DISSERTRATION PROJECT REPORT

ON

“ Recruitment and Selection at Big bazaar”

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD

OF THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION

UNDER THE SUPERVISION OF

“MISS.SNOWPAL AGARWAL”

SUBMITTED BY: SUBMITTED TO:

Priya Arya Principal
BBA 6th sem. IHMS Kotdwara.
Enroll.no. – G171240006

1
 TABLE OF CONTENT
TITLE PAGE
Student decleration 5

Examiner certificate 6

Acknowledgement 7

Preface 8

Executive summary 9

CHAPTER-1 INTRODUCTION 10

Introduction to Human resource management 11

Need of Human resource management 11

Scope 12

CHAPTER-2 COMPANY PROFILE 13

Background of the organization 14

Company profile 15

Area of opertaion 16

Product profile 17

Awards 18

Visions ,Missions & core values 19

SWOT analysis 20-21

2
 CHAPTER-3 RESEARCH METHODOLOGY 22

Objective 22

Scope 23

Methodology 24

CHAPTER-4 RECRUITMENT & SELECTION 25

Defination 25

Sources of recruitment 26

Selection procedure 27

Flow chart for recruitment & selection 28

Types of interviews 29

Recruitment and Selection Guidelines of Big Bazaar 30

Recruitment& Selection in Big Bazaar 31

32
Employment Cycle
Learning outcome 33

CHAPTER-5 DATA ANALYSIS& INTERPRETATION 34

Questionnaire & interpretation 34-44

Findings 45

CHAPTER-5 RECOMMENDATION AND 46

CONCLUSION

3
Recommendation & Suggestions 47

Conclusion 48

Bibliography 49

APPENDIX 50-51

4
 STUDENT DECLARATION

I hereby declared that the Project conducted at BIG BAZAAR.

Under the guidance of

MISS.Snowpal Agarwal

Submitted in partial fulfilment of the requirements for the degree of BACHELOR'S IN

BUSINESS ADMINISTRATION Program.

To

INSTITUTE OF HOSPITALITY MANAGEMENT AND SCIENCE.

Place: -Kotdwara.

Date: - BBA VI
SEM.

5
 EXAMINER'S CERTIFICATE

This is to certify that the DISSERTATION PROJECT REPORT Submitted by

PRIYA ARYA has been evaluated by us and is found suitable for submission to
HNB Garhwal University.

The DISSERTATION PROJECT REPORT has been prepared as par the

standard guidelines of the University. The DISSERTATION PROJECT
REPORTis being submitted in partialfulfilment of documentation & evaluation
for Sem.VI. TheDISSERTATIONPROJECT REPORT in pursuance of
Business Administration Program in IHMS.

Signature of Examiner......................................

Name of Examiner MR./MS...............................

Dated........

6
 ACKNOWLEDGEMENT

The path to success is never so smooth and simple to achieve. However,

our learning’s and motivation by our close ones and our mentors helps us to reach
beyond our potential.

My Project would remain partial without acknowledging people who encouraged

me to achieve a milestone. I express my sincere gratitude to MISS. Snowpal
agarwal mam for giving me an opportunity to discover more knowledge through
practical learning by organizing immensely knowledgeable Project for the students
of BBA 3rd year. I am equally grateful to all my other teachers for their complete
support. It would be unfair on my part if I do not thank my colleges for their
continuous help without which this work could never have been accomplished.
They made me realize the importance of teamwork and also the leadership skills. I
am grateful to all of them standing with me and supporting me in this project.

Lastly, I would like to give special thanks and greetings to my fellow BBA
students and colleagues for giving me some required information, valuable advices
and suggestions to complete the report in a comprehensive manner. I thank them
all from the core of my heart.

7
 PREFACE

This project report has been prepared as per the requirement of the syllabus
of BBA course structure under which the students are the required to undertake
project. It was a first-hand experience for us as that we were exposed to the
professional set-up and were facing the market, which was really a great
experience. During project period, I had very touching experiences. When
business is involved, experiences counts a lot, as we know, experience are an
instrument, which leads towards success. Now I take this opportunity to present
the project report and sincerely hope that it will be as much knowledge enhancing
to the readers as it was to use during the field work and the compilation of the
report.

8
 EXECUTIVE SUMMARY

Recruitment is not a magical process of having people sign up, but is one of the most critical
aspects of operating your program.

