DECLARATION

I Snehlata Jaiswal hereby declare that the project work entitled “ Recruitment &
Selection “ at Reliance Jio is piece of genuine work done by me under the guidance of
HR Shashank Singh at Reliance Jio Area Office ,Varanasi . The project is undertaken
in the fulfilment of the requirements at Reliance Jio..The results embodied in this
dissertation project has not been submitted by anyone to any other University or
Institute for the award of any degree.

Name : Snehlata Jaiswal

Course : Diploma In Human Resource Management, Service & Industrial Law

Faculty : Faculty Of Law , BHU

Enrolment No.: 335483

 ACKNOWLEDGEMENT

Any job in this world, however trivial or tough cannot be accomplished without the
assistance of other. I would hereby tak the opportunity to express my indebtedness and
sincerest thanks to each and everyone who has helped me in accomplishing this project
work.

With a deep sense of gratitude , I express my sincere thanks to my project mentor HR

Shashank Singh ,Reliance Jio for his active support and continuous guidance . I would
also take the pleasure to express my sincere thanks to other staffs of Reliance Jio HR
Rambha Rai & HR Shikha Pandey for their support and suggestions.

I would also like to thank to Dr Raju Manjhi Sir, Professor ,Faculty Of Law Banaras
Hindu University, Course Coordinator Ajendra Srivastav & other faculties for their
constant support & motivation throughout the dissertation.

Finally, I would like to express my greatest thanks to my parents and dedicate this
project to them without whose support and encouragement everything would have
been impossible .

Snehlata Jaiswal

Diploma In HRM, Service & Industrial Law

 CERTIFICATE

This is to certify that Ms. Snehlata Jaiswal student of Diploma in HRM, Service &
Industrial law 2nd Semester, Faculty Of Law Banaras Hindu University did her
dissertation project on the topic “Recruitment & Selection at Reliance Jio under
supervision and guidance of mine HR Shashank Singh.

Her dissertation project entitled “ Recruitment & Selection “ embodies the result of her
investigation. During the project she was found sincere and dedicated towards her work
and eager to learn new things.

I wish her All the very best for her better future ahead.

Supervisor

Shashank Singh

Area HR

Reliance Jio

Varanasi
CONTENTS
 PREFACE

Research work is extremely important for anyone a it gives a close view of the real
scenario and aspect of the business world and help in bridging the gap between the
theoretical and practical conceptions and perceptions.

I feel greatly enthusiastic in presenting the dissertation project rport.I have tried to
create an understanding on the current prevailing scenario of Recruitment & Selection
process .

In this project report I have tried to perform my best .

SNEHLATA JAISWAL

FACULTY OF LAW

BANARAS HINDU UNIVERSITY

 Executive Summary

In today’s rapidly changing business environment, organizations have to respond

quickly to requirements for people. The Financial market has been witnessing growth
which is manifold for last few years. Many private players have entered the economy
thereby increasing the level of competition. In the competitive scenario it has become a
challenge for each company to adopt practices that would help the organization stand
out in the market. The competitiveness of a company of an organization is measured
through the quality of products and services offered to customers that are unique from
others. Thus the best services offered to the consumers are result of the genius brains
working behind them.

Human Resource in this regard has become an important function in any organization.
All practices of marketing and finances can be easily emulated but the capability, the
skills and talent of a person cannot be emulated. Hence, it is important to have a well-
defined recruitment policy in place, which can be executed effectively to get the best fits
for the vacant positions. Selecting the wrong candidate or rejecting the right candidate
could turn out to be costly mistakes for the organization. Therefore a recruitment
practice in an organization must be effective and efficient in attracting the best
manpower.
 CHAPTER : 1

INTRODUCTION

A research has its own importance in any business organization. It is a systematic and
scientific investigation of any idea either précis or abstract from continuous basis of
learning. As we know in the present time and scenario the modern world is progressing
with a very high pace. Due to the high and rapid competition and expectations, every
organization need an effective recruitment and selection process.

The success of an organization heavily dependent on the contribution made by the

employees as they perform the various task to which they are assigned. Organizations
tend to be successful employees are satisfied and productive in performing their task .

Human resource is an important corporate asset and the overall performance of

company depends on the way it is put to use..In order to realize the company objective,
it is essential to recruit the people with the requisite skills, qualification and experience.
While doing so we need to keep in mind the present and future requirements of the
organization.

Successful recruitment methods include a thorough analysis of the job and the labour
market conditions . Recruitment is almost central to any management process and
failure in recruitment can create hindrances and difficulties for any company including
an adverse effect on its profitability and inappropriate level of staffing or skills.
Inadequate recruitment can lead to shortage of labour and problem in management
decision making.

Recruitment is however not just a simple process but also requires management
decision making and extensive planning to employ the most suitable manpower.
Competition among the organizations for recruiting the best potential has increased the
focus on innovation and management decision making. The selectors aim to recruit only
the best candidates who would suit the corporate culture and ethics of the organization.
The process of recruitment does not however end with application and selection of the
right candidate but also involves maintaining and retaining the employees choosen.
Personnel management service to use human resource in an effective manner so as to
transform them for realizing the objective of the organization. Thus it aims at relating
the people at work with the activities necessary to achieve the organizational goal.

Personnel management activities include:

 Planning , designing and evaluating the employee’s job and agreement to ensure
their effective implementation.
 Recruitment , selection , training and developing the employees to perform the
job effectively.
 Providing the satisfactory relation between the organization and employees
through various fringe benefits and labour relations.
 To contribute to the formulation of the organizational personnel policies.

Background of the study

There is no doubt that the world of work is rapidly changing. As part of an

organizationthen, HRM must be equipped to deal with the effects of the changing world
of work. For them this means understanding the implications of globalization,
technology changes,workforce diversity. Changing skill requirements, continuous
improvement initiatives contingent workforce, decentralized work sites and employee
involvement are the issue for confront. Now it is a big challenge for the HRM to support
the organization by providing the best personnel for the suitable position in shortest
possible tome. Starting
with recognizing the vacancies and planning for them is a great task. Moreover selecting
attracting the suitable candidates and selecting the best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those plan
is the task that require more focus and improvement. Equal opportunity and sourcing is
also a vital part. Realizing this need we tried to find the difference and similarities
between theoretical aspects with the practical steps taken by the company. We took an
attempt to demonstrate the feature for the further improvement.
Objectives of the Study

Broad Objective:

To know overall about the company of Robi Axiata Ltd. and also know each and
every parts of the recruitment and selection process of that company.

Specific Objectives:
To focus on major elements of Recruitment and Selection process.2.

To focus on the process of Recruiting and selecting personals.3.

To focus on the updates and the batter methods of modern technique.

Methodology

Source of Information:
1.

Primary:

The primary information collected through face to face interview,observation, and by

participation in the recruitment and selection process.

2. Secondary:

The secondary information collected from website, Magazine,Memorandum, Journals,

books and some other relevant sources.Both primary and secondary data sources will
be used to generate this report. Primarydata sources are scheduled survey, informal
discussion with professionals and
observation while working in different desks. The secondary data sources are
different published reports, manuals, price updates and different publications of “Robi”.
 Scope of the research

The report deals with the recruitment and selection process in terms of theoretical
pointof view and the practical use. The study will allow learning about the recruitment
and selection issues, importance, modern techniques and models used to make it
moreefficient. The study will help to learn the practical procedures followed by the
leadingorganizations. Moreover the study will help to differentiate between the practice
and thetheories that direct to realize how the organization can improve their
recruitment and selection process.

Limitations of the research

The main limitation of the study is the collection of information. Because most of
theinformation are confidential. So they don’t want to disclose them. And I am not able
toshow any forms which they use in the time of joining or we use to upgrade the files.
 Human Resource Management

Before we define HRM, it seems pertinent to first define the term ‘human resources’. In
common parlance, human resources means the people. However, different management
experts have defined human resources differently. For example, Michael J. Jucius has
defined human resources as “a whole consisting of inter-related, inter-dependent and
interacting physiological, psychological, sociological and ethical components”.

According to Leon C. Megginson “From the national point of view human resources are
knowledge, skills, creative abilities, talents, and attitudes obtained in the population;
whereas from the view-point of the individual enterprise, they represent the total of the
inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitude of its employees”.

Sumantra Ghosal considers human resources as human capital. He classifies human

capita into three categories-intellectual capitals, social capital and emotional capital.
Intellectual capital consists of specialized knowledge, tacit knowledge and skills,
cognitive complexity, and learning capacity.

Social capital is made up of network of relationships, sociability, and trustworthiness

Emotional capital consists of self-confidence, ambition and courage, risk-bearing ability,
and resilience. Now it is clear from above definitions that human resources refer to the
qualitative and quantitative aspects of employees working in an organization.

Let us now define human resource management.

In simple words, HRM is a process of making the efficient and effective use of human
resources so that the set goals are achieved. Let us also consider some important
definitions of HRM.

According to Flippo “Personnel management, or say, human resource management is

the planning, organizing, directing and controlling of the procurement development
compensation integration, 4intenance, and separation of human resources to the end
that individual, organizational and social objectives are accomplished”.

The National Institute of Personnel Management (NIPM) of India has defined human
resource/personnel management as “that part of management which is concerned with
people at work and with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and women who make
up an enterprise and having regard for the well-being of the individuals and of working
groups, to enable them to make their best contribution to its success”.
According to Decenzo and Robbins “HRM is concerned with the people dimension in
management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment to the organization are essential to
achieving organizational objectives. This is true, regardless of the type of organization-
government, business, education, health, recreation, or social action”.

Thus, HRM can be defined as a process of procuring, developing and maintaining

competent human resources in the organization so that the goals of an organization are
achieved in an effective and efficient manner. In short, HRM is an art of managing
people at work in such a manner that they give their best to the organization for
achieving its set goals.

Human Resource Management is the process of recruiting, selecting, inducting

employees, providing orientation, imparting training and development, appraising the
performance of employees, deciding compensation and providing benefits, motivating
employees, maintaining proper relations with employees and their trade unions,
ensuring employees safety, welfare and healthy measures in compliance with labour
laws of the land.
Human Resource Management involves management functions like planning,
organizing, directing and controlling

 It involves procurement, development, maintenance of human resource

 It helps to achieve individual, organizational and social objectives
 Human Resource Management is a multidisciplinary subject. It includes the
study of management, psychology, communication, economics and sociology.
 It involves team spirit and team work.
 It is a continuous process.

Human resource management as a department in an organisation handles all

aspects of employees and has various functions like human resource planning,
Conducting Job analysis, recruitment and conducting job interviews, selection of human
resources, Orienting , training, compensating, Providing benefits and incentives,
appraising, retaining, Career planning, Quality of Work Life, Employee Discipline,
Sexual Harassments, human resource auditing, maintenance of industrial relationship,
looking after welfare of employees and safety issues , communicating with all
employees at all levels and maintaining awareness of and compliance with local, state
and federal labour laws.

The historical rule of thumb for Human Resource staffing requirements is one full-time
professional Human Resource person should be hired for every 100 employees. The
actual ratio for a business can vary depending upon factors such as the degree of HR
centralization, the geographic distribution of the employees served, the sophistication
level of the employees, and the relative complexity of the organization.

What is the importance of Human resource?

Behind production of every product or service there is an human mind, effort and man
hours (working hours). No product or service can be produced without help of human
being. Human being is fundamental resource for making or construction of anything.
Every organisation desire is to have skilled and competent people to make their
organisation competent and best.

Among the five Ms of management, i.e., men, money, machines, materials, and methods,
HRM deals about the first M, which is men. It is believed that in the five Ms, "men" is not
so easy to manage. "every man is different from other" and they are totally different
from the other Ms in the sense that men possess the power to manipulate the other Ms.
Whereas, the other Ms are either lifeless or abstract and as such, do not have the power
to think and decide what is good for them.
 Why do we call it as Human Resource Management?

Human: refers to the skilled workforce in an organization.

Resource: refers to limited availability or scarce.
Management: refers how to optimize and make best use of such limited or scarce
resource so as to meet the organization goals and objectives.

Therefore, human resource management is meant for proper utilisation of available

skilled workforce and also to make efficient use of existing human resource in the
organisation. The best example in present situation is, construction industry has been
facing serious shortage of skilled workforce. It is expected to triple in the next decade
from the present 30 per cent, will negatively impact the overall productivity of the
sector, warn industry experts.

Today many experts claim that machines and technology are replacing human resource
and minimizing their role or effort. However, machines and technology are built by the
humans only and they need to be operated or at least monitored by humans and this is
the reason why companies are always in hunt for talented, skilled and qualified
professionals for continuous development of the organization.

Therefore humans are crucial assets for any organisation, although today many tasks
have been handing over to the artificial intelligence but they lack judgement skills which
cannot be matched with human mind.

Evolution of an employee

Past Future

Work 9 to 5 Work anytime

Work in an office Work anywhere and from
anywhere
Use company equipment Use your own modern gadgets
and requirements
Focused on inputs Focused on outputs
Climb the corporate ladder Create your own ladder for
career
Pre-defined work Customized work
Hoards information Shares information
No voice Can become a leader
Focused on knowledge Focused on adaptive learning
"The automation of factories has already decimated jobs in traditional manufacturing,
and the rise of artificial intelligence is likely to extend this job destruction deep into the
middle classes, with only the most caring, creative or supervisory roles remaining"
-British theoretical physicist Stephen Hawking

It is undisputed fact that humans are being replaced by artificial intelligence which are
in the form of robots. But all jobs cannot be handed over to Robots, to say in other
words robots have its own limitations and all roles cannot be handled by robots.
Though British theoretical physicist Stephen Hawking,
Cambridge professor expressed about destruction of middle-class jobs due to raise of
artificial intelligence,he still felt that natural intelligence or need for application of
human mind is inevitable in certain roles.

