RECRUITMENT AND SELECTION IN RELIANCE RETAIL

TABLE OF CONTENT

1. INTRODUCTION

2. COMPANY PROFILE

3. OBJECTIVE OF STUDY

4. RESEARCH METHODOLOGY

5. DATA ANALYSIS & INTERPRETATIONS

6. FINDINGS

7. RECOMMENDATIONS

8. PROBLEM AND LIMITATIONS

9. CONCLUSION

10. BIBLIOGRAPHY

11. ANNEXURE

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 INTRODUCTION

HUMAN RESOURCE DEPARTMENT

“Human Resource Management function that helps managers recruit, select, train and

develop members for an organization. Obviously, HRM is concerned with the people’s

dimension in organizations.

Work force of an Organization is one of the most important inputs of components. It is

said that people are our single most important assets. Because of the unique importance

of HUMAN RESOURCE and its complexity due to ever changing psychology, behavior

and attitudes of men and women at work, in all business concerns, there is one common

element. I.e. Human personnel function, i.e., manpower management function is

becoming increasingly specialized. The personnel function or system can be broadly

defined as the management of people at work- management of managers and

management of workers. Personnel function is particularly interested in personnel

relationship and interaction of employees-human relations.

In a sense, management is personnel administration. Management is the development of

people, and not mere direction of material resources. Human capital is the greatest asset

of a business enterprise. The essential ingredient of management is the leadership and

direction of people. Each manager of people has to be his own personnel man. Personnel

management is not something you really turn over to personnel department staff.

RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT.

 HRD maintain daily attendance record through branch manager via E-mail.

 Take decisions for approval regarding leave notes.

  He takes the decision related to the recruitment, selection and training of the

candidates. He talks to the consultant related to the recruitment of the

qualified candidates. He also does screening of the candidates, shortlist the

candidate and takes the first round of the interview.

 He maintains the database of the candidates to come for an interview. He also

maintains personal file of each employee. He also completes the joining

formalities of each new employee.

 They are taking surprising visit in every branch and collect information about

employees.

 He is responsible for the monthly salary of the employees as per their

attendants and passing to the Branch Manager.

HUMAN RESOURCE PLANNING

This is handled by doing the planning at the beginning of every year. At the end of the

year, the Human Resource department from each Branch receives the requirement for the

person for whole year. Then the planning of recruitment and training is done by training

manager and recruiting manager which is approved from Head of HR Department.

RECRUITMENT

Recruitment is a process of searching for prospective candidates for the given job in the

industry. As we know it is very important for an industrial concerns to have efficient and

effective personnel with right quality and at right time and at right place available

whenever they are needed. Every organization needs employee time by time because of

promotion or retirement of an employee. For this purpose an organization need to search

for the right candidate. And so it needs to encourage this type of right candidates

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whenever they require.

Sources of Recruitment

 Personal data of candidates and data Reliance Retail maintain by the HR.

department.

 Campus Recruitment.

 Company’s own website.

 Placement consultants.

 Advertisement in the news papers like Times of India, Gujarat

Samchar.

Recruitment Process

Applicant Profile Shortlist Screening Interview

pool Check

Selection

 Selection is the process of taking individuals out of the pool of job applicants

with requisite qualifications and competence to fill jobs in the organization. It

is define as the process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a job.

 Selection is based on probation base, they are taking experienced person for 6

month’s probation and for fresher the probation period is 1 year.

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  While the selection of the senior level post, is taken by head office at Mumbai.

RECRUITMENT AND SELECTION PROCESS

Meaning:

Recruitment and Selection system refers to sourcing and building efficient Human

Resource to the organization to attain its objectives.

This policy complies with, and supports, the Company’s Equal Opportunities Policy

by:

 Ensuring that every stage of the recruitment and selection process is carried out in

a systematic way, based on pre-agreed criteria, to eliminate the potential for

personal bias affecting the decision making process.

 Ensuring that all decision points are fully documented to assist with subsequent

monitoring.

 Making the whole procedure as open as possible, to ensure that all candidates

understand why decisions have been taken and, where they wish, to obtain

meaningful feedback.

 Enabling demonstration of robust, transparent processes and thereby providing a

basis for defense in the event of challenge.

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There are seven main stages to the procedure:

 Pre-advertisement

 Placing advertisements and dealing with enquiries and applicants

 Short-listing

 Interviewing and selection

 Post-selection procedures

 Induction

 Monitoring

Analyzing Your Workplace:

To assist you analyze your workplace to identify recruitment or selection issues for

women, we suggest you:

 Revisit your workforce profile to find where your female employees are.

 Consult with your employees.

 Examine your existing recruitment and selection policies and practices.

Developing Policy and Procedures

 Put in place a policy requiring recruitment and selection processes to select the

best person for the job.

 Develop a quality, consistent process for recruitment that delivers diverse recruits.

 Have a recruitment strategy that links to your business plan, and to a strategy to

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 retain employees.

Reviewing Recruitment and Selection Opportunities

 Monitor each stage of the recruitment process to identify any practice that may

disadvantage some candidates.

 Investigate whether women have equal opportunity in the recruitment and

selection process by collecting information on the numbers of men and women:

 Applying for positions

 Being short-listed

 Being interviewed

 Being appointed, and

 Survey staff about their perception of equity in recruitment procedures.

 Consider collecting diversity information as part of the process. There could be a

pool of diverse candidates you’re not reaching or unnecessarily excluding.

Reviewing Job Descriptions:

 Ensure all job profiles/descriptions reflect the real requirements of the job, rather

than describing the person who filled that job previously.

 Write job profiles in language that encourages both men and women to apply –

including women of and Differing backgrounds. For example, avoid use of jargon

and acronyms that tend to be exclusive.

PRINCIPLES:

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Following are the guiding principles for recruitment and on-boarding process.

• Attracting and recruiting the right people is one of the most important activities of the

organization and is the responsibility to be owned by each and every employee of the

organization.

• Merit will be the single most important factor in selection process.

• They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing

with the help of recruitment vendors and the referral program.

• While skills and profile matching play an important role, they will hire people who are

team players and have the right attitude most relevant to the culture of the organization.

Attitude is as important as aptitude.

• They believe in becoming a company of giants and emphasis is in hiring people who

can grow bigger and better than they presently are.

• They believe in providing their employee with fulfilling career paths. Towards this, they

will post vacancies internally as a preferred option while evaluating external candidates.

• They believe that each candidate interviewed irrespective of whether she/he is selected

should become a friend of the organization. They treat all the candidates with the utmost

respect. They will be open and fair in communication with them; this way they also

enhance the brand image of the organization.

• They will continuously assess, identify and cultivate strategic talent pools including

those at the universities, management schools, and community forums to address their

long term needs.

