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A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR
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A STUDY ON RECRUITMENT PROCESS AT BIG BAZAAR

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  • 1. 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 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 organisation 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 1
  • 2. CHAPTER-1 INTRODUCTION TO HRM 1.1 EVALUTION OF HRM 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 is “legitimate need” of employees. 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  Government Regulations. 2
  • 3. 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.  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..  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.  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.  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” 3
  • 4. conducted by govt. of India. Parts of expenditure incurred for this by private sectors are reimbursed by government.  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 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 Relations 4
  • 5. Nature of Human Resource Management Employee hiring Prospects of HRM Human Resource Management Employee and executive Remuneration Industrial Relations Employee Motivation Employee Maintenance 5
  • 6. 1.3 OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE  A Study on Recruitment process at Big bazaar perambur SECONDARY OBJECTIVE  To know the prospect or recruitment and selection procedure  To critically analyze the functioning of recruitment and selection procedures.  To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6
  • 7.  To know the managerial satisfaction level about recruitment and selection procedure. 1.3.1 SCOPE OF THE STUDY  This report is based on the study conducted at Big Bazaar, Chennai.  It aims at understanding the company’s establishment, organization structure, departments, techniques, marketing strategies and the advantages it is having over the competitors.  An attempt is made to analyze the company’s performance in comparison to the theoretical aspects.  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 7
  • 8.  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 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 8
  • 9. 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 USbased 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 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. 9
  • 10. 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 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. 10
  • 11. 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.’ CONSUMPTION COSMO  The retail formats are geared to capture Consumption Spending in keyin both value and lifestyle segment. And specialised businesses backed by capital and investments in developing the necessary consumption infrastructure is helping build a consumption ecosystem. This empowers Pantaloon Retail to build a comprehensive business  The retail formats are geared to capture Consumption Spending in key categories in both value and lifestyle segment. And specialized businesses backed by capital and investments in developing the necessary consumption infrastructure is helping build a consumption ecosystem. 11
  • 12. 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 12
  • 13. 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. 13
  • 14.  The market size of Indian retail industry is about US $312 billion. ORGANIZATION PROFILE “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 favourite 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 14
  • 15. 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. Company History 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 formatlaunchedacross 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. 15
  • 16. 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 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 locations. 16
  • 17. 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. 17
  • 18. Core Values  Indianness: 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.  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 18
  • 19. 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. The Company will also be able to unlock value out of these businesses by listing these subsidiary companies, and partnering with strategic partners in them, at an appropriate time. The Company, operating in the consumption space, has added IT services and education to its portfolio of businesses, apart from the existing consumer finance, insurance, media, logistics and brand businesses. All these businesses will help in capitalizing on the synergies with the retail business to 19
  • 20. Chapter-4 ORGANIZATION CHART Store Manager Asst Store Manager HR Manager Dept Manager Administr ation Info Manager Sales Manager Visual Merchandising Asst. DM Marketing Maintenances Team Leader Asst. DM Team Member House Keeping CSD 20 Security Cashier
  • 21. DIFFERENT PRODUCTS DEALT IN BIG BAZAAR Crockery: Luggage a) Crockery cutlery a) Travel bags b) Table Materials /Napkins b) Trolleys c) Dinner sets c) School & College Bags d) Wine, Juice Glasses d) School & College Bags e) Suitcase Apparels Department Ladies Wear Plastics, Utensils, Crockery (PUC) h) Utensils a) Sarees a) Buckets b) Dress Materials b) Containers c) Under garments c) Jugs & sippers d) Nightwear d) Bottles & Mugs 21
  • 22. FOOD BAZAAR Beverages Process Dept a) Soft drinks a) Health drinks b) Mineral water b) Ready to eat item c) Health drinks c) Corn flake, chips d) Health drinks d) Soups, Bread item and pickles e) Frozen items e) Instant Mix f) Spread Staples Dept Fruits & Vegetables a) Dal, Rice, Wheat, Ragi etc, a) All kind of vegetables and fruits item with lower price. b) Atta, Rava items, Sugar, Salt etc c) Cooking Oils, Masala 22
  • 23. d) Ready to cook foods & mixes FAMOUS BRAND OF BIG BAZAAR 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. 23
  • 24. SHATRANJ 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 24
  • 25. 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 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 25
  • 26. 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 realises 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. 26
  • 27. 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 Sources of Recruitment 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. 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. 27
  • 28. 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 employees. 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. 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. 28
  • 29. 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). 29
  • 30. 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. 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. 30
  • 31. WORK CULTURE AT BIG BAZAAR 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 31
  • 32. 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 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. 32