Recruitment should be a strategic process that connects candidates who need what you have to
offer and who possess the skills and aptitude to accomplish your goal and objectives.

The recruitment and selection unit is dedicated to recruiting and selecting qualified candidates
for appointment. This process includes administering all testing phases from the written
examination up until applicants are appointed. The recruitment and selection process should
ensure fairness and consistency throughout the entire process. It should be administered in such a
way that only those applicants who meet various job related standards are offered positions of
appointment. The recruitment and selection units should actively recruit and participate in event
that will foster a diverse applicant pool. Recruiting from a pool of targeted leads can decrease
member attrition.

The objective of my study was to understand the recruitment and selection practices. In this
report, I have tried to include all the issues related to recruitment and selection process which I
could gather after reading various articles on Human Resource.

9
CHAPTER-1
INTRODUCTION

10
1.1 Introduction of Human Resource Management

Human Resource Management involves all management decisions and practices that directly
affect or influence the person or human resources who work for the organization. In recent years
increased attention has been devoted to how organizations manage human resources. This
increased attention come from realization that an organization’s employees enable organization
to achieve its goal and management of these human resources is critical to an organization’s
success. The history of HRM can be characterized as moving through four phases as craft
system, scientific management system, the human resource relationship approach and the current
organizational science such as human resource approach. The company considers human
resource as an integral part of corporate management for higher productivity. Company follows a
dedicated policy for recruitment, training and development, motivating, organizing and retaining
and maintaining the existing human resources on the basis of quality education, training and
operating experiences. An organization is nothing without human resources. Human resources
department is concerned with the people dimension in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to high
levels of performance are essential to achieving organizational objectives and ensuring that they
continue to maintain commitment to the organization.

1.2 Need of the Human Resource Management

a) It is too costly to hire skillful and knowledge people so it is best to improve skills and
knowledge of existing employees.
b) Growth of technology takes place very fast. There is a great need to upgrade technology.
c) 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.
d) 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.

11
1.3 Scope of Human Resource Management

The Scope of HRM is indeed as all major activities in the working life of worker from time of his
entry in an organization until he/ she leaves, come underthe 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.

12
CHAPTER-2
COMPANY
PROFILE

13
2.BACKGROUND OF THE ORGANISATION

2.1 Introduction

Type - Hypermarket, Supermarket

Industry-Retailing

Founded- 2001

Founder - Mr. Kishore Biyani

Headquarters- Mumbai, Maharashtra (India)

Products- Hypermarket

No. of employees- 36000 People

Parent- Future Group

Total stores- 350 stores across, 90 cities

Slogan- Making India Beautiful

Website- www.bigbazaar.com

2.2 Company Profile

Big Bazaar is not just another hypermarket. It caters to every need of a family. Where Big
Bazaar scores over other stores is its value for money proposition for the Indian customers. At
Big Bazaar, one can get the best products at the best prices – that is what they guarantee. With
the ever increasing array of private labels, it has opened the doors into the world of fashion and
general merchandise including home furnishings, utensils, crockery, cutlery, sports goods and
much more at prices that will surprise you. And this is just the beginning. Big Bazaar plans to
add much more to complete the shopping experience. Food is the main shopped for category in
this store.
Parent Company:-
Future group limited, is India’s leading retailer that operates multiple
Retail formats in both the value and lifestyle segment of the Indian consumer market.
Big Bazaar, which has about 150 outlets across the country, is also promoting small
retailers by partly having the shop-in-shop concept. The selected retailers put up their counters

14
and sell through the outlet. The small retailers also lower their prices as they gain through bulk
sales.

Life at Big Bazaar is pretty self-sufficient. If you were trapped in there for a week, you
could live a good life. But to appreciate the nuances of home economics, one should try
comparing prices. The clothes especially deserve an independent feature of their own.
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 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.
Services:-
Particularly designed for the regular middle-class family that requires clothing that lasts
and doesn't burn holes into the pockets of existing clothing, this store offers good bargains. What
you won't get here is designs your friends will drool over. Checks and stripes are like the far-end
of the creative exercise here, and the best bet for the fashion conscious would be the plain
colours on display.
Big bazaar
1. Variety- Big Bazaar offers a wide variety of products of different prices and different qualities
satisfying most of its customers.
2. Quality- Providing quality at low prices and having different types of products for different
income customers is another advantage.

