OBJECTIVE OF THE STUDY

1) 2) 3) 4) To study the recruitment and selection process of reliance retail limited. To study the sources of recruitment in reliance retail limited. To know the satisfaction level regarding recruitment and selection procedures. To study which recruitment source is most effective.

1|Page

INTRODUCTION ABOUT COMPANY

RELIANCE RETAIL LIMITED
The Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India's largest private sector enterprise, with businesses in the energy and materials value chain. Group's annual revenues are in excess of US$ 66 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India. Backward vertical integration has been the cornerstone of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration - in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production - to be fully integrated along the materials and energy value chain. The Group's activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail, infotel and special economic zones. Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten producers in the world in major petrochemical products. Major Group Companies are Reliance Industries Limited, including its subsidiaries and Reliance Industrial Infrastructure Limited. Reliance Retail Limited (RRL), a subsidiary of Reliance Industries Limited opened its first retail store in November 2006 and today operates more than 1,000 stores in over 86 cities, spanning 14 states and serving over 2.5 million customers every week. RRL is a multi-format retailer that operates. With a vision to generate inclusive growth and prosperity for farmers, vendor partners, small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL, was set up to lead Reliance Groups foray into organized retail.

2|Page

Since its inception in 2006, Reliance Retail Limited (RRL) has grown into an organisation that caters to millions of customers, thousands of farmers and vendors. Based on its core growth strategy of backward integration, RRL has made rapid progress towards building an entire value chain starting from the farmers to the end consumers. Reliance retail outlets sell food, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods and farm implements and inputs. They will also offer products and services in energy, travel, health and entertainment. In addition to this, partnerships are developed to bring the best of global luxury brands to India as well. Reliance Retail continued to expand presence of its value and specialty formats. During the year, Reliance Retail opened 90 new stores spanning across 'value' and 'specialty' segments. In-store initiatives, wider product choice and value merchandising enabled the business to achieve robust growth during this period. Its presence in the optics business is in partnership with Grand Vision. 51 new stores were added during FY-11 taking the total presence to 100 stores across key markets in the country. The retail chain offers single brand optical products including Vision Express frames, lenses, contact lenses, sunglasses, solutions and accessories. For the very first time, consumers in India got the opportunity to experience Hamleys, which is considered to be the world's most wonderful toy shop. The brand was launched in India with opening up of 2 stores during the year. iStore by Reliance Digital is a one-stop-shop for all Apple products and services. There are 17 such stores currently operational. Reliance Brands also announced exclusive licensing arrangement with two leading international brands:

Steve Madden, a leading designer, wholesaler and retailer of fashion-forward footwear and accessories for women, men and children.

Quiksilver, a leading outdoor sports lifestyle company to launch their core brands 'Quiksilver' and 'Roxy'.

3|Page

Across India, Reliance Retail serves over 2.5 million customers every week. Its loyalty programme, "Reliance One", has the patronage of more than 6.75 million customers. India has often been called a nation of shopkeepers. Presumably the reason for this is; that, a large number of retail enterprises exist in India. In 2004, there were 12 million such units of which 98% are small family businesses, utilizing only household labour. Even among retail enterprises, which employ hired workers, a majority of them use less than three workers. Retailing is the combination of activities involved in selling or renting consumer goods and services directly to ultimate consumers for their personal or household use. In addition to selling, retailing includes such diverse activities as, buying, advertising, data processing and maintaining inventory. While sales people regularly call on institutional customers, to initiate and conclude transactions, most end users or final customers, patronize stores. This makes store location, product assortment, timings, store fixtures, sales personnel, delivery and other factors, very critical in drawing customers to the store. Final customers make many unplanned purchases. In contrast those who buy for resale or use in manufacturing are more systematic in their purchasing. Therefore, retailers need to place impulse items in high traffic locations, organize, store layout, trains sales people in suggestion, and place related items next to each other, to stimulate purchase.

4|Page

VISION
Through sustainable measures, create value for the nation, enhance quality of life across the entire socio-economic spectrum and help spearhead India as a global leader in the domains where we operate.

