SUMMER INTERNSHIP PROJECT REPORT

ON

“Recruitment and Selection”

SUBMITTED IN PARTIAL FULFILLMENT

TOWARDS THE AWARD OF
MBA (Dual), [Session: 2024-25]

Summer Internship Industry Mentor Internal Mentor

Company (Name & Affiliation) (Name & Affiliation)

Reliance Retail Ltd Ravi Shukla Dr Vijay Prakash Gupta

SUBMITTED BY:
Name: Divya Jadaun
University Roll No.: 2384100124
Programme: MBA, Trimester: IV

INSTITUTE OF BUSINESS MANAGEMENT

 DECLARATION

I do hereby declare that this project entitled, “Recruitment Process, EPF,ESIC, Salary of
Employee”with Reliance retail LTD has been completed by me and it is an original
work. This report is being submitted for fulfilling the requirement of Master of
Business Management programme, as a Summer Training Project,at Institute of
Business Management, GLA University, Mathura. It has never been Submitted nor
been published else where.

(Signatur)
DivyaJadaun

Date:
Place:Mathura
 INTERNSHIP IN Reliance Retail LTD.

This is to certify that MS. Divya Jadaun, a student of MBA (HR), Institute of
Management Studies & Research, GLA University, Mathura- UP, has successfully
completed his 45 Days Internship Training Program in Marketing on the topic HR-
Recruiter in "Reliance retail LTD She is a full-time HR-Intern with us.The
nd
internship period was from 2nd June 2024 to 2 August 2024. During the internship
period her conduct is found to be good and she has worked sincerely towards the tasks
assigned to her. She displayed a lot of initiative to learn and showed a lot of interest in
her work.We wish her the very best for all her future endeavors and bright career.
Reliance retail limited

Authorized Signatory Smart Direc:

 CERTIFICATE OF ORIGINALITY

To Whom so ever It May Concern

Date:

This is to Internship Certify Project that the Summer Report entitled

Recruitment Processand EPF,ESIC Salary of Employee submitted by MS
Divya Jadaun, represents an original work done by the student mentioned
herein and has been submitted in partial fulfillment of the req8uirements
of the MBA Programme (2023-25 Batch).

Name and Signature of Faculty Guide

 TABLE OF CONTENT

S. Topic
No.

1 Declaration 2

2 Certificate from Organization 3

3 Certificate from faculty mentor 4

4 Contents 5

5 Acknowledgement 6

6 Executive Summary 7

7 (Chapter-1) Introduction 8

8 (Chapter-2) Organization Overview 9-12

9 (Chapter-3) Industry Analysis

13-25
10 (Chapter-4) Research Methodology 26-30
11 (Chapter-5) Results and Discussion 31

12 (Chapter-6) SIP Experience and Key Learning 32-34

13 (Chapter 7) Findings/ Recommendations/ Suggestions 35-37

14 (Chapter-8) Conclusion 38-39

15 References 40
 ACKNOWLEDGEMENT

The internship opportunity I had with Reliance retail LTD

and professional development. Therefore, I consider myself as a very lucky individual
as I was provided with an opportunity to be a part of it. I am also grateful for having a
chance to meet so many wonderful people and pro fessionals who led me though this
internship period.
I would like to thank Mr Ravi Shukla MD. for giving opportunity to work in such a
great organization who was my Reporting Manager through-out this training.
I would be failing in my duty if I do not express my sincere thanks to the entire Staff of
Reliance Retail Ltd for their warmth and unconditional support extended to me
through out the completion of my project.
Regardless of the source, I wish to express my gratitude to all those who have
contributed to this work even though anonymously.
 EXECUTIVE SUMMARY

The title of the Research Project is “Recruitment & Selection” undertaken in Reliance Retail
LTD.

Recruitment and selection give a home ground to the organization that is needed for proper
functioning of the organization. It gives an organizational structure of the company. It‟s a
methodology in which the particular organization works and how a new candidate could be
recruited in such a way that he/she would be fitted for the right kind of career. In the
competitive scenario it has become a challenge for each company to adopt practices that
would help the organization stand out in the market.
The objective of selection decision is to choose

The individual who can most successfully

perform the job from the pool of qualified candidates. Selection process or activities typically
follow a standard pattern, beginning with an initial screening interview and concluding with
final employment decision

