A STUDY ON

“THE RECRUITMENT PROCESS ADOPTED BY RELIANCE RETAIL LIMITED, RANCHI”

RANCHI (JHARKHAND STATE)

Dissertation submitted In partial fulfillment of the requirements submitted

by

ABHISHEK KUMAR

REG. NO.-DSBSPGDMAH09002

Under the esteemed guidance of:

Prof. Dr.Arun B.K

(Faculty Guide)

Miss. Naheed Ahmed

(Company Guide)

. DAYANANDA SAGAR BUSINESS SCHOOL

Shavige Malleshwara Hills

Kumaraswamy Layout,

Banashankari, Bangalore
 ATTENDANCE CERTIFICATE

This is to certify that ABHISHEK KUMAR of Dayananda Sagar Business School,

Bangalore(2009-2011) was provided dissertation for four weeks on “A STUDY ON THE

RECRUITMENT PROCESS ADOPTED BY RELIANCE RETAIL LIMITED, RANCHI” starting from

1st of February 2011 to 28th of February 2011 at the Reliance Retail Limited State Office,

Ranchi (JHARKHAND). During the training he was regular in attending the office on all

working days and was sincere and prudent in the project assigned to him. We wish him good

luck and success in his career.

Date: MR. AWADHESH SINGH

Place: HR Coordinator (Operation)

Reliance Retail limited

 STUDENT DECLARATION

I hereby declare this project titled “A Study On The Recruitment Process Adopted By Reliance

Retail Limited, Ranchi” is a bona fide work done by me and has not been submitted to any

organization or used for any other purpose.

The facts presented and the views expressed in the report are of my own and do not reflect the

views of any organization or individual. This project is not based on any previously submitted

project for the award of any degree or diploma offered by any University or Institute. It is a

result of my own efforts and hard work.

This report is based on my personal opinion hence cannot be referred to for legal purpose.

Date:

Place:

Abhishek Kumar

DSBSPGDMAH09002

PGDM (HRM)

DAYANANDA SAGAR BUSINESS SCHOOL

ACKNOWLEDGEMENT
No work can be completed successfully without the inspiration, encouragement, co-operation,

guidance and experience of well-wishers. The same was with this project also. I consider

myself fortunate enough to get this much-required assistance from certain persons whom I am

thankful to, from the deepest core of my heart.

I owe the successful completion of the project to Professor. Dr.Arun.B.K my faculty guide

whose inputs at different stages where very helpful.

I also take this opportunity to extend my sincerest gratitude to my project guide Ms Naheed

Ahmed (Deputy HR Manager, Training and Development, Reliance Retail limited Ranchi) under

whose comprehensive guidance throughout my project I became richer in knowledge and

experience by completing the requirements of the internship.

I m also thankful to Mr. Anil Singh(HR Head, Reliance Retail Limited Ranchi), and

Mr.Awadhesh Singh (HR Coordinator, Operation) and all the team in human resource

department who always co-operated and provided the required details and made me learn the

process in Human Resource field ,without which the project would not have been successfully

completed.

Date:

Place:- Abhishek Kumar

DSBSPGDMAH09002

PGDM(HRM

DAYANANDA SAGAR BUSINESS SCHOOL

CONTENTS
S.NO TOPICS PAGE NOS.
CHAPTER-1
1. EXECUTIVE SUMMARY 1

2. AIM AND OBJECTIVE 2

3. RESEARCH METHODOLOGY 3

CHAPTER-2

4. RELIANCE RETAIL LIMITED 4-5

5. VISION, MISSION& VALUES 6-8

CHAPTER-3 (PROJECT TOPIC)

6. RECRUITMENT 9-10

7. RECRUITMENT NEEDS 11-13

8. FACTORS AFFECTING RECRUITMENT 14

9. CHAPTER-4

10. RECRUITMENT IN RELIANCE 15

11. RECRUITMENT PROCESS 16-25

12. RESEARCH METHODOLOGY 26-30
13. SWOT ANALYSIS 31-32
14. CONCLUSION 33
15. RECOMMENDATION 34
16. BIBLIOGRAPHY AND WEBLIOGRAPHY 35

FOUNDER PROFILE
 Shri Dhirubhai H. Ambani
Founder Chairman Reliance Group

Board of Directors of Reliance Industries Limited

Shri Mukesh D. Ambani

Chairman & Managing Director

Executive Director Executive Director Executive Director

Executive Summary
Reliance Retail limited (RRL) a subsidiary group of Reliance Industries limited (RIL) a fortune