MISSION
Create value for all stakeholders Grow through innovation Lead in good governance practices Use sustainability to drive product development and Enhance operational efficiencies Ensure energy security of the nation Foster rural prosperity

VALUES
Our growth and success are based on the ten core values of Care, Citizenship, Fairness, Honesty, Integrity, Purposefulness, Respect, Responsibility, Safety and Trust

5|Page

SUBSIDIARIES OF RRL
Delight Proteins Limited LPG Infrastructure (India) Limited Reliance Autozone Limited Reliance - GrandOptical Private Limited Reliance Brands Limited Reliance Concepts & Services (India) Limited Reliance Dairy Foods Limited Reliance Digital Media Limited Reliance Digital Retail Limited Reliance F&B Services Limited Reliance Financial Distribution And Advisory Services Limited Reliance Infrastructure Management Services Limited Reliance Integrated Agri Solutions Limited Reliance Footprint Limited Reliance Fresh Limited Reliance Gems and Jewels Limited Reliance Home Products Limited Reliance Home Store Limited Reliance Hypermart Limited Reliance Food Processing Solutions Limited Reliance Agri Products Distribution Limited

6|Page

RELIANCE RETAIL FORMAT VALUE FORMAT

Reliance Fresh - A neighborhood store concept Reliance Super - A super mart concept Reliance Mart - A hyper market concept Ranger Farms - Wholesale (cash & carry) store Delight-An on vegetarian offering.

SPECIALITY FORMAT
Reliance Digital concept Reliance Trends - An apparel specialty concept Reliance Footprint - A footwear concept Reliance Jewels - A jewellery concept - A consumer durables and information technology

Reliance Time-Out - A books, music & entertainment concept Reliance Living kitchen concept Reliance AutoZone - An automotive specialty concept - A Furniture, Furnishing, Homeware and Home

JOINT VENTURES
Vision Express Office Depot Marks & Spencers Pearl Europe Timber Land Diesel iStore by Reliance Digital Hamleys ( Franchise

7|Page

INTRODUCTION ABOUT TOPIC

RECRUITMENT AND SELECTION RECRUITMENT
Recruitment refers to the process of attracting and obtaining as many applicants as possible from eligible job-seekers. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

FACTORS GOVERNING RECRUITMENT

Recruitment is naturally subject to influence of several factors. These include following two forces. External forces Internal forces

8|Page

EXTERNAL FORCES
SUPPLY AND DEMAND
Supply and Demand of specific skills in the labour market influences the recruitment process. If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed.

UNEMPLOYMENT RATE
When unemployment rate in a given area is high, the companys recruitment process may be simpler. The number of unsolicited applicants is usually greater, and the increased size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored

LABOUR MARKET
Labour-market conditions in a local are of primary importance in recruiting for most non-managerial, supervisory and middle management positions. However, So far as recruitment for executive and professional positions is concerned conditions of global market is important.

POLITICAL AND LEGAL CONSIDERATIONS

Reservation of jobs for SCs, STs, minorities and other backward classes (OBCs) is a political decision. Preferences to sons of soil is another political factor.

COMPANYS IMAGE
The companys image also matters in attracting large number of job seekers.

9|Page

INTERNAL FACTORS HR POLICY OF COMPANY

Recruiting policy of the organization also matters. Most of the firm have policy on recruiting internally or externally. Also have policy on temporary and part-time employees. The major internal factor is effectiveness of the Human Resource Planning which the company adopts.

COST
Cost of recruitment is yet another factor that has to be considered. Recruiting costs are calculated per new hire and the figure is considerable nowadays. Recruiters must operate within the budget.

GROWTH AND EXPANSION

An organization registering growth and expansion will have more recruiting on hand.

10 | P a g e

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes and needs are: Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Begin identifying and preparing potential job applicants who will be appropriate candidates. Induct outsiders with a new perspective to lead the company. Infuse fresh blood at all levels of the organization. Develop an organizational culture that attracts competent people to the company. Search for talent globally and not just within the company.

11 | P a g e

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories: 1. Objective theory
1) Assumes applicants use a very rational method for making decisions 2) Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc), the better applicants weight these factors to arrive at a relative desirability index

2. Subjective theory
1) Assumes applicants are not rational, but respond to social or psychological needs (e.g. security, achievement, affiliation) 2) Thus, play to these needs by highlighting job security or opportunities for promotion or collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g. (promptness, warmth, follow-up calls, sincerity, etc.) 2) Research indicates that more recruiter contact enhances acceptance of offer, also experienced recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter - may be especially important when recruiting ethnic minorities, women, etc.

