Project Report On: Recruitment, Selection & Separation

Recruitment, Selection & Separation
Project Report On Recruitment, Selection & Separation
Submitted By
Miss. Siddesh chandrakant raul. M.M.S. 2nd Year PNP College of Management University of Mumbai
Project Guide
Mr.Hrishikesh Yelgavkar. Mr.Shashank Potnis.
HR Department Ril-NMD
Submitted to Prabhakar Patil Education Society
DECLARATION of MMS(HR) III semester of prabhakar patil
Siddesh chandrakant raul
institute of management studies,Alibaug.Hereby declare that I have completed this project on Recruitment, Selection & separation In RIL-NMD for the academic year 2010-2012. This information submitted is true & original to the best of my knowledge.
(siddesh chandrakant raul)
ACKNOWLEDGEMENT
I wish to place on record any sincere thanks to all those who have directly or indirectly supported my project study on Recruitment, Selection & Separation. This is most important topic in all organization. I wish to thank Mr.Shashank Potnis for his valuable comments & guidance provided right from the beginning & through all stages of the project study. I wish to thank Mr. Surendra Patil who extended enthusiastic support for the study & arranged permissions to support for the study & arranged permission to carry out project study at Reliance Industries, without which the study could not have been completed. The Nagothane Manufacturing Division where project study was done not only readily granted permission but also extended their fullest co-operation as such I wish to thank these Institutes, their office bearers & staff for their ample support.
INDEX
Sr.No. 1
Particulars Introduction
Page no 1-2
Company Profile
3-4
HRM & HRP
5-10
HRP In Reliance- NMD
11-13
Recruitment & Selection
14-24
Separation
25-40
Life Protection Rules
41-42
Survey
43-54
Case Study
55-57
10
Conclusion
58
11
Suggestion
59
12
Bibliography
60
Introduction
Nagothane Manufacturing Division is located near Raigad, Maharashtra. It comprises of an ethane & propane gas cracker & five intermediates & chemicals. The Reliance group founded by Dhirubhai H. Ambani (1932-2002), is Indias largest private sector enterprises, with business in the energy & materials value chain. Groups annual revenues are in excess of US$ 58 billion. The flagship company, Reliance, Industries limited, is a fortune Global 500 company & is the largest private sector company in India. Backward Vertical integration has been the Cornerstone of the evolution & growth of Reliance, starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining & oil & gas exploration & production to be fully integrated along with materials & energy value chain. The groups activities span exploration & production of oil & gas, petroleum refining & marketing, petrochemicals (polyester, fibre intermediates, plastics & chemicals), textiles, retail & special economic zones. Reliance enjoys global leadership in its businesses, being the largest polyester yarn & fibre producer in the world & among the top five to ten produces in the world in major petrochemical products.
Products & Brands

The Company expanded into textiles in 1975 since its initial public offering in 1977, the company has expanded rapidly & integrated backward of petrochemicals & the refining of crude oil. The company now has operations that span from the exploration & production of oil & gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals & synthetic textiles & fabrics. The company major products & brands, from oil & gas to textiles are tightly integrated & benefit from synergies across the company. Central to the companys operations is its vertical backward integration strategy raw materials such as PTA, Meg, ethylene, propylene & normal cost & subject to import duties are now sourced from within the company. This has had a positive effect on the companys exposure to the cyclicality of markets & raw material prices. The company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines & in providing a competitive advantage.
The companys operations can be classified into four segments. Petroleum Retiming & marketing businesses. 1) 2) 3) Petrochemicals business. Oil & gas exploration & production business. Others. The company has the largest refining capacity at any single location.
The company is:

1) 2) 3) 4) Largest producer of Polyester fibre & Yarn. Fourth largest producer of Polyxylene. Fifth largest producer of Polypropylene. Seventh producer of purified Terephalic acid (PTA) & Mono Ethylene glycol (MEG).
Plants at the Nagothane Manufacturing Division:
Name of the plant
Commissioned Year
Gas Cracker
1992
LDPE Plant
1992
Butane-1 Plant
1992
LLDPE/HDPE Plant
1993
MEG/Ethylene Oxide
1992
Polypropylene Plant
History of Reliance Group
Indian Petrochemicals Corporation Limited (IPCL)

It is petrochemical company in India. It was established on 22march1969 with a view to promote & encourage the use of plastics in India. Its business consists of polymers, synthetic fibre, fibre intermediate, solvents, surfactant, industrial chemicals, catalyst, adsorbents & polyesters. The company operates three petrochemical complexes naphtha based complex of Vadodara & gas based complex each at Nagothane near Mumbai & Dahej an Narmada estuary in bay of Khambhat.The company also operates a catalyst manufacturing facility at Vadodara.Its turnover for the financial year 2005-2006 has crossed the US$2 billion mark. In June 2002, the government of India as a part of its disinvestment programmed 26% of its equity shares in favour of Reliance Petro investment Limited (RPIL), A Reliance group company.RPIL acquired an additional 20% equity shares through a cash offer in terms of SEBI & currently holds 46% of companys equity shares. The board of IPCL consist of ten directors led by Shri.Mukesh Ambani as chairman, five independent & five non independent.
Human Resource Management Introduction

