Strategic HRM: Addressing Employee Turnover in Reliance Industries

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Added on  2023/04/24

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This report addresses the critical issue of high employee turnover at Reliance Industries Limited (RIL), a leading Indian conglomerate. It identifies key causes such as inadequate employee motivation due to compensation issues, heavy workloads particularly in the sales department, poor work-life balance leading to employee dissatisfaction, and organizational changes resulting from rapid new product development. To combat these challenges, the report recommends several strategies, including improved HR policies with enhanced motivational factors like better compensation and incentives, workload delegation and reduced working hours, initiatives to promote work-life balance such as flexible schedules and wellness programs, and structured change management processes with comprehensive training and support. The successful implementation of these recommendations, involving top-level managers, HR personnel, and immediate superiors, is expected to reduce employee turnover, improve employee satisfaction, and enhance the overall management and profitability of Reliance Industries. Desklib provides access to similar solved assignments and past papers for students.
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HUMAN RESOURCE
MANAGEMENT
STUDENT NAME
DATE – 01/22/19
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INTRODUCTION
Human resource is most relevant aspect or asset of the
company
Managing human resource is crucial and challenging for
the companies
HRM is a strategic approach, designed for maximum
utilization of human resource of the company
Key for organizational success
Chosen organizational case for better understanding is
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RELIANCE INDUSTRIES LIMITED
Indian based company, headquarter
in Mumbai
Industry – conglomerate
Business petrochemicals, natural
resources, energy, textiles,
telecommunications, and retail
India’s most profitable company
CEO – Mukesh Ambani
Number of employees by 2017
(SOURCE: RIL,2019)
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HR ISSUE: EMPLOYEE TURNOVER
The attrition rate of reliance limited is been increasing
since many years
Retaining employee is to be considered on priority
basis as this may cause the higher expense to the
company and poor image
Lower employee satisfaction
Time consuming for the company, to repeat the
recruitment and training process
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HR ISSUE: EMPLOYEE TURNOVER
Employee turnover is increase in number of employees
leaving organization
The employees dissatisfaction level increases
Harmful for the company and employees as well
Needs to be control for better management and saving
Also known as churn rate, or labour turnover rate
For example -
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RELIANCE INDUSTRIES HIGH
PROFILE EMPLOYEES WHO LEFT
Pradeep Shrivastava Chief Marketing Officer.
Chief Cloud Architect Soren L Hansen - Assistant
Vice President Hari Charan Rao - Assistant Vice
President
Maya R Nair - Public Wi-fi Business
Head Pawan S Yadav - Public Wi-fi Business
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CAUSES OF THE PROBLEM
The causes of the issue identified for
the reliance industries will be
considered
The causes are identified from the news
and media
To analyze the issue and get to the
solution, it is important to understand
the root cause of the issue
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CAUSE 1: MOTIVATIONAL ISSUE
Employees are not motivated
enough
Compensation is a major
motivational factor, which was
not very good in the company
Salary incrimination is another
key factor for job satisfaction,
which seems to be problem for
Source: (Anitha, 2014)
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CAUSE 2: WORKLOAD
Heavy workload can cause
tension and eventually high
turnover
The work pressure in case of
sales executive is very high
in reliance industries
This cause high attrition rate
in sales department
Source: (Anitha, 2014)
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CAUSE 3: WORK LIFE BALANCE
Work life balance is
important to relax and work
better
This is the major cause for
reliance for dissatisfied
employees and high attrition
They do not able to balance
work and life
Source: (Anitha, 2014)
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CAUSE 4: NEW PRODUCT
DEVELOPMENT
New product development is
good strategy in respect of
companies
This could adversely effect
the employees
High pace of change in
organisational structure
Employees resistance to
Source: (Anitha, 2014)
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RECOMMENDATIONS TO ADDRESS
CAUSE 1
Improved HR policies and culture
Increase in motivational factors like better work
environment, compensation system
Higher incentives
Salary incrimination
Non financial incentives
like holiday for familySource: (Anitha, 2014)
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RECOMMENDATIONS TO ADDRESS
CAUSE 2
Delegati
on of
work
Increase in between breaks of
employees to give them time
to relax
Reduction
of working
hoursIncrease in
number of
employees
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RECOMMENDATIONS TO ADDRESS
CAUSE 3
Flexible working hours
Physical activity one a weak, to increase
relaxation
Lunch or dinner coupons for employees and
their family
Yearly trip to different cities or nation,
according to position
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RECOMMENDATIONS TO ADDRESS
CAUSE 4
Training and development
Facilitation and support
Negotiation and bargaining
Structured change management
Promotion and transfers
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IMPLEMENTATION OF
RECOMMENDATIONS FOR CAUSE 1
Projec
t
Implementation of motivational factors
Tasks
Incentive system
Salary incrimination
Who
Top level Mangers
HR manager
Sched
ule
Immediately
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IMPLEMENTATION OF
RECOMMENDATIONS FOR CAUSE 2
Projec
t
Decrease in work pressure
Tasks
Delegation of work
Lower working hours
Who
Department managers
HR manager
Schedu
le
Immediately and continually
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IMPLEMENTATION OF
RECOMMENDATIONS FOR CAUSE 3
Projec
t
Encouraging work life balance
Tasks
Weekly physical activity session
Flexible working hours
Holiday
Who HR manager
Schedu
le
Immediately and continually
Yearly for holiday
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IMPLEMENTATION OF
RECOMMENDATIONS FOR CAUSE 4
Projec
t
Change management
Tasks
Training and development
Negotiation
Facilitation and support
Who
HR manager
Immediate Superior
Schedu
le
At the time of new product development
Immediately and continually
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CONCLUSION
One of the leading companies, reliance industries limited also face
various human resource issues
Major HR issue include high employee turnover rate
This could result into disruption in the management of the company
Higher cost to the company
The major causes identified are : workload, no work life balance of
employees, no motivational factors involved, and major changes due
to new product development strategy
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CONCLUSION
The recommended action for the company to solve the
issues are delegation of work, flexible working hours,
incrimination in salaries, negotiation and bargaining for
change management, use of motivational factors,
incentive schemes for high performing employees and
proving relaxation time to balance their lives
These can be implemented with appropriate action plan
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Any
Question?
Thank you
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