Recruitment & Selection Project Report

8/13/2019 Recruitment & Selection Project Report

1/62

1

Recruitment and Selection at Big Bazaar family center

Partial Fulfillment of the Requirements for the Award of

Post Graduate Diploma in Management

(Recognized by AICTE, Ministry of HRD, Govt. of India)

By

Arti Chaudhary

PG-11-09

Batch 2011-13

Under the guidance of

Prof. Aakanksha uppal

Program coordinator

INMANTEC, Ghaziabad

Integrated Academy of Management and Technology

Ghaziabad

23 April 2012-23 June 2012


2/62

2


3/62

3


4/62

4


5/62

5


6/62

6

ACKNOWLEDGEMENT

A work is never a work of an individual. I owe a sense of gratitude to the intelligence and co-operation of

all people who had been so easily let me understand what I needed from time to time for completion of

this exclusive project.I wish to thank to all the people who helped and supported me to complete this project successfully. I am

also grateful to Mr. DIWAKAR DWIVEDI, H.R, who is also my guide, giving me full support,

confidence and how to work in a retailindustry. I must say he is very passionate person.

I express heartfelt thanks to Mrs. Aakanksha Uppal , ProfessorPGDM, Department of Management

studies for his valuable guidance, his full support and co-operation without which this project report

would not have been completed.

Last but not the least, we want to thank to our family and friends for their wholehearted support for thecompletion of this Project.


7/62

7

Table of Contents

Executive Summary ................................................................... 4

Introduction ............................................................................... 5

Purpose of the Study ................................................................. 5

Industry Overview ..................................................................... 5

Research Objectives ................................................................ 12

Research Methodology .................................................. ......... 13

Research Design ............................................................. ......... 13

Data Collection Method and Instrument ..................... ......... 13

Sampling and Sample Size ............................................ ......... 13

Data Analysis Techniques ............................................. ......... 13

Limitations of the Study ................................................ ......... 13

Data Analysis and Interpretation ................................. ......... 14

Findings of the Study ..................................................... ......... 25

Recommendations .......................................................... ......... 26

Conclusions ..................................................................... ......... 27

Annexure .......................................................................... ......... 28

Annexure A(questionnair e) ............................................ ......... 28

References ....................................................................... ............ 34


8/62

8

Executive Summary

The major objective of the study is to analysis the recruitment and selection process at a Big

Bazaar Family Centre at Vasant Kunj and find the employee satisfaction level with it and tell the

reasons for dissatisfaction among employees if any so that to improve the efficiency of their

recruitment and selection process.

Recruitment is the discovering of potential applicant for actual or anticipated organizational

vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the

job requirements and job specification. The objective of selection decision is to choose the

individual who can most successfully perform the job from the pool of qualified candidates. It is

the system of function and devise adopted in a given company to ascertain whether the

candidates specifications are matched with the job specifications and recruitment or not.

As the time period of summer training is limited to 2 month and number of respondents is taken

only 200 which are the limitations of study.


9/62

9

INTRODUCTION

2.1 PURPOSE OF STUDY

The purpose of research is to study the recruitment and selection process at a Big Bazaar family

Centre at Vasant Kunj and find the employee satisfaction level with it and tell the reasons for

dissatisfaction among employees if any so that to improve the efficiency of their recruitment and

selection process.

2.2Future group Profile

Every day, Future Group brings multiple products, opportunities and services to millions of

customers in India. Through over 15 million square feet of retail space, we serve customers in 85

cities and 60 rural locations across the country. Most of all, we help India shop, save and realize

dreams and aspirations to live a better quality of life every day.

Future Group understands the soul of Indian consumers. As one of Indias retail pioneers with

multiple retail formats, we connect a diverse and passionate community of Indian buyers, sellers

and businesses. The collective impact on business is staggering: Around 220 million customers

walk into our stores each year and choose products and services supplied by over 30,000 small,

medium and large entrepreneurs and manufacturers from across India. And this number is set togrow.


10/62

10

Future Group employs 35,000 people directly from every section of our society. We source our

supplies from enterprises across the country, creating fresh employment, impacting livelihoods,

empowering local communities and fostering mutual growth.

We believe in the Indian dream and have aligned our business practices to our larger objective

of being a premier catalyst in Indias consumption-led growth story. Working towards this end,

we are ushering positive socio-economic changes in communities to help the Indian dream fly

high and the Sone Ki Chidiya soar once again. This approach remains embedded in our ethos

even as we rapidly expand our footprints deeper into India.

Retail

Pantaloon Retail (India) Limited

Future Value Retail Limited

Finance

Future General Life Insurance Company Limited

Future General (India) Insurance Company Limited

Future Capital Holdings Limited

Future Ventures (India) Limited

Services

Future Supply Chains Limited

Future Human Development Limited

Future Media (India) Limited

Future Corporate Resources Limited

Public Limited Companies listed in the National Stock Exchange and Bombay Stock Exchange


11/62

11

Our Beliefs

Future Group was founded on a simple idea: Rewrite rules, retain values. This fundamental

belief created a new kind of marketplace, forever transforming Indian retail. Today our core

values continue to guide how we do business and improve the quality of life of the people we

serve.