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HIRING APPROVAL

• All recruitment activities shall be undertaken based on the hiring plan as approved by

the Business Head, HR Head & the CEO. For each approved position, a hiring requisition

will be required prior to initiation of any recruitment activity. If the hiring was not

included in the planned budget, it will also require approval from the CEO based on a

recommendation from the Head HR and the CFO.

• Recruitment expense will be allocated to the concerned business unit, and expenditure

should be budgeted and pre-approved by the business unit head and the HR Head.

CANDIDATE SOURCING:

The hiring manager along with the Human Resource Department would decide the

channel / source to use based on the nature of the recruitment. The following sources of

recruitment may be considered:

• Internal Sources:

- Whenever any vacancy arises, the possibility of fulfilling the requirement internally via

reassignment and relocation, re-allocation of the responsibilities or internal promotion

will be explored by the hiring function along with the HR Department.

- Internal job postings to explore internal candidates.

• Employee Referrals – COMPANY will encourage employees to refer suitable

candidates for open positions.

• Other external sources include:

- Recruitment agencies

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- External job postings

- College / campus requirement

INTERVIEW PROCESS:

• All candidates are required to undergo a face to face interview with the interview panel

before selection.

• Interviews may be conducted at a place at mutually convenient locations and time in an

effort to maintain confidentiality of the hiring effort.

• One on one meeting shall be preferred as the interview format, however depending on

the constraints panel interviews / telephone / video conference screening could be used.

• For recruitment at junior levels, job fairs, universities etc, where large volume of

candidates, Company will use recruitment tests for purpose of short listing. The candidate

may be tested on the basic aptitude, analytical skills or other skills required for the job of

the candidates.

• The interview process will focus on the evaluating the candidates suitability in terms of

the job description and fit within the organization.

• Each interviewer will complete the interview feedback form and submit it to HR. HR

will compile the results from a various interviews and provide these to the line manager

for the final decision.

The following are the guidelines wit respect to the interview levels. The line manager will

own the overall interview process:

 Position,

 Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed

by

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 Direct Report CEO Head CEO/ HR Head, Management Team (for relevant functions)

Approval - CEO

 Proposal – HR Head CEO

 State Head/ Regional Function Heads, Cluster Heads Regional Branch Heads,

National functional Heads Regional Branch Head / National Functional Head,

Regional HR Approval – CEO

 Proposal – HR Head

 Branch Manager / National Functional Managers Regional Branch Heads, National

functional Heads Regional Branch Head / National Functional Head, Regional HR,

Cluster / State Head Approval – HR Head

 Proposal – C & B Manager HR Head

 Senior Relationship Manager Regional Branch Head/ Branch Manager Regional

Branch Head/ Branch Manager, Regional HR Approval – HR Head

 Proposal – C & B Manager Staffing Leader

 Junior Relationship Manager Branch Manager Branch Manager, Cluster Head

Approval – C&B Manager

 Proposal – Regional HR Mgr. Regional HR Manager

For campus / bulk hiring process, each panel will be specifically authorized with respect

to hiring decision, pay by the HR Head & CEO prior to the process.

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RECRUITMENT EXPENSES:

• All recruitment expenses including recruitment fees, advertisement expenses and

interview related expenses will be allocated to the concerned business unit.

• The candidate will be informed about the nature of the expenses that are reimbursable

and the supporting documents required (in original). HR will ensure that candidate fills

the necessary reimbursement forms and that he/she receives the reimbursement at the

earliest.

• Outstation/International Candidates - COMPANY will pay for appropriate air fare and

expenses incurred for the stay for candidates who they decide to fly from other locations.

Prior approval from the Regional HR Leader / HR Head is required to invite candidates.

For candidates from International Locations, prior approval from the HR Head needs to

be taken.

PRE-EMPLOYEMENT CHECK:

This will include both a professional reference check as well as the background check.

• Professional reference check will be completed by the hiring manager. COMPANY will

request contact information for 2 references from the candidate, and check the quality of

previous work experience and key personal characteristics/conduct/ previous record etc.

• For key positions in areas, COMPANY will also perform a background check to assess

the integrity conduct of the candidate.

• The following information regarding the candidate will be verified:

 Proof of educational qualifications

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  Any professional certificate that is essential to the job

 Address details

 Passport details

 Date of birth

 Proof of previous employment (service certificate)

Any negative feedback and comment in the reference check will be investigated by HR

and if found genuine shall be a cause for disqualification of the candidate or dismissal

from employment.

OFFER PROCESS:

• Once the hiring decision is finalized, HR will prepare an offer / fitment as per the

compensation structure and grade and keeping in mind the internal equity.

• The offer would be communicated to the selected candidates by the hiring manager

along with HR. The candidate will sign the contract letter to formally accept employment

from the organization.

PRE-EMPLOYMENT PROCESS:

As an organization, COMPANY will make all necessary arrangements to ensure a smooth

joining process for the employees. HR will provide the candidate a check list prior to

joining to ease joining formalities.

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RELOCATION FOR EMPLOYMENT:

Where the employee has to relocate and has been pre-approved by the HR Head and the

staffing leader, the relocating candidate shall be eligible for the following relocation

assistance:

 The joining employ has the option to avail temporary accommodation (which

includes laundry) for the first two weeks arranged by organization. The stay in

company provided accommodation can be extended by two weeks further based

on specific approval from the Head HR. Where the stay extends beyond 4 weeks,

the respective will not be paid housing allowance foe the corresponding period.

 Local travel assistance up to positions of RO/RM/equivalent and below will be

reimbursed for one week and for SRM/equivalent and above will be reimbursed

up to two weeks.

 Food expenses during the period will be reimbursed as per actual up to Rs 500/-

per day per person.

 Approved reasonable expenses incurred in transporting the personal goods

including the transportation /registration of one automobile to the city of work.

Employees are advised to use the designated moving agencies as per rates

negotiated by Administration. Where negotiated rates are not available, the

employee is required to submit 3 quotations and secure approval from

Administration before assigning the contract to a moving firm.

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EMPLOYMENT OF RELATIVES:

The organization employs, purely on merit, the relatives of our employees as long as it

does not create a potential conflict of interest. To avoid a potential conflict of interest and

to reduce the possibilities of favoritism – the following guidelines must be followed:

 Relatives are not assigned to a position where he/she has the opportunity to check,

process, and review, approve, audit or otherwise affect the work of the persons

cited and above.

 NO one is assigned to a position where she/he influences the professional

progress or promotion of the persons cited above.

 If one is aware of a situation that appears to be an opportunity for people to

display favoritism to relatives, one should contact the Department Head or Human

Resources Department.

 Employees will not be part of the hiring process of their relatives

DEFINITION OF RELATIVES:

Relatives would include husband, wife, children, parents, sisters, brothers, first cousins,

brothers-in-law, sisters-in-law, mother –in-law, and father-in-law.

Employees who are aware of candidature of their relatives for the organization must

immediately report to the HR function in writing for information and records. Failure to

immediately report such cases will be considered as a serious violation of the recruitment

policy and may entail a disciplinary action.

