Statics Essays - Physics, Mathematics, Dynamics, Force, Geometry

Statics By possessing an understanding of Newton's Laws, following these three laws of graphical solutions, and understanding vector algebra you can solve most engineering static problems. Systems of Force Systems of force acting on objects in equilibrium can be classified as either concurrent or nonconcurrent and as either coplanar or noncoplanar. This gives us four general categories of systems. The first category, concurrent-coplanar forces occur when the lines of action of all forces lie in the same plane and pass through a common point. Figure 1 illustrates a concurrent-coplanar force in such that F1, F2, and W all lie in the same plane (the paper) and all their lines of action have point O in common. To determine the resultant of concurrent force systems, you can use the Pythagorean theorem, the law of sines, or the law of cosines as outlined in the previous chapter. Nonconcurrent-coplanar force is when the lines of action of all forces lie in the same plane but do not pass through a common point as illustrated in figure 2. The magnitude and direction of the resultant force can be determined by the rectangular component method using the first two equations in figure 2, and the perpendicular distance of the line of action of R from the axis of rotation of the body can be found using the third equation in figure 2. Concurrent-noncoplanar forces are when Application the lines of action of all forces pass through a common point and are not in the same plane. To find the resultant of these forces it is best to resolve each force into components along three axes that make angles of 90 degrees with each other. Nonconcurrent-noncoplanar forces are when the lines of action of all forces do not pass through a common point and the forces do not all lie in the same plane. Stress When a restrained body is subject to external forces, there is a tendency for the shape of the body Science

The Ultimate Guide to the AP US History Exam

The Ultimate Guide to the AP US History Exam SAT / ACT Prep Online Guides and Tips The AP US History exam involves reading, writing, and in-depth analysis. It's not just about memorizing names and dates; you'll be asked to interpret historical evidence quickly and accurately, recall outside information about the topic, and, on the essay questions, synthesize your ideas into a coherent argument. In this guide, I'll give you a rundown of the format and structure of the exam along with a brief content outline, sample questions, and some tips for a great score! How Is the AP US History Exam Structured? The AP US History testin 2016 will be administered on Friday, May 6th at 8 AM. It hasmultiple-choice, short answer, and free-response sections, and the total length is 3 hours and 15 minutes. The Multiple-Choice Section Is: 55 minutes long 55 questions 40 percent of your score Formatted in sets of two to five questions that are based on the provided pieces of historical evidence The Short-Answer Section Is: 50 minutes long Four questions 20 percent of your score Questions have multiple parts and will usually reference pieces of historical evidence The Free-Response Section Is: Comprised of two questions: Document-based question An essay based on a prompt that's accompanied by a series of relevant historical documents 55 minutes 25 percent of your score Long essay question Regular essay question where you get to choose between two different prompts 35 minutes for the long essay question 15 percent of your score On the free-response section, you will be told when 55 minutes are up and advised to move on to the second question, but you aren’t forced to do so. Time management is one of the major challenges of this test! Content Background for the AP US History Exam There are seven themes addressed inthe AP US History course, and all of them will show up in one form or another on the exam.Each represents a subset of learning objectives that students are expected to master.You can read more about the learning objectives in the course description;here I’ll just give a broad overview of the major themes: Theme 1: American and National Identity How and why definitions of American and national identity and values have developed. Related topics such as citizenship, constitutionalism, foreign policy, assimilation, and American exceptionalism. Theme 2: Politics and Power How different social and political groups have influenced society and government in the United States. How political beliefs and institutions have changed over time. Theme 3: Work, Exchange, and Technology Factors behind systems of economic exchange and development, including the role of technology, economic markets, and government. Theme 4: Culture and Society The roles that ideas, beliefs, social mores, and creative expression have played in shaping the United States. How various identities, cultures, and values have been preserved or changed at different stages in U.S. History. Theme 5: Migration and Settlement Why and how the various people who moved to and within the United States both adapted to and transformed their new environments. Theme 6: Geography and the Environment The role of geography and environments (natural and man-made) on social and political developments in the United States. Theme 7: America in the World Interactions between nations that affected North American history in the colonial period. The influence of the United States on world affairs. These themes are discussed across nine different historical periods, each of which corresponds to a certain percentage of questions on the AP exam: Sample AP US History Questions Now that you have a sense of the test content, I'll present you with sample questions to give you a better idea of what it actually looks like! Multiple-Choice Question For multiple choice, you’re given one or two pieces of historical evidence followed by a set of questions that ask you to do some analysis.The US History exam is less about knowing specific dates and names and more about being able to draw conclusions and connect themes based on materials provided by the test. First, let’s read the (disturbing) statement we’re considering for this question: Hammond refers to slaves as â€Å"fellow creatures whom God has entrusted to my charge† and goes on to say that it is â€Å"in the interest of all...to treat our slaves with proper kindness.†This is a statement typical of many southern slaveowners at the time.In his view, he has been entrusted by God to take care of his slaves because they are lower in the natural hierarchy.He talks about treating them with kindness to make it seem like slavery helps everyone. Southerners believed they were doing their slaves a favor by treating them well within the slave system because slaves weren’t capable of handling freedom. Now, we'll examine our choices: Choice (A) can be ruled out because there is nothing in the statement that indicates a reaction to the development of gradual emancipation laws. Hammond isdefending slavery in a broader moral sense. Choice (B) is incorrect because there is no relationship between the statement and development of stronger slave codes.Hammond talks about treating his slaves well and is clearly trying to ignore the increased unrest within the slave system. Choice (C) should be eliminated as well.Although Hammond is making a moral argument for slavery that could be considered a counter to activists’ moral arguments against it, there isn’t a direct enough connection between the quote and the trend described in this answer choice. Finally, let’s look at choice (D), which is the correct answer.This is the only choice that makes a DIRECT connection between the point of view expressed in the excerpt and the social/political trends of the time.Hammond’s statement is an individual piece of evidence that serves to demonstrate the larger movement of southerners touting slavery as a â€Å"positive good† benefitting both slaves and masters. Short-Answer Question Short answer questions are technically considered part of the multiple-choice section because they are so much less involved than the essay questions.Although they do have multiple parts, you don’t have to come up with a thesis (one sentence answers are ok). They're about succinctly connecting themes and reference materials to specific events or trends. Here’s an example: For part (A), you would need to provide a brief explanation of the aspects of the cartoon that express the artist’s point of view on a particular economic topic. For example:The artist expresses the view that industrial capitalism is an exploitative and unfair system in which underpaid laborers work hard to build the basis on which wealthy capitalists lounge around and enjoy lives of luxury. For part (B), you would need to describe a specific development between 1865 and 1910 that supports the artist’s viewpoint. For example:Newly rich businessmen such as Gould or Vanderbilt quickly rose to prominence and lived lavish lifestyles funded by huge corporate monopolies. For part (C), you would need to describe another specific development within the same time period that challenges the artist’s viewpoint. For example:A more industrialized economy brought benefits to many people in society through access to cheaper commodities, new technologies, and improvements in the standard of living. Document-Based Question These are the instructions you’ll see for the document-based question: The question itself is a short prompt that gives you a lens through which to view the sample documents.You’re given seven different documents to examine, and, to earn full credit, you have to use at least six of them as evidence for your thesis in your answer. Documents range from transcripts of folk songs to excerpts from letters and newspapers to demographic maps.I won’t list all the documents that were presented for this specific question, but here are a couple so you can get a sense of the variety you’ll see on the exam: There are several components of a solid response to this question: Thesis The thesis must clearly address patterns of continuity and change over time with regards to the social and economic experiences of African Americans who migrated North in the early 1900s.Don’t make it hard for the graders to find your thesis; the best place to put it is right at the end of your first paragraph. Here's an example:As many African Americans migrated North in the period from 1910 to 1930, they encountered both new and familiar challenges, including the hostility of white northerners, barriers to employment, and housing segregation. Evidence At least six out of seven documents (and preferably all seven!) should be used as evidence in your essay. Also, atleast one of the following should be examined in the essay for four or more of the documents: the author’s point of view, the author’s purpose, the intended audience, and the historical context. Analysis and Connections The essay must draw connections between documents or parts of documents to build an argument.You should also observe in your essay that documents reflect differences in point of view, audiences, formats, etc.Paying attention to the context is critical for an appropriate historical reading (for example, document 4 is written for a white audience by a white author, so that should inform the way its statements are viewed). Outside Knowledge Your essay should also include knowledge that extends beyond the documents themselves and strengthens your argument. Caution:DON’T start fact-vomiting all over this essay. Make sure what you’re saying is