Human Resource Management is managing (planning,organising,directing & controlling) the functions of employeeing,developing,compensating & utilising human resources, resulting in the creation & development of human & industrial relations which would shape the future policies & practices of human resources management, with a view to contribute proportionately to the organizational, individual &social goals. HR is managing people work. It is managing human resource of the organisation. Whereas HRM is categorized into three different parts like people,process,productivity,recruitment &selection,safety,health & compensation management, industrial relation etc.
Functions of HRM:
Managerial function
Operational function
Planning Organising Directing Controlling
Employment Human Resources Development Compensation Human Relations Industrial Relations
Managerial Function: Managerial functions of personnel management involve planning,

organising, directing & controlling. These functions influence the operative functions.
1. Planning: Planning pertains to formulating strategies of personnel programmes & changes in advance that will contribute to the organizational goals. It involves planning of human resources, requirement, selection, training etc. It also involves forecasting of personnel needs, changing values, attitudes & behaviour of employees & their impact on the organization.
2. Organising: Organising means structure & a process by which a co-operative group of human being allocates its task among its members, identifies relationships & integrates its activities towards a common objective. Complex relationships exit between the specialised departments & the general department as many top managers are seeking the advice of the personnel manager. 3. Directing: After completing planning & organising directing is essential. Function of personnel management at any level is motivating, commanding, leading & activating people. The willing & effective co-operation of employees for the attainment of organizational goals is possible through proper direction. 4. Controlling: Controlling also involve checking, verifying & comparing of the actual with the plans, identification of deviations. Thus action & operation are adjusted to pre-determined plans & standards through control.
A)
Operative Functions: The operative functions of human resources management
are related to specific activities of personnel management like employment, development, compensation & relations. All these functions are interacted with managerial functions.
1)
Employment: It is the first operative functions of human resources management.
Employment is concerned with securing & employing the people possessing the required kind & level of human resources necessary to achieve the organizational objectives. It covers functions such as job analysis, human resources planning, recruitment, selection, placement, induction & internal mobility.
2)
Human Resource Development: It is the process of improving, moulding &
changing the skills, knowledge, creative ability, aptitude, attitude, values, commitment etc. Based on present & future job & organizational requirements. These functions include Performance Appraisal, Training, Management Development, career planning &
development, Transfer, Promotion, and Demotion etc. 3)
Compensation:
It is the process of providing adequate, equitable & fair
remuneration to the employees. It includes job evaluation, wage & salary administration, incentives, bonus, fringe benefits, social security measures etc.
Importance of HRM
Human resources plays resources, crucial role in the development process of modern economics. There are great differences in development between countries which seem to have roughly equalled so it is necessary to enquire into the difference in human behaviour. There some objectives of HRM which are followed by every organization. Objectives like personal, function, organizational, societal. Where in societal objectives leads to ethical responsibilities to the need and challenges of society, while minimizing the negative impact of such demands upon the organisation. Organisation objectives recognize the role of HRM in bringing about organisation effectiveness. Function objectives are to maintain the department contribution at a level which is appropriate to organization needs. Personal goals, at least where the goals enhances the individuals contribution to the organization. In every organization HR department plays crucial role, as it takes care of the employee as well as employee welfare. In RIL HR needs to follow rules and regulation given by the RIL management. According to those criterias they work out. As we are going to discuss the RIL recruitment and selection as well as employee engagement. We need to know about human resource planning of RIL.
HUMAN RESOURCE PLANNING (HRP)

HRP it is the process of forecasting a firm is future demand and supply of the right type of people in the right number. Below is the planning process that usually happens in HRP.A process by which an organization should move from its current manpower position to its desired manpower position. Through planning management, strive to have the right number & right kind of people at the right place at the right time, doing things which result in both the organization & the individual receiving maximum long-run benefit.
Objectives of Human Resource Planning

The important objectives of manpower planning in an organization: 1. To recruit & retain the human resources of required quantity & quality.
2. To foresee the employee turnover & make the arrangements for minimising Turnover & filling up of consequent vacancies. 3. To meet the needs of the programmes of expansion, diversification etc. 4. To improve the standards, skill, knowledge, ability, discipline etc. 5. To assess the surplus or shortage of human resources & take measures accordingly. 6. To maintain congenial industrial relations by maintaining optimum level & structure of human resources.
7. To minimise imbalances caused due to non-availability of human right Kind, right number in right time & right place.
resources of the
8. To make the best use of its human resources & to estimate the cost of human resources.
Benefits of human resource planning:

Human resource planning anticipates not only the required kind & number of employee but also determine the action plan for all the functions of personnel management. The major benefits of human resource planning are:
It checks the corporate plan of the organization.
It offsets uncertainty & changes to the maximum extent possible & enables the organization to have right men at the right time & in right place.
It provides scope for advancement & development of employees through training, development etc.
It helps to anticipate the cost of salary enhancement, better benefits etc.
It causes the development of various sources of human resources to meet the organizational needs.
It helps to take steps to improve human resources contribution in the form of increased productivity, sales, turnover etc.
It gives an idea of the type of tests to be used & interview technique in selection based on the level of skill, qualification, intelligence, values etc., of future human resources.
It facilitates the control of all the functions, operation, contribution & cost of human resources.
HUMAN RESOURCE PLANNING IN RIL

