Submitted to VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

Internship Report On

“AN ANALYTICAL STUDY ON RECRUITMENT AND SELECTION WITH REFERENCE TO MAX RETAIL, BANGALORE” BY SANGARAJU THEJASREE 1NZ14MBA44 Submitted to VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

In partial fulfillment of the requirements for the award of the degreeof MASTER OF BUSINESS ADMINISTRATION Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE Dr. ANJALI RAI Mr. ANTHARYAMI Asst. Professor HR Manager

DEPARTMENT OF MBA NEW HORIZON COLLEGE OF ENGINEERING OUTER RING ROAD, MARATHALLI BANGALORE 2015-2016

Acknowledgement

I take this opportunity to express my gratitude to all those who extended their co-operation and support during the course of this project. I would like to thank Dr. Manjunatha, Principle of New Horizon College of Engineering, Bangalore, for giving me the opportunity to prove my calibre by submitting this project report. I would also thank Dr. Sheelan Mishra, Head of the Department of Management Studies, New Horizon College of Engineering, Bangalore, for her support in completion of this project. I thank my Internal Guide Dr. Anjali Rai for her guidance and support without whom the project would not have been materialized. I also express my sincere appreciation to Mr.Antharyami, Max Retail, Bangalore,for his constant support and for giving the time of his busy schedule for helping out for the completion of the project.

SANGARAJU THEJASREE

LIST OF CONTENTS

Chapter TOPICS Page No

1 INTRODUCTION 1-5

2 INDUSTRY AND COMPANY PROFILE 6-16

3 THEORITICAL BACKGROUND 17-28

4 DATA ANALYSIS AND INTERPRETATION 29-68

5 FINDINGS, SUGGESTION AND 69-74 CONCLUSION

BIBLOGRAPHY 75

ANNEXURE 76-78

LIST OF TABLES

Table No Table Name Page No

4.1 Respondents showing the 30 number of working years in the organization

4.2 Showing the awareness about 32 the employment in MAX

4.3 Showing effective 34 communication given by organization

4.4 Showing if respondents are treated with respect and 36 fairly during recruitment process

4.5 Showing interview process 38 and other selection instruments followed by MAX

4.6 Showing percentage of 40 source of recruitment followed by MAX

4.7 Showing percentage of 42 Internal Recruitment followed by MAX

4.8 Showing percentage of 44 external recruitment followed by MAX

4.9 Showing rating in enrolment 46 and determination Showing percentage of 4.10 Attributes taken into 48 preference for Recruitment and Selection Process

4.11 Showing the percentage for accepting offer in MAX 50

4.12 Showing significant 52 difference of genders with respect to overall satisfaction of Recruitment and Selection through Chi-Square Showing what kind of 4.13 interview process that 54 respondents have undergone

4.14 Showing rating of adequate 56 and qualified after recruitment and selection

4.15 Showing company reputation 58 influencing recruitment and selection process

4.16 Showing rating of 60 attractiveness of job and cost of recruitment

4.17 Showing rating of 62 recruitment goals and philosophy

4.18 Showing rating of 64 Recruitment and selection process usually transparent and objective

4.19 Showing rating of 66 recruitment and selection which are upheld during recruitment and selection process

4.20 Showing variety of tools and 68 methods used for recruitment and selection process

LIST OF CHARTS

Table No Table Name Page No

4.1 Respondents showing the 31 number of working years in the organization

4.2 Showing the awareness 33 about the employment in MAX

4.3 Showing effective 35 communication given by organization

4.4 Showing if respondents are treated with respect and 37 fairly during recruitment process

4.5 Showing interview process 39 and other selection instruments followed by MAX

4.6 Showing percentage of 41 source of recruitment followed by MAX

4.7 Showing percentage of 43 Internal Recruitment followed by MAX

4.8 Showing percentage of 45 external recruitment followed by MAX

4.9 Showing rating in 47 enrolment and determination Showing percentage of 4.10 Attributes taken into 49 preference for Recruitment and Selection Process

4.11 Showing the percentage for 51 accepting offer in MAX

4.12 Showing significant 53 difference of genders with respect to overall satisfaction of Recruitment and Selection through Chi- Square Showing what kind of 4.13 interview process that 55 respondents have undergone

4.14 Showing rating of adequate 57 and qualified after recruitment and selection

4.15 Showing company 59 reputation influencing recruitment and selection process

4.16 Showing rating of 61 attractiveness of job and cost of recruitment

4.17 Showing rating of 63 recruitment goals and philosophy

4.18 Showing rating of 65 Recruitment and selection process usually transparent and objective

4.19 Showing rating of 67 recruitment and selection which are upheld during recruitment and selection process

4.20 Showing variety of tools 69 and methods used for recruitment and selection process

EXECUTIVE SUMMARY

This project is all about Recruitment and selection in MAX retail a unit of Landmark group. The First chapter is all about introduction on internship, Title of the study, Statement of the problem, Objectives of the study, Need of the study, Scope of the study, Review of literature, and Limitations of the study.

The second chapter is all about industry profile and company profile. Industry profile tells about the present and future growth of the company and Company profile tells about the promoter of the company, Vision and Mission, Quality policy, Present and future growth of the company, Infrastructure facilities, and Swot analysis.

The Third chapter contains Theoretical background of the topic i.e., Recruitment and Selection and about HR specialization.

The Fourth chapter contains Data analysis and interpretation which consists of Tables and Graphs.

The Fifth chapter is all about Findings, Suggestions, and Conclusion.

CHAPTER-1

INTODUCTION ON INTERNSHIP

1.1)ABOUT THE INTERNSHIP

Internship or coaching may be a term method of utilizing a scientific and unionized procedure by that the non social control personal gaining sensible and technical data, skills and knowing regarding responsibilities in an exceedingly work place. Generally, associate berth consists of associate exchange of services for expertise between the scholars and also the company associated students may also use associate berth to work out if they need an interest in an exceedingly specific career, produce a network of contacts or gain credit.

This Internship project was done in Max fashion a unit of landmark group, yemaluru titled on “AN ANALYTICAL STUDY ON RECRUITMENT AND SELECTION”. This is the partial completion of my Master’s Degree MBA (HR). As per VTU the duration of the project report is 10 weeks. The enrolment and determination process assumes a crucial part in every last association. The organization can grow only if there is effective manpower It is happen through only effective recruitment process.

1.2)TITLE OF THE STUDY

AN ANALYTICAL STUDY ON RECRUITMENT AND SELECTION IN MAX RETAIL, A UNIT OF LANDMARK GROUP.

1.3)STATEMENT OF THE PROBLEM

The main downside is to effectively match applier skills and interests with entity staffing desires, job necessities, assignments, and tasks in a very manner that complies with each entity goals and objectives and applicable legislation.

1.4) OBJECTIVES OF THE STUDY

 To know whether MAX follow pre-recruitment process or not.  To know the process involved in recruitment and selection process.  To know the media used for recruitment process.  To identify the areas where there is a scope of improvement.

1.5)NEED OF THE STUDY

 To establish the effectiveness of enlisting method within the company.  Helps to boost the success rate of choice method by reducing the amount of visibly below qualified or over qualified applications.  Help scale back the likelihood that job candidates once recruited and hand-picked can have the organization when a brief amount of your time.  The general purpose of enlisting is to produce gaggle doubtless qualified job candidates.

1.6)SCOPE OF THE STUDY

 The study is only limited to MAX employees.  This project was conducted in Bangalore geographical region.  The project was needed to find out the implementation and effectiveness of recruitment and selection process with reference to MAX.  The project needs to find out the upcoming modern techniques of recruitment. 1.7 METHODOLOGY ADOPTED

1.7.1 DATA COLLECTION

There are two forms of collecting data.

PRIMARY DATA

Data is collected from primary source is through questionnaire and observation. The employees from whom the questionnaire was collected are as follows:

 CRE, Sr.CRE  Cashier, Sr.Cashier  LMR Executive  Department Manager  Store Manager

SECONDARY DATA

Data is collected from internet, books, journals and organization website.

SAMPLE SIZE

The sample size of this project is 100.

SAMPLING METHOD

Sample technique used in this particular project is convenience sampling.

TOOLS FOR DATA ANALYSIS

In this report the tools used for data analysis are Tables, Graphs, and Spss.

1.8) REVIEW OF LITERATURE

According to Alan price (2007)1, achievement and choice is that the purpose of employment by retrieving and attracting capable applications. And he states that achievement method isn't an easy choice method, whereas it desires management higher cognitive process and broad designing so as to appoint most acceptable personnel.

