Friday, April 5, 2019
HR Practices in Reliance Industries
HR Practices in Reliance IndustriesReliance telecoms LTD is an Indian telecommunication come with founded by Anil Ambani in 2004.The headquarters of the federation is in Navi Mumbai India. Reliance telecommunication is the fifteenth largest telecommunication winr in the world with 150 million subscribers and the second largest telecommunication provider in India. The beau monde has segments identical wireless and broadband in telecommunication effort.The confederation achieved a highschool addition in telecommunication industry from the beginning stage itself. Customer satisfaction and close beau monde policies do them to competitive with other companies.Reliance communications follows considerably tender resource policies and procedures even though it has nigh draw backs.Vision of the company- Providing information, communication, entertainment services and being the benchmark in customer experience, employee centricity and innovation is the principal(prenominal) vi sion of the company.Mission of the company- meeting beyond customer needs and wants with a segmented approach, relentless fling of services and products that be value for cash and stimulate customers, offer a network experience that is meliorate(p) in the communication industry, make reliance in to an international label which is a iconic brandby others and lead industry in target to purchase and faithfulness.INTRODUCTION TO HUMAN RESOURCE anxietyHuman resource have intercoursement refers to an assortment of policies used to systematize work in the employment descent and centres on the forethought of work and the management of people who undertakes this work.Therefore HRM is concerned with enlisting, selection, tuition and development, reward, communication, teamwork and routine management. art object it is relatively easy to list activities that make up HRM, It is a subject that stimulates much debate and disagreement.The hr touch is considered as important for the mana gement of the consumer pleasure with human recourses. The clients unwrap comfortable and entrust be satisfied when they understand the hr processes and how they atomic get along 18 connected and the hr processes interact. Modern hr processes ar deliberate and frequently analysed and identifies the irregularities in the activities and it brings the modifyments for the benefits of the government activity.The success of Human imaginations precaution is in the connection of all HR processes as they provide the adequate supports to workers and the managers. So the principal(prenominal) fill of Human Resource pieceagement is to keep the human capital ready for action on the commercialize and the rational grouping of HR Processes helps to interact and manage the individual processes.Every organisation has their own HR processes, but the main HR Processes are perpetually same in all companies as it is the market HR Best Practices.Human Resource Management is considered as a co mparatively new approach to military force Management. HRM emphasizes primarily on its strategic contributions and its closer alignment to business, HRM is a vital comp whizznt of any organization, its involvement among other components of line management is historied (Paauwe. J, Jan 2009). Paauwe further suggests that HRM aims on its ultimate goals much(prenominal) as High job performance, low absence and high cost effectiveness done the efficient utilization of the man situation of the company. Human resource is real the major component of any organization, the success or failure of an organization heavily relies on its Man power management. Maslows need Hierarchy theory is considered as guiding principle for HR Management across the globe. Maslow identified the very basics of human motivation factors. Following this principle it foot be faux that to motivate an employee HR manager should understand his level of expectations, potential of the employee, and should evaluat e the performance before and later certain motivational measures implemented.KEY HUMAN RESOURCE ACTIVITIES OF RELIANCE TELECOMMUNICATIONSMain HR process areas workforce provisoRecruitment and staffingHuman resource developmentCompensation and benefitsLeadership developmentMAN index finger planHuman Resource Planning is the integral severalise of Human Resource Management Human Resource Planning estimates the optimal level of Man power requirement on the basis of quality and quantity. so HRP can be considered as the foundation of Human Resource management. Although HR grooming is very important it cannot be executed faultlessly in all cases, as HR is dependent on several(a) factors such as employment situation of the country, influence of technological advancement, changes in the organization structures, Demographic factors such as age, population, com touch of workforce, lack of skill, multicultural workforce etc. Certain pressure groups allow for also affect the precision of the HRP. Understanding of competencies of the Human resource is vital in forming a successful HR frame work. Lengnic-Hall, 1988, Milliman et al., 1991, describes the terms Internal and External fit, Internal fit refers to the extent to which the custody constituents are colligate in a logical way and how effectively they support themselves, on the other hand remote fit primarily focus on the strategy of the organization, away fit reveals to what extent human resources systems are integrated.Manpower Planning or Human Resource Planning includes putting comminuted number of people, exact kind of people at the exact place, exact time at a low cost. Personnel Planning hold an important place in the world of industrialization. Personnel Planning has to be a systematic approach and is managed in a set of model operations. The procedure is as followsAssessing the present work force in the companyForecasting the future needsbudding employment programmesOrganising reading programmes BENEFITS OF MAN POWER PLANNINGManpower planning is very important part of human resource management. A hardly a(prenominal) importance of man power planning areConcentrated proletariat cost with the help of manpower planning there is most favourable operation of labour force in the organisation workers are given those jobs to implement for which they are handy ( right(a) person for the right job).it leads to general progress of the man power in the organisation.Optimum utilisation of manpower it helps to utilise the labour force in the company which helps in the growth of manpower in the organisation.Develops business plan- Man power planning is an important part of general business planning. No business can survive without having the right type