SUMMER TRAINING PROJECT REPORT

On
“A STUDY ON RECRUITMENT AND SELECTION
PROCESS AT RELIANCE TRENDS LIMITED”

Towards partial fulfillment of

Master of Business Administration (MBA)
School of Management, Babu Banarasi Das University, Lucknow

SUBMITTED BY
KOMAL RASTOGI
IIIRD SEMESTER
ROLL NO- 1220672174

Session 2023-2024

School of Management

Babu Banarasi Das University

Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
Certificate from the Organization
Bona-fide Certificate of Dean -School of Management
 DECLARATION

I hereby declare that all the work presented in the Summer Training report entitled

“A STUDY ON RECRUITMENT AND SELECTION PROCESS AT

RELIANCE TRENDS LIMITED” is carried out and being submitted at the school

of management for the award of Master of Business Administration (MBA), is an

authentic record of KOMAL RASTOGI . The work is carried out under the

guidance of DR. SUNITA SHARMA Associate Professor, School of

Management, BBD University, Lucknow. It hasn‘t been submitted at any other

place for another academic purpose.

Date:

Place:Lucknow

KOMAL RASTOGI
ROLL NO.-1220672174
MBA IIIRD SEMESTER
BBDU, LUCKNOW
 ACKNOWLEDGEMENT

It would be insufficient just to say “word of thanks” for all those people who have

been so instrumental in the success of this project. However, as a small token of my

appreciation I have named here all those wonderful people, without whom all this

would not have been possible.

I would love to specific my deep feel of gratitude to the respectable Prof. Dr. Sushil

Pande (Dean) of School of Management from Babu Banarasi Das University,

Lucknow personalities for their precious suggestions and encouragement during the

project.

I want to give my sincere thanks as I am deeply indebted to DR. SUNITA SHARMA

Associate Professor, School of Management, BBD University, Lucknow for her

guidance and support throughout our project. It is due to her efforts that my project has

gained its present stature. And I can never thank my family enough for all they have

done.

The experience which is gained by me during this project is essential for me at this turning

point of my career.

Last but not least, it was the blessing of my Parent, brother& friends for keeping

me motivated throughout the research period their close attitude and expressions of

love and patience have been nothing short of incredible.

KOMAL RASTOGI
ROLL NO.-1220672174
MBA IIIRD SEMESTER
BBDU, LUCKNOW
 EXECUTIVE SUMMARY

Success of every business enterprise depends on its human resource. Finding the right

man for the job and developing him into a valuable resource is an indispensable

requirement of every organization. Proper recruitment helps the line managers to

work most effectively in accomplishing the primary objective of the enterprise. In

order to harness the human energies in the service or organizational goals, every HR

manager is expected to pay proper attention to recruitment and selection activities in

an organization. Thus, personnel functions, recruitment and selection, when carried

out properly, would enable the organization to hire and retain the services of the best

brains in the market. The world's best companies have established their strength with

their people. The employees identify themselves with the company they are working

for. This also helps in building up their spirit, morale and spirit-de-cops which

becomes strength of the company.

There are certain ways that are to be followed by every organization, which ensures

that it has right number and kind of people, at the right place and right time, so that

organization can achieve its planned objective. The project covers introduction of

Recruitment and Selection, Purpose and Importance of Recruitment, Sources of

Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make

the Recruitment Process more effective. It also includes the challenges faced by HR in

recruitment process and the recent trends in recruitment process.

 TABLE OF CONTENT

Certificate ii

Declaration iii

Acknowledgement iv

Preface v

Sr. No. Topic Page no.

1. Introduction 1

2. Company Profile 29

3. Objective of the Research 61

4. Research Methodology 63

5. Data Analysis and Interpretations 68

6. Findings 81

7. Suggestions/Recommendation 83

8. Conclusions 85

9. Limitations 87

10. Bibliography 86

11. Annexure 91
INTRODUCTION

1
 INTRODUCTION

Job recruitment is a continuous process in an organization. It maintains day after day

due to the fact the wishes of the employer and employees are never static. The

employer's wishes are transferring constantly to satisfy changing and technical

conditions. An employee desires to trade along with his age, experience, private

duties, pursuits, and economic situations. Operations within an organization change to

meet modifications in manufacturing, services, and distribution. The entire

organization is dynamic, transferring, and converting. Consequently, Bala vikasa

demands vary from duration to period. Changes in sales activities may additionally

necessitate extra departments and district offices. Change from decentralized to

centralized control can also wipe out most district activities and create a massive

important office. Expansion of office activities may be indicated if the Bala vikasa

decides to handle its service. But if the firm decides to shift its financing activities to

2
lending institutions, its social service office force can also shrink to a skeleton crew.

Some organizations may additionally buy such services as statistics processing and

marketing research. Later as the firm grows, it can set off its departments. This would

require a huge hiring of personnel with varying degrees of ability. In all instances, the

personnel branch should be conscious of the requirements of the organization.

Successful human planning needs to discover human useful resource desires. Once we

apprehend those dreams, we will need to do something high quality about assembly

them. The following step in the acquisition characteristic, therefore, is recruitment.

This interest makes it viable for us to collect the range and styles of human beings

vital to make sure the continued operation of the organization1. Hallett says it is with

people that great universal overall performance begins to evolve and ends. Robert

Heller additionally says, If human beings of terrible nice are employed, nothing lots

else may be achieved and Gresham's regulation will paintings the poor people will

force out the good or cause them to go to pot. Recruiting is the discovering of ability

candidates for real or predicted organizational vacancies. Or, from every other

perspective, it’s miles a linking pastime bringing together people with jobs to fill and

people seeking jobs.

As an organization desires to be triumphant and continue to exist, employers must be

within the role to propound and practice recruitment and selection of employees in a

pleasant manner. The achievement of a company is right

away connected to the overall performance of individuals

who task for that organization. Underachievement can be

the result of the place of job disasters2. Every corporation

has its necessities in obtaining employees. Organizations

ought to select human beings with the exceptional crucial

3
for continued fulfillment in this aggressive international village. The best approach to

accomplishing this fulfillment is through the right recruitment and selection practices.

Recruitment and selection can play a pivotally essential function in shaping an

enterprise's effectiveness and performance if a work business enterprise can collect

employees who already own applicable know-how, competencies, and aptitudes and

might make a correct prediction concerning their future capabilities. Recruitment and

selection have a critical function to play in making sure worker overall performance

and nice organizational effects. It's a long way regularly claimed that the choices of

people happen not simply to update departing personnel or add to staff but instead

pursuits to install place people who can carry out at an excessive level and exhibit

commitment.

Every enterprise needs Inventory for smooth running of its activities. It serves as a

link between production and distribution process. There is generally a time large

between the recognition of a need and its fulfillment. The higher the requirements for

inventory. The unforeseen fluctuations in demand and supply of goods also

necessitate the need for future price fluctuations. INVENTORY MANAGEMENT

plays a vital role as a part of financial management. As most of the capital is locked

up in the form of Inventory in firm. That Inventory must be managed efficiently in

order to reduce the Investment in the Inventory. So the management of Inventory has

also been given a great importance. The purpose ofINVENTORY MANAGEMENT

is to ensure availability of materials in sufficient quantity as and when required and

also to minimize Investment in inventories. They are three types of inventories. “Raw

materials, work-in-process, and finished goods. Raw materials are materials and

components that are inputs in making the final product. Work-in-process also called

stock-in-process refers to goods in the intermediate stages of production. Finished

4
goods consist of final products that are ready for sale. While manufacturing firms

generally hold all the three types of inventories, distribution firms hold mostly

finished goods. Inventories are stock of the product a company is manufacturing for

sale and components that make up the product. The various forms in which

inventories exist in a manufacturing company are raw materials, work-in-process and

finished goods. “Raw materials are those basic inputs that are converted into finished

product through the manufacturing process. Raw materials inventories are those units

which has been purchased and stored for future production. Work-in-process

inventories are semi manufactured product. The purpose of inventory management is

to ensure availability of materials in sufficient quantity as and when required and also

to minimize investment in inventories. Raw materials goods in process and finished

goods all represent various forms of inventory. Each type represents money tied up

until the inventory leaves the company as purchased products. Because of the large

size of the inventories maintained by firms, a considerable amount of funds is

required to be committed to them. A firm neglecting the management of inventories

will be jeopardizing its long run profitability and may fail ultimately. The reduction in

excessive inventories carries a favorable impact on the company’s profitability. The

study starts with an introduction to inventory management, Company’s profile, its

Vision & Mission, Achievements and also the need for study, review of literature and

objectives are set out for the study. An inventory management system project that

allows user to manage and maintain his/her inventory with ease. The inventory

management system has been developed to allow users to add an inventory, delete an

inventory, enter inventory quantity and other details, update inventory status and

more. The inventory management system has its own intelligently managed support

system that allows user to view and manage various inventories added in the system

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Differentiate the two terms whilst setting up a clean link among them by declaring

that recruitment is the method of producing a pool of successful humans to use for

employment to a corporation. Selection is the method via which managers and others

use unique devices to pick out from a pool of candidates someone or people mor

e likely to achieve success within the task(s), given manipulate desire and legal

necessities. Recruitment and selection form a middle part of the vital sports

underlying human resource management mainly, the purchase, improvement, and

reward of human beings. It frequently paperwork a critical Part of the work of human

useful resource managers or precise professionals inside the work organization. It is

the human resources that provide a competitive part and therefore must be decided on

carefully and advanced to acquire employee commitment.

NEED OF THE STUDY

Materials are equivalent to cash and they make up an important part of the total cost.

It is essential that materials should be properly safeguarded and correctly accounted.

Proper control of material can make a substantial contribution to the efficiency of a

business. The success of a business concern largely depends upon efficient

purchasing, storage, consumption and accounting.

 As requirement of raw material is increased there is a need for the effective

maintenance of INVENTORY MANAGEMENT.

 "For every industry the Inventory plays a vital role". Better Inventory control

leads to better capital usage .The Company should look after the Inventory

effectively which results in optimum level of raw materials & finished goods that

will smooth in production process.

 "Inventory plays a vital role. Hence the study of INVENTORY MANAGEMENT

in RELIANCE TRENDS PVT LTD has been selected for the project work".

6
SCOPE OF THE STUDY

 The study is done on inventories held by manufacturing division of RELIANCE

TRENDS PVT LTD The scope of the study includes the ABC Analysis of Raw

Materials, WIP and Finished Goods for five financial years.

 This study provides insight to the management of High Value items and also

brings attention of management towards movement of ‘A’ class items over period

of 1 year.