The HRP is forecasting for the future demand and supply of the organisation. In RIL human resource planning is done by GROUP MANUFACTURING SERVICE (GMS). GMS does the manpower planning and production planning of all the six sites. This group provides manpower to the organisation, as required to the company. Basically GMS takes inputs from the organisation, regarding to the manpower which requires to the organisation. After that inputs are received to them they do the detail analysis of that organisation, whether the organisation needs that much amount of manpower which was asked by them. When whole analysis is done then the manpower planning is done of the particular organisation. So for manpower planning of these kinds, GMS plays key role in this organisation. As in this organisation HRP is not carried out by the top levels also of the particular organisation. This work has become so easy for the employees working in RIL after GMS service started. So all these kinds of decision are taken by this service regarding to HRP. But if it is matter of a few employees then the decision are taken by the head of the department.
Diagrammatic Representation of HRP in Reliance:
Organizatio n GMS Detail Analysis
Manpower Planning
The Process of HRP

HRP essentially involves forecasting personnel needs, assessing personnel supply matching demands supply factors through personnel-related programmes. The planning process is influenced by overall organizational objectives & the environment of business
Environment
Organizational objectives & policies
HR Needs Forecast
HR Supply forecast
HR Programming
HRP Implementation HR Implementation
Control & Evaluation of Programme
Surplus Restricted Hiring Reduced Hours, VRS Lay off, etc.
Shortage Recruitment & selection

