recruitment&selction 2016

Index
1- Introduction To Hrm
2- Company Profile
3- Literature Review
4- Data Interpretation & Data
Analysis
5- Finding of study
6- suggestion
7- recruitment questionnaire
8- conclusion
9- Bibliography
EXECUTIVE SUMMARY
Today, in every organisation personnel planning as an activity is necessary. It is an
important part of an organisation. Human Resource Planning is a vital ingredient for the
success of the organisation in the long run. There are certain ways that are to be followed
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by every organisation, which ensures that it has right number and kind of people, at the
right place and right time, so that organisation can achieve its planned objective. The
objectives of Human Resource Department are Human Resource Planning, Recruitment
and Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention
and proper planning and implementation. For every organization it is important to have a
right person on a right job. Recruitment and Selection plays a vital role in this situation.
Shortage of skills and the use of new technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to carry out a
strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment
and Selection process. This project includes Meaning and Definition of Recruitment and
Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process,
Recruitment Tips. Sources of Recruitment through which an Organisation gets suitable
application. Scientific Recruitment and Selection, which an Organisation should follow
for, right manpower. Job Analysis, which gives an idea about the requirement of the job.
Next is Selection process, which includes steps of Selection, Types of Test, Types of
Interview, Common Interview Problems and their Solutions. Approaches to Selection,
Scientific Selection Policy, Selection in India and problems.
Recruitment and Selection are simultaneous process and are incomplete without each
other. They are important components of the organisation and are different from each
other. Since all the aspect needs practical example and explanation this project includes
Recruitment and selection Process of Infosys. And a practical case study. It also contains
addresses of various and top placement consultants and the pricelist of advertisements in
the magazine
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CHAPTER-1
INTRODUCTION TO HRM
1.1 EVALUTION OF HRM
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• EARLIER REFERENCES:
In western countries HRM had its primitive beginning in 1930s. Not much thought was given on this subject
in particular and no written records or documents interesting to note HRM concepts was available, in ancient
philosophies of Greek, Indian and Chinese. This is not to suggest that industrial establishment and factories
system, as it is known today, existed in ancient Greece, India or china. The philosophy of managing human
being, as a concept was found developed in ancient literatures in general and in Indian philosophy in
particular.
• PERSONNEL FUNCTIONS:
Till 1930s, it was not felt necessary to have a separate discipline of management called “Personnel
management”. In fact, this job was assigned as part of the factory manager. Adam Smith’s concept of factory
was that it consists of three resources, land, labour and capital. This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such a specialist “person” was used;
it was to maintain a “buffer” between employer and employee to meet the “legitimate need” of employees.
However, it is the employer who decided what “legitimate need” of employees is. In fact, the specialist
“person” was more needed to prevent “unionization” of employees. This was the case before 1930-s all over
the world.
• ENVIRONMENTAL INFLUENCES ON HRM:
Since 1930s, certain developments took place, which greatly contributed, to the evolution and growth
of Human Resources Management (HRM). These developments are given below:
• Scientific Management
• Labour Movements
1.2 NEED FOR THE STUDY :
• Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from
outside. The best alternative is to improve skill and knowledge of existing employees.
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• Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete in the
future. There is a great need to upgrade technology. This needs suitable training.
• Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill. As time passes
knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes
taking place in product technology, production methods, procurement of better machines, setting up of
modern production lines, introduction of modern method of supervision and information processing
through MIS and EDO..
1.3 Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of management like
planning, organizing, controlling, coordinating and directing. Organization which is impervious to
such changes is bound to fail and become obsolete.
1.4 Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like handicapped,
minorities and dependents of deceased workers etc. All these are threshold workers having less than
minimum prescribed level of knowledge and skill. They require extensive training to bring them up to
the minimum level of performance standard.
1.5 Coercive training by government.
In order to provide better employability chances of unemployed youth, certain governments taken
initiative to mobilize resources available at pubic/government and private sectors to outside
candidates. One such example is the “Apprentice Training” conducted by govt. of India. Parts of
expenditure incurred for this by private sectors are reimbursed by government.
1.6 Human capital
The latest thinking is to treat employees as “human capital”. The expenditure involved is training and
developments are now being considered as an investment
SCOPE OF HUMAN RESOURCE MANAGEMENT
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The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry
in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included
are Human Resource planning, Job analysis and design, Recruitment, Selection, Orientation and placement,
Training and development, Performance appraisal and Job evaluation, employee and executive remuneration
and communication, employee welfare, safety and health, industrial relations and the like.HRM is becoming
a specialized branch giving rise to a number of specialized areas like: Staffing, Welfare and Safety, Wages
and Salary Administration, Training and Development, Labour Relation.
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1.3 OBJECTIVES OF THE STUDY
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Nature of Human
Resource Management
Employee hiring
Prospects of HRM
Human Resource Management
Employee and
executive
Remuneration
Industrial Relations
Employee Maintenance
Employee Motivation

