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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
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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.
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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
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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.
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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.
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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
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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.
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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
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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
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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
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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.
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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
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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.
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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 -
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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
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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
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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
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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 -
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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
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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.
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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
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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
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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
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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.
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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:
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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.
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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.
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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.
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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
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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.
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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.
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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:
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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.
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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
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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
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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
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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
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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
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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?
No. of Respondent Percent of Respondent
Strongly Agree 116 58
Agree 28 14
Don't know 25 12.5
Disagree 31 15.5
Strongly Disagree 0 0
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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?
No. of Respondent Percent of Respondent
Yes 135 67.5
NO 65 32.5
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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?
No. of Respondent Percent of Respondent
Yes 159 79.5
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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.
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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.
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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.
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ANNEXTURES
ANNEXTURE A
References
Website of Big bazaar
www.google.co.in
Website of future group.
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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
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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
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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
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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
..
..