Reliance Fresh

A STUDY ON THE PROCESSES AND CHALLENGES concern IN enlisting FOR RETAIL INDUSTRY WITH RESPECT TO RELIANCE FRESH, BANGALORE (Project Report Submitted in Partial terminus of the requirements of ii year Post Graduate diploma in seam Administration) By Saumya Sinha (Registration no. 2K11058) low the Guidance of Prof. Philcy Philip batch Carmel Institute Of Management Bangalore, 560052 2011-2013 ACK nary(prenominal)LEDGEMENTS I would want to express my sincere thank to senior Juanita, Director and Mr.Michael noneonha, Dean of Management studies, Mount Carmel Institute of Management, for giving me an opportunity to do this purpose. I am immensely thankful to my project guide Prof. Philcy Philip, for her guidance towards the successful completion of the project. I would like to thanks Mr. Jatindra Kumar Mishra, Vice President-HR corporate trust sell Ltd. for giving me an opportunity to do a project in trustingness sell Ltd. Bangalore. I would overly extend my sincere thanks to Mr. Prabir Ku. Jena (HR Manager) and Mr Nagendra Kumar (HR Manager) of RELIANCE RETAIL for their valu competent suggestions and choke off with come on the project.I would in any case extend my gratitude to Mr. Solomon Jayakumar, who has dished me in this project. I wish to thank the Management and staff of assurance who have extended their co-operation in providing me in all the information required for preparing this project. Finally, I am thankful to my Family and Friends for having helped me in variant ways in successful completion of this project die. Saumya Sinha Mount Carmel Institute of Management BangaloreGuide enfranchisement Certified that the dissertation is establish on an Original Project Study conducted by Miss. Saumya Sinha downstairs my guidance. This project report has not formed a basis for the award of all other Degree/ parchment of the Institute or any other University. Director Signature Guide Signature (Sr. Juanita) (Prof. Philcy Philip) Declaration I, Saumya Sinha solemnly claim that this Project report on A Study on the off imbedes and argufys involved in enlisting for sell indus strain with respect to assurance Fresh, Bangalore has been compiled by me and has not been copied from any student researcher/employee in any university/institution/ ecesis or any other site of distance learning under my k straight offledge. I have duly ac bangledged the ancestrys of primary data w here(predicate)ver they have been social occasiond in the project. Saumya Sinha PGDBA Mount Carmel Institute Of Management, Bangalore CONTENTS SR. none Topics covered Page no. Chapter 1 Introduction & metaphysical moxieground of the Topic 11-20 Chapter 2 look Design 21-24 Chapter 3 connection write 25-33 Chapter 4 charm of Data, summary and Evaluation 34-74 Chapter 5 Summary of Findings, Conclusions and Suggestions 75-82 Bibliography 83 Annexure 84-87 LIST OF display boardS TABLE no TOPICS COVERED rapscallion no 1. Method adop ted by confidence to consultation prospects 35 2. Type of enlisting preferable in trust 37 3. trial runs used during the run of enlisting 39 4. Factors which influence the recruitment summons in conviction 41 5. Technological support for the wait on of recruitment 43 6. darn interpreted by HR managers to forgather the go at p arntage level 45 7. Back by percentage of views after being offered 47 8. Biggest challenge set ab surface by the organic law in the routine of recruitment 49 9. close(prenominal) master(prenominal) reason for friction 51 10. Solution for attrition in the constitution 53 11. raceal(a) duration of CSAs in the system of rules 55 12. Information more than(prenominal) or slight the va batchcy in the presidential term 57 13. Time spent by CSAs for the process of recruitment 59 14. Problems confront by CSAs during the process of recruitment 61 15. Satis concomitantion level of CSAs with the recruitment forge 63 16. de fecateing duration of Ex-CSAs in the shaping 65 17. chief(prenominal) reason behind loss the organization 67 18. Aw arness of excogitate profile at the prison term of spliffing 69 19. Work environment is cheeseparing or not 71 20. Willingness to join the organization 73 LIST OF mapS SR. zero(prenominal) TOPICS COVERED PAGE NO. 1. Method adopted by cartel to source chances 36 2. Type of recruitment preferred in credit 38 3 Tests used during the process of recruitment 40 . Factors which influence the recruitment process in Reliance 42 5. Technological support for the process of recruitment 44 6. Time fritter awayn by HR managers to woof the gap at fund level 46 7. Back out percentage of dejectiondidates after being offered 48 8. Biggest challenge face by the organization in the process of recruitment 50 9. Most important reason for attrition 52 10. Solution for attrition in the organization 54 11. piece of seduceings duration of CSAs in the organiza tion 56 12. Information about the va ejectcy in the organization 58 13. Time spent by CSAs for the process of recruitment 60 14. Problems faced by CSAs during the process of recruitment 62 15. Satisfaction level of CSAs with the recruitment mental process 64 16. work duration of Ex-CSAs in the organization 66 17. Main reason behind leaving the organization 68 18. Aw beness of transmission line profile at the conviction of joining 70 19. Work environment is good or not 72 20. Willingness to rejoin the organization 74 CHAPTER 1 creation INTRODUCTION Human Resource management is a function that helps managers recruit, select, train and develop members for an organization. enlisting is an important part of an organizations benignant p filename extension planning and their competitive strength. Competent benevolent elections at the proper surveys in the organization be a vital imagery and hindquarters be a core ability or a strategic advantage for it. The objecti ve of therecruitmentprocess is to obtain the numerate and flavor of employees that eject be selected in methodicalness to help the organization to achieve its goals and objectives. With the same objective, recruitmenthelps to make believe a pool of prospective employees for the organization so that the management washbowl select the right potentiometerdidate for the right job from this pool.enlistingacts as a link between the employers and the job seekers and ensures the placement of right roll in the haydidate at the right place at the right time. In this competitive ball-shaped world and change magnitude flexibility in the labour securities manufacture,recruitmentis sui slacken more and more important in either(prenominal) condescension. Therefore,recruitmentserves as the first step in ful executeing the needs of organizations for a competitive, motivated and flexible human choice that can help achieve its objectives. PURPOSE