Final Project of Max by PRAKASH.

8/6/2019 Final Project of Max by PRAKASH.

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Recruitment &Selection

CHAPTER I

INTRODUCTION

RECRUITMENT AND SELECTION:

Recruitment is the process of identifying that the organization needs to employ

someone up to the point at which application forms for the post have arrived at the

organization. Selection then consists of the processes involved in choosing from

applicants a suitable candidate to fill a post. Training consists of a range of

processes involved in making sure that job holders have the right skills, knowledge

and attitudes required to help the organization to achieve its objectives. Recruiting

individuals to fill particular posts within a business can be done either internally by

recruitment within the firm, or externally by recruiting people from outside.

Definition:

Recruitment refers to the process of finding possible candidates for a job or function,

usually undertaken by recruiters. It also may be undertaken by an employment

agency or a member of staff at the business or organization looking for recruits.

RECRUITMENT MEANING

Recruitment is understood as the process of searching for and obtaining

applications for jobs, from among whom the right people can be selected.

Recruitment methods are wide and varied, it is important that the job is described

correctly and that any personal specifications are stated. Job recruitment methods

can be through job centers, employment agencies/consultants, headhunting, and

local/national newspapers. It is important that the correct media is chosen to ensurean appropriate response to the advertised post.

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Vishwa Vishwani Institute Of Systems & Management.


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It is a process, commencing from the preliminary interview of the applicants and

ending with the contracts of employment. In practice, the process differs among

organizations and between two different jobs within the same organization.

NEED FOR THE STUDY

The primary reason for studying the Recruitment and Selection procedure is to

update the recruitment practices undertaken by the organization. With HDFC

STANDARD LIFE INSURANCE expanding across all its verticals, it need to pay

proper attention to the Recruitment and Selection process is all the more important.

The need of the project is to analyze and find the factors, which satisfy the needs of

its own and wants of various client organizations. In the present scenario, where lots

of consultancies are emerging, it is very important for any company to have an edge

over the industry in terms of quality and services .

Every study is taken up for the fulfillment of some particular need or

requirement. This study deals with the topic Recruitment and Selection process inthe organization and kind of different Selection procedures being followed in

Selection of an individual into the organization. The study throws light into the matter

because the process is important in an organization because it can bring in new

blood and ideas, which may bring overall organization development.

And it is also important in this Recruitment and Selection process to ensure right

people is placed in right jobs.

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OBJECTIVES

1. To study the recruitment and selection procedure followed in MAX Retail Stores.

2. To study the various sources of recruitment followed in MAX Retail.

3. To learn what is the process of recruitment and selection that should be followed.

4. To search or headhunt people whose skill fits into the companys values.

5. How MAX Retail is going to search for prospective candidates.

6. How MAX Retail is stimulating them to apply for the job in the organization.

7. How MAX Retail is going to select the candidates with required skill, knowledge

and abilities.

To draw conclusions and make suggestions based on the information collected

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SCOPE OF THE STUDY:

The study has been carried out at Lifestyle International (India) Pvt.Ltd, MAX

RETAIL DIVISION.This study sought to explore the opinions of the employees and

Executives at all levels about their perception of Recruitment and Selection

Process in the organization. The respondents were Managers from corporate officeand employees

LIMITATIONS

In understanding the study some problems were encountered such as :

1) The scope was limited to middle and senior management only.

2) The respondents were not readily available and data was collected as per the

convenience of the respondents.

3) Some of the responses received have the influence of the organization.

4) There was delay in getting the data, as they were busy in their work.

5) The study has been constrained by limitations of time.

6) The sample size is nominal to that point.

PERIOD OF THE STUDY

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The duration of the study was limited to 35Days.

INDUSTRY PROFILE

Landmark Group:

The Landmark Group, founded in 1973 with a single shop in Bahrain has

grown into one of the largest retail organizations in the GCC and is expanding

rapidly in India. It currently operates over 550 stores across the region and has

recently started operations in Jordan. In addition to its retail sector, the Group hasalso diversified into leisure, food, hotels and electronics and has created a

comprehensive infrastructure including its own logistics and distribution division, to

support its retail operations and other businesses.

Growth: Turnover >USD 3.2 billion

Strong growth at a CAGR of 25%

Presence in 15 countries with over900 stores

Over 13.4 million sq. ft. of retail space

Over 31,000 employees across the globe.

Chairman Micky Jaggithani message:

"At Landmark Group, our statement of purpose is 'Creating exceptional value for

all lives we touch'. This is as true today as it was in 1973, when we started with

Baby shop in Bahrain.The cornerstone of our philosophy is listening, adapting, and delivering exceptional

value. What sets us apart at Landmark Group is a strong and dynamic culture of

entrepreneurship.

Directors message: (H. Ramanathan)

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I am happy to share with you the vision and philosophy of MAX

Fashion the fastest growing value fashion concept in the Middle

East and India.

At MAX, we strive to bring to you the most dynamic offering of value fashion

and merchandise.

Designed in-house and manufactured to stringent quality standards. While our

fashion collections reflect the latest international trends, we also believe in

offering our valuable customers a great variety to choose from and a holistic

shopping experience. Our merchandise is regularly updated to ensure that we

always delight our customers with fresh and new offering, adding vibrancy to the

store.

Our sales advisors and visual merchandising team ensures that every MAX store

represents the spirit of our brand promise Look Good. Feel Good.

About Lifestyle:

Lifestyle entered in India in 1999 and in a little over a decade has come to berecognized as one of the leading retail companies in the country. Positioned as a

trendy, colorful and vibrant store, Lifestyle offers consumers ease of shopping and an

enjoyable shopping experience.

Each Lifestyle store from Lifestyle International (P) Ltd. brings together five concepts

under one roof - Apparel, Footwear, Children's Wear & Toys, Household & Furniture

and Health & Beauty, offering convenient one-stop shopping and a choice of over 250

national & international brands.

In keeping with the Group's tradition of making every shopping experience more

rewarding and memorable, The Inner Circle, Landmark Group's loyalty programme

allows members to enjoy exclusive benefits.

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Lifestyle International (P) Ltd, part of the prestigious Dubai based Landmark Group,

started its operations in India with the launch of the first Lifestyle store in Chennai in

1999. In little over a decades time, Lifestyle has established itself amongst the

leading retail companies in India. Positioned as a youthful, stylish and a vibrant brand,

Lifestyle offers its customers not just the ease of shopping but also an enjoyable

shopping experience. Each Lifestyle store brings together five concepts under one

roof Apparel, Footwear, Childrens Wear & Toys,

Furniture & Home Furnishings, Personal Grooming - offering a convenience of a one-

stop shop and a wide choice of national & international brands.

