[Type text]

Recruitment & selection process at

pantaloon

SUBMITTED TO:- SUBMITTED BY:-

Ms. Sandya Arora Naminder Kaur

MBA 3 Sem.

RIMT – SCHOOL OF MANAGEMENT STUDIES

[Type text]
 Pantaloon Retail (India) Limited

Type Public (BSE: 523574)

Industry Retailing

Founded India

Headquarters Mumbai

Area served India

Life Style
Products

Parent Future Group

Website Pantaloon.com

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 DECLARATION

I, Naminder Kaur Class MBA (3th Sem), student of

RIMT – SCHOOL OF MANAGEMENT STUDIES,
hereby declare that the project entitled, “Recruitment & Selection Process”-
A comprehensive study for “Pantaloon Retail (India) Limited”, is an original work
and the same has not been submitted to any other institute for the award of any other degree.

Countersigned

Signature of the supervisor Signature of the candidate

……………….…………. ……………..……………

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 ACKNOWLEDGEMENT

The concept of summer training being a part and parcel of MBA Curriculum is of great use to the

trainees. They get an opportunity to work in a company or organization and gain much needed

practical experience. I take this opportunity to express my acknowledgement and deep sense of

gratitude to the following personalities for rendering valuable assistance and guidance to me for

the successful completion of Summer Training at

Pantaloon Retail (India) Limited.

I owe my deep debt of gratitude to Ms. SANDYA ARORA HR who gave me full support and

guidance in the course of my training. Further, I feel honored and privileged to express my

feelings of gratitude to Mr. MANVINDER TANDON, Faculty RIMT – SCHOOL OF

MANAGEMENT STUDIES, co-operation and support during the preparation of the project,

also I express my feelings of gratitude towards my guide.

In the end, I would like to thank all those people who helped me during the course of the project.

I shall always be inspired by all that I have learnt and will strive to put it in practical use.

Compiled by
Naminder Kaur
MBA – 3rd Sem.

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 EXECUTIVE SUMMARY

The Project report is the result of six weeks training at Pantaloon Retail (India) Limited ,

Zirakpur. Summer Training being an integral part of “Masters of Business Administration ”

course and it aims at providing a first hand experience of the industry to the students before fully

coming into the Corporate World. This training helps the students to view the World of Business

closely, which in turn widely influences their conception and perceptions. I was really fortunate

for getting an opportunity to pursue my Summer Training in a reputed, well-established, fast

growing and professionally managed organization like Pantaloon Retail (India) Limited.

The project which was assigned to me was “RECURITMENT & SELECTION PROCESS

AT PANTALOON” and it require extensive study of various factors which effect the decision

making process of a customer. The training gave me a great deal of exposure and I found

practical work totally different from the theoretical one.

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 TABLE OF CONTENTS

CONTENTS

1. ACKNOWLEDGEMENT

2. EXECUTIVE SUMMARY

3. COMPANY PROFILE

4. RECRUITMENT AND SELECTION IN VIPUL FACILITY MANAGEMENT

5. PROJECT OBJECTIVES & SCOPE.

6. RESEARCH METHODOLOGY
 DEFINITION
 DATA COLLECTION
 TYPE OF DATA
 SAMPLING TECHNIQUES
 ABOUT QUESTIONNAIRE
 LIMITATIONS

7. FINDINGS AND ANALYSIS

8. CONCLUSION

9. RECOMMENDATIONS AND SUGGESTIONS

10. ANNEXURE

 QUESTIONNAIRE

 BIBLIOGRAPHY

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 ABOUT PANTALOON
 BOARD OF DIRECTORS
 PANTALOON STRENTH
 PRODUCT OFFERINGS PANTALOON
 COMPANY STRATEGIES
 FUTURE PLAN

 ABOUT PANTALOON
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Pantaloon Retail (India) Limited, is a large Indian retailer, which is part of the Future Group,
and operates multiple retail formats in both the value and lifestyle segment of the Indian
consumer market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities
in India and employs over 30,000 people, and as of 2010, it was the country's largest listed
retailer by market capitalization and revenue.

With effect from 1 January 2010 the company separated its discount store business, which
includes the Big Bazaar hypermarket and the Food Bazaar supermarket businesses, into Future
Value Retail Ltd., its wholly-owned subsidiary, so that the company may be listed
independently.

The company’s brands include Pantaloons, a chain of fashion outlets, Big Bazaar, a hypermarket
chain and Food Bazaar, a supermarket chain. Some of the company's other regional brands
include, Depot, Shoe Factory, Brand Factory, Blue Sky, aLL, Top 10 and Star and Sitara.

