69133781 big bazaar main project 3

8/11/2019 69133781 Big Bazaar Main Project 3

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CONTENTS

Chapters Title Page No.

Chapter- 1 Introduction1.1 Company Profile1.2 Big bazaar promise1.3 Vision, mission & core values1.4 Organization Structure1.5 SWOT Analysis

7 - 16

Chapter-2 Introduction to HumanResource Management2.1 Meaning2.2 Objective2.3 Key functions2.4 Recruitment and Selection2.5 Performance Appraisal2.6 Training and Development

17 - 47

Chapter- 3 Research Objective 4849

Chapter- 4 Research Methodology 5053

Chapter- 5 Data Analysis & Interpretation 5466

Chapter- 6 Findings & Suggestions 6770

Chapter- 7 Conclusion7.1 The cases of satisfaction7.2 The cases of dissatisfaction

7174

ReferenceBibliography 7576

AppendixQuestionnaire 7779


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Company Profile

Pantaloon Retail (India) Limited, is Indias leading retailer thatoperates multiple retail formats in both the value and lifestylesegment of the Indian consumer market. Headquartered in Mumbai(Bombay), the company operates over 16 million square feet of retailspace, has over 1000 stores across 73 cities in India and employs

over 30,000 people.The companys leading formats include Pantaloons, a chain offashion outlets, Big Bazaar, a uniquely Indian hypermarket chain,Food Bazaar, a supermarket chain, blends the look, touch and feel ofIndian bazaarswith aspects of modern retail like choice, convenienceand quality and Central, a chain of seamless destination malls. Someof its other formats include Brand Factory, Blue Sky, aLL, Top 10 andStar and Sitara.

Future Value Retail Limited is a wholly owned subsidiary of PantaloonRetail (India) Limited. This entity has been created keeping in mindthe growth and the current size of the companys value retailbusiness, led by its format divisions, Big Bazaar and Food Bazaar.

The company operates 148 Big Bazaar stores, 169 FoodBazaar stores, among other formats, in over 70 cities across thecountry, covering an operational retail space of over 6 million squarefeet. As a focussed entity driving the growth of the group's value retailbusiness, Future Value Retail Limited will continue to deliver more

value to its customers, supply partners, stakeholders andcommunities across the country and shape the growth of modernretail in India.

A subsidiary company, Home Solutions Retail (India) Limited,operates Home Town, a large-format home solutions store, Collectioni, selling home furniture products and eZone focused on catering tothe consumer electronics segment. Pantaloon Retail is the flagship


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company of Future Group, a business group catering to the entireIndian consumption space.

Future Group

Future Group, led by its founder and Group CEO, Mr. Kishore Biyani,

is one of Indias leading business houses with multiple businessesspanning across the consumption space. While retail forms the corebusiness activity of Future Group, group subsidiaries are present inconsumer finance, capital, insurance, leisure and entertainment,brand development, retail real estate development, retail media andlogistics.

Led by its flagship enterprise, Pantaloon Retail, the group operatesover 16 million square feet of retail space in 73 cities and towns and

65 rural locations across India. Headquartered in Mumbai (Bombay),Pantaloon Retail employs around 30,000 people and is listed on theIndian stock exchanges. The company follows a multi-format retailstrategy that captures almost the entire consumption basket of Indiancustomers. In the lifestyle segment, the group operates Pantaloons, afashion retail chain and Central, a chain of seamless malls. In thevalue segment, its marquee brand, Big Bazaar is a hypermarketformat that combines the look, touch and feel of Indian bazaars withthe choice and convenience of modern retail.

The groups speciality retail formats include supermarket chain - FoodBazaar, sportswear retailer - Planet Sports, electronics retailer -eZone, home improvement chain -Home Town and rural retail chain -

Aadhaar, among others.

Future Group believes in developing strong insights on Indianconsumers and building businesses based on Indian ideas, as


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espoused in the groups core value of Indianness. The groupscorporate credo is, Rewrite rules, Retain values.

BIG BAZAAR

Big bazaar is the companys foray into the world of hypermarket

discount stores, the first of its kind in India. Price and the wide array

of products are the USPs in Big Bazaar. Close to two lack products

are available under one roof at prices lower by 0 to 60 per cent over

the corresponding market prices. The high quality of service, good

ambience, implicit guarantees and continuous discount offers have

helped in changing the face of the Indian retailing industry. A leading

foreign broking house compared the rush at Big Bazaar to that of a

local suburban train.

Big Bazaar is a chain of shopping malls in India, owned by the

Pantaloon Group and which work on Wal-Mart type economies of

scale. They have had considerable success in many Indian cities and

small towns. Big Bazaar provides quality items but at an affordable

price. It is a very innovative idea and this hypermarket has almost

anything under one roof.Apparel, Footwear, Toys, Household

Appliances and more.The ambience and customer care adds on to the shopping

experience.