Edwinflippo (1999)2 defines that achievement and choice could be a method of sorting out prospective workers and inspiring them to use jobs in an organisation. In easy terms, achievement and choice area unit simultaneous processes and area unit void while not one another and it's the link between the roles and people seeking the duty.

Taher et al (2000)3, is stating that job analysis and looking internal and external therefore sources should be followed by direct advertising of the post because the HR’s own responsibility and it shouldn't be done by any intermediate officers and each organization ought to be inspired to real time achievement ways to development that has to plan to generate a pool of suitably qualified and well-experienced people so on effectively initiate the choice ways and selections.

In line with Jones et al(2006)4, sure-fire achievement involve AN incisive analysis of the duty, The labour market conditions, interviews and psychological science tests so as to search out the potentialities of job seekers and conjointly it includes many forms of interviews, role play, cluster discussions, tasks and then on.

In line with Bratton and Gold(1999)5, The organizations area unit currently developing models of the sort of workers they need to recruit, and to recognise however so much candidates correspond to their means that of reliable and valid techniques of choice. The researchers have conjointly seen

such models, for the most part derived from competence frame works, foster strength in corporations by generate acceptable information against that the duty seekers will be assessed. But the achievement and choice are the initial stages of a dialogue among applications and therefore the company that shapes the utilization relationship.

1.9)LIMITATIONS OF THE STUDY

 Sample size is limited, so the results of the study cannot be generalized.  Time constant is the major limitation.  The study is restricted to MAX stores Karnataka region.  The study assumes that the information gained by interaction with the company people is true to their knowledge.  The study assumes that the information provided by the employees is true and fair.

CHAPTER-2

INDUSTRY PROFILE AND COMPANY PROFILE

2.1)INDUSTRY PROFILE

Retail industry is one of the rule parts of economy concerning salary, trade, wander and work time all over the place all through the world. In India retail industry has liberally improved on the reason of style, society, region, climate and money related parts. Indian material is seeing amazing advancement and change in the current section in India furthermore abroad. The centrality of the retail business is absolutely in light of the dedication of present day gainfulness and the occupation.

Retail part incorporates every one of the shops that offer merchandise to a definitive clientwho purchase the items for their work force utilizes however not for business use.It incorporates a wide range of shops from stands and little perishables to market chains and huge departmental stores. Furthermore to mortar shops and conventional blocks. The retail division likewise incorporates mail request and online organizations.

The Indian retail industry moreover has inconceivable vicinity in the money related presence of the country. It expect an essential part in the monetary change of the country with its dedication to present day yield, exchange benefit of the country and the period of the occupation.

2.1.1) INDIAN TEXTILE

India being the second biggest textile manufacturer worldwide possesses all the strong features of being addressed as well established textile industry.

Indian textiles have a huge demand globally because they are being exported to various countries. Extensive ranges of Indian projects are extremely elegant and are a reflection of Indian culture. Textile manufacturing is not only a pioneer activity in the manufacturing sector but it is also main source of revenue.

Indian material industry is a standout amongst the most blasting segments in today's mechanical world. One can encounter it by review the expansion sought after of attire and apparel among the customers.

2.1.2) INDIA'S APPAREL RETAIL MARKET

The Indian retail industry experiences significant transformations. The purchaser purchasing examples and conduct are evolving. The India's retail segment development is constrained to urban ranges as well as developing in country regions.

Containing sorted out and disorderly segments, India retail trade is one in every of the fastest developing industrial enterprises in India Asian country Asian nation}, significantly within the course of the foremost recent few years. In spite of the actual fact that initially, the retail business in Asian nation was usually chaotic, but with the amendment of inclinations and tastes of the purchasers, the trade is obtaining additional rife today and obtaining composed conjointly.

The clothing market area comprises of the offer of all men's wear, ladies' wear and newborn children wear. The men's wear portion comprises of retail offer of under articles of clothing for men's and young men. The ladies' wear retail advertise comprises of the retail offer of all ladies' and young ladies' pieces of clothing including dresses, suits and coats, coats, tops, shirts, skirts, pullovers, sweatshirts, sweaters and so forth. The newborn children wear retail advertise section incorporates offers of pieces of clothing for kids between the ages of 0-2 years.

2.1.3) GROWTH OF INDIAN RETAIL INDUSTRY

Retail in Bharat is one amongst the mainstays of its economy and records for fourteen to fifteen % of its GDP. The Indian retail market is about up to be US$ 450 billion and one amongst the most 5 retail advertises on the world by monetary quality. Bharat is one amongst the fastest developing retail advertises on the world with twelve billion people. The run of the mill Indian retail retailers area unit very little. Over fourteen million shops add the state and simply four % of them being larger than five hundred sq. feet. As indicated by the eighth yearly worldwide retail advancement index (GRDI) of AT Kearney, India retail industry is a standout amongst the most encouraging developing business sector for venture.

2.1.4) MAJOR RETAILORS IN INDIA

PANTALOON

 Pantaloon is one in every of the best retailers in India with over 450 stores the state over. Head quartered in city, it's over five million sq.ft retail house located the state over. It's developing at a lucky pace and is relied upon to attain zero million sq.ft by the year 2010. In 2001, Pantaloon propelled nation's 1st hyper market 'Huge Bazaar'. it's the related to retail portions:  Food and Grocery: huge bazaar, Food bazaar. Consumer gadgets: e-zone.  Home arrangements: Home town, furniture Bazaar, accumulation-i.  Shoes: Shoe processing plant.

 Books, Gifts and Music: Depot.  Health and sweetness care: Star, Sitara.  E-tailing: Future bazaar.com.  Entertainment: Bowling Co.

TATA GROUP

Tata group is another genuine player in Indian retail exchange with its auxiliary Trent that works west and star Bharat Bazaar. Set up in1998, it's likewise gained the largest book and music merchant in Bharat "Point of interest" in 2005. Trent possesses quite four want sq.ft retail house the state over.

RELIANCE

Dependence is one among the best players in Indian Retail industry. Quite three hundred dependence recent stores and Reliance retail store ar entirely renowned within the Indian Retail Market.

RPG GROUP

RPG cluster is one among the previous contestants within the Indian retail showcase, once it came into sustenance and staple marketing in 1996 with its retail nourishment world stores. Later it's likewise opened the drug store and magnificence care retailers 'Wellbeing and Glow'.

AV BIRLA

AV Birla cluster contains a solid neighbourhood in Indian attire marketing. The Brands like Louis Philippe, Allen Solly, Van Heusen, Peter England ar terribly distinguished. It's likewise putt resources into completely different fragments of retail.

Challenges faced by Indian retail industry

 Lack of sufficient framework offices.  The charge structure in India supports little retail business.  High expense of retail domain.  Dissimilarity in shopper bunches.  Shortage of retail study alternatives.

 Shortage of prepared labour.  Low retail administration ability

FUTURE:

The retail business in India is as of now developing at an incredible place and is relied upon to go up to US$ 833 billion by the year 2013. It is additional anticipated that might bring home the bacon US$ one.3 trillion by the year 2018 at a CAGR of 10percent. Because the nation includes a high development rates, the patron defrayment has likewise gone up and is in addition anticipated that might go up additional soon.

BENIFITS

 Exports would increment because of more noteworthy sourcing of real players.  Technology would be overhauled as far as logistics, Production, and appropriation channels.  Higher rivalry would prompt higher quality in items and administrations.  Better way of life as better items would be presented.  Exports would increment because of more noteworthy sourcing of significant players.  Investment in entire store network would increment.  The markets of the area would thrive and create.  Employment would increment and aptitudes and labour will create.  A solid retailing area would advance.  Economies of scale would bring down buyer costs and build the acquiring force of the purchaser.  In the long haul it will be helpful in the up-graduation of horticulture and little scale and medium scale businesses.

2.15) DEVELOPMENT PERIOD OF INDIAN RETAIL SECTOR CONTINUES

The period of high development of Indian retail segment is required to proceed because of immense measures of ventures and separating of customary ideas in this area. These are provoking diverse changes and are giving further help to the improvement of the Indian Retail Sector.The Indian Retail Sector that joins the standard retail and the forefront retail is surveyed

10 to create at a speedy pace from US$ 336 billion, in 2006 to US$ 590 billion, BY 2011. The standard retail zone is required to augment from US$ 324 billion, in 2006 to US$ 493 billion, by 2011.

The offer of the current retail area is additionally evaluated to increment from 4 percent in 2008, to 16 percent in the following five years. This outstanding development is relied upon to occur in the retail part because of a lot of wander which is evaluated to be about US$ 5 billion in the accompanying five years.

