A

PROJECT REPORT
ON
RECRUITMENT AND SELECTION PROCESS AT BIG BAZAR
Submitted in partial fulfillment for award of degree

MASTER OF BUSINESS ADMINISTRATION

Batch--(2019-2020)

Submitted by:- Submitted to:-

Jaspreet Kaur Ms.Shweta Singh
MBA 2nd sem Assistant Professor
Roll no. 180600500005 Faculty of Management

SURAJMAL COLLEGE OF ENGINEERING & MANAGEMENT

KICHHA, U.S.NAGAR, RUDRAPUR

Affiliated to

UTTARAKHAND TECHNICAL UNIVERSITY, DEHRADUN

 DECLARATION

I, Jaspreet Kaur student of MBA 2nd semester hereby declare that the project report
entitled “A Recruitment and Selection process at big bazar)”submitted by me at
Surajmal College of Engineering &Management, in the partial fulfillment of the
requirement for the award of degree of Masters of Business Administration under the
guidance of Ms.Shweta Singh is my original work and conclusions drawn therein are
based on the material collected by myself.
The report submitted is my own work and has not been duplicated from any other
source. I shall be responsible for any unpleased moment/situation
 ACKNOWLEDGEMENT

I, Jaspreet Kaur would like to take an opportunity to thank all the people in
collecting the necessary information and making of the dissertation. I am grateful to
all of them for their time and wisdom. My dissertation becomes a reality only because
of cooperation of many people who had helped me in completing this project. I
sincerely extend my gratitude to Ms.Shweta Singh who has given me this golden
opportunity to have investigated in the Recuitment and Selection Process at big bazar
and who has been a source of guidance and support.
 PREFACE
Theoretical knowledge particularly in professional field is of little significance or
value without its practical applications in real life situations. This is where summer
training helps in making us students familiar with the professional setup.
My summer training gave me an exposure of the corporate culture and during this
process I came to know the ups and downs of the job. It also gave an opportunity to
link my theoretical knowledge with the practical aspects of the job
The training has really owned my skills in the functional area of my interest. For all
intends and purpose, the project undertaken by me during the training duration would
make me stand in a good stead when I embark upon a career as manager in any
organisation in the future.
 TABLE OF CONTENT
TITLE
ACKNOWLEDGEMENT
PREFACE
DECLERATION
CHAPTER 1
1.1 INTRODUCTION 7
1.2 OBJECTIVES OF THE STUDY 8
1.3 SCOPE OF THE STUDY 9
CHAPTER 2
2.1 LITERATURE REVIEW 11 - 12
CHAPTER 3
3.1 HISTORY OF BIG BAZAR 14 - 19

3.2 VISION , MISION 20 - 21

3.3 BOARD OF DIRECTOR 22 - 23
3.4 SWOT ANALYSIS 24
CHAPTER 4
4.1 RECRUITMENT 26 - 28
4.2 RECRUITMENT PROCESS 29- 30
4.3 SELECTION 31- 35
4.4 SELECTION PROCESS 36
CHAPTER 5
5.1 RESEARCH DESIGN 38 - 40
CHAPTER 6
5.2 DATA ANALYSIS AND INTERPRETATION 42 - 51

CHAPTER 7
5.3 FINDINGS 53
5.4 SUGGESTION 54
5.5 LIMITATION 55

BIBLIOGRAPHY 56
ANNEXURE 57 - 58
 FINDINGS

1. The major challenges faced by HR managers in recruitment of IT personnel are

Adaptability to globalization, Lack of motivation, Process analysis and Strategic
prioritization.

2. It is found that latest recruitment trend in IT Industry are outsourcing of

recruitment poaching/raiding and e-recruitment.

3. It is found that a majority of IT companies has preferred both internal and external
sources for recruiting the candidate for the job. The major external sources of
recruitment for IT companies are Press Advertisement, Educational Institutions,
Placement agencies, Outsourcing, Employee referrals, Walk-in, Erecruitment and
internal sources are through Transfer, Promotion and Upgrading.

4. It is identified from the cross-case analysis that majority of IT companies have

employee referral schemes and also provide proper rewards are to be given for
best recruited.

5. . It found that the majority of the company is following the common format for
their selection process. The main stages in the selection process of IT Companies
consist of Screening Interview, Application Blank, Selection Test, Selection
Interview, Referral Check, and Hiring Decision.
6. The interview process of TCS has three stages; Technical Interview, Management
Review and HR interview. Once the candidate clears all the three stages he is
prompted to complete his online application form for offer generation. The offer
initiation takes a minimum of 5 days from the day of complete online application.

7. In the Infosys selection process consists of Initial Screening is done on the basis
of applicants and applications.

8. Wipro recruits fresh professionals only from the best educational institutions such
as Indian Institutes of Technology and regional engineering colleges. Wipro don't
give too much importance to assess candidates’ knowledge about the current IT
technologies. Instead, Wipro attempts to find out whether the person being
interviewed has excellent learning capabilities and has shown consistent desire for
learning.

CONCLUSION

 According to my analysis Big Bazaar (future group) should use campus

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

RECOMMENDATIONS

My study of the recruitment and selection processes at Big Bazaar generated the
following findings:
 The recruitment process at Big Bazaar is in line with the recruitment policy of
the company. The entire process works exactly as it should according to the
policy.
 The recruitment process i.e. the activity of generating the pool of perspective
employees, is similar for all entry – level positions. However the selection
process is unique for every position. The recruitment process at Big Bazaar is
shown in above flowchart.
 The HR department maintains the blanket count of personal in each
department and is responsible for filling up vacant positions in all departments
throughout the organisation.
 The recruitment and selection activity is centralized and is conducted by the
HR department at Big Bazaar head office.
 Different sources of recruitment for every position has been tried and tested
over the years at Big Bazaar and at present every position has one unique
source of recruitment, which is always resorted to.
 Walk-ins are always used as a source of recruitment for junior level. Big
Bazaar has earned a good name for itself in the entire country and hence huge
pool of candidates is created through this source. However the
hiring/applicants ratio is very low. This is because a lot of unsuitable
candidates also shoe up for interview. This leads to wastage of time and effort.
 Big Bazaar can improve its recruitment and selection process with the advices
mentioned above and can increase the sources of recruitment for selecting the
right pool of candidates.

QUESTIONNAIRE
NAME--------------------------
GENDRE--------------------------
AGE-------------------------------

1. Does your company follow formal recruitment process?

 Yes
 No

2. Which sources of recruitment your company should follow?
 Promotion/transfer
 Campus placement
 Any other

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

 Written test
  Interview
 Written test and interview

4. Were you given same job description as discussed in the interview?

 Yes
 No

5. According to you on what basis candidates should be evaluated for

selection?
 Academic qualification
 Experience
 Family background

6. Are you satisfied with the recruitment and selection process of your
company?
 Satisfied
 Dissatisfied
 Neutral

7. Which of the following factors mentioned below you think have beneficial
effect upon the ability of Big Bazaar to attract and retain good employees?
 Salary package
 Career growth
 Working environment
 Any other
8. According to you, is the recruitment department in your organisation is
efficient enough?
  Strongly agree
 Agree
 `Can’t say
 Disagree
 Strongly disagree
9. Is the salary offered at the time of interview to the candidate at par with
the market rate?
 Strongly agree
 Agree
 Can’t say
 Disagree
 Strongly disagree
10. Are you satisfied with the recruitment process of your company?
 Strongly agree
 Agree
 Can’t say
 Strongly disagree
 Disagree
Suggestions (if any, to improve the recruitment process).

OBJECTIVE OF THE STUDY

 To explain the constructive under which recruitment process took place at the
Big Bazaar.

 Describe the factor to be considered while evaluating recruiting efforts at Big

Bazaar.

 To know the various source and method of recruitment at Big Bazaar.

 To define selection and explain the selection process of Big Bazaar.

 Explain the value of different type of employment test and interview at Big
Bazaar.
 SCOPE

 It aims at understanding the company establishmemt organization structure

department techniques marketing strategies.

