Key Human Resource Activities Of Reliance Communications Commerce Essay Example

prepare human capital for the market, and the effective grouping of HR processes facilitates interaction and management of individual procedures. While each organization has its own HR procedures, the main HR processes remain consistent across companies as they represent market HR best practices. HRM is a newer approach to Personnel Management that emphasizes its strategic aspects and closer alignment with business. As a critical component of any organization, HRM's integration with other elements of line management is significant (Paauwe).

J, Jan 2009). Paauwe suggests that HRM aims to achieve ultimate goals such as high occupational performance, low absence, and high cost effectiveness through efficient utilization of the company's manpower. Human resources are truly the most important component of any organization, and the success or failure of an organization largely depends on its management of manpower. Maslow's Hierarchy of Needs theory is widely considered as a guiding principle for HR Management worldwide. Maslow identified the basic factors that drive human motivation. Following this principle, it can be assumed that in order to motivate an employee, an HR manager should understand the employee's expectations and potential, and should evaluate performance before and after implementing certain motivational measures.

Key Human Resource Activities Of Reliance Telecommunication

• Main HR procedure countries
• Manpower planning
• Recruitment and staffing
• Human resource development
• Compensation and benefits
• Leadership development

Manpower Planning

Human Resource Planning is the integrated part of Human Resource Management. Human Resource Planning estimates the optimum degree of Manpower demand on the basis of quality and quantity. Therefore HRP can be considered as the foundation of Human Resource management. Although HR planning is very important, it cannot be executed flawlessly in all cases, as HR is dependent on various factors such as employment

situation of the country, influence of technological advancement, changes in the organization structures, demographic factors such as age, population, composition of workforce, lack of skill, multicultural workforce etc. Certain pressure groups will also affect the precision of the HRP. Understanding of competences of the Human resource is critical in forming a successful HR framework. Lengnic-Hall, 1988, Milliman et al.

, 1991, describes two types of fit: internal fit and external fit. "Internal fit" refers to the extent to which the workforce components are logically linked and effectively support themselves. On the other hand, external fit primarily focuses on the organization's strategy and reveals how well human resource systems are integrated. Manpower Planning or Human Resource Planning involves ensuring the right number and type of people are in the right place at the right time and at a low cost. Personnel Planning is crucial in the world of industrialization and should be approached systematically through a set of model operations. The process includes evaluating the current workforce, forecasting future needs, developing employment programs, and organizing training programs.

• Measuring the present workforce in the company
• Forecasting future needs
• Developing employment programs
• Organizing training programs

Benefits Of Manpower Planning

Manpower planning is a vital part of human resource management. Some of the importance of manpower planning include:

Concentrated labor cost is achieved through workforce planning, where administration workers are assigned jobs that match their skills. This leads to overall improvement in the workforce. Optimum use of the workforce helps in its growth within the company. Manpower planning is a crucial aspect of overall business planning, as having the right type and number of people doing the right work

at the right time is necessary for a business to survive. Improved workforce planning also aids in career progression, as it allows for a well-structured employee sequence that promotes internal promotions. Additionally, manpower planning contributes to the expansion of an organization.

Growth in manpower planning is a crucial part of overall concern planning. Efficient workforce planning will help improve the business.

Recruitment And Staffing

Recruitment and staffing involves selecting the right labor for the organization. The main goal of recruitment is to attract individuals with the necessary skills to fill job vacancies. This process includes job analysis to determine workforce requirements and sources of skilled employees.

Job analysis

Job analysis involves a detailed examination of a job and providing the HR planning department with information on job requirements, presented as job specifications and job analysis.

Job analysis is crucial in the entire organization as it provides the details of workforce needs.

The main sources of recruitment are

Reliance communications have two main sources of recruitment: internal and external. (figure.2) Internal sources of recruitment include: Promotion- This is a common source of recruitment where eligible employees are offered higher positions, salary, and responsibilities within the organization. Thus, job vacancies are filled by promoting suitable employees from within the company. Transfers- This involves transferring an employee to another organization without any change in salary or position, thereby allowing the vacancy to be filled through a transfer.