12 | P a g e

Policies: Recruitment policy of any organization is derived from the personnel

policy of the same organization. However, recruitment policy by itself should take into consideration the governments reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc. Specific issues which may be addressed in Recruitment Policy: 1) Statement : Nondiscrimination (EEO employer) or particular protected class members that may be sought for different positions (see also Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in recruitment & selection -BFOQs -bonafide occupational qualifications 3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism) veterans (any special advancement toward retirement for military experience?), rehires (special consideration? vacation days or other prior benefits?), part-time or temporary personnel (special consideration? benefits?) 4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to recruit, relocation, expenses, etc.

5) Others:
a. Residency requirement in district? b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

13 | P a g e

RECRUITMENT PLANNING
The first stage in recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the number and the type of applicants to be contacted

NUMBER OF CONTACTS
Organizations, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be interested, unqualified, or both. Each time a recruitment program is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.

TYPE OF CONTACTS
This refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.

STRATEGY DEVELOPMENT
Once it is known how many and what type of recruits are required, serious consideration needs to be given to the following things:

MAKE OR BUY EMPLOYEES

Firms must decide whether to hire less skilled employees and invest on training and education programs, or they can hire skilled labour and professionals. Essentially, this is the make (hire less skilled labour) or buy (hire skilled workers and professionals) decision. Organizations which hire skilled labour and professionals shall have to pay more for these employees.

14 | P a g e

TECHNOLOGICAL SOPHISTICATION
The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualifications. Technological advancement has made it possible for job seekers to gain better access.

WHERE TO LOOK
In order to reduce the costs, firms look into labour markets most likely to offer the required job seekers. Generally, companies look in to national and international market for managerial and professional employees. National, regional or local for technical employees and Local markets for clerical and blue-collar employees.

15 | P a g e

RECRUITMENT PROCESS AT RELIANCE

Generally recruitment process starts with the following Recruitment planning for the opening of new stores If any new positions has been identified and required If there is any vacancies.

IMPORTANT RELIANCE
Job Portals Consultancies References Poaching

SOURCES

OF

RECRUITMENT

IN

Direct application through company website Campus Interviews ( only for corporate )

JOB PORTALS
The company effectively uses various job portals such as Monster, Naukri etc., for identifying the candidate whose profile is matching with the Job Specification specified for the particular role.

CONSULTANCIES
The company has tie up with the various consultancies who is responsible for identifying the required candidates for various jobs, especially for the sales executives, store managers.

REFERENCES
The internal employee reference as considered for searching the applicants for the various jobs, particularly corporate employees are mainly identified through employee references.

16 | P a g e

POACHING
The company uses poaching as a sources of recruitment, where it identify the right people from the competitors such as Pantaloon, Odyssey, Crossword, Joy Alukkas, KHAZANA, BHIMA Jewelers etc., for various position especially for store managers as now the company in the phase of aggressive expansion.

DIRECT APPLICATIONS
The company uses its own website to identify the candidates who applied through the company website.

CAMPUS INTERVIEW
The company visits various B-School, colleges and Universities for the campus recruitment to recruit fresh MBA graduates especially Marketing and Human Resource specialization for the various positions in the retail outlet stores across India.

17 | P a g e

OTHER SOURCES OF RECRUITMENT IN RELIANCE

There are several sources and they may be broadly categorized as follows Internal Sources External Sources

INTERNAL SOURCES Present Employees

Promotion and transfers from among the present employees are selected in reliance

Employee Referrals
This is also used as good source of recruitment. Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing cards of introduction, and even encouraging them to apply. When employees recommend successful referrals, they are paid monetary incentives which are called Finders Fee.

Former Employees
Former employees are also an internal source of applicants. Some retired employees may be willing to come back to work on a part- time basis or may recommend someone who would be interested in working for the company. Sometimes, people who left the companies for some reason are willing to come back and work.

18 | P a g e

 Previous Applicants
Those who have previously applied for the job in the company can be contacted, a quick and inexpensive way to fill an unexpected opening.

ADVANTAGES
It is least expensive method. Filling vacancies for higher job profile by promoting employees from within the organization helps to motivate and improve the morale of the employees. Candidates working in organization do not require induction training. They are already familiar with the organization and with the people working in it. Organization have better knowledge about the internal candidates.

DISADVANTAGES
There may be inbreeding as fresh talent from outside is not obtained. Internal candidates may not be given a new outlook and fresh ideas to business. Unsuitable candidates may not promoted to positions of higher responsibility because the choice is limited Politics play greater role Morale problem for those not promoted.

19 | P a g e

EXTERNAL SOURCES Professional and Trade Associations

Many associations provide placements for their members. These services may consist of compiling job seekers lists and providing access to member during regional or national conventions. These are particularly useful for attracting highly educated, experienced or skilled personnel.

