INDEX

CHAPTER -1
Introduction to HRM
1.1 Evolution of HRM
1.2 Need for the study
1.3 Objective of the study
1.3.1 Scope of the study
1.3.2 Limitations of the study

CHAPTER -2

COMPANY PROFILE

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 CHAPTER-1

INTRODUCTION TO HRM

1.1 EVALUTION OF HRM

EARLIER REFERENCES: In western countries HRM had its primitive beginning in

1930s. Not much thought was given on this subject in particular and no written records or
documents interesting to note HRM concepts was available, in ancient philosophies of
Greek, Indian and Chinese. This is not to suggest that industrial establishment and
factories system, as it is known today, existed in ancient Greece, India or china. The
philosophy of managing human being, as a concept was found developed in ancient
literatures in general and in Indian philosophy in particular.

PERSONNEL FUNCTIONS: Till 1930s, it was not felt necessary to have a separate
discipline of management called Personnel management. In fact, this job was assigned
as part of the factory manager. Adam Smiths concept of factory was that it consists of
three resources, land, labour and capital. This factory manager is expected to procure,

Process and peddle labour as one of the resources. The first time when such a specialist
person was used; it was to maintain a buffer between employer and employee to
meet the legitimate need of employees. However, it is the employer who decided what
is legitimate need of employees. In fact, the specialist person was more needed to
prevent unionization of employees. This was the case before 1930-s all over the world.

ENVIRONMENTAL INFLUENCES ON HRM: Since 1930s, certain developments

took place, which greatly contributed, to the evolution and growth of Human Resources
Management (HRM). These developments are given below:

Scientific Management
Labour Movements
Government Regulations.

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1.2 NEED FOR THE STUDY :

Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly
to hire from outside. The best alternative is to improve skill and knowledge of existing
employees.

Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete
in the future. There is a great need to upgrade technology. This needs suitable training.

Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill. As time
passes knowledge becomes obsolete, unless it is updated by proper training. This happens
because of changes taking place in product technology, production methods, procurement
of better machines, setting up of modern production lines, introduction of modern method
of supervision and information processing through MIS and EDO..

Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of
management like planning, organizing, controlling, coordinating and directing.
Organization which is impervious to such changes is bound to fail and become obsolete.

Upgrading Ability of Threshold workers.

Public policy provides reservation to disadvantaged sections of the society like
handicapped, minorities and dependents of deceased workers etc. All these are threshold
workers having less than minimum prescribed level of knowledge and skill. They require
extensive training to bring them up to the minimum level of performance standard.

Coercive training by government.

In order to provide better employability chances of unemployed youth, certain
governments taken initiative to mobilize resources available at pubic/government and
private sectors to outside candidates. One such example is the Apprentice Training

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conducted by govt. of India. Parts of expenditure incurred for this by private sectors are
reimbursed by government.

Human capital
The latest thinking is to treat employees as human capital. The expenditure involved is
training and developments are now being considered as an investment.

SCOPE OF HUMAN RESOURCE MANAGEMENT

The Scope of HRM is in deed fast. All major activities in the working life of worker from
time of his entry in an organization until he / she leaves, come under the preview of HRM.
Specifically, the activities included are Human Resource planning, Job analysis and
design, Recruitment, Selection, Orientation and placement, Training and development,
Performance appraisal and Job evaluation, employee and executive remuneration and
communication, employee welfare, safety and health, industrial relations and the like.

HRM is becoming a specialized branch giving rise to a number of specialized areas like:

Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labor Relations

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 Nature of Human

Resource Management

Employee hiring
Prospects of HRM

Human Resource Management

Employee and
Industrial Relations executive
Remuneration

Employee Motivation
Employee Maintenance

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1.3 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

A Study on Recruitment process at Big bazaar madurai

SECONDARY OBJECTIVE

To know the prospect or recruitment and selection procedure

To critically analyze the functioning of recruitment and selection procedures.
To identify the probable area of improvement to make recruitment and selection
procedure and more effective.
To know the managerial satisfaction level about recruitment and selection procedure.

1.3.1 SCOPE OF THE STUDY

This report is based on the study conducted at Big Bazaar, Chennai.

It aims at understanding the companys establishment, organization structure,
departments, techniques, marketing strategies and the advantages it is having over the
competitors.
An attempt is made to analyze the companys performance in comparison to the
theoretical aspects.
It aims to understand the skills of the company in the areas like technological
advancements, competition and in management.

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1.3.2 LIMITATION OF THE STUDY

Time limit is a major constraint.

As per the company rules many information was not disclosed
As the managers are busy in their daily schedules it is not possible for me to spend
more time in interaction and discussion with them.

CHAPTER-2

1) COMPANY PROFILE

BIG BAZAAR:

Big bazaar was the first store to make an impact in the minds of the
customer. It was opened in the month of March, 2013. Situated in the midst of an
IT hub, it welcomes customers with exciting offers and discounts. Big bazaar is
among the few areas in Madurai that is full of activities with shopping malls, eat
out joints, etc. This also brings a lot of competition for the store. Measures are
taken to retain the customers by training the employees to be polite and vigilant.

The various departments in the store are as follows:

Food bazaar department

Cash department
Plastics, Utensils and Crockery
Footwear
Home Linen
Furniture
Apparels
Visual merchandise
Human Resource
Administration

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 Ware house / Logistics
Maintenance
Luggage
Customer Service Department
T24

Vision:

Future Group shall deliver Everything, Everywhere, Every time for Every
Indian Consumer in the most profitable manner.

Mission:

They share the vision and belief that our customers and stakeholders shall be
served only by creating and executing future scenarios in the consumption space
leading to economic development.

They will be the trendsetters in evolving delivery formats, creating retail realty,
making consumption affordable for all customer segments for classes and for
masses.

They shall infuse Indian brands with confidence and renewed ambition.

They shall be efficient, cost- conscious and committed to quality in whatever

we do.

They shall ensure that our positive attitude, sincerity, humility and united
determination shall

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 Core values:

Indianness: confidence in ourselves.

Leadership: to be a leader, both in thought and business.

Respect & Humility: to respect every individual and be humble in our conduct.

Introspection: leading to purposeful thinking.

Openness: to be open and receptive to new ideas, knowledge and information.

Valuing and Nurturing Relationships: to build long term relationships.

Simplicity & Positivity: Simplicity and positivity in our thought, business and action.

Adaptability: to be flexible and adaptable, to meet challenges.

Flow: to respect and understand the universal laws of nature.

Major Milestones:

2001- Three Big Bazaar stores launched within a span of 22 days in Kolkata,
Bangalore and Hyderabad.

2002- Food Bazaar, the supermarket chain is launched.

2004- Central - Indias first seamless mall is launched in Bangalore.

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2005- Group moves beyond retail, acquires stakes in Galaxy Entertainment, Indus
League Clothing and Planet Retail. Sets up Indias first real estate investment fund
Kshitij to build a chain of shopping malls.

2006- Future Capital Holdings, the companys financial is formed to manage over
$1.5 billion in real estate, private equity and retail infrastructure funds. Plans
forays into retailing of consumer finance products.

Home Town, a home building and improvement products retail chain is launched
along with consumer durables format, Ezone and furniture chain, Furniture Bazaar.
Future Group enters into joint venture agreements to launch insurance products
with Italian insurance major, General Forms joint ventures with US office
stationery retailer, Staples.

2007- Future Group crosses $1 billion turnover mark. Specialized companies in

retail media, logistics, IPR and brand development and retail-led technology
services become operational.

2008- Future Capital Holdings becomes the second group company to make a
successful Initial Public Offering in the Indian capital markets. Big Bazaar crosses
the 100-store mark, marking one of the fastest ever expansion of a hypermarket
format anywhere in the world. Total operational retail space crosses 10 million
square feet mark. Future Group acquires rural retail chain, Aadhar present in 65
rural locations.

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Company History
1987 Company incorporated as Manz Wear Private Limited. Launch of Pantaloons

Trouser, Indias first formal trouser brand.

1991 Launch of BARE, the Indian jeans brand.

1992 Initial public offer (IPO) was made in the month of May.

1994 The Pantaloons Shoppe exclusive menswear store in franchisee

format launched across the nation. The company starts the distribution of
branded garments through multi- brand retail outlets across the nation.

1995 John Miller Formal shirt brand launched.

1997 Company enters modern retail with the launch of the first 8000 square feet store,

Pantaloons in Kolkata.

2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata,

Bangalore and Hyderabad.

2002 Food Bazaar, the supermarket chain is launched.

2004 Central - Indias first seamless mall is launched in Bangalore.

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 2005 Group moves beyond retail, acquires stakes in Galaxy Entertainment, League
Clothing and Planet Retail. Setup Indias first real estate investment fund
Kshitij to build a chain of shopping malls.

2006 Future Capital Holdings, the companys financial is formed to manage over
$1.5billion in real estate, private equity and retail infrastructure
funds.Plans forays into retailing of consumer finance products.

Home Town, a home building and improvement products retail chain is launched along with
consumer durables format, Ezone and furniture chain, Furniture Bazaar. Future Group enters
into joint venture agreements to launch insurance products with Italian insurance major,
Generali. Forms joint ventureswith US office stationery retailer, Staples.

2007 Future Group crosses $1 billion turnover mark. Specialised companies in retail
media, logistics, IPR and brand development and retail-led technology services become
operational. Pantaloon Retail wins the International Retailer of the Year at US based National
Retail Federation convention in New York and Emerging Retailer of the Year award at the
World Retail Congress held in Barcelona. Futurebazaar.com becomes Indias most popular
shopping portal.

2008 Future Capital Holdings becomes the second group company to make a successful Initial
Public Offering in the Indian capital markets. Big Bazaar crosses the 100-store mark, marking
one of the fastest ever expansion of a hypermarket format anywhere in the world.Total
operational retail space crosses 10 million square feet mark. Future Group acquires rural retail
chain, Aadhar present in 65 rural locations.

Future Plans

The Company would continue to pursue its aggressive growth to strengthen its position
as a leading player in the consumption space in India, with an aim to capture increasing

12
share of the consumers wallet. The Company would continue with its expansion plans
and would continue to increase its presence on a pan-India basis by opening more retail
outlets in tier 2 and tier 3 cities and by further strengthening its position in key metro
cities.