Global 500 Company and the largest private sector Company was set up in 2006 to lead

Reliance Group’s foray into organized retail. Since its inception RRL has grown into an

organization that caters to millions of customers, thousands of farmers and vendors. Based on

its core growth strategy of backward integration, RRL has made rapid progress towards

building an entire value chain starting from the farmers to the end consumers. It has increased

its footprint to more than 900 stores in 80 cities across 14 states in India. In Jharkhand it has

presently 24 stores with two more shortly to be opened adding ecstatic service and high quality

products to its customers.

Reliance Industries Limited human talent today is 24,679, which includes engineers,

management graduates, accountants and other professionals. RIL continues to boast of its

various recruitment measures one of the popular one is e-recruitment and maintenance of a

buffer to fill the position gap when an employee suddenly leaves. It has got a very systematic

process of hiring comprising of a written test-RPAT, interview and especially a predictive index

test to find out the hidden managerial skills of an employee to fulfill future company

requirements. Thus, putting every effort to attract the right talent pool in the company to fill its

various positional requirements.

AIM
To study “The Recruitment Process Adopted By Reliance Retail Limited, Ranchi, and identify its

various strength and weaknesses in an effort to meet company’s performance”

OBJECTIVES OF THE PROJECT

 To know about the recruitment process of reliance retail

 To study different process of hiring i.e. RPAT, Interview, especially PI
(predictive index) test, Training, etc.
 To know about the reliability, cost effectiveness, satisfaction factor of
employees towards recruitment.

2
 RESEARCH METHODOLOGY:

The study is observatory in nature, without any experimental design. Hence there is no testing

of hypothesis or any other rigorous statistical analysis. However, Questionnaire Technique with

a sample size of 30 respondents has been used as an attempt to get an idea of the recruitment

process among the employees. To obtain a holistic picture about the current situation of the

recruitment scenario primary and secondary sources of data are considered. The primary

source of data was gathered directly from the respondent, techniques like observation,

questionnaires, interview, etc. The secondary source of data for the study included economic

related websites, economic journals, books, periodicals and electronic media reports from

sources such as television, compact disks, etc.

RESEARCH LIMITATION

Like any other secondary data based study, the accuracy of data is as good as the accuracy of

the secondary records available to me. Similarly, availability of time during my dissertation

project (4 weeks) has also limited me to confine to only the areas of Recruitment in the

reference company, and a secondary data based overall study.

3
 RELIANCE RETAIL LIMITED

“Growth through Value Creation”

With the above Aim Reliance Retail Limited (RRL) a subsidiary of

Reliance Industries limited(RIL) founded by Shri Dhirubhai H. Ambani

(1932-2002), at present headed by his elder son Shri Mukesh D.

Ambani ,Chairman and Managing Director banged the market with its

presence in 2006 catering to millions of customers, thousands of farmers and vendors. Its

strong presence could be felt with over 900 stores in 80 cities across 14 states in India. In

Jharkhand it has presently 24 stores in three cities namely Ranchi, Jamshedpur and Dhanbad

with two new stores shortly to be opened adding ecstatic service and high quality products to

its customers. With its philosophy of “ Grahak Devo Bhava” and “Apki Khushi Hamari Khushi”

its leaving no stone unturned in providing an array of products through its multi-format

stores.

In the coming year, RRL will focus on continuously innovating to enrich customer’s shopping

experience through customized offers, private labels and ‘value-for money’ merchandise. RRL

is also committed to foster relationships with partners that will create new avenues of value

enhancement for its customers.

Business of Reliance Retail

¨ Food

¨ Apparel

¨ Footwear

¨ Credit

¨ FMCG Lifestyle

¨ Automobile
 4

Grahak Devo Bhava

“Service to Customer is Service to God.”

 5

VISION, MISSION AND VALUES

VISION

“To be the most admired and successful organized Retail Company in India that materially
enhances the quality of life of every Indian.”

HOW TO ACHIEVE IT?

 Providing Unprecedented Affordability, Quality And Choice In Global Products And

Services.

 Creating Prosperity For Indian Farmers.

 Unleashing New Attractive Employment Opportunities.

 And Creating Empowered And Rewarding Workforce.