Is Se Sasta Aur Accha Kahin Nahin !


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THE BIG BAZAAR PROMISES:

1. MANUFACTURERS WARRANTIES ON ALL PRODUCTS:

Big Bazaar promises to sell only the original products from the

authorized dealers; so that all applicable products carry the original

manufacturers warranty. To service any product purchased at Big

Bazaar, customer can visit the authorized service centre of the

manufacturer. The invoice accompanying the product is the warranty

document.

2. GUARANTEED DELIVERY:

Big Bazaar guarantees to deliver the exact product that has selected,

without defects. In case of receiving a different product, or if the

product is damaged in transit, the customer should contact it within

the stipulated time period and Big Bazaar will ensure that it is

replaced or refunded.

3. SECURE PAYMENT:

It commits to ensure that no payment misuse happens, so we work

with banks and payment gateways to ensure that your information is

protected. Payments are protected both by it and by the policies of

customers bank, and the chances of fraud in these channels are

actually very low. Big Bazaar openly publishes its office addresses

and is part of Indias largest retail company with a presence all over

Indiaso you know how to contact us in person, if required.

4. OUR SIMPLE 7-DAYS RETURN POLICY:

If customer has purchased something at Future Bazaar and the

product did not meet its expectations or does not fit to his needs, then

it can return the product to us; no questions asked, as long as it is in

its original packaging and accompanied by its invoice. We will even

make the return process simple for youjust contact our customer


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support and well arrange to pick up the product from your home.

Alternately, you can drop it off at the nearest Big Bazaar.

5. PROMPT CUSTOMER SUPPORT:

Our customer support is manned by dedicated call centre personnel,

who can take decisions and resolve your problems. They are eager

to solve your problems and are aware of the processes and means to

handle them. In case they cannot solve the problem at their end,

they will trigger the required action on your behalf or advise you the

best possible method to a successful fulfillment of all your

queries/issues. Be assured that when you call us, your call is being

taken seriously.


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GROUP VISION:

Future Group shall deliver Everything, Everywhere, Every time for

Every Indian Consumer in the most profitable manner.

GROUP MISSION:

We share the vision and belief that our customers and stakeholders

shall be served only by creating and executing future scenarios in the

consumption space leading to economic development.

We will be the trendsetters in evolving delivery formats, creating retail

realty, making consumption affordable for all customer segments

for classes and for masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, cost- conscious and committed to quality in

whatever we do.

We shall ensure that our positive attitude, sincerity, humility and

united determination shall be the driving force to make us successful.


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CORE VALUES:

Indianans: confidence in ourselves.

Leadership: to be a leader, both in thought and business.

Respect & Humility: to respect every individual and be humble.

Introspection: leading to purposeful thinking.

Openness: to be open and receptive to new ideas, knowledge and

information.

Valuing and Nurturing Relationships: to build long term

relationships.

Simplicity & Positivity: Simplicity and positivity in our thought,

business and action.

Adaptability: to be flexible and adaptable, to meet challenges.

Flow: to respect and understand the universal laws of nature.


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Organization structure

Store Manger

Asst. Store Manager

Dept. Manager Human Resources

Visual Merchandising

Marketing Manager Administration

CSD

Asst. DM

Team Leader

Team Member

Maintenance

Housekeeping

Ware House


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SWOT Analysis

STRENGTHS

Through understanding of the needs of Indian consumers.

Vast range of products under one roof.

Benefit of being pioneer in the Indian retail industry.

Superior quality goods are available at reasonable prices.

Fast growing Indian middle class with reasonably good

purchasing power.

It has a good brand name.

One stop shop for variety of products, increasing customer time

and available choices.

WEAKNESSES

Unable to meet store opening target so far.

Falling revenue per square feet.

Stiff competition from traditional (unorganized sector)

OPPORTUNITIES

Potential rural markets.

Can enter into production of various products due to its in depthunderstanding of customers taste and preferences

Scope of expansion in smaller cities as there is a lot of

opportunities.

There remains a large future scope for the retail industry in

India, as incomes rise and consumption increases

The opportunity for widening the business all over India

because Big Bazaar opens new stores in untapped market.

THREATS

Government Policies encouraging the unorganized sector will

affect adversely the big players.

High taxes in India suppress consumption


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Smaller specialty shops and informal shops are sometimes able

to avoid taxes, offering lower total prices to customers.


