ACKNOWLEDGEMENT

I wish to express my gratitude to Lifestyle International Pvt Ltd, MAX Retail

Division, , especially Mr Bhanwar Jeet , Mrs Pooja Dawer , Mr Himanshu

Chauhan and Mrs Ishveen Gill for their prompt and sincere guidance. They stood by

me all the way and provided me additional insight and ideas with pains taking attention

to details. Their comments and criticism have been valuable. I would also like to thank

other team members, with whom I got a chance to work during my summer internship

project.

I would also like to express my special gratitude to Mr Vivek, my friend and colleague

at MAX Retail Rajouri Store for helping me during internship, whenever I needed

some help from him.

DISCLAIMER

The information in this document is confidential to the persons to whom it is addressed

and should not be disclosed to any other person. It may not be reproduced in whole, or

in part, nor may any of the information contained therein be disclosed without the prior

consent. A recipient may not solicit, directly or indirectly (whether through an agent or

otherwise) the participation of another institution or person without the prior approval

of the directors of the company.

The contents of this document have not been independently verified and they do not

purport to be comprehensive, or to contain all the information that a prospective

investor may need. No representation, warranty or undertaking, expressed or implied is

or will be made or given and no responsibility or liability is or will be accepted by the

company or by any of its directors, employees or advisors in relation to the accuracy or

completeness of this document or any other written or oral information made available

in connection with the company.

Any form of reproduction, dissemination, copying, disclosure, modification,

distribution and or publication of this material is strictly prohibited.

PREFACE

Summer Project is an integral part of MBA curriculum that is to be done after the

completion of 2nd semester. So when I had to undergo the training I started looking for

options where I could under take the project.

Working in a big organization was my foremost priority. So when I got opportunity to

work for Lifestyle International Pvt Ltd, MAX Retail Division  I went for that. The

project assigned to me was study on recruitment and selection process at MAX division

at Rajouri garden. All the interference is on the basis of the data collective for a month

to structured work under the senior’s guidance and unstructured meetings with

executives, non executives and fresher.

MAX Retail Division has given me this golden opportunity to get familiar with the

organization and its functioning. Since the duration of summer training was short so it

become difficult to cover each and every aspect in detail but I tried my level best to give

due consideration to all important aspect related to my study. This study provided me

practical exposure of the functioning of Human Resource Department. The experience

was enriching. I have tried to give my best to this project. I hope that I have comes up to

the expectation of everybody who have posed his or her trust in me.

What is Retail?Retail is the process of selling consumer goods and/or services to customers through

multiple channels of distribution to earn a profit. Demand is created through diverse

target markets and promotional tactics, satisfying consumers' wants and needs through a

lean supply chain. In the 2000s, an increasing amount of retailing is done online using

electronic payment and delivery via a courier or postal mail. Retailing includes

subordinated services, such as delivery. The term "retailer" is also applied where a

service provider services the needs of a large number of individuals, such as for the

public.

Types of RetailA marketplace is a location where goods and services are exchanged. The

traditional market square is a city square where traders set up stalls and buyers browse

the stores. This kind of market is very old, and countless such markets are still in

operation around the whole world.

In some parts of the world, the retail business is still dominated by small family-run

stores, but this market is increasingly being taken over by large retail chains. Most of

these stores are called high street stores. Gradually high street stores are being re-

grouped at single locations called malls. These are more defined and planned spaces for

retail .

Global top ten retailers

Worldwide Top Ten Retailers

Rank Company Country of Origin 2013 revenue ($US million)

1 Walmart  United States  $464,162

2 Tesco  United Kingdom  $120,052

3 Costco  United States $105,156

4 Carrefour  France  $103,555

5 Kroger  United States  $96,751

6 Amazon.com  United States  $88,988

7 Lidl  Germany  $87,236

8 Metro AG  Germany  $85,832

9 The Home Depot  United States  $74,754

10 Aldi  Germany  $73,035

Objectives

To know the recruitment and selection process in MAX

To know the various sources of recruitment.

To know all level of selection procedure in MAX

To study and analyze the recruitment and selection policy in MAX and its effects

on the employees with reference to executive and staff.

To do the comparative study on recruitment & selection process of MAX , BIG

BAZAR, SHOPPERS STOP.

COMPANY PROFILE

LANDMARK GROUP

Founded in 1973 in Bahrain, the Landmark Group has successfully grown into one of

the largest and most successful retail organizations in the Middle East, Africa and

Indian Subcontinent. An international, diversified retail and hospitality conglomerate

that encourages entrepreneurship to consistently deliver exceptional value, the Group

operates over 1900 outlets encompassing over 24 million square feet across the Middle

East, Africa and the Indian Subcontinent. The Group employs over 50,000 people.

Landmark Group's business can be broadly classified into Retail, Hospitality and

Healthcare. Retail is the group's core focus area and it deals mainly with apparel,

furniture, footwear, consumer electronics, cosmetics & beauty products, home

improvement and baby products. In India, the formats are different and include grocery

retail in a joint venture with Aachen and hence the list below does not apply to India.