Advertising internally refers to the process of promoting job vacancies within the organization, specifically targeting employees in the administration department. This allows existing employees to apply for the position, and the recruitment process takes place within the organization. On the other hand, external recruitment

sources include selective recruitment through job boards, which is a significant method of finding suitable candidates for important positions. When considering applicants, the agency takes into account various details such as education level, degree, diploma, and experience level (for junior, intermediate, and senior positions).

The company uses the information provided to determine the appropriate job boards, communication channels, and advertising strategies to attract suitable candidates. Management consultants are hired to find qualified and skilled employees for higher positions within the company, acting as recruiters. The company advertises job vacancies through various mediums such as the internet, newspapers, and television.

And this will provide the internal details of the company, job, and the qualifications needed for the position.

The Need And Importance Of Staffing

Maintaining ongoing innovation- New developments are occurring continuously. A business must keep up with these changes. This can only be achieved by hiring competent individuals who can adapt to new situations. Developing the workforce- Manpower planning must be conducted in advance. The future requirements for personnel will be estimated well in advance.

The staffing map serves several purposes within the organization. It assists in recruiting new staff and preparing individuals for higher level roles. Additionally, it promotes the growth of employees' skills and knowledge, leading to increased productivity. This benefits both new hires and current staff members as they are encouraged to develop their skills and take on greater responsibilities. Human resource development is crucial for improving workforce capabilities and talents, which includes activities such as training and career advancement. Training opportunities can be provided on-site or off-site to enhance employees' proficiency.

Occupation preparation, also known as on-the-job training, involves providing employees

with training in their actual work environment. This includes using real materials, documents, equipment, and tools that they will use when fully trained.

On the other hand, off the job training is provided outside of the usual working environment and may cover more general skills and knowledge that are relevant to the job. This type of training is typically conducted by specialized trainers or external companies who hire trainers.

Training Methods:

A.Programmed learning- This method follows a step-by-step process of self-learning. The learner is presented with questions, facts, and problems and then given an opportunity to respond. Feedback regarding the accuracy of the answer is provided.

B. Apprenticeship training combines classroom coaching with on-the-job training to develop efficient workers.

C. Audio visual-based training incorporates tools like PowerPoint presentations, online video conferencing, audiotapes, and videotapes.

D. Computer-based training is a widely employed and time-saving method for effectively providing employees with quality preparation.

Simulated training, also known as virtual training, is a cost-effective method when compared to other developmental approaches. Trainees in this method learn from either real or simulated equipment that they will use on the job, but are actually trained off the job.

Lectures are used when there is a large number of trainees in order to provide immediate direction for occupation-related activities within a specified period of time. Internet and distance training involve methods such as video conferencing, web-based training, and traditional paper and pencil correspondence classes. Tele training involves a trainer in a central location teaching groups of employees at distant locations via television hookups.

2. Videoconferencing allows individuals in one location to communicate, using both audio and visual equipment, with people in different locations - whether that be in another city,

state, or multiple cities.
3. Training through the Internet is a highly popular method of learning. Some companies permit their employees to take online courses offered by external providers, while others utilize their intranets to facilitate computer-based training.

Career Development

The diagram displays personal development within the career. Career development is an essential aspect of administration as it contributes to overall employee achievement. In today's constantly evolving organizational environment and workplace, career development has become indispensable to the HR department. Reliance Communications assists employees in achieving a successful career trajectory by implementing company HR policies and procedures. The first step involves assessing individual strengths and weaknesses, upon which different opportunities for career development are provided. The key to career development lies in self-awareness, where individuals assess their own challenges and issues, with the company providing support in overcoming them. Nowadays, people often change jobs to attain career success, which Reliance Communications recognizes and addresses through a comprehensive career succession program for each employee in the organization.