7
However, recruitment and selections are often for an exact cause taken by non-

professionals, by using the road managers. There may be, consequently, a crucial they

feel in which it is the duty of all managers, and in which human useful resource

departments exist, it can be that Human Resource (HR) managers who play greater of

a helping advisory function to the one's individuals who will supervise or in different

approaches work with the brand new employee. Human Resource Management

(HRM) feature to remain effective, there needs to be constantly right tiers of

teamwork, plus ongoing co-operation and session among line managers and the HR

supervisor. This is maximum the case in recruitment and selection as expert HR

managers (or maybe external specialists) may be a crucial repository of up-to-date

understanding and abilities, for instance at the crucial criminal dimensions of this

region.

By using the right selection techniques you could make sure that the candidate does

not simplest has the right abilities for the process but also possesses the right character

to fit into the prevailing organizational subculture. Once that right individual has been

hired, the organization has to ensure that the right incentives are installed vicinity.

8
However, recruitment and selection are characterized by capability problems and it is

necessary to keep abreast of developments in studies in the field of the corporation.

Concluded that groups should increasingly be inclusive of their employment offering

as younger generations have grown up with the perception of bendy running, at the

same time as older people have a hobby in flexible working as an opportunity to

retire. This research work seeks to discover worker recruitment and selection practices

inside the Bala vikasa.

RECRUITMENT:

Recruitment is the technique of manufacturing a pool of qualified candidates for

organizational jobs. If the range of to be had candidates most effective equals the

number of human beings to be employed, no real selection required-the the selection

has already been made. The organization ought to both go away some openings

unfilled and take all of the applicants. Recruitment is the technique of locating

potential people for employment. Such people can be willing candidates or they will

need to be precipitated to apply for positive positions in the organization. Recruitment

is about finding qualified candidates and doing that often requires a lot more than

simply strolling an advert inside the newspaper. For example, obtaining the human

capital essential to update everyday attrition and offer for increase probably will

require an organization to as follows

1. Know the business and enterprise to efficaciously recruit qualified employees.

2. Identify keys to success in the hard work market, including approaches to cope with

competition recruiting efforts.

3. Cultivate networks and relationships with assets of potential personnel.

9
4. Promote the organization's brand so that the organization will become known as a

good vicinity to work. Create recruiting metrics to degree the effectiveness of

recruiting efforts.

MEANING:

Recruitment bureaucracy a step inside the manner that continues with desire and

ceases with the vicinity of the candidate. It's some distance the subsequent step inside

the procurement characteristic, the primary being the manpower planning. Recruiting

makes it possible to accumulate the amount and sorts of humans vital to make certain

the ongoing operation of the company. Recruiting is the discovering of functionality

applicants for real or expected organizational vacancies5. According to Lord,

Recruitment is the shape of a competition. Just as agencies compete to broaden,

manufacture, and market high-quality services or products, so that they need to

additionally compete to perceive, appeal to and rent the maximum of qualified people.

Recruitment is a commercial enterprise, and it's a much massive commercial

enterprise.

DEFINITION:

Dale Yoder says Recruiting is a manner to discover the property of manpower to

fulfill the necessities of the staffing time table and to lease effective measures for

attracting that manpower in ok numbers to facilitate the powerful Selection of a green

operating force. Consistent with Weather and Davis, Recruitment is the gadget of

locating and attracting successful candidates for employment. The manner starts

evolved while recruits are sought and ends even as their programs are submitted. The

result is a pool of candidates from which newly selected.

Dales S. Beach writes Recruitment is the development and safety of top sufficient

manpower resources. It includes the arrival of a pool of available hard work upon

10
whom the agency can depend even as it dreams of more personnel. Thus, the

recruitment technique is worried approximately the identity of possible sources of

human useful resource shipping and tapping the resources of the one. Is the full

procedure of obtaining and putting human resources within the organization.

PROCESS OF RECRUITMENT

The recruitment technique is a vital part of the human resource manager (HRM). It

isn't performed without proper strategic making plans6. Recruitment is described as a

technique that offers the agency a pool of activity applicants from which to select.

Before organizations recruit, they should enforce the right staffing plans and

forecasting to decide how many humans they will want. For example the possibility of

growth. In addition to this, the organizational existence cycle will be a factor.

The recruitment process is the most important function of HRM department. The

Human Resource Manager use different tactics to reach the potential candidate. The

recruitment method used to contact the candidates differs based on the source of

recruitment.

The Recruitment In-charge often does the job analysis to find out the skills and ability

to perform the job. Once the skills and abilities required are clear they start searching

for people with such specialties. The HRM department explains the potential

candidate about their job profile and the benefits (rewards) they can gain from the

organization. The candidates interested in the job are further screened, interviewed by

HR and finally best fit candidates are selected for the job. In short, a good hiring

process involves the following:

1.Identify the Recruitment Needs through Job analysis

2.Recruitment or Manpower Planning

3.Writing or Creating a Right Job Description

11
4.Advertisement for Open Job Vacancies

5.Screening of Job Applications

6.Initial Short- Listing of the Candidates

7.Conducting Interviews

8.Assessment of the Applicant

9.Reference / Background Check

10.Issuance of Job Offer Letter

11.Joining & On-boarding

RECRUITMENT WAY PASSES THROUGH THE FOLLOWING

DEGREES:

The recruitment technique starts even as the worker’s branch gets requisitions for

recruitment from any department of the enterprise. The worker's requisitions

incorporate facts about the location to be stuffed, Number of people to be recruited,

the responsibilities to be performed, qualifications expected from the candidates,

phrases, and conditions of employment, and the time, through the way of the usage of

which the individuals have to be available for appointment, as follows they are:

1. Finding and growing the resources of the specified range and kind of personnel.

2. Identifying capacity employees with the required characteristics.

3. Developing strategies to attract preferred applicants.

The goodwill of an enterprise inside the market can be one method. The exposure

about the Organization Being a pinnacle-notch employer may additionally moreover

assist in stimulating applicants to apply. There may be different attractive Salaries,

right centers for improvement, and so on.

STRATEGIC APPROACH FOR RECRUITMENT

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Strategic human resource making plans allow the alignment of human resource

techniques with organizational goals and plans. Therefore, recruitment needs to be a

part of strategic human resource making plans. For instance, at one time, Walgreens,

the drugstore chain, needed to reduce back its plans to make bigger and open new

shops, due to a scarcity of trained pharmacists. Good recruitment and greater lead

time may have stored it fhaving to do that allowed the strategic expansion to head

ahead. As you realize, the method is a general framework that guides moves. If a

corporation is driven through generation, recruitment must determine the way to bring

within the nice technologists. If the strategy of the organization is primarily based on

advertising, the focal point should be on which the organization will appear to find the

quality advertising candidates. Certainly, the fee is a difficulty and a few employers

are quite involved about cost according to rent. However, if a human resource strategy

focuses on great, an organization may choose to lease the handiest from the pinnacle

15% of candidates for essential jobs and the top 30% of applicants for all different

vital positions. This method in all likelihood might improve staff's high-quality,

however, it would cost more in keeping with the hire. Strategic recruitment can also

sometimes need to go beyond just filling empty positions. It can consciousness on

discovering skills earlier than it's far wanted, capitalizing on windfall opportunities

when there is an abundance of particularly qualified human beings or possibly

growing robust internet recruitment competencies. Generally, the recruitment

selections dictate no longer handiest the kinds and numbers of applicants however

also how difficult or successful recruiting efforts may be.

13
CONSTRAINTS ON RECRUITMENT

The perfect recruitment efforts will carry in a satisfactory quantity of qualified

applicants who will take the process if it's far supplied, the realities cannot be

overlooked. Constraints on recruitment attempt devote human resources recruiters'

freedom to recruit and decide on a candidate of their preference. There are 5 specific

constraints. Image of the organization Attractiveness of the task inner organizational

policies Government has an impact on Recruiting charges.

Constraints on the recruiting efforts are the hindrances faced during the recruitment

process. In real world practice it is actually difficult to find and select a suitable

candidate fit for the job. The recruiting organization’s mode of communication may

not be an appropriate one.

Some of the brilliant applicants may feel that the vacancy is not in line with their

current expectation or their talent. An organization may not be able to select the

candidates freely even though they offer much better salaries and amenities.

Following are few constraints faced by the organization during the recruitment:-

1. Reputation of the organization- The reputation of the organization influences the

recruitment process to a great extent. A candidate may not apply to the enterprise if it

doesn’t carry a good image in the society. The probability of attracting large pool of

applicant is reduced in such a case. This usually happen due to poor working

conditions, delay in salary, rude management, etc.

2. Unattractive Jobs- If the job is hazardous, tension ridden, boring, unattractive, lacks

opportunities, very few of the candidates would be applying for it. At the same time if

there is opportunity of growth, flexible working hours, good working conditions, high

salary, there would be large number of applicants for such kind of jobs.

14
3. Trade union- In some of the cases, agreement with the trade unions may be the

constraint to recruit employee from outside. An agreement with the union to fill

certain percentage of posts will restrict the choice of the management.

4. Organizational Policies- The internal policy framework of the organization also

acts as a constraint sometimes for recruiting any applicant. A policy of recruiting

higher positions from outside might discourage a deserving candidate to apply in such

an organization.

5. Government Policies- Sometimes the government policies also act as a constraint

on recruitment policy of the enterprise. Government policy may require certain

percentage of seats to be reserved for the weaker section of the society. Government

policy may also require selecting a candidate from the list provided by the

government employment exchange. Such kind policies restrict the management from

recruiting by their choice.

15
TYPES OF RECRUITMENT

The Recruiting approach and coverage decisions entail identifying where to recruit,

whom to recruit, and how to recruit. One of the primary selections determines the

quantity to which inner or external sources and methods will be used. Both selling

from inside the enterprise (inner recruitment) and hiring from outdoor the company

(outside recruitment) include advantages and drawbacks. Most employers combine

using inner and outside methods. Organizations that face swiftly converting

aggressive environments and situations might also want the region a heavier emphasis

on outside sources further to growing internal assets. However, for the organization

existing in environments that exchange slowly, promotion from inside can be extra

suitable. Once the diverse recruiting coverage decisions were addressed, then the

actual recruiting methods can be diagnosed and used. These encompass inner and

external sources, as well as net/net-based approaches9.

INTERNAL RECRUITMENT

Internal recruitment entails numerous sources developed and managed internally of

any organization. The most commonplace inner

recruitment method includes organizational

databases, job postings, promotions & transfers,

present day-worker referrals, and recruiting of

former personnel and candidates. The internal recruitment procedure is in the

organization, tapping into databases, activity postings, promotions, and transfers

provide methods for contemporary personnel to transport to other jobs. Filling

openings internally may upload motivation for personnel to live and develop inside

the organization instead of pursuing career opportunities somewhere else.

