Retailing Notes

RELIANCE FRESH LIMITED
1.1 INTRODUCTION TO THE RETAIL INDUSTRY.

Retailing is the combination of activities in selling or renting consumer goods and services directly ton 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.
WHAT DOES THE RETAILING INDUSTRY INCLUDE?

Department Stores Clothing Stores Specialty retailers Convenience Stores Grocery Stores Drug Stores Home furnishing retailers Auto Retailers Direct Sales Catalogue and mail order companies
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THE IMPORTANCE OF RETAILING
Organized retailing in India was estimated at Rs.18,000 crores in 2001-2003 and has grown at about 40% over the last 3 years (Source KSA Retail Outlook) Retailing has a tremendous impact on the economy. It involves high annual sales and employment. As a major source of employment retailing offers a wide range of cares opportunities including store management, merchandising and owning a retail business.
Consumers benefit from retailing in that. Retailers perform marketing functions that makes it possible for customers to have access to a broad variety of products and services. Retaining also helps to create place, time and possession utilities. A retailers service also helps to enhance a products image.
Retailers participate in the sorting process by collecting an assortment of goods and services from a wised variety of suppliers and offering them for sale. The width and depth of assortment depend upon the individual retailers strategy
They provide information to consumers through advertising, displays and signs and sales personnel. Marketing research support is given to other channels, members They store merchandise, mark prices on it, place items on the selling floor and otherwise handle products; usually they pay suppliers for items before selling them to final customers. They complete transactions by using appropriate locations, and tunings, credit policies, and other services e.g., delivery
Retailing in a way, is the final stage in marketing channels for consumer products. Retailers provide the vital link between producers and ultimate consumers.
RETAIL STRATEGY AND STRUCTURE
Successful retail operations depend largely on two main dimensions margin and turnover. How far a retail enterprise can reach in margin and turnover depends
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essentially on the type of business (product lines) and the style and scale of the operations. In addition the turnover also depends upon the professional competence of the enterprise In a given business two retail companies may choose two different margin levels, and yet both may be successful, provided the strategy and style of management are appropriate.
MARGIN LOW TURNOVER

Ronald R Gist Suggested a conceptual frame work, using margin and turnover, for understanding the retail structure and evolving a retail strategy. Margin is defined as the percentage mark tip at which the inventory in the store is sold and turnover is the number of times the average inventory is sold in a year. This is a diagrammatic representation of the frame work and can be applied to almost any type of retail business. Depending upon the, combination of the two parameters, a retail business will fall into one of the four quadrants. For instance L-L signifies a position which is low on both margin and turnover, whereas, H-L indicates high margin and low turnover.
LOW MARGIN HIGH TURNOVER STORES

Such an operation assumes that low price is the most significant determinant of customer patronage. The stores in this category price their products below the market level marketing communication focuses mainly on price. They provide very few services, if any, and they normally entail an extra charge whenever they do. The merchandise in these stores are generally pre-sold or self sold. Thus means that the customers buy the product rather than the store selling them.
These stores are typically located in isolated locations and usually stock a wide range of fast moving goods in several merchandise lines. The inventory consists of well known brands for which a consumer pull is created by the manufacturers through national advertising. Local promotion focuses on low price Wal-mart in the United
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States is an example and Pantaloon Chain or Subhiksha are Indian examples of such stores
HIGH MARGIN LOW TURNOVER

This operation is based on the premise that distinctive merchandise, service and sales approach are the most important factors for attracting customers Stores in this category price their products higher than those in the market, but not necessarily higher than those in similar outlets. The focus in marketing communication is on product quality and uniqueness.
Merchandise is primarily sold in store and not pre-sold. These stores provide a large number of services and sell select, categories of products. They do not stock national brands which are nationally advertised. Typically, a store in this category is located in a down town area or a major shopping centre. Sales depend largely on salesmanship and image of the outlet.
HIGH MARGIN HIGH TURNOVER STORES

These stores generally stock a narrow line of products with turnover of reasonably high frequency. They could be situated in a non- commercial area but not too far from a major thoroughfare. Their location advantage allows them to charge a higher price. High overhead costs and, low volumes also necessitate a higher price.
LOW MARGIN-LOW TURNOVER STORES

Retail enterprises in this category are pushed to maintain low margins because of price wars. Compounding this problem is the low volume of sales, which is probably a result of poor management, unsuitable location etc. such businesses, normally get wiped out over a period of time.
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RETAILING FORMATS (CLASSIFYING RETAIL FIRMS)

Regardless of the particular type of retailer (such as a supermarket or a department store) retailers can be categorized by (a) Ownership, (b) Store strategy mix, and (c) Non store operation.
FORMS OF OWNERSHIP
A retail business like any other type of business can be owned by a sole proprietor, partners or a corporation. A majority of retail business in India are sole proprietorships and partnerships.
INDEPENDENT RETAILER
Generally operates one outlet and offers personalized service, a convenient location and close customer contact. Roughly 98% of all the retail businesses in India are managed and run by independent including barber shops, drycleaners, furniture stores, bookshops, LPG Gas Agencies and neighbourhood stores. This is due to the fact that into retailing is easy and it requires low investment and little technical knowledge. This obviously results in a high degree of competition.
Most independent retailers fail because of the case of entry, poor management skills and inadequate resources.
RETAIL CHAIN
It involves common ownership of multiple units. In such units, the purchasing and decision making are centralized Chains often rely on, specialization, standardization
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and elaborate control-system. Consequently chains are able to serve a large dispersed target market and maintain a well- known company name Chain stores have been successful, mainly because they have the opportunity to take advantage of economies of scale in buying and selling goods. They can maintain their prices, thus increasing their margins, or they can cut prices and attract greater sales volume. Unlike smaller, independent retailers with lesser financial means, they can also take advantage of such tools as computers and information technology. Examples of retail chains in India are Shoppers stop. West side and IOC, convenience stores at select petrol filling stations.
RETAIL FRANCHISING s
Is a contractual arrangement between a franchiser (which may be a manufacturer, wholesaler, or a service sponsor) and a franchisee or Franchisees, which allows the latter to conduct a certain form of business under an established name and according to a specific set of rules. The franchise agreement gives the franchiser much discretion in controlling the operations of small retailers. In exchange for fees, royalties and a share of the profits, the franchiser offers assistance and very often suppliers as well. Classic examples of franchising are, McDonalds, Pizza Hut and Nirulas.
COOPERATIVES
A retail cooperative is a group of independent retailers that have combined their financial resources and their expertise in order to effectively control their wholesaling needs. They share purchases, storage, shopping facilities, advertising planning and other functions. The individual retailers retain their independence, but agree on broad common policies Maul is a typical example of a cooperative in India.
STORE STRATEGY MIX

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Retailers can be classified by retail store strategy mix, which is an integrated combination of time, location, assortment, service, advertising and prices etc. The various categories are Retailers can be classified by retail store strategy mix, which is an integrated combination of hours, location, assortment, service, advertising and prices etc. The various categories are
(A) Convenience Store is generally a well situated, food oriented store with long operating house and a limited number of items. Consumers use a convenience store, for fill in items such as bread, milk, eggs, chocolates and candy etc.
(B) Super markets are a diversified store which sells a broad range of food and non -food items. A supermarket typically carries small house hold appliances, some apparel items, bakery, film developing, jams, pickles, books, audio/video CDs etc.
.(C)Departmental Stores: A departmental STORE USUALLY SELLS A GENERAL LINE OF APPAREL FOR THE FAMILY, HOUSEHOLD LINENS, HOME FURNISHINGS AND APPLIANCES. Large format apparel department stores include Pantaloons, Ebony and Pyramid. Others in this category are Shoppers Stop and Westside.
(D) Specialty Store: Concentrates on the sale of a single line of products or services, such as Audio equipment, Jeweller, Beauty and Health Care, etc. Consumers are not confronted with racks of unrelated merchandise. Successful specialty stores in India include, Music World for audio needs, Tanishq for jeweller and McDonalds, Pizza Hut and Nirulas for food services.
(E) Hyper Markets: Is a special kind of combination store which integrates an economy super market with a discount department store. A hyper market generally has an ambience which attracts the family as a whole. Pantaloons Retail India Ltd. (PRIL) thorough their hypermarkets Big Bazaar, offers products at prices which are 25% - 30% lower than the market price.
Non Store Retailing:

