INTERNSHIP REPORT

ON
RECRUITMENT & SELECTION
PROCESS OF MAX

SUBMITTED
BY
SHUBHI RAIZADA
[MB2014038]

ACKNOWLEDGEMENT
I am fortunate to have got an opportunity to undergo the
internship at max. The project has been very useful for me. In
understanding the various pragmatic aspects of the management
function practice in the real world. I express my deep sense of
gratitude to Miss , Ishveen kaur gill For their counsel throughout my
training.
I would also like to express my gratitude to all the members of
Rajouri garden store for their assistance and constant motivation.
Above all, i give my special thanks to all my faculty members who
have supported me. I am very thankful to all of them who have
guided me for my project.

(Shubhi Raizada)

What is RETAIL?
RETAIL, according to concise oxford English dictionary, is the sale of goods
to the public for the use of consumption rather for resale.
Retailing includes all the activities involved in selling of goods and services
directly to final customers for personal non-business use.
World over retail segment has performed exceptionally since its inception in the 20 th century.
Sample these facts

Retail is currently the biggest industry in

th
the world. Every 10 billionaire in the
world is a retailer.
25 of the top 50 fortune companies are in retail.

The Indian retail sector is highly fragmented with 97% of its business being
run by the unorganized retailers like the traditional family run stores and
corner stores.
The sector is the largest source of employment after agriculture and has
deep penetration into rural India generating more than 10 per cent of Indias
GDP.

Types of Retails Outlets

A marketplace is a location where goods and services are exchanged. The
traditional market square is a city where tradersset up stalls &
Buyers browse the stores.
This kind of market is very old, and countless such markets are still in
operation around the whole world.
In some parts of the world, the retail business is still dominated by small
family-run stores, but this market is increasingly being taken over by large
retail chains. Most of these stores are called high street stores. Gradually

high street stores are being re-grouped at single locations called malls.
These are more defined and planned spaces for retail stores and brands

Types of Products Available

Retail is usually classified by type of products as follows:
Food products typically require cold
storage facilities. Hard goods or durable
goods
Soft goods or consumables - clothing, other fabrics, footwear, cosmetics,
medicines and stationery. Goods that are consumed after one use or have
a limited period (typically under three years) in which you may use them.
Arts Contemporary art galleries, Bookstores, Handicrafts, Musical
instruments, Gift shops, and supplies for them.

Global top ten retailers

Worldwide Top Ten Retailers

Rank

Company

2013 revenue ($US million)

Walmart

$464,162

Tesco

$120,052

Costco

Carrefour

$103,555

Kroger

$96,751

$105,156

Amazon.com

United States

$88,988

Lidl

Germany

$87,236

Metro AG

Germany

$85,832

The Home Depot

United States

$74,754

10

Aldi

Germany

$73,035

Retail pricing
The pricing
Retailers is
Pricing
This involves
technique
Used by most cost
plus .
adding
a markup
percentage)t the
Cos Anoth
common
amount(or
o
retailers
t.
er
technique
is suggested retail pricing. This simply involves charging the amount
suggested by the manufacturer and usually printed on the product by the
manufacturer.
In Western countries, retail prices are often called psychological prices or odd
prices. Often prices are fixed and displayed on signs or labels. Alternatively,
when prices are not clearly displayed, there can be price discrimination,
where the sale price is dependent upon who the customer is. For example, a
customer may have to pay more if the seller determines that he or she is
willing and/or able to. Another example would be the practice of discounting
for youths, students, or senior citizens.

Competition
Retail stores may or may not have competitors close enough to affect their pricing, product availability, and other
operations. A 2006 survey found that only 38% of retail stores in India believed they faced more than slight competition.
Competition also affected less than half of retail stores in Kazakhstan, Bulgaria, and Azerbaijan. In all countries the main
competition was domestic, not foreign.

Country

% of Retail Stores Facing Competition

India

38%

Kazakhstan

44%

Bulgaria

46%

Azerbaijan

48%

Uzbekistan

58%

Armenia

58%

Georgia

59%

Kyrgyzstan

59%

Russia

62%

Belarus

64%

Croatia

68%

Romania

68%

Ukraine

72%

[11]

Country

% of Retail Stores Facing Competition

Turkey

73%

Serbia

74%

Tajikistan

74%

Slovenia

77%

Latvia

78%

Bosnia and Herzegovina

79%

Moldova

79%

Czech Republic

80%

Slovakia

80%

Poland

83%

Hungary

87%

Estonia

88%

Lithuania

88%

[11]

Country

Macedonia

Albania

% of Retail Stores Facing Competition

88%

89%

[11]

Company Profile
LANDMARK GROUP
Founded in 1973 in Bahrain, the Landmark Group has successfully grown
into one of the largest and most successful retail organizations in the
Middle East, Africa and Indian Subcontinent. An international, diversified
retail and hospitality conglomerate that encourages entrepreneurship to
consistently deliver exceptional value, the Group operates over 1900
outlets encompassing over 24 million square feet across the Middle East,
Africa and the Indian Subcontinent. The Group employs over 50,000
people.
Landmark Group's business can be broadly classified into Retail,
Hospitality and Healthcare. Retail is the group's core focus area and it
deals mainly with apparel, furniture, footwear, consumer electronics,
cosmetics & beauty products, home improvement and baby products. In
India, the formats are different and include grocery retail in a joint venture
with Aachen and hence the list below does not apply to India.