16
1) ORGANIZATIONAL DATABASE

The multiplied use of human resource management systems allows HR workforce

members to keep history and facts on present employees. As openings stand up, HR

employment experts can get admission to databases by using getting into activity

necessities after which get a list of contemporary personnel meeting those

requirements. Various kinds of employment software sort employee's data with the

aid of occupational fields, training, areas of professional pursuits, previous work

histories, and different variables. For example, if a firm has an opening for a person

with advertising revel in, the keyword advertising can be entered in a search area and

this system displays a listing of all modern-day employees with those gadgets

recognized in their employee profiles. The advantage of this type of database is that it

can be connected to other HR activities. Opportunities for career improvement and

development are principal motives for why individuals stay or go away from their

employers. With databases, inner possibilities for people can be recognized.

Employee profiles are constantly updated to consist of such items as extra training or

education completed, special projects worked on, professional plans, and goals cited

for the duration of overall performance appraisal and professional mentoring

discussions.

2) JOB POSTING

The period task posting way for recruitment of personnel for other jobs inside the

organization is a task posting, a gadget wherein the organization affords notices of

process openings and employees reply by making use of for unique openings. the

organization can notify personnel of activity vacancies in numerous approaches,

consisting of posting notices on the organization's websites, the usage of employee

newsletters, and sending out e-mails to managers and personnel. The job posting can

17
be useless if handled improperly. Jobs usually are published earlier than any external

recruitment is accomplished. the organization should allow an affordable period for

present personnel to test notices to be had jobs before it considers outside candidates.

when employee's bids are becoming down, they need to speak with their supervisors

or someone in the hr area, the expertise, abilities, and talents they want, to improve

their opportunities in the future. some organizations use automatic systems that

combine elements of databases and task postings. technology transforming hr presents

examples of such structures.

3) PROMOTIONS AND TRANSFERS

Many organizations select to fill vacancies via promotions or transfers from within

each time viable. Although most often successful, promotions and transfers from

inside have a few drawbacks in addition to someone's overall performance on one job

may not be an excellent predictor of overall performance on any other, because

extraordinary abilities can be required on the new activity. As employees switch or

are promoted to other jobs, people have to be recruited to fill their vacated jobs.

Planning on how to fill those openings need to arise earlier than the activity transfers

or promotions, no longer afterward. People in groups with fewer stages can also have

much less frequent chances for promotion. Also, in most organizations, promotions

may not be a powerful way to speed the movement of blanketed elegance people up

through the organization if doing this is an organizational challenge. Some

promotions and transfers might also require employees' relocation properly.

EXTERNAL RECRUITMENT

This form of recruitment involves external resources. There are many outside

resources to be had for recruiting. In some tight labor markets, a couple of sources

18
 and methods can be used to draw candidates for the form of jobs available within the

agencies. Some of the greater prominent methods are highlighted similarly.

1) COLLEGE AND UNIVERSITY RECRUITMENT

College or university students are a good-sized supply for access-stage professional

and technical personnel. Most universities hold career placement offices during which

employers and candidates will meet. Several considerations affect an organization's

choice of colleges and universities at which to behavior interviews. The predominant

determinants are present-day and expected job openings, reputations of the faculties

and universities, studies with placement offices and previous graduates,

organizational finances constraints, marketplace competition for graduates, and cost

of available expertise & standard salaries.

2) LABOUR UNIONS

Labour unions are a good supply of certain types of employees. In such industries as

electrical and creation ones, unions have traditionally supplied people to employers. A

tough work pool is usually available via a union and personnel can be dispatched from

it to particular jobs to satisfy the needs of the employers. In a few instances, the union

can manipulate or impact recruitment and staffing goals. A corporation with a strong

union also can furthermore have less flexibility than in touch with candidates and a

non-union enterprise in determining who will be employed and where that man or

woman could be located. Unions also can gain employers through apprenticeship and

cooperative staffing applications, as they do within the building and printing

industries.

3) EMPLOYMENT AGENCIES AND HEAD-HUNTERS

Some employment agencies operate branch offices in many cities throughout the

states and do now not charge fees to candidates and employers. Private employment

19
groups additionally function in most cities. For a rate collected from both the

employee and the organization, these agencies do some preliminary screening and

placed the employer in contact with applicants. Private employment organizations

variety notably in the ranges of service, fees, guidelines, and sorts of applicants, they

provide. Employers can lessen the variety of viable issues from these assets with the

aid of using giving entire descriptions and specs for jobs to be filled.

4) COMPETITIVE RESOURCES

Other assets for recruitment include expert and exchange associations, trade guides,

and competition. Many professional societies and exchange institutions submit

newsletters or magazines and feature web websites containing activity advertisements.

Such sources can be beneficial for recruiting specialized experts needed within the

industry.

5) MEDIA ASSETS

You know that media resources like newspapers, magazines, television, radio, and

billboards are widely used. Some organizations have used unsolicited mail with

bought lists of individuals in certain fields or industries. Whatever medium is used, it

has to be tied to the relevant workforce place and ought to offer sufficient data on the

corporation and the activity. Details approximately the task, the application system,

favored candidate qualifications, and an outline of the organization are all crucial.

6) JOB FESTIVALS AND SPECIAL EVENTS

Employers in tight hard work markets or desire to fill a large variety of jobs speedy

have used job fairs and special recruitment events. Job fairs additionally have been

held through economic development entities, employers associations, HR

associations, and other community agencies to assist carry employers and capability

job candidates together. For instance, to fill jobs in a single metropolitan location, the

20
neighborhood organization UKEM yearly sponsors job fairs at which 75-

125employers can meet candidates. Publicity in the city attracts extra than one

thousand capability recruits. One cautionary notice: a few employers at this and

different process job fairs may see modern employees purchasing for jobs at different

employers. Another cautionary word trendy job fairs are likely to draw many people

along with extra unemployed attendees. Skill-specific activities offer extra excellent

applicants. Virtual job fairs were used by the federal authorities and others. Drive via

activity fairs at purchasing shops has been used by employers in numerous

communities. On one such occasion, fascinated men and women can power as much

as a tent outside the mall and pick up applications from a menu board of employers,

then park and interview within the tent with the recruiters if time allows.

7) CREATIVE RECRUITMENT METHODS

In tight labor markets and industries with big shortages of qualified applicants,

employers flip to greater innovative recruitment strategies. Regardless of the approach

used, the aim is to generate a pool of qualified candidates so that the jobs in

businesses are filled promptly. Some techniques may be more effective at recruitment

for sure jobs than others. Some examples are as use of a plane towing an advertising

and marketing banner over beach regions, commercial of jobs on neighborhood movie

theatre monitors as pre-show enjoyment, keeping raffles for employees who refer

applicants, with vehicles and trips being used as prizes, the offer of free rock tickets to

first twenty applicants employed, recruitment of younger technical employees at

online game parlors and association of partnerships with downsizing companies to

interview those being laid off, etc.

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8) INTERNET RECRUITMENT

The internet has become the primary method for many employers to search for

activity applicants and for candidates to search for jobs. The explosive growth in

preferred internet use is a key purpose. Internet customers tap the net to look for jobs

nearly as regularly as they study classified ads in newspapers. Many of them also

submit to post the resumes on the net. It is also referred to as e-recruitment. Several

methods are used for internet recruitment. The maximum commonplace ones are

internet activity-forums, expert/career websites, and corporation websites.

22
EVALUATING THE EFFECTIVENESS OF THE RECRUITMENT

PROCESS

1. RECRUITMENT INSURANCE

It specifies the goals of recruitment and gives a framework for the implementation of the

recruitment application. It moreover includes the commercial enterprise corporation's

dedication to a few ideas to discover and rent the excellent certified people for each

technique, to hold the maximum promising of those employed, and so on. It needs to be

primarily based on the dreams, desires, and surroundings of the organization.

2. RECRUITMENT CORPORATION

The recruitment can be centralized like public area banks or decentralized. Both

practices have their very own deserves. The preference of the various two will depend

upon the managerial philosophy and the suitable dreams of the employer.

3. RESOURCES OF RECRUITMENT: numerous assets of recruitment may

be categorized as inner and out of doors. These have their deserves and demerits.

4. STRATEGIES OF RECRUITMENT

Recruitment techniques are the approach to make touch with capability applicants, to

provide vital data, and to inspire them to apply for jobs.

5. EVALUATION OF RECRUITMENT APPLICATION

The recruitment is primarily based on the goals, desires, and surroundings of the

organization.

. The system needs to be evaluated periodically. The standards for evaluation might

also consist of fees consistent with the Applicant, the hiring ratio, performance tenure,

23
appraisal of lifestyles, and so on. After the assessment, necessary enhancements

should be made to the recruitment program.

RECRUITMENT PROCEDURE

Recruitment procedure can additionally contain a dedication to good-sized standards

which include filling vacancies with quality certified humans. The recruitment

coverage might also embrace numerous issues which encompass the amount of

promoting from inside, attitudes of agency in recruiting antique, handicapped, and

minor individuals, minority organization people, part-time personnel, and loved ones

of gift employees. The recruitment insurance can also moreover comprise the

company tool to be superior for implementing the recruitment application and

techniques to be employed. Explicitly, an organizational system is a feature of the

dimensions of an employer in conjunction with their common duties. Then again, in

large businesses, there is often a

team of employees unit attached

with personnel or a business family

members department precise as an

employment or recruitment office.

This specialization of recruitment permits the staff employee's personnel to turn out to

be exceptionally Professional in recruitment techniques and their evaluation. But,

recruitment stays the line duty as the personnel requisition office work is originated

thru the line employees, who've added the very last word in the popularity or rejection

of a selected applicant. Despite this, the frame of workers' employees has good

enough freedom in respect to belongings of manpower to be tapped and the manner to

be located for this reason.

24
RECRUITMENT COVERAGE COVERS THE FOLLOWING

REGIONS:

Generally, the subsequent factors are concerned with recruitment coverage.

➢ To prescribe the method of emphasis. Internal and outside of the organization.

➢ To provide the weightage that might take shipping to positive classes of people

consisting of nearby populations, physical-handicapped personnel, employees from

scheduled castes/tribes, and different backward classes.

➢ To prescribe whether or not the recruitment is probably decentralized or

centralized at unit levels.

➢ To specify the degree of flexibleness approximately age, qualifications, repayment

shape, and special carrier conditions.

➢ To prescribe the personnel who might be worried inside the recruitment manner

and the position of the human useful resource department in this regard.

➢ To specify the charge range for meeting the fee incurred in completing the

recruitment manner.

