1. EXECUTIVE SUMMARY
Today, in every organisation personnel planning as an activity is necessary. It is an important
part of an organisation. Human Resource Planning is a vital ingredient for the success of the
organisation in the long run. There are certain ways that are to be followed by every
organisation, which ensures that it has right number and kind of people, at the right place and
right time, so that organisation can achieve its planned objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation.
For every organisation it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment and
Selection process. This project includes Meaning and Definition of Recruitment and Selection,
Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips.
Sources of Recruitment through which an Organisation gets suitable application. Scientific
Recruitment and Selection, which an Organisation should follow for, right manpower. Job
Analysis, which gives an idea about the requirement of the job. Next is Selection process, which
includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and
their Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and
problems.
Recruitment and Selection are simultaneous process and are incomplete without each other. They
are important components of the organisation and are different from each other. Since all the
aspect needs practical example and explanation this project includes Recruitment and selection
Process of Infosys. And a practical case study. It also contains addresses of various and top
placement consultants and the pricelist of advertisements in the magazine
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2. 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 Smith’s 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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3. 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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4. 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
•
Labour Relations
4

5. Nature of Human
Resource Management
Employee hiring
Prospects of HRM
Human Resource Management
Employee and
executive
Remuneration
Industrial Relations
Employee Motivation
Employee Maintenance
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6. 1.3 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
 A Study on Recruitment process at Big bazaar perambur
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.
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7.  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 company’s establishment, organization structure,
departments, techniques, marketing strategies and the advantages it is having over the
competitors.
 An attempt is made to analyze the company’s 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.
1.3.2
LIMITATION OF THE STUDY
 Time limit is a major constraint.
 As per the company rules many information was not disclosed
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8.  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
COMPANY PROFILE
Mr Kishore Biyani CEO, Future Group Pantaloon Retail (India) Limited is India’s
leading retailer that operates multiple retail formats in both the value and lifestyle
segment of the Indian consumer market.
Headquartered in Mumbai, the company operates over 12 million square feet of retail
space, has over 1000 stores across 71 cities in India and employs over 35,000 people. The
company’s leading formats include Pantaloons, a chain of fashion outlets, Big Bazaar, a
uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain, blends the look
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9. touch and feel of Indian bazaars with aspects of modern retail like choice, convenience
and quality and Central, a chain of seamless destination malls. Some of its other formats
include Depot, Shoe Factory, Brand Factory, Blue Sky, Fashion Station, Mobile Bazaar
and Star Sitara (Beauty clinic).
The company also operates an online portal, Futurebazaar.com. A subsidiary company,
Home Solutions Retail (India) Limited, operates Home Town, a large-format home
solutions store, selling home furniture products and E-Zone focused on catering to the
consumer electronics segment.
Pantaloon Retail was awarded the ‘International Retailer’ of the Year 2007, by the USbased National Retail Federation, the largest retail trade association and the ‘Emerging
Market Retailer’ of the Year 2007 at the World Retail Congress in Barcelona. Pantaloon
Retail is the flagship company of Future Group, a business group catering to the entire
