Samiksha Surbhi
Samiksha Surbhi
Samiksha Surbhi
ON
RECRUITMENT & SELECTION PRACTICES
AT BIG BAZAAR
SUBMITTED BY
PROJECT GUIDE
SAMIKSHA SURBHI
DR.JAYANTI KUMARI
BBA VI th SEMESTER
(Resource Person
Roll No. – 1292
Dept.of BBA) Reg. No.- 405/2016
SESSION – 2016-2019
M.D.D.M COLLEGEMUZAFFARPUR
Approved by NAAC Grade “B”.
i
DECLARATION
SAMIKSHA SURBHI
ii
ACKNOWLEDGEMENT
“internship” at Big Bazaar. The project has been very useful for me in
(SAMIKSHA SURBHI)
iii
TABLE OF CONTENTS
1. Executive Summary 1
2. Introduction 2
5. Research methodology 60
7. Conclusion 74
8. Recommendations 75
9. Bibliography 79
10. Appendix 80
iv
EXECUTIVE SUMMARY
1
INTRODUCTION
Certain great leaders who have made their mark in corporate world
by their actions say that every organization can acquire the same
machinery, the same infrastructure etc. But what makes the
difference in one organization to another is the manpower it possess
which cannot be copied down.
2
is through its sourcing only. Unless and until a person is sourced
from outside, how will the organization get the best. To have the
best it is essential to acquire it from outside. There has been
tremendous change in the technology and for the organization to
survive in this changing scenario; it has become very essential that
they keep up with the pace with the changes in the technology, the
change in the culture etc.
The next task of the personnel manager is to find out capable and
suitable persons who may be working in the organization itself while
others will have to be sought from outside the organization. It
3
involves persuading and inducing suitable persons to apply for and
seek jobs in the organization.
4
RECRUITMENT AND SELECTION
POSITION DESCRIPTION
Valid- This means they are inherently job related and predict
successful performance of the job.
5
RECRUITMENT
The recruiting India process may include a written test to judge the
particular skills of a candidate. In this case, the test must be
carefully prepared, not to deviate from the subject. Much can be
found on the candidate's resume. A good presentation of his resume
is in an organized way and refined talk a lot on the individual. His
mentality and attitude can be judged according to his resume.
6
Then the interview, which is an important and crucial part of the
recruitment process. The person who takes the interview of the
candidate must be well prepared in advance. Concerns such as the
location of the interview, the timing, structure of the question of
strategy, the style of taking the interview must be decided in
advance, so that nothing is excluded, and all subjects properly
treated.
7
If you specify a recruitment deadline, you may not consider any
applications received after that date.
If you indicate the position will remain open until filled, you must
consider any applications received until an offer has been
extended and accepted.
Tenure-track Faculty
8
Scope of Search: National or regional
Recruitment Resources:
Recruitment Resources:
POSITION ANNOUNCEMENTS
9
Provides applicants, hiring departments and search committees
with a general idea of the nature of the position, the terms and
conditions of appointment, salary range, reportage, and required
application materials and application deadline.
10
Also known as an employment agencies, recruitment agencies have
historically had a physical location. A candidate visits a local branch
for a short interview and an assessment before being taken onto the
agency’s books. Recruitment Consultants then endeavor to match
their pool of candidates to their clients' open positions. Suitable
candidates are with potential employers.
11
sectors, who want to e-enable entirely or partly their recruitment
process in order to improve business performance.
Headhunters
12
headhunters are usually employed to fill senior management and
executive level roles, or to find very specialized individuals.
In-house recruitment
Sourcing
13
generation, results in a list of prospects who can then be contacted
to solicit interest, obtain a resume/CV, and be screened.
14
Screening & selection
Onboarding
PITFALLS OF RECRUITMENT
15
SELECTION
16
(choosing competent workers who perform well in their position) can
result in large savings.
17
Avoid prohibited pre-employment inquiries and interview
contaminants.
18
Avoid stereotyping applicants
19
MIND SET -- your background, attitudes, motives, values, aspirations
and biases
REFERENCE CHECKS
A candidate may have valid reasons for setting some limits, and
these limitations should be respected.
The bottom line is that the candidate must allow some access to
people familiar with their work, or withdraw their candidacy.
20
Seek permission to call persons who should know the candidate
(e.g., current department chair, departmental head, supervisor,
vice president, colleagues, etc.).
21
correspondence contributes to the applicant's perception that a
particular company is a quality organization.
22
will meet, itinerary, travel and lodging arrangements, and other
information which helps the candidate prepare for the campus
visit.
Guidelines
23
Committees for positions at the Executive level may be significantly
larger.
24
Appointing one of the members, or using departmental staff, to
act as search committee secretary
PRACTICAL CONSIDERATIONS
25
Has an effective system been planned for filing and retrieving
application materials?