Landmark Group

Type Privately held

Industry Retail, Hospitality, Healthcare

Founded 1973

Headquarters Dubai, United Arab Emirates

Area served Worldwide

Key people Micky Jagtiani, Chairman, Renuka Jagtiani -

Vice Chairperson, Vipin Sethi - CEO

(Corporate) [1]

Products Apparel, Footwear, Consumer Electronics

Retail, Home improvement, Furniture

Retail,Hotels, E-Commerce, Clinics, Malls

Net income US $4.5 Billion , March 2013 [2]

Number of

employees

45,000, March 2013

Slogan Creating exceptional value for all lives we

touch.

MANAGEMENT TEAM

Micky Jagtiani - Chairman Renuka Jagtiani – Vice Chairman Vipin Sethi – CEO Manu Jeswani - CEO Vinod Talreja- CEO Raza Beig – CEO Ramanath Hariharan – CEO Neelesh Bhatnagar – CEO Sachin Mundhwar – CEO Aarti Jagtiani – Director Nisha Jagtiani - Director

HUMAN RESOURCE

Human Resource is a very important asset for the success of an organization.

Every aspect of organizations’ activities is determined by the competencies

motivation, and general effectiveness of the human resource of the particular

organization. The effective and efficient management and development of this

crucial asset of an organization is, therefore, a very important factor for the

survival and success of an organization in a fast changing and competitive

environment.

The development of human resource by formulating progressive personnel policies

and welfare schemes has always been accorded the highest priority . The existing

Human Resource Development Policies, Compensation Package and Welfare

Schemes are rated one of the best in the industry. However, the continuous

review and assessment of the effectiveness of our Human Resource Development

Policies is necessary to meet the challenges of the fast changing environment and

maintaining our leading position in the industry. It is a big challenges today how

to utilize the unlimited potential of human resource and how to fill in the gap

between the desired and actual level of performance of the employees.

HR OBJECTIVE

To develop and sustain core values.

Industrial peace.

To develop business leaders for tomorrow.

To enhance the quality of life of employees and their family.

Achieve High Productivity.

Better quality of working life of employees.

To inculcate high understanding of 'Service' to a greater cause.

To provide job contentment through empowerment, accountability and

responsibility.

To build and upgrade competencies through virtual learning, opportunities

for growth and providing challenges in the job.

Cordial relationship between the employer and employees.

Proper orientation and introduction to the new employees.

HR STRATEGY

Re-strengthening mutual faith, trust and respect.

Inculcating a spirit of learning & enjoying challenges

To meet challenging demands of the business environment, focus of the HR

Strategy is on change of the employees’ ‘mindset’.

Re-engineering and redeployment for maximizing utilization of HR potential.

Developing Human Resource through virtual learning, providing opportunities

for growth, inculcating involvement and exposure to benchmarking in performance.

To build and upgrade competencies through virtual learning, opportunities

for growth and providing challenges in the job.

ROLE AND RESPONSIBILITY OF HRAs for the job role of HR, it all depends. Assuming a very basic role in HR following

list shows a few responsibilities of an HR

1. Recruitment –

Understanding manpower requisition from the concerned department.

Understanding the requirement and accordingly drafting a job description and

getting it approved from the concerned person.

Sourcing candidates that match the desired skills.

Screening the candidates by conducting telephonic or personal interviews as the

case may be.

Encouraging the employees to provide reference for better prospects.

Arranging for technical interview and coordinating with the concerned person.

Communicating the employment status to the applied candidates.

Maintaining and updating the database of the candidates.

Doing a background verification of the shortlisted candidates.

2. Induction and On-boarding

When a particular candidate is finalised and selected, giving him offer letter or

letter of intent On joining the services, issuing appointment letter with brief working

agreement or policies.

Giving a description on the policies, procedures and culture followed by the

company.

Properly filing relevant document of the new joinee as required.

Introducing him/her to the team and supervisor and/or manager.

Explaining the mode of communication.

Coordinating with the IT team to get his email id made.

3. HR Policies and HR Manual

• If the company do not have an HR Manual, drafting the same for the company.

Making or Amending the existing policies and procedures.

4. Attendance and Leave records.

Keeping a track of the attendance of the employees.

Filing the leave forms and keeping a track of the leaves taken.

Seeing to it that there is not much absenteeism on any given day.

Seeing to it that no employee is irregular and if there are such people, taking

corrective and/or preventive measures.

5. Performance Management

Helping the seniors do performance appraisal in a better way by adopting better

appraisal practices.

6. Employee Engagement

Keeping a track on employee turnover and exit rate.

Taking initiatives to engage the staff to their work.

Taking the surveys in order to understand their engagement level and accordingly

take actions.

Planning events or activities regularly or on some occassions, getting those

approved by senior management and implementing those.

7. Workforce Management

Handling the staff so that people are not dissatisfied with each other.

Handling cross culture things.

See to it that there is no grouping or no dissatisfied person.

Other employee related issues.

8. Statutory Compliance

Leaves – as per the act that is applicable to you.

minimum salary pf / esic / medical deductions as applicable other compliance

9. Exit Formalities

Conducting exit interviews of candidates who are resigning.