 An attempt is made to analyze the company performance in comparison to the

theortical aspects

 It aims to understand the skills of the company in the area like technology
advantage competition in management.
 INTRODUCTION

In this information age, the importance of human capital and human asset can’t be
ignored; rather it is that line of business that could lead any organisation to attain
heights. This is the factor that makes difference between one organisation and
another. Getting the right person at the right place and then retaining him is the main
area of concern in today’s corporate world. Hence, the emphasis is being laid to
device policies and programs in such a manner that it leads to retention of the desired
manpower and thus contributes towards organisational development. Each
organisation is thriving to attain the best person i.e. the knowledgeable worker and
leverage their wisdom towards the achievement of the organisational objectives.
Nobody wants to have the third best or the second best, but to have the best person in
the organisation it becomes very difficult to retain them.
Certain great leaders who have made their mark in corporate world by their actions
say that every organisation can acquire the same machinery, the same infrastructure
etc. But what makes the difference in one organisation to another is the manpower it
possess which can’t be copied down.
Considering the aspect of sourcing, no organisation should ever think that once it has
acquired the best talent created favourable conditions to retain them they would not
require going in for sourcing activities.
 HISTORY OF BIG BAZAR

Company Name– Big Bazaar

Founder– Kishore Biyani

Big Bazaar is a retail store that operates by a chain of discount department stores,
hypermarkets and grocery stores. Kishore Biyani is the founder of this chain as well
as the chief executive officer (CEO) of Future Group (parent company of Big Bazaar),
which is known for having significant prominence in Indian fashion and retail sectors.

Big Bazaar is the first retail chain of India and is the most successful and largest retail
chain until now. It is a parent chain of Fashion at Big Bazaar, e-zone and Food
Bazaar, where at locations; it houses all under one roof. It is also a sister chain of
retail outlets such as brand factory, Central, Home Town, etc.  

How it all started

It was found on 2001 and is the first hypermarket retail outlet in India. Initially the
founder has decided to name the retail outlet ‘Bazaar’ like Indian mandi style.
However, the size of the market was big than the average markets or mandis, so they
thought to give it a name ‘Big Bazaar’ which began the chapter of retailing in India.It
was started with fashion format that includes apparel, accessories and general
products. However, it has everything now under its roof.
Big Bazaars journey began in October 2001, when the young, first generation
entrepreneur Kishore Biyani opened the countrys first hypermarket retail outlet in
Kolkatta (then Calcutta). In the same month, two more stores were added one each in
Hyderabad and Mumbai, thus starting on a successful sojourn which began the
chapter of organized retailing in India.

Speaking on this momentous occasion and remembering the days of conceptualising

the hypermarket idea Mr. Kishore Biyani said, We initially decided to name the
format as Bazaar because we had designed the store keeping the Indian mandi style in
mind. Since the size of the hypermarket was big than an average mandis, the thought
came to name it as Big Bazaar.However, we had freezed on the punch line Isse Se
Sasta Aur Achha Kahi Nahi much before we met the creative agency to design the
final logo of Big Bazaar.

Though, Big Bazaar was started purely as a fashion format including apparel,
cosmetics, accessory and general merchandise, the first Food Bazaar format was
added as Shop-In-Shop within Big Bazaar in the year 2002. Today, Big Bazaar, with
its wide range of products and service offering, reflects the aspirations of millions of
Indians.

The journey of Big Bazaar can be divided into two phases one pre and the other post
January 26th, 2005, when the company rewrote the retail chapter in India, with the
introduction of a never-before sales campaign Sasbe Sasta Din. In just one day,
almost the whole of India descended at various Big Bazaar stores in the country to
shop at their favourite shopping destination.

Further, what followed was the time and again rewriting of the Indian Retail
experience, wherein understanding of the Indian consumers reflected in the products
and services offered, creating innovative deals, expanding in the tier II and tier III
towns, tying up with branded merchandise to offer exclusive products and services to
its customers.
Big Bazaar is present today in 59 cities and occupying over 5 million sq.ft. retail
space and driving over 110 million footfalls into its stores. The format is expecting
the number of footfall in the storesto increase by over 140 million by this financial
year. Over the years, Mr. Biyani for his vision and leadership, and Big Bazaar for its
unique proposition to its customers, have received every prestigious consumer awards
both nationally and internationally.

