SUMMER INTERNSHIP REPORT

ON

“RECRUITMENT AND SELECTION AT RELIANCE

RETAIL”

Submitted Towards the partial fulfillment of The requirement for the

award of the degree of
MASTER OF BUSINESS ADMINISTRATION (HR)

UNDER THE GUIDANCE Of

Dr. ARCHANA SINGH

SUBMITTED TO SUBMITTED BY
Dr. MANISH KUMAR DWIVEDI PALLAVI MEGHNA
Roll No. 2210019025117
MBA 3rd Sem.

INSTITUTE OF MANAGEMENT SCIENCE

UNIVERSITY OF LUCKNOW

i
 DECLARATION

I the undersigned Pallavi Meghna here by, declare that the work embodied in this

project work titled “RECRUITMENT AND SELECTION AT RELIANCE

RETAIL” forms my own contribution to the research work carried out under guidance of

Dr. Archana Singh is a result of my own research work and has not been previously

submitted to any other University for any other Degree/Diploma to this or any other

University.

Whenever reference has been made to previous work of other, it has been clearly

indicated in a bibliography. I, here by further declare that all information of this

document has been obtained and presented accordance with academic rules and ethical

conduct.

Date:

Place:

Pallavi Meghna
Roll No. 2210019025117

ii
 ACKNOWLEDGEMENT

Every work constitutes great deal of assistance and guidance from the people concerned
and this particular project is of no exception.

A project of the nature is surely a result of tremendous support, guidance, encouragement

and help. So here I have made some sincere efforts to thank some of the eminent persons
involved in making this project because without their encouragement and support this
report would have been non-existent.

I wish to place on record my sincere gratitude to my project guide Dr. Archana Singh.
I thank him for constructive help and encouragement throughout the project. Without her
support and guidance taking this would not have been possible.

Also, wish to acknowledge enthusiastic encouragement and support extended to me by

my family members.

I’m also thankful to my friends who provided me their constant support and assistance.

Pallavi Meghna

iii
 PREFACE

Job Postings: Reliance Retail likely advertises openings through various

channels, including their website, job portals, and social media.

Screening Process: This may involve resume screening, initial interviews,

and assessments to shortlist candidates.

Interviews: Candidates who pass the initial screening might undergo

multiple interviews to assess their skills, cultural fit, and alignment with the
company's values.

Assessments: Depending on the role, candidates might undergo specific

assessments or tests to gauge their capabilities.

Final Selection: After thorough evaluation, the final selection is made based
on a combination of qualifications, experience, and cultural fit.

Reliance Retail's selection process likely focuses on identifying individuals

who align with their corporate culture, values, and possess the necessary
skills to contribute effectively.

iv
 EXECUTIVE SUMMARY

Recruitment and selection at Reliance Retail often involve a comprehensive

process aimed at sourcing, attracting, and choosing suitable candidates to
join their workforce. While I can't provide specific executive summaries as
they might not be publicly available, I can share insights into the general
practices at large retail companies like Reliance.

Recruitment strategies typically start with identifying staffing needs based

on current vacancies or anticipated requirements. Reliance Retail may use
various channels like job portals, social media, referrals, and partnerships
with educational institutions to attract a diverse pool of applicants.

Their selection process likely involves several stages such as resume

screening, interviews (which can be multiple rounds with different
stakeholders), assessments, and background checks. They might prioritize
qualities like customer orientation, adaptability, and relevant industry
experience in candidates.

Additionally, reliance on technology, especially applicant tracking systems

and analytics, could aid in streamlining and optimizing the hiring process.

Remember, the specifics of the executive summary for Reliance Retail's

recruitment and selection practices might be proprietary information, but
understanding general trends in the industry can provide a good idea of what
their approach might entail.

v
 TABLE OF CONTENT

1. INTRODUCTION 1-33

2. COMPANY PROFILE 34--42

3. OBJECTIVE OF STUDY 43

4. RESEARCH METHODOLOGY 44-45

5. DATA ANALYSIS & INTERPRETATIONS 46-56

6. FINDINGS 57

7. RECOMMENDATIONS 58

8. PROBLEM AND LIMITATIONS 59

9. CONCLUSION 60-61

10. BIBLIOGRAPHY 62

11. ANNEXURE 63-65

vi
 INTRODUCTION

Reliance retail is a prominent player in the Indian retail industry, known for its wide
range of products and services across various sectors. It is a subsidiary of reliance
industries limited, one of India's largest conglomerates. With its inception in 2006,
reliance retail has rapidly expanded its presence and established itself as a leader in the
retail space.