MAX Retail

MAX is a fashion and footwear retailer in the Value segment. MAX retails its own label

clothing for men, women and children, as well as footwear and house ware. MAX is

opening around 100 stores across India, is a division of Lifestyle International Pvt

Ltd., which is a part of US $ 1 billion Landmark Group. Landmark group is one of the

largest retailers in the Middle East with over 500 stores across 8 countries, directlyemploying 10,000 people. We have already opened stores in Indore, Ahmedabad,

Bangalore, Delhi-Rajouri Garden, Agra, Hyderabad, Lucknow, Mumbai Noida and

Delhi - Laxminagar. A good shopping experience and a great value at MAX translate

into making customers Look good and Feel good to the MAXimum.

In Hyderabad there are 3 retail stores of MAX.

City Center Mall, 1st floor, Banjara hills

Tell no. 040-23351938

Oasis Centre, 1st floor, near somajiguda Circle.

Inorbit Mall, 1st floor, Cyberabad.

Our Commitment:

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We will always strive to grow with our consumers. In the process we will provideproducts and services that are:

Great value for money Fashionable & contemporary

On par with global standards

In order to ensure consistent customer satisfaction, we will ensure that the brand

and shop level experience across all its brands and outlets, in all the markets it

operates in, is not only living but offers the highest degree of customer satisfaction.

This will reflect not only in the way we conduct our business but equally in all our

communications with employees, business partners, associates and consumers.

Vision:

To be among the top three retail players in three of the fastest growing retail

markets in the world (Middle East, India and China).

Mission:

Be a market leader in field of value retail.

Provide fashionable products at affordable price.

Be innovative, cost effective, and globally competitive.

Our core values:

Constant focus & development on the product & value offered.

Continuous improvement on all aspects.

MAX offers fashion clothing, footwear, accessories and household products

at amazing value, all under one roof.

Launched in UAE in May 2004, MAX is today the largest value fashion retail

chain in the Middle East. MAX caters to the mid-market section of the population.

With 114 stores across UAE, KSA, Jordan, Kuwait, Bahrain, Qatar, Oman, Turkey,

Egypt, Yemen & India, MAX plans to expand its network in more potential markets

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within the Middle East & beyond. With stores that typically measure 18,000 -

30,000 sq. ft.,

MAX retails private label clothing for men, women and children as well as

footwear and home accessories. A great shopping experience with fashionable

products at superb value is an assurance that makes Make customers "Look good.

Feel good."

MAX started its journey in May 2004 in UAE

94 stores across 11 countries in UAE, Saudi Arabia, Jordan,

Kuwait, Bahrain, Qatar, Oman, Turkey, Egypt, Yemen & India

It has fashion and footwearin the value segment

An average MAX store ranges between 18,000 to 30,000 sq. ft.

Retails its own label of clothing for men, women and children as

well as footwear and home ware.

A division of Lifestyle International Pvt. Ltd.

The MAX punch line is Look Good. Feel Good.

Market Position:

TURNOVER:185 Crores during 2009 2010

POSITIONING: Value Retailer / Affordable Fashion

INSPIRATION: Europe, Zara , H&M, Next, Primark

BENCHMARK: Primark, Target

COMPETITORS: Westside, Pantaloons

MAX CORPORATE STRUCTURE

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Key facts about the Landmark Group in India as of 2010:

11 Years of retail experience

Turnover in excess of US$ 250 million

Total retail space over 1.3 million sqft Pan India presence covering key cities of Delhi, Mumbai, Bangalore,

Chennai, Hyderabad, Pune, Ahmedabad, Jaipur, Noida, Gurgaon, Agra,

Indore, Kanpur, Jalandhar, Mangalore, Kolkata, Vadodra, Lucknow.

Over 8,000 personnel

MAX: Value department store encompassing apparel, footwear, household and

accessories

Lifestyle: Department store including fashion apparel and accessories, footwear,

fragrances, cosmetics, home ware and gifts.

Landmark International brands such as Bossini and Splash are now part of

Lifestyle

Home Centre: Retailing home furniture and household products

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LANDMARK INDIA


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SPAR: Large format hypermarket, the business is a result of a license agreement

between MAX Hypermarkets India Pvt. Ltd. & SPAR International

Fun City: Leisure division of the Landmark group, builds and operates family

entertainment centers, where children learn and have fun.

Food Universe: In India, the division began operation through CityMAX India with

the introduction of its revolutionary food-courts concept, Polynation.

MAX Vision:

To be among the top three retail players in three of the fastest growing retailmarkets in the world (Middle East, India and China)

MAX started its journey in May 2004 in UAE

94 stores across 11 countries in UAE, Saudi Arabia, Jordan, Kuwait, Bahrain,

Qatar, Oman, Turkey, Egypt, Yemen & India

It has fashion and footwear in the value segment.

An average MAX store ranges between 18,000 to 30,000 sq. ft.

Retails its own label of clothing for men, women and children as well as footwear

and home ware

A division of Lifestyle International Pvt. Ltd.

A rewarding shopping experience with great value our punch line is Look Good.

Feel Good.

Currently 42 stores in India (Feb 2011)

Commitment - We will honor our Commitment and always be transparent

Authenticity - We shall be Authentic in whatever we do

Validation - We will always Research, Validate and Decide

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MAX DUBAI & INDIA

MAX GUIDING PRINCIPLES


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Orientation - We will have Long Term Objectives in mind and strive for

perfection

Relevance - We will constantly adapt ourselves to remain Relevant to the

consumer

Accountability - We will build Accountability through appropriate performance

valuation systems

Speed - We will ensure Speedy implementation of every single task undertaken

Friendliness - We will be responsive and Customer Friendly

TURNOVER: 185 Crores during 2009 2010

POSITIONING: Value Retailer / Affordable Fashion

INSPIRATION: Europe, Zara , H&M, Next, Primark

BENCHMARK: Primark, Target

COMPETITORS: Westside, Pantaloons

Aspirational customer who wants to buy brands but cannot afford / does not want

to spend too much

Primary Target: Young Families (18-35yrs)

Secondary Target:Youth

Executive Director:COO :VP SCM:AVP PROJECTS:VP Finance:

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MARKET POSITIONING MAX INDIA

CUSTOMER PROFILE

MAX CORPORATE STRUCTURE


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Regional Manager South:Area Manager Bangalore:Store Manager:Buyer lingerie:

Lifestyle is part of the Landmark Group, a Dubai- based retail chain

Started at Chennai in 1999

22 Lifestyle stores, 11 Home Centres

Retail Space 1.1 million sq. ft.

