HR Practices in Reliance Industries

HR Practices in Reliance Industries 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. 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 can be assumed that to motivate an employee HR manager should understand his level of expectations, potential of the employee, a nd 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 MANPOWER PLANNING 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 effecti vely 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 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 freshers 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 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 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. CAREER DEVELOPEMENT 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 todays 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 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.

Andrea Del Sarto- How Browning?s Poetry Can Be Linked To When It Was W :: essays research papers

Robert Browning’s poem, ‘Andrea del Sarto’ presents the reader with his views on the painter’s life, an artist who has lost faith in the Parnassian ideal of living for art, and now has to use art as a living. The poem looks at the darker side of the painter when he was older, and expresses a lot about Browning as well, and how he thought his work was perceived, and the context of his life and times. The poem covers many ideas and themes, which not only create a powerful poem, but also create commentary from Browning’s prerogative of his own situation. The poem epitomizes Browning’s work, looking at a real figure in history, from Browning’s own perspective, in a real state of affairs. Although ‘Del Sarto’ might have been regarded as ‘The Faultless painter’ in his time, on the inside he had to repress a struggle. As historian Vasari pointed out, a ‘certain timidity of spirit’ that stopped him from g aining true recognition as one of the greats alongside ‘Leonard, Rafael, Agnolo’. This could be said to express Browning’s view of audience, since his wife was much more successful than him. In this essay I will be looking at the poem, and how it relates to Browning and the time it was written in. The poem has a very melancholy tone throughout, expressing the feelings of Browning’s ‘Del Sarto’, and to an extent Browning himself. It deals with the artists demise, or recline, that he thinks is slowly starting to destroy his life, and the freedom he once had as an artist. He makes references to the ‘autumn in everything’ that he now sees, and the sin of him being ‘tempted’ by ‘Francis’ coin’, which he ‘took’. It is clear from the beginning of the poem that ‘Del Sarto’ that he has to live with his resolve, and although he tries to outline his plight, he doesn’t change it, as he says to Lucrezia ‘do not let us quarrel any more’. He is succumbing to what he has to now do. He has to work now for the money he will gain, which destroys the ethos of art. Hi reference to the recipient of the piece as a ‘friends friend’ emphasizes how distant he has got from his art , and his audience. It is not a particular audience, and neither does the picture convey much, as it is just for money.