Brands by Landmark Group

Well-defined concept store Lifestyle offers a wide range of exclusive products

from home dcor, furnishings, lighting and bath dcor to makeup, perfumes,
fashion bags & accessories, spa products and teen accessories.
Since its inception in 1998, Lifestyle has expanded into a chain of over 160
stores across the Middle East, Africa & Pakistan offering an incredible range of
products across all departments. Its dedication to offer a wide range of
leading international brands in individual departments has complemented
Lifestyle's own brand 'Adore', which delivers value products across most
departments. With more than 2,000 dedicated staff supporting and servicing
more than 950,000 sq ft of retail space, Lifestyle continues to grow rapidly
across the region.
In 2013 Awarded the Super brand status in the UAE - Nominated and voted
by Super brands Council and thousands of marketing professionals in the
region

Multi-brand store with international & in-house designed brands

Headquartered in Dubai, Splash is Middle East's largest fashion retailer and
part of the Landmark Group, one of the biggest retail conglomerates in the
Middle East, India and Africa. Founded in 1993 as a single brand store in
Sharjah, Splash has grown to over 200 stores and 50 brand stores across 14
countries.
Showcasing popular collections for men, women and teens, Splash's existing
product portfolio includes a uni-brand concept across its stores providing a
comfortable and easy shopping environment. Alongside, the brand also
houses a gamut of international brands under its portfolio like Lee Cooper,
Bossini, ELLE and Being Human among others. In 2013, Splash roped in
Salman Khan as the very first brand ambassador and introduced a new brand
campaign 'Love Splash, Love Fashion' that plays on the brand's long standing

affair with fashion. Over the years, Splash has received several significant
industry accolades that include being awarded the "Super brand" status 2014
which is fifth in a row for the brand along with a 'Power brand' status for
2013. Splash has also won the Dubai Lynx Awards in the Design category for
the Splash 2014

calendar. Also listed in Forbes Arabia's "Top 40 Arab Brands" list, Splash has
also been awarded at the Grazia Style Awards 2010, as 'Best place to Spend
AED 500'. A winner of several marketing awards of great significance, Splash
has also won the Most Admired Marketing Campaign at the Retail ME Awards
2011 along with the Most Admired Retailer award.

Find your home in ours

There's no place like home, and there's no place like Home Centre to
transform any space into your dream home.
With more than 80 stores across the Middle East, North Africa and India,
Home Centre offers an impressive variety of fine furniture and furnishings,
home accessories, kitchenware, outdoor furniture and gift ideas distinguished
by affordable prices, excellent value and comprehensive service. From the
first store in Sharjah, UAE in 1995, Home Centre today occupies half a million
sq. ft. of retail space within its stores in the UAE and over 3 million sq. ft. of
retail space across all its markets.
We have undergone a complete revival and launched a fresh look and feel for
our brand. Our revamped showrooms display an acute attention to current
trends, emphasizes on a vast product range and commits to earth-friendly
initiatives and safety standards. This makes every visit to Home Centre a
treat for the whole family.
Be it a bachelor pad or a grand villa, a studio apartment or a palatial
mansion, a household of one or a family of ten: no matter how you live, we
trust that you can find your home in ours.

Landmark International specializes on managing and growing the Group's

portfolio of International fashion brands: New Look, Koton, Reiss, Lipsy and
Funky Fish with an ambitious strategy of expansion and development.

Established in 2005 as part of Landmark Group we now have over 120 outlets
across the MENA region.

More Fashion. More Value.

Max is the largest value fashion brand in the Middle East, North Africa and
India.
Launched in May 2004 in UAE, the brand now retails in 15 countries and has
a network of over 260 stores with a retail space of 4 million sq ft. Max retails
private label clothing for men, women and children as well as footwear and
home accessories. A great shopping experience with fashionable products at
amazing value is an assurance from Max fashions.
Max's success is driven by its value pricing, clarity in merchandise
presentation, market positioning, aggressive market penetration and a strong
Management team.

PRODUCT LINE

The 3 Stages of evolution the trade channels are shown

in the exhibt below.