Team Size : Over 4700 (as of August 2010)

Turnover of over INR1000 Crores

Presence in Chennai, Hyderabad, Bangalore, Gurgaon, Delhi, Noida, Jaipur,

Mumbai, Pune , Jalandhar, Kanpur, Mangalore and Ahmedabad

Apparel Men, Ladies

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MAX STORE STRUCTURE

LIFESTYLE INDIA

CONCEPTS IN LIFESTYLE


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LS Concept Jewelry, color cosmetics, sun glasses, watches, fragrances, pens,

health & beauty products

Baby Shop

Home Centre Household, Furniture

Shoe Mart

Started in 2001, THE INNER CIRCLE is Lifestyles consumer loyalty programObjective of this program is

To foster loyalty and create repeat purchase by offering different types of

rewards to our customers

Program Basics

A customer is eligible for a complimentary membership on a single day

shopping of Rs.2500/-(Rs.1500/- in case of Ahmedabad & Vashi, & Rs.2000/-

in case of Goregaon)

Alternatively, a customer can avail a paid membership on payment of

Rs.150/- Customers earn 1 pointfor every Rs. 50/-shopped at Lifestyle,

Babyshop or Home centre concepts. (net of tax)

Every point is valued at Re. 0.70/-

143 points= Rs.100/- Gift Voucher

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THE INNER CIRCLE LOYALTY PROGRAM FOR LANDMARK INDIA


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Other benefits include

Special previews

Regular updates

Exclusive tie-ups

Vision: "Empowerment of the underprivileged through creative education Over 2,00,000 beneficiaries

Development program across 49 schools

Trained over 3,000 teachers in one year

Helps empower 3,500 women annually

LIFE Trust, founded in 2000, is an NGO that works with the Public Education system

to introduce various programs at the school and pre-school level in order to improvethe quality and accountability of the education system for the underprivileged

children. It believes that every child should have the right to explore his talents and

chase his dreams, and he can only do so if he is provided a platform for growth.

Lifestyle in association with RAI (Retail Association of India) provides Retail

Management Courses

Course Details:

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Landmark International Foundation for Empowerment (LIFE)

LIFESTYLE EDUCATION ASSISTANCE PROGRAM (LEAP)


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Duration 3 years

Eligibility 12th standard

Fees Rs. 5000 per year

Rewards for Successful Completion:

1st Year - Rs. 2,500

2nd Year - Rs. 7,500

3rd Year - Rs. 10,000

Competitors of MAX Retail Division:

PANTALOONS

BIGBAZAR

CITY CENTRAL

COUPANS

BRAND FACTORY

REVIEW OF LITERATURE:

Recruitment:

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

requirements of the staffing schedule and to employ effective measures for

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

efficient workforce.

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It can also be defined as the process of searching for prospective

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

Recruitment is only one of the steps in the entire employment process. It is

generally followed by selection. It precedes the selection function and it includes

only finding, developing the sources of prospective employees and attracting them

to apply for the jobs in an organization, whereas the selection is the process of

finding the most suitable candidate to the job out of the candidates attracted (i.e.

recruited)

Objectives of the company:

1) To attract people with multidimensional skills and experiences that suits the

present and future organizational strategies.

2) To infuse fresh blood with the all levels of the organization.

3) To induct outsiders with a new perspective to lead the company.

4) To develop an organizational culture that attracts competent people to the

company.

5) To search for headhunt /head pouch people whose skills fit the companys

values.

6) To devise methodologies for assessing psychological traits.

7) To seek out non-conventional development grounds of talent.8) To search for talent globally and not just within the company.

9) To anticipate and find people for positions that does not exist yet.

Recruitment strategies:

The recruitment strategies formulated by the companies include:

1) In sourcing or Outsourcing:

Companies recruit the candidates, employ them, train and develop them and

utilize the human resources of these companies. This strategy is called

Insourcing. Some organizations employ and develop the candidates with a view

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to provide the human resources to other companies which concentrate on

manufacturing, servicing and such other activities.

2) Vast and Fast Source:

The fast developing IT industry and high technology oriented industry

invariably require vast human resources within the short span of time. The best

strategy to get vast human resources immediately is Internet.

RESEARCH METHODOLOGY

DATA COLLECTION

The methodology used to collect the data in the organization is from two

sources:

1) Primary sources

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2) Secondary sources

Primary sources include the respondents from whom the required information was

gathered directly and emphasis was laid on their opinion. Data was obtained through

regular interaction with the functional heads and the employees.

secondary sources were the company manuals, Intranet search and the existing

Recruitment manual. With the help of these two data sources all the findings,

conclusions and suggestions have been derived.

SAMPLE DESIGN

Sample size was taken as 100.

SAMPLING METHOD

The sample is drawn through stratified random sampling method.

RESEARCH TOOLS

The data is collected through a structured questionnaire consisting of 20 questions

which are all closed ended.

DATA ANALYSIS METHOD

The data is analyzed using simple percentages, bar diagrams or pie diagrams and

the inference are made accordingly.

THEORETICAL CONCEPTS:

INTRODUCTION TO HRM

Human resource management means employing people, developing their

resources, utilizing, maintaining and compensating their services in tune with the

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job and organizational requirements with a view to contribute to the goals of the

organization, individual and the society.

FEATURES OF HRM:

1) HRM is concerned with employees both as individuals and as a group in

attaining goals. It is also concerned with behavior, emotional and social aspects of

personnel.

2) HRM covers all levels (low, middle, and top) and categories (unskilled, skilled,

technical, professional, clerical and managerial) of employees. It covers both

organized and unorganized employees.

3) It is a continuous and never ending process.

4) Individual employee-goals consist of job satisfaction, job security, high salary,

attractive fringe benefits, challenging work, pride, status, recognition etc.

5) It is a responsibility of all line managers and a function of staff managers in an

organization.

6) It is the central sub-system of an organization and it permeates all types of

functional management.

7) It is concerned mostly with managing human resources at work.

FUNCTIONS OF HRM:

These are broadly classified in to two categories

1) Managerial functions

2) Operative functions

Managerial Functions

Managerial functions of personnel management involve planning, organizing,

directing and controlling. All these functions influence operative functions.

1) Planning: It is a predetermined course of action. Planning pertains to formulating

strategies of personnel programmes and changes in advance that will contribute

to the organizational goals. In other words, it involves planning of human

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resources, requirements, recruitment, selection, training etc. It also involves

forecasting of personnel needs, changing values, attitudes and behavior of

employees and their impact on the organization.

2) Organizing: An organization is a means to an end. It is essential to carry out the

determined course of action. Complex relationships exist between the specialized

departments and the general departments as many top managers are seeking the

advice of the personnel manager. Thus, an organization establishes relationships

among the employees so that they can collectively contribute to the attainment of

company goals.

3) Directing: The next logical function after completing planning and organizing is

the execution of the plan. The basic function of personnel management at any

level is motivating, commanding, leading and activating people. The willing and

effective co-operation of employees for the attainment of organizational goals is

possible through proper direction. Tapping the MAXimum potentialities of the

people is possible through motivation and command.

4) Controlling: It involves checking, verifying and comparing of the actual with theplans, identification of deviations if any and correcting of identified deviations.

OPERATIVE FUNCTIONS:

The operative functions of HRM are related to specific activities of personnel

management viz., employment, development, compensation and relations.

All these functions are interacted with managerial functions. Further these

functions are to be performed in conjunction with management functions.

