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Right man at right place and the right time is the guiding path for
setting up for selection and recruitment procedure in any organization. The
labor investigation committee rightly observed that recruitment is the first
step in employment of labor and naturally the method and in the
organization by mean of which labor is brought into the industry has a lot
to do with ultimate success or failure of such employment. If proper care is
taken in the recruitment of labor force, the employment, the workers and
the community at large are bound to benefits to a great extent.
Recruitment policies and practices of different organization are
varied and diverse. Organization have to be fully aware of the mandatory
necessary of tapping the right source for ensuring that the best available
talent are selected and inducted into the organization. The selection process
and techniques of a large number of organizations are inadequate or faulty
resulting in poor outputs and ineffective functioning. This is especially true
to the public sector undertakings where the intakes are sub standard
necessitating recurring expenditure on training subsequent to their
selection and induction into the organization.
SOURCE OF RECRUITMENT:
1. Recruitment.
2. Selection.
1
work criteria. Hence forth the recruitment system is designed differently
in the different firms. Basically the recruitment process is designed in
two basic types these are:
INTERNAL RECRUITMENT
EXTERNAL RECRUITMENT
INTERNAL RECRUITMENT
EXTENAL RECRUITMENT
2
Direct recruitment by Advertisement
Campus Interview
Employee Reference
Consultancies
Job hubs (E-Recruitment)
Job mela
As any company needs and respects the old employee of the firm, it also
needs the fresh employee through which they could bring some good
improvement to the firm’s condition and can take it very near to
development globally. They are again divided by different parts they are:
MEDIA ADVERTISEMENTS
E-RECRUITMENT
3
EMPLOYMENT AGENCIES
CAMPUS INTERVIEW
This is a kind of recruitment in which all the college students are been
involved to attended interviews to the different companies in there final
year of there education such that they could get best of there opportunities
and chances, apart from these the company also gets a huge number of
talented candidates in one shot.
SELECTION METHOD
The company select candidate through the following methods.
INITIAL SCREENING BY HR
4
WRITTEN EXAM
ONLINE APPLICATION
COMMUNICATION PANEL
TYPING TEST
TECHNICAL ROUND
Under the selection process there are different kind of test, these test
are performed regularly in different kind of firm such that we could
understand the corresponding candidate ability and his standard. Some of
the tests are:
Job sample performance test: in this kind of test the person is given
the same kind of job which he is going to perform in the company
and he is checked virtually in some parameters and if he shows some
good result he would get selected
Cognitive test: in this kind of test the verbal and math ability is
tested. If the candidate is good at both the department of math and
verbal then he is pushed in the firm.
Personality test: it is also some what related to the before one but
5
this actually produces the correct result about the employee and also
governs his character to the company.
Poly graph test: actually a check how correct and how honest are the
person and check his modality of truth fullness and also describes
his character.
6
function of personal administration, because unless the right people are
hired, even the best plans of the organizations and control system would
not do much good to the organization.
Human resources are the assets to the organization. Any organization
will get its recognition through its employee’s performance, skills,
innovativeness and their professional knowledge.
Hence we can say selection and recruitment plays major role in the
organization. It’s the responsibility of the organization to hire that right
personnel to increase their productivity and overall performance of the
organization.
METHODOLOGY
Research is common parlance refers to a search knowledge. One can
also define research as a science and systematic search for information on
specific topic. In fact, research is an art of science investigation. Some
people consider research as a movement, a movement from known to
unknown. In short the search for knowledge through objective and
systematic method of finding solution to a problem is research. The
systematic approach covering generalization and the formulation of a
theory is also research. As such, the term ‘Research’ refers to the
systematic method consisting of enunciation the problem, collecting the
fact or data analyzing the facts and reaching certain conclusion, either in
the form of solution(s) towards the concerned problem or in certain
generation for some theoretical formulation.
RESEARCH DESIGN
A Research design is an arrangement of condition for collecting and
analysis of Data in manner that to combine relevance of research purpose
with economy in procedure. It is conceptual structure within research is
7
conducted. The current research on Recruitment and selection process in
Shoppers Stop is a descriptive research.
The data for the present study is collected from primary and
secondary sources.
1. Primary Sources:
2. Secondary Sources:
8
The second chapter is about the industry profile and company profile
of SHOPPERS STOP PVT. LTD.
The third chapter explains about the theoretical framework of
RECRUITMENT AND SELECTION.
The fourth chapter includes the questionnaire and analysis of
graphical representation.
The fifth chapter includes the summary, findings & learning’s,
suggestions, conclusion and Bibliography.
3 Survey was done only with the sample size of 100 as the employees
of the company work in shifts and as they are busy with their
schedule.
9
CHAPTER-2
INDUSTRY PROFILE
Retailing in India is one of the pillars of its economy and accounts for 14
to 15 percent of its GDP. The Indian retail market is estimated to
be US$ 500billion and one of the top five retail markets in the world by
economic value. India is one of the fastest growing retail markets in the
world, with 1.2 billion people.
10
In January 2012, India approved reforms for single-brand stores
welcoming anyone in the world to innovate in Indian retail market with
100% ownership, but imposed the requirement that the single brand retailer
source 30 percent of its goods from India. Indian government continues the
hold on retail reforms for multi-brand stores.[8]
In June 2012, IKEA announced it had applied for permission to invest $1.9
billion in India and set up 25 retail stores. An analyst from Fitch
Group stated that the 30 percent requirement was likely to significantly
delay if not prevent most single brand majors from Europe, USA and Japan
from opening stores and creating associated jobs in India. (subscription
required)
Organized retailing was absent in most rural and small towns of India in
2010. Supermarkets and similar organized retail accounted for just 4% of
the market.
12
shoppers usually do not have time to examine the product label, and do not
have a choice to make an informed decision between competitive products.
13
select Indian cities have gradually begun to experience the quality, choice,
convenience and benefits of organized retail industry.
COMPANY PROFILE
14
Store:
Shoppers Stop is one of the leading retail stores in India. Shoppers Stop
began by operating a chain of department stores under the name
“Shoppers’ Stop” in India. Shoppers Stop has 74 stores across 35 cities in
India. Specifically, Shoppers Stop stores retails clothing, accessories,
handbags, shoes, jewelry, fragrances, cosmetics, health and beauty
products, home furnishing and decor products.
Shoppers Stop launched its e-store with delivery across major cities in
India in 2008. The website retails all the products available at Shoppers
Stop stores, including apparel, cosmetics and accessories. Shoppers Stop
opened stores in Amritsar, Bhopal and Aurangabad.
Products
15
merchandise under its own labels, such as STOP, Kashish, LIFE and
Vettorio Fratini, Elliza Donatein, Acropolis etc. The company also
licensees for Austin Reed (London), an international brand, whose men's
and women's outerwear are retailed in India exclusively through the chain.
In October 2009, Shoppers Stop has bought the license for merchandising
Zoo zoo the brand mascot for Vodafone India.
Marketing
In April 2008, Shoppers Stop changed its logo and adopted the mantra
"Start Something New" and introduced international brands like CK Jeans,
Tommy Hilfiger, FCUK, Mustang, Dior across the stores.
Shoppers Stop’s has a loyalty program called First Citizen. They also offer
a co-branded credit card with Citibank called the First Citizen Citibank
Titanium Credit Card for their members. New Shoppers Stop branch has
been opened in "The Grand Mall", 137, Seetharam Nagar Main Road,
Velachery Main Road, Chennai - 600042
Merchandising
Shops
Crossword Bookstores
16
Crossword.[6] Crossword is positioned as a lifestyle bookstore with their
spacious, well laid out stores which encourages customers ease in
browsing through the merchandise of books, music, stationary and toys.
Homes top
Homes top is premium home furnishings home concept store, which offers
products in home decor, furniture and accessories, bath accessories,
bedroom furnishings, mattresses, draperies, carpets, modular kitchens and
health equipment.
Brio
Brio has 20 outlets in select cities. Café Coffee Day (CCD), the retail
division of Amalgamated Bean Coffee Trading (ABCTL), has signed an
MoU with Shoppers Stop to run its BRIO outlets.
Desi Cafe
Desi Café and their operations have been taken over by Café Coffee
Day (CCD), the retail division of Amalgamated Bean Coffee Trading
(ABCTL), has signed an MoU with Shoppers Stop to run its Desi Café
outlets.
Hyper City
17
Mother Care
Mother Care and Shoppers Stop stocks a variety of products for mother
and babies, toddlers and children till eight years of age. The UK-based
maternity and kids wear brand has nine standalone and 13 shop-in-shop
formats.
Nuance Group
Nuance Group with Shoppers Stop makes an entry into airport retailing.
The alliance is marked with a joint venture with The Nuance Group AG of
Switzerland, the world’s leading airport retailer. Shopper's Stop Ltd. is
handling the retail operations at the duty-free zones in international
terminals. The joint venture company, called Nuance Group (India) Private
Limited. is operating outlets at the International airports at Bengaluru and
Hyderabad.
Hyper City-Argos
Hyper City-Argos and Shoppers Stop, the two retail ventures of K Raheja
group had signed a memorandum of understanding with UK’s leading
retail chain Home Retail group to develop the Argos (retailer) retail format
stores in India. Two years later, Shoppers Stop Ltd has informed Bombay
Stock Exchange shall wind down and discontinue its catalogue retail
operations under the hyper city-Argos brand
ORGANISATIONAL STRUCTURE:
18
and handles the company with the care which could get the best from any
kind of parent to his children.
ORGANIZATION CHART
Shoppers Stop Pvt. Ltd.
Director (branch)
Section of presidents
19
Team leader Group leader SR executive
Team leader
(Managing) (Functional area) (Subject
expert) (Audit and finance)
FUNCTIONS:
20
2. AGM OPERATIONS:
Subject matter expert are ordered to help with the functional area
and help them with the expert system which they have, they even help in
sourcing the data and all the necessary kind of stuff through the important
system tracker which they have.
6. AGM – QUALITY CHECK:
21
7. AGM & RH- HR:
The team leader and team manager is graded into level-3, level-4 &
level-5.
22
Thus according to the ranks the employees of Shoppers Stop Pvt.
Ltd. are graded and the company runs round the clock. The employees
The general shift is from 0800 hrs to 1630 hrs. Thus the employees
working under all the shift timings receive all the welfare facilities like
canteen, transport, drinking water etc.
Overseas operations
India operations
Visakhapatnam (Rushikonda)
Kochi (Kakkanad)
Mumbai (Malad)
Chennai
This is a place of 25 Acer of area and is having all kinds of require things
which is needed for the kind of operations which it have.
Operations at vizag were started off in May 2014 with only a basic
collection of 845 employees.
The clients who concerted on the parts of the place were from the
international structure as of Microsoft, Symantec and Acer.
STRENGTHS OF SS
24
PRINCIPLES OF SS:
ACHIEVEMENTS:
3. First in India to show the best usage of technical ability and standards of
25
4. First RETAIL in India to focus on the creditability of going green apart
from the task they do and considered to be as if the social welfare program
FUNCTIONAL AREAS:
Shoppers Stop Pvt. Ltd. comprises of three functional areas. They are:
The RETAIL which is just opened in the coastal plains of vizag is going by
good speed and developing itself in great value. It is not only developing
the state but also developing the overlook of Indian people. The products
of this company could be treated as the satisfaction which the customer
gets and he services that the customer’s relates. Top of that it works for
three major clients as:
Celio
SYMANTEC
PAYPALL
26
This RETAIL provides services to the customers of the countries like
United States, United Kingdom etc…
PRODUCTS:
3. Pay pall is kind of company which handles the credit cards and
debit cards as if the product, Shoppers Stop helps them to sell the
cards to the customers in overseas.
These products are sold not only in the India but all the international
company too.
POWER:
MARKETING:
27
Explore new market areas.
Quality Policy:
The quality issues of the company is always a major concern it explains all
the defaults and all the basic standards of the company as:
TRUSTWAVE Certified.
COPC Certified
These are some of the quality centres where the quality is checked.
3. Finance:
as all the companies the finance and the audit department is taken to
be under a great concern as under the department of finance they have
28
work against the salary issues of the employee and the revenue taken by
the company after the great amount of task done .it regulates all the
competency of the targets of portability as this would be a given proof such
t5hat it could said that the company is developing or it is developed.
3. Tax planning
Shoppers Stop Pvt. Ltd. gives importance to human resources and it lays
emphasis on human safety and welfare. Presently the company comprises
of about 600 employees and all of them are well managed and controlled.
OBJECTIVES:
29
1 Organisational restructure through re-skilling and re-deployment
They are
HR POLICY:
This human resource policy was drafted in the year 2000 in May and
it is considered to be the corporate commitment.
RECRUITMENT:
The company has a policy that the new employee should be
carefully chosen as he has to handle the job not only for his ability but also
for his suitability of future advancement. The requirements of the job shall
be the determining factor in the selection and placement of the applicants
and employees who satisfy the required qualifications and requirements of
the job shall be preferred.
2 Job consultancy.
31
3 Advertisements in local press.
SELECTION:
The received applications will be reviewed by the ERD and HRD in
consultation with the concerned head of the department and suitable
applicants will be invited to meet the preliminary evaluation panel at
employee relations department or the human resource department.
Thus when the person is selected for a particular job he is sent for
training to know the work correctly so that he performs the job effectively.
Preliminary screening
32
Technical round of interview
These are the basic training which is been given to every person
entering the organization they also mould them in all the categories and
develop them in wide basis.
33
THE MAIN FUNCTIONS OF TRAINING DEPARTMENT ARE:
PERFORMANCE APPRAISAL:
When an employee’s performance is excellent it is the result of a number of
circumstances that work together to make his excellence possible. The level of
performance of an employee is influenced by six factors. They are:
34
WELFARE FACILITIES:
Management makes the welfare policies at the plant and the welfare
programmes are executed to the workers through their union. The union
nominates its members and negotiates about modalities of execution of
welfare programmes.
1. DRINKING WATER:
Drinking water facilities is provided to the employees in and around
the floor. There are about 20 drinking water points at suitable places for
supply of wholesome cool drinking water.
2. CANTEEN:
Canteen facility is also provided and in each shift at a time 60 to 70
persons can be accommodated. Mobile and non-mobile canteen services
are provided round the clock. Every month company spends 4.5 lakhs
approximately on canteen and the food is ordered on subsidised rates.
3. RECREATIONAL FACILITIES:
Recreational facilities at SS are organised through two clubs, which
are Shoppers Stop recreation centre for non-managerial staff, and Shoppers
Stop club for managerial staff. The clubs organise various cultural and
entertainment programmes for recreation of its members and their
members.
4. TRANSPORT:
SS provides subsidised home transport to the employees. Some
amount is recovered by the management per month from the employee’s
salary. Company operates almost 6 routes of Vizag in all the shift timings.
35
5. FIRST AID:
SS provides first aid and medical facilities to the employees. As if
any of our employee are in problem they could help and resolve there
problem in short span of time.
SAFETY POLICY:
It is the policy of the company to achieve high standards for
professional safety and create healthy work environment for its employees,
contractors and neighbouring communities.
ENVIRONMENT POLICY:
It is committed to optimising the interests of the stakeholders in our
business while simultaneously protecting the environment by prevention of
pollution and by
36
1 Establishing and maintaining an environmental management system
requirements.
energy.
CHAPTER-3
THEORETICAL STUDY
37
RECRUITMENT AND SELECTION
1) PUBLIC RELATIONS:
The organization opens its doors to job seekers and hence the
outside world. Certain organization development, marketing, promotional
and quality aspects take recruitment activity beyond being just a
maintenance process. Strategic policy questions are raised. The
organization in communicating to recruits and potential recruits wishes to
38
present itself in the best possible light - as a virtuous, successful, worthy
organization.
SELECTION METHODS
The prescriptions, the "how-to do-its" of selection, are problem-
solving strategies (heuristics of general and specific scope) which, taken as
a cock tail, may narrow down the selection decision and increase the
chances of choosing the "right" candidate although probably "best
available" is a better term.
References
Graphology
40
selection processes than the wider practices of recruitment (systems &
procedures for job definition, advertising, short-listing and overall
administration of selection).
41
attention to utility (cost).
43
Process applications
Is the administrative machine ready to
respond to applications? Is job
documentation for candidates
prepared?
Log applications/CVs. Compare each
with personnel profile
Follow-up on references/security
5 clearances
Decide on/organize recruitment
programme. Who, when (meetings,
appointments), where (on-site, off-
site).
Short-list and invite candidates to
selection activity
Courteous rejections/on-hold
candidates
Carry out selection programme
Organize candidate accommodation,
Cook's tour and arrangements for
testing
Brief reception staff.
6 Finalize selector briefing /training and
interviewer preparation/strategy
Implement selection programme:
conduct interviews, exercises, tests
Review candidate data and make
selection
7 Make job offer(s) and finalize contract
Advise unsuccessful candidates of
rejection or stand-by
Process job acceptances
Complete reference investigations
44
Confirm terms and conditions of
employment
Confirm arrangements for job start
Design new starter induction
programme
Evaluate effectiveness of
Recruitment process and methods.
Validity, reliability and utility?
The recruitment service - internal or
8 external agency. Were all the costs
necessary?
The selection decisions. Is the new
employee really suitable? If not how
was the selection process at fault?
Job analysis and exit interview can confirm the nature and
contribution of the job role, which may often turn out to be more
complex than originally thought. Information from job analysis, and
sources such as exit interviews, can help to restructure the job and
resolve potential difficulties;
Incompatibility (person-job-organization)
46
Clear decision-making criteria for selectors to use. Such criteria
must be relevant/valid for performance of the job in question
otherwise forms of discrimination may creep in running counter to
equal opportunities statutes job in question otherwise forms of
discrimination may creep in running counter to equal opportunities
statutes.
THE DISCRIMINATION TRAP
Without proper definition of job requirements, performance criteria
and competences required, recruiters might fall into the trap of selecting on
the basis of false assumptions. Managers involved in recruitment can be
very smug. They think they understand the job and its requirements but too
frequently apply stereotypical views about "the ideal candidate".
Sometimes they haven't even thought of a candidate profile at all but
merely go on some personal whim of their own.
The outcome may be that a poor fit between the job and the capacity
of a new starter. They may be too good for the job, not capable of doing it
or simply the job is ill suited to their needs and interests. It is not
uncommon for someone to start work and leave within the first week
saying "this is not the job I expected".
We must not forget that recruitment and selection involves
discriminating between people (applicants). But is the discrimination fair -
ethically and at law (not necessarily the same thing!). Recruiters have
social responsibilities in relation to (equal opportunities) and see also equal
opportunities questionnaire
PROCESSING APPLICATIONS
We can decide to receive applications for vacancies in a number of
ways each with good and bad points.
48
an application form. We would merely invite the candidate in to
dine with us. We have to persuade them to give up a good job and
join our venture. The interview becomes a "mutually beneficial
discussion"
Even for manual work situations the recruiter must know that the
candidate has filled out the application form personally and not a third
party (their mum or spouse). If another unknown person has completed it -
what additional test will the recruiter use to ascertain if the candidate can
read and write? Is this a job requirement e.g. for health and safety
purposes?
49
WE WILL BE INVOLVED IN:
A job file
Creating a job file containing all job information.Copies of some of
the contents of be sent to candidates in an applicant's pack. This file will
contain the job analysis documents, details of anticipated terms and
conditions of employment etc. Copies of job advertisements etc
Information may be stored relating to numbers of applications from
different sources and other costs associated with filling the vacancy. We
may use such data to evaluate the effectiveness of the recruitment
campaign.
Begin as an inquirer
Be short-listed
Be rejected
50
Accept a job offer
51
Nonetheless the basic application details of all candidates will be
captured on computer - name, address, job applied for, age, sex, basic
qualifications, relevant experience etc. The application forms may
themselves be stored as microfiche images. In this way the organization
will be able to look up any applicant - if a claim for discrimination is made
- and show that the decision to reject was based upon relevant job
information.
Letters of hold, "we are interested in you but are seeing those
on our primary short-list first".
52
filing or storing on disk and data back-up facilities.
CHAPTER-4
QUESTIONNAIRE
1. How did you identify the recruitment need in the organization?
53
a) While planning about HR
b) When there is vacancy
c) While expansion of the organization
d) Depending upon the present strategies of the organization
2. What is the method of interview conducted in your organization?
a) Walk-in
b) Telephonic
c) Internet
3. What is the qualification that the organization looks for while recruiting
the applicants?
a) Good communication skills
b) Grammar ability
c) Attitude and Aptitude skills required
d) Study background
4. Are you satisfied with existing recruitment and selection process?
a) Yes
b) No
5. How does the organization develop the relationship between existing
employee and newly recruited?
a) Training
b) Induction
c) Others
6. After selections of candidates who will inform him about the designation
& salary offered?
a) HR head
b) Others
54
7. At what level do you think the recruitment and selection process is
crucial?
a)Executive level
b) Technical level
c) Staff level
d) All the above
8. What type of interviews is conducted in the organization?
a) Written examinations
b) b) Group discussions
c) Preliminary interview
d) All the above
9. How frequently is the selection and recruitment done?
55
a) Advertising
b) Present employees reference
c) Recommendation from various sources
14.What screening steps have you faced during the selection process?
a) Grammar
b) Pace of language
c) Mother tongue influence (MTI)
d) All the above
15. Do you want to suggest any innovative methods during the recruitment
and selection process?
a) Yes
b) No
INTERPRETATION:
From the above table, we can observe that 40% are been through the
planning process for human resources and25% are been through the
vacancy process of the organization and so on the other15% is been taken
by the expansion process, the last option shows about 25% of them taken
by depending on strategies
57
Consideration of
No. of
S.No Effective Recruitment Percentage
Respondents
Sources
1 Walk in 18 45%
2 Telephonic 8 20%
3 Internet 14 35%
TOTAL 40 100%
GRAPH NO.2
Interpretation:
From the above table we can say that the percentage of the
candidates walking in is more and it is of 45% and the other ratios a
telephonic interview is 20%and recruitment by internet s by 35%.
58
TABLE NO – 3
QUALIFICATIONS THE ORGANIZATIONS LOOKS WHILE
RECRUITING APPLICANTS
INTERPRETATION:
From the above table we can say that in Shoppers Stop all the skills
are been checked in equal proportion as communication, grammar, attitude
& listening skills is taken in common ratio of 25%
59
4. Are you satisfied with existing recruitment and selection process?
a)Yes b) No
TABLE NO- 4
SATISFACTION OF THE EMPLOYEES REGARDING
EXISTING RECRUITMENT AND SELECTION PROCESS
S.No Satisfaction Of The No. Of Percentage
Employees Regarding Respondents
Existing Recruitment And
Selection Process
1 Yes 16 40%
60
2 No 24 60%
Total 40 100%
GRAPH NO – 4
INTERPRETATION:
According to the above chart 60% of respondents say that they are
not satisfied with the existing recruitment and selection process.
61
3 Others 8 20%
TOTAL 40 100%
GRAPH NO – 5
INTERPRETATION:
According to the above chart 100% of respondents say induction
will develop the relationship between existing employees and newly recruit
6. After selections of candidates who will inform him about the designation
& salary offered?
a) HR head b) Others
TABLE NO – 6
INFORMING THE CANDIDATE ABOUT THE DESIGNATION
AND SALARY OFFERED
Informing the candidate
about the designation and No. Of
S.No salary offered respondents Percentage
1 HRD manager 16 40%
2 HR head 24 60%
Total 40 100%
62
GRAPH NO -6
INTERPRETATION:
From the above table we can say that the designation and the salary
issues are been given by the HRD manager as 40%, and the 60% by the
HR head.
TABLE NO-7
CRUCIAL LEVEL IN RECRUITMENT AND SELECTION
PROCESS
Crucial level In recruitment No. Of
S.No Percentage
and Selection Process Respondents
1 Executive level 12 30%
2 Technical level 16 40%
3 Staff level 12 30%
TOTAL 40 100%
GRAPH NO – 7
63
INTERPRETATION:
From the above table we can conclude that the executive level is in
30%, the technical level is in 40%, the staff level is in 30%.
64
INTERPRETATION:
From the above table we can say that the written examination is kept
in 10%, the group discussion is kept in 15% and the preliminary interview
in 15%and overall all the above is done by 60%.
FREQUENCY DONE
NO. OF
S.NO RECRUITMENT & PERCENTAGE
RESPONSEDENTS
SELECTION
1 ONE WEEK 6 15%
2 2-3 WEEK 8 20%
3 ONE MONTH 10 25%
4 BASED ON RECRUITMENT 16 40%
TOTAL 40 100%
GRAPH NO.8
65
INTERPRETATION:
From the above table we can conclude that the interview is not done
in uniform basis for one week of time it is done by the 15% for two to
three weeks of time is done by 20% for one month of time in 25% mark
and the remaining 40% is based on requirement.
TABLE NO-10
CONDUCTION OF FINAL INTERVIEW
CONDUCTION OF FINAL NO. OF
S.NO. INTERVIEW RESPONDENTS PERCENTAGE
1 HRD manager 4 10%
2 General Manager 12 30%
3 Communication panel 24 60%
TOTAL 40 100%
GRAPH NO-10
66
INTERPRETATION:
From the above table we can conclude that the final interview taken
in the firm is 10% done by HRD manager 30% done by department
head, and 60% done by the communication panel head.
67
INTERPRETATION:
From the above table it is proved that the interview in 30% is taken
by the HRD team and on 70% mark is taken by technical team.
68
INTERPRETATION:
From the above table we can say that the applicants are scrutinized
by the information on 25% mark and the 75% of proportion is given on the
slot of age, qualification, and experience.
69
TOTAL 40 100%
GRAPH NO-13
INTERPRETATION:
From the above table we can say that this organization uses
advertising in 50% mark and references as 25% and recommendation from
various sources as 25%.
14. What screening steps have you faced during the selection process?
a) Grammar b) Pace of language
c) Mother tongue influence (MTI) d) All the above
Table No-14
Screening steps faced during selection process
70
INTERPRETATION:
From the above table we can say that this organization consider
grammar up to 20% mark, pace of language up to 10% mark, MTI up to 10
% mark and all the above parameters up to 60% mark in the selection
process
15. Do you want to suggest any innovative methods during the
recruitment and selection process?
a) Yes
b) No
Table No-15
Suggestion of innovative methods during recruitment and selection process
Suggestion of innovative methods
S.N during recruitment and selection NO.OF PERCENTA
O process RESPONDEN GE
TS
1 Yes 8 20%
2 No 32 80%
Total 40 100%
GRAPH NO-15
71
INTERPRETATION:
From the above table we can say that 20% of employees want to
suggest innovative methods during the recruitment and selection process in
Shoppers Stop.
SUMMARY
incorporated in the year 1986 and started it self handsomely and generated
a top class performance and still performing as one of the best RETAIL
with survey and good standards and huge development strategy. Training
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programmes.
following findings are ascertained from the above analysis & interpretation
the organisation and are post graduates and have good educational
background.
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Managers.
programmes conducted.
All the respondents agreed to the fact that improves their skill &
requirements.
LEARNINGS
analysis
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part to achieve successful targets in any organisation.
SUGGESTIONS:
1. Shoppers Stop Pvt. Ltd. can conduct campus interviews to get
graduates.
upon their skills and knowledge. So that they can get chance to
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prove them.
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c) Attitude and Aptitude d) skills required
f) Study background
4. Are you satisfied with existing recruitment and selection process?
a)Yes b) No
5. How does the organization develop the relationship between existing
employee and newly recruited?
a) Training b) Induction
c) Others
6. After selections of candidates who will inform him about the designation
& salary offered?
a) HR head b) Others
7. At what level do you think the recruitment and selection process is
crucial?
a) Executive level b) Technical level
c) Staff level d) All the above
8. What type of interviews is conducted in the organization?
d) Written examinations b) Group discussions
c) Preliminary interview d) All the above
9. How will you rate the recruitment process?
Short
Average
Long
Very long
10. Is the organisation providing a proper job description to
the new employees?
Yes
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No
11. Are you satisfied with the recruitment and selection process in the
organization?
Yes
No
12. After the training period is over, do you have any assessment?
Yes
No
13. According to your opinion, for filling a higher level position the
company should prefer
Internal candidate
External candidate
14.What screening steps have you faced during the selection process?
a) Grammar b) Pace of language
c) Mother tongue influence (MTI) d) All the above
15.Do you want to suggest any innovative methods during the recruitment
and selection process?
c) Yes
d) No
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BIBLOGRAPHY
P.SUBBA RAO.
K.ASWATHAPPA
79
PERSONNEL / HUMAN RESOURCE MANAGEMENT
WWW.SCITUSLABS.COM
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