At Future Group we are committed to being a catalyst of positive change in the communities,societies and business sectors in which we operate. We envision Indias transformation into thelegendary 'Sone Ki Chidiya' (golden bird), taking wings once again to reach greater heights.

We take pride in our Indianness. Our belief in inclusiveness for long-term sustainable growthand economic prosperity evokes trust among consumers, employees, suppliers, partners,shareholders and the community.

Mission

We share the vision and belief that our customers and stakeholders shall be served

only by creating and executing future scenarios in the consumption space leading

to economic development.

We will be the trendsetters in evolving delivery formats, creating retail realty,

making consumption affordable for all customer segmentsfor classes and for

masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, cost- conscious and committed to quality in whatever we

do.

We shall ensure that our positive attitude, sincerity, humility and united

determination shall be the driving force to make us successful.

Executive Committee Board

Considered a pioneer of modern retail in India, Kishores leadership has led the groups

transformation into Indias leading player in the consumption sector. Regularly ranked amongIndias most admired CEOs, he is the author of the book It Happened in India. He has won

multiple awards from government bodies and the private sector in India and abroad and is on the

board of a number of bodies, including the National Innovation Foundation in India and New

York Fashion Board.


12/62

12

In a career spanning over 18 years, Anshuman has worked in all aspects of the value chain across

several industry segments such as Discrete Manufacturing, Durables, Textiles, Retail and Supply

Chain with companies like Grasim, H&R Johnson, Bombay Dyeing, and Welspun Retail. He is

responsible for starting the first Home Furnishings Specialty Retail Chain in the country in his

last assignment as the Director and CEO of Welspun Retail Ltd. before rejoining Future Group

where he created Future Supply Chains Ltd. Anshuman is a Mechanical Engineer and an MBA.

A Chartered Accountant by training, Anand has nearly 20 years of experience in corporate

finance and banking across diversified business groups. Before joining Future Group, he was

President-Corporate Finance, Vedanta Resources Group. He has been associated with Motorola

India, Credit Lyonnais, HSBC, IL & FS and Citibank.

An alumnus of IIT Mumbai and IIM Bangalore, Damodar has over two decades of experience in

the FMCG and food industry. He was a co-founder of DMart, a supermarket chain in Western

India, and was associated with Uniliver in India.

Co-founder of the ColorPlus brand, Kailash has over three decades of valuable experience in the

fashion business and is considered to be a stalwart in the Indian fashion industry. Before joining

Pantaloon Retail, he was associated with Weekender, Arvind Mills and Mafatlal Industries,

among other companies.

A qualified Chartered Accountant and Company Secretary with approximately 24 years of

professional experience in corporate finance, strategic business planning and investment

advisory, Mr. Rathi has worked in organizations such as KEC International, H&R Johnson and

Motilal Oswal Private Equity Advisors. He has previously worked as Group CFO with Pantaloon

Retail.

Sanjay has over two decade of experience in working with a wide range of companies in the

services sector in India and abroad. A post-graduate from Pune University, he joined Future

Group in July 2005. Before this he worked with companies like DHL Limited, Indian Hotels

Group, Bharti Enterprises and RPG Enterprises.

An alumnus of IIM Ahmedabad, Santosh has over two decades of experience in advertising. He

was President of McCann-Erickson, India prior to his association with Future Group. A highly


13/62

13

respected figure in the advertising and marketing community in India, Santosh is a columnist

with the Times of India and several other publications and has addressed the global management

boards of several multinationals, including Hersheys, Microsoft, Philips, Unilever, Coke etc. He

is also the author of the book Mother Pious Lady Making Sense of Everyday India.

An entrepreneur in his own right and an urban developer, Sumit has 21 years of corporate

experience with significant exposure to the real estate sector. Before joining Future Group, he

was on the Board of Directors of Calcutta Metropolitan Group and Riverbank Holdings. He has

served as a Member of Infrastructure Council in CII, Infrastructure Sub-Committee Chairman,

Regional Council Member and Core Group Retail Chairman in CII (Eastern Region), and as an

Infrastructure Committee Member, Executive Committee Member, and Chairman of Young

Leaders Forum in the Indian Chamber of Commerce.

An alumnus of Birla Institute of Technology and Harvard Business School, he joined Future

Group in Au

Founders' Board

Kishore Biyani Group CEO,Future Group

Anil Biyani Director, Future Group

Rakesh Biyani Director, Future Group

Sunil Biyani Director, Future Group

Vijay Biyani Director, Future Group


14/62

14

Strategy

A new normal is being defined in the Indian consumer market every day. With far-reaching

socio-economic changes that India has undergone in the last decade, the drivers in urban and

rural India are maturing fast.

With a growth strategy tempered with localization and an inclusive business model, Future

Group is the only pure play local retailer poised to lead Indias consumption storywith

sustainable value creation.

Our multi-format retail strategy captures almost the entire consumption basket of Indian

customers. As modern retail drives new demand, efficiency and consumption in new categories,

our strategy is based on our deep understanding of Indian consumers. We understand the varied

buying behavior of the Indian consumer across regional ethnicities and are constantly innovating

to craft strategies that address the subtle differences.

Future Group's strategy is aimed at achieving inclusive, sustained and profitable growth

with three levers

Customer-orientation

The bottom line in each of our retail success stories is "know your customer". Insights into the

soul of Indian consumers - how they operate, think, dream and line - helps us innovate and create

differentiating functionally.

Continuous-innovation

As India's largest retailer, we understand the importance of innovation. We rethink strategies and

realign businesses with increasing agility to provide diverse customer groups with refreshingly

different retail experiences.

Collaborative transformation

Creating a collaborative environment combining our strengths with our suppliers and vendorshelps us create immense value for our customers which in turn foster mutual growth.

We believe that modern Indian retail rests on the strength of two pillars scale and efficiencies.

As front-runners in both areas, we firmly believe our core responsibility lies in providing

protection to customers from the overall rate of inflation. While the scale and size of our


15/62

15

operations helps us improve efficiencies, it also ensures we deliver greater value to our

customers.

Our retail thrust is focused on four principal verticals of Food, Fashion, General Merchandise

and Home. These four categories together account for nearly 65% of the consumption in the

country and represent mass consumer aspirations. Acknowledging this, we are creating retail

pure play through divestment and demerger of non-retail businesses to concentrate our efforts on

these verticals.

Indias retail boom is being driven by resurgence in the economy. Modern retail still has around

6% share of the total retail spend in the country that is estimated at around US $ 400 billion.

Thus, the potential for modern retail growth in India is huge. Currently, leading retailers in

mature markets occupy the top three slots by turnover, employment and value creation. As the

Indian economy matures, it is upon us to make the same happen in our country.

Milestones

25 years ago, we began our pioneering journey transforming the Indian retail landscape, whole-

heartedly believing in rewriting rules and retaining values.

Today, our deep footprint across India and landmark growth is testament to our enduring

values.

2011

April 2011KBs Fairprice celebrates opening its 200 stores in India

May 2011Future Supply Chains becomes ISO certified

2010

Future Group launches its telecom brand T24 in partnership with Tata

Teleservices to provide additional loyalty benefits to its customers.

Future Group launches products in key FMCG categories through Such, a brand

co-created with Sachin Tendulkar.


16/62

16

Future Group connects over 4000 small and medium Indian manufacturers and

entrepreneurs with consumers.

2009

Future Group celebrates its first Shopping Festival across all retail formats in key

Indian cities.

Future University starts its campuses in Ahmadabad, Bangalore and Kolkata to

offer degree programs through a tie-up with IGNOU.

Future Group partners with Hong Kong-based Li & Fung Group to strengthen its

supply chain and logistics network across the country.

2008

2007 Future Capital Holdings becomes the second group company to make a

successful Initial Public Offering (IPO) in the Indian capital market.

Big Bazaar crosses the 100-store mark, marking one of the fastest expansions of

the hypermarket format anywhere in the world.

Total operational retail space crosses the 10 million square feet mark.

Future Group acquires rural retail chain Aadhar from the Godrej Group, which

has a presence in 65 rural locations.

Future Group crosses the $1 billion turnover mark.

Specialized companies in retail media, logistics, IPR and brand development and

retail-led technology services become operational.

Pantaloon Retail wins the International Retailer of the Year award at US-based

National Retail Federation convention in New York, and Emerging Retailer of the

Year award at the World Retail Congress held in Barcelona.

Online portal Futurebazaar.com becomes Indias most popular shopping portal.

2006


17/62

17

Future Capital Holdings, the groups financial arm, is formed to manage over $1.5

billion in real estate, private equity and retail infrastructure funds.

Home Town, the home building and improvement products retail chain, is

launched along with consumer durables format Ezone and furniture chain

Furniture Bazaar.

Future Group enters into joint venture agreements to launch insurance products

with Italian insurance major Generali.

Future Group forms joint ventures with US office stationery retailer Staples.

2005

Future Group moves beyond retail and acquires a stake in Galaxy Entertainment,

Indus League Clothing and Planet Retail.

Future Group sets up Kshitij, Indias first real estate investment fund, to build a

chain of shopping malls.

2004

Future Group launches Indias first seamless mall, Central, in Bangalore.

2002

Food Bazaar, the supermarket chain is launched.

2001

Future Group launches three Big Bazaar stores within a span of 22 days in

Kolkata, Bangalore and Hyderabad.

1997

Future Group enters modern retail with the launch of the first 8000-sq. ft. store

Pantaloons in Kolkata.


18/62


19/62

19

Big Bazaar is part of Future Group, which also owns the Central Hypermarket Brand

Factory Pantaloons, eZONE, HomeTown, futurebazaar.com, KB's Fair Price to name a few and

is owned through a wholly owned subsidiary of Pantaloon Retail India Limited(BSE: 523574

523574, that is listed on Indian stock exchanges.

History

Big Bazaar was launched in September, 2001 with the opening of its first four stores in Calcutta

Indore, Bangalore andHyderabad in 22 days. Within a span of ten years, there are now 161 Big

Bazaar stores in 90 cities and towns across India.