Great Quotations on human resource

"You must treat your employees with respect and dignity because in the most automated
factory in the world, you need the power of human mind. That is what brings in
innovation. If you want high quality minds to work for you, then you must protect the
respect and dignity. " Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd .

“Our progress as a nation can be no swifter than our progress in education. The human
mind is our fundamental resource.”
- John F. Kennedy (35th President of the United States).

Human Resource Management Definitions by Authors

Many great scholars had defined human resource management in different ways and
with different words, but the core meaning of the human resource management deals
with how to manage people or employees in the organisation.

Edwin Flippo defines- Human Resource Management as “planning, organizing,

directing, controlling of procurement, development, compensation, integration ,
maintenance and separation of human resources to the end that individual,
organizational and social objectives are achieved.”

The National Institute of Personal Management (NIPM) of India has defined human
resources – personal management as “that part of management which is concerned with
people at work and with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and women who make
up enterprise and having regard for the well – being of the individuals and of working
groups, to enable them to make their best contribution to its success”.

According to Decenzo and Robbins, “Human Resource Management is concerned with

the people dimension” in management. Since every organization is made up of people,
acquiring their services, developing their skills, motivating them to higher levels of
performance and ensuring that they continue to maintain their commitment to the
organization is essential to achieve organisational objectives. This is true, regardless of
the type of organization – government, business, education, health or social action”.
 Evolution of Human resource
management

Human resource management is evolved form the Personnel management which was
erstwhile management system which used to manage employees. To know evolution of
personnel management one needs to see the history of centuries of research by great
psychologists on human behaviour and their response at particular situations. One
among them was Elton Mayo who was a psychologists from the Australia, did many
experiments on human behaviour at different situations in 1924. He strongly believed
in work life balance for improving productivity of workers and did emphasis on human
relations influence the productivity of workers and finally he has been regarded as
father of Human resources management.

Going back to roots of evolution Personnel management , Robert Owen was regarded as
creator and originator for introducing reforms for workers in his own Lanark cotton
mills. He created a principle of 8 hours day work, 8 hours rest and 8 hours sleep. Owen
identified the importance of better working conditions at workplace and its impact on
the productivity and efficiency of the workers. Owen after implementation of better
working conditions at workplace, he observed change in the productivity of his workers
as their efficiency increased. He in those olden days implemented many social and

welfare practices for his workers and saw his workers got happy, motivated and
worked better. Therefore he was referred as father of Personnel management.
It's believed that the first personnel management department (later evolved as Human
resource management) began at the National Cash Register Co. in the early 1900s,
according to an Human Resource Magazine article. After several strikes and employee
lockouts, NCR leader John H. Patterson organized a personnel department to handle
grievances, discharges, and safety, as well as training for supervisors on new laws and
practices.

The U.S. Office of Personnel Management (OPM) is the world's largest HR department.
OPM provides Human Resource services for the federal governments workforce of
nearly 2.8 million workers. It's staff carry out the tasks to recruit, interview, and
promote employees; oversee merit pay, benefits and retirement programs; and ensure
that all employees and applicants are treated fairly and according to the law.

Father of Personnel Management

Robert Owen >>

(14 May 1771 – 17 November 1858)
Robert Owen raised the demand for ten-hour day in year 1810, and instituted it in his
New Lanark cotton mills. By 1817 he had formulated the goal of the 8-hour day and
coined slogan 8 hours labour, 8 hours recreation, 8 hours full rest.

Women and children in the England were granted the ten-hour day in 1847. The 8-hour
day movement forms part of the early history for the celebration of the Labour Day, and
the May Day in many nations and cultures.

Father of Human resource management

George Elton Mayo

(26 December 1880 – 7 September 1949)

What is the purpose of Human resource management?

The purpose of the Human resource management is to make the job and deal with the
job holder (employee). So as to perform a job in an organisation, one needs to be
identified. In order to identify right person for a particular job, notification should be
issued which contains job description (duties and responsibilities) and specifications
( academic qualifications and physical qualifications). So as to verify the correctness of
the candidates invited, they should be tested by the suitable selection methods for
picking-up right person. Subsequently selected candidates should be provided with the
proper training for performing his duties & responsibilities mentioned in the

Notification . Later, assessment of employees' performance should be done to know

whether employees are performing to the desired standards set by the management.
Accordingly employees should be rewarded or paid for the job they did in the
organisation and their safety in the job is the responsibility of Hr manager or safety
officer who should instruct safety measures for the employees and see that they are
scrupulously followed. Healthy and welfare measures are so-so important to keep
employees happy and motivated which has direct impact on their productivity. Doing so
all, maintaining proper and healthy relationships between employees and management
avoids conflicts which will effect the overall performance of the organisation. Most
important thing is adherence and not to ignore employment and labour laws which
govern all the above said activities for a job. Contravenes of employment laws will cost
to the organisation and its branding. Hence the Human resource management is like a
guardian angel for the organisation to sail smoothly and long-live.

The ten "Cs" of human resources management are: cost effectiveness, competitive,
coherence, credibility, communication, creativity, competitive advantage, competence,
change, and commitment. The ten "Cs" framework was developed by Alan Price in his
book "Human Resource Management in a Business Context".

Why Is Human Resource Management Important to All

Managers?
Why are these concepts and techniques important to all managers? ' Perhaps it's easier
to answer this by listing some of the personnel mistakes you don't want to make while
managing. For example, you don't want to:

1. Hire the wrong person for the job.

2. Experience high turnover
3. Have your people not doing their best
4. Waste time with useless interviews
5. Have your company taken to court because of discriminatory actions
6. Have your company cited under federal occupational safety laws for unsafe
practices
7. Have some employees think their salaries are unfair and inequitable relative to
others in the organization
8. Allow a lack of training to undermine your department's effectiveness
9. Commit any unfair labour practices
 Who is responsible for human resource management?

Human resource officer or Manager is responsible for human resource management in

the organization.

The HR Director is a top-level manager responsible for the administration of all human
resource activities and policies. The director oversees compensation, benefits, staffing,
affirmative action, employee relations, health and safety, and training/development
functions. They also supervise professional human resources staff.

Primary responsibilities of the Human resource manager:

1. To develop a thorough knowledge of corporate culture, plans and policies.

2. To act as an internal change agent and consultant.
3. To initiate change and act as an expert and facilitator.
4. To actively involve himself in company’s strategy formulation.
5. To keep communication lines open between the HRD function and individuals
and groups both within and outside the organisation.
6. To identify and evolve HRD strategies in consonance with overall business
strategy.
7. To facilitate the development of various organisational teams and their working
relationship with other teams and individuals.
8. To try and relate people and work so that the organisation objectives are
achieved effectively and efficiently.
9. To diagnose problems and to determine appropriate solution particularly in the
human resources areas.
10. To provide co-ordination and support services for the delivery of HRD
programmes and services.
11. To evaluate the impact of an HRD intervention or to conduct research so as to
identify, develop or test how HRD in general has improved individual or
organisational performance.

Core responsibilities of Human resource management

1. Planning for staffing needs

2. Employee Recruitment And Selection
3. Employee Compensation And Benefits
4. Employee Training and performance evaluation
 What is the role of a Human resource officer?

He/she is responsible for formulating and designing of Human Resource policies in

compliance with labour laws and sees all Hr related activities staring from hiring to
firing of an employees in an organisation.

The Human Resource Manager is responsible for overseeing human resources activities
and policies according to executive level direction. They supervise human resources
staff as well as see staffing, compensation , assessing and providing employee benefits,
providing training & development, safety & welfare of staff, maintaining healthy labour
relations, providing employee handbook and maintaining employment records as
required by the employment laws.

Human Resource Management: Meaning, Objectives, Scope

and Functions:

Objectives:

The primary objective of HRM is to ensure the availability of right people for right jobs
so as the organizational goals are achieved effectively.
This primary objective can further be divided into the following sub-objectives:

1. To help the organization to attain its goals effectively and efficiently by providing
competent and motivated employees.

2. To utilize the available human resources effectively.

3. To increase to the fullest the employee’s job satisfaction and self-actualization.

4. To develop and maintain the quality of work life (QWL) which makes employment in
the organization a desirable personal and social situation.

5. To help maintain ethical policies and behavior inside and outside the organization.

6. To establish and maintain cordial relations between employees and management.

7. To reconcile individual/group goals with organizational goals.

HRM Objectives and Functions:
 Scope:
The scope of HRM is, indeed, very vast and wide. It includes all activities starting from
manpower planning till employee leaves the organization. Accordingly, the scope of
HRM consists of acquisition, development, maintenance/retention, and control of
human resources in the organization (see figure 1.1). The same forms the subject matter
of HRM. As the subsequent pages unfold, all these are discussed, in detail, in seriatim.

The National Institute of personnel Management, Calcutta has specified the scope
of HRM as follows:

1. The Labor or Personnel Aspect:

This is concerned with manpower planning, recruitment, selection, placement, transfer,

promotion, training and development, lay-off and retrenchment, remuneration,
incentives, productivity, etc.

2. Welfare Aspect:

It deals with working conditions, and amenities such as canteen, crèches , rest and lunch
rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.

3. Industrial Relations Aspects:

This covers union-management relations, joint consultation, collective bargaining,

grievance and disciplinary actions, settlement of disputes, etc.
Functions:
We have already defined HRM. The definition of HRM is based on what managers do.
The functions performed by managers are common to all organizations. For the
convenience of study, the function performed by the resource management can broadly
be classified into two categories, viz.

(1) Managerial functions, and

(2) Operative functions

(1) Managerial Functions:

Planning:

Planning is a predetermined course of actions. It is a process of determining the

organizational goals and formulation of policies and programs for achieving them. Thus
planning is future oriented concerned with clearly charting out the desired direction of
business activities in future. Forecasting is one of the important elements in the
planning process. Other functions of managers depend on planning function.

Organizing:

Organizing is a process by which the structure and allocation of jobs are determined.
Thus organizing involves giving each subordinate a specific task establishing
departments, delegating authority to subordinates, establishing channels of authority
and communication, coordinating the work of subordinates, and so on.
Staffing:

TOs is a process by which managers select, train, promote and retire their subordinates
This involves deciding what type of people should be hired, recruiting prospective
employees, selecting employees, setting performance standard, compensating
employees, evaluating performance, counseling employees, training and developing
employees.

Directing/Leading:

Directing is the process of activating group efforts to achieve the desired goals. It
includes activities like getting subordinates to get the job done, maintaining morale
motivating subordinates etc. for achieving the goals of the organization.

Controlling:

It is the process of setting standards for performance, checking to see how actual
performance compares with these set standards, and taking corrective actions as
needed.

(2) Operative Functions:

The operative, also called, service functions are those which are relevant to specific
department. These functions vary from department to department depending on the
nature of the department Viewed from this standpoint, the operative functions of HRM
relate to ensuring right people for right jobs at right times. These functions include
procurement, development, compensation, and maintenance functions of HRM.

A brief description of these follows:

Procurement:

It involves procuring the right kind of people in appropriate number to be placed in the
organization. It consists of activities such as manpower planning, recruitment, selection
placement and induction or orientation of new employees.

Development:

This function involves activities meant to improve the knowledge, skills aptitudes and
values of employees so as to enable them to perform their jobs in a better manner in
future. These functions may comprise training to employees, executive training to
develop managers, organization development to strike a better fit between
organizational climate/culture and employees.
Compensation:

Compensation function involves determination of wages and salaries matching with

contribution made by employees to organizational goals. In other words, this function
ensures equitable and fair remuneration for employees in the organization. It consists
of activities such as job evaluation, wage and salary administration, bonus, incentives,
etc.

Maintenance:

It is concerned with protecting and promoting employees while at work. For this
purpose virus benefits such as housing, medical, educational, transport facilities, etc. are
provided to the employees. Several social security measures such as provident fund,
pension, gratuity, group insurance, etc. are also arranged.

It is important to note that the managerial and operative functions of HRM are
performed in conjunction with each other in an organization, be large or small
organizations. Having discussed the scope and functions of HRM, now it seems pertinent
to delineate the HRM scenario in India.

Recruitment:

Recruitment refers to the overall process of attracting, shortlisting , selecting and

appointing suitable candidates for jobs (either permanent or temporary) within an
organization. Recruitment can also refer to processes involved in choosing individuals
for unpaid roles. Managers, human resource generalists and recruitment specialists may
be tasked with carrying out recruitment.

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organization. When more persons apply for
jobs then there will be a scope for recruiting better persons.

The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs. In simple words, the term recruitment refers to discovering the
source from where potential employees may be selected. The scientific recruitment
process leads to higher productivity, better wages, high morale, reduction in labor
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a
positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of

qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of adequate
man- power resources. This is the first stage of the process of selection and is completed
with placement.

Definition:
According to Edwin B. Flippo, “It is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization.” He further
elaborates it, terming it both negative and positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to
increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other
hand, tends to be negative because it rejects a good number of those who apply, leaving
only the best to be hired. ”

In the words of Dale Yoder, Recruitment is the process to “discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force.”