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INTERNSHIP PROGRAM:

As part of university hire program, COMPANY will provide internship opportunities to

students. Such internships will provide opportunities to students to learn while making

real contributions to the company. COMPANY will follow the following process:

• HR will coordinate with business groups to identify potential opportunities for

intern hires.

• Internship requests could be received either from the students directly or as

nominations from the educational institute.

• HR and hiring manager to tele-interview the candidates with subsequent personal

interviews in the office

• HR to coordinate with the hiring manager to develop the project plan for the hire

Based on the demonstrated capability, the intern will be provided with the

opportunity to work in multiple departments to gain a wider business understanding

INTERNSHIP CRITERIA:

 Typically, the intern will be a pre-final year student of the Bachelor or Master

degree programs specializing in Financial Services/IT and any other business

stream as required.

 Interns will be expected to manage their won accommodation and it will not be

provided by the company.

 Intern will be required to sign the confidentiality and code of conducts documents

of the company.

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EMPLOYEE ON-BOARDING – PROCESS:

The overall purpose of the new hire integration process is to ensure that the new

employee is able settle in smoothly and is able to contributing at the earliest.

PRE EMPLOYMENT INDUCTION:

COMPANY’s employee induction process shall begin as per the employee accepts the

job offer. The process includes:

 Welcome pack: As soon as the candidate accepts the offer, a welcome pack will

be sent to the employee.

o A congratulatory note regarding the decision to join the organization.

o Contact details of a HR representative and the hiring manager.

o A brief company overview document.

 Pre-joining checklist: Include details of the documents required from the

employee. In case the employee is relocating from a different location, details of

the relocation process and the visa requirement will be outlined in this checklist.

 Expectations on the first day of the joining.

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POST JOINING ORIENTATION AND INDUCTION:

 Classroom Induction: The employee integration process will also include

classroom training and induction where the employee will receive presentations

and trainings on various topics that would further ingrain the into the organization

 On the job training: Besides formal training sessions, the employee will undergo

on-the-job function specific trainings that are facilitated by the respective

functions to help the new employee acquaint himself/herself with work in

progress.

PROBATION POLICY:

 Probation is a trial that is mutual opportunity for the employee and COMPANY to

confirm suitability for continued employment. The probation period is to establish

a stronger understanding of mutual capabilities, expectations and understanding

which may include functional training. The employee must demonstrate

suitability for continued employment.

 An assessment will be based on factors related to work performance, work habits,

productivity, attitude and compatibility, attendance and punctuality, and any other

matter that is linked to job performance and expectations.

 All new hires will be placed on probation for a period of 6 months from the date

of joining

 HR will initiate the confirmation process by sending an appraisal form to the

immediate supervisor before the completion of probationary period. The appraisal

form will need to be approved by the supervisor’s leadership.

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REFERRAL BONUS AMOUNT :

• The Referral Bonus Program is operated under the authority of the Budget and Control

Board’s Employee Bonus Guidelines. Under these guidelines, an employee may receive

multiple bonuses, the total of which may not exceed Rs.1,66,770 in any fiscal year.

• Referral bonus payments may be paid in a lump sum or in periodic payments until the

new employee has completed his or her probationary period. Payments cannot be made

until the referred candidate has been employed for a minimum of one month. For

example, a Rs.83,385 referral bonus can be structured as follows:

- Rs.20,846 referral bonus awarded after three months from the hire date,

- Rs.20,846 referral bonus awarded after six months from the hire date,

- Rs.41,692 referral bonus awarded at the end of the probationary period.

REFERRAL BONUS PROGRAM ADMINISTRATION :

The Referral Program operates in accordance with the following program requirements:

• Referral bonuses are awarded at the discretion of management with the Agency Director

or his designee having final approval authority.

• Funding for the program must come from existing agency resources.

• The Agency will provide a form for completion and submission by either the applicant

or the referring employee with the applicant’s application indicating that the referring

employee has made the referral.

• The Agency will designate a position as “hard-to-fill” before the position is posted.

• Employees selected for eligible positions must be employed by the agency for at least

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one month before a referring employee may be eligible to receive a referral bonus.

Referred candidates cannot be current employees of the hiring agency in any capacity, to

include temporary, temporary grant, research grant, time- limited project, or contract

employees. Both the referring employee and the referred candidate must be employed by

the agency when any referral bonus is paid receive the referral bonus.

• Any disputes arising from the application of this program will be the responsibility of

the Agency Director or his designee to resolve and will not be considered a grievance

under the State Employee Grievance Procedure Act.

• The agency HR Office will monitor the use of the Referral Bonus Program and will

report annually to the Office of Human Resources information on the use of the Referral

Bonus Program.

• The hiring process will be fair and consistent with agency policy and procedures, with

no bias for or against candidates whose selection might make another employee eligible

for a referral bonus.

Amount paid to the employees who refer the candidates and if they get selected varies

from Rs. 7000 to Rs.2000 based on the grade of the employee refereed and the refereed

candidate placed.

This amount is paid to the employees in two ways:

1. Immediately when the candidate is joined

2. After the completion of 3 months of the candidate selected.

Only middle level and senior level management employees have the opportunity of

referring the candidates. This policy/scheme is not applicable to the top management

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employees. Also the employees who are under probation or training period are not

eligible for this employee referral policy.

RECRUITMENT AND SELECTION

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates

for employment and stimulating them to apply for jobs in the organization”. Recruitment

is the activity that links the employers and the job seekers.

Recruitment is a linking activity- bringing together jobs to fill and those seeking jobs. A

good recruitment program should attract the qualified & not unqualified. Recruitment is a

costly affair. There are legal implications of incompetent selection – negligent hiring.

“Organizations must consider recruitment as a strategic war to attract talent, and must

develop and implement aggressive talent acquisition strategies in order to dominate the

labor market within a given industry. With the impending retirement of the baby-boomer

generation and the lack of availability of high quality senior-level talent, many companies

consider talent acquisition to be the most important business challenge facing them

today”.

Recruitment of candidates is the function preceding the selection, which helps create a

pool of prospective employees for the organization so that the management can select the

right candidate for the right job from this pool. The main objective of the recruitment

process is to expedite the selection process

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific vacancies

do not exist. Usually, the recruitment process starts when a manger initiates an employee

for a requisition vacancy and an anticipated vacancy.

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Purpose & Importance of Recruitment:

 Attract and encourage more and more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of best candidates for the

organization.

 Determine present and future requirements of the organization in conjunction with

its personnel planning and job analysis activities.

 Recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will

leave the organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the composition of

its workforce.

 Begin identifying and preparing potential job applicants who will be appropriate

candidates.

 Increase organization and individual effectiveness of various recruiting techniques

and sources for all types of job applicants.

 So, those people who are involved in the process have a high level of

responsibilities.