MISSION

“Leapfrog the way an Indian Consumer Shops”

 Be A Trusted Partner Who Provides The Best Products And Services The World Has To

Offer, At The Best Prices, In The Most Convenient Setting.

6
 Create An Efficient And Transparent Global Supply Chain By The Creation And Optimal

Utilization Of World- Class Infrastructure And International Partnerships, Thus

Creating More Value For Our Customers, Suppliers, Partners And Stake Holders.

 Bring Prosperity To Millions Of Indian Producers, Especially Our Farmers, By Providing

The Most Attractive Returns For Their Efforts. Be A Capable And Dependable Partner To

Them Right Through Their Creation Process And Help Them Become More Successful.

 Unleash The Initiative, Creativity And Energy Of Indian Workforce Through Creation

Of New Jobs, And Provide Our Employees A Supportive, Rewarding Environment To

Work And Grow.

 Financially Reward Our Shareholders On A Sustained Basis.

7
 VALUE AND CULTURE

“Create Culture of trust, ownership and achievement.”

INTEGRITY CUSTOMER CENTRICITY

CREATE CULTURE OF TRUST,

OWNERSHIP AND

INNOVATION OPENNESS RESPECT TO HUMAN

VALUES

Topic of the Project

“A study on Recruitment process adopted by Reliance Retail”

 RECRUITMENT

Recruitment is an important part of an organization’s human resource planning and their

competitive strength. Competent human resources at the right positions in the organization are

a vital resource and can be a core competency or a strategic advantage for it. ,

Recruitment refers to the process of attracting, screening, and selecting qualified people for a

job at an organization or firm.

Recruitment involves the utilization of organizational practices to influence the number and

types of individuals who are willing to apply for job vacancies.

Recruitment refers to the process of finding possible candidates for a job or function,

undertaken by recruiters.

DEFINATION

According to Edwin B. Flippo, recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organization”.

The objective of the recruitment process is to obtain the number and quality of employees that

can be selected in order to help the organization to achieve its goals and objectives. With the

same objective, recruitment helps to create a pool of prospective employees for the

organization so that the management can select the right candidate for the right job from this

pool. 9

Recruitment acts as a link between the employers and the job seekers and ensures the
placement
of right candidate at the right place at the right time. Using and following the right recruitment

Processes can facilitate the selection of the best candidates for the organization.

Measures for attracting that manpower in adequate numbers to facilitate effective selection of

an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of

prospective employees for the organization so that the management can select the right

candidate for the right job from this pool. The main objective of the recruitment process is to

expedite the selection process.

10

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED
Planned that is the needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by

studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE & IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of best candidates for the

organization.

 Determine present and future requirements with its personnel planning and job

analysis activities.

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

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave

the organization only after a short period of time.

11

 Meet the organizations legal and social obligations regarding the composition

of its workforce.
  Begin identifying and preparing potential job applicants who will be appropriate

candidates.

 Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants

Recruitment Vs Selection
Recruitment & Selection together constitutes employment. Recruitment is the process of

creating pool of talent for the job WHEREAS selection is the screening process for selecting the

best resources available from that created pool of talents i.e selection starts from the point

where recruitment ends. Both Recruitment & selection are the two phases of the employment

process. The differences between the two are:

1. The recruitment is the process of searching the candidates for employment and

stimulating is them to apply for jobs in the organization, WHEREAS selection involves

the series of steps by which the candidates are screened for choosing the most suitable

persons for vacant posts.

2. The basic purpose of recruitments is to create a talent of pool of candidates to enable the

selection ^of best candidates for the organization by attracting more and more

employees to apply in the organization WHEREAS the basic purpose of selection is to

choose the right candidate to fill the various positions in the organization.

12

3. Recruitment is a positive process i.e encouraging more and more employees to apply

WHEREAS selection is a negative process as it rejects the candidate.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various

interviews and tests. r

5. There is no contract of recruitment established in recruitment WHEREAS selection

results in a contract of service between the employer and the selected employee.

13

Factors affecting recruitment-:

Both internal and external factors affect recruitment.