Indian consumption space. The group’s subsidiary companies include, Home Solutions
Retail India Ltd, Pantaloon Industries Ltd, Galaxy Entertainment and Indus League
Clothing.
CORPORATE GOVERNANCE REPORT
Corporate Governance indicates transparency, accountability and reliability on any
organization. One of the core missions of the organization is to achieve excellence in all
spheres, be it profitability, growth in market share, superior quality of products and
services to the satisfaction of the stakeholders through an efficient and effective code of
governance. We aim at providing fairness, clarity and transparency in all our dealings and
increasing the value of all stakeholders of the Company. Future Group, led by its founder
and Group CEO, Mr. Kishore Biyani, is one of India’s leading business houses with
multiple businesses spanning across the consumption space. While retail forms the core
business activity of Future Group, group subsidiaries are present in consumer finance,
capital, insurance, leisure and entertainment, brand development, retail real estate
development, retail media and logistics.
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10. Led by its flagship enterprise, Pantaloon Retail, the group operates over 12 million square
feet of retail space in 71 cities and towns and 65 rural locations across India.
Headquartered in Mumbai (Bombay), Pantaloon Retail employs around 35,000 people
and is listed on the Indian stock exchanges. The company follows a multi-format retail
strategy that captures almost the entire consumption basket of Indian customers. In the
lifestyle segment, the group operates Pantaloons, a fashion retail chain and Central, a
chain of seamless malls. In the value segment, its marquee brand, Big Bazaar is a
hypermarket format that combines the look, touch and feel of Indian bazaars with the
choice and convenience of modern retail.
In 2008, Big Bazaar opened its 100th store, marking the fastest ever organic expansion of
a hypermarket. The first set of Big Bazaar stores opened in 2001 in Kolkata, Hyderabad
and Bangalore. The group’s speciality retail formats include, books and music chain,
Depot, sportswear retailer, Planet Sports, electronics retailer, Ezone, home improvement
chain, Home Town and rural retail chain, Aadhar, among others. It also operates popular
shopping portal, futurebazaar.com. Future Capital Holdings, the group’s financial arm
provides investment advisory to assets worth over $1 billion that are being invested in
consumer brands and companies, real estate, hotels and logistics. It also operates a
consumer finance arm with branches in 150 locations. Other group companies include,
Future Generali, the group’s insurance venture in partnership with Italy’s Generali
Group, Future Brands, a brand development and IPR company, Future Logistics,
providing logistics and distribution solutions to group companies and business partners
and Future Media, a retail media initiative.
The group’s presence in Leisure & Entertainment segment is led through, Mumbai-based
listed company Galaxy Entertainment Limited. Galaxy leading leisure chains, Sports Bar
and Bowling Co. and family entertainment centres, F123. Through its partner company,
Blue Foods the group operates around 100 restaurants and food courts through brands
like Bombay Blues, Spaghetti Kitchen, Noodle Bar, The Spoon, Copper Chimney and
Gelato. Future Group’s joint venture partners include, US-based stationery products
retailer, Staples and Middle East-based Axiom Communications.
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11. Future Group believes in developing strong insights on Indian consumers and building
businesses based on Indian ideas, as espoused in the group’s core value of ‘Indianness.’
The group’s corporate credo is, ‘Rewrite rules, Retain values.’
CONSUMPTION COSMO
 The retail formats are geared to capture Consumption Spending in keyin both
value and lifestyle segment. And specialised businesses backed by capital and
investments in developing the necessary consumption infrastructure is helping
build a consumption ecosystem. This empowers Pantaloon Retail to build a
comprehensive business
 The retail formats are geared to capture Consumption Spending in key categories
in both value and lifestyle segment. And specialized businesses backed by capital
and investments in developing the necessary consumption infrastructure is
helping build a consumption ecosystem.
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12. BOARD OF DIRECTOR
1.

