Introduction

A STUDY ON RECRUITMENT AND SELECTION PROCESS
INDO ASIAN ACADEMY DEGREE COLLEGE Page 1

CHAPTER-1
INTRODUCTION


INTRODUCTION

1.1 HUMAN RESOURCE MANAGEMENT
Human resources may be defined as the total knowledge,
skills, creative abilities, talents and aptitudes of an organizations
workforce, as well as the values, attitudes, approaches and beliefs of the
individuals involved in the affairs of the organization. It is the sum total or
aggregate of inherent abilities, acquired knowledge and skills represented
by the talents and aptitudes of the persons employed in the organization.

The human resources are multidimensional in nature. From the
national point of view, human resources may be defined as the knowledge,
skills, creative abilities, talents and aptitudes obtained in the population;
whereas from the viewpoint of the individual enterprise, they represent the
total of the inherent abilities, acquired knowledge and skills as exemplified
in the talents and aptitudes of its employees.

1.2 DEFINITION:
Human resource management has come to be recognized as
an inherent part of management, which is concerned with human resources
of an organization. Its objective is the maintenance of better human


relations in the organization by the process of development, application and
evaluation of policies, procedures and programmes relating to human
resources to optimize their contribution towards the realization of
organizational objectives.

1.3 NATURE OF HRM:
Human Resource Management is a process of bringing people
and organizations together so that the goals of each are met. The various
features of HRM include:
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees to develop their potential fully.
It encourages employess to give their best to the organization.
It is all about people at work,both as indivials and groups.
It tries to put people on assigned jobs in order to produce good
results
It helps an organization to meet its goals in the future by providing
jobs for competent and well-motivated employees.
It tries to build and maintain cordial relations between people
working in various levels in the organization.
It is a multidisciplinary activity,utilizing knowledge and inputs
drawn from psychology,economics,etc.


1.4 SCOPE:
The scope of HRM is very wide:
Personnel Aspect: This is concerned with manpower planning, recruitment,
selection, placement, transfer, promotion, training, and development, layoff
and retrenchment, remuneration, incentives, productivity, etc.
Welfare Aspect: It deals with the working conditions and
amenities such as canteens, crches, rest and lunch rooms,
housing, transport, medical assistance, education, health and
safety, recreation facilities, etc.
Industrial Relations Aspect: This covers union management
relations, joint consultation, collective bargaining, grievance and
disciplinary procedures, settlement of disputes, etc.

1.5 OBJECTIVES:
The objectives of Human Resource Management are:
To help the organization reach its goals.
To ensure effective utilization and maximum development of
human resources.
To treat the employees like human beings, ensure respect for them
and also identify and satisfy the needs of individuals.
To ensure reconciliation of individual goals with those of the
organization
To achieve and maintain high morale among employees.

To provide the organization with well-trained and well-motivated
employees.
To increase job satisfaction and self-actualization to the fullest.
To develop and maintain a quality of work life.
To be ethically and socially responsive to the needs of society.
To develop overall personality of each employee in its
multidimensional aspect.
To enhance employees capabilities to perform the present job.
To equip the employees with precision and clarity in transaction of
business.
To inculcate the sense of team spirit, team work and inter-team
collaboration.

1.6 FUNCTIONS:
In order to achieve the above objectives, Human
Resource Management undertakes the following activities:
Human resource or manpower planning.
Recruitment, selection and placement of personnel
Training and development of employees.
Performance appraisal of employees.
Taking corrective steps such as transfer from one job to another.
Remuneration of employees.
Welfare and social security of employees.

Setting general and specific management policy for organizational
relationship.
Collective bargaining, contract negotiation and grievance
handling.
Accurate staffing of the organization.
Aiding in the self-development of employees at all levels.
Developing and maintaining motivation for workers by providing
incentives.
Reviewing and auditing manpower management in the
organization.
Potential appraisal.
Feedback counselling.
Role analysis for job occupants.
Job rotation.
Quality circle, organization development and quality of working
life.
Rewarding and recognizing the best employees.

HUMAN RESOURCE PLANNING:
The ongoing process of systematic planning to achieve optimum
use of an organizations most valuable asset ie: its human resources. The
objective of human resource (HR) planning is to ensure best fit between
employees and jobs, while avoiding manpower shortages or surpluses. The
three key elements of the HR planning process are forecasting labour
demand, analyzing present labour supply, and balancing projected labour
demand and supply.

HUMAN RESOURCE ORGANIZING:
The working relationships vertical and horizontal associations
between individuals and groups that exist within an organization affect
how its activities are accomplished and co-ordinated. Effective organizing

depends on the mastery of several important concepts: work, specialization,
chain of command, authority, delegation, span of control, and centralization
versus decentralization. Many of these concepts are based on the principles
developed by Henri Fayol.

HUMAN RESOURCE STAFFING:
Staffing can be simply defined in the terms of finding the right
aspirant/candidate and fitting him/her in the right job. It takes account of
matching of skills and knowledge of the employees with the requirements
of the job in question, i.e., job satisfaction or job description. Staffing is the
next step after the recruitment and selection processes are duly carried out
(necessarily on the basis of individual performances in various tests,
interviews, etc.) towards proposed hiring.

HUMAN RESOURCE LEADERSHIP:
The leadership role often changes significantly in a high
performance organization. This is true for executives and supervisors alike.
All too often, leaders consider changes to high performance as a technique
or programme which others must implement, but fail to realize the extent to
which they must be personally involved and change themselves. Since high
performance is a way of thinking about and managing the business, the
transformation process begins by helping senior leadership define not only


that they should be doing in the organization, but how they should go about
doing it.

HUMAN RESOURCE CONTROLLING:
Organizational control is the process of assigning, evaluating, and
regulating resources on an ongoing basis to accomplish an organizations
goals. To successfully control an organization, managers need to not only
know what the performance standards are, but also figure out how to share
that information with employee.

1.7 MEANING OF RECRUITMENT:
The recruitment and selection is the major function of human
resource department and recruitment process is the first step towards
creating competitive strength and the strategic advantages for the
organization. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and
requires many resources and time.

Recruitment refers to the process of sourcing, screening and
selecting people for a job or vacancy within an organization. Though
individuals can undertake individual components of the recruitment
process, mid and large size organizations generally retain professional
recruiters.

The process of finding and hiring the best qualified candidate (from
within or outside of an organization) for a job opening in a timely and cost
effective manner. The recruitment process includes analyzing the
requirements of a job, screening and selecting applicants, hiring, and
integrating the new employee to the organization.

1.8 OBJECTIVES:
The objectives of recruitment are as follows:
To attract people with multi-dimensional skills and experiences
that suits present and future organizational strategies.
To induct outsiders with a new perspective to lead the company.
To infuse fresh blood at all levels of organization.
To develop an organizational culture that attracts competent
people to the company.
To search or head hunt/head pouch people skills which fit to the
company values.
To devise methodologies for assessing psychological traits.
To seek out non-conventional development ground of talents.
To search for talent globally and not just within company.
To design entry pay that competes on the quality but not on
quantum.
To anticipate and find people for positions that does not exist yet.


Vacancy is known in two situations(generally):
a) An employee leaves and there is a vacancy created
b) Business growth.
The vacancy is intimated to the HR department by the concerned of
technical department.
Ensure that judgement of abilities, experience and qualifications is made
against the requirements of the position in question.
Decide what vacancy you have. If you need to fill new roll quickly you
might find it helpful to adopt one of the models provided here:

Job Description: This is concerned with itself not with the
operation.This tells as what is to be done and how is to be done
and why. It is a statement describing the job in such terms as its
title, location, duties, working conditions and hazards.
Job Specification: This specifies the personal characteristics of an
individual required for a job. It prescribes the quality required for
an acceptable performance.
Job Design: This is a term which explains the division of total task
to be performed into a manageable and efficient units-positions,
departments and divisions and to provide for their proper
interrogations.
Job Analysis: This is a systematic study of information relating to
the operations and responsibilities of a specific job. Its defined as

the process of determining, by observations and study and
reporting pertinent information relating to the nature of a specific
job.

1.9 RECRUITMENT METHODS:
There are three methods of recruitments:
I. Direct Method
II. Indirect Method
III. Third Party Sources

Direct methods include the following:
a) Campus interviews are conducted in universities and colleges.
b) Placement officers of the organizations will contact the
organizations. Procedure for this method is standardized.
c) Direct selection takes place through internet services.
d) Other methods include sending recruiters to conventions and
seminars, setting up exhibitions at fairs, and using mobile offices
to go to the desired centre.

Indirect Methods: It mostly involves advertising in newspapers, journals,
magazines and special broachers brought out by the organizations for the
purpose.

Third Party Sources: It involves commercial and private employment
agencies, state agencies, placement office of educational institutions,
professional offices, the recruiting firm, seminar for top executives and
directors of specialized educational institutions, proving summer projects to
students, etc..

1.10 IMPORTANCE OF RECRUITMENT:
1. Good recruitment creates value for the organization. Value will be
reduced, if proper recruitment is not made.
2. Good recruitment reflects in operational efficiencies of the
organizations and brings good economic and social gains.
3. It reduces the cost of production and distribution.

4. Any successful organization can be proud of having right people in
right jobs.
5. Recruiters look and search for a person who can steer the
organization successfully even in adverse in internal or external
conditions.
6. They wish to recruit individuals having knowledge, skills and
attitudes.


1.11 SOURCES OF RECRUITMENT:
There are two sources of recruitment, those are:
a) Internal
b) External

Internal External
Transfers Press Advertisements
Promotions Educational Institutes
Upgrading Placement agencies/
Demotions Outsourcing
Retired employee Employment Exchange
Retrenched employees

1.12 INTERNAL SOURCES:
Morale of employee improves.
Better knowledge about people to be recruited as their track
records are maintained by the organization.
Develop loyalty amongst workers.
Training cost and time will be less.
Relationship will be good.

1.13 EXTERNAL SOURCES:
Provides right type of people having required skills and ability.

This will be economical in long run as potential people will be
placed in the jobs.

1.14 COMPONENTS OF RECRUITMENT POLICY:
The general recruitment policies and terms of the
organization are:
Recruitment services of consultants.
Recruitment of temporary employees.
Unique recruitment situations.
The selection process.
The job descriptions.
The terms and conditions of the employment.

1.15: A RECRUITMENT POLICY OF AN ORGANIZATION SHOULD BE SUCH
THAT:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally
with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential
Transparent, task oriented and merit based selection.


Weightage during selection given to factors that suit organization
needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and
employment relationship.
Integrates employee needs with the organizational needs.

1.16 FACTORS AFFECTING RECRUITMENT POLICY:
Organizational objectives.
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.


Chapter-2
RESEARCH DESIGN


2.1 TITLE OF THE STUDY:
A STUDY ON THE RECRUITMENT AND SELECTION PROCESS AT
BIG BAZAAR

2.2 STATEMENT OF THE PROBLEM:
Success or failure of an organization to great extent depends on
Human Resources department. It is the major function of the human
resources department. Right people at right place can bring significant
changes in the organization. This study is aimed at finding out the
recruitment and selection process at Future Group.

2.3 OBJECTIVES OF THE STUDY
To study the various sources of recruitment and selection process
implemented.
To find the candidates opinion about the recruitment and selection
process of the organization.
To suggest means to improve the recruitment and selection
process.


2.4 SCOPE OF THE STUDY:
Scope of the study is limited to an Hour Branch of the company. It
is limited to the candidates seeking a job in the organization at various
levels.

2.5 RECRUITMENT METHODOLOGY:
Sources of Data: There are two types of data that is collected for this
project.
a. Primary Data
b. Secondary Data

Plan of Analysis: For the purpose of the project the sample size of 50
respondents is used, the tools used for analysis are:
PRIMARY DATA: The primary data is the data which is collected for the
first time, which is to be original in character. It has been collected through
a questionnaire and personal interview.
SECONDARY DATA: Secondary data is the data which is collected by
someone else and which has already been passed through the process for the
purpose of this project.

2.6 LIMITATIONS OF THE STUDY:
The study is focused only at a particular branch of the company.
The study is limited to a duration of 30days.
The study is limited to a sample size of 50 only
The study obtained may include bias and prejudice which comprise
the findings.

RESEARCH DESIGN:
Research may be defined as any organized inquiry designed and carried
out to provide information for solving a problem.
- Emory
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.
- John.W.Best

Research is essentially an investigation, a recording and an analysis of
evidence for the purpose of gaining knowledge.
- Robert Ross


Chapter-3
Industry & Company
Profile


Industry profile.
Retailing is a distribution channel function, where one
organization buys products from supplying firms or manufactures products
themselves, and then sells these directly to consumers.

In majority of retail situations, the organisation, from whom a
consumer buys, is a reseller of products obtained from others, and not the
product manufacturer. However, some manufacturers do operate their own
retail outlets in a corporate channel arrangement.

Retail is Indias largest industry, accounting for over 14% of the
countrys GDP and around 11% 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 the players have not tasted success so far. However, the future
is promising, the market is growing, the government policies are becoming
more favourable and emerging technologies are favouring 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 behaviour, ushering in a revolution in
shopping in India. Modern retail has entered India as seen in sprawling

shopping centres, multi-storeyed malls and huge complexes offer
shopping, entertainment and food all over one roof. The Indian retailing
sector is at an inflexion point where the growth of organised 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 24years, nuclear families in urban areas along with
increasing working-women population and emerging opportunities in the
service sector are going to be the key growth drivers of the organized retail
sector in India.

