A REPORT

ON
RECRUITMENT PROCESSES AND PRACTICES
By
Komal Dash – 20FMUCHH010250

Reliance Retail ltd.

Reliance Smart Baazar

The report is submitted as partial fulfilment

of the requirements of
BBA Program of
IBS Hyderabad

Date of Submission: 12/08/2022

i
 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to Ms. Rajeshwari Samal,

Head HR for providing me an opportunity to do my internship at

‘Reliance Smart Bazaar’.

I am thankful to Ms. Jayalalita Mohanty, my company guide for her

constant guidance, and encouragement in carrying out my work
and make the most out of it.

I am grateful to Mr. Mendemu Showry, my faculty guide for his

supervision and kind direction which helped me during my
internship period.

I thank my institution, IBS Hyderabad for opening up this

opportunity for students, that help us to shape our career by
gaining experience.

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 EXECUTIVE SUMMARY

Bachelor of Business Administration (BBA) degrees are a

combination of theory, practical knowledge application, and
personality development. You also learn many different skills that
will make you a wholesome professional and set you up for
success.

This report is based on the summer internship that I am

continuing at Reliance Retail ltd.- Reliance Smart Bazaar as a HR
intern under Human Resource Department from 04/07/2022 to
18/08/2022 at Forum Mart, Satya Nagar. Bhubaneswar, Odisha,
as requirement of my BBA Program.

This Report includes details about the company, how the HR

department works, recruitment processes along with hiring
policy.

Being, completely new to this practical and corporate world this

internship gave me some amount of experience which will always
be useful for my career.

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 TABLE OF CONTENTS

Authorization i
Acknowledgement ii
Executive Summary iii
Table of contents iv
1. Introduction
1.1 Company Profile 1
1.2 Objectives of the Internship 2
1.3 Sources and Methods 3
2. Recruitment and Hiring
2.1 Recruitment process 4
2.2 Eligibility and selection 7
2.3 Recruitment policy 9
3. Work Profile 10
4. Challenges faced 11
5. Recommendations 12
6. Conclusion 13
7. References 14
iv
v
 COMPANY PROFILE

Reliance Retail ltd. is an Indian retail company and a subsidiary of

Reliance Industries Limited. Founded in 2006, it is the largest
retailer in India in terms of revenue. Its retail outlets offer foods,
groceries, apparel, footwear, toys, home improvement products,
electronic goods, and farm implements and inputs.

In February 2022, Reliance Industries took control of over 200

Future group stores. Reliance Retail finalised a new retail store
brand, ‘Smart Bazaar’, for the locations where the Future Group's
Big Bazaar outlets used to operate. So Far Reliance has multiple
store formats, Reliance Fresh, Reliance Smart & Reliance Smart
Point. Now, this Bazaar format has been launched. As said earlier
they have a very unique concept. These stores will have a
network of retail stores spread across the Indian cities. More or
less these stores will offer the same product line as Big Bazaar
was offering earlier. They will sell from Grocery to daily essentials
& Pharmacy to food items.

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 OBJECTIVES OF THE INTERNSHIP

The reason I have chosen to follow an internship, because I

intended to benefit from such experience and wanted a new
challenge to learn, improve & develop new set of skills. To
understand the functions done by HR department, to determine
how Smart Bazaar maintain recruitment & selection process.

Working as a HR Intern, performing duties and activities,

screening resumes and application forms to identify suitable
candidates to fill company job vacancies. Organizing interviews
with shortlisted candidates.

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 SOURCES AND METHODS

Reliance Retail ltd.-Smart Bazaar uses both internal as well as

external sources of recruitment.

Internal Sources: People already working in the company

constitutes interna sources. Also retrenched employees,
dependent of deceased employee, children of existing employee
constitute internal sources.
Methods used: Internal communication through notice boards,
e-mails by updating on the internal server.

External Sources: Company hires freshers from colleges, also

experienced personnel for higher position/ managerial position.
Methods used: Placements into various prestigious colleges,
electronic recruiting (LinkedIn, Naukri.com etc.), Walk In
Interviews.
Temporary Employees- Reliance hires temporary workers on
contract based for administrative post and other department and
also to meet urgent need. Reliance Industry also recruits
candidates under NAPS (National Apprenticeship Promotion
Scheme)

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 RECRUITMENT PROCESS

Recruitment is the process of finding, screening, hiring and

eventually onboarding qualified job candidates. Recruitment is
the first step in building an organization's human capital. At a high
level, the goals are to locate and hire the best candidates, on
time, and on budget.

Hiring candidates has some steps to keep in mind:

Identifying the vacancies- Identifying the need of more
employees. Checking any gaps in performance, skills or
proficiencies that we need to fill.

Prepare Job Descriptions- Once you know the skills, knowledge

and gaps you need to fill, define the job role, responsibilities and
duties. It also serves as a checklist for candidates to check before
they decide they are suitable for the role and then apply.

Advertise the recruitment- Attract and retain the ideal candidates

by creating relevant job advertisements, channels for posting job
ads.

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Screen and Shortlist Candidates- The applications to be sorted out
to find minimum eligibility of candidates and differentiate
resumes with the preferred credentials. Here we consider the
applicant’s relevant experiences, certifications, domain &
technical competencies and skills. Those candidates, who have
the minimum qualifications and the required credentials will be
shortlisted.

Interview Process- Conducting video/telephonic or physical

interview is the next step after screening candidates. In this
process, after the resumes are screened, the candidates are
contacted by the hiring manager.

Selection - Once interviews have taken place, the review process

takes place. This means comparing the performance of each
candidate at the interview stage, and assessing the required traits
and skills, desirable for the role in question.