A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-
format home solutions store, Collection i, selling home furniture products and E-Zone focused
on catering to the consumer electronics segment.

Lines of Business

The company is present across several lines of business which have various formats (stores)
lywood, The Dollar Store (JV)

 Fashion - Pantaloons, Central, aLL, Brand Factory, Blue Sky, Top 10, Fashion Station,
Big Bazaar, Lee Cooper (JV)
 General Merchandise - Big Bazaar, Shoe Factory, Navras, Electronics Bazaar, Furniture
Bazaar, KB'S FAIR PRICE

 Electronics - eZone, Electronic Bazaar, STAPLES (JV)

 Home Improvement - Home Town
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  Furniture - Collection i, Furniture Bazaar, Home Bazaar
 E-tailing (Online Shopping) - www.futurebazaar.com
 Books & Music - Depot
 Leisure & Entertainment - Bowling Co., F123
 Wellness - Star & Sitara, Tulsi
 Telecom & IT - Gen M, M Bazaar, M-Port, ConvergeM, Future Axiom
 Consumer Durables - Koryo, Sensei, IPAQ
 Service - E Care, H Care , Design & Service
 Malls - Central (Bangalore, Hyderabad, Pune, Mumbai, Vadodara, Gurgaon, Indore,
Ahmedabad)
 Investment & Savings - Insurance: ULIP, Pension, Endowment etc.

Stock Information

 Listed on: Bombay Stock Exchange

 Stock Code: BOM:523574

Company Timeline

 1987 Company incorporated as Manz Wear Private Limited. Launch of Pantaloons

trouser, India’s first formal trouser brand.
 1992 Initial public offer (IPO) was made in the month of May.
 1997 Pantaloons – India’s family store launched in Kolkata.
 2001 Big Bazaar, ‘Is se sasta aur accha kahi nahin’ - India’s first hypermarket chain
launched.
 2002 Food Bazaar, the supermarket chain is launched.
 2007 Future Group crosses $1 billion turnover mark.

 BOARD OF DIRECTORS
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Mr. Ashok Biyani Managing director

Mr. S Doreswamy Director

Mr. Gopikishan Biyani Wholetime Director

Mr. Darlie Koshy Director

Mr. Rakesh Biyani Wholetime Director

Mr. Anil Harish Director

Mr. Shailesh Haribhakti Director

Ms. Anju Podda Director

Ms. Bala Deshpande Director

Mr. Ved Prakash Arya Director

FOUNDER: Mr. Ashok Biyani

 PANTALOON STRENTH
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 The total retail sector in India is estimated at around USD 320 billion.

Estimated organized retail in India to reach 12% to 13% of the total retail market by 2010
with sales of Rs 1700-1800 billion.

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According to this year’s Global Retail Development Index India is positioned as the leading
destination for retail investment. This followed from the saturation in western retail markets
and we find big western retailers like Wal-mart and Tesco entering into Indian market.
India’s retail industry accounts for 10 percent of its GDP and 8 percent of the employment to
reach $17 billion by 2010. There are about 300 new malls, 1,500 supermarkets and 325
departmental stores being built in the cities very soon.

In organized retailing will grow faster than unorganized sector and the growth speed will
be responsible for its high market share, which is expected to be $ 17 billion by 2010-11.The
organized sector is expected to grow faster than GDP growth in next few years driven by
favorable demographic patterns, changing lifestyles, and strong income growth. This
organized retail sector mix includes supermarkets, hypermarkets discounted stores and
specialty stores,

departmental stores. For example, Spencer network has 69 stores, which includes seven
Spencer hypermarkets, three Spencer super markets and 49 Spencer .

Break up of consumer’s expenditure in organized retail

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 MAJOR INDUSTRY CONTRIBUTORS
Name US $ Million

Future Group (Pantaloon) 444

Shoppers Stop 133

Landmark (Lifestyle) 80

Trent 53

Subhiksha 44

Vishal Mega Mart 25

 PRODUCT OFFERINGS PANTALOON

Pantaloon is positioned as an entire family store and it deals in men’s wear, ladies wear and kid’s
wear. It mainly focuses on its Private label program me because the share of private label has
increased over the previous year and stands at nearly 75%. Below are some of the company’s
private labels:

MEN’S WEAR

 John Miller

 JM Sports

 Bare Denim

 Rig

 Ajile

 Lombard

 Bare Leisure

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LADIES WEAR

 Akkriti

 Annabelle

 Ajile

 Rig

 Honey

KID’S WEAR

 Chalk

 Bare 7214

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  COMPANY STRATEGIES

PROMOTIONAL STRATEGIES

1. Green Card is passport to a whole new world of exclusive benefits and privileges.

 Instant discounts for every time you shop at Pantaloons.