Big Bazaar was started by Kishore Biyani, the Group CEO and Managing Director ofPantaloon

Retail India.Though Big Bazaar was launched purely as a fashion format including apparel,

cosmetics, accessory and general merchandise, over the years Big Bazaar has included a wide

range of products and service offerings under their retail chain. The current formats include Big

Bazaar, Food Bazaar, Electronic Bazaar and Furniture Bazaar. The inspiration behind this entire

retail format was fromSaravana Stores,a local store inT. Nagar,Chennai

The stores are customized to provide the feel of mandis and melas[2] while offering the modern

retail features like Quality, Choice and Convenience. As the modern Indian family's favorite

retail store, Big Bazaar is popularly known as the "IndianWalmart".

On successful completion of ten years in Indian retail industry, in 2011, Big Bazaar has come up

a new logo with a new tag line: Naye India Ka Bazaar, replacing the earlier one: 'Isse Sasta Aur

Accha Kahin Nahin'.

Strategy At Big Bazaar

According toKishore Biyani's 3-C theory, Change and Confidence among the entire population

is leading to rise in Consumption, through better employment and income which in turn is

creating value to the agricultural products across the country.] Big Bazaar has divided India into

three segments:
http://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Saravana_Storeshttp://en.wikipedia.org/wiki/T._Nagarhttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-1http://en.wikipedia.org/wiki/Walmarthttp://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-3http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-3http://en.wikipedia.org/wiki/Kishore_Biyanihttp://en.wikipedia.org/wiki/Walmarthttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-1http://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/T._Nagarhttp://en.wikipedia.org/wiki/Saravana_Storeshttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Pantaloon_Retail_Indiahttp://en.wikipedia.org/wiki/Hyderabad,_India


20/62

20

India one: Consuming class which includes upper middle and lower middle class (14% of India's

population).

India two: Serving class which includes people like drivers, household helps, office peons,

liftmen, washermen, etc. (55% of India's population) and

India three: Struggling class (remaining 31% of India's population).

While Big Bazaar is targeted at the population across India one and India two segments, Aadhaar

Wholesale is aimed at reaching the population in India three segment. With this,Future

Groupemerged as a retail destination for consumers across all classes in the Indian society

Operations

The Big Bazaar Store in Nagpur.

Most Big Bazaar stores are multi-level and are located in stand-alone buildings in city centers as

well as within shopping malls. These stores offer over 200,000 SKUs in a wide range of

categories led primarily by fashion and food products.

Food Bazaar, a supermarket format was incorporated within Big Bazaar in 2002 and is now

present within every Big Bazaar as well as in independent locations. A typical Big Bazaar is

spread across around 50,000 square feet (4,600 m2) of retail space. While the larger metropolises
http://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Future_Group


21/62


22/62

22

Big Bazaar at Sarkhej Gandhinagar Highway inAhmedabad

2001

Three Big Bazaar stores launched within a span of 22 days in Kolkata, Bangalore

and Hyderabad

2002

Big Bazaar - ICICI Bank Card is launched.

Food Bazaar becomes part of Big Bazaar with the launch of the first store in

Mumbai at High Street Phoenix

2003

Big Bazaar enters Tier II cities with the launch of the store in Nagpur

Big Bazaar welcomes its 10 million-th customer at its new store in Gurgaon

2004
http://en.wikipedia.org/wiki/Ahmedabadhttp://en.wikipedia.org/wiki/Ahmedabad


23/62

23

Big Bazaar wins its first award and national recognition. Big Bazaar and Food

Bazaar awarded the countrys most admired retailer award in value retailing and

food retailing segment at the India Retail Forum

A day before Diwali, the store at Lower Parel becomes the first to touch Rs 10

million turnover on a single day

2005

Initiates the implementation of SAP and pilots a RFID project at its central

warehouse in Tarapur

Launches a unique shopping program: the Big Bazaar Exchange Offer, inviting

customers to exchange household junk at Big Bazaar

Electronic Bazaar and Furniture Bazaar are launched

Big Bazaar andICICI Bank launched ICICI Bank-Big Bazaar Gold credit card

program to reward its loyal customers.

2006

Mohan Jadhav sets a national record at Big Bazaar Sangli with a Rs 1, 37,367

shopping bill. The Sangli farmer becomes Big Bazaars largest ever customer.

Big Bazaar launches Shakti, Indias first credit card program tailored for

housewives

Navarasthe jewellery store launched within Big Bazaar stores

2007

The 50th Big Bazaar store is launched in Kanpur

Big Bazaar partners with Futurebazaar.com to launch India's most popular

shopping portal

Big Bazaar initiates the "Power of One" campaign to help raise funds for the Save

The Children India Fund
http://en.wikipedia.org/wiki/ICICI_Bankhttp://en.wikipedia.org/wiki/ICICI_Bank


24/62


25/62

25

Preferred Multi Brand Retail Outlet and Most Preferred Multi Brand One Stop

Shop

Big Bazaar connects over 30,000 small and medium Indian manufacturers and

entrepreneurs with around 200 million customers visiting its stores

Big Bazaar opens its third store inKanpur atZ Square Mall

Big Bazaar opens its fourth store inKanpur atJajmau which is the largest leather

tannery garrison of Asia

Vidya Balan was chosen as the brand ambassador of Big Bazaar's Price Challenge

exercise

Ranked 6 among the Top 50 Service Brands in India.[10]

2011

Big Bazaar forays into the rural wholesale and distribution business through

Aadhaar Wholesale store at Kalol,Gujarat.

