HRM Presentation…

Mayank Dand 60Sonali

Dhanokar18Heena Siddiqui

07Vinita Jain 40Tushar Shetti 37

Isn’t “Human Resources” just being nice to staff?

Why do we need systems to do this?

What is HRM….?

Human Resource Management (HRM) provides an effective work force in order to meet the goals of the Organization.

Key Activities of Human Resources

• Human Resource Planning• Human Resource Policies• Salary and Benefit Administration• Human Rights and Labour Laws• Recruitment, Selection and Orientation• Performance Management • Training and Staff Development• Communications and Counselling

About RIL - :-)

• Reliance Group, founded by Dhirubhai H. Ambani (1932-2002),

• Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration ,

• Major Group Companies are Reliance Industries Limited (including main subsidiary Reliance Retail Limited) and Reliance Industrial Infrastructure Limited

Contd…

• Turnover US $ 33 Billion • Total Assets US $ 35.6 Billion • Top Indian Private Company Ranked 204 in

Fortune 500 Global List –Jul`08• Ranked 23 (Fortune) among 30 ‘fastest

climber’organizations • Ranked 103 (Fortune) based on Profits & 161

based on Stockholders’equity• Their exports reach over 100 countries • RIL contributes 5 % of Government of India’s

indirect tax revenues

HR Structure

Global HRRajesh Padmanabhan

HR Operations- India T P Aswath

Business HR & International HRM T Lakshmanan

Corporate, L&D & Americas

Dayanand Allapur

Japan EMEA USA HR Operations

Corporate HRPardeep Pahal

Learning & Development

Dipankar Mukherjee

Values that work at workplace

• Excellence.• Integrity.• Accountability.• Organizational

Pride.• Fairness.• Learning.

Work Environment

• It gives employees the freedom to explore Care & concern for people

• An organization where people are empowered to perform and be accountable for results

• An environment where people “Dare to dream”• Respect for development of Employees through

self help and guidance to foster common purpose and cohesion.

Organization discipline & decorum

Dress code Policy.

Smoke free work place.

Alcohol and Drug abuse.

Betting and Gambling.

Personal property.

Lost and Found.

Housekeeping.

Use of Electronic Communication.

Security.

Recruitment

InternalPromotionTransferInternal advertisement

ExternalManagement consultantCampus recruitmentNews paper advertisementJob sites

Selection Criteria

Selection tests• Aptitude tests• Personality tests• Physical test

Interviews• Three rounds• Panel interview• Group discussion

WHO THEY HIRE

• Freshers : Qualification

• Engr Graduates• MBAs• CA/ ICWAs• Company Sectys• Law School Graduates

• Experienced : Sites Area / Qualification

• Process Industries• Petrochemicals• Polyesters• EPC Companies• Shared Services• Technical/ Engineering• Graduates• HR Professionals• MBAs• CA/ ICWAs• Company Sectys• Law School Graduates

HOW THEY HIRE• Merit is the sole criteria for selection• • Attitude is given as much weightage as functional competencies.• • Panel interviews comprising of Functional Head & HR Head.• • Sources for recruitment are through campus, consultants,

employee• referrals, internal job postings and the internet.• • Positions in Officer Cadre, GET and MT involve written tests.• • Antecedent verification is an integral part of our recruitment

process.• • Medical fitness is pre-requisite and do not discriminate on the• basis of race, community, religion or sex

Staffing

• Talent is drawn from diverse academic backgrounds, & the emphasis is on recruiting people with formal training that matches their job profile. Reliance has 2% Ph.Ds, 12% MBAs, 79% Engineers and 7% CA/ ICWAs.

• Reliance's employee turnover at 3.26% is among the lowest in the industry

Induction Programme

• to orient the new employees• insight into the organisation• integrate in the new environment• an overview of the Organisation as a whole• to engrain the original values and ethics as

well as the style of functioning.

Training & Development

To develop cross-functional skills. • During the year, 336 training programs

covering over 5,000 employees are conducted.

• Separate department• On the job training• Fresher-2mths• Experienced -15days

Behavioral Training

Employment Development

• Competency Development

• Performance Management

• Performance Appraisal

• Appraisal Events

Appraisal

• Rating done by

reporting office :

Pyramid

Objective of performance appraisal

To judge the gap

To review the performance

To reduce the grievances

To judge the effectiveness

Provide clarity of the expectations

Provide informatio

n

To provide feedback

To diagnose strengths and weaknesses

Helps to strengthen the

relationship

To help the management

Appraisal

• Done Annually

• Done during January to

December

• Implemented during

Financial Year April to

March

Compensation

Compensation and Benefits

Compensation

Educational Qualification

Experience inRILAnd

Performance level

Experience Before

joining RILrelevance of work

Salary and Incentive Systems important?

• Internal equity

• External competitiveness

• Attract, retain and motivate employees

• Communication and transparency

Entitlements

• Leave

• Yearly Holidays

• Leave Travel Allowance

• Medical Reimbursement

• Bonus / Ex – Gratia

• Gratuity

• Mediclaim- maximum of 5 Lacs

• Company Leased Accommodation or Guest House Facility.

• Subsidised Company Transport Policy.

- Basic Salary

- Allowance - House Rent Personal Conveyance

ComponentsOf Salary -

Medical Reimbursement against bills

- Bonus or Ex Gratia

- Contribution to PF

- Company Performance Linked Incentive

- Variable Pay

- Flexible Benefit

Grievances & Disputes

• ID cards are important to carry and nobody can play with the security.

• Nobody can use ESS on behalf of others.• Strict action taken against those breaking rules

and policies of company.• Cannot copy the data from internal sources.• Internet access only to HR’s and higher

authority.

A final word…

Perhaps the best Return On Investment an organization will realize is the investment in their staff.

Webliography -

• www.ril