 Exclusive shopping days to get hold of latest merchandise.
 Regular updates on collections and promos via catalogues, sms and email.

2. Pantaloon continued to be the title sponsor for femina miss India 07 peagent

3. The company’s flagship format, pantaloons went in for an exiting makeover during the
year under review, the highlight being the signing up of style icons BIPASHA BASU &

ZAYED KHAN as its brand ambassadors.

PRICING STRATEGY

The largest player in the organized retail Pantaloon Retail came-up with 1500 -2000 sq ft no-
frills KB fair Price shops in this year. They propose to provide branded products at 10% less than
the Mrp and 20% off on the local brands, which is similar to what has been carried out in Big
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bazaar. Keeping costs down is clearly the cornerstone of policy at both chains. Pantaloon chief
Biyani ensures cheaper prices by keeping watch at every step.

Says Biyani: "We do three things -- buy directly from the manufacturers so that the middle man
is eliminated. We buy in cash and get a cash discount, and manage our stocks turns so that we
don't have money stuck up. The benefits are passed on to the customers.”

Cash discounts (for buying goods upfront in cash) on the other hand could range from 2 per cent
to 10 per cent. And the company pushes for a stock turn of 40-50 times a year for its food items,
and once a month for ready to wear.

Backward integration is the name of the game in Pantaloon stores -- and they help to keep costs
down dramatically. Almost 70 per cent of the ready-to-wear products in the store are
manufactured by the group's own garment units. As a result it is able to offer prices in ready-to-
wear that are virtually 30 per cent cheaper than competitors. They increase there margins by
pushing their own in-house labels.

POSITIONING STRATEGY

The first Pantaloons was opened in Gariahat in 1997. Over the years, it has undergone several
transitions. When it was first launched, this store mostly sold external brands. Gradually, it
started retailing a mix of external brands while at the same time introduced its own private
brands. Initially positioned as a family store, it finally veered towards becoming a fashion store
with and emphasis on youths and clear focus on ‘FRESH FASHION’. .

PANTALOON Retail is in revamp mode. Changing its positioning from a family-oriented

store to a fashion store, Pantaloon stores are being re launched on the `youth' platform.
Sporting a new baseline, Pantaloon will now carry the `Fresh Fashion' statement across its 12
stores. India is a young country compared to the others and we wanted our brand to get
associated with this emerging target audience. This is the first time that we are re launching our
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stores targeting youth and even women, since they are the ones defining most purchasing
decisions.

 FUTURE PLAN

1. The country's largest retailer, Pantaloon Retail, is cooking up plans to significantly

increase its presence in the rapidly growing domestic food industry. The retailer is also
working towards getting closer to the Indian homemaker by offerings in store which will
take away the negative labour back home with a range of products in a` live kitchens'
format, including home style gravies, dals, cooked rice.

2. PANTALOON is increasing number of FOOD BAZAAR outlet from 40 to150

3. Pantaloon to raise funds; plans IPO of Future Capital finance unit

Leading Indian retailer Pantaloon Retail India Ltd has announced that it would sell
shares and warrants to investors and founders of the company to raise over $300 million
and also sell 10% of Future Capital Holdings.

4. Diversifying its retailing initiatives, the Rs 650-crore Pantaloon Retail (India) is

Planning to start its own company parlors at its Big Bazaar outlets.

5. PANTALOON announced its plans to form a joint venture with ITALY based

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GENERALI group to tap insurance sector.

RECRUITMENT AND SELECTION

PROCESS IN

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 PANATALOON

Steps of Recruitment

In PANATALOON, the vacancy for any post created from two kinds of sites

 Old Site: The old site is one where the PANTALOON is operational
and the vacancy in this forwarded to HR by Operations Dept.
 New Site: The new site is one where PANATALOON have to start the
new business. The vacancy may be forwarded by Business
Development Dept

In PANTALOON, the HR department gets the description of the vacancy

either through the E-mail or through the telephonic call.

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As soon as the HR receives the initial intimation of vacancy, the HR sends
the Manpower Requisition Form which needs to be filled by the concerned
Top Management AGM/ DGM/ GM/ Sr.GM/ VP/ Sr VP

Middle Asst.Mgr/ DyMgr/ Manager/ Sr.Manager

Management
Lower Housekeeping Supervisor, M&E
Management supervisor, /Facility Executive/Facility
Engineer/Executive/Assistant, Data entry
operator
Operator Grade HK Boy, HK Maid, Office boy, pantry boy,
courier boy, Lift operator, Electrician, Ac
operator , DG operator, Fire operator,
MST, Mail room Boy
person to explain the details about the position. This form gives the whole
description related to position such as job description, salary details,
desired qualification, shift timings, experience etc.