• PRIMARY OBJECTIVE - A Study on Recruitment process at Big bazaar
• SECONDARY OBJECTIVE
1. To know the prospect or recruitment and selection procedure
2. To critically analyze the functioning of recruitment and selection procedures.
3. To identify the probable area of improvement to make recruitment and selection procedure
and more effective.
4. To know the managerial satisfaction level about recruitment and selection procedure.
1.3.1 SCOPE OF THE STUDY
1. This report is based on the study conducted at Big Bazaar, mumbai
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2. It aims at understanding the company’s establishment, organization structure, departments,
techniques, marketing strategies and the advantages it is having over the competitors.
3. An attempt is made to analyze the company’s performance in comparison to the theoretical
aspects.
4. It aims to understand the skills of the company in the areas like technological advancements,
competition and in management.
1.3.2 LIMITATION OF THE STUDY
• Time limit is a major constraint.
• As per the company rules many information was not disclosed
• As the managers are busy in their daily schedules it is not possible for me to spend more
time in interaction and discussion with them.
CHAPTER-2
COMPANY PROFILE
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Mr Kishore Biyani CEO, Future Group Pantaloon Retail (India) Limited is India’s leading retailer that
operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market.
Headquartered in Mumbai, the company operates over 12 million square feet of retail space, has over 1000
stores across 71 cities in India and employs over 35,000 people. The company’s leading formats include
Pantaloons, a chain of fashion outlets, Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a
supermarket chain, blends the look touch and feel of Indian bazaars with aspects of modern retail like choice,
convenience and quality and Central, a chain of seamless destination malls. Some of its other formats
include Depot, Shoe Factory, Brand Factory, Blue Sky, Fashion Station, Mobile Bazaar and Star Sitara
(Beauty clinic). The company also operates an online portal, Futurebazaar.com. A subsidiary company,
Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, selling
home furniture products and E-Zone focused on catering to the consumer electronics segment. Pantaloon
Retail was awarded the ‘International Retailer’ of the Year 2007, by the US-based National Retail
Federation, the largest retail trade association and the ‘Emerging Market Retailer’ of the Year 2007 at the
World Retail Congress in Barcelona. Pantaloon Retail is the flagship company of Future Group, a business
group catering to the entire Indian consumption space. The group’s subsidiary companies include, Home
Solutions Retail India Ltd, Pantaloon Industries Ltd, Galaxy Entertainment and Indus League Clothing
CORPORATE GOVERNANCE REPORT
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Corporate Governance indicates transparency, accountability and reliability on any organization. One of
the core missions of the organization is to achieve excellence in all spheres, be it profitability, growth in
market share, superior quality of products and services to the satisfaction of the stakeholders through an
efficient and effective code of governance. We aim at providing fairness, clarity and transparency in all
our dealings and increasing the value of all stakeholders of the Company.
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of India’s leading business
houses with multiple businesses spanning across the consumption space. While retail forms the core
business activity of Future Group, group subsidiaries are present in consumer finance, capital, insurance,
leisure and entertainment, brand development, retail real estate development, retail media and logistics.
Led by its flagship enterprise, Pantaloon Retail, the group operates over 12 million square feet of retail
space in 71 cities and towns and 65 rural locations across India. Headquartered in Mumbai (Bombay),
Pantaloon Retail employs around 35,000 people and is listed on the Indian stock exchanges. The
company follows a multi-format retail strategy that captures almost the entire consumption basket of
Indian customers. In the lifestyle segment, the group operates Pantaloons, a fashion retail chain and
Central, a chain of seamless malls. In the value segment, its marquee brand, Big Bazaar is a hypermarket
format that combines the look, touch and feel of Indian bazaars with the choice and convenience of
modern retail.
In 2008, Big Bazaar opened its 100th store, marking the fastest ever organic expansion of a hypermarket.
The first set of Big Bazaar stores opened in 2001 in Kolkata, Hyderabad and Bangalore. The group’s
speciality retail formats include, books and music chain, Depot, sportswear retailer, Planet Sports,
electronics retailer, Ezone, home improvement chain, Home Town and rural retail chain, Aadhar, among
others. It also operates popular shopping portal, futurebazaar.com. Future Capital Holdings, the group’s
financial arm provides investment advisory to assets worth over $1 billion that are being invested in
consumer brands and companies, real estate, hotels and logistics. It also operates a consumer finance arm
with branches in 150 locations. Other group companies include, Future Generali, the group’s insurance
venture in partnership with Italy’s Generali Group, Future Brands, a brand development and IPR
company, Future Logistics, providing logistics and distribution solutions to group companies and
business partners and Future Media, a retail media initiative.
The group’s presence in Leisure & Entertainment segment is led through, Mumbai-based listed company
Galaxy Entertainment Limited. Galaxy leading leisure chains, Sports Bar and Bowling Co. and family
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entertainment centres, F123. Through its partner company, Blue Foods the group operates around 100
restaurants and food courts through brands like Bombay Blues, Spaghetti Kitchen, Noodle Bar, The
Spoon, Copper Chimney and Gelato. Future Group’s joint venture partners include, US-based stationery
products retailer, Staples and Middle East-based Axiom Communications.
Future Group believes in developing strong insights on Indian consumers and building businesses based
on Indian ideas, as espoused in the group’s core value of ‘Indianness.’ The group’s corporate credo is,
‘Rewrite rules, Retain values.’
BOARD OF DIRECTOR
1. Managing director
 Mr kishore Biyani
2. Wholetime Director
 Mr Gopikishan Biyani
 Mr Rakesh Biyani
3. Director
 Mr Shailesh Haribhakti
 Mr S.Doreswamy
 Mr Darlie Koshy
 Mr Anil Harish
CHAPTER-3
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INDUSTRY PROFILE
Retail is India’s largest industry, accounting for over 10 percent of the country’s GDP and around 8
percent of the employment. Retail industry in India is at the crossroads. It has emerged as one of the most
dynamic and fast paced industries with several players entering the market. But because of the heavy initial
investments required, break even is difficult to achieve and many of these players have not tasted success
so far. However the future is promising; the market is growing, government policies are becoming more
favorable and emerging technologies are facilitating operations. Retailing in India is gradually inching its
way toward becoming the next boom industry. The whole concept of shopping has altered in terms of
format and consumer buying behavior, ushering in a revolution in shopping in India.
Modern retail has entered India as seen in sprawling shopping centers, multi-stored malls and huge
complexes offer shopping, entertainment and food all under one roof. The Indian retailing sector is at an
inflexion point where the growth of organized retailing and growth in the consumption by the Indian
population is going to take a higher growth trajectory. The Indian population is witnessing a significant
change in its demographics. A large young working population with average age of 24 years, nuclear
families in urban areas, along with increasing working-women population and emerging opportunities in
the services sector are going to be the key growth drivers of the organized retail sector in India.
Some Key Facts:
• Retail is India’s largest industry accounting for over 10 percent of the country’s GDP and around 8
percent of the employment.
• The market size of Indian retail industry is about US $312 billion
3.1 ORGANIZATION PROFILE
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“Nobody Sells Cheaper and Better” Big Bazaar is a chain of department stores in India currently with 100
outlets. It is owned by Pantaloon Retail India Ltd, Future Group. It works on the same economy model as
Wal-Mart and has been successful in many Indian cities and small towns. The idea was pioneered by
entrepreneur Mr. Kishore Biyani, the CEO of Future Group. Currently Big Bazaar stores are located only in
India. It is the fastest growing chain of department stores and aims at having 350 stores by 2010. Big Bazaar
has democratized shopping in India and is so much more than a hypermarket. Here you will find over
170,000 products under one roof that cater to every need of a family, making Big Bazaar India’s favorite
shopping destination.
At Big Bazaar, you will get the best products at the best prices—this is our guarantee. From apparel to
general merchandise like plastics, home furnishings, utensils, crockery, cutlery, sports goods, car
accessories, books and music, computer accessories and many more. Big Bazaar is the destination where you
get products available at prices lower than the MRP, setting a new level of standard in price, convenience
and quality. If you are a fashion conscious buyer who wants great clothes at great prices, Big Bazaar is the
place to be. Leveraging on the company’s inherent strength of fashion, Big Bazaar has created a strong
value-for-money proposition for its customers.
This highlights the uniqueness of Big Bazaar as compared to traditional supermarkets, which principally
revolve around food, groceries and general merchandise. Big Bazaar has clearly emerged as the favourite
shopping destination for millions of its customers, across the country, its success is a true testament to the
emotional bonding it has established with the Indian customer , on account of its value offerings,
inspirational appeal and service levels. We believe Big Bazaar is a true pan-Indian model that can enter
into most towns in India and democratize shopping everywhere. 25, 26 and 27 January, 2009... India’s
Sabse Sasta Din The acceptance and loyalty that Big Bazaar has garnered over the years was well evident
on 26 January 2009. On the day India celebrates its Republic Day; the company honoured the consumer by
calling it the ‘Maha Savings Day’. Shoppers at all Big Bazaar and Food Bazaar outlets across the country
were offered products at prices never heard before in the history of shopping.
The offers were spread across categories from electronics to utensils, from apparel to furniture and food.
This event received tremendous response from the regular and an entirely new set of shoppers, which
resulted in nearly 2 million people visiting the stores on that day. And most stores were able to post record
sales for a single day.
3.2 Company History
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1987 - Company incorporated as ‘Manz Wear Private Limited’. Launch of Pantaloons Trouser, India’s first
formal trouser brand.
1991- Launch of BARE, the Indian jeans brand.
1992 -Initial public offer (IPO) was made in the month of May.
1994- The Pantaloon Shoppe – exclusive menswear store in franchisee format launched across the nation.
The company starts the distribution of branded garment sthroug multi-brand retail outlets across the
nation.
1995 -John Miller – Formal shirt brand launched.
1997 - Company enters modern retail with the launch of the first 8000 square feet store, Pantaloons in
Kolkata.
2001- Three Big Bazaar stores launched within a span of 22 days in Kolkata, Bangalore and Hyderabad.
2002 -Food Bazaar, the supermarket chain is launched.
2004 Central - India’s first seamless mall is launched in Bangalore.
2005- Group moves beyond retail, acquires stakes in Galaxy Entertainment, League Clothing and Planet
Retail. Setup India’s first real estate investment fund Kshitij to build a chain of shopping malls.
2006- Future Capital Holdings, the company’s financial is formed to manage over $1.5billion in real estate,
private equity and retail infrastructure funds.Plans foraysinto retailing of consumer finance products.
Home Town, a 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. Forms joint
ventureswith US office stationery retailer, Staples.
2007 Future Group crosses $1 billion turnover mark. Specialised 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’ 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.
Futurebazaar.com becomes India’s most popular shopping portal.
2008 Future Capital Holdings becomes the second group company to make a successful Initial Public
Offering in the Indian capital markets. Big Bazaar crosses the 100-store mark, marking one of the
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fastest ever expansion of a hypermarket format anywhere in the world.Total operational retail space
crosses 10 million square feet mark. Future Group acquires rural retail chain, ‘Aadhar’ present in 65
rural location.
Future Group’s Vision
“To Deliver Everything, Everywhere, Every time, to Every Indian Customer in the most profitable
manner.” One of the core values at Future Group is, ‘India ness’ and its corporate credo is – “Rewrite rules,
Retain values.”
Future Group’s 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 segments – for classes and masses.
• We shall infuse Indian brands with confidence and renewed ambition.
• We shall be efficient and, cost-conscious and committed to quality in whatever we do.
• We shall ensure that out positive attitude, sincerity, humility and united determination shall
be the driving force to make us successful.
Values
• Indianans: confidence in ourselves.
• Leadership: to be a leader, both in thought and business.
• Respect and Humility: to respect every individual and be humble in our conduct.
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• Introspection: leading to purposeful thinking.
• Openness: to be open and receptive to new ideas, knowledge and information.
• Valuing and Nurturing Relationships: to build long term¬ relationships.
• Simplicity & Positivity: Simplicity and Positivity in our thought, business and work.
• Adaptability: to be flexible and adaptable, to meet new challenges.
• Flow: to respect and understand the universal laws of nature
Future Plans
The Company would continue to pursue its aggressive growth to strengthen its position as a leading
player in the consumption space in India, with an aim to capture increasing share of the consumer’s
wallet. The Company would continue with its expansion plans and would continue to increase its presence
on a pan-India basis by opening more retail outlets in tier 2 and tier 3 cities and by further strengthening
its position in key metro cities. The Company has planned to increase its operating retail space from
around 8 million square feet currently to around 12 million square feet by FY08-09. The various
subsidiary companies of the Company, which have been created to cater to various consumption
categories, are currently in initial set-up phase. Most of them will come into their own, pursuing
aggressive growth plans to achieve scale and garner increasing market share.
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ORGANIZATION CHART
Store Manager
DIFFERENT PRODUCTS DEALT IN BIG BAZAR
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Asst Store Manager
Dept
Manager
Sales ManagerInfo
Manager
Administr
ation
HR
Manager
zzz
Team
Leader
Team
Member
CSD
Asst. DM
Visual
Merchandising
House Keeping
Maintenances
Security Cashier
Marketing