The "money and-convey" exercises are relied upon to get the lion's share of ventures. The most amazing measure of improvement in the Indian Retail Sector will be enlisted in the most astounding 50 to 60 publicizes that are arranged in the urban regions. These business sectors would be for the most part stores and hyper markets. Be that as it may, these markets and hypermarkets will likewise witness quick disintegrations in their edges. Advance, it is assessed that in the more drawn out run, the supportive stores that are arranged in the close-by neighbourhood will continue surviving.

The offer of the present day retail area is additionally assessed to increment from 4 percent in 2008. A noteworthycentre territory in the Bharathretail part is the production network administration. In the western nations, the retail division has an exceedingly created arrangement of production network. However improvements in the production network in Indian retail part has been entirely moderate.

Likewise another zone that requires consideration in labour for it is assessed that the segment of Indian retail will experience the ill effects of deficiency of labour by around a million individuals, by 2012. The chains in the Indian retail part need toevery now and again change their stocks furthermore receive ideas like home conveyance.

The Indian retail section would then witness the putting in of retail packs that square measure thriving in Europe. Further, the event of the Indian retail half would facilitate in creating the state ready for huge retailers by 2015-2016.

A large portion of fuse multiplexes, gaming arcades and humongous sustenance courts, offering their purchasers the freedom to go through a whole day within limits. An alluring venture destination, shopping centres today are not just about the shopping outlets any more. The center of 21st century metro sexual, shopping centres today are past simply the experience of obtaining.

2.2) COMPANY PROFILE

The Landmark group was established in 1973 in Bahrain with a solitary store and has effectively developed into one of the biggest and best retail associations in the centre east. A worldwide, enhanced retail combination the urge business enterprise to reliably convey remarkable quality, The gathering works more than 1200 outlets incorporating a retail vicinity of over18 million sq.ft crosswise over GCC, India, Jordan, Turkey, Egypt, Sudan, Yemen, Lebanon and Pakistan. More than 45,000 utilizes are working in a historic point gathering and it as of now works 1800 stores crosswise over 17 nations.

The highlights of point of interest gathering are its item and idea advancement. The whole retail encounter rotate around its idea stores, which have been planned and designed to suit developing client needs and ways of life.

2.2.1) LANDMARK RETAIL BRANDS

 Max  Emax  Life style  Baby shop  Splash  Spar

2.2.2) CORPORATE SOCIAL RESPONSIBILITY

Beat diabetes

 Over 300 million people are living wit0h diabetics all over the world.  The number of individuals living with diabetes is anticipated to achieve 40 million by 2025.  Unhealthy dietary patterns and inactive way of life are a portion of the reasons, why the diabetes is high in the Middle East and India.

Remembering about this serious issue, Landmark group has taken ‘Beat Diabetes’ initiative to make mindfulness and teach individuals about the condition.This 'Beat diabetes' was dispatched

12 in 2009 in the UAE, and has stretched out into five new nations in 2010, to be specific Oman, Kuwait, Qatar, Bahrain and India.

Obligation towards the Environment

The point of interest gathering understands that the earth is essential to the general public. In this way, the gathering has embraced different eco-accommodating workplaces, to activities at its stores and faces the developing difficulties to secure the earth in the retail business. Some of its outstanding commitments include: Adoption of eco-accommodating reused paper for stationery necessities usage of stringent wellbeing and security measures over all distribution center offices.

LIFE

LIFE Trust was established in 2000, it is a NGO that works in relationship with the legislature to present different projects at the school and pre-school level keeping in mind the end goal to enhance the quality and responsibility of the training framework for the under advantaged youngsters. LIFE trust trusts that each kid has the privilege to investigate their giftsso, this platform will helps them for their growth.

2.2.3) MAX RETAIL

MAX is the global quality design brand of the Dubai based historic point bunch. The b rand was dispatched in the UAE in May 2004 with a special idea of conveying universal style.

At MAX, customer can expect the most recent accumulations in worldwide manner structure the world over, the greater part of this offered at incredible costs in a world class shopping environment. It adjusts to the changing needs of the customer each season and likewise it presents new outlines, and fabrics. MAX is the biggest quality design brand in the Middle East with more than 250 stores crosswise over 15 nations.

MAX India, a division of Life style International pvt.Ltd. Has spearheaded the idea of worth design in the nation and offering a vat decision with global style and quality.

MAX offers style dress, foot wear, frill that are of the most recent design patterns at an awesome value, all under one rooftop. In India Max was set up in the year 2006 with its first store in Indore. Presently, Max has around 105 stores crosswise over 45 urban areas with more than 500 workers. Max has its own particular name stock of in house outlines and arranged shading palettes for the season.

The intended interest group for Max India is preparatory white collar class family and youthful working couples with age gathering of 25 - 35 years. It additionally targets adolescents and undergrads inside of the age gathering of 18-24 years.

Max concentrates on solid visual components at the store for connecting with clients while they are in store. The store feel offers a global shopping background making a looking for the whole family a flat out joy, The stores are intended for simple route with particular classification showcase to encourage clients in effectively finding item they are searching for that makes Max customers ‘Look good Feel good’.

2.2.4) VISION

 To make an extremely worldwide whole that offers development possibilities to the organization and its employees, while accomplishing its objective of turning into the foremost obvious quality style merchandiser crosswise over geographic area and Asian nation.

2.2.5) MISSION

 Be an area pioneer inside of the field of quality merchandising.  Provide elegant things at affordable prices.  Exceed our client's wishes.  Provide possibilities of development for his or her representatives.  Be innovative, cost effective and globally competitive.

2.2.6) CORE VALUES

 Constant centre and improvement on the item and worth advertised.  Continuous change of the clients shopping knowledge.  Commitment towards staff preparing and improvement.  Encouraging open work society.

2.2.7) AWARDS AND ACHIEVEMENTS

 “Value retailer of the year 2015”, Max retail division-Life style international pvt.Ltd.  “The best retail company to work for-2014”, Lifestyle international pvt.Ltd(company that owns Max), in the great place to work study 5th Feb 2014”.

 Max fashion was one of the finalists at the 10th images retail awards,2013.  Most inspiring Indians-Mr. Mickey Jagthiani, corporate social responsibility, at Arabian business power list, 2012.  Life style won “The most appreciated retailer Award" retail establishments, pictures retail honour 2008.  Mr. Mickey jagtiani, chairman, landmark group won the “Entrepreneur of the year” award at the Middle East business achievement awards 2008.  Landmark group won “retailer of year” honour at retail city awards, 2008

2.2.8) SWOT

Strengths:

 Pioneer within the business, capitalization and largest market share.  Convenience and an extensive variety of items all in one store, notoriety for worth for cash (focused evaluating).  Most respected and trusted brand by the consumers.  Store presence in major cities.  Ride any plunge in benefits and beat their opponents, being fiscally solid offers Max Some assistance with fashioning retail India manage any issues.  It puts time and cash in preparing individuals, and holding them. Highly strategic human resource management and development.  Development and advancement are high at MAX fashion Republic of India with regards thereto merchandise and client preferences and life vogue changes that keep its prior to its competitors.

Weakness

 Each line of merchandise faces competition from specially firms. Fashion phase, shoppers stop, Trent, life style, in hyper market-RPG (Spencer’s), River Trent (star Republic of India bazaar) in food business, reliance contemporary, spinach, food world.  Max fashion doesn't operate internationally, that has an impact on success, as they are doing not reach shoppers in overseas markets.

 It might not have the pliability of a number of its additional centred competitors. Since Georgia home boy fashion Republic of India sell merchandise across several sectors..

Opportunities

 New locations and store sorts supply MAX opportunities to take advantage of market development.  To kind strategic alliances with different international retailers, that specializes in specific markets. Or to merge with.  Opportunities exist MAX to proceed with its present methodology of huge, super focuses.  Huge undiscovered market.  The Bahrain socio-economic class is already thirty corers and is projected to grow to over sixty corers by 2015 creating India one in every of the most important client markets of the globe.  Organized retail is simply five pc of the merchandising market in Bharat. it's calculable to grow at the speed of two5-30 pc each year and reach government agency 2, 00,000 corers by 2016.

Threats

 Value cuts and then on might harm profits for Georgia home boy retail Bharat, value wars between competitors.  Customer lifestyle changes.  “Shopping culture: searching culture has not developed in Bharat yet. Even currently malls square measure simply an area to hold around with family and friends and for the most part confined window-shopping.  A slow economy or money hamper might have a serious impact MAX fashion retail Bharat.

FINANCIAL STATEMENT

The company has not provided financial statement as it is meant Confidential.