Extended:Manufacture
Retailer

Depo/CNF

Distributer

Limited:Manufacture
Shopper

Depo/CNF

Retailer

Direct:Manufacture
Shopper

Retailer

Classifiying Indian Retail:(A)Mordern Format Retailers

Supermarkets
Hypemarkets

Eg-(Food
World)
Eg-Big bazar

Eg
Department Stores
S Shop
Eg
Speciality chains
lKea
Company owned company operated

(B)

Traditional
format retailers
Kirana
Kiosks
Street Market
Exclusive/Multiple brands outlets

(C) Large Indian Retailers

Hyper Market

1
. Big Bazar
2
. Giants
3
. Shoprite

Department Store
Entertainment

1. Life style
2. Pantaloons
3. Shoppers
Shop
4. Trent

1. Frame
Adiabs
2. Fun
Republic
3. Inbox
4. PVR

Store Hierarchy

Area Manager/Cluster Manager

Store Manager
Asst. Store Manager

Head
Cashier

Department
Manager
(Kids wear)

Departmen Departme Departmen

t
nt
t
Department
Manager (Ethnic
Manager
Manager
Manager
wear)
(Mens
(Foot wear &
Wear)
(Women
Accessories)
Western wear)

Cashier
SCRE R4
CRE

R3

TCRE R2

IT

IN
V

HUMAN RESOURCE

Human Resource is a very important asset for the success of an organization. Every aspect of organizations
activities is determined by the competencies motivation, and general effectiveness of the human resource of
the particular organization. The effective and efficient management and development of this crucial asset of an
organization is, therefore, a very important factor for the survival and success of an organization in a fast
changing and competitive environment.

The development of human resource by formulating progressive personnel policies and welfare schemes has
always

been

accorded

the

highest

priority

in ROSA POWER SUPPLY COMPANY LIMITED. The

existing

Human

Resource Development Policies, Compensation Package and Welfare Schemes are rated one of the best in the
industry.

However, the

continuous

review

and

assessment

of the

effectiveness

of

our

Human

Resource

Development Policies is necessary to meet the challenges of the fast changing environment and maintaining
our leading position in the industry. It is a big challenges today how to utilize the unlimited potential of human
resource and how to fill in the gap between the desired and actual level of performance of the employees.

HR OBJECTIVE

To develop and sustain core values.

Industrial peace.

To develop business leaders for tomorrow.

To enhance the quality of life of employees and their family.

Achieve High Productivity.

Better quality of working life of employees.

To inculcate high understanding of 'Service' to a greater cause.

To provide job contentment through empowerment, accountability and responsibility.

To build and upgrade competencies through virtual learning, opportunities for growth and providing
challenges in the job.

Cordial relationship between the employer and employees.

Proper orientation and introduction to the new employees.

HR STRATEGY

Re-strengthening mutual faith, trust and respect.

Inculcating a spirit of learning & enjoying challenges

To meet challenging demands of the business environment, focus of the HR Strategy

is on change of the employees mindset.

Re-engineering and redeployment for maximizing utilization of HR potential.

Developing

Human

Resource

through

virtual learning, providing

opportunities

for

growth, inculcating

involvement and exposure to benchmarking in performance.

To build and upgrade competencies through virtual learning, opportunities for growth and providing
challenges in the job.

ROLE OF HR

Alignment of HR vision with corporate vision.

Shift from support group to strategic partner in business operations.

Developing professional attitude and approach.

HR as a change agent

Overview

HRP (Human Resource Planning) helps determine the number and type of people an organization needs. The next

logical step

is

to hire the right type to fill the jobs. number of people of the right Hiring involves two broad groups of

activities.

1. Recruitment

2. Selection

Before coming to details of Recruitment, it is useful to note that hiring, contrary to popular perception, is an ongoing
process and not confined to the formative stages of an organization. Employee leaves the organization in search of
greener pastures- some retire and some die in the saddle. More importantly, an enterprise grows, diversifies, take over
other units-all necessitating hiring of new men and women.. Infect, the hiring function stops only when the organization
cease to exist.

RECRUITMENT & SELECTION

What is recruitment?
Recruitment synonymous with "hiring" in American English refers to the
overall process of attracting, selecting and appointing suitable candidates
for jobs (either permanent or temporary) within an organization. Recruitment
can also refer to processes involved in choosing individuals for unpaid
positions, such as voluntary roles or unpaid trainee roles. Managers, human
resource generalists and recruitment specialists may be tasked with carrying
out recruitment, but in some cases public-sector employment agencies,
commercial recruitment agencies, or specialist search consultancies are used
to undertake parts of the process. Internet-based technologies to support all
aspects of recruitment have become widespread.

Sources of recruitment
Recruitment through CV BOX

Many Applied CVs / Applications for a particular post come through c v box.
Interested candidates leave or drop their CVs in the CV box so that whenever
there is a vacancy they can be called-up.