According to the Global Retail Development Index 2012, India ranks
fifth among the top 30 emerging markets for retail. The recent
announcement by the Indian government with Foreign Direct Investment
(FDI) in retail, especially allowing 100% FDI in single brands and multi-
brand FDI has created positive sentiments in the retail sector.
Some of the players present in the industry: Bata India Ltd, Big
Bazaar, Fabmall, Food Bazaar, Pantaloon Retail India Ltd., Shoppers
Stop, StyleSPA Furniture Ltd, Subhiksha, Titan Industries, Lifestyle,etc.
New entrants entering the market soon will be Wal-Mart Stores, Tesco,
Boots Group, etc


Some key facts:
Retail is Indias largest industry accounting for over 14% of the
countrys GDP and around 11% of the employment
The market size of Indian retail industry is about US $ 312 billion

INDIAS CONSUMPTION COSMOS
During the past decade, private final consumption expenditure has
been the key driver of economic growth in India.


The $350 Billion Consumption spending provides the single biggest
business opportunity in India and is divided into some key categories led by
food, fashion and home products.


3.1 HISTORY OF BIG BAZAAR


3.2 COMPANY PROFILE

Mr.Kishore Biyani
CEO, FUTURE GROUP
FUTURE GROUP
Future group is one of Indias leading business groups with
multiple businesses spanning across the consumption space. Led by its
Founder and Group CEO Mr. Kishore Biyani. Future group operates
through different verticals i.e., consumer finance, capital, insurance, leisure
and entertainment, brand development, retail, real estate development, retail
media and logistics.


Apart from Pantaloon Retail, the groups presence in the retail space
is complimented by grouped companies, Indus League Clothing, which
owns leading apparel brands like Indigo Nation and Urban Yoga and
Galaxy Entertainment Ltd that operates Bowling Co, Sports Bar,F123 and
Brew Bar.

PANTALOONS RETAIL(INDIA)
Pantaloons Retail India Ltd is Indias leading retail company with
presence across multiple lines of business. Led by 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 30,000 people and listed on
the Indian Stock Exchanges. The company owns and manages multiple
retail formats that cater to a wide section of the Indian society and is able to
capture the entire consumption basket of the Indian consumer.
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 choice and convenience of modern
retail.
Pantaloon Retail forayed into modern retail in 1997 with the


launching of fashion retail chain, Pantaloons in Kolkata. In 2001, it
launched Big Bazaar, a hypermarket chain that combines the look and feel
of Indian bazaars, with accepts of modern retail, like choice, convenience
and hygiene. This was followed by Food Bazaar, food and grocery chain
and then launched Central, a first of its kind seamless mall located in the
heart of major Indian cities.

BIG BAZAAR
Big Bazaar is the companys foray into the world of hypermarket
discount stores, the first of its kind in India. Price and the wide array of
products are the USPs in Big Bazaar. Close to 2Lakh products available
under one roof at prices lower 0 to 60% over the corresponding market
prices. The high quality of service, good ambience, implicit guarantees and
continuous discount offers have helped in changing the face of the Indian
Retail Industry. A leading foreign booking house compared the rush at Big
Bazaar to that of a local suburban train.
Big Bazaar is a chain of shopping mall in India, owned by the
Pantaloon Group and which works in Wall-Mart type economies of scale.
They have had considerable success in many Indian cities and small towns.
Big Bazaar provides quality items but at an affordable price. It is a very
innovative idea and this hypermarket has almost anything under one roof

i.e., apparel, footwear, toys, household appliances, grocery and more
The ambience and customer care adds on to the shopping
experience.

3.3 LIFE CYCLE OF BIG BAZAAR:


3.4 AWARDS AND RECOGNITION:
Big Bazaar got its very 1
st
award in the year 2003 since then
has been receiving awards for various reasons. Mentioned below are the
few prestigious awards which Big Bazaar has received.
Indian Express Award-2003 for Marketing Excellence and
Excellence in Brand Building
Retail Awards-2004 for Most Admired Retailer of the Year
In 2005 it was voted by Business Today Magazine as one of the
Indias most investor-friendly companies
CNBC Awaaz Consumer Awards-2006 for Most Preferred Large
Food and Grocery Supermarket-Big Bazaar
Trusted Brands Platinum Award(Supermarket Category)-Big
Bazaar-2007
Reid & Taylor Awards for Retail Excellence-2008
Coca-Cola Golden Spoon Awards-2008
Golden Spoon Awards-2009 for Most Admired F&G Retailer of
the year: Large Formats-Big Bazaar.
Most Preferred Multi Brand One Stop Shop-Big Bazaar by
CNBC Awaaz Consumer Awards 2010
Brand Equitys Most Trusted Brands 2011 awards for Most
Trusted Retailer- Big Bazaar