Trying to get constructive feedback for company and trying to implement the

corrective measures for them.

Helping the person to be relieved properly.

Issuing relieving letter and letter of experience.

Doing the full and final settlement for the person.

10. Compensation and Benefits

Designing the salary structure for employees.

Helping employees save tax by advising them on tax benefits plans and other

investment options Calculating the Gratuity, Handling PF accounts, etc.

11. Employee Motivation

Providing internal training.

Can also hire trainees.

Sending motivational mails to the employees on regular basis.

LITERATURE REVIEW: RECRUITMENT AND SELECTION

1.1.1 Introduction

People are integral part of any organization today. No organization can run without

its human resources. In today‟s highly complex and competitive situation, choice of

right person at the right place at right time has far reaching 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 (HRP) 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 qualification 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 enterprises grows, diversifies, take over the other units all

necessitating hiring of new men and women. In fact the hiring function stops only

when the organization ceases to exist.

1.1.2 Meaning of Recruitment

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

for employment and stimulating them to apply for jobs in the organization. (Flippo,

1984)” 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 numbers 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.” (Beach, 1975) Thus,

we can say that:

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

• It is a process of finding and attracting capable applicants for employment.

It begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of applications from which new employees are

selected.

• It is the process to discover sources of manpower to meet the requirement 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 create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool. The

main objective of the recruitment process is to expedite the selection process.

• Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though

specific vacancies do not exist. Usually, the recruitment process starts when a

manger initiates an employee requisition for a specific vacancy or an anticipated

vacancy.

Purpose and Importance of Recruitment

• Attract and encourage more and more candidates to apply in the

organization.

• Create a talent pool of candidates to enable the selection of best candidates

for the organization.

• Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

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

• Increase the pool of job candidates at minimum cost.

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

visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected

will leave the organization only after a short period of time. Meet the

organizations legal and social obligations regarding the composition of its

workforce.

• Begin identifying and preparing potential job applicants who will be

appropriate candidates.

• Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants

Steps in Recruitment

The process of recruitment can be divided into following steps:

• Identification of job vacancy

• Job Description and person specification

• Advertise the vacancy

• Manage the response

• Short-listing

• Arranging interview

(A). Identification of Job Vacancy

The first step in recruitment process is requisition for recruitment by planning

department. The human resource department or its wing responsible for

recruitment receives information about the job vacancies to be filled. The details

provided to recruitment people contain information about:

• Post to be filled Number of

people required

• New vacancy or replacement

etc.

(b). Job Description and Person Specification

Once the job vacancy has been identified, it is important to understand the job for

which a person is to be hired. It involves looking into the duties to be performed, the

qualifications required. One has to take holistic approach during this stage, it is

important that the job environment should also be taken into account. This helps in

understanding the personspecification in terms of behavioral attributes rather than

just the technical parameters and qualifications. For example it is important to know

whether the job requires cross-functional approach which requires working in teams

having people from different departments and background which may be problematic

for some people whereas for some it may be the best condition.

(c). Advertise the Vacancy

Once the job vacancy has been identified and the job description and person

specifications have been understood. It is important to advertise the vacancy, so as

to find the job seekers with relevant skills and qualifications. This is one of the

most crucial phases of recruitment where a recruiter has to strike a fine balance

between the advertising costs, the legal provisions and quality sources for

recruitment. The recruitment team has to identify appropriate sources of

recruitment (which have been described in following text) and manage the

advertisements in judicious manner. It is important for the recruitment team to

comply with all legal provisions, and to build the employer‟s brand in job seekers.

It is also important to advertise the desired qualification and necessary

qualifications in the clearest term possible.

(d) Managing Response

A carefully managed advertising campaign results in a large pool of applicants

with desired occupational and educational qualifications. Such a large pool of

applicants has to be managed for further short listing. This stage may involve

scheduling of candidates or informing them about next stage of recruitment,

collecting more information about applicants etc.

(e) Short listing of Applicants

After receiving the applications and details about applicants, a short-listing has to

be done in order to find people with most appropriate skills and qualifications

required for the job and to reject any under-qualified candidate. This stage helps in

saving a lot expenditure and time which is to be incurred in later stages of hiring. It

also increases the chances of finding the best fit for the job.

(f) Arrange the Interviews

The last step in recruitment involves arrangement of final interview for selection

of right candidates.

The sources of recruitment can be broadly classified into 2 types:

• Internal sources of recruitment

• External sources of recruitment

(a) Internal Sources of Recruitment

1. TRANSFERS : The employees are transferred from one department to

another according to their efficiency and experience.

2. PROMOTIONS : The employees are promoted from one department to

another with more benefits and greater responsibility based on efficiency and

experience.

3. UPGRADING AND DEMOTION: Upgrading and Demotion of present

employees according to their performance.

4. RETIRED AND RETRENCHED EMPLOYEES: Retired and Retrenched

employees may also be recruited once again in case of shortage of qualified

personnel or increase in load of work. Recruitment such people save time and

costs of the organizations as the people are already aware of the organizational

culture and the policies and procedures.