Elements of Business Research

Big things come in small packages – which work the same for business research papers. What makes a good paper does not necessarily have to be an overwhelmingly exemplary presentation. Logically, what catches the attention of the reader to keep on reading such is the value of its contents, most especially, the credibility of the research. No matter how wonderful the presentation of the data may seem to be, but the content has been poorly resourced out, the overall material is of no use in the end.Therefore, it is clear that the type of research conducted should be appropriate to the subject in discussion, wherein the data is able to be best measured and consequently, the conclusion of the research is rational and plausible. Moving forward, the various types of research design will be detailed further to elaborate each of the type’s advantages and disadvantages. There are three (3) types of research design being utilized in different areas of study – Field Study, F ield Experiment and Survey.Field Study is where the researcher visits a site, observes and asks questions, but does not alter anything. It is similar to a naturalist observing wildlife without doing anything and maintaining the balance of the habitat (Borgatti, 1997). What makes this method very reliable is that there is a relatively large amount of factual data from the natural surroundings. Moreover, the variables collected are retrieved simultaneously from the area in question, thus, the consistency of the samples are not highly affected.Another advantage of Field Studies is that the researcher tends to have less impact on the subject data, as compared to other schemes (McCarthy, 1998), thereby arriving to a stronger conclusion, all derived from the variables natural state. It should also be noted however, that the drawback of not having to manipulate the variables on hand may also mean the inability to infer causality amongst the variables (McCarthy, 1998). This is due to the fa ct that field studies normally deduce conclusions from simply what is given by the environment – less thought-processing therefore is involved in terms of creating hypothesis remarks.The second type, Field Experiment, is where the subject is observed in a natural setting rather than in a contrived laboratory environment. However, like natural experiments, field experiments suffer from the possibility of contamination that may affect the experimental conditions in question. There is less control on the side of the researcher and the difficulty of penetrating a business or industrial setting for this purpose may also pose as a problem (McCarthy, 1998).Finally, the third scheme, Survey – method of gathering information by determining a set of pre-formulated questions in a structured questionnaire to a select group of individuals drawn to represent a defined population (Borgatti, 1997). What makes studies drawn through surveys reliable is because results of surveys often y ield new hypotheses from the answers garnered (McCarthy, 1998). In addition, surveys have the flexibility to be in various forms – questionnaire, interviews, observations, etc.It should be considered however when making conclusions, that survey results may not entirely reflect high return rates thus, threatening the representation of responses, resulting to biases. Understanding the types of research design is not complete without being able to interpret your gathered data qualitatively and quantitatively. Depending on the need of the subject matter, it is vital that the data is analyzed and measured accordingly. Four (4) types of measurement scales can be used to aid one’s business research in making them more compelling, and they are as follows: (a) nominal; (b) ordinal; (c) interval; and (d) ratio.Nominal scale, the lowest level of measurement, involves either verbal or numerical labels for any given category (Gavin, 1996). Variables here are placed within a mutuall y exclusive and exhaustive category, such as â€Å"male† or â€Å"female† categories denoting sex or gender as the nominal scale (Sable Tutorial, 1999). Another example can be the numbers of the baseball players found at the back of their jerseys. The numbers in this example are used to identify the players and one will notice that no two players are alike. Each variable (number per player) is different and can only be assigned to one person.Ordinal scale is similar to that of nominal scales but differ as the former has the property of order or ranking (Gavin, 1996). Ordinal scales, however, does not denote any size or quantity of the variable as it merely permits the classification of categories be identified alongside with the hierarchy of interests and its frequency. The ordinal scale is a much stronger form of measurement than the nominal scale because the variables are ordered, ranked and can be subjected to non-parametric tests as the results will be more sensibl e (Gavin, 1996).An example of ordinal scale is the winning set of players in a marathon game – the 1st -, 2nd – and 3rd-placers. There is indeed a ranking but the scale does not provide information about the absolute differences between 1st and 2nd or between 2nd and 3rd. We can also take as an example of ordinal scales the rankings of four restaurants in study. They can be assigned with numbers that will represent the scale being the most-liked up to the least-liked numerical ranking (Gavin, 1996).The consistency should be maintained as to which number represents a certain definition so as to keep the ordinal scale in place. Next is the third measurement scale, Interval scale. Interval scales provide us with still more quantitative data. In an interval scale, variables are measured against a plane where the distance between numbers or units is equal over all levels of the scale (Sable Tutorial, 1999). To cite an example, the Fahrenheit scale of measurement in a thermo meter shows that the distance between 10 degrees and 30 degrees is the same as the distance between 50 degrees and 70 degrees.The year dates in most calendars can also be assigned and measured against an interval scale. Note that in this particular scale of measurement, there is no fixed zero that means a zero quantity of the aspect of interest. Finally, the most powerful form of measurement scale is the Ratio scale. Ratio scale differs only from the interval scale given the former’s true zero point. The zero point allows further more interpretations and more valid assumptions and conclusions.Time is a very certain example of ratio scale as not only can we say the difference between two hours and ten hours, but we can also say that ten hours is five times as long as two hours – ratio in comparison (Sable Tutorial, 1999). Other social variables of ratio measure include age, length of residence in a given place and in a particular period of time. These measurement scales are chronologically arranged from the least to the most powerful form. In the end regardless of which scale is used it is crucial that the instrument should be practical, valid and reliable (Gavin, 1996).Research methods are basically used to avoid or at least lessen biases. A multidisciplinary team approach is best in conducting research work, armed with proper research techniques and valid statistical method of scales will equate to a non-refutable conclusion. At the end of the day, one should be smart enough to acknowledge the fact that whatever scheme of research or measurement is chosen, nothing will replace one’s sound judgment and keen consideration of underlying assumptions in one’s data analysis. References McCarthy, P. (1998). Steps in the research process. Retrieved on July 18, 2007 from www.mtsu. edu/ Sable Tutorial. (1999). Measurement scales in social science research. Retrieved on July 18, 2007 from Virginia Tech in www. simon. cs. vt. edu Borgatti, S. (1997). Research glossary. Retrieved on July 18, 2007 from www. analytictech. com Gavin, T. (1996). Research forum-methodology-measurements, Part 1: Principles & theory. Retrieved on July

The Financial Crisis Of The United Kingdom And The World

INTRODUCTION Nationwide Building Society is a mutual financial institution dealing with mortgage loans, investments, retail banking, current accounts, loans, house insurance, travel insurance and credit cards. It is the largest building society in the United Kingdom and the world. It falls under the banking and financial services sector. The great recession of 2008 hit the banking and financial services sector hard as the recession led to the financial crisis of 2007-2009. This period was also named as the credit crisis. The major cause of this crisis is the housing loans and the subprime mortgage crisis. As nationwide building society deals with a lot of mortgage loans it was very much affected by the great recession. But the way the†¦show more content†¦2. A temporary 2.5% reduction in Value Added Tax. 3. $ 3 billion investment spending brought forward from 2010. 4. $ 20 billion small enterprise loan guarantee scheme. The government also looked to increase government spending by increasing the public sector expenditure substantially in hope that it would shift the demand curve to its right. This was majorly done to stabilize the banking sector and the unemployment rate. The UK’s ability to take extraordinary action in fiscal measures is limited and its because of the burden it was bearing from a lot of major bank bail outs. This in turn affected public finance. Due to all this there was a substantial rise in deficit to an estimated 175 million pounds which is 12.4% of the GDP and a rise in the national debt above 80% of GDP at its peak. As they looked to stabilize the markets the government was facing a huge deficit and was spending more that what it was earning. Therefore, in 2010, the new government looked to cut down government spending and aggregate demand correspondingly. They looked to cut it down by 6 billion pounds. This had the risk of slowing down the economy but was optimistic. 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