3. Price- As noted the prices and offers in Big Bazaar have been one of the main attractions and
reasons for its popularity. The price ranges and the products offered are very satisfying to the
customers.

4. Location- The location of Big Bazaar has been mainly in the heart of the city or in the out
skirts giving a chance to both the City and the people living outside the city to shop.
5. Advertisements- Big bazaar has endorsed very popular figure like M S Dhoni and other
famous personalities which has attracted a lot of customers. This has resulted in increase of sale
and the outdoor advertising techniques have also helped Big Bazaar.
6. Middle class appeal- Considering the fact that there are a lot middle class families in India,
Big bazaar has had a huge impact on the middle class section of India, the prices, quality and
sales strategy has helped in getting the middle income groups getting attracted towards Big
Bazaar.

15
7. Attractive sales- Big bazaar has been known for its great sale and great offers. Big bazaar has
had long lines of people waiting to get into the store for the sale. Therefore, the sales that Big
Bazaar has had has increased sales in a huge way due to the sales and offers, thus this has been
one of the main advantages of Big Bazaar.

2.3 AREA OF OPERATION

The company operates 150 big bazaar stores, 190 food bazaar stores, among other
formats, in over 90 cities across the country, covering an operational retail space of over 6
million square feet, as a focused entity driving the growth of the group value retail business.
Future value Retail Limited will continue to deliver more value to its customers, supply partners,
stakeholders and communities across the country and shape the growth of modern retail in India.

Cities Where Stores Are Located:

Agra, Ahmadabad, Indore, Lucknow, Manipur, Bangalore, Mumbai, Bagur, Panipath, Allahabad,
Bhubaneswar, Chennai, Combatire, Hyderabad, Pune, Surat, Thiruvananthpuram,
Vishakhapatnam, Dehradun, Ruderpur.

2.4 PRODUCT PROFILE

GROUND FLOOR

1. Ladies fashion
 Ladies ethnic
 Jeans & T-shirts
 Lingerie & nightwear

FIRST FLOOR

1. Men’s Fashion
 Jeans & T-shirts
 Formals & Causals
 Accessories & Nightwear
 Party& Ethnic wear
2. Kid’s Fashion
 Girls & Boys wear
 Accessories
 Infants Apparels & Utilities

16
SECOND FLOOR

1. Home Fashion
 Bed Linen
 Bath Linen
 Kitchen Linen
 Living Accessories
2. Homeware
 Serving Delights
 Cooking Delights
 Home Utility
 Kids Dining & Utilities

 Footwear
 Luggage
 Toys & Sports
 Goods Stationery
3. Food Bazaar
 Personal Care
 Beauty Centre
 Home Care
 Ready to Cook
 Ready to Eat
 Bakery
 Staples, Pluses
 Refrigerated Products
 Fruits & Vegetables

17
2.5 AWARDS
2015:- Talent Management Innovation Award

Business Leadership Award

2014:- Coca-Cola Golden Spoon Award

Supply Chain Personality Award

2013:- Best Run Award in IT

Global Innovation Award

2012:- Best FMCG 3PL Company Award

2011:- CNBC Awaaz Consumer Award

Brand Equity Most Trusted Brand Award

2010:- Asia Best Employer Brand Awards

2009:- Retail Supply Chain Award

Most Admired Retail Group Of The Year Award

2008:- The INDIASTAR Award

Retail Leadership Award

Most Preferred Multi Brand Food Retail

2007:- International Retailer of the Year

2006:- First Generation Entrepreneur Of The Year

Young Business Leader

2005:- Images Retail Awards

Most Admired Retailer Of The Year

2004:- Readers Digest Awash Consumer Award

Readers Digest Platinum Trusted Brand Award

18
2.6 VISION, MISSION AND CORE VALUES
A) VISION:

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

B) MISSION:

i. We share the vision and belief that our consumers and stakeholders shall be served only
by creating and executing future scenarios in the consumption space leading to economic
development.
ii. We will be the trendsetters in evolving delivery formats, creating retail reality, making
consumption affordable for all customer segments for classes and for masses.
iii. We shall infuse Indian brands with confidence and renewed ambition.
iv. We shall be efficient, cost-conscious and committed to quality in whatever we do.
v. We shall ensure that our positive attitude, sincerity, humanity, and united determination
shall be the driving force in making us a success.