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In non- store retailing, customers do not go to a store to buy. This type of retailing is growing very fast. Among the reasons are the ability to buy merchandise not available in local stores, the increasing numbers of women workers, and the presence of unskilled retail sales persons who cannot provide information to help shoppers make buying decision The major types of non- store retailing are
(A) In Home Retailing: Where a sales transaction takes place in a home setting including door-to-door selling. It gives the sales person an opportunity to demonstrate products in a very personal manner. He /She has the prospects attention and there are fewer distractions as compared to a store setting. Examples of in home retailing include Eureka Forbes vacuum cleaners and water filters.
(B)Telesales/Telephone Retailing: This involves contact between the prospect and the retailer over the phone, for the purpose of making a sale or purchase. A large number of mobile phone service providers use this method. Other examples are private insurance companies, and credit companies etc.
(C) Catalogue Retailing: This is a type of non- store retailing in which the retailers offers the merchandise in a catalogue, which includes ordering instructions and customer orders by mail. The basic attraction for shoppers is convenience. The advantages to the retailers include lover operating costs, lower rents, smaller sales staff and absence of shop lifting. This trend is catching up fast in India. Burlingtons catalogue shopping was quite popular in recent times. Some multi level marketing companies like Oriflame also resort to catalogue retailing.
(D) Direct Response Retailing: Here the marketers advertise these products/services in magazines, newspapers, radio and/or television offering an address or telephone number so that consumers can write or call to place an order. It is also sometimes referred to as Direct response advertising. The availability of credit cards and toll free numbers stimulate direct response by telephone. The goal is to induce the
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customer to make an immediate and direct response to the advertisement to order now. Celebrants are a classic example of direct response retailing. Times shopping India is another example.
(E) Automatic Vending: Although in a very nascent stage in India, is the ultimate in non- personal, non-store retailing. Products are sold directly to customers/buyers from machines. These machines dispense products which enable customers to buy after closing hours ATMs dispensing cash at odd hours represent this form of non-store retailing. Apart from all the multinational banks, a large number of Indian banks also provide ATM services, countrywide.
(F) Electronic Retailing/E-Tailing is a retail format in which retailers communicate with customers and offer products and services for sale, over the internet. The rapid diffusion of internet access and usage and the perceived low cost of entry has stimulated the creation of thousands of entrepreneurial electronic retailing ventures during the last 10 years or so. Amazon com, E-bay and Baazee com HDFC Sec. Com are some of the many e-retailers operating
RETAILING DECISIONS
There are many factors for retailers to consider while developing and implementing their marketing plans. Among the major retailing decisions are these related to (a) Target markets (b) Merchandise management (c) Store location (d) Store image (e) Store personnel (f) Store design (g) Promotion, and (h) Credit and collections Target Markets: Although retailers normally aim at the mass market, a growing number are engaging in marketing research and market segmentation, because they are finding at increasingly difficult to satisfy everyone. Through a careful definition of target markets, retailers can use their resources and capabilities to position themselves more effectively and achieve differential advantage. The tremendous growth in number of specialty stores in recent years is largely due to their ability to define precisely the type of customers, they want to serve.
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Merchandise Management: The objective here is no identifying the merchandise that customers want and make it available at the right price in the right place at the right time. Merchandise Management includes (i) merchandise planning (ii) merchandise purchase, and (iii) merchandise control. Merchandise planning deals with decisions relating to the breadth and depth of the mix, needed to satisfy target customers to achieve the retailers return on investment. This involves sales forecasting, inventory requirements, decisions regarding gross margins and mark ups etc. Merchandise buying involves decisions relating to centralized or decentralized buying, merchandise resources and negotiation with suppliers. Merchandise Control deals with maintaining the proper level of inventory and protecting it against shrinkage (theft, pilferage etc.) Store Location: Location is critical to the success of a retail store. A stores trading area is the area surroundings the stores from which the outlet draws a majority of its customers. The extent of this area depends upon the merchandise said For example some people might be willing to travel a longer distance to shop at a specialty store because of the unique and prestigious merchandise offered. Having decided on the trading area a specific site must then be selected. Factors affecting the site include, Traffic patterns, accessibility, competitors location, availability and cost and population shifts within the area Store Image : A store image is the mental picture, or personality of the store, a retailer like to project to customers image is affected by advertising, services, store layout, personnel, as well as the quality, depth and breadth of merchandise customers tend to shop in stores that fit their images of the themselves. Store Personnel: Sales personnel at a retail store can help build customer loyalty and store image. A major complaint in a many lanes of retailing is the poor attitude of a salesperson. There is a growing trend now, to provide training to, these sales clerks to convert them from under takers to effective sales associates.
Store Design:
A stores exterior and interior design affect its image and profit
potential. The exterior should be attractive and involving and should blend with the
stores general surroundings.
The term Atmospherics is used to refer to the
retailers effort at creating the right ambiance. Merchandise display is equally important. An effective layout guides the customer though the various sections in the store and facilitates purchase.
Promotions: Retail promotion includes all communication from retailers to consumers and between sales people and customers. The objectives as to build the store image, promote customer traffic, and sell specific products. It included both, personal and non-personal promotion. Personal communication is personal selling the face to face interaction between the buyer and the seller. Departmental stores and specialty stores, emphasize this form of promotion. Non personal promotion is advertising. The media used are TV. Radio Newspapers. Outdoor displays and direct mail, other forms of promotion include, displays, special sales, give always and contests etc.
Credits & Collections: Retailers are generally wary of providing credit because of additional costs-financing accounts receivables, processing forms and bad debts etc. But many customers prefer some form of credit while purchasing. This explains the popularity of different types of credit cards and debit cards.
EMERGING TRENDS IN RETAILING In recent years the nature of retailing has changed dramatically, as firms try to protect their positions in the market place. Many customers are no longer willing to spend as much time on shopping as they once did. Some sector of retailing has become saturated. Several retailers are operating under high levels of debt and number of retailers after running frequent sales have found it difficult to maintain regular prices. Retailers are adapting to the shopping needs and time constraints of working women, dual earner households and the increased customer interest in quality and customer service. Shopping Malls: A growing number of shopping malls are coming up all over the country. In north India; there seems to be a proliferation of such malls surrounding.
Delhi, in places like Gurgaon and Noida. In general they target higher income customers, with their prestigious specialty shops, restaurants and departmental stores. Factory outlets: Manufacturers are opening factory outlets to sell off surplus inventories and outdated merchandise. price retailers.
This forward vertical integration gives
manufacturers greater control over distribution, than selling the merchandise to off
Non Store Retailing: Non store retailing is accelerating at a faster rate than in store retailing. This includes direct marketing in Home Shopping TV shopping not etailing etc.
Diversification
of Offerings: Scrambled
(unrelated
products or
services)
merchandising is taking on broader meaning and inter type competition among retailers is growing. For instance Citibank is organizing tourist trips and sending mail order catalogues to its credit card customers.
Impact of Technology on Shopping Behaviors: The way retailers present their merchandise and conduct their transactions are changing. Cable TV channels are used to present merchandise, Video has replaced catalogues and computer linkages to acquire information and make purchases are on the increase. Virtual shopping through PDAs is another possibility.
Multi-Channel Retailing: retailers.
Traditional store based and catalogue retailers are
placing more emphasis on their electronic channels and evolving into multi-channel
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1.2 BACKGROUND OF THE STUDY: RELIANCE FRESH RECRUITMENT PROGRAM