AND IMPORTANCE OF RECRUITMENT * Attrac t and encourage more and more candidates to restrain in the organisation. Create a giving pool of candidates to enable the excerption of surmount candidates for the organisation. * Determine surrender and future requirements of the organization in conjunction with its personnel planning and job digest activities. * recruitment is the process which links the employers with the employees. * Increase the pool of job candidates at minimum cost * suspensor increase the success rate of weft process by decreasing number of visibly under equal or overqualified job applicants. * Help reduce the probability that job applicants once recruited and selected will make the organization unless after a short period of time. examine the organizations legal and social obligations regarding the root word of its workforce. * Increase the pool of job candidates at minimum cost. * Begin identifying and preparing potential job applicants who will be appropriate candidates. * Increase organiza tional and individual effectiveness in short term and long term. * Meet the organizations legal and social obligations regarding the compositions of its workforce. SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources internal and outside sources.The sources within the organisation itself (like transfer of employees from angiotensin converting enzyme department to other, promotions) to fill a position are cognize as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc. ) are known as the foreign sources of recruitment. SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT1. TRANSFERS The employees are transferred from iodine department to another correspond to their efficiency and experience. 2. PROMOTIONSThe employees are promoted from one department to another with more benefits and greater responsibility establish on eff iciency and experience. 3. Others areupgrading and demotionof present employees according to their process. 4. Retired and Retrenched employees may as well be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and cost of the organisations as the people are already awake of the organisational culture and the policies and procedures. 5.The dependents and relatives ofdeceased employees and disabled employees are also through with(p) by many companies so that the members of the family do not grow dependent on the mercy of others. EXTERNAL SOURCES OF RECRUITMENT1. PRESS ADVERTISEMENTS Advertisements of the emptiness in latespapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, health check Colleges etc. are a good source of recruiting well qualified exe kinkives, engineers, medical staff etc.They yield facilities for campus audiences and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy tights perform recruitment functions on behalf of node companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.Recruitment ProcessThe recruitment and selection is the study function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows 1. call vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. specify interviews 7.Conducting interview and closing devisingThe recruitment process is immediately followed by the selection process i. e. the last interviews and the decision making, conveying the decision and the appointment formalities. RECRUITMENT POLICY OF A COMPANYIn todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place right away.COMPONENTS OF THE RECRUITMENT POLICY * The general recruitment policies and equipment casualty of the organization * Recruitment services of consultants * Recruitment of temporary employees * Unique recruitment situations * The selection process * The job descriptionsFACTORS AFFECTING RECRUITMENT POLICY * Organizational objectives * Personnel policies of the organization and its competitors. * Government policies on reservations. * favourite(a) sources of recruitment. * Need of the organization. * Recruitment costs and financial implications. RECENT TRENDS IN RECRUITMENT The following trends are being seen in recruitmentOUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A society may pee-pee required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization andcreating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.In turn, the outsourcing firms or the intermediaries scoot the organisations for their services. Advantages of outsourcing are * Company need not plan for human resources overmuch in advance. * Value creation, usable flexibility and competitive advantage * turning the managements focus to strategic level processes of HRM * Company is free from net income negotiations, weeding the unsuitable resumes/candidates. * Company can save a lot of its resources and timePOACHING/RAIDINGBuying talent (rather than maturation it) is the latest mantra being followed by the organisations today.Poaching means employing a competent and experienced person already workings with another reputed company in the same or different industry the organisation might be a competitor in the industry. A company canattract talent from another firm by offer attractive behave packages and other terms and conditions, better than the current employer of the can didate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors set about the virtually severe brunt of poaching today.It has become a challenge for human resource managers to face and admit poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.Advantages of recruitment are * Low cost. * No intermediaries * Reduction in time for recruitment. * Recruitment of right epithet of people. DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONBoth recruitment and selection are the t wo phases of the employment process. The differences between the two are * Recruitment is the process of searching the candidates for employment and stimulating them to expend for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for slothful posts. The basic purpose of recruitments is to induce a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. * Recruitment is a positive process i. e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most su itable candidate through various interviews and tests. HR CHALLENGES IN RECRUITMENTRecruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals handling the recruitment function of the organisation- are always facing new challenges.The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few eld, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices. like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitme nt. They have to face and conquer various challenges to find the best candidates for their organisations. ATTRITIONWhat is Meant by corrasion Rate? The term attrition rate can be defined as A reduction in the number of employees through retirement, resignation or death. It denotes the percentage change in the labour force of an organization. senior high percentage of labour turnover is not desirable for the organization because new workers are engaged in place of the workers who left(a) the organization. Why do Employees Leave the Organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main task here is that employees are moved from one location to another location on with their family. But this caper is countern care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career developing. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other organization where they can digest opportunities for growth.One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also trusty for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours et al. 0% of employee turnover can also be attributed to the mistakes during hiring process (Harvard Business Review). Other factors inc lude accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions direct to strained work relationships with the employer lack of security of employment et al also contribute for higher attrition rateAttrition rate is calculated as under A. Manpower at the line of the year add number of people recruited during the year less number of employees resigned. B.Take the average of the manpower at the beginning of the year and the result of A in a higher place. C. Divide the number of employees resigned during the year by B in a higher place. In appendix to the in a higher place you may go through the exit interview forms of the employees resigned and use information from the research. You may also contact a sample (10%) of the people who resigned 6 months or earlier, send them exit interview form again and see if the reason for change is the same as stated earlier. Further, you may design the exit interview form as qu estionnaire and send to the sample.CHAPTER 2DESIGN OF THE STUDYINTRODUCTION TO THE SUBJECTRecruitment is of the crucial roles of the human resource professional. The level of performance of an organization depends on the effectiveness of its recruitment function. Organization has developed & follows recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned & practical to attract more & good talent to apply in the organizationRecruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.For some components of the recruitment process, mid- and large- size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the c ompetitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.In this competitive global world and change magnitude flexibility in the labour market,recruitmentis becoming more and more important in every business. Therefore,recruitmentserves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Technically speaking, the functions of recruitment precedes the selection function and it includes only develop the sources of prospective employees and attracting them to apply for jobs in their organization. whereas selection is the process of finding out the most suitable candidates to the jobs out of the candidates attracted. STATEMENT OF THE PROBLEMThe company is facing a comparatively high rate of ATTRITION peculiarly in its Reliance fresh interposes, so a continuous recruitment of the eligible candidate is done to meet the standards. Moreover with the growth of the economy the company is also growing as many stores are being opened all over India so recruitment of right person with right skills for the right job has become very important.SCOPE OF THE STUDYThe scope of the study was extended to all the stores of Bangalore in Karnataka, India through calls and e-mails for the recruitment of customer service associates (CSAs) of opinion retail. The main study was extended to the RELIANCE FRESH instalment at Richmond road, Bangalore. OBJECTIVES OF THE STUDY * To study the recruitment process involved in the organization. * To study the employees scholarship towards the recruitment process * To lose it the challenges faced by the organization in recruitment * To study the major reasons for high attrition rate in Reliance Fresh, Bangalore. a * To give suggestions for progress of recruitment proc ess in Reliance Fresh, Bangalore METHODOLOGY The data was collected from the primary & secondary sources. Tools and techniques for ingathering of dataPrimary data collecting Primary data was collected from HR managers , Customer Service Associates(CSAs) who are currently working at various stores of reliance fresh in Bangalore and Ex-CSAs through questionnaire and telephonic interview. Secondary data collectionSecondary data was collected through HRM books, journalsand internet. This data was graphically represented and analysed.The findings are summarized and suggestions have been do. sample distribution PLANConvenience sampling was used. Sample size for this project was ampere-second which included 40 Customer Service Associates, 40 Ex-CSAs and 20 HR managers of Reliance. PLAN OF ANALYSISSimple ploughshares have been calculated on the basis of response original from questionnaire to analyse the data. LIMITATIONS OF THE STUDY * The sample size may be comparatively small com pared to the population and in that respect are chances that it may not represent the whole population. * The time and cost factors may affect the size of the sample. Every possibility of biased user opinion * Most of the samples was collected during the office time. So in that respect will be a chance of receiving some wrong responses due to workload from the respondentsOVERVIEW OF CHAPTER SCHEMEChapter 1 IntroductionThis chapter includes an access to HRM, recruitment process and challenges. Chapter 2 Design of the studyThis Chapter includes a brief introduction of the subject background, statement of the problem, methodology, sampling plan, tools and techniques for collection of data, plan of analysis, limitations and an overview of chapter scheme.Chapter 3 Profile of the companyThis chapter contains a assoil profile of the organization in terms of history, the nature of its business, products or services, its competitors, turnover, number of branches, staff pattern, vision , mission and nourishs of Reliance retail with reference to research topic. Chapter 4 Analysis & interpretation of dataThe chapter contains an analysis of the primary data in nisus with the objectives of the study. Each question is followed by explanations and inferences.The analysis is also supported by tables and graphs. Chapter 5 Summary Of Findings, Conclusions & suggestionsThis chapter provides a summary of the findings, conclusion drawn from the findings & also suggestions. It would also contain the Bibliography & AnnexureCHAPTER 3PROFILE OF