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Introduction

To Human

Resource

Management


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Meaning of Human Resource Management

The total knowledge,skills, creative abilities and talents and

aptitudes of an organization's workforce, as well as value, attitutes

and beliefs of the individuals involved Leon C.Megginson

Human Resource Management (HRM) is the function within an

organization that focuses on recruitment of, management of, and

providing direction for the people who work in the organization

Human Resource Management is the organizational function that

deals with issues related to people such as compensation, hiring,

performance management, organization development, safety,

wellness, benefits, employee motivation, communication,

administration, and training. Human Resource Management ismanaging (planning, organizing, directing and controlling) the

functions of employing, developing and compensating human

resources resulting in creating and developing human relations and

utilization of human resources with a view to contribute

proportionately to the organizational, individual and social goals.

Objectives of HRM

To effective utilization of the human resources To establish and maintain an organizational structure

To secure integration to the individuals and organization by

reconciling individual group goals

To generates maximum development of individuals groups

To recognize and satisfy individual needs and group goals.

To maintain high morale and better human relations

To develop and maintain a quality of work life

To establish and maintain productive self-respecting workingrelationships


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Key Functions

Human Resource Planning

Recruitment & Selection

Performance Appraisals Training & Development

Compensation & Benefits

Functions of HRM

Managerial Function

Planing

Directing

Organizing

Controling

Operative Function

Employement

HR Development

Human Relation

Compansention


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Recruitment and Selection

Recruitment - A process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employee

effective measures for attracting that manpower in adequate numbersto facilitate effective selection of an efficient workforce.Activities

designed to attract a qualified pool of job applicants to an

organization.

Selection - Choosing from a pool of applicants the person or persons

who offer the greatest performance potential.

Recruitment Source

Internal sourceExternal source

Recruitment in Big Bazaar

Recruitment at big bazaar is done through following sources:

A) Consultancy Services: For top level management, employees

are recruited through private consultants. They are usually

appointed as departmental manager.

B) Walk-ins: This is the main source through which Big Bazaar

recruits is employees. People seeking job usually themselves

approach the HR department for job vacancy. Employees

usually selected from this source are appointed at the entry

level as team members.

C) Employee Referrals: This is the other main source through

which employees referrals are first interviewed and from their

previous employer opinion is taken about their behavior and

performance in the job. If they receive a positive opinion from

their previous employer they are selected.

D) Campus Recruitment: Young people bring new ideas and

fresh enthusiasm. Therefore Big Bazaar visits some of the

reputed educational institutions to hire some of the post

talented and promising students as its employees.


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E) Internal source: Persons who already working in an

organization constitute the internal sources.

INTERNAL JOB APPLICATION

POST APPLIED FOR:________________ Biz Unit/Zn/Off: _________________

P

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Name: Date of Application:

Email Id: Contact No:

DOB: Band:

Current Role: Designation:

DOJ PRIL: Emp Code: HOD(Name & Contact No):

Total Experience: PRIL Experience:

E

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Course School/College Board/University Percent

age

Year of Passing


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D

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Name of

Organizati

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Position

Held

Yrs of exp Responsibilities handled

Why do you consider yourself suitable for the given position?

______________________________________________________________________

______________________________________________________________________

_______________________________

What are your Career Aspirations?

______________________________________________________________________

______________________________________________________________________

_________________________________________________

--Thank You--

Selection Procedure

Interview

Psychometric Tests

5 days training


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Performance Appraisal

Performance appraisal is a method of evaluating the behavior of

employees in the work spot, normally including both the quantitative

and qualitative aspects of job performance.

Performanceappraisal is the process by which an employees

contribution to the organization during a specific period of time is

assessed

C.D. Fisher

Performance Appraisal at Big Bazaar

Performance appraisal at Big Bazaar generally passes from twostages:

Confirmation Appraisal

Annual Performance Appraisal

Annual Performance & Development

I. Background:

An effective Performance Management System serves as a key

enabler to drive a performance oriented culture in an organization. In

this direction, the Policy on Annual Performance & Development

Review aims to provide basic understanding and a framework for

effectively conducting a fair and objective Performance Appraisal

which will help link performance to rewards and capturing the

performance gap areas/ developmental needs to drive people

capability development in the organization.

II. Objective:

To facilitate an effective annual stock taking of performance against

the set targets of the employees and recognize superior performance.

To serve as a tool to help identify performance gaps and thereby take


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appropriate measures to address these gaps through development

interventions for the employee.

III. Scope & Eligibility:

Employees who are on the regular rolls of the Company only will bepart of the review. All Employees in Bands 1 to 4 in Store Operations

who have joined the organization on or before 30th Sep are eligible

for the review (eg. Those joined before 30.9.10 is eligible for the

Appraisals for 10-11) The concerned employee should be confirmed

as on 31-Mar 2011. All employees under temporary/part time/contract

/ flexi manning scheme will not be a part of the review Employees,

who are members of the Groups PRISM Store Karta Talent-pipeline

Program, shall also be apprised & rated as per this policy.