The recruitment & selection is the major function of the HR department & recruitment process is the first step towards creating the competitive strength & the strategic advantage for the organization. Recruitment process involves a systematic procedure from sourcing the candidates to arranging & conduction the interviews & requires many resources & times. The process of searching & stimulating & encouraging prospective of employees to apply for job is said to be recruitment. Recruitment is the process of searching for & obtaining applicants for jobs, from among whom the right peoples can be selected. Recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of application so as to eliminate those who are not qualified for the job. Recruitment term is used to describe the entire process of employee hiring.
Objectives of Recruitment:
To attract people with multi-dimensional skills & experience that suits the present & future organizational strategies.
To induct outsiders with a new perspective to lead the company.
To infuse fresh blood at all level of the organization.
To develop an organizational culture that attracts competent people to the company.
To device methodologies for assessing psychological traits.
To seek out non-conventional development grounds of talent.
To search for talent globally & not just within the company.
External sources of recruitment:
1)
Press Advertisements: Advertisements of the vacancy in newspapers & journals
are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.
2)
Educational Institutes: Various management institutes engineering colleges,
medical colleges etc.are a good source of recruiting well qualified executive, engineers, medical staff etc. They provide facilities for campus interviews & placements. This is known as campus interviews.
3)
Placement Agencies: Several private consultancy firms perform recruitment
function on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives & specialist. It is also known as RPO (Recruitment Process Outsourcing).
4)
Employment Exchange: Government establishes public employment exchanges
throughout country. These exchanges provide job information to job seekers & help employers in identifying suitable candidates.
5)
Unsolicited Applicants: Many job seekers visit the office of well-known
companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise but can help in creating the talent pod or the database of the probable candidates for the organization.
6)
Labour Contractors: Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.
7)
Recruitment at factory Gate: Unskilled workers may be recruited at the
factory gate these may be employed whenever a permanent worker is absent more efficient among these may be recruited to fill permanent vacancies.
Internal Sources of Recruitment:
1)
Present Permanent Employee: Organizations consider the candidates from this
source for higher level jobs due to: availability of most suitable candidates for jobs relatively or equally to the external source, to meet the trade union demands & due to the policy of the organization to motivate the present employee.
2)
Temporary Or Casual Employee: Organization find this source to fill the
vacancies relatively at the lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them on the present job.
3)
Retired Employees: A particular organization retrenches the employee due to
lack of work. The organization takes the candidates for employment from the retrench employee due to obligation, trade union pressure & the like. Sometimes the organization prefers to employ their retired employees as a token of their loyalty to the organization.
Recruitment & Selection in Reliance:
In Reliance industry done four recruitment & selection processes these are internal, external, transfer, temporary. In RIL industry for recruitment & selection, internal & external process are done for that first approval from president is necessary. Here to get approval from president all past records & performance, behaviour is taken into consideration by the management. After assessment is done it is conveyed to the group manufacturing service through SAP. All process are done in SAP the SAP is the process where your inform is need of feed & then action is taken. This information is transferred through SAP to GMS is said to be position approval. When approves it, it moves forward to apex committee which consist of top level management. When apex committee gives green signal then approval process is completed.
Internal Recruitment Process:
Job design
Internal Advertisement
Inviting Application
Analysis
Eligibility
Job Design
Formula
Offer Letter
Induction
MOCP
In internal recruitment process we get approval from apex committee & then we do the advertisement of recruitment & selection through the SAP or the intranet. It is displays on the screens of each & every employee personal computer in the organization. We get the application of employees who are eligible & interested in recruitment & selection of organization internally. Analysis of the application is done & checked out whether the applications received according to the criteria that are set for particular post. If not than those application are rejected.
Eligible employees are selected & then go for further procedure of selection. Reliance has a agency from Baroda productivity council specially for these purpose for all its six sites. This agency sets the paper for the employees, who have been selected for particular post papers that are set are according to the job profile, questions are y unknown to even head of the department or to top level management also, and it is kept confidential by the agency. Question paper consist of both subjective as well as objectives type according to job profile, after few days results are declared by the agency & marks are given by each individual is known to all. But reliance doesnt select the e marks employee for the required post. Reliance applies formula, which is kept confidential by the people. The Formula is Past assessment of HOD marks obtained three years performance & behaviour. When these three formulas are merged together & then selection process is done. Later then offer latter are provided converting non-supervisor to supervisor.
RAG process or concept is mostly used in Reliance. RAG means Right Size Actual Gap. These concept mostly used within the organization, because it is easy to used internally. RAG means when there is shortage of employee in any plant the it required to fill those gaps. So where employees are on surplus they are transfer to that plant or position immediately when the request is forwarded. That type of process are used or filling gaps from all six sites, i.e. called intranet. RAG is one of the most important analyses done for identifying the GAP in the current manpower available as against the requirement. Recruitment & selection were also there for higher post in the organization. Their cost to company also increases as they get
higher level post. There are different levels of CTC percent these employees get, based on their job roles.
If the employee gets excellent performance he gets 15% of CTC. Employees who gets very good, performance then good they get 10% & 5% respectively. The lower you get its obvious you need to improve. The employees who dont get even good, they are given a mail saying that the performance of his in current year is good, so need to improve in next in coming year. This actually means the person is not giving his attention towards companys growth. Employees not performing up to the requirement level of expectations of management then are given either Average or Poor rating & advice to improve their performance.
External Recruitment Process in Reliance:
Job design
External Advertisement
Inviting Application
CRC
Offers Generation
Acceptance of offer
Induction Programme
MOC-P
In External recruitment process we get approval from apex committee & then we do the advertisement of recruitment & selection through the SAP or the intranet. It is displays on the screens of each & every employee personal computer in the organization.
After that in Reliance external recruitment is done through centralized system. External recruitment done only when there is no availability of internal employees. When the apex committee gives indication of people internally then CRC recruitment comes into process. All employees application are received by the authorised people & checks all the application & selects the eligible people who satisfies all the criterias that are needed for the vacancies. After selection process done & applicants who through all the process of selection are offered a offer letter, but acceptance of offer letter by the applicants is important. Reliance carried out the induction program for the new selected employees for two months & then directed towards their respective department. They are provided with the mentor & he guides what to do that particular work & how to do this work. They are under training only till they get validation & confirmation they are to their own manager position. When they get through the training of one year they need to give MOC-P exam for their complete knowledge of particular field & to get their position fixed. This is what all external process is carried out in Reliance. Temporary recruitment & selection is also a part of external recruitment. Transfer process is also is under recruitment & selection. This is done only when there is request from other plants of a company. It is means transfer of employees to fill the vacancies from other branches.
Separation Process:-
Introduction:
Separation occurs when an employee leaves the organization. Why separation does occur? Reasons for employee separation may be voluntary or involuntary. Initiation for separation is taken by the employee himself. Where the employer initiates to separate an employee, it becomes involuntary separation.
Separation
Voluntary
Involuntary
Voluntary Separation:
Voluntary separation occurs when the employee decides to terminate his relationship with the organization. Quits means an employee decides to quit when his level of dissatisfaction with the present job is high or a more attractive job is awaiting the individual .The reasons for dissatisfaction may be because of the job itself or because of job extrinsic factors such as supervison,company policy,compensation,advancement opportunities,health,spouse relocation & the like. Organization often encourage quits through cash incentives i.e. called as voluntary retirement schemes (VRS).Retirement occurs when employees reach the end of their careers. The age of an employees superannuation differs. In some states it is 58 yrs & in central government it is 60 yrs. Many governments have raised the limit to 60 yrs & 62 yrs respectively as there is shortage of skilled people to fill up the vacant jobs. Retirement differs from quits. When the employee superannuates & leaves the organization, he carries several benefits with himself. Such privilege is denied to the employee who quits. Second, retirement occurs at the end of an employees career but the quit can take place at any time. Third, superannuation shall not leave any soured relationship behind the retiree but quit is likely to result in hurt feelings with the employer.
Involuntary Separation:
Employers resort to terminate employment contract with employees for at least three reasons:
1) labour.
Organization is passing through lean period & is unable to maintain the existing
2)
Initial faulty hiring resulting in mismatch between job & employee fit.
3)
Employee exhibit deviant behaviour vitiating the environment around.
Involuntary separations are of four types such Resignation, Termination, Retirement and Death Case. Resignation refers to the termination of employment at the instance of the employee, when she marries & had to quit for personal reasons, or when an employee suffers from ill health. The administration of separation caused by resignation is very simple because the employee himself is responsible for it. Retrenchment, too, result in the separation of an employee from his employer. It refers to the termination of the services of employee because of the replacement of labour by machines or the closure of a department due to continuing lack of demand for the products manufactured in that particular department of the organization.
Types of separation:
Resignation
Separation
Superannuation
Death
Termination
Purpose: To process separation of employees on account of resignation, superannuation,