C) CORE VALUES:

 Indianess: confidence in ourselves.

 Leadership: to be a leader, both un 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.
 Valuingand 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 nature.

19
2.7 SWOT Analysis of Big Bazaar

STRENGTHS

 High brand-equity in evolving retail markets.

 State of art infrastructure of the big bazaar outlets.
 Point of purchase promotion to increase the purchase.
 Variety of stuff under single roof increasing customer time and available choice.
 Low price
 Customer service desk
 Advertisement

WEAKNESS

 Unable to meet store opening targets.

 Falling of revenue per square feet
 Less store space
 Unavailability of branded items.

OPPORTUNITY

 Evolving consumer preference in recent years.

 Huge complexes offer shopping.

THREATS

20
 Competitors,Global big players planning to foray into the markets.
 Government policies are not well defined in emerging markets like India.
 Unorganized retail market of India.

21
CHAPTER-3
RESEARCH
METHODOLOGY

22
3. OBJECTIVES OF STUDY
PRIMARY OBJECTIVE
The main objective of this report is to provide necessary information about the
procedures of Recruitment & selection techniques followed by the IONS
SOLUTIONS through the HR Department & recommendation.

SECONDARY OBJECTIVE
 To know about the HR sector in any firm.
 To get an overall idea about the management terms and operation strategy and the
limitation of a organization.
 To have a clear view about what is actually happening in the field of HRM of the
selected business organization.
 To collect information and insight about the Recruitment & Selection function of the
organization.
 To relate the theoretical knowledge with the real life experience of the Recruitment &
Selection of Big bazaar.

3.2. SCOPE OF THE STUDY

 The Scope of HRM is indeed as all major activities in the working life of worker from
time of his entry in an organization until he/ she leaves, come underthe 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.

23
 3.3. METHODOLOGY

 The study is conducted in a systematic procedure starting from selection of the topic to
final report preparation. The integral part was to identify and collect data; they were
classified, analyzed, interpreted and presented in a systematic manner to find the vital
points. . Data needed for conducting the study have been collected from the Secondary
sources .

 Data Type: This report will be based on Secondary data

 Data recorded reports
 Desk report of related department
 Internet
 Different reference
 Study of related books, seminar paper, training papers, Publication of statements

24
CHAPTER-4
RECRUITMENT
&
SELECTION
PROCESS

25
4.1 Definition of Recruitment & Selection
Recruitment refers to the process of attracting, screening and selecting qualified people for a
job. For some components of the recruitment process, mid- and large size organization often
retain professional recruiters or outsource some of the process to recruitment agencies.
The selection is the process of choosing the most suitable candidate for the vacant position in
the organization. In other words, selection means weeding out unsuitable applicants and selecting
those individuals with prerequisite qualifications and capabilities to fill the jobs in the
organization.
Most often, the selection and recruitment are used interchangeably but however both have
different scope. The former is a negative process that rejects as many unqualified applicants as
possible as to hire the right candidate while the latter is a positive process that attracts more and
more candidates and stimulates them to apply for the jobs. The human resources department of
large organizations, businesses, government offices and multilateral organization are generally
vested with the responsibilities of the employee recruitment and selection.
4.2 Sources of Recruitment
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.
3.3 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 candidate’s ability to communicate
freely and also other skills.

26
 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 Discussions,
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.

27
 4.3 Flow Chart for Recruitment and Selection in Big Bazaar

Manpower planning

Requirement Generation (Allotted Vs. Actual Basis)

Internal Fitment (Job Rotation)

Recruitment (CVs screened by HR Department along with Business Head)

Selection Procedures (Initial interview by HR Department/Finalization by Business

Head/Executive Committee/CMD)

Joining and Induction

Orientation

Placement

Appraisal

28
3.4 Types of Interview Process
Minimize Stereotypes – Provide interviewers with a job description and specifics on job
requirements. In the absence of specific information individuals may be more likely to make
stereotypical judgments about a candidate

Job Related – Construct interview questions that are job related. Not having job related
interview questions will lower the validity of the interview process.
Train Interviewers – “Improve the interpersonal skills of the interviewer and the interviewer’s
ability to make decisions without influence from non-job related information. Interviewers
should be trained to:
 Avoid asking questions unrelated to the job
 Avoid making quick decisions about an applicant
 Avoid stereotyping applicants
 Avoid giving too much weight to a few characteristics
 Try to put the applicant at ease during the interview
 Communicate clearly with the applicant

4.5 Recruitment and Selection Guidelines of Big Bazaar

These guidelines are also called BIG BAZAAR RECRUITMENT RULES.

