GITAM

UNIVERSITY
(Estd. u/s 3 of the UGC Act, 1956)

Centre for Distance Learning

Note: The candidates have to clear tuition fee dues, if any, to the CDL. Otherwise, their
Project proposal will not be processed.

MBA PROGRAMME: SYNOPSIS

I. Student Details

Name ALMAS

University Roll Number A18MH5340007

Name of program MBA

Specialization HUMAN RESOURCE MANAGEMENT

II. Project Synopsis Details

JOB ANALYSIS, RECRUITMENT AND SELECTION

PROCESS

Introduction:
This project report summarizes the outcomes of “Job Analysis” that mainly focuses on the
following-
 Job description
 Job specification
 Recruitment & selection process
The report also includes the study of the “Performance Appraisal” systems.

The industry which we have chosen for this project is “FMGC” sector in BRITANNIA INDUSTRIES
LIMITED & FUTURE GROUP

PURPOSE
The objective of the study are :

 To understand job analysis along with recruitment & selection process.

 Purpose of job analysis
 Job analysis techniques
 Recruitment & Selection techniques
 Determine how the recruitment and selection practices affect organizational outcomes

 To analyze and study the benefits of the appraisal systems

 To identify the criteria and measures adopted to evaluate employee performance
 To analyze the shortcomings of the appraisal system

RESEARCH METHODOLOGY ADOPTED:

Primary data collection: Formal Interview of the HR manager, Mr. Amitabh & Sr. Manager-
Human Resources (North Zone),Future Value Retail ,Mr. Rajesh Choudhary

ABOUT ORGANISATION- Britannia Industries Limited

Industry: Food processing
Founded: 1892
Headquarters: Kolkata, West Bengal, India
Number of locations: 300 stores (2000) Area served India

ABOUT ORGANISATION- Future Group

Industry: Retailing
Founder(s): Mr. Kishore Biyani (MD & CEO)
Headquarters: Mumbai, Maharashtra, India
Products: Discount, grocery and convenience stores, cash and carry, hypermarkets, financial services
Employees: 35,000
Divisions: Pantaloon Retail, Future Value Retail Limited
 QUESTIONNAIRE FOR JOB ANNALYSIS

1. `What source you adopt to recruit candidates?

a. Employee referral
b. Campus recruitment
c. Advertisements
d. Recruitment agencies
e. Job portals
f. Other, please specify –

2. Budget of recruitment & selection process?

3. What are the process of recruitment & selection?

4. How many stages are involved in selecting the candidate?

a. 1
b. 2
c. 3
d. 4
e. More

5. During the process of selection which of the following test is given highest priority?
a. Written
b. Aptitude
 c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, please specify –

6. Who all are involved in the process of recruitment and selection?–

7. How is designing of job description done?

8. How and on what basis are compensation plan decided and do they vary with sources of
recruitment or talent?

9. What is the average time spent by other dept. during selection on each candidate?
a. 10 min.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

10. What is the back out percentage of candidates after being offered?
a. 1-5
b. 5-10
c. 10-15
d. 15-20

11. What percentage of candidates leave within a year?

a. 1-5
b. 5-10
c. 10-15
d. 15-20

QUESTIONAIRE ON PERFORMANCE APPRAISAL

1. What is the system of appraisal adopted by your company?

2. Do you explain about the performance appraisal model used in the organization during
induction? If yes then how please elaborate.
3. How do you measure performance appraisal in your organization?
4. In your opinion, does the performance appraisal system give a proper assessment of the
employee’s contribution to the organization?
5. According to you, how often should the performance review take place?
a) Once a month
b) Every 3 months
c) Every 6 months
 d) Once a year

6. What are the criteria used in your company to evaluate an employee?

a) Performance
b) Technical competence
c) Target Vs. Achievement
d) Quality of output
e) Customer Focus
f) Attendance
g) KRA

7. What is the rating system used in your company?

a) Scoring
b) Comments
c) Both
8. Does your company follow a self-assessment of an employee’s?
a) Yes
b) No
If yes, is it integrated into the appraisal system you follow?

9. Do you agree that self-appraisal prior to performance appraisal facilitates you to get high
ratings?
a) Completely
b) Partially
c) Not at all
10. Does the appraiser set target for an employee being appraised?

a) Yes

b) No

If yes, for what period?

a) 3 months
b) 6 months

c) 3-6 months

d) 12 months

11. Do you have a checklist for carrying out appraisals?

a) Yes
 b) No

12. What are appraisers' professional standards?

13. What measures are taken to ensure that the appraisal done has no error involves?
14. How do you help the employee getting low rating in their performance appraisal to
improve their performance?
15. Do the outstanding goals from the last performance appraisal is refocused for the next
performance period?