directly relevant to your argument.One historical trend you might mention specifically is the rise of legalized social segregation in the South (impact ofPlessy v. Ferguson).You could also note that the evidence in the documents provided does not reference the Harlem Renaissance, which was an important development in the experience of many African Americans in the urban North during the 1920s. Context Your essay shouldalsoconnect the issues raised by the documents to broader discussions of racism in U.S. history.You could talk about things like: The transition from an agricultural to an industrial economy Different motivations that have influenced migration within the U.S. Development of housing patterns in urban environments Long Essay Question For your long essay, you will be able to choose between two prompts.Here’s an example of a potential prompt: Your answer should include many of the same elements as your answer to the document-based question, but there are no documents to analyze and reference, so you have less time to write.This question also asks you to take a more solid argumentative stance for or against a certain claim. The first thing you should do is decide whether you support, partially support, or totally disagree with the argument presented in the question.Then, write a thesis that makes your point of view clear and briefly references examples you will use to support it in the body of your essay. If you chose to support the statement, your essay might include the following points: The New Deal was a conservative measure taken to preserve a capitalist economy in the US by lessening the negative effects of capitalism and mitigating weaknesses within the system. It represented a desire to change things as little as possible while maintaining the economic status quo. No programs in the New Deal led to fundamental redistribution of land and wealth, so most elements of the capitalist system were unchanged. If you instead decided to argue against the statement, your essay might include the following points: The New Deal was a dramatic departure from the role government had played in the US economy up to that point. Programs were revolutionary in that they provided relief to people who were struggling, curbed corporate abuses, and sought to protect the environment. Alternatively, you could say that the New Deal was revolutionary in a negative way; the government veered too far into socialism and worsened the effects of the depression for people like business owners. You could mention the more far-reaching benefits and drawbacks of the New Deal to provide additional evidence for your point (greater financial security for people in the long run as a result of New Deal programs). You could also modify the original statement by saying that the New Deal was a moderate measure that fell between conservatism and revolution (the partial agreement option).More extreme factions of conservative and progressive groups were either alarmed at the dramatic changes or dissatisfied with a policy that fell short of complete economic restructuring. Whatever your argument, you must include specific references to historical events or trends of the period for context (for example, you might mention conservative fiscal policies of presidents before Roosevelt and the causes of the Great Depression). One of FDR's quirks was that he always had to be painted completely green from head to toe before being seen in public. Using this strategy, he successfully prevented people from noticing his wheelchair for years. How Is the AP US History Exam Scored? On the multiple-choice section (55 raw points possible), you get a point added to your raw score for each question that you answer correctly. No points are taken off for incorrect answers!Each short-answer question is worth three points, so there are 12 raw points possible in the short-answer section. The document-based question is scored based on the following criteria (seven raw points possible): Thesis and argument: 2 points Document analysis: 2 points Using evidence beyond the documents: 2 points Synthesis: 1 point The long essay question is scored based on the following criteria (six raw points possible): Thesis: 1 point Argument development: using the targeted historical thinking skills: 2 points Argument development: using evidence: 2 points Synthesis: 1 point On essay questions, points are taken off for errors only if they detract from the quality of the argument being made (basically, don’t make up historical facts to support an argument).Grammatical errors are not a big deal as long as they don't inhibit the grader's ability to understand what your essay is saying. The total number of raw points you can earn on the test is 80: 55 on the multiple choice, 12 on the short answer, seven on the DBQ, and six on the long essay.Raw scores can be converted to scaled scores out of 150. Multiply your raw score (out of 55) on the multiple-choice section by 1.1 to get your scaled multiple choice score. Then, multiply your raw score (out of 12) on the short answer-section by 2.5 to get your scaled short answer score.Multiply your raw score (out of seven) on the document-based question by 5.4 to get your scaled DBQ score.Multiply your raw score (out of six) on the long essay question by 3.75 to get your scaled long essay question score. Then, add all of the scores together to get your final scaled score! Here’s a chart to show you approximately how the scaled scores translate to final AP scores: Scaled Score AP Score Percentage of Students in 2015 115 - 150 5 9.3% 90 - 114 4 17.8% 65 - 89 3 23.6% 44 - 64 2 25% 0 - 43 1 24.3% I made my best estimates based on other AP score conversion charts because there was no official scaled to AP score conversion chart online for the latest version of the exam.Your teacher or review book may have a more accurate score conversion system that you can use for official practice tests. Tips for the AP US History Exam AP US History is a grueling test that requires intense critical thinking and analytical skills.Here are some tips you should remember if you hope to do well: Tip #1: Accurate Facts Aren’t Always Correct Answers Many multiple-choice questions will list answers that are accurate representations of historical events or trends but don’t directly respond to the question being asked. Be wary of these answers on the test so that you don’t accidentally choose them over more relevant responses.In the multiple choice question I gave as an example, one incorrect choice was â€Å"The expanding use of moral arguments by Northern antislavery activists.†At the time referenced in the question, this was a real trend that occurred, but it doesn’t relate directly to the excerpt that was referenced. That means it’s still the wrong answer.Don’t let these types of choices confuse you; adhere to the particulars of the question and the evidence presented! Tip #2: Details Are Important: Read Excerpts Carefully! Most of this exam is based on historical reference materials.You won’t be able to answer questions correctly without reading carefully.Even if you know everything there is to know about US History, that knowledge will mostly just serve to contextualize the evidence presented on the test.The specific details found in the writings and images will ultimately reveal the best answer choice. Tip #3: Plan Before You Write It’s critical to write well-organized, focused essays on the AP US History test.A clear thesis is the first thing on the agenda.Then, you need to make sure the rest of your essay ties back into your thesis and provides relevant evidence throughout.If you jump into writing an essay without taking the time to organize your thoughts, you’re more likely to ramble or get off-topic from the main focus of the question. For the document-based question, you’re encouraged to spend 15 of the 55 minutes planning how to organize your thoughts and use the different documents as evidence.You have less time for the long essay question, but you should still spend five minutes or so writing a brief outline before you start your final draft. Tip #4: Use Outside Evidence Wisely It’s a smart idea to incorporate additional background knowledge into your responses on the test.It shows that you’ve mastered the material and can connect themes to what you learned in class and not just what was presented to you in the question.However, don’t include outside knowledge unless it bolsters your argument.If you’re just sticking it in there to prove how much you know, your essay will lack focus, and you may lose points.That’s why it’s so important to plan ahead; in the planning stage, you can think of examples that tie into your thesis and strategically place them throughout your essay in ways that contribute to your point. Be wise, like an owl. Not necessarily this one...it looks like it lost its grip on reality a long time ago. Conclusion The AP US History exam is one of the longer AP tests, and it has four different types of questions! You'll see multiple-choice, short answer, document-based, and long essay questions on this test. The main thread running through the entire exam is an emphasis on analyzing historical evidence and applying outside knowledge in context. In your studying, you will need to learn to connect the five themes of the course to events spanning 500 years of North American history. To recap, some study tips that I recommend include: Don't mistake accurate facts for correct answers Always read excerpts carefully Plan before writing your essays Use outside evidence strategically Make sure you practice all the different types of questions with official materials before you sit down to take the real test. If you get used to thinking about history in an analytical, evidence-based context, you should have no problem earning a high AP score! What's Next? Looking for more practice materials? Check out our article on the best online quizzes you can take to prepare for the AP US History test! Review books can be extremely helpful tools in preparing for AP tests. If you can't decide which one to get,take a look at this list of the best review books for the AP US History exam in 2016. Did you lose some of your notes? Head on over to this article for links to AP US History notes on every section of the course. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Strategy Essay Example | Topics and Well Written Essays - 500 words - 3

Strategy - Essay Example This implies that apart from the profit motive for which the company is formed, it still has the challenge of getting the market share. In this case, those charged with the management of the company have to be more strategic toward penetrating the market (Woods, 2011). The company being co-owned by 27 members, Karen (2007) notes that all the 27 co-owners of the company have equal voice in decision-making and are accorded equal opportunities to participate in the ownership of the company. Despite having Blake Jones as CEO, this does not mean that the strategic decisions of the company are under his watch but instead the name was adopted to give the company’s customers and the media some sense of company leadership to avoid skepticism and criticism (Karen, 2007). Other problems that the company is facing as noted by the CEO of the company Jones Blake are the overhead costs associated with the design, installation and service costs. To overcome the problems and develop a competitive advantage over other firms, the company involves an engagement strategy in its growth plan as noted by Stephen Irvin the company’s chief financial officer (Nasmaste Solar). In this case, Irvin asserts that the organization cares a lot in hiring its long-time partners in this business. He notes that hiring at Nasmaste Solar is based on a person’s values and not job role. The company also practices open accounting management using consensus-based decision-making. The company ensures that their financial statements are reviewed on a monthly basis at the staff meeting and at year end and all staff members taught how to read statements of financial position and statement of income. The company also values communication in which the company has trademarked FOHtm -open, honest and frank communication as a way of preventing gossip, fostering an atmosphere of respect and trust. This has proved advantageous to the company and ha s spurred growth (Namaste Solar, n.d.). One of the major