THE COMPANYThe India retail industry is the largest among all the industries, intelligence service report for over 10 per cent of the countrys GDP and around 8 per cent of the employment.The sell Industry in India has come forth as one of the most dynamic and fast paced industries with some(prenominal) players entering the market. But all of them have not yet tasted success because of the heavy initial investments that are required t o break even with other companies and compete with them. The India Retail Industry is gradually inching its way towards becoming the next boom industry. The total concept and idea of shopping has undergone an attention drawing change in terms of format and consumer buying behaviour, ushering in a revolution in shopping in India.Modern sell has ente4red into the Retail market in India as is observed in the form of bustling shopping centres, multi-storied malls and the coarse complexes that offer shopping, entertainment and food all under one roof. Retailing includes all activities involved in selling goods or services directly to final consumers for personal, non-business use. A retailer or retail store is any business enterprise whose sales volume comes primarily from retailing. each organization selling to final consumers-whether a manufacturer, wholesaler or retailer-is doing retailing.It does not matter how the goods or services are sold (by person, mail, call off, pitch ma chine or internet) or services are sold (in store, on the street, or in consumers home). RELIANCE INDUSTRIES LTDThe Reliance mathematical group, set uped by Dhirubhai H. Ambani (1932-2002), is Indias largest private sector enterprise, with businesses in the energy and materials value chain. Groups annual revenues are in excess of US$ 58 billion. The flagship company, Reliance Industries Limited, is a end Global 500 company and is the largest private sector company in India.Backward vertical integration has been the hind end of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of sweptback vertical integration- in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production to be fully integrated along the materials and energy value chain. The Groups activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (p olyester, fibre intermediates, plastics and chemicals), textiles, retail, infotech and special economic zones.Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten producers in the world in major petrochemical products. Major Group Companies are Reliance Industries Limited, including its subsidiaries and Reliance Industrial Infrastructure Limited. WORDS BY THE FOUNDER- outgrowth has no limit at Reliance, I keep revising my vision. Only when you dream it, you can do it * *VISIONThrough sustainable measures, create value for the nation, enhance quality of life across the spotless socio-economic spectrum and help spearhead India as a global leader in the domains where we operate. MISSION Create value for all stakeholders Grow through innovation Lead in good governance practices Use sustaunfitness to flummox product development and enhance operational efficiencies. Ensure energy securit y of the nation Postal untaught prosperity VALUES Our growth and success are based on the ten core set of care, citizenships fairness honesty, integrity, purpose fullness, respect, responsibility, safety and trust.RELIANCE BELIEVES IN GROWTH THROUGH COMMITMENTS AND THEREFORE CARES about(predicate) Quality Research & Development Health, Safety & surround Human Resource Development Energy Conservation Corporate Citizenships ABOUT RELIANCE RETAIL LIMITED Reliance Retail, Ltd. is a subsidiary company ofReliance Industries. Founded in 2006 and based inMumbai, it is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implements and inputs.The companys outlets also provide vegs, fruits, and flowers. It focuses on consumer goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being products, as well as on educational products and services. SUBSIDIARIES OF RELIANCE RETAIL LIMITED Reliance Fresh Retail Outlets of fruits, Vegetables & Groceries. Reliance Digital Consumer Electronics retail Store Reliance Jewels Jewellery Reliance Time Out feelingstyle store of Books, Music, Movies, Toys, Gaming, Fragrances, Stationary. Reliance Trends Apparel and ClothingReliance Footprints Limited Reliance Brand Limited Reliance styles India Limited Reliance Home Products Limited FOUNDED 29th of September 1988 As Chembur Patalganaga Pipelines Limited(CPPL) then in manifest it was rename as Reliance Industrial Infrastructure. HEADQUARTER Mumbai KERY PEOPLE Mukesh Ambani( CMD) With a vision to generate inclusive growth and prosperity for farmers, vendor partners, small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL, was set up to lead Reliance Groups foray into make retails.Since its inception in 2006, Reliance Retail Limited (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. Reliance Retail continued to expand presence of its value and specialty formats. During the year, Reliance Retail opened 90 new stores spanning across value and specialty segments.In-store initiatives, wider product choice and value merchandising enabled the business to achieve big-chested growth during this period. Its presence in the optics business is in partnership with Grand Vision. 51 new stores were added during FY-11 victorious the total presence to degree centigrade stores across key markets in the country. The retail chain offers wholeness brand name optical products including Vision Express frames, lenses, contact lenses, sunglasses, terminations and accessories. For the very first time, consumers in India got the opportunity to experience Hamleys, w hich is considered to be the worlds most wonderful toy shop.The brand was introductioned in India with opening up of 2 stores during the year. Reliance Brands also announced exclusive licensing arrangement with two leading international brands Steve Madden, a leading designer, wholesaler and retailer of fashion-forward footwear and accessories for women, men and children. Quiksilver, a leading outdoor sports lifestyle company to launch their core brands Quiksilver and Roxy. Across India, reliance Retail serves over 2. 5 million customers every week. Its loyalty programme, Reliance One, has the patronage of more than 6. 