➢ To provide personal personnel with the maximum of employment protection,

warding off, Commonplace lay-off or misplaced time.

➢ To keep away from cliques this may additionally boom while numerous

individuals of the same family or community are employed within the corporation

➢ To carefully have a look at the letter and spirit of the relevant public coverage on

hiring and, at the complete, employment relationship.

➢ To assure each worker of the business enterprise's hobby in his non-public desires

and employment.

PRE-SPECS OF A TERRIFIC RECRUITMENT COVERAGE:

25
The recruitment insurance of an organization have to satisfy the subsequent situations:

➢ It must conform to its standard employee's regulations.

➢ It must be bendy sufficient to meet the converting desires of an organization.

➢ It ought to be so designed as to make certain employment opportunities for its

personnel on a long time foundation so that the needs of the organization need to be

achievable, and it ought to expand the prospects of employees.

➢ It has to fit the features of personnel with the requirements of the duties for which

they will be hired.

➢ It has to spotlight the need of establishing job analysis.

IMPORTANCE OF RECRUITMENT

The most crucial cause of recruitment is to offer a pool of likely certified mission

applicants. The Unique reason too as follows:

1. Determine the triumphing and future necessities of the agency along with

employees making Plans and activity evaluation sports activities.

2. Boom the pool of mission candidates at a minimum charge.

3. Help boom the fulfillment charge of the choice method the use of lowering the style

of visibly beneath qualified or overqualified project candidates.

4. Help reduce the danger that challenge candidates, as soon as recruited and

determined on, will go away the agency best after a short duration.

5. Meet the enterprise's legal and social duties regarding the composition of its group

of workers.

6. Start to discover and getting ready for capacity task candidates who might be

appropriate.

7. Boom organizational and man or woman effectiveness within the quick-time period

and long time.

26
8. Compare the effectiveness of numerous recruiting strategies and assets for all sorts

of method candidates.

27
SELECTION

The Selection is the process of choosing the most suitable candidate for the vacant

position in the organization. In other words, selection means weeding out unsuitable

applicants and selecting those individuals with prerequisite qualifications and

capabilities to fill the jobs in the organization.Selection

Definition: The Selection is the process of choosing the most suitable candidate for

the vacant position in the organization. In other words, selection means weeding out

unsuitable applicants and selecting those individuals with prerequisite qualifications

and capabilities to fill the jobs in the organization.

Most often, the selection and recruitment are used interchangeably but however both

have different scope. The former is a negative process that rejects as many unqualified

applicants as possible so as to hire the right candidate while the latter is a positive

process that attracts more and more candidates and stimulates them to apply for the

jobs. The selection process is quite lengthy and complex as it involves a series of

steps before making the final selection. The procedure of selection may vary from

industry to industry, company to company and even from department to department.

Every organization designs its selection process, keeping in mind the urgency of

hiring people and the prerequisites for the job vacancy.

28
 SELECTION PROCESS

The selection procedure comprises of following systematic steps:

1. Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection process

who do not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family

backgrounds and their interest in working with the firm. The preliminary interview is

less formal and is basically done to weed out the unsuitable candidates very much

before proceeding with a full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview he is

required to fill in the application form in the prescribed format. This application

contains the candidate data such as age, qualification, experience, etc. This

29
 information helps the interviewer to get the fair idea about the candidate and

formulate questions to get more information about him.

3. Screening Applications: Once the applications are received, these are screened by

the screening committee, who then prepare a list of those applicants whom they find

suitable for the interviews. The shortlisting criteria could be the age, sex,

qualification, experience of an individual. Once the list is prepared, the qualified

candidates are called for the interview either through a registered mail or e-mails.

4. Employment Tests: In order to check the mental ability and skill set of an individual,

several tests are conducted. Such as intelligence tests, aptitude tests, interest tests,

psychological tests, personality tests, etc. These tests are conducted to judge the

suitability of the candidate for the job.

5. Employment Interview: The one on one session with the candidate is conducted to

gain more insights about him. Here, the interviewer asks questions from the applicant

to discover more about him and to give him the accurate picture of the kind of a job

he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the

performance of the job. Through an interview, it is easier for the employer to

understand the candidate’s expectations from the job and also his communication

skills along with the confidence level can be checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate to

cross check the authenticity of the information provided by him. These references

could be from the education institute from where the candidate has completed his

studies or from his previous employment where he was formerly engaged. These

references are checked to know the conduct and behavior of an individual and also his

potential of learning new jobs.

30
7. Medical Examination: Here the physical and mental fitness of the candidate are

checked to ensure that he is capable of performing the job. In some organizations, the

medical examination is done at the very beginning of the selection process while in

some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical

examination is an important step in the selection process as it helps in ascertaining the

applicant’s physical ability to fulfill the job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection

process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages than

an individual has to qualify before getting finally selected for the job.

31
 Difference between Recruitment and Selection

S.No. Recruitment Selection

1 A process of actively searching A process of choosing

and hiring applicants for a job suitable applicants from the
role is known as recruitment. shortlisted candidates is
known as selection.

2 It is an activity to boost the It is an activity to reduce the

candidate pool. candidate pool until we find
the ideal candidate.

3 It allows the candidates to apply This process allows the HR to

for a vacant place. proceed further with suitable
applicants, and reject the
remaining.

4 In recruitment, we advertise the Selection is the process in

job role and encourage the which we finally appoint the
candidates to apply. candidate for the particular
job role.

5 It is the first step towards the It is the second step towards

hiring process. the hiring process.

6 This process is economical. The process is comparatively

expensive.

7 There is no contractual relation Selection involves a

in the recruitment process. contractual relation between
the organisation and
employee.

32
1. Identifying Job Vacancies: The process typically begins when there is a need to

fill a job vacancy within the company. This need could arise due to business

expansion, employee turnover, or the creation of new positions.

2. Job Posting: The company advertises the job vacancy through various channels

such as its website, job portals, social media, and local job boards. In the case of

Reliance Trends Limited, they might use their official website and other platforms

to reach potential candidates.

3. Application Submission: Interested candidates submit their applications and

resumes through the designated channels. Companies often use Applicant

Tracking Systems (ATS) to manage and review incoming applications efficiently.

4. Resume Screening: HR professionals or recruiters review the submitted resumes

to shortlist candidates who meet the basic qualifications and requirements for the

position.

5. Initial Interviews: Shortlisted candidates are typically contacted for initial

interviews. These interviews may be conducted over the phone or via video

conferencing. The purpose is to assess the candidate's basic qualifications, skills,

and alignment with the company's values.

6. In-Person Interviews: Candidates who perform well in the initial interviews may

be invited for in-person interviews. This stage often involves a more

comprehensive assessment of the candidate's skills, experience, and cultural fit

within the organization.

7. Skills Assessment and Testing: Depending on the role, candidates may be required

to undergo skills tests or assessments relevant to the position. For example, a

candidate for a retail role might be asked to demonstrate their customer service

skills.

33
8. Reference Checks: Employers often conduct reference checks to verify a

candidate's employment history and qualifications. This helps ensure that the

candidate's background aligns with the information provided in their application

and interviews.

9. Job Offer: Once a suitable candidate is identified, the company extends a job

offer, which includes details about the position, salary, benefits, and other terms of

employment.

10. Onboarding: After the candidate accepts the job offer, the onboarding process

begins. This involves orientation, training, and familiarizing the new employee

with company policies and procedures.

11. Probationary Period: Some companies have a probationary period during which

the employee's performance is closely monitored. After successful completion of

this period, the employee may be confirmed in the role.

12. Continuous Development: Many companies, including those in the retail sector,

invest in the continuous development and training of their employees to enhance

their skills and help them grow within the organization.

34
Reliance Trends is a popular and well-known fashion retail chain in India. It is part of

Reliance Retail, which is a subsidiary of Reliance Industries Limited (RIL), one of

India's largest conglomerates. Reliance Trends specializes in offering a wide range of

clothing and accessories for men, women, and children, making it a one-stop

destination for fashion-conscious consumers.

Here's a brief introduction to Reliance Trends:

1. Establishment: Reliance Trends was established as a part of Reliance Retail in

2007. Since then, it has rapidly expanded its presence across India.

2. Retail Format: Reliance Trends operates as a fashion and apparel retail chain,

providing a diverse selection of clothing, footwear, and accessories for customers

of all age groups. It offers both casual and formal wear, catering to various fashion

preferences and occasions.

3. Product Range: Reliance Trends offers a wide variety of fashion products,

including:

 Men's clothing: This includes formal and casual wear, sportswear, ethnic wear,

and accessories such as belts, wallets, and sunglasses.

 Women's clothing: It encompasses a range of options, including western wear,

ethnic wear, activewear, and fashion accessories.

 Kids' clothing: Reliance Trends provides a comprehensive selection of clothing

and accessories for children, from infants to teenagers.

 Footwear: The store also features a diverse range of footwear, including shoes,

sandals, and slippers.

4. Affordable and Trendy: One of the key aspects of Reliance Trends' strategy is to

offer affordable fashion without compromising on style and quality. It aims to

35
 make trendy and fashionable clothing accessible to a broad spectrum of

consumers.

5. Wide Store Network: Reliance Trends has a significant presence with numerous

stores across India, located in prime shopping destinations, malls, and high streets.

This extensive network allows them to serve customers in urban and semi-urban

areas.

6. Private Label Brands: The store also features a range of private label brands,

which are clothing and accessory lines designed and manufactured exclusively for

Reliance Trends. These brands cater to various fashion tastes and preferences.

7. Online Presence: In addition to its physical stores, Reliance Trends has an online

presence, allowing customers to browse and purchase fashion products from the

comfort of their homes.

8. Customer-Centric Approach: Reliance Trends focuses on providing a positive

shopping experience for its customers by offering a wide range of choices,

ensuring product quality, and delivering excellent customer service.

Reliance Trends has become a prominent player in India's retail fashion industry,

known for its affordability, wide range of products, and commitment to keeping up

with the latest fashion trends. It plays a significant role in the fashion retail sector,

contributing to the changing landscape of fashion shopping in India.

36
1. Establishment and Ownership:

 Reliance Trends is owned and operated by Reliance Retail, a subsidiary of

Reliance Industries Limited. Reliance Industries, founded by Mukesh Ambani, is

one of India's largest and most diversified conglomerates.

2. Retail Presence:

 Reliance Trends has a significant presence in the Indian retail market with

numerous stores across the country. These stores vary in size and format, ranging

from large department stores to smaller, specialized outlets.

3. Product Range:

 The brand offers a wide range of fashion and lifestyle products, including

clothing, footwear, accessories, and more. Their product offerings cover various

categories, such as ethnic wear, western wear, activewear, and casual wear.