Human Resource Case Studies Study Example | Topics and Well Written Essays - 1250 words

Human Resource Studies - Case Study Example The act requires an individual to perform his or her job satisfactorily, and Zimpfer was an employee for over 16 years. 2. In the same year that Zimpfer was rejected, Palm Beach County filled only 4 percent of managerial positions with persons over 55 years of age and only 16 percent with persons over 39. Do these data indicate illegal discrimination using disparate impact theory? Should Zimpfer’s lawyer use disparate impact theory for his claim of age discrimination? The disparate impact guards against employment practices that can be considered illegal and discriminatory to members of a minority group. The employment practices may not be discriminatory on its face, but has discriminatory effects or application (Bernardin and Russell, 2013). In the above case, 84 percent of the employees are below 49 years of age. This makes the employees over 39 years a minority group. This data can serve as an indication of discrimination of a minority group on the basis of age. Zimpferâ₠¬â„¢s lawyers can use disparate impact theory as a claim for his employment due to age discrimination. The hiring of only 16 percent employees over 39 years shows the management was discriminative towards older people. This can be used to explain why Brad was hired instead of Zimpfer. Goebel et al. v. Frank Clothiers 3. Were Mr. Goebel and other African-American applicants victims of racial discrimination because of the hiring policies of Frank Clothiers? Is there evidence of disparate impact against African Americans in the decisions that were made? On what basis did you arrive at this position? (Be explicit and show your math.) The company hired 10 African-Americans for the managerial vacancies, which was about 62 percent of the hired employees. The case was filed because 26 African-Americans out of 51 applicants failed the intelligence test and could not be given an interview. The company employed 38 percent whites out of the 16 applicants who qualified for the job. Therefore, th e African-Americans were not victims of racial discrimination since the results of the intelligence test were used to choose those who would attend the interviews. The Africans had the constituted the highest number of those employed, which indicates that they were not discriminated against. Disparate action affects employees who are discriminated against because they are a minority group. In this case, there is no evidence of disparate impact since the company did not discriminate against the African-Americans. 4. Gordon Howe, a Caucasian male, scored 48 on the WPT and was interviewed but not hired. Does Mr. Howe have a possible Title VII lawsuit? What additional data are relevant to this question? Can â€Å"disparate impact† theory be used in cases involving subjective selection processes like interviews? Title VII protects against discrimination of employees on the basis of race, color, religion, sex, or nationality. Howe can use Title VII in a lawsuit because he is a Cauc asian looking for employment in America. The employer might have discriminated against him due to his race and settled for another employee. The disparate impact guards against discriminatory acts towards a minority group. Caucasians are minorities in America and Howe could have been discriminated against since he was Caucasian (Bernardin and Russell, 2013). Jones v. Purple Cabs (Reverse Discrimination or Legal Affirmative Action?) 5. What

Graphic Enhancing Tools and Techniques

Graphic Enhancing Tools and Techniques Task 10 D1 Evaluate the tools and techniques used to enhance your original graphic. I used the program Illustrator in the creation of my original Adventurer logo because it was a good software for creating simple shapes which allowed me to utilise the full functions of what it was able to do. I also picked the software because of the fact that it allows for many ways to align and move around pieces of shapes to make the perfect shape for the logo. The software was mainly made to create simple shapes and merge them together to create a graphic, due to this it helped me create a logo which truly resembled something that would be for a big/famous gaming business or for a gaming company such as Adventurer. When making this logo I had many constraints, such as the problem of the software not being very  Ãƒâ€šÃ‚   user friendly. It was a lot of hard work trying to learn all the ins and outs of the software, not knowing anything about it. When trying to use the software for the first time everything was jumbled up and confusing, when trying to find a tool to do a certain function all I found was something that did the exact opposite and worse than other software that I had previously used. The biggest limitation the software is the fact that its hard to make anything that isnt a shape or cartoon logo, such as drawing actual shapes or creating cartoony pictures with specific premade lines. When using the software the program limited me in the way that allowed me to place a shape, however it did not allow you to cut or clear pieces of the shape to get a specific size of shape, making it a lot harder to make something to pixel perfection. One time I was able to create a perfect shield however, when trying to cut a small bit off I had to resort to placing an invisible white shape to cover up the piece of line that was not cut-able. There were also limitations to what could be made, due to the game being a 15 age rated game, stopping me from going overboard with anything and trying to make it more friendly for the selected (15 and above) audience to also appreciate what we have created. I also had problems as we where limited to what software were preinstalled onto the computer to use, stopping us from using any other non preloaded software. When co-operating with the client I had to make sure that I received user feedback and produced it to the clients needs, by keeping to a corporate style, using file formats that are compatible with their software and keeping a way of allowing them to download and access the files for review at all times. The software moulded the idea of using the line tool to shape out the base and structure of my shape, allowing for a freeform and complete way of editing and bending the line to my will. Due to the way the shape turned out which was being based on a shield and sword allowed me to fill the requirements of a family friendly logo that looked good and made sence on the leaflet I was designing. I had to use techniques that enabled the graphic to be appropriate for inclusion in the leaflet, such as, having to make the leaflet extreamly clear and making it appeal to other people that were to see and look at the new games that are being devoloped. I tried to focus on making the logo being very detailed and rich with information about what the game would be by just looking at the logo itself, when looking at the logo you can see a sword and shield which is normally very common in Adventure or fighting games. Because the logo is created for the company Adventurer the copyright belongs to them, it is also because there is no use of other peoples content in the making and production of the logo. When creating the image I used three major tools, such as the line tool, which allowed me to create lines and edit them to make the shape into what looked like a shield. When doing this I was able to create more of a shape that was usable in making a completely new shape that was not supplied via the program. The square shape tool allowed me to create a base around the Adventurer logo that eventully led to me being able to cut off unwanted pieces of line by turning the square invisible. When doing this I had the problem of it clipping or dipping other shapes but was able to fix it when it was being printed. The align function was also helpful, it allowed full free roam of placing and adding layers without much trouble. It helped with aligning different shapes to make it more of a collection of shapes rather then a mess of shapes in different positions. It also easily linked together two layers that needed to be pixel perfect. All of these functions where very important to the creation of the logo, each having a different part and function when needing to piece together the shapes. Enhanced Graphic Evaluation I added a shape using the shape tool, then I have stretched out the square using the resize tool to cover the whole image, creating a sort of barrier. I have then changed the colour to yellow to match the triangles in the middle and rotated it using the rotating function so that they link together in a more colourful way and made sure any other layers remained in the background and away from the main layer. In this image I have erased the tip of the sword using the Paint Brush tool with the white colour to make the layers link together better, and by doing this I was able to make the blade look more shiny with the holster. I made sure to have the actual logo inside the box of the shape so it would not accidently overlap or overshadow any shapes already places onto it. In this step I changed the shape by deleting a section out of it using the Paint Brush tool and selection of the white paint, this allows for a new kind of pattern that looks like a futureistic forcefield blocking any danger that may fall onto it. The white paint brush also immitates a kind of rubber that I can use to blend together a layer and shape. Within this I also planned it so that I was not accidently deleting anything else along with the already placed layers. I added two lines to the top that look like chains using the Paint Brush tool and then changing the stroke type, this created a old map road path type of style or a chain from a neckless. I placed a two strokes down for each side making sure to line them up with yellow shape shield that I had placed from the last step making it line up almost perfectly with each side of the shape. For my final step I used the eraser tool and then made the outline change to a yellow paint, making it so that when I deleted something that had already been placed it would be removed and then the rubber would add outline from what it deleted which allowed for a pattern to emerge. After doing it to each side of the shape, I was able to delete some of the shield and then redraw it with the rubber making it look more unique then it did without it. The file that I created ended up being a vector image because it was created and edited within a vector package Illustrator so that it would keep its quality and size while it gets resized. The finished logo was a PNG-24 and is 59.KB with the resoultion 595842, while the Illustrator file was 1.19MB large.