5. DEPENDANTS AND RELATIVES OF EMPLOYEES: The dependents and

relatives of Deceased employees and Disabled employees are also done by many

companies so that the members of the family do not become dependent on the

mercy of others.

6. JOB POSTINGS : Job vacancy can also be posted on company notice board

for finding a suitable candidate from within the organization.

(b) External Sources of Recruitment

• PRESS ADVERTISEMENTS : Advertisements of the vacancy in

newspapers and journals are a widely used source of recruitment. The main

advantage of this method is that it has a wide reach.

• EDUCATIONAL INSTITUTES : Various management institutes,

engineering colleges, medical Colleges etc. are a good source of recruiting well

qualified executives, engineers, medical staff etc. They provide facilities for

campus interviews and placements. This source is known as Campus Recruitment.

• PLACEMENT AGENCIES: Several private consultancy firms perform

recruitment functions on behalf of client companies by charging a fee. These

agencies are particularly suitable for recruitment of executives and specialists. It is

also known as RPO (Recruitment Process Outsourcing)

• EMPLOYMENT EXCHANGES: Government establishes public

employment exchanges throughout the country. These exchanges provide job

information to job seekers and help employers in identifying suitable candidates.

• LABOUR CONTRACTORS: Manual workers can be recruited through

contractors who maintain close contacts with the sources of such workers. This

source is used to recruit labor for construction jobs.

• UNSOLICITED APPLICANTS: Many job seekers visit the office of well-

known companies on their own. Such callers are considered nuisance to the daily

work routine of the enterprise. But can help in creating the talent pool or the

database of the probable candidates for the organization.

• EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations

have structured system where the current employees of the organization can refer

their friends and relatives for some position in their organization. Also, the office

bearers of trade unions are often aware of the suitability of candidates.

Management can inquire these leaders for suitable jobs. In some organizations

these are formal agreements to give priority in recruitment to the candidates

recommended by the trade union.

• RECRUITMENT AT FACTORY GATE: Unskilled workers may be

recruited at the factory gate these may be employed whenever a permanent worker

is absent. More efficient among these may be recruited to fill permanent vacancies.

• PROFESSIONAL & TRADE ASSOCATION‟S : Many associations

provide placement service to its members. It consists of compiling job seeker‟s

lists and providing access to members during regional or national conventions.

Also, the publications of these associations carry classified advertisements from

employers interested in recruiting their members. These are particularly useful for

attracting highly educated, experienced or skilled personnel. Also, the recruiters

can zero on in specific job seekers, especially for hard-to-fill technical posts.

Factors affecting recruitment

(a) Internal factors

1..RECRUITMENT POLICY: The recruitment policy of an organization specifies

the objectives of recruitment and provides a framework for implementation of

recruitment strategy. It may involve organizational system to be developed for

implementing recruitment strategies and procedures by filling up vacancies with

best qualified people. The recruitment policies of an organization may be affected

by following factors:

• Organizational Objectives

• Personnel policies of the organization

• Government policies on reservation

• Preferred sources of recruitment

• Need of the organization

• Recruitment costs and financial implications

2. HUMAN RESOURCE PLANNING: Effective human resource planning

helps in determining the gaps present in the existing manpower of the

organization. It also helps in determining the number of employees to be recruited

and what qualification they must possess.

3. SIZE OF THE FIRM : The size of the firm is an important factor in

recruitment process. If the organization is planning to increase its operations and

expand its business, it will think of hiring more personnel, which will handle its

operations.

4. COST: Recruitment incur cost to the employer, therefore, organizations try

to employ that source of recruitment which will bear a lower cost of recruitment to

the organization for each candidate.

5. GROWTH AND EXPANSION: Organization will employ or think of

employing more personnel if it is expanding its operations.

(b) External Factors

1. SUPPLY AND DEMAND : The availability of manpower both within and

outside the organization is an important determinant in the recruitment process. If

the company has a demand for more professionals and there is limited supply in

the market for the professionals demanded by the company, then the company will

have to depend upon internal sources by providing them special training and

development programs.

2. LABOUR MARKET : Employment conditions in the community where the

organization is located will influence the recruiting efforts of the organization. If

there is surplus of manpower at the time of recruitment, even informal attempts at

the time of recruiting like notice boards display of the requisition or announcement

in the meeting etc will attract more than enough applicants

3. EMPLOYER ‟ S BRAND/ GOODWILL : Image of the employer can work as

a potential constraint for recruitment. An organization with positive image and

goodwill as an employer finds it easier to attract and retain employees than an

organization with negative image. Image of a company is based on what

organization does and affected by industry.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT : Various government

regulations prohibiting discrimination in hiring and employment have direct

impact on recruitment practices. For example, if Government introduces

legislation for reservation in employment for scheduled castes, scheduled tribes,

physically handicapped etc. it becomes an obligation for the employer. Also, trade

unions play important role in recruitment. This restricts management freedom to

select those individuals who it believes would be the best performers.

5. COMPETITORS: The recruitment policies of the competitors also affect the

recruitment function of the organizations. To face the competition, many a times

the organizations have to change their recruitment policies according to the

policies being followed by the competitors.

