DECLARATION

I, Naseema. K 2nd semester MBA student of AMITY GLOBAL BUSINESS SCHOOL, do here by declare that this project work titled A STUDY ON RECRUITMENT AND SELECTION PROCESS in FOODWORLD AND HEALTH AND GLOW (P) LTD, under the guidance of Ms. Shamsy Kumar, lecturer, is an original work done by me. I have not submitted the same for the award of any other degree, diploma, and title of recognition before. All the data are true to the best of my knowledge.

Place: Date:

NASEEMA. K

ACKNOWLEDGEMENT
I express my foremost thanks to the almighty for his blessings in helping me to complete my project successfully. I express my sincere gratitude to our principal, Prof. BIJU VIDAYATHIL for providing me such an opportunity to do the project. I acknowledge my gratitude to Ms. Lavanya (HR Manager, Food world and health and glow (P) Ltd) for all the guidance and support she has given for the completion of this work. I extend my sincere gratitude to my project guide Ms. Shamsy Kumar, Lecturer, for giving me immense courage, guidance and encouragement to complete my project successfully. Finally, my heart full thanks to my parents, and employees of Foodworld and Health and Glow (P) Ltd, Bangalore who cooperated with me and gave me support to complete this project.

ABSTRACT
The objectives of Human Resource Department are Human Resource Planning. Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have right person on right job. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about recruiting and selecting staff. It is recommended to carry out a strategic analysis of recruitment and selection procedure. This project is been prepared to put a light on recruitment and selection process. This project includes Meaning and Definition of recruitment and selection. Need and purpose of recruitment, Evaluation of Recruitment, Recruitment tips, Sources of Recruitment through which an organization gets suitable application.Scientific Recruitment and selection, which an organization should follow for right manpower. Job Analysis, which gives an idea about the requirement. Next is Selection process, which includes steps of selection, types of tests, and types of interview, common interview problems and their solutions. Recruitment and Selection are simultaneous process and incomplete without each other. They are important components of the organization and are different from each other. Since all the aspect needs example and explanation this project includes Recruitment and Selection Process in FOODWORLD.

INTRODUCTION
Scope of HRM without a doubt is vast. All the activities of employees, from time of his entry into an organization until he/she leaves, comes under the horizon of HRM. The success or failure of an organization is largely dependent on the caliber of the people working therein. The division included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation etc. Out of all these divisions, one such important division is recruitment and selection. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or activities of an organization, therefore, they need to recruit people with requisite skills, qualification and experience. While doing so they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources determined, management has to find the places where the required human resources will be available and also find the means of attracting them towards the organization before selecting suitable candidates for job before selecting suitable candidates for the job. All this process is generally known as recruitment. Some people use the term Recruitment for employment. These two are not one and the same. Recruitment is one of the steps in entire employment process. Some others use the term Recruitment for Selection. These are not the same. Technically speaking, recruitment precedes selection and includes only finding, developing the sources of prospective employees and attracting them to apply for the job in the organization where as selection is the process of finding out the most suitable candidate to the job out of the candidates recruited. Formal definition of recruitment would give clear cut idea about the function of recruitment. The study was conducted on the topic STUDY ON RECRUITMENT AND SELECTION PROCESS with reference to FOODWORLD (P) LTD, BANGALORE. This study was conducted for a period of 8 weeks starting from 3rd June to 29th July.

OBJECTIVE
The objective of my study is to understand and analyze the recruitment and selection procedure at Foodworld pvt ltd. To know the prospect or recruitment and selection procedure. To critically analyze the functioning of recruitment and selection procedure. To identify the probable area of improvement to make recruitment and selection procedure more effective. To know the managerial satisfaction level about recruitment and selection procedure.

SCOPE OF STUDY
The benefit of the study is that it helped to gain knowledge, experience and opportunity to the study and understand the prevalent recruitment and selection procedures.

The key points of my research study are: To study the facts about Foodworld ltd as a group. To understand and analyze various H.R. factors including recruitment and selection procedure at Foodworld Pvt Ltd To suggest any measures / recommendations for the improvement of the recruitment procedures.

LIMITATIONS OF STUDY
The time acts as a major constraint for the detailed analysis of recruitment and selection The busy schedule of the human resources official and department was also a limiting factor for conducting a detailed study

REVIEW OF RECRUITMENT AND SELECTION

Most employers recognize the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in shortest time. The success of an organization depends on having the right number of staff, with the right skills and abilities. Organization may have a dedicated personnel/human resource function overseeing the process, or they may devolve these responsibilities to line managers and supervisors. Many people may be involved, and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and selection.

MANPOWER PLANNING
Manpower planning means different things to different organizations. But in common it can be defined as as the process by which an organization ensures that it has the right number and kind of people at the right places, at the time doing for things for which they are economically most useful. It is a continuous process involving the analysis of the current and future manpower resources terms and requirement to ensure that such needs and resources are always kept in proper balance, both in terms quantity. All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people. The recruitment policy should, therefore, address itself to the key question: what are the human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned in the next year.

Recruitment and selection should include procedures directed to analyze the need and purpose of a position. Recruitment and selection policy should be directed towards the following objectives: Hire the right person Conduct a wide and extensive search of the potential position candidates Recruit staff members who are compatible with different environment and culture Place individuals in positions with responsibilities that will enhance their personal development

RECRUITMENT
Recruiters needs to keep abreast of changes in the labour market to ensure that their recruitment efforts are not wasted directed at too small a pool of labour. Skill shortages may occur unexpectedly and recruitment and training process need to be kept flexible. It is a good idea for any organization to plan its labour force requirement, matching available supply against forecast demand. A skills audit of existing staff will increase the knowledge of skills the organization has available and those which are lacking, and thus help pinpoint areas for future development. A human resource plan need not be highly complicated. A straight forward plan will help organizations to: Access future recruitment needs Formulate training programs Develop promotion and career development policies Anticipate, and where possible, avoid redundancies Develop a flexible work force to meet changing requirements Control staff cost whilst ensuring salaries remain competitive Assess future requirements for capital equipment, technology and premises

FACTORS AFFECTING RECRUITMENT

In recruiting new employees management consider the nature of labour market, what sort of potential labour are available and how do look for works. The factors affecting can be summed up under the following heads:

 Labor market boundaries

Knowledge of the boundaries helps management in estimating the available supply of qualified personnel form, which it might recruit. Labor markets consist of geographical area in which the forces of demand and supply interact thus affect price of labor.

Available skills
Companies must locate the areas they can find employees who fit the jobs according to their skills.

Economic condition
Economic conditions also effect recruitment. Unemployment worker may swamp a new plan located in a depressed labor market whereas a firm trying to establish it or to expand in an area where a few qualified workers are out of work has quite a different recruitment problem.

Attractiveness of the company

The attractiveness of the company in terms of higher wages, clean work, better fringe benefit, and rapid promotions serves as influencing factor in recruitment.

PROCESS OF RECRUITMENT
A vacancy presents an opportunity to consider restructuring or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one.

Recruitment begins by specifying the human resource recruitment, initiating activities and action to identify the possible sources from where they can be met, communicating the information about the jobs, terms and conditions and prospects they offer, and enthuse the people who meet the recruitment to respond to invitation by applying for the job. Thereafter the selection process begins. The process is as follows:

Decide on how many people you really need

If everything is done to improve performance and still there is a gap between what the current performance is and the goals set, then the best way is to recruit more people.

Job analysis
It is the process of assembling and studying information relating o all aspects of a particular post, which is done to find possible details about: Purpose: identify the aims and objectives of job and what the employees is expected to achieve within the department and the company. Position: the job title, his position in the hierarchy and for whom it is responsible ought to be recorded. A sample organization chart may be useful for this purpose. Main Duties: a list of key tasks may be written out; standards that need to be reached and maintained must also be maintained. Methods of recording, assessing and recording the key tasks must be determined. Work Environment: study the physical and social environment in which the work is out because the work environment influences the quantity and quality of work.

Drafting a job description

After job analysis is done, job description is made. It describes the job. The job description decides upon the exact knowledge, skill and experience needed to do the job.

Job description must be drafted around these heading: Job title Responsible to Responsible for Purpose of job Duties Responsibility Signature and date

Future need evaluation

For evaluation of future needs manpower is drafting. A manpower plan evolves studying the make-up of present work force, assessing forth coming changes and calculating future work force, which is required. Manpower planning helps in devising long-term recruitment plans.

Finding sources of recruitment

There are mainly two sources of recruitment which are as follows:

Internal sources
These refer to persons already employed in the organization. Promoting persons from lower levels may fill up vacancies at higher levels. Shortage of manpower is one branch/factory may be met by transferring surplus staff from another branch/factory. Promotion means shifting of an employee to higher post caring greater salary, status and responsibility. On the other hand transfer refers to shifting an employee with salary, status and responsibility. Some time exemployee of the organization may be re-employed.

External sources
It refers to recruitment of employees from outside the organization. External sources provide wide choice of the required number of the employees having the desired qualification. It also provides the people with new ideas and specialized skills required to cope with new challenge and to ensure growth of the organization. Internal

competitors have to compete with the outsiders. However existing employees resent the policy of filling higher level vacancies from outsider. Moreover it is time consuming and expensive to recruit people from outside. Recruitment from outside may create frustration among the existing employees that aspires for promotions. There is no guarantee that the organizations will attract sufficient number of suitable candidates.

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:

Direct Method
It includes the campus interview and keeping a live register of job seekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subjected to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises.

Indirect Method
They cover advertising in newspapers, on the radio, in trade and the professional journals, technical journals and brochures. When qualified and experienced persons are not available through other sources, advertising in newspapers and professional and technical journals are made. Whereas all types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals. A well thought-out and planned advertisement for appointment reduces the possibility of unqualified people applying. If the advertisement is clear and to the point, candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply.

 Third Party Method

Various agencies are used for recruitment under these methods. These include commercial and private employment agencies, state agencies and placement offices of schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors, friends and relatives.

SELECTION
Whatever form the applications take, there may be a need to sift them before moving on to the interview stage. Such a sift serves to match the applicants as closely as possible to the job and person specification and to produce a short list of people to interview. To avoid any possibility of bias, such sifting should be undertaken by two or people and it should involve the direct line manager/ supervisor as well as personnel. The sifting stage can also help the organization by providing feedback on the advertising process and the suitability of the application form. It can also identify people who might be useful elsewhere in the organization. If references or medicals are to be taken up before the invitation to interview stage, it should be made clear on the application form/information pack sent to the applicant. The candidates who best match the specifications may then be invited for interview. The invitation letter should tell candidates that they should advise the organization in advance if any particular arrangements need to be made to accommodate them on arrival or during the interview; for instance, ramp access or lighting levels. The invitation letter should also clearly state whether the organization will pay the candidates reasonable travel expenses for the interview.

A formal definition of selection is as follows:

It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Selection process assumes and rightly so, that there are more number of candidate actually selected candidates are made available through recruitment process.

SELECTION PROCEDURE
The selection procedure is concerned with securing relevant information about an applicant. This information is secured in a number of steps and stages. The objective of selection process is to determine whether an applicant needs the qualification for a specific job and to choose the applicant who is most likely to perform in that job. The hiring procedure is not a single ct but it is essentially a series of methods or steps or stages by which additional information is secured about the applicant. At each stage, facts may come to light, which lead to the rejection of the applicant. A procedure may be considered to a series of successive hurdles or barriers, which an applicant must cross. These are indented as screens and they are designed to eliminate an unqualified applicant at any point in this process. That technique is known as the successive hurdle technique. Not all selection process includes all these hurdles. The complexity is of process usually increases with the level and responsibility of the position to be fulfilled. A well organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting more and more information about the candidate. There is no idle selection procedure appropriate for all cases.

STEPS IN SELECTION PROCESS

Preliminary Screening Blank Application Form Employment test

 Selection Interview

Medical and Physical Examination Checking References Final Approval

Preliminary screening
This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate. The job seekers are received at the reception counter of the company. The receptionist or other officials interviews the candidates to determine whether he is worthwhile or the candidate to fill up the blank application. Candidates processing the minimum qualification and having some chances of being selected are given the prescribed application form known as blank application.

Blank Application
The candidates are required to give full information about their age, qualification, experience, family background, aptitude and interests act in the blank application. It provides a written record about the candidate. The application form should be designed to obtain all relevant information about the candidates. All applications received from the candidates are carefully scrutinized. After the scrutiny more suitable candidates among the applicants are short listed for written tests and others are rejected.

Employment Test
Candidates are asked to appear for written or other tests. Tests have become popular screening devices. These tests are based on the assumption that human traits and work behaviors can be predicted by sampling, however tests are not fully reliable and they also involve time and money. Test is more useful in identifying and eliminating unsuitable candidates therefore should be used only as supplements rather than an independent technique of selection. The main types of tests are: Intelligence Test

 Aptitude Test Trade Tests Personality Tests

Selection Interview
It involves face to face conversation between the employer and the candidate: the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. The objectives of the interview are as follows: To find out the candidates overall suitability for the job To cross-check the information obtained through blank application and tests To give an accurate picture of the job and the company Interview is the most widely used step in employee selection. However, interview suffers from several drawbacks: Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of the interviews inaccurate. Interview should be properly conducted in a proper physical environment. The interview room should be free from noise and interruptions. The environment should be confident and quite.

Medical or Physical Examination

Candidates who are found suitable after interview are called for physical examination. A panel of doctors to ensure that they are healthy and physically fit for the job does a medical check-up of such candidates. A proper examination will also ensure that the candidates selected do not suffer from any serious desirous which may create problems in future.

Checking References

Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate.

Final Approval
The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection procedure is foolproof and the best way of judging a person is by observing him working on the job. Candidates who produce better result during probation period are made permanent.

INDUSTRY PROFILE
Foodworld was originated from Dairy Farm International Group. It is a chain of supermarket stores. It was started in the year 1996. Dairy Farm was set up in the year1886 by Sir Patrick Manson and other five well known businessmen from Hong Kong. There are around 956 stores in South Asia operated by Dairy Farm group, 433 are in Singapore, 186 are in Malaysia, 222 are in Indonesia and around 115 are in India. By the end of December 2003, the Dairy Farm Group and its related associations ran 2,570 outlets including Food World (supermarkets), 50% share of restaurants like Maxim's Catering, Cold Storage (supermarkets). In the year, 1904, Dairy Farm began to import frozen meat and opened its first retail store at the Central District depot. The second Dairy Farm store was established on Nathan Road, Kowloon in the year 1918. This store provided fishing boats in Hong Kong with large amounts of ice. In the year 1960, Dairy Farm and Lane Crawford forms a merged food retailing operations and renamed these supermarkets as Dairy Lane under Dairy Lane Limited. The joint business is undone by the acquisition of the Welcome chain in the year 1964. In India beside Foodworld it has around 87 stores of Health and Glow in India. Foodworld Supermarkets Ltd has chain of stores in India and it operates over 60 supermarket stores across Bangalore and Hyderabad. It also planned to expand its stores about 200 in the country in various different formats such as hyper markets, super markets, express stores and concept sales by end of 2012. The Foodworld currently operates in four store formats. They are

Foodworld Supermarket store Foodworld Gourmet store Foodworld Superstore Foodworld Express store

Foodworld Supermarket store operates as a regular supermarket while Foodworld Gourmet store caters to customers seeking a selection of gourmet products. Foodworld Superstore is the company's large store which works currently in Hyderabad. It offers for sale of common household goods and other baby products. Foodworld Express is a store which offers, wider ranges in drinks, bakery, snacks, confectionery and impulse products. When the stores are opened sales was increased to four times. Food World participates in the early morning auctions at the major wholesale markets and has a set of suppliers, clean, pack and labels the products in time for early morning dispatch to the stores. During the peak season, the shelf of Fruit & Vegetable in a Food World store stocks around 150 items; making it the widest range of products available under one roof in this category.

INDUSTRY OVERVIEW:

Retail Industry in India plays one of the important parts of Indian economy. It is one of the fastest growing retail industries in the world. The Indian retail market is estimated to be US$ 450 billion and will rank among one of the top five retail markets in the world by economic value. In the last few years, the Indian Retail sector has caught the worlds imagination by acquiring the top position in the list of most attractive retail destination list for three years in a row. It has various retail giants like Wal-Mart, Carrefour Tesco etc. The growth in retail industry is largely driven by increasing of the disposable incomes, Also the favorable demographics, changing lifestyles and growth of the middle class has helped it in its

expansion. High potential for penetration into the urban and rural markets are also the major cause of its growth. However, due to the global financial crisis, Indian retailers suffer from various ill effects like high operating costs, rapid credit squeeze, and low customer confidence. The trends that are driving force of growth of the retail sector in India are

Low share of organized retailing Falling in real estate prices Increase in the disposable income and customer aspiration Increase in the expenditure for luxury items and changing lifestyle.

Expectation in coming years

The retail industry in India is still in the beginning phase, as compared to other matured markets in the country like United Kingdom. In India, The retail market is currently estimated around USD 200 billion. But the growth rate is of more than 40 per cent per annum during 2007-09. But unlike the country like United Kingdom, the Indian retail industry is highly fragmented. In India, organized retail constitutes of 3 percent (USD 6.4 billion) of the retail market in India. Its share is estimated to reach around 15 percent, or USD 40 billion, by 2012. The Private stores or brands have been found to gain customer loyalty. The main objective behind introducing of private labels is to offer quality products at lower prices as compared to the various national brands. India is considered one among the top five emerging retail destinations in Asia and 11th in the whole world. This is mainly due to various pans and strategies adopted by business groups like the Future Group, the Tata, The Rahejas etc. Various MNCs with its private brands, the Future Group, is Indias top retailer, who has now decided to put itself in a big way against the various manufacturers like HUL, Bombay Dyeing etc in categories ranging from FMCG to apparels to consumer durables. Some of the Groups top private labels include John Miller, Indigo Nation, DJ&C Care Mate, Fresh n Pure in FMCG and Koryo and Sensei in consumer durables. Reliance Retail comprises

around 80% business from private labels, particularly in the garments business. Its private labels in the commodity foods segment are Reliance Value and Reliance Select.

GLOBAL SCENARIO OF THE RETAIL SECTOR

Retail sector has played major role in the increase of productivity across a wide range of consumer goods and services in the world. In various developed countries, retail industry has converted into a full-fledged industry where more than three-fourths of the total retail trade is taken by the organized sector. In India top international retailers like Wal-Mart and Carrefour are establishing their stores. Out of the following BRIC (Brazil, Russia, India and China) countries, China and Russia are in the top 10 list .But in terms of investment in the emerging markets, India is on the top of the list. The following are the various characteristics of global retail industry: By covering a large number of segments, the global rated retail universe is very diverse. Global retail industry has a very diverse operational and financial dynamics According to a survey, out of the global retail industry, 38% of publicly-rated retailers are investment grade and 62% is speculative trade.

The Organized retailing typically passes through four distinct phases in its evolution cycle. In the first phase, various new entrants create awareness of the modern formats and thus help in raising consumer expectations. In the second phase consumers used to demand modern formats as the development of market occurs and thus leading to a strong growth. With the life cycle of any industry or organization, the high growth gate would lead to a stage of mature market in which all players would strengthen their positions in the market. This will be followed by the final phase in which the market reaches a saturation point, the growth would be limited and retailers would be able to explore new markets and evaluate inorganic opportunities.

In the

year 2011, retail turnover in the USA was around 3.9 trillion USD (2.9 trillion EUR),

whereas this figure was 3.7 trillion (2.7 trillion EUR) in the previous year. This equals an increase of 5 %. Consumer expenditure in retail sector is seen to gather some momentum again after the end of the crisis and the retail sector is expanding its product range. In the year 2010, German retail sector also experienced a recovery from the crisis, and thus generating a total turnover of around 400 billion EUR and traditional department stores saw a comeback. In France retail revenue was around 400 billion EUR in 2009, which remain stable despite declining of the purchasing power. In China retail revenue was around 15.4 trillion RMB (1.7 trillion EUR) in the year 2010. The growing numbers of hypermarkets have been seen across the entire country, i.e. a trend is expected to take hold in all of Asia over the next few years. Coming to India, we found that revenue generated from organized retail is continuously increasing and reached as much as 290 billion USD (219 billion EUR) in 2010. According to experts and surveys the Indian retail sector will be fully liberalized in the coming days. The retail sales in UK accounted for more than EUR 320 billion in 2009, and for the next years, non-store retailing is expected to increase the future growth of the sector. Thus it is predicted that online retail in the UK will continue to increase by more than +50% in the coming year 2014.

The following are the different Retail formats across the world Across the world retailer is involved in multiple format to operate in different circumstances to attract their consumers. Different types of retail formats across the world are:

Mom-and-Pop
It represents the small, individually owned and operated retail outlet. In most of the cases these are family-run businesses catering to the local community.

Mass Discounters
These retailers is either general or specialty merchandisers or their main focus is on offering discount pricing to the customers. As compared to department stores, mass discounters offer fewer services and lower quality products.

 Warehouse Stores
They are a form of mass discounter that often provides even lower prices than the traditional mass discounters. They often require buyers to make purchases in quantities that are greater than what can be purchased at mass discount stores.

Category Killers
The category killers indicate many major retail chains which have taken what were previously very narrowly focused, small specialty store concepts. These have been found in such specialty areas as electronics For e.g. Best Buy, office supplies (e.g. Staples) and for sporting goods (e.g. Sport Authority).

Department Stores
They are retailers, general merchandisers which offer mid-to-high quality products and strong level of services. While department stores are classified as general merchandisers, some used to carry a more selective product line. For instance, while Sears carries a wide range of products ranging from hardware to cosmetics, Nordstroms used to focuses its products on clothing and personal care products.

Boutique
This retail format is best represented by small store carrying specialized and most often high-end merchandise. In most of the cases a boutique is a full-service retailer following a full-pricing strategy. It is a individually managed and specialized retail format.

Catalogue Retailers

The category retailers includes Retailers such as Lands End and LL Bean who have built their business by having customers place orders after seeing products that appear in a mailed catalogue. After that orders are delivered by a third-party shipper.

E-commerce
They are the retailer that principally sells via the Internet. There are thousands of online-only retail sellers of which Amazon.com, Flipcart.com is the most famous. These retailers offer shopping convenience including being open for business all day, every day. Electronic retailers also have the ability to offer a wide selection of product. That is, they may not need to have the product on-hand the way physical stores do. This cuts down the cost of maintaining products instock.

Franchise
A franchise is a form of contractual channel in which one party, the franchisor, controls the business activities of another party, the franchisee. Under these an eligible franchisee agrees to pay for the right to use the franchisors business methods and other important business aspects, such as the franchise name. For instance, McDonalds is a well-known franchisor that allows individuals to use the McDonalds name and methods to deliver food to consumers. Payment is usually in the form, upfront franchise fee and revenue percentage.

Convenience
It offers customers an easy purchase experience. Convenience is offered in many ways including through easily accessible store locations, small store size that also allows for quick shopping, and fast checkout. The product offered by these retailers is very limited and pricing can be high

INDIAN SCENARIO OF THE RETAIL SECTOR

India has the 4th largest economy in the world in Purchasing Power Parity (PPP) terms after USA, China and Japan. In the year 2003,India became the second fastest growing economy in the world with a growth rate of 8.2%.The economy was expected to grow at7-8% per annum for the next 5 years. However the average income of an Indian evaluated on the basis of GDP per capita is around $620 (Rs27900). India has a large number of retail enterprises. With close to 12 million retail outlets in India, India has one of the highest retail densities in the world. Also in terms of the structure, the industry is fragmented and also consists of owner managed shops.

In India, the retail sector is the second largest employer after the agriculture sector. The retail industry in India is also estimated to employ about 10% of the total labor force. The retail industry in India is also providing job opportunities..In fact, retail sector has emerged as a new stream of management curriculum, and hence providing new areas of employment. The retailing sector in India is also highly fragmented and consists of small independent, owner-managed shops. The retail industry in India is also witnessing a high level of organized business activity CRM, supply chain management, visual merchandising & other customer loyalty programs. The organized retail segment for lifestyle products which is grown more than 25% to reach Rs 18,10,000 cores by 2012. The retail industry in INDIA has changed its face and approach. Sales people working in this industry used to play a major role in handling the customers effectively. This study is done to evaluate the training system and also used by the retail industry in INDIA to understand training aspects which keeps the sales force of retail industry fit to face any kind of challenges, particularly due to increasing domestic and international competition. Retailing is one of the biggest sectors and it is witnessing a revolution in India. The new entrant or players in retailing

in India signifies the beginning of retail revolution. India is a country having one of the most unorganized retail markets. Traditionally it is a familys livelihood, with their shop in the front and house at the back, while they run the retail business. More than 99% retailers function in around less than 500 square feet of the shopping space. There is no doubt that the Indian retail scene is booming in recent days.

PLAYERS IN THE INDIAN RETAIL INDUSTRY

RETAIL COMPANIES IN INDIA

Top 10 companies in Indian retail industry are the following: Reliance Fresh Food Bazaar(Pantaloon Group) Foodworld Subhiksha Nilgiris More Megastore(Aditya Birla Group)

Reliance Fresh
Reliance is one of the biggest players in Indian retail industry. It has more than 300 Reliance Fresh stores. It is headed by Mukesh Ambani. The first Reliance Fresh store was opened in Hyderabad.

Food Bazaar
Food Bazaar offers a wide range of food and food related products of high quality and raw freshness in food items. Food Bazaar is a supermarket which was incorporated within Big Bazaar in the year 2002 and is now present within every Big Bazaar as well as in independent locations.

Foodworld

It is a chain of supermarket stores. It was started in the year 1996 as a division of Spencer & Co which was a part of RPG Group. RPG Group was one among the top 5 business houses in India, with a turnover of Rs. 65 Billion in the year 1996-1997.

Subhiksha
Subhiksha was an Indian retail group with over 1600 outlets selling groceries, fruits, vegetables, medicines and mobile phones. It was started in the year 1997, but it was closed down in the year 2009 due to financial problems and mismanagement.

Nilgiris
Nilgiris is one of the South Indias most leading chains of retail stores who provides its consumers a great shopping experience and superior quality and better value products. It started its operation in the hills around Ooty and Coonoor at the turn of the twentieth century, Nilgiris has grown from a small Dairy Farm producing in butter products to a chain of supermarket with over 90 stores across Indias southern states.

More Megastore (Aditya Birla Group)

More Megastore is a shopping destination for the entire family. Besides a large range of products of retail, it also expands its operation selling products like across fruit & vegetables, groceries. The Company entered into food and grocery retail sector in the year 2007 with the acquisition of a south India based supermarket chain.

RETAIL FORMATS IN INDIA

The Hyper marts/supermarkets: large self-servicing outlets offering products from a variety of categories.

Mom-and-pop stores: They are family owned business catering to small sections; they are individually handled retail outlets and have a personal touch.

Departmental stores: They are general retail merchandisers who offer quality products and services.

Convenience stores: They are located in residential areas with slightly high prices goods due to the convenience offered.

Shopping malls: They are the biggest form of retail in India, they used to offer customers a mix of all types of products and services including entertainment and food under a single roof.

E-trailers: They are retailers providing online buying and selling of products and services. Discount stores: They are factory outlets that give discount on the MRP.

Fig: Growing phase of Indian Retail Industry

CHALLENGES FACING INDIAN RETAIL INDUSTRY

The tax structure in India favors for small retail business The Lack of adequate infrastructure facilities The High cost of real estate The Dissimilarity in consumer groups The Restrictions in Foreign Direct Investment Shortage of retail study options availability Shortage of trained manpower Low retail management skill in India.

Fig: Price and quality Ratio

COMPANY OVERVIEW
Foodworld Supermarkets Ltd has chain of stores in India and it operates over 60 supermarket stores across Bangalore and Hyderabad. It also planned to expand its stores about 200 in the country in various different formats such as hyper markets, super markets, express stores and concept sales by end of 2012.

MISSION AND VISION OF FOODWORLD

VISION
We share the vision and the vision of FOODWORLD is to be a leading retailer in South India always delivering Beyond Expected Standard in 6S. Staff Engagement Store Standard and Disciplines Service Excellence Supplier Relationship Sales and Profit Growth Shareholder Value

MISSION
The mission is to offer the customer best product through speed. Synergy by leveraging our combined strength and that of the group. People focus, promoting, commitment, training and development. Efficient systems, improving IT and supply chain management. Effective communication, open to listen and embrace differences.

 Deliver passion, which is our core value, to all our stockholders.

VALUES
Passion to win, positive energy and pride in performance. Always to be fair, show high integrity and mutual respect in all directions. Share knowledge, best practices and resources. Sense of urgency, challenge status quo and complacency. Invest in caring for all. Openness to change and innovation Nurture a learning culture, enjoy work and celebrate success

FOODWORLD PERFORMANCE ANALYSIS IN GLOBAL RETAIL INDUSTRY AND MARKET SHARE DETAILS
The retail stores in India are fast developing as shopping malls are increasingly becoming familiar in large cities. The Tier II cities are no longer behind in the race in the development of retail space specially the malls.

Fig: Position and performance of Foodworld in the Retail Market

Indian retailers like Foodworld have to travel a long distance before they can be compared with international retailers such as Tesco and Wal-Mart, in terms of technology and supply chain sophistication. Further, the real' potential in Indian retail lies mainly in the rural areas, which is highly unorganized and highly fragmented. There is also lack of integrated IT System, RFID technologies etc.
Given

below a list of World's top 15 retailers:

DT 04 1

Rank Country of Company Origin US name Wal-Mart

Formats

2010

retail

sales

(US $ Crore) Discount, Hypermarket, Supermarket, Superstore, Warehouse 35,632.9

France

Carrefour

Discount, Hypermarket, Supermarket, Specialty, Convenience, Cash & Carry

9,979.6

3 4

US Germany

Home Depot DIY Metro

8481.6

Hypermarket, 7,050.3 Superstore, Specialty, Convenience, Cash & Carry, Departmental, DIY, Service Food

US

Kroger

Discount, Convenience, Supermarket, Super center,

6,379.1

Warehouse, Specialty 6 UK Tesco Department, Hypermarket, 9,153.5

Supermarket, Superstore, Convenience 7 US Target Department, Discount, Super center 8 Netherlands Ahold Discount, Hypermarket, Supermarket, Specialty, Convenience, Cash & Carry, Drug 9 10 US Germany Costco Aldi Einkauf 11 Germany Rewe Warehouse Discount, Supermarket Hypermarket, 4,893.1e Superstore, Super market, Specialty, Convenience, Cash & Carry, Departmental, DIY, Service, Discount, Drug 12 France Intermarche Superstore, Super market, Specialty, 4,747.2e Food 5,169.3 5,006.0 e 6,458.4 7,678.1

Convenience, Cash & Carry, DIY, Service, Discount 13 US Sears Department, mail order, 4,637.2 Food

Specialty 14 US Safeway, Inc. 15 US Albertsons Convenience, 5,543.6 Drug, Supermarket Supermarket 5,555.3

Here e= estimate.

PRODUCTS AND SERVICES OFFERED BY THE FOODWORLD

The following are few of the products of Foodworld. FOODWORLD BASMATI RICE VEG FROZEN PRODUCTS BOILED RICE ATTA JAGERY DALS SUGAR RAJMA RED CHANA BROWN FRIED GRAM

 GREEN MOONG HORSE GRAM KABULI CHANNA MAIDA PACKED EGGS DRY FRUITS SWEETNERS

Fig: Showing various Foodworld Products

SERVICES
We provide home delivery of goods within 3 km on purchase of Rs 500 or over. We also provide free gift coupons of various products.

Fig: Showing services offered by Foodworld.

SWOT ANALYSIS
Strength
High Brand Equity Best service to customers Providing High quality products to customers Appropriate financial resources Huge promotional activities undertaken in order to ensure enough footfall Innovative products that cater to the needs of the customers.

Weakness
Lack of enough manpower in retail sector Poor inventory control Depend on distribution channel of other brands. Competitors and presence of big players Heavy management expense and administrative costs. Poor retention rate of tied-up agents Lack of strong supply chain. Store is unable to meet huge customer demand

Opportunities
A developing market

 Foodworld wants to build a high-profitability business and the best venture to start. That is because the Indian food supply chain is grossly inefficient to meet the customer need. Global expansion The supply chain in retail market already has been backed by few hundred farmers .The foodworld focus on the aim to eliminate the intermediaries and to reduce the cost.

Threats
Low charges levied by the Competitors Competitors have superior access to channels of distribution Price war with competitors Difficult to cope with the competitors as they are big players like Reliance Tata. Economic condition Lowering margins on products

PEST ANALYSIS
Political and Legal Factors
The government at the centre will help to facilitate speedy economic recovery and create an encouraging investment climate in this sector. The problems of getting subsidy from Octrai and various other factors on different taxes like land, water taxes Problems of taking over properties and real estate in order to open stores.

Economical Factors
India is one of the fastest growing economies with GDP growth rate of 6-6.5%

 Increase in the percentage contribution of retail sector to GDP Increase in the investment on IT with focus to reduce cost minimization

Social and Cultural Factors

Increase in the Nuclear families in society Preference of people to shop in the local stores with the reasonable prices Increase in the working womens proposition in society Changing lifestyles Shift in the Product and the service preferences Increase in the Young population

Technological
Technological development in retail for fast billing and the service Availability of better means of information technology in the modern retail industry, like in supply chain management, store management, point of sale and customer relationship management

RECOMMENDATIONS AND SUGGESTIONS

Selection process should be less time consuming Interview should be interesting Proper communication between interviewer and interviewee should be there Evaluation and control of recruitment and selection should be done fair judgment Methods used for selection of candidates should be done carefully and systematically There should be fair and impartial recruitment and selection procedure

CONCLUSION
Managers are fully satisfied with the existing Recruitment and Selection procedure Recruitment and selection process should not be lengthy To some extend a clear picture of required candidates should be made in order to search for appropriate candidates. Recruitment and selection procedure should be impartial

LIMITATIONS OF THE STUDY

Eight weeks is too short to give shape to a new idea in an old set up like escorts Less importance to long term operational benefits Expenses for HR department is not viewed as investments

BIBLIOGRAPHY
Human Resource Management Human Resource Management www.dairyfarminternational.com www.citehr.com
www.foodworld.in

K. Ashwatappa V S P Rao

www.dairyfarmgroup.com/global/home.htm