termination, death.
Introduction: Separation activities are carried out to relive an employee from the services
of company making full & final settlement of dues.
Procedure: Glossary: VMD Vadodara Manufacturing Division F&A - finance & Account GSLIS Group Service Link Insurance Scheme
Resignation
Resignation is put by the employee Through ESS.
Action by
Employee
System generated intimation(e-mail) from Employees ESS is received by the HR power User. Stop payment intimation to be sent to F&A To lock the payroll immediately in respect of employee Concerned, so that no payment for the month is made to him. Payment of this salary will be made during full & final settlement. HOD recommends resignation in ESS with his comments, if any i.e. HOD date of relieving etc. HR F&A HR
System generated intimation from HOD ESS to be received by HR .Power user & the employee concerned, R2 Intimation is sent thro` mail to HOD,HR establishment, Plat Administration, township admin, family welfare centre, central HR documentation, employee co.op.credit society, Employees club, officers club, telecommunication, legal section. HR helpdesk to inform PL balance to HR Shortfall, if any, to be sent to F&A-i.e. it is examined whether an Employee notice period has given stipulated. If the employee has not HR/F&A Given notice period, then the shortfall calculation is made by F&A & Employee is to be asked to deposit the shortfall amount OR adjustment To be made by F&A against employee`s final settlement, if adjustable.. Employee/F&A If shortfall amount is deposited by the employee with F&A,employee Has to furnish the receipt obtained from F&A to HR deptt.OR if shortfall amount is to be adjusted by F&A against the final settlement, an intimation is to be sent by F&A to HR. Before processing, it is examined whether the employee is under foreign bond obligation & if the employee is under bond, then a Employee/HR/Family is sent to F&A department for finding out actual expanses Incurred on her training period. After obtaining all the HR-helpdesk HR
expanses incurred, the bond amount is calculated & intimated to employee, so that he can deposit the same with F&A & produce the receipt at HR, before getting relived OR if the bond obligation amount is adjustable from the separating employees final settlement, F&A to Send a mail to HR to that effect.
Resignation approval by R2 through ESS up to Sr.Manager level R2 is R2 Site President & above Sr.Manager level, it is Group President. System generated intimation from R2 ESS to be received by HR Power HR user, HOD & the employee concerned. In case of supervisory employee, clearance of mediclame cards is HR/Employee
obtained. After receiving no dues clearance from the concerned sections, the same is HR/F&A/Employee Sent to F&A for final endorsement of dues. If there are any outstanding dues, the employee has to deposit the same with F&A & produce receipt at HR OR if the such outstanding amount is adjustable from the separating employee`s Final settlement, F&A to send a mail to HR to that effect. Following forms are given to the employee for various schemes HR/Employee/VMD Provident fund settlement (in duplicate) Gratuity settlement (in duplicate) From No.10-C(Employee pension Schem,1995) Contribution made to superannuation Fund trust and Pension (10-C) forms are given to the employee for filling up, so as to settle his/her dues. In case an employee wishes to continue the pension scheme , then a certificate is issued to employee so that he/she can continue the scheme with His/her future employer. If the employee wants to get his/her PF transferred to his new employer , then he/she has to apply in the prescribed Form No. 13 through his/her future employer. (In that case, correspondence takes place with PF Trust-VMD and future employer and HR section after his relieving.)
RGMS (ESOS) Related settlement Employees who have been given ESOS option have to return HR/Employee/RGMS the original RGMS offer letter & ESOS allotment letters to HR .employee to fill up Formm-19 along with the Annexure meant for income Tax & hand over to HR Cell- Sewree
R to forward Form-19 & Annexure to RGMS PF settlement cell for settlement along with the original of RGMS offer letter & ESOS allotment letter.
An Exit interview of the separating employee is to be conducted thro senior level cross- discipline authority For GM & above core committee member Below GM level next higher level official can hold exit interview
HR/Employee Interviewer
After receipt of final No dues from F & A various agencies indicating F & A/ HR that are no dues from the employee, a RELIEVING ORDER AND SERVICE CERTIFICATE is given to the employee in the evening , on the date of his relieving. An entry of final separation is made in SAP. A copy of relieving order and no dues & Time clearance is sent to F&A HR/Estate Admin department for final settlement of his/her Dues. (If the employee has retained Township accommodation beyond his/her relieving date, then final settlement is with held Till he leaves the company quarters.) Estate to send intimation to HR after the quarter is vacated by the Separating employee. PF & Gratuity,details for GSLIS,refund of pension contribution HR/Employee formsare forwarded to VMD for payment. PF-Relieving order,PF settelement form(in case of separating employees who have put in less than 05 yrs of service in Reliance will have to fill up form-19 along with the annexure meant for income tax purpose) Gratuity-Relieving order, gratuity form, calculation sheet, last month salary details. GSLIS-Bio data, Relieving order. Refund of Superannuation contribution Refund from, Relieving order in case employee is member of the superannuation and Trust , to be sent to superannuation Trust, Vadodara Pension In case the separating employee is below 50 years, /PF Trust /F&A
100 from, last 2 months salary details ,birth proof of self, wife & children, From No. 2 (nomination from), is sent to RPFC-Vadodara In case the separating employee is above 50 years of age, he/she has to fill up From 100 for reduced pension to be sent to RPFC-Vadodara FormNo.13 (if employee has past service) along with a copy of cheque Received from his/her previous employer. No-break certificate.
Exit interview summary is maintain and furnished to Management as and when required.
HR
The settlement of PF/Gratuity is done through VMD and the cheque is VMD/F&A directly Sent to the employee by VMD as per the address mentioned in the form and final settlement is done through payroll section-F&ANMD & cheque sent to the employee directly by F&A
Pension settlement is thro Regional PF Commissioner- Vadodara
RPFC
SUPERANNUATION
Before processing , it is examine whether the employee is under any foreign bond or any other bond obligation and if the employee is under bond, then a mail is sent to F&A department for finding out the actual expenses incurred on his/her training/foreign tour. After obtaining all the expenses Incurred, he bond amount is calculated and intimated to the employee, so that he/she can deposit the same with F&A And produce the receipt at HR, before getting relieved OR if the such bond obligation amount is
adjustable from the Separating employees final settlement,F&A to send a mail to HR to that effect
Following forms are given to the employee for various schemesProvident fund settlement(in duplicate) Gratuity settlement From of Gratuity settlement & calculation sheet is to be Sent to VMD for settlement in the same month i.e. before 07 day of the month of relieving of the superannuating Employee so that employee can get some of the dues before his relieving. c) Turst. d) Post retirement Medical Assistance reimbursement form post retirement medical assistance form is to be sent to settlement Cell-VMD & Family welfare centre-NMD, along with the relieving order & declaration of medical assistance reimbursement Pension- 10-D form is filled up by the employee when he attains the age of superannuation and the same is sent to RPFCVadodara) along withbirth proof of self &each nominee Bank account details(copies of passbook for each Refund if any, of the contribution made to superannuation