Kempner writes, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”

In personnel recruitment, management tries to do far more than merely fill job
openings. As a routine the formula for personnel recruitment would be simple i.e., just
fill the job with any applicant who comes along.

Joseph J. Famularo has said, “However, the act of hiring a man carries with it the
presumption that he will stay with the company-that sooner or later his ability to
perform his work, his capacity for job growth, and his ability to get along in the group in
which he works will become matters of first importance.”

In human resource management, “recruitment” is the process of finding and hiring the
best and most qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs
of the company with respect to the job, and ends with the introduction of the employee
to the organization.
When we speak of the recruitment process, we immediately think of activities such as
the analysis of the requirements of a specific job, attracting candidates to apply for that
job, screening the applicants and selecting among them, hiring the chosen candidates to
become new employees of the organization, and integrating them into the structure.

Obviously, the main reason why the recruitment process is implemented is to find the
persons who are best qualified for the positions within the company, and who will help
them towards attaining organizational goals. But there are other reasons why a
recruitment process is important.

To ensure proper alignment of skill sets to organizational goals.

Through recruitment, organizations make sure that the skill sets of the staff or
manpower of the company remains aligned to its initiatives and goals.

In the event that they notice some positions do not really contribute to the advancement
of the organization towards its goals, then it can take the proper action to correct this,
probably through job redesign, restructuring of the workforce, or conduct of job
enrichment programs.

To ensure effective and efficient recruiting.

Effective recruiting means that the person employed for the job is the best possible
candidate for it, with all the required skills, talents and qualifications of the job. Efficient
recruiting, on the other hand, means that the process has been carried out without
incurring a lot of costs on the part of the organization. By following the process, there is
a greater chance that the human resources department can get the best possible person
for the job.

Organizations may carry out their hiring processes their own way, but without a system
or set guidelines in place for its conduct and implementation, there is a risk that the
company may incur more expenses than necessary.

The company will also end up wasting its resources if the wrong or unqualified person
was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization
would also have wasted its resources in training an employee that is not right for the job
after all.

To ensure compliance with policies and laws.

There are various rules, laws and regulations that organizations must adhere to when it
comes to its human resources management. Equal opportunity employment and non-
discrimination in hiring are two of them. By following a recruitment process, the
chances of the organization violating these policies will be low.
Process of Recruitment:
Recruitment Process Passes through the Following Stages:

(i) Searching out the sources from where required persons will be available for
recruitment. If young managers are to be recruited then institutions imparting
instructions in business administration will be the best source.

(ii) Developing the techniques to attract the suitable candidates. The goodwill and
reputation of an organization in the market may be one method. The publicity about the
company being a professional employer may also assist in stimulating candidates to
apply.

(iii) Using of good techniques to attract prospective candidates. There may be offers of
attractive salaries, proper facilities for development, etc.

(iv)The next stage in this process is to stimulate as many candidates as possible to apply
for jobs. In order to select a best person, there is a need to attract more candidates.

Factors Influencing Recruitment:

All enterprises, big or small, have to engage themselves in recruitment of persons. A

number of factors influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A big
enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees. A big business house will always be in touch with
sources of supply and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating prospective candidates. So the
size of an enterprise will affect the process of recruitment.

2. Employment Conditions:

The employment conditions in an economy greatly affect recruitment process. In under-

developed economies, employment opportunities are limited and there is no dearth of
prospective candidates. At the same time suitable candidates may not be available
because of lack of educational and technical facilities. If the availability of persons is
more, then selection from large number becomes easy. On the other hand, if there is a
shortage of qualified technical persons, then it will be difficult to locate suitable persons.
3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly influence
the availability of personnel. If higher wages are paid as compared to similar concerns,
the enterprise will not face any difficulty in making recruitments. An organisation
offering low wages can face the problem of labour turnover.

The working conditions in an enterprise will determine job satisfaction of employees.

An enterprise offering good working conditions like proper sanitation, lighting,
ventilation, etc. would give more job satisfaction to employees and they may not leave
their present job. On the other hand, if employees leave the jobs due to unsatisfactory
working conditions, it will lead to fresh recruitment of new persons.

4. Rate of Growth:

The growth rate of an enterprise also affects recruitment process. An expanding

concern will require regular employment of new employees. There will also be
promotions of existing employees necessitating the filling up of those vacancies. A
stagnant enterprise can recruit persons only when present incumbent vacates his
position on retirement, etc.

Importance of Recruitment

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED : the needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.
UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Definition: E-Recruitment
E-recruitment is the use of technology and electronic resources for the process of

attracting, selecting and managing the recruitment in a company.

E-recruitment includes practices carried out by the organization using technology,

particularly web-based technology for the purpose of identifying and attracting

potential employees. Through e-recruitment employers can save resources by reaching

larger number of potential employees and facilitation of the recruitment process like

using assessment tools incorporated into recruitment software.

E-recruitment is also known as online recruitment as internet communication is vital to

this process. However, e-recruitment has certain disadvantages such as being too

impersonal, high volume of responses and faces certain technology issues.

Online recruitment uses the power of the internet to match people to jobs.
Fundamentally, it is about advertising vacancies on either job sites or corporate
websites. At this very basic level it is particularly effective at getting a high level of
response. While it may generate hundreds more applications than traditional print
advertising, simply attracting more candidates is only part of the job. The buzz word
and the latest trends in recruitment is the “E-recruitment”. Also known as “On line -
recruitment”, it is the use of technology or the web based tools to assist the recruitment
process. “We are witnessing a change in the nature of jobs. Muscle jobs are
disappearing, finger and brain jobs are growing or, to put it more formally, labour -
based industries have been displaced by skill-based industries and these in turn will
have to be replaced by knowledge-based industries.” -Charles Handy (1984)

The tool can be either a job website like naukri.com, the organization‘s corporate web
site or its own intranet. Many big and small organizations are using Internet as a source
of recruitment. They advertise job vacancies through worldwide web. The job seekers
send their applications or curriculum vitae (CV) through an e-mail using the Internet.
The main elements of e-recruitment are as follows:

1. Applicant Tracking: Status of candidate with respect to the jobs applied by

him/her
2. Employer’s Website: Communicate details of job opportunities and collect data
for the same
3. Job Boards: Just like recruitment advertising section of a newspaper or
magazine, will carry job advertisements from employers and agencies
4. Online Testing: Some kind of evaluation of candidates over internet
5. Others like multiple posting tools, Intelligent CV parsing etc.
6. Using electronic resources, typically the internet but also HR software, to guide
or assist the hiring process in order to reduce the administrative and financial
burden of recruitment and gain access to a wider pool of talent.
7. Much of e-recruitment centres around major job sites which categorise open
positions by location, industry and seniority. Businesses, or recruitment
companies working on behalf of businesses, advertise open positions on these
sites and provide instructions for applicants to follow. The initial sift of
applications will either be performed by the recruitment firm or the business.
8. Social media is increasingly being used in e-recruitment as a way to quickly
reach out to potential candidates. The targeted nature of social media makes it
useful for headhunting.
9. Companies may build their e-recruitment platforms in-house, use e-recruitment
HR software or employ recruitment agencies that utilise e-recruitment as part of
their package. E-recruitment may not be as suitable for senior positions where
the pool of prospective candidates is much lower.
10. Some of the disadvantages of e-recruitment include responses from a large
number of unsuitable candidates which need to be sifted through and technology
issues that come from standardising the application process (e.g. some peoples'
computers may not be able to handle PDF formats). Making your job stand out in
a sea of others can also be difficult and attract significant costs.

2]. Kinds of E-Recruitment:

1. Recruitment Sites : It is a site that the job websites linked to apply directly to the
company.

2. Recruitment Agencies:- This is a Agency are need people to fill their vacancies, the
candidates can register their CV and get the information about the jobs

3. Websites Links :- through the websites links a candidate can search the jobs
a]. browse general recruitment sites

b]. find vacation work and placements

c]. look at sector specific recruitment

d]. search the local councils vacancies

e]. search the graduate schemes and closing dates

4. By approaching companies and offering candidates from their own files

5. Advertising jobs on behalf of companies and producing a shortlist of candidates for

interview

6. Job portals – i.e. posting the position with the job description and the job specification
on the job portal and also searching for the suitable resumes posted on the site
corresponding to the opening in the organization.

7. Resume scanner:- Resume scanner is one major benefit provided by the job portals to
the organizations. It enables the employees to screen and filter the resumes through
pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of
the job. Creating a complete E-recruitment / Application section in the companies own
website. –

Companies have added an application system to its website, where the ‘passive’ job
seekers can submit their resumes into the database of the organization for
consideration in future, as and when the roles become available.

Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on
the site almost immediately and is also cheaper than advertising in the employment
newspapers. Sometimes companies can get valuable references through the “passers-
by” applicants. E-recruitment helps the organizations to automate the recruitment
process, save their time and costs on E-recruitments.

8. The e recruitment different three strategies are

(a) email recruitment through 2 types 1]. emailing lists and 2]. email snowballing

(b)website recruitment through 2 types 1]. notices placed on websites and 2]. postings
on online forums.

(c) Internet advertising through 2 types 1]. keyword search and 2]. content-related
placements.
3]. To study the need and importance of E-recruitment.

The aim of this research is to examine the impact of the e-recruitment on the quality of

applicants, cost and time involved in acquiring applications, wider choice of applicants

and employees job search behaviour and the development of the resulting conceptual

model.

Lower costs to the organization. Also, posting jobs is cheaper than advertising in the
newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring time).

Facilitates the recruitment of right type of people with the required skills.

Improved efficiency of recruitment process.

Gives a 24*7 access to an e-collection of resumes.

E-recruitment helps the organizations to weed out the unqualified candidates in an

automated way.

Recruitment websites also provide valuable data and information regarding the
compensation offered by the competitors etc. which helps the HR managers to take
various HR decisions like promotions, salary trends in industry etc.

To support the organization such that it is able to get, maintain and improve the best
talent and skills.

To be certain about the present and future manpower needs of the organization in
relation with planning & job evaluation activities.

To recruit competent employees who can achieve organizational goals & objectives

4]. To understand the process techniques of E-recruitment

Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall recruitment strategy of the

organization.
A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.

Along with the back-office support a comprehensive website to receive and process job
applications (through direct or e-advertising) should be developed.

6. To study the Advantages and Disadvantages

1. It will spread to whole Geographical Area

2. It will reach Larger Audience

3. It gives Greater chance to find right candidate quicker/with greater effectiveness

4. It access for 24/7 – no waiting for issue dates

5. It access in Quicker turn-around time/cost saving

6. It Relatively cheap

7. It gives Higher quality of applicants

8. It gives Better match of workers – vacancies

9. It Shift from manual screening to using ‘HRM expertise’

10. It gives Positive effect on corporate image/up-to-date image

11. It is Efficiency gain work

12. It is Cost saving/saving personnel costs

13. It Access for passive jobseekers

14. It target candidates/ Address niche markets

15. It reduce the unqualified candidates

16. It gives more opportunities for smaller companies

17. Automating the application process also gives a level playing field to all candidates
Disadvantages of e recruitment
1. It needs a higher expectations regarding relocation costs .

2. The Development fees will effect for small companies

3. Name recognition required (buy banner space etc.)

4. It creates outdated résumés

5. It crosses discrimination/privacy factors

6. Internet is the first option for applicants

7. It gives overwhelming number of candidates

8. It gives huge number of unqualified candidates

9. It is a time consuming sifting of application forms

10. It gives poor segmentation of the market

11. The transparency of data will damage

 CHAPTER : 2

COMPANY PROFILE

Jio
Mobile network operator company

jio.com

Description

Reliance Jio Infocomm Limited, d/b/a Jio, is an Indian mobile network operator. Owned by
Reliance Industries and headquartered in Mumbai, Maharashtra, it operates a national LTE
network with coverage across all 22 telecom circles.

Customer service: 1800 889 9999

Parent organization: Reliance Industries Limited

Founder: Mukesh Ambani

Founded: 2007

Key person: Akash Ambani

Subsidiary: LYF
Reliance Jio Infocomm Limited, d/b/a Jio, is an Indian mobile network operator.
Owned by Reliance Industries and headquartered in Mumbai, Maharashtra, it operates a
national LTE network with coverage across all 22 telecom circles. Jio does not offer 2G
or 3G service, and instead uses voice over LTE to provide voice service on its network.

Jio soft launched on 27 December 2015 (the eve of what would have been the 83rd
birthday of Reliance Industries founder Dhirubhai Ambani), with a beta for partners
and employees, and became publicly available on 5 September 2016. As of 31 January
2019, it is the third largest mobile network operator in India and the ninth largest
mobile network operator in the world with over 289.44 million subscribers.

On 5 July 2018, fixed line broadband service named Giga fibre, was launched by the
Reliance Industries Limited's chairman Mukesh Ambani , during the company's Annual
General Meeting.

Jio
Reliance Jio promises to shape the future of India by providing end-to-end digital solutions for
businesses, institutions and households and seamlessly bridging the rural-urban divide.

Home to the world’s second largest population of 1.2 billion, India is a young nation with
63% of its population under the age of 35 years. It has a fast growing digital audience with
800 million mobile connections and over 200 million internet users. Reliance thoroughly
believes in India’s potential to lead the world with its capabilities in innovation. Towards that
end, Reliance envisages creation of a digital revolution in India.

Reliance Jio aims to enable this transformation by creating not just a cutting-edge voice and
broadband network, but also a powerful ecosystem on which a range of rich digital services
will be enabled – a unique green-field opportunity.