75 million customers. * Dhirubhai H. Ambani Founder Chairman Reliance Group celestial latitude 28, 1932 July 6, 2002 Dhirubhai Ambani founded Reliance as a textile company and led its evolution as a global leader in the materials and energy value chain businesses. He is credited to have brought about the integrity cult in India in the late seventies and is regarded as an icon for enterprise in India. He epitomized the spirit dare to dream and learn to excel. The Reliance Group is a living testimony to his mulish will, single-minded dedication and an unrelenting commitment to his goals. * PRODUCTS & BRANDSThe Company expanded into textiles in 1975. Since its initial public offering in 1977, the Company has expanded rapidly and integrated backwards into other industry sectors, most notably the production of petrochemicals and the refining of crude oil. The Company from time to time seeks to further diversify into other industries. The Company now has operations that span from the exploration and production of oil and gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals and unreal textiles and fabrics.The Companys major products and brands, from oil and gas to textiles are tightly integrated and benefit from synergies across the Company. Central to the Companys op erations is its vertical backward integration strategy raw materials such as PTA, MEG, ethylene, propylene and normal alkane that were previously imported at a higher cost and subject to import duties are now sourced from within the Company. This has had a positive effect on the Companys operating margins and interest costs and decreased the Companys pictorial matter to the cyclicality of markets and raw material prices.The Company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines and in providing a competitive advantage. The Companys operations can be classified into four segments namely Petroleum Refining and Marketing business Petrochemicals business vegetable oil and Gas Exploration Production business Others The Company has the largest refining capacity at any single location. The Company is Largest producer of Polyester Fibre and Yarn 5th largest producer of Paraxylene (PX) 5th largest producer of Polypropylene (PP) th largest producer of Purified Terephthalic Acid (PTA) and Mono Ethylene Glycol (MEG) * * HISTORY * The Reliance Retail had to face various difficulties before the launch of Reliance fresh, because of the various circumstances preponderant in Orissa, West Bengal and UP, along with the news focusing on the dearth of vegetables and fruits stocks. The retail business of Reliance then minimized its exposures in vegetable and fruit business, as a result established Reliance fresh positioning a slender super market play focusing on various categories like IT, consumer durables, home FMCG and food. * The retail company of Reliance may not supply the vegetables and fruits in a few states, the Reliance Fresh firm to not race with local wholesalers party because of the political reasons as well as its incapability to maintain a healthy supply chain. * GROWTH Reliance Industries Limited Growth is Life * The first ever Reliance Fresh store was established in Hyderabad, wh erein the company, mainly focused on the fresh produced vegetables and fruits at comparatively low price along with an introduction of farm to fork theory. * This was the idea, which was expect by the company was to take the supply direct from the farmers and then sell straightaway to the consumers removing the middle-men off the vanquish track. Reliance introduced several formats in the marketplace to cater to needs of common people, which includes Reliance Fresh, Reliance super, Reliance Footprint, Reliance Timeout, Reliance Jewels, Reliance wellness, Reliance Mart and Reliance Digital, to name a few. In addition to this, the Reliance Retail also entered into a treaty with Apple, which is a leading Information Technology company, to set up a series of Apple enduringness Outlets branded as 1Sotre, with its first ever store in Bangalore. * With an idea to produce inclusive prosperity and growth of farmers, consumers, small shopkeepers and vendor partners, Reliance Retail was set u p in tack together to lead the foray of Reliance Group into an organized retail. A typical Reliance Fresh store is pproximately 3000-4000 square feet and caters to a catchment area of 23km. after launch, in a dramatic shift in its positioning and mainly due to the circumstances prevailing in UP, West Bengal and Orissa, it was mentioned recentlyin news dailies that Reliance Retail is moving out of stocking fruits and vegetable. Reliance Retailhas decided to minimise its exposure in the fruit and vegetable business. The company may not stock fruit and vegetables in some states.Though Reliance Fresh is not exiting the fruit and vegetable business altogether, it has decided not to compete with local vendors partly due to political reasons, and partly due to its inability to create a robust supply chain. This is quite different from what the firm had originally planned. When the first Reliance Fresh store opened in Hyderabad last October not only did the company say the stores main focu s would be fresh produce like fruits and vegetables at a much lower price, but also rundle at length about its farm-to-fork theory.The idea the company spoke about was to source from farmers and sell directly to the consumer, removing middlemen out of the way. Reliance Fresh, Reliance Mart, Reliance Digital, Reliance Trends, Reliance Footprint, Reliance Wellness, Reliance Jewels, Reliance Timeout and Reliance Super are various formats that Reliance has rolled out. In addition, Reliance Retail has entered into an alliance with Apple for setting up a chain of Apple Specialty Stores branded as I Store, starting with Bangalore. OPPORTUNITIES IN INDIAN ORGANIZED RETAIL SECTORThe opportunities in Indian organized retail sector are many for this sector is witnessing a boom. The Indian retail industry in amounted to US$ 200 billion in 2006, and out of this amount the amount the amount the Indian organized retail sector amounted to US$6. 4 billion. The opportunity in Indian organized retail sector can be judge from the fact that by 2010 it is expected to rise to US$23 . The Indian governments in 2005 allowed foreign direct investment (FDI) in single brand retail to 51%.These have opened up a lot of opportunities in India organized retail sector. In fact 325 departmental stores, 300 new malls and 1500 super markets are being built which shows the tremendous opportunities in organized retail sector in Indian have entered in. reliance industries limited is targeting for annual sale of US$25 billion by 2011. It is planning to invest US$6 billion in severalize to open 1,500 supermarkets and 1000 hyper markets. Bharti telecoms is palling a joint venture with Telco a global retail giant star worth 750 million. CHALLENGES OF RETAILING IN INDIA In India the Retailing industry has a long way to go, and to become a truly flourishing industry, retailing needs to cross the following hurdles * The first challenge facing the organized retail sector is the competition from unorgani zed sector. * In retail sector, Automatic thanksgiving is not allowed for foreign investment. * Taxation, which favors small retail businesses. * Developed supply chain and integrated IT management is remove in retail sector. * overlook of trained work force. * Low skill level for retailing management. * inbuilt complexity of retailing- rapid price changes, threat of product obsolescence and low margins. Organized retail sector has to pay huge taxes, which is negligible for small retail business. * Cost of business operations is very high in India. RECRUITMENT PROCESS AT RELIANCE RETAIL CUSTOMER SERVICE ASSOCIATES 1. Sourcing of prospects 2. Interview Schedule 3 . get hold ofed Candidates are registered. 