“Employee Engagement and Talent Acquisition in Reliance Jio”

Project Title “Employee Engagement and Talent Acquisition in Reliance Jio” Summer Training Project Report Submitted in Partial Fulfillment of the Requirements for the Diploma of Post Graduate Diploma in Management At Jaipuria Institute of Management, Lucknow By: Astha Singh PGMF1513

Supervisor: Mrs. Preeti Singh, State Head Employee Engagement Infocomm Limited

TO WHOMSOEVER IT MAY CONCERN

This is to certify that the Summer Project Study Report, “Employee Engagement and Talent Acquisition in Reliance Jio” submitted by Ms. Astha Singh as partial fulfillment of requirement of the two year PGDM (2015-2017) is a bonafide work carried out by the student at our Institute.

This Summer Project Study is his original work and has not been submitted to any other University/Institute.

Prof. …………………………

Prof.

………………………….

Project Program Director- PGDM

Date: Place: Jaipuria Institute of Management,

Supervisor

Declaration Certificate by Student

I, Astha Singh, student of PGDM batch (2015-2017) declare that the project entitled Employee Engagement and Talent Acquisition in Reliance Jio is my own work conducted under the supervision of Mrs. Preeti Singh as a partial fulfillment of Summer Internship Program for the course of PGDM submitted to the Placement Team and Jaipuria Institute of Management, Noida. I further declare that to the best of my knowledge the project does not contain any part of any work, which has been submitted for any other project either in this institute or in any other without proper citation. Place: Jaipuria Institute of Management, Noida

Date: Signature of the Candidate

Acknowledgement "I have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organization. I would like to extend my sincere thanks to all of them. I am highly indebted to Mrs. Preeti Singh for her guidance and constant supervision as well as my mentor Dr. Poonam Sharma for providing necessary information regarding the project & also for their support in completing the project. I would like to express my gratitude towards my parents & member of Reliance Jio Infocomm Limited for their kind co-operation and encouragement which help me in completion of this project. I would like to express my special gratitude and thanks to industry persons for giving me such attention and time. My thanks and appreciations also go to my colleague in developing the project and people who have willingly helped me out with their abilities."

Executive summary Project Title: To study overall satisfaction of the employees in respect to employee

engagement program” and “To Study the current recruitment and selection system and to come up with more effective recruitment strategies.” at Relaince Jio Infocomm Limited. “Emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities.” Before and even now, employee engagement is always a crucial practice or instrument of Human resource function of any organization. The efficiency and productivity of the organization can be increased considerably with right kind of employee engagement activities, way of delivery by right kind of activities which help employees to feel connected with the organization and accompanied by immediate feedback from the employees. Ability securing is the way toward finding and getting talented human work for hierarchical needs and to meet any work prerequisite. At the point when utilized as a part of the setting of the selecting and HR calling, ability securing more often than not alludes to the ability procurement division or group inside the Human Resources office. The ability securing group inside an organization is in charge of discovering, procuring, surveying, and enlisting contender to fill parts that are required to meet organization objectives and fill venture necessities, by watching the meeting strategy and inclusion with the bosses in overseeing and arranging the meeting of the organization, through the input from the workers and the perception this report has thought of vital proposal organization can take after to make their enrollment procedure more gainful. The motive behind this project is to study the effectiveness of employee engagement activities imparted to the employees of Reliance Jio Infocomm Limited By studying the current employee engagement activities and current recruitment method and designing questionnaire to analyze the whole picture more clearly feedback from the employees has been taken by face to face interaction as well as questionnaire and observation this study had come up with various recommendation which can be implemented to increase the productivity of the organization by adopting more different employees engagement activities and by adopting various other recruitment sources.

Feedback is the backbone of the entire organization and in this project same is taken into consideration. This project revolves around conducting different employee engagement activities, studying their present recruitment process, training sessions for the DSS and getting immediate feedback from them so that the responses are fresh. For this feedback of employees of Reliance Jio in Lucknow was taken and questionnaire was given them to fill, so as to remove any element of hesitation in front of the superiors. Various techniques are being used to analyze the data collected.

Contents 1

Chapter INTRODUCTION...................................................................................... 9 1.1

Problem Statement........................................................................................ 9

1.2

Rationale of the Problem................................................................................9

1.3

Methodology................................................................................................ 10

RESEARCH OBJECTIVE......................................................................................... 11 RESEARCH DESIGN.............................................................................................. 11 SCALING............................................................................................................. 12 SAMPLING........................................................................................................... 12 DATA COLLECTION (Sources of Data).......................................................................13 1.4

Scope of the Study....................................................................................... 13

1.5

Limitations of the Study...............................................................................14

Digitalization in India:.................................................................................................... 21 Digitalization in India by Reliance Jio-................................................................................21 Reliance Jio Infocomm Limited:........................................................................................ 25 2

3

Chapter 2 DETAILS OF THE ORGANIZATION........................................................28 2.1

Introduction:................................................................................................ 28

2.2

The Organization- Reliance Jio Infocomm:....................................................29

2.2.1

Products and Services of Relaince Jio:...................................................30

2.2.2

Organization Structure:.........................................................................32

2.2.3

HR Practices:......................................................................................... 34

2.2.4

Competition Analysis:............................................................................ 35

2.2.5

Industry Analysis:.................................................................................. 36

2.3

Organization Business Profile:......................................................................38

2.4

Other related information:-..........................................................................39

2.5

SWOT Analysis of Relaince Jio Infocomm:....................................................40

2.6

PESTEL Framework of Reliance Jio Infocomm:..............................................41

2.7

Michael Porter’s Five Force Model- Industry Analysis:..................................43

2.8

Conclusion:.................................................................................................. 45

Chapter - THE PROBLEM ON HAND.....................................................................46 3.1

Introduction:................................................................................................ 46

B. Talent Acquisition-.................................................................................................. 48

RECRUITMENT PROCESS IN RELIANCE JIO-..............................................................49

4

5

3.2

Problem Area Identification:.........................................................................54

3.3

Description of the Task:................................................................................ 55

3.4

Detailed Analysis of the Task:......................................................................56

3.5

Criticality of the Task:................................................................................... 82

3.6

Conclusion:.................................................................................................. 82

Chapter LEARNING OUTCOMES..........................................................................84 4.1

Comprehension of the Task..........................................................................84

4.2

Problems faced during Accomplishment of the Task....................................88

4.3

Methods adopted to solve the Problems......................................................89

4.4

Overall Learning from the Task....................................................................90

4.5

Conclusion:.................................................................................................. 98

Chapter - RECOMMENDATIONS...........................................................................99 5.1

Brief Description of Recommendation:.........................................................99

B. Talent Acquisition................................................................................................... 99 5.2

Details of each Recommendation Discussion of Its Technical Suitability......99

5.3

Suggested Scheme of Implementation, Precautions and Monitoring Systems 104

5.4

Conclusion:-............................................................................................... 104

B. Talent Acquisition................................................................................................. 104 6

Chapter CONCLUDING REMARKS.....................................................................105 6.1

Summary................................................................................................... 105

6.2

Gains from the Project...............................................................................105

6.3

Limitations of the Project...........................................................................105

6.4

Scope for Further Work.............................................................................. 106

6.5

Conclusion................................................................................................. 107

12. Appendices......................................................................................................... 109

CHAPTER 1 INTRODUCTION 1.1

INDUSTRY ANALYSIS

India is at present the world's second-biggest media communications showcase and has enlisted solid development in the previous decade and half. The Indian portable economy is becoming quickly and will contribute generously to India's total national output (GDP), as indicated by report arranged by GSM Association (GSMA) in a joint effort with the Boston Consulting Group (BCG). The liberal and reformist arrangements of the Government of India have been instrumental alongside solid purchaser request in the quick development in the Indian telecom part. The legislature has empowered simple business sector access to telecom hardware and a reasonable and proactive administrative structure that has guaranteed accessibility of telecom administrations to customer at moderate costs. The deregulation of outside direct speculation (FDI) standards has made the part one of the quickest developing and a main five business opportunity generator in the nation. Telecom is one of the quickest developing ventures in India. Today India remains as the secondbiggest media communications market on the planet. The cell telephone industry in India would contribute US$ 400 billion as far as total national output (GDP) of the nation in 2014. This part which is becoming exponentially is required to create around 4.1 million extra occupations by 2020, according to Groupe Speciale Mobile Association (GSMA).

In the period April 2000 to January 2014, the telecom business has in outside direct speculations (FDI) of about US$ 59,796 million, which is an expansion of 6 for each penny to the aggregate FDI inflows as far as US$, according to report distributed by Department of Industrial Policy and Promotion (DIPP). India's worldwide framework for versatile (GSM) administrators had 4.14 million rustic supporters as of January 2014, conveying the aggregate to 285.35 million.

Information movement fueled by third era (3G) administrations developed at 146 for every penny in India amid 2013, higher than the worldwide normal that saw utilization twofold, as indicated by a MBit Index study by Nokia Siemens Networks (NSN). India's advanced mobile

phone market developed by 171 for each penny in 2013, to 44 million gadgets from 16.2 million in 2012, according to research firm IDC .The expanding prominence of bring-your-own-gadget (BYOD) in the working environment is further adding energy to the cell phone market. Indian telecom industry has developed from a tele-thickness of 3.58% in March 2001 to 74% in June 2013. This extraordinary jump in both number of buyers and additionally incomes from telecom administrations has not just gave adequate commitment in Indian GDP development additionally gave genuinely necessary livelihood to India youth.

Market Size Driven by solid selection of information utilization on handheld gadgets, the aggregate portable administrations market income in India is required to touch US$ 37 billion in 2017, enlisting a Compound Annual Growth Rate (CAGR) of 5.2 % somewhere around 2014 and 2017, as indicated by examination firm IDC. India's portable supporter base is relied upon to cross 500 million! Endorsers before the end of FY2015 from 453 million supporters toward the end of FY2014. As per a study by GSMA, cell phones are required to represent two out of each three portable associations all inclusive by 2020 making India the fourth biggest cell phone market. The broadband administrations client base in India is required to develop to 250 million associations by 2017, as per GSMA. India included the most noteworthy number of net cell telephone memberships of 13 million amid the second from last quarter of 2015. Universal Data Corporation (IDC) predicts India to surpass US as the second-biggest Smartphone advertise all around by 2017 and to keep up high development rate throughout the following couple of years as individuals switch to advanced mobile phones and step by step move up to 4G. Disregarding just 5 % expansion in portable associations in 2015, general consumption on versatile administrations in India is relied upon to increment to US $ 21.4 billion in 2015, drove by 15 % development in information administrations use, according to research firm Gartner. The Indian telecom segment is required to create four million immediate and circuitous employments throughout the following five years as per appraisals by Randstad India. The

business open doors are relied upon to be made because of mix of government's endeavors to build infiltration in rustic ranges and the quick increment in cell phone deals and rising web use.

Players in the market BSNL is the business sector pioneer with a 67.7 for every penny offer took after by MTNL with 11.5 for each penny piece of the pie. Next is Bharti Airtel at 10.9% took after by Tata and Reliance at 5% and 4.1% separately. BSNL as an organization is developing and demonstrated yearly incomes of around $4.5 billion starting 2014. BSNL is serving more than 125 million clients the nation over and is impetus in checking the value point for telecom services. Also, with the legislature escalating its provincial concentrate, no one but BSNL can transform into reality the following influx of country telecom penetration. BSNL is a 100% Central Government element and workers with BSNL are qualified for get pay rates as chosen by Government of India and not by BSNL . However both, MTNL and BSNL are tormented by declining incomes combined with high expenses. BSNL has monstrous base, labor, frameworks, and 80 for every penny of landlines and 90 for every penny of broadband associations in India are worked by it. "Vodafone is contributing about US$ 3 billion throughout the following two years in India in growing its system base and dispersion direct in the nation," according to Vittorio Colao, CEO, Vodafone Plc. BlackBerry arrangements to set up big business arrangements focus to teach corporate clients about different BlackBerry Enterprise Service (BES) 10 arrangements. "India is one of the quickest developing markets regarding cell phone and portable information reception," said by Lalvani, Managing Director (MD), BlackBerry India. Goodbye Teleservices arrangements to set up about 4,000 Wi-Fi hotspots in nine urban communities the nation over in the following two years.

Booming sectors The tide has turned for the telecom segment in India, as development and benefit has quickened as of late. Tower organizations are harvesting advantages of a turnaround in the segment as administrators have begun putting resources into systems to support information entrance. Notwithstanding it is in the nation's blasting portable section in which the real fights are being battled. Three noteworthy private players – Bharti, Reliance and Vodafone - with an imposing 54% offer of the business sector between them, lead a substantial field of portable administrators. State-claimed ventures –BSNL and MTNL – have likewise been making their nearness felt with a joined piece of the pie of 12%.