IV. Review Period:

The Performance review period for the Store employees is April 1st

to

March 31st

V. Cases of Mid Year Transfer:

In case of role change/ transfer during the appraisal year, the

appraiser with whom the employee has spent 6 months or more will

be responsible for appraising the employee with inputs from the other

reporting managers [where less than 6 months was served]

concerned.

VI. Appraisal Forms:

There are 4 sets of different Appraisal forms which are to be used for

the Store Appraisals:

(A) Band1: Team Member/Team Leader/Support

(B) Band 2 & 3: ADM/DM/ASM/Support

(C) Band 2 & 3: Store In charge

(D) Band 4: Store Managers


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VII. Assessment Criteria & Weight age:

The overall Performance Assessment will be done on following three

criteriaeach carrying a weight age depending on the Bands:

VII.1. Key Result Areas (KRA):

KRAs are a set of performance parameters/measures/targets for the

employee set during the performance year. To ensure alignment of

the KRAs to the vision, strategy and ABP of the organization, they

should be set in line with the four objectives of the Balance Score

Card format:

Financial: KRAs should be set based on financial measures like

revenue growth, profit margins, costs etc.

Customer: KRAs should be set based on the Value proposition that

will be applied to satisfy customers. E.g. Customer Satisfaction,

Conversion rates etc.

Internal Processes: KRAs should take into account processes that

create and deliver customer value proposition e.g. Statutory

Compliance, Process Compliance, process efficiency etc.

Learning & Growth: Employees are the main repository of

knowledge in an organization and hence the most critical resources.

Initiatives taken towards people development are vital and should be

a part of KRAs. E.g. Developing people thru Training, grooming,

People Engagement/Satisfaction, Productivity etc

The employees in Band 1 / Front-end Staff are not required to use the

BSC format. They will be assessed using another format with only

KRAs, weight ages & targets as its components.Each KRA has a weight age assigned to it & sum of all KRAs is equal

to 100. The weighted score for each KRA is arrived at by multiplying

the assigned Weight age & Rating.

The final KRA score = the sum of weighted scores for all KRAs.


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VII.2. Competencies:

A Competency is a combination of applied skills, knowledge and

behaviors that is important for the successful performance in a

specific role. The appraisal form clearly defines each competencyand the Appraiser is required to relate to the extent the employee

demonstrated behaviors on the job in relation to the competency,

while rating them. The total Competency score is the Average score

of all competency ratings.

VII.3.Value Orientation:

Our shared Values are critical for our growth & Success and therefore

all employees need to demonstrate positive behaviors reinforcing

them. Appraiser needs to assess the appraise on the orientation to

each of the 9 Core values of the Company. The total Value

Orientation score is the Average score of all Value orientation ratings.

The applicability & weight age

of the above assessment

criteria will be as per following:

Band

BSC /

KRA's

Competen

cies

Value

Orientatio

n

Band 1 85% Not

Applicable

15%

Band 2 70% 15% 15%

Band 3 70% 15% 15%

Band 4 60% 25% 15%

VIII. Rating Scale:

The rating as per the Assessment criteria will be done on thefollowing scale:

VIII.1. Foremployees in

band 1: In line with

Rating Scale

3 2 1


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X. Appraisal Process:

The Appraisal process is divided into 3 Stages as enlisted under:

X.1.Pre-Appraisal:

a. Performance Planning:

The performance expectations and targets communicated to the

appraise as per the KRA format at the beginning of the appraisal year

shall form the basis of the appraisal process. KRA setting is the

starting point of the Performance Management Exercise and should

be undertaken as under: Employee should draft KRAs based on the

ABP, Targets & Objectives The reporting Manager should discuss &

review these KRAs with the employee A set of KRAs should bedefined and weight ages assigned to each KRA

b. Appraiser & Appraise Preparedness:

The People Office in the respective locations shall be responsible for

training and orienting the Appraises & Assessors on the PMS

process. Every Store/Zone will have a Help Desk to facilitate

resolution of Appraisal Policy & Process related queries during the

period of Appraisal. Queries/concerns on Appraisals only (not onpromotions/increment rates etc.) can be directed to the Help Desk

Representative.

c. Self Assessment (Band2 & above only):

Self Appraisal is intended to give an opportunity to the Appraisee to

assess his/her own performance /achievements with respect to the

KRAs, Value Orientation & Competencies.A Self Assessment should

be done as per prescribed rating scale. All information pertaining toperformance, achievements & learnings, Training Needs should be

furnished in the appraisal form.