The three-pronged focus on broadband networks, affordable smartphones and the availability
of rich content and applications has enabled Jio to create an integrated business strategy from
the very beginning, and today, Jio is capable of offering a unique combination of telecom,
high speed data, digital commerce, media and payment services.
A Vision That Touches All

Reliance’s vision for India is that broadband and digital services will no longer be a luxury
item. Rather, Reliance envisions an India where these are basic necessities to be consumed in
abundance by consumers and small businesses alike, as much in far-flung villages as in our
largest cities. The initiatives are truly aligned with the Government of India's ‘Digital India’
vision for our nation.

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.

Digital Communication: The application Jio4GVoice brings the 4G communication suite to

all smartphones. With its RCS (Rich Communication Services) features like Enriched calling,
Chat, File share and Unified Messaging, it redefines the calling and messaging experience. It
also enables Jio’s cutting edge voice and video call service on non-VoLTE smartphones.

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. Jio Money, Jio’s digital currency
and digital payments business, 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, sync and share any
content between their 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.

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.
Jio Mags 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

Laying the Foundation for the Future

Reliance Jio is creating the most extensive and future-proof network in India, and perhaps, in
the world. It will provide next generation legacy-free digital services over an end-to-end all-
IP network, which can be seamlessly upgraded even to 5G and beyond. In addition to the
existing pan India 2300 MHz spectrum and 1800 MHz in 14 circles, Jio invested over Rs
10,000 crore during this year's auction to acquire 800 MHz spectrum in 10 circles and 1800
MHz spectrum in 6 circles. This brings the cumulative investment in spectrum assets to
nearly Rs 34,000 crores. Jio now has the largest footprint of liberalized spectrum in the
country, acquired in an extremely cost effective manner.

Reliance Jio has laid more than 2.5 lakh kilometres of fibre-optic cables, covering 18,000
cities and over one lakh villages, with the aim of covering 100% of the nation’s population by
2018. It has an initial end-to-end capacity to serve in excess of 100 million wireless
broadband and 20 million Fibre-to-Home customers. Reliance Jio has also built nearly half-a-
million square feet of cloud data centres and a multi-Terabit capacity international network.

The infrastructure is being built in partnership with some of the world’s most technologically
advanced companies.
 Founder Chairman

Whatever action a great man performs, common men follow. And whatever standards he sets by

exemplary acts, all the world pursues.

Bhagavad Gita 3:21

Dhirubhai Ambani (28 December 1932 – 6 July 2002) epitomised the dauntless
entrepreneurial spirit of a visionary always on the march to change the destiny of a nation.
Acclaimed as the top businessman of the 20th century and lauded for his dynamic, pioneering
and innovative genius, Dhirubhai was an inspiring leader with sterling qualities. His success
story fired the imagination of a generation of Indian entrepreneurs, business leaders and
progressive companies. For many, he still remains an icon, a role model to be emulated.

Dhirubhai’s unique vision redefined the potential of the Indian corporate sector and he
challenged conventional wisdom in several areas. He was probably the first Indian
businessman to recognise the strategic significance of investors and discover the vast
untapped potential of the capital markets and channelize it for the growth and development of
industry. The corporate philosophy he followed was short, simple and succinct: “Think big.
Think differently. Think fast. Think ahead. Aim for the best.” It was under Dhirubhai’s
visionary leadership the Reliance Group emerged as the largest business conglomerate in
India, and carved out a distinct place for itself in the global pantheon of corporate giants.

During the course of his entrepreneurial mission, Dhirubhai set a number of revolutionary
precedents. His contributions to the social and economic development of the nation were
many and recognised by numerous national and international organisations. He was honoured
with the Padma Vibhushan – India's second highest civilian honour – in 2016, for his
‘exceptional and distinguished’ service to trade and industry. Many other prestigious awards
and titles have been conferred on him, including the Lifetime Achievement Award (The
Economic Times), Man of the Century (Chemtech Foundation), Indian Entrepreneur of the
20th Century (FICCI), and many more.

He visualised the growth of Reliance as an integral part of his grand vision for India. He was
convinced that India could become an economic superpower within a short period of time and
wanted Reliance to play an important role in realising this goal. Today, the Group's turnover
represents nearly 3 percent of India's GDP.

 Don't give up. Courage is my conviction.

- Dhirubhai Ambani
Memorable Speeches

The collection of memorable speeches by Dhirubhai that shed light on his persona and also
inspired scores of people to believe in their dreams:

Lifetime Achievement Award Acceptance Speech

The Economic Times Awards for Corporate Excellence

Wharton Dean's Medal Acceptance Speech

The Wharton School, University of Pennsylvania

Man of the Century Award Acceptance Speech

Chemtech Foundation
Chairman & Managing Director

Our fundamental belief is that for us growth

is a way of life and we have to grow at all times.

Mr. Mukesh D. Ambani (DIN 00001695) is a Chemical Engineer from the Institute of
Chemical Technology, Mumbai (erstwhile the University Department of Chemical
Technology, University of Mumbai). He pursued an MBA from Stanford University in the
US. He has been on the Board of Reliance since 1977. He initiated Reliance’s backward
integration journey – from textiles to polyester fibres and further onto petrochemicals
and petroleum refining, and going upstream into oil and gas exploration and
production. He created multiple new world-class manufacturing facilities involving
diverse technologies that have raised Reliance’s petrochemicals manufacturing
capacities from less than a million tonnes to about 21 million tonnes per year.

In the late nineties, Mr. Mukesh Ambani spearheaded the creation of the world’s largest
grassroots petroleum refinery at Jamnagar in Gujarat, India, with a capacity of 660,000
barrels per day (33 million tonnes a year), and integrated it with petrochemicals, power
generation, port and related infrastructure. Further, he steered the setting up of another
580,000-barrels-per-day refinery next to the first one in Jamnagar. With an aggregate
refining capacity of 1.24 million barrels of oil per day at a single location, Jamnagar has
become the refining hub of the world.

He also led Reliance’s development of infrastructure facilities and implementation of a

pan-India organized retail network spanning multiple formats and supply chain
infrastructure. Today, Reliance Retail is the largest organised retail player in India. He
has created global records in customer acquisition for Jio, Reliance’s digital services
initiative. He led and established one of the world’s most expansive 4G broadband
wireless network offering end-to-end solutions that address the entire value chain
across various digital services in key domains of national interest, such as education,
healthcare, security, financial services, government-citizen interfaces, and
entertainment.

Mr. Mukesh Ambani is a member of the Prime Minister’s Council on Trade and Industry,
Government of India, and the Board of Governors of the National Council of Applied
Economic Research, India. He is the Chairman of the Board of Governors, Pandit
Deendayal Petroleum University in Gujarat. He is a Board Member of the Interpol
Foundation, and a member of The Foundation Board of the World Economic Forum.

Mr. Ambani is also a member of the following forums:

 - Indo-U.S. CEOs’ Forum

 - India Advisory Council of The British Asian Trust (as Chairman)
 - International Advisory Council of The Brookings
 - McKinsey & Company International Advisory Council
 - Global Advisory Council of Bank of America
 - The Business Council
 - India Advisory Group of the London School of Economics

Mr. Mukesh Ambani is an elected Foreign Member of the prestigious United States
National Academy of Engineering. Only nine other Indians have received this honour.
He is the Chairman of Reliance Jio Infocomm Limited and Reliance Retail Ventures
Limited, and a Director of Reliance Foundation and Reliance Europe Limited. At
Reliance Industries, he is the Chairman of the Board of Directors and Finance
Committee.
 Jio Launch and 2016 Annual General Meeting
Speech

CNN Interview with Mr. Mukesh Ambani

Chairman's Awards

 2017

Only Indian to be featured on Forbes Global Game Changers List

 2017

Economic Times Business Leader of the Year

 2016

Foreign Member – US National Academy of Engineering

 2016
 Other Gold Medal – Chemical Heritage Foundation, USA

 2016

Doctor of Philosophy (Honoris Causa) – Indian Institute of Technology, Roorkee

 2015

Honorary Doctor of Science – Institute of Chemical Technology, Mumbai

 2013

‘Entrepreneur of the Decade’ – All-India Management Association

 2013

‘Global Challenger’ – Boston Consulting Group

 2013

One of ‘25 Greatest Global Living Legends’ – NDTV

 2011

One of ‘100 Most Influential People in the World’- TIME magazine

 2010

5th best performing CEO in the world - Harvard Business Review ranking of top 50 global
CEOs

 2010

Businessman of the Year - Financial Chronicle

 2010

Business Leader of the Year - NDTV India

 2010

Global Leadership Award - Business Council for International Understanding

 2010

School of Engineering and Applied Science Dean's Medal - University of Pennsylvania

2000

Ernst & Young Entrepreneur of the Year

Board of Directors

Mukesh D. Ambani
Chairman and Managing Director
Nita M. Ambani

Non-Executive, Non Independent Director

Hital R. Meswani

Executive Director
Nikhil R. Meswani

Executive Director

Board Committees

The Board has appointed various committees to assist it in discharging its

responsibilities. The Board has adopted charters setting forth the roles and
responsibilities of each of the committees as well as qualifications for committee
membership, procedures for committee members' appointment and removal,
committee structure and operations and reporting to the Board. The Board may
constitute new committees or dissolve any existing committee as it deems necessary for
the discharge of its responsibilities.

Objective
The Audit Committee assists the Board in its responsibility for overseeing the quality
and integrity of the accounting, auditing and reporting practices of the Company and its
compliance with the legal and regulatory requirements. The Committee's purpose is to
oversee the accounting and financial reporting process of the Company, the audits of the
Company's financial statements, the appointment, independence, performance and
remuneration of the statutory auditors including the Cost auditors, the performance of
internal auditors and the Company's risk management policies.

Terms of Reference
The terms of reference / powers of the Audit Committee are as under :
A. Powers of the Audit Committee

 To investigate any activity within its terms of reference.

 To seek information from any employee.
 To obtain outside legal or other professional advice.
 To secure attendance of outsiders with relevant expertise, if it considers necessary.

B. The role of the Audit Committee includes

 Oversight of the Company’s financial reporting process and the disclosure of its
financial information to ensure that the financial statement is correct, sufficient and
credible;
 Recommending the appointment, remuneration and terms of appointment of
statutory auditors, including cost auditors of the Company;
 Approving payment to statutory auditors, including cost auditors, for any other
services rendered by them;
 Reviewing with the management, the annual financial statements and auditors
report thereon before submission to the Board for approval, with particular
reference to:
o Matters required to be included in the Directors’ Responsibility Statement to be
included in the Board’s Report in terms of clause (c) of sub-section 3 of Section
134 of the Companies Act, 2013;
o Changes, if any, in accounting policies and practices and reasons for the same;
o Major accounting entries involving estimates based on the exercise of judgement
by the management;
o Significant adjustments made in financial statements arising out of audit findings;
o Compliance with listing and other legal requirements relating to financial
statements;
o Disclosure of any related party transactions; and
o Modified opinion(s) in the draft audit report.
Human Resources, Nomination and Remuneration Committee

Composition

Terms of Reference
The terms of reference of the Nomination, Human Resources and Remuneration
Committee are as under:

 To identify persons who are qualified to become Directors and who may be
appointed in senior management in accordance with the criteria laid down and to
recommend to the Board their appointment and/or removal;
 To carry out evaluation of every Director’s performance;
 To formulate the criteria for determining qualifications, positive attributes and
independence of a Director, and recommend to the Board a policy relating to the
remuneration of the Directors, key managerial personnel and other employees;
 To formulate the criteria for evaluation of Independent Directors and the Board;
 To recommend to the Board whether to extend or continue the term of appointment
of the independent director, on the basis of the report of performance evaluation of
independent directors;
 To devise a policy on Board diversity;
 To recommend/review remuneration of the Managing Director(s) and Whole-time
Director(s) based on their performance and defined assessment criteria;
 To administer, monitor and formulate detailed terms and conditions of the
Employees’ Stock Option Scheme including:
o the quantum of options to be granted under Employees’ Stock Option Scheme per
employee and in aggregate;
o the conditions under which option vested in employees may lapse in case of
termination of employment for misconduct;
o the exercise period within which the employee should exercise the option, and
that the option would lapse on failure to exercise the option within the exercise
period;
o the specified time period within which the employee shall exercise the vested
options in the event of termination or resignation of an employee;
o the right of an employee to exercise all options vested in him at one time or
various points of time within the exercise period;
o the procedure for making a fair and reasonable adjustment to the number of
options and to the exercise price in case of corporate actions, such as rights issues,
bonus issues, merger, sale of division and others;
o the granting, vesting and exercising of options in case of employees who are on
long leave; and
o the procedure for cashless exercise of options.

 To carry out any other function as is mandated by the Board from time to time and /
or enforced by any statutory notification, amendment or modification, as may be
applicable;
 To perform such other functions as may be necessary or appropriate for the
performance of its duties

History

Jio's headquarters in RCP, Navi Mumbai

The company was registered in Ambawadi, Ahmedabad (Gujarat) on 15 February 2007 as

Reliance Jio Infocomm Limited. In June 2010, Reliance Industries (RIL) bought a 95% stake
in Infotel Broadband Services Limited (IBSL) for ₹4,800 crore (US$670 million). Although
unlisted, IBSL was the only company that won broadband spectrum in all 22 circles in India
in the 4G auction that took place earlier that year.[8] Later continuing as RIL's telecom
subsidiary, Infotel Broadband Services Limited was renamed as Reliance Jio Info comm
Limited (RJIL) in January 2013

In June 2015, Jio announced that it would start its operations all over the country by the end
of 2015 . However, four months later in October, the company's spokesmen sent out a press
release stating that the launch was postponed to the first quarter of the financial year 2016–
2017.

Later, in July, a PIL filed in the Supreme Court by an NGO called the Centre for Public
Interest Litigation, through Prashant Bhushan, challenged the grant of a pan-India licence to
Jio by the Government of India. The PIL also alleged that Jio was allowed to provide voice
telephony along with its 4G data service, by paying an additional fee of just ₹165.8 crore
(US$23 million) which was arbitrary and unreasonable, and contributed to a loss of ₹2,284.2
crore (US$320 million) to the exchequer.

The Indian Department of Telecommunications (DoT), however, refuted all of CAG's claims.
In its statement, DoT explained that the rules for 3G and BWA spectrum didn't restrict BWA
winners from providing voice telephony. As a result, the PIL was revoked, and the
accusations were dismissed.
Beta launch
The 4G services were launched internally to Jio's partners, its staff and their families on 27
December 2015. Bollywood actor Shah Rukh Khan, who is also the brand ambassador of Jio,
kickstarted the launch event which took place in Reliance Corporate Park in Navi Mumbai,
along with celebrities like musician A R Rahman, actors Ranbir Kapoor and Javed Jaffrey,
and filmmaker Rajkumar Hirani. The closed event was witnessed by more than 35000 RIL
employees some of whom were virtually connected from around 1000 locations including
Dallas in the US.

Commercial launch
The company commercially launched its services on 5 September 2016. Within the first
month, Jio announced that it had acquired 16 million subscribers. This is the fastest ramp-up
by any mobile network operator anywhere in the world. Jio crossed 50 million subscriber
mark in 83 days since its launch subsequently crossing 100 million subscribers on 22
February 2017. By October 2017 it had about 130 million subscribers.

Alliance
In February 2016 Jio announced a global alliance of Mobile Network Operators which
include:

 BT Group
 Deutsche Telekom
 Millicom
 Orange S.A.
 Rogers Communications
 MTS
 Telia Company

Radio frequency summary

Jio owns spectrum in 850 MHz and 1,800 MHz bands in India's 22 circles, and also owns
pan-India licensed 2,300 MHz spectrum. The spectrum is valid until 2035.
 FDD-LTE FDD-LTE TDD-LTE
Telecom circle 1800MHz 850MHz 2300MHz
Band 3 Band 5 Band 40

Andhra Pradesh & Telangana

Assam

Bihar & Jharkhand

Delhi

Uttar Pradesh (East)

Gujarat

Haryana

Himachal Pradesh

Jammu and Kashmir

Karnataka

Kerala

Kolkata

Madhya Pradesh & Chhattisgarh

Maharashtra

Goa

North East

Odisha

Punjab

Rajasthan

Tamil Nadu

West Bengal

Uttar Pradesh (West)

Partnerships
Jio shares spectrum with Reliance Communications. The sharing deal is for 800 MHz band
across seven circles other than the 10 circles for which Jio already owns.

In September 2016, Jio signed a pact with BSNL for intra-circle roaming which would enable
users of the operators to use each other's 4G and 2G spectrum in national roaming mode.

In February 2017, Jio announced a partnership with Samsung to work on LTE - Advanced
Pro and 5G

WHY RELIANCE JIO

Jio Digital Life


Unmatched 4G network with lowest data rate globally

LYF devices starting Rs. 2,999


Complimentary Jio Apps worth Rs. 15,000

Nationwide free voice calls to any network. No roaming


No complex telecom charges


Jio simple 4G Tariff Plans


Enterprise friendly solutions and plans
 

Jio Platinum Customer Service - the first of its kind

Products and services

Jio's official slogan

JioPhone
Jio Phone

On 21 July 2017, Jio introduced its first affordable 4G feature phone, powered by KaiOS,
named as JioPhone. The price announced for it is ₹0 with a security deposit of ₹1500 which
can be withdrawn back by the user by returning the JioPhone at Jio stores only after three
years. This phone was released for beta users on 15 August 2017 and pre-booking for regular
users started on 24 August 2017.

JioPhone 2

A second model with a QWERTY keyboard, as well as Facebook, WhatsApp and YouTube
applications, was released in July 2018 for ₹2,999.

4G broadband
The company launched its 4G broadband services throughout India in September 2016 .It was
slated to release in December 2015 after some reports said that the company was waiting to
receive final permits from the government. Jio offers fourth-generation (4G) data and voice
services, along with peripheral services like instant messaging and streaming movies and
music.
The company has a network of more than 250,000 km of fiber optic cables in the country,
over which it will be partnering with local cable operators to get broader connectivity for its
broadband services. With its multi-service operator (MSO) licence, Jio will also serve as a
TV channel distributor and will offer television-on-demand on its network.

LYF smartphones

An image of LYF WATER 2 phone with IPS display.

In June 2015, Jio entered into an agreement with domestic handset maker Intex to supply 4G
handsets capable of voice over LTE (VoLTE). However, in October 2015, Jio announced that
it would be launching its own mobile handset brand named LYF.

On 25 January 2016, the company launched its LYF smartphone series starting with Water 1,
through its chain of electronic retail outlets, Reliance Retail. Three more handset models have
been released so far, namely Water 2, Earth 1, and Flame 1.

Jionet WiFi
Prior to its pan-India launch of 4G data and telephony services, Jio has started providing free
Wi-Fi hotspot services in cities throughout India including Surat, Ahmedabad in Gujarat, and
Visakhapatnam in Andhra Pradesh,[46] Indore, Jabalpur, Dewas and Ujjain[47] in Madhya
Pradesh, select locations of Mumbai in Maharashtra, Kolkata in West Bengal, Lucknow in
Uttar Pradesh, Bhubaneswar in Odisha, Mussoorie in Uttarakhand, Collectorate's Office in
Meerut, and at MG Road in Vijayawada among others.
In March 2016, Jio started providing free Wi-Fi internet to spectators at six cricket stadiums
hosting the 2016 ICC World Twenty20 matches. Jionet was made available in Wankhede
Stadium (Mumbai), Punjab Cricket Association IS Bindra Stadium (Mohali), Himachal
Pradesh Cricket Association Stadium (Dharamshala), Chinnaswamy Stadium (Bengaluru),
Feroz Shah Kotla (Delhi), and Eden Gardens (Kolkata) in India

Jio Giga Fiber

Jio launched Jio Giga Fibre on 15 August 2018 which offers high speed broadband, landline
and DTH services at reasonable prices.

Jio Apps

Jio sim card pouch as distributed by Reliance Jio Infocomm

In May 2016, Jio launched a bundle of multimedia apps on Google Play as part of its
upcoming 4G services. While the apps are available to download for everyone, a user will
require a Jio SIM card to use them. Additionally, most of the apps are in the beta phase.
Notable apps include:

 JioChat - instant messaging app[

 JioCinema - online HD video library[
 JioCloud - cloud-based backup tool
 JioMags - e-reader for magazines[
 JioMoney Wallet - online payments/wallet app
 JioSaavn (earlier, JioMusic) - for online and offline music streaming in English and Indian
languages
 JioSecurity - security app
 Jio4GVoice (earlier, JioJoin) - VoLTE phone simulator[65]
 MyJio - manage Jio account and digital services associated with it[66][67]
 COMPELLING APPS & CONTENT

MYJIO
Manage your Jio Account.

Available for


 JIOSAAVN
All your music. Anytime.Anywhere

Available for

JIOTV
Daily dose of entertainment.

Available for


 JIOCINEMA
Movies, TV Shows, Music & more

Available for

JIOCHAT
An efficient way to stay connected.

Available for


 JIOMAGS
There is always more to read.

Available for

JIOXPRESSNEWS
Stay Updated. Stay Ahead.

Available for


 JIOCLOUD
Your files are one touch away.

Available for

JIO4GVOICE
Get VoLTE &RCS on any phone.

Available for


 JIOMONEY
Experience cashfree living.

Available for

JIOSECURITY
Protect phone, secure data.

Available for


 JIONEWSPAPER
Your digital newsstand.

Affordable 4G phones
Reliance Jio has partnered with Google to manufacture affordable 4G handsets. These phones
will run exclusively on Jio network. The two companies are also working on developing
software for smart-TV services. Both were expected to launch in 2017.

JioFi
Jio has also launched Wi-Fi routers by the name JioFi.

JMR 540

JioFi M2
 Router M2S Black

Router JMR1040 Black

Router JMR541 Black

Branding and marketing

On December 24, 2015, Bollywood actor Shah Rukh Khan was appointed as Jio's brand
ambassador

Pokémon Go
Location-based AR game Pokémon Go was launched in India in December, 2016 in
collaboration with Jio in which hundreds of Jio stores and other Reliance marts and shopping
malls like Reliance Trends and Reliance Digital became Sponsored Poké Stops and Gyms.

Reception of Jio Prime

By July, 12.55 crore Jio customers had opted for Jio Prime. The last date for registration to
Jio Prime membership was 31 March 2017. This was extended until 15 April 2017 along with
an introduction of a new offer, "Jio Summer Surprise", which gave customers three months of
free services. On 6 April 2017, TRAI advised Jio to withdraw this offer.[74]

Petroleum Refining & Marketing

Petroleum refining and marketing (R&M) is the second link in Reliance's drive for growth and
global leadership in the core energy and materials value chain.

The Jamnagar manufacturing division is the world's largest refining hub. The entire refining
complex was built in a record time at globally competitive capital costs – in fact, at costs
much lower than comparable refineries around the world. Its scale, design, flexibility, level of
automation and degree of integration heralded the way refineries of the future would be built.
The speedy growth of the complex lies at the heart of India's transformation. It has
transformed India from being a net importer of petroleum products to a net exporter, thereby
ensuring the nation's energy security.

With crude processing capacity of 1.24 million Barrels Per Stream Day (BPSD), the
Jamnagar refinery is a trendsetter and has won several awards, including the prestigious
'International Refiner Of The Year' award. It also enjoys the distinction of housing some of
the world's largest units, such as the Fluidised Catalytic Cracker (FCC), Coker, Alkylation,
Paraxylene, Polypropylene, Refinery offgas (ROG) cracker and Petcoke gasification plants.

Fuels from Jamnagar refinery are exported to several countries across the world. This complex refinery is
future ready and can produce gasoline and diesel of any grade. Reliance also has another refinery – the
 sixth largest in the world – in the Special Economic Zone at Jamnagar. This refinery has a capacity for
processing 580,000 BPD of crude.

Key Components of the R&M Business Model

Reliance's technical, operational and logistic strengths act as the fulcrum to leverage its
refineries' asset utilisation and optimisation, the key components of the R&M business
model. These strengths, coupled with our highly integrated plants and automated processes,
augment our R&M business's operating efficiencies. Moreover, our refineries are
strategically located on the west coast of India, offering the benefits of low transportation
costs for feedstock and proximity to high-growth markets.

The goal of R&M business is to deliver industry leading returns and be a source of medium-
term growth, while focusing on health, safety and environment.

Asset
Advantage

 High production capacity ensures industry leading capital per barrel.

 Dedicated marine facility, giving access to the world's largest crude and product vessels.
 Scale of operations and energy efficiency ensure the lowest operating costs, globally.

Asset
Optimisation

 Reliance's integrated Supply and Trading team works real-time with the refinery operations to optimise
asset utilisation.
 Ability to process all grades of crude oil and meet the increasingly differentiated and more demanding
product specifications.

Our operations ensure access to a very wide variety of feedstock to produce products, meeting the most
stringent specifications globally.

Products

Our refinery at Jamnagar processes a wide variety of crude oils and produces a range of
petroleum products for exports as well as supply in the Indian market.

Products Applications

Liquefied Petroleum Gas (LPG) Domestic and industrial fuel

Products Applications

Propylene Feedstock for polypropylene

Naphtha Feedstock for petrochemicals

Gasoline Transport fuel

Jet /Aviation Turbine Fuel Aviation fuel

Superior Kerosene Oil Domestic fuel

High-Speed Diesel Transport fuel

Sulphur Feedstock for fertilizers and pharmaceuticals

Petroleum Coke Fuel for power plants and cement plants

Exploration & Production

Reliance is one of the largest exploration and production players in India having a balanced
domestic conventional and unconventional hydrocarbon portfolio.

Portfolio Snapshot
RIL’s upstream business comprises the complete chain of activity starting from exploration, appraisal,
development and production of hydrocarbons.

Reliance entered the Exploration and Production (E&P) business by becoming a 30% partner in an
unincorporated joint venture with Shell (erstwhile BG) and ONGC in the Panna Mukta and Mid and South
Tapti blocks. Our domestic portfolio comprises of five conventional oil and gas blocks in Panna Mukta
Tapti (PMT), Krishna Godavari, Mahanadi & Gujarat Saurashtra and two Coal Bed Methane (CBM)
blocks in Sohagpur East and West in Madhya Pradesh.

Oil and gas is currently being produced from our PMT, KG D6 & CBM blocks in India and shale gas JVs
in the US.