The usual set of positions in PANATALOON is mentioned below:

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 HR Department finds the candidates according to the Job description
provided in Manpower Requisition Form. Through the various sources as
follows:

 E – RECRUITMENT
 CONSULTANTS
 EMPLOYEE REFERRALS
 INTERNAL JOB POSTING
 NETWORK RECRUITMENT– THROUGH AGENTS
 EXTERNAL AD – PAMPHLETS
 INTERNAL ADVERTISEMENT
 WALK – IN

Then CV’s short listing process starts by the HR Department. After this
process, the short listed candidates are contacted by:

 Telephone call
 Email Intimation
 References.

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They are given the date, time and venue for the interview and need to carry
a hard copy of the resumes.

The interview process in PANTALOON starts as depicted in the above

Flow chart

The candidate is given to fill the Employment Application Form which

he/she needs before the interview process is starts has to attach the hard
copy of his resume with the Employment Application Form.

Ist Round- Initial Screening by HR

The 1st round of the interview is taken to judge the candidate’s personal
back round, total experience; take home salary, knowledge about related
field, Job profile etc. If the interviewer founds that a candidate is suitable for
the post then the candidate is send for the next round.

Second Round- Technical

If the candidate is from operations then he has to give the technical round
for checking his technical qualification. If he clears the technical round then
he will send for next round.

Third round- GM / HR Round

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GM/ HR round are taken by General Manager HR manager of the
PANTALOON, Which is the final and deciding round for the candidate.

The ideal turn around time to close a position for different levels is
mentioned as under:

Operator Grade: 3-4 days

Lower Management grade: 15-20 day

Middle Management: 30 days

Senior Management: 45-55 days

And induction process will be start, to give the full information about the
PANTALOON. After this the employee site will be given for joining the
post. Detail explanation given below about Interview rounds, Selection
process, and Induction process.

INTERVIEW PROCESS
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 DOCUMENTS

 EMPLOYMENT APPLICATION FORM

To be filled by the candidate before the start of
interview process

 CV
Candidate carries with him of interview

 CANDIDATE RATING SHEET

For assessing the candidate in different

SELECTION PROCESS

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 CANDIDATE FINALISED: Once a candidate is finalized, he has to submit the
following documents:
 Last salary slip
 Last appointment letter

 REFERENCE CHECK: After the submission of slip and the appointment letter,
the candidate has to give the names and contact details of two professional
references from his current company/any of the previous companies where
he has worked earlier...
A telephonic call is made to the persons and the following is checked:

 Education background
 Professional Background
 Personal background
 Interpersonal skills for the formalities.

 OFFER ROLL OUT: After checking all the references, if the candidates are
found suitable, the offer letter is rollout to the candidate for joining.
(Annexure no. 3)

Joining& Induction

Joining; the candidate joins on the date mentioned in the offer letter and he has
to submit the following documents.

Documents for joining formalities:-

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1. Recent Passport size colored photograph: 6nos

2. Educational certificate/professional certificate

3. Release letter/resignation letter from previous employer

4. Last drawn pay slip

5. Appointment letter/experience certificate of all previous employers

6. Copy of passport.

7. Identity proof.

8. Residence Proof.

9. Medical Certificate.

10. Postcard photos

After the joining formalities, the induction process starts. Normally in

VFM the induction process is of 2 days, usually the first two days of
the week. (Monday / Tuesday)

INDUCTION PROCESS

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 Distribution of Induction Manual + HR Manual

 Distribution of stationery

 Filling of the following Forms:

1 Account opening form

2 PF Form No.2

3 ESI Form no.1

4 Mediclaim Form

5 Personal Accident form

6. Gratuity Form F

 Welcome Address by GM – HR

 Round at HO

 Induction by respective facilitators

 Filling of Posting order (Annexure no. 7)

 Concluding session by the CEO

 Filling of Induction Feedback Form

 Distribution of Appointment Letters

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  Distribution of Posting Order

APPOINTMENT LETTER

Appointment Letter & Posting Order is given to the new joinee on the completion
of the induction process on the with in one week.

(Annexure no. 2)

Candidate Rating Sheet

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Candidate Residence
Name Location

Position Total Experience

Applied for

Posting at Current
Company &
Designation

Rate the candidates on a scale of 1 to 5

1 – Unsatisfactory 2 – Satisfactory 3 – Average 4 – Good 5 – Very Good

FACTORS 1st Round 2nd Round 3rd Round 4th Round 5Th Round

Educational Background
Academic/ Professional//Technical background

Job Knowledge Well

versed in all aspects of the job. Ability to keep abreast
with latest development in related fields.