The recruitment and selection unit is dedicated to recruiting and selecting

qualified candidates for appointment. This process includes administering all testing phases
from the written examination up until applicants are appointed. The recruitment and selection
process should ensure fairness and consistency throughout the entire process. It should be
administered in such a way that only those applicants who meet various job-related standards
are offered positions of appointment.
The objective of my study was to understand the recruitment and selection practices. In this
report, I have tried to include all the issues
related to recruitment and selection process, which I could gather from internal and external
sources
 CHAPTER-1
INTRODUCTION

Reliance Retail is an Indian retail company and a subsidiary of Reliance Industries. Founded
in 2006, it is the largest retailer in India in terms of revenue.[5] Its retail outlets offer foods,
groceries, apparel, footwear, toys, home improvement products, electronic goods, and farm
implements and inputs. As of 2023, it has over 245,000 employees at 18,000 store locations
in 7,000 towns.[1] Apart from physical stores, the company also sells products on its e-
commerce channels.

As of October 2023, the company is valued at $100 billion.

Reliance Retail was established in 2006 as a wholly-owned subsidiary of Reliance Industries,

with chairman Mukesh Ambani announcing an investment of up to ₹25,000 crore (US$5.52
billion) for the new venture at Reliance's 32nd annual general meeting in June 2006.[8]

The first set of convenience stores under the name Reliance Fresh were inaugurated
in Hyderabad in November 2006.[9] This was followed by entry into consumer electronics
via Reliance Digital,[10] hypermarkets under Reliance Mart,[11] apparel with Reliance
Trends,[12] jewellery via Reliance Jewels,[13] and footwear through Reliance Footprint, all in
2007.[14]

In 2008, Marks & Spencer established a 51:49 joint venture with Reliance Retail to open a
chain of Marks & Spencer stores in India.[15] In 2011, Reliance Retail started its
wholesale cash and carry chain called Reliance Market.[16]

In 2013, the company stopped retailing non-vegetarian food items and shut down its 100-plus
Reliance Delight meat and seafood stores, owing to opposition from shareholders, customers
and animal rights activists.[17][18] By 2014, it also closed its book and music stores called
Reliance TimeOut, and furniture retailer, Reliance Living, in order to focus on value
retailing and e-commerce.[19]
 CHAPTER-2
ORGANIZATION OVER VIEW

Company Over View

Reliance Retail is India's largest retailer and a subsidiary of Reliance Industries Limited. Here
are some things to know about Reliance Retail:
 Products and services: Reliance Retail sells a wide range of products, including food,
groceries, apparel, footwear, toys, home improvement products, electronic goods, and farm
implements and inputs. They also sell products online.
 Stores: Reliance Retail has over 18,000 stores in 7,000 towns across India.
 Customers: Reliance Retail has a registered customer base of 293 million and over 1 billion
customer transactions.
 Philosophy: Reliance Retail's philosophy is to enable inclusion, growth, and building
sustainable societal value for millions of Indians.
 Brands: Reliance Retail has developed a portfolio of brands, including Campa, Sosyo, Lotus
chocolates, Raskik, and Toffeeman. They also launched the Independence brand, which
offers quality products at affordable prices.
 Value: As of October 2023, Reliance Retail is valued at $100 billion.
 PRODUCT

Products & Brands

Our expertise lies in developing products and markets from 'concept to fruition' and
beyond. Our constant focus on innovation has helped us to emerge as a trendsetter in
various markets and be known worldwide for our unbeatable range of products. Our
operations span the exploration and production of oil and gas to the manufacture of
petroleum products, polyester products, polyester intermediates, plastics, polymer
intermediates, chemicals, synthetic textiles and fabrics.

Each of our brands is a natural extension of our philosophy of excellence. From Vimal to
Recron, our brands are tuned to not only the needs but also the aspirations of our customers.
Today, our products and brands touch and enhance the lives of millions of Indians.

Reliance Retail offers a wide range of products across various categories. Here‟s an
overview of the key product segments:

Grocery and Food

 Reliance Fresh: Fresh fruits and vegetables, dairy products, packaged foods, snacks, and
beverages.
 Reliance Smart: A hypermarket format offering bulk groceries, staples, and everyday
essentials.

Fashion and Apparel

 Reliance Trends: Clothing for men, women, and children, including casual wear, formal
wear, and accessories.
 Ajio: An online platform offering a wide range of fashion apparel, footwear, and
accessories from various brands.

Electronics and Appliances

 Reliance Digital: Consumer electronics, including smartphones, laptops, televisions, home

appliances, and accessories.

Home and Living

 Reliance Home: Furniture, home decor, kitchenware, and household essentials.

Health and Beauty

 Reliance Wellness: Personal care products, cosmetics, health supplements, and wellness
products.
 Baby and Kids

 Products for infants and children, including clothing, toys, and baby care essentials.