CISO Award 2012 for Using Information Security Technology in
the most effective and innovative manner

3.5 ORGANIZATION STRUCTURE OF BIG BAZAAR:


3.6 7 Ps of Big Bazaar:

7 Ps
PRODUCT
PROMOTION
PEOPLE
PROCESS
PHYSICAL
EVIDENCE
PLACE PRICE

HIERARCHY OF BIG BAZAAR

STORE MANAGER
ASSISTANT MANAGER
DEPARTMENT MANAGER
ASSISTANT DEPARTMENT
MANAGER
TEAM LEADER
TEAM MEMBERS

ABOUT BIG BAZAAR, HEBBAL
Big Bazaar, Hebbal was started in the year 2007.It has four main
departments namely General Merchandising, Apparel, Food and Groceries,
etc.. It has a sales force of almost 154 employees. This store is a value
format based and pricing strategy is mainly psychological. It has a
promotional strategy mainly based on discounts bigger than any-other
competitor in the industry. It has customer service such as home deliver,
gift wrapping, alteration desk(apparel), exchange counter, sitting umbrellas,
drinking water, huge parking space, trail and restrooms, free gifts, lifts,
baggage counters, etc..

MARKETING:
Some of the promotion strategies include Wednesday Bazaar, Monthly
Savings Bazaar, Pehli Tarik, Big Day, etc. Wednesday bazaar is the day
which is mid of the week in which the price of all products will be less than
any other day especially in the food an groceries section. On this day, there
will be loads of offers and this will create an awareness in the minds of
customers to grab their most liked products at comparatively very cheaper
rates. Every first 10days of the month there is Monthly Saving Bazaar
where the prices will be comparatively less than any normal day. This is to


attract the customers as soon as their salaries are credited. It has a
promotional strategy mainly based on bigger discounts than any other
competitor in the industry. According to the CEO of Future Group,
Pantaloon Retail India Ltd has a market share of 30%.

Human Resource:
The head of the organization is the Store Manager, after which it is
Department Managers and Assistant Department Managers all this count to
8 in numbers. There is one HR Manager and 1 more executive excluding
HR. The main departments are cash, administration, visual merchandising,
logistics, facilities, customer service and HR Dept.
The entrepreneurial culture and spirit prevails in the company,
whereby the appetite for tasking risk is encouraged. Big Bazaar believes in
learning while doing, and this has helped them on their journey. This
company does not believe in any rigid organizational structure and instead
prefer an organizational design approach. The employees are completely
empowered individuals who are encouraged to think out of the box, use
scenario planning as a tool for quick decision making, adopt design
management as an approach which requires an individual to use both sides
of the brain while evaluating business propositions, etc..


Finance Department:
AVAILABILITY: Ensure adequate funds are available for
resources needed to help achieving organizational objectives.
Decides and gives the sales targets for the entire department
periodically.
Maintains the books of accounts.
Collects and deposits the cash received daily through sales in the
companys bank account and prepares the budget for expenditure
at all levels.
CONTROL: Ensure costs are controlled
FLOW: Ensure adequate cash flow.
MAINTAINANCE: Maintain financial report.
PROFITABILITY: Establishes and controls profitability levels.

Customer Service Desk (CSD):
Announcing the offers of every department.
Announces, if any official is not available in the respective
department.
Provides stamp for the warranty of the product.
Solves queries of the customers.


Availability of gift items during occasions, etc.
Creates effective communication with the logistic and every
department of the store.
Its a medium through which all the members stay connected.

3.7 SWOT Analysis:
STRENGTHS
Thorough understanding of the needs of Indian customers.
Vast range of products under one roof.
Benefit of goods available at reasonable prices.
Fast growing Indian middle class with reasonably good purchasing
power.
It has a good brand name.
WEAKNESSES
High cost of operation due to large fixed costs.
Very thin margin of profits.
High attrition rate of employees.
Stiff competition from traditional market (unorganized sector).


OPPORTUNITIES
Potential rural markets.
Can enter into production of various products due to its in depth
understanding of customers taste and preferences.
Scope of expansion in smaller cities as there are a lot of
opportunities.
There remains a large future scope for the retail industry in
India,as incomes rise and consumption increases.
The opportunity for widening the business all over India because
Big Bazaar opens new stores in untapped markets, such as smaller
or second tier cities such as Belgaum, Mysore, etc..

THREATS
Government policies encouraging the unorganized sector will
affect adversely the big players.
High taxes in India suppress consumption.
Smaller speciality shops and informal shops are sometimes able to
avoid taxes, offering lower prices to customers.