Work/Related Exp:
Total experience in relevant area.

Communication:
Clarity of verbal communication and method & manner
of speech.

Personality & Attitude:

Maturity, poise and stability, mental alertness and
comprehension, Demonstration of drive, enthusiasm &
vitality.

Fitment & Maturity:

Logical thinking, realistic answers & culture fitment.

Potential
Ability to meet job expectations and develop within the
organization.

Grooming
Suitably and neatly dressed. Maintaining the required
poise, posture and grooming necessary for the job.

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FACTORS 1st Round 2nd Round 3rd Round 4th Round 5Th Round

Leadership Ability
Ability to take responsibility, set directions take
initiative and inspire team members to produce
desired results and lead to team development

Analytical Ability
Ability to analysis information and respond with
workable decisions

Creativity
Involvement in extra-curricular activity.
Whether having a creative bent of mind

System Orientation
Computer literacy. Exposure to any related software
usage. Exposure in ERP

Column Total

WEIGHTED COLUMN TOTAL : (WCT)

(Column Total/Number of rating factors)
APPRAISAL INDEX Total WCT/Total number of Appraisers =

OVERALL COMMENT

Round 1 (Short listing and Briefing by HR) Date:

Round 2 (Technical Head) Date:

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 Round 3 (Functional Head) Date:

Round 4 (HR Head) Date:

Round 5 (CEO) Date:

Result ( Tick mark) SELECTED HOLD REJECTED DATABANK

Nature of Employment

Permanent Probation
Contractual Others Specify

Current CTC Notice Period

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 Expected CTC Date of Joining

(Annexure no. 1)

Employment Application Form

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 (To be filled by the candidate)

Position Applied For Date of the interview

Candidate Background

Name
Present Address
Permanent Address
Contact Numbers (Mobile & Landline)
E mail id
DOB

Marital status& family size

Educational Back Ground (Starting from the latest)

Education Name of the Year of Passing Percentage Electives/Major

Board/University

Work Experience (Starting from the current company)

Name of Company (with Designation Tenure Reason for Leaving

complete address and phone number) ( number
of years)
At the time of At the time of
joining leaving

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 Current CTC

Expected CTC
Other Details

Your Hobbies

Extra Curricular Activities

Any Professional membership
Personal Vehicle if any

Computer Proficiency
Are you open to relocation

From which source you came to

know about the job opening

Family Members
Name of the member Name of the member and his/her occupation

Spouse (if married)

Mother

Father

Brother

Sister

Date: Signature of the

candidate

(Annexure no. 5)

Feedback on Recruitment
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 Name: Position selected: Resident Location:

Site: DOJ: Total Experience:

Interviewed By (1st round) Date of Interview:

Interviewed By (2nd round) Date of Interview:

Final round By: Date of Interview:

CTC Offered by Client: CTC Offered by VFM/ECPL:

Any other Comments:

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(Annexure no. 4)

APPOINTMENT LETTER

Date…………………

Mr………………..

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Address…………….

…………………………

………………………….

Letter of Appointment
Dear Mr………………..

With reference to your application and subsequent interview with us, Management is hereby
pleased to appoint you in our organization from ……………….. on the following terms &
conditions:

1. DESIGNATION: You will be designated as “………………………………….”.

2. PLACE OF POSTING: You will be posted at our site office in …………... However, at any
time during the period of appointment, you will be liable to transfer in such other capacity
that the Company may determine to any other Department/Branch/Establishment or any
other Company under the same management without adversely affecting your
emoluments and general conditions of service.

3. GRADE: You will be placed in Grade ………. as per the structure of the company.

4. REPORTING: You will functionally and administratively report to

……………………………..or any other person assigned to you by the Management from
time to time.

5. REMUNERATION: You will be entitled to the following remuneration per month, subject
to the express condition of fulfillment of service conditions:

Basic Salary : INR ……………/-P.M

House Rent Allowance : INR …………../- P.M
(@60% of the basic Salary)
Special Allowance : INR ……………. /- P.M
Total : INR ……………. /- P.M

Apart from the above, you shall be entitled reimbursements of Medical, Telephone,
Conveyance as applicable to your grade and as per the rules prevailing of the company.

Contd---

Other annual benefits/perquisites like Leaves, Provident Fund, LTC, Bonus etc. will be
admissible as per your grade and company policy.

Your remuneration will be revised from time to time at the sole discretion of the
Management. All promotions also shall be at the sole discretion of the Management and
will be based on performance and results.

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6. PROBATION: You will be on probation for a period of six months from the date of
joining service. Based on your performance and conduct, this period may be increased or
decreased at the sole discretion of the Management and unless an order in writing is
given to you, you shall not be deemed to have been confirmed.