Footwear

 A wide variety of footwear for men, women, and children, including casual and formal
shoes.

Sports and Fitness

 Sports apparel, equipment, and fitness accessories.

E-commerce

 Reliance Smart app: Offers a selection of grocery and daily essentials for online shopping
and home delivery.

Specialty Stores

 Reliance Jewels: A range of gold, diamond, and other jewelry products.

Local and Regional Products

 Various regional and local brands and products to cater to diverse consumer preferences.

This diverse product range helps Reliance Retail cater to a broad customer base, making it
one of the leading retail chains in India.

4o mini
 AIM

 MISSSION

 VISION

 VALUE

STARTING WITH THE RIGHT IDEA

Creating long-term relationships with associates, customers,

partners and employees, through business ethics, global reach and
technological expertise.
 CHAPTER-3

INDUSTRY ANALYSIS

PESTELMODEL

Analyzing an industry using the PESTLE framework involves assessing various external
factors that can impact a specific industry. Let's break down the analysis for Reliance retail
LTD:

Political Factors:

Government regulations: Analyze government policies related to lubricants, such as

quality standards, environmental regulations, and import/export restrictions.
Political stability: Assess how political stability or in stability in the region may affect the
lubricant industry.

Economic Factors:

Economic growth: Consider the economic health of the region where Reliance Retail LTD
demand is closely tied to economic activity.
Exchange rates: Evaluate the impact of currency exchange rates on the cost of raw materials
or international sales.
Social Factors:

Consumer behavior: Study consumer preferences and trends related to lubricants, such as
a shift towards environmentally friendly products.
Demographics: Understand the age, income levels, and
Population of the target market.
Technological Factors:
Intellectual property and patents: Assess any legal issues related to patents or intellectual
property
 SWOT ANALYSIS

Reliance Retail Strengths

It is Indian retail chain with 900+ stores in 80 cities in India
Hyper market with 95000 markets with tailoring, shoe and watch repair, laundry
It owns various private label brands
It has strong distribution network- 1600 channels in villages
Strong backing of the parent company
Above are the strengths in the SWOT Analysis of Reliance Retail. The strengths of Reliance
Retail looks at the key internal factors of its business which gives it competitive advantage in
the market and strengthens its position.

Reliance Retail Weaknesses

Product variety is available but more SKUs are not present due to inefficient back end
infrastructure
Poor inventory control at certain locations is a concern
These were the weaknesses in the Reliance Retail SWOT Analysis. The weaknesses of a
brand are certain aspects of its business which it can improve.

Reliance Retail Opportunities

Sourcing directly from farmers; no middlemen could earn more profit as number of farmers
will increase five times in next 5 years
Leveraging on brand name and entering into Reliance saloon
Large potential to reduce operation cost in cities using strong supply chain
Above we covered the opportunities in Reliance Retail SWOT Analysis. The opportunities
for any brand can include prospects of future growth.

Read more about Reliance Retail

Reliance Retail Marketing Mix & Strategy

Reliance Retail Threats
Strong competition globally from Carrefour, Metro A.G., Tesco
Operationg cost are too high
Wallmart is biggest competitor when it comes to sourcing/ backward integration
The threats in the SWOT Analysis of Reliance Retail are as mentioned above. The threats for
any business can be external factors which can negatively impact its business.
 Recruitment Process

Recruitment and selection form a core part of the

Central activities underlying
Human Resource Management. Recruitment is the process of generating a pool of
capable people to apply for employment to an organization.
Selection is the process by which managers and others use specific instruments to choose
from a pool of applicants a person or persons more likely

To succeed in the job(s), given management goals

And legal requirements.

Recruitment
“Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME”
Recruitment can be defined as searching for and obtaining a pool of potential candidates
with the desired knowledge, skills and experience to allow an organization to select the
most appropriate people to fill job vacancies against defined position descriptions and
specifications.

JOB DESCRIPTION
Job Description is a simple, concisely written statement explaining the contents and
essential needs of a job and a summary of the duties to be performed, It gives aprecise
picture of features
 Recruitment Process

Recruitment and selection form a core part of the central activities underlying Human
Resource Management. Recruitment is the process of generating a pool of capable people
to apply for employment to an organization. Selection is the process by which managers
and others use specific instruments to choose from a pool of applicants a person or
persons more likely of each job in terms of task contents and occupational requirements.