CORE VALUES
Indianness: Confidence in ourselves.
Leadership: To be a leader, both in thought and business.
Respect & Humanity: To respect every individual and be humble.
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
relationship with customers.
Simplicity and Positivity: Simplicity and positivity in our
thoughts, business and action.
Adaptability: To be flexible and adaptable, to meet challenges.
Flow: To respect and understand the universal laws of nature.


Chapter-4
Data analysis &
Interpretation


4.1 Table Showing the Gender of Respondents:-

Options No of Respondents Percentage
Male 29 58%
Female 21 42%
Total 50 100%

Analysis:
From the above table it is clearly stated that 58% of the
respondents are male and 42% of the respondents are female.


4.1 Graph Showing the Gender of the Respondent:-

Inference:
The above graph illustrates that majority of the respondents are
males.

0%
10%
20%
30%
40%
50%
60%
Male Female
Percentage
Percentage

4.2 Table showing the age group of the respondent:-

Options No. of Respondents Percentage
Below 20 years 11 22%
20-30 years 35 70%
30-40 years 4 8%
Total 50 100%

Analysis:
From the above table it is clear that 22% of the respondents fall in
the age group of below 20 years, 70% of the respondents fall in the age
group 20-30 years, 8% of the respondents fall in the age group of 30-40
years.


4.2 Graph showing the age group of the respondents:-

Inference:
The above graph illustrates that majority of the respondents fall in
the age group of 20-30 years.

0% 10% 20% 30% 40% 50% 60% 70% 80%
Below 20 years
20-30 years
30-40 years
Percentage
Percentage

4.3 Table showing the ways by which respondents got to know about the
job opening:-

News Paper 2 4%
Employee Referral 25 50%
Walk-in 23 46%
Total 50 100%

Analysis:
The above table shows that 50% of the respondents came to know
about the vacancies through employee references, 4% of the respondents
came to know through local news paper ads and 46% of the respondents
directly walked in and enquired about the vacancy.


4.3 Graph showing the methods by which respondents got to know
about the job opening:-

Inference:
The above graph depicts that majority of the respondents came to
know about the job opening through employee referrals.

0% 10% 20% 30% 40% 50%
News Paper
Employee Referral
Walk-in
Percentage
News Paper
Employee Referral
Walk-in

4.4 Table showing the educational qualification of the respondents:-

SSLC 12 24%
PUC 33 66%
PUC and above 5 10%
Total 50 100%

Analysis:
The above table shows that 24% of the respondents have
completed SSLC, 66% of the respondents have pursued PUC and 10% of
the respondents have studied more than PUC.


4.4 Graph showing the educational qualification of the respondents:-

Inference:
The graphical representation of the data clearly shows that the
majority of the respondents have pursued education till PUC.

Percentage
SSLC
PUC
PUC & above

4.5 Table showing if the respondents have liked the recruitment
process:-

Yes 28 56%
No 22 44%
Total 50 100%

Analysis:
The above table shows that 56% of the respondents like the
recruitment process and a meagre of 44% of respondents dislike the
recruitment process.


4.5 Graph showing the view of respondents towards the recruitment
process:-

Inference:
The above graph shows that the majority of the respondents are
happy with the recruitment process.

Percentage
Like
Dislike

4.6 Table showing if the package details were explained to respondents
by the interviewer:-

Option No of Respondents Percentage
Yes 31 62%
No 19 38%
Total 50 100%

Analysis:
The above table shows that the package details were clearly
explained to 62% respondents and were not explained clearly to 38% of the
respondents by the interviewer.


4.6 Graph showing if the details of package were clearly explained to the
respondent by the interviewer:-

Inference:
The above graph depicts that the majority of respondents think
that the package details were clearly explained to them by the interviewer.

0%
10%
20%
30%
40%
50%
60%
70%
Yes No
Percentage
Percentage

4.7 Table to show what motivates and encourages the respondent to be
the organization:

Option No of Respondent Percentage
Salary and incentives 9 18%
Flexible work 11 22%
Good working
conditions
30 60%
Total 50 100%

Analysis:
The above table shows that 18% of the respondents were
influenced to join the organization due to salary and incentives, 22%
respondents were influenced due to flexible work and a whooping of 60%
of the respondents were motivated and encouraged to join the organization
due to good working conditions.


4.7 Graph showing the reasons for which respondents are motivated and
encouraged to be in the organization:-

Inference:
The above graph shows that majority of the respondents are
motivated and encouraged to be in the organization due to good working
conditions.