CHAPTER-3 THOERITICAL BACKGROUND OF THE

STUDY

3.1) HUMAN RESOURCE MANAGEMENT

Human plus administration could be a procedure of uniting people and associations so the objectives of each re met. It’s the a part of the administration method that is troubled with the administration of unit of time is Associate in Nursing association. It tries to secure the most effective from people by winning their entire hearted co-operation. To put it plainly, it might be characterized as the craft of obtaining, creating and keeping up capable work power to accomplish the objectives of an association is a successful and productive way.

Human asset administration might be characterized as the specialty of securing, creating and keeping up skilful work power to accomplish association objectives productively.

Features of HRM

Pervasive power

HRM is pervasive in nature. It is available in all undertakings. It penetrates all levels of administration in an association

Activity arranged

HRM centres consideration on activity, instead of on record keeping, composed techniques or standards. The issues of representatives at work are fathomed through sound arrangements.

Individual arranged

It tries to offer workers some assistance with developing their potential completely. It urges them to give out their best to the association. It rouses workers through a methodical procedure of enrolment, determination, preparing and advancement combined with reasonable compensation arrangements.

Individuals situated

HRM is about individuals at work, both as people and gatherings. It tries to put individuals one allotted employments with a specific end goal to deliver great results. The resultant increases are utilized to remunerate individuals and propel them toward further upgrades in profitability.

Advancement situated

HRM means to add to the maximum capacity of workers. The prize structure is tuned to the necessities of workers. Preparing is offered to hone and enhance their abilities. Workers are turned on different occupations with the goal that they pick up experience and introduction. Each endeavour is made to utilize their abilities completely in the administration of authoritativeobjectives.

3.2) OBJECTIVES OF HRM

 To help in accomplishment of hierarchical objectives: Hr office, as different divisions in an association, exists to accomplish the objectives of the association first and in the event that it doesn't meet this reason, HR office will shrivel and kick the bucket.  To utilize the aptitudes and capacities of the work constrain effectively: The basic role of HRM is t make individuals' qualities gainful and to advantage clients, investors and representatives.  To furnish the association with very much prepared and all around persuaded workers: HRM requires that representatives roused to apply their greatest endeavours, that their execution be assessed appropriately for results and that they be compensated on the premise of their commitment to their association.  To produce associate degree carry on nature of labour life: It makes job within the association an seductive individual and social circumstance while not amendment in the character of labour life it's exhausting to reinforce association execution  To convey HR approaches to all workers: It is the obligation of HRM to impart fullest conceivable sense tapping thoughts, assessments and sentiments of clients, non clients other outer open and also understanding the perspectives of inner human asset.

3.3) RECRUITMENT AND SELECTION

Enlistment includes finding and drawing in satisfactory HR to fill existing opportunities. No business can make do without HR. In fact, enlistment and choice are not synonymous. Enrolmentimplies reporting openings for work to the general population in a manner that a decent number of suitable individuals will apply for the employment. Determination implies picking among couple of candidates who are well on the way to succeed in the occupations. A meeting is the most broadly utilized procedure for choice.

Choice is a procedure of getting rid of the unsatisfactory hopefuls in conclusion arriving at the most suitable one. During this sense, accomplishment may be a positive procedure whereas determination is during a negative procedure of dismissing the larger a part of the competitors, departure simply a handful World Health Organization square measure viewed as appropriate. A Properly organized and precise enrolment strategy is very important to attenuate interruption of labour by continually showing signs of modification workers and attain impartial appropriation of occupation opportunities.

3.4) SOURCES OF RECRUITMENT

Internal recruitment:

Interior enrolment is enlistment from inside of the association. Sometimes suitable candidates can be found within the organization itself. Recruitment from within the organization should be encouraged as a method of recruitment because it contributes to building up good morale among workers. Existing employees should be given an opportunity to switch over to another job which they consider more congenial. A planned promotion policy will take care in many vacancies in the higher grade. Many progressive organizations of India follow this practice and whenever a vacancy arises it is filled by promoting a suitable employee from the lower cadre.

In alternate words, existing representatives are either urged to apply or are chosen for an opening that has emerged for reasons unknown. Inward wellsprings of enlistment are promptly accessible to an association. It incorporates the individuals who are as of now on the pay-move of the association and the individuals who served the association in the past and might want to return if the association likes to re-utilize. It is appropriate to occupations over the passage level.

For inside enlistment to work, Organizations should be proactive and join vital arranging into their HR rehearses. Associations need to track the information, aptitudes, capacities and different qualities required for the different occupations inside of the association. Representatives, who have those required aptitudes, whether they are regulatory, administrative, or innovative, ought to be recognized. HRM offices and division supervisors ought to cooperate and make work power projections in view of the present level of worker abilities. They ought to survey exchanges, retirements, advancements, and end designs. They ought to do progression arranging, whereby people are recognized who may fill positions when an occupant takes off. This requires

20 monitoring and overhauling the records of every worker's learning, aptitudes, capacities, different attributes and the requests required of every position.

3.5) SOURCES OF INTERNAL RECRUITMENT

Circulars

Vacancies can be filled internally by the use of internal circulars. Internal circulars are confined to the employees working in particular department or open to all the employees working in particular department or open to all the employees of the unit as per the conditions of eligibility. Internal circular is issued in such cases where the designation or post is not identical or the job content of the post is materially different. While considering candidates against internal circular jumping of grades is avoided.

Worker referrals

Before going outside to enrol, numerous associations request that present workers urge companions or relatives to apply. This is known as representative referral. It is a dependable wellspring of individuals to fill opportunities. Representatives can familiarize potential candidates with the benefits of a vocation with the association, outfit letters of presentation, and urge them to apply. These are outside candidates selected utilizing an inner data source.

Casual interchanges among chiefs can prompt the revelation that the best contender for a vocation is as of now working in an alternate part of the association. At times, referrals are made through "bolster systems" built up by specific gatherings of workers lately ladies' gatherings have had a recognizable impact here. Worker referrals do seem to have all inclusive application

Businesses generally utilize worker referral programs, in which it remunerates current representatives for suggesting new contracts, as a rule after the new contracts have finished a trial period. In spite of the fact that representative referral programs give an approach to bosses to rapidly fill open positions, this system might represent a few impediments.

Employers commonly use employee referral programmes, in which it compensates current employees for recommending new hires, usually after the new hires have completed a probationary period. Although employee referral programmes provide a way for employers to quickly fill open positions, this strategy may pose several disadvantages.

Appointment or promotion

Promotion is a term which is very commonly used in every organisation used in every organisation. When a person moves to a higher position because of his/her good performance, this movement from lower to higher level position is called promotion. Promotion basically occurs when the internal employees are entitled for a higher post in the same organisation and are selected for the same.

Below are some points showing why promotions are beneficial to the employees:

 Reduces training cost.  Improves morale of employees.  Promotes employees growth.  Motivate others for career advancements.  Gives satisfaction to the existing employees.

Transfer

Transfer means the movement of an employee from one department to the other or from one location to the other or from one branch to another branch. Transfers may be given by the company or may be asked by the employees themselves, depending upon the situation. It is a very common policy that is being followed by all the companies. Sometimes, the transfer takes place with no change in the pay scale or position and sometimes it may prove out to be financially beneficial to the employee.

Benefits of transfer

When an employee is transferred from one department to another, or is given responsibilities of different jobs, is able to gain advanced knowledge and different skills that may prove to be beneficial.

Transferring staff members is one of the best ways to improvise social interaction in an organisation. It not only reduces the politics between the employees but also maintains a healthy coordination between the employees of different departments.

The problem that the company face due to faulty placements can be corrected by transferring suitable and efficient employees to the respective department. This stabilises the work fluctuations happening in the organization.

Transfer helps the employees to overcome the tediousness of same job they are performing since long time. They are fully energised to take up new work and duties. They are able to acquire new skills which increase their chances of future promotion.

Transferred employees are motivated to learn new things as they receive new challenges and get an opportunity to express their ideas and shoe their potential.

Job Posting

Work posting is an inner strategy for enlistment in which notification of accessible occupations are posted in focal areas all through the association and representatives are given a predetermined period of time to apply for the accessible employments. Before, occupation posting has gotten to be one of the more inventive selecting procedures being utilized by associations. Numerous associations now see work posting as an incorporated segment of a compelling profession administration framework.

An occupation posting framework gives every representative a chance to move to a superior employment inside of the association. Without some kind of employment posting and offering, it is hard to discover what occupations are open somewhere else in the association. The affiliation will illuminate delegates of all occupation opportunities by posting sees, chasing circulations, or in other strategy affable workers to use for businesses. The most widely recognized strategy bosses use to inform representatives of openings is to post sees on announcement sheets in areas, for example, worker parlours, cafeterias, and close lifts.