Management’s Role in Recruitment

Recruitment planning is anticipating and using all available flexibilities and strategies to

maintain the workforce. Human Resources Responsibilities along with the civilian

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Recruitment Team can help through this process by further explaining strategies and

helping to find easier ways to accomplish them.

Responsibilities include:

 Determining a vacancy exists.

 Choosing the right strategies to fill the position.

 Defining and capturing the need (understanding the position, its functions, duties,

responsibilities, and skill requirements.)

 Initiating the final action.

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Recruitment needs are of three types

 PLANNED

i.e. the needs arising from changes in organization and retirement policy.

 ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

 UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

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 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes

from two kinds of sources: internal and external sources. The sources within the

organization itself (like transfer of employees from one department to other, promotions)

to fill a position are known as the internal sources of recruitment. Recruitment candidates

from all the other sources (like outsourcing agencies etc.) are known as the external

sources of recruitment.

SOURCES OF RECRUITMENT

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Internal Sources of Recruitment

1. TRANSFERS

90
80
70
60
East
50
40 West
30 North
20
10
0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

2. The employees are transferred from one department to another according to their

efficiency and experience.

3. PROMOTIONS

the employees are promoted from one department to another with more benefits

and greater responsibility based on efficiency and experience.

4. Others are Upgrading and Demotion of present employees according to their

performance.

5. Retired and Retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work. Recruitment such

people save time and costs of the organizations as the people are already aware of

the organizational culture and the policies and procedures.

6. The dependents and relatives of Deceased employees and Disabled employees are

also done by many companies so that the members of the family do not become

dependent on the mercy of others.

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The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a

business operates will need shorter periods of training and time for 'fitting in'.

2. The organization is unlikely to be greatly 'disrupted' by someone who is used to

working with others in the organization.

3. Internal promotion acts as an incentive to all staff to work harder within the

organization.

4. From the firm's point of view, the strengths and weaknesses of an insider will have

been assessed. There is always a risk attached to employing an outsider who may

only be a success 'on paper'.

The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted

2. An insider may be less likely to make the essential criticisms required to get the

company working more effectively

3. Promotion of one person in a company may upset someone else.

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External Sources of Recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides

the opportunity to bring new experience and ideas in to the business. Disadvantages are

that it is more costly and the company may end up with someone who proves to be less

effective in practice than they did on paper and in the interview situation.

There are a number of stages, which can be used to define and set out the nature of

particular jobs for recruitment purposes:

Job Analysis is the process of examining jobs in order to identify the key requirements of

each job. A number of important questions need to be explored: the title of the job to

which the employee is responsible for whom the employee is responsible a simple

description of the role and duties of the employee within the organization.

Job analysis is used in order to:

1. Choose employees either from the ranks of your existing staff or from the

recruitment of new staff.

2. Set out the training requirements of a particular job.

3. Provide information which will help in decision making about the type of

equipment and materials to be employed with the job.

4. Identify and profile the experiences of employees in their work tasks (information

which can be used as evidence for staff development and promotion).

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 5. Identify areas of risk and danger at work.

6. Help in setting rates of pay for job tasks.

Job analysis can be carried out by direct observation of employees at work, by

finding out information from interviewing job holders, or by referring to

documents such as training manuals. Information can be leaned directly from the

person carrying out a task and/or from their supervisory staff. Some large

organizations specifically employ 'job analysts'. In most companies, however, job

analysis is expected to be part of the general skills of a training or personnel

officer.

SELECTION PROCESS

Selection is the system of functions and devices adopted in a given company to ascertain

whether the candidates’ specifications are matched with the job specifications and

requirements or not. The obvious guiding policy in selection is the intention to choose the

individual candidate who can most successfully perform the job from the pool of

qualified candidates.

Selection of personnel to man the organization is a crucial, complex and continuing

function. The ability of an organization to attain its goals effectively and to develop in a

dynamic environment largely depends upon the effectiveness of its selection program. If

right personnel are selected, the remaining functions of personnel management become

easier, the employee contribution and commitment will be at optimum level and

employee-employee relations will be congenial. If the right person is selected, he is a

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 valuable asset to the organization and if faulty selection is made, the employee will

become a liability to the organization.

Selection Procedure

 JOB ANALYSIS: Job analysis forms the basis for selecting the right candidate. It

includes a detailed study of the positions for which recruitments are to be made, in the

form of Job Description and Job Specification

 HUMAN RESOURCE PLAN: Under this plan estimates are laid for the future

requirement of employees. This forms the basis for the future recruitment function.

 RECRUITMENT: It refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization.

 DEVELOPMENT OF BASIS FOR SELECTION: This involves the selection of

appropriate candidates from the applicants’ pool by adopting suitable techniques for

screening.

 APPLICATION FORM: This is also known as application blank. This technique is

utilized for securing information from the prospective candidates.

 WRITTEN EXAMINATION: Application form is followed by written examination for

the short listed candidates for assessing the candidate’s ability, aptitude, reasoning and

knowledge in various disciplines.

 PRELIMINARY INTERVIEW: Preliminary interview is to solicit necessary information

from the prospective applicants and to assess the applicant’s suitability to the job.

 TEST: Test is essentially an objective and standardized measure of sample of behavior

from which inferences about future behavior and performance of the candidate can be

drawn. Tests can be of following type:

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 o Aptitude Test: This test measure whether an individual has the capacity or

latent ability to learn a given job if adequate training. Aptitude test can be

further subdivided in to

 Intelligence test

 Emotional test

 Skill test

 Psychometric test

o Achievement Test: These tests are conducted to measure the value of a

specific achievement when an organization wishes to employ experienced

candidate.

o Situational Test: This test evaluates a candidate in a real life situation

o Interest Test: These tests are inventories of the likes and the dislikes of the

candidate in relation to the job, work, occupations, hobbies and recreational

activities.

o Personality Test: These tests prove deeply to discover clues to an individual’s

value system.

o Multi-Dimensional Testing: Organizations develop such tests in order to find

out whether the candidates possess a variety of skills or not, candidate’s

ability to integrate the multi-skills and potentiality to apply them based on

situational and functional requirement.

 INTERVIEW: In this step, the interviewer matches the information obtained about the

candidate through various means to the job requirements and to the information obtained

through his own observation during the interview. Tests can be of following types:-

30
 o Background information interview

o Job and probing interview

o Stress interview

o Group discussion interview

o Panel interview

o Decision making interview

 MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear

vision, percept hearing, unusual stamina, tolerance of hard working conditions, clear tone

etc. medical examination reveals whether or not a candidate possesses these qualities.

 REFERENCE CHECK: At this step candidates are required to give the names of

references in their application forms. This is done in order to verify the information

provided by the candidate.

 JOB OFFER: After taking the final decision, the organization has to intimate this

decision to the successful as well as unsuccessful candidates. Those selected are offered

the job and the candidate has to communicate his/her acceptance to the offer. He/she can

also approach the organization for the modification of the job letter and in case things are

not working out the offer is rejected by the candidate.