0%
10%
20%
30%
40%
50%
60%
70%
Salary & incentives Flexible work Good working
environment
Percentage
Percentage

4.8 Table to show the reasons for which respondents joined Big Bazaar:-

Brand name 14 28%
Career growth 33 66%
Compensation 03 6%
Total 50 100%

Analysis:
The above table shows that 28% respondents joined Big Bazaar
due its brand name, 66% of the respondents joined Big Bazaar due to career
growth opportunities and 6% of the respondents joined Big Bazaar due to
compensation.


4.8 Graph to show the reasons for which respondents joined Big Bazaar:-

Inference:
The above graph shows that the majority of the respondents joined
Big Bazaar due to career growth opportunities.

0% 10% 20% 30% 40% 50% 60% 70%
Brand name
Career Growth
Compensation
Percentage
Percentage

4.9 Table to show the expectations of respondents while joining
Big Bazaar:

Good employee-
employer relationship
9 18%
Good work
environment
9 18%
Team work 32 64%
Total 50 100%

Analysis:
The above tables shows that 18% of the respondents expected
good employee-employer relationship, 18% expected good working
environment and 64% of the respondents expected team work while joining
Big Bazaar.


4.9 Graph to show the expectations of the respondents while joining Big
Bazaar:

Inference:
The above graph shows that the majority of the respondents
expected team work while joining Big Bazaar.

0%
10%
20%
30%
40%
50%
60%
70%
Good employee-
employer relationship
Good working
environment
Team work
Percentage
Percentage

4.10 Table to show the steps which respondents would like to take to
make the organization a better place to work:-

Teams and Team work 10 20%
Change and innovation 14 28%
Good communication 26 52%
Total 50 100%

Analysis:
The above table shows that 20% of the respondents would make
teams and do team work, 28% of the respondents would bring in changes
and innovations and 52% of the respondents would have good
communication among their teams to make the organization a better place
to work.


4.10 Graph to show the steps which respondents would like to take to
make the organization a better place to work:-

Inference:
The above graph depicts that the majority of the respondents
would have good communication among the teams to make the
organization a better place to work.

0%
10%
20%
30%
40%
50%
60%
Teams & team work
Change & innovation
Good communication
Percentage
Percentage

4.11 Table to show if the respondent would recommend the organization
to a friend:-

Options No of Respondent Percentage
Yes 30 60%
No 20 40%
Total 50 100%

Analysis:
The above table shows that 60% of the respondents would
recommend the organization to their friends and 40% of the respondents
would never recommend the organization to their friends.


4.11 Graph to show if the respondents would recommend the
organization to their friends:-

Inference:
The above graph shows that the majority of the respondents
would surely recommend the organization to their friends.

Percentage
Yes
No

4.12 Table to show if the job responsibilities were clearly explained to
the respondents at the time of joining:-

Yes 37 74%
No 13 26%
Total 50 100%

Analysis:
The above graph shows that the job responsibilities were clearly
explained to 74% of the respondents and were not explained to 26% of the
respondents at the time of joining.


4.12 Graph to show if the job responsibilities were clearly explained to
the respondents at the time of joining:-

Inference:
The above graph shows that the job responsibilities were clearly
explained to majority of the respondents at the time of joining.

Percentage
0%
20%
40%
60%
80%
Yes
No
Percentage
Percentage

4.13 Table to show if respondents are facing any problems which were
not solved by the management:-

Yes 14 28%
No 36 72%
Total 50 100%

Analysis:
The above table shows that 28% of the respondents are facing the
problems which were not solved by the management and 72% of the
respondents say all their problems were solved then and there when
occurred.


4.13 Graph to show if the respondents are facing any problems which
were not solved by the management:-

Inference:
The above graph shows that the majority of the respondents dint
face any problem which was not solved by the management.

Percentage
Yes
No

4.14 Table to show if the respondents think that they can grow if they
work at Big Bazaar:-

Yes 22 44%
No 28 56%
Total 50 100%

Analysis:
The above table shows that 44% of the respondents think that they
can grow if they work at Big Bazaar and 56% of the respondents think that
they have very slow growth at Big Bazaar.


4.14 Graph to show if the respondents think that they can grow if they
work at Big Bazaar:-

Inference:
of opinion that they have very slow career growth at Big Bazaar.

0%
10%
20%
30%
40%
50%
60%
Yes No
Percentage
Percentage

4.15 Table to show if the respondents are satisfied with the job at
Big Bazaar:-

Highly Satisfied 8 16%
Satisfied 30 60%
Dissatisfied 12 24%
Total 50 100%

Analysis:
The above table shows that 16% of the respondents are highly
satisfied, 60% of the employees are satisfied and 24% of the respondents
are dissatisfied with the job at Big Bazaar.