Partnering for Growth

Partnerships represent an important dimension of the E&P business. Reliance and BP entered into
transformational partnership with focus on delivering growth and adding value to India’s energy sector.
The partnership is a perfect blend of BP’s deepwater and development expertise with Reliance’s project
management skills. We have also forged strategic partnerships with Chevron and Pioneer Natural
Resources for development of shale gas resources in US.

RIL and its partners in conventional and Shale Business work closely together and channelize expertise to
target high quality prospects and optimise existing and future development plans.

In the upstream business, Reliance aspires to:

Bring no harm to people and environment, safety is paramount (Zero accidents, 100% compliance)

Be recognised as a "Partner of choice" for our stakeholders, building strong relationships which are of
mutual advantage

Be India's top player across the gas value chain

Have best-in-class people, processes and technology

Conventional
In 2002, Reliance struck gas in the D1-D3 field of KG D6 block. RIL is producing natural
gas from the gas fields D1-D3 since April 1, 2009.

The KG D6 fields rank amongst one of the largest green-field deepwater oil and gas
production facilities in the world. D1-D3 fields are the first and only deepwater producing
fields in India and remains among the most complex reservoirs in the world. Reliance, along
with its partners, has committed ~$6 billion for second wave of projects in KG D6 over the
next few years. To supplement the existing asset base, we continue to look at new
opportunities that are a strategic fit with capabilities and integrated petroleum value chain.

Coal Bed Methane

Production from the CBM blocks (Sohagpur East and West) commenced in 2017. As part of
CBM development program, Reliance has drilled more than 200 wells and set up two Gas
Gathering Stations and 8 Water Gathering Stations.

Reliance Gas Pipeline Limited (RGPL), one of the subsidiary of RIL operates 300 KM of
natural gas pipeline from Shahdol in Madhya Pradesh to Phulpur in Uttar Pradesh to transport
gas from RIL’s CBM blocks.

The CBM project is the largest surface footprint hydrocarbon project of the country

Petrochemicals
Our petrochemicals business creates more than just products, it generates experiences that shape
and enhance lifestyles.
It is our constant endeavour to develop products that provide world-class experiences to our
customers across a range of applications – packaging, agriculture, automotive, housing, and
healthcare among others.

Our comprehensive solutions such as project identification, new product design, product and
market development, raw material selection and testing – beside a host of 'industry specific'
solutions – have helped us grow into the world's largest integrated producer of polyester fibre
and yarn. Reliance continues to set global benchmarks in product quality, standards and
services. Superior technologies, strong focus on R&D, latest IT-enabled services and end-to-
end solutions across the value chain reinforce our leadership in the industry.

Relwood™

RelWood™ is an innovation brought to the country by Reliance that promises to change the
entire space around us. It looks like wood, feels like wood, can be worked upon like wood,
but is tougher and greener.

RelWood™ is a natural fibre polymer composite material which can give the look and feel of
wood while overcoming its drawbacks. Made with German technology, it has a unique
homogeneous bonding between natural fibre and polymer. This creates a material that is
virtually indistinguishable from tropical wood in terms of optics and haptic properties and at
the same time is resistant to water, sun, wind and cold that does not splinter – even after
many years. It is 100% recyclable, waterproof, low maintenance and is also resistant to
termites, mould and fungi.

RelWood™ is available in the form of sheets (RelWood™ UPB) and also profiles of various
shapes and can be used in a variety of applications like furniture, door, flooring, decking,
wall cladding or façade.

For more information please contact [email protected] or visit relwood.in

R|Elan™

As an industry leader and a pioneer, the polyester division of RIL is always looking at ways
to come up with value-added, easy-care, and more comfortable fabrics for the common man.

Following extensive research and development, and using its expertise in fibre re-
engineering, RIL has created R|Elan™ – a portfolio of speciality fabrics. It is a perfect blend
of art and smart, with fabrics providing enhanced aesthetics, performance and comfort.
Through these fabrics R|Elan™ aims to cater to all consumers across all apparel segments –
active wear, denim, formal wear and womenswear. These fabrics have been created with
active participation of HEP partners, spread across various textile centres of India.

R|ELan™ aims to create a robust fibre-to-fabric value chain to ensure that these innovations
match the commercial expectations of fashion brands. R|Elan fabrics will be presented to
consumers with leading domestic and international brands in the form of co-branded
apparels.
Global Demand for Excellence

Our reach spreads across the globe to fulfil aspirations everywhere. Some of the most
discerning global companies are Reliance customers.

Retail

Reliance Retail is the retail initiative of the group and an epicentre of our consumer facing
businesses. It has in a short time forged strong and enduring bonds with millions of
consumers by providing them unlimited choice, outstanding value proposition, superior
quality and unmatched experience across all its retail stores.

Since its inception in 2006, Reliance Retail has grown to cater to millions of customers, and
thousands of farmers and vendors. Reliance Retail serves over 5 million customers every
week, and has the patronage of more than 50 million customers. Our nationwide network of
retail outlets delivers a world-class shopping environment and unmatched customer
experience powered by our state-of-the-art technology and seamless supply-chain
infrastructure.

Reliance Retail has adopted a multi-prong strategy and operates neighbourhood stores,
supermarkets, hypermarkets, wholesale cash & carry stores, specialty stores and online stores
and has democratized access to all types of products and services across all segments for all
Indian consumers.

Reliance Retail has achieved the distinction of being the largest retailer in the country.
Reliance Retail’s commitment to bettering lives has been embodied in its pursuit to make a
difference on social socio-economic issues in India. The initiative has brought large number
of farmers and small producers to the forefront of the retail revolution by partnering with
them for growth.

Deep insight into India’s economic, cultural and consumption diversity drives Reliance
Retail’s vision in the retail universe. The operating model is based on customer centricity,
while leveraging common centres of excellence in technology, business processes and supply
chain. More importantly, it has built a strong and unwavering foundation through its
extraordinary people.

Reliance Retail has emerged as the partner of choice for international brands and has
established exclusive partnerships with many revered international brands such as Armani
Exchange, Burberry, Canali, Pottery Barn, Diesel, Superdry, Hamleys, Ermenegildo Zegna,
Marks and Spencer, Paul & Shark, Thomas Pink, Brooks Brothers, Steve Madden, Grand
Vision and many more.
Reliance Retail operates nearly 10,000 stores pan India with nearly 21 million square feet of
retail space and is growing rapidly.

KEY FACTS

69,198 Crore
Revenues in FY2018

2,529 Crore
EBITDA in FY2018

9,907
Retail Stores

21 Million Sqft
Retail Area
>6,400 Cities
And Growing

> 4 Million
Customers Served Every Week

> 50 Million
Reliance One loyalty membership base

> 104,000
People employed

> 500 Metric Tonnes

Fruits & Vegetables sold every day
 > 14 Million
litres of milk sold every year

> 100
Distribution Centres across 23 states

MILESTONE
2006
Reliance Industries ventures into organised retail through Reliance Retail with its first
Reliance Fresh store in Hyderabad

2007
Launches Reliance Digital, a consumer electronics retail chain

2008
Reliance Retail opens its first fashion & lifestyle store under Reliance Trends and Reliance
Footprint brands

Enters into JVs with Marks and Spencer and Grand Vision

2010
Crosses 1,000 stores mark

Announces partnerships with Zegna, QuikSilver & Steve Madden

2011
Launches wholesale cash-n-carry store chain - Reliance Market
Reliance Retail achieves $1 billion in sales

2012
Reliance Trends becomes India’s largest fashion Retailer

Announces partnerships with Iconix, Kenneth Cole, Thomas Pink and Brooks Brothers

2013
Reliance Market, becomes India’s largest wholesales cash & carry store chain

Reliance Retail achieves EBITDA break-even

2014
Launches Reliance Digital Express Mini, a chain of small stores dealing in mobility and
communication devices

Reliance Retail consolidates its market leadership as the largest retailer in India

2015
Reliance Retail 2.0 unveiled with launch of multi-channel initiatives

Announces partnership with BCBGMAXAZRIA, Juicy Couture and Cherokee

2016
Launches www.ajio.com a curated fashion e-commerce platform and www.Footprint360.com
a multi-channel e-commerce platform for Reliance Footprint

2017
Reliance Retail crosses $5 billion revenue mark

Launched www.reliancetrends.com a multi-channel e-commerce platform for Reliance

Trends

Announced partnership with Flormar, Bally and Scotch & Soda

Launched Project Eve, a mid-premium fashion and lifestyle destination store for women

2018
Crosses revenue milestone of US$ 10 billion.

Largest store expansion by an Indian Retailer in a year - Launched 3,736 Jio Points covering
over 3,700 cities in India.

2018
Largest store expansion by an Indian Retailer in a year - Launched 3,736 Jio Points across
more than 4,400 cities in India.
Brands

Each of our brands is a natural extension of our philosophy of excellence. From Vimal to Recron, our
brands are tuned to not only the needs, but also the aspirations of our customers. Today, our products and
brands touch the lives and enhance the lifestyles of millions of Indians.

Polymers

Polypropylene (PP)

Polyethylene (HDPE, LLDPE & LDPE)

Polyvinyl Chloride (PVC)

 Chemicals

Linear Alkyl Benzene (LAB)

Polyesters

Portfolio of Speciality New-age Fabrics

Petroleum Retail
 Liquefied Petroleum Gas (LPG)

Transportation Fuels

Jet/Aviation Turbine Fuel

Foods

Textiles Owned Brands

Suitings, Shirtings, Readymade Garments, Sarees and Dress Material for Women
Ready-to-stitch, take away fabric in gift packs

Retail Owned Brands

Neighbourhood store

Supermarket

Wholesale Cash & Carry store

 Electronics speciality store

Speciality store for mobility & communication

Jewellery speciality store

Footwear speciality store

 Apparel speciality store

Women apparel store

Menswear focused apparel store

Curated online fashion store

 In-Store Brands

Ethnic Indianwear inspired by Indian ethos and art forms

4G Mobile Handsets and Connectivity Devices

Premium Grade Farm Produce brand

Clean, Hygienic and Wholesome products brand

Partnerships with Reliance Retail

Luxury Men's Wear and Women's Wear

Diversified portfolio of fashion and home brands

Women's Footwear and Accessories

 Iconic British lifestyle brand

Bags, Footwear and Accessories

British retail brand specialising in products for expecting mother and kids

Men's Formal Wear

 Digital Services

Jio - Connected Intelligence

MyJio - Manage your Jio account

JioTV - Live and Catch up TV on the move

 JioMusic - HD Music for you. Anytime. Anywhere.

Jio4GVoice - VoLTE & Rich Communication on all phones

JioMoney - Experience cash-free living

 Reliance Foundation

Message from Chairperson – Nita Ambani

"At Reliance Foundation, our vision is to build an inclusive India by pioneering a holistic
model to address our nation’s multifaceted development challenges, and contribute to its
collective aspirations. Central to our philosophy is the commitment to enhance the quality of
life of people from marginalized and vulnerable communities, by empowering them and
catalyzing change through innovative and sustainable solutions. Our steadfast endeavour is to
create replicable and scalable models of development through an integrated approach in the
true Reliance spirit of maximizing societal value for all, and making it a movement."

Nita M. Ambani

Founder and Chairperson, Reliance Foundation

Nita Ambani is a board member of Reliance Industries and East India Hotels, and leads the
cricket team, Mumbai Indians, in the Indian Premier League. She is also the Founder and
Chairperson of Dhirubhai Ambani International School, one of India’s best international
schools. In 2015, Nita Ambani founded an organization called Football Sports Development
Limited, which focuses on developing sports in India through grassroots programs.

About Reliance Foundation

 Direct Engagement

 Leveraging Technology
  Creating Models of Development

 Long Term Sustainability

 Outcome and Impact Orientation

Reliance Industries Limited (RIL), through Reliance Foundation, has significantly

contributed to and made measurable progress toward its vision of an inclusive India. Moving
well beyond its business activities, the RIL Group contributes to a positive societal impact
through diverse community engagement initiatives.

Led by Smt. Nita M Ambani , Reliance Foundation was set up in 2010 to provide impetus to
various philanthropic initiatives of RIL. The efforts of the group have already touched the
lives of 22 million people across India in more than 15,500 villages and several urban
locations.

The Foundation has a comprehensive development approach. Its prime objective is to create
and support meaningful activities through innovative institutions to address some of India’s
most pressing developmental challenges.

The Foundation lays significant emphasis on leveraging technology for developmental

solutions. Following its model of direct engagement, the Foundation directly reaches out to
the affected communities through trained professionals.

Over the years, Reliance Foundation’s initiatives have continued to evolve, while remaining
responsive to the ever-changing needs of society. The Foundation is currently focusing on
creating change in areas of Rural Transformation, Health, Education, Sports for
Development, Disaster Response, Arts, Culture & Heritage and Urban Renewal.

To maximize its reach and improve outcomes, Reliance Foundation has also established
strategic partnerships with organizations that have the technical expertise and experience to
undertake various programs in the identified focus areas of operation.
Annual Report

 2017 - 2018

Reliance Foundation was established in 2010 to support the efforts of Reliance Industries in
achieving economic equality and sustainable development; leading to transformational
change and improvement in the lives of marginalized sections of society. Under the
leadership of Smt. Nita M. Ambani

 2016 - 2017

Reliance Industries Limited (RIL) has achieved significant milestones and measurable
progress in the last 40 years. The Company has always believed in creating societal value
through its philanthropic activities for more than two decades, with its approach towards
social development evolving as per contemporary needs over the years
 2015 - 2016

Reliance Industries Limited (RIL) has made a significant contribution and measurable
progress towards its vision of inclusive development in India. Beyond its business operations,
RIL continuously strives to make a difference to underprivileged communities through its
philanthropic ventures.