JOB SPECIFICATION
Job Specification is a statement of the minimum accep t able human qualities necessary
to perform a Job satisfactorily.It translates the job
Description into terms of the human qualifications which are required for a successful
performance of a job.
Features
o Recruitment is a process or a series of activities rather than a single act or event.
o Recruitment is a linking activity as it brings together those with jobs (Recruiter) an d
those seeking jobs (prospective employees).
o Recruitment is a positive function as it seeks to develop a pool of eligible persons from
which most suitable ones can be selected.
o Recruitment is an important function as it possible to acquire the number and type of
persons necessary for continued function of the organization.
o Recruitment is a pervasive function.
o Recruitment is a two-way process- recruiter chooses whom to recruit,
prospective employee chooses where to apply.
o Recruitment is a com ,nature of jobs offered, organizational policies etc.

Recruiment Needs Are of Three Types

o Planned
The needs arising from changes in organization and
Retirement policy.
o Anticipated
Anticipated needs are those movements in personnel which an organization an predict by
studying trends in internal and external
environment.
o Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.
 Recruitment Process
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
 Factors Affecting Recruitment

Recruitment is naturally subject to influence of several factors. These include external as

well internal forces
 Internal Recruitment
Internal recruitment seeks applicants for positions from within the company. The various
internal sources include

1. Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting
notices, circulating publications or announcing at staff meetings and inviting employees
to apply. Personnel records help discover
employees who are doing jobs below their educational qualifications or skill levels.
Promotions has many advantages like it is good
public relations, builds morale, encourages are ambitious
competent individuals who

improves the probability of good selection since information on the individual‟s

performance is readily available,

good selection since information on the

individual‟s performance is readily available, is cheaper than going outside to recruit,
those chosen internally are familiar with the organization thus reducing the orientation
time and energy and also acts as a training device for developing middle-level and top-
level managers. However, promotions restrict the field of selection preventing fresh
blood& ideas from entering the organization. It also
leads inbreeding in the to
organization. To are also important in providing Transfers employees
with a broad-based view of the organization, necessary for future promotion

2. Employee referrals
Employees can develop good prospects for their families and friends by acquainting them
with he advantages of a job with the company,
Furnishing them with introduction and

Encouraging them to apply. This is a very

Effective means as many qualified people can be reached at a very low cost to the
company. The other advantages are that the employees would bring only those referrals
that they feel would be able to fit in the organization based on their own experience. The
organization can be assured of the reliability and the character of the referrals. In this way,
the organization can also fulfill social obligations and create goodwill.
 Former Employees
These include retired employees who are willing to work on a part-time basis, individuals who left
work and are willing to come back for higher compensations. Ven retrenched
E
Employees are taken up once again.

The advantage here is that the people are already known to the organization and there is no need to
find out their performance and character. Also, there is no need of an orientation program for them,
since they are familiar with the organization.

3. Dependents of deceased employees

Usually,banks followthis policy. If an employee dies, his her spouse or son or
daughter is recruited in their place. This is usually an effective way to fulfill social obligation and
create goodwill.
4. Recalls
When management faces a problem, which can Be solved only by a manager who has proceeded on
long leave, it may de decided to recall that persons after the problem is solved, his leave may be
extended.

5. Retirements
At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the
circumstances, management may decide to call

retired managers with new extension.

6. Internal notification(advertisement)
Sometimes, management issues an internal

Notification for the benefit of risting

employees. Most employees know from their own experience about the requirement of the job and
what sort of person the company is looking for. Often employees have friends or acquaintances who
meet these requirements.
Suitable persons are appointed at the vacant posts.
External Recruitment
External recruitment seeks applicants for positions from sources outside the company. The various
external sources include.

Professionalor Trade Associations

Many associations provide placement service to its members. It consists of compiling job seeker‟s
lists and providing access to members
during regional or national conventions. Also, the publications of these associations carry classified
advertisements from employers interested in recruiting the members. These are particularly useful for
attracting highly educated, experienced or skilled personnel Also, the recruiters can zero on in
specific job seekers, especially for hard-to-fill technical posts.

Advertisements

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their
wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to
apply. Newspape r is the most

conditions, location of job, compensation including fringe benefits, job specifications, growth
aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the
candidate. Recruitment advertisements can also serve as corporate

advertisements to build company‟ image .It

also cost effective.