Crockery:
a) Crockery cutlery
b) Table Materials /Napkins
c) Dinner sets
d) Wine, Juice Glasses
Luggage
a) Travel bags
b) Trolleys
c) School & College Bags
d) School & College Bags
e) Suitcase Apparels Department
Ladies Wear
a) Sarees
b) Dress Materials
c) Under garments
d) Nightwear
Plastics, Utensils, Crockery (PUC) h)
Utensils
a) Buckets
b) Containers
c) Jugs & sippers
d) Bottles & Mugs
FOOD BAZAAR
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Beverages
a) Soft drinks
b) Mineral water
c) Health drinks
d) Health drinks
e) Frozen items
Process Dept
a) Health drinks
b) Ready to eat item
c) Corn flake, chips
d) Soups, Bread item and pickles
e) Instant Mix
f) Spread
Staples Dept
a) Dal, Rice, Wheat, Ragi etc,
b) Atta, Rava items, Sugar, Salt etc
c) Cooking Oils, Masala
d) Ready to cook foods & mixes
Fruits & Vegetables
a) All kind of vegetables and fruits item
with lower price.
FAMOUS BRAND OF BIG BAZAAR
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Big Bazaar has gradually introduced private labels in fashion over the last few years. Every year,
new, private labels are introduced to increase their share over other brands. These are known as ‘In
House brands’ which are exclusively promoted by Big Bazaar in its stores. It is very important to
promote and sell these brands aggressively, since they contribute to higher margins thereby
contributing heavily to the bottom line.
KNIGHTHOOD
It is the men’s formalwear brand with arrange that includes formal shirts, trousers, suits, blazers and
basic men’s accessories like ties and handkerchiefs. India’s cool answer to international brands is
positioned for the 20-35 year age group. It targets both men and ladies and the range includes
designer denims, casuals, street-wear. DJ&C Sports This is a unisex sportswear range for the age
group of 20-40 years.
SHATRANJ
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The men’s ethnic wear range consists of kurtas, kurta pyjamas sets and sherwani sets.
SHYLA
True to its tagline ‘what women want’,offers a complete range of formal/ semi-casual line of ladies
tops, trousers, skirts, etc.
SRISHTI
The complete ethnic wear range offering a range of traditional designs for ladies encompasses both
salwar kameez sets and mix & match/ fusion wear. Pink & Blue The kids’ brand range created to
celebrate the spirit of childhood, has the blue range for boys and pink for girls. There is an infant line
also available as well. Pink & Blue covers the entire apparel needs of kids across t-shirts, shirts,
jeans, trousers, shorts, dresses and ethnic-wear/ occasion-wear.
STUDIO NYX It is a range of men’s party wear.
CTEE MEN’S T- SHIRTS
BUSINESS DESCRIPTION
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Pantaloon Retail (India) Ltd. The company’s principal activity is to operate chain retail stores in names of
Big Bazaar, Food Bazaar, Central and Pantaloons. The Big Bazaar is the discount store, which offers a
wide range of products under one roof. The products include apparels and non-apparels such as utensils,
sports goods and footwear. The company also has its presence into gold retailing by launching Gold
Bazaar. The company’s Food Bazaar provides a range of food and grocery products ranging from fresh
fruits and vegetables, staples, FMCG products and ready to cook products.
The Central offers a chain of stores including books and music stores, global brands in fashion, sports and
lifestyle accessories, grocery store and restaurants. The Pantaloon retail stores focus largely on apparels
and accessories.
DEPARTMENTAL MANAGERS
There are 28 departments in this store like Electronic dept, Depot dept, Mobile Bazaar, Star Sitara dept,
Plastic, Utensils & Crockery (PUC) Dept, Ladies Dept, Men’s Dept, Furniture Dept, Footwear Dept,
Home Decor Dept etc. Each department will be assigned with targets which have to be achieved within
the assigned period that may be of daily, weekly, monthly and yearly. Each department has a Department
Manager (DM) & Assist DM. Their job is concerned mainly with sales. They look after customer’s orders
delivery, post sale service if any etc. All Dept managers, ADM, team members work under coordination
and cooperation.
FUNCTIONAL DEPARTMENTS
1. The HR department of Big Bazaar is very dynamic. Employees are the biggest strength and asset of
any organization and the HR dept realizes this very well. This is very evident from the way the HR
department handles all its employees. They take utmost care to select, train, motivate and retain all the
employees. They have continuous developmental programmes for all the employees. Currently Big
Bazaar Banashankri is employing 220 full time and 60 part time employees. There are two shifts for
the employees. The first shift employees arrive at 10AM in the morning and leave at 7.30 in the
evening, while the second shift employees report at 12.30 in the afternoon and leave at the time of
Store closing (10pm).The following are the main sources through which Big Bazaar recruits its
employees.
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SOURCES OF RECRUITMENT
a) Consultancy Services: For top level management, employees are recruited through private
consultants. They are usually appointed as Departmental Managers.
b) Walk-ins- This is the main source through which Big Bazaar recruits its employees. People seeking
job usually themselves approach the HR department for job vacancy. Employees usually selected from
this source are appointed at the entry level as team members.
c) Employee Referrals: This is the other main source through which employees are selected.
Candidates who have given their previous employer as referrals are first interviewed and from their
previous employer, opinion is taken about their behaviour and performance in the job. If they receive
a positive opinion from their previous employer they are selected.
d) Campus Recruitment: Young people bring new ideas and fresh enthusiasm. Therefore Big Bazaar
visits some of the reputed educational institutions to hire some of the most talented and promising
students as its employee
SELECTION PROCEDURE
The following is the selection procedure that the HR department practices to hire its employees.
i. Interview- For entry level jobs, the candidates are interviewed by a HR person. They are asked a few
basis questions about their education, previous work experience if any, languages known etc. This is
done to evaluate the candidate’s ability to communicate freely and also other skills.
ii. Psychometric Tests: For higher and top level jobs, candidates are asked to answer a few questions
which basically test their sharpness, analytical ability, ability to handle stress, presence of mind etc. This
is done as Managers are required to work under stress all the time and still maintain a cool head to make
some vital decisions.
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iii. Group Discussion: In campus recruitment students are involved in a Group Discussion, where they
will be given a topic on which the group has to deliberate, discuss and arrive at a solution or a decision
which is accepted by the whole group. Along with the G D they are also given a written aptitude test.
Finally a formal interview will be conducted to assess the overall skills of the student
INDUCTION:
New employees selected will be given a 13 day induction and training program. They will be given
information about the company’s business, different departments etc. They will be informed of their
roles, duties and responsibilities. They will also be informed about the HR policies and rules of the
company. The new employees will be on probation for a period of 6 months. After this period the HR
period along with the department manager will review the performance of the employee. If the
employee’s performance is good and encouraging, the employee’s services will be confirmed
COMPENSATION & REWARDS:
The employees are rewarded suitably with attractive pay packages. The salary of an employee includes
basic pay. HRA, special allowance, PF,ESI, Mediclaim etc.Annual bonus will be given at the time of
Diwali. The employees and their dependents are also entitled for medical treatment in recognised
hospitals with cashless hospitalisation with whom the company has tie-ups. If a hospital is not
recognised, the amount spent by the employee will be reimbursed. Along with these all the employees
are given a card known as ‘Employee Discount card’ (EDC) through which they can buy any product at
Big Bazaar at a special discount of 20-30 %.
LEAVES AND OTHER RULES:
An employee during his probationary period is entitled for 7 days of leave. A confirmed employee is
entitled for 30 days of leave in a year. There is only one type of leave the employees can take which is
known as All Purpose Leave (APL). All the employees will be given identity cards which they have to
wear and also swipe while at the time of entering and leaving the Store.
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PERFORMANCE APPRAISAL:
The HR department conducts performance appraisal of all the employees annually in the month of
April. Based on their performance increments will be given in their pay. In addition to this if an
employee achieves or exceeds the target given to along with their team members will be provided with
attractive cash and other incentives.
TRAINING & DEVELOPMENT:
Future group has its own training division for all its employees, known as ‘Future Learning &
Development Limited’ (FLDL). All the employees are given training for 20 days in a year spread over
different periods. ‘Gurukul’ which is a part of FLDL gives training to all the employees on various
skills like team work, dedication discipline improving customer service etc to make them more
knowledgeable and productive.
WORK CULTURE AT BIGBAZAAR
At Pantaloon Retail, Empowerment is what you acquire and Freedom at Work is what you get. We believe
our most valuable assets are our People. Young in spirit, adventurous in action, with an average age of 27
years, our skilled & qualified professionals work in an environment where change is the only constant.
Powered by the desire to create path-breaking practices and held together by values, work in this people
intensive industry is driven by softer issues. In our world, making a difference to Customers’ lives is a
Passion and performance is the key that makes it possible. Out of the Box thinking has become a way of
life at Pantaloon Retail and living with the change, a habit. Leadership is a value that is followed by one
and all at Pantaloon Retail. Leadership is the quality that motivates us to never stop learning, stretching to
reach the next challenge, knowing that we will be rewarded along the way. In the quest of creating an
Indian model of retailing, Pantaloon Retail has taken initiatives to launch many retail formats that have
come to serve as a benchmark in the industry. Believing in leadership has given us the optimism to change
and be successful at it.We do not predict the future, but create it. At Pantaloon Retail you will get an
opportunity to handle multiple responsibilities, and therein, the grooming to play a larger role in the future.
Work is a unique mix of preserving our core Indian values and yet providing customers with a service, on
par with international standards. At Pantaloon you will work with some of the brightest people from
26

