amit sip brl

SUMMER INTERNSHIP PROJECT REPORT

ON

“TALENT ACQUISITION” AT BHARTI RETAIL LTD.

Submitted in partial fulfilment of the requirement for the award of the degree

Of

Master of Business Administration (Human Resource Development)

Session 2014-2016

SUBMITTED TO: SUBMITTED BY:

Department of Commerce Amit Kumar PatelDelhi School of Economics Master of Business

AdministrationUniversity of Delhi (Human Resource Development)

Department of Commerce Delhi School of Economics

University of Delhi

DECLARATION BY STUDENT

I, Amit Kumar Patel, student of Master of Business Administration (Human Resource Development), 2014-2016 Batch. I, hereby declare that I have successfully completed my summer internship at Bharti Retail Ltd. Gurgaon, Haryana during the period of 26 th May 2015 to 25th July 2015.This project report presents an original work done at the organisation and the contents of this project report have not been published before.

Amit Kumar Patel Ms. Shilpi SahiMBA (HRD) Batch 2014-2016 Assistant Professor, Department of Commerce, Delhi School of Economics, University of Delhi

ACKNOWLEDGEMENT

I take this opportunity to thank Mr. Dev Mani Pandey, Deputy General Manager and Mr. Aditya Srivastava, Manager Talent Acquisition Team, Bharti Retail Limited for their guidance, close supervision of this work over the past few months and helpful suggestions. Their advice and support, in spite of their hectic schedule have been a driving force.

I also would like to thank complete Talent Acquisition team for helping & guiding me to understand the in depth knowledge of this work.I extend my sincere thanks to Ms. Shilpi Sahi, my SIP faculty guide, through her guidance and suggestions helped me in the timely completion of this report.

Amit Kumar Patel MBA (HRD), 2014-2016

Certificate by Company

Certificate by Mentor

This is to certify that the summer internship report titled “Talent Acquisition” submitted by Amit Kumar Patel, student of MBA (HRD), is an academic work done by him under my supervision and guidance. He has submitted this report towards partial fulfilment for the award of degree of “Master of Business Administration (Human Resource Development)” from “Department of Commerce, Faculty of Commerce and Business, Delhi School of Economics, University of Delhi, Delhi” during the academic year 2014-2016. It is further certified that this work has not been submitted elsewhere other than Department of Commerce, Delhi School of Economics, University of Delhi.

Ms. Shilpi Sahi Assistant Professor

Project Guide

Executive Summary

Today’s recruiting managers face a triple-whammy of economic anxiety, employee turnover and a shortage of highly skilled talent. Following recessionary cutbacks, recruiting departments are spread thin, leaving fewer resources to sort and seek prime candidates from a mass of résumés. In this environment, talent acquisition teams need to scrutinize every investment and reengineer their approaches – incorporating new tools that target outstanding contenders.

This report provides the deep understanding of the hiring process of Bharti Retail Ltd, at store level.

It clearly demonstrate the overall approach which company applies to hire new employee and at the same time to promote existing employees to the upper level.

As the present environment is very dynamic, to get an employee skilled employee is one of the toughest job which a company needs to fulfil.

In the industry like retail where, the prices of products and name of the employees holding the positions are change like a sunrise and sunset of a day. So in this crucial time a recruiter need to understand the requirement of the job. They must be very clear with Job Description and culture of the company so that they can hire the perfect Fit for the organisation.

Content

i. Declaration......................................................................................................2ii. Acknowledgement.......................................................................................... 3

iii. Certificate (Company).....................................................................................4iv. Certificate (Mentor).........................................................................................5v. Executive Summary.........................................................................................6

Chapter No.

Topics Page no.

1. Introduction 8-13

2. Retailing in India 14-17

3. Retail industry SWOT analysis 17

4. About Bharti Retail Limited 18-20

5. Easyday SWOT Analysis 21-22

6. Objectives of the Study 23

7. Project Undertaken: Talent Acquisition 24

8. Recruitment & Selection 25

9. Bharti Retail Employee Structure 26

10. Bharti Retail Market Structure 27-29

11. Hiring of Store Employees at Bharti Retail Ltd 30-33

12. My Contribution in Bharti Retail Ltd. 34-35

13. Recommendation 36

14. Bibliography 37

Introduction

Retail (Retail, 2012)

Retail is the sale of goods and services from individuals or businesses to the end-user. Retailers are part of an integrated system called the supply chain. A retailer purchases goods or products in large quantities from manufacturers directly or through a wholesale, and then sells smaller quantities to the consumer for a profit.Retailing can be done in either fixed locations like stores or markets, door-to-door or by delivery. Retailing includes subordinated services, such as delivery. The term "retailer" is also applied where a service provider services the needs of a large number of individuals, such as for the public. Shops may be on residential streets, streets with few or no houses or in a shopping mall. Shopping streets may be for pedestrians only. Sometimes a shopping street has a partial or full roof to protect customers from precipitation. Online retailing, a type of electronic commerce used for business-to-consumer (B2C) transactions and mail order, are forms of non-shop retailing.Shopping generally refers to the act of buying products. Sometimes this is done to obtain necessities such as food and clothing; sometimes it is done as a recreational activity. Recreational shopping often involves window shopping (just looking, not buying) and browsing and does not always result in a purchase.

Purpose of document

This document provides an insight into the Retail Industry in India. The retail industry is a fast growing industry having a high rate of attrition which increases the work of HR manager. To acquire right talent is very important so that attrition rate is reduced. Equally important is to retain the employees by fulfilling their needs in terms of decent compensation & giving them opportunities to grow.This document tries to discover & analyse these important factors that understand the process of hiring new employee at different level and the traits which must be present in an employee to be a part of the organisation.

Etymology (Retail Sector, 2012)

Retail comes from the Old French word tailler, which means "to cut off, clip, pare, divide" in terms of tailoring (1365). It was first recorded as a noun with the meaning of a "sale in small quantities" in 1433 (from the Middle French retail, "piece cut off, shred, scrap, paring"). Like in French, the word retail in both Dutch and German also refers to the sale of small quantities of items.

Types of retail outlets

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

Retail is usually classified by type of products as follows:

1. Food products

2. Hard goods or durable goods ("hardline retailers") - appliances, electronics, furniture, sporting goods, etc. Goods that do not quickly wear out and provide utility over time.

3. Soft goods or consumables - clothing, apparel, and other fabrics. Goods that are consumed after one use or have a limited period (typically under three years) in which you may use them.

There are the following types of retailers by marketing strategy:

1. Department stores - very large stores offering a huge assortment of "soft" and "hard goods; often bear a resemblance to a collection of specialty stores. A retailer of such store carries variety of categories and has broad assortment at average price. They offer considerable customer service.

2. Discount stores - tend to offer a wide array of products and services, but they compete mainly on price offers extensive assortment of merchandise at affordable and cut-rate prices. Normally retailers sell less fashion-oriented brands.

3. Warehouse stores - warehouses that offer low-cost, often high-quantity goods piled on pallets or steel shelves; warehouse clubs charge a membership fee;

4. Variety stores - these offer extremely low-cost goods, with limited selection;

5. Demographic- retailers that aim at one particular segment (e.g., high-end retailers focusing on wealthy individuals).

6. Mom-And-Pop- is a small retail outlet owned and operated by an individual or family. Focuses on a relatively limited and selective set of products.

7. Specialty stores- A typical speciality store gives attention to a particular category and provides high level of service to the customers. A pet store that specializes in selling dog food would be regarded as a specialty store. However, branded stores also come under this format. For example if a customer visits a Reebok or Gap store then they find just Reebok and Gap products in the respective stores.

8. Boutiques or Concept stores are similar to specialty stores- Concept stores are very small in size, and only ever stock one brand. They are run by the brand that controls them. An example of brand that distributes largely through their own widely distributed concept stores is L'OCCITANE en Provence. The limited size and offering of L'OCCITANE's stores are too small to be considered a specialty store proper.

9. General store- a rural store that supplies the main needs for the local community.

10. Convenience stores- is essentially found in residential areas. They provide limited amount of merchandise at more than average prices with a speedy checkout. This store is ideal for emergency and immediate purchases as it often works with extended hours, stocking every day.

11. Hypermarkets- provides variety and huge volumes of exclusive merchandise at low margins. The operating cost is comparatively less than other retail formats.

12. Supermarkets- is a self-service store consisting mainly of grocery and limited products on non-food items. They may adopt a Hi-Lo or an EDLP strategy for pricing. The supermarkets can be anywhere between 20,000 and 40,000 square feet (3,700 m2). Example: SPAR supermarket. 13. Malls- has a range of retail shops at a single outlet. They endow with products, food and entertainment under a roof. 14. Category killers or Category Specialist- By supplying wide assortment in a single category for lower prices a retailer can "kill" that category for other retailers. For few categories, such as electronics, the products are displayed at the centre of the store and sales person will be available to address customer queries and give suggestions when required. Other retail format stores are forced to reduce the prices if a category specialist retail store is present in the vicinity.

15. E-tailers-The customer can shop and order through internet and the merchandise are dropped at the customer's doorstep. Here the retailers use Drop shipping technique. They accept the payment for the product but the customer receives the product directly from the manufacturer or a wholesaler. This format is ideal for customers who do not want to travel to retail stores and are interested in home shopping. However it is important for the customer to be wary about defective products and non-secure credit card transaction. Example: Amazon, Pennyful and eBay.

16. Vending Machines-This is an automated piece of equipment wherein customers can drop the money in the machine and acquire the products.

17. Some stores take a no frills approach, while others are "mid-range" or "high end", depending on what income level they target.

Other types of retail store include:

1. Automated Retail stores- are self-service, robotic kiosks located in airports, malls and grocery stores. The stores accept credit cards and are usually open 24/7. Examples include ZoomShops and Redbox.

2. Big-box stores- encompass larger department, discount, general merchandise, and warehouse stores.

Globally existence of Retail Sector (Deloitte, 2015)

Global Top Ten Retailers (Global Top Retailrs, 2015)

Worldwide Top Ten Retailers

Rank Company Country of Origin 2013 revenue ($US million)

1 Walmart United States $464,162

2 Tesco United Kingdom $120,052

3 Costco United States $105,156

4 Carrefour France $103,555

5 Kroger United States $96,751

6 Amazon.com United States $88,988

7 Lidl Germany $87,236

8 Metro AG Germany $85,832

9 The Home Depot United States $74,754

10 Aldi Germany $73,035

Retailing in India (Retail in India, 2012)

Retailing in India is one of the pillars of its economy and accounts for 14 to 15 percent of its GDP. The Indian retail market is estimated to be US$ 500 billion and one of the top five retail markets in the world by economic value. India is one of the fastest growing retail markets in the world, with 1.24 billion people.

As of 2013, India's retailing industry was essentially owner manned small shops. In 2010, larger format convenience stores and supermarkets accounted for about 4 percent of the industry, and these were present only in large urban centres. India's retail and logistics industry employs about 40 million Indians (3.3% of Indian population).

Until 2011, Indian central government denied foreign direct investment (FDI) in multi-brand retail, forbidding foreign groups from any ownership in supermarkets, convenience stores or any retail outlets. Even single-brand retail was limited to 51% ownership and a bureaucratic process.

In November 2011, India's central government announced retail reforms for both multi-brand stores and single-brand stores. These market reforms paved the way for retail innovation and competition with multi-brand retailers such as Walmart, Carrefour and Tesco, as well single brand majors such as IKEA, Nike, and Apple. The announcement sparked intense activism, both in opposition and in support of the reforms. In December 2011, under pressure from the opposition, Indian government placed the retail reforms on hold till it reaches a consensus.

In January 2012, India approved reforms for single-brand stores welcoming anyone in the world to innovate in Indian retail market with 100% ownership, but imposed the requirement that the single brand retailer source 30 percent of its goods from India. Indian government continues the hold on retail reforms for multi-brand stores.

On 14 September 2012, the government of India announced the opening of FDI in multi-brand retail, subject to approvals by individual states. This decision was welcomed by economists and the markets, but caused protests and an upheaval in India's central government's political coalition structure. On 20 September 2012, the Government of India formally notified the FDI reforms for single and multi-brand retail, thereby making it effective under Indian law.

On 7 December 2012, the Federal Government of India allowed 51% FDI in multi-brand retail in India. The government managed to get the approval of multi-brand retail in the parliament despite heavy uproar from the opposition (the NDA and leftist parties). Some states will allow foreign supermarkets like Walmart, Tesco and Carrefour to open while other states will not.

India Retail Reforms (Reforms, 2012)

Until 2011, Indian central government denied foreign direct investment (FDI) in multi-brand Indian retail, forbidding foreign groups from any ownership in supermarkets, convenience stores or any retail outlets, to sell multiple products from different brands directly to Indian consumers.

The government of Dr. Manmohan Singh, Prime Minister, announced on 24 November 2011 the following.

India will allow foreign groups to own up to 51 per cent in "multi-brand retailers", as supermarkets are known in India, in the most radical pro-liberalization reform passed by an Indian cabinet in years;

Single brand retailers, such as Apple and Ikea, can own 100 percent of their Indian stores, up from the previous cap of 51 percent;

Both multi-brand and single brand stores in India will have to source nearly a third of their goods from small and medium-sized Indian suppliers;

All multi-brand and single brand stores in India must confine their operations to 53-odd cities with a population over one million, out of some 7935 towns and cities in India. It is expected that these stores will now have full access to over 200 million urban consumers in India;

Multi-brand retailers must have a minimum investment of US$100 million with at least half of the amount invested in back end infrastructure, including cold chains, refrigeration, transportation, packing, sorting and processing to considerably reduce the post-harvest losses and bring remunerative prices to farmers;

The opening of retail competition will be within India's federal structure of government. In other words, the policy is an enabling legal framework for India. The states of India have the prerogative to accept it and implement it, or they can decide to not implement it if they so choose. Actual implementation of policy will be within the parameters of state laws and regulations.

The opening of retail industry to global competition is expected to spur a retail rush to India. It has the potential to transform not only the retailing landscape but also the nation's ailing infrastructure.

A Wall Street Journal article claims that fresh investments in Indian organized retail will generate 10 million new jobs between 2012–2014, and about five to six million of them in logistics alone; even though the retail market is being opened to just 53 cities out of about 8000 towns and cities in India. [

Indian retailers (Indian Retail Market, 2012)

A 2012 PWC report states that modern retailing has a 5% market share in India with about $27 billion in sales, and is growing at 15 to 20% per year. There are many modern retail format and mall companies in India. Some examples are in the following table.

Indian Retail Group

Market Reach in 2011 and Notes[42]

Pantaloon Retail 65 stores and 21 factory outlets in 35 cities, 2 million square feet space

Shoppers Stop 51 stores in 23 cities, 3.2 million square feet space

Spencers Retail 200 stores in 45 cities, 1 million square feet space

Reliance Retail708 mart and supermarkets, 20 wholesale stores in 15 cities, 508 fashion and lifestyle₹1206 crore (US$180 million) per month sales in 2013[43]

Bharti Retail 74 Easyday stores, plans to add 10 million square feet by 2017

Birla More 575 stores nationwide

Tata Trent 59 Westside mall stores, 13 hypermarkets

Lifestyle Retail 15 lifestyle stores, 8 home centers

Future Group193 stores in 3 cities,[44] one of three largest supermarkets retailer in India by sales₹916 crore (US$140 million) per month sales in 2013[43]

Foreign companies which are operating &plan to operate in India include:

1. Carrefour 2. Costco Wholesale3. Tesco plc4. Walmart stores5. Metro AG6. Amazon.com7. IKEA group8. Marks and Spencer group plc

Retail Industry: SWOT Analysis

STRENGTHS 1. Major contributor to GDP 2. High Growth Rate 3. Indian consumers have high disposable incomes, which translates into high consumption level

WEAKNESS 1. Highly unorganized 2. Shortage of talented professionals 3. Low productivity compared to international players

OPPORTUNITIES 1. Increasing awareness of consumers about products and services 2. Innovation for new product development 3. Retail sector in rural India is almost

untouched, presenting tremendous opportunity 4. Global retail giants see India as a key market

THREATS 1. Rigid government policies and regulations restrict the entry of new players 2. Price competition among retailers puts downward pressure on margins 3. Economic slowdown is having an adverse effect on consumer spending

Bharti Retail Ltd. (Bharti Enterprise, 2013)

Bharti Retail Limited, a wholly owned subsidiary of Cedar Support Services Limited which belongs to the Bharti Group of companies, one of India’s leading business groups, owns and operates neighbourhood stores called easyday and compact hypermarket stores called Easyday Market. These stores provide consumers immense value and wide choice with products of great quality at affordable prices. easyday and easyday Market stores promise Sabse Kam Daam Har Din and offer an extensive product mix at everyday low prices (EDLP), which are substantially lower on customers’ ‘monthly basket of products’ vis-à-vis similar stores.

MISSION: “ENABLE INDIA LIVE BETTER”

Bharti Retail’s goal is to establish a pan-India footprint and become India’s most preferredMulti brand retailer.

Bharti Retail Ltd is a private company’s subsidiary retail chain.Founded in 2008, Registered office in Delhi.

Top Management Mr. Raj Jain - Chief Executive Officer Mr. Pankaj Madan - Chief Financial Officer Mr. Craig Wimsatt - Chief Operating Officer.

Total number of store is:

Easyday (Small Format) - 228 Easyday Market (Compact Hyper market) - 18 Distribution Channel - 6

History of Bharti Retail Ltd. (History, 2015)

In 2006, Walmart initiated talks with India-based Bharti Enterprises to enter the Indian market as India's restrictive commercial laws prohibited most foreign companies from setting up stores to compete with domestic retailers. Subsequently, they set up an equal joint venture to float a company called Bharti Walmart Private Limited in 2007, with the intention of doing wholesale business, through Best Price Modern Wholesale stores. It was decided that while Walmart would work towards back-end cash & carry supply chain for the wholesale operations of Bharti Walmart; it would also provide expertise including technology, supply chain, logistics and management support to the retail stores, Easyday, which will be run a wholly owned subsidiary of Bharti Enterprises named Bharti Retail Private Limited. Bharti Retail was set up in April 2007 with the target an annual turnover of about $3.65 billion by 2015. The major challenge for Easyday stores was the competition from small scale retailers who controlled about 97% of the Indian retail business. They organized protests against Easyday, which was supported by a section of politicians. Amid a stiff resistance from the opposition political parties, the Indian government allowed 51% Foreign Direct Investment in multi-brand retail in September 2012, which could enable Walmart to do direct retail business in India.

Brand NameWhile deciding on naming the stores, Bharti Enterprises chose not to use the name Walmart in the brand name, even though the operations of the store largely depended on Walmart's collaboration. It was done to avoid any repercussions by the usage of a foreign brand name, keeping in view the stiff opposition against potential job and business losses caused by a foreign brand. Also, Asipac Projects, a retail consultancy commented, "Walmart prefers to be not known by its brand name until it's not in 100% control in a country. In India, till the Easyday stores do not look and feel exactly like a Walmart store in the US, they would not give it the brand name.

First StoreOn April 25, 2008, Bharti Retail made their first official entry in the retail business with the inauguration of three Easyday stores in Ludhiana, Punjab, which is the hometown of Sunil Bharti Mittal, the chairman of Bharti Enterprises. Those stores measured 2,500 to 4,500 sq. ft The first batch of the employees at the stores were local residents, who were given training at Bharti Retail's training facility, Bharti Retail stressed that it would employ local residents at their stores, and would also generate new employment options to vendors of fruits, vegetables and meat, as well as to housewives and retired people. "These initiatives will help facilitate inclusive growth in communities in which its stores operate," it said.

ExpansionThe company made plans to expand zone-wise, starting with the northern part of India. By November 2008, the company had 12 stores operational and in the next month, Easyday opened its first medium-sized retail store, labelled Easyday Market, in Ludhiana, Punjab.

In May 2009, Easyday opened its first store in Delhi NCR Easyday had its retail operations running in 70 stores by May 2010 in the states of Punjab, Haryana, Uttar Pradesh, Rajasthan, among others.

Presence Easyday currently operates in 13 states - Jammu and Kashmir, Himachal Pradesh, Punjab, Haryana, Delhi, Uttarakhand, Uttar Pradesh, Rajasthan, Madhya Pradesh, Chhattisgarh, Maharashtra, Karnataka and Andhra Pradesh in over 110 towns and cities. The number of stores functional is 228 across three different formats catering to about 76,000 customers every day. Easyday has aggressive plans for expansion and is aiming to have 638 stores by December 2018.

Format There are three kinds of format stores operated by Bharti Retail, all of those have the word Easyday in their tag name. The standard neighborhood stores are called Easyday and have their presence in over 190 locations, the compact hypermarkets are termed Easyday Market, which are mid-sized stores and function in 22marts; and large hypermarket style stores are named Easyday Hyper, with just one store so far. The general term used for all these stores, irrespective of the store format, is Easyday.

In addition to the merchandise sold at the regular Easyday stores, the Easyday Market stores stock a wider range of brand and product selection. The Easyday Hyper stores follow a format of a very large store spread over 60,000 sq. ft. and offer a further advanced, extensive range of merchandise and goods in a capacious setup. The first and the only Easyday Hyper was launched in Mumbai in September 2011.

Merchandise Easyday sells items and products of various brands keeping in mind the requirements of the local and regional needs. A typical Easyday store sells groceries including fresh produce inclusive of fruits, vegetables & milk; cereals, meat, poultry, dairy and baked products, canned goods, soups, grains, snacks, cookies, chips, condiments, beverages, sauces, spices, and candy; beauty products like toiletries, fragrances, makeup, shaving and skincare items; health care items; apparel, hosiery, shoes & accessories; books and stationary; toys; gifts; kitchen ware; home improvement products including tools, lighting, & electronic accessories; and items related to religion. Easyday has also partnered with Moneygram International that provides customers the facility of money transfer at their stores. This facility was initially launched at 121 stores in May 2011.

Easyday SWOT Analysis (Life style and Retail, n.d.)

Easyday

Parent CompanyBharti Retail Limited, wholly-owned subsidiary of Bharti Enterprises

Category Consumer Retail Department Store

Sector Food and Staples Retail

Tagline/ Slogan Enable India, Live Better

USPTo provide significant savings to consumers by being low priced every day(Sabse Kam Daam, Har Din)

STP

Segment Discount retail store

Target Group Middle and upper income households

PositioningTo fulfil everyday needs of its customers by providing large variety of products at lowest prices and a convenient shopping experience

SWOT Analysis

Strength

1. Technical, management, supply chain and logistics support provided by Walmart, world’s largest discount retail store2. Has a wide, well spread network of 220 stores across 13 states and over 100 cities in India thereby providing economies of scale and better distribution systems3.Multi-store format: hyper market, super markets and discount stores providing a sound experience in retail and wider presence4. Focus on inclusive growth by employing local suppliers, employees etc.

5. Strong operations and good brand backing of parent company

Weakness1. Does not go by the name of Walmart in India which could have helped in brand establishment and recall 2. Rising labor and real estate costs in India could be a setback on growth of stores

Opportunity

1. Partnered with MoneyGram International to provide money transfer facility at its stores2. Economic recession and rising unemployment leads to rising consumer preference for discount stores3.Expand its operations through private –labels and strategic acquisitions

Threats

1.Competition from unorganized retail sector in India which comprise majority of the retail market 2.Threat from international players like Carrefour ,Tesco due to allowance of 100% FDI in multi-retail3.Competition from indigenous retail stores such as Spencer’s, Mahindra retail, Big bazaar, Reliance fresh etc.

Competition

Competitors

1. Food Bazaar2.Reliance Fresh3.Big Apple 4. V Mart 5. Vishal Mega Mart 6. Big Bazar

Objective of Study

This study of Talent Acquisition is solely based on the process of hiring style & the process which is followed by Bharti Retail Ltd. Through this study I am trying to put certain points in front of the readers of this study which explain the following areas: The competencies which is required to become an employee in store management of Easyday The Process company follows to hire someone Sources by which company tap probable employees Fitment check of employee Background Check Knowledge of work Ability to deal with customer and unwanted situations

The Core objective of this study is to focus on three areas,

To define the overall process of Talent Acquisition of Bharti Retail To define the required qualities in an employee, who can become the employee To define the challenges to be an recruiter in retail industry To understand the attrition of employees in retail To define lacks where company can improve to reduce their cost and save time and improve

the quality of their employees.

Project Undertaken: Talent Acquisition

Talent Acquisition (TA, 2015)

Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labour requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.

Talent acquisition as a unique function and department is a relatively new development. In many companies, recruiting itself is still an indistinct function of an HR generalist. Within many corporations, however, recruiting as a designation did not encompass enough of the duties that fell to the corporate recruiter. A separate designation of talent acquisition was required to meet the advanced and unique functions. Modern talent acquisition is a strategic function of an organization, encompassing talent procurement, but also workforce planning functions such as organizational talent forecasting, talent pipelining, and strategic talent assessment and development.

Talent acquisition is quickly becoming a unique profession, perhaps even distinct from the practice of general recruitment. Talent acquisition professionals are usually skilled not only in sourcing tactics, candidate assessment, and compliance and hiring standards, but also in employment branding practices and corporate hiring initiatives. Talent acquisition as a function has become closely aligned with marketing and PR as well as Human Resources.

Recruiting professionals often move between agency recruiting and corporate recruitment positions. In most organizations, the recruitment roles are not dissimilar: the recruitment role is responsible for sourcing talent and bringing qualified candidates to the company. However, modern talent acquisition is becoming a unique skill-set. Because talent acquisition professionals many times also handle post-hire talent issues, such as employee retention and career progression, the talent acquisition role is quickly becoming a distinct craft. Some recruitment industry advisors even advocate for a talent department unique from the HR department, because talent acquisition and development is so intertwined with a company’s ultimate success and effectiveness.

Recruitment

Recruitment is the process of finding the suitable candidates for the required position in an organization. After the manpower planning, the Talent resources required for the organization is charted out. On that basis, the Recruiter of the organization finds out the suitable candidates who can fit into that job role. After the recruitment process, the selection process starts by having a preliminary round of interview and the whole interview process takes place. Then comes the post - selection activities liking releasing the offer, induction, training etc.

It is the process which is based on understanding the Job Description and then the process of recruitment starts.A recruiter has to be very clear about the job description because on the basis of job description recruiter can analyse the requirement of the organisation. What are the different skills one must have to be a part of mentioned job? What are the competencies are required to occupy mentioned post? These are the some question which needed to answer clearly then only we can consider this hiring process as good process.

Selection

Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.

Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).

Selection is the process which is applied after the recruitment process when we have a proper pool from which recruiter can find out the best available candidate for the job. So from this stage the process of selection start. That’s why selection termed as a negative process and recruitment consider as a positive process.

Bharti Retail Easyday Stores Employee Structure

In Small format Stores (Easyday):

Customer Service Associate/Team Member/Floor Associate – (15-20)Team Leader, One team leader usually manages 8-10 Customer Service Associate – ( 2-3)Store Manager – (01)

In Compact Hyper Market (Easyday Market):

Team Member- (80-110)Team Leader - (8-15)Department Manager - (6-10)Store Human Resource Manager - (01)Store Manager - (01)

Number of Stores

Small Format Store (EASYDAY): 228

Compact Hyper Market (EASYDAY MARKET): 18

Distribution Centre: 6

Current Employee Base of Bharti Retail Ltd.

Total number of employees including Store employees, Region employees & Head office employees are 6000+

Division of these employees are as follows:

At Store LevelCustomer service associate: 4500Team Leader: 650Store Manager of Small Format and Department Manager of CHM: 350Store Manager of Compact Hyper Market (CHM): 19

At Region LevelStore Human Resource Manager: 18District Human Resource Manager: 11District Manager and Market Manager: 59Market Manager Human Resource; 6

At Head Office LevelOverall staff in head office of Bharti Retail is Approx: 550

MARKET STRUCTURE

Types of Store Format: 1. Small Format . 2. Compact Hyper Market

Small Format

Market – 101 Total Store : 60

District : Jammu

Amritsar Jalandhar Ludhiana – I Ludhiana – II


District :Abohar

Bathinda

Patiala

Sangrur

Panchkula


District : Delhi

Gurgaon

Karnal

Rohtak


District : Agra

Lucknow/Haldwani

Dehradun

Gaziabad/Merrut

Compact Hyper Market

Market - 201 Total Store : 06

District : Ludhiana

Jalandhar

Patiala

Gurgaon

Udaipur

Bhiwadi


District : Mysore

Hubli

Manglore

Banglore

Pune

Upal

Khammam

Market – 202 Total Store: 05

District : Raipur

Bilaspur

Gaziabad -02

Agra

Hiring for Store Employees at Bharti Retail Ltd.

Bharti Retail Ltd. has 02 types of Hiring process:

1. Management Hiring2. Team Member Hiring

Management Hiring

As an intern in talent acquisition my duty was hiring for store management employees in Management hiring, which are as follows:

Team LeaderDepartment Manager for CHMStore Manager for Small format

When I got to know my result areas and I start work on that so I find out that company hire these people in a structured way, Bharti Retail as an organisation applied two different process for this hiring i.e.

Internal HiringExternal Hiring

Internal Hiring: As in Retail Sector attrition rate is very high, at the same time the major volume of employee is work in the store which cover more than 90% of total employee base of the company. So to fulfil this gap of requirement and availability of employees, company has a very well defined structured system, which also helps to motivate employees through promotion.So on Regular basis or I can say even monthly basis there is an Internal Retail Magic event organise(Internal promotion programme) in which the customer service associate and team leader and store manager of different store can participate, who fulfil the certain level of eligibility criteria.

There will be a written test which follows an Interview with HR and Operations people. If one clear both the stages and find suitable for the promotion then he/she will be promoted to the next level.

This process is called as Retail Internal Magic Event in terms of Bharti Retail.In this process I only contribute as a facilitator to arrange documents of the candidates, Scrutinise the documents properly, align them for Interview process and finally inform them about the process and the further steps.

With the Internal hiring company fills their post at certain level but at the same time some post automatically become vacant because of the promotion so the responsibility and the number remain the same for hiring.

External Hiring: As I mainly focus on Store management employees hiring here Bharti Retail uses a clear structured process to hire someone that is,1. Source a probable employee2. Align them for Selection process3. In selection Process Company has first a Group Discussion Round Then followed by Personal Interview in the panel of 2-3 people.

Sourcing

Sourcing means to find out the suitable candidate for the selection process, for the sourcing process Bharti uses three approaches,

1. Portals like Naukri.com2. Reference 3. Consultancy firms

With the help of these three factors company align probable employee as a candidate for the selection process which will conduct according to the need of the company and the location for the selection process where it will organise intimate to the candidate through Phone and Email.

Hiring Drive

Hiring Drive means the process in which the overall process of selection of an employee is to be done. Hiring drive comprises following steps,

Introduction about companyInformation about the roll for which an employee is appliedCV collectionShortlist candidate for the Group Discussion RoundAfter GD shortlist the candidate for the Personal Interview with the panel of 2-4 peopleFinal shortlist candidate can called for negotiation regarding salary and benefits

If a candidate clears all these round then finally offer is made.

Background Check up

Background check up is done by a private agency which work for the Bharti Retail this company check and verify all the relevant document and find out the necessary information about the employee, If Background check report finally comes Positive then the company take next step.

Medical Check Up: In the retail sector when employee need to work on the food related products and other so to maintain the proper hygiene company conduct medical test for each and every employee, Medical re[port should be come as FIT for the Job.

After having this whole process of Check-ups, if everything is normal then company finally release the Offer letter to the employee.

If employee accept the offer then company gives the Date and Time of Joining on which an employee join the company.

This is the last step as a taken by me talent Acquisition team then the work Training and development team starts.

Team Member Hiring

As an intern in talent acquisition my another duty was hiring for store management employees in Team Member Hiring, which are as follows:

Team Member/Floor Associate/ Customer Service Associate

For Hiring of Team member employee Bharti Retail follows only external hiring process as a walking interview at respective place/location for new upcoming store and replacement hiring for existed store.

Following are the Process of Team Member Hiring:

Sourcing

Sourcing means to find out the suitable candidate for the selection process, for the sourcing process Bharti uses following approach which is done by HR person who is responsible for Team Member hiring for the respective store:

Internal DataAdvertisement in local News PaperInterstation of Pamphlet in local News PaperInstitute VisitGovt. Employment exchange officePublic Announcement

With the help of these above factors company attract probable employee as a candidate for the selection process which will conduct at store location through Walk in interview.

Hiring Drive

Hiring Drive means the process in which the overall process of selection of an employee is to be done. Hiring drive comprises following steps,

Introduction about companyInformation about the Roles & Responsibility for which an employee is appliedInformation about Career growth, Compensation, EPF, ESI and Other benefitsCV collectionFirst round interview with Hiring teamPersonal Interview with the panel of 2-4 people

Medical Check Up: In the retail sector when employee need to work on the food related products and other so to maintain the proper hygiene company conduct medical test for each and every employee, Medical re[port should be come as FIT for the Job.

Background Check: Background check up is done by a private agency which work for the Bharti Retail this company check and verify all the relevant document and find out the necessary information about the employee, If Background check report finally find out as Positive then the company take next step.

After having this whole process of Check-ups, if everything finds normal then company finally release the Offer letter to the employee.

On Boarding: All the selected employee are called for joining process which includes filling different form ( i.e. Epf, Esi, Nominee etc) and proper training by Training & Development department.

My Contribution

I, Amit Kumar Patel, join Bharti Retail Ltd, Gurgaon, Head Office, as a summer intern in People Team (Human Resource Department).I worked with Store Hiring team in different location in Northern part of India under the People team (Human Resource department) of Bharti Retail Ltd.

Talent Acquisition team is dedicated to the overall hiring of Bharti Retail from Executive level to Strategic level.Means Team Talent Acquisition is solely responsible for the fulfilment of all the vacancies which are available in the company or which will be available in near future on the basis of trend analysis and succession planning.

As a team Talent Acquisition, hire people for different level like:

Store employeeRegion employeeHead Office employee

My area of work was limited to the hiring of Store level employees for the company, which are as follows:

Team member/Customer Service AssociateTeam Leader (SF/CHM)Department Manager (Compact Hyper Market/EASYDAY MARKET)

My main contribution is in Team Member level hiring for new upcoming store and replacement hiring for existed store in Northern part of India.

Following are my contribution in Bharti Retail Ltd. as a Summer Intern where I was solely responsible:

New store Opening in Palwal, Haryana. Team Member Joning in Hapur, U.P. New Store Opening Independently in Phagwara, Punjab. Replacement hiring of three stores Independently in Jaipur, Rajsthan. Management Hiring in Jalandhar, Gurgaon, Jaipur & New Delhi. New Store Opening Independently in Cheeka, Haryana. New Store Opening Independently in Bathinda, Punjab.

I have performed following job at above all locations:

• Creating Pool of Candidate• Sourcing.• C.V Shortlisting.• Walk-in Interview handling.• Documentation and Final Round Interview.• Medical Test & Fitment.• Preparing the Reports and On-boarding.

Recommendations

After having an experience with the Bharti retail I find out certain things which need to be Improve, these are the following recommendations which I wanted to give,

Company need to develop their own channel for sourcing Provide proper guidelines to the placement agency Need to take strong action If any agency spread wrong information to the employees Develop an online portal which help to promote the companies vacant post to the relevant

employee Develop a system where every data of each and every employee can be kept online Develop an online system in which information about the each and every candidate, who so

ever applied and participated in the company process of hiring Try to provide better training to the hiring team employees so that they can use their time in a

much better way.

Bibliography

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TA. (2015). Retrieved from Recruiter: https://www.recruiter.com/i/talent-acquisition/

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