4. Offer Generation 5. Joining Formalities 6. Training REGISTRATION OF CANDIDATE R Select R MTAS Recruiter Register Candidates-All the details are filled and registration no. is generated Again RMTAS Recruiter Enter Candidate Data-Save the details Now Interview Rating Sheet is filled and saved. RMTAS Offer Process Offer- Registration No. long with Store code is inserted. Requisition No and Position No. is inserted along with Date of Joining, Location, social class and Salary are mentioned and offer is finally generated. later on this medical details are maintained. PF form along with Application Form is printed Joining Formalities On Boarding CHAPTER 4 ANALYSIS & INTERPRETATION OF data TABLE NO. 1 Method Adopted by Reliance to Source Candidates No. Of Respondents (HR Managers) theatrical role Employee Referral 4 20 Campus Recruitment 2 10 Advertising 1 5Recruitment Agencies 2 10 speculate Portals 1 5 Walk-In 1 5 All 9 45 integrality 20 100 Analysis It can be analysed from the above table that 20% of the HR managers adopted employee referral to source candidates, 10% adopted campus recruitment and recruitment agencies to source candidates and 5 % through qualifying Ins and advertisements and 45% adopted all methods to source candidates. CHART NO . 1 Method Adopted by Reliance to Source Candidates deduction It can be inferred from the above graph that majority of HR managers adopted employee referral, campus recruitment, advertisements and manner of walking in to source candidates which is good for the company in terms of selecting the right candidate for the job TABLE NO. 2 Type Of Recruitment Preferred in Reliance No. Of Respondents (HR Managers) dower inwrought Source 5 25 External Source 5 25 Both 10 50 intact 20 100 Analysis 5% of respondents felt that the type of recruitment preferred in reliance is from internal sources whereas another 25% felt it is from external sources but 50% felt that reliance prefers twain external and internal sources to recruit candidates. CHART NO. 2 Type Of Recruitment Preferred in Reliance Inference It is inferred from the above graph that majority of respondents felt that reliance fresh prefers both internal sources and external sources to recruit the right candidates which is highly appreciated TABLE No. 3 Tests utilise During The Process Of Recruitment No. f Respondents (HR Managers) function Written tests 5 5 Aptitude Test 2 10 Personal Interview 1 5 psychometric Test 2 10 All 10 50 Total 20 100 Analysis It can be analysed from that above table that 5% of the HR managers uses written tests and PI to judge the candidates, 10% managers told that they use aptitude and psychometric tests to judge and 50% managers told that they conduct all the mentioned tests to judge the candidates.CHART No. 3 Tests Used During The Process Of Recruitment Inference It can be inferred from the above chart that HR managers in Reliance conduct all types of tests to judge the candidates capabilities before hiring them which is beneficial for the company. TABLE NO. 4 Factors Which Influence The recruitment Process in Reliance No. Of Respondents (HR Managers) Percentage Based on experience 2 10 Based on reserve 5 25 HR Policies of the company 4 20 All The Above 9 45 Total 20 100 AnalysisIt can be analysed from the above table that 10 % of the HR managers considers experience as one of the factors which influences recruitment process in Reliance while, 25% and 20% managers considers qualifications and HR policies of the company respectively as the important factors and 45% of them told that is based on all the above mentioned factors. CHART NO. 4 Factors Which Influence the recruitment Process in Reliance Inference From the above chart, it can be inferred that candidates experience, qualifications and the HR policies of the company are the various factors which influences the recruitment process of Reliance.TABLE No. 5 Technological Support For The Process Of Recruitment No. of Respondents(HR managers) Percentage Telephone 4 20 flick Conferencing 2 10 Online Support 14 70 Any Other 0 0 number 20 100 Analysis It can be analysed from the above table that 70% of the HR managers use online support for the process of recruitment while 20 and 10% managers esp ectively told that it is also done through telephone and video conferencing. CHART No. 5 Technological Support For The Process Of Recruitment Inference It can be inferred from the above chart that reliance uses online support in the process of recruitment which is helpful in recruiting the large mass of people without any chaos. TABLE No. 6 Time Taken By HR Managers to Fill The gap At Store Level No. Of Respondents (HR Managers) Percentage 1day 3 15 1-3 days 14 70 7 days 3 15 -15 days 0 0 TOTAL 20 100 Analysis It can be analysed from the above table that 70% of the HR managers told that gap at the store level is filled maximum within 1-3 days while 15 % of them told that it either takes 1 day or 7 days to fill the gap. CHART No. 6 Time Taken By HR Managers to Fill The gap At Store Level Inference So it can be inferred from the above chart that HR managers hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing fine job. TABLE NO. 7 B ack Out Percentage Of Candidates After Being Offered No. Of Respondents %age 1-5% 16 80 5-10% 3 15 10-15% 2 10 15-20% 0 0 TOTAL 20 100 Analysis It can be analysed from the above table that 80% of the HR managers told that back out percentage of the candidates after being offered is 1-5% and 15% told that it is 5-10% while 10% managers told that is around 10-15%. CHART NO. 7 Back Out Percentage Of Candidates After Being Offered InferenceIt can be inferred from the above chart that back out percentage of the candidates are between 1-5% after being offered which should be lessen in order to retain the employees. TABLE NO. 8 Biggest Challenge Faced By the organization in the process of recruitment No. Of Respondents (HR Managers) Percentage Attrition 16 80 Availibility of manpower 4 20 Skilled people 0 0 Salary Issues 0 0 TOTAL 20 100Analysis It can be analysed from the