Oliver finds happiness and security Essay

Through Fagin, Oliver is made to work for Bill Sikes. Oliver is shot helping Sikes to burgle the house of a Mrs Maylie, Sikes escapes but Oliver is cared for by Rose and Mrs Maylie. Bill Sikes is another major bully within the novel, Oliver Twist. Nancy who is his mistress is also a victim of Sikes. Bill Sikes character is brutal, aggressive and violent. One major event when we see Sikes as a brutal bully is when he murders Nancy. Dickens shows this hatred by using these words ‘there was a fire in the eyes of both’ this is a metaphor it suggests a burning passion of hatred. Throughout the chapter when Nancy is murdered, Sikes is referred to as ‘the robber’, the housebreaker and the murderer’. As Sikes arrives at his house ‘Without one pause, or moments’ consideration; without once turning his head to the right or left, or raising his eyes to the sky, or lowering them to the ground, but looking straight before him with savage resolution his teeth so lightly compressed that the strained jaw seemed starting through his skin, the robber held on his headlong course, nor muttered a word, nor relaxed a muscle until he reached his own door.’ During this section, Dickens uses no full stops, but internal punctuation effectively. Sikes is apprehensive to what may be on the other side. By using this type of text, Dickens builds up speed, tension and anticipation for the reader. Dickens does this again when describing in detail when ‘he opened it softly ‘lifting a heavy table against it’ double locked the door.’ This makes the reader want to know what is about to happen. Dickens highlights bullying by using commands ‘Get up, Get up’ this is a command, which suggests aggression and violence. The word ‘murderer’ is used which suggests he has already killed Nancy, but Sikes again,’ seized a heavy club and struck her down’. Sikes striking Nancy with a club seems to be unnecessary as she is already dead. This is the climax of Sikes bullying he has resorted to murdering. Bill refers to Nancy as a ‘She Devil’. In her dying moments she shows her innocent side by praying, by ‘on her knees and ‘as high towards heaven as her feeble strength.’ The reader gets a sense of goodness against evilness. The reader again sympathises with Nancy as she is murdered while Dickens emphasises Sikes evil ways. Bill Sikes runs away from the scene of the crime which shows that ultimately he is a coward, and his conscience finally dawns on him. After Nancy’s death Dickens uses superlatives to show the reader how cruel Sikes crime is, he uses powerful words like ‘worst’, ‘foulest’ and ‘most cruel’. Bullying is again highlighted throughout this section. Here though, Dickens has highlighted a different type of bullying. It is immediate bullying that is used. Sikes performed a nasty and brutal murder. Dickens uses a metaphor of the weather to contrast the murder, it is an ironic contrast though, as sun brings new life but it can not bring Nancy back to life. ‘The sun, the bright sun’ shows Bill Sikes truly as a vicious bully.  Towards the end of the novel both Bill Sikes and Fagin die, while Oliver finds happiness and security.  The book makes the reader aware of Victorian society, the sheer terror of the workhouse and bullying within that society. Charles Dickens uses a range of techniques to present the bullies within the novel. He uses a wide range of language, sarcasm and irony throughout. Charles Dickens emphasises many types of bullying and throughout his novel highlights episodes of violence and bullying which most of Victorian society accepted.

Reliance Fresh

â€Å"A STUDY ON THE PROCESSES AND CHALLENGES INVOLVED IN RECRUITMENT FOR RETAIL INDUSTRY WITH RESPECT TO RELIANCE FRESH, BANGALORE† (Project Report Submitted in Partial fulfilment of the requirements of two year Post Graduate diploma in Business Administration) By Saumya Sinha (Registration no. 2K11058) Under the Guidance of Prof. Philcy Philip Mount Carmel Institute Of Management Bangalore, 560052 2011-2013 ACKNOWLEDGEMENTS I would like to express my sincere thanks to Sr. Juanita, Director and Mr.Michael Noronha, Dean of Management studies, Mount Carmel Institute of Management, for giving me an opportunity to do this project. I am immensely thankful to my project guide Prof. Philcy Philip, for her guidance towards the successful completion of the project. I would like to thanks Mr. Jatindra Kumar Mishra, Vice President-HR Reliance Retail Ltd. for giving me an opportunity to do a project in Reliance Retail Ltd. Bangalore. I would also extend my sincere thanks to Mr. Prabir Ku . Jena (HR Manager) and Mr Nagendra Kumar (HR Manager) of RELIANCE RETAIL for their valuable suggestions and support throughout the project.I would also extend my gratitude to Mr. Solomon Jayakumar, who has helped me in this project. I wish to thank the Management and staff of Reliance who have extended their co-operation in providing me all the information required for preparing this project. Finally, I am thankful to my Family and Friends for having helped me in various ways in successful completion of this project work. Saumya Sinha Mount Carmel Institute of Management BangaloreGuide Certificate Certified that the dissertation is based on an Original Project Study conducted by Miss. Saumya Sinha under my guidance. This project report has not formed a basis for the award of any other Degree/Diploma of the Institute or any other University. Director Signature Guide Signature (Sr. Juanita) (Prof. Philcy Philip) DeclarationI, Saumya Sinha solemnly declare that this Project report on â€Å"A Study on the processes and challenges involved in recruitment for retail industry with respect to Reliance Fresh, Bangalore† has been compiled by me and has not been copied from any student researcher/employee in any university/institution/ organization or any other place of distance learning under my knowledge. I have duly acknowledged the sources of primary data wherever they have been used in the project. Saumya Sinha PGDBA Mount Carmel Institute Of Management, Bangalore CONTENTS SR. NO. | Topics covered| Page no. |Chapter 1:| Introduction & Theoretical Background of the Topic| 11-20| Chapter 2:| Research Design| 21-24| Chapter 3: | Company Profile| 25-33| Chapter 4: | Collection of Data, Analysis and Evaluation| 34-74| Chapter 5:| Summary of Findings, Conclusions and Suggestions| 75-82| | Bibliography| 83| | Annexure| 84-87| LIST OF TABLES TABLE NO. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 35| 2. | Type of recruitment pref erred in Reliance| 37| 3. | Tests used during the process of recruitment| 39| 4. | Factors which influence the recruitment process in Reliance| 41| 5. Technological support for the process of recruitment| 43| 6. | Time taken by HR managers to fill the gap at store level| 45| 7. | Back out percentage of candidates after being offered| 47| 8. | Biggest challenge faced by the organization in the process of recruitment| 49| 9. | Most important reason for attrition| 51| 10. | Solution for attrition in the organization| 53| 11. | Working duration of CSA’s in the organization| 55| 12. | Information about the vacancy in the organization| 57| 13. | Time spent by CSA’s for the process of recruitment| 59| 14. Problems faced by CSA’s during the process of recruitment| 61| 15. | Satisfaction level of CSA’s with the recruitment Process| 63| 16. | Working duration of Ex-CSA’s in the organization| 65| 17. | Main reason behind leaving the organization| 67| 18. | Aw areness of job profile at the time of joining| 69| 19. | Work environment is good or not| 71| 20. | Willingness to rejoin the organization| 73| LIST OF CHARTS SR. No. | TOPICS COVERED| PAGE NO. | 1. | Method adopted by Reliance to source candidates| 36| 2. | Type of recruitment preferred in Reliance| 38| 3| Tests used during the process of recruitment| 40| . | Factors which influence the recruitment process in Reliance| 42| 5. | Technological support for the process of recruitment| 44| 6. | Time taken by HR managers to fill the gap at store level| 46| 7. | Back out percentage of candidates after being offered| 48| 8. | Biggest challenge faced by the organization in the process of recruitment| 50| 9. | Most important reason for attrition| 52| 10. | Solution for attrition in the organization| 54| 11. | Working duration of CSA’s in the organization| 56| 12. | Information about the vacancy in the organization| 58| 13. Time spent by CSA’s for the process of recruitment| 60| 14. | Problems faced by CSA’s during the process of recruitment| 62| 15. | Satisfaction level of CSA’s with the recruitment Process| 64| 16. | Working duration of Ex-CSA’s in the organization| 66| 17. | Main reason behind leaving the organization| 68| 18. | Awareness of job profile at the time of joining| 70| 19. | Work environment is good or not| 72| 20. | Willingness to rejoin the organization| 74| CHAPTER – 1 INTRODUCTION INTRODUCTION Human Resource management is a function that helps managers recruit, select, train and develop members for an organization. Recruitment is an important part of an organization's human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the  recruitment  process is to obtain the number and quality of employees that can be selected in order to help the or ganization to achieve its goals and objectives. With the same objective, recruitment  helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.Recruitment  acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. PURPOSE AND IMPORTANCE OF RECRUITMENT * Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. * Determine present and future requi rements of the organization in conjunction with its personnel planning and job analysis activities. * Recruitment is the process which links the employers with the employees. * Increase the pool of job candidates at minimum cost * Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. * Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. * Increase the pool of job candidates at minimum cost. * Begin identifying and preparing potential job applicants who will be appropriate candidates. * Increase organizational and individual effectiveness in short term and long term. * Meet the organizations legal and social obligations regarding the compositions of its workforce. | SOURCES OF RECRUITMENT Every organisation has the option of c hoosing the candidates for its recruitment processes from two kinds of sources: internal and external sources.The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc. ) are known as the external sources of recruitment. | | | SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONSThe employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are  upgrading and demotion  of present employees according to their performance. 4. Retired and Retrenched employees  may also be recruited once again in case of shortage of qualified personnel or increase in load of work . Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5.The dependents and relatives of  deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. | | | EXTERNAL SOURCES OF RECRUITMENT1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc.They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by chargi ng a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.Recruitment ProcessThe recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7.Conducting interview a nd decision makingThe recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. | | RECRUITMENT POLICY OF A COMPANYIn today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly.COMPONENTS OF THE RECRUITMENT POLICY * The general recruitment policies and terms of the organization * Recruitment services of consultants * Recruitment of temporary employees * Unique recruitment situations * The selection process * The job descriptionsFACTORS AFFECTING RECRUITMENT POLICY * Organizational objectives * Personnel policies of the organization and its competitors. * Government policies on reservations. * Preferred sources of recruitment. * Need of the organization. * Recruitment costs and financial implications. RECENT TRENDS IN RECRUITMENT | |The following trends are being seen in recruitment:OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and  creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.In turn, the outsourcing firms or the intermediaries charge the organisations for their services. Advantages of outsourcing are: * Company need not plan for human resources much in advance. * Value creation, operational flexibility and competitive advantage * turning the management's focus to strategic level processes of HRM * Company is free from salary negotiations, weeding the unsuitable resumes/candidates. * Company can save a lot of its resources and timePOACHING/RAIDINGâ€Å"Buying talent† (rather than developing it) is the latest mantra being followed by the organisations today.Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can  attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today.It has become a challenge for human resource managers to face and tackle poaching, as it weake ns the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.Advantages of recruitment are: * Low cost. * No intermediaries * Reduction in time for recruitment. * Recruitment of right type of people. DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONBoth recruitment and selection are the two phases of the employment process. The differences between the two are:   * Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidate s are screened for choosing the most suitable persons for vacant posts. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation. * Recruitment is a positive process i. e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. | | | HR CHALLENGES IN RECRUITMENTRecruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals – handling the recruitment function of the organisation- are constantly facing new challenges.The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices. like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. | ATTRITIONWhat is Meant by Attrition Rate? The term ‘attrition rate' can be defined as â€Å"A reduction in the number of employees through retirement , resignation or death. † It denotes the percentage change in the labour force of an organization. High percentage of labour turnover is not desirable for the organization because new workers are engaged in place of the workers who left the organization. Why do Employees Leave the Organization? There are a number of reasons for employees leaving the organization. Well, the most obvious reason for employees leaving any organization is higher pay.The main problem here is that employees are moved from one location to another location along with their family. But this problem is taken care of by a salary hike which may be around 20%-35% per annum. Another factor is work timings. In some organizations, work timings are such that they are making employees leave the organization. Another factor is career growth. In many organizations, only 20% of employees are able to go to senior levels. This means that the remaining 80% of employees look for other organization where they can get op portunities for growth.One more reason for leaving the organization is higher education. These days, in many organizations, employees are joining at very young age because of lucrative salaries being offered. But with time, they apply for higher education and try to move on to other organizations or sectors to occupy top management positions. The percentage of women workers is also responsible for higher attrition rate. These days, the percentage of women workers is around 30%. Generally, women workers leave the organization after marriage to take up their house-hold duties, irregular work hours et al. 0% of employee turnover can also be attributed to the mistakes during hiring process (Harvard Business Review). Other factors include accident making the worker permanently incapable of doing work, dislike for the job or place, unsatisfactory work conditions leading to strained work relationships with the employer; lack of security of employment et al also contribute for higher attrit ion rateAttrition rate is calculated as under A. Manpower at the beginning of the year add number of people recruited during the year less number of employees resigned. B.Take the average of the manpower at the beginning of the year and the result of â€Å"A† above. C. Divide the number of employees resigned during the year by â€Å"B† above. In addition to the above you may go through the exit interview forms of the employees resigned and use information from the research. You may also contact a sample (10%) of the people who resigned 6 months or earlier, send them exit interview form again and see if the reason for change is the same as stated earlier. Further, you may redesign the exit interview form as questionnaire and send to the sample.CHAPTER 2DESIGN OF THE STUDYINTRODUCTION TO THE SUBJECTRecruitment is of the crucial roles of the human resource professional. The level of performance of an organization depends on the effectiveness of its recruitment function. O rganization has developed & follows recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned & practical to attract more & good talent to apply in the organizationRecruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.In this competitive global world and increasing flexibility in the labour market,  recruitment  is becoming more and more important in every business. Therefore,  recruitment  serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Technically speaking, the functions of recruitment precedes the selection function and it includes only developing the sources of prospective employees and attracting them to apply for jobs in their organization. whereas selection is the process of finding out the most suitable candidates to the jobs out of the candidates attracted. STATEMENT OF THE PROBLEM:The company is facing a comparatively high rate of ATTRITION especially in its Reliance fresh stores, so a continuous recruitment of the eligible candidate is done to meet the standards. Moreover with the growth of the economy the company is also growing as many stores are being opened all over India so recruitment of right pe rson with right skills for the right job has become very important.SCOPE OF THE STUDY:The scope of the study was extended to all the stores of Bangalore in Karnataka, India through calls and e-mails for the recruitment of customer service associates (CSA’s) of reliance retail. The main study was extended to the RELIANCE FRESH division at Richmond road, Bangalore. OBJECTIVES OF THE STUDY * To study the recruitment process involved in the organization. * To study the employees perception towards the recruitment process * To analyse the challenges faced by the organization in recruitment * To study the major reasons for high attrition rate in Reliance Fresh, Bangalore. a * To give suggestions for improvement of recruitment process in Reliance Fresh, Bangalore METHODOLOGY: The data was collected from the primary & secondary sources. Tools and techniques for collection of dataPrimary data collection Primary data was collected from HR managers , Customer Service Associates(CSA†™s) who are currently working at various stores of reliance fresh in Bangalore and Ex-CSA’s through questionnaire and telephonic interview. Secondary data collection:Secondary data was collected through HRM books, journals  and internet. This data was graphically represented and analysed.The findings are summarized and suggestions have been made. SAMPLING PLANConvenience sampling was used. Sample size for this project was 100 which included 40 Customer Service Associates, 40 Ex-CSA’s and 20 HR managers of Reliance. PLAN OF ANALYSISSimple Percentages have been calculated on the basis of response received from questionnaire to analyse the data. LIMITATIONS OF THE STUDY: * The sample size may be comparatively small compared to the population and there are chances that it may not represent the whole population. * The time and cost factors may affect the size of the sample. Every possibility of biased user opinion * Most of the samples was collected during the office ti me. So there will be a chance of receiving some wrong responses due to workload from the respondentsOVERVIEW OF CHAPTER SCHEMEChapter 1: IntroductionThis chapter includes an introduction to HRM, recruitment process and challenges. Chapter 2: Design of the studyThis Chapter includes a brief introduction of the subject background, statement of the problem, methodology, sampling plan, tools and techniques for collection of data, plan of analysis, limitations and an overview of chapter scheme.Chapter 3: Profile of the companyThis chapter contains a complete profile of the organization in terms of history, the nature of its business, products or services, its competitors, turnover, number of branches, staff pattern, vision , mission and values of Reliance retail with reference to research topic. Chapter 4: Analysis & interpretation of data:The chapter contains an analysis of the primary data in tune with the objectives of the study. Each question is followed by explanations and inference s.The analysis is also supported by tables and graphs. Chapter 5: Summary Of Findings, Conclusions & suggestions:This chapter provides a summary of the findings, conclusion drawn from the findings & also suggestions. It would also contain the Bibliography & AnnexureCHAPTER – 3PROFILE OF THE COMPANYThe India Retail industry is the largest among all the industries, accounting for over 10 per cent of the country’s GDP and around 8 per cent of the employment.The Retail Industry in India has come forth as one of the most dynamic and fast paced industries with several players entering the market. But all of them have not yet tasted success because of the heavy initial investments that are required to break even with other companies and compete with them. The India Retail Industry is gradually inching its way towards becoming the next boom industry. The total concept and idea of shopping has undergone an attention drawing change in terms of format and consumer buying behaviou r, ushering in a revolution in shopping in India.Modern retailing has ente4red into the Retail market