Managing director
Mr kishore Biyani
2.

Wholetime Director
Mr Gopikishan Biyani

Mr Rakesh Biyani
3.

Director
Mr Shailesh Haribhakti

Mr S.Doreswamy

Mr Darlie Koshy

Mr Anil Harish
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13. INDUSTRY PROFILE
Retail is India’s largest industry, accounting for over 10 percent of the country’s GDP and
around 8 percent of the employment. Retail industry in India is at the crossroads. It has emerged
as one of the most dynamic and fast paced industries with several players entering the market.
But because of the heavy initial investments required, break even is difficult to achieve and many
of these players have not tasted success so far. However the future is promising; the market is
growing, government policies are becoming more favorable and emerging technologies are
facilitating operations. Retailing in India is gradually inching its way toward becoming the next
boom industry. The whole concept of shopping has altered in terms of format and consumer
buying behavior, ushering in a revolution in shopping in India.
Modern retail has entered India as seen in sprawling shopping centers, multi-stored malls and
huge complexes offer shopping, entertainment and food all under one roof. The Indian retailing
sector is at an inflexion point where the growth of organized retailing and growth in the
consumption by the Indian population is going to take a higher growth trajectory. The Indian
population is witnessing a significant change in its demographics. A large young working
population with average age of 24 years, nuclear families in urban areas, along with increasing
working-women population and emerging opportunities in the services sector are going to be the
key growth drivers of the organized retail sector in India.
Some Key Facts:
 Retail is India’s largest industry accounting for over 10 percent of the country’s GDP and
around 8 percent of the employment.
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14.  The market size of Indian retail industry is about US $312 billion.
ORGANIZATION PROFILE
“Nobody Sells Cheaper and Better” Big Bazaar is a chain of department stores in India
currently with 100 outlets. It is owned by Pantaloon Retail India Ltd, Future Group. It
works on the same economy model as Wal-Mart and has been successful in many Indian
cities and small towns. The idea was pioneered by entrepreneur Mr. Kishore Biyani, the
CEO of Future Group. Currently Big Bazaar stores are located only in India. It is the
fastest growing chain of department stores and aims at having 350 stores by 2010. Big
Bazaar has democratized shopping in India and is so much more than a hypermarket.
Here you will find over 170,000 products under one roof that cater to every need of a
family, making Big Bazaar India’s favourite shopping destination.
At Big Bazaar, you will get the best products at the best prices—this is our guarantee.
From apparel to general merchandise like plastics, home furnishings, utensils, crockery,
cutlery, sports goods, car accessories, books and music, computer accessories and many
more. Big Bazaar is the destination where you get products available at prices lower than
the MRP, setting a new level of standard in price, convenience and quality. If you are a
fashion conscious buyer who wants great clothes at great prices, Big Bazaar is the place
to be. Leveraging on the company’s inherent strength of fashion, Big Bazaar has created
a strong value-for-money proposition for its customers.
This highlights the uniqueness of Big Bazaar as compared to traditional supermarkets,
which principally revolve around food, groceries and general merchandise. Big Bazaar
has clearly emerged as the favourite shopping destination for millions of its customers,
across the country, its success is a true testament to the emotional bonding it has
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15. established with the Indian customer , on account of its value offerings, inspirational
appeal and service levels. We believe Big Bazaar is a true pan-Indian model that can
enter into most towns in India and democratize shopping everywhere. 25, 26 and 27
January, 2009... India’s Sabse Sasta Din The acceptance and loyalty that Big Bazaar has
garnered over the years was well evident on 26 January 2009. On the day India celebrates
its Republic Day; the company honoured the consumer by calling it the ‘Maha Savings
Day’. Shoppers at all Big Bazaar and Food Bazaar outlets across the country were offered
products at prices never heard before in the history of shopping.
The offers were spread across categories from electronics to utensils, from apparel to
furniture and food. This event received tremendous response from the regular and an
entirely new set of shoppers, which resulted in nearly 2 million people visiting the stores
on that day. And most stores were able to post record sales for a single day.
Company History
1987 Company incorporated as ‘Manz Wear Private Limited’. Launch of Pantaloons
Trouser, India’s 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 Pantaloon Shoppe – exclusive menswear store in franchisee
formatlaunchedacross the nation. The company starts the distribution of branded garment sthroug
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.
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16. 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 - India’s first seamless mall is launched in Bangalore.
2005 Group moves beyond retail, acquires stakes in Galaxy Entertainment, League
Clothing and Planet Retail. Setup India’s first real estate investment fund Kshitij to build a chain
of shopping malls.
2006 Future Capital Holdings, the company’s financial is formed to manage over
$1.5billion in real estate, private equity and retail infrastructure funds.Plans foraysinto 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
India’s 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.
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17. Future Group’s Vision
“To Deliver Everything, Everywhere, Every time, to Every Indian Customer in the most
profitable manner.” One of the core values at Future Group is, ‘India ness’ and its
corporate credo is – “Rewrite rules, Retain values.”
Future Group’s Mission:
 We 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.
 We will be the trendsetters in evolving delivery formats, creating retail realty,
making consumption affordable for all customer segments – for classes and
masses.
 We shall infuse Indian brands with confidence and renewed ambition.
 We shall be efficient and, cost-conscious and committed to quality in whatever
we do.
 We shall ensure that out positive attitude, sincerity, humility and united
determination shall be the driving force to make us successful.
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18. Core Values
 Indianness: confidence in ourselves.
 Leadership: to be a leader, both in thought and business.
 Respect and 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
work.
 Adaptability: to be flexible and adaptable, to meet new challenges.
 Flow: to respect and understand the universal laws of nature
Future Plans
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19. 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
share of the consumer’s 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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20. Chapter-4
ORGANIZATION CHART
Store Manager
Asst Store Manager
HR
Manager
Dept
Manager
Administr
ation
Info
Manager
Sales Manager
Visual
Merchandising
Asst. DM
Marketing
Maintenances
Team
Leader
Asst. DM
Team
Member
House Keeping
CSD
20
Security
Cashier