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1) Employment: It is concerned with securing and employing the people

possessing the required kind and level of human resources necessary to

achieve the organizational objectives. It covers functions such as job

analysis, human resource planning, recruitment, selection, placement,

induction and internal mobility.

1)Job Analysis: It is a process of study and collection of information

relating to the operations and responsibilities of a specific job.

2)Human Resource Planning: It is a process for determination and

assuring that the organization will have an adequate number of qualified

persons, available at proper times, performing jobs which would meet the

needs of the organization and which provide satisfaction for the individuals

involved.

3)Recruitment: It is the process of searching for prospective employees

and stimulating them to apply for jobs in an organization.

4)Selection: It is the process of ascertaining the qualifications, experiences,

skills, knowledge etc., of an applicant with a view to appraising his/her

suitability to a job.

5)Placement: It is the process of assigning the selected candidate with the

most suitable job in terms of job requirements. It is matching of employeespecifications with job requirements.

6)Induction and Orientation: Induction and Orientation are the techniques

by which a new employee is rehabilitated in the changed surrounding and

introduced to the practices, policies, purposes, and people etc., of the

organization.

2) Human Resources Development: It is the process of improving,

molding and changing the skills, knowledge, creative ability, aptitude,

values, commitment etc. based on present and future job and organizational

requirements. This function includes:

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1) Performance Appraisal: It is the systematic evaluation of individuals

with respect to their performance on the job and their potential for

development.

2)Training: It is the process of imparting to the employees technical and

operating skills and knowledge.

3)Management Development: It is the process of designing and

conducting suitable executive development programs so as to develop the

managerial and human relations skill of employees.

4)Career Planning and Development: It is the planning of ones career

and implementation of career plans by means of education, training, job

search and acquisition of work experiences.

3) Compensation: It is the process of providing adequate, equitable and fair

remuneration to the employees. It includes:

1) Job Evaluation: It is the process of determining relative worth of jobs.

2) Wage and Salary Administration: This is the process of developing and

operating a suitable wage and salary programme.

3) Incentives: It is the process of formulating, administrating and reviewing

the schemes of financial incentives in addition to regular payment of wagesand salary.

4) Fringe Benefits: These are the various benefits at the fringe of the wage.

Management provides benefits to motivate and to meet their lifes

contingencies.

4) Human Relations: Practicing various human resources policies and

programmes like employment, development and compensation and interaction

among employees create a sense of relationship between the individual worker and

management, among workers and trade unions and the management. It is the

process of interaction among human beings. Human relations is an area of

management in integrating people into work situations in a way that motivates them

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to work together productively, co-operatively and with economic, psychological and

social satisfaction.

Understanding and applying the models of perception, personality, learning, intra

and inter personal relations, intra and inter group relations

1) Motivating the employees.

2) Boosting employee morale.

3) Developing the communication skills.

4) Developing the leadership skills.

5) Improving quality of work life of employees through participation and

other means.

6) Providing a comfortable work environment by reducing fatigue,

monotony, boredom and industrial accidents.

7) Counseling the employees in solving their personal, family and work

problems and releasing their stress, strain and tensions.

5) Industrial Relations: It refers to the study of relations among employees,

employer, government and trade unions. It includes:

1) Indian Labour market

2) Trade Unionism3) Collective Bargaining

4) Industrial Conflicts

5) Workers Participation in Management and

6) Quality Circles

6) Recent Trends in HRM: HRM has been advancing at a fast rate.

The recent trends in HRM include:

1) Quality of Work life

2) Total Quality in human resources

3) HR accounting, audit and research and

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4) Recent techniques of HRM.

SOURCES OF RECRUITMENT

Traditional sources of recruitment

The sources of recruitment are broadly divided into internal sources and

external sources. Internal sources are sources within organizational pursuits.

External sources are sources outside organizational pursuits.

Internal sources:

These sources include 1.Present permanent employees 2.Present

Temporary/Casual employees 3.Retrenched or retired employees 4. Dependents

of deceased, disabled, retired and present employees.

1) Present Permanent Employees: organizations consider the

candidates from this source to 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 and due to the policy of the organization to motivate the present

employees.

2) Present Temporary/Casual Employees: organizations find the

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) Retrenched or Retired Employees: Generally, a particular

organization retrenches the employees due to lack of work. The organization takes

the candidates for employment from the retrenched employees due to obligation,

trade union pressure and the like. Sometimes,

The organizations prefer to re-employee their retired employees as a token of their

loyalty to the organization or to postpone some interpersonal conflicts for

promotion etc.

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4) Dependents of Deceased, Disabled, Retired and Present

Employees: Some organizations function with a view to develop in the

commitment and loyalty of not only employee but also his family members and to

build up image and provide employment to the dependent(s) of deceased,

disabled, retired employees. Such organizations find this source as an effective

source of recruitment.

External Sources:

External sources include 1.CampusRecruitment 2.PrivateEmployment

Agencies/Consultants 3. Public Employment Agencies 4. Professional Associations

5. Data Banks 6. Casual Applicants 7. Similar Organizations and 8. Trade Unions

1) Campus Recruitment: Different types of organizations like industries,

business firms, service organizations, social or religious organizations can get

inexperienced candidates of different types from various educational institutions

like colleges and universities imparting education in Science, Commerce, Arts,

Engineering and Technology, Medicine, Management studies etc.

2) Private Employment Agencies/Consultants: Private Employment

Agencies or Consultants like ABC consultants in India perform recruitmentfunctions on behalf of a client company by charging fees. Line managers are

relieved from recruitment functions so that they can concentrate on their

operational activities and recruitment functions are entrusted to a private agency

or consultants.

3) Public Employment Exchanges: The government set up Public

Employment Exchanges in the country to provide information about vacancies to

the candidates and to help the organizations in finding out suitable candidates.

4) Professional Organizations: Professional Organizations maintain

complete bidet of their members and provide the same to various organizations

on requisition. They also act as an exchange between their members and

recruiting firms in exchanging information, clarifying doubts etc. Organizations

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find this source more useful to recruit the experienced and professional

employees like executives, managers, and engineers.

5) Data Banks: The management can collect the biodata of the candidates

from different sources like employment exchange, educational training institutes,

candidates etc. and feed them in the computer.

6) Casual Applicants: Depending upon the image of the organization, its

prompt response, participation of the organization in the local activities, level of

unemployment, candidates apply casually for jobs through mail or handover the

applications in the personnel department. This would be a suitable source for

temporary and lower level jobs.

7) Similar Organizations: Generally, experienced candidates are

available in the organizations producing similar products or are engaged in

similar business. This would be the most effective source for executive positions

and for newly established organizations or expanded organizations.

8) Trade Unions: Generally, unemployed or under employed persons or

employees seeking change in employment put a word to the trade union leaders

with a view to getting suitable employment due to latters intimacy with the

management. Management decides about the sources depending upon the type

of candidates needed, time lapse period etc. It has to select the recruitmenttechnique(s) after deciding upon the source.