nominee,individual account in SBI or bank of India is required to be opened by the nopminee) hotographs of self,wife &children Form no.2(nomination form) Form no.13(in case employee has past service)
No break certificate GSLIS Bio data is also sent to VMD for settlement Intimation is sent thro` mail to HOD,HR-Establishment, plant HR/concerned administration, township Admin,Family Welfare centre, central documentation, Telecommunication, System department, legal section, transport section, Six sigma section, for information. After receiving no dues from the concerned section, the same is sent HR/F&A to F&A & various Agencies indicating that there are no dues from the Employee, a relieving order & crevice certificate is given to the employee In the evening, on the date of his relieving. An entry of separation is made in SAP. A retirement award function is arranged wherein an employee is HR/F&A/VMD invited Along with his family members. A silver medallion is presented to the Employee along with a gift to spouse. The cheque for gratuity is arranged in co-ordination with F&A/VMD & it is presented to the employee on the Day of retirement function. A copy of relieving order, no dues clearance & time clearance (PL/SL encashment) is sent toF&A for final settlement of his dues. HR/F&A Section
DEATH
Death Benevolent Fund Applicability-Non.sup.employees onlyAfter intimation of death, immediately details are sent to F&A-NMD for providing immediate assistance(25000/-) to the family, meeting With untimely death. The details of nominees along with % share to be given are mentioned in the intimation sent to F&A.(25000/- Is released to the nominees under the benevolent fund scheme). HR/F&A
A bio-data of deceased employee is prepared & sent to IR section /his HR HOD/HR-Head/site President, for information. A Condolence meeting is arranged to pay homage to the departed IR Section soul. A separation entry is made in SAP. HR
The cheque (as mentioned at S/No.1) is obtained in coordination with HR/F&A/Nominee F&A.A representative from HR department is sent to meet the family /nominee of the deceased employee & the cheque is handed over to the Nominee of the deceased employee. Intimation is sent thros mail to HOD,HR-Establishment, Plant HR-concerned administration, Township Admin,Family welfare centre, central Documentation, transport section, six sigma section For information. After receipt of the death certificate, an order is issued mentioning HR that his name has been struck off from the muster roll of the Company & copy sent to F&A, HODs, and Site President. After receiving no dues from the concerned section, the same Is sent HR/F&A/HR to F&A for final endorsement of dues. After endorsement of F&A & Helpdesk time clearance(PL/SL encashment),F&A department Is advised to do the final settlement. A representative from HR is sent to the nominees of the deceased Employee to get the forms filled in for settlement of dues. The forms are-a) Provident fund(in duplicate) b) Gratuity(in duplicate) c) EDLI(in duplicate) d) GTA(in duplicate) e) GPAI(applicable only in case of accident death) f) Pension(10-d) After the forms are filled in by the nominees, they are sent to VMD for payment along with the following documentsProvident Fund settlement form- death certificate(original), Copies of office order & nomination form. Gratuity Form death certificate (original), copies of office HR/VMD/ RPFC-Vadodara HR/Nominees
Order & nomination form & gratuity calculation sheet. EDLI Form office order, death certificate, nomination form. GTA A letter address to- Sr.Manager, LIC of India. GPAI Claim Form(applicable in case of only accident death) Office order, death certificate, nomination form, post mortem report,panchanama, FIR, inquest panchanama,closure report From the police department. Pension-form no.10-D, original death certificate, birth proof HR/VMD employee, widow & children, photographs of widow & children,bank passbook copy, marriage declearance form, 12 months salary details, copies of form no.2, form no.13(in case the Employee has transferred his PF from his previous employer). In case the deceased employee has not declared nomination in Respect of any child, and then his dependents have to furnish the affidavit to that effect. GSLIS Bio-data is also sent to VMD for settlement In case the nominees or legal heir are fail to furnish the duly filled in gratuity forms & the original death certificate, then a letter is sent to HR/VMD/ Asstt.labour Commissioner,Pnvel(Raigad) nominees F&A Seeking exemption U/S7 (3-A) of the payment of gratuity. In case there is any dispute among the nominees, then the gratuity cheque is obtained at HR-NMD in co-ordination with VMD/local F&A & it is deposited with the Asstt.Labuor Commissioner, Panvel(Raigad),along with a letter seeking exemption U/S,7(3-A) of the Payment gratuity Act, to avoid any legal complications. Other dues like bonus, final settlement, etc.are kept Pending till the dispute is resolved. HR/VMD HR/VMD
TERMINATION
On receipt of intimation for termination of an employee on account of unauthorised absence,misconduct,etc.form IR section, TERMINATION ORDER is issued to the employee about his termination with copies to the concerned i.e. HOD, F&A, HR & sent by Regd.Ad to the terminated employee. Separation/termination action in SAP. Intimation is sent thro`mail to HOD,HR-Establishment, plant Administration, Township Admin,Family Welfare Centre, Central documentation, Legal section, Transport section & Learning centre for information. HR Helpdesk to inform PL balance/unauthorised absenteeism etc.to HR-helpdesk HR Before processing, it is examined whether the employee is under any foreign bond or any other bond obligation & if the employee is under bond, then a mail is sent to F&A department for finding out the actual expenses incurred on his training period .After obtaining all the expenses incurred, the bond amount is calculated & intimated to the employee thro`s Regd.Ad., along with F&A & produce the receipt at HR OR If such recoveries are adjustable from the terminated employees final settlement, F&A to sent a mail to that effect. In case of separating supervisory employees mediclaim card is to be withdrawn. If not possible, them immediately, a letter withdrawing mediclaim policy of the concerned employee, is to be sent to ICICI-Lombard. HR/F&A/ Employee concerned Section HR HR/Concerned IR
After receiving No dues from the concerned sections, the Same is sent to F&A for final endorsement of dues. If there are any outstanding dues, the employee has to deposit the same with F&A OR If such recoveries are adjustable from the terminated employees final settlement, F&A to send a mail to HR to that effect. If the terminated employee fails to pay the dues, then a letter is sent to him By Regd.Ad.for depositing the dues. In case the employee fails to deposit the dues to him & if he has put in less than 05 yrs of service in the company, then such dues can be adjusted Against his gratuity amount to be paid to him.
HR/F&A/Employee
The following forms are sent to the employee. The forms areProvident Fund(in duplicate) Gratuity(in duplicate) Refund of contribution made to Superannuation fund Trust, if the he is a member of SFS Trust. Pension(10-C) HR/Employee
After the forms are filled in by the employee they are sent to VMD for payment along with the following documentsProvident Fund - copy of office order Gratuity copy of office order & gratuity calculation sheet Refund of superannuation fund sheet Termination order Pension (10-C) Birth proof of self & nominees _ Bank account details (Bank Of India & SBI) i.e. copies of passbook.
GSLIS Bio-data is also sent to VMD for settlement The settlement of PF/gratuity is done through VMD & the cheque Is sent directly to the employee as per the address mentioned in the form. Final settlement is done through F&A. F&A to send final settlement Cheque to the separated employee directly.
HR/VMD VMD/F&A
E-SEPARATION:
After separation of the employee from the services of the company, shared services centre, RCP Navi Mumbai to run E-separation action in SAP (i.e. Departmental Clearance, Clearance from the other agencies, HR Clearance, etc.)
RIL-NMD Life Protection Rules