21. DIFFERENT PRODUCTS DEALT IN BIG BAZAAR
Crockery:
Luggage
a) Crockery cutlery
a) Travel bags
b) Table Materials /Napkins
b) Trolleys
c) Dinner sets
c) School & College Bags
d) Wine, Juice Glasses
d) School & College Bags
e) Suitcase Apparels Department
Ladies Wear
Plastics, Utensils, Crockery (PUC) h)
Utensils
a) Sarees
a) Buckets
b) Dress Materials
b) Containers
c) Under garments
c) Jugs & sippers
d) Nightwear
d) Bottles & Mugs
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22. FOOD BAZAAR
Beverages
Process Dept
a) Soft drinks
a) Health drinks
b) Mineral water
b) Ready to eat item
c) Health drinks
c) Corn flake, chips
d) Health drinks
d) Soups, Bread item and pickles
e) Frozen items
e) Instant Mix
f) Spread
Staples Dept
Fruits & Vegetables
a) Dal, Rice, Wheat, Ragi etc,
a) All kind of vegetables and fruits item
with lower price.
b) Atta, Rava items, Sugar, Salt etc
c) Cooking Oils, Masala
22

23. d) Ready to cook foods & mixes
FAMOUS BRAND OF BIG BAZAAR
Big Bazaar has gradually introduced private labels in fashion over the last few years.
Every year, new, private labels are introduced to increase their share over other brands.
These are known as ‘In House brands’ which are exclusively promoted by Big Bazaar in
its stores. It is very important to promote and sell these brands aggressively, since they
contribute to higher margins thereby contributing heavily to the bottom line.
KNIGHTHOOD
It is the men’s formalwear brand with arrange that includes formal shirts, trousers, suits,
blazers and basic men’s accessories like ties and handkerchiefs.
India’s cool answer to international brands is positioned for the 20-35 year age group. It
targets both men and ladies and the range includes designer denims, casuals, street-wear.
DJ&C Sports This is a unisex sportswear range for the age group of 20-40 years.
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24. SHATRANJ
The men’s ethnic wear range consists of kurtas, kurta pyjamas sets and sherwani seTS.
SHYLA
True to its tagline ‘what women want’,offers a complete range of formal/ semi-casual line
of ladies tops, trousers, skirts, etc.
SRISHTI
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25. The complete ethnic wear range offering a range of traditional designs for ladies encompasses
both salwar kameez sets and mix & match/ fusion wear.
Pink & Blue The kids’ brand range created to celebrate the spirit of childhood, has the
blue range for boys and pink for girls. There is an infant line also available as well. Pink
& Blue covers the entire apparel needs of kids across t-shirts, shirts, jeans, trousers,
shorts, dresses and ethnic-wear/ occasion-wear.
STUDIO NYX It is a range of men’s party wear.
CTEE MEN’S T- SHIRTS
BUSINESS DESCRIPTION
Pantaloon Retail (India) Ltd. The company’s principal activity is to operate chain retail
stores in names of Big Bazaar, Food Bazaar, Central and Pantaloons. The Big Bazaar is
25

26. 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
company’s 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, Men’s 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.
Each department has a Department Manager (DM) & Assist DM. Their job is concerned
mainly with sales. They look after customer’s 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.
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27. 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
(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.
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28. 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 candidate’s ability to communicate freely
and also other skills.
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 company’s business, different departments etc. They will be
informed of their roles, duties and responsibilities.
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29. 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 employee’s performance is good and encouraging, the employee’s 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.
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).
29

30. 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:
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.
30

31. 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
31

32. our core Indian values and yet providing customers with a service, on par with international
standards.
At Pantaloon you will work with some of the brightest people from different spheres of
industry. We believe it’s 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 Bazaar’s 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.
32

33. The department has to design creative and attractive advertisements through which the
company’s products can be promoted to the customers.
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 men’s formal wear, women’s
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.
33

34. LOGISTICS
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
34

35. 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 customer’s 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
Store’s environment.
35

36. 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
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
(product’s 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.
36

37. 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
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.
37

38. 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 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
38

39. CHAPTER-3
LITERATURE REVIEW
INTRODUCTION
People are integral part of an organization today. No organization can run without its human resource. In
today’s highly complex and competitive situation, choice of right person at the right place at the right time
has far implications for an organization’s 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”.
“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.
39

40. 
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 résumé (also known as a CV) or to
complete an application form to provide this evidence.
40

41. 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, organisation
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.
41

42. 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:
42

43. Primary information gathered directly from the respondents through questionnaire i.e. survey
method.
SECONDARY:
Prior project reports, internet, library, etc….
RESEARCH INSTRUMENT:
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:
43

44. 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.
Non-probability sampling is also known by different names such as deliberate sampling,
purposive sampling and judgments sampling.