and number of people doing the right work at the right time.Helps in career age planning-with the help of better manpower planning it helps to produce a good career succession of employees which provides much lead time for internal suc cession of workers by means of higher position through encouragement.Development of the organisation- The man power planning helps in the elaborateness of an organisation.Growth in overall business planning- Manpower planning is a main part of overall business planning. Efficient manpower planning give help to improve the business.RECRUITMENT AND STAFFINGRecruitment and staffing is the process of selecting the right labours in to the organisation. The main aim of recruitment is to look for and be a magnet for persons with skilled to fill the vacancies. This process includes job compendium preparing personnel requirement sources of skilled employees. demarcation analysisJob analysis is a process of analysing the job in detail and providing the details of job needs to the HR planning department they present details as job specification and job analysis. Job analysis is important in the whole organisation. And they will provide the details of manpower requirements.The main sources of recruitment areReliance communications have two main sources of recruitment internal and externalinternal external sources of recruitment(figure.2)Internal sources of recruitment are.Promotion-This is a normal source of recruitment, which means providing higher position, salary and responsibilities to the employee. So the position of the job vacancy is filled by promoting the desirable employee within the organisation.Transfers-It means transferring one employee to the other organisation without change in salary and position, so the vacancy can be filled by transfer.advertizing internally-Here the job vacancy is advertised within the organisation so the existing employees in the organisation can apply for the post. So the recruitment is take place inside the organisation.External sources of recruitment are.Selective recruitment through job boards-This is a major source of recruitment .To ensure most appropriate satisfactory candidates are being applied for the major position. The agency considers the following details for both positions junior, intermediate, senior, Level of preparation degree, diploma etc. Using these details the company determines which job boards, communication channels, and advertisement strategies are suitable for attract the right skilled candidates to apply for the job positions.Management consultants-For the vacancies in the higher positions in the company, management consultants are used to find the qualified and skilled employees. They act as a recruiter on the behalf of the company. publicizing for public-The Company advertises the vacancy in internet, newspapers, Television etc. And this will provide the details of the company, job and the making required for the position.NEED AND IMPORTANCE OF STAFFINGKeep space with new development-New developments are happening every day. A business will have to keep phase with new changes. This will be possible besides if competent persons are employed who can adjust as per the new sit uation.Manpower Development-man power planning will have to be through with(p) in advance. The future requirements of personnel will be estimated instead in advance. The new staff will be recruited, people will be prepared for talking up higher responsibility jobs, and all this will be possible with a nearly intend staffing function.HUMAN RESOURCE DEVELOPEMENTThis function helps the employees to develop their skills and knowledge for increasing their output. This process is not only done for the freshers but also to the existing employees in the firm to develop their skills and responsibilities. Human resource development helps to improver the total knowledge, abilities, skills, talents, and aptitudes of an organisations work force. Human resource development includes function such as training, career development.Training-Training is providing to improve the knowledge and skills of the employees there are mainly two types of training they are on the job training and off the job training.On the job training is a process of giving training in normal working situations using actual materials or documents, equipment, actual tools trainees will make use when in all moulded.Off the job training is usually provided away from the usual working environment, it may include to a greater extent general skills and knowledge which is useful for the job. This type of training is given by the specialised flight simulators or from an out of doors company who outsource the trainers.METHODS OF TRAININGA.Programmed learning- It is a step by step process of self learning mode,providing questions, facts, and difficultys to the learner thus allowing the person to respond and providing feed back on the accuracy of the answer.B. Apprentiship training- It is a method of process that the employees will become efficient workers through grouping of classroom coaching and also through on job training.C. Audio visual establish training- This method of training includes tools like power usher presentation, online video conferencing, audiotapes and video tapes.D. Computer based trining- This training method is widely used to provide good training to employees, it is time consuming and easy way to provide training. It is cost effective while analyse to other training methods.E. Simulated training- In this method trainess will learn from the actual or pretended equipement they will use on the job, but actually trained off the job.F. Lectures- When their is a large number of trainees, this method is used it is the immideate way to give instruction of job related activities within a contract period of time.H. Internet and remoteness Training Internet training includes video conferencing and web based training, distance training means traditional training paper and pencil correspondence course.1. Tele training where a trainer in a central location t each(prenominal)es groups of employees at remote locations via television hookups.2. Videoconferencing allo ws people in one location to communicate live via a combination of audio and visual equipment with people in assorted locations- other city or country or with groups in several cities.3. Training via the Internet the Internet based learning programs are very popular. Several companies simply let their employees to take online courses provided by online course providers while others use their intranets to facilitate computer-based training.CAREER DEVELOPEMENTDiagram demonstrating your personal developmentCareer developement of employees is a