4. Target Audience:

 Reliance Trends caters to a diverse customer base, encompassing men, women,

and children of different age groups. They offer clothing options for various

occasions, from daily wear to special events.

5. Affordable Fashion:

 One of Reliance Trends' key selling points is its commitment to providing

fashionable and quality clothing at affordable price points. This strategy has made

it a popular choice among Indian consumers looking for stylish yet budget-

friendly clothing.

6. Private Labels:

 Reliance Trends features a range of private labels, which are in-house brands

designed and curated exclusively for their stores. These private labels offer a

unique selection of clothing and accessories.

37
7. Online Presence:

 In addition to physical stores, Reliance Trends has an online retail platform,

allowing customers to shop for their favorite fashion items from the comfort of

their homes.

8. Customer Experience:

 Reliance Trends places a strong emphasis on delivering a positive shopping

experience to customers. They focus on factors like store design, customer

service, and product quality to enhance customer satisfaction.

9. Sustainable Practices:

 As sustainability becomes increasingly important in the fashion industry, Reliance

Trends has taken steps to incorporate eco-friendly and sustainable practices in its

operations and product offerings.

38
ADVANTAGE

1. Affordable Fashion: Reliance Trends is known for providing stylish

and on-trend clothing and accessories at affordable price points. This

makes fashion accessible to a wide range of consumers, including

those looking for budget-friendly options.

2. Wide Product Range: The brand offers a diverse product range,

including clothing, footwear, accessories, and more. Customers can

find options for various occasions, from casual wear to formal attire

and everything in between.

3. Private Labels: Reliance Trends has developed its own private labels

and in-house brands. These private labels offer unique and exclusive

fashion options that you can't find in other stores, adding to the brand's

appeal.

4. Diverse Target Audience: Reliance Trends caters to men, women,

and children of different age groups. Their diverse range of clothing

options ensures that there is something for everyone in the family,

making it a one-stop shop for fashion needs.

5. Physical and Online Presence: Reliance Trends has both brick-and-

mortar stores and an online retail platform. This omnichannel

approach provides customers with the flexibility to shop in-store or

online, enhancing convenience.

39
6. Customer Experience: The brand places a strong emphasis on

delivering a positive shopping experience. This includes well-

designed stores, attentive customer service, and a commitment to

product quality, all of which contribute to customer satisfaction.

7. Sustainability Initiatives: Reliance Trends has started incorporating

sustainable practices into its operations and product offerings. This

includes eco-friendly materials, ethical sourcing, and initiatives to

reduce the environmental impact of fashion.

8. Innovation: Being part of Reliance Industries Limited, Reliance

Trends has access to resources and innovation capabilities. This

allows them to stay competitive and adapt to changing market trends

and customer preferences.

9. Convenience: With a widespread presence across India, Reliance

Trends stores are easily accessible to a large portion of the population.

This convenience factor contributes to its popularity among shoppers.

10.Promotions and Discounts: Reliance Trends frequently offers

promotions, discounts, and sales events, making it even more

appealing to cost-conscious shoppers and bargain hunters.

11.Local and Global Fashion Trends: The brand keeps a close eye on

both local and global fashion trends, ensuring that its collections are in

line with the latest styles and preferences.

40
12.Community Engagement: Reliance Trends often engages with local

communities through various initiatives, which can enhance its brand

image and foster customer loyalty.

DISADVANTAGE

1. Competition: The fashion and apparel retail industry in India is highly

competitive, with numerous domestic and international brands. Reliance Trends

faces stiff competition from other established players, which can impact market

share and profitability.

2. Market Trends: Fashion trends can change rapidly, and meeting customer

expectations for the latest styles and designs can be challenging. Staying updated

with these trends while managing inventory can be a complex task.

3. Supply Chain Management: Managing the supply chain for a large retail

operation like Reliance Trends can be complex and costly. Ensuring the timely

delivery of products and minimizing disruptions in the supply chain is crucial to

meeting customer demand.

4. Inventory Management: Balancing inventory levels to meet customer demand

while minimizing excess stock or stockouts is a constant challenge in the retail

industry. Poor inventory management can result in financial losses.

5. Economic Factors: Reliance Trends, like any other retailer, is susceptible to

economic fluctuations. Economic downturns can affect consumer spending,

impacting sales and profitability.

6. Seasonal Variations: Fashion retail often experiences seasonal fluctuations in

demand. Managing inventory and staffing during peak seasons and ensuring

profitability during off-seasons can be tricky.

41
7. E-commerce Competition: The growth of e-commerce in India has intensified

competition. Reliance Trends competes not only with brick-and-mortar retailers

but also with online fashion platforms. Adapting to the e-commerce landscape is

essential.

8. Logistics and Distribution: Maintaining an efficient logistics and distribution

network is crucial for timely deliveries and cost control. Expanding into new

regions can be challenging due to logistical complexities.

9. Sustainability Pressures: While sustainability is an advantage, it can also pose

challenges. Meeting sustainability goals and sourcing eco-friendly materials can

be more expensive and complex than traditional practices.

10. Consumer Preferences: Meeting the diverse preferences of a large and varied

customer base can be demanding. Consumer tastes can vary greatly by region and

demographic.

11. Rising Costs: Costs associated with real estate, labor, and overhead expenses can

impact profitability, especially if not managed efficiently.

12. Regulatory Compliance: Complying with labor laws, tax regulations, and other

legal requirements can be demanding for a large retail chain. Non-compliance can

result in legal issues and reputational damage.

13. Brand Image: Maintaining a positive brand image is crucial, and negative

publicity or customer dissatisfaction can harm the brand's reputation.

42
COMPANY
PROFILE

43
 COMPANY PROFILE  

RELIANCE TRENDS

Industry Retail

Founded 2006; 17 years ago

Founder Mukesh Ambani

Headquarters Mumbai, Maharashtra, India

Number of locations 18,000 (2023)

Area served India

Mukesh Ambani (Chairman)
Key people
Isha Ambani (Managing Director)
Services Supermarket, Hypermarket,
Superstore, Convenience shop
Revenue 260,364 crore (US$33 billion) (2023)
Operating income 12,130 crore (US$1.5 billion) (2023) 
Net income 9,181 crore (US$1.1 billion) (2023)
Total assets 168,311 crore (US$21 billion) (2023)
Owner Reliance Industries (85.12%)
Vanishree Commercials (4.7%)
Infotel Infocomm (0.6%)
Sovereign wealth funds (5.86)
Private equity firms (4.32%)
Number of employees 245,581 (2023)
Parent Reliance Industries
Subsidiaries Reliance Fresh
Reliance Smart
Reliance Centro
Reliance Digital
Reliance Trends
Reliance Trends Footwear
Jio Stores
Justdial
Hamleys
JioMart
AJIO
Urban Ladder
Netmeds

Website www.relianceretail.com

HISTORY

44
In August 2020, Reliance Retail announced that it would acquire the retail, wholesale,

logistics and warehousing business of Future Group for ₹24,713 crore (US$3.34

billion). However, the deal was called off in April 2022 after a lengthy legal dispute

between Future Group and Amazon.

In September 2020, it was announced that American investment firm Silver Lake has

bought 1.75% stake in Reliance Retail for ₹7,500 crore (US$940 million) valuing the

business at ₹4.28 trillion (US$54 billion). On 23 September, it was announced that

KKR has bought 1.28% stake for ₹5,500 crore valuing the venture at ₹4.28 trillion or

$58 billion.

In October 2020, Singapore's GIC bought a 1.22% stake for $752 million, while TPG

acquired a 0.41% stake for $250 million giving Reliance Retail a pre-money valuation

of $58.5 billion.

On 7 October 2021, the company announced its partnership with 7-Eleven to open its

stores in India. The announcement came a day after Future Group announced the end

of its partnership with 7-Eleven, citing the inability to meet the target of opening

stores and payment of franchisee fees. The first 7-Eleven in India opened in Mumbai.

On 6 January 2022, Reliance Retail invested $200 million in Dunzo for a 25.8%

stake.

In 2022, soft drink brand Campa Cola was acquired by Reliance Industries for ₹22

crores. In March 2023, Reliance Consumer Products (RCPL), the fast-moving

consumer goods arm and subsidiary of Reliance Retail Ventures (RRVL), announced

the relaunch of Campa Cola in three variants (cola, orange and lemon) at select stores.

In August 2023, the Qatar Investment Authority invested $1 billion in Reliance Retail

for a 0.99% stake in the company at a $100 billion valuation.

FINANCIALS

45
 Reliance Retail had a turnover of ₹337 billion in the financial year 2016–17. Reliance

Retail announced revenues of ₹450 billion for the nine months ended December 2017

for financial year 2017–18, showing over a 90% jump from the corresponding

previous period. The company also reported a profit of ₹7 billion for the period.

MAJOR DIVISIONS

NO. NAME NOTE

1 Reliance Fresh Retail outlets of fruits, vegetables and groceries.

2 Reliance Smart/Smart Reliance Smart offers fresh produce, bakery, dairy products, home, and personal care
Point products, general merchandise, fruits, vegetables, and groceries.

3 Reliance Digital Consumer electronics retail stores. It had 689 stores in October 2014.

4 Jio Stores Small-format connectivity retailer which sells Jio connections, phones and accessories.
It had over 7,900 stores as of 2022.

5 Reliance Jewels Jewelry retail; it had 77 showrooms in 2018.

6 Reliance Trends Apparel and clothing. It had 557 stores in 2019.

7 Reliance Footprint Footwear retail format which was launched in November 2007.

8 AJIO E-commerce, fashion shopping website, officially launched at the Lakme Fashion

Week SS16.

9 JioMart JioMart is the e-commerce venture of Reliance Retail that provides grocery delivery. It
operates in 200 cities in India and was started as a joint venture between Reliance
Retail and Jio Platforms.

10 Azorte In 2022, Reliance Retail launched fashion stores under Azorte brand, under which it
retails footwear, fashion accessories, home and beauty products.