Recent trends in recruitment

1. RECRUITMENT OUTSOURCING :

Recruitment outsourcing has emerged as one of the preferred solution for

companies. A company may draw required personnel from outsourcing firms. The

outsourcing firms help the organization by the initial screening of the candidates

according to the needs of the organization and creating a suitable pool of talent for

the final selection by the organization. Outsourcing firms develop their human

resource pool by employing people for them and make available personnel to

various companies as per their needs. In turn, the outsourcing firms or the

intermediaries charge the organizations for their services.

2. POACHING/RAIDING

“Buying talent” (rather than developing it) is the latest mantra being followed by

the organizations today. Poaching means employing a competent and experienced

person already working with another reputed company in the same or different

industry; the organization might be a competitor in the industry. A company can

attract talent from another firm by offering attractive pay packages and other terms

and conditions, better than the current employer of the candidate. But it is seen as

an unethical practice and not openly talked about. Indian software and the retail

sector are the sectors facing the most severe brunt of poaching today. It has

become a challenge for human resource managers to face and tackle poaching, as it

weakens the competitive strength of the firm.

3. E-RECRUITMENT

E- Recruitment is the use of technology to assist the recruitment process. Many big

organizations use Internet as a source of E-Recruitment. They advertise job

vacancies through worldwide web. The job seekers send their applications or

curriculum vitae i.e. CV through e mail using the Internet. Alternatively job

seekers place their CV‟s in worldwide web, which can be drawn by prospective

employees depending upon their requirements. The two kinds of e- recruitment

that an organization can use are –

• Job portals i.e. posting the position with the job description and the job

specification on the job portal and also searching for the suitable resumes posted

on the site corresponding to the opening in the organization.

• Creating a complete online recruitment/application section in the company‟s

own website. Companies have added an application system to

in their website, where the „passive‟ job seekers can submit their resumes into the

database of the organization for consideration in future, as and when the roles

become available.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The

level of performance of an organization depends on the effectiveness of its

recruitment function.

Organizations‟ have developed and follow recruitment strategies to hire the best

talent for their organization and to utilize their resources optimally. A successful

recruitment strategy should be well planned and practical to attract more and good

talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy

should cover the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a

never-ending process. It is impossible to fill all the positions immediately.

Therefore, there is a need to identify the positions requiring immediate attention

and action. To maintain the quality of the recruitment activities, it is useful to

prioritize the vacancies whether to focus on all vacancies equally or focusing on

key jobs first.

2. Candidates to target:

The recruitment process can be effective only if the organization completely

understands the requirements of the type of candidates that are required and will be

beneficial for the organization. This covers the following parameters as well:

• Performance level required: Different strategies are required for focusing on

hiring high performers and average performers.

• Experience level required: the strategy should be clear as to what is the

experience level required by the organisation. The candidate‟s experience can

range from being a fresher to experienced senior professionals.

• Category of the candidate: the strategy should clearly define the target

candidate. He/she can be from the same industry, different industry, unemployed,

top performers of the industry etc.

3. Sources of recruitment :

The strategy should define various sources (external and internal) of recruitment.

Which are the sources to be used and focused for the recruitment purposes for

various positions? Employee referral is one of the most effective sources of

recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment

activities should be well-trained and experienced to conduct the activities. They

should also be aware of the major parameters and skills (e.g.: behavioral, technical

etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidate

The various parameters and the ways to judge them i.e. the entire recruitment

process should be planned in advance. Like the rounds of technical interviews, HR

interviews, written tests, psychometric tests etc.

SELECTION

SELECTION

The process of choosing the most suitable candidate for a job from among the available

applicants is called selection. Selection is the most important stage of employment as

the concept of ‘the right candidate for the right position’ takes its final shape here.

The selection process in an organization depends on the organization‘s strategy and

objectives, the tasks and responsibility of the job and qualifications, experience and

characteristics required in an individual to perform these tasks and responsibilities

successfully. A good selection requires a methodical approach to the problem of

finding the best matched person for the job

ELEMENTS IN SELECTION PROCESS

Organizational objectives

Job design / Job description

Job specification

Competency modeling

Selection

SELECTION PROCESS STEPS

1) Screening of Application (Application Blank):

The main objective of initial screening is to remove the unqualified candidate at the

very outset. It is the sorting process where the necessary information about the job is

given. When the number of applicants meeting the job standards far exceeds the actual

requirements, the organizations decide a suitable number of candidates who will be

called for further selection process.

Information in application forms-:

Personnel Background Information

Educational Attainments

Work Experience

Salary

Personal Item

Reference.

Usefulness of Application Form

It introduces the candidate to the company in a formal way.

It can serve as a basis to initiate a dialogue in the interview.

It helps the company to have a cross-comparison of applicants.

2) Selection Tests:

Selection tests normally supplement the information provided in the application forms.

Such forms may contain factual information about candidates. Selection tests may give

information about their aptitude, interest, personality, etc, which cannot be known by

the application forms.