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X.2.Appraisal Discussions:

a. Performance Assessment:

The Appraiser should have a detailed discussion with the Appraisee

on various aspects covered in the Self Appraisal and should providefeedback based on actual data and examples which the Appraisee

would be able to relate to. The performance rating is to be provided

as per applicable Assessment criteria & rating scale. The total

performance score after completion of performance rating as per

prescribed Assessment criteria & rating scale will be forwarded to the

reviewer. The Reviewer should go through the assessment and give

his consent/recommend correction in the Ratings/Overall

Assessment, as the case may be, based on data. The Zonal Head (ifapplicable) should go through the assessment and give his

consent/revise the Ratings/Overall Assessment, as the case may be,

based on data. The highest assessor/respondents Overall Ratings

are to be considered for Vitality Curve Input and should not be

rounded off.

b. Development Review:

Areas of Training & Development in terms of Functional/behavioralSkills are also to be identified & recommended along with suitable

mode of learning.

c. Potential Assessment:

The Appraiser & Reviewer should also assess the Appraisee on his

potential for the following:

Preparedness of the Appraise for larger assignments

considering timelines. Promotion, if any, should be based on individuals readiness for

the role as well as availability of suitable vacancies. Adequate

justifications in terms of enhanced and changed responsibilities

/ role etc are also to be furnished.


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Promotion to Store Karta roles shall not be effected through the

PMS route & will be only through the PRISM Store Karta

Talent-pipeline Program.

Note: In case of Store Staff who are members of the Groups PRISMStore Karta Talent-pipeline Program, following guidelines are to be

adhered:

Appraisal & performance rating as per the regular PMS process

applicable to others is to be considered for PRISM participants

[including application of increment amounts].

Promotion to Store Karta roles shall not be effected through the PMS

route.

In special cases where the PRISM participant is below the minimum

grade of DM, up-gradation to the next immediate grade is mandatory.

PRISM participants can be considered for promotion to non-Store

Karta ASM positions in BB Cut-Ins or equivalents [E.g. ASM-

Fashion@BB or ASM-Food]

There will be no promotion on any other grounds for PRISM

participants vide the appraisal process and their career progressionwill be managed through the PRISM program.

X.3.Post Appraisal Discussions:

a. Vitality Curve (VC) Administration:

The Overall Ratings of the highest Assessor/Respondent are to be

considered for administering the Vitality Curve. The Performance

Ratings are final only after the Vitality Curve is decided for each

category of employee. These ratings will be treated as Final and formthe basis on which Annual Increments will be decided. The VC

guidelines based on the levels of store performance along with exact

percentage distribution of employees at each of the Rating Levels will

be communicated separately in the guidelines to be issued by the

HO.


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b. Increments/ Promotion:

Guidelines for Increments will be issued by the HO and may differ

across concepts/ businesses based on concept/ business

performance and performance rating of the employee. Promotionsbased on recommendations, if any, are to be considered based on

the individuals readiness for the role as well as availability of suitable

vacancies.

c. Performance Improvement Program (PIP):

In case of consistent non-performance for a period of 3 months, the

employee will be put on the Performance Improvement Program

(PIP). The PIP aims at improving performance of the employee

through formal training, on-the-job training and other methods.

Following this the employees performance is reviewed by a

committee which would make a decision on further course of action.

XI. General guidelines:

All guidelines/instructions enumerated in the policy including those in

the Appraisal Forms, Appraiser Guide, and Appraise Guide are to be

followed during the Appraisal Process. Relaxation to any of theconditions laid down in the policy will be allowed only with the

approval of Head HR. The Policy can be revised /altered as per need

from time to time. Decision on any issue/conflict arising out of the

policy will rest with the Head HR. The Policy comes into effect from

Appraisal year 10-11 (1st

March 2011).


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Methods

Training

On the job Methods Off the job Methods

Job rotation Vestibule training

Coaching Role Playing

Job instruction Lecture methods

Training throughStep by step Conference or Discussion

Committee Assignments Programmed Instruction

Internship Training Audio- visual Methods

Computer-based Training and

E- Learning


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Types of Training Provided By Big Bazaar

Customer happiness including selling skills.

Communication skills.

CashieringProduct training.

Gurukul

Analytical skill.

Value internalization for all employees.

Store Guru.

Supervisory skills.

Analytical kills and commercial acumen.

Analytical skill and decision making.

Interpersonal skill and effectiveness.

Innovation and disruptive thinking.


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Customer Happiness including Selling SkillsBand 1/2

Overview

Helps them to internalize the importance of customer is GOD and

understand that customer delight is all about going the Extra Mileand creating unexpected delight. Provides them with techniques and

strategies to help them to drive sales by understanding and

responding to customer needs.

What They Will Learn?

Who is there customer?

Customer touch points (Moments of Truth)

Impact of behavior on service Elements of service

Customer Buying Behavior

Sales Process (Open to Close)

Why Should They Attend?