A look aheadAs indicated by Craig Wigginton, bad habit director and U.S. Broadcast communications pioneer, Deloitte and Touche LLP, the enormous test for the telecom business in 2014 – which additionally displays a noteworthy development open door for the area – is that shoppers are getting dependent on availability and velocity. The continuous extension of the portable biological community, combined with interest for high-data transfer capacity applications and administrations, for example, video and gaming, is keeping weight on the business to expand the accessibility and nature of broadband network What does this mean for players in the segment? Bearers will keep on pursuing mechanical headways to handle request, including offloading some versatile transfer speed needs to Wi-Fi, which is demonstrating a powerful supplement to portable systems. In the meantime, long haul range accessibility, range effectiveness, little cells and proceeded with backhaul changes are liable to be a key center to guarantee proceeded with portable broadband energy.

INVESTMENT With every day expanding supporter base, there have been a great deal of ventures and improvements in the division. The business has pulled in FDI worth US $17.7 billion amid the period April 2000 to September 2015, as indicated by the information discharged by Department of Industrial Policy and Promotion (DIPP). A portion of the real advancements in the later past are: • Walmart India Private Limited's leader has demonstrated enthusiasm for opening its chain of stores in Haryana, while Micromax has additionally offered to set up a portable handset fabricating unit in the National Capital Region (NCR). • Vodacom SA, a backup of Vodafone Plc, has gone into a concurrence with Tata Communications Ltd to purchase the settled line resources of TataComm's South African telecom auxiliary Neotel Pty Ltd. • Bharti Airtel has wanted to contribute Rs 60,000 crore (US$ 9.02 billion) over a time of three years with a perspective to help its telecom system limit in this manner enhancing the nature of voice and information administrations to its clients. • Reliance Communications Ltd, India's fourth biggest versatile administrations supplier, has consented to get Sistema Shyam TeleServices Ltd (SSTL), the neighborhood unit of Russian organization Sistema JSFC, in an arrangement esteemed at Rs 4,500 crore (US$ 687 million), which incorporates installments to the legislature for range assigned to Sistema. • Videocon Industries Ltd arrangements to set up a portable handset get together plant alongside assembling set top boxes in Punjab for a venture of Rs 500 crore (US$ 76.7 million) more than three years. • American Tower Corporation, a New York Stock Exchange-recorded versatile framework firm, has procured 51 for each penny stake in telecom tower organization Viom Networks in an arrangement worth Rs 7,635 crore (US$ 1.17 billion).

• Chinese cell phone creator OnePlus has reported its organization with Foxconn, a Taiwanese organization, for collecting its telephones in Foxconn's processing plant in Andhra Pradesh. Swedish telecom hardware creator Ericsson has declared the presentation of another radio framework in the Indian business sector, which will give the important foundation required by versatile organizations keeping in mind the end goal to give fifth-era (5G) administrations in future. • Out of the aggregate number of cell phones dispatched in India amid the June 2015 quarter, 24.8 for every penny were made locally - a huge ascent when contrasted with 19.9 for each penny in the past quarter according to CyberMedia Research firm. • Global telecom gear creators like Ericsson, Nokia Networks and Huawei are anticipating over US$ 1 billion income open door as cellular telephone administrators in India take off rapid broadband administrations on the 4G LTE innovations the nation over. • Lenovo Group of China has initiated fabricating its cell phones in India, through its agreement producer Flex's office close Chennai, in this way turning into the biggest Chinese organization to take after 'Make in India' system. • Foxconn, the world's biggest contract-fabricating firm for customer gadgets and maker for Apple items, has marked a Memorandum of Understanding (MoU) with Maharashtra state government to contribute US$ 5 billion throughout the following three years for setting up an assembling unit amongst Mumbai and Pune.

Government Initiatives The administration has optimized changes in the telecom segment and keeps on being proactive in giving space to development for telecom organizations. A portion of the other real activities taken by the administration are as per the following:

• The Telecom Regulatory Authority of India (TRAI) has coordinated the telecom organizations or versatile administrators to remunerate the buyers in case of dropped calls with a perspective to lessen the expanding number of dropped calls. • With a perspective to energize combination in the telecom division, the Government of India has endorsed the tenets for range exchanging that will permit telecom organizations to purchase and offer rights to unused range among themselves. The Union Cabinet led by the Prime Minister, Mr. Narendra Modi, gave its endorsement to the rules on range sharing, intended to enhance unearthly productivity and nature of administration, in light of the proposals of the Telecom Regulatory Authority of India (TRAI). • The Central Government's few activities to advance assembling in the nation, for example, 'Make in India' battle seems to have positively affected portable handsets fabricating in the nation. Organizations like Samsung, Micromax and Spice had been gathering handsets in the nation as of now. Xiaomi and Motorola, alongside Lenovo have likewise begun gathering of cell phones in India. Firms like HTC, Asus and Gionee too have demonstrated enthusiasm for setting up an assembling base in the nation. • The Government of India arrangements to take off free rapid WiFi in 2,500 urban areas and towns the nation over throughout the following three years. The system involves a venture of up to Rs 7,000 crore (US$ 1.06 billion) and will be executed by state-claimed Bharat Sanchar Nigam Ltd (BSNL).

Digitalization in India: Advanced India is a crusade propelled by the Government of India to guarantee that Government administrations are made accessible to subjects electronically by enhancing online framework and by expanding Internet network or by making the nation digitally enabled in the field of innovation. It was propelled on 1 July 2015 by Prime Minister Narendra Modi. The activity incorporates arrangements to associate country ranges with rapid web systems. Advanced India has three center segments. These include:

• The production of computerized foundation • Delivering administrations digitally • Digital proficiency

Digitalization in India by Reliance Jio Reliance Jio is going to conveying Services digitally. "Jio is set to empower every Indian to carry on with a computerized life. To this end, they have fabricated the all around biggest green-field 4G and fiber system, and in addition a suite of advanced administrations that empower diversion, cloud, installment, and a great deal more. The advanced system made by Reliance Jio can serve 100 million remote broadband clients and 20 million fiber-to-the-home clients which can be scaled up as interest increments. The foundation is one of the biggest green field computerized activities anyplace on the planet and is the main administrator on the planet to make an all-IP system. It is additionally intriguing to realize that more than half of Internet activity served by Jio will be carried all alone system.

As far as scope, it has direct nearness in 29 states and 18,000 urban areas and towns. As far as country scope, Jio has an impression in one lakh towns. By end-2015, Jio's scope will achieve 80 percent of India's populace and inside 3 years it will achieve 100 percent populace.

Rich Suite of Content & ApplicationsReliance Jio is not leaving anything and whatever is available in the physical world will be available in the digital world. In terms of verticals, the focus is on digital currency, digital commerce, digital education, digital healthcare, e-governance, M2M, IoT (Internet of things) and smart cities. Jio is planning to launch a suite of exciting, engaging and entertaining apps like Jio Play, Jio Beats, Jio Mags, Jio News, Jio Money and Jio Drive after Jio Chat. All these services are ready

and are being piloted today and will be launched along with Jio connectivity services in due course of time. Jio is also connecting enterprises, SMB, and SME customers over this high speed IP network, enabling advanced services using cloud based solutions. In rural areas, Reliance Jio is prioritizing broadband connectivity to thousands of schools.

Reliance Jio Suite of ApplicationsJio Chat launched in April is a powerful communication application that integrates chat, voice, video calling, conferencing, file sharing, photo sharing and much more in a single application. 

Jio Drive helps in storing, syncing and sharing any content between one’s own device with that of friends.



Jio Play brings best in class, personalized video on demand application that brings bollywood, regional and international movies, TV episodes, trailers and music videos in high definition format.



Jio Beats is a premier digital music streaming service that gives consumers instant access to millions of songs and curated playlists – from old favorites to the latest hits. One can also download music and listen to it offline.



Jio Mags provides the most popular collection of magazines, in full color and with a slew of innovative features. One can read past issues along with the very latest issues. One can also enjoy one’s favorite magazine on mobile and tablet with embedded videos.



Jio News delivers a one stop shop for all news from leading news publishing houses across multiple languages and categories. It offers instant live updates with zero loading time and offline reading capability.



Jio Money is the digital money and digital payments business is an ideal solution for even our smallest merchants, such as kiranas, restaurants, and taxi drivers.



Switch-and-Walk is an interesting application that allows customers to seamlessly copy everything from their old phone to a new phone. All your contacts, messages, photos, music, media and applications – from one phone to another, wirelessly, with just a few easy clicks.

Affordable 4G Smart phones Day is not far when 4G handsets will be accessible at Rs costs beneath Rs 4,000. Jio is guaranteeing that gadgets be it cell phones, tablets and others are accessible at all value focuses. Dependence Jio has worked with all driving gadget producers to guarantee accessibility of 4G LTE cell phones over all value focuses right from ultra-premium, premium, mid-level and section level models. The blend of Jio's solid activities and a strong worldwide environment, gives me the certainty that we will see 4G LTE cell phones in India at costs beneath Rs 4,000 by December of this current year," says Mukesh Ambani. "We will convey the highest quality level for scope and limit, and push to increase current standards considerably promote with little cells," included Reliance Jio. In the event that the above guarantees get satisfied, Reliance Jio will help in accomplishing Narendra's Modi vision of Digital India. Dependence conceives production of an advanced upheaval in India. Dependence's vision for India is that broadband and advanced administrations will never again be an extravagance thing. Or maybe, Reliance imagines an India where these are fundamental necessities to be devoured in wealth by buyers and little organizations alike, as much in far-flung towns as in our biggest urban areas. The activities are really adjusted to the Government of India's 'Advanced India' vision for our country. Reasonable Devices: Jio has worked with all the main gadget producers of the world to guarantee accessibility of 4G LTE cell phones over all value focuses – from ultra-premium models on one hand, to passage level models on the other.

Computerized Currency: Jio imagines another India which will utilize advanced coin rather than paper cash for a more secure and advantageous approach to execute. Jio Money, Jio's computerized coin and advanced installments business, will assume a critical part in this by offering a stage for universal, reasonable and secure computerized installments. 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 smart phone. Using Jio Drive, anyone can store, sync and share any content between their 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 curate 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, egovernance, Smart Cities, M2M and the Internet of Things. It does not matter whether these services are created by Jio itself, its ecosystem partners or anyone globally. Reliance is committed to the principles of Net Neutrality.

Reliance Jio Infocomm Limited: As the budgetary year 2014-15 finds some conclusion, Reliance Jio Infocomm Limited's (RJIL) 4G administrations are yet to hit the business sector. The business has lost check of the quantity of times the organization has missed its due dates, denying the client group of the excitedly anticipated administration dispatch. Despite the fact that the business has acknowledged the underlying deferrals, given that Mukesh Ambani is known not a level of dynamism into most markets that his gathering enters, there is currently a general estimation of fretfulness. While purchasers have elevated requirements from RJIL, in perspective of the business sector disturbance and change created by Mukesh Ambani-drove Reliance Infocomm (now Reliance Communications) in 2003, industry experts are communicating reservations about the genuine effect of RJIL's entrance into the business sector. RJIL has spent the previous year, similar to the three years going before it, in fortifying its foundation muscle, getting more ventures, contriving techniques, marking organizations, and gaining range. Nonetheless, it has neglected to change over this into a business or standard administration dispatch. Having seen the pace of system take off, and RJIL's range procurement technique in the previous two barters, the industry is attempting to translate the organization's arrangement. Examiners have since quite a while ago trusted that an undeniable (voice in addition to information) dispatch by organization would be critical to legitimizing the tremendous ventures that it is embraced, which are accepted to be around $1 billion for each quarter. Information alone may turn out to be deficient to achieve an income development that matches the capex, hence making voice an indispensable part of the business procedure. Nonetheless, the organization stays concentrated on building up a coordinated environment for 4G administrations, which will make it intriguing to perceive how the organization uses its range property crosswise over various groups. A glance at RJIL's qualities, techniques and difficulties… Key qualities In the previous three to four years, RJIL has figured out how to develop critical limit. It has a genuinely substantial and geologically well-spread system. As indicated by reports from Credit Suisse (amongst August and September 2014), RJIL had finished the establishment of more than 32,000 long haul development (LTE) base stations the nation over, with the pace of move outs coming to around 7,000 establishments for every month. Further, in the course of the last couple of years, RJIL has finished the take off of 100,000 course km of optic fiber link. More than 85 for each penny of this is intra-city fiber. Moreover, RJIL

utilizes links with 288 strands for the most part (at times 96 filaments) while the typical links utilized by the business have 12-24 fiber strings.

Dependence Jio Infocomm Limited (RJIL), an auxiliary of Reliance Industries Limited (RIL), India's biggest private segment organization, is the main telecom administrator to hold container India Unified License. This permit approves RJIL to give all media transmission administrations aside from Global Mobile Personal Communication by Satellite Service.