Big Bazaar has come up a new logo with a new tag line: Naye India Ka

Bazaar.[11]

200th store opened in India[12]

Future Group has launched its latest venture, Foodhall a premium food

destination across 10 metros in India[13]

For the convenience of the online customers, Big Bazaar has started free shipping

on all orders above Rs. 1000[14]

Entered into an agreement withHindustan Unilever to co-develop and co-brand

bakery products, which would be sold exclusively at Big Bazaar stores.[15]

2012

Big Bazaar entered into a five year multi-million dollar deal withCognizant

Technology Solutions for IT infrastructure services that supportFuture Group's

network of stores, warehouses, offices, and data centers.[16]

Partnered with Disney to launch "Kidz Cookies", exclusively for kids across

India.[17]

Big Bazaar is planning to add further value to its retail services by offering Value

added services like grinding, de-seeding, vegetables cutting at free of cost.
http://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Z_Square_Mallhttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Jajmauhttp://en.wikipedia.org/wiki/Vidya_Balanhttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-9http://en.wikipedia.org/wiki/Gujarathttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-10http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-11http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-12http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-13http://en.wikipedia.org/wiki/Hindustan_Unileverhttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-14http://en.wikipedia.org/wiki/Cognizant_Technology_Solutionshttp://en.wikipedia.org/wiki/Cognizant_Technology_Solutionshttp://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-15http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-16http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-16http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-15http://en.wikipedia.org/wiki/Future_Grouphttp://en.wikipedia.org/wiki/Cognizant_Technology_Solutionshttp://en.wikipedia.org/wiki/Cognizant_Technology_Solutionshttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-14http://en.wikipedia.org/wiki/Hindustan_Unileverhttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-13http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-12http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-11http://en.wikipedia.org/wiki/Big_Bazaar#cite_note-10http://en.wikipedia.org/wiki/Gujarathttp://en.wikipedia.org/wiki/Big_Bazaar#cite_note-9http://en.wikipedia.org/wiki/Vidya_Balanhttp://en.wikipedia.org/wiki/Jajmauhttp://en.wikipedia.org/wiki/Kanpurhttp://en.wikipedia.org/wiki/Z_Square_Mallhttp://en.wikipedia.org/wiki/Kanpur


26/62

26

Recruitment

Recruitment is hiring of employees from outside. Recruitment has been regarded as the

most important function of the HR department , because unless the right type of people

are hired, even the best plans, organization chart and control system would not do much

good.

Recruitment is the discovering of potential applicant for actual or anticipated

organizational vacancies. Accordingly the purpose of recruitment is to locate sources of

manpower to meet the job requirements and job specification.

It is defined as a process to discover the sources of manpower to meet the requirements

of staffing schedule and to apply effective measures for attracting the manpower to

adequate number to facilitate effective selection of an effective workforce

Yoder points out that recruitment is a process to discover the sources of manpower to

meet the requirement of the staffing schedule and to employee effective measures to

attracting that manpower in adequate number to facilitate effective selection of an

effective workforce.

Edwin B Flippo defines recruitment as the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.

It is the process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their application are

submitted. The result is a pool of applicants from which new employees are selected.

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories,

namely

1 Direct method

2 Indirect method


27/62

27

3 Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and

professional institutions, employees contact with public, and mannered exhibits. One ofthe widely used methods is sending the recruiters to different colleges and technical

schools. This is mainly done with the cooperation of the placement office of the college.

Sometimes, firms directly solicit information form the concerned professors about

student with an outstanding records.

Other direct methods include sending recruiters to conventions and seminars, setting up

exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and

professional journals, technical magazines and brochures. Advertisements in newspapers

and or trade journals and magazines are the most frequently used methods. Senior post is

largely filled with such methods. Advertising is a very useful for recruiting blue color and

hourly worker, as well as scientific, professional, and technical employees.

Local newspaper can be good sources of blue collar workers, clerical employees, and

lower level administrative employees. The main point is that the higher the position in the

organization the more dispersed advertisement is likely to be. The search for the top

executive might include advertisement in a national periodical, whereas the

advertisement of the blue color jobs usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three main

points need to be borne in the mind before an advertisement in inserted.

First, to visualize the type of applicants one is trying to recruit.


28/62

28

Second, to write out a list of advantages the company offers, or why should the reader

join the company.

Third, to decide where to run the advertisement , not only in which area, but also in

which newspaper having a local, state or a nation- wide circulation.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and

placement offices of schools colleges and professional associations recruiting firms,

management consulting firms, indoctrination seminars for college professors, and friends

and relatives.

Private employment agencies are the most widely used sources. They charge a small feefrom the applicant. They specialize in specific occupation; general office help, salesmen,

technical workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labor

exchanges, are the main agencies for the public employment. Employers inform them of

their personnel requirement, while job seekers get information for them about the type of

job are referred by the employer.

Schools and colleges offer opportunities for recruiting their student. They operate

placement services where complete bio data and other particular of the student are

available.