Modern Sources Of Recruitment

These include Walk in and consultant in, head hunting, body shopping, mergers

and acquisitions, tele-recruitment and outsourcing.

1) Walk-In: The busy organizations and the rapid changing companies do

not find time to perform various functions of recruitment. Therefore, they advise

the potential candidates to attend for an interview directly and without a prior

application on a specific date, time and at a specified place. The suitable

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candidates from among the interviews will be selected for appointment after

screening the candidates through tests and interviews.

2) Consult-In: The busy and dynamic companies encourage the potential

job seekers to approach them personally and consult them

regarding the jobs. The companies select suitable candidates from among such

candidates through the selection process.

3) Head-Hunting: The companies request the professional organizations

to search for the best candidates particularly for the senior executive positions.

The professional organizations search for the most suitable candidates and

advise the company regarding the filling up of the positions. Headhunters are

also called search-consultants.

4) BodyShopping: Professional organizations and the hi-tech training

institutes develop the pool of human resources for the possible employment. The

prospective employers contact these organizations to recruit the candidates.

Otherwise the organizations themselves approach prospective employers to

place their human resources. These professional and training institutions are

called body shoppers and these activities are known as body shopping. This is

mostly used for computer professionals.

5) Mergers and Acquisitions: Business alliances like acquisitions,Mergers, and take-over help in getting human resources. In addition companies

do also have alliances in sharing their human resources on adhoc basis.

6) E-Recruitment: The technological revolution in telecommunications

helped the organizations to use Internet as a source of recruitment.

Organizations advertise the job vacancies through the www. The job seekers

send their applications through the email using Internet.

7) Outsourcing: Some organizations recently started developing human

resource pool by employing the candidates for themselves. These organizations

do not utilize the human resources; instead they supply HRs to various

companies based on their needs on temporary or adhoc basis.

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RECRUITMENT TECHNIQUES

Recruitment techniques are the means or media by which management

contacts stimulate them to apply for jobs. Management uses different types of

techniques to stimulate internal and external candidates.

These techniques are classified as traditional techniques and modern

techniques.

Traditional Techniques include:

1) Promotions: Most of the internal candidates would be stimulated to takeup higher responsibilities and express their willingness to be engaged in the

higher-level jobs if the management gives them the assurance that they will be

promoted to the next higher level.

2) Transfers: Employees will be stimulated to work in the new sections or

places if the management wishes to transfer them to places of their choice.

3) Advertising: It is widely accepted technique of recruitment, though it

mostly provides one-way communication. It provides the candidates in different

sources, the information about the job and company and stimulates them to

apply for the jobs. It includes advertising through different media like

newspapers, magazines of all kinds, radio, TV etc.

This technique should aim at:

1) Attracting attention of the prospective candidates.

2) Creating and maintaining interest and

3) Stimulating action by the candidates.

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Modern Techniques:

1) Scouting: It means sending the representation of the organizations to

various sources of recruitment with a view to persuading or stimulating the

candidates to apply for jobs. The representatives provide information about the

company and exchange information and the clarify the doubts of the candidates.

2) Salary and Perks: Companies stimulate the prospective candidates by

offering higher-level salary, more perks, quick promotions etc.

3) ESOPs: Companies recently started stimulating the employees by

offering stock ownership to the employees through their Employees Stock

Ownership Programmes (ESOPs).

SELECTION

The selection procedure is the system of functions and devices adopted in a given

company to ascertain whether the candidates specifications are matched with the

job specifications and requirements or not.

Selection is the process of finding out the most suitable candidate to the job out of

the candidates recruited.

The selection procedure cannot be effective until and unless

1) Requirements of the job to be filled have been clearly specified (Job Analysis etc.).

2) Employee Specifications (physical, mental, social behavioral etc.) have been

clearly specified.

3) Candidates for screening have been attracted.

31


Development Bases OfSelection


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SELECTION PROCESS

32


Employment

Written Examination

Line Managers Decision

Reference Checks

Medical Examination

Final Interview

Tests

Business Games

Job Offer

Preliminary Interview

Resume/CV/Bio-data

Job Analysis

Recruitment

Assess the fit

between

the joband the candidate


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Significance of selection process:

The ability of an organization is to attain its goals effectively and to develop in a

dynamic environment largely depends upon the effectiveness of its selection

programmer. If right personnel are selected, the remaining functions of Personnel

Management become easier, the employee contribution and commitment will be at

an optimum level and employee-employer relations will be congenial.

Job Analysis:

It is the basis for selecting the right candidate. Every organization should finalize the

job analysis, job description, job specification and employee specifications before

proceeding to the next step of selection.

Human Resource Plan:

Every company plans for the required number of and kind of employees for a future

date. This is the basis for recruitment function.

Recruitment:

It refers to the process of searching for prospective employees and stimulating them

to apply for jobs in an organization.

Development Bases for Selection:

The company has to select the appropriate candidates from the applicants pool.

The company develops or borrows the appropriate bases for screening the

candidates in order to select the appropriate candidates for the jobs.

Resume/Bio-data/CV:

This is also known as application form. The technique of application form or CV is

traditional and widely accepted for securing information from the prospective

candidates. It can also be used as a device to screen the candidates at the

preliminary level. Information is generally required on the following items in the

application forms:

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1) Personal background information

2) Educational attainments

3) Work experiences

4) Salary

5) Personal details

6) References

Written Examination:

The organizations have to conduct written examination for the qualified candidates

after they are screened on the basis of the application blanks so as to measure the

candidates ability in arithmetical calculations, to know the candidates attitude

towards the job, to measure the candidates aptitude, reasoning, communication,

knowledge in various disciplines.

Preliminary Interviews:

The preliminary interview is to solicit necessary information from the prospective

applicants and to assess the applicants suitability to the job .It is useful as a process

of eliminating the undesirable and unsuitable candidates. They are short and known

as stand-up interviews or screening interviews.

Test:

Psychological tests play a vital role in employee selection. A Psychological test is

essentially an objective and standardized measure of sample behavior from which

inferences about future behavior and performance of the candidate can be drawn.

Interview:

Final interview is usually followed by testing. This is the most essential step in the

process of selection. In this step, the interviewer matches the information obtained

about the candidate through various means to the job requirements and to the

information obtain through his own Interpretation during the interview.

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There are different types of interviews namely:

1) Panel Interview

2) Stress Interview

3) Group Interview

4) Informal Interview

5) Formal Interview

Medical Examination:

Certain jobs require certain physical qualities like clear vision, perfect hearing,

unusual stamina, tolerance of hard working conditions, clear tone etc. It reveals

whether or not a candidate possesses these qualities.

Reference Checks:

After completion of the final interview and medical examination, the personnel

department engages in checking references. Candidates are required to give the

names of references in their application forms.