Reports all HSE incidents correctly & on time.
Work with a valid permit for jobs. Where permit is required.
Acquire a valid authorization before overriding or disabling safety critical equipments such as safety valves, safety interlocks.
Follow all traffic safety rules at all times (of fastening safety belts while being seated in the front seat of vehicals,wearing crash helmets while riding on authorised two wheelers & adhering to speed limit).
Engage only trained personnel while undertaking any process safety related critical task.
Undertake a line break only after obtaining authorization.
Do not smoke & do not keep ignition sources such as lighters, mateles, or mobiles
phones even in switched off condition in your possession inside the plant, except in allowed areas.
Seek valid authorization before entering a confined space.
Undertake any technology change or subtle with due compliance with management of change.
Adhere to & follow all operating procedure, maintainancce procedures & safe work practices.
The basis of 5s process: Seiri , section, secio, seiketsu, shitsuke. The 5s process or simply 5s is a structured program to systematically achieve total organisation, cleanliness & standardisation in the work place. A well-organized workplace result in as safer , more efficient & more productive operation. It boosts the morale of the workers, promoting a sense of pride in their work & ownership of their responsibilities. 5s was invented in Japan & stands for five (5) Japanese words that starts with the letter 5 : seriri, seiten, seiso, seiketsu. These are sort set (in place), shine, standardize & sustain.
Japanese team Seiri work place Section Serio Seiketsu Shitsuke commitment Orderliness Cleanliness Standardisation Discipline set everything in proper place for quick retrieval & storage cleans the workplace; everyone should be a janitor. Standardize the way of maintaining cleanliness. Practice 5s daily -make it a way of life; this also means English Equivalent Tidiness meaning in Japanese context. Throw away all rubbish & unrelated materials in the
Objectives:
Section : 1) Needed items can be easily found, stared & retrieved.