crucial part of the organisation, It helps to identifies the overall acheivement of the employees .Career developement is becoming an essential part of HR departement due to todays everchanging organisaton enviornment and work place.Reliance communications helps the employees to run into a good carrer graph based on the company HR policies and procedures. First of all the company gather the strength and weakness of every individual, then they provide different opportunities to develop their carrer based on the strength and weakness. The basic formula for the career developement is self awareness every individual asses their own problems and issues and then the company will help to over come this issues .Now days people are changing their jobs to chance on a good carrer success .Reliance communication identifies this problem and they had a good career sucession plan for every individual employee in the organisation.COMPENSATION AND BENEFITSCompensation and benefits is a basic motivational factor to the employees. Every employee will search for high paid jobs,benefits is also another important factor if the company provides good benifits the employees will get good attachment to the company. Benefits include bonus, medical insurance,retierment policies, life insurace, vacation etc.Reliance communicatons provide basic make which is satisfiable for every employee to motivate the employees and to attract to qualified employ ees to the organisation.LEADERSHIP DEVELOPEMENTLeadership developement helps the organisation to achieve the goals, through the developement of good leadership in each employee reliance aims at the overall developement of the organisation as well as the growth in employees functioning.Every employee in the organisation is gaining a better leadership quality through the leadership developement function.Each emloyees in the company are closely monitored by the management and if they are weak in the work the company will encourage them.And the workers are councelled by the management to increase work efficiency.And their will be a structured plan to create a positive working enviornment.The main aim of leadership developement is to leading self,leading others and leading the organisation.MAJOR HR ISSUES FACED BY RELIANCE COMMUNICATIONISSUES IN RELIANCE COMMUNICATIONSEMPLOYEE RETENTIONPOOR HR POLICIESCASH AND COMPENSATION ISSUES1.CASH AND COMPENSATION ISSUESCash and payment issues is a major problem faced by HR managers in reliance communications. There is more pressure on HR function to pay more incentives and basic pay for the employees.However reliance paying(a) basic salary to each individual employees the company faces more pressure to meet the employee beniefits .2.EMPLOYEE RETENTION ISSUES virtually of the companies face the same problem of employee lay-offs. So the organisation have to prevent the issue by retaining the employee by providing good working condition and benefits whichever the employees need. In reliance industries there are so many employees escape the company due to lack of co-ordination mingled with workers. The organisation tries to check the issue but fails sometimes.3. POOR HR POLICIES The plocies and practices adopted by the HR managers regarding their networking field is an important example. They brought some new plans in mobile networking sector like low call rate for mobile users, low internet browsing charge.etc., but the com petitors like AIRTEL communications, BSNL network, VODAFONE facilitated some more exciting offers than the reliance. In that situation the Reliance communication hesitated to change their HR policies and techniques.From the graphic representation of reliances communications profit from 2007 to 2012, we can easily determine that the profit is coming down in last two years comparing to the past this is due to the poor HR issues as mentioned above.The company is earning a high growth in 2008 and 2009 which is around 55000 million and it is dramatically falling down in the upcoming years.That means the company is facing some major HR issues and also high ambition from other companies, so the organisation must change their HR policies eventually.SUGGESTIONS TO OVERCOME THE HR ISSUESNowdays telecommunication industry is facing high competition from other telecommunication companies,If the company has no good HR stratergies the company cannot exist in the high competative world.Reliance communication is facing some HR issues as mentioned above, to overcome this problems company must do some good HR restructuring process in the company .The first main issue is Cash and compensation issues- As it is a major problem the company must find a good solution to overcome this issue, the suggestion to solve this problem is to pay cash and compensation based on the experience of the employees.As mentioned above the company is paying a basic salary to each individual, first of all the company must change this basic payment method,and the compensation and benifits must be paid according to the experience and skills of each individual. So the company can reduce the cost of labour so the company can meet the compensation and benifits of each individual according to the profit make by the company.Employee retention issues Retention of employees is another HR issue faced by the company, nowadays a lot of employees are leaving the company due to high pressure of work and lack of co -ordination between employees are the main employee retention issues faced by reliance communication, to reduce this problems reliance must provide good working enviornment to reduce the pressure of work, communication is another way to over come this problem good communication between the management and staff will make a good misgiving between the employees and management, this will increase employees confidents and reduce the work pressure.A high rate of employees resigning their job and going to another companies who offer better working enviornment. Better co-ordination is the another way to improve employee retention,co-ordination will improve better relationship between employees and management.And this will result increase employees confidence and work efficiency.Poor HR policies- collectable to high competition in communication industry lots of companies introducing new HR techniques to improve their company goodwill .Reliance communication is following the traditional HR policies and plans so the company is facing high market competition from other companies, to exists in the competative market company must improve their HR stratergies and policies.Nowadays companies are providing good offers to the employees so the company must realise the problems and try to overcome such issues.