different spheres of industry. We believe it’s a place where you can live your dreams and pursue a career
that reflects your skills and passions.
MARKETING DEPARTMENT
Marketing concept is a customer orientation backed by integrated marketing aimed at generating customer
satisfaction as the key to satisfying organizational goals. For a firm in order to implement the marketing
concept it has to focus its attention on the consumer, ascertain his/her needs, discuss and wants before
Every Brand appeals to individual customers in different ways. Good customer service is the life blood of
any business. Good customer service is all about attending to existing and potential customers. This
maintaining good relationship with the customers is the key to business success and hence the concept
relationship marketing. Traditionally, marketers have located their target market segments, presented their
offer, and made the sales. It's always been a single step process. Relationship marketing looks at customers
and clients over a longer term. It takes into account the lifetime value of a customer. Many experts think it
costs anywhere from six to ten times as much, to find a new customer, than to sell to an existing one. With
those financial realities in mind, the approach makes some sense, and some real dollars. Relationship
marketing is based on the idea that people prefer to do business with people who they know and like. After
all, it's easier to buy from a friend, than from someone you've never heard of before. It's a matter of
building trust.It's said that people need to hear an offer at least seven times before they buy. That concept
certainly works against the single step marketing method. The Marketing department is responsible for
marketing of Big Bazaar’s products through different media like TV, radio, newspapers, banners, placards
etc. The marketing department has to decide and identify the most effective medium to attract the
customers to Big Bazaar thereby increasing the sales. The department has to design creative and attractive
advertisements through which the company’s products can be promoted to the customers. The company
has to visit different companies and has to enter in tie-ups for all its advertisement campaign. The
marketing department also consists of another separate department which is known as ‘Visual
Merchandising’. Visual merchandising is an art by which a retailer makes the store talk to its customers.
The colours, signage, lights, look and feel, everything is taken into account. It is very important to figure
out what is the story, the picture, the idea that is being sold to the customers.
Another concept that was incorporated in Big Bazaar from the beginning was that of ‘Category
management’ as opposed to the brand merchandising practice that is followed by many retailers. Category
management is based on the belief that a customer walks into a store looking for party shirt or a formal
27