 EMPLOYMENT: The Company may modify the terms and conditions of employment as

requested by the candidate and thereby place them on the job.

RECRUITMENT AND SELECTION PROCESS

AT HR SERVICES PRIVATE LIMITED
Recruitment is the process of identifying that the organization needs to employ someone

up to the point at which application forms for the post have arrived at the organization.

Selection then consists of the processes involved in choosing from applicants a suitable

31
 candidate to fill a post. Recruiting individuals to fill particular posts within a business can

be done either internally by recruitment within the firm, or externally by recruiting people

from outside. The recruitment and selection process at RELIANCE RETAIL HR

Services Private Limited begins with management determining the exact need of the

posts to be filled. There are a number of posts which have to be filled, for example ASM,

SE, SA, FSA, SM, and TL etc. for the different businesses. Then, the management

shortlists the resume of the candidate whose attributes match with the job description and

specification required for the job. The organization get many resumes of unsolicited

applicants on a daily basis which they shortlist according to the qualification and

experience for a particular post. As the candidate visits to submit his resume he is asked

to fill in the first page of Interview Record Sheet as shown in Appendix 1, which he takes

along with him in the interview room.

The recruitment process at RELIANCE RETAIL starts with the enquiry/ walk-in

management of the candidate when he submits his resume, which consists of registration

of the candidates and eligibility verification of the candidate’s name, phone number, age,

qualification and experience. It also consists of taking two references of peers and

providing job brief and information regarding compensation, career progression and

expectation setting in the company.

Then, after the formalities, a preliminary interview/ screening is conducted by the

personnel of the HR department who screen and shortlist the candidates on the following

attributes:

 Job Understanding

 Willingness to work

32
 Compensation clarity

 Functional Knowledge Validation

 Energy Level

 Sample sales

33
 COMPANY PROFILE

Reliance Retail

Ty Subsidiary
pe

ISI INE002A01018
N

Ind Retail
ust
ry

Fou 2006; 17 years ago

nde
d

Fou Mukesh Ambani

nde
r

He Mumbai, Maharashtra,
adq India
uar
ters

34
Nu 18,000 (2023)
mb
er
of
loc
atio
ns

Are India
a
ser
ved

MMukesh Ambani
Ke
(Chairman)
y
peo IsIsha Ambani
ple (Managing Director)

Ser Supermarket
vice Hypermarket
s Superstore
Convenience shop

Rev ₹260,364 crore (2023)

enu
e

Op ₹12,130 crore (2023)

erat
ing
inc
om
e

35
Net ₹9,181 crore (2023)
inc
om
e

Tot ₹168,311 crore (2023)

al
ass
ets

Ow
ner Reliance Industries (85.12%)
Vanishree Commercials (4.7%)
Infotel Infocomm (0.6%)
Sovereign wealth funds (5.86)
Private equity firms (4.32%)

Nu 245,581 (2023)[4]
mb
er
of
em
plo
yee
s

Par Reliance Industries

ent

Sub Rreliance Fresh

sidi Rreliance Smart
arie Rreliance Centro
s Rreliance Digital
Rreliance Trends

36
 Rreliance Trends Footwear
JiJio Stores
Jjjustdial
HHamleys
J JioMart
AAJIO
UUrban Ladder
NNetmeds
CCentro

We www.relianceretail.com
bsit
e

Reliance Retail is an Indian retail company and a subsidiary of Reliance Industries.

Founded in 2006, it is the largest retailer in India in terms of revenue. Its retail outlets
offer foods, groceries, apparel, footwear, toys, home improvement products, electronic
goods, and farm implements and inputs. As of 2023, it has over 245,000 employees at
18,000 store locations in 7,000 towns. Apart from physical stores, the company also sells
products on its e-commerce channels.

Reliance Retail is the retail initiative of Reliance Industries Limited and is central to the
group’s consumer facing businesses. Reliance Retail has been at the forefront of bringing
about Retail revolution in India.

Reliance Retail’s operating model unleashes the aspirational energy of the new, resurgent
India. Reliance Retail’s guiding philosophy rests on the tenets of enabling inclusion,
growth and building sustainable societal value for millions of Indians.

In a short period, it has forged strong and enduring bonds with millions of consumers by
providing them unlimited choice, outstanding value proposition, superior quality and
unmatched shopping experience across all its stores.

37
Reliance Retail’s growth over the years has triggered a large socio-economic
transformation on an extraordinary scale in India.

Reliance Retail has been ranked amongst the fastest growing retailers in the world. It is
ranked 53rd in the list of Top Global Retailers and is the only Indian Retailer to feature in
the Top 100. It is the largest retailer in India with the widest reach.

Reliance Retail has 249 million registered customers buying across all its formats. It
recorded more than 780 million footfalls across all its stores in FY23, a scale unmatched
by any other retailer in India. With nearly 3 million daily transactions, Reliance Retail
operates at a scale unparalleled in the Indian retail industry and continues to enrich the
quality of lives of millions of Indians every day.

Reliance Retail has adopted a multi-prong strategy and operates a wide array of store
formats that cater to planned shopping needs, as well as daily or occasional needs of the
customers across major consumption baskets of Grocery, Consumer Electronics, Fashion
& Lifestyle and Pharma.

In Grocery consumption basket, Reliance Retail operates Fresh Signature, Smart

superstore, Smart Bazaar, Smart Point, Freshpik, Shree Kannan Departmental, 7-Eleven
and Jayasurya stores focused on food, fresh produce, bakery, dairy products, home and
personal care products, as well as general merchandise items. In addition, it runs quick
commerce company, Dunzo and subscription-based hyperlocal delivery platform,
Milkbasket.

With an ambition to help every Indian household get access to quality products at
reasonable price points, Reliance Consumer Products Limited, the company’s FMCG
arm, has built a strong portfolio ranging from Campa, Raskik and Sosyo in the beverage
category to Enzo, Glimmer, Puric, Get Real and Dozo in the home & personal care
segment. Under the Independence brand, it offers a wide range of daily essentials to
Indian consumers at exceptional value.

38
In Pharma, Reliance Retail addresses both online and offline needs of Indian consumers
through Netmeds digital platform and a fast-expanding range of Netmeds freestanding
stores.

Reliance Retail has strengthened its presence in the beauty space with Tira, an omni-
channel beauty retail platform that offers a seamless and personalized shopping
experience to beauty enthusiasts across India by offering them a fine selection of global
and indigenous beauty brands.

In Consumer Electronics, Reliance Retail operates Reliance Digital and MyJio Store
formats offering a wide range of consumer electronics, home appliances, computing and
mobility products, latest gadgets and accessories. These stores are backed by resQ, a full-
fledged service organisation and India’s only ISO 9001 certified electronics service
brand.