Objective
 The main objective of detailing guidelines is that the right type of personnel’s are recruited,
who fulfills the requisite job specifications for Recruitment including the desirable level of
 Qualification, skills/ experiences and competence which is essential for the sustained vitality
and growth of the organization
Applicability and Scope
 The guidelines shall apply to the Managerial/ Executive/ Supervisors category of employees
in the pay scale/level, as announced separately in the classification of employees order.
Detailed job specifications, required to recruit the person at various Levels/ Grades.

4.6 Recruitment& Selection in Big Bazaar

 Recruitment shall be resorted for induction of talent from outside, when suitable Candidates
are not available from within the organization or upon a specific demand of the post is such
that it has to be filled up from the open market.

29
 General
 All recruitment shall be done exclusively on merit basis only Except experienced personnel
maximum age for recruitment shall be 28 years of age & Minimum 18 years.

Job Specifications
 Each person is expected to fulfill the requisite job specifications / as required for the position
before his candidature is considered for the post. Age requirement at entry point with 10+2
qualification shall be around 20 years and for Graduate / Post graduate / Professional
Qualification shall be between 21 years to 25 years for a fresher. The upper age limit for
recruitment of experienced personnel shall normally be not more than 45 years.

Age of Superannuation
 Normally the age of superannuation shall be 60 years for all classes of employees. In order to
streamline the recruitment age and to ensure that no person is retiring on his birthday, all
employee shall be retiring only on first day of the next month in which he attains the age of
superannuation.

Standard Application Form

 Candidates application screened / short listed are required to fill in the prescribed application
form in their own handwriting and submit the same to HR Department along with a passport
size photograph, photocopies of certificate and testimonials etc, in support of their Age,
Qualification, Experience conduct etc.

Letter of Appointment
 Every candidate selected and appointed in Executive Cadre shall be issued a letter of
appointment as per the Standard Format placed.

Service Agreement
 Experienced personnel recruited in Executive cadre may be required to execute a service
agreement to serve the organization at least for a period of two years, after joining the service
of the company.

30
 4.7 Employment Cycle

Possible vacancy identified

Analysis carried out to see if the job has changed or it still needed

Job description drawn up

Recruitment

Phase
Person specification drawn up
Selection

Phase
Advertisement designed and issued
Employment

Phase
Short listing
Exit

Interviews Phase

Appointment offered

Induction

Training, development & appraisal

Resignation or retirement

31
Not only recruitment and selection phase but also other phases (employment phase and exit phase)
of employment cycle can be improved if all phases are properly interlinked with each other, as
shown in above figure.

At the time of recruitment, when a possible vacancy occurs, it is a good idea to look at the post that
is being vacated to see:

 Are the functions that were being carried out still going to be needed?
 Is the position changing such that new skills will be needed in the near future?
 Can the job be combined with another job that may also be undergoing a change?
Only after checking all these points, go ahead with other parts of recruitment phase.

In case of job description, check the following points:

 Formal job description

 Does it fit the pattern?
In case of advertisement designed and issued:

 Where would you advertise your job in order to attract suitable candidates?
 How would you word the advertisement?
At the time of selection, first comes short listing and after this interview.

In case of interview, check the following points:

 Structure of interview (one-to-one interview, two-to-one interview, panel interview)

 Feasibility of interview pattern
And after this, last part of selection phase that is appointment offered comes.

32
 4.8 Learning Outcome

 Identifying, understanding and working with professional standards.

 Behaving professionally and ethically.
 Addressing colleagues and superiors appropriately.
 Allocating time effectively.
 Adapting effectively to changing conditions.
 Organizing and maintaining information.
 Developing appropriate workplace attitudes. .
 Dressing appropriately.

33
CHAPTER-5
DATA ANALYSIS
&
INTERPRETATION

ANALYSIS AND INTERPRETATION

1. Does your company follow formal recruitment process?

34
 Yes No Can't Say

88%

10% 2%

Interpretation: From the above diagram it is quite clear that employees of Big Bazaar (88%) are
satisfied by the recruitment and selection procedure followed by the company. However there
can be some changes introduced in the procedure which are suggested to improve the recruitment
and selection policy of the company.

