ideas in mind, the human resource manager can help senior management chart out the organizational strategy for personnel planning. Management training programs can be very beneficial for your business and your employees. Ongoing education is a key ingredient to any firm's ability to grow,
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both as a business and in terms of a competitive advantage. If the employees are nurtured and provided with opportunities once on-board, it will not only lead to a greater retention rate, but also growth potential in your industry. AREAS OF TRAINING
Areas of training can be classified into the following categories: 1. Training in company policies and procedures (induction training) 2. Training in particular skills 3. Training in human relations 4. Training in problem solving 5. Managerial and supervisory training 6. Apprentice training
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HYPOTHESIS
This survey is conducted under the presumption of the functioning of the Recruitment and Selection Procedure in VADILAL ICE CREAM . In testing the above hypothesis the following aspects will be considered: -
Manpower Planning
Recruitment Policy
Sources of Recruitment
Latest Techniques of Recruitment
Recruitment of Summer/In-plant Trainees
Selection Policy
Feedback of Recruitment and Selection Procedure
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DATA ANALYSIS AND INTERPRETATION
66
This chapter aims obtain the objective of the study by critically analysing the qualitative data through thoroughly examining the interviewee’s responses and beliefs. This has been achieved through evaluating the most relevant responses by the participants. The data has been analysed and discussed by comparing the comments made by the respondents with the literature review keeping in mind the research objective of the study. Thus, the rationale of this analysis is based on the personal answers provided by the respondents. An appropriately designed questionnaire was used to collect the primary data for the study. The data for 100 respondents was organized systematically in tables and graphs and then was subjected to analysis using appropriate statistical tools. The results of the analysis are presented in the following section in order to assess the customer perception towards online shopping on Reliance jio.com in India. Here for analysing, we are considering two factors. That is:
Demographical factors
Behavioural factors
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Demography: 1. Gender of Respondents:
Table : Gender wise respondents
Male
Female
Total
Responses
58
42
100
Percentage
58
42
100
Graph : Gender wise respondents
Gender
42% 58%
Male Female
Analysis and Interpretation:
According to demography profile, in this study 70 % male and 30% female respondents are part of my target population and they help me to fulfil my questionnaire from different area of Bareilly city. From these groups total respondents are 100. So, according to the survey result,the male respondents are more and can be told that they interested to shop online than female, even though both of them shop online.
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2. Age Group:
Table : Age wise respondents
15 -25
25 -35
35 - 45
45 & above
Total
No of respondents
63
24
12
1
100
Percentage
63
24
12
1
100
Graph : Age wise respondents
Age Group 1% 12% 15 -25
24%
25 -35 63%
35 - 45 45 & above
Analysis and Interpretation:
Below figure shows that 63% respondents are between 15-25 years old, 24% respondents are between 25-35 years old, 12% respondents between 35-45 years old, and 1% respondents are between 45&above. Overall result shows that between all of them the respondents who has age limit between 15 to 35 years (63%+24%= 87%) people are more familiar to shop online on my target population.
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3. Occupation:
Table : Occupation wise respondents
Business
House wife
Salaried
Student
Total
person No. of respondents
8
7
46
39
100
Percentage
8
7
46
39
100
Graph : Occupation wise respondents
Occupation 8%
7%
39%
Business person House wife 46%
Salaried Student
Analysis and Interpretation:
In this survey, 46% of the respondents are salaried and 39% are students. So they both together made majority of respondent’s percentage (85%). 8% are business persons and 7% are House wife. Salaried persons and students will always look for new technologies and new services which make them more comfort.
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4. Educational Qualification:
Table : Educational wise respondents
Graduate post
SSC
or Others
graduate
Equivalent
(PhD)
Number of respondents
63
36
0
1
Percentage
63
36
0
1
Graph : Educational wise respondents
Educational Qualifications 1% 0%
36%
Graduate post graduate 63%
SSC or Equivalent PhD
Analysis and Interpretation:
All of them in this survey are graduate and above qualified peoples only. Among these 63% are graduates, 36% are post graduates and one person is PhD.