In-house

Many employers undertake their own in-house recruitment, using their

human resources department, front-line hiring managers and recruitment
personnel who handle targeted functions and populations. In addition to
coordinating with the agencies mentioned above, in-house recruiters may
advertise job vacancies on their own website and other job boards,
coordinate internal employee referrals, target and headhunt external
candidates (much like an external agency or search firm), work with external
associations, trade groups and/or focus on campus graduate recruitment.
In-house recruiters (also known as internal recruiters or corporate recruiters)
may be multifunctional, serving in an HR generalist role or in a specific role
focusing all their time on recruiting. Activities vary from firm to firm but may
include, screening CVs or rsums, conducting aptitude or psychological
testing, interviewing, undertaking reference and background checks, hiring;
administering contracts, advising candidates on benefits, on boarding new
recruits and conducting exit interviews with employees leaving the
organization. They can be permanent employees or hired as contractors for
this purpose. Contract recruiters tend to move around between multiple
companies, working at each one for a short stint as needed for specific hiring
purposes. The responsibility is to filter candidates as per the requirements of
each client.

Internal recruitment
Internal recruitment (not to be confused with internal recruiters!) refers to
the process of a candidate being selected from the existing workforce to take
up a new job in the same organization, perhaps as a promotion, or to provide
career development opportunity, or to meet a specific or urgent
organizational need. Advantages include the organization's familiarity with
the employee and their competencies insofar as they are revealed in their
current job, and their willingness to trust said employee. It can be quicker
and have a lower cost to hire someone internally. An employer may choose to
advertise a job both externally and internally simultaneously, or only
externally or only internally.
A temporary internal appointment for a period of a few months sometimes
occurs, after which the employee would normally be expected to return to
their previous job. This is known as

a secondment; someone on a secondment is said to be seconded to the new

team. Secondments may also take place between related organizations
Lateral hire may refer to the hiring of someone into a position that is at the
same organizational level or salary from another, similar organization or to an
employee moving from one position to another within the same organization,
possibly luring them with a better salary and the promise of better career
opportunities.

Employee referral
For more details on this topic, see employee referral.
An employee referral program is a system where existing employees
recommend prospective candidates for the job offered, and in some
organizations if the suggested candidate is hired, the employee receives a
cash bonus. Job seekers may also be referred or recommended by a thirdparty affiliate within a particular field based on certain criteria resulting in a
lead or interview with a potential future employer. In some cases the
organization provides the employee referral bonus only if the referred
employee stays with the organization for stipulated time duration (in most
cases, 36 months). The referral bonus depends on the grade of the referred
employee - the higher the grade, the higher the bonus; however, this method
is not used for senior-level hiring.

Outsourcing
An external recruiter may suit small organizations without the facilities to
recruit. Typically, a formal contract for services is negotiated, known in the
industry as Recruitment Process Outsourcing. It may involve strategic
consulting for talent acquisition, sourcing for select departments or skills, or
total outsourcing of the recruiting function.

Job Interview

Employment agencies
For more details on this topic, see employment agencies.
Employment agencies operate in both the public and private sectors. Publicly
funded services have a long history, often having been introduced to mitigate
unemployment in economic downturnssuch as occurred in the New Deal
program in the United States, and the Job centre Plus service in the UK. The
commercial recruitment industry strives to provide a candidate to a client for
a price. Agencies at one end of the spectrum are paid only if they deliver a
candidate that successfully stays with the client beyond an agreed
probationary period. Agencies at the other end charge a retainer to focus on
a client's needs and achieve milestones in the candidate search, and receive
a percentage of the candidate's salary when the candidate stays beyond a
probationary period. The agency recruitment industry is highly competitive,
therefore agencies have sought out ways to differentiate themselves and add
value by focusing on a particular part of the recruitment life cycle. Most
agencies provide a broad range of services, and with the extremes being the
traditional providers and the niche operators.

Traditional agency
A traditional agency historically has had a physical location, where a
candidate visits a local branch for a short interview and an assessment
before being taken onto the agencys books.
Recruitment consultants work to match their pool of candidates to their
clients' open positions. Suitable candidates are short-listed and put forward
for an interview with potential employers on a contract or direct basis.

Recruitment Broker
An agency or consultancy representing multiple "traditional agencies" is
called a broker. A client employs the broker who supplies candidates from
potentially multiple recruitment agencies. The consultants work to match
their pool of candidates to the Brokers' open positions. Suitable candidates
are short-listed and put forward for an interview with potential employers on
a contract or direct basis. Typically the broker fee is paid by the recruitment
agency as a percentage of the placement rather than direct from the client.