35
2. When does your company hires new employees?

Immediate Need
22%

Yearly Basis
4%

Both
74%

Interpretation: From the above diagram we can see that there were mix responses regarding the
above mentioned question. 74% said that company is hiring employees annually as well as
according to the company needs but 22% believes company hires according to the need of the
organization and 4% says that Big Bazaar employs on yearly basis.

36
3. Which sources of recruitment your company should follow?

3%

20%
31%
Promotion / Transfer
Consultancy
Campus Placements
References
Any Other

31% 15%

Interpretation: There are various ways of recruiting candidates in the Big Bazaar.
Some of the sources used by them are promotion, internal referrals and consultancy firms.
From the chart it is clear that employees of Big Bazaar are in favour of Campus placements and
promotion and transfers.
20% of employees are in favour of internal references and 15% have suggested using
consultancy services.
Some have suggested advertising the vacancy in newspapers also.

37
4. What criteria do you think should be used for selection process?

0%
2%
Written test
38%
Personal Interview

Written test and

Interview
60% Any Other

Interpretation: Big Bazaar practices panel interview for selecting a candidate but from the chart
it is clear that 60% of employees want written test along with the interview to select a candidate.
No employee is in favour of written test only and some have suggested that even physical
examination should be included while selecting the candidates along with written test and
interview.

38
5.According to you, 3 rounds of interview in Big Bazzar are essential for an effective
recruitment process?

0%
13%

25%

62%

0%

Strongly Agree Agree Can't Say Disagree Strongly Disagree

Interpretation: 62% disagree with the statement that 3 rounds are essential. It depends upon the
position for which the interview is being conducted.

39
6.Were you given same job description as discussed in the Interview?

2%

Yes
No

98%

Interpretation: Almost all got the specified jobs offered to them. This implies that the Big Bazaar
have the organized manpower planning and well organized recruitment policy.

From the chart it is crystal clear that the candidates get exactly the same job as described. So
from Big Bazaar perspective it is a good sign for the overall growth and development. There
were some employees around 2% of who were against the above mentioned point.

40
7. According to you on what basis candidates should be evaluated for selection?

All Three
22%
Family
Background
10%

Academic
Qualification
32%

Experience
36%

Interpretation: The above diagram clearly depicts that the employees prefer Experience as a
criteria to select the candidate. Next they consider academic qualification should be given
importance while selecting a candidate. Only 10% are in favor of family background to be used
as a selection criteria by the company.

22% of all the three factors that are experience, academic qualification and family background.

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8. Do you think physical examination should be included in selection process?

Can't Say
6%

No
24%

Yes
70%

Interpretation: The physical examination discloses the physical characteristics of the individual
that are significant from the standpoint of his efficient performance of the job that he may be
assigned.
Accordingly 70% of employees are in favor of physical examination to be included in the
selection procedure because they believe it will ensure higher standard of health and physical
fitness of the employees and will reduce the rates of accident, labour turnover and absenteeism.
24% are not in favour of physical examination as they think it is a wasteful expenditure of the
company.

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9. Are you satisfied with the overall recruitment & selection process of your company?

40%
Satisfied
Neutral
50%
Dissatisfied

10%

Interpretation: From the above figure, 50% are those who are not satisfied with the recruitment
and selection policy followed by Big Bazaar and have suggested some measures to improve
them. 40% were those who were satisfied by the policy and 10% were those who were not able
to comment on it.

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10. Which of the following factors mentioned below you think have a beneficial effect
upon the ability of Big Bazzar to attract and retain good employees?

Salary Package
Brand Name
Career Growth
Good Working Environment

31%

.
15%

24%

30%

Interpretation: From the above chart it can be understood that most of the employees are inspired
by the career growth and salary package of the Big Bazaar. Its clear from the chart that Brand
name is also important factor which is a motivating force for the employees of Big Bazaar. Only
15% consider working environment in Big Bazaar to be a motivating factor.

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 FINDINGS
1. The organization has a human resource management.

2. The organization has a prearranged salary structure.

3. The accounts department has professional accountant.

4. There is system of training to the trainees in the organization.

5. The relationship among the employees of Big Bazaar is very good.

6. Technical support department has to be more aware of customer care.

7. There is a system of holding the orientation classes at Big Bazaar where All fresher are made
aware of the organization, and internal policies of the organization.