 2014 - 2015

Since its inception in 2010, Reliance Foundation has been working towards improving the
lives of the marginalized and vulnerable communities across rural and urban areas. The
Foundation strives to achieve sustainable inclusive development by undertaking initiatives
towards enhancing rural livelihoods, providing access to quality health care
 2013 - 2014

The Foundation has a comprehensive development approach. Its prime objective is to create
and support meaningful activities through innovative institutions to address some of India’s
most pressing developmental challenges.

 2012 - 2013

At Reliance, growth is not just centered on profits; we place sustainable development at the
core of our business decisions and align our sustainability strategy with our business goals.
 WHAT WE DO

Rural Transformation






Reliance Foundation works toward enriching the lives of the marginalized communities of
India. It enhances livelihood opportunities and provides relevant information to help reduce
risks for rural communities.

By deploying locally-relevant solutions, it also enhances rural livelihoods in agriculture,

marine fisheries and other farm and non-farm based activities. The Foundation makes
systematic efforts to improve the quality and productivity of rural assets, leading to increased
and more reliable yields. This ensures increased incomes and better capacities among the
targeted marginalized communities.

Health

Reliance Foundation works towards enhancing access to quality and affordable healthcare in
India. The Foundation’s ‘Health for All’ motto and integrated healthcare model provides
continuum of care to the most vulnerable sections of society through a network of healthcare
delivery mechanisms.

Cumulatively, over 5.8 million consultations have benefitted vulnerable patients through
various health initiatives. Numerous health camps provide specialized care for HIV/AIDS,
TB, mother and child health as well as various non-communicable diseases like diabetes,
hypertension, cardiac ailments, bone and joint disorders, ophthalmic conditions among
others.
 Education

There are significant inequalities in access to secondary education as far as income, gender,
social group and geography are concerned. The capacity of the secondary schooling system
needs to be significantly expanded across India.

For instance, only 16% of India’s education budget is spent on secondary education
compared to 62% for primary education (K. Biswal, 2011; Secondary education in India:
Development policies, programmes and challenges). The gross enrolment rate (GER) for
combined secondary and senior secondary stages (Classes IX–XII) was nearly 50% in 2009-
10. Besides, not a single Indian University figures in the top 200 of the QS World University
rankings 2013

To accelerate the educational quotient of India, Reliance Foundation's educational programs

address the need of the hour and fosters the youth by providing open access to quality
education using a multi-pronged approach:

 Providing access to quality education through a network of schools

 Offering Dhirubhai Ambani Scholarships to the meritorious students
 Planning to set up a world class university
 Supporting like-minded partners.
 Arts, Culture & Heritage

Reliance Foundation is reimagining ways to protect and promote India’s priceless heritage to
not only sustain but also make art and culture relevant to the younger generation. India is a
land of diverse cultures and it is RF’s endeavour to ensure that the youth appreciates and
connects with its rich heritage and arts.
 CHAPTER – 3

PROJECT PROFILE

RECRUITMENT & SELECTION

Recruitment:

Save
In human resource management, “recruitment” is the process of finding and hiring
the best and most qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization”.

It is one whole process, with a full life cycle, that begins with identification of the
needs of the company with respect to the job, and ends with the introduction of the
employee to the organization.

When we speak of the recruitment process, we immediately think of activities such

as the analysis of the requirements of a specific job, attracting candidates to apply
for that job, screening the applicants and selecting among them, hiring the chosen
candidates to become new employees of the organization, and integrating them into
the structure.
 Obviously, the main reason why the recruitment process is implemented is to find the
persons who are best qualified for the positions within the company, and who will
help them towards attaining organizational goals.

Recruitment is concerned with reaching out, attracting, and

ensuring a supply of qualified personnel and making out selection of
requisite manpower both in their quantitative and qualitative
aspect. It is the development and maintenance of adequate man-
power resources.
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected”.

In this, the available vacancies are given wide publicity and suitable candidates are encouraged
to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

Definitions of Recruitment by Different Authors

 According to Yoder “ Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.”
 According to Edwin Flippo, “Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.”

Kempner writes, “Recruitment forms the first stage in the process

which continues with selection and ceases with the placement of the
candidates.”
Purpose or Objectives of
Recruitment

Recruitment is the process which links the employers with the employees. The
purposes of recruitment are as follows:

 Attract and empower an ever increasing number of applicants to apply in the

organization.
 Build positive impression of the recruitment process.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 To attract and engage people it needs to achieve its overall organizational objectives
 Increase the pool of job candidates at minimum cost.
 Recruit right people who will fit in to organizations culture and contribute to the
organizations goals.
 Determine Current and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 It Help upwards the achievement rate of choice process by diminishing number of
unmistakably under-qualified or overqualified work candidates.
 It Help decrease in the likelihood that activity candidates once enlisted and chose
will leave the organization after a brief time frame.
 Meet the organizations lawful and social commitments with respect to the sythesis of
its workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increment organization and individual effectiveness of different selecting systems
temporarily and long haul.
 Evaluate the effectiveness of various recruiting technique and sources for all types
of job applicants.

Importance of Recruitment
Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy

But there are other reasons why a recruitment process is important.

To ensure proper alignment of skill sets to

organizational goals.
Through recruitment, organizations make sure that the skill sets of the staff or manpower
of the company remains aligned to its initiatives and goals.

In the event that they notice some positions do not really contribute to the advancement
of the organization towards its goals, then it can take the proper action to correct this,
probably through job redesign, restructuring of the workforce, or conduct of job
enrichment programs.

To ensure effective and efficient recruiting.

Effective recruiting means that the person employed for the job is the best possible
candidate for it, with all the required skills, talents and qualifications of the job. Efficient
recruiting, on the other hand, means that the process has been carried out without
incurring a lot of costs on the part of the organization. By following the process, there is
a greater chance that the human resources department can get the best possible person
for the job.

Organizations may carry out their hiring processes their own way, but without a system
or set guidelines in place for its conduct and implementation, there is a risk that the
company may incur more expenses than necessary.

The company will also end up wasting its resources if the wrong or unqualified person
was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization would
also have wasted its resources in training an employee that is not right for the job after
all.

To ensure compliance with policies and laws.

There are various rules, laws and regulations that organizations must adhere to when it
comes to its human resources management. Equal opportunity employment and non-
discrimination in hiring are two of them. By following a recruitment process, the chances
of the organization violating these policies will be low.

This is how you can create your employer value proposition and convince talent to
join your company.
Factors Influencing Recruitment:
All enterprises, big or small, have to engage themselves in
recruitment of persons. A number of factors influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:
ADVERTISEMENTS:

The number of persons to be recruited will depend upon the size of

an enterprise. A big enterprise requires more persons at regular
intervals while a small undertaking employs only a few employees.
A big business house will always be in touch with sources of supply
and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating
prospective candidates. So the size of an enterprise will affect the
process of recruitment.

2. Employment Conditions:
The employment conditions in an economy greatly affect
recruitment process. In under-developed economies, employment
opportunities are limited and there is no dearth of prospective
candidates. At the same time suitable candidates may not be
available because of lack of educational and technical facilities. If
the availability of persons is more, then selection from large number
becomes easy. On the other hand, if there is a shortage of qualified
technical persons, then it will be difficult to locate suitable persons.
3. Salary Structure and Working Conditions:
The wages offered and working conditions prevailing in an
enterprise greatly influence the availability of personnel. If higher
wages are paid as compared to similar concerns, the enterprise will
not face any difficulty in making recruitments. An organisation
offering low wages can face the problem of labour turnover.

The working conditions in an enterprise will determine job

satisfaction of employees. An enterprise offering good working
conditions like proper sanitation, lighting, ventilation, etc. would
give more job satisfaction to employees and they may not leave their
present job. On the other hand, if employees leave the jobs due to
unsatisfactory working conditions, it will lead to fresh recruitment
of new persons.

4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process.
An expanding concern will require regular employment of new
employees. There will also be promotions of existing employees
necessitating the filling up of those vacancies. A stagnant enterprise
can recruit persons only when present incumbent vacates his
position on retirement, etc.

RECRUITMENT PROCESS
Organizations, depending on their structure and specific needs, may have special
procedures that they integrate into their recruitment process. For purposes of discussion,
however, we will take a look at the general approach of a recruitment process, one that
is used by most organizations or companies across various industries.
 Many say that recruitment begins when the job description is already in place and the
hiring managers begin the process of actually looking for candidates. However, if we are
looking at it more holistically, the process begins way earlier than that.

Prior to the recruitment process, the organization must first identify the vacancy and
evaluate the need for that position. Will the organization suffer if that vacancy is not filled
up? Is there really a need for that open position to be occupied by someone? If the
answer is affirmative, then you can proceed to the recruitment.

STEP -1 Conduct Job Analysis :

Basically, this step will allow the human resources manager, hiring manager, and other
members of management on what the new employee will be required to do in the
position that is currently open for filling up. This has to be done in a systematic manner,
which is what the job analysis is for.

According to human resource managers, the position or job description is the “core of a
successful recruitment process”. After all, it is the main tool used in developing
assessment tests and interview questions for the applicants.

What does this stage entail?

a. Build a job description.

Before anything else, the organization must first know exactly what it needs. Or who it
needs. It could be that the organization deemed a need for a job that is not included in
the current roster of jobs. Hence, the need to create a new one.

Job analysis involves identification of the activities of the job, and the attributes that are
needed for it. These are the main parts that will make up the job description. This part
has to be done right, since the job description will also be used in the job advertisement
when it is time to source out talents.

The job description generally includes the following:

 Title and other general information about the position

 Purpose of the position in the unit, department, and organization as whole

 Essential functions of the job or position

 Minimum requirements or basic qualifications

b. Review the job description.

Once the job description has been created, it is a good idea to review it for accuracy,
and to assess whether it is current or not. Also, in cases where job descriptions are
already in place, there is a need to revisit them and check their accuracy and
applicability with respect to the status quo. What if the job description is already
outdated? A review will reveal the need to update the job description, for current
applicability.
 There are three positive outcomes from conducting a review of the job description:

 To ensure continuous improvement of the organizational structure. This can be an

efficient way of conducting organizational audit, to determine which jobs are redundant
and thus no longer needed, and which ones are needed.

 To evaluate competencies for each position. Jobs evolve. In as much as

circumstances and work conditions change, so will the requirements for the job. It is
possible that a job may require a new competency from the worker that it did not need
before. By evaluating the competencies, the impact of the job within the organizational
structure is ensured.

 To evaluate the wages or compensation for each position. Without management

knowing it, the worker or employee performing a specific job may be undercompensated,
leading to dissatisfaction. By reviewing the job description, management can assess
whether the job is getting paid an amount that is commensurate to the skills and
competencies required.
Finally, you should then have an effective job description ready for attracting talent.

c. Set minimum qualifications for the employee who

will do the job.
These are the basic requirements that applicants are required to have in order to be
considered for the position. These are required for the employee to be able to
accomplish the essential functions of the job. Therefore, they should be relevant and
directly relate to the identified duties and responsibilities of the position.

The organization may also opt to include other preferred qualifications that they are
looking for, on top of the minimum or basic qualifications.

d. Define a salary range.

The job must belong to a salary range that is deemed commensurate to the duties and
responsibilities that come with the position. Aside from complying with legislation (such
as laws on minimum wages and other compensation required by law), the organization
should also base this on prevailing industry rates.

For example, if the position is that of a computer programmer, then the salary range
should be within the same range that other companies within the same industry offer.

STEP 2: Sourcing Of Talent :

This is the stage where the organization will let it be known to everyone that there is an
open position, and that they are looking for someone to fill it up.

Before advertising, however, the organization must first know where to look for potential
candidates. They should search out the sources where the persons that can potentially
fill the job are going to be available for recruitment. That way, they will know where to
direct their advertising efforts.
 Various methods are employed by organizations in order to advertise the open position.

 Networking. Word-of-mouth is the best form of advertising, and when it takes the form
of networking, it becomes more effective. In recruitment, this is often done through
representatives of the company attending college and career fairs, letting them know
about the opening in their organization. This is a tactic employed by large software and
tech companies that want to hire fresh, young and brilliant minds into their organization.
They personally visit colleges, targeting the top students. They also use their
connections within the industry to attract the attention of talents with the highest
potential.

 Posting. Recruitment often involves the application of candidates both from within and
outside the company. Thus, in order to attract the best possible talents, it is
recommended that the posting of the open positions be made internally and externally.
Internal posting usually takes the form of the vacancy announcement being displayed in
bulletin boards and other areas within the business premises where the employees and
visitors to the company are likely to see it. Posting externally may be in the form of flyers
being distributed, or vacancy notices being displayed in other areas outside of the
business premises. Companies with websites often post open positions on their
company site, while some also use job boards.

 Print and media advertising. One classic example of this would be the Classifieds
section of the local daily or weekly newspaper. Companies looking for people to fill up
open positions make the announcement in the newspapers, providing the qualifications
and the contact details where prospective applicants may submit their application
documents. When trying to attract the attention of suitable candidates, the organization
makes use of various tools and techniques. If it wants to get the best candidates, then it
should not be haphazard about things.

 Developing and using proper techniques. The company may include various offerings
in order to attract the best candidates. Examples are attractive salaries, bonus and
incentive packages, additional perks and opportunities that come with the job, proper
facilities at work, and various programs for development.