11 Tira Tira is an omnichannel beauty retailer launched in April 2023.

46
 ACQUISITIONS

NO. NAME NOTE

1 Hamleys Hamleys, one of the oldest and largest toy retailers in the world, was acquired by
Reliance Retail in 2019 for £67.96 million.[32]

2 Shri Kannan Shri Kannan Departmental Store is a retail store chain that sells fruits, vegetables,
Departmental Store dairy, staples, home, and personal care, and general merchandise. It operates 29 stores
in Coimbatore and was acquired by Reliance Retail in 2020 for ₹152.5 crore.[33]

3 Netmeds Netmeds is a licensed e-pharmacy based in Chennai. In 2020, Reliance Retail acquired
a 60% stake in Netmeds' parent Vitalic for approximately ₹620 crore.[34]

4 Urban Ladder Urban Ladder is an omnichannel furniture and decor retailer based out of Bangalore,
India. In 2020, Reliance Retail acquired a 96% stake in Urban Ladder for ₹182 crore.
[35][36]

5 Addverb Addverb is a Noida-based robotics company in which Reliance Retail bought a 55%
stake for $132 million in 2021.[37]

6 Amante Amante is a retailer and wholesale distributor of lingerie in India and Sri Lanka,
acquired by Reliance Retail in 2021.[38]

7 Zivame Bangalore-based Zivame operates an online lingerie store for women. It has also
ventured into other segments such as activewear, sleepwear and shapewear. According
to Zivame's website, it has 30-plus retail stores and a presence in more than 800
partner stores across the country. In 2021, Reliance Retail acquired an 85% stake in
the company for ₹1,200 crore.[39]

8 Clovia Clovia is an Indian innerwear and loungewear company. In 2022, Reliance Retail
acquired a 89% stake in the company for $125 million.[40]

9 Justdial In 2021, Reliance Retail acquired a 66% stake in local search

company Justdial for ₹5,710 crore (US$770.58 million).[41]

10 Milkbasket Milkbasket is a subscription-based daily micro-delivery service. In October 2021,

Reliance Retail Ventures acquired a 96.49% stake in Milkbasket for $40 million.[42][43]

11 Metro Cash & Carry India In March 2023, Reliance Retail completed the acquisition of Metro Cash & Carry
India for a cash consideration of ₹2,850 crore (US$360 million). After the acquisition,
Reliance Retail got access of over 3 million B2B customers of Metro Cash & Carry
including 1 million frequent buyers.

47
PRODUCTS AND SERVICES

Private label products

Although Reliance Retail's grocery businesses primarily markets products of third

party FMCG players, they also sell inhouse brands including: Best Farms, Good Life,

Enzo, Mopz, Expelz and Home One.

NAMASTE TRENDS

Trends is India’s largest fashion retail chain across India. Trends offers stylish, high-

quality products across Womenswear, Menswear, Kidswear and fashion accessories

through a diversified portfolio of own brands, national and international brands. The

uniqueness of the store is the core, which delivers "fashion at great value". Spread

over 8,000 – 24,000 square feet of shopping area, each Trends store is designed to

offer a unique shopping experience for the entire family through wide aisles,

coordinated displays and highly trained fashion professionals offering best in class

customer assistance. Trends customer through www.trends.ajio.com can access a

large collection of fashionable, high quality products at great value delivered at their

door steps.

48
 Trends Bhootnath Store (TCR0)

This store (TCR0) has two floors on the ground

floor it has the Women’s ethnic and western wear

various inhouse and external brands selling high quality products and attracting the

customers. A small section for the Lingerie wear, Customer Service where customers

can exchange their products if they face any size issues or any such problem, a small

section is dedicated for Reliance Jewels and Reliance Footwear for women’s and kids

too in this store on this floor, then they have an accessories section also near the cash

counter where customers can buy items such as cosmetics, fragrance, handbags and

hairbands too. All this sums up the ground floor.

Now on the first floor we have inhouse and external brands selling Men’s casual and

formal wear, Men’s active wear, Kid’s wear, footwear section for men’s and Men’s

accessories too. In addition they also have their own parking space which is for their

customers only and not for passer-by. So all this sums ups the store description which

is in Bhootnath where I completed my 2 months internship. In Lucknow it is the

49
largest trends store and every year earns a good amount of money. In the year 2021-

2022 their total sales was for Rs 19 Crore.

Now let us learn about the Owned (Private level, Inhouse) and External brands which

they showcase in their store.

WHAT ARE OWNED AND EXTERNAL BRANDS ?

The store brands or in-house brands are brands owned by a retail store & are termed

as Private Labels. Private labels usually deliver better margins for retailers, making a

lucrative case for investment in them. One special thing which Reliance Trends have

in their Home brands is that they have different Colour Codes on their price tags

which is not of much use to customers but it denotes the different fashion grades.

Mainly there are 4 colour codes i.e. Core (Green) it’s a basic product and is very

economical, Ultimate (Red) moving a bit higher from core products, Basic Fashion

(Orange) and Fast Fashion (Blue) One more code we have is Super Party Wear

(Purple) It’s

Women's wear

50
Men's wear

Kid's wear

very unique and is rarely available in stores. Core and Ultimate are never hanged they

are always kept on the Ultimate Table all year round. These products contain certain

bundle offers like Buy 2 get 100rs off and many more which attracts the customers

and one interesting fact about these ultimate tables is that they include the highest

amount from the sale of the store, they are placed at the aisle of the store. Mainly

these tables include the Entry Price Point (EPP).

Ultimate table

External brands are those for which that specific brand has to pay a certain amount

and then the store will display their items with a certain percentage share that they

both have agreed upon. Let’s have a look at the brands that Store TCR0 has:

1. Women’s Indian Wear:

Private Level

External Brands

51
2. Women’s Western Wear:

Private Level

External Brands

52
3. Men’s Casual Wear:

Private Level

External Brands

4. Kid’s Wear:

Private Level

External Brands

53
PRODUCT RANGE:

 Clothing: A wide range of apparel for men, women, and children, including

ethnic wear, western wear, activewear, and more.

 Footwear: Shoes, sandals, and other footwear options.

 Accessories: Fashion accessories such as handbags, jewelry, sunglasses, and

belts.

Private Labels: Reliance Trends features a range of private labels and in-house

brands that offer unique and exclusive fashion products. Some of these labels include:

 Netplay: Casual and stylish clothing for men and women.

 Fig: Women's wear, including ethnic and fusion wear.

 Rio: Footwear and accessories.

 Avantika: Women's ethnic wear.

 Fusion: A blend of Indian and western wear for women.

Online Presence: Reliance Trends has an online retail platform, allowing customers

to shop for their favorite fashion items on their official website.

Corporate Values: Reliance Trends places a strong emphasis on affordability,

quality, and customer satisfaction. They aim to provide fashionable clothing at

competitive prices.

Sustainability Initiatives: Like many companies in the fashion industry, Reliance

Trends has started incorporating sustainable practices into its operations and product

offerings. This includes the use of eco-friendly materials and ethical sourcing.

Community Engagement: The company often engages with local communities

through various initiatives, including corporate social responsibility (CSR) activities,

which can enhance its brand image and contribute to social well-being.

54
MARKETING STRATEGY OF RELIANCE INDUSTRIES

LIMITED

It was the year 1957 when Dhirubhai Ambani returned to India after a stint with A.

Besse& Co., Aden, Yemen and started a small yarn trading business with a 500 sq. ft.

office in Mumbai with a dream of establishing India’s largest company in time to

come.

Mr. Ambani then went on to Co-Found Reliance Commercial Corporation

withChampaklalDamani in the 1960s. The partnership though ended in the year 1965

butDhirubhai continued with the polyester business of the firm and went on to

incorporate Reliance Textiles Industries Pvt Ltd. and established a synthetic fabrics

mill in the year 1966. It was the year 1985 the company was renamed from Reliance

Textiles Industries Ltd. to Reliance Industries Ltd. With time company expanded and

entered in many other businesses like:

 Year 1995/96, saw the Reliance venturing into telecom industry with NYNEX,

USA and promoted Reliance Telecom Private Limited in India.

 In 1998/99, witnessed RIL under the brand name Reliance Gas introducing

packaged LPG in 15 kg cylinders.

 Between 1998–2000 RIL went onto construct largest refinery of the world the

integrated petrochemical complex at Jamnagar in Gujarat.

 Reliance Industries Ltd. and Reliance Petroleum Ltd. in 2001 became India’s two

largest companies in terms of all major financial parameters and were merged in

the year 2001-02.

 Reliance went onto witness demerger and reorganization of its business as well in

October 2005 and the company got split into two Reliance Industries Ltd. and

Reliance Anil Dhirubhai Ambani Group (ADAG) in which ADAG received

55
 Reliance Infrastructure, Reliance Communications, Reliance Natural Resources,

Reliance Capital, and Reliance Power.

SEGMENTATION, TARGETING, POSITIONING IN THE

MARKETING STRATEGY OF RIL

 RIL as a brand caters to the needs of diverse range of consumer segments with its

wide range of products available across its retail outlets and services ranging from

telecom to petrol stations.

 RIL uses a mix of demographic, geographic & psychographic segmentation

variables such as profession, gender, age, income class, behavior, region etc.

 RILappliesdifferentiated, selective and aggressive pricing strategy to its target

market.

MARKETING MIX OF RELIANCE INDUSTRIES

Reliance Industries is an Indian Multinational corporation with its headquarters in

Mumbai, India. This public company was founded in the year 1966 by Dhirubhai

Ambani and at present is headed by its MD and Chairman Mukesh Ambani. The

operations of the company include dealings in petrochemicals, production and

56
exploration, retail, marketing and refining and telecommunications. Reliance

Industries is ranked second in India in terms of revenue collections and comes under

the hundred largest corporations in the world. In terms of market capitalization, RIL

comes second in the publicly traded sector. Some of the companies that are

competitors of Reliance industries are as follows –

 Indian Oil Corporation in the petrochemical sector

 Sahara Q in the retail sector

 Airtel in the Telecommunication sector

PRODUCT IN THE MARKETING MIX OF RELIANCE

INDUSTRIES

Reliance Industries contribution to total Indian exports is nearly 14%. The company is

present in numerous sectors like logistics, textiles, retail, natural resources, science

and technology, health care, energy, communications, construction and

petrochemicals. Reliance Industries is also the producers of Polyester Fibre, Mono-

Ethylene Glycol (MEG), Purified Terephthalic Acid (PTA) and Polypropylene (PP).

 Retail sector includes Reliance Fresh, Reliance Digital, Reliance Footprint,

Reliance Trends, Reliance Mart, Reliance Home Kitchens, Reliance Time Out,

Reliance Wellness, Reliance Autozone, Reliance Super, Reliance iStore, Reliance

Market and Reliance Jewel.

 Reliance Life Sciences includes working around industrial and medicinal

Biotechnological opportunities. It focuses on the branding, manufacturing and

marketing of products that belong to Reliance Industries brand in clinical research

and bio pharmaceuticals.

57
 Reliance Institute of Life Sciences is an institution that offers the chance for

higher studies in numerous fields of life science and technology.

 Reliance Solar includes producing and selling systems related to solar energyto

rural areas.

 Reliance Jio Infocomm is a service provider for broadband

 Reliance Industrial Infrastructure Limited has the primary objective of building

and operating pipelines that are used for the transportation of petroleum products.