Internal Factors

 Company’s Pay Package

 Quality of Work life

 Organizational Culture

 Career Planning

 Growth Opportunities

 Company’s Product /Services

 Expansion

External Factors

 Supply and Demand

 Unemployment Rate

 Labor Market Condition

 Political

 Legal Requirement

 Government Policies

 Social

 Information System

14

RECRUITMENT IN RELIANCE RETAIL

Criteria for Recruitment

o Launch a new store

o Gap, retirement, transfer

For STATE LEVEL

o SHQ (corporate level)

o Store Level

Position Required for SHQ/ Store Level

o Jr. Customer service Associates(k1)

o Customer service Associates(k2)
o Sr. Customer service Associates(k3)
o Store Manager

Employee should fulfill the criteria

o High degree of customer orientation

o Have the knowledge of sales
o Effective communication skill
o System oriented
o Learning “and listening abilities
o To achieve the daily, weekly and monthly sales targets
o Meet and exceed the sales target for the sub section

15

Recruitment Process
1. Candidate Indent : Getting the required information about the present gap and profile

requirement.

Process (RAG): RAG stands for required available gap, through RAG Reliance Retail recruits
the employee for the vacant post, as well as they become aware about the surplus employee in

every store. As per the data the required manpower will be allotted to every store by HR

recruiter. In RAG store are divided into two parts:

ASM Model- Activity based model, and

RSV Model - Reliance super value.

RAG Updatation: The HR recruiter have the RAG chart for Value format. It includes the name
of store, designation, post, number of active employees, store location and store type. It’s

updated by the HR manager and Store manager’s by every month. It gives the perfect data of

required manpower in each and every store. It is the key responsibility of a store manager to

provide correct information of working and lay offered employees. The recruiter become

aware about the surplus and required employees.

Conclusion: This tool is applicable in Reliance Retail to hire required manpower; it makes
smoother the task of recruiter to know about the vacancies in every store. It’s updated every

month so, there is no chance of any mistakes in hiring employees.

16

2. Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from

two kinds of sources: internal and external sources. The sources within the organization itself

(like transfer of employees from one department to other, promotions) to fill a position are

known as the internal sources of recruitment. Recruitment candidates from all the other

sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.

17

Evaluation of the sources of recruitment:

a. Time Lapse data: This show the time lag between the dates of requisition of manpower supply

from a department to the actual date of filling the vacancies in that department.

b. Yield Ratio: - It is the historical arithmetic relationship between

• Recruitment leads and invitees

• Invitees and interviews

• Interviews and offers made

• Offers made and offers acceptance

These ratios indicate the no of contacts needed to generate a given number of hires at a point at

time.

c. Surveys & Study: - Surveys may also be conducted to find out the suitability of a particular

source for certain positions.

18
3. Initial Screening:
An initial screening is generally planned by large organizations to cut the cost of selection by
allowing only eligible candidates to go through the further stages in selection.

Application Shortlist: In this step, we shortlist the CVs received from various sources based on
the suitability for the requirement. A junior executive from the HR Department may elicit
responses from applicants on important items determining the suitability of an applicant for a
job such as age, education, experience, pay expectations, aptitude, location choice etc.

Initial Interview: The initial interview is to solicit necessary information from the prospective
applicants and to assess the applicant’s suitability to the job. The information thus provided by
the candidate may be related to the job or personal and unsuitable” candidates. The short listed
candidates go through a preliminary round of interviews. This interview lays more emphasis
on functional competencies.

RPAT:
RPAT stands for retail personnel assessment tool. RPAT consist 50 questions, which includes
subjective and objective questions, and the time limit is 12 minutes, and no negative marking
for the wrong answer.

PREDICTIVE INDEX :
PI Tests the behavior of an applicant. The PI test is not about right or wrong, it’s about where
you fit best. The result was quite accurate. Sure you can “fake it” by answering randomly, but
most likely you’ll fake yourself. It might be easy to answer “the good questions”, but that might
not be necessary what the company is looking for.
PI is a method of measuring personality and behavioral factors and the relationship between
personality factor and job criteria .It’s just like the lie detector, researchers have also questioned
whether applicants answer all the items truthfully or whether they try to respond in a socially
desirable manner. PI tests are used to measure basic aspects of an applicant’s personality such
as motivation, emotional balance, self confidence, interpersonal behavior, introversion, etc.
19
NEED FOR PI TEST

 To gain a comprehensive understanding of an applicant’s behavior

 To identify the unique needs and motives of each applicant To achieve the desired job-
person fit
 To act as a strong foundation on which selection decisions would be based

Take into consideration all of the information that makes up the whole person.
This illustration shows how important behavior is in assessing individual
potential.

20

FINAL INTERVIEW
This is the most essential step in the process of selection. Here the candidates who successfully

clear the first round of interview go through another round of interview with one or more of

the functional heads.