At the end of the workshop, they will get a clear understanding of the

concept of customer delight and how to ensure the same at all timesthrough pro-active behavior and closing a sale based on customer

requirements

Duration

3 days

.


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Band 1 Program (TL): Communication Skills

Overview

Equips them with skills to improve their verbal and non-verbal

communication and highlights barriers to communication.

What they will learn?

How do they communicate?

Non-verbal communication: Body language

The communication process

Barriers to communication

Listening/ Probing

Positive language Effective written communication

Giving clear instructions

Feedback


At the end of the workshop, they will be able to understand the

importance of verbal and non-verbal communication and how toeliminate barriers. How to give clear instructions and feedback

techniques

Duration

2 days

.


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Band 1 Program: Cashiering (Old & New POS)

Overview

Equips them to understand the entire cashiering process with an

emphasis on providing customer delight.


Accepting merchandise, scanning and billing

Troubleshooting

Updating offers and promotions

Back-end cash handling

Cash retention standards

Cash till management

Why should they Attend?

At the end of the workshop, they will be to handle the cashiering

equipment efficiently and adhere to the standard cashiering

processes resulting in customer delight.

Duration

2 days


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Band 1 Program: Product Training - Level 2

Overview

Specific level 2 Product Training Including basics of VM and Product

Handling and Display for the following categories

Apparel

Food

General Merchandise

Electronics

Home

What they will learn?

Product Handling

Display Basics

Stacking Norms


At the end of the workshop, they will have complete knowledge of

products USPs and the standard handling and display techniques.

Duration

3 days


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Band 1 Programme: Gurukul

Overview

Gurukul will help them to develop self confidence and belief in their

self through a series of activities focusing on stress management andconfidence building


Building openness and awakening dreams

Personal effectiveness

Overcoming obstacles

Understanding others

Positive attitude Turning dreams into reality

Celebrating potential

Managing time effectively

Stress management


At the end of the workshop, they are ready to face challengingsituations more confidently and learn to work effectively with others

Duration

3 days


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Band 1 Programme: Analytical Skills (DSR Interpretation)

Overview

Equips them in gathering, analyzing and processing relevant

information; identifying the root cause(s) or source(s) of the problemin order to generate alternative solutions or responses; determining

how well they are supported by the information. Helps participants

understand the implications of cost and improve the quality of their

decision making.


Analyzing commercial data using the following process

Understanding and analyzing the situation

Evaluating alternatives

Making a decision

Monitoring and evaluating the outcome


At the end of the workshop, they will be able to interpret commercial

data in an organized fashion and make use of various tools for

analysis and action planning

Duration

2 days


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Value Internalization for All Employees

Overview

Value Internalization is a workshop designed to introduce the Values,

Beliefs and Culture that form the corner stone of Future Group.During the workshop, they are introduced to the concept of retailing

which is the core business of Future Group.


Preamble

Introduction to retail

Future Retail

Organization values. Belief

Behavior

Business

Retail is Religion (Customer is Bhagvan)

Change

KARTA


At the end of the workshop, they will be able to imbibe and uphold

organizational beliefs and culture. It would also help them to

understand their belief and behavior in relation to People, Products,

Customers and Process.

Duration

1.5 days + 0.5 (For store management team only)


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Band 2 Programme: Store Guru

Overview

Covers the various aspects of facilitation skills. Introduces the Vikram

and Vetal methodology of training .Helps them to gain anunderstanding of the factors that contribute to a successful training

program.


Importance of Icebreakers

Expectation Mapping

Vikram and Vetal Training methodology

Storytelling as a training tool Pre-Training

During Training

Post Training


At the end of the workshop, they will be able to conduct training

sessions effectively. They will be able to successfully build knowledgelevels of the participants keeping in view the shop floor perspective

and operational requirements.

Duration

3 days


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Band 2 Programme: Supervisory Skills

Overview

Helps them to make the transition into efficient and effective

supervisors and equips you with all the skills required to not justmanage people but also harness potential.


Communication skills

Clear instructions

Coaching for performance

Micro and macro-vision

Delegation

Conflict management

Feedback

Managing stress: Self and team

Time management

Why They Should Attend?

The programme will help them to develop their ability to supervise a

team by encompassing the following skills:

Team management.

Delegation and effective feedback

Help them understand the keys to effective planning, prioritizing and

building productive relationships with other work groups

Duration

3 days


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Band 2 Programme: Analytical Skills & Commercial Acumen

Overview

Equips them in gathering, analyzing and processing relevant

information; identifying the root cause(s) or source(s) of the problemin order to generate alternative solutions or responses; determining

how well they are supported by the information. Helps participants

understand the implications of cost and improve the quality of their

decision making.