 Using the reputation of the company. Perhaps the best publicity that the company can
use to attract candidates is its own reputation in the market. If the company is known for
being a good employer – one that aids in its employees’ personal and professional
growth and development – then it is a good point for the company to capitalize on in
advertising its open positions.

STEP 3: Screening Of Applicants:

This is most probably the part of the recruitment process that requires the most amount
of work. This is where the applicants’ skills and personalities are going to be tested and
evaluated, to ascertain whether they are a good fit for the job and its description.

 Preliminary screening. It is often the case, especially in large organizations, where one
open position will receive hundreds to thousands of applications from candidates. In an
ideal world, it would be good for the hiring managers to be able to interview each and
every single one of them. However, that is also impractical, and very tedious. Not really
 advisable, especially if the organization is in need of manpower in the soonest possible
time. Thus, there is a need to shorten the list of candidates, and that is done through a
preliminary screening. Usually, this is conducted by going through the submitted
resumes and choosing only those that are able to meet the minimum qualifications. It is
possible that this would shorten the list of applicants, leaving a more manageable
number.

 Initial interview. The candidates who were able to pass the preliminary screening will
now undergo the initial interview. In most cases, the initial interview is done through
phone. There are those who also conduct interviews through videos using their internet
connection. Often a basic interview, this may involve the candidates being asked
questions to evaluate or assess their basic skills and various personal characteristics
that are relevant to the open position.

 Conduct of various tests for recruitment. The hiring managers may conduct tests on
the skills of the candidates and how they use these skills and talents. Other tests that
are often employed are behavioral tests and personality assessment tests.

 Final interview. Usually depending on the number of candidates for the job, and the
preference of the hiring managers and senior management, a series of interviews may
be conducted, gradually narrowing down the list of candidates. This may go on until the
company has finally come up with a shortlist of candidates that will undergo a final
interview. Often, the final interview requires a face-to-face meeting between the
candidate and the hiring managers, as well as other members of the organization. Top
management may even be involved during the final interview, depending on the job or
position that will be filled up.

 Selection. In this stage, the hiring managers, human resources representatives, and
other members of the organization who participated in the process meet together to
finally make a selection among the candidates who underwent the final interview. During
the discussion, the matters considered are:
o Qualifications of the candidates who were able to reach the last stage of the screening
process

o Results of the assessments and interviews that the final pool of candidates were
subjected to
There will be no problem if they have a unanimous decision on the candidate that the job
will be offered to. In case of varying opinions, the majority will prevail.

If they do not arrive at a decision, there may be a need to restart the recruiting process,
until such time that they are able to reach a decision that everyone will be satisfied with.

Step 4: Finalization of the job offer

The last step of the previous phase involves the selection of the best candidate out of
the pool of applicants. It is now time for the organization to offer the job to the selected
applicant.

 Making the offer: To make things more formal, a representative of the company or of
the human resources department will contact the candidate and inform him that he has
been selected for the job. In this stage, complete details of the compensation
package will also be made known to the applicant.
 Acceptance of the offer by the applicant: The applicant should also communicate his
acceptance of the offer for it to be final. Take note that, if the selected applicant does not
accept the job offer and declines it, the recruitment process will have to start all over
again.

Step 5: Introduction and induction of the new

employee
The moment that the applicant accepted the job offer, he has officially gone from being
an applicant to an employee of the organization. The induction process will now begin.

Usually, the beginning of the induction process is marked by the signing of the
employment contract, along with a welcome package given to the new employee. The
date for the first day that the employee will have to report for work and start working in
the company will be determined and communicated to the newly hired employee.

However, it doesn’t end there. The employee will still have to undergo pre-employment
screening, which often includes background and reference checks. When all these pre-
employment information have been verified, the employee will now be introduced to the
organization.

Sources of recruitment:

Broadly, there are two main sources of recruitment

1) Internal sources of recruitment which means recruitment from within the

organization.

2)External sources of recruitment means recruitment from outside the organization.

Internal Sources of Recruitment

In any organization, following are the most common internal sources of

recruitment:
Internal sources of recruitment refer to obtaining people for job from inside the company. There
are different methods of internal recruitment:

1. Promotion

Companies can give promotion to existing employees. This method of recruitment saves a lot of
time, money and efforts because the company does not have to train the existing employee.
Since the employee has already worked with the company. He is familiar with the working culture
and working style. It is a method of encouraging efficient workers.

2. Departmental examination

This method is used by government departments to select employees for higher level posts. The
advertisement is put up on the notice board of the department. People who are interested must
send their application to the HR department and appear for the exam. Successful candidates are
given the higher level job. The method ensures proper selection and impartiality.

3. Transfer

Many companies adopt transfer as a method of recruitment. The idea is to select talented
personnel from other branches of the company and transfer them to branches where there is
shortage of people.

4. Retirement

Many companies call back personnel who have already retired from the organization. This is a
temporary measure. The method is beneficial because it gives a sense of pride to the retired
when he is called back and helps the organization to reduce recruitment selection and training
cost.

5. Internal advertisement

In this method vacancies in a particular branch are advertised in the notice board. People who
are interested are asked to apply for the job. The method helps in obtaining people who are
ready to shift to another branch of the same company and it is also beneficial to people who want
to shift to another branch.

6. Employee recommendation

In this method employees are asked to recommend people for jobs. Since the employee is aware
of the working conditions inside the company he will suggest people who can adjust to the
situation. The company is benefited because it will obtain.

Advantages of Internal Recruitment

1. Internal methods are time saving.

2. No separate induction program is required.
3. The method increases loyalty and reduces labour turnover.
4. This method is less expensive.

Disadvantages of Internal Recruitment

1. There is no opportunity to get new talent in this method.

2. The method involves selecting people from those available in the company so there is limited
scope for selection.
3. There are chances of biased and partiality.
4. Chances of employee discontent are very high.

2) External sources of recruitment mean recruitment from outside the

organization:

There are several methods for external recruiting. The firm must carefully
analyze the vacant positions and then use the method which best fulfils the
requirement. Following are the different types of external sources of
recruitment:

i) Advertisement: it is a way to attract number of employees by giving

advertisement in the newspaper.

ii) Casual callers: the good organizations have a list of casual callers also who
apply them and the organization instead of giving new advertisement give a call to
these casual callers.

iii) Employment exchange: it is a good source of recruitment where the candidates

are called with the help of employment exchange.
iv) Educational institutions: here the company’s go to the educational institutions
from where they select the suitable employees for the job.

v) Labour union: the organization may select the candidate from the labor union of
the company to satisfy the labours also.

vi) Recommendation of employees: sometimes the employees working in the

organization also suggest the name of suitable candidate for the appointment.

vii) Waiting lists: generally the organization s prepares the waiting lists of the
employees. Sometimes the selected candidates failed to join in that case the waiting
list employees are called.

viii)E-recruiting: The e-recruiting means searching and screening the

prospective candidates electronically. There are several online job portals that
enable the job seekers to upload their resume online which are then
forwarded to the potential hirers. Such as naukri.com, monster.com,
shine.com, etc. are some of the well renowned online job portals.

ix) Management Consultants: There are several private management firms

that act as a middleman between the recruiter and the recruit. These firms
help the organization to hire professional, technical and managerial personnel,
and they specialize in recruiting middle level and top level executives.

These firms maintain data of all the job seekers, such as education,
qualification, experience, etc. and give their details to the companies who are
looking for men. Nowadays, the engineers, accountants, lawyers help their
counterparts to get suitable jobs in industrial organizations.

Thus the above said are the main sources of recruitment of the employees within the
organization and outside the organization which are used by the organization to
employ the employees.

Selection:

The Selection is a process of picking the right candidate with prerequisite

qualifications and capabilities to fill the jobs in the organization. In other words,
selection means weeding out unsuitable applicants and selecting those
individuals with prerequisite qualifications and capabilities to fill the jobs in the
organization. Most often, the selection and recruitment are used
interchangeably but however both have different scope. The former is a
negative process that rejects as many unqualified applicants as possible so as
to hire the right candidate while the latter is a positive process that attracts
more and more candidates and stimulates them to apply for the jobs.

The selection of a right applicant for a vacant position will be an asset to

the organization, which will be helping the organization in reaching its
objectives.

Different authors define Selection in different ways. Here is a list of some

of the definitions −

 Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants, who have

the qualifications to fill the vacant job in an organization.

 Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.

 Employee selection is a process of matching organization’s requirements with

the skills and the qualifications of individuals.

A good selection process will ensure that the organization gets the right
set of employees with the right attitude.

Importance of Selection
Selection is an important process because hiring good resources can help
increase the overall performance of the organization. In contrast, if there
is bad hire with a bad selection process, then the work will be affected
and the cost incurred for replacing that bad resource will be high
The purpose of selection is to choose the most suitable candidate, who
can meet the requirements of the jobs in an organization, who will be a
successful applicant. For meeting the goals of the organization, it is
important to evaluate various attributes of each candidate such as their
qualifications, skills, experiences, overall attitude, etc. In this process,
the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.

The organization has to follow a proper selection process or procedure,

as a huge amount of money is spent for hiring a right candidate for a
position. If a selection is wrong, then the cost incurred in induction and
training the wrong candidate will be a huge loss to the employer in terms
of money, effort, and also time. Hence, selection is very important and
the process should be perfect for the betterment of the organization.

Advantages of Selection
A good selection process offers the following advantages−

 It is cost-effective and reduces a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.

 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.

 It provides a guideline to evaluate the candidates further through strict

verification and reference-checking.

 It helps in comparing the different candidates in terms of their capabilities,

knowledge, skills, experience, work attitude, etc.

A good selection process helps in selecting the best candidate for the
requirement of a vacant position in an organization.

Selection Process

The selection process can be defined as the process of selection and

shortlisting of the right candidates with the necessary qualifications
and skill set to fill the vacancies in an organisation. The selection
process varies from industry to industry, company to company and
even amongst departments of the same company.
A scientific and logical selection procedure leads to scientific
selection of candidates. The criterion finalized for selecting a
candidate for a particular job varies from company to company.

Therefore, the selection procedure followed by different

organizations, many times, becomes lengthy as it is a question of
getting the most suitable candidates for which various tests are to
be done and interviews to be taken. The procedure for selection
should be systematic so that it does not leave any scope for
confusions and doubts about the choice of the selected candidate

The selection procedure comprises of following systematic steps:

1. Preliminary Interview: The preliminary interview is also called as a screening
interview wherein those candidates are eliminated from the further selection
process who do not meet the minimum eligibility criteria as required by the
organization.

Here, the individuals are checked for their academic qualifications, skill sets,
family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable
candidates very much before proceeding with a full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary

interview he is required to fill in the application form in the prescribed format.
This application contains the candidate data such as age, qualification,
experience, etc. This information helps the interviewer to get the fair idea
about the candidate and formulate questions to get more information about
him.
3. Screening Applications: Once the applications are received, these are
screened by the screening committee, who then prepare a list of those
applicants whom they find suitable for the interviews. The shortlisting criteria
 could be the age, sex, qualification, experience of an individual. Once the list
is prepared, the qualified candidates are called for the interview either through
a registered mail or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an
individual, several tests are conducted. Such as intelligence tests, aptitude
tests, interest tests, psychological tests, personality tests, etc. These tests are
conducted to judge the suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is
conducted to gain more insights about him. Here, the interviewer asks
questions from the applicant to discover more about him and to give him the
accurate picture of the kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in

the performance of the job. Through an interview, it is easier for the employer
to understand the candidate’s expectations from the job and also his
communication skills along with the confidence level can be checked at this
stage.

6. Checking References: The firms usually ask for the references from the
candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the
candidate has completed his studies or from his previous employment where
he was formerly engaged. These references are checked to know the conduct
and behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate
are checked to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very beginning of the
selection process while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The
medical examination is an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a
selection process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several

stages than an individual has to qualify before getting finally selected for the
job.
 Difference Between Recruitment and Selection
We know that recruitment and selection are part from the same phases of employment, each one
is complete the other but there are five points different between them:

1. Recruitment is the first part of the employment phase, which is looking and collecting more than
one applicant, the second part of the employment phase is selection which start to look for
applicants and evaluate them.
2. The goal of Recruitment is to create the differentiation and creativity applicants to give the
organization more options. The main goal for selection is to choose the best one to fill the
position.
3. Since recruitment searching for more employees to apply for a position, it is consider as a
positive process, and the negative process will be in selection since is reducing the applicants to
one for each position.
4. The source of human resources is most important part to recruitment, but in selection the most
important part is choosing the person via interviews or through tests.
5. There no contract between applicant and organization in recruitment process, but there is an
signing a contract between an applicant and organization.

Comparison Chart
BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity of Selection refers to the

searching candidates and process of selecting the
encouraging them apply for it. best candidates and
offering them job.

Approach Positive Negative

Objective Inviting more and more Picking up the most

candidates to apply for the suitable candidate and
vacant post. rejecting the rest.

Key Factor Advertising the job Appointment of the

candidate
 BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Sequence First Second

Process Vacancies are notified by the The firm makes applicant

firm through various sources pass through various levels
and application form is made like submitting form,
available to the candidate. written test, interview,
medical test and so on.

Contractual As recruitment only implies Selection involves the

Relation the communication of creation of contractual
vacancies, no contractual relation between the
relation is established. employer and employee.

Method Economical Expensive

Time Taking Less Time More time is required