In Fashion & Lifestyle, Reliance Retail operates a portfolio of formats that serves
customers across value, mid, premium and luxury segments. Reliance Retail operates
Trends, Trends Woman, Trends Man, Trends Footwear, Avantra by Trends, Azorte,
Centro, Reliance Jewels, Hamleys formats and a portfolio of more than 50 marquee
international brands such as GAP, Armani, Burberry, Diesel, GAS, Marks & Spencer,
Superdry, Brooks Brothers, Steve Madden and more.

Reliance Retail has a strong presence in digital commerce channels led by AJIO, a
fashion & lifestyle destination store bringing the best of national and international brands
to customers’ doorsteps and Jiomart, a cross-category horizontal platform that leverages
the wide network of Reliance Retail’s stores and well-established supply chain
infrastructure.

Reliance Retail reported a turnover of Rs. 2,60,364 crore for the financial year 2022-23.
As on March 31, 2023, Reliance Retail operated 18,040 stores across 7,000+ towns with
a retail area of over 65.6 million sft.

As of August 2023, the company is valued at Rs.8338 billion.

Reliance Retail is India's largest, fastest-growing, and most profitable retailer with a
diversified Omni-channel presence via integrated store concepts, and digital and new

39
commerce platforms. We provide consumers with an outstanding value proposition,
superior quality products, and an unmatched shopping experience. Founded in 2006 with
a view to revolutionizing retail in India, we have, over the years, developed and perfected
our capabilities across people, processes, and technology to meet our end objectives of
creating a win-win proposition for our stakeholders across the value chain viz.
Customers, Manufacturers/Farmers, Merchants, and Brand Partners as well as enhancing
financial income and job security for tens of millions of Indians. Today, Reliance Retail
serves a loyal customer base of more than 193 million across the country, catering to
daily and occasional needs across the major consumption baskets of Consumer
Electronics, Fashion & Lifestyle, Grocery, Pharma, and Connectivity. We operate the
largest store network in the country with 15,000+ stores, spread over 42 million square
feet of retail space, and present across 7,000+ cities. Our Omni-enabled store networks
and extensive portfolio of digital commerce platforms bolstered by a strong supply chain
and technology infrastructure, and supported by a well-trained workforce enable us to
provide customer service par excellence. We continue to build our capabilities through
organic growth, acquisitions, partnerships, and strategic investments to strengthen our
competencies and bolster our product offerings. Our strong own brand portfolio is
complemented by an equally strong brand partner portfolio, as Reliance Retail continues
to be the partner of choice for leading national and international brands. Reliance Retail’s
New Commerce initiative designed to boost the digital ecosystem for millions of partner
merchants and MSMEs has enabled lakhs of small merchants to connect with a huge
consumer base and embodies our commitment to bettering lives and creating value for
the entire ecosystem.

History

In August 2021, Reliance Retail announced that it would acquire the retail, wholesale,
logistics and warehousing business of Future Group for ₹24,713 crore .[8] However, the
deal was called off in April 2022 after a lengthy legal dispute between Future Group
and Amazon.

In September 2020, it was announced that American investment firm Silver Lake has
bought 1.75% stake in Reliance Retail for 7,500 crore valuing the business at ₹4.28

40
trillion . On 23 September, it was announced that KKR has bought 1.28% stake for
₹5,500 crore valuing the venture at ₹4.28 trillion or Rs.4836 billion.

In October 2020, Singapore's GIC bought a 1.22% stake for Rs.62,705 million,
while TPG acquired a 0.41% stake for Rs.20,846 million giving Reliance Retail a pre-
money valuation of Rs.4878 billion.[12]

On 7 October 2021, the company announced its partnership with 7-Eleven to open its
stores in India. The announcement came a day after Future Group announced the end of
its partnership with 7-Eleven, citing the inability to meet the target of opening stores and
payment of franchisee fees. The first 7-Eleven in India opened in Mumbai.

On 6 January 2022, Reliance Retail invested $200 million in Dunzo for a 25.8% stake.

In 2022, soft drink brand Campa Cola was acquired by Reliance Industries for 22 crores.
In March 2023, Reliance Consumer Products (RCPL), the fast-moving consumer goods
arm and subsidiary of Reliance Retail Ventures (RRVL), announced the relaunch of
Campa Cola in three variants (cola, orange and lemon) at select stores.

In February 2023, Reliance Retail began accepting India's central bank digital currency
(CBDC), the Digital Rupee

In August 2023, the Qatar Investment Authority invested $1 billion in Reliance Retail for
a 0.99% stake in the company at a $100 billion valuation.[6] In October 2023, the Abu
Dhabi Investment Authority acquired a 0.59% stake in the company with an investment
of nearly $600 million.

Financials

Reliance Retail had a turnover of 337 billion in the financial year 2016–17. Reliance
Retail announced revenues of 450 billion for the nine months ended December 2017 for
financial year 2017–18, showing over a 90% jump from the corresponding previous
period. The company also reported a profit of 7 billion for the period.

OUR BUSINESS

41
Reliance Retail is the retail initiative of Reliance Industries Limited and is central to the
group’s consumer facing businesses. Reliance Retail has been at the forefront of bringing
about Retail revolution in India.

Reliance Retail’s operating model unleashes the aspirational energy of the new, resurgent
India. Reliance Retail’s guiding philosophy rests on the tenets of enabling inclusion,
growth and building sustainable societal value for millions of Indians.

In a short period, it has forged strong and enduring bonds with millions of consumers by
providing them unlimited choice, outstanding value proposition, superior quality and
unmatched shopping experience across all its stores.

Reliance Retail’s growth over the years has triggered a large socio-economic
transformation on an extraordinary scale in India.

Reliance Retail has been ranked amongst the fastest growing retailers in the world. It is
ranked 53rd in the list of Top Global Retailers and is the only Indian Retailer to feature in
the Top 100. It is the largest retailer in India with the widest reach.

Reliance Retail has 249 million registered customers buying across all its formats. It
recorded more than 780 million footfalls across all its stores in FY23, a scale unmatched
by any other retailer in India. With nearly 3 million daily transactions, Reliance Retail
operates at a scale unparalleled in the Indian retail industry and continues to enrich the
quality of lives of millions of Indians every day.

Reliance Retail has adopted a multi-prong strategy and operates a wide array of store
formats that cater to planned shopping needs, as well as daily or occasional needs of the
customers across major consumption baskets of Grocery, Consumer Electronics, Fashion
& Lifestyle and Pharma.

In Grocery consumption basket, Reliance Retail operates Fresh Signature, Smart

superstore, Smart Bazaar, Smart Point, Freshpik, Shree Kannan Departmental, 7-Eleven
and Jayasurya stores focused on food, fresh produce, bakery, dairy products, home and
personal care products, as well as general merchandise items. In addition, it runs quick

42
commerce company, Dunzo and subscription-based hyperlocal delivery platform,
Milkbasket.