RJIL holds range in1800 MHz (crosswise over 14 circles) and 2300 MHz (crosswise over 22 hovers) fit for offering fourth era (4G) remote administrations. RJIL arrangements to give consistent 4G administrations utilizing FDD-LTE on 1800 MHz and TDD-LTE on 2300 MHz through a coordinated biological system. RJIL is setting up a skillet India telecom system to give to the very underserviced India market, dependable (fourth era) fast web network, rich correspondence administrations and different computerized administrations on dish India premise in key areas, for example, instruction, social insurance, security, money related administrations, government national interfaces and amusement. RJIL intends to give at whatever time, anyplace access to imaginative and engaging advanced substance, applications and administrations, in this manner pushing India into worldwide authority in computerized economy. RJIL is likewise conveying an upgraded bundle center system to make cutting edge high limit base to handle tremendous interest for information and voice. Notwithstanding fast information, the 4G system will give voice administrations from/to non-RJIL systems. Relaince Jio is a piece of the "Sound Of Bengal Gateway" Cable System, wanted to give network between South East Asia, South Asia and the Middle East, furthermore to Europe, Africa and to the Far East Asia through interconnections with other existing and recently assembled link frameworks arriving in India, the Middle East and Far East Asia.

RJIL's auxiliary has been recompensed with a Facility Based Operator License ("FBO License") in Singapore which will permit it to purchase, work and offer undersea and/or physical fiber network, setup its web purpose of nearness, offer web travel and peering administrations and additionally information and voice meandering administrations in Singapore.

RJIL has concluded key concurrences with its innovation accomplices, administration suppliers, framework suppliers, application accomplices, gadget makers and other vital accomplices for the

task. These vital accomplices have submitted noteworthy assets, skill and worldwide ability to bolster arranging, arrangement and testing exercises at present in progress.

Reliance Jio has: • An concurrence with Ascend Telecom for their more than 4,500 towers crosswise over India. (June 2014) • An concurrence with Tower Vision for their 8,400 towers crosswise over India. (May 2014) • An concurrence with ATC India for their 11,000 towers crosswise over India. (April 2014) • An concurrence with Viom Networks for their 42,000 telecom towers. (Walk 2014) • Agreement with Bharti Airtel for a complete telecom base sharing consent to share framework made by both sides to keep away from duplication of base wherever conceivable. (December 2013) • A key understanding for global information network with Bharti to use devoted fiber pair of Bharti’s submarine link that associates India and Singapore. (April 2013)

Concurrences with Reliance Communications Limited for sharing of RCOM's broad between city and intra-city optic fiber framework of almost 1,20,000 fiber-pair kilometers of optic fiber and 500,000 fiber pair kilometers individually (April 2013/April 2014) ,and 45,000 towers (June 2013

1.2

Problem Statement

Employee Engagement activities and Recruitment and selection is a vital part of any organization that is why it is important to study whether employee engagement activities and talent

acquisition needs to be effective enough in order to provide a market standing potential to a new organization, In this competitive environment. As Reliance Jio is a new organization it has recently started with employee engagement activities to make employees feel connected with the organization and also study that the new employees who are hired are beneficial for the company in respect to their performance and to make more effective recruitment and selection.

1.3 Rationale of the Problem 

“To study overall satisfaction of the employees in respect to employee engagement program”



“To Study the current recruitment and selection system and to come up with more effective recruitment strategies.”

The objective is to analyse the satisfaction of the employees with the employee engagement activities done by the company to make the employees feel valued and to rather make them feel a part of organisation. The study also revolves around whether the hired employees are beneficial for the company. Moreover the study will also help in knowing the related heads training, development, succession planning and how talent is acquired and the sources the company uses to acquire the right person for the right job so that performance standard is maintained.

Implications:-

People are a company's greatest asset. We are all familiar with this phrase, which has become something of a cliché. However, that doesn't change the fact that, quite simply, it's true.

The workforce always has and always will be the deciding factor in whether a business fails or succeeds. From the boardroom down to the bottom level, it's the actions of people that determine profits and allow companies to establish a competitive advantage over their rivals. Being able to easily move between RPO and contingent workforce solutions depending on your specific needs at any one time will improve the speed and efficiency of your acquisition efforts. This will leave your company primed and ready to adapt to any economic changes in what is still an uncertain time, and this flexibility can put you one step ahead of your competitors. Employee engagement will help in knowing the employees dedication regard to their work and even their retention is also analyzed by studying employee’s involvement through various activities.

1.4 Methodology Research Methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. It contains various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. A methodology does not set out to provide solutions - it is, therefore, not the same as a method. Instead, a methodology offers the theoretical underpinning for understanding which method, set of methods, or so-called “best practices” can be applied to specific case, for example, to calculate a specific result. RESEARCH OBJECTIVE



“To study overall satisfaction of the employees in respect to employee engagement



program” “To Study the current recruitment and selection system and to come up with more effective recruitment strategies.”

The objective is to analyse the satisfaction of the employees with the employee engagement activities done by the company to make the employees feel valued and to rather make them feel a part of organisation. The study also revolves around whether the hired employees are beneficial for the company. Moreover the study will also help in knowing the related heads:-training, development, succession planning and how talent is acquired and the sources the company uses to acquire the right person for the right job so that performance standard is maintained. To achieve my objective I have to approach the employees of the organization and by obtaining feedback from them in respect to employee engagement and talent acquisition like how the hiring impact the organizational goals.

RESEARCH DESIGN

A detailed outline of how an investigation will take place. A research design will typically include how data is to be collected, what instruments will be employed, how the instruments will be used and the intended means for analyzing data collected. Descriptive research is a study designed to depict the participants in an accurate way. More simply put, descriptive research is all about describing people who take part in the study In this project, descriptive research design will be used. The descriptive research has been classified into two methods.

1. Survey Method: - In this method, It is the study of individual units. The researcher makes the respondent aware of the objective and he fills in the questionnaire and face to face interaction with each employee’s. E.g. Telephonic surveys. 2. Observation Method: - In this method, the researcher observes the ongoing behavior. It is a type of non experimental research. 3. In this project, survey as well as observation method was used.

SCALING It is used for measuring qualitative responses of respondents like feelings, perception etc. There are different types of scaling techniques that can be used as:

Nominal Scale



Ordinal Scale



Interval Scale



Ratio Scale



Likert Scale

In this project, all the questions will be designed using Likert Scale.

SAMPLING 

Sample Size: - The sample size for the study taken will be around 50. Data will be collected through filling up of questionnaires from the employees in respect to talent acquisition and employee engagement covering circle office of Reliance Jio.



Sampling Technique: - There are various types of sampling technique that are used to gain analysis by choosing a sample from the population. Few of them are as follows:1. Non-Probability Sampling a. Convenience Sampling b. Judgmental Sampling c. Quota Sampling d. Snowball Sampling 2. Probability Sampling a. Simple Random Sampling b. Systematic Sampling c. Stratified Sampling d. Cluster Sampling

In this project simple random sampling is used. Simple random sampling is a subset of statistical population in which each member of subset has equal probability of being selected. Randomly the questionnaires will be filled by the employees.

DATA COLLECTION (Sources of Data) 

Primary Data: - Data observed or collected directly from first-hand experience is known as Primary Data. The primary data will be collected with the help of questionnaire and will be filled by the employees of the circle office in Reliance Jio (Lucknow) it will help in getting true responses from the employees.



Secondary Data: - Published data or the data collected in the past by other parties is known as Secondary Data. It is easily available and handy in nature. Secondary data will be collected through induction manual of Jio, websites, published data of jio etc.

Scope of the Study

1.5

Employee engagement and recruitment and selection can be defined as an effective process that leads to create a feeling of belongingness (amongst the mind and soul of the employees) and fruitful hiring but also leads towards the accomplishment of employee’s individual objectives thereby providing a greater scope of fulfillment of organizational objectives as well. While on the other hand, employee engagement would also be directly proportional in increasing the productivity of the employees simultaneously. In this project, new dimensions have been discovered in making the procedures more beneficial which ultimately provide the scope of making the organizational environment more competitive.

1.6 Limitations of the Study Various limitations occurred in performing this task are

The employees found it difficult to answer questions properly because of their busy work schedule.

  

Total time allowed by the company to do the project was limited. In view of the limited time available for the study, only training process could be studied. All the information required was not available by the company for confidential norms and standards.



The sample size is small to reflect the opinion of all the DSS (Digital Sales Specialists) in



Lucknow Area. The answer given by the respondents have to be believed and have to be taken for granted as truly reflecting their perception.

2

CHAPTER-

DETAILS OF THE ORGANIZATION

2.1 Introduction:

RIL Reliance is India’s largest private sector company on key financial parameters. Its is a significant global player in integrated energy value chain, has a growing presence in retail industry and digital services in India. RIL is built on strong values, incorporates the culture of safety, integrity and commitment. RIL is dedicated to its vision of partnering India’s economic growth and social wellbeing. RIL attempts to be a product and service leader across its industries and a perfect workplace and above all to create long term value for its stakeholders and the society. It is into following business     

Refining and Marketing- Petroleum refining Petrochemicals- Polyester, Polymers, Fiber Intermediates, Elastomers and Chemicals Oil and Gas- Exploration and Production of Oil & Gas Retail- Pan India footprint in organized retail JIO Infocomm- Digital Services Media and Entertainment- Broadcasting and Digital properties

Inspiring PeopleRIL inspires its people to pursue goals in the face of challenges, and convert those challenges into opportunities. RIL believes in creating a competency framework. This enables it to institutionalize the spirit of entrepreneurship and develop an ecosystem of collective ownership. RIL employs over 24,000 people, each of whom are encouraged to lead the value-creation journey, and become examples of inspired thinking. RIL’s employees are its partners in progress.

RIL continues to focus on implementing a robust Human Capital Management system to support its global, multi-geographical and diversified organization on one common platform. RIL-HR Transformation journey was initiated to revamp its people processes and implement world-class HR practices. At RIL, the leadership team inculcates a culture of inspiring people through six basic tenets:      

Clear communication of vision and purpose Motivate and inspire employees to succeed and aspire for the best globally Develop capability through continuous learning Show passion to excel Effective teamwork, trust and collaboration Integrate diverse perspectives

Inspiring SustainabilitySustainability at RIL is a combination of small, but critical steps, which help redefine the future for businesses and for the nation. RIL’s sustainability initiatives are geared by the dream of its Founder Chairman Late Shri Dhirubhai Ambani, who envisioned India as a superpower in which the industry, government and society partner each other constructively. RIL’s CSR initiatives help elevate the quality of life of millions. It seeks to touch and transform lives by promoting healthcare, education, rural wellbeing and employment opportunities. RIL aims to continue efforts to build on its tradition of social responsibility to empower people and deepen its social engagements.

1

The Organization- Reliance Jio Infocomm:

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. 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 endto-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 multiTerabit capacity international network. The infrastructure is being built in partnership with some of the world’s most technologically advanced companies. Financial year 2016-17 will be the first full year of commercial operations.

2.1.1

Products and Services of Relaince Jio:

Relaince Jio with a mission to make India Digital is about to introduce with offers like broadband service and digital service to corporate clients and Individual customers. True 4G Volte- Face to face conversation, String connectivity, Speedy internet connection, Video calling 4 contacts at a time, Audio calling 7 contacts at a time, etc. Company has already come up with Two products FLY smartphone with variants- Earth, Water Wind and Flame having feature like True 4G, No latency, Gorilla glass protection front and back, Silent background noise, Crystal clear voice, HD based video calling, Dual camera build 13MP+2MP, etc. many more and LED

television. Relaince Jio is about to come up with almost every retail electronic and electrical products in the market, that can be easily accessible, easy to operate, easy to handle, low maintenance and superior quality features, in coming 4 to 5 years. 

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 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, 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,



synchronize 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 curate 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 does not matter whether these services are created by Jio itself, its ecosystem 

partners or anyone globally. Reliance is committed to the principles of Net Neutrality. Jio security: Jio security will safeguard your smart phone from 3 million apps with privacy leak. It is a perfect app advisor to save your phone from 7, 00,000 high data consuming or battery draining apps. It acts as a complete security of your phone from fraudulent websites, viruses, malwares and other threats. It helps to restore contacts and it can also transfer to a new phone.