Reliance retail operates through a multi-format approach, catering to diverse consumer

needs. It encompasses a comprehensive portfolio of retail outlets, including
supermarkets, hypermarkets, specialty stores, and convenience stores. These formats,
such as reliance fresh, reliance smart, reliance digital, and reliance trends, offer a vast
array of products ranging from groceries and electronics to fashion and lifestyle items.

One of the key strengths of reliance retail lies in its extensive network of stores, which
are strategically located across both urban and rural areas. This widespread presence
enables the company to reach a wide customer base and provide accessible retail
solutions to various segments of society.

Reliance retail's success can be attributed to its customer-centric approach, focus on

quality, and commitment to innovation. It constantly strives to enhance the shopping
experience by incorporating advanced technologies and adopting innovative business
models. For instance, reliance retail has embraced digital solutions and e-commerce
platforms to cater to the evolving needs of tech-savvy consumers.

Furthermore, reliance retail has established strong partnerships with renowned

international brands, enabling it to offer a diverse range of high-quality products. These
collaborations have contributed to the company's reputation for providing premium
merchandise and ensuring customer satisfaction.

In addition to its retail operations, reliance retail has also ventured into other sectors such
as agriculture, consumer goods, and digital services. This diversification demonstrates the

1
company's agility and its commitment to driving growth and creating value across
multiple industries.

Overall, reliance retail's unwavering focus on customer satisfaction, innovative

approaches, and commitment to quality has positioned it as a leading player in the Indian
retail landscape. Its continuous expansion and diversification efforts have made it a
significant contributor to the growth and development of the retail sector in India.

HUMAN RESOURCE MANAGEMENT

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

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.

2
  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.

 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:

3
  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.

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.

4
  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

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 –

5
 including women of and Differing backgrounds. For example, avoid use of jargon

and acronyms that tend to be exclusive.

PRINCIPLES:

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.

6
• 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.

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.

7
• Other external sources include:

- Recruitment agencies

- 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,

8
 Level Equipment Hiring Decision by Interview by Salary Fitment Offer Letter Signed

by

 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.

9
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

 Any professional certificate that is essential to the job

 Address details

10
  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.

11
 COMPANY PROFILE

Reliance Retail

Type Subsidiary

ISIN INE002A01018

Industry Retail

Founded 2006; 17 years ago

Founder Mukesh Ambani

Headquarters Mumbai, Maharashtra,

India

Number of locations 18,000 (2023)

Area served India

 M Mukesh Ambani
Key people
(Chairman)
 Isha Ambani
(Managing Director)
Services  Supermarket
 Hypermarket
 Superstore
 Convenience shop
Revenue ₹260,364 crore (2023)
Operating income ₹12,130 crore (2023)
Net income ₹9,181 crore (2023)
Total assets ₹168,311 crore (2023)

12
Owner 
o Reliance Industries (85.12%)
o Vanishree Commercials (4.7%)
o Infotel Infocomm (0.6%)
o Sovereign wealth funds (5.86)
o Private equity firms (4.32%)
Number of employees 245,581 (2023)
Parent Reliance Industries
Subsidiaries  Rreliance Fresh
 Rreliance Smart
 Rreliance Centro
 Rreliance Digital
 Rreliance Trends
 Rreliance Trends Footwear
 JiJio Stores
 Jjjustdial
 HHamleys
 J JioMart
 AAJIO
 UUrban Ladder
 NNetmeds
 CCentro
Website www.relianceretail.com

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.

13
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
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

14
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
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.

15
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
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.

16
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
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.

17
OUR BUSINESS

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
18
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.

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.

19
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.

20
 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.

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

of most suitable candidate.

21
 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 ,
less than 1 30%
month, 60%

1 year, 0%

Interpretation

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

month as shown in figure 60 %

22
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.

23
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.

24
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

yes, 0%

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.

25
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
questioning Personal
tefhnique , 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.

26
Q6. Which recruitment source are being adapted most in company?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

Analysis

Advertising Interest
Agency, 0% resources,
10%

Employee
reference, 20%

Head hunting,
70%

Interpretation

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

27
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Analysis

None, 0%

Post, 30%

Both, 50%

Electronically,
20%

Interpretation

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

applicant.

28
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

Above 2 days,
0%

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.

29
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.

30
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.

31
Q11. What is the average joining ratio?

(i) > 50%

(ii) <25%

(iii) >75%

(iv) None

Analysis

None, 0%

> 50%, 30%

>75%, 60%
<25%, 10%

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

32
 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%.

33
 SUGGESTIONS

 The company should increase its intake of employees by recrui

t 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 expens ive. This one time inves tment 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.

34
 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.

35
 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 s eems to be m oving its right lines as far as its recruitment

s trateg y 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

36
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.

37
 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

38
 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

39
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

40
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

41