Professional organization or recruiting firms maintain complete information records

about employed executive. These firms maintain complete information records about

employed executives. These firms are looked upon as the head hunters , raiders, and

pirates by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method


29/62

29

Number of initial enquires received which resulted in completed application

forms

Number of candidates recruited.

Number of candidates retained in the organization after six months.

Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

Objective of recruitment

To attract with multi dimensional skills and experience that suite the present and

future organization strategies.

To induct outsider with new perspective to lead the company.

To infuse fresh blood at all levels of organization.

To develop an organizational culture that attracts competent people to the

company.

To search or headhunt people whose skill fit the companys values.

To seek out non-conventional development grounds of talent

To devise methodology for assessing psychological traits.

To search for talent globally not just with in the company.

To design entry pay that competes on quality but not on quantum.

To anticipate and findpeople for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential employees.

It is through recruitment that many individuals come to know about the company and

eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that

applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors:These includes


30/62

30

Companys pay package

Quality of work life

Organizational culture

Companys size

Companys product

Growth rate of the company

Role of trade unions

Cost of recruitment

2: External factors:These include

Supply and demand factors

Employment rate

Labor market condition

Political, legal and government factors

Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

Government polices

Recruitment sources

Recruitment needs

Recruitment cost

Organizational and personal policies

Theories Regarding Recruitment


31/62


32/62

32

Final interview:Here the candidates who successfully clear the first round of

interview go through another round of interview with one or more of the functional

heads.

Medical Evaluation:Candidates who are selected by big bazaar areasked to undergo

a medical test.

PHILSOPHIES OF RECRUITEMT

Basically there are two Philosophies of recruitment. These are as follows:

Realistic Job Previews

Realistic Job Previews provides complete job related information to the applicants so that

they can make the right decision before taking up the jobs. It includes positive and the

negative aspects of the job.

JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicantspreference for the work match the characteristic of the job. The JCQ is designed to collect

information on all aspects of the job which have a bearing in on employee performance

.absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that,

greater the compatibility between an applicants preference for the job and characteristic

of the job as perceived by the job seeker, the greater the probability of employee

effectiveness and longer the tenure.


33/62

33

SELECTION

Selection is a negative process and involves the elimination of candidates who do not

have the required skills and qualification for the job proposed. Also it is a process of

differentiating between applicants in order to identify and hire those with grater

likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully

perform the job from the pool of qualified candidates. It is the system of function and

devise adopted in a given company to ascertain whether the candidates specifications are

matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial

screening interview and concluding with final employment decision. The traditional

selection process includes: preliminary screening interview, completion of application

form, employment test, comprehensive interview, background investigation, physical

examination and final employment decision to hire.

Organization for selection

It facilitates contact with applicants because issues pertaining to employment can becleared through one central location.

It helps operating managers to concentrate on their operating responsibilities. This isespecially helpful during the chief hiring period.

It can provide for better selection because hiring is done by specialist trained in staffing

techniques. Until recently the basic hiring process was performed in a rather unplanned

manner in many organizations. In some companies, each department screened and hired

its own employees. Many mangers insisted on screening their own employees as they

thought no one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This

type of arrangement is also preferred due to some of these advantages:


34/62

34

It is easier for the application because they can send their applications to a single

centralized department.

The applicant is better assured of consideration for a greater variety of jobs.

Hiring cost is cut because duplication of efforts is reduced.

With increased governmental regulation on selection process, it is important that people

who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides

whether or not to make a job offer and how attractive the job offer should be.

BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and

commitment towards the given job profile. But due to some reason the main purpose of

effectively selecting candidates is defeated. These reasons are :

Perception or the Halo effect:Many times the interviewer selects a candidate

according to the perception he has or he made up while talking or looking at the

individual. This way he does not see through the caliber or the efficiency of the

individual and many times it leads to the selection of the wrong candidates.

Fairness: During the selection process the interviewer does not select the individual on

the basis of his knowledge and hence the right type of the candidates is not selected.

Pressure:The people from the HR department and also have a lot of pressure from the

top management and from other top class people for selecting the candidates they want.

This ways the purpose of effective selection process of effective selection process is

defeated as they have to select that individual whether or not he is capable of the job. that

is being offered.


35/62

35

ESSENTIAL OF SELECTION PROCEDURE

Someone should have the authority to select.

There must be sufficient number of applicants from whom the required number ofemployees to be selected.

There must be some standards of personnel with which a prospective employee may becompared.

FACTORS EFFECTING SELECTION DECISION

Includes:

Profile matching

Organization and social environment

Multi correlations

Successive hurdles

3. RESEARCH OBJECTIVE

To study the recruitment and selection process at a Big Bazaar family Centre at Vasant

Kunj

To find the employee satisfaction level with recruitment and selection process at Big

Bazaar family Centre.


36/62

36

4. RESEARCH METHODOLOGY:

4.1. RESEARCH DESIGN:

Primary Data:

The information is collected through the primary sources like:

observation with the employees of the department

Questionnaire

Discussion with the head of the departments

Secondary Data:

The data is collected through the secondary sources like:

Company site

Boks

4.2. DATA COLLECTION METHOD AND INSTRUMENTS:Data collected through Questionnaire filled by 200 employees of Big Bazaar family centre.