1. Employment Exchanges
Employment Exchanges have been set up all over the country in deference to the provision of the
Employment Exchanges (Compulsory Notification o Vacancies) Act, 1959. The Act
Applies to all industrial establishment shaving

25 workers or more each. The Act requires all the industrial establishments to notify the vacancies
before they are filled. The major functions of the exchanges are to increase the pool of possible
applicants and to do the preliminary screening. Thus, employment exchanges act as a link between
the employers and the prospective employees. These offices are particularly useful to in recruiting
blue- collar, white collar and technical workers.
 2. Campus Recruitments
Colleges,universities, research laboratories, sports fields and institutes are fertile ground for recruiters,
particularly the institutes. Some
companies recruit a given number of candidates from these institutes every year. Campus recruitment
is so much sought after that each college; university department or institute will have a placement
officer to handle recruitment functions. However, it is often an expensive process, even if recruiting
process produces job offers and acceptances eventually. A majority leaves the organization within the
first five years of their employment. Yet, it is a major source of recruitment for prestigious
companies.

3. Walk-ins, Write-ins and Talk-ins

The most common and least expensive approach for
candidatesisdirectapplications,inwhichjobseekerssubmitunsolicited
application letters or resumes. Direct applications can also provide a pool of potential employees to
meet future needs. From employee‟s viewpoint, walk-ins are preferable as they are free from the
hassles associated with other methods of recruitment. While direct applications are particularly
effective infilling entry-level and unskilled vacancies, some organizations compile pools of potential
employees from direct applications for skilled positions. Write-ins are those who send written
enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins
involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No
application is required to be submitted to the recruiter.

4. Contractors
They are used to recruit casual workers. The names of the workers are not entered in the company
records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.

5. Consultants
They are in the profession for recruiting and selecting managerial and executive personnel. They are
useful as they have nationwide contacts and lend professionalism to the hiring process. They also
keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

6. Head Hunters
They are useful in specialized and skilled candidate working in a particular company. An agent is sent
to represent the recruiting company and offer is made to the candidate. This is a useful source when
both the companies involved are in the same field, and the employee is reluctant to take the offer
since he fears, that his company is testing his loyalty.
 7. Radio, Television and Internet
Radio and television are used to reach certain types of job applicants such as skilled workers. Radio
and television are used but sparingly, and
that too, by government departments only. Companies in the private sector are hesitant to use the
media because of high costs and also because they fear that such advertising
willmakethecompanieslookdesperateanddamagetheirnothinginherentlydesperateabout using radio and
television. It depends upon what is said and how it is delivered. Internet is becoming a popular option
for recruitment today. There are specialized sites like naukri.com. Also, websites of companies have a
separate section wherein; aspirants can submit their resumes and applications. This provides a wider
reach.

8. Competitors

This method is popularly known as “poaching” or“ raiding” which involves identifying the right
people in rival companies, offering them better terms and luring them away. There are legal and
ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an
employee is expected to join a new organization only after obtaining a “no objection certificate” from
his/ her present employer. Violating this requirement shall bind the employee to pay a few months‟
salary to his/ her present employer as a punishment. However, there are many ethical issues attached
to it.
 Employee Provident Fund (EPF)

The Employees 'Provident Fund (EPF) is a social security and retirement benefits scheme in India.
Here are some key points about EPF:

Coverage: EPF is applicable to organizations with 20 or more employees, although certain

organizations with fewer employees can also voluntarily opt for EPF coverage.

Contributions: Both the employer and the employee make monthly contributions to the EPF. The
contribution is typically a percentage of the employee's basic salary and dearness allowance.
the contribution rate for
the employeeis12% of the basic salary, while the employercontributes8.33% to the Employee Pension
Scheme(EPS) and the remainder to the EPF

Purpose: The primary purpose of EPF is to provide employees with financial security and retirement
benefits. The accumulated funds in an employee's EPF account can be with drawn upon retirement,
resignation, or other eligible criteria.

Online Services: The EPFO (Employees' Provident Fund Organisation)offers various online services
for accountholders, including checking the balance, submitting claims, and updating personal details.

Interest: EPF contributions earn interest, which is typically declared annually by the government.
The interest rate may vary from year to year.

Nomination: Employees are encouraged to nominate family members who will receive the
accumulated EPF amount in case of the employee's demise.

Withdrawal: EPF funds can be with drawn for specific purposes like buying a house, education,
medical treatment, or during periods of unemployment.

.
 Employees' State Insurance Corporation (ESIC)

The Employees' State Insurance Corporation(ESIC)is a social security and health insurance
scheme for Indian workers. Here are some key points about ESIC:

Coverage: ESIC provides health and medical benefits to employee sand their dependents. It
applies to certain categories of factories and establishments with 10 or more employees.

Contributions: Both employees and employers contribute to the ESIC fund. The current rate
of contribution is typically a percentage of the employee's gross monthly salary.