7. SEPARATION: During probation or extended period(s) thereof, either side can terminate
this contract by giving a notice of fifteen days or payment of equivalent portion of basic
salary in lieu thereof. Subsequent to confirmation, either side can terminate this contract
by giving a notice of one month or payment of one months’ basic salary in lieu thereof.

8. RETIREMENT: You shall retire from the services of the company on attaining the age of
sixty years on the basis of the age submitted by you, subject to your being medically and
mentally fit.

9. OTHER RULES & REGULATIONS:

You are expected to discharge the duties assigned to you from time to time with due
diligence, integrity and responsibility to the entire satisfaction of the management and
also maintain high standard of work expected of you by the Company.

Your appointment in the Company is full time and you shall devote yourself exclusively to
the business of the Company. You will not engage yourself in any other gain full
employment or business (part-time or full time) as long as you are employed in the
Company. Any action contrary to this shall render your services liable for termination
without any notice or payment in lieu thereof.
You are required to deal with the Company’s money, materials and documents with
utmost honesty. If at any time you are found of moral turpitude or of any dishonesty in
dealing with the Company’s money, materials and documents, you shall render yourself
liable for termination without any notice or payment in lieu thereof.

You will not divulge or make public any information related to any aspect of the Company
to anyone not employed by the Company, indulging in such activity shall render you liable
for termination without any notice or payment in lieu thereof.

If any declaration given or information furnished by you to the Company are found to be
false or if you are found to have willfully suppressed any material information at any point
of time during your services with us, your services are liable to be terminated immediately
without any notice or payment in lieu thereof.
Contd---3

This appointment shall be subject to your being found and certified physically and
mentally fit. Further you are required to maintain yourself in a state of medical fitness
(physical & mental) In case at any particular point of time you are found medically unfit
during your services with the Company your services will be liable for termination without
any notice or payment in lieu thereof.

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 In all matters not mentioned herein you will be governed by the rules and regulations of
the company in effect from time to time.

At the time of joining the Company, you are required to produce the following
certificates/documents:

- Six passport / stamp size recent colored photograph

- Photocopy of passport, self attested
- Photocopies of all educational/professional qualification, self-attested.
- Photocopies of appointment letters, release letters, salary certificates/pay-slips of
- All previous employers, self-attested.
- Proof of residence, local & permanent.
- Age-proof.
- Medical fitness certificate from a registered Medical Practitioner with reference to
- The job profile.

Any disputes arising out of this contract would be settled in the court of law under Delhi
jurisdiction.

Please sign the copy of this letter as a token of your having accepted the same.

We welcome you once again to Family and trust your association with us would be a long and meaningful one.

For

General Manager - HR
Received & Accepted

……………………………….

(Annexure no. 3)

OFFER LETTER
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Date……………..

Mr………………….

Address…………….

……………………...

……………………..

Dear Mr. ……

Sub: Letter of Offer

With reference to your application and subsequent discussions you had with us, we are hereby pleased to offer
you the position of “………………….” in our organization.

The terms & conditions of your employment will be in line with those discussed and a detailed letter of
appointment will be given to you after you join us. As informed to you, your place of posting would be at in NCR
and it is transferable within and / or outside NCR to any of our sites / sister concerns in India.

You are requested to join on or before …………… at ……... at the address mentioned below, after which our offer
stands withdrawn, unless otherwise extended by the Management. Please report at the following address on the date
of joining
Vipul Facility Management Pvt. Ltd

Orchid Square,

Sushant Lok, B Block, Phase-I

Gurgaon

Please bring the following documents (along with originals for verification) at the time of joining:

1. Recent passport size colored photographs: 6 nos.

2. Testimonials of all educational / professional qualifications.
3. Release letter / resignation letter from previous employer.
4. Last drawn pay-slip.
5. Appointment letter / experience certificate of all previous employers.
6. Copy of passport.
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 7. Identity proof.
8. Residence proof.
9. Medical Certificate.

Please return the copy of this letter duly signed as a token of your having accepted the same.

Welcome to our Group

Yours faithfully,

For Vipul Facility Management Pvt.Ltd

Received & Accepted

Rahul Guha General Manager-HR

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PROJECT OBJECTIVES

AND SCOPE

PROJECT OBJECTIVES
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 How does right recruitment process helps in creating overall efficiency, cost
reduction, on time delivery with reference to external customer.

 To collect the findings, information & analyze to draw conclusion of recruitment

process.

 To explain the documentation used at the various stages of the recruitment &
Selection process.

 To involve employees in creating an environment of openness, trust, fun & pride.