trouser, rather than a particular brand. Therefore the store is designed according to the categories like
men’s formal wear, women’s western wear or a casual wear, etc. Within the organisation too, teams were
divided according to the categories that they managed, rather than the brands. Big Bazaar wanted to have a
complete bouquet of products in each category at different price-points, design, fabric, size and colour. The
objective was to create ‘traffic drivers’ within the Store rather than make brands compete with each other.
Focussing on categories also helped to achieve a level of perfection within the specific segments. This
department is responsible for the attractive product arrangement in the Store with respect to their nature.
The basic function of this department is it divides the Store into some departments based on the nature of
the product and also within the department it decides how the products should be arranged keeping in mind
the customers taste. It also arranges the products to attract the customers and also ensure easy availability
of products.
LOGISTICS
Logistics is a very important department of Big Bazaar. It is responsible for procuring the stock of all the
products of the different departments. The logistics department receives the goods from the warehouse.
The Warehouse of Big Bazaar for the entire South zone is located at Hosakote, Karnataka. The logistics
department receives the stock of different goods and verifies the quantity and quality of the goods with the
particulars given in the ‘Goods Received Statement’ which it receives along with the stock. Then it checks
for any damage in the stock received. If there is no damage in the stock, after recording it in the ‘Stock
Inward Register’ dispatches the goods to the respective department taking the signature of the
Departmental Manager. On the other hand if there is a damage in the goods or if the goods do not match
the details given in the Goods Received Statement, it enters in the Stock Outward Register and sends it
back to the warehouse along with a Goods Returned Note giving full information regarding the reason for
returning back the goods and the defect or damage in the goods.
The logistics department receives two truck loads of stock every day. It is the respective departmental
Managers who place an order to the Zonal head office through e-mail for stock of goods when they feel
that the stock has to be replenished. The logistics department works in complete coordination with all the
other departments to ensure that the stocks are received and maintained properly continuously for the
smooth functioning of Big Bazaar and avoid any inconvenience to the customers
SALES DEPARTMENT:
28