First and foremost, competitive 'RECRUITMENT PROGRAM' forms a part of a much
broader Strategic approach in the corporate quest to gain and sustain a advantage in today's marketplace. Other aspects include talent development, retention and transition. The core concept of Recruitment Process is to get away from the fill in the box thinking to one that is more pro-active and much closer to building the skill sets required to achieve business success. Traditionally, a recruitment need occurs when an individual either leaves or is promoted to another function. That's when panic can set in, especially if no suitable internal solution is found, a situation that is becoming known as - "under the bus syndrome". Strong relationship building or networking skills are important here. The key to success in talent acquisition is the unique way that you are able to tap into the 'top performers' who are not really looking for another job. They never read the traditional job ads or go to the job boards on the internet. Strategic Recruitment Process takes a long-term view. It is not only filling positions today, but also using the candidates that come out of a recruitment campaign as a means to fill similar positions in the future.
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These future positions may be identifiable today by looking at the succession management plan, or by analyzing the history of attrition for certain positions. This makes it easy to predict that specific openings will occur at a pre-determined period in time. In the most enlightened cases of Strategic Recruitment Process, clients will recruit today for positions that do not even exist today but are expected to become available in the future. Most of the money spent on Strategic Recruitment Process would have been spent in a tactical recruiting mandate anyway. The only additional cost is in collecting data on high -potential candidates and then keeping in touch with them until hire is made. The additional cost becomes insignificant compared to the value of hiring top competitive talent over time. Acquisition at Reliance Fresh In Reliance Fresh they have their own way to select the talent for their Reliance Fresh store. They maintain a specific process to select the right candidate for the right job. In every Reliance Fresh store they maintain a proper hierarchy. If we start from the top of the hierarchy then at first Cluster Manager , then Store Manager ,after that Senior Customer Support Associate (SCSA) / Commercial & Accounts (C&A) and at last Customer Support Associate (CSA). There have another job post that is Sales Relationship Associate (SRA).For each and every post the criteria are different. Those criteria mainly concern with the location, Age, Qualification, Year of Experience in the relevant field. When we concern a person for a selected post the fast and most important thing is the location of the candidate. We prefer to short list those candidates who stay within 2 3 km from the store. We dont highly prefer those candidates who stay far away from the store because it may create some communication problem. There are several rounds of interview which is taken by different level of employees. It depends on the post of the job. For the final round of higher post interview we conduct Video Conference which is taken by the concerned person it can go up to zonal CEO level.
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The Role of Store Manager: To look after the wellbeing of all the employees. To maintain discipline among the employees. To take care of the store. To see whether the customers are being attended being neglected. To take immediate action against any illegal deed by employees or customer inside the store. To maintain the attendance of the employees. To make attempts to increase the profit of the store. To update the employees about the new prices of the products in the store. To make the employees aware of the new offer available on the products in the store. To take care of the expired and damaged goods of the store To take care of the accounts of the store. The Role of Store Supervisor: Generation of report. To take responsibility of promotions. Operation Compliance related form fill up. Meter reading to check the temperature of the store. To prepare feedback for the trainees who are undergoing onthe-job training in the store. The Role of the C&A: To maintain the accounts of the store and report to the store Manager about any discrepancies. Banking. Petty Cash maintenance. Floor operation.
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carefully, no one is
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The Role of CSA: Customer Services Receiving Stocks Stocking and replenish shelf Stocking goods as per FIFO method i.e. (First In First Out) and FEFO method i.e. (First Expired First Out) which means the goods which have crossed the expiry date are shoved away from the shelf. Spot Fill. Display and communication during promotion.
RECRUITMENT PROCESS
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RELIANCE FRESH LIMITED Get Requisition from Operation/Business ScreeningInterview & offer FixFinal Round listingon Profile generation up salary negotiation CV Final Short Listing Shortbased the Interview If the candidate accepts the offer letter
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Recruitment Process
Get a requisition from operation / business: At first we get the requisitions from the business to enhance the manpower or against attrition. The requirements first come to the cluster manager after that it goes to the state HR. After completing the calculation the state HR send it to the Zonal HR head along with the calculation of cost matrix , then the zonal HR send it to the Zonal CEO then it comes back again to the Zonal HR head and finally the requisition comes to the recruitment department.
Screening based on the profile:

We get CVs thro ugh different institutes; we also get CVs from our drop boxes. Every day the interested candidates drop their CVs in our drop boxes. Sometime we get some CVs by references.
Sources of Recruitment: Where Do Reliance Fresh Look for Staff?

Having ascertained what kind of job one is trying to fill (i.e. the Job Description), and the type of person or competency set likely to perform it effectively (i.e. job Specification), one may proceed in the phase of Recruitment process. However tapping the internal labour market for talent acquisition purposes appears to be the most popular method at the managerial levels. The various sources of talent acquisition are: Employee Referral: It is an organizations internal recruitment method employed by
organizations to identify potential candidates from their existing employees social networks. An employee referral scheme encourages a companys existing employees to select and recruit the suitable candidates from their social networks. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all size, across all industries are trying to increase the volume they recruit through this channel.
Job Posting:
Arrangement in which a firm internally posts a list of open positions (with their descriptions and requirements) so that the existing employees who wish to move to different functional areas may apply. It is also called job bidding.
Institutions:
It is the main source of newly educated and trained applicants. Institutions are main sources of raw recruits to be developed by employer. Accordingly Reliance develops good relationship with the various college career and advisory college student streams. services, enabling it to tap into the
Walk Ins:
Walk in interview means conduct of interview in the office without any call letter or formal call. One may go and appear. Unlike other forms o f recruitment where one apply in response profile. Mostly selections are done on the spot. Walk-in-Interview means one can just walk in with resume and other credentials and attend for an interview.
The internet:
Despite the volatility of the Dotcom sector, the use of the internet as a recruitment device, like the computer itself, is here to stay. It has now emerged as a powerful tool for employer and is also providing extremely popular with job seekers.
Drop Box at Store:

These are boxes that are kept in front of all the Reliance Fresh Stores so that candidates interested to work in fresh stores can drop their CVs in such boxes.
Short listing the CVs:

Then we short list the CVs as per our requirement. There are some criteria on which we have
to take into consideration while short listing the CVs. Those criteria are Location, Age, Experience, Qualification and the salary part is also being taken into the consideration.
Different criteria for different profile