2)First-in First-out (FIFO). 3)Save space & time.
Seiso: 1) Cleanliness ensures a more comfortable & safe working place.

2) Cleanliness will lead to visibility so as to reduce search time. 3) Cleanliness ensures a higher quality of work & products.
Potential Benefits of 5S :
Implementing 5S methods in the plants would help the company to reduce waste hidden in the plant, improve the levels of quality & safety, and reduce the lead time & cost & thus, Increase Companys profit.
Five English S:
Sales Increase sales (market share). Saving Save costs. Safety Provides a safety working environment. Standardization Standardise the operating procedure. Satisfaction Employees & customer satisfaction.
OQCDS:
P Increase productivity. Q Improve product quality. C Reduce manufacturing cost. D Ensure on time delivery. S Provide a safety working environment.
Survey of Recruitment, Selection & Separation
1) Hiring Decision :The hiring decisions are made by final authorities depending on type of position?
a) YES b) NO
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO
2) INDUCTION PROGRAM :Is their structure induction programmed for the new joinee as per their level?
a) YES b) NO
16 14 12 10 8 6 4 2 0 YES NO
3) JOB ROLE :Are the position v/s job role been defined?
A) YES B) NO
16 14 12 10 YES 8 6 4 2 0 YES NO NO
4) NEW JOINEE:Has mentor been assigned for new joinee? A) YES B) NO
YES NO
5) MEDICAL CHECK UP:-
Pre employment medical check up done?
A) YES B) NO
25
20
15 YES NO 10
0 YES NO
6) RECRUITMENT POLICY :Is the current retirement policy beneficial for the employee?
A) YES B) NO
16 14 12 10 8 6 4 2 0 YES NO
7) SUBORDINATE NATURE :Your boss & subordinates are supportive nature?
A) YES B) NO
20 18 16 14 12 10 8 6 4 2 0 YES NO
8) PERFORMANCE RATING :-
Is their rating structure (including performance & salary) of company for employee is fair?
A) YES B) NO
25
20
15 YES 10 NO
0 YES NO
9) SATISFACTION LEVEL :-
Are you satisfied with job?
A) YES B) NO
YES NO
10) RECRUITMENT PROCESS:The recruitment process eliminates unsuitable applicants early & focuses on promising candidates?
A) YES B) NO
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO YES NO
Designation Department
Technical & Non technical
YES
NO
No. 1 2 3 4 5 6 7 8 9 10
Recruitment Selection & Separation the hiring decisions are made by final authorities depending on type of position? Is their structure induction programmed for the new joinee as per their level? Are the position v/s job role been defined? has mentor been assigned for new joinee? Pre employment medical check up done? Is the current retirement policy beneficial for the employee? your boss & subordinates are supportive nature? Is their rating structure ( including performance & salary ) of company for employee is fair? Are you satisfied with job? The recruitment process eliminates unsuitable applicants early & focuses on promising candidates? 22 24 1 9 20 16 9 23 25 22
3 9 16 2 0 16 5 1 24 3
Total
171
79
Conclusion
During my entire visit to RIL-NMD, I came to learn many aspect & function of the Human Resources Department. I understood the organizational culture, the employee behaviour towards their work & the tremendous amount of work which an employee carry just to fulfil its organizational goal. The Recruitment & Selection process is also done through centralized group manufacturing services in which the apex committee play an important role. The performance management system modification & rationalize of the policy. Organization must make necessary change to make the employee feel that it is consult for their satisfaction. I am thankful to be a part of this organization & my visit here was faithful & will turn out to be major milestone.
Suggestion
1) RIL- NMD is facing a major problem of employee turnover. As a part of my study, I went through the exit interview forms it found that the management is not taking feedback seriously & doing as part of formality. I suggest them to look into it & take appropriate action.
2) Also it was found that one of the reason employee turnovers is constantly changing policies & procedures. Employee get confuse due to these & I suggest the HR team to look in to it.
3) There is delay in allotment of quarters to employees. I suggest HR department to

look in to matter & avoid delay by taking necessary steps.
Bibliography :
1) Human Resource Management

..A. Ashwathappa
2) Personnel Management
Shubha Rao.
Net Page
www.google.com www.ril.com Reliance Intranet

Project Report On: Recruitment, Selection & Separation

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Recruitment, Selection & Separation