Advertisements
These constitute a popular method of seeking recruits as many recruiters prefer advertisement because of their wide reach. Newspapers,

professional/Business Journals, Internet are used as medium. Want ads describe the job and the benefits, identify the employer, and tell those who are interested and how to apply. They are most familiar form of employment advertising.

Employment Exchange
Employment Exchanges have been set up all over the country in deference to the provisions of the Employment Exchanges Act,1959.The major functions of the exchanges are to increase the pool of possible applicants and to do preliminary screening. Thus, Employment Exchanges act as a link between the employers and the prospective employees.

Walk-ins, Write-ins, Talk-ins

The most common least expensive approach for candidate is direct applications, in which job seekers submit unsolicited application or resumes. Direct applications can provide a pool of potential employees to meet future needs. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some companies compile pool of potential employees from direct applications.
20 | P a g e

Write-ins are those who send written enquires. These jobseekers are asked to complete applications forms for further processing. Talk-ins are becoming popular nowadays. Job aspirants are required to meet the recruiter for the detailed talks. No application is required to be submitted to the recruiter.

Acquisitions And Mergers

This is the one of the method of staffing firms is a result of the merger or acquisition process. When organizations combine into one, they have to handle a large pool of employees, some of whom no longer be necessary I the new organization. The need to displace employees and to integrate a large number of then rather quickly into a new organization, however, means that the personnel-planning and selection process become more critical than ever

Competitors
Rival firm can be a source of recruitment. Popularly called Poaching or Raiding. This method involves indentifying the right people in rival companies, offering them better terms an luring them away. Poaching as legal implication in as much as the employee needs to obtain the clearance from his or her employer before hopping on to another. There is also an ethical issue involved in poaching. Should an employee desert a firm merely because somebody else offers a few thousands more.

E-Recruiting
E-Recruiting involves screening candidates electronically, directing potential hires to a special website for online skill assessment, conducting background checks over the internet, interviewing candidates via videoconferencing and managing the entire process with the web-based software.

21 | P a g e

ADVANTAGES
Benefits of new skills, new talents, new experiences to organization Compliance with the reservation policy becomes easy Scope for resentment , jealousies and heartburn are avoided.

DISADVANTAGES
It is expensive method. Better morale and motivation associated with the internal recruiting is denied to the company. Chances of creeping in false positive and false negative errors. Adjustment of new employees to the organizational culture takes longer time.

22 | P a g e

WHEN TO LOOK
An effective recruiting strategy must determine when to look decide on the timings of events-besides knowing where and how to look for job applicants.

SEARCHING
Once recruiting plan and strategy are worked out, the search process can begin as follows: Source activation Selling

SOURCE ACTIVATION
Typically sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist. If the firm has planned well and done a good job of developing its sources and search methods activation soon results in a flood of applications and/or resumes. The applications received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letters of regret.

SELLING
A second issue to be addressed in the searching process concerns communications. Here, organization walk a tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand they must resist the temptation of overselling their virtue

23 | P a g e

SCREENING
Screening of applicants can be regarded as an integral part of the recruiting process, though many views it as the first step in the selection process. The selection process will begin after the applications have been scrutinized and shortlisted. The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job.

EVALUATION AND CONTROL OF RECRUITMENT PROCESS

Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: Salaries for recruiters Management and professional time spent on preparing job descriptions, job specifications, advertisements, agency liaison and so forth. Cost of advertisements or other recruitment methods, that is, agency fees. Cost of producing supporting literature Recruitment overheads and administrative process Costs of overtime and outsourcing while the vacancies remain unfilled Costs of recruiting suitable candidates for the selection process.

24 | P a g e

POLICY OF RECRUITMENT
A recruitment policy in its broadest sense, involves a commitment by the employer to search principals are as:

To find an employ the best qualified persons for each job To retain the best and most promising of those hired To offer promising opportunities for lifetime working careers To provide programmers and facilities for personal growth on the job According to Yoder, the recruitment policy is concerned with quantit y and qualification of man powers. It establishes broad guidelines for the stuffing process generally the following factors are involved in a recruitment policy:

To provide individual employees with the maximum of employment security , avoiding frequent lay off-

To provide each employee with an open road and encouragement in the continuing working of talents $ skills

To assure each employee of the organization interest in his personal goals and employment objectives

To assure employees of fairness in all employment relationship , including promotions and transfer

To avoid cliques which may develop when several members are the same household are employed in the organization

To provide employment in jobs which are engineered to meet the qualification of handicapped workers and minority sections

To encourage one or more strong effective , responsible trade unions among the employees .