Final decision by the Line manager:

He has to make the final decision whether to select or reject a candidate aftersoliciting the required information through different techniques. The line manager

has to make much care in taking the final decision not only because of economic

implications and of the decisions but also because of behavioral and social

implications.

Job Offer:

The organization offers the job to the successful candidates either immediately or

after sometime depending upon its time schedule.

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Employment:

The company may modify the terms and conditions of employment as requested by

the candidate. The company employs those candidates who accept the job offer with

or without modification of terms and conditions of employment and place them on

the job.

Director (CEO)

1) Director is Head of the Entire organization

2) He interacts with the lead to analyze and implement the strategies for the

recruitment operations for the respective verticals.3) Involved in the development and implementation of Business Continuity

Plans

4) Maintain Cordial relation with Clients

5) Organizing and coordinating all departmental meetings

6) Prepare the annual budget

7) Fixing the Targets to teams

8) Coordinate between Clients & Team Manager

9) Responsible for Service level Agreements (SLA)

10)He is decision maker in Salary fixation, Transfers

Manager

1) He is responsible for recruitment and selection operations towards the

clients.

2) He is also responsible for the internal recruitments across India.

3) He interacts with the lead to analyze and implement the strategies for the

recruitment operations for the respective verticals.

4) Act as a Business Development Manager

5) Involve in Service level Agreements

6) He reports to the Director.

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Sr.Recruiter

1) Headhunting to resource on specific skills (6-8 skills)

2) Meet the Clients (Technical department /HR department) and understand the

technicalities of the requirement and accurately assess and

3) Analyze the clients requirements, needs and objectives.

4) Create action plans for assignments and coordinate the assignments with the

internal departments.

5) Identify the target companies. (Database, newspapers, people, survey).

6) Leads Generation through cold calls or through the resumes from the

database.7) Speaking to the leads and converting lead to prospects.

8) Searching the database/web/jobsites to source out the required resumes and

updating the old resources from database/web/jobsites.

9) Preliminary screening/short listing the right qualitative profile against the given

requirement of the resumes sourced through headhunting.

10)Speaking/Emailing to the screened/short listed resumes and checking their

availability and interests.

11)Sell and forward the interested candidate resumes to the clients against the

requirement.

12)Maintain excellent resume to interview conversion ratio.

13)Interview Follow-ups with the Clients.

14)Interview Co-ordinations and scheduling the short listed resumes.

15)Training the candidates on interview pattern and interview tips for all the rounds of

interview.

16)Coordinate interviews efficiently and make the event happen.

17)Maintain excellent interviews to offers ratio. Coordination and Follow-ups on offers

and joining

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18)Aggressive enough to close on position before the competitor closes on it and

independently handle all the given assignments.

19)Maintain a good pipeline of profiles to maintain a healthy recruitment

turnaround time.

20)Close all Critical and Non-critical openings and gain the Clients confidence and

maintain long-term customer loyalty.

21)Maintain good client relationship, rapport and quality and get repetitive business

from existing Clients.

22)Meet deadlines withstand pressure and overshoot revenue targets.

23)Adhering at all times to the highest level of integrity in all placement activities.

24)Demonstrate excellent communication and documentation skills both internally to

co-workers and externally to clients and candidates and follow process to avoid legal

complications.

25)Ability to travel to client sites when necessary.

Recruiter

1) Headhunting to resource on specific skills (6-8 skills)

2) Identify the target companies.(db, newspapers, people, survey ).

3) Leads Generation through cold calls or through the resumes from thedatabase.

4) Understand the technicalities of the requirement and analyze the clients

requirements and needs.

5) Technically competent to convey the right technical and non-technical

content to the candidates.

6) Speaking to the leads and converting lead to prospects.

7) Preliminary screening/short listing the right qualitative profile against the

given requirement of the resumes sourced through headhunting.

8) Speaking/Emailing to the screened/short listed resumes and checking

their availability and interests.

9) Sell and forward the interested candidate resumes to the clients against

the requirement.

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10) Maintain excellent resume to interview conversion ratio.

11) Interview Follow-ups with the Clients.

12) Interview Co-ordinations and scheduling the short listed resumes.

13) Training the candidates on interview pattern and interview tips for all the

rounds of interview.

14) Coordinate interviews efficiently and make the event happen.

15) Maintain excellent interviews to offers ratio.

16) Coordination and Follow-ups on offers and joining.

17) Aggressive enough to close on position before the competitor closes on

it.

18) Independently handle all the given positions on specific skills.

19) Meet deadlines withstand pressure and overshoot revenue targets.

20) Adhering at all times to the highest level of integrity in all placement

activities.

21) Consistently meeting expectations of recruiting activities as outlined in

company operating model.

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DATA ANALYSIS &INTERPRETATION

1

13.3326.67

46.67

13.33

01020304050

Job

portals

Referrals HeadHunting

Existing

Database

INTERPRETATION:

40


Serial No. Question

1

According to your perception, which of the

following source is the best source for

recruitment?Options % Of Options

a) Job Portals 13.33

b) Referrals 26.67

c) Head Hunting 46.67

d) Existing Database 13.33


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From the above, it is observed that 13.33 % of the employees opted for Job Portals,

26.67 % for Referrals, 46.67 % for Head Hunting and 13.33 % opted for using the

Existing Database.

2

Serial No. Question

2

What are the different strategies

that could be adopted to generate

profiles to meet the company

expectations apart from thetraditional approach used at MAX

Retail Stores?

75%

10%

10%5%

Campus Recruitment

E Paper

Job Melas

Road Show s

INTERPRETATION:

It can be inferred that most of the employees feel that

E Paper

Campus recruitments

Road shows

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Job melas

Are the other different strategies that MAX Retail Stores can implement to meet the

companies expectations.

3

42


Serial No. Question

3

To what extent the sources of the resources

MAX Retail Stores has can satisfy the

manpower needs of their clients and customers?Options % Of Options

a) MAXimum 83.33b) Average 16.67c) Minimum 0

8333

16.670

02040608010

Maximum Average Minimum


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INTERPRETATION:

From the above, it is observed that with the current resources 83.33% of the

employees felt that they can meet the existing manpower needs of the clients and

customer whereas 16.67% feel that they can satisfy their clients and customer on an

average basis.

4

Serial No. Question

4

What are the four major

attributes that are considered

when a candidate is short

listed?

40%

20%

30%

5% 5%Communication

Experience

Technical Skills

AttitudeCTC

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INTERPRETATION

From the respondents it is inferred that they look at the overall fitment of the

candidate like

Communication skills

Experience

CTC

Attitude

Technical skills

Which are considered to be the major attributes while short-listing a candidate.

5

Serial No. Question

5

Are you satisfied with the

recruitment procedure followed

in your organization?Options % Of Options

a) Very Much 73.33b) Moderate 20

c) To some Extent 6.67d) To little Extent 0

44


73.33

20

6.670

020406080

Very

Much

Moderate To someExtent

Tolittle

Extent


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INTERPRETATION:

From the above it can be observed that 73.33% of the employees agreed that they

are very much satisfied with the recruitment procedure,20% of them were

moderately satisfied and 6.67% were satisfied to some extent.