Benefits: ESIC offers a range of benefits, including medical treatment, sickness benefits,
maternity benefits, disablement benefits, dependent benefits, and more.

Registration: Employers are responsible for registering their eligible employees with ESIC
and managing th necessary paperwork and contributions.

Medical Services: ESIC operates a network of hospitals and dispensaries where covered
individuals can receive medical care and treatment.

Online Services: ESIC provides online services for registration ,payment, and other related
activities to make it easier for employers and employees to access their benefits
 CHAPTER-4
RESEARCH METHODOLOGY

Research is one of its kinds and is a process to

Acquire knowledge about a certain topic. Research is done so that systematic analysis can be
done and problem can be effectively solved. He procedures by which researchers go about
their work of describing, explaining and predicting phenomena are called methodology.
Methods comprise the procedures used for generating, collecting and evaluating data.
Methods are ways of obtaining information useful for assessing explanations.

RESEARCH DEFINITION:

The definition of research given by Creswell is Research is a process of steps used to collect
and analyse information o increase our understanding of a topic or issue and it consists of
three steps: Pose a question, collect data to answer the question, and present an answer to the
question.

Data Sources:

The data collected for the study is mainly

Through the distribution of questionnaire; to

Be precise the data collected for study is both

Primary and secondary sources.

PrimaryData:

Primary data is the information collected for the first time; there are several methods in
which the data is complied. In this project it is obtained by mean of questionnaires.

Questionnaire is prepared and distributed to the

employees
 Secondary Data:

Secondary data needed for conducting research work is collected from company websites,
library and search engines.

Research Instrument:

In this study the primary data is collected by survey technique. In this we distributed the
questionnaires to the respondents. The researcher structured the questionnaire in the form of:

1. CloseEndedQuestions

2.MultipleChoiceQuestions

Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain specific aspect
regarding which the researcher collects the data. Because of their flexibility the questionnaire
method is by far the most common instrument to collect primary data. The questionnaire is
given to the respondent to be filled up.

Sampling Design:
Sampling design is to clearly define set of objective, technically called the universe to be
studied. Sampling technique used is simple random sampling method.

Hypothesis

A Hypothesis is a tentative statement about the relationship between two or more variables. It
is specific, testable prediction about what we expect to happen in a study.

Hypothes is can also be divide d as below:

• Null Hypothesis

• Alternative Hypothesis

H1: Employees are satisfied with training and development.

H0:Employeesarenotsatisfied

With training and development.

 Research Design
The type of research design used in this study is “Descriptive Research”. Descriptive
research design involves summarizing and organizing of the data so that they can be easily
understood.

The main purpose of this descriptive estatistics is to provide a brief summary of the samples.
This generally means that the descriptive statistics is not developed on the basis of
probability theory.

Sources of Data
Research as a scientific and systematic search for pertinent information on a specific topic. In
fact, research is an art of scientific investigation. It is an academic activity and as such the
term should be used in a technical sense. Research is, thus an original contribution to the
existing stock of knowledge making for its advancement .It is as per suit of truth with the
help of study, observation, comparison and experiment. In short, the search for knowledge
Through objective & systematic method of finding solution to a problem is “research”.
 COLLECTION OF DATA

 Primary Data
 Secondary Data

Primary Data

1. Primary data would be collected during the course of asking questions by performing
surveys.

2. Primary data would be either through respond enteither through questionnaire or through
personal interview.

3. Iwillcollectthedatathroughbothofthem.

Secondary Data

1. The data will be already available in the form of

Printmaterial ,website, journals etc.

2. Data will be collected from some Magazines,

Newspapers, Websites and course material for

That purpose. Data Collection

A systematic method was adopted for the collection of data. Both primary and secondary
Data were collected for the smooth &

Successful completion of the study.

1. PRIMARYDATA
Primary data is the information that has been collected specifically for the purpose of
research project. An advantage of primary data is that it is specifically tailored to particular
research needs. It includes data collected from Questionnaire Focus Group

2. SECONDARY DATA

Secondary data refers to the information that has been collected by someone other than a
researcher for purposes other than those involved in the research project at hand. Books,
journals, manuscripts, diaries, letters etc. all become secondary sources of data as they are
written or compiled for a separate purpose.
 CHAPTER-5
RESULTS & DISCUSSION

Results

The results of urtraining and development efforts

Are as follows:
a. Skills Enhancement: Pre-and post-assessment data showed an average18% improvement in
skills across the board.
b. Employee Satisfaction: Feedback surveys indicated a 90% satisfaction rate among
employees regarding the quality of training received.

c. Performance Metrics: Productivity increased by 12%, error rates decreased by 8%, and
customersatisfactionscoresimprovedby15%.