25 | P a g e

MEANING OF SELECTION
Selection is process of choosing the most suitable persons out of all the applicants. In this process, relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. Selection is a process matching the qualification of applicants with the job requirements. It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidate .Selections divides all the applicants into two categories: Suitable Unsuitable

The selection process can be successful if the following conditions are satisfied:

A.

Someone should have the authority to select. This authority comes from the employment requisition as developed through an analysis of work load and work force.

B.

There must be some standard of human resource with which applicant can be compare .In other words , a comprehensive job description and job specification should be available before hand .

C.

There must be sufficient no. of applicants from thr required no. of employees may be selected

26 | P a g e

SIGNIFICANCE OF SELECTION
The benefits of selecting right kinds of people for various jobs are as follow:

It helps in building up a suitable workforce. It will keep the rates of absenteeism and labour turn over low. Competent employees will show higher efficiency and enable the organization to achieve its objectives effectively. The rate of industrial accidents will be considerably low if suitable employees are placed on various jobs. The morale of the employees who are satisfied with their jobs is often high.

27 | P a g e

SELECTION PROCESS PRELIMINARY INTERVIEW

SELECTION TEST

SELECTION INTERVIEWS

REFERENCE AND BACKGROUND CHECKS

SELECTION DECISION

CONCLUDINGS SELECTION

EVALUATION OF SELECTION PROCESS

28 | P a g e

1.

PRELIMINARY INTERVIEW

This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary screening is generally quite brief. Its aim is to eliminate the unsuitable candidate. Preliminary interview, on the other hand, helps reject misfits.

2.

SELECTION TESTS

Job seekers who pass the screening and the preliminary interview are called for the tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicants ability, aptitude and attitude. Some of the test types are as follows:

Ability Test
It assists in determining how well and individual can perform tasks related to the job.

Aptitude Test
It helps to determine a persons potential to learn in a given area.

Personality Test
It helps to measure a prospective employees motivation to function in a particular working environment.

3.

EMPLOYMENT INTERVIEW

Interview is a formal, in-depth conversion conducted to evaluate the applicants acceptability. It can be adapted to unskilled, skilled, managerial and professional employees. It allows two-way exchange of information, the interviewers learn about the applicant, applicants learns about the employer.

29 | P a g e

OBJECTIVES OF INTERVIEW
Helps to obtain additional information from the applicant. Facilitates giving general information to the applicant such as company policies, job, products and services etc., Helps to build the companys image among the applicants

TYPES OF INTERVIEW

Structured Interview: A predetermined checklist of questions, usually

asked of all applicants.

Unstructured Interview: Few, if any, planned questions. Questions are

made up during the interview.

Mixed Interview: A combination of structured and unstructured questions,

which resembles what is usually done in practice.

Behavioral Interview: Questions are limited to hypothetical situations.

Evaluation is based on the solution and approach of the applicant.

Stress Interview: A series of harsh, rapid fire questions intended to upset

the applicant.

KINDS OF INTERVIEW

One-to-One Interview : Only two participants, Interviewer and

interviewee

Sequential Interview : It takes the one-to-one a step further and involves

a series of interviews, usually utilizing the strength and knowledge base of each interviewer.

Panel Interview: It consists of two or more interviewer and the figure may
go up to as many as 15. Any panel interview is less intimate and more formal than one-to-one, but if handled and organized well, it can provide a wealth of information.

30 | P a g e

ADVANTAGES

They are useful to obtain detailed information about personal feelings, perceptions and opinions

They allow more detailed questions to be asked They usually achieve a high response rate Respondents' own words are recorded Ambiguities can be clarified and incomplete answers followed up Precise wording can be tailored to respondent and precise meaning of questions clarified (eg for students with english as a second language)

Interviewees are not influenced by others in the group Some interviewees may be less self-conscious in a one-to-one situation.

DISADVANTAGES
They can be very time-consuming: setting up, interviewing, transcribing, analysing, feedback, reporting They can be costly Different interviewers may understand and transcribe interviews in different ways.

31 | P a g e

4.

REFERENCE AND BACKGROUND CHECKS

Many employee requests names, address, and telephone numbers or references for the purpose if verifying information and perhaps, gaining additional background information on an applicant. Previous employers, known public figures, university professors, neighbors or friends can act as references. Previous employers are preferable because they are already aware of the applicants performance.