This department is responsible for the collection of sales amount i.e., cash sales. There are in all 25 cash
counters in the Store. There is a Head Cashier to whom all the cahiers report and submit the total sales
amount collected throughout the day by the cashiers. In addition to cash all leading credit and debit cards
are accepted at no extra charge. Also Big Bazaar vouchers and Sodexho coupons are also accepted. A
cashier at the time of opening his billing counter will be given an opening balance of Rs.1000.
The cashier has to ensure that all the offers applicable on respective products are given to the customer in
his/ her bill. Also if any free items are given on some purchases, it should be informed to the customer
clearly. After the billing is done, the cashier has to pack the products neatly in a plastic cover according to
the customer’s needs. At the time of closing the billing counter, the cashier has to give a statement of cash,
with all particulars of different denominations of cash, amount collected through credit cards, amount
collected in debit
Cards, amount collected in Sodexho coupons & Big Bazaar vouchers and also amount collected through
Credit Notes. Wednesday Bazaar is a very important and popular event in Big Bazaar. Every Wednesday
fabulous offers and great discounts are given on most of the products. Customers arrive in large numbers as
they realize that it is on Wednesday that products are offered at the lowest prices. Recently Big Bazaar
Perambur celebrated its 8th anniversary. Big Bazaar celebrated this occasion by having the 8th anniversary
sale from 12-16th July. Good discounts and offers were provided on products to celebrate this occasion
along with the customers who were the prime reason for its success. On Saturday and Sunday also the
customer turnout is high, as it is on the weekends that most of the customers find time for shopping. They
arrive along with their family to enjoy the shopping experience. Good discounts and offers are also
provided to attract more number of customers. Retailing is not just about selling products it is about selling
an idea. Why do people in shop when they are bored or depressed? It is not just because they have the
money to buy, but because they want to go through an experience. It is very crucial in retailing to make
customers relate to every product that is being sold, as well as the Store’s environment.
CUSTOMER SERVICE DESK (CSD)
As the name suggests this is the separate dept which mainly focuses on customer service like if a customer
finds difficulty in finding any product, if there are any customer complaints, they are also looked into, any
customer assistance etc. is also provided. There is also an Exchange Counter where if a customer is
dissatisfied or wants to exchange the product he/ she has purchased for any reason , the customers can
exchange them within 7 days of their purchase. When a customer brings a product for exchange, the
product is first received and checked if it is used or deliberately damaged or tampered with. If it is in an
acceptable condition, then the customer is issued a Credit Note for that amount (product’s price).
The customer can then purchase any product for that amount or just take back the money by encashing the
credit note at a cash counter. If the customer buys a product less than the amount in the credit note, the
29

difference amount will be returned to the customer and on the other hand if a customer buys a product
more than the amount in the credit note, the customer will be asked to pay the difference amount. This
department is also responsible for announcing all the offers running in the store on different products
throughout the day. This dept also does gift wrapping for any product if the customer wants it at free of
cost.The dept also collects customers’ opinion / feedback for continuous improvement in their service. The
ultimate aim of this department is to help and satisfy the customer in every possible manner and makes the
customers’ experience memorable.
ADMINISTRATION
The Store administration comes under the Store Manager. Its functions are store maintenance,
housekeeping, security etc. The store maintenance is concerned with the proper running of the store in co-
ordination with all the departments. It also has to ensure proper back –up power supply in times of power
cuts. The Housekeeping is concerned with keeping all the departments of the Store clean and neat all the
time. Covers and other wastes should be properly cleaned and the floor is swept regularly to keep it clean.
The Security section is concerned with the security of the entire store. Security department keeps a vigilant
check on all the people entering and departing at the various entry and exit points in the store. They also
maintain all the registers like employees’ attendance register, stock register, visitors’ register etc. They
check all customers’ bill before letting them out of the store. They ensure orderliness in the store and
prevent shrinkage or pilferage of goods to minimise the loss arising out of it. The housekeeping and
security are outside agencies employed by the store on a contract basis to take care of the respective
functions. The Administration department also has a separate section known as ‘Information Technology’.
This department is responsible for the maintenance of all the systems of the Store, all billing machines
their functioning networking with the master machine etc. If there is any problem with the machine in any
department in the store, then this department comes into function. This dept integrates all the systems in
the store and properly maintains all of them.
SWOT ANALYSIS:
STRENGTHS:
Better understanding of customers helping the company to serve them better. Vast range of products
under one roof helping in attracting customer and their family to shop together and enjoy the
30

experience. Benefit of early entry into the retail industry.Diversified business operating all over
India in various retail formats.Ability to get products from customers at discounted price due to the
scale of business.
WEAKNESSES:
 High cost of operation due to large fixed costs.
 Very thin margin.
 High attrition rate of employees.
OPPORTUNITIES:
Lot of potential in the rural market. Can enter into production of various products due to its in
depth understanding of customers tastes and preferences. Can expand the business in smaller
cities as there is a lot of opportunit
THREATS:
 High business risk involved.
 Lot of competitors coming up to tap the market potential.
Margin of business reducing all the time
CHAPTER-3
LITERATUREREVIEW
31

INTRODUCTION
People are integral part of an organization today. No organization can run without its human resource. In today’s highly
complex and competitive situation, choice of right person at the right place at the right time has far implications for an
organization’s functioning.Anemployee wellselectedandwellplacedwouldnotonlycontributetotheefficientrunningofthe
organization but also offer significant potential for future replacement. Thus hiring is an important function. The process of
hiringbeginswithhumanresourceplanningwhichhelpstodeterminethenumberandtypeofpeopleanorganizationneeds.Job
analysisandjobdesignenablestospecifythetaskanddutiesofjobsandqualificationsexpectedfromprospectivejob.HRP,job
analysis and jobdesignhelpstoidentifythekindofpeoplerequiredinanorganization andhencehiring.Itshouldbenotedthat
hiringisanongoingprocessandnotconfinedtoformativestagesofanorganization.Employeesleavetheorganizationinsearch
ofgreenerpastures,someretireandsomedieinthesaddle.Moreimportantlyanenterprisegrows,diversifies,takeovertheother
unitsuntilallnecessitatinghiringofnewmenandwomen.Infactthehiringfunctionstopsonlywhentheorganizationceasesto
exist.
RECRUITMENT:
AccordingtoFlippo,“Recruitmentistheprocessofsearchingforprospectiveemployeesandstimulatingandencouragingthem
toapplyforjobsinanorganization.”Itistheactivitywhichlinkstheemployerandthejobseekers.
According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing
scheduleandtoemployeffectivemeasuresforattractingthatmanpowerinadequatenumbertofacilitateeffectiveselectionofan
efficient working force”.“Recruitment is the development and maintenance of adequate manpower resources. It involves the
creation of apoolofavailable laboruponwhomtheorganization candrawwhenitneedsadditional employees”. Thus wecan
saythat:
• Recruitmentistheactivitythatlinksemployerandjobseekers.
• Itisaprocessoffindingandattracting capableapplicants foremployment. Itbeginswhennewrecruits aresoughtand
ends when their applications are submitted. The result is a pool of application forms which new employees are
selected.
• Itistheprocesstodiscoversourcesofmanpowertomeettherequirementsofstaffingscheduleandtoemployeffective
measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working
force.
• Recruitment of candidates is the function preceding the selection, which helps to create a pool of prospective
employees for the organization so that the management can select the right candidate for the right job from this pool.
Themainobjectiveoftherecruitmentprocessistoexpeditetheselectionprocess.
32