Discussion

The positive outcomes of our training and development programs underscore their
importance within the organization. Improved skills and employee satisfaction have
translated into tangible benefits, including increased productivity and better customer
experiences.
It's essential to continue reining and tailoring training programs to address specific skill gap
sand emerging industry trends. Additionally, ongoing feedback mechanisms and regular
assessments will ensure that our training initiatives remain effective.

Conclusion

The Training and Development process has proven to be a valuable investment in our
organization' ssuccess. As we move forward, we will build upon these achievements,
striving for continuous improvement in employee skills and overall performance.
 CHAPTER-6
SIP EXPERIENCE AND KEY LEARNING

During my HR internship in the Training and Development department Reliance retail ltd., I
had the opportunity to gain practical experience in a professional work environment.
Through out the internship, Ifocused on learning and applying industrial behavior and
discipline to ensure I contributed effectively to the team and the overall recruitment process.

The Summer Internship Program(SIP) at Reliance retail Ltd was apivotal experience in your
journey of professional development. It commenced with a comprehensive orientation,
immersing me in the company's values, culture, and strategic vision. This foundational
knowledge helped me align with the organization's over arching mission.

Through out my internship, I delved into the intricate workings of the retail industry. The
training segment was intensive, encompassing critical aspects such as advanced retail
processes, rigorous quality control standards, and efficient project management techniques.
What Made his program truly exceptional was its focus
On hands-on learning.

I were actively involved in real projects, collaborating closely with seasoned professionals
who served as mentors, allowing me to apply theoretical knowledge in practical, real-world
contexts.

Beyond technical competencies, the SIP placed significant mportance on my personal

development. I participated in a series of workshop sand seminars specifically designed to
enhance my communication, teamwork, and problem-solving skills. This holistic approach
aimed to mold well-rounded professionals capable of excelling in a variety of roles within the
retail sector.

My progress was meticulously tracked through regular assessments and feedback sessions.
M y dedication to growth and your capacity to adapt and learn were evident during my
tenure at reliance retail Ltd. This experience has laid a strong foundation for my future career
in the automotive industry, equipping me with the skills and insights needed to succeed.
During my HR internship in the Training and Development department at reliance retail ltd ,I
gained valuable hands-on experience in various aspects of the training and development
process. I worked closely with the HR team .
Some of my key responsibilities included:

Customization is Key: One size does not fit all. Tailoring training programs to individual
employee needs and job roles leads to more effective learning outcomes.

Feedback Drives Improvement: Regular feedback from employees and trainers is essential
It helps identify areas of improvement in training
Content ,delivery, and overall effectiveness.
Soft Skills Matter: While technical skills are vital, soft skills like communication, team work,
and adaptability are equally important for personal and professional growth.

Continuous Learning is a Culture: Encouraging a culture of continuous learning fosters

employee development and adaptability in a rapidly changing business environment.

Validates Impact: Quantifiable metrics, such as improved productivity or reduced errors,

provide concrete evidence of training program effectiveness.

Leadership Involvement is Crucial: When leaders actively participate in and support training
initiatives, it sends a strong message about the organization's commitment to employee
development.
Flexibility is a Strength: Being flexible and adapting training programs in response to
changing industry demands and employee needs ensures long-term relevance.

Inclusion and Diversity: Training programs Should promote Inclusivity and diversity,
recognizing that diverse workforce brings a different perspective and strengths

Lifelong Learning is a Must: Encourage employees to take ownership of their learning

journeys, both within and outside formal training programs, to stay relevant in their careers.

Cost vs. Investment: Training should be seen as an investment rather than a cost. A well-
trained workforce can lead to increased productivity and reduced turnover.

Benchmarking Against Industry Standards: Regularly compare your training and

development practices with industry benchmarks to ensure you remain competitive.
Data-Driven Decisions: Use data and analytics to make informed decisions about training
content, delivery methods, and program effectiveness.