above table that 80% of the HR managers consider attrition as the biggest challenge faced by the organization, whil e 20% of them told that availability of man power is also the problem that company faces. CHART NO. 8 Biggest Challenge Faced By the organization in the process of recruitment Inference It can be inferred from the above figure, that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. TABLE NO. 9 Most Important Reason For Attrition No.Of Respondents (HR Managers) Percentage Lack of proper Work environment 0 0 Remuneration is not according to skills 9 45 Lack of job rotations 6 30 No lateral or vertical growth 0 0 lack of motivation 0 0 Salary and cut throat competition 5 25 TOTAL 20 100 Analysis It can be inferred from the above table that 45% of the managers feels remuneration is the most important reason for attrition, 30% of them told that lack of job rotation is must be the important reason for attrition while 25% of them told that salary and cut throat competition is the most important reason for attrition.CHART NO. 9 Most Important Reason For Attrition Inference It can be inferred from above chart that according to the HR managers of reliance the remuneration along with the salary and cut throat competition are the most important reason for attrition in the company. TABLE NO. 10 Solution For attrition in the Organization No. of Respondents(HR Managers) Percentage Bring the challenges in the work environment 4 20 Provide development and skill training 8 40 draw rein and solve employees issues in real time 7 35Create a preference based reward system 1 5 TOTAL 20 100 Analysis It can be analysed from the above table that 40% of the HR managers believe that providing development and skills training to the employees can be the solution for attrition, 35% of them told that tackling and solving the employees issues in real time can be the solution while 20% of the managers suggested that bringing some changes in the work environment can be helpful and 5% thinks that creating a performance based reward system can be the solution for attrition. CHART NO. 0 Solution For attrition in the Organization Inference It can be inferred from the above chart that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. TABLE NO. 11 Working duration of CSAS in the organization No. Of Respondents(CSA) Percentage less(prenominal) than 6 months 7 17. 5 More than 6months 15 37. 5 1 year 10 25 More than a year 8 20 TOTAL 40 100 Analysis It can be analysed from the above table, that 37. % of the CSAs are working in the company for more than 6 months but less than a year, 25% of them told that they are working from past one year, 17. 5% of the CSAs told they are working from last 6 months and only 20% of the CSAs are in the organization for more than a year. CHART NO. 11 Working duration of CSAS are working in the organization Inference It can be inferred from above chart that only 20 % of the CSAs are in the organization for more than a year and so it is necessary for the company to take some steps in order to retain the employees for a longer period of time.TABLE NO. 12 Information about the vacancy in the organization No. Of Respondents(CSA) Percentage job Portals 3 7. 5 Reference 8 20 Leaflets 4 10 Advertisements 5 12. 5 Word Of Mouth 20 50 Any other Please Specify 0 0 TOTAL 40 100 Analysis It can be analysed from the above table that 7. 5% of the CSAs came to know about the vacancy in the organization from job portals, 20% of them told they came from reference, 10% told they got leaflets, 12. % came to know through advertisements and 50% of the CSAs told that they came here by listening from their friends and relatives. CHART NO. 12 Information about the vacancy in the organization Inference It can be inferred from the above that most of the people come to know through family and friends which is good but the company should do more advertisement to attract large number of people. TABLE NO. 13 Time Spent by CSAs For the process of recruitment No. Of Respondents(CSA) Percentage Less than 1 Day 5 12. 5 1 Day 5 12. 5 1-2 days 25 62. 5 More than 3 days 5 12. TOTAL 40 100 Analysis It can be analyzed from the above table that 12. 5% of the CSAs told it takes less than a day to complete the whole process 12. 5 of them told that it takes 1 day and 3 days respectively and 62. 5 % of the CSAs told that it takes 1-2 days in the whole process of recruitment. CHART NO. 13 Time Spent by CSAs For the process of recruitment Inference It can be inferred from the above chart that the candidates have to egest more than one whole day during the entire process of recruitment. TABLE NO. 14 Problems faced by CSAs during the process of recruitment No. Of Respondents(CSA) Percentage Communication 5 12. 5 Documents infallible 10 25 Time Involved 20 50 Managers port 2 5 Any Other Please Specify 3 7. 5 TOTAL 40 100 Analysis It can be analysed from the above figur e that 12. 5% of the CSAs considers communication as one of the problem faced by them at the time of recruitment 25% of them told documents required is one of the problem , 5% told managers behaviour and 50% of the CSAs considers time as the biggest problem they come through while recruitment.CHART NO. 14 Problems faced by CSAs during the process of recruitment Inference It can be inferred from the above chart that the time involved is the biggest problem faced by CSAs during the process of recruitment which needs to be shorten. TABLE NO. 15 Satisfaction level of CSAs with the recruitment Process No. Of Respondents(CSA) Percentage Highly Satisfied 5 12. 5 Satisfied 15 37. 5 Neutral 18 45 Dis contented 2 5 Highly Dissatisfied 0 0 TOTAL 40 100 Analysis It can be analysed from the above table that 12. % are highly satisfied with the recruitment process, 37. 5% respondents are satisfied, 45% is neither satisfied nor dissatisfied and 5% respondents are dissatisfied with the recruitment process in Reliance Fresh. CHART NO. 15 Satisfaction level of CSAs with the recruitment Process Inference It can be inferred from the above chart that majority of CSAs are neither satisfied nor dissatisfied with the recruitment process. None of the CSAs are highly dissatisfied with the process until now there is scope for improvement of recruitment process in reliance fresh. TABLE NO. 6 Working duration of Ex-CSAs in the organization No. Of Respondents(Ex-CSAs) Percentage Less than 6 months 10 25 More than 6 months 18 45 1-2 years 7 17. 5 More than 2 years 5 12. 5 TOTAL 40 100 Analysis It can be analysed from the above figure that 45% of the Ex-CSAs told they have worked for more than 6 months, 17. 5% of them have worked for 1-2 years, 25% have worked for less than 6 months and 12. 