2.1.2

Organization Structure:

In this organization, there is CEO Mr. PraneyPathak to whom various functional heads report like- Marketing CLVM (Mrs. BhavnaPandey), Human Resource (Mr. Akhilesh Singh), and Finance (Mr.Amit Dixit), Sales (Mr. MahendraAgarwal), Device (Mr. Rajesh Sharma), Connectivity Service Department CSD (Mr. Rajesh Sharma) and Chief Technical Officer CTO (Mr. Bhupendra Singh). Now there are 1072 Jio Centers across India and across Uttar Pradesh there are 55 jio Centers. If we talk about UP, there is 1 Jio Circle Office The Solitaire and 4 Jio Centers in Gomti Nagar, Jankipuram, Rajajipuram,

ORGANIZATION STRUCTURE Reliance Corporate Park (NHQ)

CEO

Head CLVM

Head HR

Mentor

Head Sales

Head Device

Head Finance

Area Head

Head Jio Center Manager (JCM)

Core Mumbai Reliance Corporate (NHQ)

State-wise Head Office (22 Circles)

Head Custome r Service Departm ent

Head Chief Technica l Officer

UP East (6 Circles) Varana si

UP West Jhansi

Kanpu r

Luckno w

Allahaba d

Gorakhp ur

Jio Circle Office (The Solitaire)

Jio center

Jio center

Jio center

Jio center

2.1.3 HR Practices: Today companies are trying to reinvent HR practices. Likewise Relaince Jio also is continuously adopting new changes that can be in mutual benefit of their employees and organization’s business. Relaince Jio human resource team is reconfiguring their HR processes and run innovative employee engagement programs to improve motivation among employees and reduce costs. Relaince Jio HR practices includes   

Talent Acquisition and Talent Management Resourcing from referrals, online portals, campus placements and walk ins. Payroll Administration and Compensation Management Workforce Management

2.1.4 Competition Analysis: Competition analysis deals with the competitors that the company is facing. Reliance Jio is a again under a telecom sector which is focusing totally on 4G, it is bringing out a new digital world. Reliance jio is focusing on to bring in the new technology to make a new digital world

and

let people experience

the

same.

In

respect to

4G

network

they do not have their direct competitors; Airtel has come with the buzz in the market in respect with 4G but failed to bring it up. In case of 4G network no competition and in case of 4G supported handsets competitions are- Samsung, Apple, HTC, Lenovo, Oppo, Micromax. ENTRY LEVEL Intex Aqua 4g

MID RANGE Moto G 3rd Gen

HIGH END Samsung Galaxy S6, S6 Edge,

Moto E 2nd Gen

Samsung Galaxy A5, A7, A5

S6 Edge+ Samsung Galaxy Note 4, 5,

LG Spirit 4g LG G4 Stylus Samsung Galaxy Core

(2016), A7 (2016), A8 ZTE Blade S6, S6+ Oppo F1 (16k) LG G3

Edge Sony Z5, Z5 Premium LG Nexus 5X iPhone 6 Plus, 6S Plus

Prime Samsung Galaxy J5, J7, Samsung Galaxy On 5, On 7 Lenovo A6000+ Karbon Aura Micromax Canvas Amaze Yureka Plus Xiaomi Redmi Note 3 Lumia 550

LG G4 Lumia 950, XL Moto X Force Yu Yunique

Competition analysis is the assessment of strengths and weakness of current and the potential competitors.

2.1.5 Industry Analysis:

Telecom subscriber base expands substantially

India is currently the second-largest telecommunication market and has the third highest number of internet users in the world. Between FY 07-16 India’s telephone subscriber base expanded at a Compound Annual Growth Rate (CAGR) of 19.5 per cent to 1,022.61 million and tele-density to 80.98



In September 2015, total telephone subscription stood at 1,022.61 million, while teledensity was at 80.98 percent.

Wireless segment dominates the market

India’s

telephone subscriber base reached 1,022.61 million in September, 2015



The

wireless segment

97.46

% of total

telephone subscriptions dominates the market, while the wire-line segment accounts for the rest.



Urban regions account for 58.58 % of telecom subscriptions, while rural areas constitute the remaining.

2.2 Organization Business Profile: Reliance Jio Infocomm Ltd. Company of Mr. Mukesh D Ambani is coming with the latest technology which changed Telecom tag to a different concept i.e. “Digitalization”. They are not only coming with 4G but they are about to launch with a Digital platform. They have been regressively working since year to make this project the most successful one. Jio means blessing

and yes this project is and will be blessing for customers as well as people who got employment from this brand new huge project. Jio is not only coming up with 4G Internet but with the powerful ecosystem on which a range of rich digital services will be enabled – a unique green-field opportunity. There first product which came out in the market is there handsets LYF which is their own brand. As they have launched new technology “VoLTE”, they have launched supportable handsets for the same. Jio also made their own customized applications which are useful in to the customer’s For E.g. Jio Money, Jio Chat, Jio Buzz, Jio Drive and also a website known as AJIO which is a complete shopping site with Reliance brand clothes, apparels etc. Jio’s vision is to provide digital services to all the mass and they don’t want it to remain a luxury item for people. The initiatives are truly aligned with the Government of India's ‘Digital India’ vision for our nation. Thus the Buzz about Jio will surely come out with a positive outcome for both Reliance and for people across India.

2.3

Other related information:-

Telecom Subcriber (Wireless &Wireline) Total Subscriber % Change over previous quarter Urban Subscriber

996.49 million 2.63 577.18 million

Rural Subscriber Market share of Private Operators Market share of PSU Operators Total Tele-density Urban Tele-density Rural Tele-density

419.31 million 89.89% 10.11% 79.38 148.61 48.37

Wirelinevs Wireless Subscribers Total Wireline Subscriber Total Wireless Subscriber Market Share of Private Operators (Wireline) Market Share of PSU Operator (Wireline) Market Share of Private Operator (Wireless) Market Share of PSU Operator (Wireless) Tele-density (Wireline) Tele-density (Wireless)

29.59 million 969.89 million 24.93% 75.07% 91.68% 8.32% 2.12% 77.27%

Internet Broadband Subscribers Broadband subscribers Narrowband subscribers Total Subscribers Wired Internet Subscribers Wireless Internet Subscribers Total Internet Subscribers Urban Internet Subscribers Rural Internet Subscribers Data Usage (Mobile users) Data Usage per subscriber per month – GSM Data Usage per subscriber per month – CDMA Data Usage per subscriber per month – Total(GSM+CDMA)

99.20 million 19.07 million 118.27 million 19.07 million 283.29 million 302.35 million 190.6 million 111.76 million 89.06 MB 278.22 MB 99.46 MB

2.4 SWOT Analysis of Relaince Jio Infocomm: STRENGTHS: • •

Well established Indian brand. High brand visibility.

• • • •

Good financial position & creditworthiness. Competent employees Established infrastructure Latest technology

WEAKNESSES: •

4G is a new service in market, can’t comment of its success yet.

•

Company is coming up with dynamic but new service across India. Yet to be decided whether strategies go right.

OPPURTINITIES: • • • •

It provides digitalization for the entire country. Penetration in the rural areas Best quality with Best technology Cost wise it is more affordable in terms of other networks.

THREATS: •

Competitors like Airtel, Vodafone, Docomo, Telenor, Samsung, Lenovo etc.

•

Increasing prices of resources.

•

Strict Regulations in this industry.

•

Otherwise, None of the threats are identified in an organization, because it is a purely into digitalization.

2.5 PESTEL Framework of Reliance Jio Infocomm: PESTEL analysis is used for determining the Political, Economic, Social, Technological, Environmental and Legal factors associated with a particular business. These factors often differ domestically and

internationally. It provides framework for the national and multinational companies and also mitigates their risk. 1) POLITICAL: These are all about how and to what degree a government intervenes in business. This can include – government policy, tax policy, labour law, environmental law, trade restrictions and so on.It is clear from the list above that political factors often have an impact on organisations and how they do business. Organisations need to be able to respond to the current and anticipated future legislation, and adjust their marketing policy accordingly. Relaince Jio follows all the health and safety of labour and environmental policies and abides all tax policies as well. 2) ECONOMIC: Economic factors have a significant impact on how an organisation does business and also how profitable they are. Factors include – economic growth, interest rates, exchange rates, inflation, disposable income of consumers and businesses and so on.These factors can further be broken down into macro-economic and micro-economic factors. Macroeconomic factors deal with the management of demand in any given economy. Governments use interest rate control, taxation policy and government expenditure as their main mechanisms. Micro-economic factors are all about the way people spend their incomes. This has a large impact on B2C organisations like Relaince Jio in particular. 3) SOCIAL: these are the areas that involve the shared belief and attitude of the population. These factors include – population growth, age distribution, health consciousness, and career attitudes and so on. These factors are of particular interest as they have a direct effect on how marketers 

understand customers and what drives them. Relaince Jio would be deeply affected by this factor. Jio keeps all these cultural, social, religious, demographical factors in mind and accordingly plans

 

the business activities. Jio gives their customers some extra features and benefits in products so as to satisfy customers. Jio has feedback mechanism “Jio Portal” through which existing and potential customers can interact by sharing, discussing any query and for feedback purpose.

4) TECHNOLOGICAL: We all know how fast the technological landscape changes and how this impacts the way company market their products and services. Technological factors affect marketing and the management thereof in three distinct ways: • New ways of producing goods and services • New ways of distributing goods and services • New ways of communicating with target markets a) Point of Sales (POS) system at retail outlets use barcode readers and scanners to identify an item, use pre-stored data to calculate the cost and generate the total bill for the customer.

b) Enterprise Resource Planning systems help in integrating all functions from warehousing to distribution, front and back office store system and merchandising. c) SAP used in store is an enterprise resource planning system which provides an integrated solution that incorporates key operations here. 5) ENVIRONMENTAL: These factors have become important due to the increasing scarcity of raw materials, pollution targets, doing business as an ethical and sustainable company, carbon footprint targets set by governments (this is a good example were one factor could be classes as political and environmental at the same time). These are just some of the issues marketers are facing within this factor. More and more consumers are demanding that the products they buy are sourced ethically and if possible from a sustainable source. 6) LEGAL: Legal factors include- health and safety, equal opportunities, advertising standards, consumer rights and laws, product labelling and product safety. If an organisation trades nationally this becomes a very tricky area to get right as each state has its own set of rules and regulations. Jio is in a telecom and retail industry, has to comply by certain laws namely- Telecom Regulatory Authority of India Act, 1997 (TRAI), Standard of Quality of Wireless Data Service Regulations, 2015, Quality of Broadband Service Regulation, 2014, Telecom Consumers Complaint Redressal Regulation, 2014, etc.

2.6 Michael Porter’s Five Force Model- Industry Analysis: Threat of New Entrants

Degree of Rivalry

Porter’s 5 Forces

Threats of Substitute

Bargaining Power of Suppliers

•

Bargaining Power of Buyers

Threats of New Entrants: Threats from new entrants’ increases competition in some particular sectors. It depends on barriers to new entry in the industry, initial investments and government policies. Basically in Telecom sector this threat is low, whereas, for real estate sector its high. Till now, there doesn’t exist any new entrant in telecom and broadband and digital service sector.

•

Threats of Substitutes: This threat affects the price elasticity of demand for the product and makes demand curve more elastic, as customers have more options in the market for a particular product or service. It depends on following parametersCustomer’s willingness to substitute, Relative price and comparison of substitute product and services and Switching costs to substitute. In 4G services there is no as such powerful substitute available in market soon may exists, expect 3G and 2G which provide less speed internet connection. In digital services few substitute available like for Jiochat- Watsapp, Snapchat, etc. for JiobeatsSawaan, Gaana, etc. Therefore high threat of substitute is good for customer’s view point while low for company’s view point in an industry.

•

Bargaining Power of Supplier: This affects the price elasticity of the offering in an industry. Higher the bargaining power of supplier leads to higher price of product or service and makes demand curve less elastic. Parameters on which it depends in Telecom sector- Many buyers and few dominant suppliers in the market. But it is not

•

much in telecom sector. Bargaining Power of Buyers: High bargaining power of buyers leads to low price of a product or service. Normally buyers have high bargaining power in case of large number of substitute in the market and high switching costs by users leading to high

competition; as a result it affects the profitability of the companies. In case of Telecom industryhaving many operators, subscribers have the bargaining power but as Jio is coming up with 4G which is new in the industry with no other operator would provide so soon hence currently bargaining power will be low. •

Intensity of Rivalry: High intensity of competition in industry decreases attractiveness of the service and product. In Telecom sector the rivalry is obviously high there are many players- BSNL, Airtel, Vodafone, Aircel, Telenor, Docomo present in industry, in case of voice and 2G and 3G data services. But in case of 4G none have come up with this service yet to launch, soon degree of rivalry will increase in this segment also. In case of LYF smartphone by Relaince Jio there are already smartphone companies like Intex, Lenovo, HTC, Xiaomi, Samsung, hece degree of rivalry is pretty high.

2.7

Conclusion: The level of competition, threats surrounded, bargaining power of the buyer and PESTEL

analysis has helped indentifying the related issues and the intensity of rivalry the industry faces. SWOT analysis is done to mark the major weakness and threats that are surrounding the company and opportunities and strengths are majorly identified which has helped in knowing the USP and related opportunities that can build a new digital world. Porter’s analysis has helped in identifying the major five forces to see the extent of rivalry and competition from the outside world.