Analyzing commercial data using the following process:


Evaluating alternatives

Making a decision



At the end of the workshop, they will be able to interpret commercial

data in an organized fashion and make use of various tools for

analysis and action planning

Duration

2 days


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Band 2, 3 & 4 Programme: Interpersonal Skills and Group

Effectiveness

Overview

This workshop will help them to develop insights into their personality,how it can be perceived by others and also how other people feel,

think and act.


Johari window

Communication style grid

Listening and barriers to listening

Non-verbal communication Communicating assertively

Constructive feedback

Team communication skills


At the end of the workshop, they will be able to a get a better

understanding of self which in turn will help them to relate with their

team and co-workers effectively

Duration

2 days


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Band 3 Programme: Analytical Skills and Decision Making

Overview

Enables them to tackle decision making in a methodical and

analytical manner. It also deals with the EQ (emotional intelligence)element in decision making that takes into account the human aspect,

long-term consideration and the understanding of emotions as a

powerful tool in decision-making.


The analytical and decision making process

What is the need


Balancing facts with feelings

Evaluating/identifying alternative

Optimizing versus satisfying



This session will help them to develop their analytical skills and also

strengthen your decision- making ability.

Duration

2 days


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Band 4 Programme: Innovation and Disruptive Thinking

Overview

To stimulate new ways of thinking so as to create a constant stream

of fresh and original ideas.


Understand and utilise the 'process' of creativity

Mind mapping

Blending Right and Left Brain Thinking

Lateral Thinking


This session will help them to understand and utilize the 'process' of

creativity and learn tools like mind mapping. They will be able to look

at a situation creatively and come up with out of the box solutions.

Duration

2 days


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Research

Objective


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Research Objective

To know human resource functions of Big Bazaar.

To know training methods used in Big Bazaar.

Determining and evaluating the effectiveness of the trainingmethods..

To know training and development can help store to achieve its

target.

To know the performance appraisal system of Big Bazaar.

To know the recruitment and selection procedure of Big Bazaar.

To know benefits provided to employees.


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Research Methodology

The study is based on personal decision, interview schedules,

documentary observation; the data has been collected from the

executives of the organization and through the published sources.The study is based on the outcomes of personal interviews and

documentary observation. But the extreme care has been taken to

involve the constructive suggestion from the executives. The success

of research basically depends upon the method, which is adopted to

solve the research problem i.e.

A. To collect desired information and data in a systematic manner.

B.Appropriate selection of method is necessary.


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Method of collection

Questionnaire:-

Questionnaire I have prepared consists of a number of questions

printed or typed in definite order on a form. Questionnaire is filled by

respondents who are expected to read & understand the questions &

write down the reply in the space meant for purpose in questionnaire

itself. Questionnaire contains simple & straight forward questions for

the respondents.

Survey:-

Survey I have done is concerned with describing, recording,

analyzing & interpreting conditions that either existed or exist.

Surveys are example of field research.

Sample Unit:-

Sample size I have taken is the representative unit of the population.

It is feasible to cover entire population so; the sample size taken 58.


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Source of Data

Primary Data:

Direct Personal Interview with my project guide at Big Bazaar

Direct Oral Investigation, survey reports and other concerned

employees at Big Bazaar.

Secondary Data:

Published data about Future Group through newspapers,

magazines, journals and books.

Company information from Future group official website.


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Data Analysis &

Interpretation


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DATA ANALYSIS & INTERPRETATION

1. Do you like your job and your organization where you work?

Interpretation

In the survey of 55 samples all employees like their job and there

organization.

Employees

YesNo


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2. Did you get induction from company?

INTERPRETATION:

In the survey of 55 samples out of which 49% of the employees get

induction by the company.

Employees

Yes

No


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3. Are you aware of performance appraisal of the company?

INTERPRETATION

In survey of 55 samples 89% of employees are aware of performance

appraisal of the company.

Yes

No


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4. If you get an opportunity would you like to change your

section?

INTERPRETATION

In survey of 55 samples 67% of the employee doesntwant to change

their section.

Employee

Yes

No


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5. Did you get salary at right time?

INTERPRETATION

In survey of 55 samples 100% employees said that they get salary at

right time.

Employees

Yes

No


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6. Do you think your grievance are properly handled and

redressed?

INTERPRETATION

In survey of 55 samples 89% of the employees said that their

grievance are properly handled and redressed.

Employees

Yes

No


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9. Are you aware of your salary structure?

INTERPRETATION

In survey of 55 samples 81% of the employees know the salarystructure of the company.

Employees

Yes

No


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10. Are you getting any career development program by your

company?

INTERPRETATION

In survey of 55 samples 92% said they get career development

program by company.