Purpose of Reference Check

To gain insight about the potential employee from the people who have had previous experience with him or her.

To assess the potential success of a prospect.

5.

SELECTION DECISION

After obtaining information through the preceding steps, selection decision the most critical of all the steps must be made. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks. The views of the line manager will be generally considered in the final selection because it is he/she is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.

PHYSICAL SELECTION
After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records.

JOB OFFER
The next step in the selection process is job offer to those applicant.ts who have crossed all the previous steps. Job offer is made through a letter of appointment. Such a latter generally contains a date by which the appointee must report on duty.

CONTRACT OF EMPLOYMENT
After the job offer has been made and the candidate accept the offer, certain documents need to be executed by the employer and the candidate.
32 | P a g e

The contract of employment document should be prepared. The information written in the document vary according to the level of job. Generally the following information will be available: Job title Responsibilities Date of formal commencement in the job Rate of pay. Allowance, over time and shift rate, method of payments Hours of work including lunch break and overtime Leave Policy Length of notice due to and from employee Grievance procedure Disciplinary procedure Work rules Arrangements for terminating employment Arrangements for union membership Employers right to vary terms of the contract subject to proper notification being given

6.

CONCLUDING SELECTION PROCESS

The selection process will end at reassuring those candidates who have not selected. Such candidates must be told that they were not selected, not because of any serious deficiencies in their personalities, but because their profiles did not match the job requirements of the company.

7.

EVALUATION OF SELECTION PROCESS

The broad test of the effectiveness of the selection process is the quality of the personnel hired. The firm must have competent and committed personnel. The selection process, if properly done, will ensure availability of such employees. A periodic audit should be conducted by people who work independent of the HR department.

33 | P a g e

INTERVIEW PROCESS
For CORPORATE EMPLOYEES
The candidates whose profile matches with the Job Specification will be shortlisted for the next step of interview process Aptitude Test will be conducted for the candidate. The candidate who scores 22 and above will be shortlisted for the next step. The marks eligibility will vary according to the job profile. In this step, the candidate will be gone through HR interview in which interviewer check for the attitude, skill, knowledge, ability, aggressiveness and communication skills of the candidate. The Personality assessment tool will be used to assess the applicants personality. This is standard online tool acquired from the vendor. Here, the applicant will go through their core functional interview which will be conducted by the functional manager especially for assessing their core competencies in that particular area. Once the applicant succeeded in the preceding steps, the HR manager will play crucial role in negotiate with the applicant. After negotiation, the offer will be released by the HR manager and also reassure the joining the applicant.

34 | P a g e

For Head of the Department:

For the position Head of the department interview will be conducted by the Chief Executive and offer will be released from the Head office, Mumbai.

CSA Customer Service Associate

The candidates whose profile matches with the Job Specification will be shortlisted for the next step of interview process Aptitude Test will be conducted for the candidate. The candidate who scores 12 and above will be shortlisted for the next step. The marks eligibility will vary according to the job profile. In this step, the candidate will be gone through HR interview in which interviewer check for the attitude, skill, knowledge, ability, aggressiveness and communication skills of the candidate. The Personality assessment tool will be used to assess the applicants personality. This is standard online tool acquired from the vendor. Here, the applicant will go through their core functional interview which will be conducted by the store manager especially for assessing their core competencies in that particular area. Once the applicant succeeded in the preceding steps, the HR manager will play crucial role in negotiate with the applicant. After negotiation, the offer will be released by the HR manager.

35 | P a g e

Recruitment And Selection

BASIS MEANING

RECRUITMENT It is process of searching candidates for vacant jobs and making them apply for the same.

SELECTION It is the process of selection of right type candidates and offering them jobs. It is a negative process

NATURE

It is a positive process

AIM

Its aim to reject unsuitable Its aim is to attract more and more candidates and pickup the most candidates for vacant jobs. suitable people for the jobs.

PROCEDURE

The firm notifies the vacancies The firm ask the candidates to pass through various sources and a no. of stages such as filling of distributes candidates. application forms to form, employment test, medical examination etc.