3 Chapter - THE PROBLEM ON HAND 3.1 Introduction: A. Employee EngagementEmployee engagement is based on trust, integrity, two way commitment and communication between an organization and its members. It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity and well-being. It can be measured. It varies from poor to great. It can be nurtured and dramatically increased; it can lose and thrown away. Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give of their best each day, committed to their organization’s goals and values, motivated to contribute to organizational success, with an enhanced sense of their own well-being. Three key drivers of Employee Engagement:It’s said that employees don’t leave companies, they leave people, and it’s true. Many of the reasons employees claim they aren’t engaged in their company have to do with people. Three drivers of employee engagement include: 1.

Employees’ relationships with their direct managers: 80% of employees who were dissatisfied with their direct manager were disengaged.

2.

Employees’ belief in senior leadership: 70% of employees who lack confidence in the abilities of senior leadership are not fully engaged.

3.

Employees’ pride in working for the company: 54% of employees who were proud of their company’s contributions to society are engaged.

Benefits of Employee Engagement:-

1. Effect on Work - The disengaged employee tries to evade work, struggles to meet deadlines and is reluctant to accept additional responsibility. 2. Effect on Co-Workers - The negativity of a disengaged employee, demonstrated either through raves and rants or complete withdrawal from participation, affects the team morale. After all who has not heard of the proverb - one bad apple can spoil the whole bunch. 3. Effect on Customers - Every employee, whether an organization likes it or not, becomes its ambassador. And a disengaged employee either by actively de-selling the organization, or by complete apathy towards their work, product, process, organization help create disengaged customers. 4. Effects on Productivity - Disengaged employees seldom push themselves to meet organizational goals let alone contribute to innovative practices at workplace. Since, they do not believe that their work contributes to the organization; they evade completing tasks thereby affecting team productivity. 5. Effect on Company Performance - In the corporate world, time is money and organizations must innovate to stay relevant. A disengaged workforce by virtue of delayed completion of tasks and inability to improvise and innovate cost the company dollars which ultimately affects bottom line. This has been validated by a Gallup Study whose research showed that costs of disengaged workforce in the United States was upwards of $300bn annually. 6. Effect on Personal Life of Employee - A disengaged employee is seldom able to shake off the lethargy and perform in the current organization or land a job of preference. This leads to pent up frustration which may ultimately affect his personal and family life.

Employee Engagement in Jio:-

The objective of the study is to see overall satisfaction employees in respect to employee engagement program. It further includes the satisfaction of the employees with the employee engagement activities done by the company to make the employees feel valued and to rather make them feel a part of organisation. The study also revolves around whether the hired employees are beneficial for the company. Reliance Jio is a new organization with old reputation gained by Reliance Industries Limited founded by Mr. MukeshAmbani. Reliance Jio was established in 2014 with the aim of making India digitalized in coming years. And for every organization human resource is a most valuable asset with machines, material and even money nothing can be effectively used without having right manpower in organization. Employee engagement is being a vital part of reliance jio. It helps not only engaging the employees in the activities like birthday bash, mother’s day, diwali decoration etc. Rather they involve the employees and make them feel a part of the organisation. Every member is not just an employee in the organization but they are treated by the heads in the manner they are a family all together. Employee engagement activities should be monitored as to see the impact on the employees who are working in the organization. Not only making the activities are important but rather also seeing how employees are being engaged in the activities and also recording their interest to retain them for long is also considered .This is the reason as to why proper employee engagement activities are done in a designated manner. One to one feedback was recorded through word of mouth and questionnaire was also formed to gain responses by the employees so as to generate authenticity. B. Talent AcquisitionTalent Acquisition is a process of hiring or acquiring skilled human labour for organization need and to meet the requirement of labour. Talent acquisition is the most essential function of HR and is given a priority in respect to manage the required manpower.

It is a continuous process where a pool of candidates is created so that the firm attempts to meet its future requirement of the firm. It starts when a manager initiates an employee requisition for a specific or anticipated vacancy. Importance of Talent Acquisition:•

Determines the future and present requirements of the organization in conjunction with job

• •

analysis activities. Increase the pool of job candidates at minimum cost. It helps reduce the profitability that job applicant once recruited and selected will leave the

• •

organization only after a short period of time. Identifying and preparing job applicant who will be appropriate candidates. Induct outsiders with a new perspective to lead the company.

RECRUITMENT PROCESS IN RELIANCE JIOThere is a procedure followed by each organization in respect to hire employee. Reliance jio is a start-up and has a proper recruitment procedure. The process is so briefly described below:1) Requirement is identified The very first step is to identify the need in respect to the vacancy for the roles that organization needs people .To identify the requirement is important, because in accordance to the need identified further process is done. 2) Receiving of CV’s Then in respect to the candidates applying, their CV’s are received. They are compiled together and are then made ready for the screening. Screening again follows a process which helps in matching the requirement between the job roles and the candidate’s experience. 3) Screening

Under this according to the experience the bundling is done in respect to the vacancy available. The CV’s of freshers are kept separately and then the scheduling is done in the next step. 4) Functional Evaluation Then the respective department head interviews the candidate based on the profile mentioned in the resume. For instance a sales head will interview a candidate applying for connectivity lead. 5) Negotiation:-Once the candidate is selected the next step is to negotiate with respect to his pay or CTC. Under this the approval of the offer letter is sanctioned by the head.

6) Offer Release Then the offer letter is released or given to the candidate who then becomes the employee of the organization. 7) On boarding On boarding is when an employee is all new to the organization and the knowledge regarding each problem is also shared and when an on boarding of an employee is done it is basically done to make him familiar with the environment of the organization. On boarding has its own process and collection of important documents are done under this head:

The address proof needs to be given to the organization once the employee is on boarded. The address proof is a very important document that is mandatory to submit to the organization.



Education documents are other important documents that need to be submitted the degree that an individual holds, the copy of the documents needs to be submitted to the HR



department. The copy of medical certificates also needs to be submitted once you join the

 

organization and is made mandatory to submit it. Cancel cheque needs to be carried by the candidate at the time of on boarding. Passport size photographs are needed to be kept by the employee for dealing with various



documents filling. Copy of Pan Card is must, as it is scanned and uploaded on the ESS software that is



created for each employee in respect to salaries etc. Portal updating is done i.e. the ESS software for the new hired employees and all



mandatory documents are verified and scanned copy is uploaded on ESS. Pre boarding:-Under this the employee fill in their personal details on the link provided



to them themselves and then the further processing is done by the organization. Then the final filled details are transferred to the NHQ i.e. is the main office situated in



Mumbai and all the verification is done from NHQ. Finally NHQ sends the employee code and ID of each employee to the respective offices



in UP east. The next step is the laptop requisition. The laptops are allotted in respect to maintain the



authenticity of work and has high security is also maintained. Then the Date of joining email Id location and allotment of task is done and it completes the on boarding process.

INTERNAL RECRUITMENT

SOURCES OF RECRUITMENT      

Transfers Promotion Upgrading Demotion Retired Employees Retrenched Employees

EXTERNAL RECRUITMENT 

  

Press advertiseme nt Educational institutes Employment exchanges Employee referrals

IMPORTANCE OF INTERNAL RECRUITMENT:

Individual who already has internal knowledge that how the business operates will need



less training and time to get comfortable in the job position. Internal recruitment acts as a motivator to the staff that will initiate them to work hard



within the organization. From the company’s point of view the strength of an individual could be assessed as there



is always a risk attached in the external sources of recruitment. It also lowers the cost of the organization than external sources of recruitment as



advertising in online, newspapers etc will increase the cost of the company. The external candidate might not be compatible with the knowledge and skill require needed for the specific position and may not fit into company’s culture as internal candidate is already familiar with the company’s culture, policies and procedures.

IMPORTANCE OF EXTERNAL RECRUITMENT:

Company opens up and gets larger pool of applicants (wider choice) which will increase the

 

chance of searching the right person for the job. This will also bring fresh talent from the external environment and also provide new ideas. It will also help to find experienced, highly qualified and skilled candidates who will fill the



requirement of the company. External recruitment will also allow us to target key players of the market and act as a



competitive environment. It also increases diversity and allows different ideas in the organization.

SOURCES OF RECRUIMENT IN RELIANCE JIO:

Employee Referrals

Many organizations have structure system where the current employees refer their friends and relative for some position in the organization. These recommendation have a great value because there is a sense of trust and relationship building. Majorly recruitment in reliance Jio is done by referrals and the employee so refereed majorly from telecom sector have greater chances of selection as they have the idea of what each role defines but there is no biasness done in the selection process. Employee referrals are common in many organizations and Reliance Jio majorly follows the same.



E-recruitment Web based application tools are used. These applications assess in the recruitment of the best candidate for the vacant position. By using the electronic resources typically the internet (HR software-Success Factor) to assessed the recruitment process in order to reduce cost burden and to gain wider pool of talent. Success factor is used as a tool for e-recruitment in Reliance Jio. The hiring’s are also done from naukri.com(online portal).



Consultants

The consultants are hired in the organization and then the job specification and job description is discussed and accordingly the vacant post is filled. The consultation fees are so provided to the consultants. It is an intermediary between organizations wishing to recruit and individual who are seeking a career move or it may be a temporary assignment. There are many consultancies or agencies are industry specific. They help in identify and develop client business relationship in a competitive environment. Reliance Jio follows the same through consultant hiring’s. 

Internal job positioning(IJP)

If there is vacancy in the organization and there is an eligible employee for the same post in the organization then that eligible candidate is promoted and transferred to the vacant position. The job posting that is opened to the internal employee of the organization are only considered.

3.2 Problem Area Identification: A. Employee EngagementAs employee engagement plays a vital role in any given organization in modern days. It is aimed at improving the working environment through various management games, interactive sessions, keeping intact with family members, major festival celebration etc. As the organization is new established in 2014, that is why the efficiency and productivity of employees can be increased considerably with right employee engagement method should be conducted and continuous feedback should be received from employees on various parameters. The motive behind this project is to understand how the effectiveness of employee engagement activities currently organized by Reliance Jio Infocomm Ltd. By studying and analyzing the responses gain from the feedback i.e. questionnaire we will be able to make reasonable recommendation and conclusion, which is the core idea of this project. B. Talent AcquisitionMajor challenge that Reliance Jio faces in respect new hiring are:1:-Geographical challenge:-This challenge deals with even if the CTC so provided in accordance with the experience is good, the area of allotment in UP east is not acceptable for the new hiring’s. This is the major issue so faced by the organization. 2:-Right fitment:-Fitment challenge is an another issue i.e. like a position demands certain key requirements by the candidate but the challenge is that the compensation provided by Jio does not matches with their current pay. That is why they do not move easily leaving the previous organization. 

Talent crunch is another challenge faced by the organization i.e. deficiency of acquiring new talents as the organization is a startup and to obtain :-

 Right Company  Right Profile  Right Compensation These three factors add to the talent crunch that is a major challenge that the organization is facing.

3.3 Description of the Task: A. Employee EngagementEngaged organizations have strong and authentic values, with clear evidence of trust and fairness based on mutual respect, where two-way promises and commitments – between employers and employees – are understood and fulfilled. There are many facets to being engaged at work, these are a few sentiments commonly measured by teams looking to make sense of their people data. Your employee engagement level is simply a yardstick for how emotionally motivated, committed, and connected people are to their work. Employee engagement now is being integrated part of the organization. Best way to achieve it is by study and analyzing feedback of employees through questionnaire and concluding useful suggestions from it. The task includes collecting information/responses, one to one feedback, interpreting the response collected through feedback questionnaire and concluding useful suggestions from it. B. Talent AcquisitionTalent acquisition plays a very important role in an organization. Starting from obtaining CV’s till acquiring the person onboard the term the Talent Acquisition includes it all. Various activities were performed in Reliance Jio like:  

Planning of interview Scheduling of interview Interview



Observation while interview was conducted

The responses gained at the time of interview was recorded in respect to understand the state of mind the candidate is going and is he fit for the role or the vacant post. There were different candidates with different way to approach the interviewer, while the others were quite casual in approach.

3.4 Detailed Analysis of the Task: A. Employee Engagement-

Fig1.

Inferences:-

From the above figure (1) we can see that employees responded in respect to employee engagement 65% of the employees see positive results in respect to the work they do. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral,4agree,5-strongly agree).While 65% employees see positive results and 35% do not see positive results because of their work .None of them disagree or are neutral to the same.

Fig.2

From the above figure (2) we can see that employees responded in respect to employee engagement 45% of the employees agree they have tools and resources to their job well. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4agree, 5-strongly agree).While 40% employees strongly agree that they have while 15% are neutral for the same.