 To highlight the area where recruitment and selection programs needs

improvement.

 Is the current recruitment process in line with the employee’s future career
planning and his potential?

 Developing human resources in consonance with broader corporate horizon and

long range vision of the organization.

PROJECT SCOPE
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 To understand the complete recruitment cycle in pantaloon.

 Is right kind of recruitment happening at all levels?

 Define deliverables, Define functionality data, and Define technical structures.

 Data collection for understanding the recruitment process.

 Personal interaction to understand the efficiency of the recruitment process.

 To help the company to determine how they make their recruitment and selection
programs more effective.

 To determine various parameters to collect information through questionnaire of employees.

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 RESEARCH

METHODOLOGY

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 RESEARCH METHOLOGY

DEFINITION
According to Clifford Woody: -“Research comprises of defining
and redefining problems, formulating hypothesis (suggested
solutions), collecting, organizing, and evaluating data making
deductions and reaching conclusions and at last carefully testing
the conclusions to determine whether they fit the formulated
hypothesis”.

DATA COLLECTION

Data collection is one of the important tasks of the research,

which is based on PRIMARY and SECONDARY DATA

 Primary data: - The primary data are those data, which are
collected afresh and for the first time and thus happen to be
original in character. There are some important methods :
 Observation method
 Interview method
 Through questionnaires
 Through Schedules

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 Secondary data: - It means data that are already available
i.e., they refer to the data, which have already been collected
and analyzed by someone else. There are some important
methods:
 Books, magazines and newspaper
 Reports prepared by

TYPE OF DATA

Since my research was of descriptive type and perform surveys, I

collected information in the form of primary data. I obtained
primary data by questionnaire method and through focus
groups of the representative to evaluate Recruitment and
selection process of the candidates.
I used primary data to obtain the information, which is first hand
and original in character, so as to have fair information about
the Recruitment and selection methods at pantaloon. For
analyzing the data I use the percentage method and making the
data more liable I used the pie charts and bar diagrams.

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ABOUT QUESTIONNAIRE

QUESTIONNAIRE: - A Questionnaire consists of a number of

questions printed or typed in a definite order on a form or set of
forms.

The Questionnaire:
The questionnaire consisted of 13 questions, which were
combinations of Multiple, Open- Ended questions and on the
basis of 5 Likerts Rating Scales (Strongly Agree, Agree, Neutral,
Disagree, and Strongly Disagree).

LIMITATIONS

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 The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization and analysis
of several issues.

Following are the limiting factors: -

 Collecting information from people during the working hours was

difficult.

 Due to work shifts it was difficult to approach the employees.

 Some employees did not have in depth knowledge about their work
and were not able to give relevant information.

 Most of the employees were hesitant in giving frank opinions and

answer during personal interview.

 Time constraint is one of the limiting factors.

FINDINGS AND ANALYSIS

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After evaluation of the questionnaire, the results are summarized with the
help of the graphs. Graphs are made on the basis of the questions asked in
the questionnaire so as to have a detailed knowledge about how the
employees feel about the Recruitment and selection programs at
PANTALOON. Assessment sheet is attached with every graph.

A) WHAT ARE THE LEVELS OF RECRUITMENT IN

PANTALOON.

OPTIONS RESPONSES PERCENTAGE

LOWER LEVEL 19 75%

MIDDLE LEVEL 8 20%

HIGHER LEVEL 3 5%

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 20
18
16
14
12 lower level
10 middle level
8 higher level
6
4
2
0
1 2 3 4

B) EMPLOYEE FEEL ABOUT RECRUITMENT PROCESS ?

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 OPTIONS RESPONSES PERCENTAGE

VERY GOOD 14 47%

GOOD 9 30%

AVERAGE 5 16%

NOT SATISFIED 2 7%

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50%

45%

40%

35%

30%
MANAGEMENT

25% HR MANAGER
DEPT. HEAD
20% SUPERVISOR

15%

10%

5%

0%
%

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B) WHAT TYPES OF SOURCES USED IN RECRUITING
LOWER LEVEL MANAGEMENT?

OPTIONS RESPONSES PERCENTAGE

WALK IN 85

NAUKRI 2

CONSULTANT 3

EMPLOYEE 10
REFERAL

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ON THE JOB
OFF THE JOB

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C) WHAT TYPES OF SOURCES USED IN RECRUITING
MIDDLE LEVEL MANAGEMENT?

OPTIONS RESPONSE PERCENTAGE

S

20
NAUKRI

10
EMPLOYEE REFERAL

CONSULTANT 70

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RIMT
40%

35%

30%

25% 16 HOURS

24HOURS
20%
36HOURS

15% ABOVE 36
HOURS

10%

5%

0%
%

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D) WHAT TYPES OF SOURCES USED FOR RECRUITING HIGHER LEVEL MANAGEMENT?