4.3. DATA ANALYSIS TECHNIQUES:

Charts, tables, graphs etc

4.4 LIMITATIONS OF STUDY:

The study duration is limited to 8 weeks only and its not possible to observe and analyze every

aspect of Recruitment and Selection process of Big Bazaar family center.


37/62

37

5. DATA ANALYSIS AND INTERPRETATION

Descriptive analysis:

Gender of Respondents

Table: A

GenderNo. of

RespondentPercent of

Respondent

Male 127 63.5

Female 73 36.5

Graph: 1

.

Interpretation:

Out of 200 respondents, 63.5% are male and 36.5% are female respondents


38/62

38

Age of Respondents

Age

GroupNo. of

RespondentPercent of

Respondent

18-25 139 69.5

26-35 32 16

36-45 23 11.5

above 6 3

.

Interpretation:

Out of 200 respondents, 69.5% respondents are under the age group of 18-25, 16%

respondents are under the age of 26-35, and 11.5% respondents are under the age group

of 36-45 and 3% respondents are above the 45 years of age.


39/62

39

Qualification of Respondents

Education No. of Respondent Percent of Respondent

10+2 40 20

Graduation/Diploma 136 68post graduate 24 12

Interpretation:

Out of 200 respondents, 20 % respondents are 10+2, 68% respondents are either

graduated or diploma holders, 12% respondents are post graduate.


40/62

40

Annual family Income of Respondents

Annual Family

Income

No. of RespondentPercent of

Respondent200000-400000 112 56

400000-800000 41 20.5

800000-1000000 25 12.5

above 20 10

.

Interpretation:


41/62

41

Out of 200 respondents, 56 % respondents are come under the annual income group of 2-

4 lakhs, 20.5% respondents are come under the annual family income group of 4-8 lakhs,

12.5% respondents are come under the annual family income group of 8-10 lakhs, 10%

respondents are come under the annual family income group of above 10 lakhs.

Do you know about recruitment and selection process at Big

Bazaar family centre?

Do you know about recruitment and

selection?No. of Respondent

Percent of

Respondent

Yes 178 89

No 22 11

.

Interpretation:

Out of 200 respondents, 89% respondents know about recruitment and selection process at Big

Bazaar family centre, and 11% do not know about that.


42/62


43/62

43

Out of 200 respondents, 9% respondents know about vacancy through Newspaper, 14.5%

respondents know that through Company site and 33% respondents through friends, 43%

respondents through employee already working at Big Bazaar and 0.5% through any other

Source.

Is the recruitment and selection process fulfilling

expectations?

Is the recruitment and selection process

fulfilling expectations?No. of Respondent Percent of Respondent

Yes 122 61

No 78 39


44/62

44

Interpretation:

Out of 200 respondents, 61% respondents give responses that recruitment and selection process

has fulfill their expectations at Big Bazaar family Centre and 39% respondents give responses

that recruitment and selection process do not fulfill their expectations at Big Bazaar family

Centre.

Is the recruitment and selection process is transparent

enough?

Is the recruitment and selection process is

transparent enough?No. of Respondent Percent of Respondent

Yes 128 64

No 72 36


45/62

45

Interpretation:

Out of 200 respondents, 64% respondents give responses that recruitment and selection process

at Big Bazaar family Centre is transparent and 36% respondents give responses that recruitment

and selection process at Big Bazaar family Centre is not transparent enough.

Scaling by employee on recruitment and selection

process of Big Bazaar on certain parameters

Scaling by employee on recruitment and selection process of Big Bazar on certain parameters

Parameters

Excellent Good Average Poor Worst

TotalNo. of

Respdt.

% of

Total

No. of

Respdt.

% of

Total

No. of

Respdt.

% of

Total

No. of

Respdt.

% of

Total

No. of

Respdt.

% of

Total

Transparency 0 0 18 9 154 77 28 14 0 0 200Feedback 0 0 24 12 140 70 36 18 0 0 200

Time taken 0 0 14 7 151 75.5 35 17.5 0 0 200

Advertisement

about vacancy0 0 21 10.5 127 63.5 52 26 0 0 200

Terms and

conditions0 0 27 13.5 131 65.5 42 21 0 0 200


46/62


47/62

47

Advertisement about Vacancy

Out of 200 respondents, for vacancy advertisement, 10.5% respondents think that recruitment

and selection process at Big Bazaar is good, 63.5% think it is average, 26% think it is poor.

Terms and ConditionsOut of 200 respondents, for terms and conditions for recruitment and selection, 13.5%

respondents think that recruitment and selection process at Big Bazaar is good, 65.5% think it is

average, 21% think it is poor.

Are you satisfied with the recruitment and selection process

at Big Bazaar family Centre?

Are you satisfied with the recruitment and

selection process at big bazaar family

centre

No. of Respondent Percent of Respondent

Yes 125 62.5

No 75 37.5


48/62

48

Interpretation:

Out of 200 respondents, 62.5% respondents give responses that they are satisfied with

recruitment and selection procedures at Big Bazaar family Centre and 37.5% respondents give

responses that they are not satisfied with recruitment and selection procedures at Big Bazaar

family Centre.