Lets starts from the bottom CSA (Customer Support Associate) Age : above 18 years.
Qualification: Minimum Madhyamik pass. Experience : May have experience or may be fresher SCSA (Senior Customer Support Associate) : Age : Within 25 years.
Qualification: Minimum Graduates. Experience: 1.5 to 2 years of experience in FMCG retail & system Knowledge is must. C&A (Commercial and Accounts) : Age : Within 25 years
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Qualification: Minimum Commerce Graduates. Experience : Minimum 6 months of cash handling experience (for small store its 8-10
lakhs/month and for large store its 25-30 lakhs/month) & must be system Savvy SRA (Sales Relationship Associate) : Age : Within 25-28 years.
Qualification: Minimum Graduates. Experience : Minimum 6 months to 1 year of experience in the sale of financial products. Store Manager: Age : Within 35 years.
Qualification: Minimum Graduates. Experience : Minimum 4.5 years of experience in Retail sector. Cluster Manager: Age : above 35 years.
Qualification: Minimum Graduate . Experience : minimum 6-7 years of experience.
Interview:
The interview is normally the central part of the selection process. It is a forum where the candidates relative suitability for the job is assessed by the interview panel. Selections, interviews are conducted in different ways. However, the four most widely used approaches are the biographical, the behavioural, the situational and the combination. The biographical is basically an exploration of the interviewees past experiences, and is based on the premise that past behaviour enables us to predict future behaviour. That is, the
best predictor of what youre going to do in future is what youve done in the past. Accordingly the interview is likely to be semi-structured around the interviewees past employment, education and leisure interests. The behavioural interview entails a series of structured questions competencies which are relevant to effective performance on the job. They are also labelled competency, patterned or targeted interviews. Questions are based upon an objective analysis o f the job and can be seen directly relevant to the jobs demands, so, if it entails a lot of teamwork, initiatives or leadership, the interviewer would explore evidence of the candidates track record in these areas. This interview type is also based on the assumptions that past performance is the best indicator of a list of predetermined questions and expected to provide behavioural evidence as a proof of each competency. It is designed to be a consistent process, where all of the interviewers are working from the same list of questions, allowing the responses to be evaluated on the rating scales for relevant competencies. The candidates before the interview have to fill up application form which is provided to them in reliance office, which is required to be submitted in the office along with their CV and a passport size photograph, which is required for future references. Along with the aptitude test the candidates also need to fill up an Application Format for better Understanding of the CVs and to maintain a similar format for all the CVs.
Application Format:
This is a format where the candidates have to fill their personal information. The information which the candidates are asked to fill in the application format are listed below: Name of the candidate. Address along with pin number and area. Mothers maiden name. Telephone numbers. Language known.
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Experience in years. Date of Birth. Name of the Companies or Company in which the candidate has worked or is working. What was the designation of the candidate in the previous company? The amount of the salary drawn last. What is his or her expected salary? No. of family members Fathers name Whether the person is physically disable or not?
Final Short listing & Final Interview: Store Manager:

RPAT: Retail Pre employment Assessment tool, is a test in which the candidates are provided a question paper consist of total 50 questions .The questions are based on mathematics , critical reasoning based question and English. The time limit for this test is 12 minutes. The minimum qualified number for different post: Store Manager: - minimum 30. SCSA: above 20.
C&A: - minimum 15. CSA: - minimum 10.
RPAT Test SIGNIFICANCE: RPAT:

Retail Employment Assessment Tool, is a test in which candidates are provided with a paper consists of 50 questions. The questions are based on Mathematics, Critical Reasoning &
English. The time limit for the test is 12 minutes.
MINIMUM QUALIFYING NUMBER FOR DIFFERENT POSTS:

Store Manager- Min 30 out of 50 SCSA- above 20 out of 50 C&A- Min 15 out of 50 CSA- Min 10 out of 50
PI (Predictive Index) test: It is generally conducted for store managers. It is based on certain personality traits which help to judge a person. This test helps the interviewer to judge how the person will perform as store manager. This is a real life too l which helps to determine the personality of the individual. Emotional Intelligence Test: Normally this test is conducted to detect the emotional stability of a person & to k now about the personality of a person. In this test a person is required to answer certain questions on computer. Each answer is allotted balance test are: a score. If the score of the person matches the score required then he or she is selected. The subscales of emotional
Appraisal of emotions The ability to accurately perceive, appraise and express emotions. Utilization of emotions and mood regulation
The ability to access or generate feelings on demand when they can facilitate understanding of growth. Managing others Emotions The ability to understand emotions and use this knowledge to monitor and manage emotions in others. The interpretation of the subscales can be high, normal or weak. yourself or another person and to be able to regulate emotions to promote
Final Round Interview Again a final interview is taken by Mr.Shantanu, Store- Head of Eastern Region, Mr.Abhijit, cluster Manager and also by the Zonal CEO. SCSA (Supervisor): After qualifying in RPAT test they have to give the primary round interview and if short listed then send for final round interview that is taken by the Cluster Manager. C&A The C&A also passes the similar tests like the SCSA. SRA For SRA the final round interview is taken by the area sales manager. Customer Service Associate: The selected CSAs has to finally pass two steps in order to get selected, they are: On-Job-Training: The selected CSA has to undergo on job training for 2 weeks without any pay. But they will
be given a certificate on successful completion of the training which will be useful for them if they join any other retail company in future. During this 2 weeks the candidates has to give their best performance based on which a feedback is given to the HR by the store manager who constantly vigil the performance of the candidates. And on the basis of this feedback the CSAs is selected. Medical Test This is the compulsory test for all the candidates irrespective of the post they have applied for. This test is compulsory for those candidates who will be recruited within few days.
Offer Generation
The next step of the procedure of Recruitment Process is offer generation. In this step the candidate is asked to join the company. Then offer letter is generated for the candidate where the date of his or her joining is mentioned, the department where he will work, his designation etc. are mentioned on the offer letter.
On Boarding
On the day of on boarding the candidates are given a joining kit which consists of the following: Welcome note Employment Application Form PF nomination form (3 copies) Form F gratuity Nomination Form (2 copies) Hospitalization insurance coverage Form List Of Holidays Reliance Retail Office Address Administration Contact number important things to know Employee Feedback Form Checklist
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This type of joining kit is only given to Store Managers. The joining Kit CSA, C&A and Supervisor receive contains the following:
A list which mentions the things required for official purposes: 6 passport size photographs 2 post card size photographs 2 photo copy of valid photo ID proof (driving license voter ID/ passport/ PAN card) 2 address proofs: ration card / telephone bill etc. Educational certificates photo copy. 1 copy of signed offer letter
The kit also contains the following: PF nomination form (3 copies) Form F Gratuity Nomination Form (2 copies) On this day the candidates are required to fill up the forms provided in the joining kit in the Reliance Office and submit it. This day is also known as the induction day. On this day the candidates are introduced to their superiors. They are also introduced to their workplace and work.
That is the total Recruitment Process that is followed by Reliance Fresh Stores
TRAINING PROCESS FOR RELIANCE STORE

Along with the Recruitment Process the utmost necessary step to retain the employees who have newly joined and also who are working in the organization is the process of Training through which employees can be educated about their benefits of being in the organization.
Not only that, their knowledge and skills can be improved to increase sales in the stores, building long term relationship with the customers and uplifting the Brand of Reliance Retail. The training and Development of the employees of Reliance Retail Stores is completely done by the HR department at Reliance Retail Industries Ltd Head Quarter, Kolkata. Training Process is becoming active at Reliance Retail Store level in current date. HR department has taken great initiative towards educating and Training the Reliance Retail Store Employees. Training Process is mainly focused on Customer Relationship Management Communication Skills Team Building Skills Leadership Qualities Basics of Retailing
The Training Process required: An overall survey of the Reliance Fresh Stores in West Bengal. Individual Counseling Group Counseling Providing Questionnaire to identify their requirements & needs for development. Developing Training Manuals and Training Calendar. Maintaining Training Inventory. Commencing Training and Development Program at regular interval of time. Different Cultural and Social Award Functions as a part of Reliance Retail Store.
Individual Counselling:
Individual Counselling refers to calling up of particular employee at the Head Quarter if he/she is facing any problem or having an issue related to Working Area and Environment or any personal issue which demotivates him/her within the working environment. Suggest the person with suitable, feasible solutions.
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Group Counselling:
Group Counselling refers to call for particular grade of employees or employee strength of a particular Store at the Head Quarter to discuss about certain issues which needs improvement or solution of it which in the long run proves to be beneficial for both employees and the organization.
Questionnaire
Providing questionnaire to know about a persons behaviour or to generate his/her view point on certain aspects which helps to design appropriate and effective Training Process. Questionnaires are made to find out the following: Behaviour of the employees. Concept of individual employees regarding a subject matter. Knowledge level of each employee specially related to Retail. Knowledge level about Customer Care. Consent about particular program for development
TRAINING MANUALS AND CALENDARS:

What are the uses of Training Manual? Training Manual is an approach to educate the employees at Stores regarding particular area of improvement. It shows the entire procedure of a training program. Training Manuals are developed for the ease of the newly joined employees at Reliance Retail Stores. It is used to introduce a new training program to the employees.
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What are the uses of Training Calendar? Training Calendars are made to have an overview of the Training sessions to be attended by the employees of Reliance Retail Store at different levels. It will clearly identify the dates and corresponding training program to be attended by which categories of employees of the Store. Training Calendar is generally made in a quarterly, half-yearly or annual basis. The name of the Trainer and the respective venue of training is also mentioned in the Calendar. Types of Training Program are also mentioned according to dates.
Maintaining Training Inventory:

Training Inventory is used to check the number and name of employees who had attended and who had not attended particular training program coordinated by the trainer.
COMMENCING TRAINING AND DEVELOPMENT PROGRAM:

Once the Training program is developed and the respective employees are informed about the date and place ie, whether in Head Quarter or in the respective stores is decided then comes the role of the Trainer in delivering different Training topics to the respective Store Managers/SCSA/CSA/C&A/SRA.
Generally Training program is delivered in the form of: Power Point Presentation Speech Audio-Video Presentation Role Play Quiz Contest
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INFLUENCING EMPLOYEES TO TAKE PART IN SKILL AND KNOWLEDGE DEVELOPMENT ACTIVITIES:

HR head should take into account that the employees are taking interest in the training programs. Feedback from the employees should be taken verbally or in a feedback form to evaluate the Trainers performance. Suggestions during the sessions are taken and justified. Quarries and doubts are cleared during the time of the program. Tracking the names of the employees who are not attending as per training schedule from the inventory and ask them the reason for not attending the program. Speak to them in personal They are told about the importance of training
MANAGEMENT GAMES:
Management games are different tools of assessing employees on the basis of their: Team building capabilities Leadership quality Innovative Skills Effective Communication
CULTURAL AND SOCIAL AWARDS:

Reliance Retail Industries performs Dhruvtara Award Function at different Retail Stores. This takes place monthly, quarterly, annually. Here Certificates and awards are given to the best performer in different aspects like: Mr Clean of the month
Best Seller of the month Best Security of the year etc.
CONCLUSION
The Recruitment and Training Process followed at Reliance Fresh shows it is an on-going process as throughout the year the attrition rate is high. Training process as such has to be improved
TITLE
OF
THE
PROJECT:A
PROJECT
REPORT
ON
RECRUITMENT AND TRAINING STRATEGIES ADOPTED BY RELIANCE RETAIL LIMITED, KOLKATA 1.3 STATEMENT OF THE PROBLEM: How to improve recruitment & training Store:
The Problem Areas which are to be studied as a part of the project are as follows: 1. Difficulty in fresh stores. 2. Inexperienced candidates lacking adequate knowledge about retail industry. 3. Lack of communication skills. 4. Lack of customer relationship. 5. Lack of team players. getting right candidate with adequate retail experience in the Reliance
strategies of Reliance Retail
1.4 THE
NEED AND IMPORTANCE OF THE STUDY
To know the existing process of recruitment & training in Reliance Retail Store. To identify ways by which the process of recruitment and training can be improved To identify the importance of recruitment program and identify the guidelines for developing talent in new hires.
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To find out from the existing employees problems & suggestions for improvements in recruitment & training. To suggest ways in which knowledge level of the existing employees can be improved regarding retail. To develop new training program to improve communication skills and extensive customer relationship at Reliance Retail stores.
1.5 OBJECTIVES OF THE RESEARCH

To understand the existing process of staffing & training in Reliance Retail Store. To identify specific criteria for recruitment at different levels in the Retail Industry and search for talents. To suggest ways in which the recruitment process can be made more efficient by reducing stages and time. To identify the importance of recruitment program and identify the guidelines for developing talent in new hires. To find out from the existing employees problems & suggestions for improvements in staffing & training. To suggest ways in which knowledge level of the existing employees can be improved regarding retail. To suggest and develop training program to improve communication skills and extensive customer relationship at Reliance Retail stores.
EXPECTED CONTRIBUTION OF THE STUDY

To suggest a proper hierarchy in every Reliance Fresh Store. To find out the level of attrition rate and ways of overcoming it. To find out total female members recruited at Reliance Fresh store Find out the total hiring cost To know how effective are the training strategies
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LIMITATIONS
Unwillingness of the employees to take part in the training programs Personal files of the employees were often not complete The study is confined to reliance fresh only Findings of the study are based on the assumptions that respondents have disclosed correct information. Due to time permit, it was not possible to prove deep into the study. Due to hectic work of associates the survey was limited to hundred associates
2.1 COMPANY HISTORY Reliance Retail Ltd.

Reliance Retail Ltd. operates retail outlets in India. Its retail outlets offer foods, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implements and inputs. The companys outlets also provide vegetables, fruits, and flowers. It focuses on consumer goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being products, as well as on educational pro ducts and services. The company was founded in 2006 and is based in Mumbai, India. Reliance Retail, Ltd. operates as a subsidiary of Reliance Industries, Ltd. Reliance Retail Limited (RRL),a subsidiary of Reliance Industries Limited opened its first Retail Store in November 2006 and today operates over 600 stores in over 600 stores in over 57 cities, spanning across 13 states with over 3.5 million sq. ft.RRL is a multi-format retailer that operates Reliance Fresh a neighborhood store concept, Reliance Digital a consumer durables and information technology concept, Reliance Mart a Hyper market concept, Reliance trends an apparel specialty concept, Reliance Wellness a health, wellness & beauty concept, Reliance I Store an apple specialty store concept, Reliance Footprint a footwear concept, Reliance Timeout a books, music & entertainment concept , Reliance Super a minimart concept and Reliance Auto Zone an auto motive specialty concept. Reliance Industries Limited (RIL) is Indias largest private sector company on all
major financial parameters with turnover of Rs.139,269 crore (US$34.7 billion),cash profit of Rs.25,205 crore (US$6.3 billion),net profit of Rs.19,458 crore (US$4.9 billion) and net worth of Rs.81,449 crore (US$20.30 billion) as of March 31,2008. RIL is the first and only private sector company from India to feature in the fortune Global 500 lists of worlds Largest Corporations and ranks amongst the worlds Top 200 companies in terms of profits .RIL is amongst the 30 fastest the climbers ranked by fortune. RIL also features in the Forbes Global list of worlds 400 best big companies and in FT Global 500 list of worlds largest companies.
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Mr. Mukesh Ambani promoted Reliance Retail Ltd (RRL), a 100% subsidiary of Reliance Industries, has aggressively started buying and converting retail stores of the major cities, mainly belonging to Guajaratis, into Reliance Retail and Reliance Digital stores. According to sources, RRL is planning to roll out almost 150 to 200 retail outlets in Mumbai including it hypermarket and consumer durable stores. The company is now looking for potential areas for business in Mumbai and greater Mumbai for the same. Industry experts believe that in Mumbai and Delhi alone, about 15,000 to 20,000 shops have recently been approached by Reliance Retail for their stores. Joy Sanyal, vice-p resident, infrastructure and urban development, trammel Crow Megharaj said, Reliance Retails buying and converting of properties are going to be one of the largest sentimental deals. This will lead to high street retail property prices in major metros with an expected rise of 15% in the next few months there will be a scarcity of space to develop independent properties. Reliance Retail had received over 10,000 applications on the first day for its nationwide advertisement inviting applications for retail space in August 2006. The company had advertised in newspapers across 76 cities for retail space of 3,000 to 30,000 sq. Ft. .According to a recent Lehman Brothers report, RIL will invest around $2 billion in RRL over the next five years.
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2.2COMPANY 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
COMPANY 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
2.3COMPANY HIERARCHY
Reliance Fresh format, a neighbourhood store concept is basically for local people residing near the store. All over India there are 25 0 Fresh stores in different states in which West Bengal has got 12 Stores conversing South & North Kolkata, North & South 24Pgs & Howrah. The largest store is in Howrah Abani Dutta, with over 6000 sq. ft. & smallest store is in Budge Budge with over 2000 sq. ft This kind of stores provides customers with all daily us products from vegetables to garments in a reasonable price.
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A Reliance Fresh Store mainly follows the following hierarchy
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RELIANCE FRESH LIMITED STORESCSA CCSA &A MANAGER
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A SNAP Shot of Reliance Fresh Year of Establishment: - 2006