RECRUITMENT:
Refers to the process of finding possible candidates for a job or function, usually undertaken by
recruiters. It also may be undertaken by an employment agency or a member of staff at the business or
organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to job advertisement,
through professional publication, using advertisements placed in windows, through a job center, through
campus graduate recruitment programs, etc.Suitability for a job is typically assessed by looking for skills,
e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a job requiring the
relevant skills or the testimony of references. Employment agencies may also give computerized tests to
assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level
written tests may be given to assess numeric and literacy. A candidate may also be assessed on the basis
of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to
complete an application form to provide this evidence.
IN SOURCING:
Companies recruit the candidates and, employ them, train and develop them and utilize the human
resources of these candidates. This strategy is called In-sourcing. Companies formulate and implement
this strategy when the corporate strategy is stable.
OUT SOURCING:
Some service companies depend for their human resources on such external organization whose core
business is to provide human resources. This strategy is called Out-sourcing. Out-sourcing strategy is
more suitable for both the fast growing and diversifying companies.
a. Tosearchfortalentgloballyandnotjustwithinthecompany.
b. Todesignentrypaythatcompetesonqualitybutnotonquantum.
c. Toanticipateandfinalpeopleforpositionsthatdonotexistsyet.
Selection:
Selection process is a decision making process. This step consists a number of activities. A candidate
who fails to qualify for a particular step is not eligible for appearing for the subsequent step. Employee
selection is the process of putting right men on the right job. It is a procedure of matching organizational
33

requirements with the skills and qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required job, the organization will get
quality performance of employees. Moreover, organization will face less absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will also save time and
money. Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.
34

RESEARCH METHODOLOGY
Research in common refer to a search for knowledge, one can also define research as a scientific and
systematic search for pertinent information on a scientific topic.According to Clifford woody
research comprises defining and redefining problem, formulating hypothesis or suggested solution,
collecting, organizing and evaluation data, marking deductions and reaching and conclusion, and at
last carefully testing the conclusion of determine whether they fit formulating hypothesis
INFORMACTION ON RESEARCH:
RESEARCH APPROACH:
The approach used for the purpose of this study is quantitative approach where quantitative analysis
was carried out in a formal manner using various statistical tools like spss-statistical analysis for
social scientists excel, etc…
DATA SOURCE:
Primary and secondary data are made use in the study.
PRIMARY:
Primary information gathered directly from the respondents through questionnaire i.e. survey
method.
SECONDARY:
Prior project reports, internet, library, etc….
RESEARCH INSTRUMENT:
35

The required data were collected by using questionnaires. All question were ciose ended type i.e. to
reply in the given options.
RESEARCH DESIGN
For this research study a descriptive research design will be used. The factors that are affecting the
employees in work environment will be identified and the findings shall be described in detail.
DATA COLLECTION METHOD
QUESTIONNAIRE METHOD
The researcher will use a questionnaire, which will be self-developed so as to measure the job
satisfaction of the employees in the organization. Questionnaire to be used must be prepared very
carefully so that it may prove to be effective in collecting the relevant information.
SAMPLE UNIT:
The executives of big bazaar are taken as sample unit.
SAMPLE SIZE
50 respondents are taken as the sample size in consultation with the guide at both the ends taking into
consideration the time factor. These include only the questionnaires which are filled completely there
by providing the researcher all necessary details for evaluation. The incomplete questionnaires were
rejected and are not taken into calculation purpose.
TYPES OF SAMPLING
36

 NON-RANDOM SAMPLING
Non- probability sampling is that sampling procedure which does not afford any basis for estimating the
probability that each item in the population has of being included in the sample. Non-probability sampling
is also known by different names such as deliberate sampling, purposive sampling and judgments
sampling.
 JUDGEMENT SAMPLING
In judgments sampling the researcher’s judgments is used for selecting items, which he considers as
representative of the population. Judgment-sampling is used quite frequently in qualitative research where
the desire happens to be, to develop hypothesis rather than to generalize to large population.
CHAPTER-4
DATA INTERPRETATION AND DATA ANALYSIS
37

TABLE 1
NUMBER OF RESPONDENTS ACCORDING TO GENDER.
GENDER NUMBER OF
RESPONDENTS
PERCENTAGE
MALE 26 52
FEMALE 24 48
TOTAL 50 100
INTERRETATION:- The above chart shows that 52% of respondents are male and remaining 48%
of respondents are female.
CHART-1 NUMBER OF RESPONDENTS
TABLE.2
HAPPY WITH RECRUITMENT PROCESS
RECRUITMENT NO. OF RESPONDENTS PERCENTAGE
SATISFIED 25 50
38

HIGHLY SATISFIED 10 20
NEUTRAL 10 20
DISSATISFIED 5 10
TOTAL 50 100
INTERRETATION
The above chart shows that 50% of the respondents are satisfied with recruitment process, 20% are
highly satisfied, 20% are neutral and 10% are dissatisfied on recruitment process.
CHART-2
HAPPY WITH RECRUITMENT PROCESS
TABLE-3
ABOUT INTERVIEW PANEL
PANEL NO. OF RESPONDENTS PERCENTAGE
EXCELLENT 15 30
GOOD 15 30
SATISFACTORY 10 20
39

POOR 10 20
T0TAL 50 100
INTERRETATION
The above chart shows that 30% of the respondents felt excellent and good in regarding interview
panel and 20% of the respondents were felt satisfactory and poor regarding interview panel.
CHART-3 - FEEL ABOUT INTERVIEW PANEL
TABLE-4
COME TO KNOW ABOUT OPENING IN BIG BAZAAR
CANDIDATE NO.OF
RESPONDENTS
PERCENTAGE
FRIENDS 15 30
INTERNET 20 40
NEWSPAPERS 5 10
40

OTHERS 10 20
TOTAL 50 100
INTERRETATION
The above chart shows that 30% of the respondents were influence by friends, 40% of the
respondents were came to know by internet, 10% of the respondents came to know from newspapers,
10% of the respondents were comes to know about opening of big bazaar from others.
CHART-4 - COMETO KNOWABOUT OPENINGINBI BAZAAR
TABLE-5
REFER MORE FRIENDS TO BIG BAZAAR
FRIENDS NO. OF RESPONDENTS PERCENTAGE
YES 40 80
NO 10 20
TOTAL 50 100
INTERRETATION
The above chart shows that 40% of the respondents were like to refer their friends to big bazaar and
20% of the respondents are not interested in referring friends to big bazaar.
41

CHART-5
REFER MORE FRIENDS TO BIG BAZAAR
TABLE-6
THE BEST RECRUITMENT SOURCES ACCORDING TO YOU
SOURCE NO. OF
RESPONDENTS
PERCENTAGE
INTERNAL RECRUITMENT 30 60
EXTERNAL
RECRUITMENT
10 20
BOTH 10 20
TOTAL 50 100
INTERRETATION
42