Scale the recruitment and selection process onemployee career building?

Scale the recruitment and selection process

on employee career buildingNo. of Respondent Percent of Respondent

Excellent 22 11

Good 100 50

Average 72 36

Poor 6 3


49/62

49

Interpretation:

Out of 200 respondents, 11% respondents think it is excellent in employee career building, 50%

respondents think it is good, 36% respondents think it is average and 3% respondents think it is

poor.

Is the internal recruitment sources are primarily considered

for recruitment at big bazaar family centre?

Is the internal recruitment sources are

primarily considered for recruitment at big

bazaar family centre?


Strongly Agree 116 58

Agree 28 14

Don't know 25 12.5

Disagree 31 15.5

Strongly Disagree 0 0


50/62


51/62

51

Interpretation:

Out of 200 respondents, 38.5% respondents give responses that they choose big bazaar family

centre as their employer because of its work culture, 28% respondents are given responses that

they choose big bazaar family Centre as their employer because of work profile, 16%

respondents give responses that they choose big bazaar family Centre as their employer because

of its pay and packages,17.5% respondents due to future growth prospects.

Do you satisfy with your current work profile and post?

Do you satisfy with your current workprofile and post?


Yes 135 67.5

NO 65 32.5


52/62

52

Interpretation:

Out of 200 respondents, 67.5% respondents give responses that they are satisfied with their

current post and profile and 32.5% respondents give responses that they are not satisfied with

their current post and profile at Big Bazaar family Centre.

Do you find the recruitment and selection process better

than other company you have worked before?

Do you find the recruitment and selection

process better than the one carried in any

other company you have worked before?


Yes 159 79.5


53/62

53

NO 41 20.5

Interpretation:

Out of 200 respondents, 79.5% respondents give responses that recruitment and selection process

at Big bazaar family Centre is better than the company they had already worked and 20.5%

respondents give responses that recruitment and selection process at Big bazaar family Centre is

not better than the company they had already worked.


54/62


55/62


56/62

56

7. RECOMMENDATIONS

It is recovered that the officials who are involved in selection process should be madefree from all of the task and duties. This practice will improve the effectiveness of

selection and also will reduce the waiting time from prospective employees which are

more than 5 to 6 hours more than average.

After observation I find that Big Bazaar Family Centre only focus on external recruitment.they should focus on both internal and external.


57/62

57

CONCLUSION

1. The study concludes that, the recruitment and selection process in big bazaar family center is

effective. The study was conducted among 200 employees and collected information through

structured questionnaire.

2. The organization can still concentrate on specific areas which are evolved from this study in

order to make the hiring process more effective. There should be less waiting time

.organization should focus on internal recruitment as well as external. The suggestions of this

report may help in this direction.


58/62

58

ANNEXTURES

ANNEXTURE A

References

Website of Big bazaar

www.google.co.in

Website of future group.


59/62

59

ANNEXTURE B

Questionnaire

1) Gender:a) Male

b) Female

2) Age Group:

a) 18-25 years

b) 26-35 years

c) 36-45 years

d) Above 45 years

3) Occupation:

a) Service

b) Business

c) Self Employed Professional

d) Student


60/62

60

4) Education:

a) Up to 10+2

b) Graduate/Diploma

c) Post Graduate

5) Annual Family Income:

a) Rs. 200000-400000

b) Rs. 400001-800000

c) Rs. 800001-1000000

d) Above Rs. 1000000

6.Do you know about recruitment and selection process at big bazaar family centre

a)Yes b) No

7. How do you know about vacancy in Big bazaar family centre

a)Newspaper

b)Company Site

c) Friends

d) Through company employee

e) Any other

8) Is the recruitment and selection process at big bazaar family centre fulfill your

expectations

a) Yes b) No

9) Is the recruitment and selection process is transparent enough

a) Yes b) No

10. Scale the recruitment and selection process on the following parameters on the scale of

1 to 5 (1=Worst, 2=Poor,3=Average,4=Good,5=Excellent)

Parameters 1 2 3 4 5

Transparency in process

Feedback


61/62

61

Time taken

Advertisement aboutvacancy

Terms and conditions

11. Are you satisfied with the recruitment and selection process at big bazaar family center

a) Yes b) no

12.How is recruitment and selection doing in employee Carrier building

A) Excellentb) goodc) faird) poor

13. Is the internal recruitment sources are primarily considered for recruitment at big

bazaar family centre

a) trueb) very truec) partly trued) not true

14. what were the reasons for choosing big bazaar family center as your employer

a)its work culture

b) interesting work profile

c) its pay and perk package

d) advancement potential

e) job security

f) other

15. do you feel OK with your current profile and Post?

a)yes b) no


62/62

16. do you find the recruitment and selection process better than the one carried in any

other company you have worked before

A )yes b)no

17.What are the unique features you identified in the recruitment policy of the BBFC?

a)Very friendly atmosphere

b) Transparency at all level

c) Less time taken

e) Any other specify

.

.

18. Would you like to give any suggestions for the improvement of R & S procedure

..

..

Recruitment & Selection Project Report

Documents