 Reliance Clinical Research Services is an organization for research programs.

PLACE IN THE MARKETING MIX OF RELIANCE INDUSTRIES

Reliance Industries has nearly 123 subsidiaries and 10 associate firms. In the retail

sector, it is the largest retailer with nearly 1466 outlets in India. All the outlets are

located at prime locations with trained and efficient staff to garner maximum

consumers.

It will be impossible to cover the number of cities and places that reliance industries

has presence in across India. This statement itself gives you a point of view of the

large operations that are the foundation of Reliance industries.

A fabric mill was established in the year 1966 at Naroda, Gujarat and this was the

starting point of Reliance Industries. It has manufacturing plants at various convenient

sites like Jamnagar. The petro chemical plant at Hazira was started in 1991.

The biggest Gas discovery was by Reliance Industriesat the Godavari- Krishna Basin.

Reliance Industries is a very old hand at each stage of circulation whether

manufacturing, or hiring wholesalers or contracting retailers. They have a wide

network already in place for every facet like channel, intermediary or distribution and

their sound mechanism has taken them to such unimaginable heights.

58
PRICE IN THE MARKETING MIX OF RELIANCE INDUSTRIES

The pricing policy of Reliance Industries is different for different sectors. The policy

for sectors such as retail, telecommunications and health care that are in direct contact

with the consumers is mainly penetration pricing. This is because most of these

sectors are question marks and their outcome is undetermined as of now. Retail and

telecommunication both suffer huge losses but companies invest in them looking at

the future.

If the fair pricing policy is in place, then automatically the volume will rise and in

turn, it will lead to better revenues. The policy for the sector petrochemicals is

different as it is dependent largely on the current global market, which is very

flexible. The various market conditions along with the costing and promotional

expenses determine the pricing policies of the company.

Reliance Industries has a special team of highly qualified individuals who are the

main determining factors behind every pricing policies and decisions and this is

arrived after a complete analysis and evaluation. In some sectors like Reliance Fresh

showrooms, it has dropped the services of intermediaries and bought the items

directly from its source and hence has been able to lower the prices of the products,

due to which the sale is higher and it is able to survive in the tough retail business.

PROMOTIONS IN THE MARKETING MIX OF RELIANCE

INDUSTRIES

Reliance has eagerly utilized the available advertising tools so that the best marketing

strategies could be implemented. Their promotional campaigns are clean, well made,

trendy with an emotional touch and up to the mark to attract the consumers. Reliance

Industries also announces discounts and schemes for its consumers.

59
However, promotions is a big expense for most companies and hence Reliance relies

more on spending less on promotions and reducing the prices so that customers are

attracted to the company. In fact, except for the retail sector, hardly any advertising is

seen from Reliance. And even if it uses advertising, it uses more of BTL then ATL.

SWOT ANALYSIS OF RELIANCE

Reliance Industries Limited (RIL) is one of the largest Indian-based companies

involved in energy, refining, textile, retail and telecommunications business. The

company was formed by Dhirubhai Ambani, the famous business tycoon who started

from nothing and became a millionaire.

RIL has recently ventured into telecommunications with Reliance Jio which has a

superlative 4G infrastructure throughout the country and has given Reliance a

competitive advantage over data connectivity.

STRENGTHS IN THE SWOT ANALYSIS OF RELIANCE :

Strong market position in various categories: RIL is the first Indian private sector

company to feature into the Fortune Global 500. With leading market position in

many of its businesses, Reliance is a business giant in India with strong positions in

60
Textile, energy, Retail etc. Reliance has also entered Telecom industry in India with

Jio and is sweeping the market.

Brand Name and financial position allow RIL to expand: Reliance is a strong

brand name and capital position which allows it to expand its businesses and also

venture into newer businesses.

The operational advantage in refining: RIL has the world’s largest oil refinery in

Jamnagar and is one of the world’s largest private owned refining companies. With

the use of latest technology, Reliance’s refinery in Jamnagar is operationally efficient

which gives great benefits for Reliance as it gets higher yields.

Expansion in the retail industry: Reliance Retail (RRL) is expanding throughout the

country with putting emphasis on backwards integration. With great improvements in

the value chain from procurement from farmers to selling to customers, Reliance has

increased its revenues substantially and was the largest Indian retailer in FY 2015.

Reliance Jio: Reliance Jio has set the telecom industry by a storm. Reliance has laid

out a superlative infrastructure for 4G wireless services throughout the nation which

has provided it with the immense competitive advantage. Jio has also helped Reliance

enhance its brand image and become a mass popular brand.

WEAKNESSES IN THE SWOT ANALYSIS OF RELIANCE :

Production declining in exploratory blocks: RIL’s gas production from two of its

major plants, KG-D6 project and Tapti Fields is decreasing due to various natural and

operational challenges. A decrease in production affects supply and operational

margins.

Recent divesting and relinquishing activities affects growth: RIL recently divested

in some of its production sharing contracts in Dubai, Yemen etc. This affects global

expansion plans for RIL.

61
Legal proceedings and litigations: RIL has been subjected to various legal

proceedings and litigations in the past. Recently, RIL has had to pay a hefty penalty

amount to the government. Such instances impact the reputation of the company.

OPPORTUNITIES IN THE SWOT ANALYSIS OF RELIANCE :

New Plants: RIL has commissioned a few new plants recently, for instance, PET

resin plant and Purified Terephthalic Acid (PTA) plant at Dahej, Gujarat. Expanding

its operations facilities will further increase production and strengthen RIL’s position

in the market.

Investing in attractive international oil and gas destinations: In 2015, RIL won the

bid for Myanmar Offshore block with 96% interest. RIL should continue making such

investments to expand its operations globally.

CBM as unconventional natural gas: CBM is a natural gas extracted from coal

beds. RIL has two CBM blocks under it and is set to utilise CBM as the

unconventional natural gas resource.

New offers in Reliance Jio: Mukesh Ambani’s pet project Reliance Jio has already

become one of the nation’s largest telecom networks. Reliance Jio needs to bring out

new offers and a retention policy to retain the customers who might as well drop Jio

for another offer from other telecom giants.

THREATS IN THE SWOT ANALYSIS OF RELIANCE :

Intense competition in all sectors: RIL faces strong competition from various state-

owned companies in the Oil, Petroleum and Gas industries. IOC, HPCL and BPC are

state owned companies which are its biggest competitors.

In Retail, RIL faces stiff competition from the Future group, D-Mart etc. Such

competition limits market share.

62
In telecom, Jio is up against the giants of the industry like Vodafone, Airtel and Idea.

These companies are looking for a chance to regain customers lost to Jio.

Reliance Jio free offers ending: Reliance Jio has provided the customers with free

data and calling offers in its introductory package and has extended the offers a few

times. Now, these offers are about to end very soon. This will test the retaining

capacity of Reliance Jio.

VISION, MISSION AND VALUES

VISION

To be the most admired and successful organised retail company in India that

enhances the quality of life of every Indian.

MISSION

Provide millions of customers with unlimited choice, outstanding value proposition,

superior quality and unmatched experience across the full spectrum of products and

services.

VALUES

 Quality: We do not compromise – we have a passion for the best quality.

 Innovation: We are innovative and wish to enthuse our clients.

 Ambition: We set high objectives and push to achieve the best results.

 Honesty: We are honest towards our clients, also when it may be unpleasant to

hear our true advice.

 Integrity: We keep our word, guard confidentiality, and maintain a high level of

integrity.

63
OBJECTIVES OF
THE STUDY

64
 OBJECTIVES OF THE STUDY

 Provide customers and staff with clear standards and expectations.

 Ensure all the customers contact reaches appropriate conclusions.

 minimize incidences of repeat contact

 Seek to provide a seamless service for customers.

 Provide equal and easy access to our services at a time, place and channel that

meet the needs of residents, businesses and other stakeholders.

65
 RESEARCH
METHODOLOGY

66
 RESEARCH METHODOLOGY
This section includes the research methods, their rationale, validity, reliability,

sample size, alternatives and limitations faced during primary research.

 To know about the various needs of staff and what they want from their job.

 To discuss what steps do managers to take the motivate their staff and fulfill their

needs.

 To gauge the impact of staff motivation on employee productivity.

Research Design- Descriptive Research Design

Research Approach- Survey Approach

Research Instruments- Questionnaire

Sample Universe- Lucknow

Sample Area – Reliance Trends Pvt. Ltd.., Lucknow

Target population: Employees of Reliance TrendsPvt. Ltd.., Lucknow.

Sample method- Random Sample method

Sample Size- 100

Data source- Primary data & Secondary Data

67
 SOURCES OF DATA

The two main sources of data for the present study have been primary data and

secondary data.

1. Primary Data:

Primary data consists of original information collected for specific purpose. The

primary data for this research study was collected through a direct survey with the

viewers guided by a structured questionnaire. The questions were structured and

direct as to make viewers understand easily.

2. Secondary Data:

Secondary data consists of information that already exists somewhere,

having been collected for specific purpose in the study. The secondary data for this

study collected from various books, company websites, and from company

brochures.

The main statistical tools used for the collection and analyses of data in this

project are:

 Questionnaire

 Pie Charts

 Bar Diagrams

68
DATA ANALYSIS

69
 DATA ANALYSIS & INTERPRETATION

TABLE 1
NUMBER OF RESPONDENTS ACCORDING TO GENDER.

GENDER NUMBER OF ESPONDENTS PERCENTAGE

MALE 60 60
FEMALE 40 40
TOTAL 100 100

CHART-1
NUMBER OF RESPONDENTS

NUMBER OF ESPONDENTS
MALE FEMALE

40%

60%

INTERRETATION
The above chart shows that 60% of respondents are male and remaining 40% of
respondents are female.

70
TABLE.2
HAPPY WITH RECRUITMENT PROCESS

RECRUITMENT NO. OF RESPONDENTS PERCENTAGE

SATISFIED 70 70
HIGHLY 20 20
SATISFIED
NEUTRAL 4 4
DISSATISFIED 6 6
TOTAL 100 100

CHART-2
HAPPY WITH RECRUITMENT PROCESS

Sales
RECRUITMENT SATISFIED HIGHLY SATISFIED
NEUTRAL DISSATISFIED

4%
6%

20%

70%

INTERRETATION
The above chart shows that 70% of the respondents are satisfied with recruitment
process, 20% are highly satisfied, 4% are neutral and 6% are dissatisfied on
recruitment process.

