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8/13/2019 Alumni Meets
1/18
A Project in Human Resources Planning and Audit
By
Ms. Shweta Seshan
Submitted to: Prof. Ghosh
8/13/2019 Alumni Meets
2/18
HR Practices at Galay!
In 1992, when retail in India was all about shelf space, merchandise and prices, Galaxy
redefined every aspect of the shopping experience and called it a service industry and offered
the Indian consumer an international shopping experience.
s India!s first specialty chain with outlets in "umbai, #angalore, $elhi, %yderabad, &aipur
and 'hennai and manpower strength of nearly 1()) employees Galaxy offers a complete
range of garments and accessories for the entire family.
*ith 2(,))) customers wal+ing in every day to feel the experience, Galaxy is well on its
way to rewrite many more chapters in the retail industry. he foundation of Galaxy was
laid on $ecember 2, 1992 by the -. -harma group of companies. s one of the largest
players in the country in the business of real estate development and hotels, the Group too+ a
pioneering step by redeveloping one of its existing group owned properties into a etail
venture called Galaxy.
Galaxy, leveraging on the Group!s strength and expertise in the service industry, grew from
merely being a men!s store with about /))) s0. ft. of trading area to ashion 3ifestyle
apparel and accessories store for the family and boasts a turnover of s. 4() 'rores
5ur ability to successfully develop our managers for their current assignment as well as for
future leadership roles has direct impact on our ability to achieve success in our four
priorities. hese priorities are diversity, profitable growth, improved productivity and returns,
and becoming customer6centric.
"ision
7o be a Global etailer in India and maintain no. 1 position in the Indian "ar+et in
$epartment -tore category.7
2
Galaxy - The Ultimate Shopping
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Mission
78othing but the best.7
o strive and achieve nothing but the best in terms of processes, practices and deliverables.
"alues
-ome of the main features that have helped Galaxy differentiate itself in the retail industry
and be accepted across the country as a mar+eting phenomenon are its own outstanding
commitment to customer satisfaction along with its deep sense of ethics and values.
he following are the values that help us in achieving our mission and vision
*e shall not ta+e what is not ours
he 5bligation to $issent :against a viewpoint that is not acceptable;
*e shall have an environment conducive to openness and development
*e shall believe in innovation
*e shall have the willingness to apologi
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HR Practices at Galay!
activities at Galaxy. revamp of all the policies and procedures was effected and the
changes were effectively communicated to people across the organi
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HR Practices at Galay!
results. *e have a clear vision of where we are going. *e focus our resources to achieve
leadership ob?ectives and strategies. *e develop the capability to deliver our strategies and
eliminate organi
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HR Practices at Galay!
HR (nitiati+es at Galay!
'rgani,ational #ulture
he organi
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*e create and deliver products, pac+aging and concepts that build winning brand
e0uities.
*e develop close, mutually productive relationships with our customers and our
suppliers.
*e are good corporate citi
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HR Practices at Galay!
Man$ower Planning
Galaxy is among the few companies that follow a structured manpower planning process.
his helps in minimi
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#ommunication
'ommunication is given great significance within and outside the organi
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Performance A$$raisal
4A)6degree performance appraisal is used at Galaxy. he process is 0uite ob?ective in
nature and monitoring is on a continuous basis. his helps employees identify any gaps in
their performance and rectify in time. Employees also get a chance to evaluate their seniors
and also improvise on their own performance through the feedbac+ received from all the
people that they regularly interact with. "#5 is also actively practiced and hence the targets
are realistic and achievable. ll goals are clear and unambiguous and hence there is no scope
for misunderstanding. "anagers compete with themselves than with other managers. his
reduces internal conflicts. he concept of one6minute6goals is actively practiced whereby all
the goals are written on paper in not more than 2() words and can be read in a minute. his
helps employees be in constant touch with their goals and goal6setting no longer remains an
activity that is done ?ust once a year.
#areer Progression
'areer >lanning of employees is chiefly dependent on the competency framewor+ in a
company. t, Galaxy, we map an employeeFs 0ualities by administering tests li+e
5ccupational >ersonality uotients :5>;, an independent psychometric test, that has 1D)
statements ?udging the individualFs feelings and emotions, thin+ing capacity and
interpersonal relationships. 'areer planning for the employees is seen as a H for the %
professionals at Galaxy.
t Galaxy, career planning is done in three ways6 multi6s+illing of employees, training and
behavior management program. he employees are categori
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HR Practices at Galay!
#om$ensation
'ompensation is an integral part of any % initiative. he compensation pac+age at Galaxy
is competitive and at par with the best in the industry. t Galaxy, the flexi6pay system is
followed, whereby employees can choose from among a host of options li+e profit sharing
instead of regular bonus, E-5>s, %, conveyance allowance etc. 'ompensation pac+ages
are designed +eeping individual needs in mind and can be modified as per the desire of the
employee. lso, care is ta+en to ensure that the tax liability of the employee is +ept at a
minimum. he company also offers help in filing the annual tax returns of its employees.