Selection follows recruitment and CONTRACT OF SERVICE No contractual relation is created. it leads to a contract of services Recruitment implies communication between the employer and of vacancies only. employee

36 | P a g e

SCOPE OF THE STUDY

All organization are basically human organizations. They need people to carry out organizational mission, goals and objectives. Every organization needs to recruit people. To recruit means enlist, replenish, and reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for ajob with the latter. The purpose of recruitment is to prepare an inventory of people who meet the criteria laid down in job-specification so that the organization may choose those who are found most suitable for the position vacant. In other words, we can say that Recruitment is the discovering of potential applicants fir actual or anticipated organizational vacancies. Human beings are a source to an organization .Like any other material on economics resources they represent an investment whose deployment and utilization require managing. The main purpose of recruitment is to select Right person for the right job thereby ensuring that the corporation employees the right number and kinds of people, at the right time [who are] capable of effectively and affectively completing those task that will aid an organization in achieving all its overall objectives.

37 | P a g e

LIMITATIONS
The followings are the limitations of the study: 1. Respondents do not have so much time so they did not fill questionnaire carefully. 2. 3. 4. 5. The study is restricted to the limited areas of search. Sample size is small. Time period for the research is not appropriate. Respondents were biased because they were favoring the brand in which they are investing.

38 | P a g e

REASEARCH METHODOLGY USED FOR THE STUDY

Research in common parlance refers to search for knowledge. The term research refers to the systematic method consisting of enunciating the problem, formulating a hypothesis collecting the data, analyzing the facts and reaching the certain conclusions either in the form of solution towards the concern problem or in certain generalization e the research problem .It may be understood as a science of studying how research is done scientifically for some theoretical formulation. Research Methodology is a way to systematically solve. For completing the project work, data inputs were collected from the following sources:

PRIMARY DATA
Collecting data through direct and indirect interviews and observation in HR department of reliance RETAIL limited. Collected data through discussion with the HR manager in reliance RETAIL limited.

Secondary Data
Collected data from personnel manual of reliance lifestyle holdings limited. Collected data from personnel management by Dr. C.B.Mamoria , Himalaya Publishing house

39 | P a g e

RESEARCH METHODOLOGY:
The Research and Methodology adopted for the present study has been systematic and was done in accordance to the objectives set which has been detailed as below.

Research Design:
According to Claire Seltiz, a research design is the arrangement of condition and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure.

Nature of Research:
Research is basically of two types. 1. Descriptive research 2. Explorative research
1.

Descriptive Research: These studies are concerned with describing the

characteristic of a particular individual or a group determining sources of Data.

There are two main sources of data1. Primary data 2. Secondary data Primary Data: It consists of original information collected for specific research. Primary data for this research study was collected through a direct survey to obtain this primary data a well structured questionnaire was prepared by the researcher. Secondary Data: It consists of information that already exists somewhere and has been collected for some specific purpose in the study. The secondary data for this study is collected from various Japanese Management books .

40 | P a g e

Questionnaire:

A set of questions containing a few Technical questions and

more number of Opinionated questions are prepared for the employees of both Centralized and Decentralized sections of HR Department.

Sample Size: Sample Area:

Total sample size is 50. Panipat

41 | P a g e

Q1. How do you come to know about the vacancy in reliance retail limited?
TABLE NO 1

S.no 1 2 3 4

Sources Magazines Online References Newspaper

Respondents 5 20 15 10

% 10% 40% 30% 20%

response
10% magazines online reference 30% 40% newspaper

20%

Interpretation
The above given diagram shows that 40% employees are aware about the vacancy through online; 30% are through references; 20% are through newspaper and rest 10% are aware through magazines.

42 | P a g e

Q2. What were the reasons for choosing reliance retail limited as your employer?
TABLE NO.2

S.no
1 2 3 4.

Resources
work culture Job security Career growth Others

Respondents
10 12 23 5

%
20% 24% 46% 10%

respondents
10% 20% 46% 24% work cultural job security career growth others

INTERPRETATION: The above given diagram shows that 40% employees

choose relaince for job security; 36% choose for its work culture and 24% choose for career growth

43 | P a g e

Q3.

To what extent do you feel for your career growth in reliance retail

limited?
TABLE NO.3

Grades Excellent Good Fair Poor

Rspondents 15 26 7 2

% 30% 52% 14% 4%

response
4% 14% 30% excellent good 52% fair poor

Interpretation:
The diagram shows that excellent grade is given highest priority i.e.30 %; good is 52% Fair 14% and rest i.e 4% for poor

44 | P a g e

Q4.

Which of the following recruitment sources is effective in

recruiting process?

Sources External Internal

Respondents 35 15

% 70% 30%

response
30%

external 70% internal

Interpretation:
The graph shows that the 70% employees have chosen external sources in recruiting policy whereas rest 30% have chosen internal sources.