Market Cap: Rs.370, 688 Crore (April 11, 08) (RIL) Head Quarters Address: Reliance Industry Ltd. Markers Chambers IV, Nariman Point, Mumbai - 400021 Maharashtra, India. Branches: - West Bengal, New Delhi, Hyderabad, Jaipur, Mumbai, Chandigarh, Ludhiana, Orissa & U.P. Management Team Growth has no limit at Reliance. I keep revising my vision. Only when you can dream it, you can do it." Founder Chairman Reliance Group: - Shri Dhirubhai H. Ambani Chairman & Managing Director- Shri Mukesh D. Ambani Shri Nikhil R. Meswani (Executive Director) Shri Hital R. Meswani (Executive Director)
Shri H.S. Kohli (Executive Director) Shri PMS Prasad (Executive Director)
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Source: www.google.com
The Promise of Reliance Fresh
All the products sold in this store are of the highest quality. If you are not satisfied with any of our products, we will be happy to replace them for you within seven days of purchase, on presentation of the original receipt. For further information, please contact customer services.
Grahak Deva Bhava
Our GRAHAK is the most important ATITHI in our premises. GRAHAK is not dependent on us. We are dependent on GRAHAK. GRAHAK is not an interruption in our work. GRAHAK is the purpose of it. GRAHAK is not an outsider to our business. GRAHAK is a part of it. We are not doing our GRAHAK a favour by serving him. Our GRAHAK is doing us a favour by giving us the opportunity to do so.
Mahatma M. K. Gandhi
RELIANCE FRESH Store Name & Address:

UTSA Complex Reliance Fresh AG/1, Utsa Centre, New town, Rajarhat, Kolkata 700101. Bangur Reliance Fresh
Bangur 88 Block Bangur Avenue, Kolkata 700068. Lake Town Reliance Fresh Lake town-Radha Court-440, S.K Dev Road, Kolkata -70004
Howrah Reliance Fresh Kadamtala12/1, Kedarnath Mukherjee Road. Howrah 711101 Budge Reliance Fresh 20/B, S.N Banerjee Road, Budge Budge. Kolkata 700137. Ritwika Reliance Fresh 47/A, Raja Rammohan Roy Sarani, Serampore, Kolkata 712203. Barasat Colony More Laxmi Kanta Colony, Ward No.26. Barrackpore Rly. Stn. Sahid Mongal Pandey Sarani, 24 Pgs (N), Pin 700120. Sodepur Reliance Fresh Sodepur 650, Barasat Road, H.B Town, Sodepur, Kolkata 700110. Deshopriyo Park Reliance Fresh Deshapriyo Park16-C, Bepin Paul Road.PS-Tollygunge.Kolkata 700026. Jodhpur Park Reliance Fresh 71, Jodhpur Park, Kolkata 700068. Netaji Nagar Reliance Fresh Indraprastha Appartment.2/65, NSC Road, Kolkata 700092.
Hierarchy Maintains in Reliance Fresh:Cluster Manager Store Manager Senior Customer Care Associate (SCSA) C&A and CSA
Note: - SCSA: Senior Customer Support Associate C&A: Commercial and Accountant CSA : Customer Support Associate
2.4
PRODUCTS
OF
RELIANCE
RETAIL
LIMITED
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3.1 PURPOSE
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The main theme of the Chapter is to know the source of the data the researcher has collected the data or information. The data are raw facts of observation, typically about physical phenomena. Thus data are usually subjected to value added process where: It forms is aggregated, manipulated and organized Its contents is analyses and evaluated It is placed in a proper context for a human user So information is processed data placed in a context that gives value for the reader. It is basis for analysation and interpretation, which helps in making note of findings, conclusions and also helps to give suggestions. So data should be accurate, correct and clear. If it is inaccurate or not improper order the whole output gets affected and it may lead to confusion 3.2 THE METHODOLY
Research procedure
The business design is the conceptual structure which research is conducted. It constitutes the blue print for the collection, measurement and analysis of data. A research design is a basic plan, which guides the data collection and analysis of the phases of the project. It is the framework, which specifies the type of information to collect the source of data collection procedure... Data was collected from primary and secondary sources.
Primary data secondary data sources

This section explains how the data is collected i.e. either from primary or secondary. It explains what method is used to collect the data, what instruments are used for collecting the research plan.
Primary source: Employees

Primary data are those, which are gathered especially for the project at hand is directly through questionnaire and interview it is the original source of data collected by the
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researcher. The primary data was collected by personally meeting the employees and through discussion with the HR manager.
Secondary data source

Secondary data sources are generally published sources, which are been collected Originally for some other purpose they are not gathered specially to achieve the objectives of particular research project at the band but already assembled. Source of secondary data for this steady work broaches, company past records, research book and internet
3.3 CONCLUSION:
The data so collected will be analysed in pie charts and in the end the results will be concluded.
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4.1 TYPE OF RESEARCH Descriptive research Sampling plan consists of: Sampling units- The employees of Reliance Retail Stores West Bengal. Sample Size- 100 Sampling method- Non-random judgment Contact method- Personal interview Sampling Method- Questionnaire 4.2Sampling technique
Sampling technique is a technique in which instead of every unit of the universe, only a part of the universe is steady and conclusion are drawn on that basis for the entire universe. The random sampling was used to collect the data for the study. Random sampling refers to the smpling technique in which each and every item of the population is given an equal chance of being included in the sample. The selection is therefore free from personal bias because the investigator does not exercise her/his discretion or preference in the choice of items. Since the selection of items in the sample depends entirely on chance. This method is also known as method of chance selection. For this study 20 employees were selected at random.
4.3Sample size
Sample size refers to the number of elements to be concluded in the study. The important decision that has to be taken while adopting a sampling technique is the sample source. In this study the sample size of respondent was decided to be hundred.
4.4Instrumentation techniques
To get the responds, the questionnaire method was used. In this study the questionnaire were distributed to employees and were asked to answer the questions. The employees were also
Contacted personally to get the necessary data information required for the completion of the survey. The questionnaire used in this study was a structured one. Here the questions were arranged in a specific order and were logically interconnected for the research study. The advantage of the standard questionnaire lies in the reduction of interviewers and interpreters bias. The questionnaire was framed by keeping in the mind the objective of employee satisfaction.
4.5Actual collection of data