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5. Annual Income:
Table : Income wise respondents
0- 3 L
3-6L
6-9L
9 & above
Number of respondents
60
23
13
4
Percentage
60
23
13
4
Graph : Income wise respondents
Annual Income 4% 13% 0- 3 L 23%
60%
3-6L 6-9L 9 & above
Analysis and Interpretation:
Since 39% of this survey is students most of them are of 0-3L income range, ie 60%. 23% of them are in 3-6Lincome range, 13% in 6-9L and 4% is 9 & above.
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Behavioural factors: This survey is conducted on those people who do online shopping and are aware of Reliance jio. So everyone answered ‘yes’ for those two questions. 6) Frequency of purchase from online: Table : online shopping usage
Always
Often
Sometimes
Seldom
Never
Total
Male
5
21
29
3
0
58
Female
4
14
23
1
0
42
Total
9
35
52
4
0
100
Graph : online shopping usage 35 29
30 25
23
21
20 14
15 10 5 5
4
3
1
0
0
0 Always
Often
Sometimes Male
Seldom
Never
Female
Analysis and Interpretation:
More than half of them use online shopping sometimes, ie 52%. People who always and mostly shop through online shopping are also good in number, 9 and 35, together 44%. And who use online shopping rarely is very less in number 4%. Since only 44% are mostly using this, there is a wide space to fill and to make online shopping a great success. And there is not much gender difference inonline shopping, which means both males and females enjoying online shopping and its benefits. 73
7)Mode of awareness about Reliance jio.com: Table : Modes of awareness about Reliance jio
Word of
Advertisements, Blog
Links
Mouth
newspapers, TV recomme- from ndations
Promotional Search emails
other
Total
engines(like Google)
websites No: of
39
22
2
15
5
17
100
39
22
2
15
5
17
100
respondents Percentage
Graph : Modes of awareness about Reliance jio
No: of respondents 45 40 35 30 25 20 15 10 5 0
39
22 2
15
17 5 No: of respondents
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Analysis and Interpretation:
Most of them are awareabout Reliance jio through word of mouth (39%) followed by television and online advertisements (22%). Customers got awared through blog SUGGESTIONS (2%) and promotional e-mails (5%) are very less in number. This means a good communicaton about Reliance jio is going on through friends and families, which proves that word of mouth strategy by them is the most successful means of making people aware about their products. Success can only be gained through delighted customers who act as advocates for their products and there is a wide scope of other digital advertisement techniques like search engine marketing, email- marketing, providing links and blog SUGGESTIONS inorder to make more customers.
75
Responses 45 40
41
35 30 29
25 20
Responses
15
17
10 8
5
5 0 Fast Delivery
Availability
After Sales Services
Easy Payment Portal Features options
Analysis and Interpretation:
One of the most efficient features in Reliance jio is fast delivery when compared to other online shopping websites. So, most of the customers prefer this website for shopping with the perception of quick delivery (41%) and availability of product (29%), followed by easy payment options (17%). And there is a scope of increasing after sales services and portal features when comparing with other features. 11) Product selection from the categories given by Reliance jio.com: Table : On the basis where product is chosen
No: of
Rating of the
Discounts and
Review about the
Brand of the
product
features
product
product
Total
14
48
26
12
100
14
48
26
12
100
Responses Percentage
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Graph : On the basis where product is chosen
No: of Responses 60
50 48 40
30 No: of Responses 26
20
10
14
12
0 Rating of the product
Discounts and Review about the features product
Brand of the product
Analysis and Interpretation:
Customer perception varies while using Reliance jio; it is one of the online shopping sites which give high discounts and offers. Most of them in this survey (48%) are looking for good featured product with high discounts while purchasing products from Reliance jio. And also customers more often go through the product revie w (26%) before making their decision topurchase. Product review is a kind of word of mouth strategy where product usersleave their review on their experiences with Reliance jio. Customers are giving priority to these two features while brand of product (12%) and rating of product (14%) also taken care b y some other customers. 12) Rating of services on Reliance jio.com (in a scale of Excellent, Good, Average, below average, Poor)
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Table : Rating of Reliance jio services
Excellent Good
Average Below
Poor
Average Cash on delivery
46
45
5
2
2
30 days replacement
23
55
20
2
0
EMI options
21
48
25
5
1
Free shipping
35
34
17
12
2
policy
Graph : Rating of Reliance jio services
60
50
40 Cash on delivery 30 days replacement policy
30
EMI options Free shipping
20
10
0 Excellent
Good
Average
Below Average
Poor
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Analysis and Interpretation:
46% of respondents are rated excellent for cash on delivery service, while for 30 days replacement policy 55% rated good and 23% rated excellent. For EMI options 48% rated good and 21% rated excellent, and for free shipping 35% rated excellent. While analysing the data, customers have more interest in two services of Reliance jio: That is, 30 days replacement policy and EMI options. Since Reliance jio is providing 30 days replacement policy for all the products in the platform. And this combined mix service increased the customer trust. In case of EMI options, Reliance jio is the only site which accepts all credit cards and thus it provides a better payment options to the customers. Cash on delivery is a compactable service that provided to the customers and they are much satisfied on that service also. Even some rated less for this service, may be because of less customised experience on cash on delivery. In case of free shipping, Reliance jio provide this service for total purchase of rupees 300 and above only. So it may affect some of the customers who purchase less price products frequently.