These key learning highlight the evolving nature of training and development, emphasizing
the importance of adaptability, feedback, and a holistic approach to employee growth.
I actively participated in team meetings and collaborated with colleagues to ensure a smooth
training process.
 CHAPTER-7
FINDINGS/ RECOMMENDATIONS/ SUGGESTIONS

FINDINGS

During the research study conducted among the employees of reliance retail Ltd. by the
help of my Observations Interactions held with them, my findings are: Training is the most
important part of any organization and no person can think of the development without it.
By training the attitudinal change in the employee leads to the positive thinking, a sense of
devotion to organizational and also by the help of technical and behavioral training the
person in the organization can be aware of the latest developments and how to come up
with the best output with minimum investement and minimum labor waste. This leads to
the increase in the profit of the organization. This view is of the managerial and staff level
employee. The Company manager feels that the training needs of the employees are
fulfilled and they are holding on time while individual workers have different opinion
about it. According to them the trainees need identification is not done on time and mostly
it is late. So it is not so effective. Findings, Recommend ations and Conclusion
1. Organizationdoesn‟tencourage
Employees to share the knowledge what They learn from training.
2. Resource limitation, as a result different types of Training program arrange is not
possible by the organization.
3. Lackof skilled employees as a result does not understand the Training & Development
process.
4. Theemployeeshavenoscopetousetheir
Knowledge quickly.
5. HMHTrade International has no proper training need assessment to their employees.
RECOMMENDATION

The following suggestions are made on the organization

Of the findings of the study:
1.Organizationshouldencourageemployeestoshear
The knowledge what
They learn at the time training.
2. Organizationneedtoaddmoreresources fortheir training center as are sult they can arrange
different types of
Training program.
3. HRdivision need to hire skilled employees for the vacant position as are sult employees can
understand the training program easily.
4. Theorganizationassignsanyexperienced
Employee to help the
Employees who come back from training program.
5.TNAisthemostimportantissue,ProperTNAcan
Reduce the organizational employee turn over rate
SUGGESTIONS

1. Suggestion scheme may be opened for staff and technicians. The main advantage is that
would help convince the employees that the organization “Listen to them” and they are the
part of organization.
2. Training should aim at improving the skills of the employees and so that training should
be practically given byimparti9ng it on the job.
3. Suggestion and experience from other business houses& people from related field should
also be taken& in calculate difused.
4. New development programs should be used.
5. External and internal training programs Should be connected with each other
 CHAPTER-8

CONCLUSION
Finding

After the Data Analysis and Interpretation the Findings are:

Both internal as well as external sources of recruitment used.
There cruitment and Selection Process is Decentralized. oAbout80 % of the
Employee sare satisfied with

Recruitment and Selection

process.
There is a well-defined recruitment policy in the organization
The principle of„ Right man
On the right job‟ is strictly

Conclusion

Every company looks for an employee, who can work effectively. They are in search of a
person who has the maximum skills required for the job. After selecting the right person, the
company‟s main aim is to place that person at the right job. The main strength of any
company
Is its employees. Effective workers are the best

route to success. For this reason, company‟s strives to attract and hire the best, and to
provide the best place to work.
Some of the biggest and most constant challenge that show organization is
People related because they don‟t place getting

There cruitment process right. If they get the

right person in the right job at the right time, bottom line and many other business benefits
are immediate, tangible and significant. The human element of organization is the most
crucial asset of an organization. Taking a closer perspective -it is the very quality of this asset
that sets an organization apart from the others, the very element that brings the organization‟s
vision into fruition. Thus, one can grasp the strategic implications that the manpower of an
organization has in shaping the fortunes of an organization. This is where the complementary
role so of Recruitment and Selection come in. The role of the se aspects in the contemporary
organization is a subject on which the experts

have pondered, deliberated and studied, considering the vital role that they obviously play.
The essence of recruitment can be summed up as “the philosophy of attracting as many
applicants as possible for given jobs‟.
The face value of this definition is what guided recruitment activities in the past.

These days, however, the emphasis is on aligning the organization‟ so bjectives with
that of the individual‟s. By making this a priority, an organization safeguards its interests and
standing. After all, a satisfied

work force is as table work force which also

ensures that an organization has credible and reliable performance. Ina bid to under score this
subtle point, the project examines the various processes and nuances one of the most
critical activities of an organization. The end result of the recruitment process is essentially a
pool of applicants.
Next to recruitment, the logical step in the HR
Process Is the selection of qualified and Competent people. As such, this process between

Concentrates on differentiating applicants in order to identify – and hire- those individuals

whose abilities are consistent with the organization ‟s requirements.
 REFERENCES

BOOK REFERENCE

 Personnel Management by C.B Mamoria

 Human Resource Management by C.B. Gupta

 David A. DeCenzo and Stephen P.Robbins;„ Human Resource

Management‟7th Ed.

 K.Aswathappa;„ Human Resource and Personnel

Management

 TataMcGraw- Hill Publication.

 Desseler;„HumanResourceManagement‟,7th Ed.

 Robert Bacal, Managers‟ GuideTo Performance Reviews

Dick Grote, the Complete Guide to Performance Appraisal