Niche recruiters

'Specialized recruiters' exist to seek staff with a very narrow specialty. These
firms can produce superior results due to their ability to channel all of their
resources into networking for a very specific skill set. This specialization in
staffing allows them to offer more jobs for their specific

Demographic, which in turn attracts more specialized candidates from that

specific demographic over time building large proprietary databases. Niche
firms tend to focus on building ongoing relationships with their candidates, as
the same candidates may be placed many times throughout their careers.
Online resources have developed to help find niche recruiters. Niche firms
also develop knowledge on specific employment trends within their industry
of focus (e.g., the energy industry) and are able to identify demographic
shifts such as aging and its impact on the industry.
Agencies' financial arrangements may take several forms:
A contingency fee paid by the company when an agency-introduced
candidate accepts a job
with the client company. Typical fees range from 15% to 35% based on the
candidates first-year base salary (fees as low as 12.5% can be found
]
online ). This type of recruitment usually has a rebate or replacement
guarantee should the candidate fail to perform or leave within a set period
of time (often up to a three-month period and as much as a 100% rebate).
An advance payment that serves as a retailer, also paid by the company,
is non-refundable and paid in full depending on outcome and success (e.g.,
40% up front, 30% in 90 days and the remainder once a search is
completed). This form of compensation is generally reserved for high level
executive search/headhunters
Hourly charge for temporary workers and projects. A negotiated hourly fee
in which the agency is paid and then pays the applicant as a consultant for
services as a third party. Many contracts allow a consultant to transition to
a full-time status upon completion of a certain
Number of hours with or without a conversion fee Headhunters
For more details on this topic, see executive search.
"Executive search firm" and "headhunter" are industry terms for a third-party
recruiter who works on behalf of an employer and seeks out candidates for
executive and professional positions on their behalf. Headhunters are
generally considered more aggressive than in-house recruiters or may have
existing industry experience and contacts. They may use advanced sales
techniques. They may also purchase expensive lists of names and job titles
but more often generate their own lists.
They may arrange a meeting or a formal interview between their client and
the candidate, and usually prepare the candidate for the interview, help
negotiate the salary, and conduct closure of the search. They are frequently
members in good standing of industry trade groups and associations
Headhunters may attend trade shows, college job fairs and other meetings

nationally or even internationally that may be attended by potential

candidates and hiring managers.
Headhunters are typically small operations that make high margins on
candidate placements
(Sometimes more than 30% of the candidates annual compensation). Due to
their higher costs,

Headhunters are usually employed to fill senior management and executive

level roles. Headhunters are also used to recruit very specialized individuals;
for example, in some fields, such as emerging scientific research areas, there
may only be a handful of top-level professionals who are active in the field. In
this case, since there are so few qualified candidates, it makes more sense to
directly recruit them one-by-one, rather than advertise internationally for
candidates.
In-house recruiters tend to attract candidates for specific jobs. Headhunters
both attract candidates, and actively seek them out. To do so, they may
network, cultivate relationships with various companies, maintain large
databases, purchase company directories or candidate lists and cold call
prospective recruits Headhunters are increasingly using social media to find
and research candidates, also called social recruiting.

Executive research and resourcing

firm
These firms are the news hybrid operators in recruitment, discovering passive
candidates and making them hires for their clients. They may generate
varying degrees of candidate information from people currently engaged in
the position a company is looking to fill and provide "passive candidate
intelligence" to the recruiting company. These firms may charge a daily rate
or fixed fee.

Internet recruitment services

Recruitment websites
Recruitment websites typically provide a:
Job board, usually with a job search engine
Meta-search engine that searches across
multiple websites Rsum or curriculum vitae
(CV) database
Employers post job vacancies on job boards and candidates can search these
postings. Candidates can upload a rsum to the rsum database, which
employers can search. Job boards typically charge employers fees for job
postings and access to rsum search.
Since the late 1990s, e-recruitment has evolved to encompass end-to-end
recruitment. Websites capture candidate details and pool them in client-

accessed candidate management interfaces (also online). Key players in this

sector provide e-recruitment software and services to organizations of all
sizes, and within numerous industry sectors who want to partly or entirely
conduct recruitment electronically.

Online recruitment software helps organizations attract, test, recruit, employ

and retain staff with minimal administration. Online recruitment websites can
help find candidates who actively look for work and post rsums online.
Online sites may not attract "passive" candidates who might respond to
opportunities presented through other means. Some candidates actively
seeking to change jobs may be hesitant to put rsum on job boards for fear
their companies, co-workers, or customers might discover they are looking
for other work.

Social recruitment
For more details on this topic, see social recruiting.
Social recruiting is the use of social media for recruiting including sites like
Face book, Twitter, and LinkedIn. It is a rapidly growing sourcing technique,
especially with middle-aged people. On Google+, the fastest-growing age
group is 4554. On Twitter, the expanding generation is people from ages 55
64.
Mobile
Recruiting Is rapidly expanding.
the
social
CareerBuilder ran
surveyor
Fortune
500
United
companies And discovered that 39% of people in the States
use tablet
Computers. Another recent survey done by Glassdoor.com revealed that 43%
of candidates research company policy, culture, and history all within the
fifteen-minute time period before an interview begins. However, 80% of
Fortune 500 companies fail to use mobile-optimized career sites.