The Company has planned to increase its operating retail space from around 8 million
square feet currently to around 12 million square feet by FY08-09. The various subsidiary
companies of the Company, which have been created to cater to various consumption
categories, are currently in initial set-up phase.Most of them will come into their own,
pursuing aggressive growth plans to achieve scale and garner increasing market share.
The Company will also be able to unlock value out of these businesses by listing these
subsidiary companies, and partnering with strategic partners in them, at an appropriate
time. The Company, operating in the consumption space, has added IT services and
education to its portfolio of businesses, apart from the existing consumer finance,
insurance, media, logistics and brand businesses. All these businesses will help in
capitalizing on the synergies with the retail business to.

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 Chapter-3

ORGANIZATION CHART

Store Manager

Asst Store Manager

Dept HR Administr Info Sales Manager

Manager Manager ation Manager

Visual
Asst. DM Merchandising Marketing

Maintenances

Team
Leader
Asst. DM

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Team
Member
CSD House Security Cashier
Keeping
BUSINESS DESCRIPTION

Pantaloon Retail (India) Ltd. The companys principal activity is to operate chain retail
stores in names of Big Bazaar, Food Bazaar, Central and Pantaloons. The Big Bazaar is
the discount store, which offers a wide range of products under one roof. The products
include apparels and non-apparels such as utensils, sports goods and footwear.

The company also has its presence into gold retailing by launching Gold Bazaar. The
companys Food Bazaar provides a range of food and grocery products ranging from
fresh fruits and vegetables, staples, FMCG products and ready to cook products.

The Central offers a chain of stores including books and music stores, global brands in
fashion, sports and lifestyle accessories, grocery store and restaurants. The Pantaloon
retail stores focus largely on apparels and accessories.

DEPARTMENTAL MANAGERS

There are 28 departments in this store like Electronic dept, Depot dept, Mobile Bazaar,
Star Sitara dept, Plastic, Utensils & Crockery (PUC) Dept, Ladies Dept, Mens Dept,
Furniture Dept, Footwear Dept, Home Decor Dept etc. Each department will be assigned
with targets which have to be achieved within the assigned period that may be of daily,
weekly, monthly and yearly.

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Each department has a Department Manager (DM) & Assist DM. Their job is concerned
mainly with sales. They look after customers orders delivery, post sale service if any etc.
All Dept managers, ADM, team members work under coordination and cooperation.

FUNCTIONAL DEPARTMENTS

1. The HR department of Big Bazaar is very dynamic. Employees are the biggest
strength and asset of any organization and the HR dept realises this very well.

This is very evident from the way the HR department handles all its employees. They
take utmost care to select, train, motivate and retain all the employees. They have
continuous developmental programmes for all the employees.

Currently Big Bazaar Banashankri is employing 220 full time and 60 part time
employees. There are two shifts for the employees. The first shift employees arrive at

Sources of
Recruitment

10AM in the morning and leave at 7.30 in the evening, while the second shift
employees report at 12.30 in the afternoon and leave at the time of Store closing

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 (10pm). The following are the main sources through which Big Bazaar recruits its
employees.

a) Consultancy Services: For top level management, employees are recruited through
private consultants. They are usually appointed as Departmental Managers.

b) Walk-ins This is the main source through which Big Bazaar recruits its employees.
People seeking job usually themselves approach the HR department for job vacancy.
Employees usually selected from this source are appointed at the entry level as team
members.

c) Employee Referrals: This is the other main source through which employees are
selected. Candidates who have given their previous employer as referrals are first
interviewed and from their previous employer, opinion is taken about their behaviour
and performance in the job. If they receive a positive opinion from their previous
employer they are selected.

d) Campus Recruitment: Young people bring new ideas and fresh enthusiasm.
Therefore Big Bazaar visits some of the reputed educational institutions to hire some
of the most talented and promising students as its employees.

SELECTION PROCEDURE

The following is the selection procedure that the HR department practices to hire its
employees.

i. Interview: For entry level jobs, the candidates are interviewed by a HR person.
They are asked a few basis questions about their education, previous work
experience if any, languages known etc. This is done to evaluate the candidates
ability to communicate freely and also other skills.

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 ii. Psychometric Tests: For higher and top level jobs, candidates are asked to
answer a few questions which basically test their sharpness, analytical ability,
ability to handle stress, presence of mind etc. This is done as Managers are
required to work under stress all the time and still maintain a cool head to make
some vital decisions.

iii. Group Discussion: In campus recruitment students are involved in a Group

Discussion, where they will be given a topic on which the group has to
deliberate, discuss and arrive at a solution or a decision which is accepted by the
whole group. Along with the G D they are also given a written aptitude test.
Finally a formal interview will be conducted to assess the overall skills of the
student

INDUCTION:

New employees selected will be given a 13 day induction and training program. They will be
given information about the companys business, different departments etc. They will be
informed of their roles, duties and responsibilities.

They will also be informed about the HR policies and rules of the company.

The new employees will be on probation for a period of 6 months. After this period the HR
period along with the department manager will review the performance of the employee. If
the employees performance is good and encouraging, the employees services will be
confirmed.

COMPENSATION & REWARDS:

The employees are rewarded suitably with attractive pay packages. The salary of an
employee includes basic pay. HRA, special allowance, PF,ESI, Mediclaim etc.

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Annual bonus will be given at the time of Diwali.

The employees and their dependents are also entitled for medical treatment in recognised
hospitals with cashless hospitalisation with whom the company has tie-ups.