Performance1%ined Pay
>erformance lin+ed pay forms a ma?or chun+ of the compensation pac+age at Galaxy.
here are also other non6monetary incentives li+e holidays in foreign destinations, giftvouchers for special targets etc. his helps the employees as they are rewarded for every little
effort that they put in. eam incentives foster a sense of team spirit and employees encourage
and help with each other achieve targets.
Producti+ity
>roductivity and efficiency are two important tools for maximi
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HR Practices at Galay!
/m$loyment Security
Employment -ecurity in the >-s ma+es the employees complacent and affects productivity
whereas the high degree of insecurity in the private sector hampers performance. Galaxy
see+s to achieve a balance so that there is the right amount of stress and insecurity to egg
people on, but at the same time there is enough security so that people can concentrate on
their ?obs. his is done by communicating to the employees that their ?obs are dependent not
?ust on achieving targets, but on sustained performance over a period of time. Employees are
encouraged to be ethical at all times and are made aware of the need to uphold the company
culture at all times.
Retention
s we progress towards a +nowledge6based economy, human capital will feature as an
important source of competitive advantage for companies. %ence, it becomes imperative for
companies to recruit and retain high performers. etention of good employees is a common
problem in an industry that is growing by the day. he loss of +ey staff members will cause
inefficiency and loss of critical s+ills. -ignificant cost would also have to be incurred in
recruiting, training and developing new hires. 'ross6>latform raining helps the employees
adapt to the changing needs of the business environment. ecognition of alents is a very
important tool that helps in retention of employees. he talent of the employee is gauged
during the training period so that employee6?ob fit can be enhanced. his also increases the
productivity significantly
-tar performers are routinely sent up for training to International outlets so that they can gain
hands6on experience. hese initiatives have greatly reduced the employee turnover ratio.
-lei time
etention is a ma?or reason behind wor+place flexibility arrangement. It has been found that
flexi6wor+ is effective in reducing absenteeism among employees. It provides employees
with more time to handle various personal demands such as childcare and elder care, which
could sometimes lead to absenteeism. s employees are better able to balance their wor+ and
12
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family commitments, their satisfaction increase and they become more productive and
committed to their wor+.
Paternity %ea+e and Anni+ersary2Birthday %ea+e
Galaxy allocates paternity leave for its male employees, as it understands that most of the
employees live in nuclear families and hence need to mobili
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HR Practices at Galay!
contribute to the organi
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...*he #ustomer1 0elighting #ustomers
'ustomers are the center of GalaxyFs universe they define 0uality. hey expect
performance, reliability, competitive prices, on6time delivery, service, clear and correct
transaction processing and more. In every attribute that influences customer perceptionK we
+now that ?ust being good is not enough. $elighting our customers is a necessity. #ecause if
we don!t do it, someone else willL
...the Process1 'utside1(n *hining
uality re0uires us to loo+ at our business from the customer!s perspective, not ours. In other
words, we must loo+ at our processes from the outside6in. #y understanding the transaction
lifecycle from the customer!s needs and processes, we can discover what they are seeing and
feeling. *ith this +nowledge, we can identify areas where we can add significant value or
improvement from their perspective.
...the /m$loyee1 %eadershi$ #ommitment
>eople create results. Involving all employees is essential to Galaxy!s 0uality approach.
Galaxy is committed to providing opportunities and incentives for employees to focus their
talents and energies on satisfying customers.
-ix -igma is a very important process implementation tool, which helps us map our
processes vis6M6vis, the structured processes and helps identify the gaps. his is useful in
improving the various business processes and increases productivity while reducing errors.
o achieve -ix -igma 0uality, a process must produce no more than 4./ defects per million
opportunities. his means we need to be nearly flawless in executing our +ey processes. -ix
-igma is a vision we strive toward and a philosophy that is part of our business culture. -ix
-igma was applied to the delivery process and was helpful in eliminating the number of
errors that occurred in the past.
*3M
he role of the % $epartment in improving 0uality is considerable. uality consciousness
is very high at Galaxy. ll employees are educated on the ill effects of sales return. %ence,
1(
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HR Practices at Galay!
every product is minutely examined for 0uality conformance. uality is not the sole purview
of the purchase staff. Even sales personnel are encouraged to constantly examine all goods
for any defects. he customer is the focal point of all our initiatives. he customer includes
not only outsiders who buy the organi
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HR Practices at Galay!
not have to sign any bond for this purpose and it has been noticed that these employees prefer
to stay on with the organi
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HR Practices at Galay!
Ever since it changed the face of Indian etail Industry, Galaxy has garnered many a
coveted award and accolade. ecognition has come at both national and international levels,
ma+ing it a retail giant to rec+on with at the global arena.
Galaxy is the only retailer from India to become a member of the prestigious
Intercontinental Group of $epartmental -tores :IG$-;. he IG$- consists of 29
experienced retailers from all over the world, which include established stores li+e
-elfridges :England;, -hanghai 8o.1 :'hina;, "anor :-witI3. Galaxy has always believed that
*here the vision is one yearK cultivate flowers*here the vision is ten yearsK cultivate trees
*here the vision is eternityK cultivate people
1D