Candidate-paid recruitment
Some recruiters work by accepting payments from job seekers, and in return
helps them to find a job. This is illegal in some countries, such as in the
United Kingdom, in which recruiters must not charge candidates for their
services (although websites such as LinkedIn may charge for ancillary jobsearch-related services). Such recruiters often refer to themselves as
"personal marketers" and "job application services" rather than as recruiters.

SOURCES OF RECRUITMENT UNDER MAX

CV Drop box

Online job portals (e.g.:- TimesJob.com,

Naukri.com.etc) Employee Referral
Walk Ins

Campus Recruitments (graduation colleges, NGOs)

Consultants.

C.V. DROP BOX

CV drop box is the old way of recruiting candidate. In this method/source of
recruitment a C.V drop box is placed at the entrance of the store , the
candidates interested can drop their C.V.s in that drop box . At the time when
their will be any vacancy those C.Vs will be brought from the drop box and
will be short listed accordingly to the job profile , further the calls will made to
selected candidates for further round of interviews.

ONLINE JOB PORTALS

In online job portals there are sites where employers post job vacancies &
candidates can search these postings and can apply for job by uploading
their resumes, which employers can see.
These recruitment websites can help to find candidates who are actively
looking for work & posted resumes online.

EMPLOYEE REFERRALS
Employee referral program is a system where existing employees
recommend prospective candidate for offered job & in some organizations
like MAX if the suggested candidate is hired, employee receives a cash
bonus. In some cases the organizations provides the employee referrals
bonus only if the referred employees stays with organization for particular
time period like MAX.
If farida is an employee of MAX & she refers sayra & sayra got selected &
worked in MAX, so farida will get the bonus accordingly:If sayra works for 3 months farida will receive Rs.500 as bonus.
If sayra works for +3 months i.e. total 6 months farida will
receive Rs.500 more, & If sayra works for +6 months farida will
get Rs.500 more.

Thus, total Rs.1500 will be received by farida if sayra works for 1 year in
organization.

WALK INs
Walk Ins is a simple method of recruitment. In this candidate knowing there
is vacancy come for the interview direct & submits their C.V. at that time
only.

CAMPUSRECRUITMENT
Campus
where

recruitment
company select

is
the

source of
prospective

recruitment

candidate by doing recruitment in graduation colleges and NGOs. In this

organization
take/ select candidates from graduation colleges or NGOs .

CONSULTANTS
Employer/Organization also recruits employees through consultancy firms or
consultants. They (organizations) keep in contact with some consultancy
firms/ consultants & if they need any employee they contact those firms/
consultants for prospective candidates.

RECRUITMENT PROCESS OF MAX

Aptitude test
There is a test called aptitude test taken at a time of interview. It is the
first step of of interview. A criteria of minimum % of to be scored is set
at different levels i.e. for example one should score at least 80% marks
if applying for DM post. There are different levels of posts but for every
post aptitude test is to be given, every post is having different set
criteria.
Post available at store level areCRE/SCRE.
Cashier/
Head
cashier.
DM/ADM/HC.
IT/ INV.
ASM/SM (CM, AM,GM).

FUNCTIONAL INTERVIEW:Functional interview is around where HR have to rate the candidate from/
between 1 to 5 on the sheet containing functional competencies. He/ she

can rate the candidate like if the candidate is significantly below expectation
he will get rating 1 or exceed expectation then may score then 5 rating.
Competencies given like knowledge to know and segregate products,
understanding particular rate, retail process, etc or knows product sales,
product display standards, signages, fixtures, etc.

BEHAVIOURAL INTERVIEW
Behavioral interview round is the round where HR have to rate the candidate
from 1 to 5. Rating is done on the basis of behavioral competencies as in
functional interview. Behavior competencies given are like understanding
basic rules, discipline, punctuality, being comfortable in group, understanding
customer needs and queries open to feedback, making eye contact, etc.

PERSONALITY
ASSESMENT (PPA)

PSYCHOMETRIC

PPA is done to check the mental stability of the candidate. It is very

compulsory for a candidate to clear this test for getting selected. It contains
questions which are to be answered as least/ most and the minimum score
scored by candidate for getting selected is 0.47.

Joining
After the above mentioned process the final step is joining of
the candidate. After joining the Employee is provided with
3
days
classroom
Induction 10 days onjob Training

3 days classroom Induction

In 3 days classroom Induction the Selected Employee is asked to set in the
classroom &

st

day:-

He is told about the HR policies /Paring Policies/Account opening process/

salary procedure/ leaves procedure, compo/ off, week off, sick leaves, Loss on
pay, etc.