Employees

No

Yes


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11. Did you get any incentive when you achieve target?

INTERPRETATION

In survey of 55 samples 96% of the employees said they get

incentive when they achieve target.

Yes

No


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12. Do you feel performance appraisal is motivating factor for

you?

Interpretation

In survey of 55 samples 87% of the employees said that they get

motivation from performance appraisal.

Employees

Yes

No


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Findings &

Suggestions


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SWOT Analysis

Strength Weakness

Employee is considering asbiggest asset of the company.

Regular training program. Salary is provided at right time. Good atmosphere to work. Policy followed by the

company is very good. Company is very strict about is

policy.

Training is provided to eachemployee but not in regularbasis.

Employee get bore by doingsame kind of work.

Salary is less and working houris more.

Lack of motivating factor.

Opportunities Threats

Targeting more employees fordevelopment.

Career progression byShiskha, seekho, PRISM

More training program foremployees.

Increase the standard ofmanpower.

Many competitors are there. Employee resists change by

company policy.


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FindingsAfter Data Analysis & Interpretation, I find that:-

100% of the employees like their job and organization.

89% of the employees are aware of performance appraisal of

the company.

67% of the employee doesnt want to change their section.

100% of the employee said that they get salary at right time.

89% of the employee said their grievance are properly handled

and redressed.

83% of the employees are aware of the training program of the

Organization.

90% of the employee said that get motivation from the training. 81% of the employees are aware of their salary structure.

92% said they are getting career development program by their

company.

96% of the employees said they get incentive when they

achieve their target.

87% of the employees said they get motivation from

performance appraisal.

Apart from this my finds are:

Department manager and team member daily try to achieve

their target.

Employees are happy with atmosphere of the Big Bazaar.

Employees like the work environment of the company.


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Suggestions

Company should more focus on the training program of the

employees.

Training should be provided in every quarterly to eachemployee.

Training provided by the store Guru should be more

motivational.

Employees performance improvement should be judge after

training program.

Employees section should keep on changing.

Quality of manpower should increase.

In store training should be provided by trained trainer.

Induction should be given every employee.


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Conclusion


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Conclusion

Future Group promises a glowing future for itself and the countrys

development in order to improve the benefit and the standard of living

of the people of the state and the country. The company is reachingout to all the sections of the society as it is creating a hypermarket

where not only the rich people shop but also the middle and the lower

class customer come to enjoy the whole shopping experience. After

45 days of vocational training I came to the conclusion that the

employees of the future group are satisfied with their training and

dissatisfied in few other areas.


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The Cases of satisfaction are

Employees are satisfied with the training and development

program.

Employees are satisfied with their work environment.

Employees are satisfied with the facilities there provided at the

time of training.


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The Cases of dissatisfaction are

Employees feel that job they do is repetitive.

Work pressure is more.

Working Hour is more.


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BIBLIOGRAPHY

&

WEBLIOGRAPHY


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BIBLIOGRAPHY & WEBLIOGRAPHY

BIBLIOGRAPHY

Essentials of Human Resource Management

And industrial Relation: P.Subba Rao

Training and Development of Employees: Raymond

A.Noe

WEBLIOGRAPHY

www.citehr.com

www.futuregroup.com

www.futurebytes.com

www.managementparadise.com
http://www.citehr.com/http://www.citehr.com/http://www.futuregroup.com/http://www.futuregroup.com/http://www.futurebytes.com/http://www.futurebytes.com/http://www.managementparadise.com/http://www.managementparadise.com/http://www.managementparadise.com/http://www.futurebytes.com/http://www.futuregroup.com/http://www.citehr.com/


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ANNEXURE


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QUESTIONNAIRE

1. Name:________________________________________

2. Phone no:__________________________________________

3. Email:_______________________________________________

4. Address:______________________________________________

5. Gender: Female Male

6. Designation & Band: ____________________________________

7. Experience in future group: ______ Years ______ Months

8. Do you like your job and your organization where you work?

i) Yes ii) No

9. Did you get induction from company?

i) Yes ii) No

10. Are you aware of performance appraisal of the company?

i) Yes ii) No

11. If you get an opportunity would you like to change your section?

i) Yes ii) No

12. Did you get salary at right time?

i) Yes ii) No

13. Do you think your grievance are properly handled and redressed?

i) Yes ii) No

14. Are aware of training program of the organization?

i) Yes ii) No


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15. Did you get any motivation from training program?

i) Yes ii) No

16. Are you aware of your salary structure?

i) Yes ii) No

17. Are you getting any career development program by your

company?

i) Yes ii) No

18. Did you get any incentive when you achieve target?

i) Yes ii) No19. Do you feel performance appraisal is motivating factor for you?

i) Yes ii) No

69133781 big bazaar main project 3

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