4.15 Graph to show if the respondents are satisfied with the job at
Big Bazaar:-

Inference:
satisfied with the job at Big Bazaar.

0%
10%
20%
30%
40%
50%
60%
70%
Highly Satisfied
Satisfied
Dissatisfied
Percentage
Percentage

Chapter-5
Summary of
findings


Summary of Findings.

The following are the findings chalked down after a thorough study on
the topic:-
58% of the respondents are males.
70% of the respondents fall in the age group of 20-30 years.
50% of respondents said that employee referral was the source through
which they got to know about the vacancy at Big Bazaar.
Majority of the respondents have pursued education till PUC.
44% of the respondents were of the opinion that they dint like the
recruitment process.
38% of the respondents were of the opinion that the package details
were not explained to them clearly by the interviewer.
60% of the respondents were encouraged to join the organization only
because of good working conditions.
66% of the respondents joined Big Bazaar thinking they would have
very good career growth opportunities.
64% of the respondents had expected team work while joining Big
Bazaar.


A whopping 52% of the respondents would like to start good
communication among the team members to make the organization a
better place to work.
Majority of the respondents say they would surely recommend the
organization to their friends.
Almost 1/3rd of the respondents say the job responsibilities were not
explained to them clearly at the time of joining.
Majority of the respondents were of the opinion that they are not facing
any problems which were not solved by the management.
56% of the respondents are of the opinion that they have very slow
career growth at Big Bazaar.
Majority of the respondents were of the opinion that they were satisfied
with the job at Big Bazaar.


Chapter-6
Suggestions &
Recommendations


SUGGESTIONS & RECOMMENDATIONS

The following are a few suggestions and recommendations which
can be implemented in the organization:-
The recruitment process followed now can be altered a little so as to
understand the candidate in a better manner.
Many respondents were not clear about the salary break up, hence
explaining the salary break up to the employee/candidate will be of
great help to them.
The working conditions are good in the organization but we can
further improve it in order to reduce the labour turnover.
Most of the respondents were of opinion that the career growth is very
slow in the organization hence proper training can be provided to the
employees in order to increase the career growth opportunities.
Importance must be given for employee communication and co-
ordination so that the performance of the teams can be improved.
Job responsibilities must be explained to each and every employee at
the time of joining so that they can work efficiently.

The overall response from the respondents was positive and
satisfactory and also majority of the employees are satisfied with the
job at Big Bazaar.


Annexure


Dear Respondents,
I Tahir Ahmed, a management student conducting a study on Recruitment and
Selection Process at Big Bazaar, Hebbal. I would be graceful if you would spare
some time to answer the questions. This information will be purely used for academic
purpose and will be kept confidential.
Name:
Department:
1. Gender of the respondent.
a. Male
b. Female

2. Age group of the respondent.
a. Below 20years
b. 20-30years
c. 30-40years

3. How did you come to know about the job opening at Big Bazaar?
a. News Paper
b. Employee Referral
c. Walk-in


4. What is your educational qualification?
a. SSLC
b.PUC
c. PUC and above

5. Did you like the recruitment process at Big Bazaar?
a. Yes
b. No

6. Where the details of package clearly explained to you by the interviewer?
a. Yes
b. No

7. What motivates you and encourages you to be in this organization?
a. Salary and incentives
b. Flexible work
c. Good working environment

8. What were the reasons for joining Big Bazaar?
a. Brand name
b. Career growth
c. Compensation


9. What were your expectations when you joined Big Bazaar?
a. Good employee-employer relationship
b. Good work environment
c. Team work

10. What would you like to do to make the organization a better place to work?
a. Teams and team work
b. Change and innovation
c. Good communication

11. Would you recommend the organization to your friend?
a. Yes
b. No

12. Where your job responsibilities clearly explained to you while joining?
a. Yes
b. No

13. Was there any problem which was faced by you and the management dint solve it?
a. Yes
b. No


14. Do you think you can grow if you work at Big Bazaar?
a. Yes
b. No

15. Are you satisfied with the job at Big Bazaar?
a. Highly satisfied
b. Satisfied
c. Dissatisfied


BIbILOGRAPHY


BIBILOGRAPHY
1) Human Resource Management (Indian Edition)

2) Human Resource Management K Ashwathappa
Subha Rao
Appannaiah Reddy

3) Online Library- http://www.oxfordhandbooks.com

4) Big Bazaar- www.bigbazaar.com

5) Search engine- www.google.co.in

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A STUDY ON RECRUITMENT AND SELECTION PROCESS

INDO ASIAN ACADEMY DEGREE COLLEGE Page 1

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