Reliance Energy Ltd. offer opportunities for growth that can fill a career. Careers at Reliance Energy Ltd. are built in course of our concept of forming a team of people or individuals who are made responsible for specific functions; from concept to development to implementation, with concomitant empowerment. 

Reliance Energy Ltd. provides employees seamless merging of functional roles, to provide a sharper business focus & groom employees for larger responsibility across industry sector. 

We believe, working smarter would mean not just doing a given job well, but also stretching it into a mini profit-making project. 

As the transition from the old HRD to the New People Management has materialized, the HR function at Reliance Energy Ltd. has begun to play a role much broader in scope, much stronger in impact & much more permanent in effect.

Career Opportunities:

• Exposure to Latest technological know-how

• World class management practices

• Multifunctional skills

• Customer Relationship Management

• Exposure to Regulatory, Legal and Contractual aspects of business

• Fast track growth

Recruitment: 

Woven into strategic planning, recruitment in Reliance Energy Ltd. no longer involves short-term vacancy or the annual ritual of Campus Recruitment. Translating corporate strategies into a manpower plan & developing a long term programme accordingly, Reliance Energy Ltd. is tracking down people with the combination of knowledge, experience, skills & behaviour best suited to achieving the company’s objectives.

The focus of Recruitment:

• Attract people with multi dimensional experiences & skills

• Induct talent with a new perspective to lead the company

• Develop a culture that attracts people to the company

• Locate people whose personalities fit the company’s values

• Devise methodologies for assessing psychological traits

• Seek out unconventional development ground for talent

• Design entry pay that competes on quality as well as quantum

• Anticipate & find people for positions proactively 

Induction:

• A formal induction programme is organized for all the new employees

• A structured Induction programme is carried out for:

  • Lateral Joinees

    • This provides a general overview of the organisation to the new recruits and familarises employees with various business processes, culture, business practices of the company

    • It also covers soft skills modules like Team Building, Change Management, Communication etc.

  • Graduate Engineer Trainees (GETs) 

    • All the GETs undergo a one-year induction training programme.

    • The induction programme contains the following:

      • Technical Training

        • On the Job training

        • Class room training

      • Functional Training

      • Managerial Skill Development

       

Performance Management: To ensure that the talent we have attracted can help us achieve our goals, we create appropriate working conditions, by adopting following steps: 

• Evaluating all jobs so as to assign them to the individuals best suited for them

• Designing customized jobs, if necessary, using techniques drawn for behavioural sciences & industrial psychology

• Creating manpower configurations to boost the ability of the individuals

• Through it all, balancing corporate & employee interests by designing individual career paths.

Objective of our Performance Management System (PMS):

• Create a culture of excellence that inspires every employee

• Match organizational objectives to individual aspirations

• Equip people with the skills necessary to perform their duties

• Clear growth paths for specially talented individuals

• Provide new challenges to rejuvenate plateauing careers

• Forge a partnership with people for managing their career

• Empower employees to take decisions without fear of failing

• Imbibe teamwork in all operational process

Performance Appraisal System: The Performance Appraisal System in Reliance Energy Ltd. provides for

• Recognition of individual performance

• Continual learning and development

• Better skills and employability

• Monetary and other rewards

• The achievement of the organization's goals

• Increased productivity and profitability

• A motivated workforce

Training & Development: 

With the changing business environment becoming more & more dynamic, a need on a continual basis for improved domain expertise is the need of the hour. The core function of our training department is to bridge the gap between the Changing requirements of the job & the abilities that individuals need to perform these tasks such as self-directed leadership, self-motivated teams & self generated creativity to excel in their respective areas of performance.

Objective of Training & Development (T&D) Department:

• Make learning one of the fundamental values of the company

• Commit major resources & adequate time to training

• Use training to bridge the gap with the external work

• Integrate training into initiatives for change management

• Use training as a developmental tool for individuals

• Link organizational, operational & individual training needs

• Install training systems that substitute work experience

• Ensure that training allows the staff skills to bloom

• Use retraining to continuously upgrade employees skills

• Create a system to evaluate the effectiveness of training