OPTIONS RESPONSE PERCENTAG

S E

CONSULTANT 24 95%

EMPLOYEE 6 5
REFERAL

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YES
NO

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E) ACCORDING TO LIKERT RATING SCALE: -

OPTIONS RESPONSE PERCENTAGE

S

STRONGLY 8 27%
AGREE

AGREE 15 50%

NEUTRAL 3 10%

DISAGREE 3 10%

STRONGLY 1 3%
DISAGREE

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50%

45%

40%

35% STRONGLY
AGREE
30%
AGREE

25% NEUTRAL

20% DISAGREE

15% STRONGLY
DISAGREE
10%

5%

0%
%

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G) EMPLOYEES SATISFACTION

OPTIONS RESPONSES PERCENTAGE

SATISFIED 27 90%

UNSATISFIED 3 10%

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SATISFIED
UNSATISFIED

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CONCLUSION

Here are some conclusions drawn from the graphical

presentation.

 Most of the employees are satisfied with the recruitment and

selection process initiated by the company.

 Most of the employees are satisfied with the Induction process

they receive in the company.

 Most of the employees’ think that their training needs are well
aligned with their job profile.

 Employees feel that the Induction programs are carefully

designed and appropriately match with the expectation of the
new joinee.
 Employees are happy with the Recruitment evaluation rounds
adopted by the company.

 Still some employees feel that the time taken to complete the
interview process is more and should be reduced.

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RECOMMENDATIONS AND SUGGESTIONS

Although employees at pantaloon are quite satisfied with the

recruitment and selection process held at the company but
according to the project, the company should work in the
following areas for making their Recruitment and Selection more
effective.in pantaloon. should recruit more technical and qualified
candidates for their required job.

 More emphasis should be laid on the practical aspects of

recruitment and selection.

 Recruitment and selection process should be fair without any

personal biases.

 Employee reference scheme can be effectively used as a

means in recruitment and selection.

 Psycho metric test and competency mapping can be effectively

used.

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QUESTIONNAIRE
TRAINING AND DEVELOPMENT SURVEY FORM

Name of the employee: -

Date of joining: -

Designation: -

Department: -

Qualification: -

1) Type of industry
* Manufacturing

* Service

* Any other

2) Sector
* Public

* Private

* Government

* Any other
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 3) Do you know what is training?

*Yes * No

4) Who is responsible for training?

* Management

* Human resource manager

* Department head

* Supervisor

5) Which type of Training program do you prefer?

* On the job * off the job

6) How much duration of training is considered?

* 16 hours * 24 hours

* 36 hours * Above 36

7) Do you feel that company takes training quite

seriously?
*Yes * No

8) Do you feel restricted by rules, policies and procedures while

undergoing training?
* Yes * No

9) Referring to the scale provided below;

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STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE
A B C D E

Training program has infused lot of self-confidence _

Training and development program are initiated

For promotions.
_

Training and development program are based usually

On the performance level
_

D. You found change in the enthusiasm after undergoing

training _

E. Training helped you to become aware in regard

To your strong and weak points.

F. You learnt more from books and self-study than

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 From attending courses
_

G. Management skills are learnt by experience and

Training makes little difference _

H. Motivational level increases with training program _

I. Training and development of employees helps

In improving the financial turnover _

J. Training and Development program helps in

Improving the labor turnover, productivity

Improvement, absenteeism, process

Improvement etc. _

9) Training which have been imparted till now, was directly helpful to your
job and you acquired expertise in the subject(s)? Yes/No,
Please elaborate your views:

……………………………………………………………………………..

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11) In your opinion whether in House or outside the house training were
more result oriented or beneficial and why:
…………………………………….
………………………………………………………………………………

12) What in your opinion was the outcome of the attempt?

* High success * Medium success

* Low success * No success

13) Your suggestions on what should company do to improve the quality

of it

Training services?

………………………………………………………………….

………………………………………………………………….

BIBLIOGRAPHY

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 BOOKS

a) Rao Subba, Essentials of HR Management and Industrial

Relations, Vikas Publishing House, New Delhi, 1998,
Fourth Edition.

b) Gupta C.B., Business Studies, Tata McGraw-Hill Publishing

Company Limited, New Delhi, 1998, Third Edition.

c) Prasad L.M., Principles and Practice of Management,

Sultan Chand & Sons Educational Publishers, New Delhi,
2001, Sixth Edition.

d) Kothari C.R., Research Methodology Methods &

Technology, New Age International Publishers, New Delhi,
Second Edition.

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