in India as is observed in the form of bustling shopping centres, multi-storied malls and the huge complexes that offer shopping, entertainment and food all under one roof. Retailing includes all activities involved in selling goods or services directly to final consumers for personal, non-business use. A retailer or retail store is any business enterprise whose sales volume comes primarily from retailing. Any organization selling to final consumers-whether a manufacturer, wholesaler or retailer-is doing retailing.It does not matter how the goods or services are sold (by person, mail, telephone, vending machine or internet) or services are sold (in store, on the street, or in consumer’s home). RELIANCE INDUSTRIES LTDThe Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India’s largest private sector enterprise, with businesses in the energy and materials v alue chain. Group’s annual revenues are in excess of US$ 58 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.Backward vertical integration has been the cornerstone of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration- in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production –to be fully integrated along the materials and energy value chain. The Groups activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail, infotech and special economic zones.Reliance enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten produc ers in the world in major petrochemical products. Major Group Companies are Reliance Industries Limited, including its subsidiaries and Reliance Industrial Infrastructure Limited. WORDS BY THE FOUNDER- â€Å"Growth has no limit at Reliance, I keep revising my vision. Only when you dream it, you can do it† | | | | | * *VISION:Through sustainable measures, create value for the nation, enhance quality of life across the entire socio-economic spectrum and help spearhead India as a global leader in the domains where we operate. MISSION Create value for all stakeholders Grow through innovation Lead in good governance practices Use sustainability to drive product development and enhance operational efficiencies. Ensure energy security of the nation Postal rural prosperity VALUES: Our growth and success are based on the ten core values of care, citizenships fairness honesty, integrity, purpose fullness, respect, responsibility, safety and trust.RELIANCE BELIEVES IN GROWTH THROUGH COM MITMENTS AND THEREFORE CARES ABOUT: Quality Research & Development Health, Safety & Environment Human Resource Development Energy Conservation Corporate Citizenships ABOUT RELIANCE RETAIL LIMITED Reliance Retail, Ltd. is a subsidiary company of  Reliance Industries. Founded in 2006 and based in  Mumbai, it is the second largest retailer in India. Its retail outlets offer foods, groceries, apparel and footwear, lifestyle and home improvement products, electronic goods, and farm implements and inputs.The company’s outlets also provide vegetables, fruits, and flowers. It focuses on consumer goods, consumer durables, travel services, energy, entertainment and leisure, and health and well-being products, as well as on educational products and services. SUBSIDIARIES OF RELIANCE RETAIL LIMITED Reliance Fresh  Ã¢â‚¬â€œ Retail Outlets of fruits, Vegetables & Groceries. Reliance Digital  Ã¢â‚¬â€œ Consumer Electronics retail Store Reliance Jewels – Jewellery Reliance Time Out – Lifestyle store of Books, Music, Movies, Toys, Gaming, Fragrances, Stationary. Reliance Trends – Apparel and ClothingReliance Footprints Limited Reliance Brand Limited Reliance styles India Limited Reliance Home Products Limited FOUNDED 29th of September 1988 As Chembur Patalganaga Pipelines Limited(CPPL) then in March it was rename as Reliance Industrial Infrastructure. HEADQUARTER Mumbai KERY PEOPLE Mukesh Ambani( CMD) With a vision to generate inclusive growth and prosperity for farmers, vendor partners, small shopkeepers and consumers, Reliance Retail Limited (RRL), a subsidiary of RIL, was set up to lead Reliance Group’s foray into organized retails.Since its inception in 2006, Reliance Retail Limited (RRL) has grown into an organization that caters to millions of customers, thousands of farmers and vendors. Based on its core growth strategy of backward integration, RRL has made rapid progress towards building an entire value chain starting from the farmers to the end consumers. Reliance Retail continued to expand presence of its value and specialty formats. During the year, Reliance Retail opened 90 new stores spanning across ‘value’ and ‘specialty’ segments.In-store initiatives, wider product choice and value merchandising enabled the business to achieve robust growth during this period. Its presence in the optics business is in partnership with Grand Vision. 51 new stores were added during FY:-11 taking the total presence to 100 stores across key markets in the country. The retail chain offers single brand optical products including Vision Express frames, lenses, contact lenses, sunglasses, solutions and accessories. For the very first time, consumers in India got the opportunity to experience Hamleys, which is considered to be the world’s most wonderful toy shop.The brand was launched in India with opening up of 2 stores during the year. Reliance Brands also announced exclusive licensing arr angement with two leading international brands: Steve Madden, a leading designer, wholesaler and retailer of fashion-forward footwear and accessories for women, men and children. Quiksilver, a leading outdoor sports lifestyle company to launch their core brands ‘Quiksilver’ and ‘Roxy’. Across India, reliance Retail serves over 2. 5 million customers every week. Its loyalty programme, ‘’Reliance One†, has the patronage of more than 6. 75 million customers. * Dhirubhai H. Ambani Founder Chairman Reliance Group December 28, 1932 – July 6, 2002 Dhirubhai Ambani founded Reliance as a textile company and led its evolution as a global leader in the materials and energy value chain businesses. He is credited to have brought about the equity cult in India in the late seventies and is regarded as an icon for enterprise in India. He epitomized the spirit ‘dare to dream and learn to excel'. The Reliance Group is a living testimony to his indomitable will, single-minded dedication and an unrelenting commitment to his goals. * PRODUCTS & BRANDSThe Company expanded into textiles in 1975. Since its initial public offering in 1977, the Company has expanded rapidly and integrated backwards into other industry sectors, most notably the production of petrochemicals and the refining of crude oil. The Company from time to time seeks to further diversify into other industries. The Company now has operations that span from the exploration and production of oil and gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals and synthetic textiles and fabrics.The Company's major products and brands, from oil and gas to textiles are tightly integrated and benefit from synergies across the Company. Central to the Company's operations is its vertical backward integration strategy; raw materials such as PTA, MEG, ethylene, propylene and normal paraffin that we re previously imported at a higher cost and subject to import duties are now sourced from within the Company. This has had a positive effect on the Company's operating margins and interest costs and decreased the Company's exposure to the cyclicality of markets and raw material prices.The Company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines and in providing a competitive advantage. The Company's operations can be classified into four segments namely: Petroleum Refining and Marketing business Petrochemicals business Oil and Gas Exploration ; Production business Others The Company has the largest refining capacity at any single location. The Company is: Largest producer of Polyester Fibre and Yarn 5th largest producer of Paraxylene (PX) 5th largest producer of Polypropylene (PP) th largest producer of Purified Terephthalic Acid (PTA) and Mono Ethylene Glycol (MEG) * * HISTORY: * The Reliance Retail had to face various difficulties before the launch of Reliance fresh, because of the various circumstances prevailing in Orissa, West Bengal and UP, along with the news focusing on the dearth of vegetables and fruits stocks. The retail business of Reliance then minimized its exposures in vegetable and fruit business, as a result established Reliance fresh positioning a pure super market play focusing on various categories like IT, consumer durables, home FMCG and food. * The retail company of Reliance may not supply the vegetables and fruits in a few states, the Reliance Fresh decided to not race with local wholesaler’s party because of the political reasons as well as its incapability to maintain a healthy supply chain. * GROWTH: Reliance Industries Limited Growth is Life * The first ever Reliance Fresh store was established in Hyderabad, wherein the company, mainly focused on the fresh produced vegetables and fruits at comparatively low price along with an introduction of farm to fork theory. * This was the idea, which was anticipated by the company was to take the supply direct from the farmers and then sell straightaway to the consumers removing the middle-men off the beaten track. Reliance introduced several formats in the marketplace to cater to needs of common people, which includes Reliance Fresh, Reliance super, Reliance Footprint, Reliance Timeout, Reliance Jewels, Reliance wellness, Reliance Mart and Reliance Digital, to name a few. In addition to this, the Reliance Retail also entered into a treaty with Apple, which is a leading Information Technology company, to set up a series of Apple Specialty Outlets branded as 1Sotre, with its first ever store in Bangalore. * With an idea to produce inclusive prosperity and growth of farmers, consumers, small shopkeepers and vendor partners, Reliance Retail was set up in order to lead the foray of Reliance Group into an organized retail. A typical Reliance Fresh store is pproximately 3000-4000 square feet an d caters to a catchment area of 2–3  km. After launch, in a dramatic shift in its positioning and mainly due to the circumstances prevailing in UP, West Bengal and Orissa, it was mentioned recently  in news dailies that Reliance Retail is moving out of stocking fruits and vegetable. Reliance Retail  has decided to minimise its exposure in the fruit and vegetable business. The company may not stock fruit and vegetables in some states.Though Reliance Fresh is not exiting the fruit and vegetable business altogether, it has decided not to compete with local vendors partly due to political reasons, and partly due to its inability to create a robust supply chain. This is quite different from what the firm had originally planned. When the first Reliance Fresh store opened in Hyderabad last October not only did the company say the store’s main focus would be fresh produce like fruits and vegetables at a much lower price, but also spoke at length about its â€Å"farm-to- fork† theory.The idea the company spoke about was to source from farmers and sell directly to the consumer, removing middlemen out of the way. Reliance Fresh, Reliance Mart, Reliance Digital, Reliance Trends, Reliance Footprint, Reliance Wellness, Reliance Jewels, Reliance Timeout and Reliance Super are various formats that Reliance has rolled out. In addition, Reliance Retail has entered into an alliance with Apple for setting up a chain of Apple Specialty Stores branded as I Store, starting with Bangalore. OPPORTUNITIES IN INDIAN ORGANIZED RETAIL SECTORThe opportunities in Indian organized retail sector are many for this sector is witnessing a boom. The Indian retail industry in amounted to US$ 200 billion in 2006, and out of this amount the amount the amount the Indian organized retail sector amounted to US$6. 4 billion. The opportunity in Indian organized retail sector can be judge from the fact that by 2010 it is expected to rise to US$23 . The Indian governments in 2005 allowed foreign direct investment (FDI) in single brand retail to 51%.These have opened up a lot of opportunities in India organized retail sector. In fact 325 departmental stores, 300 new malls and 1500 super markets are being built which shows the tremendous opportunities in organized retail sector in Indian have entered in. reliance industries limited is targeting for annual sale of US$25 billion by 2011. It is planning to invest US$6 billion in order to open 1,500 supermarkets and 1000 hyper markets. Bharti telecoms is palling a joint venture with Telco a global retail giant worth 750 million. CHALLENGES OF RETAILING IN INDIA In India the Retailing industry has a long way to go, and to become a truly flourishing industry, retailing needs to cross the following hurdles: * The first challenge facing the organized retail sector is the competition from unorganized sector. * In retail sector, Automatic approval is not allowed for foreign investment. * Taxation, which favors small ret ail businesses. * Developed supply chain and integrated IT management is absent in retail sector. * Lack of trained work force. * Low skill level for retailing management. * Intrinsic complexity of retailing- rapid price changes, threat of product obsolescence and low margins. Organized retail sector has to pay huge taxes, which is negligible for small retail business. * Cost of business operations is very high in India. RECRUITMENT PROCESS AT RELIANCE RETAIL CUSTOMER SERVICE ASSOCIATES 1. Sourcing of Candidates 2. Interview Schedule 3 . Selected Candidates are registered. 4. Offer Generation 5. Joining Formalities 6. Training REGISTRATION OF CANDIDATE R Select R MTAS Recruiter Register Candidates-All the details are filled and registration no. is generated Again RMTAS Recruiter Enter Candidate Data-Save the details Now Interview Rating Sheet is filled and saved. RMTAS Offer Process Offer- Registration No. long with Store code is inserted. Requisition No and Position No. is inserted along with Date of Joining, Location, Grade and Salary are mentioned and offer is finally generated. After this medical details are maintained. PF form along with Application Form is printed Joining Formalities On Boarding CHAPTER – 4 ANALYSIS & INTERPRETATION OF DATA TABLE NO. 1: Method Adopted by Reliance to Source Candidates | No. Of Respondents (HR Managers)| Percentage| Employee Referral| 4 | 20| Campus Recruitment| 2| 10| Advertising| 1| 5|Recruitment Agencies| 2| 10| Job Portals| 1| 5| Walk-In| 1| 5| All| 9| 45| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 20% of the HR managers adopted employee referral to source candidates, 10% adopted campus recruitment and recruitment agencies to source candidates and 5 % through walk Ins and advertisements and 45% adopted all methods to source candidates. CHART NO. 1: Method Adopted by Reliance to Source CandidatesInference: It can be inferred from the above chart that majority of HR managers adopted emp loyee referral, campus recruitment, advertisements and walk in to source candidates which is good for the company in terms of selecting the right candidate for the job TABLE NO. 2: Type Of Recruitment Preferred in Reliance | No. Of Respondents (HR Managers)| Percentage| Internal Source| 5| 25| External Source| 5| 25| Both| 10| 50| TOTAL| 20| 100| Analysis: 5% of respondents felt that the type of recruitment preferred in reliance is from internal sources whereas another 25% felt it is from external sources but 50% felt that reliance prefers both external and internal sources to recruit candidates. CHART NO. 2: Type Of Recruitment Preferred in Reliance Inference: It is inferred from the above chart that majority of respondents felt that reliance fresh prefers both internal sources and external sources to recruit the right candidates which is highly appreciated TABLE No. 3: Tests Used During The Process Of Recruitment | No. f Respondents (HR Managers)| Percentage| Written tests| 5| 5| Aptitude Test| 2| 10| Personal Interview| 1| 5| Psychometric Test| 2| 10| All| 10| 50| Total| 20| 100| Analysis: It can be analysed from that above table that 5% of the HR managers uses written tests and PI to judge the candidates, 10% managers told that they use aptitude and psychometric tests to judge and 50% managers told that they conduct all the mentioned tests to judge the candidates.CHART No. 3: Tests Used During The Process Of Recruitment Inference It can be inferred from the above chart that HR managers in Reliance conduct all types of tests to judge the candidates capabilities before hiring them which is beneficial for the company. TABLE NO. 4: Factors Which Influence The recruitment Process in Reliance | No. Of Respondents (HR Managers)| Percentage| Based on experience| 2| 10| Based on qualification| 5| 25| HR Policies of the company| 4| 20| All The Above| 9| 45| Total | 20| 100| Analysis:It can be analysed from the above table that 10 % of the HR managers considers exper ience as one of the factors which influences recruitment process in Reliance while, 25% and 20% managers considers qualifications and HR policies of the company respectively as the important factors and 45% of them told that is based on all the above mentioned factors. CHART NO. 4: Factors Which Influence the recruitment Process in Reliance Inference: From the above chart, it can be inferred that candidates experience, qualifications and the HR policies of the company are the various factors which influences the recruitment process of Reliance.TABLE No. 5: Technological Support For The Process Of Recruitment | No. of Respondents(HR managers)| Percentage| Telephone| 4| 20 | Video Conferencing| 2| 10| Online Support| 14| 70| Any Other| 0| 0| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers use online support for the process of recruitment while 20 and 10% managers espectively told that it is also done through telephone and video conferencin g. CHART No. 5: Technological Support For The Process Of Recruitment Inference: It can be inferred from the above chart that reliance uses online support in the process of recruitment which is helpful in recruiting the large mass of people without any chaos. TABLE No. 6: Time Taken By HR Managers to Fill The gap At Store Level | No. Of Respondents (HR Managers)| Percentage| 1day| 3| 15| 1-3 days| 14 | 70 | 7 days| 3| 15| -15 days| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 70% of the HR managers told that gap at the store level is filled maximum within 1-3 days while 15 % of them told that it either takes 1 day or 7 days to fill the gap. CHART No. 6: Time Taken By HR Managers to Fill The gap At Store Level Inference: So it can be inferred from the above chart that HR managers hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing fine job. TABLE NO. 7: Back Out Percentage Of Candidates After Being Offe red No. Of Respondents| %age| 1-5%| 16| 80| 5-10%| 3| 15| 10-15%| 2| 10| 15-20%| 0| 0 | TOTAL| 20| 100| Analysis: It can be analysed from the above table that 80% of the HR managers told that back out percentage of the candidates after being offered is 1-5% and 15% told that it is 5-10% while 10% managers told that is around 10-15%. CHART NO. 7: Back Out Percentage Of Candidates After Being Offered Inference:It can be inferred from the above chart that back out percentage of the candidates are between 1-5% after being offered which should be lessen in order to retain the employees. TABLE NO. 8: Biggest Challenge Faced By the organization in the process of recruitment | No. Of Respondents (HR Managers)| Percentage| Attrition| 16| 80| Availibility of manpower| 4| 20| Skilled people| 0| 0 | Salary Issues| 0| 0| TOTAL| 20| 100|Analysis: It can be analysed from the above table that 80% of the HR managers consider attrition as the biggest challenge faced by the organization, while 20% of them told that availability of man power is also the problem that company faces. CHART NO. 8: Biggest Challenge Faced By the organization in the process of recruitment Inference: It can be inferred from the above figure, that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. TABLE NO. 9: Most Important Reason For Attrition | No.Of Respondents (HR Managers)| Percentage| Lack of proper Work environment| 0| 0| Remuneration is not according to skills| 9| 45| Lack of job rotations| 6| 30| No lateral or vertical growth| 0| 0| lack of motivation| 0| 0| Salary and cut throat competition| 5| 25| TOTAL| 20| 100| Analysis: It can be inferred from the above table that 45% of the managers feels remuneration is the most important reason for attrition, 30% of them told that lack of job rotation is must be the important reason for attrition while 25% of them told that salary and cut throat competition is the most important reason for att rition.CHART NO. 9: Most Important Reason For Attrition Inference: It can be inferred from above chart that according to the HR managers of reliance the remuneration along with the salary and cut throat competition are the most important reason for attrition in the company. TABLE NO. 10: Solution For attrition in the Organization | No. of Respondents(HR Managers)| Percentage| Bring the challenges in the work environment| 4| 20| Provide development and skill training| 8| 40| Tackle and solve employees issues in real time| 7| 35|Create a preference based reward system| 1| 5| TOTAL| 20| 100| Analysis: It can be analysed from the above table that 40% of the HR managers believe that providing development and skills training to the employees can be the solution for attrition, 35% of them told that tackling and solving the employees issues in real time can be the solution while 20% of the managers suggested that bringing some changes in the work environment can be helpful and 5% thinks tha t creating a performance based reward system can be the solution for attrition. CHART NO. 0: Solution For attrition in the Organization Inference: It can be inferred from the above chart that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. TABLE NO. 11: Working duration of CSA’S in the organization | No. Of Respondents(CSA)| Percentage| Less than 6 months| 7| 17. 5| More than 6months| 15| 37. 5| 1 year| 10| 25| More than a year| 8| 20| TOTAL| 40| 100| Analysis: It can be analysed from the above table, that 37. % of the CSA’s are working in the company for more than 6 months but less than a year, 25% of them told that they are working from past one year, 17. 