2 &3 days:2 & 3 days Trainers trained the selected employee regarding
These roles, job, etc. hike what role they have play & how they can manage it
easily.

10 days On Job Training:-

Last Step is an on job Training in this the employee is left the

seniors & Colleagues to learn the work is how the.

Recruitment Procedure of Big

Bazar
Selection Procedure
i. Interview
ii. Psychometric test
iii. Group Discussion

Interview:For entry level jobs candidates are interviewed by a HR person they

are asked a few basic questions about their education, previous
work experience if any language known etc.

Psychometric test:For higher & top level jobs candidates are asked to answer few
questions which test sharpness analytical ability to handle stress
presence, etc.

Group Discussion:In campus recruitment group Discussion Where they will in Group
Discussion & arrive at solution which is accepted by whole group.

Recruitment Process of
Shoppers Stop:Interview is helped which has 3 rounds:-

Primary Round:
Primary round is the basic round held on phone. In this the basic skills of
communication, etc are checked.

Secondary/HR Round:
In this the HR, then Retail operation head then unit head & lastly area
manager as questions to the candidates regarding operation, retails, data
etc.

Psychometric test:
This is done to check the candidate mental ability/stability that where
he/she is mentally prepared to handle certain situations or not. It is
compulsory for every employee to clear this test.

OBSERVATION

Spending some precious time in max, I observed that Max HR

department is efficient in selection policy of employees and has
a best five step selection process through which we are able to
get right employees for right jobs.
I also observed that Background Verification Results come after
the training of an employee. Due to which sometimes it happen
that after training an employee, It comes to our knowledge that
the employee is not suitable to work in the company or by any
other inappropriate means he/she couldnt be a part of max that
ultimately results in wastage of companys time and resources.
Another thing that I had observed at max is that it has a fixed
date of hiring people, means we have fixed dates on which we
recruit or conduct the selection process.
While talking to the employees of Shopper stop I observed that
the employees even at the floor level had better communication
skills compared to the employees of the max, and even each of
them were aware of the store area and different products
location.
While being a part of the recruitment team, and recruiting
employees for the floor staff i.e. R3 grade that the candidate
coming for the R3 grade are not even able to understand the last
and Important level of our recruitment process that is the
psychometric test due to which we often lose a candidate that
has a good floor knowledge but weak in academics

 While going through the sources of recruitment of max I had

observed that max is not using some main sources of
recruitment that others are using like most important one is
campus recruitment, and even it is not providing regular
training/Internship to new candidates/Students.

Additional Observations
STORE LEVEL :
In MAX (Rajouri Garden) I had observed that the ambience of the
store is very neat & clear i.e. when we enter the store
Everything is set differently & very clearly.
Every section/ department is divided in sub zones if we look at it
properly like kids sections is dividend between boys & girls & even
size wise.
The display which is made outside the store i.e. shows that the
store had a great collection for the whole family. It is done /
displayed so creatively even at the time of off sale season that it
attract customer.

OPERATION :
Regarding operations what I had observed was again a positive
point that in MAX every department manager is provided with a
booklet of checklist in which he/she has to check certain points &
put ( ) or (X) & had to work on the wrong points. This made the
department manager aware that which thing is missing/not correct
like lights are working properly or not? Or is the store rooms are
cleans or not?
Like this there are several points regarding the store which
department managers have to check in morning & evening in
checklist.

It also makes sure/ guarantees the DMs that everything is clean &
going in the proper way that there isnt any problem.
In MAX we had a proper process of doing each & everything,
example - filing of checklist, etc.
Here, staff i.e. the floor staff is very properly co-ordinated between
the staff is very nice like if one staff is on lunch the other two/one
available look after the department till the first one come back.
Proper timing is set for every employee & they follow them very
correctly.

PRODUCT
MAX provides a very wide & better product like it had
product/clothes for the whole family: Men.
Women.
Kids.
Western wear.
Accessories.
It is places where whole family can shop together. It even provides
variety of products at better prices. Like if we compare it with the
Big Bazaar it provide better quality of products/ clothes at very
valuable prices, which attracts the customers towards MAX instead
of Big Bazaar, etc.
It also provides trendy & stylish products/ clothes which are mostly
in current fashion & in demand i.e. of latest trend & that too at very
valuable prices, like if we talk about women section as compared to
Big Bazaar & other such stores MAX is the only store I guess
offering the cloths in different section for 30+ women/ ladies that
too of latest trend, good quality & at reasonable prices.
MAX also has different brands in it like melange, Bossini, kappa,
Peter England, john players, etc.

A very large variety of denims are also available at very reasonable

prices as compared to other stores. MAX also provided schemes
Most of the time on clothes like on T-Shirts 1 for 299 & 2 for 499, on
Kurties also like 1 for 399 & 2 for 699, etc. it usually have such
schemes for customers mostly in every department.