Types of selection tests-:

Aptitude Tests

Achievement Tests

Situational Tests

Interest Tests

Proficiency Tests

Personality Tests

Method of selection-:

1) Scientific Methods of selection

Photograph

Letter of Application

Application Blanks

Reference and Recommendations

Interview

2) Unscientific Method of selection

On the basis of Physical Features

On the basis of Handwriting

3) Interview:

Selection tests are normally followed by personal interview of the candidates. The basic

idea here is to find out overall suitability of candidates for the jobs. It also provides

opportunity to give relevant information about the organization to candidates.

Types of Interview-:

Preliminary Interview:-

Informal Interview

Unstructured Interview

Core Interview:-

Background Information Interview

Stress Interview

Formal and Structured Interview

Panel Interview

Depth Interview

Decision Making Interview

4) Reference checks:

Organizations ask the candidates to provide the name of referees from whom more

information about the candidates can be solicited. Such information may be related to

character, working, etc. The usual referees may be previous employers; person’s

associated with the educational institutions from where the candidates have received

education, or other persons or prominence who may be aware of candidates behaviors

and ability. Reference checks serve two important purposes. One purpose is to gain

insight about the potential employee from the people who have had previous experience

with him or her. The second purpose is to assess the potential success of a prospect.

5) Medical Examination:

Certain jobs require unusual stamina, strength or tolerance of hard working conditions.

A physical examination reveals whether or not a candidate possesses these qualities. It

brings out deficiencies, not as a basis of rejection but as a positive aid to selective

placements and as indicating restrictions on his transfer to other positions. The basic

purpose of a physical examination is to place persons in job which they can handle

without injury or damage to their health. Candidates are medically examined either by

the company’s physician or by a medical officer approved by the company for the

purpose.

6) Hiring Decisions:

On the basis of above steps, suitable candidates are recommended for selection by the

selection committee or personnel department. When the approval is received, the

candidates are informed about their selection and asked to report for duty to specified

persons.

7) Placements:

After all the formalities are completed, the candidates are placed on their jobs initially

on probation basis. The probation period may range from 3 months to 2 years. During

this period, they are observed keenly, and when they complete this period successfully,

they become the permanent employees of the organization.

Principles of Placement;-

The job should be offered to the man according to his qualifications. Neither

higher, nor lower job should be offered to the new employee.

While introducing the job to the new employee, an effort should be made to

develop a sense of loyalty and cooperation in him so that he may realize his

responsibilities better towards the job, and the organization.

Man should be placed on the job according to requirements of the job. “Job first,

man next” should be the principle of placemen

RECRUITMENT &SELECTION PROCESS

AT MAX RETAIL

HR activities in MAX related to recruitment & selection

SOURCES OF RECRUITMENT UNDER MAX

C.V. DROP BOX

CV drop box is the old way of recruiting candidate. In this method/source of

recruitment a C.V drop box is placed at the entrance of the store , the candidates

interested can drop their C.V.’s in that drop box . At the time when their will be any

vacancy those C.V’s will be brought from the drop box and will be short listed

accordingly to the job profile , further the calls will made to selected candidates for

further round of interviews.

ONLINE JOB PORTALS

In online job portals there are sites where employers post job vacancies & candidates

can search these postings and can apply for job by uploading their resume’s, which

employers can see.

These recruitment websites can help to find candidates who are actively looking for

work & posted resume’s online.

EMPLOYEEREFERRALS

Employee referral program is a system where existing employees recommend

prospective candidate for offered job & in some organizations like MAX if the

suggested candidate is hired, employee receives a cash bonus. In some cases the

organizations provides the employee referrals bonus only if the referred employees

stays with organization for particular time period like MAX.

If farida is an employee of MAX & she refers sayra & sayra got selected & worked in

MAX, so farida will get the bonus accordingly:-

If sayra works for 3 months – farida will receive Rs.500 as bonus.

If sayra works for +3 months i.e. total 6 months – farida will receive Rs.500

more, & If sayra works for +6 months – farida will get Rs.500 more.

Thus, total Rs.1500 will be received by farida if sayra works for 1 year in organization.

Campus Recruitments (graduation colleges, NGO’s)

WALK IN’s

Walk In’s is a simple method of recruitment. In this candidate knowing there is vacancy

come for the interview direct & submits their C.V. at that time only.

CAMPUS RECRUITMENT

Campus recruitment is source of recruitment where company select the

prospective

candidate by doing recruitment in graduation colleges and NGO’s. In this organization

take/ select candidates from graduation colleges or NGO’s.

CONSULTANTSEmployer/Organization also recruits employees through consultancy firms or

consultants. They (organizations) keep in contact with some consultancy firms/

consultants & if they need any employee they contact those firms/ consultants for

prospective candidates.

Selection process at max

Aptitude test There is a test called aptitude test taken at a time of interview. It is the first step of of

interview. A criteria of minimum % of to be scored is set at different levels i.e. for

example one should score at least 80% marks if applying for DM post. There are

different levels of posts but for every post aptitude test is to be given, every post is

having different set criteria.Post available at store level are-

CRE/SCRE.

Cashier/ Head

cashier.

DM/ADM

IT/ INV.