Work posting and offering frameworks can be insufficient if took care of shamefully. Once a vocation is posted inside the association must permit a sensible timeframe for existing workers to check notification of accessible occupations before it considers outer candidates.

Promotion from within the organization has several advantages:

 Internal recruitment builds up morale.  It encourages efficient people who have ambition.  It is less costly than External recruitment.

 It improves the probability of a good selection.

3.6) EXTERNAL RECRUITMENT

External recruitment or external hiring means filling vacancies from outside. Passage level occupations are generally filled by new participants from outside. In the accompanying circumstances associations might turn to outside sources-When suitably qualified individuals are not accessible, when the association feels it is important to infuse fresh recruits into it for crisp thoughts, Initiatives and so forth. When it is expanding into new boulevards, and when it is converging with another association. The outside enlistment can be as rule speedier arrangements, for the most part in the circumstance, when the occupation business sector is brimming with potential employment applicants. Numerous businesses tend to utilize outer wellsprings of enlistment.

Outside enrolment carries new individuals with new and inventive thoughts to the association

They will likewise bring knowledge they have picked up from other association, which can be an

Immense advantage for the association

Outside enlistment fills initiative crevices. Association won't not have anybody sufficiently suitable on board in this way selecting remotely would straight away fill in the position. Associations can openly pick hopefuls from a tremendous pool of candidates. This empowers an association to get the ideal individual for the right employment.

Promotion

Promotion in news paper is the most broadly utilized technique for drawing in qualified and experienced work forcewhenever qualified and old persons don't seem to be accessible through totally different sources, promoting in daily papers and skilled and specialised diaries is relied on. Though a wide range of commercials can be made in news papers, only specific sorts of posts ought to be promoted in the expert and specialized diaries. In the event that the commercial is clear and to the point, applicants can evaluate their capacities and suitability for the post and just the individuals who have the imperative capabilities will apply. Imperative daily papers like the statesman, the Hindu, the seasons of India distribute grouped notices and certain days of the week are altered for enrolment publicizing.

Easygoing applications

Hopefuls send applications for employments all alone activity or subsequent to finding out about opportunities from dependable sources. The faculty administrator ought to see all such easygoing guests, for in some cases a most attractive sort of worker could be found along these lines. This source is unmistakably cheap and it can fill opportunities, especially of the administrative assortment.

Hopefuls of present workers

Hopefuls presented by present workers might be drawn and numerous organizations enroll such persons as something of their experience is known. Besides, if the applicant of a current representative gets inclination in the matter of enlistment, it is certain to build up a feeling of having a place amongst labourers. Numerous associations effectively energize "worker referrals." This be that as it may, is liable to support nepotism i.e., persons of one's own group or station might just make issues for the association.

Instructive foundations

Instructive foundations are a vital wellspring of enlistment. For specialized, administrative and proficient employments, particular establishments like the IITs and IIMs and college divisions are utilized. The particular establishments have a situation officer who ordinarily gives assistance in pulling in bosses and organizing grounds interviews. School enlistment which is one of the essential wellsprings of enrolmentin USA is totally dismissed in India. This might be because of access of supply over interest for school graduates.

Job organizations

Nowadays uncommon offices or consultants square measure rising for looking out appropriate candidates down their customers. They’re control by organizations to decide on appropriate contestant for opportunities. All the time these offices likewise enlist for the advantage of the association while not basically uncovering the temperament of the associations. They’re going equally as short-posting the contestant for the association. By and large, administrations of such advisors are used for filling particular and administrative opportunities. This is a costly strategy for enrolment and in that capacity it is confined to abnormal state employment opportunities. The specialists utilizing its own name will serve a company that doesn't want to be distinguished till appropriate hopefuls are found.

Web

Various HR practices are currently on the web. The hugest of them is e-enlistment, likewise called inner enrolment, or online enrolment. It includes the utilization of web for pulling in and holding work seekers. E-enlistment essentially implies the enrolment process through web. The procedure of getting and surveying resumes and work applications has changed drastically over the previous decade. Progressively, managers are utilizing web to enrol, either by adding to their very own online vicinity or by connecting up with electronic employment look administrations. Candidates as well, are planning and transmitting numerous more continues electronically, in this manner assuaging enrolment specialists for being immersed with a great many paper resumes. The web, then, is quickly climbing in the positions of enrolment, the same number of more candidates and businesses speak with each other, PC to PC.

E-enrolment rearranges this procedure by giving an advanced online arrangement that deals with the procedure of enlistment through and through. It ranges from the candidate interface for promoting opening and making work applications, to the back office forms, which permit a contact between HR and line supervisors to set up an ability pool or database of potential enlisted people.

Consultants

A consultant performs the recruiting function on behalf of client organisation by charging a specified fee. In India the prominent consultancy firms are ABC consultants, noble and Hewitt, ARG personal network (p) ltd., etc., who work on fees ranging from 15% to 20%. The smaller ones charge from 8.33% to 12%. But due to limitations of high cost, Ineffective performance and confidential nature, many organisations do not depend on this source

Enlistment experts promote, meeting and deliver a shortlist. They give ability and decrease workload. The association can be mysterious in the event that it wishes. Most enlistment expert's charge an expense in view of a rate of the essential compensation for the occupation, generally going from 15 to 20 percent.

Campus recruitment

Grounds enrolment is broadly utilized by vast and medium-sized associations thet require exceptionally taught passage level workers. Most schools and colleges keep up position officers in which businesses and candidates can meet. On the off chance that the HRM division utilizes

26 grounds enlisting, it ought to find a way to guarantee that spotters are educated concerning th association and the occupations to be filled and that they comprehend and utilize successful meeting abilities. This is particularly vital, since enrolment specialists themselves are regularly a fundamental in on-grounds selecting in light of the fact that they are here and there in successful or more terrible, are ill-equipped, indicate minimal enthusiasm for the competitor, and act predominant. Numerous selection representatives likewise don't viably screen their understudy competitors. Such concerns underscore the need to prepare spotters before sending them to the grounds.

3.7) SELECTION PROCESS

The selection process consists of various barriers or stages. Selection aims at generating full information regarding the candidates in order to determine whether they are appropriate for the job or not. The determination process differs from association to association and from employment to work. Therefore, an ideal process of selection includes the following steps:

Screening of applicants

Screening of applicants includes filling up the application forms by the candidates. These application frames contain data about the candidates, for example, individual bio-information, accomplishments, experience, and so forth. This kind of information is utilised in order to get the right candidate, who is eligible for the vacant position. It can also be used for maintaining a permanent record of the candidates who are selected. Subsequent to screening every one of the candidates, just those hopefuls are took into consideration further determination process, who are meeting the employment necessities and the gauges set by the association.

Selection Tests

Every organisation has its own rules for selection process to generate the required information about the candidate, or to reject the candidates who are not qualified for the interview. Generally, Selection tests support the information provided by the applicants in the application forms. A selection test may provide useful information in terms of their aptitude, hobbies, personality, etc., which is not possible to get through an application form.

Selection Interviews

Determination meetings are trailed by an individual meeting with the hopeful.Main purpose of a personal interview with the candidate. The main purpose of a personal interview is to fully evaluate the candidate for the job. It also gives a chance to the candidate to gain all the information about the organisation. Sometimes, a preliminary interview takes place before conducting the tests.

Medical Examination

Medical examination is performed in order to observe the candidates endurance or tolerance level under pressure, as there are several jobs which require a lot of patience. Medical examination evaluates whether the candidate possesses these trails or not. It identifies the deficiencies for a positive cause of selective and qualitative placement, not for rejection only. It also indicates the suitability of a candidate for a job, and prevents transfer to other positions. A medical examination is performed to place the right candidates at the right jobs, where they can function without any kind of ill-effect or loss to their health. It is generally performed by the organisations own physician or a medical officer authorised by the organisation.

Reference check and background verification

Selection procedure includes this step of a reference check and background verification for the purpose of bringing out more information regarding the candidate. Organisation requests the candidates for some references from who they can gain some more information. This information may be concerned with their background, character, working etc. These references may include ex-employers of the candidate or some other important people who know the candidates attitude and skills.

Hiring decisions or approval by appropriate authority

At long last, in light of the above steps, the suitable applicants are suggested for determination by the personnel division, or segment panel. However, the personnel department or selection committee may hold the responsibility of finalising the candidates for the job; sometimes organisations have their own staff to recommend the candidate for final selection by the top management. Generally, organisations assign different authorities to approve the final selection of candidates. On receiving the approval, the candidates are told about their selection in the organisation, and are requested to report the concerned personnel.