45 | P a g e

Q5.

Which external source of recruiting in reliance.... is effective?

sources Advertisement consultant e-recruiting others response 15 18 12 05 % 30% 36% 24% 10%

response
10% 30% advertisement 24% consultant e-recruiting others

36%

INTERPRETATION:- Max no.of

employees of reliance have opinion that

recruiting through consultant and advertisement is most effective.

46 | P a g e

Q6.

How do you rate the overall recruitment process in reliance

lifestyle holdings limited?

S.NO 1 2 3 4

Rates Excellent Good Fair Poor

Respondents 18 23 8 1

% 36% 46% 16% 2%

response
16% 2% 36% excellent good fair poor 46%

Interpretation:
The above diagram shows that 52% are given to the excellent; 30% are given

to the rate good; 16% are given to the fair and rest 2% to the poor.

47 | P a g e

Q7.
S.no 1 2

Does the recruitment policy treat fairly everyone?

Responses Yes No Respondents 46 4 % 92% 8%

response
8%

yes no 92%

Interpretation:
The diagram states that 92% employees are in favour of recruitment policy whereas only 8% employees are not satisfied.

48 | P a g e

Q8.

Does the interview properly conducted or coordinated?

s.no 1 2

Responses Yes No

respondent 48 2

% 96% 4%

response
4%

yes no 96%

Interpretation:
Most of the employees i.e . 96% were satisfied with the method of interview but 4% were not Satisfied.

49 | P a g e

Q9.

Are you satisfied with the overall recruitment & selection process

used by reliance retail ltd.?

s.no 1 2

Responses yes no

respondent 45 5

% 90% 10%

response
10%

Yes No

90%

Interpretation:
The above diagram shows that 90% employees were satisfied with recruitment

policy; 10% were not satisfied

50 | P a g e

FINDINGS
The organization strictly follows the HR Policies of Reliance retail Limited throughout the recruitment and selection process. 90% people were satisfied with the overall recruitment & selection process used by reliance retail ltd. 70% employees have chosen external sources in recruiting policy in reliance retail ltd. The organization doesnt compromise with standards of the applicants. The HR department found out two new roles as Talent engagement and Talent Management for focusing on employee engagement, attracting, developing and retaining the talents in the organization.

51 | P a g e

RECOMMANDATIONS
In recruitment process for the CSAs the aptitude test could be made even more simpler as the skill and knowledge of these grade employees are very low. Definite Job Description and Job Specification has to developed for the new identified roles as well as for the existing roles. The company employs more experienced persons mostly, as it growing and expanding aggressively it would employ freshers and more youngsters for being innovative and creative.

52 | P a g e

CONCULSION
Recruitment action is initiated by the HR Department after obtaining proper sanction of the competent authority.

Selection to various posts is normally made at the induction levels in the respective cadres. The requirement of posts at other than induction levels is met by departmental promotion.

Existing employees may apply for any posts advertised by the corporation from any of the units and will be considered along with others provided they have the prescribed educational qualifications and experience.

53 | P a g e

BIBLIOGRAPHY Websites:1. www.ril.com 2. http://www.technopak.com/Perspective/vol4/An%20overview%20of%20India 's%20consumerand%20retail%20sectors.pdf

Books & Megazines:Human Resource Management, Tata Mcgraw-Hill Publishing Company Limited, New Delhi- Fifth Edition K. Aswathappa

54 | P a g e

QUESTIONNAIRE

Name: Designation: Q1. How did you come to know about the Vacancy in reliance retail

limited?
Magazine Reference Online Newspaper

Q2.

What were the reasons for choosing reliance retail limited as your

employer?
Its Work Culture Career Opportunity Job Security Others

Q3.

To what extent do you feel for your career growth in reliance retail limited?
Excellent Fair Good Poor

Q4.

Which of the following recruiting sources is mostly used for recruiting in reliance retail limited?
External sources Internal sources

Q5.

Which External source of recruitment is most effective?

Advertisement E-recruiting Consultant Others

55 | P a g e

Q6.

How do you rate the overall recruitment process of reliance retail

limited? Excellent
Fair Good Poor

Q7.

Does the recruitment policy treat everyone fairly?

Yes No

Q8.

Was the interview properly conducted or coordinated?

Yes No

Q9.

Are you satisfied with the overall recruitment process?

Yes No

Q10. If you suggest one change in the recruitment and selection process in reliance retail ltd what would that be? ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________

56 | P a g e