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13) Issues faced by customers while shopping in Reliance jio.com?
Table : Issues faced when purchased from Reliance jio
No of
Out of
Payment
Replacement Delay in
Faulty
No
stock
issues
issues
product
issues
Delivery
Others Total
37
6
6
12
8
30
1
100
37
6
6
12
8
30
1
100
Responses Percentage
Graph : Issues faced when purchased from Reliance jio
40
37
35
30
30 25 20 12
15 10
8 6
6
5
1
0
No of Responses
80
Analysis and Interpretation:
In this survey, 30% of customers didn’t face any of those problems that mentioned, while 37% of customers faced out of stock issue. This is one of serious issue faced by most of customers. Since discounts and features are the one feature that most of the customers looking for and when a good product with high discount is displayed in Reliance jio platform, customers brought it as soon as they could. Thus the products will be out of stocked. Reliance jio started notifying the customers about the product when the stock got available. Payment issues and replacement issues are less in number (total 12%) since different payment options like EMI options, card payments, Cash on delivery, Wallet payments etc… are provided by Reliance jio and customers are satisfied with those. In case of replacement also only less issues are happened, thus shows most of them are satisfied with that service. Delay in delivery happens because of shipping and courier service issues. It is a problem with supply chain. Mostly it happens in the end part of the supply and in rural areas where courier services are less active. Faulty product issue also happened to 8% of the customers and one of the policies to overcome this issue is 30 days replacement policy of Reliance jio.
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14) Recommending this website to others:
Table : Recommending Reliance jio to others
No: of
Yes
No
Total
95
5
100
95
5
100
Responses Percentage
Graph : Recommending Reliance jio to others
95
100 80 60 40 5
20 0 Yes
No No: of Responses
Analysis and Interpretation:
In this survey, most of them (95%) are happy to recommend Reliance jio to others like friends and family. And this shows word of mouth publicity is successfully running and this is one of the great advantages for Reliance jio.
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15) Customer’s rating about services on Reliance jio.com: (in a scale of 5, 5 as highest and 1 asleast)
Table : Rating the experience from Reliance jio
No of
1
2
3
4
5
Total
7
11
16
49
17
100
7
11
16
49
17
100
Responses Percentage
Graph : Rating the experience from Reliance jio
49 50 40 30 17
16
20
11 7
10 0 1
2
3
4
5
No of Responses
Analysis and Interpretation:
While analysing the rating of experiences, Reliance jio provides a good and excellent experiences to most of the customers. Mode of given data: 4 & Median of given data: 4 49% of customers rated 4 as the experience and more than half of the population (66%) rated 4 & 5 as experience. 83
16) Satisfaction of customers while Reliance jio services are used:
Table : Satisfaction on services of Reliance jio
Yes
No
Total
No: of responses
81
19
100
Percentage
81
19
100
Graph : Satisfaction on services of Reliance jio
81
100 80 60 19
40 20 0 Yes
No No: of responses
Analysis and Interpretation:
81% of the population is satisfied with the service of Reliance jio. This helpsReliance jio to retain the customers and also shows that the branding and marketing techniques of Reliance jio also got succeed.