JUDGEMENT SAMPLING
In judgments sampling the researcher’s 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.
44

45. 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.
45

46. CHART-1
NUMBER OF RESPONDENTS
46

47. 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.
47

48. CHART-2
HAPPY WITH RECRUITMENT PROCESS
48

49. 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.
49

50. CHART-3
FEEL ABOUT INTERVIEW PANEL
50

51. 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
51

52. CHART-4
COMETO KNOWABOUT OPENINGINBI BAZAAR
52

53. TABLE-5
REFER MORE FRIENDS TO BIG BAZAAR
NO. OF RESPONDENTS
PERCENTAGE
YES
40
80
NO
10
20
TOTAL
50
100
FRIENDS
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.
53

54. CHART-5
REFER MORE FRIENDS TO BIG BAZAAR
54

55. TABLE-6
THE BEST RECRUITMENT SOURCES ACCORDING TO YOU
SOURCE
NO. OF
RESPONDENTS
PERCENTAGE
INTERNAL RECRUITMENT 30
60
EXTERNAL
RECRUITMENT
10
20
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.
55

56. CHART-6
THE BEST RECRUITMENT
SOURCESACCORDING TO PERFORMANCE
56

57. TABLE-7
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.
57

58. CHART-7
THE COMPANY POLICES BEFORE JOIN THE IN
THIS COMPANY.
58

59. TABLE-8
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.
59

60. CHART-8
THE COMPANY TAKES TO RESPOND THE
APPLICATION.
60

61. TABLE-9
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.
61

62. CHART-9
THE EFFECTIVENESS OF THE INTERVIEW
PROCESS AND OTHER SELECTION
INSTRUMENT.
62

63. TABLE-10
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.
63

64. CHART-10
DIFFICULT IN THE FOLLOWING TEST.
64

65. TABLE-11
EXTENTOF SATISFACTION REGARDING DESIGNATION
AND WORKLOAD.
NO. OF RESPONDENT
PERCENTAGE
SATISFIED
20
40
HIGHLY SATISFIED
15
30
NEUTRAL
5
10
DISSATISFIED
10
20
TOTAL
50
100
WORK LOAD
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.
65

66. CHART-11
EXTENT OF SATISFACTION REGARDING
DESIGNATION AND WORK LOAD
66

67. TABLE-12
ORGANIZATION CLEARLY DEFINED THE POSITION AND
RECRUITMENT OBJECTIVE OF BIG BAZAAR.
POSITION &
RECRUITMENT
NO. OF RESPONDENTS
PERCENTAGE
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
67

68. CHART-12
ORGANIZATION CLEARLY DEFINED THE
POSITION AND RECRUITMENT OBJECTIVE OF
BIGBAZAAR
CHAPTER-5
68

69. FINDING OF STUDY
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.
69

70. SUGGESTIONS
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.
70

71. CONCLUSION
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.
RECRUITMENT PROCESS QUESTIONER AT BIG BAZAAR
71

72. 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
D)
Poor.
3.
B)
Good
C) Satisfactory
How do you come to know about Opening in Big Bazaar?
A)
Friends
D)
Others.
4.
A)
5.
B)
Newspapers
C)
Internet
Do you want refer more friends to Big Bazaar?
Yes
B)
No
What should be the best recruitment sources according to your performance?
A)
Internal Recruitment
D)
B)
External Recruitment
Both.
6. Did you fully know about the company polices before joining in this company
A)
Yes
B)
No
72

73. 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
D)
Practical
E)
C)
Written
Any other
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
D)
B)
Satisfied
C)
Neutral
Dissatisfied.
11. Does the organization clearly defined you the position objective/Recruitment in
the Big Bazaar?
A)
Yes
B)
No.
C)
12. Your Suggestion to Improve recruitment?
73
Neither Yes or No.

74. BIBLIOGRAPHY
PRIMARY SOURCE
1. Principles of Management
By R.N.Gupta
2. Management principle
-By L.M.Prasad
3. Principles of management
By Radha
SECONDARY SOURCE
1. http://www.Google.com
2. http://www.futuregroup.com
3. http://www.HRCommunity.com
4. http://www.HRIndia.com
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