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

4.1) TABLE-4.1:Showing theExperienceof employees in the organization.

Number of working years ofNo of Respondents Percentage employees

0-5 years 40 40

5-10 years 25 25

10-15 years 30 30

More than 15 years 5 5

Analysis

The above table demonstrates that 40% of the respondents are working between 0-5 years, 25% of the respondents are working between 5-10 years, 30% of the respondents are operating between 10- 15 years and 5% of the respondents are operating over fifteen years.

Graph-4.1

Showing the Experience of employees in the organization.

30 40 0-5years 5-10years 10-15years More than 15years

Interpretation

The above graph shows that the majority 40% respondents are working between 0-5 years.

4.2) TABLE4.-2

Showing the awarenessabout the employment in MAX.

Awareness about the employmentNo. of respondents Percentage in MAX

Campus recruitment 4 4

Consultancies 16 16

Newspaper sources 17 17

Employee Referral 63 63

Analysis

The above table shows that 4% of respondents know about campus recruitment, 16% of respondents know about consultancies, 17% of respondents know about News paper sources and 63% of respondents know about Employee Referral.

GRAPH4.-2

Showing the awareness about the employment in MAX.

Campus Recruitment Consultancies Newspaper Sources

17 Employee Referral

Interpretation

The above graph shows that the majority 63% respondents are aware of Employee Referrals.

4.3) TABLE-4.3: Respondents based on effective communication given by organisation.

Respondents based on effectiveNo. Of respondents Percentage communication given by organisation

Yes 34 34

Some what 51 51

No 15 15

Analysis

The above table shows that 34% of respondents are agree that organisation communication about positions responsibilities, 51% of respondents are somewhat agree that organisation has communicated about position responsibilities, and 15% of respondents are not agree that organisation communication about positions respondents.

GRAPH-4.3

Showing the respondents based on effective communication given by the organisation.

YES Somewhat NO

Interpretation

The above Graph demonstrates that the greater parts 51% of respondents are to some degree concur that association has conveyed positions obligations.

4.4) TABLE-4.4

Showing whether the respondents are treated respectfully and fairly during the recruitment process.

Knowing that organisation No. Of respondents Percentage has treated respectfully and fairly during recruitment

Yes 82 82

No 18 18

Analysis

The above table demonstrates that 82% of respondents are concur that they were dealt with deferentially and decently amid the enlistment procedure, and 18% of respondents concur that they were dealt with consciously and reasonably amid the enrolment process.

GRAPH-4.4

Indicating whether the respondents are dealt with deferentially and reasonably amid the enlistment process.

Yes No

Interpretation

The above diagram demonstrates that the lion's share 82% of respondents are concur that they were dealt with deferentially and decently amid the enrolment process.

4.5) TABLE4.-5

Showing the rating of interviewing process and other selection instruments followed by MAX.

Rating on interviewing No. Of respondents Percentage process and selection instruments followed by MAX

Excellent 13 13

Good 46 46

Average 21 21

Poor 20 20

Analysis

The above table shows that 13% of respondents feel that the interviewing process and selection instruments followed by MAX is Excellent, 46% of respondents feel that the interviewing process and selection instruments followed by MAX is Good, 21% of respondents feel that the interviewing process and selection instruments followed by MAX is Average and 20% of respondents feel that the interviewing process and selection instruments followed by MAX is Poor.

4.5) GRAPH-4.5

Showing the rating of interviewing process and other selection instruments followed by MAX.

13 20

Excellent Good Average poor

Interpretation

The above chart demonstrates that the lion's share 82% of respondents are concur that they were dealt with deferentially and reasonably amid the enlistment process.

4.6) TABLE4. 6

Showing percentage of the source of recruitment followed in MAX.

The source of recruitment No. Of respondents Percentage followed in MAX

External 54 54

Internal 21 21

Both 25 25

Analysis

The above table shows that 54% of respondents feel that the source of recruitment followed in MAX was external, 21% of respondents feel that the source of recruitment followed in MAX was Internal, and 25% of respondents feel that the source of recruitment followed in MAX was Both(Internal & External).

GRAPH-4.6

Showing percentage of the source of recruitment followed in MAX.

External Internal Both 54

Interpretation

The above diagram demonstrates that the lion's share 54% of respondents feel that the wellspring of enrolment followed in MAX was External.

4.7) TABLE-4.7:

Showing the percentage of internal recruitment followed by MAX.

The percentage of internal No. Of respondents Percentage recruitment followed by MAX

Transfer 16 16

Employee referral 63 63

Promotion 21 21

Analysis

The above table shows that 16% of respondents feel that the percentage of internal recruitment followed by MAX was through Transfer, 63% of respondents feel that the percentage of internal recruitment followed by MAX was through Employee referral, and 21% of respondents feel that the percentage of internal recruitment followed by MAX was through promotions.

GRAPH-4.7

Showing the percentage of internal recruitment followed by MAX

16 21

Transfer Employee referral Promotion

Interpretation

The above diagram demonstrates that the lion's share 54% of respondents feel that the wellspring of enrolment followed in MAX was External.

4.8) TABLE-4.8

Showing the percentage of external recruitment followed by MAX.

The percentage of external No. Of respondents Percentage recruitment followed by MAX

Campus selection 16 16

Consultancy 53 53

Advertisement 31 31

Analysis

The above table shows that 16 % of respondents feel that the percentage of external recruitment followed by MAX is through Campus selection, 53% of respondents feel that the percentage of external recruitment followed by MAX is through Consultancy, and 31% of respondents feel that the percentage of external recruitment followed by MAX is through Advertisement.

GRAPH-4.8

Showing the percentage of external recruitment followed by MAX.

Campus selection Consultancy Advertisement

Interpretation

The above diagram demonstrates that the lion's share 54% of respondents feel that the wellspring of enrolment followed in MAX was External.

4.9) TABLE4.-9

Demonstrating the rate of HR office's execution rating in enrolment and determination.

HR offices execution rating No. Of respondents Percentage in enrolment and determination

Excellent 7 7

Good 61 61

Average 24 24

Poor 8 8

Analysis

The above table demonstrates that 7% of respondents feel that HR division's execution in enlistment and determination was Excellent, 61% of respondents feel that HR office's execution in enrolment and choice was great, 24% of respondents feel that HR offices execution in enlistment and choice was Average, and 8% of respondents feel that HR offices execution in enrolment and choice was poor.

GRAPH-4.9

Showing the percentage of HR department percentage rating in recruitment and selection.

8 7

Excellent Good Average Poor

Interpretation

The above diagram demonstrates that the greater part 61% of respondents feels that HR division's execution in enlistment and determination was great.

4.10) TABLE-4.10

Showing the percentage of attributes taken into preference for recruitment and selection procedure

Attributes taken into No. Of respondents Percentage preference for recruitment & selection procedure

Experience 20 20

Qualification 11 11

Skills 16 16

All the above 53 53

Analysis

The above table shows that 20% of respondents says that, experience taken into preference for recruitment and selection procedure, 11% of respondents says that qualification taken in to preference, 16% of the respondents says that skills taken in to preference, and 53% of respondents says that the above three attributes experience, qualification, skills taken into preference for recruitment and selection procedure.

GRAPH-4.10

Showing the percentage of attributes taken into preference for recruitment and selection.

Experience Qualification 11 Skills 53 All of the above

Interpretation

The above chart shows that, Majority 53 percent of respondents says that all of the above i.e., Experience, Qualification, Skills has taken into preference for recruitment and selection procedure.

4.11) TABLE-4.11

Showing the percentage for accepting the offer in MAX.

Reason for accepting the offer No. Of respondents Percentage in MAX

Career growth 39 39

Job security 44 44

Decent salary 10 10

Relocation 7 7

Analysis

The above table shows that 39% of respondents feel that, the reason for accepting the offer in MAX is for career growth, 44% of respondents accept offer for job security, 10% of respondents accepts offer for decent salary and the 7% of respondents accept offer for relocation at Max Fashion.

GRAPH-4.11

Showing the percentage for accepting the offer in MAX.

Career growth Job security Decend salary Relocation

Interpretations

The above chart shows that, majority 44% of respondents accept offer at Max Fashion because of job security.

4.13) TABLE-4.13

Showing the percentage for the kind of interview process that the respondents have undergone.