Fig.3

Inferences:From the above figure (3) we can see that employees responded in respect to employee engagement 45% of the employees agree they have been provided with the training. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4agree, 5-strongly agree).While 35% employees are neutral while giving their response. While 5% disagree about they have received no training for the work they are doing.

Fig.4

Inferences:From the above figure (4) we can see that employees responded in respect to employee engagement 63.2% of the employees believe the work they do is reasonable. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly

agree).While 31.6% strongly agree for the same and 5.3% neutral about that the work they do is reasonable.

FIG.5

Inferences:From the above figure (5) we can see that employees responded in respect to employee engagement 47.4% of the employees strongly agree that the people they work with take accountability and ownership for results. The evaluation is done in respect to the rating scale (1-

strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 42.% agree for the same and 5.3% neutral about that people take accountability for the work and 5.3% disagrees with the statement.

Fig.6

Inferences:From the above figure (6) we can see that employees responded in respect to employee engagement 65% of the employees strongly agree that the people they work with treat them with

respect. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3neutral, 4-agree, 5-strongly agree).While 35.% agree for the same.

Fig.7

Inferences:-

From the above figure (7) we can see that employees responded in respect to employee engagement 57.9% of the employees strongly agree that they are quite open with their coworkers and this shows reliance jio has a free and open environment. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 42.1% agree for the same.

Fig.8

Inferences:From the above figure (8) we can see that employees responded in respect to employee engagement 70% of the employees strongly agree that their supervisor is easily approachable and

they can openly meet them. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 43% agrees for the same in respect to seek guidance and approach them within the organization.

Fig.9

Inferences:From the above figure (9) we can see that employees responded in respect to employee engagement 40% of the employees strongly agree that they feel connected with the activities that are done in respect to employee engagement.. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 10% are neutral for the same and 5% believe that these activities do no good to them.

Fig.10

Inferences:-

From the above figure (10) we can see that employees responded in respect to employee engagement 35% of the employees agree that organization provides with the attractive opportunities for training and development. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 25% strongly agrees for the same.10% employees disagrees with the statement.

Fig.11

Inferences:From the above figure (10) we can see that employees responded in respect to employee engagement 50% of the employees strongly agree that their supervisor creates a motivating and

energizing workplace .The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).While 5% of the employees are neutral to the response.

Fig.12

Inferences:-

From the above figure (12) we can see that employees responded in respect to employee engagement 50% of the employees agree believe that there are opportunities for their own advancement with the due course of time.15% employees remain neutral to the statement and remaining 25% strongly agrees the statement. The evaluation is done in respect to the rating scale (1-strongly disagree, 2-disagree, 3-neutral, 4-agree, 5-strongly agree).

B. Talent Acquisition-

Fig1 Inference:-

External source is acceptable more and 38.5% employees agree and 23% is neutral to the fact that external source is more acceptable than internal source. This shows that external source is preferably used than the internal source at the time of recruitment.

Fig2 Inference:-

Reference check is integral part of recruitment. Reference check is contacting previous employers of a job applicant to determine his or her job history. Reference check is important part of recruitment and 57% employees agree for the same.

Fig3 Inference:Employer branding is basically the process of promoting a company or an organization as the employer. 53% are neutral to the statement while 11.3% strongly agree to the statement and 30 % agree to the statement. So the company is promoted by the employer employees in reliance jio are neutral to the statement.

Fig4 Inference:Reliance has created a huge market place as a brand and so reliance jio is again a part of it in respect of 4G launch, so communication channel is quite strong as 60% of the employees believe that strong channel is helping reliance jio in building as a brand. While 12 % strongly disagree the statement.

Fig5 Inference:40 % of employees agree to the statement that Reliance jio appoint high caliber employees. They hire employees with rich experience in telecom sector. While the remaining 24% is neutral to the statement and 32% of the employees strongly agree to the statement. This shows reliance jio hires people with rich experience and abilities.

Fig6 Inference:-

32% of the employees agree to the statement that transfers, demotion and suspension are strongly based on performance appraisal. Performance appraisal affects these ratings of being either promoted or transferred. 20% of the employees are neutral to the statement they neither agree nor disagree the statement.

Fig7 Inference:From the above pie chart it can be inferred that 32% of the employees agree that salaries are being set according what the market demands or the market scenario while 20% strongly agrees the statement. Salaries are the major reason for an employee to either continue or leave the organization and so this statement clarifies that employees believe that market has a role to play for their pay.

Fig8 Inference:Salary attracts more than career development and growth 44% of the employees agree with the statement. They are of the believe that present salary is more important than the future development while 12% of the employees disagree with the statement.

Fig9 Inference:45 % of the employees agree to the statement that cash incentives have more contribution in employee retention activity while 29% of the employees do not agree with the statement .They believe cash incentive role is not that important in employee retention activity.

Fig10 Inference:-

45 % of the employees believe that vacancies do not remain for long period of time it is open to fill up the right candidate for the right post and 33% strongly agrees the statement while 12% are neutral to the statement.

Fig11 Inference:36% strongly disagree to the statement in respect to the supervision and inconsistency of employee’s opportunities, whereas 32% of the employees agree to the statement that company is lacking fairness in supervision and inconsistency in employment opportunities and 8% are neutral to the statement.

Fig12 Inference:37% of the employees agree to the statement that employees are being nominated for company awards and thus it helps in improving their work and they feel competitive more. While 33% are neutral to the statement in respect to the nominating employees for various awards.

Fig13 Inference:56% of the employees agree to the statement that person‘s character is important when it comes to bringing good employee in the organization, they believe if job skills are important to be a good employee in the company. 28% of the employees strongly agree to the statement and the remaining 8% are neutral to the statement.

3.5 Criticality of the Task: A. Employee EngagementThe significance of the task is to understand the impact of employee engagement activities on the employees in Reliance Jio. Earlier the employee engagement was not separate part of the organization now it is another segment and crucial part of the organization. To make employees feel a part of the organization employee engagement activities that are done should be well conducted. Focus should be made on prior informing the employees in respect to their involvement which is lacking on the organization. So that there is no gap between the employees and the head under which activities are conducted. Birthday bash and mother’s day celebrating is not enough to make a connection with the employees rather to understand the employees better ,proper feedback needs to be recorded in respect to the involvement of each employee to find out the areas of improvement and work upon those well. B. Talent AcquisitionMajor significance of the task is to acquire the right applicant for the vacant post and the acquired talent to retain in the organization. Another important factor is that the job description should match with the job specification and it involves lot of criticality. To minimize the cost, time and resources right talent needs to be hired so that productivity of the organization can increase and that can minimize employee turnover. Talent pool needs to be created so that future anticipation of the hiring can be done in advance. Hiring’s needs to be done within the set protocol that is framed in the organization.

3.6 Conclusion: A. Employee Engagement-

Analyses of all the facts and figures, observation and the activities of employee engagement are quite acceptable to the employees. As majority of the employees were of opinion, that objectives behind conducting employee engagement activities provides them with that connect and they feel to be a part of organization. The ratings in respect of strongly agree and disagree helped in clearly identifying the percentage of employees who are satisfied with the environment of the organization, the approachability etc. It can be concluded that Employee engagement team is working in a positive manner to find out the future retaining capacity of the employees and the areas to improve further in respect to the employee’s expectations. Overall employees are satisfied and motivated for the organization. B. Talent AcquisitionAnalyses of all the facts and pie chart observation of the recruitment process all brings to the conclusion that proper procedure is followed by reliance jio in order to hire the new talent for the vacant post. They have fixed criteria of judgment. Employees are quite updated as to which source of recruitment is more followed and how referrals are given importance in regard to fill up the vacancy and rich experience is also given equal weight age. It can be concluded that best employees from telecom sector is hired in the organization and this will help in bringing accomplishment of organizational goals with best results.

4 CHAPTER- LEARNING OUTCOMES 4.1 Comprehension of the Task A. Employee EngagementDuring the period of Summer Internship, I have been a part in various activities related to employee engagement in the organization. And these activities are as follows:-

 First Impression- This activity was conducted to make sure that new hired employees are comfortable with :- Reporting manager. - Accommodation facilities. - Employee Self Service portal. - The method which the employees have chosen to mark their attendance M-here application, Biometric and swipe. - On boarding experience. Feedback was taken from the employees that will help the organization to make their process better and which will enhance the productivity because every employee should feel connected with the organization. Telephonic feedback was taken from all the new joiners to make sure they are comfortable and satisfied. There were fifteen questions formed and feedback was taken through calling to each and every new employee. 

Birthday Bash- This activity was conducted by me every month in the state office as well as Jio centers, In this activity all the employees were present whom so ever birthday falls in a particular month various games were organized like:- Lemon in the spoon - Chit Chat - Know your friend - Hot Seat - Funniest moment and many management games. This was basically a party so that employees can relax, have fun apart from their work and interact with everyone. 1st Birthday Bash was organized in State Office at Solitaire 2nd Birthday Bash was organized in Vibhuti Khand Jio Center



Mother’s Day- is a celebration honoring the mother of the family, as well as motherhood, maternal bonds, and the influence of mothers in society. It is celebrated on various days in many parts of the world, most commonly in the months of 8 May. Mother's Day began in the early 20th century. It is not related to the many celebrations of mothers and motherhood that have occurred throughout the world over thousands of years It complements similar celebrations honoring family members. It is also called mothering Sunday. In Reliance Jio in this activity which was performed by the Human Resource Department we interacted with approximately 150 employees and collected data of each and every employee and letters were made to send to their families and we personally interacted and gave the cards to the employees and wished them and some of the letters were sent personally to the respective houses with one of the HR department employee. So as to have a connect with the employee and to make sure they feel involved in the organization, As Mr.Mukesh Ambani treats employees as his family member.



Father’s Day- Father's Day festival which is celebrated on 19th June is considered extremely important as it help acknowledge the contribution of fathers to individual families and to societies as large. Besides observance of Father's Day provide children an opportunity to express love and respect for their fathers. The sentiment goes a long way in strengthening father-child relationship and consequently in the emotional development of a child. In this activity Reliance Jio State Office was decorated by us with the danglers various quotes and posters, cards were made and gifts were brought to make father’s day a very special day in the organization, we invited all children’s of all the employees. It was more like a party and all the employees and their children enjoyed in the office. This made the employees involved in the company and informal interaction takes place which makes all the employees comfortable and improves the working environment in the organization. Other activities that have been conducted by the organization as an activity of the employee engagement:-



Diwali Celebration- Diwali is a major festival of India. It is celebrated on a new moon night sometime in the months of October and November. The exact day of the festival is decided according to the Hindu calendar. The day is primarily celebrated to commemorate the return of Lord Rama from his 14 years of exile. According to popular legend, when Lord Rama returned from his 14 years of exile after defeating Raavana, the people of Ayodhya lighted candles and diya to celebrate his return to the kingdom. The festival gets its name from the lines of diya that were celebrated the return of Lord Rama, and hence the name Deepavali, literally translating to "lines of light."

All the festivals are celebrated in a very creative manner in Reliance Jio like decoration is done in the office, there are other various competition organized like last year there was Rangoli competition help in the state office at Solitaire.



Holi Celebration- Holi is a festival of colors, celebrated primarily in India. The festival falls on the last full moon day of Falgun according to Hindu calendar. It is celebrated sometime in the month of March, usually in the latter half of the month. According to mythology, the festival is celebrates the killing Holika, the sister of Hrinyakashyapu. The festival also holds significance with respect to end of winter season and the onset of summer season. In Reliance Jio Holi Celebration was their happiest moment as in the feedback the said that that celebration was the happiest moment in the organization. Reliance Jio organized Holi that was played by flowers so as to play a safe Holi as Reliance Jio is much concern for their employees. In the feedback they said that it was the beautiful moment in the Jio.



Independence Day- The Independence Day in India is celebrated every year on 15th of August in honor of the birthday of the nation. India archived her independence from British rule and became a sovereign nation. On the eve of 15th August 1947 India tricolor (saffron, green and white) flag was first hoisted by Jawahar Lal Nehru, the first Prime Minister of India, at the Red Fort of Delhi. All the employees in Reliance Jio were given awards like:- Flag Hosting was done. - Best performance award,

- Refreshments were provided. - Employee of the year. - Small parade was organized. Even the pantry boy and guards were the part of this activity.



Best Groupfie competition- In this activity all employees were said to mail their groupfie’s and the judgment was done by another office.



Women’s Day- Women’s Day is celebrated on March 8 every year.[2]In different regions the focus of the celebrations ranges from general celebration of respect, appreciation and love towards women for their economic, political and social achievements. In this day all the women’s of UP (EAST) in the organization were taken to restaurants and they were given gifts



Environment Day- Environment Day is celebrated every year on 5 June to raise global awareness to take positive environmental action to protect nature and the planet Earth. It is run by the United Nation environment programme. (UNEP) In this day all the employees are requested to were Jio T-shirts and they were invited in the one of the Jio Park where they had to plant trees.