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FINDINGS, RECOMMENDATIONS AND LIMITATIONS
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FINDINGS, RECOMMENDATIONS AND LIMITATIONS Criticality of the Task:
The significance of this task (training feedback) is primarily to understand understand whether employees are satisfied with the training programs conducted in the organization by the training and development team. Basically the focus was on to fetch the feedback of DSS (Digital Sales Specialists) as they’re the frontier of the organization in the market and deals with the
customers to make sales as much as possible for the organization. So proper induction program and training sessions have to be conducted timely, so that there may left no gap between training program concepts and the DSS, as they must be properly introduced and trained about any existing or upcoming product, service or scheme and that the methods adopted to train them is best. Limitations of the Study:
Various limitations occurred in performing this task are-
The employees found it difficult to answer questions properly because of their busy work schedule. schedule.
Total time allowed by the company to do the project was limited.
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In view of the limited time available for the study, only training process could be studied.
All the information required was not available by the company for confidential norms and standards.
The sample size is small to reflect the opinion of all reliance jio.
The answer given by the respondents have to be believed and have to be taken for granted as truly reflecting their perception. perception.
Conclusion:
Analyses of all the facts and figures, observation and experience during the training period delivered to DSS gives a very positive impression on training sessions imparted by the Learning (training) and Development Team and the organization. Substantial number employees are content with the way the training is conducted still there are few either non attentive, confused otherwise. otherwise. As majority of the employees were of opinion, that objectives behind conducting any training session, they’re totally satisfied. In case of type of training being
conducted majority felt that traditional classroom learning and e- learning (Jio University courses) are beneficial and convenient for them. And employees also rated training team 4 or 5 on the scale of 5, where 1- very poor and 5- excellent.
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It can be concluded that Learning and Development team is taking their role on positive side and making employees ready for their respective role. Overall employees are satisfied and motivated for the organization.
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RECOMMENDATIONS Brief Description of Recommendations:
Following are some of the possible recommendations-
Hiring on the basis of not only skills but also attitude.
Timely assessment of DSS training needs.
Implementation of pre and post training evaluation.
Motivating DSS for their work and the company.
Proper training reliance jio should be prepared continuously that may help in identify who are trained and who are left.
Details of each Recommendation:
Hiring of employees should be not done only on the basis of skills and talent but also the attitude they carry and show should be one of the important parameter for selection. This is directly linked to effectiveness of training, as if employees carry positive attitude then training for them can be more effective.
Training needs should be assessed on regularly basis by observing the performance of the employees and also through feedback.
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Training records should be properly prepared, preserved and updated time to time, so that dump can be created of those employees who are absent from sessions.
Currently no evaluation is taking place so as to get feedback on training been taken of DSS. This will help the trainersto know DSS’s pre and post
training performance. This will benefit trainers as well as trainees in future.
As motivation is low in some of DSS which is affecting their performance in their respective stores. So it is important that trainers must look at the content part of training but also involve trainees showing them motivational videos, etc.
To consider personal goals along with professional goals of employees by which interest and satisfaction can be further increased.
Suggested Scheme of Implementation, Precautions and Monitoring systems: Conclusion:
Training and development is a function of every organization which aims at improving the performances of individuals and groups in the organizational setting. Training if conducted in a proper way can be a prime opportunity to expand the knowledge base of all employees. Providing the necessary training
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creates a workplace wherein employees can take over one another when needed, work on teams or work independently without constant help and supervision from others.
Structured training and development program ensures that
employees have a consistent experience and exposure. The investment in training and development that a company makes shows the employees that they are valued. It creates a supportive workplace. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction towards their jobs and tasks. Overall, this program helps create benefits for the individuals and the company as well that makes the cost and time a worthwhile investment.