6

.

45


Serial No. Question

6

To what extent the recruitment procedure

helps you meet the requirements of your

clients?Options % Of Options

a) Very Much 66.67b) Moderate 23.33c) To some Extent 10d) To little Extent 0

66.67

23.33

100

020406080

Very

Much

Moderate To some

Extent

To little

Extent


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INTERPRETATION:

From the above, it can be observed that 66.67% of the employees were very much

able to meet the client requirements, 23.33% of them were moderately meeting the

client requirements and10 % of them were able to meet client requirements to some

extent.

7

46


Serial No. Question

7

What are the quality standards maintained by

MAX Retail Stores (CV conversion:

Interview: joining conversion)?Options % Of Options

a) 75:25:75 73.33b) 25:75:25 10c) 75:75:75 16.67d) 25:75:75 0

73.33

10 16.670

020406080

75:25:75 25:75:25 75:75:75 25:75:75


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INTERPRETATION

From the above it can be observed that 73.33% of the employees felt that MAX

Retail Stores maintains 75:25:75 quality standards,10 % of them felt that MAX

Retail Stores maintains 25:75:25 quality standards where as 16.67% of them were

of a view that it maintains 75:75:75 quality standards.

8

Serial No. Question

8

How far does the information obtained by

the procedure we follow at MAX RetailStores help us get a right candidate for

the right job?Options % Of Options

a) Very Much 73.33b) Moderate 20c) To some Extent 6.67d) To little Extent 0

INTERPRETATION:

47


73.33

206.67

00

20406080

Very

Much

Moderate To some

Extent

To little

Extent


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From the above it can be observed that 73.33% employees were satisfied to a great

extent, 20% of the employees were moderately satisfied, 6.67% of them were

satisfied to some extent.

9

Serial No. Question

9

What is the level of evaluation that

goes in to the candidate before

forwarding him/her to the client?Options % Of Options

a) 1-3 6.67b) 3-5 10c) 5-7 63.33d) 7-10 20

INTERPRETATION:

20% of the employees feel that they screen the candidates to an extent of 7-10

on a scale of 10, 63.33% of employees do screen a candidates to an extent of 5-7

on a scale of 10, 10% of employees feel they screen to an extent of 3-5 on 10 where

48


6.67 10

63.33

20

010203040506070

1-3 3-5 5-7 7-10


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as the rest i.e. 6.67% of them feel they only screen to an extent of 1-3 on a scale of

10.

10

Serial No. Question

10

In your view, what are the

personal skills that are required

for a recruiter?Options % Of Options

a) Communication skills 10b) Experience 10c) Technical skills 46.67d) All 33.33

INTERPRETATION:

From the above it can be observed that 10% of them are of the view that

communication skills are vital for a recruiter.10% of them are of a view that

experience is the most important skill for a recruiter where as 46.67% of them feel

that technical skills are necessary and 33.33% of them feel that all the above.

49


10 10

46.67

33.33

01020304050

Communicatio

skills

Experience Technical Skills All


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11

Serial No. Question

11What is the quality of the

selection in the organization?

Options % Of Optionsa) Excellent 63.33b) Good 36.67c) Average 0d) Poor 0

INTERPRETATION

From the above it can be observed that 63.33% of the employees rated the quality

of selection as excellent, 36.67% rated the quality of selection in the organization as

good.

12

50


63.33

36.67

0 00

10203040506070

Excellent Good Average Poor


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70%

20%

5% 5% References

Evaluating certificates

Probing on the project

Checking with current

co.details

INTERPRETATION

51


Serial No. Question

12

How do you keep a check on

the authenticity of a

candidate?


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Following are the ways generated by the employees to keep a check on the

authenticity of a candidate

Reference check

Evaluating certificates

Checking with the current company details

Probing on the project

13Serial No. Question

13What are the key reasons for

rejections?

Options % Of Optionsa) Lack of requirement

awareness

6.67

b) Fitment problem 46.66c) Inefficiency in handling

resources

0

d) None of them (others) 46.67

6.67

46.66

0

46.67

01020304050

LackofRequirement

Awareness

FitmentProblem

HandlingResources

Noneof them(Others)

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INTERPRETATION

From the above it can be observed that 6.67% of the employees feel that lack of

requirement awareness is the key reason for rejections, 46.66% of the employees

feel that fitment problem is one of the main causes for rejections.


14

Do you think there is any need

to make changes in the

existing selection process?Options % Of Options

a) Yes 90

b) No 10

INTERPRETATION:

From the above it can be observed that 90% of the employees feel that there should

be a change in the existing selection process, whereas 10% of the employees feel

that the existing selection process need not be changed.

53


90

100

20406080

100

Yes No


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15

Serial No. Question

15

According to you in which stage of the

selection process changes need to be

made?Options % Of Options

a) Understanding of the

requirement

50

b) Short listing ofresumes

40

c) One to One interview 10

5040

100

102030405060

Understandingthe

Requirement

Short-listingofresumes One to oneinterview

INTERPRETATION:

From the above it can be observed that 50% of the employees feel that there should

be a change in the understanding of the requirement where as 40% of the

employees feel that there should be a change in the short listing of the resumes and

10% of them feel that there should be changes in the One to One interview.

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16

Serial No Question

16

What is the nature of the

feedback and training imparted

to the candidates before his/her

candidature is processed?

INTERPRETATION

The candidate is trained on the following aspects before his/her candidature is

forwarded to the client:

Briefing about the company.

Briefing on the job description.

55


60%20%

10%10%

Briefing about the co.

Briefing on

attitude,presentation

Briefing on JD

Briefing on interview

process


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Briefing on attitude, presentation and interview process.

17

INTERPRETATION:

56


Serial No. Question

17How often do you meet your deadlines

(TAT) requirements?Options % Of Options

a) Most of the times 83.33b) Every time 16.67c) Never 0

83.33

16.670

020406080

100

Most ofthetimes Every Time Never


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It can be observed from the above that 83.33% of the employees feel that they meet

TAT requirements most of the times where as 16.67% feel that they often meet the

deadlines.

18

Serial No. Question18 What are the new types of

services that could be provided

to your clients?

INTERPRETATION

Following are the suggestions given by the employees in the context of providing

better services to the client:

End-to-End recruitment

Onsite recruitment

57


50%

10%

35%

5%End to En d Recruitment

HR Outsourcing

Co ordination

Conducting tech

interviews


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HR Outsourcing

Co-Ordination

Conducting technical interviews

Operational Screening


19

Which is the best option of

getting customers for Business

Development?Options % Of Options

a) Direct Appointment 50b) E-Brochure 10c) Advertising 0d) All 40

INTERPRETATION:

From the above it can be observed that 50% of the employees feel that Direct

Appointment would be the best way of getting hold of customers, 10% of them feel

58


50

100

40

0102030405060

Direct

Appointment

E-brochure Advertising All


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that E brochure is the best way, 40% of them found all the above methods together

to be the best ways of getting new customers.

20

Serial No. Question

20

What are the critical factors that

help you meet the SLAs of the

clients?

INTERPRETATION:

According to the feedback given by the clients,

InfrastructureResume Manager

Manpower

Are the critical factors that are helping to meet the SLAs (Service Level

Agreements) of the clients.

59


40%

30%

30%

Company Database

Infrastructure

Man power


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FINDINGS

1)The best sources of recruitment that MAX Retail Stores uses are Job Portals

and Referrals. The existing database is fairly sufficient to meet the current

requirements. The new strategies that could be adopted are paper Ads,

campus Recruitment etc.

2)The major attributes that are considered before short-listing a candidate are

communication skills, experience, attitude and technical skill set. A good

amount of evaluation goes into a candidate before forwarding him/her to a

client.

3)Most of the employees feel that MAX Retail Stores meets the requirements

of clients and customers to a large extent.

4)At large most of the employees are aware of the quality standards maintained

at MAX Retail Stores.

5)A good amount of screening goes into a candidate so that the right candidate

is placed for the right job. Also the authenticity of the candidate is checkedusing the reference checks in order to eliminate the candidates who are not

genuine enough.

6)Most of the employees feel that minor changes need to be made to the

existing selection process. Changes need to be made to the stage in which

requirements.

7)We deduced that the employees could provide more services to the customer

in a more innovative and novel way.

8)MAX Retail Stores company has a very committed and dedicated.

9)MAX Retail Stores Company is actively involved in recruitment of personnel

in sectors like Human Resources, Financial Services.

10) The current strike rate of recruitment is about 75%.

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11) The Recruitment and Selection process in MAX Retail Stores is

very similar to that of its clients but interview rounds vary from requirement to

requirement.

12) MAX Retail Stores is purely a customer oriented organization

and people caring and believes in the adage- Customer is the king.

SUGGESTIONS

a. Manpower requirement for each department in the company is identified well in

advance.

b. If the manpower requirement is high and the recruitment team of the HRdepartment alone cannot satisfy it, then help from the placement agencies isneeded.

c. The recruitment and selection through placement agencies as the last resortand is utilised only when need.

d. The recruitment and selection procedure should not to lengthy and timeconsuming.

e. The candidates called for interview should be allotted timings and it should notoverlap with each other.

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CONCLUSIONS

The project on Recruitment and Selection has helped me grow professionally.

This presents the summary of the study and survey done in relation to the

Recruitment and Selection in MAX Retail Stores. The conclusion is drawn from

the study and survey of the company regarding the Recruitment and Selection

process carried out there.

The recruitment process at MAX Retail Stores to some extent is not done

objectively and therefore lot of bias hampers the future of the employees. That

is why the search or headhunt of people should be of those whose skill fits into

the companys values.

Most of the employees were satisfied but changes are required according to

the changing scenario as recruitment process has a great impact on the

working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the

requirements and should job profile so that main objective of selecting the

candidate could be achieved.

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ANNEXURES:

QUESTIONNAIRES:

1) According to your perception, which of the following source is the best source

for recruitment?

a) Job Portals b) Referrals

c) Head Hunting d) Existing Database

2) What are the different strategies that could be adopted to generate profiles to

meet the company expectations apart from the traditional approach used at

MAX Retail Stores?

a) Campus Recruitment b) E Paper

c) Job Meals d) Road Shows

3) To what extent the sources of the resources MAX Retail Stores has can

satisfy the manpower needs of their clients and customers?

a) Maximum b) Average

c) Minimum d) None

4) What are the four major attributes that are considered when a candidate is

short listed?

a) Communication b) Experience

c) Technical Skills d) Attitude

e) CTC

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5) Are you satisfied with the recruitment procedure followed in your organization?

a) Very Much b) Moderate

c) To some Extent d) To little Extent

6) To what extent the recruitment procedure helps you meet the requirements of

your clients?



7) What are the quality standards maintained by MAX Retail Stores (CV

conversion: Interview: joining conversion)?

a) 75:25:75 b) 25:75:25 c) 75:75:75 d) 25:75:75

8) How far does the information obtained by the procedure we follow at MAX

Retail Stores help us get a right candidate for the right job?



9) What is the level of evaluation that goes in to the candidate before forwarding

him/her to the client?

a) 1-3 b) 3-5 c) 5-7 d) 7-10

10) In your view, what are the personal skills that are required for a recruiter?

a) Communication skills b) Experience c) Technical skills d)

All

11) What is the quality of the selection in the organization?

a) Excellent b) Good c) Average d) Poor

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12) How do you keep a check on the authenticity of a candidate?

a) References b) Evaluating Certificates

c) Probing on the Project d) Checking with current co., details

13) What are the key reasons for rejections?

a) Lack of requirement awareness b) Fitment problem

c) Inefficiency in handling resources d) None of them (others)

14) Do you think there is any need to make changes in the existing selection

process?

a) yes b) no

15) According to you in which stage of the selection process changes need to be

made?

a) Understanding of the requirement b) Short listing of resumes

c) One to One interview

16) What is the nature of the feedback and training imparted to the candidates

before his/her candidature is processed?a) Briefing about the company b) Briefing an attitude, presentation

c) Briefing on JD d) Briefing on interview process

17) How often do you meet your deadlines (TAT) requirements?

a) Most of the times b) Every time c) Never

18) What are the new types of services that could be provided to your clients?

a) End to End Recruitment b) HR Outsourcing

c) Co Ordination d) Conducting Tech interviews

19) Which is the best option of getting customers for Business Development?

a) Direct Appointment b) E-Brochure c) Advertising

d) All

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20) What are the critical factors that help you meet the SLAs of the clients?

a) Company Database b) Infrastructure c) Man Power

BIBLIOGRAPHY

1) Books referred:

Subba Rao.P., Essential of Human Resource Management and Industrial Relations,

Himalaya Publishing House, Mumbai, 1996.Personal Management and Industrial Relations-By

Dr.T.N.BhagoliwaliSecondary

Business ManagementBy Reddy and Appanaiah

Principles of Management- By R.N.Gupta

2) SEVERAL WEB SITES :

WWW.HR-GUIDE.COM

WWW.HRVILLAGE.COM

WWW.HR2HR.COM

WWW.HRGIGER.COM

WWW.HR4SIGHT.COM

WWW.HR COMMUNITY
http://www.hr-guide.com/http://www.hrvillage.com/http://www.hr2hr.com/http://www.hrgiger.com/http://www.hr4sight.com/http://www.hr/http://www.hr-guide.com/http://www.hrvillage.com/http://www.hr2hr.com/http://www.hrgiger.com/http://www.hr4sight.com/http://www.hr/http://www.hr/

Final Project of Max by PRAKASH.

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