In this, step the interviewer tries to obtain and synthesis’ about the abilities of the interviewee

and the requirements of the job.

It gives the recruiter an opportunity to:-

 Size up the interviewee’s agreeableness <* Ask questions that are not covered in tests

 Obtain as much pertinent information as possible

 Assess subjective aspects of the candidate-facial expression, appearance, nervousness

and so forth

 Make judgment on interviewee’s enthusiasm and intelligence

 Give facts to candidate regarding the companies’ policies, programmers, etc, and

promote goodwill onwards the company. After this step candidate are selected.

Reference checks:

Once the final interview is over the HR department is engaged in checking references.

Candidates are required to give the name or three references in their application forms. These

references may be from individuals who are familiar with the candidate’s academic

achievements, or from applicant’s previous employer, who is well-versed with the applicant’s

21
job performance, and sometimes from co-workers. The previous employer provides the

information about job title, job description, period of employment, willingness of the previous

employer to employee the candidate again, regularity at work, strength & weakness etc.

Black List:

Once the reference check is completed. After that if HR found any doubtful profile then the •

HR will black list that profile on system so that he can never applied again.

4. E-RECRUITMENT:

Many big organizations use Internet as a source of recruitment. E-recruitment is the use of

technology to assist the recruitment process. After reference check applicants have to fill on

line recruitment form on wAAniV.ril.com. It consists the personal data, communication data,

education data, family details, medical details, work experience, medical insurance, PF

nomination, etc. After these details were filled by the applicant have to check the data

completeness and after that the applicant’s profile will be released by the HR recruiter. It’s a

soft copy of joining kit.

5. Hiring:

Required Documents: 7 passport size photos with grey background and 2 postcard size photos,

educational certificates and salary slip if candidate have work experience.

Replacement hiring: In this hiring process new employee are hired in the place of old

employee. In replacement tracker new as well as old employee data are filled. It is sent for

approval of president.

22
Normal hiring: In this hiring process new employees are hired on new position. All data are

filled in hiring tracker & sent to Mumbai for approval of president.

Check CTC through Recto Tool: The salary expected by a candidate is checked by HR through

this recto tool.CTC stands for cost to company. The CTC of a candidate is decided through recto

tool. It gives the accurate CTC of a candidate as per the organizations norms, as per the

candidate qualification, experience and previous CTC the recto tool gives the perfect

designation and pay detail of the candidate to the HR recruiter, and the final tracker is sent for

approval to Mumbai

6. Approval Record

Creation of position: After receiving the approval from president the position will be created

on R- connect. Some data will be filled on R-MTAS recruitment like interview rating sheet, etc.

Assigning the position: After creating the position in R-connect we select R-offer and fill the

related details of the position on it like store code, location, offer type, employee code, grade,

etc, etc after filling the following details the position will be assigned to the candidate.

7. Data Transfer

The candidate data has been transferred from Erec to sap.

23
8. Joining

Medical Examination: medical exam is the part o f the selection process for all suitable

candidates in many organizations. Certain job require physical qualities like clear vision, acute

hearing, unusually high stamina, tolerance of arduous working conditions, clear tone of voice

etc. medical examinations give the information that the applicant is medically suitable for the

specific job or not.

Forms fill up:

This is a hard copy of joining kit. All suitable candidates have to fill this form in his/her own

hand writing. The forms are of Pf, gratuity, medical insurance, personal details of the

candidates.

9. Offer generation

It’s a last stage of the selection process. On R-connect after filling the relevant details, the offer

letter is generated by the Mumbai head office to the zonal head, the zonal head transfer

him/her to HR. If the candidate accepts the offer then they must be placed on right job, and the

signed offer letter will be handed over to the selected candidate. If the candidates reject the

offer then it is shown in system.

10. Hiring in system on sap

On sap transaction code - PA 48 is used for hiring the candidate. It displays the hiring of

transferred employees. Select the candidate’s name to whom you want to hire the candidate,

check the filled details of the candidate and hire him.

24
11. Admin formalities

The admin Department of an organization plays a very vital role in placing a candidate .it

provide many facilities like opening a bank account, sim card, mailing facility, automobile,

opening a new account in R-Connect, traveling facilities and guest house etc. it is provided as

per\heir grade.

12. Induction

Induction is a welcome process. ‘Induction is the process of receiving and welcoming an

employee when he first joins a company and giving him the basic information the needs to

settle down quickly and happily and start work”. Induction plays an important role in

acquainting the new employee to the new environment, company rules and regulations.

13. Training

Reliance Retail adopts two methods for training

1. Trained & Hire- For Associates level

2. Hire & Trained -For Executive level

25
 RESEARCH METHODOLOGY

1. Primary Data

For this I have conducted structured questionnaire because my research topic was employee
based.

Sampling Method:- For the questionnaire, I have selected the Random sampling method.

Sample Size: - 30 respondents

Sample area: - Head office of Reliance Retail, Ranchi.

2. Secondary Data

It is gathered from secondary sources like news paper, magazines, research reports, web sites etc.

3.Questionnaire for data analysis:

1. Recruitment process of Reliance Retail is modern and sufficient.

Excellent Good Sufficient Needs improvement
34% 50% 13% 3%

26
 2. Sourcing process need some changes

Yes NO

60% 40%

3.Interview management of Reliance Retail

Excellent Good Sufficient Needs improvement

13% 20% 33% 34%

27
4. Hiring process in Reliance Retail

Excellent Good Sufficient Needs improvement

16% 27% 40% 17%

5.Question of R-PAT.

Excellent Good Sufficient Needs improvement

50% 27% 17% 6%

28
6. Employee happy with joining formalities.

Yes No

40% 60%

7. Employee happy with the solution of their problem

Yes No

90% 10%

29
Findings

From the above data, we find that the employees are happy with sourcing and hiring process of
Reliance retail. To get the correct data we have interacted with the 30 respondents. The data
shows that through the modern process of reliance, they got the right candidate at right time in
right place with less cost. With the help of our survey we usually able to find that:

1.84% of the employees are happy with recruitment process.

2.60% employees need some changes in recruitment process.

3.66% employees are satisfied with the interview management while 34% require some
changes on it.

4.83% employees are happy with the hiring process of Reliance Retail.

5. 94% candidates feel that the question of RPAT is quite easy.

6.60% candidates are not happy with the joining formalities.

7. 90% employees are happy with the solution of their problem.

30
 SWOT ANALYSIS

STRENGTH
 Punctuality
 Latest technology
 Effective policies
 Brand image
 Transparency
 Fair Selection
 Smooth hiring process
 Organized work culture

WEAKNESS
 High turnover rate
 Short listing of candidate is less focused
 Lack of proper arrangements for candidates
 No proper recording
 Lack of management
 Delay in providing information for hiring
 Selection on the basis of reference

31
OPPORTUNITIES

 More use of software

 Choose candidates through protocol
 Conduction of on line test
 To minimize high turnover rate by selecting the desirous candidate at associate level.

THREATS

 Grievances
 Increasing bargaining power of employees
 Competition
 Political destabilization

32
 CONCLUSION

Recruitment and selection together constitutes employment. Recruitment is the process of

creating pool of talent for the job whereas selection is the screening process for selecting the

best resources available from that created pool of talents i.e. selection starts from the point

where recruitment ends.

Recruitment acts as a link between the employers and job seekers and ensures the placement of

right candidate at the right place at the right time.

Recruitment of candidate is the function preceding the selection, which helps create a pool of

prospective employees for the organization so that the management can select the right

candidate for the right job from this pool. The main objective of recruitment process is to

expedite the selection process.

33
 RECOMMENDATION

With the sort span of time lots of new ideas were observed about recruitment and
selection as per which following recommendations were derived to make the recruitment
process smoother.

 Maintain the list of candidate who are called only for aptitude test.
 Maintain the separate lists of RPAT appearing, qualified as well as not qualified
candidates.
 Kindly check the age and eligibility criteria of a candidate before calling for test. RPAT
questions should be more complicated for executive level.
 One notice board should be placed near the reception mentioning the non qualified
candidates to avoid any confusion.
 Please inform the interviewer Two day before the interview and take exact timing of him.
 One drop box should be placed near the hyper mart.
 Test pattern must be revised and additional topic relating to retail must be added to test

for candidates applying for higher position.

34
 Bibliography and Webliography

Bibliography
 Human resource management - V.S. Rao
 Human resource and personnel management - K. Aswathappa
 Human resource management - Study material of Sikkim Manipal
University

Webliography
 www.ril.com
 www.google.com
 www.reliance.industry.com
 www.ask.com

35