CONCLUDING REMARKS Summary:
On the basis of above mentioned facts and figures, the observation during training period gives a positive conclusion regarding training imparted by Learning and Development team at Reliance Jio. The company and its L&D team is performing it’s role up to the mark and trainees are satisfied with the training
delivered to them. Training imparted meets the objectives like-
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Assists the employees to acquire skills, knowledge and attitude and also enhance the same.
Effectiveness of training and also resultant in the performance of the employees.
Helps to motivate employees and help in avoiding mistakes and errors.
It’s quite clear that there is no other alternative to the development of Human
Resource. Training and Development when used in a planned and purposeful manner can be an effective management tool as it increases the skill sets, knowledge and explore the mind set of employees (DSS), thereby increasing the productivity and wealth of the organization. Limitations of the Project:
Various limitation occurred in performing this task and preparing the project includes-
In view of the limited time available for the study, only Training process could be studied.
All the information required was not available by the company for confidential norms and standards.
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The sample size is small to reflect the opinion of all the DSS (Digital Sales Specialists).
The answer given by the respondents have to be believed and have to be taken for granted as truly reflecting their perception.
Scope for the Further Works:
Scope of the study of this project could ensure following•
To study covers employees of Reliance JioInfocomm Ltd.
•
The study focuses on overall training of the employee workforce according
to the needs. •
To help Management by giving recommendations based on observations.
•
To improve the patterns of training to minimize organi zation’s cost.
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BIBLIOGRAPHY
94
REFERENCES/BIBLIOGRAPHY
http://www.ril.com/ourBusinesses/Jio.aspx
http://www.ibef.org/industry/indian-telecommunications-industryanalysis-presentation
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ANNEXURE
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Questionnaire for Customer Name:
Occupation:
Address: Age: 15-20, 20-25, 25-35, 35-50, Above 50 Sex: Male/Female Contact no.: Signature: Q1) Which mobile connection do you use? Reliance
GSM
Vodafone
Reliance
CDMA
Idea
Airtel
Aircel
Tata
Virgin
Indicom
BSNL
Q2) Why do you use this connection? S.No.
Services
1. 2. 3.
Network Coverage Low call rates/Tariff Better Value Added Services Better customer support
4.
Excellent
Very Good
Fairly Good
Average Poor
Others please specify: ……………………………………..
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Q3) What is your average monthly expenditure on mobiles (in Rs.)? 0-50
50-100
100-250
250-500
Above
500
Q4) What is the average no. of outgoing calls per day? O
1-5
5-10
10-20
Above
20
Q5) What is the average no. of SMS sent by you per day? O
1-5
5-10
10-20
Above
20
Q6) Are you aware about the value added services such as caller tunes, ringtones, wallpapers, crickets, astrology, missed call alerts etc.? Yes
No
Q7) Do you use any of the following services? Caller
tunes
Wallpapers
Ringtones
Cricket
updates
Astrology
Missed
call alerts
News
Jokes
updates
Gaming
Others (Specify)…………………
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Q8) How do you subscribe Value Added Services? Voice Hand
SMS
Portal
set/Sim card menu
Through
IVR/OBD
your retailer
Q9) What is your monthly expenditure (in Rs.) on Value Added Services (VAS)? O
1-25
25-50
50-100
Above
100
Q10) Through which source would you like to have information about VAS?
T.V./Newspaper
Calls
Hoardings SMS
Through Posters
your retailer
Company
outlet
at shops
Q11) If you use caller tune then how do you subscribe it? Handset/Sim
card menu
SMS
*
copy
Voice
Portal
Q12) How frequently do you change your caller tunes? Weekly
Fortnightly
Monthly
Occasionally
Q13) What kind of caller tunes do you prefer? Latest Old
hits
melodies
Regional
Songs
Devotional English
songs
songs
Others (Specify)……………………… 99
Q14) Which of the following services would you prefer? Mobile Live
Mobile
internet
banking
Travel
T.V.
Health/Beauty tips
Stock/Share
Job
Exam
opportunities
Mandi
Rates
results
Others (Specify)………………………….
Q15) If you are a Reliance user then how frequently do you browse R-World? Daily
3-5
Fortnightly
Monthly
times a week
Never
Thanks for your cooperation
100