With an ambition to help every Indian household get access to quality products at
reasonable price points, Reliance Consumer Products Limited, the company’s FMCG
arm, has built a strong portfolio ranging from Campa, Raskik and Sosyo in the beverage
category to Enzo, Glimmer, Puric, Get Real and Dozo in the home & personal care
segment. Under the Independence brand, it offers a wide range of daily essentials to
Indian consumers at exceptional value.

In Pharma, Reliance Retail addresses both online and offline needs of Indian consumers
through Netmeds digital platform and a fast-expanding range of Netmeds freestanding
stores.

Reliance Retail has strengthened its presence in the beauty space with Tira, an omni-
channel beauty retail platform that offers a seamless and personalized shopping
experience to beauty enthusiasts across India by offering them a fine selection of global
and indigenous beauty brands.

In Consumer Electronics, Reliance Retail operates Reliance Digital and MyJio Store
formats offering a wide range of consumer electronics, home appliances, computing and
mobility products, latest gadgets and accessories. These stores are backed by resQ, a full-
fledged service organisation and India’s only ISO 9001 certified electronics service
brand.

In Fashion & Lifestyle, Reliance Retail operates a portfolio of formats that serves
customers across value, mid, premium and luxury segments. Reliance Retail operates
Trends, Trends Woman, Trends Man, Trends Footwear, Avantra by Trends, Azorte,
Centro, Reliance Jewels, Hamleys formats and a portfolio of more than 50 marquee
international brands such as GAP, Armani, Burberry, Diesel, GAS, Marks & Spencer,
Superdry, Brooks Brothers, Steve Madden and more.

Reliance Retail has a strong presence in digital commerce channels led by AJIO, a
fashion & lifestyle destination store bringing the best of national and international brands

43
to customers’ doorsteps and Jiomart, a cross-category horizontal platform that leverages
the wide network of Reliance Retail’s stores and well-established supply chain
infrastructure.

Reliance Retail reported a turnover of Rs. 2,60,364 crore for the financial year 2022-23.
As on March 31, 2023, Reliance Retail operated 18,040 stores across 7,000+ towns with
a retail area of over 65.6 million sft.

OBJECTIVES OF THE STUDY

OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE:

To study about the recruitment process in Reliance Retail.

SECONDARY OBJECTIVE:

To study the basis of appointment

 To study the attrition level and its linkage with recruitment techniques used.

 To identify the sources of recruitment preferred by the company

 To offer suggestions to strengthen the crucial area of Recruitment and Selection at

Reliance Retail.

44
  To develop and maintain procedures which will assist in ensuring the appointment

of most suitable candidate.

RESEARCH METHODOLOGY

The study seems to be the observation and a description of the project where we try to

find out the hidden aspect or bring out the concept for further explanation, but some

scientific method and techniques classified it as the research, that’s why the following

research methods, techniques and components are used to facilitate the study

Research Design- Descriptive research design

Descriptive research design is a scientific method that is used in this study which helps in

observing and describing the behavior of a subject without influencing it in any way to

obtain a general overview of the subject.

This design allows observation without affecting normal behavior. It is also useful

because it is not possible to test and measure the large number of samples needed for

more quantitative types of experimentation

45
These types of experiments are often used by anthropologists, psychologists and social

scientists to observe natural behaviors without affecting them in any way. It is also used

by market researchers to judge the habits of customers, or by companies wishing to judge

the morale of staff.

Though the results from a descriptive research can in no way be used as a definitive

answer or to disapprove a hypothesis but, if the limitations are understood, they can still

be a useful tool in many areas of scientific and normal study research such as this project.

Type of data

In this I have used both of the primary and secondary data .

Primary Data

In primary data we had conducted Personal Interview with the Branch Manager of

Reliance Retail, Lucknow regarding selection and recruitment process of Reliance

Retail.

Secondary Data

Secondary data was used for this study as the research design is descriptive in nature so

we tried to collect the data available through other sources on the subject. Some times,

primary data is also collected through observation method to facilitate the research work

Sources of data

The following sources are used for collecting the data for this study:

 Books

 internet

46
  Journals

 News papers

 Personal sources

Sampling – judgmental sampling

47
 DATA ANALYSIS AND INTERPRETATION

Q1. What is the estimated recruitment timing / process in company?

(i) 6 Month

(ii) 3 Month

(iii) 1 year

(iv) Less than 1 Month

6 month ; 10%

3 month ; 30%
less than 1
month; 60%

Interpretation

According to diagram estimated recruitment timing / process in company is less than one

month as shown in figure 60 %

48
Q2. Is CBI (Competency based interview) questions are being adapted at Company in

comparison to traditional method?

(i) Yes

(ii) No

(iii) Can’t Say

Analysis

Yes ; 20%

Can't say;
50%
No; 30%

Interpretation

According to figure 50% we cannot say that Competency based interview questions are

being adapted at company in comparison to traditional method.

49
Q3. Both technical and behavioral factors are taken into consideration at the time of

recruitment ?

(i) Yes

(ii) No

(iii) Can’t Say

Analysis

Yes; 10%

Can't say;
30%

No; 60%

Interpretation

According to figure , not 60% technical and behavioral factors are taken into

consideration at the time of recruitment.

50
Q4. When application are called for the interview they know that who will be present

in the interview panel and for what duration?

(i) Yes

(ii) No

(iii) Can’t say

Analysis

Can’t say;
20%

No; 80%

Interpretation

According to 80% employees do not know who will be present in the interview panel

and for what duration.

51
Q5. What is best sources in information of reference check for an employee?

(i) Personal reference

(ii) On the job performance

(iii) HR Office

(iv) Good questioning technique

Analysis

Good question-
ing tefhnique ; Personal
30% Reference;
40%

HR Office; 20%
On the job performance;
10%

Interpretation

According to 40% personal reference is best and remaining 20 and 30 % are margin.

52
Q6. Which recruitment source are being adapted most in company?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

Analysis

Interest resources; 10%

Employee ref-
erence; 20%

Head hunting; 70%

Interpretation

According to 70% head hunting is mostly adopted by company a for recruitment process.

53
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Analysis

Post; 30%

Both; 50%

Electronically;
20%

Interpretation

According to 50% both Post and Electronically recruitment information received by

applicant.

54
Q8. If by post than how many days after you requested the pack being received?

(i) 1 to 2 days

(ii) 2 to 3 days

(iii) Above 3 days

Analysis

2 to 3 days; 40%

1 to 2 days; 60%

Interpretation

According to 60% after 1 to 2 days of request the pack has being received.

55
Q9. Is there is professional equity in recruitment and selection policies company?

(i) Yes

(ii) No

(iii) Can’t say

Analysis

Can't say; 30%

yes; 40%

No; 30%

Interpretation

According to 40% yes there is professional equity in recruitment and selection policies

in company.

56
Q10. What is the present recruitment hiring ratio?

(i) 1 on 20

(ii) 1 on 5

(iii) 5 on 15

(iv) 6 on 12

Analysis

5 on 15; 20%
1 on 5; 30%

10on 20; 50%

Interpretation

According to 50% present recruitment hiring ratio is 10 on 20.