  • 33. 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 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. 33
  • 34. 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: 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 34
  • 35. 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. 35
  • 36. 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 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. 36
  • 37. 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. 37
  • 38. 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 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 38
  • 39. CHAPTER-3 LITERATURE REVIEW 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. An employee well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement. Thus hiring is an important function. The process of hiring begins with human resource planning which helps to determine the number and type of people an organization needs. Job analysis and job design enables to specify the task and duties of jobs and qualifications expected from prospective job. HRP, job analysis and job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. Employees leave the organization in search of greener pastures, some retire and some die in the saddle. More importantly an enterprise grows, diversifies, take over the other units until all necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. RECRUITMENT: According to Flippo, “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” It is the activity which links the employer and the job seekers. According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. “Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees”. Thus we can say that:  Recruitment is the activity that links employer and job seekers. 39
  • 40.  It is a process of finding and attracting capable applicants for employment. It begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application forms which new employees are selected.  It is the process to discover sources of manpower to meet the requirements of staffing schedule and to employ effective 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. The main objective of the recruitment process is to expedite the selection process. 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. 40
  • 41. 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.  To search for talent globally and not just within the company.  To design entry pay that competes on quality but not on quantum.  To anticipate and final people for positions that do not exists yet. 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 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, organisation 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. 41
  • 42. 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: 42
  • 43. Primary information gathered directly from the respondents through questionnaire i.e. survey method. SECONDARY: Prior project reports, internet, library, etc…. RESEARCH INSTRUMENT: 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: 43
  • 44. 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  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. 44
  • 45. CHAPTER-4 DATA INTERPRETATION AND DATA ANALYSIS TABLE 1 NUMBER OF RESPONDENTS ACCORDING TO GENDER. GENDER NUMBER OF PERCENTAGE RESPONDENTS 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. 45
  • 46. CHART-1 NUMBER OF RESPONDENTS 46
  • 47. TABLE.2 HAPPY WITH RECRUITMENT PROCESS RECRUITMENT NO. OF RESPONDENTS PERCENTAGE SATISFIED 25 50 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. 47
  • 48. CHART-2 HAPPY WITH RECRUITMENT PROCESS 48
  • 49. TABLE-3 ABOUT INTERVIEW PANEL PANEL NO. OF RESPONDENTS PERCENTAGE EXCELLENT 15 30 GOOD 15 30 SATISFACTORY 10 20 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. 49
  • 50. CHART-3 FEEL ABOUT INTERVIEW PANEL 50
  • 51. TABLE-4 COME TO KNOW ABOUT OPENING IN BIG BAZAAR CANDIDATE NO.OF PERCENTAGE RESPONDENTS FRIENDS 15 30 INTERNET 20 40 NEWSPAPERS 5 10 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 51
  • 52. CHART-4 COMETO KNOWABOUT OPENINGINBI BAZAAR 52
  • 53. TABLE-5 REFER MORE FRIENDS TO BIG BAZAAR NO. OF RESPONDENTS PERCENTAGE YES 40 80 NO 10 20 TOTAL 50 100 FRIENDS 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. 53
  • 54. CHART-5 REFER MORE FRIENDS TO BIG BAZAAR 54
  • 55. 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 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. 55
  • 56. CHART-6 THE BEST RECRUITMENT SOURCESACCORDING TO PERFORMANCE 56
  • 57. 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. 57
  • 58. CHART-7 THE COMPANY POLICES BEFORE JOIN THE IN THIS COMPANY. 58
  • 59. 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. 59
  • 60. CHART-8 THE COMPANY TAKES TO RESPOND THE APPLICATION. 60
  • 61. 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. 61
  • 62. CHART-9 THE EFFECTIVENESS OF THE INTERVIEW PROCESS AND OTHER SELECTION INSTRUMENT. 62
  • 63. 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. 63
  • 64. CHART-10 DIFFICULT IN THE FOLLOWING TEST. 64
  • 65. TABLE-11 EXTENTOF SATISFACTION REGARDING DESIGNATION AND WORKLOAD. NO. OF RESPONDENT PERCENTAGE SATISFIED 20 40 HIGHLY SATISFIED 15 30 NEUTRAL 5 10 DISSATISFIED 10 20 TOTAL 50 100 WORK LOAD 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. 65
  • 66. CHART-11 EXTENT OF SATISFACTION REGARDING DESIGNATION AND WORK LOAD 66
  • 67. 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 67
  • 68. CHART-12 ORGANIZATION CLEARLY DEFINED THE POSITION AND RECRUITMENT OBJECTIVE OF BIGBAZAAR CHAPTER-5 68
  • 69. 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 came 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. 69
  • 70. SUGGESTIONS 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. 70
  • 71. 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 1. Recruitment and selection procedure should not be lengthy. 2. To some extent a clear picture of required candidates should be made in order to search for appropriate candidates. 3. The recruitment process should be impartial. RECRUITMENT PROCESS QUESTIONER AT BIG BAZAAR 71
  • 72. 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 D) Poor. 3. B) Good C) Satisfactory How do you come to know about Opening in Big Bazaar? A) Friends D) Others. 4. A) 5. B) Newspapers C) Internet Do you want refer more friends to Big Bazaar? Yes B) No What should be the best recruitment sources according to your performance? A) Internal Recruitment D) B) External Recruitment Both. 6. Did you fully know about the company polices before joining in this company A) Yes B) No 72
  • 73. 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 D) Practical E) C) Written 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 D) B) Satisfied C) Neutral Dissatisfied. 11. Does the organization clearly defined you the position objective/Recruitment in the Big Bazaar? A) Yes B) No. C) 12. Your Suggestion to Improve recruitment? 73 Neither Yes or No.
  • 74. 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 74
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