If a hospital is not recognised, the amount spent by the employee will be reimbursed. Along
with these all the employees are given a card known as Employee Discount card (EDC)
through which they can buy any product at Big Bazaar at a special discount of 20-30 %.

LEAVES AND OTHER RULES:

An employee during his probationary period is entitled for 7 days of leave. A confirmed
employee is entitled for 30 days of leave in a year. There is only one type of leave the
employees can take which is known as All Purpose Leave (APL).

All the employees will be given identity cards which they have to wear and also swipe while
at the time of entering and leaving the Store.\

PERFORMANCE APPRAISAL:

The HR department conducts performance appraisal of all the employees annually in the
month of April.

Based on their performance increments will be given in their pay. In addition to this if an
employee achieves or exceeds the target given to along with their team members will be
provided with attractive cash and other incentives.

TRAINING & DEVELOPMENT:

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 Future group has its own training division for all its employees, known as Future Learning
& Development Limited (FLDL). All the employees are given training for 20 days in a year
spread over different periods.

Gurukul which is a part of FLDL gives training to all the employees on various skills like
team work, dedication discipline improving customer service etc to make them more
knowledgeable and productive.

WORK CULTURE AT BIG BAZAAR

At Pantaloon Retail, Empowerment is what you acquire and Freedom at Work is what you
get. We believe our most valuable assets are our People. Young in spirit, adventurous in
action, with an average age of 27 years, our skilled & qualified professionals work in an
environment where change is the only constant.

Powered by the desire to create path-breaking practices and held together by values, work in this
people intensive industry is driven by softer issues. In our world, making a difference to
Customers lives is a Passion and performance is the key that makes it possible. Out of the Box
thinking has become a way of life at Pantaloon Retail and living with the change, a habit.
Leadership is a value that is followed by one and all at Pantaloon Retail. Leadership is the
quality that motivates us to never stop learning, stretching to reach the next challenge, knowing
that we will be rewarded along the way.

In the quest of creating an Indian model of retailing, Pantaloon Retail has taken initiatives to
launch many retail formats that have come to serve as a benchmark in the industry. Believing in
leadership has given us the optimism to change and be successful at it.We do not predict the
future, but create it.

At Pantaloon Retail you will get an opportunity to handle multiple responsibilities, and therein,
the grooming to play a larger role in the future. Work is a unique mix of preserving our core
Indian values and yet providing customers with a service, on par with international standards.
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At Pantaloon you will work with some of the brightest people from different spheres of industry.
We believe its a place where you can live your dreams and pursue a career that reflects your
skills and passions.

MARKETING DEPARTMENT

Marketing concept is a customer orientation backed by integrated marketing

aimed at generating customer satisfaction as the key to satisfying organizational goals. For a
firm in order to implement the marketing concept it has to focus its attention on the
consumer, ascertain his/her needs, discuss and wants before Every Brand appeals to
individual customers in different ways.

Good customer service is the life blood of any business. Good customer service is all about
attending to existing and potential customers. This maintaining good relationship with the
customers is the key to business success and hence the concept relationship marketing.
Traditionally, marketers have located their target market segments, presented their offer, and
made the sales. It's always been a single step process.

Relationship marketing looks at customers and clients over a longer term. It takes into
account the lifetime value of a customer. Many experts think it costs anywhere from six to
ten times as much, to find a new customer, than to sell to an existing one. With those
financial realities in mind, the approach makes some sense, and some real dollars.
Relationship marketing is based on the idea that people prefer to do business with people
who they know and like. After all, it's easier to buy from a friend, than from someone you've
never heard of before. It's a matter of building trust.

It's said that people need to hear an offer at least seven times before they buy. That concept
certainly works against the single step marketing method. The Marketing department is
responsible for marketing of Big Bazaars products through different media like TV, radio,
newspapers, banners, placards etc. The marketing department has to decide and identify the
most effective medium to attract the customers to Big Bazaar thereby increasing the sales.
The department has to design creative and attractive advertisements through which the
companys products can be promoted to the customers.

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The company has to visit different companies and has to enter in tie-ups for all its
advertisement campaign. The marketing department also consists of another separate
department which is known as Visual Merchandising. Visual merchandising is an art by
which a retailer makes the store talk to its customers. The colours, signage, lights, look and
feel, everything is taken into account. It is very important to figure out what is the story, the
picture, the idea that is being sold to the customers.

Another concept that was incorporated in Big Bazaar from the beginning was that of
Category management as opposed to the brand merchandising practice that is followed by
many retailers. Category management is based on the belief that a customer walks into a
store looking for party shirt or a formal trouser, rather than a particular brand.

Therefore the store is designed according to the categories like mens formal wear, womens
western wear or a casual wear,

etc. Within the organisation too, teams were divided according to the categories that they
managed, rather than the brands. Big Bazaar wanted to have a complete bouquet of products
in each category at different price-points, design, fabric, size and colour.

The objective was to create traffic drivers within the Store rather than make brands compete
with each other. Focussing on categories also helped to achieve a level of perfection within
the specific segments. This department is responsible for the attractive product arrangement
in the Store with respect to their nature.

The basic function of this department is it divides the Store into some departments based on
the nature of the product and also within the department it decides how the products should
be arranged keeping in mind the customers taste. It also arranges the products to attract the
customers and also ensure easy availability of products.

LOGISTICS

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 Logistics is a very important department of Big Bazaar. It is responsible for
procuring the stock of all the products of the different departments. The logistics department
receives the goods from the warehouse. The Warehouse of Big Bazaar for the entire South
zone is located at Hosakote, Karnataka. The logistics department receives the stock of
different goods and verifies the quantity and quality of the goods with the particulars given in
the Goods Received Statement which it receives along with the stock. Then it checks for
any damage in the stock received.

If there is no damage in the stock, after recording it in the Stock Inward Register dispatches
the goods to the respective department taking the signature of the Departmental Manager. On
the other hand if there is a damage in the goods or if the goods do not match the details given
in the Goods Received Statement, it enters in the Stock Outward Register and sends it back
to the warehouse along with a Goods Returned Note giving full information regarding the
reason for returning back the goods and the defect or damage in the goods.

The logistics department receives two truck loads of stock every day. It is the respective
departmental Managers who place an order to the Zonal head office through e-mail for stock
of goods when they feel that the stock has to be replenished. The logistics department works
in complete coordination with all the other departments to ensure that the stocks are received
and maintained properly continuously for the smooth functioning of Big Bazaar and avoid
any inconvenience to the customers

SALES DEPARTMENT:

This department is responsible for the collection of sales amount i.e., cash sales.
There are in all 25 cash counters in the Store. There is a Head Cashier to whom all the
cahiers report and submit the total sales amount collected throughout the day by the cashiers.
In addition to cash all leading credit and debit cards are accepted at no extra charge. Also Big
Bazaar vouchers and Sodexho coupons are also accepted. A cashier at the time of opening his
billing counter will be given an opening balance of Rs.1000.

The cashier has to ensure that all the offers applicable on respective products are given to the
customer in his/ her bill. Also if any free items are given on some purchases, it should be

23
 informed to the customer clearly. After the billing is done, the cashier has to pack the
products neatly in a plastic cover according to the customers needs. At the time of closing

the billing counter, the cashier has to give a statement of cash, with all particulars of different
denominations of cash, amount collected through credit cards, amount collected in debit

Cards, amount collected in Sodexho coupons & Big Bazaar vouchers and also amount
collected through Credit Notes.

Wednesday Bazaar is a very important and popular event in Big Bazaar. Every Wednesday
fabulous offers and great discounts are given on most of the

products. Customers arrive in large numbers as they realize that it is on Wednesday that
products are offered at the lowest prices. Recently Big Bazaar Perambur celebrated its 8th
anniversary.

Big Bazaar celebrated this occasion by having the 8th anniversary sale from 12-16th July.
Good discounts and offers were provided on products to celebrate this occasion along with
the customers who were the prime reason for its success.

On Saturday and Sunday also the customer turnout is high, as it is on the weekends that
most of the customers find time for shopping. They arrive along with their family to
enjoy the shopping experience. Good discounts and offers are also provided to attract
more number of customers. Retailing is not just about selling products it is about
selling an idea.

Why do people in shop when they are bored or depressed? It is not just because they have
the money to buy, but because they want to go through an experience. It is very crucial in
retailing to make customers relate to every product that is being sold, as well as the
Stores environment.

CUSTOMER SERVICE DESK (CSD)

As the name suggests this is the separate dept which mainly focuses on customer
service like if a customer finds difficulty in finding any product, if there are any customer

24
complaints, they are also looked into, any customer assistance etc. is also provided. There is also
an Exchange Counter where if a customer is dissatisfied or wants to exchange the product he/ she
has purchased for any reason , the customers can exchange them within 7 days of their purchase.
When a customer brings a product for exchange, the product is first received and checked if it is
used or deliberately damaged or tampered with. If it is in an acceptable condition, then the
customer is issued a Credit Note for that amount (products price).

The customer can then purchase any product for that amount or just take back the money
by encashing the credit note at a cash counter.

If the customer buys a product less than the amount in the credit note, the difference
amount will be returned to the customer and on the other hand if a customer buys a
product more than the amount in the credit note, the customer will be asked to pay the
difference amount.

This department is also responsible for announcing all the offers running in the store on
different products throughout the day. This dept also does gift wrapping for any product if
the customer wants it at free of cost.The dept also collects customers opinion / feedback
for continuous improvement in their service.

The ultimate aim of this department is to help and satisfy the customer in every possible
manner and makes the customers experience memorable.

ADMINISTRATION

The Store administration comes under the Store Manager. Its functions are store
maintenance, housekeeping, security etc. The store maintenance is concerned with the proper
running of the store in co-ordination with all the departments.
It also has to ensure proper back up power supply in times of power cuts. The
Housekeeping is concerned with keeping all the departments of the Store clean and neat
all the time. Covers and other wastes should be properly cleaned and the floor is swept
regularly to keep it clean. The Security section is concerned with the security of the entire

25
 store. Security department keeps a vigilant check on all the people entering and departing
at the various entry and exit points in the store.

They also maintain all the registers like employees attendance register, stock register,
visitors register etc. They check all customers bill before letting them out of the store.
They ensure orderliness in the store and prevent shrinkage or pilferage of goods to
minimise the loss arising out of it. The housekeeping and security are outside agencies
employed by the store on a contract basis to take care of the respective functions. The
Administration department also has a separate section known as Information
Technology.

This department is responsible for the maintenance of all the systems of the Store, all
billing machines their functioning networking with the master machine etc. If there is any
problem with the machine in any department in the store, then this department comes into
function. This dept integrates all the systems in the store and properly maintains all of
them.

SWOT ANALYSIS:

STRENGTHS:
Better understanding of customers helping the company to serve them better. Vast range
of products under one roof helping in attracting customer and their family to shop together and
enjoy the experience. Benefit of early entry into the retail industry.Diversified business
operating all over India in various retail formats.Ability to get products from customers at
discounted price due to the scale of business.
WEAKNESSES:

High cost of operation due to large fixed costs.

Very thin margin.
High attrition rate of employees.
OPPORTUNITIES:

Lot of potential in the rural market. Can enter into production of various products due to

26
its in depth understanding of customers tastes and preferences. Can expand the business in
smaller cities as there is a lot of opportunit

THREATS:

High business risk involved.

Lot of competitors coming up to tap the market potential.
Margin of business reducing all the time

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 CHAPTER-4
LITERATURE REVIEW
INTRODUCTION

People are integral part of an organization today. No organization can run without its human resource. In
todays highly complex and competitive situation, choice of right person at the right place at the right time
has far implications for an organizations functioning. An employee well selected and well placed would
not only contribute to the efficient running of the organization but also offer significant potential for future
replacement. Thus hiring is an important function. The process of hiring begins with human resource
planning which helps to determine the number and type of people an organization needs. Job analysis and
job design enables to specify the task and duties of jobs and qualifications expected from prospective job.
HRP, job analysis and job design helps to identify the kind of people required in an organization and hence
hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an
organization. Employees leave the organization in search of greener pastures, some retire and some die in
the saddle. More importantly an enterprise grows, diversifies, take over the other units until all necessitating
hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist.

RECRUITMENT:
According to Flippo, Recruitment is the process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization. It is the activity which links the employer and
the job seekers.
According to Yoder, Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that manpower in
adequate number to facilitate effective selection of an efficient working force.

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 Recruitment is the development and maintenance of adequate manpower resources. It involves the
creation of a pool of available labor upon whom the organization can draw when it needs additional
employees. Thus we can say that:

Recruitment is the activity that links employer and job seekers.

It is a process of finding and attracting capable applicants for employment. It begins when
new recruits are sought and ends when their applications are submitted. The result is a pool of
application forms which new employees are selected.
It is the process to discover sources of manpower to meet the requirements of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps to 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:

Refers to the process of finding possible candidates for a job or function, usually
undertaken by recruiters. It also may be undertaken by an employment agency or a member of
staff at the business or organization looking for recruits. Advertising is commonly part of the
recruiting process, and can occur through several means: through online, newspapers, using
newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job center, through campus graduate recruitment
programs, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing
skills, computer skills. Evidence for skills required for a job may be provided in the form of
qualifications (educational or professional), experience in a job requiring the relevant skills or
the testimony of references. Employment agencies may also give computerized tests to assess an
individual's "off-hand" knowledge of software packages or typing skills. At a more basic level
written tests may be given to assess numeric and literacy. A candidate may also be assessed on
the basis of an interview. Sometimes candidates will be requested to provide a rsum (also
known as a CV) or to complete an application form to provide this evidence.

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IN SOURCING:

Companies recruit the candidates and, employ them, train and develop them and
utilize the human resources of these candidates. This strategy is called In-sourcing. Companies
formulate and implement this strategy when the corporate strategy is stable.

OUT SOURCING:

Some service companies depend for their human resources on such external organization
whose core business is to provide human resources. This strategy is called Out-sourcing. Out-
sourcing strategy is more suitable for both the fast growing and diversifying companies.

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

To design entry pay that competes on quality but not on quantum.

To anticipate and final people for positions that do not exists yet.

Selection:

Selection process is a decision making process. This step consists a number of activities.
A candidate who fails to qualify for a particular step is not eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on the right job. It is a
procedure of matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only where there is effective matching. By selecting best
candidate for the required job, the organization will get quality performance of employees.
Moreover, organization will face less absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates who
apply for the given job are tested,

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RESEARCH METHODOLOGY

Research in common refer to a search for knowledge, one can also define research
as a scientific and systematic search for pertinent information on a scientific topic.

According to Clifford woody research comprises defining and redefining

problem, formulating hypothesis or suggested solution, collecting, organizing and evaluation

data, marking deductions and reaching and conclusion, and at last carefully testing the
conclusion of determine whether they fit formulating hypothesis

INFORMACTION ON RESEARCH:

RESEARCH APPROACH:

The approach used for the purpose of this study is quantitative approach where
quantitative analysis was carried out in a formal manner using various statistical tools like spss-
statistical analysis for social scientists excel, etc

DATA SOURCE:

Primary and secondary data are made use in the study.

PRIMARY:

Primary information gathered directly from the respondents through questionnaire

i.e. survey method.

SECONDARY:

Prior project reports, internet, library, etc.

RESEARCH INSTRUMENT:

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 The required data were collected by using questionnaires. All question were ciose
ended type i.e. to reply in the given options.

RESEARCH DESIGN

For this research study a descriptive research design will be used. The factors that
are affecting the employees in work environment will be identified and the findings shall be
described in detail.

DATA COLLECTION METHOD

QUESTIONNAIRE METHOD

The researcher will use a questionnaire, which will be self-developed so as to

measure the job satisfaction of the employees in the organization. Questionnaire to be used must
be prepared very carefully so that it may prove to be effective in collecting the relevant
information.