57
Q11. What is the average joining ratio?

(i) > 50%

(ii) <25%

(iii) >75%

(iv) None

Analysis

> 50%; 30%

>75%; 60%
<25%; 10%

Interpretation
According to 60% average joining ratio is more than 75%.

58
 FINDINGS

 According to diagram estimated recruitment timing / process in Reliance Retail .

is less than one month as shown in figure 60 %

 According to figure 50% we cannot say that Competency based interview

questions are being adapted at Reliance Retail in comparison to traditional

method.

 According to figure , not 60% technical and behavioral factors are taken into

consideration at the time of recruitment.

 According to 80% employees do not know who will be present in the interview

panel and for what duration.

 According to 70% head hunting is mostly adopted by company for recruitment

process.

 According to 50% both Post and Electronically recruitment information received

by applicant.

 According to 60% after 1 to 2 days of request the pack has being received.

 According to 40% yes there is professional equity in recruitment and selection

policies in Reliance Retail .

 According to 50% present recruitment hiring ratio is 10 on 20.

 According to 60% average joining ratio is more than 75%.

59
 SUGGESTIONS

 The company should increase its intake of employees by recruit

i g f r o m Educational Institutes more vigorously.

 The company should introduce a mobile recruitment team who can go from places to

places to select the candidates quickly and cost effectively.

 To avoid the drain out of candidates because of less pay, company should

give incentives to the candidate based on the performance every month.

 Company should give appraisal to the candidates in form of promotion or raise in

salary to enhance their performances and company should arrange further workshops

for list performing employees so as to increase their performance level.

 Candidates with working experience in any other export company shouldn’t be

drained at all instead should be hired and given training according to the

requirement of the company process.

 Advertisement is the best source to grab maximum candidates, even though

it is expensive. This one time investment helps to reach maximum

candidates. In addition to this, employee references are the best source to get

skilled candidates.

 Jobsites and Online (Consultancies) are the best source to reduce the time

and save time to get candidates.

60
 LIMITATIONS

1. Process consumes a lot of time

Recruitment is a lengthy process, and the recruitment agency might take a lot of time to

find the correct candidates. A recruitment team isn’t helpful when you want a candidate

to fill a vacant position immediately.

2. Communication gap

The only way to communicate with the recruitment team is via emails or telephones.

There can be times where the team doesn’t properly understand what the company wants

and finds a wrong candidate. On the other hand, the company’s HR department is always

there, so they can proactively search according to the company’s need. They understand

the business model in a better way as well.

3. Not practical for temporary hires

Hiring a recruitment team for finding candidates for project work isn’t ideal since the

person is only going to work for a limited time. So, you will only have to bear the load of

finding employees on a temporary basis.

In such circumstances, the cost of operation goes higher than the benefits the company

gets on by making the hire.

 The major limitation of any study is time & money and so goes for my also which

is creating brand image of Reliance Retail in dustry in India with special

reference to Lucknow city on the customers.

 Had it been more time, I included other Reliance Retail industries also would

have compared it with Reliance Retail . The other factor deterred the study was

money.

61
 CONCLUSION

This study has focused on the recruitment process Of IT Industry. The study has been

conducted from the employees working for recruitment process in It Industry The

Company seems to be moving its right lines as far as its recruitment

strategy is concerned. However a few drawbacks were found and suggestions are

recommended for it.

Since the company is at its early stages and since recruitment is carried out on a

mass scale it becomes important to concentrate on this aspect. With these

objectives in mind, this study has been conducted.

An effective recruitment and selection process reduces turnover, we also get much better

results in our recruitment process if we advertise specific criteria that are relevant to the

job. Include all necessary skills, and include a list of desired skills that are not necessary

but that would enhance the candidate's chances. If we fail to do this, we might end up

with a low-quality pool of candidates and wind up with limited choices to fill the open

position. When we choose a candidate based upon the qualifications demonstrated in the

resume, the interview, employment history and background check, we will land the best

fit for the position. Based on our decisions about a specific candidate upon specific

evidence rather than any gut instincts. If we hire people who can do the job instead of

people we merely like, we will have higher productivity and quality in our products or

services The recruitment and selection process is the time we not only identify a

candidate who has the experience and aptitude to do the job that we are looking to fill,

but also to find someone who shares and endorses our company’s core values. The

62
candidate will need to fit in well within our company’s culture. The selection and

recruitment process should provide our company with an employee who adapts and

works well with others in our business. Failure to recruit and select for the long term can

result in high turnover. Besides, selection function provides a vital opportunity for us to

focus on what candidates can offer our company. It is important to select carefully, either

by using our own judgment or by enlisting the help of managers we trust. The interviewer

must know what the job is and what will be required for a new hire to perform well. The

interview process also allows us the opportunity to express our company’s vision, goals

and needs. Last but not least, It is vital that the interview elicits responses from applicants

that can be measured against our expectations for the position. If we don’t use the

interview to effectively eliminate applicants who don’t fit into the company culture, we

might end up dealing with turnover, confusion and disgruntled employees.

63
 BIBLIOGRAPHY

BOOKS

 Human resource management by RAO, V.S.P

 Research methodology by KOTHARI C.

PRESS RELEASE

 News papers - business standard

 Monthly magazines

 business world

 Front line

WEBSITE

 www.shuchita.com

 www.hr.ac.in

 www.answer.com

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 QUESTIONNAIRE

Q1.What is the estimated recruitment timing / process in company?

i. 6 Month

ii. 3 Month

iii. 1 year

iv. Less than 1 Month

Q2. Is CBI (Competency based interview) questions are being adapted at company

in comparison to traditional method?

i. Yes

ii. No

iii. Can’t Say

Q3.Both technical and behavioral factors are taken into consideration at the time of

recruitment.

i. Yes

ii. No

iii. Can’t Say

Q4. When application are called for the interview they know that who will be present

in the interview panel and for what duration?

i. Yes

ii. No

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Q5. What are best sources in information of reference check for an employee?

i. Personal reference

ii. On the job performance

iii. HR Office

iv. Good questioning technique

Q6. Which recruitment source are being adapted most in company

i. Internal resources

ii. Employee reference

iii. Head hunting

iv. Advertising agency

Q7. What is the mode of recruitment information received by applicant?

i. Post

ii. Electronically

iii. Both

iv. None

Q8. If by post than how many days after you requested the pack being received?

i. 1 to 2 days

ii. 2 to 3 days

iii. Above 3 days

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Q9. Is there is professional equity in recruitment and selection policies in company ?

i. Yes

ii. No

iii. Can’t say

Q10. What is the present recruitment hiring ratio?

i. 1 on 20

ii. 1 on 5

iii. 5 on 15

iv. 6 on 12

Q11. What is the average joining ratio?

i. 50%

ii. <25%

iii. >75%

iv. None

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