5% of the CSA’s told they are working from last 6 months and only 20% of the CSA’s are in the organization for more than a year. CHART NO. 11: Working duration of CSA’S are working in the organization Inference: It can be inferred from above chart that only 20 % of the CSA’s are in the organization for more than a year and so it is necessary for the company to take some steps in order to retain the employees for a longer period of time.TABLE NO. 12: Information about the vacancy in the organization | No. Of Respondents(CSA)| Percentage| job Portals | 3| 7. 5| Reference| 8| 20| Leaflets| 4| 10| Advertisements| 5| 12. 5| Word Of Mouth | 20| 50| Any other Please Specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 7. 5% of the CSA’s came to know about the vacancy in the organization from job portals, 20% of them told they came from reference, 10% told they got leaflets, 12. % came to know through advertisements and 50% of the CSA’s told that they came here by listening from their friends and relatives. CHART NO. 12: Information about the vacancy in the organization Inference: It can be inferred from the above that most of the people come to know through family and friends which is good but the company should do more advertisement to attract large number of people. TABLE NO. 13: Time Spent by CSA’s For the process of recruitment | No. Of Respondents(CSA)| Percentage| Less than 1 Day| 5| 12. 5| 1 Day| 5| 12. 5| 1-2 days| 25| 62. 5| More than 3 days| 5| 12. | TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 12. 5% of the CSA’s told it takes less than a day to complete the whole process 12. 5 of them told that it takes 1 day and 3 days respectively and 62. 5 % of the CSA’s told that it takes 1-2 days in the whole process of recruitment. CHART NO. 13: Time Spent by CSA’s For the process of recruitment Inference: It can be inferred from the above chart that the candidates have to spend more than one whole day during the entire process of recruitment. TABLE NO. 14: Problems faced by CSA’s during the process of recruitment No. Of Responde nts(CSA)| Percentage| Communication| 5| 12. 5| Documents Required| 10| 25| Time Involved | 20| 50| Managers Behavior| 2| 5| Any Other Please Specify| 3| 7. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 12. 5% of the CSA’s considers communication as one of the problem faced by them at the time of recruitment 25% of them told documents required is one of the problem , 5% told managers behaviour and 50% of the CSA’s considers time as the biggest problem they come through while recruitment.CHART NO. 14: Problems faced by CSA’s during the process of recruitment Inference: It can be inferred from the above chart that the time involved is the biggest problem faced by CSA’s during the process of recruitment which needs to be shorten. TABLE NO. 15: Satisfaction level of CSA’s with the recruitment Process | No. Of Respondents(CSA)| Percentage| Highly Satisfied| 5| 12. 5| Satisfied| 15| 37. 5| Neutral| 18| 45| Dissatisfied| 2| 5| Highly Dissatisfied| 0| 0| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 12. % are highly satisfied with the recruitment process, 37. 5% respondents are satisfied, 45% is neither satisfied nor dissatisfied and 5% respondents are dissatisfied with the recruitment process in Reliance Fresh. CHART NO. 15: Satisfaction level of CSA’s with the recruitment Process Inference: It can be inferred from the above chart that majority of CSA’s are neither satisfied nor dissatisfied with the recruitment process. None of the CSA’s are highly dissatisfied with the process still there is scope for improvement of recruitment process in reliance fresh. TABLE NO. 6: Working duration of Ex-CSA’s in the organization | No. Of Respondents(Ex-CSA’s)| Percentage| Less than 6 months| 10| 25| More than 6 months| 18| 45| 1-2 years| 7| 17. 5| More than 2 years| 5| 12. 5| TOTAL| 40| 100| Analysis: It can be analysed from the above figure that 45% of the Ex-CSA’s told they have worked for more than 6 months, 17. 5% of them have worked for 1-2 years, 25% have worked for less than 6 months and 12. 5 % Ex-CSA’s have worked for more than 2 years. CHART NO. 16: Working duration of Ex-CSA’s in the organization InferenceIt can be inferred from the above chart that majority of CSA’s have worked for more than 6 months,  Ã‚  which implies the need to change the HR policies and practices to improve employee retention. TABLE NO. 17: Main Reason Behind Leaving the Organization | No. Of Respondents (Ex-CSA’s)| Percentage| Higher Studies | 3| 7. 5| Got Good Opportunity Somewhere Else| 12| 30| Due to Salary| 23| 57. 5| Behavior Of The Store Manager| 2| 5| Any Other, Please specify| 0| 0| TOTAL| 40| 100| Analysis: It can be analyzed from the above that 7. % of the Ex-CSA’s have left the organization due to higher studies, 30% have left because they got good opportunities somewhere else, while 5% have left the store due to bad attitude of the store manager and 57. 5% of Ex-CSA’s told that they have left the organization because they are not satisfied with the salary they are getting. CHART NO. 17: Main Reason Behind Leaving the Organization Inference: Therefore it can be inferred from the above chart that most of the CSA’s have left the company due to salary. They are paid but they are not satisfied with the amount they are getting.TABLE NO. 18: Awareness Of Job Profile at the time of joining | No. Of Respondents(Ex-CSA’s)| Percentage| YES| 30| 75| NO| 10| 25| TOTAL| 40| 100| Analysis: It can be analyzed from the above table that 75% of the Ex-CSA’s were aware of the job profile at the time of joining while 25% of them are not aware before joining. CHART NO. 18: Awareness Of Job Profile at the time of joining Inference: It can be inferred from the above that all the candidates should made aware about the job profile at the time of joining. TABLE NO. 19: Wor k Environment is good or not | No.Of Respondents(Ex-CSA’s)| Percentage| YES| 20| 50| NO| 20| 50| TOTAL| 40| 100| Analysis: It can be analysed from the above table that 50% of the Ex-CSA’s found the work environment good but 50% of the Ex-CSA’s told that it is not that good. CHART NO. 19: Work Environment is good or not Inference: It can be inferred from the above chart that work environment is neither very good nor very bad so it can be improved and made more comfortable for working. TABLE NO. 20: Willingness to rejoin the organization | No. Of Respondents(Ex-CSA’s)| Percentage| NO| 35| 87. 5| YES| 5| 12. 5| | 40| 100|Analysis: It can be analyzed from the above table that 87. 5% of the Ex-CSA’s are not willing to rejoin the organization while only 12. 5% of them told that they can join the organization if they will get the opportunity. CHART NO. 20: Willingness to rejoin the organization Inference: It can be inferred from the above chart that most of the left employees will not join the organization again but few can join if they will get the opportunity. CHAPTER-5 FINDINGS, CONCLUSIONS & SUGGESTIONS SUMMARY OF FINDINGS From the above data analysis and interpretation, following are the findings: To study the recruitment process involved in the organization. * Reliance follows a particular process for recruitment which is good and is according to the HR policies of the company. * Reliance adopts different processes like employee reference, walk-ins, advertisements for sourcing the candidates which is good in terms of selecting the right candidate for the vacant position. * Reliance uses both the internal and external sources to recruit the candidates. * Reliance uses aptitude tests, written tests, personal Interviews and Psychometric tests to judge the candidates before hiring them. Reliance recruits the candidates based on their experience and qualifications along with the HR policies they have adopted. * To analyse the chall enges faced by the organization in recruitment. * HR managers in reliance hardly takes 1-3 days to fill the gap at store level which shows that their recruitment team is doing good job. * It is found that back out percentage of the candidates after being offered is between 1-5% ,which should be lessen in order to retain the employees. * It is also found that the company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth. It is also found that according to the HR managers the remuneration and cut throat competition are the most important reason for attrition in the company. * It is also found that attrition can be controlled if the company provides development and skills training to the candidates and also if they start solving employees issues in real time. * To study the employees perception towards the recruitment process * It is found that very few CSA’s are working in the organization for more than one year and so necessary measures are need to be taken in order to retain the employees for a longer period of time. It is also found that most of the employees come to know about the vacancies in the organization through their family and friends which are good but the company should do more advertisement to attract more people in large number. * It is also found that the candidates have to spend lots of time for the entire process of recruitment. * It is also found that the time involved is the biggest problem faced by CSA’s during the process of recruitment. * It is also found that CSA’s views are neutral towards the recruitment process so it can be improved and can be made more appropriate. * To study the major reasons for high attrition rate in Reliance fresh * It is found from the analysis that majority of the CSA’s have worked for more than six months and then left the company because they want hike in their salary. * Therefore, it can be inferred that most of the CSA’s hav e left the company due to salary. * It is also found that work environment is neither very good nor very bad so it can be improved. * It is also found that most of the Ex-CSA’s will not join the organization again but only very few can join if they will get the opportunity.CONCLUSION Human resources are the most critical assets of any organization as the organization's success lies in their hands. Recruitment is an important part of an organization's human resource planning and their competitive strength. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company and eventually decide whether they wish to work for it. High quality employees cannot be selected when better candidates do not know of job openings.From my study, it can be concluded that reliance has an effective recruitment and selection process but some improvement still can be done. The process is successful in bringing the right person to the right place as the selection process is strict and ensures that best talent is brought to the company. Reliance hires the employees based on their qualification and experience according to the HR policies which is appreciable. The company is having high rate of attrition, which needs to be solved quickly in order to maintain its growth and reduce the recruitment cost.The major reason for high attrition rate is compensation. Employees working at reliance fr