ASM/SM (CM, AM,GM).

Functional Interview:-

Functional interview is around where HR have to rate the candidate from/ “between” 1

to 5 on the sheet containing functional competencies. He/ she can rate the candidate like

if the candidate is significantly below expectation he will get rating 1 or exceed

expectation then may score then 5 rating.Competencies given like knowledge to know

and segregate products, understanding particular rate, retail process, etc or knows

product sales, product display standards, signage’s, fixtures, etc.

Behavioral Interview

Behavioral interview round is the round where HR have to rate the candidate from 1 to

5. Rating is done on the basis of behavioral competencies as in functional interview.

Behavior competencies given are like understanding basic rules, discipline, punctuality,

being comfortable in group, understanding customer needs and queries open to

feedback, making eye contact, etc.

Personality Psychometric Assesment (PPA)

PPA is done to check the mental stability of the candidate. It is very compulsory for a

candidate to clear this test for getting selected. It contains questions which are to be

answered as least/ most and the minimum score scored by candidate for getting selected

is 0.47.

Joining

After the above mentioned process the final step is joining of the candidate. After

joining the Employee is provided with

3 days classroom

Induction

10 days on-job

Training

3 days classroom Induction

In 3 days classroom Induction the Selected Employee is asked to set in the classroom &

1 st day:-

He is told about the HR policies /Paring Policies/Account opening process/ salary

procedure/ leaves procedure, compo/ off, week off, sick leaves, Loss on pay, etc.

2 &3 days:-

2 & 3 days Trainers trained the selected employee regarding

These roles, job, etc. hike what role they have play & how they can manage it easily.

10 days On Job Training:-

Last Step is an on job Training in this the employee is left the seniors & Colleagues to

learn the work .

LIST OF JOINING FORMALITIES AT

MAX.

DATA ANALYSIS AND INTERPRETATION

TABLE -1

PEOPLE COME TO KNOW ABOUT THE OPENINGS

IN MAX RETAIL.

FINDINGS

90% of employees would like to refer their friends to work at MAX Retail.

70% of respondents are in opinion that more emphasis should be given to the

external source of selection at various posts.

80% of the respondents agrees that they about the company policies before

joining.

100% of the respondents are of the opinion that the current Recruitment and

selection process fulfills the company objective.

90% of the respondents agree that the methods used in recruitment and selection

process are satisfactory.

Most of the people come to know about openings in MAX through their friends

working at MAX Retail.

60% of employees are working with MAX from the span of 1 to 5 years.

87% of respondents agree that effective HRP facilitates the recruiting efforts.

60% of respondents rate good to the HR department’s performance in recruitment

and selection process.

45% of respondents find personal interview stage most difficult.

LIMITATAION OF THE STUDY

Although I completed my summer training in a very effective and fruitful manner but

still I think that due to some limitations I was not able to collect some more

information. I could not get some required information about the company and

procedure of personal administrator in company. Due to several reasons such as

The employees were busy with their daily schedule and it was very much

difficult for them to give time.

Personal biasness of various employees may have supplied wrong data.

Time and money was also an important constraint. Lack of time is the basic

limitation in the project.

The company maintains too much privacy regarding selection procedure and

information provided to me was in very limited manner.

The company management officers though willing but were unable to interact

with the trainee due to time constraints.

Specified area

Limited sample size

Some of the respondents might hesitate to fill the questionnaire.(Attitude)

CONCLUSION

From the report it can be concluded that efforts were made to select the knowledgeable

and skilled person then emphasis is given for experienced person. But outcome is not

always the same as desired. Till now candidates selected in max are more work

Experienced with knowledge.

After talking to different people/employees of Big Bazaar & Shopper stop& after

analyzing the recruitments selection process of all the three-MAX, BIGBAZAR &

SHOPPERS STOP I personally feel that their a huge difference between the selection &

recruitments procedure of these, I feel that Max has a better process of selection of

employees as compared to shoppers stop & BIG BAZAR as they only go through 2-3

step selection process where as MAX has a 4-5 step process which helps in including or

choosing a right person at right place.

I am extremely grateful to the people who helped me to participate with my project at

Max; for their friendly welcoming attitude and willingness to involve me with their

work .I have also found the project very helpful to my own personal/Creative growth.

DISCRIPTION OF WORK RESPONSIBILITIES

PERSONAL OBSERVATIONS

Spending some precious time in max, I observed that Max HR department is

efficient in selection policy of employees and has a best five step selection process

through which we are able to get right employees for right jobs.

I also observed that Background Verification Results come after the training of

an employee. Due to which sometimes it happen that after training an employee, It

comes to our knowledge that the employee is not suitable to work in the company or by

any other inappropriate means he/she couldn’t be a part of max that ultimately results in

wastage of company’s time and resources.

Another thing that I had observed at max is that it has a fixed date of hiring

people, means we have fixed dates on which we recruit or conduct the selection

process.

While talking to the employees of Shopper stop I observed that the employees

even at the floor level had better communication skills compared to the employees of

the max, and even each of them were aware of the store area and different products

location.