71
TABLE-3
ABOUT INTERVIEW PANEL
PANEL NO. OF RESPONDENTS PERCENTAGE
EXCELLENT 60 60
GOOD 30 30
SATISFACTORY 3 3
POOR 7 7
T0TAL 100 100

CHART-3
FEEL ABOUT INTERVIEW PANEL

NO. OF RESPONDENTS
EXCELLENT GOOD SATISFACTORY POOR

3%
7%

30%

60%

INTERRETATION
The above chart shows that 60% of the respondents felt excellent and good in
regarding interview panel and 3% of the respondents were felt satisfactory and poor
regarding interview panel.

72
TABLE-4
COME TO KNOW ABOUT OPENING IN RELIANCE TRENDS PVT. LTD..

CANDIDATE NO.OF RESPONDENTS PERCENTAGE

FRIENDS 65 65
INTERNET 15 15
NEWSPAPERS 15 15
OTHERS 5 5
TOTAL 100 100

CHART-4
COMETO KNOWABOUT OPENING IN RELIANCE TRENDSPVT. LTD.

NO.OF RESPONDENTS
FRIENDS INTERNET NEWSPAPERS OTHERS

5%

15%

15%
65%

INTERRETATION
The above chart shows that 65% of the respondents were influence by friends, and
15% of the respondents came to know from newspapers,

73
TABLE-5
REFER MORE FRIENDS TO RELIANCE TRENDS PVT. LTD..

NO. OF RESPONDENTS PERCENTAGE

FRIENDS
YES 90 90
NO 10 10
TOTAL 100 100

CHART-5
REFER MORE FRIENDS TO RELIANCE TRENDSPVT. LTD..

NO. OF RESPONDENTS
FRIENDS YES NO

10%

90%

INTERRETATION
The above chart shows that 90% of the respondents were like to refer their friends to
Reliance TrendsPvt. Ltd.. and 10% of the respondents are not interested in referring
friends to Reliance TrendsPvt. Ltd...

74
TABLE-6
THE BEST RECRUITMENT SOURCES ACCORDING TO YOU

SOURCE NO. OF PERCENTAGE

RESPONDENTS
INTERNAL 60 60
RECRUITMENT
EXTERNAL 25 25
RECRUITMENT
BOTH 15 15
TOTAL 100 100

CHART-6
THE BEST RECRUITMENT SOURCESACCORDING TO PERFORMANCE

NO. OF RESPONDENTS
INTERNAL RECRUITMENT EXTERNAL RECRUITMENT
BOTH

15%

25%
60%

INTERRETATION
The above chart shows that 60% of respondents were influence by internal
recruitment, 25% of respondents were influence by external recruitment performance
and 15% of respondents were influence by both source of performace.

75
TABLE-7

ARE THE COMPANY POLICES KNOWN BEFORE JOINING

POLICES NO. OF RESPONDENTS PERCENTAGE

YES 65 65
NO 35 35
TOTAL 100 100

CHART-7

THE COMPANY POLICES BEFORE JOIN THE IN THIS COMPANY

NO. OF RESPONDENTS
YES NO

35%

65%

INTERRETATION
The above chart shows that 65% of respondent (all the respondents) know about
company polices before joining.

76
TABLE-8

NUMBER OF DAYS COMPANY TAKES TO RESPOND THE

APPLICATION.

APPLICATION NO. OF PERCENTAGE

RESPONDENTS
LESS THAN FIVE DAYS 80 80
5-10 DAYS 20 20
11-20 DAYS 0 0
15-20 DAYS 0 0
TOTAL 100 100

CHART-8
THE COMPANY TAKES TO RESPOND THE APPLICATION.

NO. OF RESPONDENTS
LESS THAN FIVE DAYS 5-10 DAYS 11-20 DAYS 15-20 DAYS

20%

80%

INTERRETATION
The above chart shows that 80% of respondents were got company call in less than
five days, 20% of respondents were got between 5-10 days.

77
TABLE-9

The Effectiveness Of The Interview Process And Other Selection Instrument.

EFFECTIVENESS NO. OF PERCENTAGE

RESPONDENTS
POOR 30 30
ADEQUATE 40 40
EXCELLENT 30 30
TOTAL 100 100

CHART-9

THE EFFECTIVENESS OF THE INTERVIEW PROCESS AND OTHER

SELECTION INSTRUMENT.

NO. OF RESPONDENTS
POOR ADEQUATE EXCELLENT

30% 30%

40%

INTERRETATION

40 % respondents said that the interview process was adequate , 30% said
that the process is Excellent and 30% said that the process is poor .

78
TABLE-10

DIFFICULT IN THE FOLLOWING TEST.

TEST NO. OF RESPONDENTS PERCENTAGE

APTITUDE 30 30
PERSONAL 40 40
INTERVIEW
WRITTEN 10 10
PRACTICAL 10 10
ANY OTHER 10 10
TOTAL 100 100

CHART-10

DIFFICULT IN THE FOLLOWING TEST.

NO. OF RESPONDENTS
APTITUDE PERSONAL INTERVIEW WRITTEN
PRACTICAL ANY OTHER

10%

10% 30%

10%

40%

INTERRETATION
The above chart shows that 40% of respondents consider personal interview as
difficult, 10% of respondents consider written test as difficult, 10% of respondents
consider as practical was difficult.

79
TABLE-11

EXTENTOF SATISFACTION REGARDING DESIGNATION AND

WORKLOAD.

WORK LOAD NO. OF RESPONDENT PERCENTAGE

SATISFIED 70 70
HIGHLY SATISFIED 20 20
NEUTRAL 6 6
DISSATISFIED 4 4
TOTAL 100 100
CHART-11
EXTENT OF SATISFACTION REGARDING DESIGNATION AND WORK
LOAD

NO. OF RESPONDENT
SATISFIED HIGHLY SATISFIED NEUTRAL DISSATISFIED

4%
6%

20%

70%

INTERRETATION
The above chart shows that 70% of respondents were satisfied with designation an
workload, 6% of respondents were neutral, 4% of respondents were dissatisfied, 20%
of respondents were highly satisfied with work load regarding the designation.

80
TABLE-12

ORGANIZATION CLEARLY DEFINED THE POSITION AND

RECRUITMENT OBJECTIVE OF RELIANCE TRENDS PVT. LTD...

POSITION & NO. OF PERCENTAGE

RECRUITMENT RESPONDENTS
YES 76 76
NO 24 24
NEITHER YES OR NO 0 0
TOTAL 100 100

CHART-12

Organization Clearly Defined The Position And Recruitment Objective Of

Reliance TrendsPvt. Ltd..

NO. OF RESPONDENTS
YES NO NEITHER YES OR NO

24%

76%

INTERRETATION
The above chart shows that 76% of respondents were clearly understood the position
and recruitment objective,24% of respondents were not known about the position and
recruitment objective in the Reliance TrendsPvt. Ltd..

81
FINDINGS

82
 FINDINGS

 Majority of the respondents are Happy from the Recruitment Process.

 Majority of the respondents said that the Interview Panel was Excellent.

 Majority of the respondents got to about Reliance Trends Pvt. Ltd. from their

Friends.

 Majority of the respondents were Happy and they said they will refer more

Friends to join Reliance TrendsPvt. Ltd. .

 Majority of the respondents believe that Internal Recruitment is the best to

recruit.

 Majority of the respondents were fully aware about the Recruitment Policies.

 Majority of the respondents said that the company took Less than 5 days to

respond to their application.

 Majority of the respondents found the interview process difficult.

 Majority of the respondents believed that the interview process was adequate.

 Majority of the respondents were satisfied from the work load.

83
RECOMMENDATION

84
 RECOMMENDATIONS

 Interview Process should be done in a more Formal Manner.

 Selection Process should be fairer.

 The stipend percent should be increased.

 The company should take less time to respond to the application.

 Work Load should be reduced.

85
CONCLUSION

86
 CONCLUSION

In a nutshell, this internship has been an excellent and rewarding experience for me. It

was for the first time I worked under someone and got to learn so many new things

and I can proudly say that I have learnt so much from Reliance Trends Bhootnath.

The atmosphere at the store was always welcoming which increased my morale and

confidence.

The two main things that I learned after my experience in this store are the importance

of time management and being self- motivated and always ready to learn and grasp

new things.

This internship will help me a lot in future as well because I want to pursue my Mba

in HR so the practical knowledge and skills which I learned during this tenure will be

fruitful in the coming future.

At last I want to held a heart full of gratitude to each person who helped me so much

during these 2 months Mr. Yogeshwar Rai, Mr. Jayant Pandey and Mr. Kaushal

Pandey who worked so hard with me and the staff of Reliance Trends (TCRO), my

family and friends.

87
LIMITATIONS

88
 LIMITATIONS OF THE STUDY

 As we limited time span so it is not possible to cover each & every detail of the

topic.

 Company uses various software’s which have certain financial information and I

as a trainee cannot access them.

 As the samples are taken randomly and population size of Lucknow is large,

sample errors are inevitable.

 The study will heavily depend on primary data which will be collected from

public at large; hence the authenticity of data can be a limitation.

89
BIBLIOGRAPHY

90
 BIBLIOGRAPHY
WEBSITES:

1. Wikipedia

2. www.contractrecruiter.com

3. www.yourarticlelibrary.com

4. relianceretail.com

5. www.lightspeedhq.com

6. Trends monthly magazine etc.

91
ANNEXURE

92
 QUESTIONNAIRE

NAME :

GENDER:

DESIGNATION:

DEPARTMENT :

1. Are you happy with Recruitment Process?

A) Highly satisfied B) Satisfied C) Neutral

D) Dissatisfied.

2. How do you feel about interview panel?

A) Excellent B) Good C) Satisfactory

D) Poor.

3. How do you come to know about Opening in Reliance TrendsPvt. Ltd..?

A) Friends B) Newspapers C) Internet

D) Others.

4. Do you want refer more friends to Reliance TrendsPvt. Ltd..?

A) Yes B) No

5. What should be the best recruitment sources according to your performance?

A) Internal Recruitment B) External Recruitment

D) Both.

6. Did you fully know about the company polices before joining in this company

A) Yes B) No

7. How much time did the company take responds to your application?

A) Less than five days B) 5-10 days C) 11-20 days D) 20-25days

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8. Which of the following tests were more difficult according to You?
A) Aptitude B) Personal Interview C) Written

D) Practical E) Any other

9. Rate the effectiveness of the interview process and other selection instrument such as

testing?

A) Poor B) Adequate C) Excellent

10. Extent of Satisfaction regarding your designation and work load?

A) Highly Satisfied B) Satisfied C) Neutral

D) Dissatisfied.

11. Does the organization clearly define you the position objective/Recruitment in the

Reliance TrendsPvt. Ltd..?

A) Yes B) No. C) Neither Yes or No.

12. Your Suggestion to Improve recruitment?

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