HR Practices in Reliance Industries
Disclaimer: This work has been submitted by a student. This is not an example of the work written by our professional academic writers. You can view samples of our professional work here.
Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.
Published: Wed, 12 Jul 2017
Reliance telecommunications LTD is an Indian telecommunication company founded by Anil Ambani in 2004.The headquarters of the company is in Navi Mumbai India. Reliance telecommunication is the 15th largest telecommunication provider in the world with 150 million subscribers and the second largest telecommunication provider in India. The company has segments like wireless and broadband in telecommunication industry.
The company achieved a high growth in telecommunication industry from the beginning stage itself. Customer satisfaction and good company policies made them to competitive with other companies.
Reliance communications follows good human resource policies and procedures even though it has some draw backs.
Vision of the company- Providing information, communication, entertainment services and being the benchmark in customer experience, employee centricity and innovation is the main vision of the company.
Mission of the company- meeting beyond customer needs and wants with a segmented approach, relentless offering of services and products that are value for cash and stimulate customers, offer a network experience that is best in the communication industry, make reliance in to an international brand which is a iconic brand by others and lead industry in target to purchase and faithfulness.
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human resource management refers to an assortment of policies used to systematize work in the employment relationship and centres on the management of work and the management of people who undertakes this work.
Therefore HRM is concerned with recruitment, selection, learning and development, reward, communication, teamwork and routine management. While it is relatively easy to list activities that make up HRM, It is a subject that stimulates much debate and disagreement.
The hr process is considered as important for the management of the consumer pleasure with human recourses. The clients find comfortable and will be satisfied when they understand the hr processes and how they are connected and the hr processes interact. Modern hr processes are measured and frequently analysed and identifies the irregularities in the activities and it brings the improvements for the benefits of the organisation.
The success of Human Resources Management is in the connection of all HR processes as they provide the adequate supports to workers and the managers. So the main aim of Human Resource Management is to keep the human capital ready for action on the market 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 always same in all companies as it is the market HR Best Practices.
Human Resource Management is considered as a comparatively new approach to Personnel Management. HRM emphasizes primarily on its strategic contributions and its closer alignment to business, HRM is a vital component of any organization, its involvement among other components of line management is notable (Paauwe. J, Jan 2009). Paauwe further suggests that HRM aims on its ultimate goals such as High job performance, low absence and high cost effectiveness through the efficient utilization of the man power of the company. Human resource is really the major component of any organization, the success or failure of an organization heavily relies on its Man power management. Maslow’s 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 can be assumed that to motivate an employee HR manager should understand his level of expectations, potential of the employee, and should evaluate the performance before and after certain motivational measures implemented.
KEY HUMAN RESOURCE ACTIVITIES OF RELIANCE TELECOMMUNICATIONS
- Main HR process areas
- Manpower planning
- Recruitment and staffing
- Human resource development
- Compensation and benefits
- Leadership development
Human Resource Planning is the integral part of Human Resource Management Human Resource Planning estimates the optimal level of Man power requirement on the basis of quality and quantity. Thus HRP can be considered as the foundation of Human Resource management. Although HR planning is very important it cannot be executed faultlessly in all cases, as HR is dependent on various factors such as employment situation of the country, influence of technological advancement, changes in the organization structures, Demographic factors such as age, population, composition of workforce, lack of skill, multicultural workforce etc. Certain pressure groups will 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 manpower constituents are linked in a logical way and how effectively they support themselves, on the other hand external fit primarily focus on the strategy of the organization, external fit reveals to what extent human resources systems are integrated.
Manpower Planning or Human Resource Planning includes putting exact 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 follows:
- Assessing the present manpower in the company
- Forecasting the future needs
- budding employment programmes
- Organising training programmes
BENEFITS OF MAN POWER PLANNING
Manpower planning is very important part of human resource management. A few importance of man power planning are:
Concentrated labour 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 skilled (right person for the right job).it leads to overall 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 overall 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 succession 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 succession of workers through higher position through encouragement.
Development of the organisation- The man power planning helps in the expansion of an organisation.
Growth in overall business planning- Manpower planning is a main part of overall business planning. Efficient manpower planning will help to improve the business.
RECRUITMENT AND STAFFING
Recruitment 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 analysis preparing personnel requirement sources of skilled employees.
Job 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 are
Reliance communications have two main sources of recruitment internal and external
internal 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 suitable 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.
Advertising 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 qualified candidates are being applied for the major position. The agency considers the following details for every positions junior, intermediate, senior, Level of education 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.
Advertisement for public-The Company advertises the vacancy in internet, newspapers, Television etc. And this will provide the details of the company, job and the qualification required for the position.
NEED AND IMPORTANCE OF STAFFING
Keep space with new development-New developments are happening every day. A business will have to keep phase with new changes. This will be possible only if competent persons are employed who can adjust as per the new situation.
Manpower Development-man power planning will have to be done in advance. The future requirements of personnel will be estimated quite 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 well planned staffing function.
HUMAN RESOURCE DEVELOPEMENT
This function helps the employees to develop their skills and knowledge for increasing their output. This process is not only done for the fresher’s but also to the existing employees in the firm to develop their skills and responsibilities. Human resource development helps to increase the total knowledge, abilities, skills, talents, and aptitudes of an organisation’s 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 completely moulded.
Off the job training is usually provided away from the usual working environment, it may include more general skills and knowledge which is useful for the job. This type of training is given by the specialised trainers or from an outside company who outsource the trainers.
METHODS OF TRAINING
A.Programmed learning- It is a step by step process of self learning method,providing questions, facts, and problems to the learner then 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 based training- This method of training includes tools like power point 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 comparing to other training methods.
E. Simulated training- In this method trainess will learn from the actual or simulated 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 specified period of time.
H. Internet and distance 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 teaches groups of employees at remote locations via television hookups.
2. Videoconferencing – allows people in one location to communicate live via a combination of audio and visual equipment with people in different locations-another 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.
Diagram demonstrating your personal development
Career 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 today’s everchanging organisaton enviornment and work place.
Reliance communications helps the employees to attain 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 attain 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 BENEFITS
Compensation 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 pay which is satisfiable for every employee to motivate the employees and to attract to qualified employees to the organisation.
Leadership 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 COMMUNICATION
- ISSUES IN RELIANCE COMMUNICATIONS
- EMPLOYEE RETENTION
- POOR HR POLICIES
- CASH AND COMPENSATION ISSUES
1.CASH AND COMPENSATION ISSUES:
Cash and compensation 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 basic salary to each individual employees the company faces more pressure to meet the employee beniefits .
2.EMPLOYEE RETENTION ISSUES:
Most 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 leave the company due to lack of co-ordination between 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 sector 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 competitors 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 graphical 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 competition from other companies, so the organisation must change their HR policies eventually.
SUGGESTIONS TO OVERCOME THE HR ISSUES
Nowdays 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 earned 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 understanding 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- Due 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.
Cite This Work
To export a reference to this article please select a referencing stye below: