Future retail limited: Study Report on Recruitment, Selection, Induction and Training in Retail Sector

A
PROJECT REPORT
ON
“A Study Report on Recruitment, Selection, Induction and training in retail
sector: FUTURE RETAIL LIMITED- Easy Day (SF), Kolkata”
SUBMITTED TO THE “MAULANA ABUL KALAM AZAD UNIVERSITY
OF TECHNOLOGY (MAKAUT)” (formerly known as WBUT)
IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE DEGREE OF MASTER
OF BUSINESS ADMINISTRATION (MBA)
SUBMITTED BY
SANDEEPAN DEY
Registration no.: 183040710065
ROLL NO: 30400918034
3RD SEMESTER
Under the guidance of: Prof. Abhilash Acharya
MASTER OF BUSINESS ADMINISTRATION (MBA)
SPECIALIZATION: HUMAN RESOURCE
HERITAGE BUSINESS SCHOOL (304)

of 56
DECLARATION
I, Mr. Sandeepan Dey, student of 3rd Semester (MBA), Heritage
Business School, hereby declare that I have done this project with the
best of my efforts. It is only through the humble efforts and the
guidance of my field as well as internal guide which enabled me to
complete my project. There is no limitation of facts and figures as
such from any articles. The project is purely based on the relevant
data arrived at through practical exposure.
DATE: ____________________________
(SANDEEPAN DEY)
Roll No: 30400918034

of 56
ACKNOWLEDGEMENT
Expressing my heartfelt thanks to the Human Resource department,
Future Retail Limited Zonal Office for giving me opportunity and
their precious time to me for carrying out my project work &
providing all the continuous support and guidance to complete my
project.
I am quite grateful to all the dignitaries for assisting me by always
extending their whole hearted support to me during my work.

of 56
:CONTENTS:
SRL.
NO.
TOPIC NAMES
PAGE
NO.
1 EXECUTIVE SUMMARY 4
2
INTRODUCTION AND CONCEPTION: SELECTION,
INDUCTION AND TRAINING
5-14
3 ABOUT: FUTURE RETAIL LIMITED 15-17
4 ABOUT: EASY DAY 18
5
FUTURE RETAIL LIMITED: EASY DAY (SF): HR
DEPARTMENT STRUCTURE
19
6
RECRUITMENT AND SELECTION IN FUTURE RETAIL
LIMITED: EASY DAY
20-24
7
INDUCTION AND TRAINING IN FUTURE RETAIL LIMITED:
EASY DAY
25-27
8 NEED AND RELEVENCE FOR THE STUDY 28
9 METHODOLOGY OF THE STUDY 29
10 THE SURVEY REPORT: ANALYSIS AND INTERPRETATION 30-50
11 CONCLUSION 51
12 ANNEXURE- I: SAMPLE SPECIMEN 52-54
13 BIBLIOGRAPHY 55

of 56
EXECUTIVE SUMMARY
The human resource of an organization constitutes its entire
workforce. Human resource management (HRM) is responsible for
selecting and inducting competent people, training them, facilitating
and motivating them to perform at high levels of efficiency, and
providing mechanisms to ensure that they maintain their affiliation
with the organization.
The objective of this project is to find out how the selection, induction
and training procedures are being practiced in the organization of
Future Retail Limited- Easy Day (SF).
The project report is divided in various sections like introduction of
the company, topic introduction and details of the study, survey report
analysis and conclusion.

of 56
INTRODUCTION AND CONCEPTION
Selection, Induction and Training:
While working with the HR department, I witnessed practices of Hiring,
Recruitment and Selection was done in accordance to the need depending on the
job role.
Hiring: The practice of finding, evaluating, and establishing a working
relationship with future employees, interns, contractors or consultants. You can't
make a decision about adding employees without knowing what it's going to
cost to hire them.
Recruitment: Recruitment refers to the overall process of attracting, short-
listing, selecting and appointing suitable candidates for jobs (either permanent
or temporary) within an organization.
Selection: This 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.

of 56
Importance of recruitment and selection:
It Ensures Transparency in the Hiring Process
A recruitment and selection policy ensures that all the procedures related to
hiring and selection are performed transparently, and all the members involved
(the hiring manager, HR, etc.) are following the recruitment process with having
complete confidence over the end-result. Moreover, being transparent also
means that candidates are always informed about the status of their application
and informed if they are awarded a job.
It Paves the Way for Merit-BasedHires
An effective recruitment and selection policy ensures that the overall
recruitment process is being conducted in a fair and legitimate manner. It makes
sure that discriminatory behaviour is avoided at any stage of the overall
recruitment process – a candidate should never be discriminated on the basis of
his gender, race, age, religion, or nationality. A fair and authentic policy allows
a candidate to take legal action if they feel they’re being discriminated against
any factor. Moreover, every job application should be should be treated in a
confidential manner.
It Provides Consistency
A recruitment and selection process that is not consistent gives inconsistent
results. Thus, consistency is another reason for having an effective recruitment
and selection policy. Organizations should make sure not to set different
selection criteria for each candidate as it will then not be possible to determine
the effectiveness of each individual. To achieve consistency, a standardized

of 56
process should be followed. Instead, it will be more beneficial if organizations
apply pre-determined criteria at all stages of the recruitment process as it will
eliminate the risks of bias and discrimination. Also, companies should conduct
reference checks prior to making any appointment with the candidate and
should be performed in a consistent manner.
It Lends Credibility to an Organization
Another reason for having a set recruitment and selection policy is to show that
an organization is credible enough for applying. Today, there are several job
vacancies that are not genuine and many candidates get trapped into the hands
of fake companies. Hence, for gaining reliability, a company should follow
specific application procedures that will make the candidates feel confident for
the position they are applying.
It Helps Write an Appropriate Job Description
Having a good recruitment and selection policy is essential becauseit assists the
organization in writing an accurate job description. An appropriate job
description is an integral part of the overall recruitment process as it clearly
describes what primary and secondarytasks will be performed along with the
core competencies for a particular role.
An effective recruitment and selection policy not only fulfils the requirements
of a job but also ensures that an organization will continue to maintain its
commitment to providing equal opportunity to employees. Adherence to such a
policy will let you hire the best possible candidates for your organization.

of 56
CONCEPT OF INDUCTION:
Induction is the process of introducing a new employee to his/her job and
organization and giving him all the necessary information required by him/her
to start his work. Induction helps to reduce the anxiety of a new entrant in the
organization and helps him to feel a sense of belongingness in the organization.
Benefits of effective induction training to the organization
1. Saves a lot of money and time
Induction training is the first training program in which the employee
participates after he joins the organization. Induction training provides him all
the information needed to start performing his duties. If an employee is trained
well in the induction program, he can easily adapt to his new role and start
delivering results quickly – that’s how it saves the organization a lot of money
and time.
2. Reduces employee turnover
People join a company with a lot of expectations, and at the same time, they
have lot of questions about the organization. All these queries must be answered
in the induction training. Ineffective induction training leaves new employee
confused about the job. Employees may feel frustrated and helpless, if they are
not trained properly

of 56
3. Ensures operational efficiency
A good induction training program covers all aspects of the company
thoroughly. It helps new employees become familiar with the organization’s
work culture, vision, mission, and goals. At the same time, new employees
understand their own role in achieving the goals of the company. This will help
enhance the efficiency of employees quickly, as they adjust to the work culture
of the organization and get involved in their job. Overall, it greatly helps
increase the operational efficiency of the organization.
Advantages of proper induction training to the new employee:
1. Makes the new employee feel respected and valued
Good induction training gives a warm welcome to the employee and focuses on
clarifying all his doubts about the organization and his job. It ensures that the
new employee feels comfortable in the organization. It also makes him feel that
he is welcomed, respected, and valued. This motivates the new employee
greatly.
2. Provides the necessary information
A comprehensive induction training program helps the new employee get all the
necessary information about the company and clarifies the organization’s
expectations on him. This helps him understand the culture, work norms,
policies and procedures of the organization, and thus enables him to quickly
adapt to the work environment.
3. Helps in establishing good communication
Induction training helps the new employee in establishing good communication
with the organization. As part of the induction training program, the new

of 56
employee is introduced to his direct supervisor, other employees, leads, and
directors of the organization. This makes him more comfortable when he has to
communicate with them later.
CONCEPT OF TRAINING:
Training is vital part of the human resource development. It is assuming ever
important role in wake of the advancement of technology which has resulted in
ever increasing competition, rise in customer’s expectation of quality and
service and a subsequent need to lower costs. It is also become more important
globally in order to prepare workers for new jobs. In the current write up, we
will focus more on the emerging need of training and development, its
implications upon individuals and the employers. Training is an organizational
activity aimed at improving the performance of the individuals and groups of
employees in the organizational settings. It is an organized activity for
increasing the knowledge and skills of the employees. It involves systematic
procedures for transferring technical and management skills to the employees.
Training process is an important activity both for the organization as well as for
the employees
In the modern industrial environment, where technological development is
outpacing all other things, there is a continuous need for systematic training and
development of the employees. Through ‘training’ employees are taught
specific skills while through ‘development’ employee’s personality and
management skills are enhanced.

of 56
The training in an organization is necessary since there are:
 Advancement in technologies
 Demanding customers
 Thrusts for boosting productivity
 Requirements for improving the motivation levels
 Needs for improving the quality of output
 Necessities for effectiveness in management.
Benefits of training:
Training of employees is costly but the ultimate cost is much more if an
organization ignores to train its employees. Hence investment in training is
necessary since the training brings a number of benefits to the organization as
well as to the employees.
The benefits to the organizations are listed below.
 Faster learning of new skills
 Increased productivity
 Standardization of procedures
 Reduced need of supervision

of 56
The benefits to the employees are as follows.
 Increase of the confidence level
 Learning of new skills
 Helps in career advancement and higher earnings.
 Developing resilience to change
 Improving safety at the workplace
Training needs of an organization are identified by any of the following
analysis.
 Organizational analysis – It is basically a systematic study of the
organization’s objectives, resources, resource allocation and utilization,
growth potential and its environment. Its purpose is to determine where
the emphasis for training is to be placed in the organization so that
effectiveness of the organization increases.
 Task analysis – In task analysis the main focus is on the job. It requires
the study of various types of skills and training required to perform the
job effectively. It is systematic analysis of jobs to identify job contents,
knowledge, skills and aptitudes needed to perform the job. The important
aspects are the tasks to be performed, the methods to be used, the way the
employees learn these methods as well as the performance standards
required from the employees.
 Manpower analysis – Both the internal and external environments
influence the quality of manpower needed by an organization. The quality
of manpower also depends upon the social, economical, political and

of 56
technological environments in which the organization operates. The
manpower analysis is done taking into considerations these factors to
determine the quality of manpower needed. Specific training needs for
the manpower are determined for meeting the quality standards needed as
per the manpower analysis. These needs include (i) specific areas where
employees need training, (ii) the capability of present employees to learn
new skills and behaviour, (iii) the time frame for imparting training.
Needs of training:
For any new joiners training is needed at utmost level, so as to let him have the
required knowledge and acquire the required skill set to perform his job.
In an organization, training needs can arise due to job changes, person changes
and performance deficiency.
Job change occurs when an employee is given a new job within the
organization. Person change happens when an employee leaves the organization
and a new person takes over his position.
Training need due to performance deficiency exists when there is a gap between
the present skills and knowledge of the employees and the skills and knowledge
they require for their effective performance.

of 56
ABOUT: FUTURE RETAIL LIMITED:
Future Group is an Indian conglomerate headquartered in Mumbai,
Maharashtra, India. The company is known for having a significant prominence
in Indian retail and fashion sectors, with popular supermarket chains like Big
Bazaar and Food Bazaar, lifestyle stores like Brand Factory, Central, etc.
The group also has a notable presence in integrated foods and FMCG
manufacturing sectors. Future Retail Limited and Future Lifestyle Fashions
Limited, two operating companies of Future Group, are among the top retail
companies listed in BSE with respect to assets, and in NSE with respect to
market capitalization.
On May 2012, Future Group announced a 50.1% stake sale of its fashion chain
Pantaloons to Aditya Birla Group in order to reduce its debt of around ₹80
billion (US$1.2 billion). To do so, Pantaloons fashion segment was demerged
from Pantaloons Retail India Ltd; the latter was then merged into another
subsidiary—Future Value Retail Ltd—and rechristened Future Retail Ltd.
Future Group is a corporate group and nearly all of its businesses are managed
through its various operating companies based on the target sectors. For e.g.,
retail supermarket/hypermarket chains Big Bazaar, FBB, Food Bazaar, Food

of 56
Hall, Hometown, etc. are operated by its retail division, Future Retail Limited,
while its fashion and clothing outlets Brand Factory, Central, and Planet Sports
are operated via another of its subsidiaries, Future Lifestyle Fashions Limited.
With these many fashion outlets and supermarkets, the group also promotes its
fashion and sports brands like Indigo Nation, Spalding, Lombard, Bare, etc.,
and FMCGs like Tasty Treat, Fresh & Pure, Clean Mate, Ektaa, Premium
Harvest, Sach, etc. It also has operating companies to cater specifically to
internal financial matters and consulting within its group of companies.
On November 21, 2014, Future Consumer Enterprises Limited acquired the
98% from Actis Capital and other promoters. With that, Nilgiris is a fully
owned subsidiary of Future Consumer Enterprises Limited (FCEL).
Kishore Biyani is the founder and chief executive officer (CEO) of Future
Group.

of 56
FUTURE GROUP: RETAIL services sorted by operating
companies:
 KORYO (Chinese Re-branding)
 Food Bazaar
 Fashion Big Bazaar (FBB)
 Aadhaar Wholesale
 HomeTown
 E Zone
 Foodhall
 Easyday
 Big Bazaar
 Nilgiris 1905
 Heritage Fresh
 HyperCity

of 56
ABOUT: EASY DAY:
Easyday is an Indian retail brand that runs chains of consumer retail
supermarkets and convenience stores. The brand is wholly owned by Future
Retail Ltd. Bharti Enterprises announced its foray into retail in February 2007
and the first store was opened in Punjab in April 2008. Easyday presently has
around 523 stores across 12 states.
Future Group, that owns and operate Big Bazaar, combined retail operations
with Easyday in May 2015. The merger has created one of India's biggest retail
chains with more than 890 stores in 246 cities in India.
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.

of 56
Future Retail Limited: Easy Day (SF):
HR department Structure:

of 56
RECRUITMENT AND SELECTION IN FUTURE
RETAIL LIMITED: EASY DAY:
SOURCES OF RECRUITMENT:
 Third- party recruitment agencies
 Recruitment consultancies
 Online job- portals
 Vocational training institutes
 References
There are two broad categories for candidates on the basis of
which recruitment processes differ:
1st
: Department Manager, Assistant Department Manager and
Team Leader
2nd
: Team members or Sales Associates

of 56
1ST
CATAGORY SELECTION METHOD:
MANDATORYCRITERIAS:Around 2-3 or more years of job
experience (if not internal employee promoted)
Educational qualification: at least Graduate (if
not internal employee promoted)
At least basic knowledge in retail sector
CALL FOR ATTENDING
INERVIEW
•ACCORDING TO CV
HR ROUND
•COMPRISES OF
KNOWLEDGEAND
EXPOSURE JUDGING
OPERATIONS ROUND
•COMPRISES OF JUDGING
PRACTICAL EXPERIENCE

of 56
1ST
CATAGORY POST- SELECTION PROCESS:
(excluding the existing employees being promoted)
Candidate is required to submit last 3 month’s payslip of
previous employer
Offer letter generation
Deciding pay grade according to the various bands
Acceptance of offer letter by the candidate
After acceptance is reported, candidate is asked to
approach the office for joining
Joining docket, background verification forms are filled
up and required documents are being submitted by the
candidate
Finally in appropriate store the candidate is assigned

of 56
2ND
CATAGORY SELECTION METHOD:
MANDATORY CRITERIA: at least Class 12 pass
CANDIDATES INVITED FOR
INTERVIEWING
•CANDIDATES SENTFROM:
•THIRD- PARTY RECRUITMENTAGENCIES
•VOCATIONAL TRAINING INSTITUTES
•DIRECTLY FROM CVs
GENERAL SCREENING
• BASIC INFORMATIONOF THE
CANDIDATEIS GAINED
FINAL ROUND
•CANDIDATE'S KNOWLEDGEIS JUDGED
•JOB DESCRIPTION IS EXPLAINED TO THE
CANDIDATE

of 56
2ND
CATAGORY POST- SELECTION PROCESS:
CompulsoryElements:
Aandhar Card
Personal Bank Account
Selected candidate is asked for joining
Joining form is being filled up by the candidate
Required documents are attached to the joining form
Candidate is assigned to suitable store

of 56
INDUCTION AND TRAINING IN FUTURE
RETAIL LIMITED: EASY DAY:
INDUCTION:
 For all the selected candidates a 4 days classroom session is
organized which is mandatory to be attended.
 After the 4 days classroom session is over an interview/ test is
conducted so as to review the candidates’ knowledge
upgradation.
If it is seen that candidate isn’t able to catch up with the
classroom session inputs, the session can maximum be
repeated 3 times.

of 56
TRAINING:
The training processes practiced are mainly being the
following types:
 Classroom sessions
 On- the- job training
 Subjective training
Classroom Sessions:
Generally, 4 days induction training program is being scheduled.
On- The- Job Training:
11 days on- the- job training is provided by letting the candidates
have practical exposure to the daily workings in the stores assigned to
them.
Subjective Training:
After observing, monitoring and evaluating different work related
aspects of an employee he/she is provided with subjective training in
accordance to where the employee’s subjective knowledge is lacking.

of 56
POST- TRAINING PROCESS:
Performance judgement is done after training provided in the
following ways by evaluating and monitoring:
 Performance
 Behaviour aspect
 Customer handling
 Operational aspects
 Leadership aspect
 Functional aspects
After judging and evaluating if deficiency in performance is
witnessed then:
Performance review is done. Generally for a time period of 15 days
to maximum of 1 month.
If still performance isn’t improved then:
3 months performance plan is made effective.

of 56
NEED AND RELEVENCE FOR THE STUDY:
Basically the project report is being prepared to reflect the
organized procedure and importance of hiring, induction and
training functions being practiced by Human Resource department
in accordance to the practices of Future Retail Limited.
Some other key importance can be listed as:
 Development of skill set in accordance to the field of work
 Exploring and gaining better understanding of the job roles
 Direct insight to how the business work and faces challenges
 Applying academic knowledge in real and practical scenario
 Opportunity of creating a network of people

of 56
METHODOLOGY OF THE STUDY:
Being working with the human resource departmentduring the progression and
process of the study a particular organized system was followed to prepare this
project report.
Alongside of performing different types of HR tasks being a trainee there, I
collected and represented the required data for the preparation of this study
report in the following practical way:
 Performing the tasks assigned
 Clearing queries regarding my tasks
 Collecting required data for performing the tasks properly
 Understanding what task to do when
 Understanding the different HR practices
 Having decided my project topic by screening all the HR functioning
 Collecting data on the topic
 Taking survey reports from the trainees and store staffs
 Forming a systematic questionnaire report
 Tabularizing the information being gathered
 Graphical analysis of the information

of 56
THE SURVEY REPORT:
ANALYSIS AND INTERPRETATION:
The following Reports being provided along with data representation in tabular
form, data interpretation in graphical manner and analysis of the so found
conclusive report, is totally based on true questionnaire reports which were
being made to fill up by 25 random store staffs and trainees from within the
organizational empire of Future Retail Limited- Easy Day-SF. A specimen
sample of the 2 paged questionnaires is being attached just later to the
conclusive interpretation of the analysis.
However, trainees being recruited, are placed in different stores across
Kolkata, thus, the surveys were taken over phone and through assistant
department manager of the respective store. Moreover, staffs leaving or
stopping to continuewiththeir job mightstand as one of the limitations of the
survey.
This survey was taken mostly over phone; The Assistant Team Leader at
Keshtopur Easy Day store helped me to gain reports.
NOTE: For 10 of the study related questions that were asked through the questionnaire
data representation, analysis, interpretation and findings are made simultaneously for
each of them in the following pages.

of 56
Q.1 Support level of management staffs
Ratings for the question Respondents for each rating
1 0
2 2
3 5
4 12
5 6
GRAPHICAL REPRESENTATIONOF THE RESPONSES:
0%
8%
20%
48%
24%
Respondentsfor each rating
1 2 3 4 5

of 56
Interpretation and Findings:
Where: 1=extremelylow; 2= low; 3= average;4= high; 5= very high
For the 1st question,
“Support level of management staffs”
The average rating came up to be 4 in accordanceto the reports or data being
collected from all the respondents through the questionnaire.
Thus, from 48% rating, it can be implied that the average answer is favour of
High.

of 56
Q.2 How much you can understand the instructions/ training method?
1 0
2 0
3 4
4 12
5 9
0% 0%
16%
48%
36%
1 2 3 4 5

of 56
For the 2nd question,
“How much you can understand the instructions/ training method?”
The average rating came up to be 4 in accordanceto the reports or data being
High.

of 56
Q.3 What do you think how effective the training methods are?
1 0
2 0
3 5
4 8
5 12
0% 0%
20%
32%
48%
1 2 3 4 5

of 56
For the 3rd question,
“What do you think how effective the training methods are?”
The majority rating came up to be 5 in accordanceto the reports or data being
Very High.

of 56
Q.4 Level of satisfactionyou get from training programs
1 0
2 0
3 6
4 9
5 10
0% 0%
24%
36%
40%
1 2 3 4 5

of 56
For the 4th question,
“Level of satisfactionyou get from training programs”
Very High.

of 56
Q.5 Priorityon disciplinaryand regulations training
1 0
2 0
3 4
4 6
5 15
0% 0%
16%
24%
60%
1 2 3 4 5

of 56
“Priorityon disciplinaryand regulations training”
Very High.

of 56
Q.6 Your personal preference on how importance to be givento training
1 0
2 2
3 4
4 9
5 10
0%
8%
16%
36%
40%
1 2 3 4 5

of 56
“Your personal preference on how importance to be given to training”
Very High.

of 56
Q.7 How much new concepts and activities you learned?
1 0
2 3
3 2
4 11
5 9
0%
12%
8%
44%
36%
1 2 3 4 5

of 56
“How much new concepts and activities you learned?”
High.

of 56
Q.8 What do you think of the quality of evaluation?
1 0
2 1
3 7
4 9
5 8
0%
4%
28%
36%
32%
1 2 3 4 5

of 56
“What do you think of the quality of evaluation?”
High.

of 56
Q.9 How much do you think you improve yourself after receiving the training?
1 0
2 0
3 5
4 3
5 17
0% 0%
20%
12%
68%
1 2 3 4 5

of 56
“How much do you think you improve yourself after receiving the training?”
Very High.

of 56
Q.10 How much do you think the training program was relevant?
1 0
2 0
3 3
4 10
5 12
0% 0%
12%
40%
48%
1 2 3 4 5

of 56
“How much do you think the training program was relevant?”
Very High.

of 56
CONCLUSION:
The project being made and showcased is an organized and well-
equipped empirical study report on various functions of Human
Resources i.e. the selection, induction and training procedures being
practiced within the organizational empire of Future Retail Limited-
Easy Day (SF).
The preparation of this study report being made effective with utmost
guidance of the humble support and whole hearted assistance of the
dignitaries of HR department in Future Retail Zonal Office, Kolkata.
A samplespecimencopy of the 2 paged surveyquestionare is being attached in
the later page.
THANK YOU__

of 56
ANNEXURE- I: SAMPLE SPECIMEN
Survey Questionnaire
A SURVEY ON EMPLOYEE TRAINING:
Target Respondents: Store staffs within organizational boundary of Future
Retail Limited- Easy Day- SF.
Purpose: To present an empirical study report on induction and training
provided to the organizational staffs.
Please tickthe following as per personal preference:
SectionA:
1. Designationyou are holding:
TM TL ADM DM
2. Home location:
Kolkata outside Kolkata outside West Bengal
3. Work experience:
<1year >1year Fresher

of 56
SectionB:
RATE THE FOLLOWING (Tick as per personalpreference):
Where; 1= extremely low, 2= low, 3= average, 4= high, 5= very high:
1. Support level of management staffs :
1 2 3 4 5
2. How much you can understand the instructions/ training method?
1 2 3 4 5
3. What do you think how effective the training methods are?
1 2 3 4 5
4. Level of satisfactionyou get from training programs:
1 2 3 4 5
5. Priority on disciplinary and regulations training:
1 2 3 4 5
6. Your personalpreference on how importance to be given to training:
1 2 3 4 5
7. How much new concepts and activities you learned?
1 2 3 4 5
8. What do you think of the quality of evaluation?
1 2 3 4 5

of 56
9. How much do you think you improve yourself after receiving the
training?
1 2 3 4 5
10.How much do you think the training programs are relevant?
1 2 3 4 5
SectionC:
Any suggestions, remarks orany comments you want to showcase:
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
THANK YOU

of 56
BIBLIOGRAPHY
Website Visited- links as on date and time of last visit:
 https://en.wikipedia.org/wiki/Future_Group
DATE: 10/09/2019;TIME: 8:23PM
 https://www.futureretail.in/
DATE: 10/09/2019;TIME: 9:13PM
 https://en.wikipedia.org/wiki/Main_Page
DATE: 12/09/2019;7:57PM
 https://www.google.com/
DATE: 13/09/2019;12:33AM
Book Consulted:
 RESEARCH METHODOLOGY(THIRD EDITION) : C. R.
Kothari
 HUMAN RESOURCE MANAGEMENT (EIGHTH
EDITION): K. Aswathappa
 HUMAN RESOURCE MANAGEMENT (ELEVENTH
EDITION): David A. DeCenzo, Stephen P. Robbins, Susan
L. Verhulst

Future retail limited: Study Report on Recruitment, Selection, Induction and Training in Retail Sector

Recomendados

Recomendados

Más contenido relacionado

La actualidad más candente

La actualidad más candente (20)

Similar a Future retail limited: Study Report on Recruitment, Selection, Induction and Training in Retail Sector

Similar a Future retail limited: Study Report on Recruitment, Selection, Induction and Training in Retail Sector (20)

Último

Último (18)

Future retail limited: Study Report on Recruitment, Selection, Induction and Training in Retail Sector