Where will committee members review the files? Will they need to
come to the search committee secretary or chair office? If so, is
there adequate space and privacy for the review? Will members
be allowed to take copies of the application materials for review
elsewhere? If so, has there been adequate precaution taken to
ensure confidentiality and security of the materials? Who will need
access to online applications/resumes for classified and
unclassified positions?
26
OBJECTIVES OF RECRUITMENT AND SELECTION
1. Hire the right person
27
Recruitment and selection should be planned, implemented, and
evaluated to ensure that each potential employee is provided equal
opportunities to compete for the position.
COMPANY PROFILE
Parent Company:-
Retail formats in both the value and lifestyle segment of the Indian
consumer market.
· E-tailing
· Food
· Fashion
· Home Solution
· General Merchandise
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· Leisure and Entertainment
Big Bazaar, which has about 150 outlets across the country, is also
promoting small retailers by partly having the shop-in-shop concept.
The selected retailers put up their counters and sell through the
outlet. The small retailers also lower their prices as they gain through
bulk sales.
The Big Bazaar is the discount store which offers a wide range of
products under one roof. The products include apparels and non-
apparels such as utensils, sports goods and footwear. The Food
Bazaar provides a range of food and grocery products ranging from
fresh fruits and vegetables, staples, FMCG products and ready-to-
cook products. The Central offers a chain of stores including books
and music stores, global brands in fashion, sports and lifestyle
accessories, grocery store and restaurants.
Services :-
Big bazaar
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1. Variety: Big Bazaar offers a wide variety of products of different
prices and different qualities satisfying most of its customers.
3. Price: As noted the prices and offers in Big Bazaar have been one
of the main attractions and reasons for its popularity. The price
ranges and the products offered are very satisfying to the customers.
6. Middle class appeal : Considering the fact that there are a lot
middle class families in India, Big bazaar has had a huge impact on
the middle class section of India, the prices, quality and sales
strategy has helped in getting the middle income groups getting
attracted towards Big Bazaar.
7. Attractive sales : Big bazaar has been known for its great sale
and great offers. Big bazaar has had long lines of people waiting to
get into the store for the sale. Therefore, the sales that Big Bazaar
has had has increased sales in a huge way due to the sales and
offers, thus this has been one of the main advantages of Big Bazaar.
Disadvantages:
30
more the arrangement and assortment of goods in the store is
the greatest. Hence at times customers find it hard to find what
they require, this leads to dissatisfaction of customer.
31
RECRUITMENT AND SELECTION GUIDELINES
OF BIG BAZAAR
OBJECTIVE
RECRUITMENT
SOURCES OF RECRUITMENT
32
Through E-mail sources viz Naukri.com etc.
General
AGE OF SUPERANNUATION
EXTENSIONS IN SERVICE
33
on a contract basis. However such a person shall be entitled to a
consolidated amount and contracted facilities/ perquisites only. He
shall not be entitled to any other facility/perquisite as applicable to
other regular Executives/ Employees of the company of his cadre
LETTER OF APPOINTMENT:
SERVICE AGREEMENT
ANTECEDENT VERIFICATION
34
SCRUITINY OF APPLIACTION
All applicants, who have been short listed for an appointment in the
Company, shall be required to complete an Application Blank for
Employment in his own handwriting.
35
RECRUITMENT AND SELECTION POLICIES FOR
EXECUTIVE AND MANAGEMENT TRAINEE
MANAGEMENT TRAINEE:
Minimum qualifications
IT Engineers
36
Fresh CA’s
Training Duration
Training Schedule
EXECUTIVE TRAINEE:
Training Schedule
37
Next 2 and ½ months- On the job training in various Department
on rotational basis so as to know the all the functions of the
organization
Age:
The age limit of trainee shall not be above 25 years of age at the
time of selection. However, this can be relaxed by 3 years in the case
of CA’s/ICWA’s/Professional Trained personnel.
Review:
Recruitment:
38
mentally alert and each trainee shall have to qualify in medical
standards as laid down by the company
Service Agreement
Progress Report:
Training Module
39
Placement of Trainees Upon withdrawal from Training
Service Conditions
40
FLOW CHART FOR
Manpower planning
Head/Executive Committee/CMD)
Orientation
Placement
Appraisal
41
RECEIPE FOR A SUCESSFUL RECRUITMENT
AND SELECTION PROCESS
42
begin. Following are 12 steps that every effective search process
should include:
The division should first establish a hiring profile, consistent with the
idea of choosing the person who would best fit the position. It is
imperative that a position description clearly defines the institution's
goals, including the definition of student services, and that
43
employees are selected based on personality and chemistry that fit
the defined services and goals.
The division should offer leadership that embraces the concept and
reality of the defined goals and practice them everyday. It should
also simplify operations so the "people element" shines forth and
stamps the institution.
The job description should indicate the need for the position in light
of the institution's goals. It also should make clear to other members
of the unit in which the work is to be performed, what is expected of
the new member.
Position title
44
Physical and working conditions
Work activities
Students
Faculty members
45
may impede timely reviews of applications, which may result in
having highly qualified candidates withdraw because they have
received offers from competing institutions.
46
5. Prepare the Position Announcement
This crucial step informs all who are interested in the position
precisely what the search committee is looking for in clear and
unambiguous language. The announcement should include such
information as:
Title
Supervisor
Minimum education
Conditions of employment
The student affairs division should evaluate all possible avenues for
advertising a position vacancy. Limited budgets may determine the
means by which a position vacancy is advertised. Therefore, it is
important to consider carefully which advertising medium is most
47
likely to target the audience most important to reach. Possibilities to
consider are
Local newspapers
Word-of-mouth
Employment agencies
Professional lists
48
circuit the standard screening process and hire a replacement
immediately.
Interviews
Biographical data
Work samples
Self-assessment
Personality tests
Cognitive abilities
Physical abilities
49
Use of an assessment center
Instructions should direct job seekers to list every job, including part-
time, second jobs, and volunteer jobs. The search committee should
always carefully study each applicant's employment history.
50
will determine both the type and the number of interviews that will
be conducted. Many times, institution with limited budgets will begin
the interview process by conducting telephone interviews. Telephone
interviews can be held with either an individual or a group of people
as the interviewer. If a group of people interviews the candidate,
arrangements should be made to conduct a conference telephone call
with the candidate.
Arrange for a campus host (and pick up from airport, train station,
etc. if necessary)
51
The candidate should be reimbursed for all travel related expenses
incurred in order to attend the interview unless other
arrangements have been made.
One of the most crucial but often neglected steps in the hiring
process is reference checking. Reference checking is often forfeited
52
when a student affairs division is pressured to hire in a hurry.
Additionally, reference checking can be a frustrating exercise that
yields little useful information about a candidate. Nevertheless, the
desire to save time and avoid legal ramifications should not prevent
any recruitment staff from conducting thorough reference checks on
all prospective new hires.
53
membership in professional associations, which can be used as an
icebreaker when calling.
After the search committee has completed all of the interviews and
has evaluated the candidacy of the finalists, the committee will
submit a recommendation to the hiring authority. The committee
may submit one of the following types of recommendations,
depending upon the charge that was originally given to the search
committee:
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recommendation that has been presented. The supervisor may
accept a hiring recommendation or charge the search committee to
continue the search.
Starting salary
Starting date
Length of contract
Employee benefits
Once an individual has been secured for the position, all other
candidates should be notified immediately. They should be informed
of the closure to the search and thanked for their interest in the
55
position. It is proper etiquette to notify those candidates who were
interviewed, either by telephone or in person, personally.
Do not make offers that are not honest. For example, do not tell a
candidate the position will be offered to him or her unless it has
been agreed upon by the entire search committee and the hiring
authority.
56
Provide the candidate with professional materials representative of
the company.
57
ISSUES OF GENDER IN RECRUITMENT AND SELECTION
58
4. A neutral supervisor who can observe different styles and facilities
communication when a conflict arises.
DO’S:
Be fair at the time of decision making for the final selections as well
as salary.
DON’T:
59
OBJECTIVE OF THE STUDY
60
RESEARCH METHODOLOGY
To know about the various needs of staff and what they want
from their job.
To discuss what steps do managers to take the motivate their
staff and fulfill their needs.
To gauge the impact of staff motivation on employee
productivity.
Primary Research
I have chosen different tools to collect primary data including
questionnaire, interviews etc. The main objectives were to collect
61
ANALYSIS AND INTERPRETATION
88%
10% 2%
62
2. When does your company hires new employees?
Immediate Need
22%
Yearly Basis
4%
Both
74%
From the above diagram we can see that there were mix responses
from the employees regarding the above mentioned question. 74%
said that company is hiring employees annually as well as according
to the company needs but 22% of my sample size believes company
hires according to the need of the organization and 4% says that Big
Bazaar employs on yearly basis.
63
3. Which sources of recruitment your company
should follow?
3%
20%
31%
Promotion / Transfer
Consultancy
Campus Placements
References
Any Other
31% 15%
From the chart it is clear that employees of Big Bazaar are in favour
of Campus placements and promotion and transfers.
64
4. What criteria do you think should be used for
selection process?
0%
2%
Written test
38%
Personal Interview
65
5. According to you, 3 rounds of interview in Big
Bazzar are essential for an effective recruitment
process.
0%
13%
25%
62%
0%
Interpretation:
62% (10 in number) of the departments disagree with the statement
that 3 rounds are essential. It depends upon the position for which
the interview is being conducted.
66
6. Were you given same job description as
discussed in the Interview?
2%
Yes
No
98%
Almost all the employees got the specified jobs offered to them. This
implies that the Big Bazaar have the organized manpower planning
and well organized recruitment policy.
From the chart it is crystal clear that the candidates get exactly the
same job as described. So from Big Bazaar perspective it is a good
sign for the overall growth and development. There were some
employees around 2% of my sample study who were against the
above mentioned point.
67
7. According to you on what basis candidates should
be evaluated for selection?
All Three
22%
Family
Background
10%
Academic
Qualification
32%
Experience
36%
68
8. Do you think physical examination should be
included in selection process?
Can't Say
6%
No
24%
Yes
70%
69
9. Are you satisfied with the overall recruitment &
selection process of your company?
40%
Satisfied
Neutral
50%
Dissatisfied
10%
From the above figure, it is quite clear that out of my sample size ,
50% are those who are not satisfied with the recruitment and
selection policy followed by Big Bazaar and have suggested some
measures to improve them. 40% were those who were satisfied by
the policy and 10% were those who were not able to comment on it.
70
10. Which of the following factors mentioned below
you think have a beneficial effect upon the
ability of Big Bazzar to attract and retain good
employees?
Salary Package
Brand Name
Career Growth
Good Working Environment
31%
.
15%
24%
30%
71
11. According to you, the recruitment department in
your organization is efficient enough.
0%
25%
Strongly Agree
Agree
50% Can't Say
Disagree
Strongly Disagree
25%
Interpretation:
Half of the departments agree that the recruitment department is
efficient enough in hiring the best talent from the pool of large
people. It means they are satisfied from the persons recruited in the
organization.
72
12. The salary offered at the time of interview to the
candidates is at par with the market rate.
0%
19%
25%
Strongly Agree
Agree
13% Can't Say
Disagree
Strongly Disagree
43%
Interpretation:
The above graph tells us that around half of the departments are
unaware of the salary being offered to the people at the time of
joining.
73
13. You are satisfied with the recruitment process in
your organization.
Strongly Disagree
0%
Strongly Agree
0%
Disagree
35%
Agree
48%
Can't Say
17%
Interpretation:
There is a mixed reaction of this question. Around half of the
departments don’t know anything in this regard. So, no clear picture
can be drawn on the basis of this answer.
74
CONCLUSION
75
RECOMMENDATIONS
Different sources of recruitment for every position has been tried and
tested over the years at Big Bazaar and at present every position
has one unique source of recruitment, which is always resorted to.
76
lot of unsuitable candidates also show up for interview. This leads
to wastage of time and effort.
Big Bazaar can improve its recruitment and selection process with
the advices mention below and can increase the sources of
recruitment for selecting the right pool of candidates.
77
Employment Cycle
Recruitment
Analysis carried out to see if the job has changed or it still needed Phase
Selection
Interviews
Phase
Appointment offered
Induction
Employment
Phase
Exit
Resignation or retirement
Phase
78
Not only recruitment and selection phase but also other phases
(employment phase and exit phase) of employment cycle can be
improved if all phases are properly interlinked with each other, as
shown in above figure.
At the time of recruitment, when a possible vacancy occurs, it is a
good idea to look at the post that is being vacated to see:
Are the functions that were being carried out still going to be
needed?
Is the position changing such that new skills will be needed in the
near future?
Can the job be combined with another job that may also be
undergoing a change?
Only after checking all these points, go ahead with other parts of
recruitment phase.
In case of job description, check the following points:
Formal job description
Does it fit the pattern?
At the time of selection, first comes short listing and after this interview.
In case of interview, check the following points:
Structure of interview (one-to-one interview, two-to-one
interview, panel interview)
Feasibility of interview pattern
And after this, last part of selection phase that is appointment offered
comes.
79
BIBLIOGRAPHY
BOOKS:
INTERNET SOURCES:
wikipedia.com
kumc.edu.com
hr.uchicago.com
vishalmegamart.net.com
80
APPENDIX
81
QUESTIONNAIRE
DEPARTMENT
DESIGNATION
a) Yes b) No
c) Can't say
82
a) Academic Qualification
b) Experience
c) Family Background
d) All of the above
10. Which of the following factors mentioned below you think have
beneficial effect upon the ability of Big Bazzar to attract & retain
good employees?
a) Salary Package
b) Brand Name
c) Career Growth
e) Good working environment
e) Any Other……………………………………………………………..
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14. Suggestions (if any, to improve the Recruitment Process)
______________________________________________________
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84