Compensation And Benefits

Compensation and benefits are fundamental motivators for employees. A desire for higher paying positions is natural for every employee, and beneficial perks also play a crucial role in fostering employee loyalty towards the company.Reliance Communications offers various benefits such as fillip, medical insurance, retirement policies, life insurance, and holidays to satisfy and motivate employees. These benefits aim to attract and retain employees within the organization.

Degree centigrades: UserssonyDesktopcompenben.jpg ( Source Google images ) Leadership Development
The development of strong leadership skills in each employee is crucial for the achievement of an organization's goals. Leadership development aims to improve overall organizational growth and enhance employee performance. The

management closely monitors employees, offering necessary support and promotion opportunities to those who need improvement. Counseling sessions are conducted to increase work efficiency, and a structured program creates a positive working environment. The main objective is to foster self-leadership, leading others, and effectively leading the organization.

Degree centigrades: UserssonyDesktopLDRMiddle3.gif

Major HR Issues Faced By Reliance Communication

• Issues In Reliance Communications
• Employee Retention
• Poor HR Policies
• Cash And Compensation Issues

1. Cash And Compensation Issues:

Cash and compensation issues pose significant challenges for HR directors in trust communications. The HR map faces pressure to provide higher incentives and wages to employees while also meeting employee benefits if the company chooses to pay a basic wage to each employee.

Many companies experience employee retention issues, particularly with regards to layoffs. To prevent this, administration must focus on retaining employees by providing them with favorable job conditions and necessary benefits. In industries based on trust, the lack of coordination between workers often leads to many employees leaving the company. The administration attempts to address this issue, but unfortunately, they are not always successful.

The HR directors of Reliance Communications have implemented poor policies and patterns in their networking sector. They introduced some new programs in the mobile networking sector, such as low call rates for mobile users and low internet browsing charges. However, competitors like AIRTEL communications, BSNL web, and VODAFONE offered more exciting offers, which made Reliance Communications hesitant to change their HR policies and techniques. The graphical representation of Reliance Communications' profits from 2007 to 2012 shows a decline in the last two years compared to previous years. This decline can be attributed to the mentioned poor

HR issues. The company experienced high growth in 2008 and 2009, reaching around 55000 million, but it dramatically decreased in the following years. This indicates that the company is facing major HR issues and high competition from other companies. As a result, the administration needs to change their HR policies eventually.

Suggestions for Resolving HR Issues in the Telecommunication Industry

Nowadays, the telecommunication industry is facing intense competition from other companies in the field. Without strong HR strategies, it can be challenging for a company to stay competitive in this environment. Reliance Communications, for example, is currently dealing with several HR issues that need to be addressed. To overcome these problems, the company should implement a comprehensive HR restructuring process.

One of the key issues is cash and compensation problems. To tackle this problem effectively, the company should consider adjusting their approach to paying employees based on their experience. Instead of providing a basic wage to all employees, the company should offer compensation and benefits that align with each individual's level of experience and skills. By doing so, the company can reduce labor costs and ensure that compensation and benefits are allocated based on the company's profits.The company is currently facing HR issues related to the retention of employees. One of the main reasons for employees leaving is the high pressure of work and lack of coordination among them. To address this, trust must create a good working environment that reduces work pressure. Effective communication between management and staff is also crucial in overcoming this problem. It fosters a better understanding between employees and management, boosting employee confidence and reducing work pressure. Improving coordination

between employees and management is another approach to enhance employee retention. This coordination will strengthen relationships and ultimately increase employee confidence and work efficiency. The company experiences a high employee turnover rate as individuals seek employment at companies offering better working environments.

Many companies in the communication industry are implementing new HR techniques to improve their company's reputation. However, Reliance Communication is still using traditional HR policies and programs, which has led to a high level of market competition from other companies. In order to survive in this competitive market, it is necessary for the company to enhance its HR strategies and policies. Nowadays, companies are providing attractive job offers, so Reliance Communication must also improve its job offerings and overcome these challenges.