Annual Celebration- In Reliance Jio this celebration is conducted every year like in this year it was conducted when IPL match was held so that employees can relax and have fun apart from their work.



Family Party- This party was organized every year where all the family member of employees are present, Arrangement of refreshment and various games are conducted.



Win and Lose- There was a competition conducted where the employees weight was recorded and whom so ever looses weight more within one month will be the winner. This competition was conducted to take care of the health of the employees. As Reliance Jio is very much concerned with the health of their employees, they say that people will only be productive when they are physically fit. B. Talent Acquisition1. Planning of Interview 2. CV Screening

3. 4. 5. 6.

Scheduling Interview Conducted Interview Observation while interview was in the process Understanding the basic key responsibility area of few positions

4.2 Problems faced during Accomplishment of the Task Problem is a matter or situation regarded as unwelcome or harmful and needing to be dealt with and overcome. In Reliance Jio while performing the task many obstacle were faced are stated below:

Data availability– All the information required was not available to study as it was not allowed to take any



information from their any data as it was under company norms and standards. GadgetsGadgets were not allowed to take my laptop in the organization moreover it was the



observation based. Time Limitationsthere were many things to learn but because of time constraint it was difficult to



concentrate in each and every aspect. Work LoadsAll the employees were busy with their work, whenever, they had time they briefed



about the organization and project as well. Employees were busy with their work schedule they took a lot of time was taken to fill



the questionnaires. The answer given by the respondents have to be believed and have to be taken for granted as truly reflecting their perception.



The main challenge I faced was locating the information that I needed for my research. It was challenging when I started because I didn't have much experience in the telecom industry. Searching for the information was difficult at first because I didn't know where to look nor did I know which facts were most important.

Over time, I was able to learn the best ways to find data and gather it into formats that were easier to read. Through this challenge, I have learned a lot about the telecom sector and been able to expand my knowledge and skills related to the human recourse management.

4.3 Methods adopted to solve the Problems 

The information that was not available this was a major challenge but through primary



research and observation it became easy to gather the information and pursue the study. It was not allowed to take our laptops in the organization permission was granted to complete the project work, we were given one week to gather information and work on



our laptops in the organization. On demand company provided classroom lectures of various department heads likeHuman Resource Department Supply Chain Management Observation study also helped to get to know about :Work of employees Working environment Organization Culture Employees were busy with their schedule that is why we had to take small sample of



some employees in the study. While pursuing internship we had many things to learn but due to time limitations I tried



to get information of the functions. As there was no experience in the telecom sector, it was difficult for me to gather

 

information but my industry mentor briefed me with the industry and provided all possible information.

4.4

Overall Learning from the Task

As Reliance Jio is hiring new and talented manpower for their operations- sales people (DSS), connectivity lead, mobility lead, device lead, finance people, engineers. But the most important role that is being played by DSS who are the representatives face of the company in selling Jio LYF as brand to existing Smartphone consumers, as LYF hand sets are out in the market and the

4G SIM service is about to come soon this year and converting them into consumers of true 4G Volte Smartphone users. Reliance Jio is new in the industry, company is hiring more employees in their organization and they have to be very much crucial about their recruitment and selection process and they also have to maintain their existing employees. Being the part of the company gained knowledge in employee engagement and talent acquisition of Reliance. Actively engaged in all the employee engagement activities conducted In the organization. Some of my key leanings are stated below:-





Learning of overall Operations of the firm like:Employee Engagement On-boarding ID card processing Mail ID creation ESIC cards Induction/ Training planning Laptop Requisition Birthday Mails Planning of interviews Offer processing Performance Appraisal Method Face to Face interaction from each employee in the organization. This has helped to



improve the interpersonal skills. Planning, Scheduling and conducting the interview and classes were also provided to



understand how to observe the candidate (Interviewee) Employee Engagement activities and feedback helped to gain understanding about employees mindset and how to keep the employees involves and feel connected with trhe



organization. In the Retail store visit Digital Sales Specialist were observed so that effective training should conducted and all the activities were observed of the sales person so that



recommendation could be provided to improve the workforce. Telephonic feedbacks were taken which was called “First Impressions”, This activity



helped us to improve our communication skills. Hosting induction programs help to remove hesitation and improved interpersonal skills.

A.Employee Engagement-

Employee Engagement Activities which determines the psychological commitment of the employees to the assigned task. It means that how well an employee relates himself to his work, how much dedicated the employee is towards his work and so on. Various researches have been conducted in the past and all of them have one thing in common that if an organization wants to sustain in the long run then it’s really essential for it to have an engaged workforce. Employees feel engaged when they find personal meaning and motivation in their work, receive positive interpersonal support, and operate in an efficient work environment. All efforts are made on maximizing employee output and making the most of organizational resources. An engaged workforce takes an organization to great heights. As an intern I was the part of all major employee engagement activities that was conducted by the organization e.g.Birthday Bash Mother’s Day Activity Father’s Day Activity Environment Day Win and Lose games Annual Celebration Family Party’s First Impression Activity Best groupie competition Various other engagement activities like women’s day, Holi celebration, Diwali Celebration, Independence day, While performing the activities it was noticed that maintaining the current workforce and healthy working environment is very important in an organization. Employee should feel involved in an

organization. The ultimate benefit of employee engagement is in the fact that it engages employees feeding their positive emotions and aspirations to unleash their potential. This leads to emotional commitment which is a very important dimension of Employee engagement besides "rational commitment". Your employee is committed first for the rational reasons like salary and title. This attracts your employee to your organization but when your employee is emotionally committed, it helps you retain your employees and they don't mind stretching themselves in the times when business has a dire need. So retention of talent as an outcome of right engagement initiatives/activities is the greatest benefit in itself as a committed employee enhances productivity and becomes a high contributor. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. Employee Satisfaction – Satisfied employees play a key role in your organization. They promote and support the company’s mission strategy and brand. ProductivityEmployee becomes more engaged their absenteeism level falls down and their motivation increases leading to increased productivity. ProfitabilityWhen employees are engaged they become more productive and efficient, positively affecting the company’s bottom line. The more engaged your employees are the more efficient and productive they become, lowering operating costs and increasing the profit margin. InnovationEngaged employees perform at a higher level and bring passion and interest to their job, which often leads to innovation in the workplace. Collaboration in the workplace amongst engaged employees and top management also leads to overall organizational growth.

The main requirement is to focus on improving communication, both to managers who do hiring

and to employee's themselves. Thus for this they should be structured inductions. Organizations seeking ways to build a motivated, satisfied and engaged workforce should start by putting in place structured and well-planned orientation programs for their new employees. A person who is engaged may not be satisfied while a person who is satisfied may not be engaged. There's lot of difference between an employee being satisfied and employee being engaged. An employee may be satisfied with the facilities that he is getting and that would be sufficient enough to continue with the organization. On the other hand an employee may be 100% engaged to his work yet may not be satisfied one of the reasons could be that he does not have a supportive boss. Engagement is linked to three essential forces in the organization - Attrition, Productivity & ProfitabilityAttritionThe number of people leaving the organization and it's a well-known fact that is one of the major problem being faced by the organizations be it any sector. An engaged workforce definitely has less chances of leaving the organization, a person who is engaged in his work is likely to stick to the company as he offers his best and as result of which the organizations takes due care of him in the form of hike in salary by way of incentives and bonus. Attrition is likely to come down in the organization, which have engaged workforce and this will get in the likely benefits for the organization. ProductivityThe output of the workers in the form of work done by them its not the quantity that matters it's the quality that is of importance for the organization. An engaged workforce has an understanding of what is expected of them at work so thus they are able to carry on their task effectively and efficiently thus adding to the productivity of the organization and thus adding to the growth and success of the organization.

ProfitabilityAbility of a company is to earn profit which is directly a relative measure of success for a business. Research has proved that an engaged workforce is likely to result in an increase in the profitability of the concern as they have complete dedication and commitment to their work and thus this is likely to result in an increase in the profit of the concern and thus ensuring the success of the organization. The organizations now days take all reasonable steps to ensure that they have engaged workforce like organizing birthday bashes, talent shows, sports activities and many other things. They want their employees to be committed to their work fully besides all the above activities they also make sure that the employees have role clarity, get all the material and equipment they require to perform their work efficiently etc. The employee must feel that there is somebody in the organizations who cares for him and wants his success and growth. In all this we referring to the 12 questions that Gallup uses for studying the engagement level of employees in the organization. Gallup is an organization that studies the engagement level of the employees. 1. I know what is expected of me at work. 2. I have the materials and equipment I need to do my work right. 3. At work, I have the opportunity to do what I do best every day. 4. In the last seven days, I have received recognition or praise for doing good work. 5. My supervisor, or someone at work, seems to care about me as a person. 6. There is someone at work who encourages my development. 7. At work, my opinions seem to count. 8. The mission or purpose of my company makes me feel my job is important. 9. My associates or fellow employees are committed to doing quality work. 10. I have a best friend at work. 11. In the last six months, someone at work has talked to me about my progress. 12. This last year, I have had opportunities at work to learn and grow.

Thus if a person want the success of your organization and see it reaching great heights all you need is an engaged workforce, i.e. all a person need is justifiable answers to the above 12 questions. B. Talent Acquisition

Interviews –

Planning and scheduling of the interview was done and candidates were informed the day before about the venue and timings Interview are conducted in two rounds and online aptitude test is also conducted. Walk In interviews were conducted for the post of Jio Center Manager, Connectivity Lead, Mobility lead and Device Lead. Mrs. Preeti Singh took the first round of the interview and Mr. Neeraj Srivastava took the second round of the interview. As an intern I was said to manage the candidates and their document and all the arrangement and the scheduling of the interview was done by me. We were said to sit in the interview as a panel member and was directed to observe the interviewee and was also said to take interviews with the Area Head Mr. Neeraj Srivastava.  Gained knowledge about pre boarding and on boarding of new employees.  Orientation and Training:Orientation and training helps incorporate new employees into the culture of your farm business, so they can become more productive for the company and in their jobs. It also creates a faster employee ROI (return on investment), also known as return on individual. Orientation and training also helps new employees work smarter and safer. When an employee can’t work due to an uncertainty or accident, it can cost you money, time, and stress. When employees are trained to perform their jobs in the correct manner from the beginning of their employment, they will have less frustration, better morale, higher productivity and safety.  Interpersonal Skills-

Increasing our interpersonal and communication skills by collecting data of employee’s by face to face. I got an opportunity to interact with each and every employee in the 

organization and take feedback that has helped me to improve my interpersonal skills. Updating data of employee’sCollection of the data which is required by the organization and the data which is necessary in the portal of the company was said to get updated in their system, This

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improved excel working. Learned about Employee Self Service (ESS)Employee Self Service is a portal which has all the required data that the corporate office requires like Employees key result area Nominations of employees Online training Attendance Updating. Visit in the store and observation was done of DSS (Salesperson) and O2A process. Sales Activity:Selling an offer and persuading them to giver references to purchase their products (Mobiles and Sims). Learned performance Appraisal recording method:Employees use their own diaries to record and formally they update in ESS information like:- Employee’s accountability - Performance diary - Employees own development - Their Key result areas and objective - How the work has been done Above information is updated by the employees in their portal called ESS and then their

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immediate supervisor approves it. Presentation making for the seniors and updating excel. Father’s Day Preparation and planning (Card making , Posters making ,games planning) Learned that employees data needs to be given priority, as salary needs to be dispatched so their all missing information on ESS was asked from us and we had to update ion excel.

4.5

Conclusion:

The problems in respect to employee engagement are identified well. The overall task so done is explained in details. The parameters set for an interview and the entire process is thus identified each task that is related to employee engagement activities is covered well. Importance of each activity is equally important for the organization from making of the ID cards, to planning and being a part of father’s day preparation. This whole section covers the methods to solve the problem that occurred while collecting the important data that is required for further analysis. Updating the obtained feedback and analyzing the reports was also an important task to derive on conclusions. Understanding of required information on ESS for each employee is also very important and lot of data was collected from the ESS portal.

5 CHAPTER - RECOMMENDATIONS 5.1 Brief Description of Recommendation: Organization should try to know what their employees want and in which type of activities they are more interested, then the organization should plan their employee engagement activities as follows:A. Employee Engagement        

Communicate your plans effectively. Own internal magazine. Get employees involve with the community. Make business games for engaging employees. Workshops by professionals. Make sure all the employees should be a part of the activities. Help employees in education and career. Take note what works and what not works.

B. Talent Acquisition      

Recruitment of fresh talent. Proper training of interviewers. Providing effective induction and training programs. Company should follow diversity hiring technique. Proper feedback should be taken from new employees Job description should match candidate skills.