EMPLOYEE ORIENTED : As per my observation MAX is more employee oriented by this i

mean MAX is more focused on training their employees after a
certain period of time which i personally feel is the best point
of MAX that it is more focused on training its employees at
their best. Here, employee empowerment is more focused.
They do different HR Activities every month in order to boost
up their employees, where team building games or games
which give them some knowledge/ improvement are played.
Weekly meetings are held on every Saturdays where DMs use
to have few words with their subordinates regarding sale,
target, future work, past mistakes, etc which boost their
subordinate to get boost up & motivated towards their work.
Trainings are also provided to employees after a certain period
of time for their development.
MAX mantra is also there for employees which basically help
them to understand the SOP. It includes their core values like
alteration & exchange. MAX mantra is made for employees
only.

CUSTOMER : Landmark group has LRLP (landmark reward reward loyalty

program) for the customers also i.e. where in this customers
are rewarded with few points on every purchase accordingly to

their purchase which is redeemed after a specific number

through discount from a particular amount according to points
in further bill.
Customers are also rewarded with free membership card
facility at landmark which they can use on different branches of
landmark like MAX, lifestyle, splash.

Customers also have a facility to exchange their product

without bill with the help of membership card by just telling
their numbers.
Customers get extra privilege during sale & even sometimes
off sale like sometimes supplementary gifts vouchers are also
provided to customers during off sale seasons.

 MAX offers products for the whole family. It is the one store
destination.
Max also provide the feedback and suggestions from customers
through customer feedback form, though the reviews are not
always pleasant but they do help to improve the service.

SUGGESTIONS
As per my observation for BVR (Background Verification
Results), I would like add my suggestion that the BVR must
be disclosed or committed before the training of the
Candidate/Employee.
As per my Observation for Fixed date hiring, I would like to
add that the dates for hiring candidates should not be fixed,
as hiring candidates on particular dates there is a loss of
work sales on the store..As per my suggestion new
employees should be hired as soon as possible to avoid the
loss of work at the store.
As per my Observation for psychometric test for R3 grade, I
would like to suggest that the psychometric test shouldnt be
held for R3 grade. It should be there in the recruitment
process but not for the R3 grade, instead it could be done for
higher levels.
I would like to suggest that during recruitment more focused
should be done on checking the Communication skills of a

candidate (especially for the R3 grade employees) because

they are the one who deal with the customers.

Lastly, I would also like to suggest that max should give more
emphasis on external other sources of recruitment like they
can go for campus placements in b grade retail colleges (the
colleges offering retail courses) and can also take interns
from these colleges. Like Shopper stop, it can also provide
internships open throughout the year.
Few other Sources that are Untouched and can be used for
recruiting people are We can recruit candidate through job fairs.
We can also recruit candidates through our alumni group
i.e. if our alumni group has a newsletter or a website,
where we might advertise our open positions.
We can also take candidates with the help of state
Unemployment departmentState and local govt. are working with unemployed people
to
find them jobs, we can post open position
with them at no charge.
Radio adv. can also be very inexpensive and effective way
of recruiting people.

 Social media like facebook, twitter can also be a good

source of recruitment.

ASHAs online career center- it is a service for matching

employers and prospective employees. Employers can
place online adv. as well as review hundreds of resume
that job seekers post at no charge. The Manage your
account option helps employers organize and process
applicants and the resume Agent sends an email when a
resume that matches an employer specific criteria enters
into the system. ASHA also publishes THE ASHA
LEADER, a news magazine that carries employment adv.
And is distributed to more than 1,30,000 professional and
students
The company should follow new traits / trends in the
recruitment process.
Newly selected candidate who has come from competitor
companies must be asked about recruitment and selection
procedure followed in their companies.
Exit interviews must be held so as to trace any inefficiency in
the recruitment & selection procedure and also to know
about employees grievances.

 There should be long term career planning which should be

implemented in order to increase the effectiveness in
recruitment process.

CONCLUSION
From the report it can be concluded that efforts were made to
select the knowledgeable and skilled person then emphasis is given
for experienced person. But outcome is not always the same as
desired. Till now candidates selected in max are more work
Experienced with knowledge.
After talking to different people/employees of Big Bazaar & Shopper
stop& after analyzing the recruitments selection process of all the
three-MAX, BIGBAZAR & SHOPPERS STOP I personally feel that their
a huge difference between the selection & recruitments procedure
of these, I feel that Max has a better process of selection of
employees as compared to shoppers stop & BIG BAZAR as they
only go through 2-3 step selection process where as MAX has a 4-5
step process which helps in including or choosing a right person at
right place.
I am extremely grateful to the people who helped me to participate
with my project at Max; for their friendly welcoming attitude and
willingness to involve me with their work .I have also found the
project very helpful to my own personal/Creative growth.