While being a part of the recruitment team, and recruiting employees for the

floor staff i.e. R3 grade that the candidate coming for the R3 grade are not even able to

understand the last and Important level of our recruitment process that is the

psychometric test due to which we often lose a candidate that has a good floor

knowledge but weak in academics

While going through the sources of recruitment of max I had observed that max

is not using some main sources of recruitment that others are using like most important

one is campus recruitment, and even it is not providing regular training/Internship to

new candidates/Students.

Additional Observations

STORE LEVEL :

In MAX (Rajouri Garden) I had observed that the ambience of the store is very

neat & clear i.e. when we enter the store

Everything is set differently & very clearly.

Every section/ department is divided in sub zones if we look at it properly like

kids sections is dividend between boys & girls & even size wise.

The display which is made outside the store i.e. shows that the store had a great

collection for the whole family. It is done / displayed so creatively even at the time of

off sale season that it attract customer.

OPERATION :

Regarding operations what I had observed was again a positive point that in

MAX every department manager is provided with a booklet of checklist in which he/she

has to check certain points & put ( √ ) or (X) & had to work on the wrong points. This

made the department manager aware that which thing is missing/not correct like lights

are working properly or not? Or is the store rooms are cleans or not?

Like this there are several points regarding the store which department managers

have to check in morning & evening in checklist.

It also makes sure/ guarantee’s the DM’s that everything is clean & going in the

proper way that there isn’t any problem.

In MAX we had a proper process of doing each & everything, example - filing of

checklist, etc.

Here, staff i.e. the floor staff is very properly co-ordinated between the staff is

very nice like if one staff is on lunch the other two/one available look after the

department till the first one come back.

Proper timing is set for every employee & they follow them very correctly.

PRODUCT

MAX provides a very wide & better product like it had product/clothes for the whole

family:-

Men.

Women.

Kids.

Western wear.

Accessories.

It is places where whole family can shop together. It even provides variety of products

at better prices. Like if we compare it with the Big Bazaar it provide better quality of

products/ clothes at very valuable prices, which attracts the customers towards MAX

instead of Big Bazaar, etc.It also provides trendy & stylish products/ clothes which are

mostly in current fashion & in demand i.e. of latest trend & that too at very valuable

prices, like if we talk about women section as compared to Big Bazaar & other such

stores MAX is the only store I guess offering the cloths in different section for 30+

women/ ladies that too of latest trend, good quality & at reasonable prices.MAX also

has different brands in it like melange, Bossini, kappa, Peter England, john players, etc.

A very large variety of denims are also available at very reasonable prices as compared

to other stores. MAX also provided schemesMost of the time on clothes like on T-Shirts

1 for 299 & 2 for 499, on Kurties also like 1 for 399 & 2 for 699, etc. it usually have

such schemes for customers mostly in every department

EMPLOYEE ORIENTED :

As per my observation MAX is more employee oriented by this i mean MAX is

more focused on training their employees after a certain period of time which i

personally feel is the best point of MAX that it is more focused on training its

employees at their best. HereThey do different HR Activities every month in order to

boost up their employee’s, where team building games or games which give them some

knowledge/ improvement are played.

Weekly meetings are held on every Saturday’s where DM’s use to have few

words with their subordinates regarding sale, target, future work, past mistakes, etc

which boost their subordinate to get boost up & motivated towards their work.

Trainings are also provided to employees after a certain period of time for their

development.

MAX mantra is also there for employees which basically help them to understand

the SOP. It includes their core values like alteration & exchange. MAX mantra is made

for employees only.

CUSTOMER :-

Landmark group has LRLP (landmark reward reward loyalty program) for the

customers also i.e. where in this customers are rewarded with few points on every

purchase accordingly to their purchase which is redeemed after a specific number

through discount from a particular amount according to points in further bill.

Customers are also rewarded with free membership card facility at landmark

which they can use on different branches of landmark like MAX, lifestyle, splash.

Customers also have a facility to exchange their product without bill with the

help of membership card by just telling their numbers.

Customers get extra privilege during sale & even sometimes off sale like

sometimes supplementary gifts vouchers are also provided to customers during off sale

seasons.

MAX offers products for the whole family. It is the one store destination.

Max also provide the feedback and suggestions from customers through customer

feedback form, though the reviews are not always pleasant but they do help to improve

the service.

SUGGESTIONS

As per my observation for BVR (Background Verification Results), I would like

add my suggestion that the BVR must be disclosed or committed before the training of

the Candidate/Employee.

As per my Observation for Fixed date hiring, I would like to add that the dates

for hiring candidates should not be fixed, as hiring candidates on particular dates there

is a loss of work sales on the store..As per my suggestion new employees should be

hired as soon as possible to avoid the loss of work at the store.

As per my Observation for psychometric test for R3 grade, I would like to

suggest that the psychometric test shouldn’t be held for R3 grade. It should be there in

the recruitment process but not for the R3 grade, instead it could be done for higher

levels

I would like to suggest that during recruitment more focused should be done on

checking the Communication skills of a candidate (especially for the R3 grade

employees) because they are the one who deal with the customer

employee empowerment is more focused.

THANK YOU