Says Rajan Malhotra, President, Strategy & Convergence, Big Bazaar, What is
important in our journey is not the number of stores, but the customers faith in us. Its
the India and the Indians, which have helped us, reach this feat in such a short time
span and today our country is creating a history in the World organized Retail.

Rajan Malhotra, who is also the first employee of Big Bazaar, joining the organization
in early 2001 adds, Since beginning, we have kept Big Bazaar as a soft brand, which
reflects the India and the Indianess. We believed in growing with the society,
participating and celebrating all regional and local community festivals, giving
customers preferences above everything else.

Launching

It firstly launches in three places; Bangalore, Kolkata and Hyderabad within 22 days.
In 2003, it launches the store in Nagpur and welcomes 10 million customers at new
store. In 2002, it has launched ICICI bank card. In 2005, it launches a unique
shopping program so that people can exchange their household junk at Big Bazaar. 
 Big Bazaar’s marketing strategy and interesting reasons behind its
grand success

 In 2001, the first Big Bazaar has opened by PRIL. The aim of this bazaar was
to offer the best monetary value preposition to clients. 

 The shops less focused on brand but more on unbranded merchandises of the
same quality to give best possible trades to the customers.

 In 2001, the fist food bazaar was set up in Mumbai. It paid more concern on
nutrients and food market merchandises.

 In 2004, it became the number1 retail merchant in India.

 This bazaar has positioned itself as ‘value for money preposition for Indian
household’. They want to give maximal advantage to their clients by fulfilling all
their demands within budget.

 Now, Big Bazaar has wide range of products with service that reflects the
hope of millions of Indians.  

 It has 300 stores over 100 cities across the country and planning to launch 100
stores in the upcoming months.

 On 2004, it gets the ‘Retailer of the year award’ for the achievements like;
launching 3 stores at a time and welcomes more than 10 million customers in 3
years.
 Big Bazaar Campaign

 The first punch line was, ‘Isse Se Sasta Aur Achha Kahin Nahi’. It has already
created before the final logo of Big Bazaar was designed. 

 In 2005, The Company rewrote the chapter of retail then it introduced the new
campaign ‘Sabse Sasta Din’ and within a day, more than half population of India
gathered to shopping at their favourite shopping destination-Big Bazaar. 

 In 2007, they initiated the “Power of One” campaign to help the fund of “Save the
Children in India.”
 The new faces of Fashion@ Big Bazaar are Katrina Kaif and Varun Dhawan as its
brand ambassador.

 In 2010, Vidya Balan has chosen as the brand ambassador of Big Bazaar in price
challenge exercise and achieved 6thrank among the top 50 service brands in India.

 In 2011,“Naye India Ka Bazaar” logo has come up and got connected with
Hindustan Unilever
 BOARD OF DIRECTORS

The names of the board of directors of the company are given here

1. Shailesh Haribhakti, Chairman & Non-Executive Independent Director.

2. Kishore Biyani,Managing Director.

3. S Doreswamy,Non-Executive Independent Director.

4. Dr. Darlie Koshy,Non-Executive Independent Director.

5. Anil Harish,Non-Executive Independent Director.

6. Bala Deshpande,Non-Executive Independent Director.

7. V. K. Chopra,Non-Executive Independent Director.

8. Gopikishan Biyani,Non-Executive Director Director

 Conclusion

The Big Bazaar is well known for having significant promises and fashion sectors in
Indian retail. It is also the parent chain of e-zone, food bazaar and fashion at Big
Bazaar. It is one of the largest and oldest hypermarkets chains of India. Now it has
more than 250 stores over 120 cities across India. 

The major aim of Big Bazaar was to promote the selling of large bazaar, foe
establishment of the company and promote its place in retailing industry. They
perceive selling scheme that influence client or customer to buy products in a very
less price. They want to fulfil every Indian needs and it has succeeded to maintain the

uniqueness of marketing schemes as well as in pulling clients.  

 RECRUITMENT

Recruitment refers to the process of sourcing, screening and selecting people for a job
or vacancy within an organisation. Though individuals can undertake individual
components of the recruitment process, mid and large size organisations generally
retain professional recruiters.
The recruitment process in India is designed in such a way that each candidate gets
the desired profile according to its own choice. Place the candidate from the right
profile, the best job recruitment agencies, the solution is the end of most Indian job
recruitment agencies.
The job recruitment agencies in India involve identifying those posts, preparing the
job description and person specification, advertising, management of the response, the
prequalification process, organising meetings, conducting interviews, making
decisions, appointment and action. This means that a lot of time and resources must
be invested before the right candidate is selected.
Most recruitment agencies in India follow three stages in the recruitment process,
which are essentially shortlist of application, preliminary assessment and final
interview and selection.
The recruiting India process may include a written test to judge the particular skills of
the 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.
Then is 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.
In addition there are a number of things which should be taken into consideration in
the recruitment process. Until the final decision about a certain candidate is taken, it is
important to keep in regular contact with the candidate. The decision making process
should not take too long to prevent candidates from taking any other occasion. An
applicant must be informed once the decision is made. He or she must say the entire
process of his appointment clearly with the details of all the documents to be
submitted. A record should be kept of the candidate file for future reference.
The recruitment process must be strong and justified and shall withstand external
scrutiny. Only a good job recruitment agency with a good understanding of the area
and the process can execute the same success.
 GUIDING PRINCIPLES OF RECRUITMENT

Appropriate and effective recruitment strategies vary with each position. The length
and scope of the recruitment should be relevant to the position.
In setting the timeline for your recruitment, consider the wording carefully- there are
consequences to your choice
.
 If you specify a recruitment deadline, you may not consider any application
received after that date.
 If you indicate the position will remain opened until filled, you must consider any
applications received until an offer has been extended or accepted.
 If you indicate “applications received by a certain date will be assured full
consideration,” you can decide whether or not to review applications received
after the specified date. When using this wording, it is critical to establish a
meaningful date.

Recruitment activities should include good faith efforts to solicit a diverse applicant
pool and affirm that race, sex, age, disability or veteran status will not be used to
discriminate.
If the position is in a job group that is underutilised, by women or ethnic minorities,
additional targeted recruitment efforts should be undertaken.
All advertisement and position announcements should be consistence with each other
reflect the qualifications identified in the position description.
Prior to recruiting for a position, ensure that you know what institutional policies and
procedures apply. Contact your HR Generalist before recruitment.
THE RECRUITMENT PROCESS

These are the main recruiting stages:-

Sourcing
Sourcing involves 1) advertising a common part of the recruiting process, often
encompassing multiple media, such as the internet, general newspapers, job centres,
job ad newspapers, professional publication, window advertisement, and campus
graduate recruitment programs; and 2) recruiting research, which is the proactive
identification of relevant talent who may not respond to job postings and other
recruitment advertising methods. These initial researches for so-called passive
prospects who can then be contacted to solicit interest, obtain a resume/CV, and be
screened.

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication,
typing, and computer skills. Qualifications may be shown through resumes, job
applications, interview, educational or professional experience, the testimony of
references, or in-house testing, such as for software knowledge, typing skills,
numeracy, and literacy, through psychological test or employment testing.
In some countries, employers are legally mandated to provide equal opportunity in
hiring.
On-boarding
A well-planned introduction helps new employees become fully operational quickly
and is often integrated with the recruitment process.
PITFALLS OF RECRUITMENT
Candidates can sometimes be subject to undue pressure to accept a job or position by
an overly zealous recruiter or personnel person.

SELECTION

This is a process of choosing individuals who have relevant qualifications to fill

vacant positions. The process begins when a hiring department identifies the need to
fill a position, and ends when a person is hired to meet that need. What happens in the
middle of the process includes job analysis, position description development,
recruitment, testing, and screening, corresponding with applicants, credentials
verification, background investigations, interviewing, reference checking, physical
examination and the offer.
Discriminatory hiring practices could result in significant cost for the company.
Individuals acting on behalf of the organisation who fails to follow non-
discrimination policies may face personal liabilities. Poorly designed or executed
selection processes will generally fail to identify the right person for the job, result in
missed opportunities or delays in accomplishing the mission of the organisation, and
lead to discrimination claims. Impolite or incompetent interviewers, unnecessarily
long waits, and lack of follow-up may cause unfavourable important.

THE COST OF SELECTION

The cost of selecting performers who are inadequate performers or who leave the
organisation before contributing to, profit is a major cost of doing business. The cost
incurred in hiring and training any new employ is expensive sometimes in the
thousands of dollars. In 1983, the average cost per hire for exempt employees was
more than $4600; nearly $4700 is there was relocation. These cost incurred by the
organisation suggests that hiring is very expensive activity and that any efforts the
organisation can make toward minimising turnover and hiring cost can pay dividends.
Thus proper selection of personnel is obviously an area where effectiveness can result
in large savings.

TIPS FOR INTERVIEW PROCESS

Minimise stereotypes- provide interviewers with a job description and specifics on job
requirements. In the absence of specific information individuals may be more likely
Job related- construct interview questions that are job related. Not having job related
interview questions will lower the validity of the interview process.

Train interviewers- improve the interpersonal skills of the interviewer and the
interviewer’s ability make decisions without influence from non-job related
information. Interviewers should be trained to:

 Avoid asking questions unrelated to job

 Avoid making quick decisions about an applicant
 Avoid stereotyping applicants
 Avoid giving too much weight to a few characteristics
 Try to put the applicant at ease during the interview
OBJECTIVES OF RECRUITMENT AND SELECTION

1. Hire the right person.

2. Conduct a wide and extensive search of the potential positive candidates.
3. Recruit staff members who are compatible with the organisation’s environment or
culture.
4. Hire individuals by using a model that focuses on learning and education of the
whole person.
5. Place individuals in position with responsibilities that will enhance their personal
development.
RECRUITMENT AND SELECTION GUIDELINES OF BIG
BAZAAR

These guidelines are also called BIG BAZAAR RECRUITMENT RULES.

OBJECTIVE
The main objective of detailing guidelines is that the right type of personnel’s are
recruited, who fulfils the requisite job specifications for recruitment including the
desirable level of qualification, skills/experiences and competence which is essential
for the sustained vitality and growth of the organisation.

APPLICABILITY AND SCOPE

The guidelines should apply to the managerial/ executive/ supervisors category of
employees in the pay scale/ level, as announced separately in the classification of
employees order. Detailed job specifications, required to recruit the persons at various
levels or grades.

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

 
 LITRATURE REVIEW

 Korsten (2018) Human Resource Management theories emphasize on techniques of

recruitment and selection and outline the benefits of interviews, assessment and
psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and
details, advertising, job application and interviewing process, assessment, decision
making, formal selection and training

Successful recruitment techniques involve an incisive analysis of the job, the labour
market scenario conditions and interviews, and psychometric tests in order to find out
the potentialities of job seekers. Furthermore, small and medium sized enterprises lay
their hands on interviews and assessment with main concern related to job analysis,
emotional intelligence in inexperienced job.

Price (2017) in his work Human Resource Management in a Business Context,

formally defines recruitment and selection as the process of retrieving and attracting
able applications for the purpose of employment. He states that the process of
recruitment is not a simple selection process, while it needs management decision
making and broad planning in order to appoint the most appropriate manpower. There
existing competition among business enterprises for recruiting the most potential
workers in on the pathway towards creating innovations, with management decision
making and employers attempting to hire only the best applicants who would be the
best fit for the corporate culture and ethics specific to the company
Hiltrop (2016) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He
conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs, recruitment
and selection, teamwork, employee participation, and lastly, personnel planning are
the most essential practices (Hiltrop 1999). As a matter of fact, the primary role of HR
is to develop, control, manage, incite, and achieve the commitment of the

employees. . The findings of Hiltrop’s (1996) work also showed that selectively
hiring has a positive impact on organizational performance, and in turn provides a
substantial practical.

Jackson et al (2015) Human resource management approaches in any business

organization are developed to meet corporate objectives and materialization of
strategic plans via training and development of personnel to attain the ultimate goal of
improving organizational performance as well as profits. The nature of recruitment
and selection for a company that is pursuing HRM approach is influenced by the state
of the labour market and their strength within it. Furthermore, it is necessary for such
companies to monitor how the state of labour market connects with potential recruits
via the projection of an image which will have an effect on and reinforce applicant
expectations. l insight for executives and officials involved.

Silzer et al (2014) was largely concerned with Talent management, and through
their work they were successful in resolving issues like whether or not talent is
something one can be born with or is it something that can be acquired through
development. According to Silzer et al (2010), that was a core challenge in designing
talent systems, facing the organization and among the senior management. The only
solution to resolve the concern of attaining efficient talent management was by
adopting fully-executable recruitment techniques.
 RESEARCH METHODOLOGY

The steps and procedures followed in conducting the research. To be precise, the
chapter presents the procedures to be used in selecting research subject, the research
instruments, gathering and analyzing data, And making meaning of the data that is
collected.
Indefiningtheterm„methodology„itcanbesaidtorefertothesetsofstructuredprocedures
and instruments used in conducting a research..A framework within which to record
facts, document them and interpret them in a piece of research. Two fundamental
approaches exitst to methodology and researchers are naturally inclined to use either
of them, they are the quantitative and the qualitativemethods.
Qualitative research is more descriptive and qualitative research more often draws
inferences based on statistical procedures and often makes use of graphical
presentations and figures in its analysis .
In recent times researchers commonly employ the use of both qualitative and
quantitative methods in a single research This study incorporation the use of both
method to some extent; the researcher however uses more of the quantitative approach
than qualitative approach. The latter was also useful in the aspects of the research
which require explanation to observed correlations or relation. The Quantitative
research methodology allowed for gathering empirical measurement of the impact of
compensation management on employee performance and the Qualitative approach
was more handy whiles probing into and exploiting the views of respondent and
clarifying ambiguousresponses.
STUDY:-

RECRUITMENT AND SELECTION PROCESS AT BIG BAZAR

SAMPLING UNITS:-

The sampling units areCustomers

SAMPLE SIZE:-

The sample size taken was 50.

SAMPLING METHOD:-
The sampling method used for the project was Convenient”. This type of sampling isalso
known as probability sampling where each and every item in the population has an
equalchance of inclusion in the sample and each one of the possible samples.This procedure
give eachitem an equal probability of being selected.

Data Analysis
Data analysis was done mainly from the data collected through the customers. The
dataCollected from secondary sources is also used to analyse on one particular
parameter.Qualitative analysis was done on the data collected from the primary as well as
secondarySources.

STATISTICAL TOOL USED:

The main statistical tools used for the collection and analyses of data in this project are:
 Pie Charts
 COLLECTION OF DATA

SOURCE OF INFORMATION:-

Basically the source of the information for this project was taken from those who
wereresiding in Nanakmattaregion only.

METHODS USED FOR DATA COLLECTION:

 PRIMARY SOURCES:-

Primary research entails the use of immediate data in determining the survival of themarket.
The popular ways to collect primary data consist of surveys, interviews and focusgroups,
which shows that direct relationship between potential customers and thecompanies.

1. Questionnaires
2. Depth interviews with the agents & managers of companies.

 SECONDARY SOURCES:-

Secondary research is a means to reprocess and reuse collected information as anindication

for betterments of the service or product.
1. Newspapers
2. Magazines
3. Internet sites

Both primary and secondary data are useful for businesses but both may differfrom each
other in various aspects.
 LIMITATION OF THE STUDY

Any research is not complete and there is always a scope of further research.

 There are a few limitations in this entire study and first is limited to Big Bazaar in
retail industry and to specific set of there employeeonly.

 Most of the employee are from Gujarat so in some cases it can‟t apply to otherstates
Limitation of work and compensation

 Study has been done in general not specific to any particular category ofemployee
In future, more post/ designation specific and with more geographically

 Secondly as data was collected by convenience sampling, though enough precaution

has been taken to avoid the biasness but still there is scope ofimprovement.

 So, there is scope of further research which will give more comprehensive conclusion
for website attribute and A detailed study on effect of incentives and compensation
employeeperformance.
 BIBLIOGRAPHY

https://en.wikipedia.org/wiki/Retail

www.futuregroup.com

https://www.ibef.org

https://retail.economictimes.indiatimes.com(indian retaildata)

http://www.futureretail.in/pdf/Annual_Report_2016_17.pdf