SAMPLE UNIT:

The executives of big bazaar are taken as sample unit.

SAMPLE SIZE

50 respondents are taken as the sample size in consultation with the guide at both
the ends taking into consideration the time factor. These include only the questionnaires which
are filled completely there by providing the researcher all necessary details for evaluation. The
incomplete questionnaires were rejected and are not taken into calculation purpose.

TYPES OF SAMPLING

NON-RANDOM SAMPLING

Non- probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the sample.

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Non-probability sampling is also known by different names such as deliberate sampling,
purposive sampling and judgments sampling.

JUDGEMENT SAMPLING

In judgments sampling the researchers judgments is used for selecting items, which he considers
as representative of the population. Judgment-sampling is used quite frequently in qualitative
research where the desire happens to be, to develop hypothesis rather than to generalize to large
population.

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 CHAPTER-4

DATA INTERPRETATION AND DATA ANALYSIS

TABLE 1

NUMBER OF RESPONDENTS ACCORDING TO GENDER.

GENDER NUMBER OF PERCENTAGE

RESPONDENTS

MALE 26 52

FEMALE 24 48

TOTAL 50 100

INTERRETATION

The above chart shows that 52% of respondents are male and remaining 48% of
respondents are female.

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CHART-1

NUMBER OF RESPONDENTS

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TABLE.2

HAPPY WITH RECRUITMENT PROCESS

RECRUITMENT NO. OF RESPONDENTS PERCENTAGE

SATISFIED 25 50

HIGHLY SATISFIED 10 20

NEUTRAL 10 20

DISSATISFIED 5 10

TOTAL 50 100

INTERRETATION

The above chart shows that 50% of the respondents are satisfied with recruitment
process, 20% are highly satisfied, 20% are neutral and 10% are dissatisfied on recruitment
process.

CHART-2

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HAPPY WITH RECRUITMENT PROCESS

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TABLE-3

ABOUT INTERVIEW PANEL

PANEL NO. OF RESPONDENTS PERCENTAGE

EXCELLENT 15 30

GOOD 15 30

SATISFACTORY 10 20

POOR 10 20

T0TAL 50 100

INTERRETATION

The above chart shows that 30% of the respondents felt excellent and good in regarding
interview panel and 20% of the respondents were felt satisfactory and poor regarding interview
panel.

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CHART-3

FEEL ABOUT INTERVIEW PANEL

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TABLE-4

COME TO KNOW ABOUT OPENING IN BIG BAZAAR

CANDIDATE NO.OF PERCENTAGE

RESPONDENTS
FRIENDS 15 30

INTERNET 20 40

NEWSPAPERS 5 10

OTHERS 10 20

TOTAL 50 100

INTERRETATION

The above chart shows that 30% of the respondents were influence by friends, 40% of the
respondents were came to know by internet, 10% of the respondents came to know from
newspapers, 10% of the respondents were comes to know about opening of big bazaar from
others

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CHART-4

COME TO KNOWABOUT OPENINGIN

BIG BAZAAR

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TABLE-5
REFER MORE FRIENDS TO BIG BAZAAR

NO. OF RESPONDENTS PERCENTAGE

FRIENDS

YES 40 80

NO 10 20

TOTAL 50 100

INTERRETATION

The above chart shows that 40% of the respondents were like to refer their friends to big
bazaar and 20% of the respondents are not interested in referring friends to big bazaar.

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CHART-5

REFER MORE FRIENDS TO BIG BAZAAR

TABLE-6

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 THE BEST RECRUITMENT SOURCES ACCORDING TO YOU

SOURCE NO. OF PERCENTAGE

RESPONDENTS
30 60

INTERNAL RECRUITMENT

EXTERNAL 10 20
RECRUITMENT

BOTH 10 20

TOTAL 50 100

INTERRETATION

The above chart shows that 30% of respondents were influence by internal recruitment,
20% of respondents were influence by external recruitment performance and 20% of respondents
were influence by both source of performace.

CHART-6

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 THE BEST RECRUITMENT
SOURCESACCORDING TO PERFORMANCE

TABLE-7
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 ARE THE COMPANY POLICES KNOWN BEFORE
JOINING

POLICES NO. OF RESPONDENTS PERCENTAGE

YES 50 100

NO 0 0

TOTAL 50 100

INTERRETATION

The above chart shows that 100% of respondent (all the respondents) know about
company polices before joining.

CHART-7

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 THE COMPANY POLICES BEFORE JOIN THE
IN THIS COMPANY.

TABLE-8
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 NUMBER OF DAYS COMPANY TAKES TO
RESPOND THE APPLICATION.

APPLICATION NO. OF RESPONDENTS PERCENTAGE

LESS THAN FIVE DAYS 25 50

5-10 DAYS 7 14

11-20 DAYS 10 20

15-20 DAYS 9 18

TOTAL 50 100

INTERRETATION

The above chart shows that 50% of respondents were got company call in less than five
days, 14% of respondents were got between 5-10 days, 20% of respondents between 11-20 days
and 18% of respondents got in between 15-20days.

CHART-8
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 THE COMPANY TAKES TO RESPOND
THE APPLICATION.