5.2 Details of each Recommendation Discussion of Its Technical Suitability 

Communicate your plans:-

To make employee engagement as a concept to be successful it needs to involve the line managers also in the same way the top employees of the organization are involved. If the connection between the engagement programs and concern of line manager is not made clear, managers will likely see them as too busy with their day to day responsibilities to play an active role so they should be an equal importance of line managers for success of such programs. 

Make business games for engaging the employee-

Organization should try to involve everybody in the activities, this will create a healthy environment and the activities which are conducted should be related to fun as well as management games. Business games needs to be made for reengaging employees which will help then in more brainstorming and finding something new and they can share their ideas in respect to future business outcome. The focus of engagement initiatives is not on making employees happier or more satisfied but rather creating conditions that encourage high level of organizational commitment. This can help in improving the employees to stay for longer in the organization and will be more satisfied with the organization. 

Workshops by professionals:-

Workshops should be organized like personality development, stress management, team building, inter and intra personal communication, problem solving skills by professionals. As Reliance Jio is a new organization it has recently started with employee engagement activities therefore employee engagement team should come up with more creative ways to make the employees feel connected. 

Get employees involved with the community:-

Get the employees involved in social activities taken initiated by the organization. This will foster pride and loyalty among employees for the organization as well as society. Get the team together and let them pitch a cause and pick the one organization wants to support. 

Create excitement among employees:-

Make sure to communicate coming opportunities and activities on regular bases. get employees exited and striving for what’s next? Do it in your internal newsletter, face to face and during general meeting. 

Make on boarding fun:-

Have a scavenger hunt on boarding. Turn information that is usually considered boring or useless into company and learning how to use tools and systems such as internal communication system. Include other people in game. Like Have some of the older employees provide answer and get to know the new hires 

Own internal magazine:-

Create internal employee focused magazine which will include fun columns, news, opportunities. Which will include employee of the month? Magazine can be either ways printed or online or it can be quarterly published.

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Organization should help employees move forward in their career and education:-

Number of ways can be adopted like paying for their classes, providing education leave and class room training and sessions to improve the knowledge of employees. 

Take note what works and what not works related to employee engagement activities:-

To improve the employee engagement activities organization should consider employees ideas and note what is liked by the employees. This will guide organization future planning. In that way organization can alter its activities.

B. Talent Acquisition:

Recruitment of fresh talent:-

Now a day’s recruiters are using social media to find, source and connect with talented candidates. When used effectively, social media can give an unpredictable boost to a company recruiting capabilities like using linkdin, facebook, google plus to find fresh talent for their company. 

Proper training of interviewer:-

Conducting the interview is not everybody’s cup of tea that is why it is important that the company should train its interviewers properly. If they want to get the best results company can provide training sessions to its interviewers by the experts. This will fulfill exactly what company wants and will also remove all kind of ambiguity. As Reliance Jio is a startup and there are lot of vacant positions in the company, by training its interviewers it can built up a strong workforce.

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Establishing effective induction and training programs:-

Proper induction programs can be planned and interactive sessions can be panned for the new joiners and in the induction programs arrangement for various management games, brainstorming sessions should be provided, This will keep them involve and energetic. Hiring of employees should be not done only on the basis of skills and talent but also the attitude they carry and show should be one of the important parameter for selection. This is directly

linked to effectiveness of training, as if employees carry positive attitude then training for them can be more effective. Training needs should be assessed on regularly basis by observing the performance of the employees and also through feedback. Training records should be properly prepared, preserved and updated time to time, so that dump can be created of those employees who are absent from sessions. Currently no evaluation is taking place so as to get feedback on training been taken of DSS. This will help the trainers to know DSS’s pre and post training performance. This will benefit trainers as well as trainees in future. As observed that salesperson (DSS) are lacking in motivation which is poorly affecting their performance. So it is important that trainers must look at the content part of training but also involve trainees showing them motivational videos, etc. To consider personal goals along with professional goals of employees by which interest and satisfaction can be further increased. 

Proper feedback should be taken from new employees:-

There should be proper system to get feedbacks from the new employees that will allow company to improve its induction, on boarding experience, Add-on’s training programs. 

Job description should match candidate skills:-

As job description is the first step towards successful hiring. Company should properly analyze information about requirement of a particular job position and it should finalize its job description. The perfect job description will be that one which explains the expectation that company wants from its candidates for a particular position. To choose the best candidate interview should take care that the candidate skills and knowledge should meet the criteria of the company. 

Company should follow diversity hiring technique:-

Diversity is a broad concept that implies inclusion of many characteristics that differentiate us from each other. Sometimes these characteristics affect the view of the world, experiences, and

ways of relating to the surroundings and each other. Many perspectives that arise from a variety of cultures, races, gender, religions, national origins, ages, physical and cognitive capabilities, sexual orientations, and other ways we identify ourselves. By hiring a diverse staff, you will have access to different perspectives that can optimize your team’s capacity. Different people, places, ages, personality, experience, minority, ratio of men and women, skill set, innovative ideas and different perspective will make a creative environment, happy employees and will help in building best teams in the organization. This will also help to shape the world of work.

5.3 Suggested Scheme of Implementation, Precautions and Monitoring Systems  Proper feedback system should be incorporated related to employee engagement activities and of induction and training programs and interactive sessions should be scheduled so that existing employees can raise their issues related to work environment and their particular problems related to work. These sessions should be conducted in a group of 10 to 15.

5.4

Conclusion:-

As observed in the organization and knowledge gained being part of organization for about 2 months, this study helped to come up with new creative ideas that will help the organization to gain productivity through various recommendation provided in the study like:A. Employee Engagement Communicate your plans effectively, Own internal magazine, Get employees involve with the community, Make business games for engaging employees, Workshops by professionals, Make sure all the employees should be a part of the activities, Help employees in education and career, Take note what works and what not works.

B. Talent Acquisition

Recruitment of fresh talent, proper training of interviewers, providing effective induction and training programs, Company should follow diversity hiring technique, Proper feedback should be taken from new employees, Job description should match candidate skills.

6 CHAPTER- CONCLUDING REMARKS 6.1 Summary This study has set a context and rationale into the hiring patterns for human resource development and to study their employee enjoyment activities to make them more effective which will lead to increase productivity of the organization. The discussion focused on the growing needs of acquiring talent while recruiting in order to effectively align the strategic goals of the organization with that of the employee’s career graph and skills in order to meet the challenges being faced by Industries and discussion is also focused on how the organization can attempt to increase the connection between the organization and the employees in respect to employee engagement activities. Well in today’s world, efficient man power resourcing is important for all sized organizations, with no exception for small or big firms. In today’s society, organizations have begun to consider HR as an essential component towards their survival for the reason of preparing themselves in the long run domestically and internationally and to gain a competitive advantage in the market.

6.2 

Gains from the Project Learning of overall Operations of the firm ex:Employee Engagement activities, On-boarding, ID card processing, Mail ID creation, ESIC cards, Induction/ Training planning, Laptop Requisition, Birthday Mails, Planning

of interviews (How to conduct interview and what observations should be made while conducting the interview), Offer processing

6.3

Limitations of the Project

As it is truly said that there is no end in learning and experiments, this is because we can never conclusively say that the study is complete. This study could also have been comprehensive but due to time constraint, number of samples is limited to certain extent. Still the result deduced from the study is very well supported by the available data. 

A short time period of two months might not be sufficient to come up with dersired

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results. All the information required was not available by the company for confidential norms

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and standards. The sample size is small to reflect the opinion of all the employees in the organization. The answer given by the respondents have to be believed and have to be taken for granted

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as truly reflecting their perception. Many respondents have been missed due to the less sample size.

6.4

Scope for Further Work

Scope of the study of this project could ensure following 

To study covers employees of Reliance Jio Infocomm Ltd. The study focuses on overall Employee Engagement activities conducted in the

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organization and Recruitment and Selection process followed in Reliance Jio. To help Management by giving recommendations based on observations. To improve the employee engagement activities to motivate its existing employees and to

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acquire the best candidate who meets the expectation of the company. And to get the best candidate in minimum cost that fits to the organization need.

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This study firstly will help the company to have connect with its employees and spread an familiar and friendly environment in the organization and secondly it will help to improve its recruitment process by the little change in its recruitment process which can be done by raising hands for the other listed sources of recruitment also and this study will also help to recruit the best candidate which fits to the organizations need.

6.5 Conclusion “Emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities.” Before and even now, employee engagement is always a crucial practice or instrument of Human resource function of any organization. The efficiency and productivity of the organization can be increased considerably with right kind of employee engagement activities, way of delivery by right kind of activities which help employees to feel connected with the organization and accompanied by immediate feedback from the employees. Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements, by observing the interview procedure and involvement with the superiors in managing and planning the interview of the company, through the feedback from the employees and the observation this report has come up with important recommendation company can follow to make their recruitment process more productive. The motive behind this project is to study the effectiveness of employee engagement activities imparted to the employees of Reliance Jio Infocomm Limited By studying the current employee engagement activities and current recruitment method and designing questionnaire to analyze the whole picture more clearly feedback from the employees has been taken by face to face interaction as well as questionnaire and observation this study had come up with various recommendation which can be implemented to increase the productivity of the organization by

adopting more different employees engagement activities and by adopting various other recruitment sources. This project revolves around conducting different employee engagement activities, studying their present recruitment process, training sessions for the DSS and getting immediate feedback from them so that the responses are fresh. For this feedback of employees of Reliance Jio in Lucknow was taken and questionnaire was given them to fill, so as to remove any element of hesitation in front of the superiors. Various techniques are being used to analyze the data collected.

11. References  

SECTORAL REPORT | January, 2016 http://indiainbusiness.nic.in/newdesign/index.php?

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param=industryservices_landing/371/2 http://www.ibef.org/industry/telecommunications.aspx http://www.coai.com/content/reliance-jio-infocomm-limitedJio

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http://engageforsuccess.org/what-is-employee-engagement http://www.managementstudyguide.com/benefits-of-employee-engagement.htm https://www.jio.com/

12. Appendices Questionnaire on Employee Engagement 1

1) Most days I see positive results because of my work. Strongly Disagree 1 2 3 4 5 Strongly Agree 2) I have the tools and resorces I need to do my job well. Strongly Disagree 1 2 3 4 5 Strongly Agree 3) I had recieved the training I need to do my job well. Strongly Disagree 1 2 3 4 5 Strongly Agree 4) The organization cares about the employee. Strongly Disagree 1 2 3 4 5 Strongly Agree 5) My supervisor cares about a motivating and energising workplace. Strongly Disagree 1 2 3 4 5 Strongly Agree 6) There are opportunities for my own advancement in the organization. Strongly Disagree 1 2 3 4 5 Strongly Agree 7) The amount of work I am expected to do is resonable. Strongly Disagree 1 2 3 4 5 Strongly Agree

8) The people I work with take accountability and ownership for results. Strongly Disagree 1 2 3 4 5 Strongly Agree 9) The people I work with treat me with respect. Strongly Disagree 1 2 3 4 5 Strongly Agree

10) My co- worker and I openly talk about what needs to be done to be more effective. Strongly Disagree 1 2 3 4 5 Strongly Agree 11) My supervisor is approachable and easy to talk. Strongly Disagree 1 2 3 4 5 Strongly Agree 12) Are employee engagement activities make you feel connected with the organization. Strongly Disagree 1 2 3 4 5 Strongly Agree 13) The organization provides with attractive opportunities for training and development. Strongly Disagree 1 2 3 4 5 Strongly Agree

QUESTIONAIRE ON TALENT ACQUISITION

1) During the time of recruitment do you prefer external source more acceptable than internal source, the one most preferable for your company? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 2) Do you consider the reference check as an integral part of recruitment? a) Strongly agree

b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 3) Are people responsible for employer branding (HR), if aware of employer branding as a concept? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 4) Is your company’s channel strong enough in promoting and strengthening the brand in the market place? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 5) Do you consistently employee high caliber employees? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 6) Do you believe that transfer, demotion, suspension and dismissal are based on performance appraisal? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 7) Does salary factor attract most of the potential employees than career growth and development? a) Strongly agree

b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 8) Do you ensure that salaries being set are according to the market scenario? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 9) Is your company lacking fairness in supervisionand inconsistency in employment opportunities, having an impact on employee retention? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 9) Do you believe that cash incentive have more of the contribution in employee retention activity? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 10) Do you nominate employees for various company awards (such as on the spot and circle of excellence awards)? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 11) Do you ensure that vacancies don’t remain open for a long period of time? a) Strongly agree b) Somewhat agree c) Neutral

d) Strongly disagree e) Somewhat disagree 12) Do you frequently meet team members for formal career planning sessions? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree 13) Do you think the one having the authority to select, comprehensive job specification and job description, availability of sufficient number of applicants are the essentials to make the selection process successful? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree

15) Is a person’s character more important if compared to their job skills, when it comes to become a good employee in your company? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree e) Somewhat disagree