9. The organization is developing day by day.

10. Incentives etc are given to the employees of Big Bazaar in a year.

11. The company always tries to maintain good working environment, Health & safety
procedure.

12. Managing Director is the sole authority approve finally for any business or functional
decision. Only after receiving approval from the Managing Director, HR Division starts all their
functioning as per method.

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CHAPTER-6
RECOMMENDATION
AND
CONCLUSION

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6.1 Recommendation & Suggestions
My study of the recruitment and selection processes at Big Bazaar generated the following findings:

 The recruitment process at Big Bazaar is in line with the recruitment policy of the company.
The entire process works exactly as it should according to the policy.
 Big bazaar should takes steps to improve the process of recruitment and selection.
 The human resources department maintains the blanket count of personal in each department
and is responsible for filling up vacant positions in all departments throughout the
organization
 Company should use computer for the data of hiring the employees. They should go for
paperless work more.
 Big bazaar should provide facilities to all employees.
 The recruitment and selection activity is centralized and is conducted by the human resources
department at Big Bazaar head office.
 Different sources of recruitment for every position has been tried and tested over the years at
Big Bazaar and at present every position has one unique source of recruitment, which is
always resorted to.
 Walk-ins are always used as a source of recruitment for junior level. Big Bazaar has
earned a good name for itself in the entire country and hence huge pool of candidates is
created through this source. However the hiring/applicants ratio is very low. This is
because a lot of unsuitable candidates also show up for interview. This leads to wastage
of time and effort.
 Company should give refreshment to their employees.
 Company should take the physical test in interview.

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6.2 CONCLUSION
According to my analysis BIG BAZAR Retail should use Campus placements as a source of
recruitment.

 Company mainly focuses on internal sources which has its own limitations. By focusing
on Campus Placements Company can attract qualified personnel for vacant jobs in the
organization. It can facilitate the infusion of fresh blood with new ideas in to the
enterprise. This will improve the overall working of the enterprise.
 For the selection of the candidate for a vacancy company should first conduct written test
and on the basis of the result of the test score interview should be scheduled for the
selected candidate.
 According to the analysis company should evaluate the candidates on all the factors
(experience, qualification and family background) however greater importance should be
given to the experience and then qualification should be considered.
 Company should include physical examination in the selection process. After the result of
this question THE COMPANY HAS DECIDED TO INCLUDE PHYSICAL examination
in the selection process and are now getting in touch with various hospitals to enter into a
contract with them.
 Certain changes should be made in Recruitment and Selection process of Big Bazaar such
as new sources of recruitment should be entertained, written examinations should be
included in selection process and physical examination should be considered as a part of
Selection Process.

5.3 BIBLIOGRAPHY
BOOKS:

 C.R.KOTHARI, “Research Methodology” New age international publication, 2nd revised

edition.
 Management theory

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 APPENDIX

1. Does your company follow formal recruitment process ?

a)Yes

b) No

c) Can't say

2. When does your company hires new employees?

a) Immediate need

b)Yearly basis
b) Yearly basis

c) Both

3. Which sources of recruitment your company should follow?

a) Promotion / Transfer

b) Consultancy
b) Consultancy

c) Campus Placements

d) References
d) References

e) Any Other

4. What criteria do you think should be used for selection process ?

a) Written test

b) Personal interview
b) Personal Interview

c) Written test and Interview

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 d) Any other
d) Any Other………………………………………………………………..

5. According to you, 3 rounds of interview in Big Bazzar are essential for an effective
recruitment process.

a) Strongly agree

b) Agree

c)Can’t say

d) Disagree

e) Strongly disagree

6. Were you given same job description as discussed in the Interview?

a) Yes

b) No

7. According to you on what basis candidates should be evaluated for selection ?

a) Academic Qualification

b) Experience
b) Experience

c) Family Background
d) All of the above

d) All three

8. Do you think physical examination should be included in selection process?

a) Yes

b) No

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c) Can’t say

9. Are you satisfied with the overall recruitment & selection process of your company?

a) Satisfied

b) Neutral

c) Dissatisfied

10. Which of the following factors mentioned below you think have beneficial effect upon the
ability of Big Bazzar to attract & retain good employees?

a) Salary Package

b) Brand name
b) Brand Name

c) Career Growth

d) Good working enviornment

e) Good working environment

51