Kind of the interview process No. Of respondents Percentage that respondents have undergone

Structured 67 67

Unstructured 21 21

Stress 12 12

Analysis

The above table shows that 67% of respondents feel that the interview process has undergone in a structured way, 21% of respondents feel that the interview process has undergone in a unstructured way, and 12% of respondents feel that the interview process has undergone in a stress way.

GRAPH-4.13

Showing the percentage for the kind of interview process that respondents has undergone.

21 Structured Unstructured Stress

Interpretation

The above chart shows that, majority 51% of respondents feel that they have undergone a interview process in a structured way.

4.14) TABLE-4.14

Showing the percentage of rating regarding the adequate and qualified staff after recruitment and selection.

Rating regarding the adequate No. of respondents Percentage and qualified staff after recruitment and selection

Strongly Agree 27 27

Agree 51 51

Disagree 12 12

Strongly Disagree 10 10

Analysis

From the above table, we can analyze that 27% of respondents strongly agree to give rating on adequate and qualified staff after recruitment and selection. 51% of respondents strongly agree to give rating on adequate and qualified staff after recruitment and selection, 12% of respondents disagree for giving rating after recruiting and selecting adequate and qualified staff,10 % of respondents strongly disagree to give rating on adequate and qualified staff after recruitment and selection at Max Fashion.

GRAPH-4.14

Showing the percentage of rating regarding the adequate and qualified staff after requirement and selection.

27 12

Strongly Agree Agree Disagree Strongly Disagrree

Interpretation

The above chart shows that, majority 51% of respondents agree on rating regarding the adequate and qualified staff after recruitment and selection process at Max Fashion.

4.15) TABLE-4.15

Showing the percentage rating on company reputation influences recruitment and selection process in the organisation.

Company reputation No. Of respondents Percentage influences recruitment and selection process in the organisation

Strongly Agree 21 21

Agree 27 27

Disagree 42 42

Strongly Disagree 10 10

Analysis

The above table shows that 21% of respondents strongly agree that company reputation influences recruitment and selection process in the organisation, 27% of respondents agree that company reputation influences recruitment and selection process in the organisation, 42% of respondents disagree that company reputation influences recruitment and selection process in the organisation, 10% of respondents strongly disagree that company reputation influences recruitment and selection process in the organisation.

GRAPH-4.15

Showing the percentage rating on company reputation influences recruitment and selection process in the organisation.

Strongly agree Agree Disagree Strongly disagree

Interpretation

The above chart shows that, majority 42% of respondents disagree with the company reputation influences the recruitment and selection process in the organisation.

4.16) TABLE-4.16

Showing the percentage rating on attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for job.

Attractiveness of job & cost No. Of respondents Percentage are the key aspects that applicants consider when applying for job

Strongly Agree 39 39

Agree 31 31

Disagree 14 14

Strongly Disagree 16 16

Analysis

The above table shows that, 39% of respondents strongly agree that attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for job, 31% of respondents agree that attractiveness of job and the cost of recruitment are the key aspects, 14% of respondents disagree that attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for job, 16% of respondents strongly disagree that attractiveness of job and the cost of recruitment are the key aspects when applying for jobs.

GRAPH-4.16

Showing the percentage rating on attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for the job.

Strongly Agree 14 Agree Disagree Strongly Disagree

Interpretation

The above table shows that, majority 39% of respondents strongly agree that attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for job.

4.17) TABLE-4.17

Showing the percentage rating of recruitment goals & philosophy are considered during recruitment effort.

Rating of recruitment goals & philosophy are considered No. Of respondents Percentage during recruitment effort

Strongly Agree 22 22

Agree 48 48

Disagree 17 17

Strongly Disagree 13 13

Analysis

The above table shows that, 22% of respondents strongly agree that recruitment goals & philosophy are considered during recruitment effort, 48% of respondents agree that recruitment goals & philosophy are considered during recruitment effort, 17% of respondents disagree that recruitment goals & philosophy are considered during recruitment effort, and 13% of respondents strongly disagree that recruitment goals & philosophy are considered during recruitment effort

GRAPH-4.17

Showing the percentage rating of recruitment goals & philosophy are considered during recruitment effort.

17 Stronly agree Agree Disagree Strongly Disagree

Interpretation

The above chart shows that, majority 48% of respondents agree that recruitment goals & philosophy are considered during recruitment effort.

4.18) TABLE-4.18

Showing the percentage rating of recruitment and selection process usually transparent and objective.

Rating of recruitment & No. Of respondents Percentage selection usually transparent & objective

Strongly agree 51 51

Agree 32 32

Disagree 8 8

Strongly Disagree 9 9

Analysis

The above table shows that, 51% of respondents strongly agree that recruitment & selection process usually transparent & objective, 32% of respondents agree that recruitment & selection process usually transparent & objective, 8% of respondents disagree that recruitment & selection process usually transparent & objective, and 9% of respondents strongly disagree that recruitment & selection process usually transparent & objective.

GRAPH-4.18

Showing the percentage rating on recruitment and selection process usually transparent and objective.

No. Of respondents

Strongly Agree Agree 51 Dissagree Strongly Dissagree

Interpretation

The above chart shows that, majority 51% of respondents strongly agree that recruitment & selection process usually transparent & objective.

4.19) TABLE-4.19

Showing the percentage rating of recruitment and selection are upheld during the recruitment and selection process.

Rating of recruitment & No. Of respondents Percentage selection are upheld during the recruitment and selection process

Strongly Agree 11 11

Agree 16 16

Disagree 53 53

Strongly Disagree 20 20

Analysis

The above table shows that, 11% of respondents strongly agree that recruitment and selection are upheld during the recruitment and selection process, 16% of respondents agree that recruitment and selection are upheld during the recruitment and selection process, 53% of respondents disagree that recruitment and selection are upheld during the recruitment and selection process, 20% of respondents strongly disagree that recruitment and selection are upheld during the recruitment and selection process.

GRAPH-4.19

Showing the percentage rating on recruitment and selection policies are upheld during the recruitment and selection process.

No. Of respondents

11 20

16 Strongly Agree Agree Dissagree Strongly Dissagree

Interpretation

The above chart shows that, majority 53% of respondents disagree that recruitment and selection policies are upheld during the recruitment and selection process.

4.20) TABLE-4.20

Showing the percentage rating of variety tools and methods are used for recruitment and selection process.

Variety tools and methods are No. Of respondents Percentage used for recruitment & selection process

Strongly Agree 23 23

Agree 37 37

Disagree 15 15

Strongly Disagree 15 15

Analysis:

The above table shows that 23% of respondents strongly agree that variety of tools used during recruitment and selection process at Max fashion, 37% of respondents agree that variety tools used during recruitment and selection process, 15% of respondents disagree that variety tools used during recruitment and selection process, and 15 % of respondents strongly disagree that variety tools used during recruitment and selection process at Max Fashion.

GRAPH-4.20

Showing the percentage rating of variety tools and methods are used during recruitment and selection process.

Strongly Agree Agree 15 Disagree Strongly Disagree

Interpretation

The above chart shows that, majority 37% of respondents agree that variety of tools used during recruitment & selection process at MAX fashion.

Testing of Hypothesis:

H0: There is no significant difference among the genders with respect to overall satisfaction of employees on recruitment and selection.

H1: There is a significant difference among the genders with respect to overall

Gender * Satisfaction Cross tabulation Count Satisfaction Total Satisfied Highly Dissatisfie Highly Satisfied d Dissatisfied MALE 29 17 8 5 59 Gender FEMAL 17 12 5 7 41 E Total 46 29 13 12 100 satisfaction of employees on recruitment and selection.

Chi-Square Tests Value df Asymp. Sig. (2- sided) Pearson Chi-Square 1.838a 3 .607 Likelihood Ratio 1.809 3 .613 Linear-by-Linear Association 1.248 1 .264 N of Valid Cases 100 a. 1 cells (12.5%) have expected tally under 5. The base expected tally is 4.92.

Results:

The above said theory was tried by utilizing chi-square test with the assistance of a factual apparatus called SPSS-20; it is tried with a 5% level of noteworthiness and in the chi-square table it is watched that critical esteem is 0.607 which is more noteworthy than 0.05, henceforth there is no legitimate proof to reject invalid speculation along these lines There is no huge distinction among the genders concerning general fulfilment of employees on Recruitment and selection.