5 % Ex-CSAs have worked for more than 2 years. CHART NO. 16 Working duration of Ex-CSAs in the organization InferenceIt can be inferred from the above chart that majority of CSAs have worked for more th an 6 months,which implies the need to change the HR policies and practices to improve employee retention. TABLE NO. 17 Main Reason Behind Leaving the Organization No. Of Respondents (Ex-CSAs) Percentage Higher Studies 3 7. 5 Got Good Opportunity Somewhere Else 12 30 Due to Salary 23 57. 5 Behavior Of The Store Manager 2 5 Any Other, Please specify 0 0 TOTAL 40 100 Analysis It can be analyzed from the above that 7. % of the Ex-CSAs have left the organization due to higher studies, 30% have left because they got good opportunities somewhere else, while 5% have left the store due to bad attitude of the store manager and 57. 5% of Ex-CSAs told that they have left the organization because they are not satisfied with the salary they are getting. CHART NO. 17 Main Reason Behind Leaving the Organization Inference Therefore it can be inferred from the above chart that most of the CSAs have left the company due to salary. They are remunerative but they are not satisfied with the amount the y are getting.TABLE NO. 18 Awareness Of Job Profile at the time of joining No. Of Respondents(Ex-CSAs) Percentage YES 30 75 NO 10 25 TOTAL 40 100 Analysis It can be analyzed from the above table that 75% of the Ex-CSAs were aware of the job profile at the time of joining while 25% of them are not aware before joining. CHART NO. 18 Awareness Of Job Profile at the time of joining Inference It can be inferred from the above that all the candidates should made aware about the job profile at the time of joining. TABLE NO. 19 Work Environment is good or not No.Of Respondents(Ex-CSAs) Percentage YES 20 50 NO 20 50 TOTAL 40 100 Analysis It can be analysed from the above table that 50% of the Ex-CSAs found the work environment good but 50% of the Ex-CSAs told that it is not that good. CHART NO. 19 Work Environment is good or not Inference It can be inferred from the above chart that work environment is neither very good nor very bad so it can be improved and made more comfortable for worki ng. TABLE NO. 20 Willingness to rejoin the organization No. Of Respondents(Ex-CSAs) Percentage NO 35 87. 5 YES 5 12. 5 40 100Analysis It can be analyzed from the above table that 87. 5% of the Ex-CSAs are not willing to rejoin the organization while only 12. 5% of them told that they can join the organization if they will get the opportunity. CHART NO. 20 Willingness to rejoin the organization Inference It can be inferred from the above chart that most of the left employees will not join the organization again but few can join if they will get the opportunity. CHAPTER-5 FINDINGS, CONCLUSIONS & SUGGESTIONS SUMMARY OF FINDINGS From the above data analysis and interpretation, following are the findings To study the recruitment process involved in the organization. * Reliance follows a particular process for recruitment which is good and is according to the HR policies of the company. * Reliance adopts different processes like employee reference, walk-ins, advertisements for sourcing the candidates which is good in terms of selecting the right candidate for the vacant position. * Reliance uses both the internal and external sources to recruit the candidates. * Reliance uses aptitude tests, written tests, personal Interviews and Psychometric tests to judge the candidates before hiring them. Reliance recruits the candidates based on their experience and qualifications along with the HR policies they have adopted. * To analyse the challenges faced by the organization in recruitment. * HR managers in reliance hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing good job. * It is found that back out percentage of the candidates after being offered is between 1-5% ,which should be lessen in order to retain the employees. * It is also found that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. It is also found that according to the HR managers the remuneratio n and cut throat competition are the most important reason for attrition in the company. * It is also found that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. * To study the employees comprehension towards the recruitment process * It is found that very few CSAs are working in the organization for more than one year and so necessary measures are need to be taken in order to retain the employees for a longer period of time. It is also found that most of the employees come to know about the vacancies in the organization through their family and friends which are good but the company should do more advertisement to attract more people in large number. * It is also found that the candidates have to decease lots of time for the entire process of recruitment. * It is also found that the time involved is the biggest problem faced by CSAs during the process of recruitment. * It is also found that CSAs views are neutral towards the recruitment process so it can be improved and can be made more appropriate. * To study the major reasons for high attrition rate in Reliance fresh * It is found from the analysis that majority of the CSAs have worked for more than six months and then left the company because they want hike in their salary. * Therefore, it can be inferred that most of the CSAs have left the company due to salary. * It is also found that work environment is neither very good nor very bad so it can be improved. * It is also found that most of the Ex-CSAs will not join the organization again but only very few can join if they will get the opportunity.CONCLUSION Human resources are the most overcritical assets of any organization as the organizations success lies in their hands. Recruitment is an important part of an organizations human resource planning and their competitive strength. Recruitment represents the first contact that a company mak es with potential employees. It is through recruitment that many individuals will come to know a company and eventually decide whether they wish to work for it. High quality employees cannot be selected when better candidates do not know of job openings.From my study, it can be concluded that reliance has an effective recruitment and selection process but some improvement still can be done. The process is successful in bringing the right person to the right place as the selection process is strict and ensures that best talent is brought to the company. Reliance hires the employees based on their qualification and experience according to the HR policies which is appreciable. The company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth and reduce the recruitment cost.The major reason for high attrition rate is compensation. Employees working at reliance fr