As this is an exploratory study, the mode of collecting the data mainly through questionnaire. The questionnaire has been designed extensively for employees purpose. The responses were noted down on the questionnaire and their comments were noted on the back of the questionnaire. These responses especially the comments helpful during the analysis. Other methods used for data collection work, company records and broachers issued by the management. Internet was also a source of data collection.
Other software used for data analysis
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1. How did you get know about the vacancy at Reliance
Fresh? Concept: The concept of the Table is to know the preference of the associates source
towards of recruitment. Table showing the Preference of the associates towards source of recruitment
Particulars Newspaper Internet Advertisement Friends Total
No of respondents 50 5 20 25 100
Percentage (%) 50 5 20 25 100
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Analysis: It can be analysed from the above table that out of 100, 50 %respondents
were aware through newspaper, followed by25% through friends, followed by 20 %through advertisement and remaining 5 %respondents through internet. This shows that the Company regularly releases its advertisement on newspaper which is a good source of recruitment. .
Graphical Representation
Inference: It can be inferred from the above data that newspaper is the most preferred
source of awareness followed by friends, next advertisement and last is internet.
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2.How did you feel after the recruitment interview? Concept: The concept of the Table is to know the degree of satisfaction of the
employees with the recruitment interview. Table showing the degree of satisfaction Particulars Extremely satisfied Least satisfied Total No of Respondents 80 20 100 Percentage (%) 80 20 100
Analysis: It is to be analysed that out of 100 respondents, 80% feel that they are
extremely satisfied and 20% feel least satisfied after the recruitment interview. This means the HR Department at RRL now their job well and all the interviewers are well trained.
Inference: It can be inferred that majority of the respondents have agreed that they
are extremely satisfied after the interview.
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3.What was your previous designation? Concept: The concept of the Table is to know the previous designation of the
respondents. Table showing the previous designation of the respondents
Particulars Student Unemployed Housewife Job Holder Total
No of respondents 20 30 10 40 100
Percentage (%) 20 30 10 40 100
Analysis: It can be analysed that out of 100 respondents, 40% are job holders, followed
by 30% unemployed, followed by 20 %students and the rest are housewives. This shows RRL has a capacity to intake experienced employees
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Inference: It can be inferred that majority of the respondents were job holders and
only 10 %were housewives.
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4. Do you think R-PAT test reveals your strength and weaknesses? Concept: The concept of the Table is to find out the usefulness of R-PAT test
Table showing usefulness of R-PAT tests: Particulars Yes No Total No of Respondents 80 20 100 Percentage (%/) 80 20 100
Analysis: It can be analysed that out of 100 respondents 80% agreed that R-PAT test is
useful, while 20% disagreed. This shows R-PAT test used by RRL is considered to be a parameter.
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Graphical representation
Inference: From the Graph it can be inferred that majority of the people agree that RPAT test helps in determining their strengths and weaknesses
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5. Were you aware of the minimum score to be obtained in the test to be qualified for the next stage? Concept : The concept of the Table is to know the awareness of the respondents
regarding the scores Table showing the awareness of the respondents regarding the qualifying score
Particulars Yes No Total
No of respondents 50 50 100
Percentage (%) 50 50 100
Analysis: It can be analysed that out of 100, 50% respondents were aware of the test
score and 50%were not aware. This proves that R-PAT test is really useful in judging ones worth in order to be qualified for the next round. It is thus a parameter for comparison.
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Inference: It can be inferred that half of the respondents were aware of the qualifying
score and half were not.
6.Did they explain the terms and conditions about the employment before joining?
Concept: The concept of this Table is to know whether the employees were made
aware about the terms and conditions of the job before joining. Table showing whether the employees were made aware of the terms and conditions of the job before joining the Organization.
Analysis : It is analysed that 100% of the respondents were made aware of the terms
and conditions before joining the job. This means RRL has well defined terms and conditions of job, that are well explained to the employees at the time of joining the Organisation.
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Inference: From the above graph it can be inferred that all the respondents were made
aware about the terms and conditions of the job before their actual joining.
7.What aspects helped you in deciding to join this organization? Concept: The concept of this Table is to know which aspects were taken into
consideration by the applicants before joining the organisation
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Table showing the criteria are taken into consideration by the applicants before joining the organisation.
Particulars Job security Corporate image Attractive salary Total
No of Respondents 30 20 50 100
Percentage (%) 30 20 50 100
Analysis :It can be analysed that out of 100 respondents ,50% joined the organisation
cause of the attractive salary offered by it,30%were aware of the job security and 20% were concerned about the corporate image. This shows that financial base of RRL is good.
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Inference: It can be inferred that majority of the respondents were attracted by the
salary offered by the organisation and very few were attracted by the corporate image of the company.
8.Were you made comfortable during the interview? Concept: The concept of the Table is to know whether the employees were
comfortable during the interview or not Table showing whether the employees were comfortable during the interview or not
Analysis: It is analysed that out of 100 respondents 80% were comfortable during the
interview and 20% were not. This means RRL offers a pleasant ambience.
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Inference: It can be inferred that majority of the respondents were comfortable with
the interview.
9.How long have you been working here? Concept: The concept of the Table is to know how long the respondents are working
here. Table showing how long the employees are working in the organisation
Particulars 0-6months 6months -1year

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No Respondents 10 20
of Percentage (%) 10 20
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1year-2years
25
25 45 100
More than 3 years 45 Total 100
Analysis: It can be analysed that out of 100 respondents 45% have worked for more
than 3years, followed by 25% between 1-2 years, followed by 20% between 6months -1year and the least is10% between 0-6months.This means employees are loyal towards the Company.
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Inference: It can be inferred that majority of the workers are working in the
organisation for more than 3 years which means they are satisfied with the job.
10.What was the type of interview you went through your selection? Concept: The concept of the Table is to know the type of interview normally taken in
the Organisation Table showing the type of interview normally taken by the organisation
Particulars Formal Informal In-depth

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No respondents 50 10 40
of Percentage (%) 50 10 40
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Total
100
100
Analysis: It can be analysed that out of 100 respondents, 50% went through formal
interview,40% went through in-de-depth interview and only 10% went through informal interview. This means that at RRL there is a formal work culture.
Inference: It can be inferred that at Reliance majority of the interviews in the

organisation are of formal nature and only very few interviews were taken informally.
11.How many rounds of interviews were conducted during your selection? Concept: The concept of the table is to know how many rounds of interviews are
usually attended by the employees in the organisation. Table showing the rounds of interviews attended by the respondents at the time of recruitment.
Particulars 1 2 Total
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No. respondents 70 30 100
Of Percentage (%) 70 30 100

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Analysis: it can be analysed that out of 100 respondents, 70% of the respondents went
through a single round of interview while 30% of the respondents went through the two rounds of interview. This means RRL strictly believes in choosing the right candidate for the right job.
Graphical representation:
Inference: It can be inferred that majority of the respondents mentioned they went
through 1 round of interview.
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12.Are you interested in Training programs? Concept: The concept of the table is to know whether the employees are interested in
training programs or not. Table showing the employees interest in the Training programs
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Analysis: it is analysed that out of 100 respondents, 70% of the respondents were
interested in Training programs conducted by reliance and 30% were not. This means at RRL employees have an urge to learn more.
Graphical Representation:
Inference: It is inferred that majority of the respondents are interested in the Training
programs conducted at reliance fresh.
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13.What will be your feasible time of Training? Concept: the concept of the table is to know the feasible time of the respondents for
training. Table showing the feasible time of the respondents for Training.
Particulars Weekdays Weekends Total
Analysis: it is analysed that out of 100 respondents, 80% of the respondents preferred
training during weekdays while 20% preferred Training during weekends. This means that RRL is concerned about Training the employees and hence they like to arrange the Training sessions as per the feasibility of the employees.
Inference: It can be inferred that majority of the respondents prefer to attend the
Training programmes during weekdays.
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14.Are you facing conflicts with the customers? Concept: The concept of the table is to know whether the respondents are facing
conflicts with the customers or not. Table showing whether the respondents are facing conflicts with the customers or not.
particulars Yes no Total
Analysis: it can be analysed that out of 100 respondents, 70% of the respondents do
not face conflicts with the customers while 30% of the respondents face conflicts with the customers. This means at RRL employees are properly trained to deal with the customers.
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Inference: it can be inferred that majority of the respondents don not face conflicts
with the customers at reliance .
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15.Are you interested in retail based Training? Concept: the concept of the table is to know whether the respondents are interested in
retail based training or not. Table showing the interest of the respondents in retail based Training or not.
particulars Yes no Total
Analysis: it can be analysed that all the respondents are interested in retail based
Training. This means RRL aims at giving proper Retail Based Training to its employees
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Inference: it is inferred that all the respondents are interested in retail based Training.
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16.What is the most preferable mode of Training? Concept: the concept of the table is to know which mode of training is preferred by the
respondents. Table showing the most preferable mode of Training for respondents.
Particulars Training calendar PPT Management games Lectures Total
No respondents 20 25 30 25 100
of Percentage (%) 20 25 30 25 100
Analysis: it can be analysed that out of 100 respondents 30% respondents prefer
management games followed by 25% prefer PPT and lecture sessions and the least preferred mode of Training is Training calendar. This means RRL has well-built infrastructure.
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Inference: it can be inferred that as a mode of Training management games is the