The above chart shows that 30% of respondents were influence by internal recruitment, 20% of
respondents were influence by external recruitment performance and 20% of respondents were
influence by both source of performace.
CHART-6
THE BEST RECRUITMENT SOURCES ACCORDING TO PERFORMANCE
TABLE-7
ARE THE COMPANY POLICES KNOWN BEFORE JOINING
POLICES NO. OF RESPONDENTS PERCENTAGE
YES 50 100
NO 0 0
TOTAL 50 100
INTERRETATION
The above chart shows that 100% of respondent (all the respondents) know about company polices
before joining.
CHART-7 :- THE COMPANY POLICES BEFORE JOIN THE IN THIS
COMPANY.
43

TABLE-8
NUMBER OF DAYS COMPANY TAKES TO RESPOND THE APPLICATION.
APPLICATION NO. OF RESPONDENTS PERCENTAGE
LESS THAN FIVE DAYS 25 50
5-10 DAYS 7 14
11-20 DAYS 10 20
15-20 DAYS 9 18
TOTAL 50 100
INTERRETATION
The above chart shows that 50% of respondents were got company call in less than
five days, 14% of respondents were got between 5-10 days, 20% of respondents
between 11-20 days and 18% of respondents got in between 15-20days.
CHART-8
THE COMPANY TAKES TO RESPOND THE APPLICATION.
44

TABLE-9
THE EFFECTIVENESS OF THE INTERVIE PROCESS
AND OTHER SELECTION INSTRUMENT.
EFFECTIVENESS NO. OF RESPONDENTS PERCENTAGE
POOR 10 20
ADEQUATE 20 40
EXCELLENT 20 40
TOTAL 50 100
INTERRETATION
The above chart shows that 40% of respondents felt excellent in effectiveness of the interview
process and other selection instrument.20% respondents felt excellent in effectiveness of the
interview process and other selection instrument.CHART-9 The Effectiveness Of The
Interview Process And Other Selection Instrument.
45

TABLE-10
DIFFICULT IN THE FOLLOWING TEST.
TEST NO. OF RESPONDENTS PERCENTAGE
APTITUDE 10 10
PERSONAL INTERVIEW 25 50
WRITTEN 5 10
PRACTICAL 7 14
ANY OTHER 3 6
TOTAL 50 100
INTERRETATION
The above chart shows that 50% of respondents consider personal interview as difficult, 10% of
respondents consider written test as difficult, 14% of respondents consider as practical was difficult.
CHART-10
DIFFICULT IN THE FOLLOWING TEST.
46

TABLE-11
EXTENTOF SATISFACTION REGARDING DESIGNATION
AND WORKLOAD.
WORK LOAD
NO. OF RESPONDENT PERCENTAGE
SATISFIED 20 40
HIGHLY SATISFIED 15 30
NEUTRAL 5 10
DISSATISFIED 10 20
TOTAL 50 100
INTERRETATION
The above chart shows that 40% of respondents were satisfied with designation an workload, 10% of
respondents were neutral, 20% of respondents were dissatisfied, 30% of respondents were highly
satisfied with work load regarding the designation.
CHART-11
EXTENT OF SATISFACTION REGARDING
DESIGNATION AND WORK LOAD
47

TABLE-12 Organization Clearly Defined The Position And
Recruitment Objective Of Big Bazaar
POSITION &
RECRUITMENT
NO. OF RESPONDENTS PERCENTAGE
YES 35 70
NO 10 20
NEITHER YES OR NO 5 10
TOTAL 50 100
INTERRETATION
The above chart shows that 70% of respondents were clearly understood the position and recruitment
objective, 20% of respondents were not known about the position and recruitment objective in the big
bazaar
CHART-12 :-Organization clearly defined the recruitment & Selection in Future
Group
48

CHAPTER-5
FINDING OF STUDY
1. 50% of the respondents are satisfied with recruitment process.
2. 30% of the respondents felt excellent and good in regarding interview panel.
3. 40% of the respondents were come to know by internet.
4. 40% of the respondents were like to refer their friends to big bazaar.
5. 30% of respondents were influence by internal recruitment.
6. 100% of respondent (all the respondents) know about company polices before joining.
7. 50% of respondents were got company call in less than five days.
8. 40% of respondents felt excellent in effectiveness of the interview process and other
selection instrument.
9. 50% of respondents consider personal interview as difficult.
10. 40% of respondents were satisfied with designation and workload, 10% of respondents were
neutral.
11. 70% of respondents were clearly understood the position and recruitment objective.
SUGGESTIONS
49

1. During the selection process not only the experienced candidates but also the fresh candidate
should be selected so as to avail the innovation and enthusiasm of new candidates
2. Candidates should be kept on the job for some time period; if suitable they should be
recruited.
3. Recruitment process should be less time consuming.
4. Company should follow all the steps of recruitment process for the selection of the
candidates.
CONCLUSION
The organization follows the rules and regulation involved in their recruitment and process of the
organization. However, there is some scope for improvement with regard to following
• Recruitment and selection procedure should not be lengthy.
• To some extent a clear picture of required candidates should be made in order to search for
appropriate candidates.
• The recruitment process should be impartial.
50

RECRUITMENT PROCESS QUESTIONER AT BIG BAZAAR
1- Are you happy with Recruitment Process?
A) Highly satisfied B) Satisfied C) Neutral
D) Dissatisfied.
2. How do you feel about interview panel?
A) Excellent B) Good C) Satisfactory
D) Poor.
3. How do you come to know about Opening in Big Bazaar?
A) Friends B) Newspapers C) Internet
D) Others.
4. Do you want refer more friends to Big Bazaar?
A) Yes B) No
5. What should be the best recruitment sources according to your performance?
51

A) Internal Recruitment B) External Recruitment
D) Both
6. Did you fully know about the company polices before joining in this company
A) Yes B) N0
7. How much time did the company take responds to your application?
A) Less than five days B) 5-10 days C) 11-20 days D) 20-25days
8. What do you difficult in the following test?
A) Aptitude B) Personal Interview C) Written
D) Practical E) Any other
9. Rate the effectiveness of the interview process and other selection instrument such as testing?
A) Poor B) Adequate C) Excellent
10. Extent of Satisfaction regarding you designation and work load?
A) Highly Satisfied B) Satisfied C) Neutral
D) Dissatisfied.
11. Does the organization clearly defined you the position objective/Recruitment in the Big Bazaar?
A) Yes B) No. C) Neither Yes or No.
12. Your Suggestion to Improve recruitment?
52

BIBLIOGRAPHY
PRIMARY SOURCE
1. Principles of Management
By R.N.Gupta
2. Management principle
-By L.M.Prasad
3. Principles of management
By Radha
SECONDARY SOURCE
1. http://www.Google.com
2. http://www.futuregroup.com
3. http://www.HRCommunity.com
4. http://www.HRIndia.com
54

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