TABLE-9

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 THE EFFECTIVENESS OF THE INTERVIE PROCESS
AND OTHER SELECTION INSTRUMENT.

EFFECTIVENESS NO. OF RESPONDENTS PERCENTAGE

POOR 10 20

ADEQUATE 20 40

EXCELLENT 20 40

TOTAL 50 100

INTERRETATION

The above chart shows that 40% of respondents felt excellent in effectiveness of the
interview process and other selection instrument.20% respondents felt excellent in effectiveness
of the interview process and other selection instrument.

CHART-9

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 THE EFFECTIVENESS OF THE INTERVIEW
PROCESS AND OTHER SELECTION
INSTRUMENT.

TABLE-10

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 DIFFICULT IN THE FOLLOWING TEST.

TEST NO. OF RESPONDENTS PERCENTAGE

APTITUDE 10 10

PERSONAL INTERVIEW 25 50

WRITTEN 5 10

PRACTICAL 7 14

ANY OTHER 3 6

TOTAL 50 100

INTERRETATION

The above chart shows that 50% of respondents consider personal interview as difficult,
10% of respondents consider written test as difficult, 14% of respondents consider as practical
was difficult.

CHART-10
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 DIFFICULT IN THE FOLLOWING TEST.

TABLE-11

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 EXTENT OF SATISFACTION REGARDING
DESIGNATION AND WORKLOAD.

NO. OF RESPONDENT PERCENTAGE

WORK LOAD

SATISFIED 20 40

HIGHLY SATISFIED 15 30

NEUTRAL 5 10

DISSATISFIED 10 20

TOTAL 50 100

INTERRETATION

The above chart shows that 40% of respondents were satisfied with designation an
workload, 10% of respondents were neutral, 20% of respondents were dissatisfied, 30% of
respondents were highly satisfied with work load regarding the designation.

CHART-11

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 EXTENT OF SATISFACTION REGARDING
DESIGNATION AND WORK LOAD

TABLE-12

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 ORGANIZATION CLEARLY DEFINED THE POSITION
ANDRECRUITMENT OBJECTIVE OF BIG
BAZAAR.

POSITION & NO. OF RESPONDENTS PERCENTAGE

RECRUITMENT

YES 35 70

NO 10 20

NEITHER YES OR NO 5 10

TOTAL 50 100

INTERRETATION

The above chart shows that 70% of respondents were clearly understood the position and
recruitment objective, 20% of respondents were not known about the position and recruitment
objective in the big bazaar

CHART-12
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ORGANIZATION CLEARLY DEFINED THE
POSITION AND RECRUITMENT OBJECTIVE
OF BIGBAZAAR

CHAPTER-5

FINDING OF STUDY
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1. 50% of the respondents are satisfied with recruitment process.

2. 30% of the respondents felt excellent and good in regarding interview panel.

3. 40% of the respondents were came to know by internet.

4. 40% of the respondents were like to refer their friends to big bazaar.

5. 30% of respondents were influence by internal recruitment.

6. 100% of respondent (all the respondents) know about company polices before joining.

7. 50% of respondents were got company call in less than five days.

8. 40% of respondents felt excellent in effectiveness of the interview process and other

selection instrument.

9. 50% of respondents consider personal interview as difficult.

10. 40% of respondents were satisfied with designation and workload, 10% of respondents

were neutral.

11. 70% of respondents were clearly understood the position and recruitment objective.

SUGGESTIONS

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1. During the selection process not only the experienced candidates but also the fresh

candidate should be selected so as to avail the innovation and enthusiasm of new

candidates.

2. Candidates should be kept on the job for some time period; if suitable they should be

recruited.

3. Recruitment process should be less time consuming.

4. Company should follow all the steps of recruitment process for the selection of the

candidates.

CONCLUSION

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 The organization follows the rules and regulation involved in their recruitment and process
of the organization. However, there is some scope for improvement with regard to following

1. Recruitment and selection procedure should not be lengthy.

2. To some extent a clear picture of required candidates should be made in order

to search for appropriate candidates.

3. The recruitment process should be impartial,

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 RECRUITMENT PROCESS QUESTIONER AT BIG BAZAAR.

1. Are you happy with Recruitment Process

A) Highly satisfied B) Satisfied

C) Neutral D) Dissatisfied.

2. How do you feel about interview panel?

A) Excellent B) Good

C) Satisfactory D) Poor.

3. How do you come to know about Opening in Big Bazaar?

A) Friends B) Newspapers

C) Internet D) Others

4. Do you want refer more friends to Big Bazaar?

A) Yes B) No

5. What should be the best recruitment sources according to your performance?

A) Internal Recruitment B) External Recruitment

6. Did you fully know about the company polices before joining in this company

A) Yes B) No

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7. How much time did the company take responds to your application?

A) Less than five days B) 5-10 days

C) 11-20 days D) 20-25days

8. What do you difficult in the following test?

A) Aptitude B) Personal Interview

C) Written D) Practical

9. Rate the effectiveness of the interview process and other selection instrument

such as testing?

A) Poor B) Adequate C) Excellent

10. Extent of Satisfaction regarding you designation and work load?

A) Highly Satisfied B) Satisfied

C) Neutral D) Dissatisfied.

11. Does the organization clearly defined you the position objective/Recruitment in

the Big Bazaar?

A) Yes B) No. C) Neither Yes or No

12. Your Suggestion to Improve recruitment?

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