most popular one, followed by PPT sessions and lectures.
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17.Do you think Training programs will help you in better performing your job? Concept: the concept of the table is to know whether the training programs will help
the respondents in performing better in their jobs or not. The table shows whether the Training programs will help the respondents in performing better in their jobs or not.
Particulars Yes no Total
Analysis: it can be analysed that the Training programs will help all the respondents in
performing better in their jobs. This means at RRL employees know the value of Training.
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Inference: it can be inferred that all the respondents think that the training programs
will help them perform better in their job.
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6.1 FINDINGS:
It is found that majority of the respondent came to know about the vacancy of the organization through newspaper. It means that there is a proper source for recruiting candidates. The effectiveness of the recruitment process at reliance retail ltd is satisfactory. It is found that half of the respondents were aware of the minimum score to be obtained in the test to be qualified for the next round. There are no encouragements from the organization side for the referring candidates. It has been found that the majority of the respondents joined the organization because of the attractive salary offered by it It was found that associates were comfortable during interview It has been found that mostly formal interviews are conducted Followed by in-depth interviews R-PAT Test conducted at RRL reveals the strengths and weaknesses of the individual candidates. Most of the employees are loyal to the organization Employees at RRL have interest in training programs conducted by RRL At RRL there are well established Training Programs The number of female employees at RRL is very less
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6.2 SWOT ANALYSIS STRENGTHS:

Loyalty of the employees towards the Organization There is a proper source of Recruitment at RRL Well established Training Programs Attractive pay package Zero hiring cost as no tie up Rigorous pre hiring to understand aptitude retail organizations and personality of candidates Multiple screening rounds disable the chances of any kind of partiality thereby enabling best quality candidates only Proper reference checks to ensure that only efficient candidates are appointed
WEAKNESSES:
Lengthy pre offer formalities with consultants Huge employee turnover There is no encouragement from the side of the Organization to refer candidates The candidates are also not aware of the minimum scores to qualify for the next round
OPPORTUNITIES:
Campus recruitments Tie up with recruitment opportunities
THREATS:
Increasing number of players in retail sector creates ample choices, frequent and easy mobility for employees.
7.Suggestions and Recommendations

More number of female members should be absorbed into the organization Recruitment should be done in a short period of time otherwise the candidate may lose interest and join another organization The company should take steps to make all the candidates aware of the minimum score to be obtained in the test to qualify for the next round Organization should introduce modern recruitment process like audio video technique Organizations can try for job fare The website is a recruitment brand. It should be smarter than the competitive sites. Among the employees of the organization awareness must be created about the training program The organization should focus on enhancing its corporate image The training sessions in the organization should be conducted according to the feasibility of the employees
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8.CONCLUSION
It also gives the information about the introduction related to employee welfare and different types of welfare facilities are there in the organization It gives an overall theoretical view about the topic i.e. welfare facilities by the organization to their employees and how it is useful to them. Reliance Retail Limited is a booming sector in the Retail industry. A person should be more extroverts and at the same time should have patience to work in HR. Training is a very important aspect of an Organization.
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BIBLIOGRAPHY Reference books:

Human Resource and Personal Management- By K. Aswathappa. (3rd Edition). Tata McGraw Hill Publications Human Resource Management- Text and Cases-By V.S.P.Rao. (2nd Edition) Excel Books
Websites:
www.google.com www.scribd.com www.mbaclubindia.com www.ril.com
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Questionnaire
Name: Sex: a) male b) female
Qualification: Designation: 1) How did you get to know about the vacancy at Reliance Fresh? a) Newspaper c) Advertisement b) Internet d) friend
2) How did you feel after the Recruitment interview? a) Extremely satisfied b) least satisfied
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RELIANCE FRESH LIMITED 3) What was your pervious designation? a) Student c) Housewife b) unemployed d) job holder
4) Do you think R-PAT Test reveals your strength and weaknesses? a) Yes b) no
5) Were you aware of the minimum score to be obtained in the Test to be qualified for the next stage? a) Yes b) no
6) Did they explain the terms and conditions about the employment before joining? a) Yes b) no
7) What aspects helped you in deciding to join this Organization?
a) Job security salary
b) corporate image
c) attractive
8) Were you made comfortable during the interview? a) Yes b) no
9) How long have you been working here? a) 0-6 months GARDEN CITY COLLEGE b) 6 months-1 year Page 88
RELIANCE FRESH LIMITED c) 1-2 years d) more than 3 years
10) What was the type of interview that you went through during your selection? a) Formal interview depth interview b) informal interview c) in-
11) How many rounds of interviews were conducted during your selection? a) 1 b) 2
12) Are you interested in Training programs? a) Yes b) no
13) What will be your feasible time for Training? a) Weekdays b) weekends
14) Are you facing conflicts with the Customers? a) Yes b) no
15)Are you interested in Retail Based Training? a) Yes GARDEN CITY COLLEGE b) no Page 89
RELIANCE FRESH LIMITED 16) What is the most preferable mode of Training? a) Training calendar c) Management games b) PPT d) lectures
17) Do you think Training programs will help you in better performing your job? a) Yes b) no
18) Your suggestions on the recruitment and Training strategies at Reliance Fresh:
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RELIANCE FRESH LIMITED

1.1 INTRODUCTION TO THE RETAIL INDUSTRY.

WHAT DOES THE RETAILING INDUSTRY INCLUDE?

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THE IMPORTANCE OF RETAILING

RETAIL STRATEGY AND STRUCTURE

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MARGIN LOW TURNOVER

LOW MARGIN HIGH TURNOVER STORES

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HIGH MARGIN LOW TURNOVER

HIGH MARGIN HIGH TURNOVER STORES

LOW MARGIN-LOW TURNOVER STORES

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RETAILING FORMATS (CLASSIFYING RETAIL FIRMS)

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STORE STRATEGY MIX

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Non Store Retailing:

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stores general surroundings.

The term Atmospherics is used to refer to the

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This forward vertical integration gives

Multi-Channel Retailing: retailers.

Traditional store based and catalogue retailers are

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1.2 BACKGROUND OF THE STUDY: RELIANCE FRESH RECRUITMENT PROGRAM

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Screening based on the profile:

Sources of Recruitment: Where Do Reliance Fresh Look for Staff?

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Drop Box at Store:

Short listing the CVs:

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Different criteria for different profile

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Qualification: Minimum Graduate . Experience : minimum 6-7 years of experience.

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Final Short listing & Final Interview: Store Manager: