A

SYNOPSIS REPORT
ON
RECRUITMENT & SELECTION
AT
BIG BAZAAR
Submitted
By
K. ARUN JYOTHI
H.T.NO: 1325-20-672-112
PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE
OF

MASTER OF BUSINESS ADMINISTRATION

Department of Business Administration

AURORA’S PG COLLEGE
RAMANTHAPUR
(Affiliated to Osmania University)
2020-2022

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 Aurora’s PG College (MBA), Ramanthapur

Department of Management

SYNOPSIS

Title of the Project : RECRUITMENT & SELECTION

Student Name : K. ARUN JYOTHI

Hall Ticket Number : 1325-20-672-112

Signature of the Student :

Signature of the Guide :

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 INDEX
S. No. CONTENTS Page No

1 INTRODUCTION

2 NEED FOR THE STUDY

3 OBJECTIVES OF THE STUDY

4 SCOPE OF THE STUDY

5 RESEARCH METHODOLOGY

6 REVIEW OF LITERATURE

7 PROPOSED OUTCOMES

8 LIMITATIONS OF THE STUDY

9 CHAPTERISATION

BIBLIOGRAPHY

1.1 INTRODUCTION

In this study helps the organization to identify the area of problem and suggest way to

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improve the recruitment and selection process, this study focus on understanding

recruitment and selection process this study helps to manage a manpower budget for

the recruitment and selection process, this study helps to evaluate the time constrain for

the recruitment process. The study stratified sampling technique is used.

Recruitment is concerned with the process of attracting qualified and components

personnel for different jobs. This includes the identification of existing sources of the

labor market, the development of new sources and the need for attracting large number

potential applications so that good selections may be possible.

Selection process is concerned with the development of selection policies and

procedure and the evaluation of potential employees in terms of job specifications. This

process includes the development of application blanks, valid and reliable tests,

interview techniques employee reversal systems, evaluations and selections of

personnel in terms of jobs specifications the making up of final recommendations to the

hire management and the sending of offers and rejection latter’s.

The Human Resources Management refers to the systematic approach to the problems

in any organization. It is concerned with recruitment, training and Development of

personnel. Human resource is the most important asset of an organization. It ensures

sufficient supply, proper quantity and as well as effective utilization of human

resources.

In order to meet human resources needs, and organization will have to plan in advance

about the requirement and the sources, etc. The organization may also have to

undertake recruiting selecting and training processes. Human Resources Management

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includes the inventory of present manpower in the organization. In cases sufficient

number of persons is not available in the organization then external sources are also

identified for employing them.

A part of Human Resources Management is assigned to personnel who perform some

of the staffing function. The staffing process is a flow of events, which result in a

continuous managing organizational position at, all levels from the top management to

the operatives’ level. This process includes manpower-planning, authorization for

planning; developing sources of applicant evaluation of applications employment

decision (selection) offers (placement) induction and orientation, transfers, demotions,

promotions and separations.

1.2 NEED OF THE STUDY

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The purpose of study is to learn the practical applicability of the theoretical knowledge

gained about recruitment and selection process.

To gain knowledge about, the process of recruitment and selection in BIG BAZAAR.

To know the effectiveness or ineffectiveness of the process of recruitment and selection

in BIG BAZAAR.

Determine the present and future requirement of the organization personnel-planning

and job analysis activities. Understanding the recruitment and selection process in

organization. Analysis of manpower budget analysis of the for the recruitment in the

recruitment process

1.3 SCOPE OF THE STUDY

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The study was confined to territorial division of “BIG BAZAAR.” Hyderabad with

special reference to its Recruitment policy. This study helps to make decision in

selecting the right candidates for the right job. This study helps the organization to

study the area of problem and suggest ways to improve the recruitment and selection

process. This study focuses on understanding recruitment and selection process.

1.4 OBJECTIVES OF THE STUDY

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To understand the current Recruitment Policies being followed at “BIG BAZAAR.”

conducted this study and to know how effectively it is being implemented in the

organization.

1) To study the present Recruitment Policies “BIG BAZAAR.”

2) To study the different methods of recruitment & selection depending on the

requirements of the organization.

3) To analyze the relationship whether jobs offered based on qualification to the

employees in the organization.

4) To study the level of job satisfaction in the organization.

5) To study the changes of recruitment policy in recent times in the organization.

6) To understand the average time spent for selection process.

7) To suggest new ways of improving the present recruitment procedure.

1.5 RESEARCH METHODOLOGY

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DATA COLLECTION METHODS

The data for the study was collected through primary and secondary METHODS

Primary Data:

Primary methods are those methods that provide firsthand information. The methods

followed were interview methods and questionnaire method

(a) Interview method:

By this method the employees and managers of the BIG BAZAAR were asked

questions regarding the recruitment and selection process, its effectiveness and the

relevant or required changes they intended to have in the present recruitment and

selection process of the company. The managers of different departments were the

majority to be interviewed in the entire sample taken.

Secondary Data:

Secondary methods are those methods that provide already existing information of the

past, also called as second hand information. The information was obtained from the

different HR journals published by the organization for various purposes like HR

'department personal use, reference by any other department about the performance of

various activities that have been started by the HR department, to know about the

performance appraisal system or the bonus system etc.

PERIOD OF THE STUDY:

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 Since so many years BIG BAZAAR Hyderabad has been following the

same procedure of appraisals for their executives and employees and for the study of

my project last on-year data has collected on Selection process.

Sampling technique:

Sampling technique is adopted in multi stages.

Stage 1:

Company is selected from particular region only.

Stage 2:

A Sample of 100 is selected through convenient random sampling.

Population Size:487.

Sample Size: 100

REVIEW OF LITERATURE

THEORETICAL BACKGROUND
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Recruitment is the phase, which immediately precedes selection. Its purpose is to pave

the -way for the selection procedures by producing, ideally, the smallest number of

candidates who appear to be capable either of performing the required tasks of the job

from the outset, or of developing the ability to do so within a-period of time acceptable

to the employing organization. The smallest number of potentially suitable candidates

can in theory, of course, be any number. The main point that needs to be made about

the recruitment task is that the employing organization should not waste time and

money examining the. Credentials of people whose qualifications do not match the

requirements of the job.

Apart from the methods used and the general administration of task, the achievement of

the objective will depend very much in the end on how efficiently the basic tasks of

manpower planning and job analysis have been carried out and applied. In short,

efficient recruitment of staff may be described as knowing what resources you want,

what resources are available, where and how they may be found.

The Objectives of Recruitment are:

 To attract people with multi-dimensional skills and experiences that suits the

present and future organizational strategies

 To induct outsiders with a new perspective to lead the company

 To infuse fresh blood at all levels of the organization

 To develop an organizational culture that attracts competent people to the

Company

 To search or head hunt/ head pouch people whose skills fit the. company's

values.

 To devise methodologies for assessing psychological traits

 To seek out non-conventional development grounds of talent

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  To search for talent globally and not just within the company

 To design entry, pay that competes on quality but not on quantum

 To anticipate and find people for positions that does not exist yet.

Merits of Centralized Recruitment:

 Average cost of recruitment per candidate/unit should be relatively less due to

economies of scale

 It would have more expertise available to use

 It can ensure board infinity among human resources of various units/zones in

respect of education, skill, knowledge, talent etc.,

 It would generally be above malpractices, abuse of powers, favoritism, bias etc.,

Merits of Decentralized Recruitment:

 The unit concerned concentrates only on those sources/places where it normally

gets the suitable candidates. As such, the cost of recruitment would be relatively

less.

 The unit gets the most suitable candidates as it is well aware of the requirements

of the jobs regarding cultural, traditional, family background aspects, local

factors, social factors etc.,

 Units can recruit candidates as and when they are required without any delay.

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ARTICLE - 2

Title: Human Resource Management in a Business Context

Authors: Alan Price

Abstract: Price (2020), in his work Human Resource Management in a Business

Context, formally defines recruitment and selection as the process of retrieving and
attracting able applications for the purpose of employment. He states that the process of
recruitment is not a simple selection process, while it needs management decision
making and broad planning in order to appoint the most appropriate manpower. There
existing competition among business enterprises for recruiting the most potential
workers in on the pathway towards creating innovations, with management decision
making and employers attempting to hire only the best applicants who would be the
best fit for the corporate culture and ethics specific to the company (Price 2007). This
would reflect the fact that the management would particularly shortlist able candidates
who are well equipped with the requirements of the position they are applying for,
including team work. Since possessing qualities of being a team player would be
essential in any management position.

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ARTICLE - 3

Title: Human Resource Management Approaches

Authors: Jackson et al. and Bratton and Gold

Abstract: As discussed by Jackson et al.(2021), Human resource management

approaches in any business organization are developed to meet corporate objectives and
materialization of strategic plans via training and development of personnel to attain the
ultimate goal of improving organizational performance as well as profits. The nature of
recruitment and selection for a company that is pursuing HRM approach is influenced
by the state of the labor market and their strength within it. Furthermore, it is necessary
for such companies to monitor how the state of labor market connects with potential
recruits via the projection of an image which will have an effect on and reinforce
applicant expectations. Work of Bratton & Gold 2020) suggest that organizations are
now developing models of the kind of employees they desire to recruit, and to
recognize how far applicants correspond to their models by means of reliable and valid
techniques of selection. Nonetheless, the researchers have also seen that such models,
largely derived from competency frameworks, foster strength in companies by
generating the appropriate knowledge against which the job seekers can be assessed.
However, recruitment and selection are also the initial stages of a dialogue among
applications and the company that shapes the employment relationship (Bratton & Gold
1999). This relationship being the essence of a company’s manpower development,
failure to acknowledge the importance of determining expectation during recruitment
and selection can lead to the loss of high quality job seekers and take the initial stage of
the employment relationship so down as to make the accomplishment of desirable
HRM outcomes extremely difficult. In the opinion of Bratton and Gold (1999),
recruitment and selection practices are essential characteristics of a dialogue driven by
the idea of “front-end” loading processes to develop the social relationship among
applicants and an organization. In this relationship, both parties make decisions
throughout the recruitment and selection and it would be crucial for a company to
realize that high-quality job seekers, pulled by their view of the organization, might be

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lost at any level unless applications are provided for realistic organization as well as
work description. In view of Jackson et al. (2009) and Bratton & Gold (1999)
applicants have a specific view of expectations about how the company is going to treat
them; recruitment and selection acts as an opportunity to clarify this view. Furthermore,
one technique of developing the view, suggested by Bratton and Gold (1999), are
realistic job previews or RJPs that may take the form of case studies of employees and
their overall work and experiences, the opportunity to “cover” someone at work, job
samples and videos. The main objective of RJPs is to allow for the expectations of job
seekers to become more realistic and practical. RJPs tend to lower initial expectations
regarding work and a company, thereby causing some applications to select themselves;
however RJPs also increase the degree of organization commitment, job satisfaction,
employee performance, appraisal and job survival among job seekers who can continue
into employment (Bratton & Gold 1999) Jackson et al. (2009).

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ARTICLE - 4

Title: Talent management in Human Resource Management

Authors: Silzer et al.

Abstract: However, the process of recruitment does not cease with application of
candidature and selection of the appropriate candidates, but involves sustaining and
retaining the employees that are selected, as stated by Silzer et al. (2015).Work of
Silzer et al. (2015) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something
one can be born with or is it something that can be acquired through development.
According to Silzer et al (2015), that was a core challenge in designing talent systems,
facing the organization and among the senior management. Regardless of a well-drawn
practical plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant
obstacles in implementation. As such, theories of HRM can give insights in the most
effective approaches to recruitment even though companies will have to employ their in
house management skills for applying generic theories across particular organizational
contexts. Word conducted by Silzer et al (2015) described that the primary objective of
successful talent strategies is to create both a case as well as a blueprint for developing
the talent strategies within a dynamic and highly intensive economy wherein
acquisition, deployment and preservation of human capital-talent that matter shapes the
competitive advantages and success of many companies (Silzer et al. 2015).

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ARTICLE - 5

Title: Relationship between the HRM practices

Authors: Hiltrop

Abstract: Hiltrop (2017) was successful in demonstrating the relationship between the
HRM practices, HRM-organizational strategies as well as organizational performance.
He conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs, recruitment
and selection, teamwork, employee participation, and lastly, personnel planning are the
most essential practices (Hiltrop 2017). As a matter of fact, the primary role of HR is to
develop, control, manage, incite, and achieve the commitment of the employees. The
findings of Hiltrop’s (1996) work also showed that selectively hiring has a positive
impact on organizational performance, and in turn provides a substantial practical
insight for executives and officials involved. Furthermore, staffing and selection
remains to be an area of substantial interest. With recruitment and selection techniques
for efficient hiring decisions, high performing companies are most likely to spend more
time in giving training particularly on communication and team-work skills (Hiltrop
2017). Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint. Hence,
Hiltrop (2017) suggests the managers need to develop HR practices that are more
focused on training in order to achieve competitive benefits.

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LIMITATIONS OF THE STUDY:
 As the period of study is limited for 45 days the data collected is very

limited.

 Due to time constraints, data is collected from limited number of employees

of the Company.

 As the data is collected in the working hours of the employees, they are

busy they could not give the complete response.

 Unable to obtain proper feedback because of the limited time period & busy

schedule of the employees.

 Problem with the confidential information.

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 PROPOSAL OUT COMES

There are certain limitations of the concept of empowerment. It may be cost

consuming in selecting personnel, training costs and labor costs may be high, it may

result in slower or inconsistent services and poor use of the technique of empowerment.

At the outset, Managers must also accept the fact that not all employees want to be

empowered. Many workers just work better in jobs that are clearly defined and closely

supervised. Once both employees and managers have received proper training, the next

step is to give employee’s control of the resources needed to make the improvements in

their job and work processes.

By giving employees information, resources and training and by following with

measurements and reinforcement, Human Resources can create an empowered

environment. But Empowerment should be continuous process like quality

improvement and it is like a race without a finish line. Those companies that take the

first step by creating an environment conductive to empowerment will be at the head of

the pack

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 CHAPTERISATION

CHAPTER -1 - INTRODUCTION

CHAPTER - 2 REVIEW OF LITERATURE

CHAPTER - 3 - INDUSTRY PROFILE & COMPANY PROFILE

CHAPTER - 4 - DATA ANALYSIS AND INTERPRETATION

CHAPTER - 5 – SUMMARY AND CONCLUSION

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 BIBLIOGRAPHY

BOOKS:

K. Robert Wood “Competency-Based Recruitment and Selection” Tata McGraw-Mill

Publishing Company Limited, New Delhi.

Personnel Management - C.B.Mamoria

Organization Behavior - Aswathappa K.

Personnel/Human Resource Management - P.SubbaRao&V.S.P.Rao

JOURNALS:

Impact of Recruitment and selection of HR department practices, Muhammad Anosh,

Naqvi Hamad, Anam Battol of European Journal of Business & Management

A study of the Recruitment and selection process: SMC Global, Neeraj Kumari, Manav

Rachna International University, Faridabad, INDIA

Newspapers:

The Times of India Business Line The Hindustan Times

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Web Sites Browsed:

https://www.bigbazaar.com

https://www.iiste.org

https://www.ijsrp.org

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