Onboarding- After getting selected, the onboarding experience

makes new recruits feel within their company. This includes
introducing the candidate to their responsibilities, working
environment, and colleagues – as well as carrying out any training
necessary.
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Recruitment Process

Apply for the job search bar at

company's career page

The application will be reviewed

by the recruitment team.

Assessment of Application. Ex-

Technical Tests, Group Discussion

Candidates passing through the

assessment will face the
Interview

If selected the candidate will get

the job offer and onboarding will
start

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 ELIGIBILITY AND SELECTION

Selection is a process, where company chooses the best suitable

candidate for the job opening. Selection procedure of Reliance
Retail ltd., for administrative positions consists of 3 processes.

 Written test (Aptitude)- In written test the number of

questions is 75 and time limit for those questions are 35
minutes. The questions are from several topics like ratio,
simple logics, comparisons, analogy etc. The cut off marks for
this round is 60%.

 Technical written test- In this round number of questions are

50 and time limit are 25 minutes. Technical questions are
from electronics, networking subject. One has to be strong in
his/her subjects to clear this round. For this round the cut off
marks is 50%.
 Technical and HR interview- After clearing both written test
the final round is technical and HR interview. It will take 1
hour and based on National merit test. In this round some
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 technical questions will be asked and in HR round the
questions will be asked about the company, projects, hobbies
etc. Candidates are required to produce original mark sheets/
certificates for verification during Interviews.
Eligibility Criteria -:

 Candidate must be passed 10th, 12th, graduation, post-

graduation, equivalent from a recognized board /
University are eligible for the recruitment.
 Age required is 18 years.
 SC/ST/OBC Candidate Relaxation according to government
rules & guidelines.
 For NAPS, the candidates applying for the job must have
Completed 10th STD (Minimum).
NAPS (National Apprenticeship Promotion Scheme)
NAPS was launched in August 2016 by Government of India to
promote the apprenticeship in the country by providing financial
incentives, technology and advocacy support.

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 RECRUITMENT POLICY

A recruitment policy is a framework that clearly outlines all the

business's recruitment methods and practices. The purpose of a
recruitment policy is to promote consistency, transparency,
compliance, and adherence to labour laws and legislation.

 Merit is the sole criteria for selection.

 Attitude is given as much weightage as functional
competencies.
 Antecedent verification is an important part of recruitment
process.
 Medical fitness and background check is pre-requisite.
 No discrimination on the basis of race, community, religion or
gender.

9
 WORK PROFILE

Human resources is the set of people who make up the workforce

of an organization, business sector, industry, or economy. The
human-resources department of an organization performs human
resource management, overseeing various aspects of
employment. The duties include planning, recruitment and
selection process, evaluating the performance of employees, job
payroll and benefits administration which deals with ensuring
leaves and sick time accounted. Reviewing payroll, and
participating in benefits tasks like, claim resolutions, reconciling
benefits statements, and approving invoices for payment.

As a student I am open to experiences from every kind of industry

my study permits. I am working as a HR Intern and my roles and
responsibilities are to screen resumes and application, help
candidates with the registration procedure, Update new
employee information and details.

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 CHALLENGES FACED

Challenges faced by HR Managers

Onboarding new hires- The job of an HR professional is not over

once a new talent becomes an employee of the organisation. It’s
the beginning of their career. The first few weeks of the new
personnel make a lasting impression on either success or failure
for both the parties – employees and HR professionals.

Ensuring Compensation equity- The burden of making sure that a

company's workers are not lured away by better salaries,
impressive titles or attractive perks rests on the shoulders, at
least partially, of human resources.

As an Intern, confidentiality was a limitation. It is unethical to

reveal any information learned at the other agency or company,
Hence, I was not exposed to every information in the organisation
regarding human resource management, hiring and
compensation.

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 RECOMMENEDATIONS

HR professionals play an important role in terms of coming up

with the right strategies to support organizational direction, they
have the ability to think beyond tactics to identify the high-level
areas of focus that will drive success.

According to my opinion here are few areas to consider for higher

productivity through staffing and development.

Consider Demographics- HR leaders should examine the

demographics of the workforce to determine where gaps may
exist between current skills and the need for skills and experience
that may emerge in the future, in alignment with the
organization's vision and strategies. HR strategy should be
focused on filling these gaps through strategic recruitment,
retention and training efforts, As the baby boomer generation
approaches retirement.

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Embrace Technology and Analytics- Many HR departments use
software to manage payroll, It provides a secure portal where
employees can manage time-off requests and other criteria and
have visibility into their personal information

CONCLUSION

From developing an organization’s culture to resolving disputes

and making sure the attrition rate of the organization is stayed
minimal, the HR managers exercise their duties and
responsibilities towards their organization. Reliance Retail ltd. is a
well-established, well facilitated and one of the largest private
organizations in India. It has maintained a strong market position
by providing quality service to its buyers. Without making proper
use of human resource the development of an organization is
considered as impossible. So, it considers its employees as the
core resource and puts great emphasis on the process of
manpower selection and recruitment. The development of the
employee ensures the development of the organization

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 REFERENCES

Reliance ltd. [online]

Available: https://www.ril.com/

SAARIKA SINGH, Reliance Recruitment and Selection Process [online]

Available: https://blog.oureducation.in/reliance-recruitment-and-
selection-process/

Aline Sampras, Steps in the Recruitment Process [online]

Available: https://www.hrmexam.com/2021/12/29/7-steps-in-the-
recruitment-process/

Smriti Chand, Major Challenges Faced by Human Resource Managers

[online]

Available: https://www.yourarticlelibrary.com/human-
resources/major-challenges-faced-by-human-resource-
managers/32354

MSDE GOV. [online]

Available: https://www.msde.gov.in/en/schemes-
initiatives/apprenticeship-training/naps

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