CHAPTER-5

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1) FINDINGS:

 40% of the respondents are working between 0-5 years, 25% of the respondents are working between 5-10 years, 30% of the respondents are operating between 10-15 years and 5% of the respondents are operating over fifteen years.  4% of respondents know about campus recruitment, 16% of respondents know about consultancies, 17% of respondents know about News paper sources and 63% of respondents know about Employee Referral.  34% of respondents are agree that organisation communication about positions responsibilities, 51% of respondents are somewhat agree that organisation has communicated about position responsibilities, and 15% of respondents are not agree that organisation communication about positions respondents.  82% of respondents are concur that they were dealt with deferentially and decently amid the enlistment procedure, and 18% of respondents concur that they were dealt with consciously and reasonably amid the enrolment process.  13% of respondents feel that the interviewing process and selection instruments followed by MAX is Excellent, 46% of respondents feel that the interviewing process and selection instruments followed by MAX is Good, 21% of respondents feel that the interviewing process and selection instruments followed by MAX is Average and 20% of respondents feel that the interviewing process and selection instruments followed by MAX is Poor.  54% of respondents feel that the source of recruitment followed in MAX was external, 21% of respondents feel that the source of recruitment followed in MAX was Internal, and 25% of respondents feel that the source of recruitment followed in MAX was Both(Internal & External).  16% of respondents feel that the percentage of internal recruitment followed by MAX was through Transfer, 63% of respondents feel that the percentage of internal recruitment followed by MAX was through Employee referral, and 21% of respondents feel that the percentage of internal recruitment followed by MAX was through promotions.  16 % of respondents feel that the percentage of external recruitment followed by MAX is through Campus selection, 53% of respondents feel that the percentage of external recruitment followed by MAX is through Consultancy, and 31% of respondents feel that the percentage of external recruitment followed by MAX is through Advertisement.

 7% of respondents feel that HR division's execution in enlistment and determination was Excellent, 61% of respondents feel that HR office's execution in enrolment and choice was great, 24% of respondents feel that HR offices execution in enlistment and choice was Average, and 8% of respondents feel that HR offices execution in enrolment and choice was poor.  20% of respondents says that, experience taken into preference for recruitment and selection procedure, 11% of respondents says that qualification taken in to preference, 16% of the respondents says that skills taken in to preference, and 53% of respondents says that the above three attributes experience, qualification, skills taken into preference for recruitment and selection procedure.  39% of respondents feel that, the reason for accepting the offer in MAX is for career growth, 44% of respondents accept offer for job security, 10% of respondents accepts offer for decent salary and the 7% of respondents accept offer for relocation at Max Fashion.  67% of respondents feel that the interview process has undergone in a structured way, 21% of respondents feel that the interview process has undergone in a unstructured way, and 12% of respondents feel that the interview process has undergone in a stress way.  27% of respondents strongly agree to give rating on adequate and qualified staff after recruitment and selection. 51% of respondents strongly agree to give rating on adequate and qualified staff after recruitment and selection, 12% of respondents disagree for giving rating after recruiting and selecting adequate and qualified staff,10 % of respondents strongly disagree to give rating on adequate and qualified staff after recruitment and selection at Max Fashion.  21% of respondents strongly agree that company reputation influences recruitment and selection process in the organisation, 27% of respondents agree that company reputation influences recruitment and selection process in the organisation, 42% of respondents disagree that company reputation influences recruitment and selection process in the organisation, 10% of respondents strongly disagree that company reputation influences recruitment and selection process in the organisation.  39% of respondents strongly agree that attractiveness of job and the cost of recruitment are the key aspects that applicants consider when applying for job, 31% of respondents agree that attractiveness of job and the cost of recruitment are the key aspects, 14% of respondents disagree that attractiveness of job and the cost of recruitment are the key

aspects that applicants consider when applying for job, 16% of respondents strongly disagree that attractiveness of job and the cost of recruitment are the key aspects when applying for jobs.  22% of respondents strongly agree that recruitment goals & philosophy are considered during recruitment effort, 48% of respondents agree that recruitment goals & philosophy are considered during recruitment effort, 17% of respondents disagree that recruitment goals & philosophy are considered during recruitment effort, and 13% of respondents strongly disagree that recruitment goals & philosophy are considered during recruitment effort  51% of respondents strongly agree that recruitment & selection process usually transparent & objective, 32% of respondents agree that recruitment & selection process usually transparent & objective, 8% of respondents disagree that recruitment & selection process usually transparent & objective, and 9% of respondents strongly disagree that recruitment & selection process usually transparent & objective.  11% of respondents strongly agree that recruitment and selection are upheld during the recruitment and selection process, 16% of respondents agree that recruitment and selection are upheld during the recruitment and selection process, 53% of respondents disagree that recruitment and selection are upheld during the recruitment and selection process, 20% of respondents strongly disagree that recruitment and selection are upheld during the recruitment and selection process.  23% of respondents strongly agree that variety of tools used during recruitment and selection process at Max fashion, 37% of respondents agree that variety tools used during srecruitment and selection process, 15% of respondents disagree that variety tools used during recruitment and selection process, and 15 % of respondents strongly disagree that variety tools used during recruitment and selection process at Max Fashion.

5.2) SUGGESTIONS:

 The company could also prefer telephonic interviews for experienced candidates.  Need to make improvement in scheduling the interviews.  Company could also prefer campus recruitment when company wants to hire more number of employees.  Organisation has to communicate properly about positions responsibilities and requirements.  Need to improve interviewing process and selection instruments followed by MAX.  MAX has to provide better salaries to the employees.  Need to give equal preference to internal recruitment as well as external recruitment.

5.3) CONCLUSION:

Recruitment is one of the most significant aspects for operating a business successfully and enables the organisation to obtain the number and types of individuals required for its continuous working. Recruitment and Selection is very important in every company to hire a prospective candidate in order to achieve company’s goals and objectives and to increase productivity. Selection is also an important aspect in human resource management. Selection process is to select qualified and competent people.

The essence of recruitment can be summed up as ‘the philosophy of attracting as many as applicants as possible for given jobs’.

As per the research which was done in MAX fashion I found that both internal and external recruitment had equal preference to hire an employee.

BIBLIOGRAPHY

BOOKS:

Biswanath Ghosh, Human Resource Development and Management, Vikas Publishing House PVT LTD.

WEBLIOGRAPHY:

 Max Retail, Company Profile, 12/02/2016, www.landmarkgroup.in  WWW.fishermanspartnership.org  http://en.wikipedia.org/witi/landmarkgroup

ANNEXURE

Dear Respondents: I SangarajuThejasree student of N.H.C.E pursuing my fourth semester MBA would like to give valuable time to fill the questionnaire regarding recruitment and selection in MAX which helps to do my further project .

Name: Gender:

Designation:

1. Since how many years you have been working with this organization?

A]. 0-5 Years B].5-10 Years C].10-15 Years D]. More than 15Years

2. How did you initially hear about employment in MAX?

A]. Campus recruitment B].Consultancies C].Newspaper sources D].Employee referral

3. Do you feel the positions responsibilities and requirements were effectively communicated to you?

A]. Yes B].Somewhat C]. No

4. Overall, did you feel you were treated respectfully and fairly during the recruitment Process?

A]. Yes B]. No

5. Rate the interviewing process and other selection instruments followed by MAX?

A]. Excellent B]. Good C].Average D].Poor

6. Source of recruitment followed by MAX?

A]. External B].Internal C]. Both

7. Specify the internal recruitment followed by Max?

A]. Transfer B]. Employee referral C].Promotion

8. Specify the external recruitment followed by MAX?

A]. Campus selection B].Consultancy C]. Advertisement

9. Rate the HR department’s performance in recruitment and selection?

A]. Excellent B]. Good C].Average D].Poor

10. Attributes taken in to preference for recruitment and selection procedure

A]. Experience B].Qualification C].Skills D]. All of the above

11. Reason for accepting the offer in MAX?

A]. Career growth B].Job security C].Decent salary D]. Relocation

12. Your satisfaction level with current recruitment process

A]. Satisfied B].Highly satisfied C]. Dissatisfied D].Highly Dissatisfied

13. What kind of the interview did you undergo?

A]. Structured B].Unstructured C]. Stress

In this section please tick (√) the most appropriate response for each of the questions in the table below with the following scores in mind. Strongly Agreed (SA = 5), Agree (A = 4), Neither agree nor disagree (N = 3), Disagree (D = 2), strongly disagree (SD = 1)

Questions SA A DA SD 14.Organisation has adequate and qualified staff after recruitment and selection 15. Organizational reputation influences recruitment and selection process in the organization 16. Attractiveness of the job and the cost of recruitment are the key aspects that applicants consider when applying for the job

17.Recruitment goals and recruitment philosophy are considered during recruitment effort 18.Recruitment and selection process usually transparent and objective 19.Recruitment and selection Policies are upheld during the recruitment and selection process 20.A variety of selection tools and recruitment methods are used during the process